Organisational Behaviour Report: Morrisons and Employee Performance

This report delves into the realm of organisational behaviour, examining its influence on employee performance within the context of a company, specifically Morrisons. It explores the impact of organisational culture, power dynamics, and political influences on employee behaviour, highlighting how these factors shape the work environment and employee motivation. The report further analyzes various motivational theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y, offering practical strategies for enhancing employee satisfaction and productivity. Additionally, it discusses Vroom's expectancy theory and the role of effective teamwork. The report provides a comprehensive overview of organisational behaviour principles, offering valuable insights into creating a positive and productive workplace.

ORGANISATIONAL BEHAVIOUR

Table of Contents
..................................................................................................................................................1
.....................................................................................................................................................1
ORGANISATIONAL BEHAVIOUR.......................................................................................1
.................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAINBODY....................................................................................................................................3
Impact of culture, power and politics on employee's behaviour..................................................3
Role of motivation and its theories..............................................................................................6
UNDERSTANDING OF HOW TO COOPERATE EFFECTIVELY WITH OTHERS................9
P3: What makes an effective teamwork.......................................................................................9
LO4: CONCEPTA AND PHYLOSOPHIES OF ORGANISATIONAL BEHAVIOUR.............11
P4: Concepts and philosophies of organisational behaviour:....................................................11
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
The entire report deals with the organisational behaviour and its importance in a particular
organisation. Every point regarding their culture, politics and motivational implementations
are discussed in detail. The study organizational behaviour is related the employee conduct
which helps to analyse the ways to motivate them (Wood and et.al, 2019). This in turn helps
the company to establish a strong relation with the employees by adopting ways that can
increase their performance. For a good employee working relationship the company must
examine their employees in the aspects of work. The organisation that is adopted to discuss
in this regard is Morrisons. Being third largest retailer in gross revenues and ninth-largest in
the revenues of the world, Morrisons trading stood as an example for its organisational
behaviour. The company stood unique in its decision implementation and strongly affirms
that, making critical decisions is easy and every employee must focus upon bringing the
output.
MAINBODY
Impact of culture, power and politics on employee's behaviour
Organizational behaviour:
It refers to behaviour of organization towards their employees in terms of its internal
management or culture or their respective policies. Organizational behaviour has direct and
major impact over performance of employees. It would be right to said that there is a direct
relationship between organization behaviour and employee's level of performance.
Impact of organizational culture over employee's performance:
Prevailing culture of a company has direct impact over employee's working as well as
their level of performance. Employee's oriented culture will put positive impact while a negative
culture of company will have adverse impact over employee's working. This can be understood
as:
Handy's culture model:
As per this model Morrisons can adopt and implement four basic types of culture in its
workplace. These cultures are:
Power:

As per this culture power is restricted to few hands only. This means that power is not
distributed at different levels of company and it will be constrained in few individuals. That few
individuals have decision-making power. Whatever decision will be taken by them will have to
be followed by other employees. It is good when fast decisions are required to be taken but it
creates adverse impact over employees in terms of restriction to take initiatives or use creativity.
Task culture:
This culture works best when company have to achieve group or team objective. In this
culture employee's with different specialization will form a team and with their contributing
efforts goals or task will be accomplished (Turlais and Dubkevics, 2017). Morrisons usually
follows this culture when it plans to perform its work by formulation of teams or during pressure
condition when it is important to distribute entire work into different teams.
Person culture:
In this culture companies plays a very constricted role. This means that under person
culture employees or person will be having all power, and they consider themselves above the
company. They think that their objectives are more important than company's objective. Under
this culture they don't take care about company and its objectives.
Role:
Under this culture every employee will be having their own roles and its associated
responsibilities. This culture is mainly followed by Morrisons in its workplace. Morrisons assign
roles to its employees based on their level of knowledge or qualification or experience. As per
this culture Morrisons also create accountability regarding that role (KARAPANCHEVA, 2020).
In this culture power is delegated as per responsibilities of an individual.
Impact of Power over employees:
Persistence of power also has major impact over employees and their performance.
Hence it is very essential for companies to have a balance of power in order to raise and maintain
performance of power. Morrisons can implement this by adopting French and Roven model in its
workplace.
French and Roven model:
As per this model, power in a company will come from different ways including:
Legitimate:

