Organisational Behaviour Report - OB1, Sainsbury Analysis

This report provides an analysis of organisational behaviour (OB) principles within the context of Sainsbury's. It explores the impact of culture, power, and politics on individual and team activities, referencing Handy's typology and various bases of power, including reward, coercive, legitimate, referent, and expert power. The report also examines motivational theories, such as ERG theory and Equity theory, and how these can be applied to enhance employee performance and satisfaction. It discusses how Sainsbury's can foster a positive work environment by addressing employee needs and ensuring fair treatment. The report concludes with recommendations for improving organisational outcomes by strategically managing culture, power dynamics, and motivational strategies. The report covers task 1 to task 4 with P, M and D grades.

Organisational
Behaviour
1

Table of Contents
INTRODUCTION ..........................................................................................................................2
TASK 1............................................................................................................................................3
P1 ...........................................................................................................................................3
M1 ..........................................................................................................................................6
TASK 2............................................................................................................................................6
P2............................................................................................................................................6
M2 ..........................................................................................................................................8
D1...........................................................................................................................................8
TASK 3............................................................................................................................................8
P3 ...........................................................................................................................................8
M3.........................................................................................................................................10
TASK 4..........................................................................................................................................10
P4 .........................................................................................................................................10
M4 ........................................................................................................................................12
D2 ........................................................................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................14
2

INTRODUCTION
Organisational behaviour is academic study of way a person behave or act in between
group of people. The principles of OB are implied primarily to attempt business activities in
most successful manner. The study of OB includes crucial field of conducting research which
consecrate to improve job execution, enhance gratification of job and promoting creativity for
gaining desirable outcomes. This assignment rely on Sainsbury which is the second sizeable
series of grocery store in UK market place, founded in the 1869. Respective report is based on
the investigation of causation of culture, politics and power on activity of individual and team in
context of a firm. Further it includes the way to motivate individuals and team by using the
conception and exercise for gaining desirable outcomes. In addition to component which make
potential team of individuals in against to ineffective team to reach at potential outcomes. At last
it elaborated the various kinds of theories and practices related to behaviour in organisation and
in specified business situation.
TASK 1
P1
OB is collection of the various works and activities related to the forecasting and
affecting the behaviour of a person within a firm (Aderibigbe, Nwokolo and Oluwole, 2019). In
an organisation power, politics and culture are the major components that influence the nature of
a person for achieving desirable outcomes. Here are the various theories and practices that
illustrate the culture, power and politics that influence activities of a person and group of person:
Culture:
Culture refers to the values and ideologies that hold and operated by the Human resource
department by building effective working environment in which every individual can give one of
their best efforts. In context of Sainsbury by using the Handy's typology can be able to
understand the various kinds of culture and their effectively implementation within the
organisation for gaining potential outcomes.
Power culture:
Within a firm respective culture with power culture, power resides in few hands of
individuals that influence the activities of the whole organisation (Blake and Lloyd, 2019). In
respective culture there are code of conduct that decide about upcoming events, in context of
3

Sainsbury they not consider respective culture as much effective because it not provide
opportunities to employees to showcase their level of creativity and innovation.
Role culture:
Organisation by using respective culture rely on the regulation which is controllable in
nature in manner, every one knows about their function and obligation. The ability in respective
culture ascertained by the designation of an individual in organisational structure. By acquiring
respective culture by Sainsbury they can be able to assign the roles and responsibilities to an
individual by acknowledge-ding their skills and capabilities properly.
Task culture:
Respective culture forms while the unit in the organisation incorporated to work out some
special concerns. Task in an organisation is very much crucial that helps in shifting power within
teams by mixing team and their status for attaining potential results. In context of Sainsbury they
by forming respective kind of culture on the basis of project problem can be able to achieve
potential results.
Person culture:
In an organisation by using respective culture, individual sees themselves as unique and
superior for attaining potential outcomes (Barbaranelli and et.al., 2019). Respective kind of
culture enables to a firm in enhance motivation of employees in putting their best work. In
context of Sainsbury they by giving proper rights and responsibilities to individuals so that they
can give their best skills and capabilities in gaining potential outcomes.
From the above communication it has been summarised that for Sainsbury best culture
which fitted as per the organisational goals and objectives is role culture. By using the respective
culture in which every individual acknowledged about their roles and responsibilities by
accessing their skills and capabilities positively as it influence the demeanour of a person and
group of person in specified way.
Power:
Bases of power refers to the power holders control that assist in manipulate the
demeanour of an man-to-man in order to gain desirable outcomes (Alblas, Wijsman and van
Noort, 2019). To understand the best power for an organisation needed to evaluate there are
mainly five kinds of power that adopted by the leaders in various situations that are as follows:
Reward power:
4

