Organisational Behaviour: Waitrose Case Study Analysis Report

This report provides an analysis of Waitrose's organizational behaviour, examining how culture, politics, and power influence individual and team performance. It explores the application of Handy's Four Cultures model and French and Raven's power theory to understand these dynamics. The report further evaluates content and process theories of motivation, focusing on Maslow's hierarchy of needs and Vroom's expectancy theory, and how these theories are applied within Waitrose to achieve organizational goals. Additionally, it discusses the characteristics of effective and ineffective teams and concludes with an overview of the application of organizational behaviour philosophies and concepts within the context of Waitrose's business operations. The analysis considers how these elements interact to shape employee behaviour and drive organizational success.

ORGANISATIONAL
BEHAVIOUR

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Analyse how an organisation’s culture, politics and power influence individual and team
behavior and performance............................................................................................................1
TASK 2............................................................................................................................................4
P2.Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals.........................................................................................4
TASK 3............................................................................................................................................7
P3) Understanding of Effective Team and Ineffective Team .....................................................7
TASK 4............................................................................................................................................9
Application of Philosophies and Concepts in Given Business Situation.....................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organization behaviour is described as a study which is related to behaviour of a human or
employees in a company (Huczynski, Buchanan and Huczynski, 2013). This will also consider
the reaction and action of a person with a team and individually. This will consider the various
factors of an individual behaviour in a firm such as understanding, production, control and
predicating. For an organization it is essential to adopt organization behaviour because through it
they able to gain various benefits such as effectively respond to globalization, empower
employees or people, enhances staffs skills, increase quality of customer’s services and many
more. Organization taken for this assignment is Waitrose which is a British Supermarket and its
headquartered is situated at Bracknell, Berkshire, United Kingdom. They offer food products at
some reasons i.e. England, Scotland and Wales. Along with this they also serve their products
and services through online medium. Topics which are included in this project are impact of
politics, power and culture on behaviour of individual, methods used for motivation. Moreover it
will also include application of organization behaviour in a firm and ways which used to develop
a team.
TASK 1
P1.Analyse how an organisation’s culture, politics and power influence individual and team
behavior and performance
Behavior as well as performance of a person and team in an organization gets affected
due to several factors such as culture, power and politics. So in order to analysis its impact
company may adopt various theories and model. In respect of Waitrose they can adopt diverse
model for different factors such as for culture they can use Handy’s Four Class and for power
they are adopting French and Raven theory, which explanation is given below:-
Culture: - It is define as a values, beliefs and principles which are shared by an individual or
employees in an organization (Zohar and Hofmann, 2012). Basically these cultures are
developed on the basis of history, technology, strategies and so on of a company. By effective
culture a firm able to maintain as well as develop loyalty and unity among the employees. In
respect of Waitrose they adopt Handy’s method in order to evaluate its culture, which is
mentioned below:-
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 Power: It is define as a situation in which power to taken decision is lie under the hand of
a person or a group. At this, individual having power culture conduct delegation of
authority among employees at a workplace so that employees conduct their work in
effective manner. It will impact on others in positive or negative manner such as if a
person use their power for wrong activity. Then employees feel demotivated which leads
to decrease in product and profitability.
 Role: According to respective culture role as well as responsibilities of a person or
employees will divide according to its knowledge, experience, education level and so on
(Mansouri, Singh and Khan, 2018). Through this accomplishment of work will be done in
proper way which leads to attainment of goal as well as objective in effective manner.
The respective culture helps company in enhancing their employees and other staffs
performance. Such as when every individual and team get work or task according to their
knowledge, skills and abilities they will conduct it in effective manner. So it is essential
for management to adopt strategy according to their staff’s capabilities. Task: It is define as a situation at which a company will develop a team or assign work to
an individual on the basis of a particular task, issues and problem. At this peoples having
common interest come together and then form a team or group and this type of team
include generally four to five members. At respective company manager develop team as
well as assign work according to skills and ability of a so that they can attain their
objective and target in effective manner.
 Person: It is defined as a culture at which an individual consider themselves as superior
at its organization. In respect of this situation employees generally came to office to earn
money. Along with this they also neither interacts with other staffs due to which they
didn’t feel connected toward the firm. It is also impact on an individual as well as team
because these types of peoples leads to negative environment at workplace which
reduction in productivity level of other employees.
Power: - It is define as an authority that is generally linked with an individual and a team. These
are generally responsible for taking effective decision as well as accomplishment of work in
effective manner so that company attain its goal (Johnson, 2016). An individual and team
behavior gets affected due to power. This is so because there are sometime peoples use their
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power in wrong way. For analyzing this Waitrose adopts French and Raven Theory which
explanation is given below:- Coercive Power: It is describe as a power of a person in which they can take away
anything from its employees. It is generally opposite to reward power and it can be used
for both the purpose i.e. reward as well as punishment. But sometime due to this power
there is occurrence of negative environment which impact on individual and team
performance.
