Organisational Behaviour Report: Culture, Power, Motivation in M&S

This report provides an in-depth analysis of organisational behaviour, focusing on the case of Marks & Spencer (M&S). It begins by examining how organisational culture, power dynamics, and political influences affect individual and team performance. The report utilizes Handy's cultural typology and French and Raven's bases of power to evaluate M&S's environment. Furthermore, it explores various motivational theories, including Maslow's hierarchy of needs and Vroom's expectancy theory, and their application in achieving organisational goals. The report also differentiates between effective and ineffective teams and discusses the impact of organisational behaviour concepts and philosophies on team behaviour. Finally, it offers a critical evaluation of team development theories within the context of M&S, providing recommendations for fostering a positive and productive work environment. The report aims to offer insights into how these factors influence employee behaviour and overall organisational success.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse the manner in which culture, power, politics effects the team and individual
performance & behaviour...........................................................................................................1
M1 Critically evaluate how politics, culture and power in a company impacts employee's
performance and behaviour ........................................................................................................3
TASK 2............................................................................................................................................4
P2 Mention how process and content theories for motivation and various motivational
techniques helps in attaining organisational goals .....................................................................4
M2 Critically evaluate the manner to impact behaviour of others with application of
motivational models, concepts and theories................................................................................6
D1 Critical evaluation of relation between power, politics, culture and motivation which
allows an organisation to succeed including justifications.........................................................7
TASK 3............................................................................................................................................7
P3 Describe what formulates an efficient team in opposite to an ineffective team ...................7
M3 Evaluate group and team relevant theories to develop dynamic cooperation within
organisation.................................................................................................................................8
TASK 4............................................................................................................................................9
P4 Mention philosophies and concepts of organisational behaviour in context with given
business situation .......................................................................................................................9
M4 Discuss how the concepts and philosophies of organisational behaviour impacts team
behaviour in positive and negative way ...................................................................................10

D2 Critical evaluation of relevant team development theories in relation with organisational
behaviour, philosophies and concepts.......................................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour includes the study of employees behaviour at workplace so that
interface between organisation and human behaviour can be identified properly. Organisational
behaviour benefits in acknowledging the behaviour of people while performing their job roles
(Antonakis and House, 2013). This assignment is prepared for Marks & Spencer which is a
London based multinational retailer providing cloths, foods and home products to their
customers. At present, this company is operating in global context and provide standardised
products to their customers. This assignment report is going to cover about the affect of
organisational power, politics and culture on the performance and behaviour of employees. Also,
multiple motivational theories and techniques are discussed so that employees of company can
be encouraged properly. Also, difference in effective and ineffective team is discussed. At last,
philosophies and concepts of organisational behaviour are discussed in context with selected
organisation.
TASK 1
P1 Analyse the manner in which culture, power, politics effects the team and individual
performance & behaviour
Organisational culture is defined as the beliefs, values and shared assumptions which
helps in governing employees of an organisation. Culture of an organisation decides if workers
are comfortable at a workplace or not. To analyse the organisational culture in M&S, Handy's
cultural typology can be used. Aspects of Handy's typology are mentioned below:
Handy's typology: In accordance with the Charles Handy, there are four kind of culture which
can prevailed in an organisation. These culture helps in analysing the behaviour and performance
of employees in an organisation. These cultures in respect with M&S are stated below:
 Role culture: In this culture, employees of a firm are given work as per their expertise
and specialisation due to which staff of company is able to work in a productive manner.
This culture will enhance the team and individual performance and behaviour of
employees in M&S (Arvey, Li and Wang, 2016).
 Task culture: In this type of organisational culture, employees works as a team so that
complex work can be performed in an organised and systematic manner. Task culture
will impacts the behaviour and performance of workers in M&S as a team in a positive
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manner and individual performance will reduce as performing work of a team on
individual basis will frustrates employees.
 Power culture: Under this culture, power is in the hand of few people which takes all the
important decision related with employees and organisation. These individuals order
employees to perform work without their consent. This kind of culture is negative due to
which performance and behaviour of employees working in M&S will degrade (Ball,
2012).
 Person culture: This type of culture is not suitable for the employees of M&S. In this
culture, employees consider themselves as a priority due to which they have less focus on
organisational targets and objectives. This culture will impact the behaviour and
performance of staff as a team in M&S in negative way.
Manager is recommended to chose role culture so that each employee can perform their
work with utmost efficiency.
Organisational power
Organisational power is referred as the ability of an individual to order employees in a
firm so that all the activities and operations of business can be performed appropriately.
Appropriate organisational power will benefit M&S in directing towards their goals and targets.
