Organisational Behaviour Report: Sainsbury's Analysis, BTEC HND

This report provides a detailed analysis of organisational behaviour within the context of Sainsbury's, a major UK supermarket. It begins by defining organisational behaviour and exploring key concepts such as organisational culture, politics, power dynamics, and individual and team behaviours. The report examines various types of organisational culture, including role, task, person, and power cultures, and their impact on employee performance. It then delves into the effects of organisational politics and different types of power, such as coercive, reward, legitimate, expert, and referent power. The report also explores motivational theories, including content theories like Maslow's hierarchy of needs and process theories like Adam's equity theory, and their application in motivating employees. Furthermore, it analyzes how culture, politics, and power influence team behaviour and performance within Sainsbury's. The report also examines team development theories and their role in fostering dynamic cooperation. Finally, the report discusses the application of organisational behaviour concepts and philosophies within an organisational context, including their positive and negative impacts, and provides a conclusion and references.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
P1) Briefly explain organisation culture, politics, power, individual and team behaviour. . 3
M1) Critically analysed how culture, politics and power of an organisation affect team
behaviour and performances...................................................................................................6
P2) Explain various motivation theories and techniques which help to attain goal of
organisation............................................................................................................................6
M2) Critically examine the behaviours of individuals, motivational theories and models....8
D1 Discuss relationship between power, politics, culture & motivation which enable
organisational success............................................................................................................8
TASK 3............................................................................................................................................9
P3)Effective and ineffective team .........................................................................................9
M 3 Examine team and group development theories to support development of dynamic
cooperation...........................................................................................................................10
TASK 4..........................................................................................................................................10
P4: Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation..................................................................................10
M4: Examine how concepts and philosophies of OB inform and influence behaviour in both a
positive and negative way....................................................................................................11
D2 Analyse team development theories in OB which assist in impact organisational
behaviour .............................................................................................................................12
CONCLUSION.............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is defined as detailed study of behaviour of individual within a
enterprise. In this competitive world, it is necessary to properly understand behaviour of every
individual so that decision making is done accordingly. Main aim of this report is to understand
the concept of organisational behaviour at workplace (Reeve, 2016). By analysis of human
behaviour, it become easy of organisation to carry out their work related activities in appropriate
manner. Sainsbury, a largest supermarket headquartered in U.K. The firm deals in variety of
products such as grocery items, consumable goods etc. It is located globally and many
competitors such as Amazon, Tesco, Walmart, etc. Also, company has subsidiaries such as
Sainsbury Bank, Argos, Habitat & many more.
TASK1
P1) Briefly explain organisation culture, politics, power, individual and team behaviour.
Organisational culture refer to which includes general believes, values, tradition and
religions in order to effectively implemented and helps to attain goal and objective of company.
Organisation employees followed culture in order to improve performance of company.
Sainsbury one of the leading company so they mangers effectively managed organisation culture
such as followed laws, rule, regulation and custom. There are four kinds of culture which affect
the organisation atmosphere so which are discuss below (Watson, 2017).
Role culture-: These kind of culture mostly organisation used in order to allocate roles to
each individual and accordingly perform their duty. They allocate roles on the basis of
competence & skill of there employees. In context of Sainsbury they adapting this type of
culture in order to each employees handle work and perform well (De Montalvo, 2017).
Task culture-: Task culture is process which organisation categorised into each task
between the employees and they employee's authority to perform a task in effective manner.
When teams members are performed specific task in order to power will flow accordingly. In
reference of organisation, they effectively delegate task to each individual because it helps to
formation og groups & teams and those individual have authority so responsible for
accountability along with enhancing productivity and improve performance level.
Person culture-: These culture which known as organisation utilise frequently in order to
when some person have power to take decision about the work and handle all the responsibility

so that top level management and superior. These culture has both positive and negative aspect
which affect the Sainsbury operation due to superior level authority and responsibility to
encouraged and motivated employees. It is negative impact also because employees get more
confident which increases bad performances (Kirwan, 2016).
Power culture-: Power culture refers to that power, authority and responsibility handle
by superior, manager and top level management. In relevance of company, they utilize in
effective manner because achieving target on daily basis. These culture have both impact
positive and negative such as positive impact are superiors delegate work equally so it leads to
enhancing skills and knowledge of employees. Due to negative impact in order to individual get
demotivated have less power they cannot take decisions.
Politics-: Politics refers to process which companies followed proper rules, regulation
and governance of organisation. It includes activities related decision taken by superiors and top
management. In context of Sainsbury, they considered both aspect such as positive and negative.
Positive aspect such as providing proper working environment, taking leaves easily and proper
flow of communication. It also negative impact like back beaching spreading rumours etc.
Organisation followed positive politics because increasing team spirit all members coordinated
with each other. Negative impact shows bad impact in order to decreasing performance level and
rises conflicts between team members. They are included various kind of powers which are
mentioned below.
Coercive-: These are the power which manger conduct in organisation because they
adapting strict policy and behaviour towards employees. Superiors posses such power only for
threaten to individual in order to perform effectively (Callaghan, 2016). It is also have positive
and negative aspect because Sainsbury mangers also utilise this power but they shows negative
impact such as decreasing performance of employees and create threat in the mind of
individuals.
Reward-: These is the second power which top management deliver reward on the basis
of performances. Reward considered as monetary and non-monetary terms which helps to get
motivated employees towards work. In context of Sainsbury, these approach utilize in
organisation and it shows positive impact in order to boost the morale and leads positive attitude.
It also bring organisational performance as well as motivated employees will leads to increasing
profitability.

