Organisational Behaviour: Unit 12 Report on M&S Performance

This report provides an in-depth analysis of organizational behaviour within Marks & Spencer (M&S). It explores the influence of organizational culture, power dynamics, and politics on individual and team performance, supported by models like Handy's and Edger Schein's. The report evaluates content and process theories of motivation, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and their application in achieving organizational goals. It examines the elements of effective and ineffective teams, applying organizational behaviour concepts within a business context. The study emphasizes the significance of culture, motivation, and leadership in enhancing employee engagement, retention, and overall company success, offering recommendations for M&S to improve its organizational behaviour practices.

Unit 12 Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Defining the introduction of organisation culture, power, politics and how they influence
individual and behaviour and performance.................................................................................1
LO 2 ................................................................................................................................................3
P2 Evaluating how content and process theories of motivation and motivational techniques
enable effective achievements of goals.......................................................................................3
LO 3.................................................................................................................................................6
P3 Explaining what makes an effective or ineffective team.......................................................6
LO 4...............................................................................................................................................10
P4 Applying the concept and philosophies of organisational behaviour within an
organizational context in a business situation...........................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Organisation behaviour define the overall culture and individual performance in specific
area of job performance. In other words, Organisation behaviour aim is to develop the employee
work performance, increasing employee retention rate, improving job role, promoting innovation
and encouraging leadership among the working environment. Present study has been based on
organizational behaviour of Marks & Spencer which is a British multinational supermarket that
offers a variety of product or specialises in clothing, furnishing, luxury food products. Study will
be describing the M&S organisation behaviour and recommended how they improve more in
order to accomplish the company's aims and objectives.
Further, it explains role or impact of culture, power influences the team performance and
by supporting. Besides, that how motivational techniques and theories helpful to improve
employee motivation and work performance. Overall, study will be concluding the concept of
OB by supporting different terms.
LO 1
A) Defining the introduction of organisation culture, power, politics and how they influence
individual and behaviour and performance
Organization culture is one of the most popular topic within the business environment
because it keeps on changing as per the market demand. In order to sustain in the competitive
market, adoption of new change is become more important now in order to gain new market
growth (Bens, 2017). In other words, culture of the business defines how they work, performed
tasks, as well as the company values. Culture reflects individual beliefs, customs attitudes etc.
Organisation power is the another element which consists in business environment. In
other words, power of the business can never be ignored, they always come up with positive and
negative manner. Impact of power culture on the stakeholders might be positive and negative. In
other words, organisation culture also get influenced by competition and the new technologies to
deal with global market. Such as globalisation brings diverse work culture environment along
with different individual values, beliefs and ethics (Burrell and Morgan, 2017).
B) Providing detailed analyse on how an organisation culture, politics and power influence
individual and team behaviour by supporting different theory and concept.
Handy Model of organizational culture
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Power Culture : This is the first term of Handy culture model that defines the power
culture. This element and term showing the rules and regulations which is mandatory to follow
by others. Such as; employees has to follow the instructions that's to be given by top
management. It has been said that, Power culture is a strong culture, though it can swiftly
convert into toxic. Power culture might get influenced people in negative manner.
Role Culture : Role culture is the working environment under which company give
preferences to the job roles and authorities. Role culture is highly controlled and disciplined
culture within the organization. Employees well known about their roles and responsibilities to
be performed as well. This culture of the organisation influence individual more competitive that
helps in improving employee performance as well. Role culture influenced individual
professional development by good work and enthusiasm.
Task Culture : Task Culture refers to the team that is formed for a purpose. For
example: M&S is a big multinational company who launch or organise various marketing
campaign for that they form a marketing team with some specific objectives, once objectives is
fulfilled team will break. This is a dynamic that changeable as per the situation (Chumg and
et.al., 2016). This process can help to improving the individual skills, experiences and
competencies to perform a challenging task. That represents that task culture influenced
individuals towards correct path that helps in improving work performance.
Person Culture : Person Culture reflect the role of individuals, in this culture power lies
in each group of individuals. Such as Company lawyer, accountants etc. In person culture each
individual have their own unique and superior position in the company. This influence individual
behaviour and helpful to develop a good working environment within M&S. Person culture
influenced employees towards the company performance and accomplish the task
In the context of M&S this is the huge company deal in UK market. Besides, M&S adopt
the corporate culture and follows the role culture. In other words, company culture defines an
organisation relationship with its employees. Besides, In M&S employee feel valued, engaged
and happy with the world. M&S is a goal oriented company which accomplish their task on the
basis of employee development.