In this context, French and Raven's model for organisational power is mentioned below:
French and Raven's bases of power: This model states that there are five kind of organisational
power which influences the behaviour of a business firm in a considerable manner. These powers
are stated beneath:
 Coercive power: In this power, employees of a company are forced to perform activities
and operations against their will. In organisations using this power, managers threat their
workforce to follow their orders. Due to this, employees feel demotivated and their
morale towards organisation reduce. This power will reduce the performance of workers
in M&S (Chemers, 2014).
 Legitimate power: In this kind of power, employees are rewarded and punished as per
their working performance. This power is based on the role an individual earns in an
organisation. In case of M&S, this power can be used by employers as per their
organisational title. Hence, this power will impacts employees and their performance in a
positive manner.
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 Reward power: This organisational power emphasise on the fact that if employees will
deliver their best efforts and perform work in a productive manner then rewards and
benefits will be given to them. This kind of power will encourage employees in M&S to
perform efficiently due to which their performance as a team or individual will improve.
 Expert power: It is based on the skills, talent and experience of an individual. This kind
of power is useful in those organisations which are striving hard to gain advantage over
rivals. By the guidance of experts in M&S, performance and behaviour of employees in
M&S will increase due to which attainment of organisational targets and goals will be
easier (Chevallier, and et. al., 2012).
 Referent power: In this power, manager and other employers of company are idolise by
the workforce. Due to this, staff of organisation prefers to obey their decision. This power
will help M&S in sustaining a strong relation among employers and employees due to
which performance & behaviour of staff as a team and individual will enhance.
Manager in M&S is given recommendation to adopt legitimate power so that those
employees which are working hard can be rewarded and other employees can be punished so that
they can improve themselves.
Organisational politics
Organisational politics is referred to different activities which are performed by staff of
an organisation in interest of business. Appropriate politics will benefits an organisation in
attaining their goals and targets in a productive manner. Managing organisational politics will
help M&S in preventing the employees of firm from issues like harassment, conflicts and back
bitching due to which each employee will be able to deliver their best performance.
M1 Critically evaluate how politics, culture and power in a company impacts employee's
performance and behaviour
Aspects like culture, politics and power of an organisation can impacts the behaviour and
performance of company in either positively or negatively. In case of culture, both role and task
culture impacts employees as an individual person and team in advantageous manner. Due to this
their performance and behaviour in M&S will improve (Dolan and et. al., 2017). But this is not
the case with person and power culture. Power culture is very authoritative due to which
employees will feel reluctant to perform their work efficiently and in person culture, goals of
employees will be more important than targets of organisation which will make it difficult for
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M&S to attain expected results. Negative politics can influence the behaviour and culture of
organisation in a negative manner due to which employees will not be able to work in
comfortable manner.
In case of power, coercive power is abusive and toxic but under this power, M&S can
accomplish their task within allotted deadlines. Reward and expert power will be beneficial for
company if these power will not be adopted by company, employees will not give their best
performance and overall productivity of company will reduce. Legitimate power is best suited to
increase the performance of employees as if employees will do good work, they will be
appreciated otherwise they will be punished. In order to get appreciation, they will give their best
performance (Effelsberg and Solga, 2015).
TASK 2
P2 Mention how process and content theories for motivation and various motivational techniques
helps in attaining organisational goals
There are different kind of content and process theories which can motivate the workers
of M&S to deliver their best efforts. Some of these theories are stated below:
Content theories of motivation: These theories help in understanding those aspects
which can improve the motivational level of employees. Some of these theories are Maslow's
hierarchy of needs, McClelland's achievement, Alderfer's ERG theory etc. In this context,
Maslow's motivational theory is discussed below:
Maslow's Hierarchy of needs
In this theory, needs of an employees are shown in the form of pyramid. Basic needs and
requirements of an employee are at the bottom and other needs are at the top of pyramid. These
needs in relation with M&S are mentioned below:
 Physiological needs: This involves basic needs which are required by employees to live
a healthy life. If manager in M&S will consider basic needs of employees like water,
food, shelter etc. staff of company will be able to deliver their best efforts. By this, M&S
will be able to earn high revenues and profits (Friedman and et. al., 2015).
 Safety needs: These needs of a person are related with health protection and job security.
If employees in M&S will be assured about their job and health safety, they will feel
motivated and able to concentrate on work in a proper manner. Without safety needs,
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employees of company will feel reluctant in sharing their opinions and ideas which will
leads to demotivation.
 Belongingness needs: As per Maslow, if employees of a company will treat each other
with love, affection and care, this will motivate them to sustain strong bond with one
another. Due to this, they will be able to work productively and overall profits of
company will increase.
