Organisational Behaviour Report: Johan Lewis Partnership Analysis

This report delves into the realm of organisational behaviour, analysing its impact on individual and team performance within the context of the Johan Lewis Partnership. It explores the influence of organisational culture, encompassing power, task, personal, and role cultures, and how these elements ...Read More

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUTION..............................................................................................................................3
LO1..................................................................................................................................................3
Impact of organization’s culture, politics and power on individuals and team performance and
behaviours....................................................................................................................................3
LO2..................................................................................................................................................6
P2 Content and process theories of motivation...........................................................................6
LO3..................................................................................................................................................8
LO4................................................................................................................................................10
P4 Concept and philosophies relates to organizational behaviour............................................10
REFERENCES..............................................................................................................................12

INTRODUTION
Organizational behaviour can be defined as the process of understanding behaviour of
individuals so that can influence them to give high performance within workplace. To understand
role of organization behaviour has an example of Johan Lewis Partnership. It is a British
company that operates Johan Lewis & Partners department stores. In this report will discuss
about politics, power and culture of Johan Lewis Partnership that impact on individual’s
performance.
LO1
Impact of organization’s culture, politics and power on individuals and team performance and
behaviours
Organization behaviour generally contains three major terms that directly impacts on
organization performance and it’s working environment (Weisbergand Dent, 2016).
Organization culture is essential part of the organization because it demonstrates psychological
behaviours and attitudes of individuals towardstheir job responsibilities, management and work
culture within workplace. Handy cultural model is used to critically analyse organization culture
of the Johan Lewis Partnership in various manners such as:
 Power culture: This type culture denotes that scenario whereas individuals are
empowered to take all decision associated with business perspective. Such people get
special privilege from other staff member within workplace due to power. While other
staff member has to follows all rule and regulation without argument. This type culture is
essential for organization because it helps to align all functional effectively so that they
can achieve organization’s objectives within time frame. The negative impact of this
power culture is that other staff who does not have power they do not allows to keep
their viewpoints in open manner and have to practices all rules and regulation which has
implemented by superior or empowered people like management. Such culture often
lead partiality among employees by managers.
 Task culture: it is quite effective culture rather than other cultures of Hendy’s model. In
this culture, team are made for the certain tasks so that they can complete them
successfully. The main goal of the task culture is to gain high profitability in staff

working and establishes good relationship with them. Johan Lewis Partnership follows
this culture to develops team within workplace so that they can manage whole work of
business precisely and each member of team plays productive role in achieving goal of
the company.
 Personal culture: Personal culture emphasizes on individual’s wellbeing. Such culture
supports organization to retain it’s skilful staff by making them feel valuable for the
business as well as influences staff members to give honest performance that directly
improves organization performance in it’s business market. The major drawback of the
culture is that individuals who offers their services within organization. they give more
priorities their own personal profit rather than organization profit. Therefore, it is not
effective culture to achieve success within business.
 Role culture: Under this culture, each employee has own role that they must play in the
context of organization so that profitability can be achieved within time frame. Such
culture allows individuals to take appropriate decision accordingly condition so that can
be led desirable outcomes within company. Johan Lewis Partnership follows this culture
which supports to create strong workforce at the workplace.
From the above discussion of various cultures of Hendy’s model can be analysed that effective
culture supports organization to influence individuals to gain all goals and objectives while
cooperating each other (Tripathy, 2018). Role culture and Task culture are the more effective
culture for the Johan Lewis Partnership because it supports to maintain wellbeing of individuals
as result gets all objectives and goals on time.
Organization power
Organization power is referred to the authority that keeps by some employees on other staff
members and it’s impact is tremendous for all one either employer or employees. French and
Raven model is used to analyse different types of power such as:
 Referent power: Referent power means there are some specified employees who are
treated special or ideal by other staff members due to outstanding performance instead of
their designated post. With this organizational power Johan Lewis Partnership influence

individuals to give best performance within workplace. this type power generally gest by
leaders due to their leadership skills.
 Coercive power: This power has negative aspect that is used by organization when
employeesare too relaxed for the rules and regulation. This power generally grant by
management to leader so that they can monitor each employee performance within
company. In Johan Lewis Partnership case leaders monitors employee and team
performance effectively within workplace.
 Legitimate power: Such power granted by owner of the company accordingly
hierarchical structure of business. Such power holds by managers, CEO of the
organization. In the case of Johan Lewis Partnership, entire staff are affected by decisions
that are implemented by power holders in positive manner. This power helps team to
keep their performance more informed and regulated (Suddaby, Bitektine and Haack,
2017).
 Expert Power: Such power grants by superior authorities on thebasis of experience and
knowledgeto those employees who works from long period and leads high profitability
within company. With this power Johan Lewis Partnership motivates individuals to gain
extensive knowledge and teams as well so that they can give outstanding performance
within business.
 Reward power: It is most effective power of French and Revan model whereas
organization empower certain employee to give reward such performance which is found
to be outstanding. Such power in the Johan Lewis Partnership influences individuals to
give best performance so that they being part of reward power.
In Johan Lewis Partnership, all kind powers are important for the company because it maintains
productivity within business.
Organizational politics
It is informal way or activity that is used by organization to gain high profitability in it’s
business. There are two type powers such as:
 Good politics: It states to exist in company wherein individuals try to cover up things
with their manger and resistunwanted crisis by cooperating each other. Such politics

