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

This report provides a comprehensive analysis of organisational behaviour, focusing on the case of Marks and Spencer (M&S). It begins by defining organisational behaviour and its significance in achieving company goals. The report then delves into the organisational culture at M&S, utilizing Handy's model to identify different culture types and their impact on employee behaviour and performance. It further examines organisational politics and power dynamics within the company, differentiating between positive and negative aspects and their influence on employees. The report explores various motivation theories, including Maslow's hierarchy of needs and Vroom's expectancy theory, and discusses motivational techniques employed by M&S. The analysis covers the impact of monetary incentives, recognition, and rewards on employee motivation. The report aims to provide insights into how M&S manages its workforce and fosters a productive work environment.

Organisational
Behaviour

INTRODUCTION
Organisational behaviour can be define as a behaviour of employees within organisation.
It is a study of people's behaviour who are working in a organisation as well as interface
between human behaviour and company (De Vries, 2013). This is very important for
achievement of goals and objectives. Organisational behaviour is consist of knowledge about
how employees should behave with in a company in order to work in effective and efficient
manner. Company chosen for this report is Marks and Spencer. This company was established in
1884 and founder of this organisation is Michael Marks and Thomas Spencer. It is one of the
leading British company which is dealing in as Fashion retail sector. Marks and Spencer
company is providing high quality ready to wear clothing products as well as other fashionable
products and accessories. Respective report consist of different organisational culture as well as
politics and power that have impact on individuals as well as teams of organisation. Different
motivation theories has been evaluated in order to influences employees. It includes evaluation
of effective and in effective team. Apart from this different concept and philosophies of
organisational behaviour has been analysed.
P1
Organisation can be define as a group of individuals that are employed together in order
to achieve a particular goals and objective of company. It includes different people as well as
group of people with different mind set and skills that are conducting activities of business. It is
important each and every employee work in effective and efficient manner in order to chive set
targets (Gagné and De Massis,2014). Organisation is consist of different norms, values,
behaviour, culture, system, language, assumption, and habits. All of this helps in defining the
culture of organisation as well as power and politics of company.
Organisational culture: It consist of values and behaviour that lead to create unique and
different social environment with in organisation. Each and every organisation have different
culture which has huge impact on employees behavioural as well as their performance. It is
important that Marks and Spencer company creates a positive working environment in order to
influence employees as well increase their performance. Organisational culture is developed with
the contribution of employees as well as expectations and experience of people working within
company. There are different types of organisational culture which have impact on employees

working in a company as well as help in influencing their performance. In order to identify
different types of organisational culture Handy's model of organisational culture is analysed.
Handy's model of organisational culture
This model was introduced by Charles Handy who was an American scientist.
Organisational culture of Handy's model is formulated in 1999 and he has divided organisational
culture in four different parts. Different types of organisational culture is mention below. Power culture – This is a culture which refers that power is held with some people and
these people have right to take all important decision as well as conduct business
activities in effective manner (Huczynski, Buchanan and Huczynski, 2013). Company
which is following power culture respond very fast and quickly as well as able to handle
critical issues in effective manner. Role culture – This type of organisational culture is when each and every worker is well
able about their roles and responsibilities as well as following all duties that is included in
their roles. Role culture have very strong functional environment as well as consist of
specialised employees. Task culture – Task culture is very job centred culture in which each and every
employees is working to complete some task. This type of culture is very helpful when
company dividing its employees according to task allotted to them. In this employees
with same skill and knowledge are able assigned in smiler type of task and project.
 Person culture – Company with this type of culture is majorly dependent on their
employees in order to increase performance and productivity of organisation. In person
culture more importance is given to its employees as compare to the organisation and
worker are at superior position as business activities are completely based on employees.
Organisational politics: Organisational politics can be define as a use of power and authority
within the company. This can have both positive as well as negative impact on employees
working in Marks and Spencer company (Lee and Lawrence, 2013). Each and every company is
dealing with organisational politics and its is have huge impact on the performance of
employees. When a person with power is using their right to take decisions for the welfare of
employees this can be consider as a positive organisational policies. Negative organisational
politics can be refers as misuse of power and authority that is have negative impact on working
of employees.

