Organisational Behaviour: Impact on Sainsbury's Employee Performance

This report delves into the realm of organisational behaviour within the context of Sainsbury's, a prominent UK supermarket chain. It scrutinizes the impact of organisational culture, politics, and power dynamics on employee behaviour and performance. The report elucidates various motivation theories, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, assessing their effectiveness in achieving organisational goals. Furthermore, it differentiates between effective and ineffective teams, highlighting the key factors that contribute to team success. The analysis extends to the application of organisational behaviour concepts and philosophies within a specific business scenario at Sainsbury's, providing a comprehensive understanding of how these principles influence the company's operational dynamics and employee engagement. Desklib provides access to this and similar solved assignments for students.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
Introduction......................................................................................................................................1
Part-1................................................................................................................................................1
Describing how the organisational culture, politics and power impacts employee behaviour
and their performance..................................................................................................................1
Describing the theories of motivation and its impact on attaining the organisational goals.......4
Part-2:...............................................................................................................................................7
Highlighting the factors which forms an effective teams as opposed with ineffective team......7
Application of the concepts and philosophies of organisational behaviour in given business
situation........................................................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
The organisational behaviour is considered as business environment which pays attention
on numerous business activities such as human resources, working environment as well as
certain elements which provides growth for the organisation,. It is also known as the concept that
lays focus on goals of the company by building effective relationship between the manager and
staff members. In context to human resource management, organisational behaviour covers the
strategy planning and predictions by which firm can attain desired results by ensuring positive
work culture and coordination among employees. For this report, Sainsbury's company is taken
into consideration. The company is known as famous supermarket store of UK which was
established in the year 1869. It trades in various products such as consumer goods, convenience
product and many more. This report will evaluate the impact of culture, politics and power on the
behaviour of firm. In addition to this, the report will also discuss about role of motivation
theories in achieving team goals in effective manner. Moreover, the report will also analyse
difference between effective and ineffective teams. It will demonstrate the concept as well as
philosophies of organisational behaviour.
Part-1
Describing how the organisational culture, politics and power impacts employee behaviour and
their performance
The company is mixture of internal and external factors with proper norms and rules that
covers culture, politics as well as power of authority. The group of employees makes an effective
team for attaining targets set by the firm. It is also critical to analyse the aspects of employees
and worker so that they can appropriately help Sainsbury's firm in achieving competitive position
in marketplace(Balwant, 2018). The factors are explained in below points:
Culture:
The culture of the company is being reflected by the expectations of workers, beliefs and
the norms in which all the workers are focuses towards attaining common goals of the firm. This
can transform the company into unique firm by measuring the growth and development of
employees.
Types of culture as well as its influence on worker behaviour
Handy's culture
1

Power culture:
The power culture is basically the internal environment of business in which power and
authority positions are distributed so that certain tasks can be performed. The firm especially
gives power to that employee who possess good leadership skills in order to manage the
performance of workers in proper manner(Xiao and Cooke, 2019). These individuals can provide
suitable direction to employees leading to growth and development. For Sainsbury's company,
the manager should give power to the skilled workers and also on the basis of their experience.
Task culture:
In this culture, the various unit of departments are constructed so that each unit can be
performed by the suitable skilled and capable employees so that tasks can be achieved in most
effective manner. This allow the organisation to distribute business work as per the skills
possessed by the employee. This makes the worker less stressful as they know how they can
perform this task in proper manner. It improves overall experience level of workers.
Role culture:
In this type of culture, the duties as well as responsibilities are properly allocated for
making sure about proper functioning of task in well manner. The lower level of management are
accountable for the performance of business tasks given by the senior level managers and also
dependent on the tasks. This may sometimes result into delays in decision-making process as
well as also face the condition of conflicts which leads to improper employee retention.
Person culture:
This includes motivation level among workers so that high performance job roles can be
performed in effective manner. It is also considered as desire to make more contributions so that
extra benefits can achieved in favour of organisation(Waddell and et.al., 2019).
Hofstede's Dimension of culture:
This model consists of six dimensions related to the diverse cultures that are explained
below:
Power distance index:
It is known as factor which represent the fact that not every workers possess same type of
skills as well as capabilities in given job role. The power distance is considered as the degree on
which the society accepts as well as reject the unequal distribution of power.
Individualism vs collectivism:
2

