Organisational Behaviour Report: Waitrose Company Case Study Analysis

This report provides a comprehensive analysis of organisational behaviour within Waitrose, a prominent UK supermarket. It delves into the impact of organisational culture, politics, and power on individual and team behaviour, exploring various cultural dimensions and their effects on employees. The report examines the influence of politics and power dynamics, highlighting both strengths and weaknesses within the organisation. Furthermore, it discusses content and process theories of motivation, including Maslow's hierarchy, Herzberg's theory, and Vroom's expectancy theory, and their application within Waitrose. The report also contrasts effective and ineffective team dynamics, and analyses the philosophies of organisational behaviour across various business situations. Through this detailed analysis, the report provides valuable insights into Waitrose's management practices and their impact on employee performance and organisational success.

Organisational
behaviour

TABLE OF CONTENT
INTRODUCTION......................................................................................................................2
Scenario 1...................................................................................................................................3
Organisation culture, politics and power impact on individuals and team behaviour............3
Process and content theories of motivation............................................................................5
Scenario 2...................................................................................................................................7
An effective team as compared to ineffective team...............................................................7
Philosophies of organisational behaviour within various business situations.........................10
CONCLUSION........................................................................................................................11
REFRENCES...........................................................................................................................12

INTRODUCTION
Organisation behaviour is one of the most high developed management ethic which
enables on delivering higher working scenario onto which longer working proficiency is
focused to bring on more rational progressive working ethics among various departments of
company. Waitrose Company is one of the best retail companies within UK industry having
large portfolio of various products and services within various stores in all national and
international countries. The report explains culture, politics and power within Waitrose
Company business world where it impacts company individual behaviour and team influence
parameters along with content, process theories where there is strong factor of gaining larger
working segments. The report has also examined various impacts of motivation theories
among employees working within company and how team management within team s are
different on various aspects. Also there is detailed discussion on various philosophies of
organisational behaviour where all employees are working within company onto various
departments and where it enables to bring on more cooperative strength. Waitrose Company
which is one of the biggest retail companies has been bringing large innovative products and
services for large customer segments and has high level of innovation among all factors of
business world and within dynamic functioning roles of all employees (Aga, Noorderhaven .
and Vallejo, 2016).
Scenario 1
About WAITROSE
Waitrose and partners is one of the most prominent British supermarkets, selling wide
groceries as part of its wide product portfolio services to wide consumer market share
throughout its wide employer owned retailer brand within all stores where high innovation
is focused to attain stronger quality factors onto higher synergy.
Organisation culture, politics and power impact on individuals and team behaviour
Waitrose Company culture is highly active and one of the most innovative and highly
diverse to bring on more rational products and services where they are able to bring on more
high quality parameters among various business paradigms. The culture works as one of the
most important business objective where all determinants are focused to bring on large
cooperative working strength within employees.
Types of cultures

According to Hofstedes cultural dimensions which describes organisation culture in high
innovative way the company culture is focused into 6 types which can be discussed as
follows:
 Indulgence vs Restraint
 Long term versus short term orientation
 Uncertainty avoidance
 Masculinity vs Femininity
 Individualism vs collectivism
 Power distance
Impact of culture on individuals
The impact of culture on individuals can be analysed within business association
paradigms where Waitrose Company aims to bring on longer working strengths which will
bring on larger working motivation among employees. The individuals who are working in
Waitrose Company are provided with best organisation culture and activities to bring on
higher paradigms for longer effective performance roles. Employees are given higher vision
and stronger working platforms where the diverse working patterns and reflective working
ethics are programmed to bring on more creative diversity among departments. The
individuals who are working at Waitrose Company are highly profound to bring strong
functional paradigms onto more rational services through which more diverse paradigms are
built and technical efficiency which enables to positively build positive working culture
(Bellini and et.al., 2019). Waitrose Company culture has been progressively working
towards more pragmatic role to develop higher diverse roles among individuals where the
diversity among employees within company communication cultures has been working
towards more dynamic working patterns.
Impact of culture on team behaviour
The impact of culture can also be seen on team behaviour at Waitrose Company
where there are various teams working within many departments which enables to bring on
more quality of products and service among consumers market share. The impact of team
behaviour can be analysed with the force of strong motivation and complete motivation
among all over company working strength which enables to bring on larger goodwill among
company progressive goodwill paradigms. The organisation culture is highly important to

