Organisational Behaviour Report: Impact on Performance & Goals

This report provides an in-depth analysis of organisational behaviour, using Mark and Spencer as a case study. It explores the impact of company culture, politics, and power dynamics on individual and team behaviour and performance. The report examines Handy's model of organisational culture, the influence of good and bad politics, and the application of French and Raven's model of power. Furthermore, it delves into content and process theories, particularly Maslow's hierarchy of needs, and their role in achieving organisational goals. The report also touches upon the importance of teamwork and the concepts and philosophies underpinning organisational structures. The overall aim is to understand how these factors contribute to employee motivation, productivity, and the overall success of the organisation.

Organisational Behaviour

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1. Company’s culture, politics and power impact on individual and Team behaviour &
performance.................................................................................................................................3
LO2..................................................................................................................................................6
Role of Content and Process theory in achieving goals of the organization...............................6
LO3..................................................................................................................................................8
P3. Team importance for firm.....................................................................................................8
LO4................................................................................................................................................10
P4. Concept and Philosophies of organisation..........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisation behaviour describe about nature of leaders and management in controlling
and monitoring workforce at workstation. Mark and Spencer is one of largest market share Retail
Company in United Kingdom. Organisation faces various kind of challenges in politics, power
and culture in working environment and implement strategy with the help of different models
and Theories. Maslow and Tuckman’s theory also describe in report. In the end path goal theory
explain behaviour of senior authority towards workers.
LO1
P1. Company’s culture, politics and power impact on individual and Team behaviour &
performance
Mark and Spencer focus on maintaining discipline at workplace. There are various kind
of strategy which it follows to increase diversified culture as well as distribute power among all
so that no worker feel isolated or discriminated (McShane and Glinow, 2017). Politics is a
crucial part of organisation but firm only allow good politics at work station and hence able to
can loyalty of work force.
Handy’s Model
Handy describe organisation culture into four segments namely task, power, person and
role. These 4 kinds of culture can become path for achieving goals or it can be a barrier. Mark
and Spencer give higher autonomy to workers which increase Innovation and creativity. It highly
focused on task culture which helps in gaining higher output from worker within time limit.
Power Culture
In this type of organisation culture power is limited with few groups which dominate over
others in decision making and policy framing. This increased differences between employee and
leaders with effect on growth of firm (Tasselli, Kilduff and Landis, 2018). There are number of
Organisation in United Kingdom which follow this type of culture so that diffusion are quickly
taken. Leaders in organisation concentrated on achieving goals and on the basis employee will be
given promotion and other advantage there will be no focus to word the way they adapted. It
effect on Innovation and creativity skill of workers recharge necessary for changing business and
hence not suitable for globalised business. It become important for organisation to maintain
retention but adopting this culture will affect on it. Team working of M&S gets influenced which
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is not a good factor for the company’s working and operations since there is de-motivation which
would be present in the employees.
Role Culture
Role of the person is more dominated in organisation in this type of culture. Leaders and
employees divided task and according to their roles are decided which help in in focusing on
particular work. Power of the persons depends on position such as CEO has higher rank in
organisation as compared to manager (Kanfer and Chen, 2016). Hierarchy and firm structure
determine floor power. However, it is more vertical in nature and flow from above to below for
example: Management give instruction which an employee has to follow in the firm. Decision
making not much affected from this culture. But people with higher role dominate setting policy
and creating guidelines for work. It is not necessary that they include workers in it.
Task Culture
In this type of culture leaders of firm select employees for particular work and hence
make a team. Power is equally distributed among members of the team and hence there will be
less chances of conflict. Workers support and motivate each other which increase efficiency,
quality and productivity of work. People according to their performance can become team leader
and also show so there skills. Workers commitment is higher which help firm in gaining higher
output. Changing business required this type of culture where everyone get equal opportunity at
workplace and hence able to show their skills. Employees as individuals are going to feel
motivated and excepted in the company when they see their values and beliefs are being
respected in the company therefore they would like to give in their best as well.
Person Culture
Individualistic approach is dominated in organisation culture rather than collectivism.
People focus on achieving their own goal which creates differences between people. Employees’
duty is more important for the form and according to their performance give higher opportunity.
Mark and Spencer implement task culture in the firm which gives all employees equal
chances in growth and hence form able to achieve higher goals on time. Workforce remain
motivated throughout project and continue enhance quality, efficiency and productivity.
Politics
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Politics is one of important organ of organisation and no firm can remain separate from it.
There are two types of it namely good and bad (Gelfand and et.al., 2017). Former one increase
quality, efficiency and productivity of work while latter one barrier in growth of company. It can
affect on person's behaviour for example: If working environment is positive politics then
employer feel part of organisation and highly contribute in achieving goals.
