Organisational Behaviour Report: Primark Company Analysis

This report provides a detailed analysis of organisational behaviour, focusing on the UK-based fashion retailer, Primark. The introduction establishes the framework for the study, emphasizing the impact of individual and group behaviour on performance, motivation, and communication within the workplace. The report delves into the influence of organisational power, politics, and culture, examining different cultural classifications and the effects of globalization. It further explores motivational theories, including intrinsic and extrinsic motivation, and their practical implications for management, including Alderfer's ERG theory. The report also differentiates between effective and ineffective teams, discusses network and system theories, and analyzes organisational psychology and the impact of politics. The report also covers organisational changes. Finally, it examines leadership styles and how they apply to real-world business situations, providing a comprehensive overview of the key concepts and their practical applications within the context of Primark's operations.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
1:Implications of organisational power, politics and culture on behaviour of others..................1
2: Analysation of motivational theories and techniques that enable effective achievement of
goal. .........................................................................................................................................4
3. Effective team opposed to ineffective team.............................................................................6
4. Concepts and philosophies of organizational behaviour.......................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is refer as the study of human behaviour that includes both an
individual or a group performance. This basically study how an individual behave in an work
environment and identify its impact on performance, motivation or communication. The study of
this report will focus on Primark company, which is UK based company and its headquarters is
in London. The company is basically a fashion retailer and its main mission is to provide high
quality fashion apparels that provides value for money. The report further elaborate about the
influence of power, culture and politics in an organisation. That includes classification of culture,
the rise of globalization and its effects on organisational culture. Further, the report explain about
motivation and its types, theories and implications of these theory on management. Moreover,
various types of organisational teams and the development theories is discuss. Lastly, the report
describe about the philosophies and theories of leadership styles and how it applies to a given
business situation.
1:Implications of organisational power, politics and culture on behaviour of others.
Culture in the organisation defines the proper or correct way to behave within the
organisation. It is basically a collection values and practices that inform the actions of overall
workforce. Let's discuss more in detail about the organisational culture and its impact:
Power
A power is basically a strong culture in Primark company. Power is held by just a few
individuals whose impact spreads in overall organisation. Power has some rules and regulation.
For example, employees are usually judged by their achievements and not about how they act
(Buchanan, Badham, 2020).
Role
Primark with a role culture is based on few rules. Roles is a culture in which every other
employees is assigned roles and responsibilities as per their qualifications or specialisations.
Every other individual at Primark is responsible for something and has to take the ownership of
the work.
Task
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At Primark, teams are formed in order to achieve the targets and solve critical issues. The
company formed a team in which the common interest and preferences come together to form a
team. Primark generally involve four to five member in a team (Hamilton,and Taylor, 2017).
Person
In this type of culture, a person is more concerned about their own self rather than an
organisation in which they are working. At Primark, employees just come to earn money and
does not get attached to the office and its surroundings. Employees never decide in favour of the
company.
Culture, power, role, task and person has positive impact on team performance as if
proper rules and regulations are being made by managers then all employees will work properly.
When work is given in teams then it helps in improving culture of company because all workers
will interact with each other and there will be no confusion or misunderstanding. If culture of
company is good then work will be completed on time and improve team performance. Powers
are given to employees then they will work efficiently. Some rights should be given to workers
because it helps in motivating members and they will work efficiently. Task is given by
managers in groups so that employees can work together and it will reduce conflicts and
confusion among workers. It will improve overall performance of company and better products
can be made. This will create good relationship between members and working in a team
increases efficiency.
Some negative impact of culture, power, role, task and person is that if employees did not
culture of company, then they will not work efficiently and it will lead to increase absenteeism.
After sometime, members want that they should get some powers and rights like, to take
decisions, involve in meeting, suggestions should be taken etc. This will help in increasing their
confidence but if they are not involved in meetings of company or not having right to take
decision then it will lead to negative impact on employees and hence this will affect team
performance. Culture, power, role, task and person have negative impact on team performance as
well as on individual performance. When teams are made, employees are from different culture
and background so it is difficult for them to adjust with each other. This will affect performance
of all employees and goals will not be achieved. If powers are not given then also it lead to bad
impact on employees and increases absenteeism among workers.
