Organisational Behaviour Report: Walmart Case Study and Analysis

This report provides a comprehensive analysis of organisational behaviour, focusing on the case of Walmart. It explores the relationship between organisational culture and structure and their impact on business performance, comparing Walmart's centralized, power-based culture to Google's flexible, decentralized approach. The report delves into factors influencing individual behaviour at work, including personality and intelligence. It examines how organisational theories underpin management practices, contrasting Walmart's and Google's approaches. Furthermore, it evaluates different leadership styles, such as strategic and transformational leadership, and their impact on employee motivation. The report also discusses the application of motivational theories and the development of effective teamwork, including the influence of technology. Overall, the report highlights the significance of these aspects in improving the workplace environment and employee motivation, offering insights into organisational dynamics and management strategies.

Running head: Organisations and Behaviour 1
Organisations and Behaviour

Organisations and Behaviour 2
Contents
Introduction......................................................................................................................................2
Task 1 Organisation Structure and Culture.....................................................................................3
A. Relationship between Organisational Culture and Structure and its impact on business
performance.................................................................................................................................3
B. Compare and contrast the different organisational culture and structure.............................3
C. Factors influencing Individual Behaviour at Work..............................................................4
Task 2 Leadership and Management...............................................................................................6
A. Organizational theory underpins the practice of management.............................................6
B. Different approaches to management used by different organisations.................................7
Task 3 Motivation............................................................................................................................8
A. Comparison of the effectiveness of different leadership styles and evaluating impact of
leadership styles on employees’ motivation in organisations......................................................8
B. Comparison of the application of different motivational theories within the workplace...10
C. Usefulness of motivation theory for managers...................................................................11
Task 4 Groups and Teams.............................................................................................................12
A. The nature of groups and group behaviour within organisation.........................................12
B. Factors promoting or inhibiting the development of effective teamwork in organisations12
C. Impact of technology on team functioning.........................................................................13
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

Organisations and Behaviour 3
Introduction
The purpose of this report is to understand the impact of various aspects of organisational
behaviour and their significant role in the organisational workplace. The paper will offer an-in-
depth understanding of the relationship between organisational culture and structure and its
impact on business performance and diverse approaches to leadership and management. The
later section of the report will highlight the significance of using motivational theories in the
business organisations and mechanism for developing effective teamwork in the business
organisations (Griffin and Moorhead, 2011). The report will provide an analysis of the
organisation’s structure, culture, management, motivational techniques and team working
approaches and their role in improving the workplace environment and employees’ motivation.
For this purpose the organisation selected is Walmart.

Organisations and Behaviour 4
Task 1 Organisation Structure and Culture
A. Relationship between Organisational Culture and Structure and its impact on
business performance
The organisational structure helps in determining the manner in which the responsibilities and
roles are assigned to the individuals as well as the way in which they will be monitored. The
structure also defines the flow of communication among various levels. Organisational culture
can be explained as the particular collection of norms and values which can be shared by the
groups of people and individuals of an organisation and that influences the way the people have
an interaction with each other both inside and outside the organisation (Bock, et al., 20120.
There is a strong and direct relationship organisational structure and culture as the organisational
structure is a framework developed for the culture to be effectively implemented in the
organisation and the organisational culture shows the way in which the organisation is need to be
structured. If the culture gets to disintegrate then it also results in breaking of the structure of the
organisation (Naranjo-Valencia, Jiménez-Jiménez and Sanz-Valle, 2011).
B. Compare and contrast the different organisational culture and structure
From the survey conducted, it has been identified that there are several issues in the management
of the employees at Walmart which has resulted in de-motivated staff and increased attrition rate.
To analyse the present circumstances, there is a need to analyse the organisational structure and
culture of Walmart. In Walmart, it has been analysed that there follows a centralised
organisational structure where all the functions and operations are managed from a locus point
and there is no flexibility offered to the various departments to manage things according to the
business and operational need (Baraki, n.d.). Because of inflexibility and absence of
decentralised organisational structure, the employees are ruled by the higher authorities and
cannot have a free flow of communication with the superiors and key executives. The
organisational culture of Walmart is also classified as power culture where the employees are
managed through autocratic and power rule where they are forced to work without any rooms for
employee involvement and employee engagement. There are negative implications of such sort
of organisational vultures and structure on the employees’ performance s well as on the
motivation level. The more power based and centralised aspects are present in the organisation,