The society of individualism and collectivism are the degree which supports the company
in putting emphasis on an employee's accomplishment as well as self interest versus the group's
accomplishment and interest level. The Sainsbury's firm have the collectivism environment
where the interest of team as a whole are favoured(Perreira, Berta and Herbert, 2018).
Masculinity versus Feminity:
The masculinity and feminity type of environment is termed as degree where the society
values materialistic as well as assertiveness versus the feelings, quality of life and relationships.
The Sainsbury company adopts femininity type of culture where every employee regarded of age
or gender are given equal opportunities for achieving growth and development.
Uncertainty avoidance index:
The uncertainty avoidance is considered as the degree in which the business firm does not
welcome risky situations as well as situational uncertainty. The Sainsbury's culture supports low
uncertainty avoidance culture where the employees are positive and motivated to upgrade their
skills for attaining goals in appropriate manner.
Time orientation:
This is considered as degree in which the business put focus on either forming short term
goals or long term goals. The culture of Sainsbury's firm pays emphasis on setting long term
objectives which are classified into group of small tasks. This helps the company to enhance
probability in the most effective manner(Volgger and Huang, 2019).
Pragmatic versus normative:
This dimension represents the tendency of humans in order to accept things without
giving arguments and contrasting opinions. On the other hand, the pragmatic type of individuals
are decision makers who takes time to accept things by critically analysing the situation.
Politics:
In context to Sainsbury's firm, the politics culture within company can create negative
influence on forming certain strategies in the form of changes made in compensation policy,
power and authority to the people. In order to reduce the damaging effects of politics, the firm
should formulate effective strategies in relation to following of good relationship with staff
members and the level of stable hierarchy. As the inappropriate rules can ruin the performance
level of employees due to less morale.
Power:
3

It is considered as capabilities of employees for the performance of daily duties leading to
achievement of organisational objectives. This power can be effectively utilised by the firm by
giving training sessions so that their skills can be improved. The manager can trigger various
power levels within Sainsbury firm which are:
Reward power:
This is the power adopted by manager by giving reward prizes to the workers so that their
performance level can be enhanced in the most effective manner.
Coercive power:
This power is practised by the manager of company by making suitable strategies for
combating with any uncertain causes within the work environment such as fire threat, work
related injury and many more(Otley and Berry, 2019).
Legitimate power:
This type of power supports in developing the centralised working environment on the
workplace by forming effective chain of authority which also promotes communication level
between employee and managers.
Describing the theories of motivation and its impact on attaining the organisational goals
The motivation term can be explained as feelings that inspires the worker to attain goals
of company in effective manner. This helps in promotion of productivity as staff members feel
positive about company values and strategies. In context to Sainsbury's firm, the high motivation
of staff members assist the company to improve its competitive position in market. The below
mentioned are motivation theories that are classified into two categories:
Content theories:
This motivation theory is also known as need theory which control the behaviour of
humans by impacting their inner factors(Satchell, 2018). It helps the Sainsbury organisation to
focus on forming valuable strategies that can allow team members in boosting motivation levels.
The effective motivational theories in association with Sainsbury firm are explained below:
Maslow's Hierarchy theory:
Physiological needs:
This is also referred as basic needs of people which the firm should satisfy on the
immediate basis. It considers providing basic items like food, cloth, water and shelter.
Safety needs:
4