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At Primark, the power, person, role and task may impact on the performance of employees.
The company organise in which the employees come together to work for a common purpose.
Importance of cultural-difference awareness:
It is basically the foundation of communication that includes the capability to understand
others. While working in the company with various culture, its tough that the employees
acknowledge the rules and cultural expectations of others (Straka, and et.al 2018). Hence,
competencies in cultural is really important in an organisation in order to interact with other team
member and use interpersonal skills to form a relationship.
Hofstede's Dimensions of cultural theory:
This theory is based on the cross-cultural communication and it is formed by Geert Hofstede.
Its based on five culture of dimensions.
Power distance Index - As per this theory, members of teams will not take any initiative, hence
they like to be guided for the particular task. For example, if a manger at Primark doest take
charge than employees think that task is not important.
Collectivism versus Individualism – Individualism define a process in which a society pay
attention to the relationship of an individual. While on the other hand, collectivism is define as
the process in which a society focuses on the relationship as a whole. For example, at Primark,
team member valued for their rewards and recognized for such achievements. High
individualism shows that employees will act in their own interests and their commitment towards
the company is supreme (Rojo, and et.al 2020). While, high collectivisms at Primark company
indicates that employees will act in the interest as a group but commitment towards the company
is comparatively low.
Masculinity Versus Femininity – If the masculinity is high at Primark, employees preference
for high pay and also looks for security pay. Conversely if Primark experience high feminism
than their preference is for lower number of work hours and employees will look for better
relationship in workplace.
Uncertainty avoidance index - If Primark company experience high UAI, than employees are
expressive and allowed to show anger if required.
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Long versus short term orientations - In long term orientation, at Primark employees behave
in a modest way and usually avoid talking about themselves. While in short term orientations,
employees have strong convictions and their values are emphasized (Huang and Crotts, 2019).
Indulgence versus restraint – If Primark experience high indulgence than employees will focus
more on personal happiness and desire. While at high restraint, employee only show negativity at
informal meetings.
Principal of Network theory and system theory:
Network theory – It incudes the study of way in which the elements in a network converse. In
Primark, its important to have the network theory, as this theory helps the managers to
understand the way in which their department functions.
System theory – This theory is a framework in which it helps an organisation to see problems as
opportunities to grow. All these problems helps employees to develop their creative or
innovative ideas. Therefore, employees will turn into an problem solver (Prasad, 2020).
Organisational Psychology
It is based on scientific way of human behaviour in Primark and its workplace. It helps the
company to determine barriers to employees productivity and develop more effective training
programs in order to increase the efficiency. This theory also helps the company to recruit or
select the most potential candidates and also research behaviour of consumers.
Influence of Politics : In many organisation, influence of politics may bring negative effects,
where an individual takes the advantage of its position over another person. Organisational
Politics is a process of the human interactions that involves authority or power. It helps Primark
to achieve the changes within the workplace that benefits them to increase their performance and
employees use to obtain some positive outcomes.
Difference between Personal, decisional or structural organisational change:
Organisational change refer as those that have major impact on organisation as a whole for
example major shifts to company goals, objectives and operations.
Personal changes - If changes related with new parental leave or new polices occurred than it is
consider as personal changes (Grimolizzi-Jensen, 2018).
Decisional - This changes is occurred when there is major modifications in decision-making
process.
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Structural - This includes major shift in the team organisation and change in the responsibilities
assigned to various department, teams or employees at Primark company.
Influence of Power - If an individual has power than it should have an ability to influence other
team member. This has major impact on the organisational as a whole where power forces
employees to finish their task. For example, at Primark, a boss can assign projects or sets
deadlines for employees to complete even if the employees think that the deadlines were too
ambitious or difficult.
2: Analysation of motivational theories and techniques that enable effective achievement of goal.
Motivation is act as a driving force which helps Primark to increase the performance of
employees and help workers to sustain their behaviour. Motivation is define as process where a
leader motivates its employees toward achieving the goal of company.
Types of Motivation :
Intrinsic
It is a type of motivation in which the form of motives is coming from inside. For example,
fear of rejection persist in employees at Primark may be desire in order to gain some power. The
result of motivation will last longer and leads to higher level of success (Donald,and et.al 2020).