Organisations and Behaviour 5
the higher is the difficulty to offer the employees with content and satisfied workplace
environment (Heskett, 2011). This can be explained by taking the example of the organisational
culture and structure of one of the globally recognized employer of choice, Google Inc. The
company is well known and recognized for its flexible and decentralised organisational culture
where all the employees are free to make their respective work decisions and the managers can
have appropriate strategies and approaches in dynamic business situations to manage
opportunities and risks. The organisational culture of Google is based upon support, flexibility
and creativity and innovation; this boosts the morale of the employees to work in an engaged and
more creative manner which reflects positive impacts on their work quality (Rao and Weintraub,
2013). There is no fixed organisational hierarchical chart that acts as barricades between
effective flows of communication. Rather the grass root level employees can have
communication with higher level authorities. There are also open forum discussions which help
in developing a freer and contented working environment (Alvesson, 2012). The positive impacts
of such organisational structure and culture can be analysed by the supreme and efficient
performances of the employees as well as with the upsurge retention rate of the workers. Thus, it
is essential that the organisational culture and structure must be effective and have continuous
improvements to have happy and satisfied employees (Hogan and Coote, 2014).
C. Factors influencing Individual Behaviour at Work
At the organisational workplace, there are number of factors which can directly or indirectly
influence the individuals; behaviour at work and which ultimately results in a diverse outcome.
The two key factors that influences the individuals behaviour comprises of the personality factor
and Intelligence factor.
Personality
The personality factor comprises of aspects such as persistence, aggressiveness, dominance and
other characteristics which reflect the behaviour of any individual (Yuan and Woodman, 2010).
There is a need that these factors must have an effective control as well as the employees must
traits such as high level of patience, being extrovert and open mindedness. The personality of an
individual determines the type of job role or work a person can do or accomplish. Thus, it is
essential to have a control on the personality aspects of the employees (Barrick, Mount and Li,
2013).

Organisations and Behaviour 6
Intelligence
Intelligence factor is considered as one of the inherent quality among the individuals and it has a
high influential power of this factor on their behaviour at work. But is also identified that
intelligence can be improved and enhanced with continuous efforts, motivation, appropriate
environment and hard work (Michie, van Stralen and West, 2011). It is seen that the intelligent
employees have a good control over their behavioural aspects as they do not tend to be stubborn
and adamant and are more predictable as well as stable in their work performances (Chiaburu, et
al., 2011).

Organisations and Behaviour 7
Task 2 Leadership and Management
A. Organizational theory underpins the practice of management
Organisation theories can be understood as the analysis of the design of the organisation and
association of external environment with the organisations. The organisational theories important
as they offer solution to the businesses to sustain the changes. For achieving huge Success
Google has taken use of numerous organisational theories (Nicolini, 2012). Firstly the
application of the Scientific Management Theory by Google in its numerous activities such as
the company has installed effective Portfolio Server which help in improving the performances
of the employees as well as also help in offering them adequate training (Hatch and Cunliffe,
2013). Whereas, in Walmart, there is an application of the Classic Administration developed by
Fayol for managing the various divisions, different organisational processes and hundreds of
departments so that effective administration could be done of all the tasks and profits can be
maximized. It can also be seen application of bureaucracy in both Google and Walmart, but in
Google it is applied only in the clear roles of business but at Walmart it is applied in the
organisational hierarchy and in managing the employees where orders are passed to the grass-
root level employees (Easterby-Smith and Lyles, 2011). In Google, there is use of human
relations approach for having increased involvement of the employees in the decision making
process as well as Herzberg’s neo-human relation theory for motivating the employees to have
satisfaction of their basic needs. In Walmart, there is more of application of autocratic decision
making theory and two factor motivation theory to manage the employees. Thus, it is clearly
evident that organisational theories underpin the practice of management and influences the way
mangers take actions and make decisions (Truss, et al., 2013).