bring on large synergy of positive working development where all employees are motivated
with positive strength for higher quality outputs and goodwill among consumer market share.
The impact of culture on team behaviour at Waitrose Company is one of the most important
which is monitored with strong leadership and avenues factors to gain larger vision along
with detailed working ethics. The impact of culture on team behaviour at Waitrose Company
can also be seen with strong paradigms and determinants which develop longer vision onto
keen strategies, through which higher technology can also be more advanced into outputs
(Chang, Meyer and Merien, 2019).
Impact of politics and power on individuals
The impact of politics and behaviour on individuals working within Waitrose
Company can be analysed with the view that higher functional paradigms are highly
reflective onto more pragmatic working extent. Impact of politics and power can also be
analysed on individuals within Waitrose Company working departments where the positive
working strength is highly positively building their working patterns and building new
working force among all paradigms . The politics and power can have negative impact among
employees working strengths of the working targets are not positively achieved and strong
use of power is not provided to employees for gaining stronger work ethics. Waitrose
Company has large workforce where the employees are positively guided and rationally
looked upon with stronger working paradigms to bring on larger working strengths which
will enable to bring on higher yield and quests of gaining stronger goodwill on global
parameters (Chatwani, 2019).
Strength of politics:
 Improve work culture.
 Guides proper working practices.
 Enhance the capabilities of employee’s pat of organisation.
 Introduce innovation in organisation.
Weakness of politics:
 Improve internal politics.
 Reduces employee morale.
Impact of politics and power on team behaviour

The impact of politics and behaviour on team behaviour can also be analysed with the
strong business force which keeps employees working in teams highly influential for gaining
stronger quality outputs. There has been strong focus among power factors to positively built
the morale and relative working ethics which not only motivate the relative synergy but also
pools on more technological working advancement onto new working paradigms. The team
behaviour is also relatively impactful when the power and politics are highly influential to
bring on positive strengthening working position onto bigger strengths and leveraged on to
bigger development yields onto keener synergy. Waitrose Company has been working with
strong politics and positive synergy among team behaviours where all relative strength
enables to bring on higher rational functional positions through which more profits and
goodwill can be achieved onto bigger levels among world customer share.
Formal power
 Coercive power
Coercive power is the power allocated to employees as a part of the designated
position in organisation. This power is allocate to all employees part of organisation.
 Reward power
In against to productive performance employees get rewards in form of incentive
benefits in company.
 Legitimate power
Legitimate power is the power allocate to all employees part of organisation. On the
basis of the needs of different designated positions different powers allocated to
employees that involved decision making power.
Personal power
 Expert power
Expert power is a power allocate to senior employees. This power involves decision
making at any situation. This power reduces the time of doing operations.
 Referent power

This is the power which involves promotions on the basis of the referent given by
team leaders and any senior employee.
Process and content theories of motivation
The process theories and content theories are highly impactful and important to build
on stronger working force within Waitrose Company to gain stronger motivation and
powerful position which built larger vision and longer strength among workforce (De Sanctis,
Ordieres Meré and Ciarapica, 2018). The content theories are one of the most important part
within developed business hemispheres to bring on developed working synergy and to gain
stronger working hemispheres and the Herzberg motivation theory is an innovative theory
where application of various fundamentals are focused to bring on more rational developed
working strength.
Content theory of motivbatrion involve Maslow need hisrarchy theory, Alderfer
theory of motivation, McCelland need for achievement theory and Herzberg theory of
motivation. Process theories involve Skimmers reinforcement theory, Vroom
expectancy theory, adams equity theory and locke’s goal setting theory.
Explain the theories from each content and process theories In LO2
Maslow hierarchy theory of motivation can be understood as one of the most active
innovative theory which keeps on motivating employees where the preferences can be
ranked as per their base requirements to attain stronger fundamental progression and
higher synergy of innovation. Waitrose company will be able to gain wider strength among
all employees working strength for higher quality paradigms pertaining onto synergy of
advancement where larger goals are framed.

