Organisational Behaviour Report: Dr. Martens Case Study Analysis

This report provides a comprehensive analysis of organisational behaviour, focusing on the case of Dr. Martens. It begins with an introduction to organisational behaviour, emphasizing its importance in understanding individual and group performance. The report then delves into the orga...Read More

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Organization's power, culture and politics.............................................................................1
TASK 2 ...........................................................................................................................................4
P2 Process and content theory of motivation .............................................................................4
TASK 3 ...........................................................................................................................................5
P3. make an effective team as opposed to an ineffective team. .................................................5
TASK 4 ...........................................................................................................................................8
P4 Concept and philosophies of organizational behaviour.........................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behaviour referred to the process of analysing the individual and group
performance within an organization. It is defined as performance monitor tool for companies
which helps in measuring human resource actions. HR is the key source for organization and it
provide assistance in accomplishing the goals and objectives. Organizational behaviour is very
important for all companies by this the managers can easily define employees behaviour and
pattern. This assignment is related to Dr. Martens, a footwear and clothing brand was founded by
Klaus Martens in 1947, headquartered in UK. This report will cover about the organisation’s
culture, politics and power influence on individual performance. Further will be defined about
various theories of motivation which help in achieving effective goals of the firm. Philosophies
and organisational behaviour will also be explained in context of a specific situation(Bakotić,
2016)
TASK 1
P1 Organization's power, culture and politics
Organizational culture define values, beliefs, expectations, assumptions, and ways of
interacting which contribute to the social and Psychological environment of an organization.
Companies culture can be analysed by looking at employees attire and arrangement of activities
within an company. Organizational culture plays an important role in developing polices and
procedures that are used by employees of the firm in an structure, for effective functioning of
business operations and activities. The main purpose of this culture is to attain companies aims
and objectives efficiently. Dr Marten's culture define the values, philosophy and beliefs that help
in guiding and leading the employees. Favourable culture of an organization helps in effective
working pattern of individuals and minimises conflicts. When an organization properly follow
the culture then it help in increase of employees performance and productivity of the firm(Bester,
Stander and Van (Zyl, 2015)
Handy's culture model
This culture was developed by Charles Handy and Roger Harrison in a practical way
which define different culture within an organization.
Power culture: This define the power in one hand, in some organizations only few
people have power in their hands and are considered as the most important people at workplace.
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They have the privilege to develop strategies and plan for other employees, in such culture the
subordinates follow the instructions of managers. Here in Dr Marten's the employees have no
liberty to express their views which in turn demotivate them for effective working and this will
show a negative impact on the organization which results in failure.
Role culture: This define role and responsibilities delegated to the employees as per their
skills and specialization, qualifications and interest where they can give their best efforts. This
culture help the organization in achieving best from workers. In Dr. Martens the employees give
their best efforts through role culture by doing specialised work as per their interest. Role culture
will have an positive impact on the organization because workers will willingly complete the
assigned task(Boddy, 2015)
Person culture: This culture define the employees interest over organization. In person
culture the employees are more concerned about self and work for the sake money not for
organization welfare and do not get attached towards company. If in Dr. Martens the employees
and managers will follow power culture then organization can eventually suffer and it will
impose a negative impact on organization because in this culture they will only focus on their
interest and profit.
Task culture: It define that to achieve goals and solve critical problems some individuals
with common interest come together and form teams. In Dr. Marten's task culture, every
individual have to equally contribute to accomplish tasks effectively and efficiently this shows a
positive impact on organization by accomplishing the task together.
Organizational power
Power refers to the ability of individuals to make things done through others according to
their perspective. The organizational power is beneficial for managers where they assign task and
activities to the employees under their guidance to accomplish the goals and objectives. For
better understanding the management of Dr. Martens use theory of French and Raven’s power
which describe various form of power such as:
Coercive Power: It define the managers ability to force the employees for follow the
order by threatening and punishment. This type of power in the management of Dr Martens will
impose a negative impact on the employees performance because of manager's fear and
threatening(Burrell and Morgan, 2017)
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Reward Power: It define the power of managers where employees are influenced to work
by the top management in the form reward. This power motivate the employees because they get
something in lieu of working. In Dr Martens manager provide rewards as increase in salary,
promotions and bonuses which helps in increase the productivity of employees.
Legitimate Power: It define the power of a person like what position they hold in an
organization. In Dr Martens managers designation is considered in top level management and
they formulate strategies and plans to achieve goals.
Referent Power: This power is based on interpersonal attractions such as leaders use this
power and influence others to follow them. In Dr Martens with the help of referent power
employees trust leaders and follow them for effective and efficient working.