Good Politics
In this people will get equal opportunities at workplace and in return organisation will
able to get higher output from right employees. All people have equal right so as power and they
have right to raise question. Leader’s also so give higher autonomy to workers which improve
innovation and creativity skills which impact on quality and productivity of work. Meetings are
conducted so that all employees can give feedback, suggestion and opinion related to process of
project. Team opinion is more focus rather than individual suggestion which help in getting
support of all workers and right decision can be taken on time. Rules and regulations decided by
participation of all so that employee can feel part of association. Mark and Spencer try to
promote good politics so that right people will be promoted for right job as well as opportunity.
All employee agree with word system and hence no chances for confusion. There is going to be
higher sense of direction which is going to be present in M&S when there is going to be effective
working which is going to be present in the company making the organization be able to have
higher brand value.
Bad Politics
Organisation with bad politics suffers from various kind of challenges searches delay in
work, improper quality etc. Workforce feel isolated and discriminated at work stations which
decrease their efficiency and productivity and also company not able to target higher on time.
Leaders and Management highly dominated and only give opportunities to workforces which are
flattering them (Gagné, 2018). It increase negativity in the organisation and hence friendly
atmosphere cannot be promoted which are necessary e for globalised business. Personal
differences continuously increase which effect on performance of workers. Every person in the
organisation tries to gain confidence of senior and dominate others. Creativity and innovation
skill of employees suffers which are necessary for changing business. Retention rate of the firm
continue decline and hence talented and skilled workforce migrate to another firm. Mark and
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Spencer do not allow bad politics in organisation. Every person in the firm will be credited for
his achievement and hence maintain discipline as well as retention.
French and Raven model of power
Most of organisation faces challenges because of unequally power distribution which
lead domination of senior authority over employees. French and Raven explain that there five
types of power namely, legitimate, expert, reward coercive and referent.
Legitimate power
In this power of person depends on his position in firm such as senior level management
have higher authority compare to workforce.
Reward power
In this power of a person related to rewards provided to others in firm such as CEO of
firm give opportunity to talented and skilled workforce.
Coercive Power
In this higher authority use their power to control and punish workers in firm. This is a
very bad method for punishing the employees because they can take this method negatively as
well in the organization.
Expert power
It belongs to group of people which have experience and exposure that they gain with
time and working at different places (Stewart, Courtright and Manz, 2019).
Referent Power
It can be said influential powers which are used by management to attract people for
attracting customers and employees by the help of Inspirational leaders.
Marks and Spence use Expert, reward and referent power which help in maintaining
discipline and able to gain loyalty of workers. It also increase efficiency, quality and productivity
of work.
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LO2
Role of Content and Process theory in achieving goals of the organization
Maslow developed a theory which describe about various kind of motivation that are
helpful in motivation and can impact on personal growth of employees. In professional and
personal development motivation plays catalyst role and hence it become important firm to focus
on it. Maslow divided motivation need into 5 parts namely physiological, safety, love and
belonging, esteem and self actualization. If this need are fulfilled then worker remain motivate
towards work and hence increase efficiency, quality and productivity of it.
Physiological needs
It can be refer to all form of biological need that are needed by employees for survival
such as air, food, drink, shelter, clothing, warmth etc. This physiological demand must be full-fill
in order to take output from workers and it become one of the important requirement for human
survival while other can consider as secondary. Leaders and management of Mark and Spencer
provide adequate fund so that workers can full-fill immediate need and hence body remain
charged for any kind of work and hence give higher output on time. Fresh mind develop his
problem solving and time management skills which are require for professional growth. All the
individuals of an organization need these factors in life so that they would be able to have higher
satisfaction which is going to be present.
Safety needs
Workers safety must be foremost priority of organisation as if they are not feel protected
then not able to perform well and can effect on growth of firm. There are different form of
security such as financial, emotional, legal, freedom of speech, work stability. This need are
properly address by Mark and Spence and in return workers innovation as well as creativity
increases which are necessary for changing business. Firm give job security so that employees
remain motivated and can focus on achieving higher target on time. It also contributes
development as innovation & creativity quality improved (Pan and et.al., 2018). If workers able
to speak then it improve their decision making and thinking skill enhanced and hence firm will
be able to achieve easily target. M&S is always worried for the safety whenever any changes is
taking place in the company because the demands of the products is increasing and it is
important for the company to get in the changes in order to make the company have higher brand
value.