In this, the security needs of worker are focused by providing complete security to them
in the form of giving health insurance, home loans assistance, job security and other securities.
The meeting of these needs can allow Sainsbury firm in boosting motivation level of employees.
Social needs:
The fulfilment of social needs of workers by giving chance to them in engaging into the
informal communication platforms. For this, the Sainsbury firm has constructed many groups
like sports team, club parties and other activities(Chou and et.al., 2019).
Self esteem needs:
After satisfying above needs, the manager must provide respect to the workers whose
opinion has allowed in attaining team tasks in effective manner. It can boost productivity level of
staff members as promotions will inspire them to work more harder.
Self-actualisation needs:
These are considered as top most needs aspired by each employees of the company. The
organisation can support individuals in meeting self-actualisation needs by giving them jobs that
demands higher responsibilities and more skills and knowledge.
Herzberg's theory:
This theory is also referred as two factor theory that shows motivation theory for
inspiring employees in attaining goals and objectives in appropriate manner. The two factors of
this theory are explained below:
Hygiene factors:
This involves the factors that do not meet the long term satisfaction level of employees
but these are critical for improving the motivation level of workers in effective manner(Fallatah
and Syed, 2018). The factors basically covers health care policy, salary of worker and many
more. Hence, more the hygiene factors, more the job satisfaction level of workers.
Motivating factors:
These type of factors are capable for meeting long term needs of employees by providing
them many benefits such as promotion, growth, respect and many more. However, the
motivating are also not important for improving motivation levels as it does not focus on
satisfying short term goals.
Process theories:
5

The process theories lays attention in satisfying the psychological and behavioural needs
of staff members which can lead them to achieve personal and professional goals in effective
manner. It also supports in implementing necessary changes within the organisational structure.
This includes Skinner's reinforcement theory and Vroom's expectancy theory. The theories are
explained below in association with Sainsbury firm:
Skinner's Reinforcement theory:
This motivation theory was discovered by BF Skinner. E in the year 1930's. It states that
the attitude of managers with staff members are the function of its outcome. This theory lays
focus on the internal values of the employees(Brankovic, 2018). In context to Sainsbury firm, the
manager should respect the feelings of staff members and treat them in equal manner in order to
boost motivation level of employees. For example, the manager can solve the problems faced by
worker in the very polite manner.
Vroom's Expectancy theory:
This theory helps in motivating workers of company by providing them positive as well
as healthy working environment so that their skills can be enhanced in appropriate manners. The
following are factors on which motivation of workers are dependant. These are:
Valence:
For inspiring workers to work more, the Sainsbury company needs to gain insight about
desires of employees and give them competitive salary packages as well as higher promotional
opportunities.
Expectancy:
In this, the manager of Sainsbury company should communicate the mission of firm to
the workers and also give them effective training sessions in order to gain optimal performance.
Instrumentality:
In this, the manager should give necessary information about the important targets of the
company. The provision of exciting rewards can support them in showing efficient performance
level(Cabral and Dhar, 2019).
6

Part-2:
Highlighting the factors which forms an effective teams as opposed with ineffective team
The overall success of the company highly depends on the efforts performed by effective
team members. It also assist in the quality standard improvements that directly leads into
completion of project activities in most appropriate manner. The Sainsbury organisation was
successful in forming effective teams on workplace environment that helps in effective
utilisation of resources in effective manner. In relation to this, it also supports in bringing the
pool of talented workers with greater skills. It has been identified that organisational behaviour
principles are crucial for the firm by transforming the work environment into more positive. It
was analysed that motivation is the important force that allow the company in attracting talented
individuals as well as gaining best performance from the workers(Campbell, Draper and
Huffington, 2018).
The characteristics of effective teams includes description of clear goals for company
along with the mission and vision of the organisation. Because of this, the staff members of
Sainsbury company feel relaxed in doing day to day business operations in most appropriate
manner. The creation of informal environment also allows the workers to also satisfy their social
need and wants. It also assist in encouraging the members of team present their opinions by
participating in decision-making process of company. The following explanation are given about
the Tuck-man's model for developing effective teams in context with Sainsbury firm:
Tuck-man's model of team development:
The Sainsbury firm is required to know the work performed by effective teams that falls
in the category of team development. The following points represents the team development
process which comes in five stages:
Forming:
In this stage, the team starts to develop in which team members are complete stranger to
each other(Khaola and Coldwell, 2018). This particular phase is also known as period of
orientation as the new staff members are getting attached with their fellow team members and
manager. In this, the individuals take necessary actions for gaining authority positions within the
firm.
Storming:
7