Legitimate-: These is power which are those which have only possess top management,
CEO, manger and superior. In relevance of company, these power has negative impact because
this kind of centralised decision making system. Managers, superior and to management have
power to take decision and employees suggestions will not entertained so leads negativity team
members (Aloulou, 2016).
Expert-: Expert are those who have deep knowledge about specified field so problems
can be solved easily in order to attain goal and objective of company. In respect of Sainsbury,
this power has positive impact such as boosting up performance of organisation as well as
employees because expert helps to perform activity in perfect manner.
Referent-: Referent power is developing trust and believes among employees because
they leads to perform task very well mannered. In relevance of organisation, it shows positive
impact because they ultimate increasing profitability and generating higher revenue. It involves
these power help to individuals to attaining objective of organisation (Kirkpatrick, 2017).
Hofstede's dimension culture theory
These theory is given by Geert Hofstede in 1980 which main purpose of these theory to
identifying various dimensions of culture which utilized by organisation. These is framework
which help to understand the difference in culture across countries. They are followed six
dimensions which are follows.
Power distance index-: These kind of dimensions shows inequality and power are
tolerated at workplace. It includes inequality on the basis of power difference, encourages
bureaucracy and it shows high rank and authority.
Individualism vs. collectivism-: These phase shows the degree to which societies are
integrated into groups. Individuality refers to greater importance placed on attaining personal
goals and collectivism refers to there is greater importance placed on goals and well-being of the
group and think about the group and perform accordingly.
Uncertainty avoidance index-: These index consider as which extent uncertainty and
ambiguity are tolerated. It includes all unknown situations and unexpected events.
Masculinity vs. femininity-: These dimension said that tough versus easy and it includes
preferences of society for achievement, attitude towards sexuality equality, behaviour etc.

Long term orientation vs short term orientation-: Long term orientation focused
towards future and long term success. On the other hand, short term focus on near future and
delivering short term success (Boonstra, 2016).
Indulgence vs Restraint-: These is last dimension which refers to tendency for society
to fulfil its desires.
M1) Critically analysed how culture, politics and power of an organisation affect team behaviour
and performances.
After understand these concept so that critically analysed all the aspect culture, politics,
power and individual performance in context of Saisbury has positive as well as negative impact
on business. On the basis of positive impact it increasing performance of organisation along with
employees. On the other hand negative impact shows affect the performance of employees in
order to power culture is not good for organisation. Politics shows positive impact on Sainsbury
because they governed proper rules and regulation which followed by enterprises as well as
optimistic approach (Fuchs, 2016). Coercive and legitimate shows negative impact because
autocratic leadership. Expert and reward culture positive impact it leads to improver
performance of employees and behaviour.
P2) Explain various motivation theories and techniques which help to attain goal of organisation.
In corporate world, it is necessary to motivate employees & staff so that goals &
objectives are achieved in correct way. Motivation is defined as process of influencing or
encouraging other to get work done in efficient way. So, to motivate others Sainsbury focuses
on two types of theory which are process & content. Main benefit of motivation is that it help in
achieving common desired goals within a period of time. It is often examined that when
employees at workplace are motivated, they produce higher productivity, innovation, low level
of absenteeism , low level of staff turnover is present. Further, recruitment also get more
stronger which leads to increase in goodwill of a company. It is duty of employer to analyse
actual situations or needs which encourage subordinates to complete their work role. An
individual can be get motivated by any forces such as external or internal depending upon their
behaviour (Dever, 2016).
Motivation theory-: Motivational theories which are manger uses to motivated
employees towards works and improve performance in organisation. These theories included
various kind aspect which provides brief knowledge how to treat individuals and identifying