supports Johan Lewis Partnership in maintaining wellbeing of individuals but it can not
be applied for long time because various things cannot be managed by managers.
 Bad politics: Such politics directly impact on organization’s brand image in it’s market
negatively because there have too much clashes between management and staff member
that makes working environment too tremendous and affects productivity and
performance of business (Sariand et.al., 2019).
Johan Lewis Partnership must focus on implementation of good politics practices in it’s
business so that it can achieve high profitability and good performance in the global market.
LO2
P2 Content and process theories of motivation
Motivation is important part of every business because it helps to motivate individuals
and staff members to give best performance within business (Pohl, Vonthronand Closon, 2019).
there are two type motivation intrinsic and extrinsic that are described as follows:
Process theory
Process theory is projected to give understanding about individuals and team needs that
changes accordingly situation. This theory is basically framed to motivate team to enhance
productivity in their working.
Adams Equity Model
It is proposed by Johan Stacey Adam todefine fair treatment between output and input.
Input means employees’ efforts that they put in the workplace to achieve all objectives of the
organization within timeframe while output means organization offering that provides to staff
member accordingly their performance (Almahmood and et.al., 2018). Thus, fair balance
between outputand input maintains wellbeing of all one weather staff or employer in the
business.in case of Johan Lewis Partnership, organization always try to maintain balance in the
input of staff which they putin the workplace and are regularly rewarded them as per their
performance which keeps them motivated for long time. There are two type consequences that
can take place under the Adam’s Equity Theory model such as:

 Input > Output: Such situation can take place when staff members puts their more
efforts within workplace to complete all task within time frame but in return, they do not
get anything as reward that demotivates them and make them less productive.
 Input < Output: Such situation can take place in the company when employees put less
efforts in their working within organization rather than extensive outputs such as modest
salary they receive. This kind situation leads competitive disadvantage within business
(Beliadwiand Moningka, 2017).
So, it is also essential for Johan Lewis Partnership to focus on the development of Input =
Output situation that is more ideal situation as compared others and can supports in gaining
highest profitability within business.
Goal-setting theory
This model is proposed by Edwin Locke who stated that performance is managed
according goals. For example,challenging goals and feedback plays vital role in leading better
performance.Johan Lewis Partnership follows this motivation theory to motivate it’s teams to
follow goals by completing tasks within time frame (Burns, Martinand Collie, 2018). However,
this theory is generally channelizedto enhance performance of team effectively in the business.
Content theory
This theory of motivation is mainly focused onindividual needs and expectation and leads
satisfaction from the job by meeting their objectives effectively. Johan Lewis Partnership also
practices this motivation theory to understand behaviourof individuals within company.
Two factor theoryof motivation
There are two factors such as hygiene and motivation factors that supports to motivates
individuals from it’s job.
 Hygiene factors: it includes job security, health benefits, employment policies and others
that leads satisfaction in individuals for their job. Hygiene factors contains all basic needs
of human being which are expected by employee from their employer and maintains their
wellbeing within workplace. when staff members get all basic needs within workplace

that makes them more productive and retain them for long time. In Johan Lewis
Partnership case, company provides all basic needs like health insurance policies, fair
treatment and other essential needs to it’s staff members.
 Motivation factors: It contains achievements, delegation of authority, promotion and
recognition that are known as intrinsic motivation which motivates individuals to give
productive performance within workplace so that it gets sustainable business performance
in it’s sector (Dixon and et.al., 2017). Johan Lewis Partnership motivates it’s staff
regularly by rewarding them accordingly their performance while sin return individuals
leads best outcomes within business.
It is mandatory for the Johan Lewis Partnership to keep balance between motivation and
hygiene factors because inadequate availability of resources can lead dissatisfaction in it’s staff
members.
Motivation techniques
 Flexible working hours: It is effective motivation techniques that follows by Johan Lewis
Partnership. Organization provides flexible working hour facility to it’s staff member as
result they get time to spend with their family and makes them more responsible to
complete number of task before deadline. Thus, organization motivates it’s staff members
within workplace effectively.
 Soft and Hard skills: It is also considered motivation tool that help individuals or
employee to improve their personality while delivering their more productive to the
customer. Leaders of Johan Lewis Partnership company influences it’s staff members to
give exceptional performance within workplace that automaticallyimproves competency
level of business in it’s sector (Elfversson, 2019).
 Emotional intelligence: Johan Lewis Partnership follows this motivation technique to
negotiate it’s staff to manage their stress level during peak time at the workplace. with
this technique individuals enables to keep them calm and happy in each and
everysituation.

