MG414 Organisational Behaviour Report: Culture, Motivation, and Teams

This report provides a comprehensive analysis of Sainsbury's organisational behaviour, examining key elements such as culture, employee motivation, and team dynamics. It begins with an executive summary, followed by an introduction that outlines the scope of the study and the chosen theoretical models, including Handy's typology of organizational culture. The report delves into the culture of Sainsbury's, exploring its structure, communication strategies, and impact on organizational effectiveness. It assesses the role of culture in influencing employee motivation, incorporating theories like Maslow's hierarchy of needs and Theory X and Y. Furthermore, the report examines the formation and effectiveness of teams within the organization, using Tuckman and Jensen's model. Findings are presented, followed by a conclusion summarizing the key insights and recommendations for enhancing Sainsbury's success through its organizational behaviour practices. The report uses both primary and secondary research to support its findings and recommendations.

Organisational
Behaviour

Executive summary
Organisational behaviour heavily impacts the success and growth of an organisation in
both negative and positive ways. This organisational behaviour includes behaviour and attitude
of employees, management, culture of organisation, etc. which should be essentially managed by
the organisation. The managers of an organisation are responsible for monitoring these factors.
Culture should be maintained good for bringing motivation in the employees and teams. There
are various theories for motivation and culture which are discussed in this report and can be used
by the managers of the organisations for improving their productivity and growth. Also the
managers need to form effective teams using the models for enhancing their effectiveness for
improving the culture of the organisation.

Contents
Organisational Behaviour Executive summary..............................................................................1
INTRODUCTION...........................................................................................................................4
Theories and models used by the organisation................................................................................4
Culture of the Organisation.........................................................................................................4
Structure and culture with focus on communication...................................................................5
Motivation....................................................................................................................................6
Teams...........................................................................................................................................8
FINDINGS.......................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour refers to the study of various elements of an organisation such
as employees, management, culture, motivation etc. This organisational behaviour is studied by
the organisation for monitoring the performance of their employees and teams. The employees
needs to be stay motivated for performing their roles effectively, if the employees are not
motivated then it can negatively impact their performance. The managers should use various
theories for improving the performance of team and individuals. The taken company in this
assessment report is Sainsbury Limited which is providing food and beverages items to the
customers all over UK. This report will discuss the culture, teams and individuals of the taken
organisation along with the theories or models which can be used for improving them. This
report will also cover the theories of motivation for motivating the employees of an organisation.
This report will also cover the theories for improving the communication and culture of the taken
organisation.
Models used by the organisation
Culture of the Organisation
Culture refers to the environment of an organisation in which various elements of the
company work for achieving the organisational goals. Culture plays a very important role in
improving the productivity of an organisation through which the company can gain sustainability
in the market place. The culture consists of various elements such as mutual values, beliefs and
assumptions on which the organisational structure is developed. These values assist the managers
of the company in analysing the behaviour of the employees (Bas, 2012). Handy's typology
model is suitable for understanding the culture of Sainsbury which is discussed as under:
Handy's typology of organisational culture: This theory was given by Charles Handy
which states that the beliefs and assumptions should be followed by the organisations in order to
attain their goals in an effective manner for improving the productivity. This model contains
several types of cultures which are as follows:
 Power culture: This culture states that the power should be given to the suitable person
who has effective skills for taking the proper decisions in the betterment of the
organisation. Such people take quick decisions without taking any ideas or suggestions
from the workforce. This culture is not suitable for the companies as the employees may

feel dissatisfied, However in difficult situation this culture is suitable for taking quick
decisions.
 Role culture: According to this culture, the manager’s needs to assign the roles and
duties to the employees based on their skills and capabilities so that their productivity san
be improved. When this type of culture is used in firms, then employees can perform
their assigned task with full efficiency due to having knowledge. So this culture can be
used by the firms in any situation.
 Task culture: This culture states that the employees need to be assigned with work in
teams so that they can bring favourable and positive results for the growth of the
company. When such culture is used in the organisation then it can results in motivation
among the employees through which they can generate better results from their work.
 Person culture: This culture states that the organisations needs to provide opportunities
to their employees for their further growth which can assist them in getting recognition.
When such culture is used in the organisation then employees feel satisfied with the
company which will enhance their loyalty and trust in the organisation. Such culture can
bring productive results to the organisation due to improved relations between
organisation and employees.
Sainsbury is using this model for maintaining a healthy working culture at the workplace.
The company is assigning the duties to employees based on role and task culture through which
the employees can perform their work effectively by using the support from other members of
team. Also the company is using the power culture in tough situations in which the managers
needs to take quick decisions which involves high risk (Boxall and et. al., 2016). By using the
person culture, company is providing appreciation to employees so as to improve the relations
with them.
Structure and culture with focus on communication
Culture also plays a major role in improving the communication among the employees at
different levels. Through effective culture, employees can perform their duties in effective
manner. This is because of the clear guidelines provided by the managers which are understood
by the employees due to having a good working culture. When healthy and effective culture is
maintained at the workplace, then the employees can coordinate with each other effectively
through which they can provide their support to each other for accomplishing the predetermined