needs and wants of customer. These theory are divided into two categories which known as
content and process theory.
Content theory-: These theory said that employees get satisfy in order to met all the
requirements and expectations. Expectation includes are basic need of human being and includes
all other theories such as Herzberg's motivation theory, Hygiene theory, McGregor's theory of
motivation. In context of Sainsbury effectively utilize these theory to encourage the employees
and met all basic needs.
Maslow's hierarchy motivational theory-: These theory is developed by Clayton P.
Alderfer which described the three basic points such as existence needs, relatedness needs and
growth needs. Each individual have basic needs so met them and fulfil the basic requirement and
maintaining relationships.
Existence needs-: These types of needs is basic which essential to fulfil in order to live
life. It also included such as air, food, shelter, clothing, water, and house etc (Reeves, 2018). it is
responsibility of company these basic needs must be completed and fulfil all the employees who
are working. In context of Sainsbury, utilize these theory in order to provides job satisfaction
and work accomplished in proper manner. They deliver various facility such as healthcare
policy, monetary and non-monetary incentive. When employees fulfil all basis needs so they get
motivated itself and perform activity effectively.
Relatedness needs-: Relatedness needs refer to those which mangers developing haethy
vonding with their employees. In relevance of organisation, it includes such aspect like social
interaction between employees, healthy relationships, love and affection etc. These theories
developing informal groups in the organisation.
Growth needs-: These is wider and boarder concept because it includes personal
development as well as organisational growth. In context of Sainsbury, they provides training
and organized personal development programmes which leads to improve performance as well
as carer growth.
Process theory-: Process theory refers to understanding individual behaviour which
constantly changes. Organisation utilize these theory to examining behaviour of employees and
accordingly leaders motivate them (Porter, 2016).
Adam's equity theory-: This theory developed in organisation framework because
mangers encouraged and motivated employees on the basis of reward system. It involved both

monetary and non-monetary incentive which leads to improve performance of employees. The
considered as three focused point which Sainsbury effectively utilized.
Overpaid identity-: Organisation mostly equality and discrimination between employees
which leads to individual not perform such work or activity but payment has more and other
who work hard so pay less.
Underpaid Inequality-: these concept is just opposite to overpaid inequality in order to when in
business the output of employees is lower than the input that will situation of underpaid
inequality.
Equality-: Equality focused on that employees perform accordingly payment has given
by organisation.
Therefore, it includes all the various theories which organisation utilize in effective
manner. All the theories have different purpose manger utilize on different situation and
condition towards achieving goal and objective of company (Ghosh, 2019).
M2) Critically examine the behaviours of individuals, motivational theories and models.
After understanding about all the theories so critically analysed in order to various
motivational theory such as ERG theory & Adam's equity theory in context of Sainsbury so all
the theories help to increasing profitability, performance and productivity of company. It shows
positive impact on operations of company so organisation conduct smooth flow of operations.
Adam's equity theory utilize effectively in organisation because they promoting equality
between employees. Maslow's hierarchy theory shows that must be fulfil the basic need and
expectation so perform effectively (Alleyne, 2016). Mangers utilise these theory in order to
motivated and encouraged employees so easily achieved organisation goal and objectives.
D1 Discuss relationship between power, politics, culture & motivation which enable
organisational success
Relationship between these power, politics, culture & motivation are inter-connected
with each other. This is because they all are encountered at workplace & are being used at same
stage. It is duty of manage to make assure that these are being understood in proper way.
Moreover, through understanding these relationship result in effective decision making. Inter-
relationshup between them lead to organisational success (Dever, 2016).

TASK 3
P3)Effective and ineffective team .
Basis Effective Ineffective team
Decisions making In effective as describe team
has power to get effectively
take decisions for betterment
of their employees as well as
organisation. These leads to
get enhancing performance of
employee's.
Ineffective are those mangers
not get motivated employees
in order to accomplished goal
and objectives of company. In
context of company, they
mangers not delegate authority
to employees and it is
centralised system.
Goals An effective perform better
work so easily achieved goal
and objectives of company in
order to smooth flow
operation.
Ineffective team cannot
accomplished goal in effective
manner due to they are not
perform proper way.
Tuckman team development theory:
It is a type of model used by an organisation to developed the team in includes various step and
these are explained below:
Forming: this is the primal stage of this theory in which introduction among employees is
carried out in order to provide understanding about task and their members.
Storming: Interface and coordination between employees or team is developed in this stage and
they start making relationship with each other.
Norming: In this level conflicts between staff members or team members is arises and that can
be resolve by the team leaders in order to maintain the positive workforce.
Performing: At this point, development of team is happen in order to become the witness
execution of performance for the achievements of objective of firm and that may be related
with the launching of new innovative product.