Edger Schein Model
According to this model of Edger Schein, organisation do not adopt a culture in a single
day. As per his views, organisation required to adopt the possible changes from external
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environment in order to get the good experience (Coccia, 2015). They describe the three levels of
organization culture.
Artifacts : The first level is the characteristics that easily can be heard, felt and viewed
which is known as Artifacts. Such as company uniform, code of the employees, office furniture,
infrastructure, employee behaviour, facilities etc. all these elements or factor describe the
company culture. These factors also influenced people and their performance in both positive
and negative manner. For example: Positive Employee behaviour in M&S can lead motivation
and inspiration among employees to perform a productive work. On the same side, due to work
pressure and less motivation among employees can lead the bad culture within the organisation.
Overall it influences company performance and individual behaviour in order to follow
the disciplines of the company culture.
Values : According to Schein, organisation culture can also influence by values of
employees. Values of an individual is highly affected the company culture. Some employees
having positive attitude and some them are negative (Flenady and et. al., 2016). So, different
attitude formed the organisation culture accordingly. For example : Optimistic employees has
always motivating their subordinates and guide them to achieve the task. On the same side,
employee with negative behaviour has always made environment ineffective and negative.
Assumed Values : third level attribute of the model defines those values that are hidden
but do affect the overall company environment. For example late hour issues with female
employees rather than male employees. Such beliefs and values influence employees in both
positive and negative way.
LO 2
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievements of goals.
Motivation is the most important element that must be required within company
environment. Motivation can be done in different manner. In order to adopt the new technologies
and working environment within the organisation. It is required for M&S to adopt the motivation
theories for better performance of employees. In other words, present modern environment M&S
should need to focus on new technologies, e-business, and new different types of competition in
order to handle the better customer satisfaction (Harbi, Thursfield and Bright, 2017). There are
basically two types of motivation Extrinsic and Intrinsic Motivation. Extrinsic motivation occurs
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when company encouraged employees to get reward not punishment. Besides, intrinsic
motivation means engaging employee behaviour because it is personally rewarding, essentially,
performing an activity for its own sake rather than the desire for external reward.
Content Theories of Motivation
Content theory of motivation fulfils the requirement and demands of human beings. In
other words, content theory defines the changing needs of an individual and also explains ho it
changes. So in order to that, content theory explains some motivational theories that can help
company to manage the employees' motivation at workplace.
Maslow's Hierarchy of Needs
This is the most common motivation theory that is adopted by organisation in order to
full fill the employees basic needs. Maslow's need hierarchy define the five basic needs of an
individual given below:
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Illustration 1: Need Hierarchy stages
(Sources :Maslow's Need Hierarchy Theory of Motivation, 2018)

Physiological need : physiological needs of a human being are good, water, shelter and
sleep. That helps to make humans to survive. On the other side, these needs also dominating of
all needs. So M&S must be ensure and provides all these needs to their employees to enhance
their motivation level. Such as M&S offer canteen facilities, emergency leaves or some other
benefits for employees satisfaction (Hatch, 2018).
Safety and Security : Safety and Security is the another necessary requirement that
needed by an employee. Safety and security needs consists security of income, a place to live,
health and well being. All such needs of a human being must be fulfilled within an organisation
otherwise, its been creating very challenging situation for the organisation. For example: M&S
should make sure the healthy and safe working environment for employees. But in other words,
due to uncertainty, demise, criminal assault would be create negative impact on the employee
working behaviour.
Belongingness and love : Relationship, bond and good networks will make employees
engaging and productive towards their roles and responsibilities. On the same side, alone person
or demotivated individual can never be happy and satisfied with their work and always repeat
mistakes that directly affect the company performance objectives. So it is very essential for M&S
to organise a team meeting on weekly, monthly or yearly basis in order to make friends of
employees because love, affection, belongingness is the another prominent needs of human being
s.