 Self-esteem needs: This needs are related with getting appreciation, value and respect at
workplace. If workers in M&S will be valued and appreciated by their manager and other
employers, they will feel encouraged and their concentration on work will increase
(Geppert and Dörrenbächer, 2014).
 Self-actualisation: These needs are concerned with the desire of an individual to achieve
high success and targets. It is important for manager in M&S to give challenging task to
the employees so that they can feel encouraged and perform those tasks with
effectiveness. By this, company will earn high profits and revenues.
Process theories of motivation: These motivational theories helps in understanding how
the needs of employees can be fulfilled so that they can feel motivated and their overall working
potential will be raised. Some of process motivational theories are Vroom expectancy, adam's
equity theory etc.
Vroom's expectancy theory
As per this theory, motivation is a process that helps in governing the behaviour of a
person. Motivation of people in performing organisational work depends upon three distinct
factors which are stated below:
 Expectancy: This is concerned with the attitude and belief of employees that if they will
do hard work, employers will give them benefits, rewards and appreciation. In case of
M&S, to achieve benefits and awards, employees will do hard work due to which
attaining organisational objectives and revenues will be easier for company.
 Instrumentality: This aspect states that there exist a relationship in business operations
and objectives of a company. If workers will do good work, organisational targets will be
fulfilled. This will help them in earning incentives due to which their engagement in
organisational work will increase (Graham, Ziegert and Capitano, 2015).
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 Valence: This is an extent up to which an employee appreciates and values the rewards
which are given to him by the organisation. If workers in M&S will value the rewards of
company, they will get motivated and work hard to achieve them. If employees do not
appreciate the benefits and rewards of company, they will perform unproductive work.
Due to this, company will face loss of revenues and profits.
Manager of company can adopt maslow's hierarchy of needs because if basic needs of
employees will not be fulfilled. They working productivity will be less and overall objectives of
company will not be attained in a timely manner.
Motivational techniques
There exist different kinds of techniques which can be adopted by the manager to
encourage and motivate their workforce. These techniques will help M&S in increasing the
working potential of their employees. These techniques are stated beneath:
 Manager of company can provide rewards, benefits and incentives to employees in
accordance with their performance. This will motivate them to deliver their best work so
that they can gain verbal and monetary appreciation at their workplace (Ismail, 2015).
 Employers in M&S can offer training and development sessions to their workforce so
that they can feel encouraged and confident by performing their work. This will allow
them to work in a proper manner due to which M&S will gain high profits and overall
productivity of company will improve.
M2 Critically evaluate the manner to impact behaviour of others with application of motivational
models, concepts and theories
According to the theories given by Maslow and Victor Vroom, there are some needs
which are essential for every individual. If these needs will be fulfilled then employees at a
workplace are able to perform their work in a comfortable manner and their working potential
will also improve. If needs of employees like social need, physiological needs, esteem needs etc.
will not be fulfilled, employees will feel dejected and isolated due to which their working
potential will reduce. Hence, to get high advantage from employees, manager of M&S is needed
to give consideration towards their requirements and desires (Kiatkawsin and Han, 2017).
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D1 Critical evaluation of relation between power, politics, culture and motivation which allows
an organisation to succeed including justifications
There is an interrelation between organisation politics and culture, if politics at a
workplace will be positive then organisational culture will be positive as employees will perform
their activities and operations in efficient manner. If negative politics will be prevailed at M&S,
this will degrade culture of company and due to this employees will feel demotivated and their
working capabilities will be reduced. Right use of power at M&S will encourage employees to
show their best efforts whereas abusive power will lower the morale and motivation of staff due
to which accomplishing work in a timely manner will be difficult for them (Klotz and Neubaum,
2016).
TASK 3
P3 Describe what formulates an efficient team in opposite to an ineffective team
Effective team
Effective teams are considered as the base for organisational success. Business firms
which do not have efficient teams struggles hard to achieve their goals and targets. Employees
which are able to work efficiently as team in an organisation are considered as assets of
company. Characteristics of effective team are stated below:
 Effective teams in an organisation have clear direction due to which they are able to
perform their work in a systematic manner.
 Efficient teams supports honest and open conversations due to which transparency among
employees is maintained. This transparency will motivates them to perform productive
work so that others can recognise their efforts (Lazaroiu, 2015).
Ineffective team
Ineffective teams are filled with distrust and they are more prone to conflicts than
effective teams due to their inefficiency to perform work in a systematic manner. These kind of
teams are unorganized in nature due to which overall productivity of team is negligible.
Characteristics of ineffective team are stated below:
 These type of team do not have high tolerance for diversity due to which employees in
ineffective team fights with each other.
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 Members in these team do not work hard to achieve a common goals. Employees and
employers in ineffective team perform tasks and works to attain their individual targets.
