Organisational Behaviour Report: Motivation and Teamwork Analysis

This report provides a comprehensive analysis of organisational behaviour within Morrisons, a major UK supermarket chain. It examines how organisational culture, politics, and power dynamics influence individual and team behaviour and performance, considering factors such as legitimate, informational, and referent power, as well as the impact of demotivating politics. The report further evaluates content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, to assess how these theories and their associated techniques enable the effective achievement of organisational goals. The analysis covers the influence of Hofstede’s dimensions of culture and concludes with a critical evaluation of the interplay between culture, politics, and power on individual and team performance, emphasizing the importance of a positive organisational culture and effective leadership.

Organisational
Behaviour

INTRODUCTION
Organisational behaviour is the framework to analyse the study of individual
performance and task in an organisation. It also identifies the behaviour of an individual in
context of job structure, communication, leadership and motivation that impact the business
environment. It is concerned with the four element people, structure, external environment and
technology. Morrisons is the chosen organisation for this report, It is the third largest chain of
supermarket in UK. It is founded in 1899 by William Morrisons and its headquarter is in
Bradford, West Yorkshire, England. The company have started with egg and butter in Rawson
Market and expanded their business in different parts of world. Morrisons is working with
110000 employees and serve 11 million customer on weekly basis. This report will cover the
How an organisation's culture, politics and power influence individual and team behaviour and
performance and also analysed theories of motivation and their different technique enable
effective achievement of goal of an organisation. Furthermore, It explain the factors that make an
effective team as opposed to an ineffective team. Concept and philosophies of organisational
behaviour in an organisation with a specific situation.
TASK 1
P1 Analyse how an organisation's culture politics and power influence individual and team
behaviour and performance.
Organisational behaviour is the study of external and internal aspect of the business,
which include consumer behaviour and insight of the business activities. It also measures and
evaluate the behaviour at the workplace. These factors are politics, power and culture which
reflect the over all functionality of the business. Morrisons is the leading company in retailing
industry in which manager is analysing the various factors of the business which includes power,
politics and culture of the company and this is explained as follows:
Power
It is the attribute of an individual which is used to manage and control the other person to
make them efficient and achieve the business goal is an approached manner. It is a authoritative
approach which is used by the top level management in accomplishment of specific goal.
Management of Morrisons are very responsible that manage their work in an effective manner
with in a set time frame. Top level management has the power to delegate their employees for

their better work and various types of power which can be used by the manager in fulfilment of
business goal are as follows:
 Legitimate power- This is the type of power in which manager give the order to their
subordinates with the consideration of managing the people in the organisation. Manager
of Morrisons is having the right command on their subordinates in order to build strict
code of conduct in the organisation.
 Informational power- In this type of power, manager are known about what type of
strategies will be used in the business so that each activity will be done in an effective
manner.
 Referent power- It is something which make the strong personality of the leader that can
influence others in an organisation to achieve the business goal.
 Reward power- This is a type of power in which managers and leader give the reward and
recognition to their potential employees so that they get motivated and achieve the
business goal in an effective manner.
Politics
These are the aspects which is performed by the non-effective employees of the
organisation which creates dispute and misbehave among their collogue and create negative
environment that will leads to slowdown of business operations (Yücel, İ., Ribeiro, N. and
Gomes, D.R., 2020). Such type of employees get motivated from the other employees in their
overall working and this impact the functioning of Morrisons that is explained as follows:
 Demotivated employees- When the employees are not behaving sensibly and use the
various approaches to show their power that will effect the morale of employees and
demotivate the employees.
 Reduce the productivity of employees- When the employee are getting negative
environment as some employees are not behaving properly, this will leads to create the
wrong impact on working of the organisation and eventually, productivity of the
employees will be reduced.
 Create negative environment- It is necessary to have the positive environment in the
work place for the smoothing functioning of the employees. Due to bad behaviour of
employees, It will affect the productivity of the employees.

