Organisational Behaviour: Unit 12 Report on M&S and Team Dynamics

This report provides a comprehensive analysis of organisational behaviour, focusing on the influence of culture, politics, and power on individual and team performance within Mark and Spencer. It explores how organisational culture, encompassing power, task, person, and role cultures, impacts employee behaviour and productivity. The report further examines the role of organisational politics, both positive and negative, and the various forms of power (legitimate, reward, and expert) employed by managers. Furthermore, it critically evaluates content and process theories of motivation, including Maslow's hierarchy of needs, Skinner's reinforcement theory, and Vroom's expectancy theory, and how these theories and motivational techniques enable effective goal achievement. The report also delves into the characteristics of effective and ineffective teams, along with relevant team development theories, to improve cooperation. Finally, the study implements organisational behaviour concepts within a business context, evaluating how these concepts influence behaviour in a given business situation.

Unit 12 –
Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
How organisational politics, culture and power influence individual and team attitude and
performance. ..........................................................................................................................1
Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance...................................................................3
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context..................................................4
Critically evaluate how to attract the behaviour of another through the effective application of
behaviour motivational theories, concepts and models. .......................................................6
Justify what makes an impelling team as opposed to an ineffectual team.............................6
Analyse relevant team and group development theories to assist the improvement of Co
operations within effective teams. .........................................................................................8
Implement concepts and theory of organisational behaviour within an business context and
given business conditions. ....................................................................................................8
Evaluate how concepts and theory of organisational behaviour attracts behaviour within a
provided business situation. ...................................................................................................9
CONCLUSION................................................................................................................................9
References:.......................................................................................................................................9

INTRODUCTION
Organizational behaviour is the academic scrutiny of how people communicate within
groups. The rule is based on study of organisational behaviour which are executed primarily in
attempting to make concern operate more efficaciously (Low, and et.,al., 2020). The study
includes areas of investigation devoted to improving job performance, accelerative job
contentment, promoting innovation and inspiriting leading and is a structure of corporate human
resource. In this report will consider the Mark and Spencer as selected company. It is a leading
multinational company which headquarter is in London, UK. The company has specialised in
selling food goods, clothes and other home based products. This document will explain
organizational power,politics, culture that attracts execution and behaviour of a team. Further
report will discuss the motivational concept, difference among the effectual and ineffective team
within company.
MAIN BODY
How organisational politics, culture and power influence individual and team attitude and
performance.
In organisation there are some internal components like power, politics and culture that
influence the behaviour and operations of all individual as well as team in both affirmative and
perverse manner. Through considering Mark and Spencer, causing of these factors are listed in
below :-
Organisational culture -
This term stated as a belief and values prevailing within Mark and spencer. It consist four
kinds of organisational culture which is discussed in below report :-
 Power culture – This is refer with few people that have power of authority. In relation
of Mark and spencer, these managing authorities are responsible for taking any decision
within organisation, they enjoy a particular designation and location. They are liable to
assign the projects to another subordinates and does not give freedom to their team
members for sharing their thoughts and views. Hence , this is not valuable for the
company as it demotivate the workers which leads in decreasing ratio of productivity
(Omer, and Roberts, 2022).
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 Task culture – It refers as an improvement of employees with the aim of achieving the
organisational goals. In context of Mark and spencer, with this kind of culture, respective
company ,makes a team of 5 to 6 people and operate to achieve their long term or short
term goals. In this culture all team members come together and work with several
talent,idea and quality that assist them in finishing their aims. However, it is a motivating
culture that grow workers productivity and performance level (Kuntz, and Searle,2022).
 Person culture – In this type of culture, employees feel that they are more valuable in
comparison of company. In context of Mark and Spencer, this kind of organisational
culture might demotivate staff members as they work in company to have a good
standard of living as well as fulfil all the basic requirements of human. In this culture,
employees does not help each other which leads in less coordination in accomplishing
task and also less creative, this impact the company productivity negatively.
 Role culture – This kind of culture have employees which are assigned with the work on
the basis of skills talent, qualification and involvement. In relation of Mark and spencer,
employees who are alloyed with the task are only responsible or answerable for the
work accomplishment, as liability come with the power, thus, those employees operating
on a task will be encouraged to finish the assign task successfully. However, it is advice
that, this type of the culture is very suitable for the company as it will raise behaviour and
performance of the team within workplace (.Lusiantoro, Purwanto, and Rostiani, 2021.).