Esteem Needs : Esteem needs belongs to respect, recognition, honourable etc. that is the
most popular way to enhance the individual motivation. Humans need to feel to be valued, such
as being useful and necessary in the world. It has been seen that people who having low self
esteem are need more respect from others (Jacobs and Goodman, 2018). Sometimes, company
avoid recognising the potential employees that create dissatisfaction and wrong impression on
the company environment which lead to less productive outcomes. In spite of that, M&S give
attention to employees ideas and thoughts, give rewards & recognition to employees etc.
Self Actualisation : This is the final stage of need hierarchy which relates to the human
self actualization. The term self-actualisation means to become actualized in what one is
potentially good. An entrepreneur may achieve self actualisation in being a successful
entrepreneur. In order to that, M&S required to motivate their employees by given motivation by
recognize them by rewards and appreciation.
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Herzberg Two factor Theory
According to this motivation theory, it defines and reflect two factors of motivation. In
other words, this theory of motivation certain some factors that brings new motivation or neregy
among employees in order to perform the specific targets and goals. There are two factors of
motivation that given below:
Hygiene factors : this kind of factor which involves absence of motivation but it
motivation is present there is no perceived impact of it. Such as some factors or things when toy
take away from the people they become dissatisfied and unhappy. For example, security of job,
incentive benefits, company policies etc. these factors of motivation belongs to extrinsic factors
of motivation.
Motivation factor : Motivation factors are those elements who give feeling of
motivation such as Achievement, Rewards, Personal growth. Etc (Lau and et.al., 2017).
Process Theory of Motivation
Process theories basically outline various behavioural pattern of individuals in fulfilling
their needs and requirement. Process theory mainly focused on reinforcement, expectancy, equity
and goals setting.
Equity Theory
Equity theory of motivation reflect the efforts that employees constantly gaining against
fellow workers. In other words, equity theory states that individual can only feel motivated when
they are treated equitably, and receive feedback as per their efforts. At the workplace put inputs
into the job, such as education, experience, efforts, energy and expect to get some outcomes such
as salary, reward, promotion, verbal recognition and interesting and challenging work each in
equal amounts. In this theory of motivation, manager evaluate the individual performance and
trained to those employees whose performance is below performance and reward to those
candidates who perform excellent work to get good output (Luke, 2018).
Vroom's Expectancy Theory
Vroom expectancy theory is the most known and effective motivational theory. In other
words, it is the process of selecting the choices from different alternatives of voluntary activities.
This is the combination of two theory given above such as it combines perceptual aspect taking
from equity theory and on the other side, behavioural aspect from other theory. The combination
of these aspects become motivation.
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Motivation = Expectancy + instrumentality + valence
Expectancy : Expectancy based on the beliefs that increased efforts will help to increase
the performance of employees (Naseer and et.al., 2016). On the same side, such factors that
affect the expectancy level of an individual like inappropriate resources, having the right skills,
guidance or support from mentor.
Instrumentality : It believes on the fact that if individual performed good task. Then
what results and outcome they received. Like employees in M&S work in the company with high
commitments but for that expect the good results of their work as well. Such factors affect the
instrumentality which are clear understanding of the relationship.
Valence : Valence in the workplace refers the expected items that the individual places
upon the expected outcome. Valance refers to the particular thing which means. Some employees
in M&s who motivates by only monetary benefits. So these employees will never get motivated
from other benefits.
LO 3
Explaining what makes an effective or ineffective team.
Teams are form by group of different people with their distinct skills, abilities, behaviour
and values. Team and team members are highly committed towards the goals and objectives.
There are two types of team groups one is effective team and second is ineffective teams.
Effective team has always devoted their time & efforts toward the company development.
In contrast, ineffective team members are less interested and less committed towards the
assigned task (Wheelen and et.al., 2017).
Different types of organisational teams
Project teams : Project team within the organisation only exist for some specific
projects. In other words, after project completion that particular team will get dissolved. This
team can work within time, with specific objective or measurable manner. This team can help
M&S to focus on the specific area by developing or implementing by the help of resources.
Functional teams : Functional teams are the permanent teams in which members are
always present and perform their work as per the role & responsibilities. Such as Marketing
functional department of M&S is responsible to promote the company product or services and
analysing the effective goals oriented process and managing effective performance.