Respective power denotes about the capabilities of a manager in order to give some
crucial rewards to their personnel (Burrell and Morgan, 2019). Respective power can be range
from the monetary compensation to improve the work schedules. Reward power helps in
enhance the motivation of employees for gaining desirable outcomes. So by developing the
respective power within the organisation Sainsbury in achieving potential deliverables from their
employees by enhancing retention rate.
Coercive power
Respective kind of power denotes about capabilities of a manager to improve their
performance by using rebuke or threat. It push towards the short term cooperation but in long
term occurs the dysfunctional behaviour. Respective kind of power not give positive results for
long time and demotivate worker.
Legitimate power:
In respective kind of power that rely on content of personnel that their manager have
right to give potential kind of orders as per their position. In corporation of respective power
within the Sainsbury build negative behaviour among employees as they not have right to
express their views and opinions to improve performance.
Referent power:
Respective kind of power bring from respect of worker for a director, in which manager
leads by example. Respective kind of power supported on the belongings of an individual and
influence the activities of an personnel that are not aware about behaviour (Curcija, Breakey
and Driml, 2019). In context of Sainsbury respective kind of power adversely impact on the
organisational growth as by it employees only focus on acquiring of position rather than
achieving desirable outcomes.
Expert power:
In respective kind of power, the power remains in the few individuals specialised in the
specific field in attaining desirable outcomes. Respective kind of power proved very much
beneficial for organisation as they gain quick results with cost effective manner. In context of
Sainsbury by using expert power they can gain best results from an individual who can perform
in best way.
Politics:
5

Politics in organisation refers to the chain of activities in which human being interact
with the another individual by using effective strong power. Politics in the organisation occurred
in both the optimistic and perverse way and generated in kinds of situations such as
communication within personnel, performing work in rotational manner, flexibility in leaves and
many more (Day, 2019). Behaving in the biased manner consider as an partial behaviour
towards one another, in that scenario Sainsbury by incorporating the positive work politics helps
them to gain desirable outcomes from the employees. So by using the positive politics in the
organisation enables in building the healthy kind of relatedness in personnel for achieving
desirable results.
From above discussion it has been summarised that for Sainsbury by using the reward
power which helps in enhancing the motivation steady of their worker in form of both monetary
and non monetary benefits.
M1
At a workplace, a person and team performance impacted by culture, politics and power,
these can be positive or negative in nature (Hassan, Iqbal and Malik, 2019). Such as if
Sainsbury manager develop positive culture, provide equal power to all and avoid politics then
employees fell motivated as well as it will also increase their work performance through that
they can attain their desire goal successfully. It will also aid this organisation in retaining its
employees for a huge time period. In addition to this, if there is high politics based environment
and misuse of power then there is development of negative environment which minimise
performance of employees due to which respective company productivity, market shares and
profitability get decreased.
TASK 2
P2
Motivation is one of most all-important aspect for the structure that helps in enhance the
level of performance of worker in positive manner (Homberg, Vogel and Weiherl, 2019).
Business leaders and managers by adopting the diverse kinds of motivational construct and
training can be able to develop the positive working conditions within the organisation that are as
follows:
Content theory of motivation:
6

ERG motivation theory:
ERG theory of motivation was originated by the Clayton P. Alderfer. Respective theory
simply summarise the five theory of maslow theory of motivation into the three aggregation that
are existence, relatedness and growth.
Existence needs:
Existence needs are the integration of the physiological and materialistic needs of an
individual that includes basic necessaries such as solid food, water, shelter and clothing (Jacobs
and Manzi, 2019). In context of Sainsbury manager of the organisation focus on motivating
employees by giving monetary benefits such as incentives and bonus to gain higher level of
productivity.
Relatedness needs:
Respective kinds of needs emphasises on the accomplishment of social esteem and
external needs in collaborative form that includes peers, association and household members. It
can be attained by providing recognition to employees in unofficial parties in front of people so
that an individual can gain motivation from them (Karatepe, Ozturk and Kim, 2019). It is
necessity of all human being to have a positive relationship around the people of an individual.
Such kind of workplace consist with co workers that deliver towards the pains that leads towards
in enhancement of rate of turnover in organisation.
Growth needs:
In respective kind of needs an individual only focus on improving their own growth, in
context of Sainsbury they by providing the effective kind of training and development to their
employees for gaining potential outcomes. So it is very much important for an organisation to
focus on major areas of improvement in motivation level of employees so that they can engage
with organisational goals and objectives positively. The consequences to feel motivated when an
individual realized the outcomes of their efforts, the feeling might be achievement, respect from
others and goal actualization and many more.
Process theory of motivation:
The equity theory:
In 1962, behavioural psychologies John Stacey Adams developed the equity theory of
motivation that states that employees should be treated in fair manner which in turn motivate
them to treat with others in same manner (Maio and et.al., 2019). In context of Sainsbury they
7