Politics -
In an organisation politics it is explained a self serving behaviour of Mark and spencer
employees. Thus, the power of social networking site is used by an employees with the aim of
growing productivity and performance to achieve goals. Hence, having a positive politics
motivate the workers as a tea. Along with that, positive politics also grow workers engagement
that make them more simple and summarise to work effectively. However, the negative politics
demotivate the workers and ruin their involvement. This is refer to a power that a superior have
to accomplish the task by allotting to employees. Thus, in context of Mark and spencer, if the
superior will use this power in a positive manner then it will create the order to feel motivated
and happy as well as, their work productivity with team. Below discussed some kinds of
organisational politics.
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 The weed - At the workplace of Mark and Spencer, this politics improves some casual
system in the company which assist the direction in taking coveted changes in the
company.
 The rocks - The managers of Mark and Spencer presents a dependable going to force
which is assisting in taking impressive alteration in the company at the time of crises. But
the managers can also abuse their ability that tends to invention of disturbance.
 The woods – It is an surrounding of discouraging or suitable, this have been improved
by the managers of Mark and spencer which leads in the loss o creative thoughts and
important changes(Fowler, Fowler, and O’Gorman, 2021).
Power -
As discussed in the some kinds of ability which are being implemented by the managers
of M&S, and these powers also impact the operations as well.
 Legitimate power – It states as the formal capability which is occupied by a professional
with a some position in the company. Manages of M&S engage this ability as they have
powers to make decisions.
 Reward powers - It is stated that capability of serving rewards to the workforce in the
transaction of getting the work done. Managers of M&S, are utilising this quality to
motivate the workers in the company.
 Expert power – It is the power which is occupied by the expertise by the profession
having the wide technical education along with the high experience. In case of M&S,the
managers utilise this capability to influence the co workers of all levels.
Critically analyse how the culture, politics and power of an organisation can influence individual
and team behaviour and performance.
Mark and spencer regularly practising to introduce a good and successful organisational
structure and culture. As well as they follow the organisational structure and culture in order to
look on the organisational performance and standard. The culture, structure, power and politics
which presents that how company is working, how effectively it is performing within market and
what is the position and attitude in industry. Any individual can determine the employee
hierarchical position and the infrastructure. Workers performance is majorly according on the
cultural and structure of Mark and spencer helps in committing as well as efficiencies. The
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consider company majorly focus on freedom rather than concentrating on motivating workers to
work with giving their best also share their good ideas in completing task successfully.
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation refers to the process or gathering of actions which are enacted by an industry in order
to improve a goal oriented attitudes at the workplace (Mensah, and et., al.,2022). Theories of
motivation plays a crucial role in analysing the procedure of encouragement for the purpose of
motivating employees. Thses theories are divided in sub section which is listed in below report :
Content theories -
These theories are also known as requirements theory due to these models directly impact
the human behaviour by concentrating on certain components. These theories gives the response
to the questions that arises while motivating employees just as “ what motivates employees” .
Some prime theories included in maslow needs theory are listed in below:
 Maslow need hierarchy theory - It states to the common needs which is found as an
important to be fulfil in regards to surviving the life. It includes some factors that are
listed in below:
1. Psychological needs - it includes food, water, air and many other that is majorly
required to live a life comfortably. These needs are common as well as essential to
live life this is consider as daily requirements.
2. Safety needs - This requirements are developed after completing the basic needs of
an individuals where human feel unsafe. For the aim of satisfying the security needs
in context of job security, health and finance, M&S has improved a good security
system in order to giving surety to their workers and motivate them towards their
job.
3. Social needs – At this level,human wish to develop social relationship as they are
living in society. In regards to nor feel alone, human improve relationship with their
loved ones which considers friends, relative and many other. M&S, make some
groups for improving social culture in business which consider club parties and
many more.
4. Self esteem needs – In this phase, human wants to improve self confidence and
prestige. Wants of human is to feel respected in company. M&S, gives the
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promotions to their workers according to the basis of their performance on time in
relation to manage their respect in the company.
5. Self actualization – It is the last stage where an individual realize to good prestige
in an organisation as well as having a good growth in industry. At this stage the
person are more concerned with the personal growth in comparison to the other
employees.
Process theory -
It refers to those theories which concentrate on how to motivate people. The managers of
company do not concentrate on the requirements while applying process theories. They
concentrate on the logical and behaviour process which have been adapted by an individuals.
Through knowing the process theories of motivation, it become simple to analyse the action, act
and circumstance which will encourage an employee(Endrejat, and Kauffeld, 2018). Some
model which is included in this theory is listed in below -
Skinner's reinforcement theory -
This is associate with the invention of this theory in 1930. it explains that the behaviour is
a functional of its outcome. Basically. This theory is based on the law on impact which primely
neglect the internal sources or situation of particular considers an emotions, as well a
performance of an individuals. Executives of M&S, improves effective policies at their
workplace which can attract the workers to act well in the company. These policies internally
improves the emotions of motivation In workers.
