Organisational Behaviour: Boots Company, Team Dynamics Analysis

This report provides a comprehensive analysis of organisational behaviour, focusing on the influence of company culture, power dynamics, and political environments on team behaviour and performance. The report examines Boots, a UK-based company, and explores how its organisational stru...Read More

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
Influence of organisation's culture, politics and power on the team behaviour and performance
Content theory and process theory of motivation .......................................................................6
Effective team vs ineffective team...............................................................................................9
Concepts and philosophies of organizational behaviour...........................................................11
CONCLUSION..............................................................................................................................14
REFERENCES................................................................................................................................1

INTRODUCTION
Behaviour of organization towards the employees is considered as a reflection of success that
organization is expected to achieve. This means that the culture or politics or power environment
of company plays an very important role in determining the performance of employees in the
company. If the company is a follower of good environment then it will definitely achieve
success and growth. Like the company's culture motivation of employees is also a very important
element in the company's success. Company always have to adopt various practices and mode
for raising the level of motivation among employees. However, accomplishment of task and
objective is highly dependent upon the fact that whether the employees of company are efficient
or not. Thus, efficiency of employees plays an important role in accomplishment of company's
objective. Likewise, adoption of company's philosophies and approaches helps the company to
achieve its objective along with meeting employees satisfaction. This project will highlight the
impact of company's culture, power, politics and motivation policies over performance of
employees. Apart from that differentiation between efficient and inefficient employees along
with company's philosophies and concepts are also being discussed in this project.
Organization's overview:
Boots is one of the famous company of UK that deals in beauty, retailing and pharmacy
products. In addition, of UK it also operates its business in various other countries including
Ireland, Italy, Norway and various other. The headquarter of Boots is in Nottingham, UK. It was
founded by John Boots in 1849. It operates its business with a purpose of making the life of
people better which they have never though (Championing everyone’s right to feel good, 2020)
Influence of organisation's culture, politics and power on the team behaviour and performance
Organisational behaviour refers the study of human behaviour, how humans behave and
acts in the organisation (Balwant, 2018). It can use in the organisation to boost the confidence
and morale of the employees so that they can perform their job effectively in the organisation.
Organisational culture
Organisational culture shows the beliefs, assumptions and values which guides the
employees. Culture includes the vision, mission, norms, rules, values, assumptions and beliefs.
Boots is the largest chain of retail chemist, healthcare and cosmetics in UK. They follow a
hierarchy in their organisation from the CEO to the floor staff. They don't accept any kind of
discrimination in their organisation, whether it is related to gender, Age, community and

religion. Handy's theory has defined the organisational culture in power, role, task and person
(Handy’s Motivation Theory, 2020).
Power culture
The influence of power shows the capabilities and capacity of any person who can
influence and effect the behaviour of another person within an organisation. But in Boots they
don't accept any kind of power in their organisation. However, power has been given to manager
so that they can guide the employees towards their task and goal. Employees and workers are
usually judged as per their works and what they achieved in Boots. The higher management
can't use their power to threat someone. Owing to power, the higher authority and management
can impact and influenced the team by using their power, they can give more work to any
individual and can allot less work to others due to power higher management can do partiality in
the promotional activities as well.
Role culture
Boot follows role culture as well in their company and workplace which means the
company believes on rules. All the employees of Boots are assigned and delegated different roles
and responsibilities as per their skills, qualification and interest so that company can bring out
best from them (Miao and et.al, 2020). as per the different roles employee perform their work ,
this will help them to increase their skills and knowledge, so role culture put positive impact on
the individual. Role culture is beneficial for the employees of Boots as well, because they get
different challenges and growth opportunity as well and employees have to take ownership of
their work through which, they can develop leadership quality in them.
Task culture
Boot sometimes follow the task culture whenever they face any big problem so the
employees are divided into teams to sort out the problem which the organisation is facing. To
build a team, the top management of Boots divide the employees who are having similar interest
and knowledge so that they can get the solution quickly.
Person culture
Boots don't follow person culture in their organisation. Person culture refers the situation
inn the organisation where employees feel that they are superior then the organisation and they
are more conscious about themselves rather than the organisation. For boots, their organisation