Organisations and Behaviour 8
B. Different approaches to management used by different organisations
Different organisations have diverse approaches to management including Google and Walmart.
The approaches used by them are leadership, organisational culture and organisational structure.
Approaches to
Management Google Walmart
Structure
Approach
Google takes use of divisional
structure approach to have separate
departments for all business
operations. The reason behind taking
use of divisional approach is to
easily make changes whenever
required and to have more
consideration for people rather than
products.
Walmart takes use of functional
structure approach for has clear
roads for employees to achieve the
set goals. But the key focus is on
products instead of people which
many a times create conflicts
between the departments (Zheng,
Yang and McLean, 2010).
Culture
Approach
Google applies task culture which
enhances the flexibility in the
decision making and also offers the
competence to the managers to take
effective use of the business
opportunities present in the market.
Walmart applies role culture where
there is taken no risk for new
business opportunities. There is
rigidness in the decision making and
the managers tend to work on the set
policies and procedures only 9 Hill,
C.W., Jones and Schilling, 2014).
Leadership
Approach
Google use transformational
leadership style for managing the
employees as Google works upon a
collaborative approach where there
is involvement of all the employees
in the decision making as well as
there are high level of employee
engagement practices to make them
sense that they are the vital part of
the organisation.
Walmart use autocratic leadership
style for managing the employees as
Walmart works upon power culture
where it is believed that the
employees are managed well when
they are bind with rules, regulations
and rigidity. They are not involved
in any decision making but forced to
follow the decisions made by the
higher authorities (Gayle, Tewarie
and White, 2011).

Organisations and Behaviour 9
Task 3 Motivation
A. Comparison of the effectiveness of different leadership styles and evaluating
impact of leadership styles on employees’ motivation in organisations
Leadership styles
Effectiveness of leadership styles
in managing the employees
Impact of the leadership style on
employees’ motivation
Strategic
Leadership Style
Strategic leadership is extremely
vital in managing the organisational
employees in an improved and
effective manner. The strategic
leaders do not only remain at the top
but have their emphasis on all the
levels to manage the organisational
and individual performances. The
strategic leader makes
organisational decisions which are
in benefit for the employees and the
organisation rather than just
focusing upon profit making
(Morrill, 2010).
The strategic leadership fills the gap
between the need for pioneering and
fresh opportunities and the need for
practicality by providing adequate
set of opportunities and guidance to
the employees so that they can grow
and develop. The employees get
motivated to achieve personal as
well as organisational goals by
getting influenced with strategic
vision. They tend to boost their
morale by analysing the positive
outcomes gained by working under
such leadership styles (House, et al.,
2013).
Transformationa
l Leadership
Style
Transformational leadership focuses
upon initialising change in
individuals, groups and the
organisation as a whole. These types
of leaders motivate the employees
by making them focus on achieving
higher performance goals by
working upon more challenging
tasks (García-Morales, Jiménez-
Barrionuevo and Gutiérrez-
There is attained higher level of
employees’ motivation as the
transformational leadership try to
influence the employees and impose
positive implications on their mind
by improving their past experiences
and providing them a transformed
way of performing job roles
(Moynihan, Pandey and Wright,
2011).

Organisations and Behaviour 10
Gutiérrez, 2012).