Herzberg motivation theory:
This motivational theory is one of the most influential theory where employees
motivational theory is focused to bring on higher business values under which there are two

factors motivator factors which are known to be the most important job satisfactory
elements. And the other hygiene factors are also important which enables us to analyse how
there can be job dissatisfaction also among employees. Motivator factors such as job
recognition, higher appraisal factors are the various factors which keep on building strong
vision and larger job satisfaction levels. The job satisfaction factors such as new working
innovation and high scale working standards are highly rational to bring on long term
goodwill paradigms, Waitrose Company by bringing on high job satisfaction paradigms
through which stronger profitability can be attained. The Herzberg theory of motivation
enables to gain stronger vision among employees working within Waitrose Company to
keenly develop new innovation and also pool out new resources to train them on new
working paradigms (Deus and et.al., 2019).
Content theory of motivation theories are also an important part of motivational
theory which enables to develop stronger vision and developed working ethics among people.
Under this theory there is Vroom expectancy theory which enables to keep larger profitability
and relative strength among workforce through which keen synergy onto deeper working
segments (Tokay. and Eyupoglu, 2018).
Vroom expectancy Theory
The vroom expectancy theory is one of the most influential theories which assumes
the behaviour results from various conscious choices among various alternatives whose
purpose is to maximise pleasure and minimise pain. The vroom theory is focused to bring
high factor onto employees performance factor which is based their learning skills and higher
working paradigms along with various new determinants on which larger abilities are
focused. The theory is focused onto 3 factors which are expectancy, instrumentality and
valence through which larger valence and strong outputs paradigms are created among
employees. The Vroom theory is highly influential to bring on more productive outputs
among employees where high professional working ethics keep on encouraging employees
with longer vision to develop stronger quest of motivation among them. Waitrose Company
can also bring longer working retaining developed working strength which will highly
develop larger profitable outputs production and also bring higher goodwill among
consumers (Dixit and Singh, 2019).

Motivation techniques:
 The motivation techniques where employees are highly looking upon new working
parameters and developed working paradigms to learn new skills and develop longer
strength to bring higher quality output, within company fractional services. At Waitrose
Company all employees which are working onto various departments are connected with
brainstorming sessions and group discussions to bring on more innovative working
segments which will bring on positive functional working zones.
 The intrinsic as well as extrinsic motivation factors are highly important to bring on stronger
working leverage which will build on new technical strength within all forces, through
which keen focus is developed towards larger innovation paradigms. The intrinsic factors of
motivation are the emotional and sentimental factors which target onto new paradigms for
bringing long term effectiveness onto new developed working strength (Fiaz, Su and Saqi.,
2017).
 Monetary factors such as incentives, appraisals and various technological paradigms which
will enable to pool out stronger performance metrics through which utility developed
working segments are focused. The factors of strengths and determinants under which keen
strategies to build on new working fundamentals are focused for gaining stronger working
fundamentals to rationally bring employees under one frame.
 Importance of motivation can be understood as one of the most important factor which
impacts on overall working scenario to bring on larger working strength through which
higher rational synergy can be built on. The employees working fundamentals are stretched
onto bigger paradigms which will not only bring huge working ethics among employees but
also rationally bring stronger working ethics.
 Motivation works as one of the most important business segment which impacts positively
among working standards of employees where all collective progression highly enables to
bring on larger vision for stronger working progression and rational working fundamentals
(Graves and Sarkis, 2018).
Scenario 2
An effective team as compared to ineffective team
The effective teams and ineffective teams are highly rational and functional different
on various paradigms which enable them to develop longer working ethics among them

which will program on new synergy of innovation among employees and management
working strength. Effective teams are an integral part of various functional parameters within
company to bring on stronger working ethics which will enable to develop stronger
cooperative working segments within Tesco. The effective teams are highly important to
bring on stronger connectivity among various paradigms and to develop the quest for more
ethical functional channels onto various ethical service patterns.
Belbin theory is highly one of the most innovative theory of team building which explains
that team behaviour patterns are highly coordinated with persons behaviour in relationship to
another in bringing new progression in the team for longer working fundamentals and higher
generation of ideas for gaining higher developed business expansion.
(Steyn, Bezuidenhout and Grobler, 2017)
Social Capital Theory: Social capital theory is an effective way of functioning without
interpersonal relationship. This theory drives the productivity in teams even without the
healthy interpersonal relationship between employees part of the team.