goals of the organisation. The higher authorities can take the proper decisions due to effective
culture as they can communicate with the employees easily. Due to good culture, higher
authorities can take suggestions from the managers for formulating new strategies and policies.
The managers then can ask from the employees regarding the new strategies so that they can
provide their ideas and opinions for the development of better strategies which can improve their
productivity and performance in performing their work. Companies are using the flat structure in
their business operations for effective communication among the employees of different level
which is also used by the Sainsbury. Through this structure, employees at different levels are
communicating with other level employees in an effective manner which is also supporting the
company in maintaining proper culture at the workplace. The employees are resolving the issues
of each other and if they can’t then management or higher authorities are taking measures for
resolving such issues which are impacting their working.
Motivation
Motivation is the process of encouraging the individuals for performing their assigned
work in proper manner so as to gain improved and better results. Motivation is necessary for the
employees of an organisation so that they won’t get bored while working which can impact their
performance and efficiency (Cassidy, 2013). Motivation is also necessary for the organisation in
order to maintain proper culture at the workplace in which employees can provide proper support
to each other. Sainsbury is also using various motivational techniques for motivating their
employees so that improved results can be generated for maintaining effective culture. Some
theories of motivation as discussed below:
Abraham Maslow’s hierarchy of needs: This theory states that the needs of employees
are divided into several parts which must be fulfilled by the organisation so as to keep the
employees motivated in their working. This is because the motivated employees can maintain
healthy working culture among the organisation. These needs of employees are as discussed
below:
Psychological needs: These kinds of needs are essential for the people to survive in this
world. These needs are associated with shelter, food etc. which are required by people for
surviving. The managers should fulfil these needs of employees so that the company can retain
them for a long period time.

Safety needs: After the above needs are fulfilled by the company, employees divert their
focus on safety and security need such as health, safety at work, job security etc. These needs
should also be fulfilled due to which the employees stay motivated in their work without
worrying about family and safety.
Social needs: These needs are associated with the love, belongingness etc. which are
required by the employees for maintaining balance between the personal and professional life.
The managers should fulfil these needs of employees by providing them with extra leaves for
spending the time with the family and friends.
Esteem needs: According to these needs, employees seek for appreciation and respect
from their co-workers after the safety and essential needs are met. For this, the managers should
assign the work to employees based on their skills due to which they can perform well for getting
the desired recognition.
Self-actualising needs: When all the needs of employees are fulfilled by the organisation,
then they focus on their work and performance in order to improve their efficiency for future
development of career. These needs can be fulfilled by the managers by providing them with
difficult and complex work which can improve their skills and knowledge.
Theory X and Y
Theory X: This theory states that the some of the people in the organisations do not take
part in organisational activities with their interest due to which their performance get affected
negatively. Such people ignore their work and do not provide their maximum contribution for
executing the work (Đurišić-Bojanović, 2016). These people can stay motivated by providing
them with rewards and punishment according to the performance they had shown in finishing the
work. Through these rewards and punishment, they will perform well as well as demonstrate
good efficiency which is helpful in improving the culture of the firm.
Theory Y: This theory states that some of people in organisation are self-motivated due to
which they perform their work with full capabilities in order to get appreciation from the
management and other employees. The company can provide such employees with additional
benefits such as flexible working hours etc. so that they stay motivated while working in order to
provide more efforts for achieving the organisational goals.
The Sainsbury is using these two theories of motivation for motivating their employees.
These theories are used by managers of Sainsbury when the culture at the workplace becomes

bad and employees could not concentrate on their work (Geppert, 2017). Due to the bad working
environment or culture, employees could not stay in their work as well as their motivation level
gets depleted. Through these theories, Sainsbury is motivating their employees so as to enhance
their motivation level which will also enhance the working culture of the firm. The company is
providing rewards, leaves, punishment etc. to employees for maintaining their motivation.
Teams
Teams are the group of individuals who comes together for fulfilling the requirements of
the organisation or for executing their shared goals of organisation. Effective teams are must for
an organisation that can perform their assigned work in a proper manner. These effective teams
are different from the ineffective teams in terms of clear vision, good leadership, supporting
members etc. due to which they can execute their assigned work on time. Whereas ineffective
teams lack their purpose and vision due to which their work is delayed and could not be executed
in an effective manner (Kitazawa and Osada, 2012). Effective teams are essential for the
organisations for keeping a good culture at the workplace which can enhance the motivation
among the employees.
Tuck man and Jensen's model: This model states that there are five stages which are
essential for forming effective teams and which are used by the managers of the Sainsbury in
order to achieve the organisational goals and objectives effectively. These five stages are
discussed below:
 Forming: It is the first stage in the development of team in which persons from different
areas of department of the organisation comes together. The managers in this stage
provide the work to these people and define the plan for executing the assigned work.
Also the managers provide the communication structure and deadlines which must be
followed for executing the work in an effective manner. Storming: It is the second stage in which the managers provide motivation to their team
members for pushing their boundaries in order to improve their efficiency. Through this,
they can provide their maximum contribution to the company which results in developing
a harmonious working culture. Norming: In this third stage, the team members start coordinating and communicating
with each other so as to provide their support and guidance to team members for finishing