Expert Power: This power define the perception of employees regarding other members
of the organization. Expert power basically reflect the suggestion and ideas of managers which
they provide to the employees these ideas should be accurate which can help in proper execution
of task. This is how the power culture of organization helped Dr Martens in undergoing the
structural changes(Chang and et. al., 2016)
Political behaviour
As per Chanlat’s political behaviour the organization is distinguished into three parts
personal, decisional and structural characteristics. The personal characteristics define the ability
of people who are engaged in using power by manipulating others, Likewise always utter the
words what other wanted to hear. The second characteristic of political behaviour is decisional
which is divided into two parts structured and unstructured. The unstructured decisions are self
made.
The third characteristic of political behaviour is structured where all the work is assigned
as per specialisation. In an organization every one wants to achieve the goals but the approaches
they use to accomplish the task can be different. However Dr Martens employee and managers
use organization political behaviour to execute the task.
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TASK 2
P2 Process and content theory of motivation
Motivation is defined as the reason for individuals achievements and willingness. It can
be explained as persons behaviour which make them force to full-fill their wants and desires.
Motivation is one of the best reason to inspire a person to push themselves forward in life.
Content Theory
This theory define changing human needs with time, many psychologist attempt this
theory to identify the changing requirements of individuals. Under content theory the
management of Dr Martens use Maslow theory to explain human motivation by observing their
curiosity.
Psychological need: It define the basic needs which are basically the survival things such
as food, water, breathing, warmth and rest. This theory suggest that humans need to full-fill their
basic needs first and then they can move further to high level desires. The management of Dr
Martens look after the employees basic needs and pay them basic wage so that their
psychological needs can be full-filled.
Safety need: It define the safety need such as natural disaster, personal security, finance,
health and well bing of individuals. Dr Martens render safety needs to the employees by
providing them insurance policy benefits and home loans these policies secure their safety needs.
Social belongingness: It is the third level of human need, this need define the relations
with friends and family. According to Maslow the humans should feel belongingness and
acceptance among the society and organization. This need is very important for Dr Martens
otherwise individuals have to suffer depression and social anxiety.
Self esteem need: This need basically define the prestige and feeling of accomplishment
in Dr Martens the employees when meet this stage they already full-filled their basic need and
now they want to be respected from others.
Self actualization need: This need of Maslow defines that at this stage a individual
realise full potential and accomplished everything that one can. At this stage the manager of Dr
Martens company give different tasks to let the individual feel their full potential.
Process theory
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This theory define the system of ideas which develops and change the organizations.
Process theory generally explain how decisions are made and how motivation occurs. The
management of Dr Martens use Vroom theory for organizational changes.
Expectancy: it define the expectations of employees from their own efforts. The
organization can help the employees in evaluating their performance. If they lack, training
facilities and support from the supervisors can build employees confidence. Dr Martens provide
right level of support to the employees to enhance their necessary skills.
Instrumentality: It define that an employees performance is based on certain abilities,
experience, personality, knowledge and skills. The motivation and performance is interlinked to
each other. Dr Martens measure skills of the employees and provide them a connection between
their activities and goals(Cherry, 2017)
Valance: It define the outcome which a employee generated are useful or not. Such as
some organizations find employees value money and some value more off.
TASK 3
P3. make an effective team as opposed to an ineffective team.
Team is refer as type of organisational group of two or more people. A team is combined
of members who are dependent on each other, work towards standardised achievement and share
joint attachment. A team is work collectively to achieve the definite things.
Effective team: Team made by two or more people. Effective teams is considered as
the foundation of every successful company. An organization without the effective can not work
in appropriate manner. In Dr Martens, Effective teams are helpful for helpful for them to
improve the quality of product and increasing efficiency (Laurie Mullins, 2016)
Characteristics of effective team:
Promote open communication: In effective it is necessary to have clear and open
communication between the team members. Most important strategies of team building is
allowing open and honest communication among team members. Open communication helpful
in share the information in proper manner. In Dr Marten with the help of communication team
members can freely express their thoughts, trust and opinion.
Practical problem solving: An effective team perform well in term identify the
problem which is going on in the organisation and solve them in practical manner. They
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understand that the most of the efforts are involve in problem solving (Maitland, Hills and Rhind,
2015)This kind of team are correct the problem after identifying the real problem. Once the
problem is corrected them a problem become exponentially easier to solve. In Dr Martens it is
important that team should solve the problem by correcting them at a time(Kitchin, 2017)
Ineffective team :
Ineffective team is considered as the team in which plans are not made properly and
proper communication is nor present among the team members.
Errors and negativity: In ineffective teams, members are finding out the mistake of
others rather than learning from them and moving forward. In this kind of team level of
negativity between team and its superior is high. In Dr Martens an atmosphere of negativity builds
walls among the team members.
In equal membership: Members are not having the equal status within the group in
teams certain people are speak more and more with opinions at the same time other expression
of feeling or opinion is discouraged. In Dr Martens , It is duty of superior to solve all this issues
which is going on in the organisation(Hall and et. al., 2016)5).
. .