come first then anyone else and they believe in providing equal opportunity but they don't
consider their employees superior then their organisation.
Influence of power
To describe the power with the organisation French and Raven has introduced a theory
which states that different power comes in different ways.
Coercive power
This power consist of forcing any employee to do the work which they are not willing to
do. This kind of power is not being used in Boots as they follow role culture where all the
employees are assigned their individual roles and tasks (Erthal and et.al, 2018). Coercive power
involves punishment, when employees don't perform their work.
Reward power
The second form of power explained by French & Raven is reward power in which
employees received benefits for their work. Boots follow this power in their organisation and
reward those employees who perform their role efficiently. Reward boost enthusiasm and morale
of the employees and they will put their entire efforts to perform their responsibilities.
Legitimate power
This power shows the formal relationship and hierarchy in which the employees and
subordinates are influenced by the legitimate power and they do all the work which the leader
told them to do. But Boots don't follow this in their organisation as they believe that employees
should do all the work as per their interest and skills, they are not bound to follow the rules of
leaders.
Export power
As the name suggest, power comes in individual by their experience, competence and
skill through which they can influence others in the organization. This can be followed in Boots,
as the new employees who are bot having so much experience about the work they can learn
from experienced employees.
Referent Power
This power comes with the personality of individual, as per their behaviour and position
they liked by other employees of the organisation. It totally depends on the person working in the
Boots.
Informational power

This is the last power which French and Raven have mentioned in this theory, which
shows that this power is totally based on the flow of information. It states the ability to control
the information and share only those to employee which is necessary for them to know. Boots
don't consider this power in their organisation.
Impact of politics
Those employees who are situated on high position, they play politics in the company to
be in the limelight and take undue advantage of their position and try to grab attention from their
seniors. Politics harms the working culture of any organisation (Ferris and et.al, 2018). Boots
never encourage any kind of politics in their organisation specially in the top management,
because those people who are indulged in politics they don't pay attention to their work and
always try to pull the leg of other employees and back bite others. They always try to criticise
their co-workers. Politics also create negative environment in the organisation and also spoils the
relation of other workers as well there for Boots focuses on providing equal opportunity to
employees so that they don't feel any kind of partiality in the organisation.
Content theory and process theory of motivation
Motivation plays a vital role in employees, because motivated employees always remains
enthusiastic, confident and committed towards their work. Boots needed motivated employees in
their organisation so that they attain their goals and objectives. There are two types of employee
motivation available
Intrinsic motivation
This motivation shows that individual don't need motivation from others they are self-
motivated (Nguyen, 2019). Every organisation need such employees because they do their job
efficiently. This shows the positive side of the employees towards their job.
Extrinsic motivation
In this kind of motivation, employees get motivated when they get appreciation and
reward, and such people don't get self motivation, rewards, bonus, perks and bonus can bring
them motivation. Such kind individuals can give their best but the need motivation, so the
employee of Boots can perform well.
Boot follows various theories of motivation in their organisation to motivate employees.
Maslow's Hierarchy of needs

According to Maslow people get motivated when they attain certain basic needs (Mcleod,
2020). Such as
Physiological needs
These are basic needs which any human wants to fulfil for the survival. Such as – air,
food, water, clothes, sleep and shelter. If he basic need of any human or employee don't get
satisfied they can't perform their job. Boots believes in fulfilment of this basic need. When the
basic need gets fulfilled employees get satisfied and put more efforts.
Safety needs
When the physiological needs get satisfied, need of safety and security take place.
People want to live protective. They need emotional and financial security as well to survive.
Apart from this proper low and order and social stability is also necessary for the survival.
Love and belongingness needs
This the third level of human need which involves feeling and belongingness. The
interpersonal relationship of persons motivate them (De and et.al, 2018). Trust, friendship,
affection and love motivate any individual to perform their job effectively. When the employees
get belongingness at workplace they perform their job more enthusiastically.
Esteem need
This is the fourth level of Maslow's need hierarchy in which Maslow states that any
person needs reputation and respect in the society where they are living. When the person feels
respected, they get self motivation. If the higher management give respect to the employees this
boost their morale and they work more potentially.
Self-actualisation needs
This is very important need, which defines that persons potential, self-fulfilment, dreams
and growth make them motivated. To attain their goal they put more emphasis to achieve them.
Herzberg's two factor theory
Herzberg has explained that people get motivation from two factors- one when they get
job satisfaction and other one is when they get dissatisfaction. This theory has been classified in
two categorise.
Hygiene factor

Hygiene factor speaks about those factors which are essential for motivation at the
workplace. If these factors are not present at the workplace it may lead to dissatisfaction.
Hygiene factors are.
Pay
The pay structure of employees must be appropriate and as per the market trend so that
the employees can fulfil their basic needs to survive. Then only employee can work effectively.
Company policy
The administrative and company's policies should not be too much stiff. Policies should
be fair and it musty includes flexible working, breaks, holidays and dress codes.
Fringe benefits
The employees of Boots must offered medical and health care plan so that they feel safe
at the workplace.
Physical working conditions
Working condition of Boots should be appropriate, clean, hygiene and safe. The tools
and equipments on which the employees are working must be proper and appropriate for use.
Job securities
Boots must provide securities to employees so that they feel safe and motivated. So that
they do not thing to change their job.
Motivational factors
The main motive of this factor is to bring motivation in the employees so that they can
provide superior performance to employees. Motivational factors consists
Recognition
Employee must be appreciated, praised and recognised by their mangers.
Growth and promotional opportunities
Organisation must provide growth and opportunities to employees so that they put their
all efforts to reach at the higher position.
Reinforcement theory
This theory stated that the behaviour of individual is a function and consequences. The
positive function and consequences must be repeated in the organisation on the other hand
negative consequences should not repeat in the organisation. The manager of Boot, uses
following method to control the behaviour of employees.