the assigned team work. Through this support from each other, issues of the team
members can be resolved which will assist in maintaining the harmonious environment.
 Performing: In this fourth stage in which the members are start building trust among the
team members in order to strengthen their team efficiency. Due to this, the members
become more focused in their work which assists in executing the work effectively. Also
due to the support and mutual trust, these members maintain proper working culture in
which they can work properly.
 Adjourning: It is the last stage of this model in which the team members look for errors
before delivering the work. After the checking, members are assigned with different
work and goals or the team is dismantled. These members come together again for
different project as they understand and know each other.
From the above model and its stages, the managers of the Sainsbury are developing effective
teams who are capable of executing their work in an effective manner. The team members of
such teams are effective too in their work for bringing improved results to the company so that
the goals and objectives of the organisation will be achieved in predetermined time period. By
following the stages of this model, company can assign the work to person according to the
capabilities so that they can execute the work without any issues (Laforet, 2011). Through the
effective teams and their members, Sainsbury is maintaining good working atmosphere in the
organisation through which the operations of company are running smoothly.
FINDINGS
Sainsbury is using these above discussed models and theories for improving their
performance and productivity in the market place. The company is maintaining a healthy and
suitable working culture in which the employees can perform their assigned work properly
without having any issues. Company is using the handy typology of culture for maintaining a
healthy working culture in which the employees are feeling satisfied in their working and trying
to improve their performance for achieving their personal as well as professional goals (Piercy,
N., 2014). The company is trying to maintain good relations with the workforce by providing
them appreciation, work according to their skills and knowledge. Sainsbury is also using the flat
organisational structure for better coordination and communication among the employees at
different levels. Also the Sainsbury is using the Maslow hierarchy of needs and theory X and Y
for motivating their employees to work hard as well as to maintain appropriate working culture

at their workplace. Through this motivation, employees are working with the required efficiency
for generating improved results as well as coordinating with the other employees for maintaining
good environment at the workplace. Sainsbury is also using the effective teams for performing
their work which are formed on the basis of tuck man and Jensen model of team development.
Through this model, company is forming effective teams according to the work which will be
performed by these teams in order to ensure the delivery of work on a timely manner. Through
these all strategies and models, Sainsbury is focused on improving the culture of the workplace
so that the employees can teams can bring favourable results to the organisation which can
provide their support for improving the efficiency and profitability of the company (Waddell
and et. al., 2016). Effective culture is must for the Sainsbury in order to achieve higher position
in the market over their competitors for grabbing more market share.
CONCLUSION
It has been concluded from the above report that the organisations should focus on their
culture in order to achieve their goals and objectives in an effective manner so that the goals can
be accomplished in the pre-determined deadlines. Also the organisations needs to focus on their
teams and employees too so that their efficiency and productivity can be enhanced and they can
work without any problems. The organisation should use various theories and implement them at
the workplace in order to maintain effective culture in which the workers can perform their work
effectively for attaining the organisational goals.

REFERENCES
Books and Journals
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Teachers’ Organisational Trust Perceptions. Middle Eastern & African Journal of
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Boxall and et. al., 2016. Editorial introduction: Progressing our understanding of the mediating
variables linking HRM, employee well‐being and organisational performance. Human
Resource Management Journal. 26(2). pp.103-111.
Cassidy, T., 2013. Environmental psychology: Behaviour and experience in context. Psychology
Press.
Đurišić-Bojanović, M., 2016. The interplay between cognitive styles and organisational change.
Journal of East European Management Studies. pp.35-59.
Geppert, M., 2017. Beyond the Learning Organisation: Paths of Organisational Learning in the
East German Context: Paths of Organisational Learning in the East German Context.
Routledge.
Kitazawa, K. and Osada, H., 2012. Innovation by small group activity and organisational
learning–an empirical study on quality control circle activity. International journal of
innovation and learning. 11(3). pp.233-249.
Laforet, S., 2011. A framework of organisational innovation and outcomes in SMEs.
International Journal of Entrepreneurial Behavior & Research. 17(4). pp.380-408.
Piercy, N., 2014. Marketing Budgeting (RLE Marketing): A Political and Organisational Model.
Routledge.
Waddell and et. al., 2016. Organisational change: Development and transformation.