Situation theory: Situation theory is all about taking the appropriate decision based on the
practical situation. In team leaders need to take various decisions that can support the team
outcomes. Situation theory is all about taking the best decisions suits the current situation.
Effective team
 The effective teams are highly coordinated and cooperative working strength to bring on
larger working ethics. There is stronger performance metrics which will built on higher
determinants to bring on stronger working ethics for more programmed vision and also uplift
new metrics upon working segments (Kitchin, 2017). The effective teams are highly rational
to bring on more focus of stronger innovation among all fundamentals which will enable to
gather new functional factors with changing paradigms of time.
 The services and patterns to bring on higher synergy of productive thinking patterns and also
function onto more higher creativity among their thinking skills which will bring on larger
dev eloped working strength for gathered synergy. Waitrose Company has large human
resource capital where all employees are working with best skills and higher innovative
talents to gain stronger working fragments information and to look upon more functional
ethics. Waitrose Company teams are highly productive to bring on the keen synergy of rather
dynamic factors onto which it can be analysed that it enables to bring rather stronger working
dynamics onto laregr levels. Effective teams work as one of the biggest asset for production
departments and various other levels framework which analyses how rationally they can
bring forward new regulations onto stronger working paradigms for higher quality paradigms.
 The retail company is one of the biggest goodwill attained company having large variety of
innovative products and services with stronger working segments which enables to bring on
stronger determinants which Waitrose Company plans to achieve within the set production
targets (Koster, 2017). Effective teams work as one of the most important asset for company
which enables to develop longer vision and more pragmatic workings strength through which
more keen synergy shall be targeted. Waitrose Company is one of the biggest retail company
within the UK industry where its been prominently positioning itself as one of the best brand
offering large outputs of innovative products, services which will enable to generate stronger
goodwill onto various paradigms.
 Waitrose Company leaders are highly looking onto training teams with best parameters and
factors of strength to bring on larger functional channels among productivity within various
zones where relatively it’s been focusing to bring on stronger connective developed working
paradigms. The leaders and employees within effective teams are brought up and

innovatively communicated with each other onto more rational vision which not only
proclaims higher rational advancement which brings on stronger working outputs.
Ineffective teams
 The ineffective teams on other hands are highly dysfunctional and non achievable among
performance targets within company developed working strengths where various paradigms
are highly unmatched as compared to stronger working paradigms. Ineffective teams are
unable to bring larger developed working fragments where rational synergy to bring on
more technical advancement is les onto company outputs (Mamycheva, Melnichuk, and
Ratiev, 2016).
 The ineffective teams are not only less pragmatic with less vision and less pragmatic to bring
on developed working fundamentals but are also unfocused to cooperatively work together
on the set paradigms of company working potentialities. The ineffective teams are not only
less rational to work with stronger working parameters with changing business world and
larger demands onto various functional channels.
 The ineffective teams are not only less talented among employees but are also less productive
to bring on stronger working technicality with determinants set by various paradigms to
keenly develop longer outputs with set standards. There is also less progress within human
capital management among various paradigms to keenly develop long term synergy, which
impacts among financial profits also for the company
The Tuckman five model development process that most teams are following in
changing business world where most teams follow various factors to gain stronger
working outputs and higher profitability along with goodwill among consumers (McShane,
Olekalns and Martin, 2018). Waitrose Company which is one of the best retail company
can use this model phases to gain stronger outputs and larger working strength for building
commitment among all paradigms. The stages are forming, storming, norming, performing
and adjourning where team progression can be ideally developed onto various levels and
higher functional working paradigms to keenly progress on various steps. The Tuckman
model of team working development enables to keenly progress on the set phases and
develop longer rational goals which will keenly work on more profitable working
paradigms, relatively develop stronger vision onto various levels but also valuable
sanctioned approaches to set higher gathered targets.
Tuck man team development model