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Cross functional teams : Cross functional team formed members from different
departments these teams tackle specific tasks that require different inputs and expertise. These
tasks are special for which M&S select employees from each departments and make a team to
perform the assigned task (Woodcock 2017).
Team Dynamics
Team dynamics are the most important aspect of the organization. In which company
create a mixture of important skills to resolve the particular issues or business problem. This
process of team dynamics helps to create different distinct personality which play a very
important role in team dynamics. Here it describes the developing team of team dynamics stages.
Tuckman model of team forming explains how company needs to develop a team and
how to develops maturity and ability to gain the company aims and objectives. Likely, It also
explains the role of leadership and its style that plays a most important role in order to gain the
company interest and sustain the proper working environment.
Forming Stage : This is the initial stage where company started their function by
orientation. On the same side, this stage involves high chances of uncertainties are involves,
where people require a guidance and support from their mentors or supervisors (Woodcock,
2017). Further, in this stage the person or a manager who assigned the work is also responsible to
looked after the team members' performance in order to make sure the proper outcomes and
result growth. In which effective team members are wilfully accomplished the assign task and
ineffective team members create excuses to delay the work. In order to start the effective team
M&S should need to start with the process from forming.
Storming Stage : Storming is the another phase after forming the team in which manager
would have been facing challenges of employees dissatisfaction, conflicts. Employees
performance growth might be decreased in this stage due to ineffective activities or sometimes
team members also quit the team. In order to overcome from the obstacles or issues. Manager of
M&S can produce the contingency plans and acquire motivational practices to cope up with. In
this stage ineffective team members will always increase the conflict and issues. In contrast,
effective team members will always try to cope up with challenges and more focus on the
accomplishment.
Norming Stage : if team come out from storming stage, the next phase is norming in
which team members are partially adjusted themselves towards the team goals. In this factor
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individual members resolves the interpersonal differences and develop unity between the team
members. In this stage, M&S getting the good responses and observing the productive work
performance of an employee towards the task accomplishment. In this phase of developing team
ineffective members in a team will always be less energetic and thoughtful as compare to
effective team members towards the set goals.
Performing Stage : In this stage of performing describes that team members get to
understand the aims and objectives and ready to implement the plan according to the
requirements. This is the phase where team members resolves the conflict and issues by
themselves. The team focus is on the meeting objectives and resolving the business problems in
productive way. It brings in effective team more productive and sustaining win the company.
Adjourning Stage : This is the last phase of team building that have been completed
goals. This is the final task of wrapping the other activities that helps to get the final outcomes
and goals. At the end of the stage effective team always look after the new project and enjoying
the success of the project or on the same hand, ineffective team members never enjoying any
success and influence to other members negative for company.
Belbin Team roles
Nine team roles of an individual described by the Belbin by the help of given theory or
concept where they explain about different role play of an individual in the organizations.
However, not all are always required at the same time-it is important to identify the first look at
the team objectives, and work out which tasks to be undertaken. Once this has been done,
discussions can be take place regarding which and when each team role behaviour should be
utilised.
Implementer : It is the practical organizer within the team that maintain the proper
disciplined and seriousness among team members. So that, they better focused on the given task
by the company. Implementers are the task oriented that make sure the best output. But the
another good characteristic of this team role is that they create new ideas, thoughts, methods for
the execution. Generally, implementer follows the structured approach, hard working and uses
realistic approach that will be very beneficial for the M&S.
Resources Investigator : Resources are the most required and effective element to
accomplish the task in proper manner. So that, company should appoint a person who manage or
make sure the proper utilisation of all resources. Resource investigator is enthusiastic,
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adventurous and open minded taking any challenge and risk. The person who handle the
resources must be extrovert, well communicator, natural brainstormer and curious. So it has been
evaluated the proper working opportunity and goals to bring new goals and opportunity.
Plant : Plant is the another form of role play within M&S that can help to create new idea
and thinking. A free spirit who needs space to fantasize about new and surprising solutions to
complex problems (The Nine Belbin Team Roles, 2019). This makes the good impact on the
overall performance goals and achieve the target market opportunity. Plans is not always
practical and sometimes misses what others require from him/her. Person who play a role of
plant invent the new though full idea that can help company get achieve more high position in
the market.