Due to which attainment of organisational targets is impossible (Mangi, Kanasro and
Burdi, 2015).
In this context manager in M&S is needed to formulate an effective team so that aims
and objectives of company can be fulfilled in a timely manner.
M3 Evaluate group and team relevant theories to develop dynamic cooperation within
organisation
To formulate a dynamic cooperation among groups and teams in M&S, manager of
company can adopt Tuckman's and Jensen model. With the help of this model, an effective team
will be created which will be capable to perform organisational work in a productive manner.
Tuckman's and Jensen model
This model indicates different states which are faced by a team while working on a
project. Moving forward on these stages benefits the employees of a company to resolve their
differences so that they can work as an effective team.
 Forming stage: In this stage, employees of different companies come together so that
they can work in a specific project in a collaborative manner. In case of M&S, at this
stage employees will be unfamiliar with one another due to which they will be
ineffective in performing as a team.
 Storming stage: At this stage, employees in M&S will start working as a team but due
to change in perception and ideologies, conflicts will take place. These conflicts can
leads to team breakdown. Here, manager of team has the responsibility to resolve issues
of team members (Miner, 2015).
 Norming stage: During this stage, staff members of multiple departments will start
understanding each other due to which they will work in an efficient manner.
 Performing stage: At this stage, members of team in M&S will perform their
respective work while coordinating with one another. Due to this, task will be performed
appropriately and objective behind team formation will be achieved.
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 Adjourning stage: This is the last stage in which effective team of M&S will feel happy
about project accomplishment and they have to go back to their respective departments
to continue their organisational activities and operations.
TASK 4
P4 Mention philosophies and concepts of organisational behaviour in context with given
business situation
In order to understand the concepts and philosophies of organisational behaviour, path
goal theory can be used by the manager in M&S. Elements of Path goal theory are stated below:
Path goal theory
This theory is based on the specific style of leadership and behaviour which is used by
the leader or manager of a company. To achieve goals manager in M&S is needed to adopt a
suitable leadership style. This theory is somewhat based on Vroom's expectancy theory.
Elements of this theory are stated below:
 Characteristics of employees: Manager in M&S is needed to provide right working
conditions to the workers. If manager will behave strictly, they will feel abused and
isolated. This will reduce their working capability. If manager will act with ease, this will
make employees lazy. Hence, right kind of structure must be provided by the manager
(Pinder, 2014).
 Environmental characteristics: Manager of M&S is needed to resolve all the issues
related with organisational environment so that workers can perform their work desirably.
 Selection of leadership style: In context with M&S, manager of company can adopt
persuasive leadership style which have aspects of both autocratic and democratic
leadership. By this, employees will feel valued and authority of manager will be
maintained.
 Emphasis on motivational factors: Manager at M&S can adopt different tools and
techniques like providing appreciation, rewards, appraisals to the workforce so that they
can feel motivated and perform their work with highest efficiency (Rowold, 2014).
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M4 Discuss how the concepts and philosophies of organisational behaviour impacts team
behaviour in positive and negative way
If environmental and employee characteristics will be acknowledged by the manager in a
proper manner then this will benefits the employees to work efficiently. Right leadership style
will helps the workers to get appropriate guidance. In this context, organisational behaviour will
impact M&S in a positive manner. If characteristic of employees and environment are not clear
to the manager, he will not be able to give right treatment and guidance to the subordinates. Due
to this, working productivity of company will reduce. In this case, organisational behaviour will
impact team behaviour negatively due to which attainment of objectives and targets will not be
possible (Suciu, Mortan and LAZĂR, 2013).
D2 Critical evaluation of relevant team development theories in relation with organisational
behaviour, philosophies and concepts
Team development theory like Tuckman's and Jensen model helps in creation of effective
team which is capable to perform complex tasks in a simplified manner. Due to this, working
potential of individual employee will increase. Also, philosophies and concepts of OB helps the
manager of a company to provide right working environment to employees due to which they
work in coordination as a team and attainment of organisational goal is easy. If Tuckman's
model will not be used then team members will perform ineffectively and manager will not be
able to handle them properly. In this situation, attainment of organisational goals is not possible
(Vance, Siponen and Pahnila, 2012).
CONCLUSION
In accordance with this presented assignment, it can be summarised that behaviour within
an organisation depends upon the culture, politics and power at workplace. If these aspects are in
favour of employees, they will be able to work in more productive manner. There are different
theories of motivation like Maslow's hierarchy of needs and Vroom expectancy which helps in
encouraging workforce. An effective team is capable to working in a systematic manner without
compromising with organisational productivity. Theories, philosophies and concepts of
organisational behaviour allows an organisation to deal with complex situations and problems in
a proper manner.
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