 Reward Power: It is describe as a power which is by manager or superior when they want
to motivate their employees so that its staffs will conduct work properly. Through
respective power employees feel motivated and conduct work proper which also leads to
enhance in production of team.
 Legitimate Power: It is defined as a situation at which an individual get some kind of
power when they get any specific position. Through this performance of an individual
and team get affect and it will also get enhanced because through it they able to conduct
work in proper manner.
 Referent Power: It is powers which are not related with specific task or any position; it is
define as a power which is generally based on an individual attitude, charm, beauty and
many other factors. In situation if respective type of person is taking it will easily
influence behavior of individual as well as team and encourage them to conduct
particular work.
 Expert Power: It is define as a power which is gain by a person when he/ she will get
expert or professional in a particular field. These types of peoples are highly intelligent,
experienced, professional, knowledgeable and so on. Along with this these peoples highly
impact on behavior of another person and team.
Politics: - It is describe as a number of activities which are associated along with a company as
well as its staffs for their improvement (Pettigrew, 2014). Along with this it will also help
manager of Waitrose to develop proper strategies and conduct it in an effective manner. This
factor will also help in assigning task to employees in effective manner so that they increase their
productivity and efficiency. It will impact on an individual as well as team because if their
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proper politics culture then staffs will didn’t do discrimination to other which make staffs
satisfied as well as this will also help in enhancing their productivity.
By adopting these factors team as well as an individual get affected at Waitrose in positive or
negative manner and it will also help in attaining goal.
TASK 2
P2.Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals
To perform a job suitably and efficiently, employers must motivate their staff so that they
feel linked and perform their job properly to attain goals. Motivation alludes to the need that
requires satisfaction is needed and that inspires a person to conduct their job or task suitably and
efficiently. An efficient administrator or ruler performs multiple tasks to motivate their
personnel, such as reward, appraisal and many other things. A British Supermarket company’s
manager adopts multiple content and method. Those motivational methods are listed below:-
Content Theory-
This relates to a position that changes depending on moment or condition. There are
numerous theories included in it. By embracing these theories, employers and staff are able to
motivate themselves to perform job properly so that they can meet the needs in an efficient and
suitable way (Gao, Zhang and Chen, 2015). The theory taken by the corresponding business in
Maslow’s need hierarchy theory that is discussed below:-
Maslow needs hierarchy theory-
This belief is based on a person’s want and need that is reflected in a pyramid structure.
Basic need is represented at the bottom level and when a person’s need rises, he also receives
rises depending on that requirement. The explanation for this regarding to Waitrose is provided
below:-
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Physiological need: This relates to an individual’s biological necessity such as water,
food, cloth, sleep and many others. Such variables or components assist an individual to survive
in a suitable and efficient way. First, managers of the corresponding business create policies to
meet employees’ fundamental needs such that they feel satisfied.
Safety and security need: When a person’s basic needs are met, the next requirement is a
person’s safety in terms of health, financial, accident security and wellness for which business
manager provides adequate pay to staff provides medical insurance and provides medical
services to which they feel motivated and linked to the job.
Social need: The next significant need after security is the social need, which includes
those factors linked to affection, recognition, belonging, community, etc. (Simpson and Kenrick,
2013). It can be fulfilled by community, friendship, social circle, etc. For such a corresponding
business manager, offer workers private time so they can spend time with their family and
acquaintances.
Esteem need: This relates to an individual’s need that can be accomplished internally and
externally. Internal contains self-respect, trust, accomplishments, liberty while external includes
authority, appreciation, status, reward and so on. The Waitrose-British Supermarket manager
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Illustration 1: The Five Levels of Maslow's Hierarchy of Needs
(Source: The Five Levels of Maslow's Hierarchy of Needs, 2019)

recognizes and motivates their staff according to their performances so that they feel linked and
suitably conduct the job.
Self-actualization need: This relates to a person’s self-need what he is and what they
choose to become in the future. It relates to the need for self-actualization development and
fulfilment and in this an individual practice to fulfil their needs and desires. Motivate and
provide training to their staff who wants to create their careers for this management of the
respective business (Jain and D'lima, 2017). Through this, staff feels connected and driven
towards the business.