This stage is also known as war stage in which the staff members engage in fighting
mode for the purpose of gaining competitive position in the company. It is the busiest stage
every team members take efforts for gaining trusts from each other. In this stage, the staff
members are focused on achieving their goals by dividing long objectives into smaller parts. In
relation to this, all the team members are supposed to develop their skills in order to perform
tasks in effective manner(Bevilacqua and et.al., 2020).
Norming:
In this, the team member give attention on attaining the team goals by letting each and
every workers to tell their opinion about solving complex business issues. This helps in
improvement in both the individual as well as collective work. During this, the manager analyse
the productivity level of their team workers.
Performing:
This is the last stage where the team member are involved in developing processes for the
purpose of attaining goals and objectives. The staff members are motivated enough to polish
their skills and knowledge in order to gain efficiency in performance. This supports the workers
in adopting best strategy for attaining goals in proper manner. The performance are also
evaluated by measuring success.
Different between Effective and Ineffective teams
Basis Effective teams Ineffective teams
Atmosphere The effective team member
creates the working
environment of firm more
informal in nature.
This forms the atmosphere of
organisation more hierarchical
with more tension.
Clarity In this, the staff members have
complete knowledge about
their day to day duties.
In this, the tasks and objectives
of staff members are not
clearly communicated.
Decisions The decisions in the effective
teams are made by considering
the approval from each and
every member.
In the case of ineffective
teams, the decisions are often
taken by the top level
managers.
8

Expression of opinion The ideas are expressed in the
open and free manner as their
ideas are recognised.
In this, the opinions made by
worker are not respected
neither recognised in proper
manner.
Discussion In this, the decisions are taken
by the wider participation of
team members.
The decisions are only taken
by the top level managers as
small groups are not involved.
Application of the concepts and philosophies of organisational behaviour in given business
situation
The concept of organisational behaviour is concerned with the nature of workers within
the organisation. In context to Sainsbury firm, the principles of organisational behaviour supports
the firm in gaining insight about different attitude level of employees as well as also explains that
employee behavioural pattern depends upon the various factors. The basic concepts of
organisational behaviour are discussed below:
Individual differences:
This concept puts focus on keeping view of behaviour of every employee. This describes
that all person has different attitude level in the organisation. This unique variances comes from
their personal experience(Nasir and et.al., 2019). In context to Sainsbury, the differences in
attitude level of employees allows the firm to deal with them in systematic manner.
Perception:
This type of theory illustrates that each employee have different opinions and thinking
levels about giving the solution of business problems. It also states that each worker have
different work ethics that depends on their needs and wants. In relation to Sainsbury, the
company have workers who have diversified working styles and also follow different strategies
in order to solve same business problem.
Motivated behaviour:
The fulfilment of employee needs and wants are the reason for the motivated behaviour
of workers in the company. In context to Sainsbury company, the firm takes necessary actions in
constructing critical plans for improving their motivation levels. The company makes open
9

communication channels which provide an opportunity for workers to participate in the decision
making process of the organisation.
Desire for involvement:
This concept explains that each and every workers have desires and interest in
expressing their opinion in day to day business activities. In relation to Sainsbury company, the
company gives necessary attention to the opinion passed by each worker in the business
meetings. In addition to this, the organisation also provide worker with rewards if their decision
was valuable for meeting the business objectives. This directly support the company in
enhancing competitive position in market.
Philosophies of organisational behaviour:
The models related to the organisational behaviour are considered as main component of
business models that demonstrates the internal business environment of the organisation. The
following are the five models of organisational behaviour that are:
Autocratic model:
The autocratic model resembles some of the main elements related to strength, power and
the following of formal authority line. In this, the top levels takes the responsibility to manage
and decide strategies for attaining the long term goals. In relation to this, the down-line manager
have less power to influence the strategies which makes them less motivated to present their own
decisions and opinion.
Custodial model:
The organisation that practises custodial type of model enables it in giving economic
security to its workers in the form of wages and other monetary benefits. This allow the company
to enhance employee motivation levels as well as morale in most effective manner. In addition to
this, it assists the organisation to increase inspiration level among workers so that they can
improve their skills and knowledge in proper manner(Rebelo and et.al., 2018). However, the
main disadvantage is that it retains the low performance staff members.
Supportive model:
The manage who practises this type of model lays more attention for adopting the
ambitious leadership style. In this, the leader support the employees to improve their decision
making skills by giving them chance to solve complex business problems during business
10