Vroom's expectancy theory -
This is the model which is established by Victor Harold vroom in 1964. Theory majorly
works on the premises which have been opted by the people in regards to raise the pleasure along
with reducing the stress and pressure. It consist some factors which is explained in further study.
 Valence – This component refers to the managers to determine the needs of workers and
fulfil them to motivate the workers just as time off, rewards system, promotion and
more.
 Expectancy – This components have been utilised by the managers of company through
communicating all the expectations of employees to the employees. Administrator also
arrange certain training sessions to improve their skills and motivate them to the work.
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 Instrumentality - By the use of this elements, the managers of company commits to the
employees to give them rewards which tends to the improvement of motivation in staff
members.
Directors of Mark and spencer initially concentrate on the ways to motivate workers just as
time to time appreciation, feedbacks, rewards and many others. After determining requirements
and desires, the managers communicate the targets to their subordinates and commit with their
workers to provide them rewards for their operations and achieving the targets.
Critically evaluate how to attract the behaviour of another through the effective application of
behaviour motivational theories, concepts and models.
In regards to develop the working performance of workers, it is important for the
managers to develop and manage the emotions of motivation in the workers mindset. It will
assist the company in reaching to the wanted place and adding the rivalry benefits as well.
M&S, is improving the feeling of motivation in workers by fulfilling the requirements of
workers working in the company. Vroom theory is helpful in business in order to retain the
members in the company along with motivating them towards the aims and objectives of
industry.
Justify what makes an impelling team as opposed to an ineffectual team.
Attainment of a business can be easy and impressive by adding the efforts of an effective
team as it assists the complete business to attain the wanted goals and aims development in the
working operations of company can be easily found during performing operation through an
effective team. Growing of productivity and accountability also assist the company in adding the
competitive benefits. M&S, has improved some teams in the business operations( Anwar, and
et., al., 2020). These teams contribute in the success of business and activity for developing the
quality and ability of employees within the company activity. Some of model which is used to
development of the team is listed in below -
Tuck man model of team development -
Development of team is important for M&S, as it tends to finish the business operations in
an effective and efficient way. A psychologist Bruce tuck man expressed a theory of team
development is known as tuck man model of team development. In which it is stated that the
team development is a four step procedure which are listed in below-
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 Forming – it is the first step of team development process in which the system of team
have been keep all together. Emotions of ambiguous have been improved in the team
members and the conflicts have been ignored due to the requirements to be accepted
into the groups.
 Storming – In this stage, all individuals of team are engaged in adding the loyalty of
every member among them. Teams concentrate on attaining the goals and the complete
aims are separated in different small sections. In regards to remove the fights linked to
management, it is essential for the team to improved the assessment oriented ability.
 Norming - This phase pays attention on objectives and aims of teams which tends to the
development in the operations of an individuals along with the complete team by
operating through gathering team. Evaluation of team processes and productivity have
been completed at this level of team development process.
 Performing – This is last level of team development process that has been develops in
order to attain the aims and objectives of company. Team members concentrate on the
development of their ability and quality to finish the assigned task with effectiveness and
efficiency. Team members also focus on the growth of whole team.
Difference between effective and ineffective team
Basis Effective team Ineffective team
Atmosphere It outcomes in developing an
informal atmosphere in am
organisation.
Business system having a lot
of stress and tension have
been developed by the
ineffective teams at an
industry.
Clarity Every projects and process
have been explicate properly
to all the team members of
effective teams.
Assessments, aims and actions
nothing has been described
intelligibly to the team
associate.
Decisions Agreement are the crucial
point during creating
decisions in an effective
According to the majority,
determination are taken in
ineffective squad.
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teams.
Expression of ideas Thoughts has been shared in
open and free modes among
the team members in an open
session.
The thoughts and emotions
are taken secret due to the risk
of being ignored or insulted.
Discussion It takes surety in involvement
of all team extremity in the
team.
There is deficiency of
treatment in this squad due to
all the crucial determination
are taken by an single.
Analyse relevant team and group development theories to assist the improvement of Co
operations within effective teams.
The administration of Mark and Spencer is adapting the theory of tuck-man with the aim
of processing team management. Some of teams have been raised by ab industry in them some
are effective and some are effectual. The company is needed to work for the evolution of
unproductive groups by improving the quality and skills of associate of that teams as it will
aids in business concern to have an effective as well as systematic functioning in
company(.Anning-Dorson, 2018.).