 Positive organisational politics: This refers to that politics that have positive impact on
employees as well as influences the work environment. It is considered as those political
activities and decisions which is developed in favour of employees and helps them in
improving their performances. When Marks and Spencer company have positive
organisational polities that will be able to influence its worker to attain set targets and
aims of company.
 Negative organisational politics: It includes polities which have negative impact on
employees as well as affect their performance. Marks and Spencer company should
develop a positive environment for employees and try to reduce negative organisational
politics (Namada, 2018). This type of politics will lead to have adverse impact on
employees as well as affect their performance. Employees will not be able to trust
because of negative politics in workplace and they will be more engaged in gossips.
Organisational power: It can be define as a ability to influence working style as well as
performance of a person. Organisational power is very important in order to describe the flow of
authority as well as take important decision for the welfare of employees as well as M&S
company.
Types of power
There are various kind of organisation power in which company is commanding its
employees as well as help them in improve performance. Various type of organisational power is
mention below that will help Marks and Spencer company to select correct and most suitable
power for their business. Coercive power : Coercive power refers to the capabilities of a manager to improve
effectiveness and efficiency of employees. Coercive power will lead to completion of
task through force and threatening. In this person with coercive power have right to fire
or transfer of all those employees who are not following their order. Reward power : In this type of power, rewards are provided to employees who are using
their full capabilities and working in effective and efficient manner. Manager with this
power can providing many rewards to all those employees that are helping in achieving
goals and objectives.

 Legitimate power : Legitimate power comes with the position. This power is not earn by
an individual but it is provided to a person who holds specific positions. This power is
comparability for a shorter time period.
 Expert power : Expert power refers to those power which is given to an individual who
have complete knowledge and understanding about a particular task. Expert power comes
with skills and capability to use information in correct manner as well as provide
guidelines to other employees in order to enhance their performance.
P2
Motivation
Motivation is considered as a process of influencing as well as encouraging other in order
to achieve organisation motives. This is a particular way in which Marks and Spencer company
is motivating its employees as well as enhancing their performance (Newman and et.al., 2016).
Motivation play a significant role in growth and development of a company as well as very
helpful in accomplishing desired goals. There are various motivational techniques and theories
which will helps respective company to motivate its employees and achieve set targets.
Motivational theories
Motivational theories are considered as a frameworks that helps in organisation to
influences its employees as well as conduct business activities in effective and efficient manner.
Motivational theories are majorly divided into process theories and content theories. theories
which includes all those theories that are developed on the based of need of individuals such as
Maslow's need hierarchy, Herzberg's two factor theory and many more are content theory.
Process theories includes Victor Vroom's expectancy theory, Adam's equity theory etc.
Maslow's hierarchy of need
This is a need hierarchy theory which is formed in 1943 by Abraham Maslow. Maslow's
need hierarchy theory is developed with the motive of providing guideline as well as framework
to companies in order to influence its worker by fulling their requirements and needs (Ohemeng
and McCall‐Thomas, 2013). Maslows that suggested this theory on the bases that each and
every individual have some needs and when one need is full filled they will try to accomplish
other need. Maslow's hierarchy of need theory includes five different needs of employees.
 Physiological need – This is considered as a basic need which is necessary for living. In
physiological needs it consist of water, food and shelter that is necessary for living a

healthy life. M&S company should focus on fulfilling basic requirement of employees in
order to motivate them.
 Safety need – Safety and security need includes physical environment, emotional safety
as well as protection. M&S company have to provide save and secure working
environment to its employees and they should have sense of job security while working
in a company.
 Social need – This includes social acceptance and need of love, care as well as
belongingness. It is important that individual have great social relationship and develop
great relationship with their friends and family members.
 Esteem need – When employees have fulfilled their social needs they will focus on
achieving esteem need. Marks and Spencer company should focus on full filling esteem
needs of employees in order to motivate them.
 Self-Actualisation need – This need includes the urge to reach at specific position or
achieve what a person is capable of. Self actualization need is related to achieving desired
objective of life.
Vroom's Expectancy theory
Vroom's expectancy theory is consider as a process motivational theory which is
developed by a Victor Vroom who is a Canadian professor of psychology (OslandDevine and
Turner, 2015). This motivational theory was developed in 1964 and motive of this theory is to
distinguish the efforts of employees with their performance as well as final results. It is consist of
three different factors such as expectancy, instrumentality and valence.
Expectancy: It includes the expectations of employees from their performance. When an
employee is working with their full capabilities and skills they are liable to achieve rewards from
company for their great work.
Instrumentality: It is perception of employees whether they will be able to achieve set
and desired targets or not. Employees should get rewards for their efforts as well as achievement
of organisations objectives.
Valence: It consist of capabilities of employee to earn reward. It is important that
company can identify values f employees and provide right reward.
Motivational techniques