provide equal opportunities to the people in order to enhance their motivation level. Respective
theory based on the ratio of inputs that contribution make by an employee and outcome that is
result of their contribution. The underlying belief that personnel who perceives themselves either
under rewarded or over rewarded for their efforts feel distress. So it is very much important for
an organisation to put one of their best efforts in motivating the employees. By providing the
monetary benefits such as incentives and bonus to gain maximum outputs from the employees in
order to remain competitive in marketplace.
M2
Management of Sainsbury adopt two motivation theories i.e. ERG motivation theory and
Adam's Equity motivation theory because that will help them in developing positive workplace
which increase motivation level of employees. In respect of ERG motivational theory, respective
company able to understand need and demand of their employees and then accordingly they will
develop strategies (McCormick and Donohue, 2019). On the other hand by adopt Adam's equity
theory, this organisation able to treat all staffs properly that aid them in developing feeling
related to motivated and encouraged. So by adopting both theories this organisation become
capable to increase performance of staffs that directly leads at achieving of predetermined aim
and target effectively and successfully. Moreover through this Sainsbury's productivity,
profitability and market shares get increased at the potential marketplace.
D1
At a workplace, manager need to adopt several factors which develop strategies such as
politics, culture and power because through that they able to improve their employees
performance properly. Such as if manager of Sainsbury are highly involved in politics and
misuse their power then it will directly impact on workplace culture due to which employees
moral will also get decrease. Along with this, it is also minimise employees productivity and
profitability of firm. On the other if, respective company manger use their power properly avoid
situation of politics then then will be positive culture which help in motivating employees.
Moreover it will also help in increasing productivity of firm because performance of staffs get
enhanced.
8

TASK 3
P3
Teams are formed while they have common taste, preferences, liking and attitude come
and work collaboratively in order to achieve the desirable goals and objectives (Miao and et.al.,
2019). Team plays very much crucial role in organisation as well as individuals lives positively.
So it is the responsibility of an organisation to focus on adding some attributes to build an
effective team. There are some major characteristics that distinguish from effective team to
ineffective one that are as follows:
Basis Effective team Ineffective team
Definition One of the most effective team for a
business to organize employees is in
teams. A team is made of two or more
people that work collaboratively in
order to achieve common goals
(Muchiri, Shahid and Ayoko, 2019).
Ineffective teams are often made of
people who do not mix well and not
have the necessary skills to perform
the kinds of works and duties at
hand. Some team possess the same
skills in many people and other
teams suffer from lack of proper
training.
Underlying
goals
In effective team the task of objectives
is understood in well manner and
accepted by each and every individual
properly.
In ineffective team from the things
which are said to an individual face
difficulty to understand it in proper
manner about what is group task and
major objective of it.
Member
contributions
In effective team there is lot of
discussion takes place in which every
individual takes place virtually in order
to gain desirable outcomes.
In ineffective team on other hand a
few people tend to dominate the
discussion and their contribution
also way off the point.
Conflict
resolution
In effective team if there is
disagreement the group is comfortable
On other hand in in effective team
disagreement are not coordinated
9

with this. Which shows no sign to
avoid conflicts (Rawabdeh and et.al.,
2019).
effectively by the group. Often it is
surpassed by the leader resulting
open warfare and resolved with help
of vote in which minority is smaller
then the majority.
So it is very much effective for an organisation to build the effective team by observing
the complexities of the task and responsibilities in order to gain desirable outcomes within the
organisation. In context of Sainsbury by adding some important features of effective team they
can be able to gain desirable goals and objectives positively.
M3
Manager of Sainsbury adopt Tuckman team development theory for developing an
effective cooperative nature in an individual for workplace. By using this theory leader abler to
develop proper team that aid them in achieving its predetermined goal or aim. Respective model
have five stages whose explanation is given below in respect of Sainsbury:-
 Forming: It is initial stage of team building at which respective company management
will introduce all team members with each other so that they can know each other
properly. At this stage manager will also inform members about the project goal or aim of
developing team (Sendjaya and et.al., 2019).
 Storming: At respective phase all team members are allotted their work according to
their strengths and weaknesses. Moreover at this stage firm also able to know whether
these employees conduct their work properly or not.
 Norming: In this phase, there is high chance of development of conflict because of
difference in interest as well as perspective of team members. So in this stage
management need to develop strategies through which they can resolve issues and move
toward attaining desire goal.
 Performing: In this phase team members at respective stage will conduct their work
according to allotment so that they can attain their predetermined goal as well as target
properly or successfully.
 Adjourning: Respective is the last phase at that whole members will be dissolved after
attainment of goal as well as at this stage team leader will handover all document and
work to senior authority of respective company (Sheedy, Garcia and Jepsen, 2019).
10