Culture
It refers to the working environment of the company whether it is positive or negative
that affect the functionality of the employees. In context of Morrisons, there are various culture
that is explained as below:
 Task culture- It is the prospective in which all the employees are working according to
their skills and ability that makes easy workflow in the organisation. It is the aspect
which also defines the performance of the employees.
 Power culture- It is the culture in which all the activities is done with the right approach
and there are certain rules and regulation which are to be followed by the employees to
complete the given task in an effective manner.
 Person culture- It is the culture which an individual made with their uniqueness and
different style of working that makes distinct from others.
It is analysed from the above discussion that Morrisons should use he task culture in
order to complete the task in an appropriate manner according to the efficiency of the employees
and leader should use the reward power to influence their employees and all the work will be
done in an effective manner.
Hofstede’s dimensions of culture theory
This is the theory which is introduces by Geert Hofsteda in order to understand the cross
culture differences across the countries. It is the framework which make understand the different
dimension of the different cultures across several countries that impact the business. this model
is created in 1980s and the main aim of their theory is to six dimensions in which the culture
varies. Morrisons can determine the different culture across the different nations in order to
understand the market need and trends so that they can manufacture the products which can meet
the needs and demand of the potential customers.
Impact on power, culture and politics on individual performance and team
Basis Individual behaviour and
performance
Team behaviour and
performance
Politics Politics will leads to create
wrong environment within the
It will leads to influence bad
behavior of the employees and

workplace and Morrison
ensures that they will be no
politics in the organsiation.
also impact the productivity of
the team work.
Power It affect the behavour of
employees and also reduce
their productivity and create
negative environment in the
organisation. the power is used
in an positive manner, it will
leads increase the efficiency of
the potential employees.
the manager showed their
power in unnecessary work
then it will leads to create
complexity and worker will
divert from their team work.
Culture Organisational culture is very
important for an effective
working of an employees,
positive culture may leads to
create good working
environment and Morrisons
ensure equality to each
employee, it will help creating
positive culture within the
organisation.
Culture of the organisation
influence by the team work of
the employees so Morrisons
also focuses on creating good
culture by appricieting the
employee for their better
performance.
Critically evaluation on how culture, politics and power of an organization can influence
influence individual and team behavior
It is analyses from the above discussion that culture of an organization is directly related to
the performance of an individual and there should be positive culture in an organization for the
smooth workflow in each department. culture also influence the behavior of an individual and
that is directly affect the productivity and efficiency of employee within the organization.
Politics always impact negatively on the function of an organization as the people are engaged in
unnecessary task that cannot give required output so for a healthy organization it is important to

eliminate the politics in the workplace. Power usually give direct impact on the performance and
efficiency of each and every individual but it influence both type positively and negatively it's
totally depend upon the high authority peple and managers of the organization, how they can use
their power for the welfare of the individuals or dominate them. All these three organizational
factors like culture, power and politics correlated with the performance of the individual and
team members.
TASK 2
P2 Evaluate hoe content and process theories of motivation and their technique enable effective
achievement of goal in an organisation.
Motivation is a process of initiating an individual for their desire goal and guide them in
effective manner to reach that goal. includes emotional social and biological forces that
influence the behavior of an individual in their effective working. There are various theories
which is used by the Morrison's are explained as follows:
Maslow's theory of motivation- It is the theory used to motivate an individual to enhance their
living of standards. It focuses on various need of an individual that need to be satisfied for the
easy survival (Wan, H.L., 2016). It is a hierarchical theory which includes various need that is
explained below:
 Physiological need- It is the need that includes food water and shelter for the survival of
an individual. In context of Morrison's, it also focuses on providing basic salary so that
employee will get motivated and work effectively.
 Safety need- After fulfillment of psychological need it includes stability e wealth and
health of an individual and in context of Morrison the companies also focuses on
providing proper work in the moment so that employee can feel safe within the
organization.
 Social need- to the belonging and love for an individual that is majorly motivate an
individual and In context of Morrison, also focuses on teamwork so that leads to
employee engagement within the organization work will be done in a better way.
 Self-esteem- It is it related to the self respect of an individual that directly reflect the
effective working. Morison's also giving rewards and performance appraisal for the
potential employees by analyzing their performance on the regular basis.