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Love and belongingness needs
Employees feel part of association in Mark and Spencer which increase their contribution
in achieving goals. It become important for firm to maintain diversifies workforce and taking
support of all for aching higher goals. In order to do that, organisation hosts various kinds of
events and parties so that workers know each other and hence mutual understanding as well as
respect increases. It helps in involving in team and managing them with better control. Firm also
provides various kind of training & development programs which again help in involving
workers and interaction with each other. Communication lectures also given to them so that they
can understand each other at workplace and perform as a team rather than individual. The
acceptance of the employees in the company is very important which is going to help the
organization be able to operate and function effectively in the market.
Esteem needs
Esteem can be divided into two segment one for the person himself such as dignity, Mark
and Spencer emphasizes on it by giving award, reward, achievement, incentives, increment and
promotion to workers which increase their loyalty and hence positively impact on their personal
growth which is necessary for changing life style. Firm organize various kind of events in which
employees performance is recognize and cheer up for their achievement which increase their
motivation level for achieving higher goals and increase profit share in changing business.
Self actualization needs
In this individual focus on developing sets his own and target and remain motivated for
achieving it. Tasks are divided and according to person perform for example: to become manager
develop management and other types of skills (Chen, Chen and Sheldon, 2016). Desire of a
person can take any form such as achievement economical, academicals, etc, which can
contribute in personal growth of person and hence create a different as well as unique personality
among others.
The company must fulfil all the needs and expectations of the employees so that the
organization will be able to give in their best in the company so that there is going to be higher
performance which would be present. The company has to get in a lot of changes in the
organization therefore it is important for the company to motivate the employees from time to
time so that there is going to be a balance in the company.
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LO3
P3. Team importance for firm
In effective team workforce remain highly motivated towards achieving goals and
objectives of company. Effective team is when the support, understanding and working balance
is present of a group which is present in an organization which helps the organization be able to
achieve the targets and goals. Leaders are supportive and acknowledge them which help in
increasing quality, efficiency and productivity. Transformational and democratic styles are use
for leadership which give higher autonomy to workers which increase innovation, creativity and
team participation skills of workers.
Individualistic nature highly dominated in organisation because of ineffective team.
Senior try to pressurise workers and this behaviour effected on employees motivation and
cooperation. Talented and skilled workforce migrated to another firm.
Mark and Spencer leaders use transformation leadership style to build effective team.
They give equally opportunity to all workers in firm. Feedback, suggestion and opinion of
employees matters for them and they give quick decision after evaluating it.
In the year 1965, Bruce Tuckman introduces a theory which emphasizes on team
development of people in team. It is divided into 5 stages namely Forming, Storming, Norming,
Performing and Adjourning.
Forming Stage
In this stage people are selected by senior authority for various kind of task. Workers are
hired as per require skills and qualification. Everyone at workstation introduces to each and tries
to build connection so that they can work in harmony in later stage. Ground rules are set by
leaders so that they understand basic of project and hence initial task can easily be accomplished.
In this stage leaders focused on achieving goals (Li and et.al., 2019). Workers in this phase are
polite as well as pleasant in nature and excited to work together. Roles and responsibilities of
workforce started forming by management by analysing behaviour, past experience and skill
evaluation so that right person can be recruited at right place. Workers try to understand each
other and increase communication level so that any mistake cannot become barrier in their
personal growth. As this phase emphasizes on people connection rather than work and hence
organisation not expect any output. Management give lectures and try to know mind set of
people related to work which help in taking measure in next phase. It is one of the important
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steps and if people difference not sidelined then it become barrier in growth of Mark and Spencer
as well as employees. Worker professional development also impacted in this stage and hence
trying to improve skills such as communication, time management etc. which can help in future
endeavours.
Storming stage
It is one of important phase and it can highly affect workers life. Individualistic natures of
people are very high which impact on their understanding level and effect on professional growth
which needed involvement and interaction. Employees conflict increase and it become difficult
for the manager to make them understand importance of team as well as the way in which it can
impact on their personal growth. Unproductive activities increase in this phase which leads to
decrease in performance of workers (Robbins, 2016). Workforce if not properly monitor that can
become out of control and project can be stopped. Unprofessional behaviour develops among
workers which become major challenge for project coordinator. Disagreements with goals and
objectives among workers and divided group become a major threat for the firm. Mark and
Spencer’s employees can only overcome from this phase if they will work together with
difference and hence show characteristics of professionalism. Leadership plays important part in
this stage and hence seniority tries to decrease their gap and increase their output.
Norming stage
If workers come into this phase then unity increases while difference decrease which
plays important role in achieving goal. Members trying to work together by sideline differences
and involves them in group participation. They able to understand who will lead them and way in
which workers have to follow. Differences that created into first two phases are now started
resolving which unite them for work. Performance of group again started increasing which help
in achieving higher target on time. Cooperation, sharing and understanding skills are developed
which contribute in their professional development as well as support their personal growth. It
becomes important for management and leaders to closely control Norming phase as if again
conflict rise then team will back to previous stages and hence impact on Mark and Spencer’s
growth. Harmony of workers must be maintain by seniors by understanding them and try to solve
their problems quickly which help in gaining their confidence and loyalty.