meetings. The main purpose of supportive model is to boost the positive working environment
by improving the employee- manage relationship.
Collegial model:
This type of business model support in the firm in promoting team work activities within
the company. This model ensures that all the employees have active participation in day to day
business activities for achieving long term goals. Apart from this, the usage of this model can
enable the firm in constructing positive and self-motivated workforce teams. However, the
difference in ideas and thoughts among workers can negatively impact their performance level.
System model:
This business model illustrates that employees in the company have difference type of
skills,talent as well as objectives. The critical purpose of system model is to align the objectives
of employees with that of company goals. In this, the manager maintain positive working
environment so that employee can also meet their personal objectives leading to high
productivity levels(Passmore, 2018).
Recommendation
In relation to Sainsbury, it has been recommended that the firm should the practise the
supportive type of business model that can enable the manager to lay more focus when dealing
with the ideas and opinions made by the staff members. This can benefit the organisation to
minimise employee turnover rates in appropriate manner. In addition to this, it can also assist the
manager to make working environment of company a more positive leading to the higher
motivation level of employees.
Conclusion
It has been concluded from the above report that concept of organisational behaviour
helps the firm to make its working environment into positive and healthy. It was analysed that
motivation is the powerful force which can support the company in attracting favourable
behaviour from the staff members. It was also evaluated that positive organisational culture
allows in improving performance level of worker in effective manner. It was also outlined that
power and politics can influence the attitude of team members in strongest manner. This report
has described different motivational theories for supporting the manager in enhancing the
productivity levels in appropriate manner. In addition to this, the report has also highlighted the
11

difference between effective and ineffective teams along with concepts and philosophies of
organisational behaviour are also explained.
References
Books and Journal
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Bevilacqua and et.al., 2020. Fuzzy cognitive maps approach for analysing the domino effect of
factors affecting supply chain resilience: a fashion industry case study. International
Journal of Production Research, 58(20), pp.6370-6398.
Brankovic, J., 2018. The status games they play: unpacking the dynamics of organisational status
competition in higher education. Higher Education, 75(4), pp.695-709.
Cabral, C. and Dhar, R.L., 2019. Green competencies: Construct development and measurement
validation. Journal of Cleaner Production, 235, pp.887-900.
Campbell, D., Draper, R. and Huffington, C., 2018. A systemic approach to consultation.
Routledge.
Chou and et.al., 2019. Factors influencing teachers’ innovative teaching behaviour with
information and communication technology (ICT): The mediator role of organisational
innovation climate. Educational Psychology, 39(1), pp.65-85.
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow’s hierarchy of
needs. Employee Motivation in Saudi Arabia, pp.19-59.
Khaola, P. and Coldwell, D., 2018. Explaining how leadership and justice influence employee
innovative behaviours. European Journal of Innovation Management.
Nasir and et.al., 2019. An analysis on the dimensions of information security culture concept: A
review. Journal of Information Security and Applications, 44, pp.12-22.
Otley, D.T. and Berry, A.J., 2019. Control, organisation and accounting. In Management Control
Theory (pp. 101-114). Routledge.
Passmore, J., 2018. Behavioural coaching. In Handbook of coaching psychology (pp. 99-107).
Routledge.
Perreira, T.A., Berta, W. and Herbert, M., 2018. The employee retention triad in health care:
Exploring relationships amongst organisational justice, affective commitment and
turnover intention. Journal of clinical nursing, 27(7-8), pp.e1451-e1461.
Rebelo and et.al., 2018. Generating team PsyCap through transformational leadership: A route to
team learning and performance. Team Performance Management: An International
Journal.
Satchell, P., 2018. Innovation and automation. Routledge.
Volgger, M. and Huang, S.S., 2019. Scoping irresponsible behaviour in hospitality and tourism:
Widening the perspective of CSR. International Journal of Contemporary Hospitality
Management.
12

Waddell and et.al., 2019. Organisational change: Development and transformation. Cengage AU.
Xiao, M. and Cooke, F.L., 2019. Why and when knowledge hiding in the workplace is harmful:
a review of the literature and directions for future research in the Chinese context. Asia
Pacific Journal of Human Resources, 57(4), pp.470-502.
13

14