Organisations and Behaviour 11
B. Comparison of the application of different motivational theories within the
workplace
There are several motivational theories which can be used by the organisational employees to
motivate the employees but the two key theories are the Maslow’s need hierarchy theory and the
expectancy theory of Victor Vroom. According the to the need hierarchy theory, the needs of the
employees are categorized in five different phases i.e. esteem needs, physical needs, social
needs, safety needs and self-actualization needs. These needs of the employees are focused and
met to motivate them to work harder. The use of this motivation theory at the workplaces is
significant as it helps in motivating employees by adequate identification and satisfaction of the
needs o the employees (Çınar, Bektaş and Aslan, 2011).There is an opportunity offered to the
individuals to meet their specific needs and once the needs are satisfied, there is development of
a happy and satisfied working environment in the organisation. To the employees who possess
upsurge motivational levels are offered with continuous benefits and incentives so that they can
remain motivated and deliver high performance. The employees with moderate level of
motivation are offered with incentives, continuous development trainings and higher work role
so that there can be an increase in the motivation and satisfaction level of the employees. The
employees with low level of motivation are given opportunities to have fulfilment of their basic
needs and to move to the nest level (Latham, 2012).
The second motivational theory which can be applied in the organisation is expectancy theory.
According to the expectancy theory, there are primarily three factors that are emphasised upon
that comprises of efforts, outcomes and performance. Expectancy theory explains that the
individuals’ performances are depended upon various aspects such as personality of the
individual, knowledge, experience and skills. According to Vroom, these aspects are
interconnected with the motivation level of the employees (Petri and Govern, 2012). The
employees have certain expectations from the organisation when they put their effort and deliver
a good outcome and in return they expect certain value benefits and opportunities for growth.
When the organisations meet these expectations, the satisfaction level of the employees get
increased and so they get motivated to perform well and retain in the organisation for a longer
period of time (Uzonna, 2013).

Organisations and Behaviour 12
C. Usefulness of motivation theory for managers
The motivational theories are of vital significance for the organisational managers as when the
managers apply these theories in managing the workforce for example the Maslow need
hierarchy theory then it results in enhanced motivation level of the individuals. The managers
pay high wages to the individuals so that they can join the organisation and in return satisfy their
basic needs as well as the physiological needs. If by taking use of career advancement as the key
motivators for the employees who are working for part time shift then it will help the managers
of Walmart to enhance their level of motivation (Dartey-Baah and Harlley, 2010). There can be
various schemes used by the organisations for rewarding the potential of the employees and
motivating them. With the help of these motivational theories, the managers develop a way by
which they influence the employees to work hard as well as have satisfaction for the various
needs of the employees. Once the needs of the workforce are met and they get satisfied, there
develops a relation of expectation and give and take among the employees and the organisation.
According to that association, the employees tend to use their full potential in delivering the best
possible outcomes to the organisations (Petri and Govern, 2012). And thus, both the Maslow
need hierarchy theory and the expectancy theory of motivation are extremely useful for the
managers to overcome the challenges of resistance, unhappy working environment and
dissatisfied employees. One such example is Google, where the managers take extreme use of
these motivational theories to boost the morale of the employees. There is taken use of
expectancy theory buy the organisational managers of Google where there is a high level of
innovative workplace culture. The company offers free of cost lunch/dinner, discounted legal aid
facilities, onsite physicians and nurses, reimbursement for tuition fees, travel insurance, paid
maternity leaves and many more in order to meet the expectations of the employees. These
facilities and incentives works as motivators in order to make the employees satisfied and keep
them motivated which ultimately results in enhanced and efficient performance outcomes
(McMillon, n.d.).

Organisations and Behaviour 13
Task 4 Groups and Teams
A. The nature of groups and group behaviour within organisation
Group can be described as two or more than two individuals interact as well as work together for
the achievement of a shared objective. When individuals work in groups instead of working
individuals, there is faster attainment of the organizational goals. For achieving specific and
particular results in the business organisations, there is formation of diverse groups. The group
members start working on a common task, interact with each other and become mutually
dependent on each other in terms of performances for promoting the attainment of the desire goal
(Griffin and Moorhead, 2011). There are formal groups which are formed for the completion of
specific organisational work which are disseminated once the task is accomplished. And there
are informal groups which are based upon the similar behavioural characteristics of the
individuals. These groups remain intact after the completion of task. The employees get
motivated more in informal groups as they tend to understand the negative as well as positive
behavioural aspects in a better way and try to overcome the issue (De Board, 2014).
B. Factors promoting or inhibiting the development of effective teamwork in
organisations
An effective is the one that attains increased level of team viability, satisfaction of the team
members and upsurge level of task performance. There are various factors that are essential for
developing effective teamwork such as disagreement resolution, diversity plan, effective flow of
communication and string leadership. In the process of developing effective teamwork out of the
entire most significant factor is leadership. It is the ability and competence of the team leader to
sustain as well as develop a strong and good working culture which is supportive, optimistic and
helps in enhancing the motivation level of the individuals. For instance, Google possess strong
and good leadership that assist in inspiring and motivating employees and develops a positive
workplace environment (West, 2012). The team leader of the various departments of Google not
only focuses upon the personal attainment of goals rather has a vision to accomplish the shared
goal. As well as they are also competent to develop a high motivation level among the
employees so that they can have a sense of valued and satisfied. Communication is also as
important as other factors, to have efficient and effective team, it is is mandatory that there is a