Process Theory- Process Theory refers to a scheme that depends on the concept that describes
how an organization can modify and develop itself (Willmott and Knights, 2016). The process
taken by Waitrose-British Supermarket company is Vroom’s Expectancy Theory, which is
described below:-
Vroom’s Expectancy Theory-
This theory is being created by Victor. H. Vroom based on a belief of an individual who
promotes and motivates to carry out their work effectively in order to achieve aims and goals in
an effective and efficient manner (Dinibutun, 2012). It splits into three classifications that are
described below in the scope of the corresponding business.
 Valence: It relates to a scenario when a person is influenced by a specific result or force
that enables them to operate effectively and efficiently. These very like in Waitrose
employee that gets motivated by promotion, so whether he has increase incentives they
won’t get motivated.
 Instrumentality: In this, a person gets motivated from any result and this will inspire
them to operate effectively and efficiently. Like employees in the corresponding business
believe that promotion is crucial to achieving the goal because they think superior output
plays a significant part in achieving the goal in an efficient way (Tamta and Rao, 2017) .
 Expectancy: This is the last factor that determines a person’s motive which is basically
the likelihood that a specific job leads to any efficient outcome or result. Including
managing the corresponding company’s performance analysis of staff that assists them to
achieve goals in an efficient and effective way.
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By economically accepting such concepts, Waitrose can achieve goals effectively and
efficiently. Also, they are prepared to motivate their employees or staff in suitable ways to
execute their job properly.
TASK 3
P3) Understanding of Effective Team and Ineffective Team
Effective Team are the foundation of every successful organisation. There are many
purposes for which the organisations make formation of teams in the organisation. The purposes
of establishment of team an organisation are different as there are many purposes of
establishment of team in the organisations (Dyer, 2015). Companies without team works that
work together often struggle, while effective team helps to improve quality. There is a lot of
difference in between the effective and ineffective team. The main purpose of making teams in
an organisation is related to carrying out some projects in the organisation for which some
special people are with good skills and efficiencies are chosen for the completion of that project.
They with the help of their skills and efficiencies makes possible to achieve the goals and
objectives of the organisation for which the project has been made. The main aim of establishing
these projects are related to the facilitate the completion of projects in order to make an
increment in the productivity and efficiency of the organisation (Katou, 2017). There is a lot of
difference in between the effective team and ineffective team as the effective team is a risk taker
and proves the effectiveness of their work with the help of results provided by the organisation,
whereas the ineffective team is not focused on the results and they are not the risk takers.
Ineffective team is the team which do not have any coordination and cooperation in
between them but works for the achievement of goals and objectives of the organisation. But
without cooperation and coordination in the team, it will not be possible for the organisation to
achieve the goals and objectives for which the team has been established. There is a lot of
difference in between the effective team and ineffective team. The ineffective team works as
single after that they are working in the team because they do not work as a team, they do not
understand the importance of working as a team. In these kinds of team, not only the
coordination and cooperation but also there are many problems which makes away them from
the results to be achieved from the work performed by them.
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In the effective team the main benefit is related to the problem solving. They work for the
betterment of the project they are provided with. In other words it can be said that the main
purpose behind any project carried out in the organisation is related to increasing the efficiency
of the organisation in order to increase the profits and revenue of the organisation. Effective team
with the help of cooperation and coordination in between them makes possible to accomplish the
tasks they are provided with. Coordination and cooperation is the essence of any team. With the
help of these two factors, it will be possible to achieve the goals and objectives for which the
organisation is being working on. As their main focus is with the help of taking risks makes new
inventions that could provide benefit to the organisation. They do not work in order to achieve
the objectives of the project on which they are working on but it is related to making new
inventions so as to make possible for the organisation to achieve the heights of success.
Whereas the ineffective team do not work for the achievement of the goals and objectives
they are provided with but they work for their own. They do not consider about the team and
effectiveness with the help of which it will be possible for them to make their own betterment
not the betterment of organisation and the purpose for which the team has been formed and work
has been provided to them.
So with the help of above following data provided about the effective and ineffective
team it will be possible to know about and make difference in between both of these two types of
team. Waitrose Organisation must focus on developing a sense of coordination and cooperation
in between the employees of their organisation so that they could also make their contribution in
the growth and development of the organisation.
Tuckman’s Model of Group Development
The following is the group or team development model and could be applied in an
organisation for making their team better and effective so that they could be able to achieve the
goals and objectives for which the team has been formed in the organisation. The following
model has been developed by Bruce Tuckman in the year 1965 as the Team Development Model
(Seck and Helton, 2014). There are five stages in the following model which are discussed as
under:
Forming: In the following first stage of this model, the employees are highly dependent
on the leader for guidance and direction with the help of which it could become possible for
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achieve goals and objectives. The leader has to answer many questions and provide answer to the
followers so that faith could be created in the minds of followers.