This power come from position and with loosing of position this power will
automatically lapse. This is usually exists in the hand of senior position level employees of the
organization. Also, every employee have to be obeyed by the decisions taken by senior
authorities holding power.
Reward:
As per this model those who have power, they can give reward to others. Reward can be
given in any form including promotion, skill development opportunities, bonus or any other way.
However under this model superior has no formal authority or right to take actions (Martinsen,
Rogerson and Vendela, 2019). This means that they have to take prior permission of their
seniors.
Informational power:
As per name suggest its meaning that those individual who have information or access to
information will have power to take decision or act as per their power. It could also be said that
any person can hold this power if that person will have information which is not present among
others.
Expert power:
It refers to power of experts or professionals. It can be defined as those individual who
are professional in one or the other way including professionalism in their stream like law or
have power in the form of inspection authority like an auditor (Murt, 2020).
Thus, there are different sources of power so Morrisons have to implement a combination
of powers in its organization so that its objectives will not be suffered and its employee's level of
motivation and satisfaction will also be maintained. This means that as per need and requirement
Morrisons can adopt specific way of power as in case if it requires professional guidance then
they can take it from expert way of power.
Impact of politics over employee's level of performance:
This has direct impact over employee's and their performance level. This means that if
Morrisons has such practices where existence of politics or favouritism is being done. Then this
will have direct impact over its employees in the form of lack of motivation or existence of
demotivation among them. It is a common phenomenon that this practice is generally leads to
unhealthy environment in the workplace which directly affect employee's performance. They

start feeling separated or demotivated. However, Morrisons usually do not follow this practice in
its organization. Due to this reason only it would not be wrong to said that employees that are
associated with Morrison's are satisfied and contribute to their maximum in achieving success of
the company.
Role of motivation and its theories
Motivation:
It refers to a process which guides, initiates or encourage an individual to perform a task.
It refers to inner desire of an individual that will leads to actions.
Role:
It plays a direct role in raising organization efficiency along with raising chances of its
success or accomplishment of its goal. Since, employees are the asset of every company
including Morrisons, so it is very essential for it to maintain satisfaction level of employees in
order to achieve success or fulfil its objectives. For that Morrison can adopt these theories in its
workplace:
Content theory:
It refers to fulfilment of demand of employees in order to raise their motivation or
satisfaction level. It can be implemented by Morrison by adopting Maslow's need hierarchy
theory.
Maslow's need hierarchy theory:
As per this theory Morrisons have to work in lower to upper direction. This means that it
has to first meet basic need or psychological need of its employees then it can move towards
satisfaction of other higher needs. According to this theory there are generally five kinds of
needs:
Psychological need:
This need generally cover basic needs of an individual including food for eating, clothes
for wearing, and home for meeting its shelter needs. Thus, Morrisons have to first ensure that
these needs of its employees will be meet first and foremost.
Safety needs:
After satisfaction of first need, this need become more active. This means that at this
stage employees start thinking about themselves and their family. This means that they want

security for themselves and their family too. For meeting this need Morrisons can give job
security to employees so that they can contribute to maximum efficiency (McLeod, 2020).
Morrisons can also implement such policy by which employee's family's security will also be
meet.
Social need:
This need refers to being socially active or fulfilment of social wants of employees
including belongingness need. For meeting this need Morrisons can organize some social get
together in which employee's can fulfil this need.
Esteem needs:
This need refers to want of respect in society or among colleagues. At this stage
employees wants that, they should have some respectful position or respect among their co-
employees. For meeting this need Morrisons can appraise good moves of employee's in front of
other or praise their good efforts.
Self actualization need:
This includes fulfilment of dream of employees or getting everything that is being desired
or wanted by employees.
Herzberg's theory of motivation:
It is also known as two factor theory. As per this theory there are two factors by which
employees will be motivated . These factors are:
Motivating factors:
Presence of these factors will leads to motivate the employees. Through these factors
employees will be encouraged to work more and harder.
Hygiene factors:
Absence of this factor will lead to discourage the employees and they feel less motivated.
Poor hygiene facilities in the workplace will decrease the level of motivation among employees
and as a result of that they didn't like to work (Herzberg’s Motivation Theory – Two Factor
Theory, 2018).
Thus, while implementation of this theory Morrisons have to take care that these factors
will be well managed in the company so that employees will never be discouraged and their level
of motivation will be maintained. Also for the execution of this theory Morrisons have to take