TASK 4
P4
Organisational conduct concerned for an individual to managing and dealing with the
action of an man-to-man to perform in a specified style for accomplishing organisational goals
and objectives. Here are the theory and practice in order to coordinate the behaviour of an
individual to gain effective outcomes that are as follows:
Path goal theory:
The path goal is theory which supported on specifying the style of a leader of activity that
best fit as per the employees and work environment for achieving the desirable outcomes
(Vaughan, 2019). The path goal theory is a best thought as a process in which leader responsible
to opt the specific behaviour that suited properly as per needs of employees and their working
environment to guide employees through path in obtaining the day to day activities. In context of
Sainsbury that operated with diverse work force so conflicts arise in their organisation, in that
regards needs to apply suitable leadership style by using path goal theory. Respective theory
argue that leader have to emerge with kinds of leadership behaviour which rely on the nature and
demand of a specified situation.
Leadership styles:
There are four kinds of leadership styles that are as follows:
Directive:
In respective kind of leadership style, leader behaviour refers to the situation where the
leader tells employees what expected from them and way to perform the specific tasks and
duties.
The achievement:
Respective kind of leader behaviour refers to the situation where leader sets the
challenging tasks and goals for their employees and expect from them to perform in their highest
level and shows confidence to meet their level of expectations in order to remain competitive in
business environment (Waddell and et.al., 2019).
Participative:
The participative leader behaviour involves the leader who consult with the employees
and asking for their suggestions before taking the decisions. Respective kind of leadership style
helps to enhance the motivation level of employees positively.
11

The supportive leader:
Respective kind of leadership style directed towards the satisfaction level of employees
and their needs with preferences. In it leader shows the concern psychologically for their
employees in a particular situation in order to gain desirable outcomes.
Contingencies:
Respective theory states that each of the leadership style is very effective in some
situations but not in all. It also elaborate that relationship in between the leaders style of leading
people and effectiveness rely on the respective variables that are as follows:
Characteristics of employees:
Characteristics of employees includes the factors such as needs, locus of control,
experience, perceived ability and willingness to leave the organisation (Sheedy, Garcia and
Jepsen, 2019). So if employees are highly unable then directive kind of leadership style
unnecessary instead of supportive leadership. In context of Sainsbury to overcome from the
conflicts supportive leadership style proved beneficial for them. So in situation of conflict
Sainsbury have to evaluate all styles of leading people and then choose one of best out of it.
Characteristics of work environment:
In work environment characteristics consist of the various factors such as task culture and
dynamics of team that are out of control for the employee. In it the major factors involved task
culture and team dynamics required supportive kind of leadership style. In context of Sainsbury
by observing or evaluating respective factors they can be able to choose one of best leadership
style as per the situation to overcome from it positively.
Hence the leadership style and bring positive changes in the subordinates to gain
desirable goals and objectives from them in order to gain desirable outcomes from them and
maintaining the positive work culture within the organisation.
M4
Through applying path goal theory a company able to understand its employees
capabilities as well as potential for facing each every situation at the workplace. Similarly by
applying respective theory Sainsbury able to evaluate its employees capabilities, skills and
potential as well as it will also help management in developing strategies through that they can
leads according to assigned take or work. Along with this through implementation of path goal
theory respective company able to enhance their profit ratio as well as shares at marketplace
12