Monitor : Monitoring is the most essential process within the management while team
performing their duties and goals. Person who take follow up of the activities and ensue the
individual work weather they performed productively or not. For that, person should be critical,
sensible and thoughtful (Bens, 2017). They must be given accurate judgement to the team and
further action oriented to fill the performance gap.
Shaper : Shaper is the person who driven the work of a team. In other words, they
instruct team members to accomplish the task within the given time period. The benefit of this
role play is company can easily get the benefits of taking good outcomes and results.
Coordinator : Coordinator is the role play in which player coordinate the work together
and make sure that which task is more important than others and ensure the smooth functioning
of the business. Coordinator having different skills such as team leading, calm, understandable,
positive, open minded etc. Coordinator
Completer Finisher : This is the person who ensure the project ending date and also
make sure what is going wrong and inappropriate within the company. He/she also responsible to
check the quality and safety of the employees in order to maintained the proper working
performance and long lasting channel of distribution of work in effective manner (Burrell and
Morgan, 2017). Otherwise, it would be given wrong impact on the company goals and
objectives.
Team worker : Team worker is one of the most delicate member of a team, who
responsible to ensure the positive environment within M&S in order to achieve the task in
appropriate manner.
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Specialist : Specialist person whose having a unique identity and skills for a specific
field. Such as Investors can suggest M&S who can share their valuable ideas to the company. Or
financial manager can help M&S in suggesting the bet area of investment.
LO 4
Applying the concept and philosophies of organisational behaviour within an organizational
context in a business situation.
Path Goal Theory
Path goal theory's main purpose is to achieve the leadership goals. Leadership styles
plays a most important role in order to understand the employee behaviour (Chumg and et.al.,
2016). Path goal theory majorly focused on leadership behaviour how they perform work as per
the different company situations.
It explains four leadership styles which suitable for the different situations. Following
leadership styles is suitable for those employees who are less motivated.
Directive leadership
Directive leadership is useful in some situations where leaders make sure that task should
be done within the specific time period. In these leaders guide employees and supervise them at
every step to make sure the proper performance.
Supportive leadership
Supportive leaders taking care of the needs of employees to give motivation. This is the
best leadership approach that company can use at the situation where they feel high work load
and frustration among employees (Coccia, 2015).
Achievement oriented leadership
Achievement leadership style is useful at certain situations where team members facing
challenges goals. The main purpose of this leadership style is to get the objectives on the highest
level from his employees and trusts their ability to handle situation. Leaders force employees to
get them ready to achieve the task. This style of leadership is very effective in order to enhance
the employee ability in M&S.
Participative leadership
This leadership style helps employees to encourage in company activities to take
initiatives as well. This is the most effective style that helps to increase the positive behaviour of
employees towards the company goals.
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Contemporary barriers to effective behaviour
Some factors and barriers that restrict employees to get success growth. All these kinds of
barriers make employees ineffective and reduces the organisation behaviour. Such challenges are
given below:
Dominating team members
Sometimes powerful and experienced employees dominating on the new employees for
doing the work (Flenady and et.al., 2016). It creates the negative image of the seniors in front of
their employees. Dominating personality sometimes discourage the morale of employees and
affect his/her work performance. Managers and seniors in M&S dominate employees due to
which it affect employee behaviour and get demotivated.
Poor Performance of team members
This is the another challenge that reduces the chances of good outcomes and organization
behaviour. Poor performance of employees also impact on the other employees that makes the
negative impact on the process of dealing the ineffective performance goals. M&S might facing
employees low performance due to poor communication or individual performance. Besides, it is
also not appropriate in order to get the best outcomes and results.
Lack of Immediate Consequences
Lack of decision making approach can also lead the dissatisfaction among organisation
behaviour. For example, such as M&S should be taken a quick action to reduces the employee
retention in order to maintained the effective team within the organisation (Flenady and et.al.,
2016). This is the challenge that affect the organisation behaviour as well as the effective team.
In order to reduce effect of barrier and challenges of M&S required to take some corrective
action plan in order to reduce the negative impact.
CONCLUSION
As per the above summing report, it has been concluded that how organisational
behaviour get influenced from different factors within the organisation. Furthermore, Besides,
study has been discussed content theory and process theories of motivation that helps to full fill
the employee motivation. Overall, study has been focused on team roles and their effectiveness
and ineffectiveness towards the given task.
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