Organisations and Behaviour 14
free and effective flo0w of information among all the team members, interpersonal interaction is
the key to effective teamwork and thus, it is also necessary that the organisations must have their
focus on developing interactive and interpersonal communication among the team members so
that there can take place easy and open communication channels which can enable sharing of
ideas and viewpoints (Griffin and Moorhead, 2011). Another vital factor that promotes effective
teamwork is high level of diversity as it helps in promoting innovation as well as creativity as
well as raises the respect and awareness of the organizations regarding the societal differences.
But the other side of these factors also poses a negative impact too and can inhibit the
effectiveness of teamwork such as if there is high level of diversity, then there are chances that
people can cause offense to any other person because of individual differences which can lead to
ineffective teamwork. The restricted flow of communication is the greatest threat to the
development of effective teamwork as if there is restricted communication it might lead to loss
of opportunities and ides (Goetsch and Davis, 2014).
C. Impact of technology on team functioning
There is introduction of innovative and new technologies at the workplaces to attain competitive
benefits as well as high revenues. Walmart by keeping information technology at its heart have
made the customers’ shopping experience vast netter and improved. From the employees’
perspective, there has been gained a more clear structure of responsibilities and roles, and
improved staff capacity with the implementation for technological advancements in the
processes (Jarle Gressgård, 2011). From the positive lenses, the innovative technologies have
helped the organisation is offering adequate and new training to the employees and keep them
updated with all the information circulating in the organisation. The application of new
technologies can improve the functioning of the business operations, teamwork and workplace
environment (Baker, 2012). The new technologies such as computers, groupware, mobile
phones, e-mail and internet have resulted in effective team functioning as people use to have
after and rapid communication among each other which saves a lot of time and their faster
accomplishment of tasks. Information technology plays a vibrant and significant role in raising
organisational profits, reducing number of queries, improving self-service and the operational
efficiency of Walmart.

Organisations and Behaviour 15
Conclusion
The paper has provided an in-depth analysis of the association between the organisational culture
and the stricture. It has been analysed the organisational culture and structure is one of the key
factor behind the success of Google as well as issues of Walmart. Thus, it is necessary that
adequate steps must be taken to improve the culture and structure of Walmart so that the
employees can be satisfied at Walmart. It has been identified that there are diverse approaches to
leadership and management which helps the organisations to work in a more effective way. By
evaluating the management approaches at Google and Walmart, it is also identified and
concluded that Google as more improved and powerful approaches in comparison with Google
which results in better and improved employees’ efficiency at Google. From the comparison of
the motivational theories i.e. Expectancy theory and Maslow’s need hierarchy theory, it is
analysed that both theories have vital importance in motivating the employees as well as helping
the managers to have a more satisfied and motivated staff in the organisation. The managers also
take use of innovative and efficient technology for improving the revenues and business
performances. Thus, it can be conclude that there are several behavioural aspects, motivation
approaches, and practice of teamwork as well as role of technological advancements in
developing an organisation. Thus, all these elements are required to have appropriate focus to
achieve success, growth, competitive advantage and long term sustainability.

Organisations and Behaviour 16
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