LO3
Difference between effective team and ineffective team
Point of difference Effective team Ineffective Team
Meaning Effective team is considered
as all such teams that are
productive in nature.
On the basis of productivity a
team is considered as an
effective team.
Ineffective team is defined as
all such teams that are not
productive in nature.
On the basis of the
productivity a team is
denoted as ineffective team.
Efficiecies Effective team are efficient
enough.
They generate positive
results of operations from
working practices (Tuulik
and et.al., 2016).
On the basis of lack of
efficiencies a team is denoted
as an ineffective team.
Role segregation In effective team most of the
times leaders segregate
individual roles in the team at
the initial stage of the team
formation.
In case of ineffective team
roles are also mostly not
clarified at the initial stage of
the team formation.
In ineffective team leaders
also most of the times do not
clarify individual roles in the
team to all employees’ part
of the team.
Strategy formation Team leaders try to involve
all team members while
framing proper work
strategies of the team.
This also allows making
necessary modification in the
Ineffective team leaders do
not generally involve team
members while forming
strategies of the team.
This also restricts the
strategic efficiencies of the

strategies used for doing
team operations.
team
Tuckman team development theory
Management of Johan Lewis Partnership company can align it’s staff members into
different teams with this theoretical model. It is quite effective approach that helps in building
effective team. This model comprises four phases such as forming, storming, norming and
performing which are essential for the team development.
Forming stage
It is a first stage of team formationwhereas team leaders plays essential role because they
communicate entire staff motto of team formation so that individuals take it on serious note and
gives more contribution to adjust with other member in a team. Leaders assigns different tasks in
a team so that each team perform try to perform outstanding within workplace. This stage is
considered bit complexed because it is initial stage whereas all members in a team are new for
each other, in that state arguments are quite common.So, it is a duty of leaders to deal with all
issues and maintains wellbeing of individuals within team (Giland Mataveli, 2017)
Storming
It is another stage of team formation whereas team leaders negotiates it’s team members
to keep their viewpoints on the basis of their understanding and knowledge level before taking
any decision. In this stage arguments, clashes also take place because each member wants to
give priority to their viewpoints which leads conflict issues in a team as result ineffective can be
occurred. In that state, team leaders must try to resolve issues effectively and influences
individuals to work in unity.
Norming
It is third stage whereas team leaders of the company communicate with their team
members effectively to identify their weak areas and issues that arises while working in
ateam.Then leaders resolve all issues of team members builds string relationship among them so
that individuals give 100% input in a team while performing tasks.

Performing
It is final stage of Tuckman’stheory whereas team leaders make various strategies for
their teams so that individuals perform well in a team and achieves all goals of the company
within timeframe. In this stage, team leaders make their members enables to work efficiently and
encourages each other to work on achieving common goal of the business.
It can be analysed that Tuckman’s team development posses’ diversified approaches to
develop effective team. Johan Lewis Partnershipoften follow this theory whenever it gets any
project there is high need of team then it’s team leaders practices this theory. But the major
drawback of the theory is that it requires good leadership skills then can develop effective team.
LO4
P4 Concept and philosophies relates to organizational behaviour
Organizational behaviour is framed as the effective approaches for the human resources
which affiliated with the company towards gaining all goals on the business.
 Motivation practice in company: Johan Lewis Partnership company is a British company
and has good brand positioning in retail market. different concepts and philosophiesof
organizational behaviour supports leaders in motivating all staff who are essential part of
the business.In recent timeJohan Lewis Partnership company faces various issues related
to confusion in employees for their roles and responsibilities. With the implicationof
organization behaviour practice company supports to deal all such issues related to
employees effectively.
 Employee development: Johan Lewis Partnership practices all concepts and
organizational behaviourphilosophiesto determine weak area of individuals and develops
employee capabilities by improving their weak area effectively.Johan Lewis Partnership
generally conducts employee development campaign so that individuals can understand
their roles more effectively (Hashemian and et.al., 2019).
 Team development practice:There are various models of organizational behaviours that
used by Johan Lewis Partnership company to segregatehighest priority functional roles in
different teams so that can be achieved high productivity in their working. With team

development practice organization enables to deal with all the issues associated with staff
and influences them to work in a team effectively.
Above discussed points are the potential areas of development that have made in Johan
Lewis Partnership company by practicing different concepts and philosophies of organizational
behaviours (Neiland et.al., 2016).Organization has led advancement in it’s entire business
operations by upgrading modern and existing technologies to enhance quality of services within
company as part of organization behaviour.
CONCLUSION
Organization behaviour is the concept that project different aspects of the organisation
like culture, politics and power that create impact over the organisation. This report has projected
differences between effective team and ineffective team.

REFERENCES
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