initiatives so that hygiene condition of the company will raise along with raising motivators by
which employees feel motivated.
Process theory:
This theory is more concerned with process concept. This means that what process or
strategy would be adopted by company in order to raise satisfaction or motivation level of
employees. Morrisons can implement this theory through adoption of McGregor's theories
including X and Y.
Theory X:
This theory is concerned with those individuals or employee who have no interest in
work or in company's objective. This theory includes those employees of the company who are
not ready to work or willing to work (Daneshfard and Rad 2020). They don't care that whether
company will achieve its objectives or not.
Theory Y:
It constitutes those employees who have willingness to do work or have interest in work.
The employee's covered under this theory are self-motivated or positive minded (Tahir and Iraqi,
2018). They already have passion towards their work.
Thus, in order to implement this theory in workplace by Morrisons it has to categorize its
workforce into two parts. One parts will belong to theory X while other belongs to theory Y. As
it is understood that in order to deal with employees belonging to theory X, Morrisons have to
adopt various strategies and encourage its employees. Since employees belonging to this
category are unmotivated from initial stage so it need many efforts by company to get them
motivated.
However, Morrisons in order to deal with employees concerned with theory Y have not
to take too many initiatives in raising or maintaining their level of motivation. However,
Morrisons in this case can adopt decentralized approach which will not only reduce workload but
it will motivate too.
Vroom's expediency theory:
As per this theory the level of motivation among the employees will be raised as per the
skill, experience, abilities and various other. This could be understood as if an employees have

good knowledge of specific field say marketing and if that employees will be placed in
management department then that individual will never be motivated (Rehman, Sehar and Afzal,
2019). Thus, to motivate the employees Morrisons have to take care about various factor
including availability of resources, Placing right person at right place as per level of knowledge
and skills. Applicability of this theory will not only help the Morrisons to raise the level of
motivation among employees but at the same time it will also lead to raising the performance of
the company too.
Adom's equity theory of motivation:
As per this theory an employee will be motivated if the concept of equality perceives in
the company. This means that it is very essential that while giving the benefit to an individual
there should be a maintenance of equality. This means that those employees working at same
level will be given equal benefit or reward. An unequal distribution of reward will lead to
demotivation among employees and they get stressed (Ross and Kapitan, 2018). Thus, for the
implication of this theory in the working operation by Morrison's it always has to adopt the
concept of equality. Equality should always be present while giving the benefits and rewards to
the employees. Partial concept or partiality will lead to creation of demotivation among the
employees which will again directly affect their performance as well as company's performance.
UNDERSTANDING OF HOW TO COOPERATE EFFECTIVELY WITH
OTHERS
P3: What makes an effective teamwork
Team work is an essential factor in any organisation. Every individual is made of different
perspectives and when it comes to work, it is important to discuss all the possibilities to reach a
stable mark (Balwant, 2018). A normal group will not eventually make success. To be successful
the group must be effective and then success follows along.
Effective groups encourage discussion on points on which they disagree and use healthy conflict
to introduce creativity and change in ideas before reaching a consensus. They see conflict in a
positive light. Such a group is characterised by:
An open discussion is done to main a consistency of thoughts and members of the group allow
every individual to complete their explanation maintaining a healthy discussion.

Approaching a decision in a logical way rather than raising local work conflicts which can leave
negative impact on the discussion. A situational leadership will help people to alter negotiations.
When a person is clear with his data, his hosting to the discussion will help to cease unnecessary
queries. This in turn will help the team to come to a common conclusion as early as required.
The person leading the team will carry common goals at the end of the discussion.
Progress will only be seen when people learn to access the ideas and respect each other opinions
(Jacobs and Manzi, 2020). In Morrisons, every individual is equal and responses and it is only
when they come with something inappropriate the management will provide chances to work on
changes. Ineffective groups establish an agreed viewpoint quickly and defend it against any new
or original idea. Task-completion can thus be achieved quickly, although this often means that
the symptom has been treated rather than the underlying cause. Such groups are characterised by:
Underlying goals:
Effective Teams – The task is well understandable by the team and then they incorporate every
essential idea that is required for discussion.
Ineffective Teams – from the discussion is really hard to draw one output because the team
consists of different ideas and cannot stand on single conclusion.
Member Contributions:
Effective Teams – lot of discussions will be carried and every member of the team take stand to
express their words (Miao and et.al, 2020).
Ineffective Teams -an ineffective team consists of people who usually try to dominate each other
and often discuss things that are actually required.
Listening:
Effective Teams – when one person is expressing his opinion the other people will pay an ear to
that.
Ineffective Teams – people rather than listening to the other person’s opinion , raise issue that
will prolong the discussion.
Conflict Resolution:
Effective Teams – When there is a scope for any disagreement the team will accept it in a
positive way.
Ineffective Teams – Ineffective team will generally not deal with disagreements effectively in a
group. They usually feel suppressed by lead’s decision.

