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