Adjourning: Once the objective is achieve then people or team members will think about their
personal goal at this level of stage.
M 3 Examine team and group development theories to support development of dynamic
cooperation.
Team and group development theories are essential to be used so that team are formed
in proper manner. Further, with help of Tuckman development theories, it is easy to understand
the behaviour of every team individual. By accessing to these theories, it is easy to develop
team coordination & cooperation properly.
TASK 4
P4: Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.
Organisation behaviour is wider and broader which requires deep level of knowledge
& high level of expertise. In relation with chosen firm, they uses concept of OB with aim to
understand the behaviour of employees. It is important to focuses on behaviour of employees so
that effective relationship is established within a management. In reference with organisation
context, it is essential to use philosophies so that everything is done according to guidelines &
principles. Philosophies refers refers to set of guidelines or principles according to which
operations within business is carried out. This also depicts path goal theory which is adopted by
company with aim to achieve objectives. Concepts of OB is needed to be examined properly so
that decision making within a management is carried out in most efficient manner (Veresov,
2017).
Path Goal Theory-
According to this theory, it states that leaders uses leaderships style to achieve goals and
objectives which is best fit for employees. The term path goal states that it is essential for leader
to guide and provide a appropriate path to their followers as well as employees. This is an
effective theory which is needed to be used & applied in most appropriate manner. In context
with selected entity, leaders of firm uses this theory according to which they are able to achieve
common desired goals. Without use of this leadership style, it is not possible for a leader to
motivate or guide them towards goal or mission. In path goal theory, leaders focuses on leader
behaviour & uses leadership style which are discussed below-

Directive- It is a type of leadership style in which leader in firm only maintains a
formal relationship with their followers and guides them towards their goals. In this type of
leadership style, only guidance and directions is given to followers. In context with chosen
entity, leaders uses this style when control is required at critical situations. This is mostly used
when important tasks are presented & there is need of control (Rhee, 2019).
Supportive- In this type of leadership style, leaders support their followers and team
members whenever any issue or problem is faced by them at workplace. In this type of style,
formal as well as informal relationship both are maintained by leader at all aspects. In reference
with selected enterprise, leaders of entity adopts this type of style which makes it easy for them
to engage members to work in proper manner.
Participative- Then comes participative leadership style in which it states that leaders of
company participate in decisions making with other employees. With help of this participative
style, it strengthen the relationship between both parties which also results better productivity
within organisation. With use of this participative leadership style, it is easy to examine
followers or team members way of perception. Furthermore, it help in achieving of objectives
without facing any issue because of mutual coordination & cooperation (Perry, 2017).
Achievement oriented- In this style, difficult tasks or situations are being given to
employees and when those are achieved appraisal is given to them by leader. It is most
appropriate form of leadership which is being adopted by leaders with aim of improving work
efficiency & motivating subordinates at larger context.
After a brief analysis of above matter, it has been examined that it is crucial to use
leadership style with proper considerations. It is also stated that with help of these leadership
styles, employees are easily engaged & retained towards brand. Thus, with undertaking a
detailed access to these philosophies assist in accomplishing of goals (Balwant, 2018).
M4: Examine how concepts and philosophies of OB inform and influence behaviour in both a
positive and negative way.
Philosophies & concepts of OB is needed to be adopted by every enterprise so that it is
easy for them to carry out every activity in most effective way. It does influence the behaviour
in both positive & negative way which are discussed below-
Positive-

 Philosophies of organisational behaviour influence in positive as they help both manages
& leaders to guides employees in such way hat higher efficiency is achieved.
 Understanding concepts of OB assist in making effective decisions towards subordinates
at workplace (Kellner, 2020).
Negative
 Understanding this concept require deep level of knowledge in field of marketing &
management which is difficult procedure.
 Further, negative influence is that it is not possible philosophies used by leader is always
right. This might affects the overall workflow of management.
D2 Analyse team development theories in OB which assist in impact organisational behaviour
In an enterprise, it is crucial to develop team so that work is carried out within period of
time. By using team development theories, it is easy to analyse impact on enterprise effectively.
So, Tuckman team theory development has been discussed in which it shows that there are five
stages which are encountered by team members which are forming, storming, norming,
performing, & adjourning. These aspects has both negative positive impact on team
development depending upon situations. It is essential to be aware about these development
theories so that it has positive effect on OB (Reeve, 2016).
Therefore, it has been evaluated that it is essential to focus on philosophies, concepts &
tea, development theories so that set objectives are achieved. Furthermore, it is also analysed it
is necessary to focus on employee behaviour (Reeve, 2016).
CONCLUSION
After a brief analysis of above report, it has been examined that organisational behaviour
is wider concept which is needed to be understood in proper manner. This report gives a brief
information about how OB is used at workplace & has impact on overall structure. It is seen that
it is essential for managers to make assure that everything is carried out effectively so that better
results are achieved. Furthermore, discussions have been made about concepts of OB, effective
& ineffective team, motivation theories such as process or content theory. Then, philosophies of
OB concepts has been explained briefly. Thus, it s evaluated that it is necessary to focus on
behaviour of employee so that work is carried out appropriately.

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