Decision Making:
Effective Teams – most of the decisions are made certain and everybody agree.
Ineffective Teams – the premature actions and opinions will not bring a single conclusion.
Leadership:
Effective Teams – The manager or the chairperson does not dominate the group. They try to
mingle with the team and take their opinions.
Ineffective Teams – in this kind of team even if the leader is intelligent in thoughts or ideas he
will be at the top notch.
Self-evaluation:
Effective Teams – the group only focusses upon elevating their ideas rather going for negative
discussions. Every person in the team evaluates their work and learn from their shortcomings.
Ineffective Teams: the team rather than self-evaluation, raises issues that not just effect but the
entire team.
Morrison’s incorporates all the points in their team work and that is the reason for it to become
the best retailer in the market.
LO4: CONCEPT AND PHYLOSOPHIES OF ORGANISATIONAL
BEHAVIOUR
P4: Concepts and philosophies of organisational behaviour:
Few fundamental concepts deal with philosophies of organisational behaviour and they mainly
revolve around the people of the organisation, some of which are not specific to the field of OB.
In every organisation the concepts related to philosophies are seen.
The fundamental concepts of organizational behaviour are such that every person is different
with various ideologies. The way each person interprets a problem is way different from others
and that is where the entire solution to a particular problem falls.
Perception
People have different perspectives and approach to a same problem. The employees in Morrisons
deal with every idea of their colleagues and respect each other interpretation to the problem. An
organisation is referred to as an employee aboard where there are different people from different
places. There happened to be a conference held to discuss the aspects of the proforma when the
different authorities are involved and the team constituting of different members were allowed to
brainstorm ideas which resulted in enormous perceptions. Therefore, for an organisational

behaviour to pattern in the way it has to be the perception of the people will have to be identified
and will have to be treated accordingly (Kitchin, 2017). In a company like Morrisons where there
are different sector and people are allocated to various positions people will have to deal with
each other in order to work upon their stipulated task.
Desire for Involvement
It is a human nature to get involved in things that seems interesting and to discuss their opinions
as well. An organisation must be able to give equal opportunity to its employees to express their
thoughts. Morrisons provides a great platform and its team work is such that every person will be
automatically involved in the discussions. The idea of fresh food initiative was one of the
employers choice that it has elaborated to make it count. Each and every employee will have a
desire to involve themselves by depicting their thoughts and ideas in the teamwork. When the
leader or the manager does not pay proper attention to their thoughts and ideas then
automatically that will lead to the backdrop of their interest towards work. Company like
Morrisons value their employees since it is a retailer and most of its service is based on
interaction with people. The company will prioritise its employees and will motivate them by
knowing the desire for involvement at times.
Human Dignity
Human dignity is regarded as one of the major concepts of organisational behaviour. when a
person is not treated in a respectful manner then the organisational behaviour will be affected
and impacted by the reputation that is generated by the negative talks. human dignity is nothing
but the importance that is given to employees upon accepting the decision for the thought
process that are required for a particular task to replace in the organisation. Every person in the
organisation must be treated equally and that is where the dignity of the organisation comes out.
The Morrisons company follows this policy of human dignity where it meets the sea war as well
as the labour with the respect that is due to them. The company at regular intervals will reward it
employees on a monthly meritorious certification. A healthy workforce will contribute to the
growth of the company and that is when the company reaches its target and achieve its goals. A
good organisation is where everybody is given equal importance irrespective of their position in
the company.
Mutuality of Interest