 Self actualization- It refers to the higher level of need that an individual will ask after
fulfilling the ever needs and In context of Morrisons is also giving authority for the
employee to take better decisions so that they can work and efficiently to achieve a
business goal.
It is analysed from the above discussion that Morrison is using this theory to motivate
their employee by fulfilling their needs so that they can give their best in achieving the
organisational goal that will leads to increase the profitability of the business.
Content theory of motivation
It is a subset of of different theories of motivation that define how an individual can be
motivated and also describe various need that reflect the actions of an individual. Is also called
needs theory that define different variables of an individual that will leads to motivate them for
achieving or doing a specific task (Tomlinson, M. and Holmes, L. eds., 2016). In context of
Morrison’s the manager also use this theory to analyse the needs of an employee so that they can
work efficiently and achieve the business goal and this also influence the behavior of the
employees as motivation help in influencing them for their extra efforts in order to get the
desired productivity and growth with in the organization.
Process theory of Motivation-It is the theory which is based on personality, skills and attitude
of an employee in their workplace and this is used for the changing behavior of an workforce in a
positive way (Soetarso, M. and Budiastusti, D., 2019). In context of Morrison’s, managers also
adopt the Vroom expectancy theory that will help in increasing the productivity of the employee
and further is explained as follows:
 Valance- It is the aspect which is used to motivate the employees to perform of better
task and achieve a business goal in an effective manner. Managers of Morrison’s
motivate the employee for their better working so that they can reward the best employee
as per their capability and efficiency and they work with their full efficiency in order to
attain the organizational goal and behavior of the employees reflect and they work
towards attaining the organizational goal.
 Expectancy- it is related to the performance of an individual for a specific job that
reflects their perception and believe in their past experience and manager of Morrison’s
observe the candidate and then influence them inadequate manner that will leads to
achieve a business goal. It influence the behavior of the individual as they tends to work

according to their skills and competencies in order to get the productivity in their
working.
 Instrumentality- it is based on the desired outcome is based on the performance of the
employee so manager make sure to reward and motivate the employee for their better
working so that goal can be achieve in an effective way. When the manager give the
reward it reflect the behavior of the employees they will work with their full efficiency in
order to get the desired results.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
Team is group of some individuals who work together towards a common goal. Teams
mostly have members with harmonising skills and can work effectively with a coordinated effort
which helps each teammate exploit their strengths and minimise their weaknesses. In simple
terms, a team is an assortment of individuals who are interdependent in their work and tasks.
Teamwork can be defined as a communal process that allows normal people to accomplish
extraordinary targets. A team should be effective enough to work in a coordinated and in an
organised manner (Sethibe, T.G., 2018). A team’s effectiveness is basically the capacity a
team/group has to achieve the given goals and objectives. Now it’s time to understand the
meaning of Effective and ineffective team.
Effective Team:
At a workplace, it is very much necessary that the work given should be completed on or
before the deadline. For this, a team needs to understand the project allotted and the necessity of
an effective team. Basically, effective teams are the basis of every successful organisation. Firms
that work without the team system often face difficulties while organisations with effective
teams work with productivity, better quality and fast completion of the project (Ribeiro-Duthie,
A.C., 2019).

Ineffective Team:
A time comes where problems arise in a team it can be due to lack of cooperation or
mismanagement. A team is a collection of professionals who are together just because of their
skills and experience were found to be suitable for a certain task. If the targets are not achieved,
there is a need to analyse the problematic areas so as to resolve it (Ramsundarsingh, S. and Shier,
M.L., 2017). Therefore, there are some signs that proves the ineffectiveness of a team:
 No process of resolving conflicts: Conflicts, arguments and furtive discussions are
enduring happenings which makes cooperation worse or maybe in some situations worst.
This happens when the manager of the project loses complete control over the team
(Osei, H.V., Osei-Kwame, D. and Osei Amaniampong, L., 2017). Getting back on track
becomes very much difficult if this problem sustains for a longer period of time.
 Lack of commitment to the goal: Everybody in the team are not attached emotionally to
the goal. This results in lack of focus and loss of productivity. Later or sooner, no really
cares about the objectives (Na-nan, K. and Saribut, S., 2019). Hence, the project doesn’t
complete by the deadline.
 Lack of Camaraderie: The teammates don’t feel like they are a part of something.
Everyone is self-involved in their personal interests which leaves the goals and objectives
of the organisation behind.
 Lack of openness and Trust: Trust and overtness is highly appreciated by people. But,
when a team starts to lose trust the team becomes ineffective which impacts the quality of
work and productivity of an organisation.
 Vague Role definitions: The team starts to be ineffective after the reporting structure and
responsibilities become unclear which starts to cause conflicts.