because implementation of theory help in improving employees moral and increase motivation
level which increase productivity (Rawabdeh and et.al., 2019). Moreover it will also help in
adopting appropriate leadership style which help firm in taking corrective course of action for
increasing personnel performance and company profitability in successful as well as impressive
manner.
D2
Tuckman team development consist of five phase at which all roles and responsibilities
are allocated to a person according to their skills, abilities, knowledge and capabilities to handle
situation at workplace. Such as if Sainsbury adopt respective theory they need understand
capabilities and skills of their employees to work in a team properly for attaining desire goal of
firm (Waddell and et.al., 2019). Through this an organisation able to develop positive working so
that employees productivity get increased as well as it will also help in improving firm
productivity. Tuckman team development theory can effectively implement by using democratic
approach as well as through it firm as well as stakeholders both get benefits. Moreover it will
also aid firm in doing their practices in collaborative way which directly aid in achieving
predetermined target and aim. Similarly when respective company adopt this approach their
worker feel encouraged and conduct practices efficaciously that aid in increasing productivity
and making positive environment.
CONCLUSION
It has been summarised that for an organisation it is very much important to understand
the activity of individualistic and group of individualist in order to provide proper working
environment for gaining desirable outcomes from them. To enhance the motivation of employees
it is very essential to motivate employees by using potential practices within the internal
environment of organisation. In an organisation unit of people plays very significant role in
gaining desirable goals and objectives. With the help of organisational philosophies for gaining
the desirable outcomes for gaining potential outcomes to mould the behaviour of individuals in
positive manner. With the help of path goal theory a leader by choosing the appropriate kind of
leadership style can be able to direct their employees in a specified business situation in order to
gain desirable goals and objectives.
13

REFERENCES
Books and journals:
Aderibigbe, J.K., Nwokolo, E.E. and Oluwole, O.J., 2019. Effect of psychosocial factors on
organisational citizenship behaviour among graduate employees in Nigeria. Economics
& Sociology. 12(1). pp.155-367.
Alblas, G., Wijsman, E. and van Noort, M., 2019. Organisational Behaviour. Routledge.
Barbaranelli, C. and et.al., 2019. Positivity and behaviour: the mediating role of self-efficacy in
organisational and educational settings. Journal of Happiness Studies. 20(3). pp.707-
727.
Blake, H. and Lloyd, S., 2019. Influencing organisational change in the NHS: lessons learned
from workplace wellness initiatives in practice.
Burrell, G. and Morgan, G., 2019. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Curcija, M., Breakey, N. and Driml, S., 2019. Development of a conflict management model as a
tool for improved project outcomes in community based tourism. Tourism
Management. 70. pp.341-354.
Day, G.E., 2019. Understanding organisational culture in the hospital setting. Transitions in
Nursing eBook: Preparing for Professional Practice, p.59.
Hassan, M.U., Iqbal, Z. and Malik, M., 2019. Evaluation of individuals' behaviour patterns
towards cellular network: an empirical study of Pakistan. International Journal of
Business Innovation and Research. 18(1). pp.64-86.
Homberg, F., Vogel, R. and Weiherl, J., 2019. Public service motivation and continuous
organizational change: Taking charge behaviour at police services. Public
administration. 97(1). pp.28-47.
Jacobs, K. and Manzi, T., 2019. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, pp.1-19.
Karatepe, O.M., Ozturk, A. and Kim, T.T., 2019. Servant leadership, organisational trust, and
bank employee outcomes. The Service Industries Journal. 39(2). pp.86-108.
Maio, G.R. And et.al., 2019. Setting the foundations for theoretical progress toward
understanding the role of values in organisational behaviour: Commentary on “Values
at work: The impact of personal values in organisations” by Arieli, Sagiv, and
Roccas. Applied Psychology.
McCormick, L. and Donohue, R., 2019. Antecedents of affective and normative commitment of
organisational volunteers. The International Journal of Human Resource Management.
30(18). pp.2581-2604.
Miao, Q. and et.al., 2019. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology.
Muchiri, M., Shahid, S. and Ayoko, O., 2019. And now for something completely different:
Reframing social processes of leadership theory using positive organisational
behaviour. Journal of Management & Organization. 25(3). pp.370-373.
Rawabdeh, M. and et.al., 2019. The mediating influence of organisational citizenship behaviour
on employee job performance and staff incentive's relationship. International Journal of
Management Practice. 12(2). pp.200-227.
14

Sendjaya, S. and et.al., 2019. Fostering organisational citizenship behaviour in Asia: The
mediating roles of trust and job satisfaction. In Leading for High Performance in
Asia (pp. 1-18). Springer, Singapore.
Sheedy, E.A., Garcia, P. and Jepsen, D., 2019. The Role of Risk Climate and Ethical Self-
interest Climate in Predicting Unethical Pro-Organisational Behaviour. Macquarie
Business School Research Paper.
Vaughan, J., 2019. Epimethean hope or Promethean expectation? The role of organisational
behaviour. In Organizing Hope. Edward Elgar Publishing.
Waddell, D. and et.al., 2019. Organisational change: Development and transformation. Cengage
AU.
15

16