Performing stage
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It become crucial stages for organisation and employees as difference are almost
overcome and hence sense of understanding is developed between members. Mark and Spencer
structure, goals, objectives are clear among employees which help in focusing on target and
accomplishing goals timely. Problems as well as conflict in this stage again step up but with
mutual understanding and professional behaviour resolved. Leaders and seniors involve workers
in decision making so that they feel part of association and able to gain their loyalty which are
necessary for changing business. Mission of the firm becomes highly important for workers and
hence they motivated towards achieving it (Latham, 2019). Majority problems resolved by
communication but if any of left then they can approach towards senior authority which can help
in understanding and resolving it. Management gives higher autonomy in these stages which are
required for accomplishing goals and setting differences apart.
Adjourning storming
Goals are accomplished and people highly connected with each other and hence can be
used for other project easily. Management and leaders in Mark and Spencer evaluate
performance of each which helps in giving them reward, award, recognition, incentives,
increment and promotion. Employees now able to understand impact of it on problem solving,
communication, time management, team participation skills etc. which can be helpful in future
growth of firm. It highly impact on their professional behaviour and help in future too. Events
and parties are organised by the leaders and in that give recognition for work. People ad
resources are allocated for new project in this stage. It is not necessary that they again join same
team and hence bond created between which will not break in later stage too.
Ineffective team
In an ineffective team there is going to be slower processing of the work which is going to
be present and that needs to be maintained in the company. This is not a good factor for M&S to
have because the demands and expectations of the customers is not going to be present. The
company is having a reputation for themselves in the market and that needs to be maintained.
Ineffective team also have low communication and higher conflicts which is going to make the
working get affected and so does the quality of products and services of the organization.
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LO4
P4. Concept and Philosophies of organisation
Path Goal theory was postulated by Martin G. Evans in the year 1970. It explains various
kind of leadership styles which can be use by senior authority to deal with workers.
The directive path-goal
In this management of firm distribute various kin of task among employees and expect
them to work effectively so that organisation can achieve higher goal in changing business. It
will positively effect on employees when activities related to work are in ambiguous and
intrinsically in nature.
The achievement-oriented leader behaviour
In this senior authority give difficult to workers and expect them to perform with high
level (Graham and et.al., 2020). Leader’s expectation is higher that employee’s efficiency and
achievement will be greater then they expect.
The participative leader behaviour
In this leaders take suggestion, opinion of workforce in policy and guidelines framing for
various tasks in company.
The supportive leader behaviour
In this management of firm highly focused on personal welfare of employees so that they
remain motivated towards work.
Mark and Spence leaders are supportive and participative in nature and hence help
workers in achieving higher goals on time with greater quality, efficiency and productivity.
Custodial organizational behaviour model
The company has to be caring for the safety and security of the employees therefore M&S is
providing the employees with retirement plans as well which is going to make the productivity
and operations of the company higher. The needs and demands of the customers is going to be
present and the employees will feel motivated with incentives, wages, etc plans which the
company is having for them.
CONCLUSION
It can be evaluated from the report that organisation behaviour highly impact on
performance of workers. Mark and Spencer give higher autonomy to workers which increase
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innovation and creativity skills as well as firm able to achieve higher goals on time. Report
explain about various model and theory that are use by mark and Spencer for example: Handy’s
model use by firm to promote task culture. It also describes the way in which Tuckman theory
contribute in making team. Malow theory also explains in report which emphasizes on various
needs of employees which motivate them for work such as food and job security decrease
retention rate. In the end path goal theory use to describe that firm implement two kind of
leadership styles in work culture namely participative and supportive.
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REFERENCES
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and prospects. Organizational Behavior and Human Decision
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organizational behavior: A hundred-year journey. Journal of Applied
Psychology, 102.(3).p.514.
Gagné, M., 2018. From strategy to action: transforming organizational goals into
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Pan, X and et.al., 2018. The effects of organizational justice on positive organizational
behavior: Evidence from a large-sample survey and a situational experiment.
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directions for future research. Journal of management in engineering.35.
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Robbins, S.P., 2016. Organizational behavior.
Latham, G.P., 2019. Perspectives of a practitioner-scientist on organizational
psychology/organizational behavior. Annual Review of Organizational
Psychology and Organizational Behavior.6.pp.1-16.
Graham, K.A and et.al., 2020. Egoistic norms, organizational identification, and the
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Online
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