Tuckman and Jensen's team development model:
This Tuckeman model was established by Dr Bruce Tuckman in 1965. This model work
effectively in term of development of a team. In this tuckman and Jensen's model shows, As
the team develops the maturity and ability, establish relationships and in this leader changes the
leadership style. Beginning with the directing style, moving through coaching than participating,
finishing delegating and than almost detached. At the last stage of detached team is produce the
successor leader and previous leader is move to develop a new team. In Dr Martens they have
small generalist team who work brilliantly but they began with the next phase of development. For
the development of group Tuckman model is applied. This model explain the 5 stages which is
mentioned below:
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Figure 1: Tuckman Model, 2018
(Source: Tuckman model, 2018)
Forming: This is considered as first stage of developing the team. In this stage the roles
and responsibilities are not well clear among team members. In this stage lots of efforts are
required from leaders. In Dr Martens for developing the team they need to assign roles and
responsibility to the team members.
Storming : This is the stage in which group started itself out and gain the trust of each
other in team. In this stage people are started sharing its opinion and as a result conflicts are
arises among them. In Dr Martens team member are start to work with each other learn the
individuals working style. At this stage positive and polite atmosphere is present and people are
grateful with each other(Geppert, 2017)
Norming: In this stage people are started to resolve differences among them and
appreciate collogues strengths and respect the authority of leader. In Dr Martens people know
each bother in a better manner and ask another for help and provide contractive feedback (Mohammad
and et. al., 2015)n this context, people develop the strong commitment towards the team goals.
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Performing: now team is reached at the performing stage. In Dr Martens team is perform
for achieving the goal of the organisation. Leader of Dr Martens focus on delegating the much work
and concentrate on developing the team members.
Adjuring : This is the last stage where company achieve it desired goal. In Dr Martens the
team is reached at its desired goals and here end of the group and this is quite difficult.
Belbins team roles:
Coordinator- Coordinator refer as individuals in the company who coordinate teams
and employees of the company so that they can do their work in proper manner. In Dr. Martens
coordinate with the each member of group.
Team worker- They are the delicate members of the team who are effective in
accommodating and focused on generating a pleasant environment and sense of togetherness. In
Dr. Martens team member are playing their roles in an appropriate manner by using their all
skills and competencies for completing the task.
Resource investigator- this is a kind of person person who required the idea according
to the requirement. For example, in Dr. Martens , it refers to those individual who provide
required resources according to the employees or member who have need of it.
Plant- In Dr. Martens , it point out on those people who are creative, unorthodox and
generators of ideas. Dr. Martens when employee have any issues then they can ask to plant
person for providing better advanced solution of the problem.
Monitor evaluator-It shows the employees who are sensible, thoughtful, critical thinker
and others. In Dr. Martens they monitor the performance of the workers when they are working
in a team for performing well.
Specialist- In Dr. Martens , it is defined as the leader and manager who provide the proper
direction to team members. Then they suggest about the plans and strategies so that they can
effectively complete their work.
TASK 4
P4 Concept and philosophies of organizational behaviour
Path goal theory
Path goal model is based on leaders behaviour that simplifies and show a path to
employees in order to achieve a goal. Here a individual act in a certain way to full-fill the tasks
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and leaders select best specific behaviours such as working environment. This theory determine
employees and environmental characteristics and focuses on the motivational source which help
the employees to succeed. The management of Dr Martens used the path goal leadership style
Employee Characteristic: The leaders should understand what level of work they are
assigning to the employees. Is the employee or workers are capable to do that work if not then
the work load should be removed. In Dr Martens organization the employees played an active
role in identity process.
Task and environmental characteristic: It define that the employees select a best path to
work because obstacles lead to late achievements. The organizational task should be designed
properly, the difficult tasks might needed leaders support. Formal authority system and work
group depends upon the task authorities given to the employees with clear goals.
The management of Dr Martens should use participative leadership style where all the
employees idea and decision is considered at the time of decision making. With the help of this
employees feel motivated and encouraged when their ideas are implemented(Chumg and et. al.,
2016)
Resistance to the changes implemented
Grounded theory: It helps in analysing the data at first stage so that the organization can
identify the barriers. This theory is quite different from traditional theory in terms of theoretical
framework and data collection(Coccia, 2015) There are some barriers of resistance to the change
such as:
Psychological barrier: it defined that the management of Dr Martens faced problem at
the time of relocation such as fear, like the reaction of people at the time of relocation at different
store.
Job security: The employees of Dr Martens has faced fear of losing job due to
relocation of change(Elsmore, 2017)
Sociological Barrier: It define the nature of surrounding environment can also influence
Dr Martens resist change.
CONCLUSION
From the above mention report it has been concluded that in organisation there various
kind of power, politics and powers which affect the performance of individual and team. Culture
of organisation can be understand by handy's model. Organisation use different kind of theories
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for motivating its employee in term of achieving the goals of organisation. In organisation there
are two types of team that is effective and ineffective.
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REFERENCES
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