 Insufficient resources: Insufficient human resource, equipment, facilities, supplies, time
or money makes a team ineffective. This leads to conflicts and arguments and encourages
ineffective behaviour in the team.
M3 Analyse all group development theories as well as relevant teams in order to support
development of cooperation within effective teams
Bruce Tuckman’s Team Development- It is defined as a team development model which got
implemented in 1965 and involved five stages. The stages includes forming, storming, norming,
performing and the last stage is adjourning. It is considered as the most effective model which
Morrison's also used because it will help them in future in order to develop their employees at
workplace. It is further been explained as below:-
1. Forming- In this stage the management team learns about all opportunities as well as
challenges that they may face in future and in accordance with that they decides all
objectives and then start working for all tasks. As this is the first stage so motivation Is
been provided to all employees but at the same point of time they don't have much
information about goals of business. All team members focus on themselves only.
(Maulidi, A. and Ansell, J., 2020). In context with Morrisons they used this stage in order
to explain all opportunities to their employees so that they can participate effectively in
team work and achieve all goals.
2. Storming- It is the second phase in which team members start gaining each other's trust.
All team members share their opinions also which led to certain conflicts among whole
management team. As employees now start working together in a specific team they get
the knowledge of working style of other members also. The main important thing in this
stage is that all members must have patience so that they can tolerate everyone. In
accordance with Morrison's it is considered as the best stage to develop belief among all
members of team. Due to this enhancement of belief will be there among management
team which helps them to achieve success and fulfil all objectives rather than getting
indulge into conflicts.
3. Norming- In the third phase all team members takes responsibility that they will work
and will achieve all business goals. Team members accept other people instant ideas and

tries to move on. (Ma, B. and et. Al, 2016). In context with Morrisons, team members
know their responsibilities very well and it is important for them to make effective
relation with other members also.
4. Performing- In this stage all team members are much motivated and at the same point of
time they have good knowledge regarding everything. In this phase team members gets
involved in decision making and they do not need any supervision from senior executives
also(Loosemore, M. and Lim, B.T.H., 2016). The teams gets back to past stages also if
they face any type of problems. There are various teams who go through these learning
cycles at a point where they had to deal with such problems. In context with Morrisons
this stage is beneficial for them because all team members have good amount of
knowledge and they are provided with effective training and through this they don't need
any type of guidance.
5. Adjourning- It is the last stage which includes completion of all tasks as well as ultimate
end of team. It is also considered as the stage of mourning because members get close
during their working and when project comes to an end they feel it as a loss (Jehan, N.
and et. Al, 2020). After all above stages, Morrisons need to apply this stage also as they
have to adjourn the team after ending all kind of activities so that team members also get
the chance to work on another project and their performance can get enhanced.
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
and given business situation.
Organisational behaviour is totally based on some fundamental ideas that varies according to the
nature of the organisation and people. The fundamental concepts of organisational behaviour are:
1. Individual Differences: Every individual is different on the basis of ethics and behaviour.
Even science proves the above statement through different DNA profiles (Hosseini, S.H.
and et. al., 2020). The sense of recognition comes from psychology as every person born
is unique and different in his/her own ways and have different life experiences.
2. Perception: Different people means difference in opinions and perceptions. This states
that every person present the same object or content in his/her own ways because of the
distinction of the past life experiences, personalities and their living environment.

3. A whole person: An employee has to live two different lives- Professional as well as
personal. For example, a married woman whose office starts at 9 she will always anxious
and nervous about her kid's school timing. That if, he reached school on time or if he is
participating well in the school.
4. Motivated Behaviour: Humans are full of needs but the resources are limited. An
employee works in an organisation to fulfil those needs and desires. But, this kind of
motivation isn't enough (Harsasi, M., Minrohayati, M. and Anfas, A., 2019). Motivating
employees is the duty of the employer to ensure work quality and productivity in an
organisation.
5. Desire for involvement: Every employee in an organisation seeks to actively participate
and get involved in the decision-making problems. They are eager to share their skills,
knowledge and life experiences. So, it is the responsibility of the organisation to provide
employees that chances to express their point of view, ideas and suggestions for the
problems.
M4 & D2: Evaluate how concepts and philosophies of OB inform and influence behaviour
within a given business situation.
Business situation: In an organisation, there is increase in employment turnover due
to demotivation among the employees and negative working environment. For this, there
are various leadership styles has been sued in order to reduce the employment turnover
that are explained as follows:
Path-Goal Leadership Theory:
This is a leadership theory which was developed in 1971 by Robert House. The theory
defines that behaviour of a leader is contingent to the satisfaction, motivation and performance of
his subordinates (Chinomona, E. and Dhurup, M., 2016). Basically, the goal of this theory is to
increase employee's motivation, satisfaction and empowerment in way to create productive
employees in an organisation. When the leader is using the suitable leadership style by analysing
the specific situation. This will help in reducing the employment turnover and company can
retain their prospective employees.
Path-Goal is based on Vroom's expectancy theory which states that an employee will act
in a specific way based on the expectation that the act will be followed by a given outcome and
on the attractiveness of the outcome to the individual.