Extrinsic
It is type of motivation where motives is coming from outside. In an organisation, it is related
with financial rewards that aims to encourage management so that it increases the performance
of workforce. For example, at Primark, they usually offer incentives, bonuses, appreciation
certificates and allowances to make sure that employees will do their best.
Motivational theories :
It is a type of theory where it focuses on those process in which human behaviour is motivated
and also refer as need theory.
Alderfer theory - This theory is classified into three main stages and explained how all these
needs become essential for individual. The main stages are as follows:
Existence - In this needs, the basic necessities is being satisfied and involves physiological or
safety needs. For example, at Primark company, management make sure to arrange proper
lighting, fresh drinking water or comfortable furniture for employees so that this need is
satisfied.
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Relatedness – In this need, it is more related with the individual's recognition or love from
others. The belongingness that an individual is strive towards reaching fame (Kovach, 2018).
For example, Primark company can satisfied this need by considering the opinion of employees
and its also important that staff can build strong relationship with each other.
Growth – In this need, it is more likely form which is related with self development and
personal growth. This need is more important in an organisation as it consist more essential
factors to achieve the self-actualization. For example, Primark company should give challenging
task to employees and provide them opportunities to grow in future.
Process Theory – This type of theory consist a set of ideas that explains how an organisation
bring changes. It is a process that influence an motivation.
Process theory has advantages such as, it helps in better performance of employees, motivate
them to perform well and focus on achieving goals and objectives of company. It will help in
increasing overall efficiency of organisation and better plans will be made for growth of firm.
Process motivation theory will lead to organisational rewards such as, increase in salary or
additional benefits which should be provided to employees so that they can perform well and
contribute in accomplishing goals.
Disadvantages of process motivation theory is that it can change an individual life such as, job
security is important for everyone. If an employee is knowing that his or her job is secured then
they will work efficiently. Sometimes, people are demotivated if they not get salary according to
their specialisation.
Advantages of theory are, the ERG is theory stable because it helps in identifying existence,
relatedness and growth. The key factors are academic background, cultural factors, and other
which can change motive of individual and it helps in boosting confidence of employees so that
they can perform well. It helps in motivating people to perform better and this helps organisation
in increasing overall productivity of company and good plans can be made which will help in
improving performance of employees.
Disadvantages of theory are, ERG theory fail to apply guiding principle, they should take
necessary steps which will help in earning more profit and behaviour of individual person can be
determined. This theory is new and almost all companies are applying Maslow theory. They
should male some improvements. In this theory there are three stages, existence, relatedness and
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growth. It is difficult to motivate employees because firstly, at existence stage there are safety
and physiological needs which should be fulfilled. It takes time to identify needs of employees
and it is not effective.
Vroom's Expectancy theory :
This theory put more emphasis on the process and on content as well, hence it coordinate
equity or need theory as well. This theory defines that performance of employees is generally
based on individual factors like skills, abilities or qualifications. Vroom also explained that in an
individual motivation and usually motivation or performance are connected factors. This theory
uses three main elements that incudes:
Expectancy
This part of theory is based on idea that if an individual put more hard work than their
performance will also increases. For example, Primark company can satisfied this if right amount
of resources are available for employees (UKO, and IHEBOM, 2020). While, employees should
also have right skills to perform the job.
Instrumentality
This is process in which a person belief that there is link between goal or activity. For
example, Primark company is affected by this, if the company shows a clear understanding of
relationship between outcomes or performance.
Valence
In this type of process, which a person values reward or recognition and results of its success.
For example, at Primark, managers should believe that its essential to preserve resources and
take initiative on environmental issues (Patil, 2020).
Advantages of vroom theory
This theory is based on motivation like how employees should be motivated and facilities should
be provided so that employees can be satisfied and it will help in improving performance of
workers. Expectation lead to increase motivation among employees because if managers will set
standards then workers will develop confidence and they will give their best. This theory focuses
on achieving goals and objectives of company. Plans or strategies are made so that targets can be
achieved and it will help in generating more revenue.
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Disadvantages of vroom theory is that sometimes employees are not able to perform well
because they are having stress to complete work or achieve target. Due to this they are not
working efficiently. The performance of workers is affected as they are not able to understand
work properly and this will lead to bad impact on company. Goals and objectives of company
will not be achieved.