Implement concepts and theory of organisational behaviour within an business context and
given business conditions.
Here is mention theory of organizational action by consider company M&S.
Path goal theory -
This is the conception which focus on the practice of leading style in the company in
command to affirmative impact of the company. It also states that the effective leaders shows a
clear way to their team members to adapt and follow that process in order to attain a goals
successfully. This theory is consist with four basic kinds which is considers with the leadership
style which is explained in below -
 Achievement oriented – By implementing this style of leadership, leaders set highly
ambitious content and animate their workers in command to get their developed activity.
This kind of leading motivates trust of mentors that workers are enough challenging and
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they have capability to achieve goals by acceptive the issues. Leaders of M&S, follow
this style when they wish to adopt the challenges of delivery modification.
 Participative – This kind of leadership style includes the group discourse of staff
members employed in the company. Leaders of company take determination after
consulting with their seniors. Mentors of M&S, implement this kind of leadership style
when they understand that their seniors have particular education and they are expert in
a specific tract and they can take effectual conclusion.
 Supportive - This kind of leading makes matey attitude of mentors towards their
assistant which also considers personal concern in relation of the requirements, benefit
and health of worker. Managers of M&S, utilise this style when they know that their
seniors are facing private issues and they needs to boost motive or authority within the
employees.
 Directive – in this kind of leading style , all the determination making powers is given
top the leaders which is extremely focus and unsectioned in creation. Leaders only gives
orders and navigation to the employees. Mentors of M&S, utilise this leadership style for
closely oversight as well as monitoring their employees along with giving them a
guidance constantly.
Evaluate how concepts and theory of organisational behaviour attracts action within a provided
business condition.
The management of company motivate the individual of company by the path goal
theory. It also gives direction to worker to operate in an effective and prompt way. It outcomes in
earning the huge sum of income along with that raising the ability and quality of workers.
Business behaviour of M&S, can be searched as impressive when the management concentrate
on the various kinds of behaviour through this analysis(Al-Swidi, Gelaidan, and Saleh, 2021).
CONCLUSION
It is concluded from preceding study that organisational behaviour have an important part
in the company as it prompt the worker of company to do work efficaciously by developing the
whole operative action. Business culture, government and quality directly impact the company
functions and surroundings in both ways negatively and positively. M&S, is exploitation both
process as well as content theory and process theory in magnitude to motivate members so that
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they can be devoted towards the company operations. Some of leading style has been listed in
above report which is being adopted by the management of M&S in order to develop the
emotions of motivation just as rewards scheme, instance off and many others. encouragement is
found as the crucial concept of business as it attracts the people to production and move
towards to accomplish the concern content and accusative in an effectual and economic
manner. It is important for the direction to bring effectiveness in the terms through giving
learning sessions to the workers.
References:
Books and Journals
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resource management, leadership and organizational culture on employees’ green
behaviour and organisational environmental performance. Journal of Cleaner
Production, 316, p.128112.
Anning-Dorson, T., 2018. Innovation and competitive advantage creation: The role of
organisational leadership in service firms from emerging markets. International
Marketing Review.
Anwar, N., and et., al., 2020. Green Human Resource Management for organisational citizenship
behaviour towards the environment and environmental performance on a university
campus. Journal of Cleaner Production, 256, p.120401.
Endrejat, P.C. and Kauffeld, S., 2018. Can't get no satisfaction? Motivating organisational
energy efficiency efforts in Germany. Energy research & social science, 44, pp.146-
151.
Fowler, J.L., Fowler, D.S. and O’Gorman, J.G., 2021. Worth the investment? An examination of
the organisational outcomes of a formal structured mentoring program. Asia Pacific
Journal of Human Resources, 59(1), pp.109-131.
Kuntz, J.C. and Searle, F., 2022. Does bystander intervention training work? When employee
intentions and organisational barriers collide. Journal of interpersonal violence,
p.08862605221104530.
Low, W.W., and et.,al., 2020. Organisational culture of Malaysian international construction
organisations. International Journal of Construction Management, 20(2), pp.105-121.
Lusiantoro, L., Purwanto, B.M. and Rostiani, R., 2021. The effect of small business leaders'
organisational mindfulness and social learning on opportunistic behaviour to survive the
COVID-19 pandemic. Journal of Small Business and Enterprise Development.
Mensah, K.,and et., al.,2022. Influence of Facebook Usage on Organisational Performance in
Ghana: The Pivotal Role of Social Capital and Salesperson Extra-Role Behaviour. In
Digital Business in Africa (pp. 67-95). Palgrave Macmillan, Cham.
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