Storming: In the following stage of this model, the followers are a little bit clear with
what they have to do and what not to do. In this stage, the confusions are more as compared to
the first stage because of little bit clearance and more confusions as more questions arise due to
this situation. So it becomes more complex for the leader to deal with this situation
Norming: In the following stage, the followers of a leader are now clear with their roles
and responsibilities and also with their questions and queries which helps the followers to
respond according to the needs and demands of their followers. The followers pass through much
understanding that makes them able to take big decisions with the agreement of other followers
also.
Performing: In the last stage of this model, the followers are made proper clearance with
their goals and objectives for which they are working in the organisation. The leader has shared
the vision of their work and the reason for which they are working. The focus is not only on the
achievement of goals and objectives they are provided but additionally, their efforts also include
the innovations and inventions that could be made with the project carried over.
TASK 4
Application of Philosophies and Concepts in Given Business Situation
There are different situations which are been faced by the organisations such as Waitrose at
depending upon the situation in which the company is dealing currently. It is because the
organisations are now dealing in the dynamic environment which changes from time to time and
on regular basis. In order to understand this concept the Path Goal Theory of Leadership will be
applied in context of Waitrose organisation. The discussion of this theory has been provided as
under:
The Path-Goal model is a hypothesis dependent on determining a pioneer's style or conduct
that best fits the representative and workplace so as to accomplish an objective. The objective is
to build your representatives' inspiration, strengthening, and fulfilment so they become profitable
individuals from the association (Phillips and Phillips, 2016). Path Goal Theory depends on
Vroom's (1964) expectancy hypothesis in which an individual will act with a particular goal in
mind dependent on the desire that the demonstration will be trailed by a given result and on the
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engaging quality of that result to the person. The way objective hypothesis was first presented by
Martin Evans (1970) and after that further created by House (1971).
The way objective hypothesis can best be thought of as a procedure where pioneers select
explicit practices that are most appropriate to the represent, atives' needs and the workplace with
the goal that they may best guide the representatives through their way in the acquisition of their
every day work exercises. With the help of this theory it will be possible for the leader to know
about ad influence the minds of followers. It is focused on determining the employee’s
characteristics and on the very basis, the leadership style has been adopted and motivational
factors are provided to them for their motivation and getting the best work performed by them
with the help of providing incentives to them in accordance with their needs and demands. The
description of employees characteristic is provided by under:
Workers depends on the leaders conduct dependent on their needs, for example, the level
of structure they need, association, saw level of capacity, and want for control. For instance, if a
pioneer gives more structure than what they need, they become less spurred. In this manner, a
pioneer needs to comprehend their workers so they realize how to best rouse them. So on this
basis, the leader tries to have information about the motivational factors that could help the
organisation in having good and better relation in between the organisation and their employees.
The adoption of the strategy is related to the provide the employees with what they and also fulfil
the needs and demands of their organisation.
In the given organisational context, there are some individuals who are not performing
well and with the help of this analysis, it will be possible for the organisation to first analyse
about the situation prevailing in the organisation and on the very basis, the company can make
their operations in accordance with the needs and demands of their customers. Path-Goal Theory
can be quite complicated to understand as there are many parts to it. An excellent place to start is
to realize that the theory is built upon the Expectancy Theory of Motivation (Dinibutun, 2012).
After knowing about the situation of employees, the organisation may provide their employees
with the motivational factors that could help in making an increment in their efficiencies level.
The low performance of employees will be improved and with the help of their own motivation
to work, than this will help in the growth and development of the organisation with the help of
those motivational factors.
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The factors of Path-Goal Theory are the pioneers' conduct, in this manner the way
objective hypothesis expect that individuals (pioneers) are adaptable in that they can change their
conduct or style, contingent on the circumstance. This concurs with the examination that while
nature (qualities) might be our inward guide, sustains (involvement) is our pilgrim that has the
last say in what we do. The following strategy will help the organisation to know about the needs
and demands.
CONCLUSION
From the above assignment it has been concluded that organisational behaviour is an
important part of the organisation which helps in the analysing the behaviour of employees in
order to make an increment in the policies and procedures of the organisation. In addition to this,
it is also concluded that focus of this assignment should also makes its focus on the motivation
level of their customer’s with the help of which could become possible for the organisation to
make proper arrangement for the motivation of employees. Moreover the conclusion has been
draw about the effectiveness and ineffective team so that the organisation make could make
possible improvements in the organisation. Lastly, the conclusion has been drawn about the
implementation of leadership theory that helps in knowing about the behaviour of employees and
makes the leader able to understand and work accordingly.
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