 Forming: At this stage of team building it is focused to bring on strong cooperation among
leaders working within groups which will be analysed onto their experiences and
skills which will bring on positive synergy of long term efficiency. Forming will
make sure that skilled employees as per their expertise are selected to be in the set
team tasks (Mendy, 2017).
 Storming: At this stage of team building all new innovative ideas and new paradigms are
planned and segregated within the set performance metrics with the set innovation
demands, which will bring on positive working paradigms.
 Norming: At this stage of team building the leader norms out best factors of strengths and
factors which will further aid in bringing larger paradigms of goodwill within
company and how to bring continuous connectivity.
 Performing: The set team tasks are performed within the set paths among teams to bring on
higher quality factors of strengthen position factors. Performing visionary
approaches set by team leaders will enable to bring higher connective working
paradigms and stronger synergy of working paradigms.
 Adjourning: At the last stage of team building adjourning enables to bring on stronger
working standards and reflect on stronger technical development among various
reflective working ethics to keenly bring on larger paradigms and rational synergy
of technical efficiency (Miao, Eva and Herbert, 2019).
Philosophies of organisational behaviour within various business situations
The organisation behaviour can be further developed into stronger parameters by
bringing new functional channels which will bring larger vision and rational developed
working paradigms under strong focus to bring on rational synergy within set horizons. There
have been various philosophies within the set determinants onto various paradigms which
will bring on functional channels to bring on dynamic working parameters to bring on more
rational synergy. Waitrose Company working ethics and organisational behaviour works as
one of the best development factor to bring on best paradigms and to reflect on the various set
reflective patterns among employees and leaders to bring on higher profitability and strong
goodwill among consumers (Moore, Everly and Bauer, 2016). The organisation behaviour
has been working as one of the most important factor which impacts positively to bring on
stronger working vision within the set paradigms and to bring on larger working strength for
more progressive functionality. Waitrose Company has been highly innovative to bring on

higher diversity and rational functional positions which not only leverages stronger working
ethics and larger diversity among business world.
Path Goal theory of leadership has been recognised as one of the most innovative
theory of leadership where there is strong identification of achievement oriented, directive,
participative and supportive parameters where the behaviour is predominant when all
employees are highly personally motivated and looked upon to be highly innovative into all
paradigms (Nguyen and et.al., 2016). Advantages of this theory include that it has been
strongly providing framework for leaders to analyse how their style influences varied
motivational parameters which influences varied role of leaders and to guide various work
ethics. Path goal theory of leadership has been working most innovatively to bring on
stronger vision and dynamic thinking patterns among team mates, through which Waitrose
Company can also gain stronger productivity among larger work paradigms. The task and
environmental characteristics where design of work, formal authority and work groups
system are also an important business concept to bring larger working ethics to determine
strong factors of regained relativity among various zones. Employee characteristics,
experiences and ability to regain stronger working paradigms within the set relative work
criteria with complete goals through which larger working ethics can be analysed. Waitrose
Company has been working with developed working paradigms to bring on stronger
developed goodwill which not only brings larger directive vision, supportive participation
and achievement oriented goals. The focus on motivation is highly important business
objective within team leaders to bring on larger working standards within the set productivity
horizons (Qureshi, 2017).
Waitrose Company has various teams within the huamn capital factors which enabels
to gain stronger vision and fucntioanl effcetive workting paradigsms onto more productive
outputs whcih will not only gain in tgeam building opportunities and also to relflect onto
more sanctioned reflective working pardigms. Waitrose Company taem building working
ethics and ledaership working paramters have been developd as one of the most focused
factor of organisatioan culture whcih not only gains larger objectives, keenly bring on new
synergy under focus through larger visionary matters. The philosphies of team building is one
of the most important factor which reflectrievely brings on stronger working stregth which
will yield onto more fcators nad regualre brainstroming sessions also enables to bring on
cintinuous fundamentals. Waitrose Company is one of the biggest retail comapny within UK
industry where it works as one of the best comapny bieng highly diversified within the set

organisation culture where it has been working with strong management and keen factotrs to
gain strong conectvity. All employees at variousd teams arwe an integral part among
comapny to gain stronger vision and working prameters at the set reflected working
pardigms, to keenly bring on more technical advanced working outputs (Seaton, Cooke and
Ding, 2016).
CONCLUSION
I have done detailed conclusion on various paradigms onto larger working parameters
where organisation behaviour and factors which enable to bring all employees close to
company objectives within the set paradigms. I have concluded with detailed conclusion on
how Tesco, which is one of the biggest retail company in UK industry and rationally working
onto various paradigms to bring on stronger working standards. I also concluded further with
the aspects that culture, politics and power are highly important to bring on larger vision
within the employees and also concludes importance of motivational theories. I concluded the
importance of gaining stronger working factors among team development and the various
aspects connected to team building where there is also explanation on path goal theory of
leadership which will enable to bring on stronger working ethics.

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