There are various ways through which company can motivate its employees as well as
influences their performances. It is very important that Marks and Spencer company is
motivating their employees in order to achieve desired goals and objective of organisation
(PailléBoiral and Chen, 2013). There are different ways to motivate and encourage employees in
order to accomplish set targets. M&S organisation is motivating its employees through various
ways. Different techniques to motivate workers are mention below. Monetary incentives : This is a motivational techniques which is used by company in
order to improve their performance. Marks and Spencer is providing various monetary
benefits to its employees in order to achieve desired aims. Recognition and achievements : It is celebrating success and achievements of employees
in order to encourage them. This motivational techniques is useful for motivating
employees who has done a great work as well as other employees. They will also feel
motivated that try to achieve business targets. Rewards : There are many rewards that is provided to employees of their efforts as well
as performance. This is very helpful motivational techniques as it helps in achieving
desired goals and objectives of Marks and Spencer company as well as enhancing
performance of employees.
 Working environment : Working conditions and environment play a crucial role in
employee motivation. Respective company is providing positive and friendly
organisational environment so that they can concentrate on their work and perform in
better manner.
P3
Team refers to a group of people that is aligned together in order to achieve a common
goals and objective (Pavalache-Ilie, 2014). It include number of employees that are formed as
well as combined in a group in order to become a team. There are two different type of team
such as effective and in effective team.
Effective team
In a business organization, the only way to organize employees is to form teams. A team
is a combination of two or more people that work together to achieve particular goals of
Organization. A team may be effective or ineffective based on certain aspects and members of
the team. An effective team is the base of every organization. Effective team of the organization

has the calibre to turn their efforts into productive work. An effective team help an organization
to grow and help in completion of projects on time and to improve quality of products. For the
development of a company, a company must form a team in which each member of the team
have skills and talent to be utilize in welfare of the company.
Ineffective Team
An ineffective is a team who's team members are not able to understand company's goals
and targets, They often involve in conflicts and disputes. Unlike effective team, their members
never come to a general conclusion. The work environment of the ineffective teams are mostly
tensed and they work under pressure (Pearson, Bergiel and Barnett, 2014). For any project or
product development, the members of the team never listen to each other and overlook each
other ideas. Even the team leader never co-operate with the members and act bossy and behave
rudely. Hence, a company tries their best to form effective team for growth and development of
company.
Tuckman's theory of team development
Bruce Tuckman has introduced this theory of team development in 1965. Aim and motive
of developing this theory is to develop an effective and efficient team. This theory is very helpful
for M&S company to develop a strong team in order to achieve organisational goals. Tuckman
theory includes five stages of team development.
 Forming: This is a first stage of team development and at this stage different employees
are combined together in order to form an effective team. In forming stage team member
does not known each other and they are very polite and positive.
 Storming: At this stage team member try to know each other and overcome boundaries
that was developed in forming stage. In storming team member work in different manner
and try to develop relationship with other team members.
 Norming: Norming stage refers to a stage when employees try to resolve their
differences and try to develop an effective and efficient team. In this each and every team
member is well aware about their roles and responsibilities
 Performing: At this stage each and every employee is working with their full capabilities
and working together to achieve goals and objective of Marks and Spenser company.
 Adorning: This is the last stage in which all task of team has been completed and
objective of developing team is achieved.

P4
There are different philosophies that could be used by Marks and Spenser company in
order to influence employees behaviour as well as increase interaction with outside world. In
order to resolve these issues and improve performance of employees respective company can use
philosophy of Path goal theory.
Path goal theory:
This is model which is based on specific style of leadership as well as behaviour of
employees that is most suitable for achieving organisation goals (Przytuła and et.al., 2014). It
also includes task and working environment that lead to effective and efficient functioning.
Leader behaviours: Leader's behaviour will directly affect the employees performance
and this will have huge impact on achieving set goals and objectives. There are majorly four type
of leaders behaviour that is directive, supportive, participative and achievement orientated. For
M&S company supportive and participative will be more suitable in order to achieve deal with
current issue.
Employees contingencies: This includes skills and ability of employees who are working
in M&S organisation. Employees contingencies includes willingness, satisfaction, control of
employees. It is important that each and every employees of respective company use their full
capabilities and ability to work in effective and efficient manner.
Environment contingencies: This consist of all those factors of environment which will
have huge impact on organisation as well as performance of employees (Schilpzand and et.al.,
2013). This company is lacking in interaction with outside world so it is important that they
carefully analyse and evaluate micro and macro environment.
All of these factor will helps in conducting business activities in effective and efficient
manner. Leadership effectiveness will help in influencing employees to perform better and
achieve set goals on Marks and Spencer company.
CONCLUSION
From the above report it can be concluded that it is very important to identify and analyse
the behaviour of employees in order to smooth functioning of organisation. Organisational
culture play a crucial role in performance of employees as well as achieving set targets.
Company should motivate its employees in order to work in effective and efficient manner.

There are various motivational techniques that will help in encouraging employees as well as
teams.

REFERANCES