Implications of Motivational theories.
Its important for every organisation to implement all theories of motivation in workplace. To
better acknowledge motivational theory in Primark company can help to make more productive
employees. So, the company should need to understand that what motives a workforce both
personally or professionally. As as result of this, motivated employees will help the company to
meet their goals.
3. Effective team opposed to ineffective team
In Primark there are various types of team which help company for developing them
more and make their company capable in achieve goals and objectives. Here are some different
types of organizational team:-
Functional team-
This team in organizational have several vertical levels of hierarchical in performing
particular goals of company functions. Various functional teams need to subordinate and
manager who have authority in managing their external as well internal factor relationship of
specific department in Primark (Chiniara and Bentein,2018). Human resources and marketing
department are best examples of functional team. In company functional team have different
responsibilities for performing same function in department. Ineffective team as try to make their
own rules and function for which they can make their team more developed for which they can
easily work.
Problem solving team-
Primark has more problems in developing their business in various countries due to
having pandemic as they are facing more problem in selling products. Team of solving problem
help them to determine the options of causes the conflicts. Basically organization employee these
teams members for improving process in finding out the best solution through which they are
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harming (Venables, 2017). Company need to improve their products quality so that they can
make more customer. Ineffective team also seems that they can easily solve their conflict about
what they are facing along with this how they can deal in their situation.
Project team-
These are team in which they implement specific project until completing and Pirmark
team leaders dissolve various members in achieving their companies goals. Members of Primark
comes from different areas of company and perform tasks that are related to their department.
Ineffective team in organization work towards their goals or objective while by making their own
team and this could also led them for dissolving the organization goals. This could also led them
for having their better rules and complete over the project on time.
The role of Virtual team development and networking-
For an effective team, virtual team developing can be emerged at workplace reality for
networking organization. Tasks oriented can have impact on technology for being more
developments and individual roles are related to personal goals in team along with that
consideration of collaboration and trust effects. Ineffective team do not have team networking for
which they can work along with this they can easily work over their goals individually.
Definition of group and team-
Group can be defined as two or more team members in Primark and interdependent
individuals for achieving their goals together (Schaubroeck and Yu, 2017). Team in company
means interaction of two or more in which they are mutually accountable for completing
common objective for example, Primark company need to focused in improving their products
quality, it means that must be completed with taking help of team members. In group, they have
to selected their own leaders and individual work being done in organization. Team usually share
the role of leadership, and they work as per collective work for company in solving conflicts as
well for achieving goals.
Tuckman's development models-
Tuckman's stages of developing first meets of group until projects ends.
Forming-
The first stage is for developing forming, which considered as orientation in company.
Primark organization team used in introducing their employees to new employees as well they all
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are excited to know more about their team members. In this stage team can be effective for
working with many people in organization.
Storming-
Reality along with weighting in completing goals and objectives (Yeung, 2021). Team
members must be polite and feel others more comfortable in company who are working with
them. Effective Members in team might be disagreed with their tasks if they feel some concern
in pulling their weight of work. This can be question of guidance and authority of team leaders.
Norming-
In this stage of Primark, members started to appreciate and notice other members. They
also start to distributed their work as per given authority as well responsibilities. This stages
more help team members in developing them individual or team. This stage can sometime also
formed as ineffective team because as some members dislike the appreciation and take some
authority towards their work.
Performing-
In Primark company employee gets more confidence, motivated and familiar with each
other for completing their more tasks and achieving goals. Their team in company without
operating supervision they could not work in their projects. Team leaders in company should
have to work taking together to members as well. This stage effective team make their
confidence for having their goals or objective to be achieved and that could also led them for
having their better developing in organization.
Adjourning-
Fifth stage is known as Adjourning in which after completing their tasks in completing
projects they disband from each other (Zhu and Wang, 2019). Members in company they have
grown close and feel lose of experience at end.
Soft and Hard communication-
Communication which is done at difficult situation of company for example, if they are
facing some problems related to their customer and couldn't find customer points which created
problems in products that could be hard communication. Situations can be guilt, anger, lack of
self-confidence and anxiety.
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