Positive Reinforcement
This factor implies that the manager of Boots should give quick response when they see
any positive behaviour of any employee in the company. Example – when any employee come
early on job so the manger should praise them on that moment only and this will boost
confidence in that employee.
Negative Reinforcement
This factor believes that manager should reward employees of boots by appreciating their
work. By doing this manager can remove negative consequences.
Punishment
By giving punishment, the management of Boots can remove the negative consequences
from the company. For example – if the employee break any rule of company, they may get
terminated from the company so that other don't repeat such mistakes.
Effective team vs ineffective team
Every organisation has effective and ineffective team in their workforce. Boots want
effective team in their organisation so that the goal of the company can get achieved within the
set time span.
Base Effective Ineffective
Meaning All the employees who are in
effective team always try to
get a healthy discussion on
each and every pointy at which
they face conflicts so that they
can reach at the common point
and objective.
On the other hand, ineffective
group always face tension, and
their views don't get matched
so the situation of conflicts
always remained in this group.
Objectives and task Effective group try to modify
the objective, goals and tasks
so that they can give best
results to the organisation.
Ineffective group never have
clear objective, they remain
confused about their work.
Communication The people of effective group
always communicate with each
There is a lack of
communication present in the

other and discuss all the issue
if they face during their work.
or only one way
communication take place ion
the group. Just the ideas are
being expressed in this group
not the feelings.
Role of leader The leader of this group don't
dominate them and listen to
the suggestion of each and
every group member.
Leader is dominating, and
ignore the ideas, suggestions
and views of the team
members.
Boots uses Belbin team role theory to motivate its employees. This theory states “Team role”. It
defines that everyone has different tendency to behave, contribute, interact and interrelate with
each other (Atiemo, 2018). Therefore, Belbin has propounded nine roles as per the skills and
work. Boots forces this theory in their organisation so the equality among employees remain
same and the stay motivated all the time in the organisation.
Coordinator
Coordinator must be mature and confident so that they can manage the work with other
co-workers of boots. This is the responsibility of coordinator to specifies the group objective, set
agenda and sort out all the problems of employees.
Shaper
The major role of shaper within the organisation of Boots is to provide shape to the entire
team, and always look at the feasibility of the work.
Plant
Plant shows the original ideas, views, proposals and suggestions given by the employees.
Monitor- evaluator
As the name suggest, people of this category monitors the work of other employees and
guide them so that they don't commit any mistake (The nine Belbin Team Roles, 2020).
Implementer
The role of implementer in the company is to turn the strategies and decisions to find out
the objectives and then pursue them to achieve the goal.
Resource investigator

The main motive of resources investigator are very extrovert and enthusiastic and always
try to explore opportunities for the employees so that they may get chances of growth.
Complete finisher
Their role is to give polishing to the task and any activity which is performed by the
employees. They can be face accusation because of their work. The want compete work and that
is their strength.
Specialist
As the name suggest, specialist person have deep knowledge about any tasks and activity
and they are well versed with the key area of the team.
Team worker
Team worker always ready to serve and help their team mates and guide them wherever
they need guidance.
Concepts and philosophies of organizational behaviour
Philosophies and practices of organization plays a very important role in performance of
employees as well as company's performance. Adoption and implementation of different
approaches and practices by company as per the situation and demand of employees will not
only lead in the growth and achievement of success by company but it will also help in raising
the level of satisfaction and performance among employees. For creating a better understanding
following theories and philosophies are being adopted by companies:
Path goal theory:
As per this theory leader will select and implement specific behaviour as per the
employees need and demand of current situation so that situation will be meet easily and leader
will lead the employees towards the achievement of their goal. In simple words this theory focus
on highlighting the path that will reach towards the goal. For implementing this theory by Boot
in the working operation, leader have to first analyse the characteristics and need of employees
as well as environment (Vermeulen, 2019). Then on the basis of demand he will select
appropriate leadership style by which employees will be motivated to the next extent and the
goal will be achieved.
Under this theory the behaviour of leader are categorized into 4 different ways:
Directive:

Under adoption of this behaviour leader will direct the employees that what they have to
do or which moves they have to take. This behaviour is usually adopted when business
environment is very uncertain and employees have no idea that how to deal with situation.
Supportive:
Under this mode leader will provide support and concern to the employees and helps
them in accomplishing the task. This is one of the best behaviour which is being used by leader
at the time of dealing with those situations which requires mental and physical co-ordination.
Participative:
Under this approach leader will take consultation of employees before talking and
making any decision. This approach will not only raise the level of motivation among employees
but it also develops the feeling of involvement among employees towards company.
Achievement:
Under this approach leader sets goals and targets for the employees and expects that the
employees will achieve it within the given time. This approach and behaviour is usually suitable
in professional work.
Under Boot leaders usually adopt a combination of behaviours as per the requirement of
situation and demand of employees. Boot usually follow participative and achievement
behaviour for guiding their employees as well as for the achievement of objectives.
Social capital theory:
According to this theory social relationship is the base of generation of capital. This
means that building good social relations will lead to the development and retention of human
capital in the company (Le Van, and et.al., 2018). Like other companies Boot can also implement
this theory in its working practice.
Boot can take the advantage of this concept by implementing and developing good
working environment in the company whereby good social relationship are being promoted.
Building of good relationship among employees are emphasized (Dubos, 2017). This will not
only help the company in raising its performance level but it will also raise the level of
motivation and satisfaction among employees.
Situational theory:
This is one of the most effective and applicable theory. As per this theory leader and
manager will implement their management and leadership style as per the situation of the

company. This theory also focus on the fact that with the changing situation, leaders and
manager have to evolve , modify and changes their styles fitting the most in applicable situation.
If the situation of quick decision will arrive then leader and mangers have to shift their style to
autocratic whereby they themselves after analysing the situation will take the decision by
following the autocratic concept (Tao, 2020). However on the arisen of situation whereby it is
essential that different department will be required to get involved then management as well as
leader will shift their styles to democratic whereby equal participation as well delegation of
responsibility and work will be done.
Boot is also a follower of this theory whereby as per the situation leaders and managers
will adopt and implement different approaches to deal with the situation and employees.
However implication of style and approach also depends upon the maturity and understanding
level of employees. This means that if employees are of low maturity level who have no idea
regarding what to do or how to do then in that case managers and leaders will have to adopt
authoritative or telling approach whereby they will guide and direct the employees every single
aspect how to perform the work (Thompson and Glasø, 2018). While in case if employees have
skill and talent to perform the task, but they are not willing to take responsibility then company
may follow participative approach whereby leaders will not provide specific direction but
encourage the employees to take participation in it.
Tuck man team development theory
Forming
In this the team member of Boots have to perform the work individually because they do
not know each other.
Storming
Team of Boots started giving their valuable suggestions so that they can complete the
task within time period (Tuckman's Model for Nurturing a Team to High Performance., 2020).
Norming
As per this one or two member of team lead the suggestion of other members and they
indulge in the healthy discussion, so that they can complete the given task.
Performing
This is the last stage in which all the team members perform their work.

However, if employees are highly skilled and want to perform and complete their task
then company may go for delegation approach whereby it will delegate work along with creating
responsibility. Boot usually follow different approaches as per the situation and maturity level of
employees. However, Boot usually implement different approaches by segregating total
employees into different segments depending upon the level of understanding. So that it can lie
focus over every employee and with the growth and development of employees company can
also achieve success and meet the changing environment.
Given business situation:
Digitalisation is one of the business changes that Boots is planning to bring in its
organization. In order to meet and inculcate this changes there is a strong requirement of
adequate organizational theories, concepts and philosophies. As like other changes employee's
resistance is very common. So, by providing adequate means of motivation along with positive
work culture will help the company in inculcating this change. Also, by using the appropriate
distribution of power the situation can be easily dealt. Since, any new change requires direction
of implementation so by inducing an appropriate leadership style employees can be guided to
meet the change and implement in the organization. Thus, it would not be wrong to said that any
business situation can be meet and implemented only with the support of the various aspect of
the organization including work culture, leadership style, means of motivation and various other.
CONCLUSION
From the above report it is concluded that company's culture, power and involvement of politics
puts a major impact over the performance of not only employees but it also affects the overall
performance of company at a broader scale. Likewise, it is also understood that motivation plays
an important role in the determining or raising the level of satisfaction and performance level of
employees. Since, motivated employees are the asset of company thus every company have to
take initiatives to motivate their employees. In addition to this implementation of company's
philosophies and concept in the operations of business also plays a crucial role towards the
achievement of goals. This project also clarify that efficient workforce or efficient team along
with the development of team-spirit is the key of success for every company by which a
company can accomplish complex task in a much easier way.

REFERENCES
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Dubos, R., 2017. Social capital: Theory and research. Routledge.
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