Organizational Behavior Report: Morrison Company Analysis, UK

This report provides an in-depth analysis of organizational behavior, using Morrison Company as a case study. It explores the influence of organizational culture, power dynamics, and politics on employee behavior and performance. The report delves into various motivational theories, comparing and contrasting them to understand their practical applications within the company. Furthermore, it examines the characteristics of effective and ineffective teams, offering insights into team dynamics and leadership strategies. Finally, the report discusses different philosophies related to organizational behavior, providing a comprehensive overview of the subject matter and suggesting how these concepts can be applied to improve organizational outcomes. The analysis includes aspects of legitimate, reward, and coercive power, as well as the impact of organizational politics on employee engagement and productivity. The report concludes by highlighting the interconnectedness of these elements and their combined effect on Morrison's overall success.

ORGANISATIONAL
BEHAVIOUR

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Organizational culture, Polities and power with their influence on organization..................3
TASK 2............................................................................................................................................6
P2 Analysis of motivational Theories..........................................................................................6
TASK 3............................................................................................................................................8
P3 Effective and Ineffective teams..............................................................................................8
TASK 4..........................................................................................................................................11
P4 Philosophies related with organizational Behaviour............................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational Behaviour is characterized as the investigation of human conduct and
execution towards an achievement of hierarchical objective or goal in an abrasive way. Also, it is
viewed as that part which enable administrator to administer or coordinate the business activity
just as to create interrelationship among various useful unit for achieving practical development.
Aside from this, working society of an association assumes huge function as it sways decidedly
or adversely over representative’s demeanour or reaction towards business objective.
Furthermore, this, inspiration is likewise considered as a vital angle which led supervisor to gain
expanded degree of faculty commitment into business exercises that advantage firm to upgraded
their profitability or capability proportion. Subsequently, in setting this venture, Morrison
organization has been viewed as which is one of the rumoured firms in UK retail industry and it
is joined in the time of 1899. It works its business activity over the world and offer wide scope of
items or administrations like Food and Drink, Clothing, Books, Magazines, CD's and so forth
Consequently, in this examination, it includes impact of culture, power, legislative issues over
group and individual conduct, assessment among substance and cycle hypothesis of inspiration.
At last, impact of successful and inadequate group inside firm by suggesting proper hypotheses
or idea and use of various methods of reasoning or ideas of hierarchical conduct for
accomplishing wanted point in a given time span.
TASK 1
P1 Organizational culture, Polities and power with their influence on organization
Organizational culture is control given to the individuals and people in organization for
overseeing and impacting their conduct. It incorporates encounters, methods of reasoning,
qualities and desires for association from staff and other related parties. Culture is
fundamentally, values, convictions, customs, decide and rules that an organization follow,
rehearse and create after some time. Hierarchical culture incorporates vision and statement of
purpose, standards, frameworks, images, qualities, propensities and language of organization
which individuals follow and impacting their conduct (Ahmad and et al., 2020).
Organisation culture motivates the behaviour of an employee. If the organisation culture is not
free in the terms of communication, work behaviour, policies and so on then it might can
possible that employee feels suffocated in the working environment. This will directly be related

with low productivity. But where as when an organisation culture is set in a way in which
communication can be performed free with each other, working environment is chill and
friendly, and so on. This will motivate the employee to work in a better willing way and their
performance will also get increase. A good culture is systematic and gives equal opportunities to
every person. In teams when very member is given with growth opportunity to say his opinions
and idea in team then the motivation level of member automatically gets increased.
Scarcely any culture present in association is featured underneath:
•Person culture- This culture each individual is seen more significant and given more
significance than association. In this sort of culture level structure is more proper and
appropriate. Individual culture does have its disservices, Morrison and its groups can confront
troubles to continue as rivalry is expanding step by step among the workers and their needs
change in like manner. This type of culture does not get followed in Morrison Hotel.
•Power culture- This culture has a couple of managers who hold all the position to settle on
choices and control plans or methodologies of company. Top managers settle on every fast
choice, in this way vertical structure is best or recommended for substances who receive power
culture. It will influence Morrison's groups and its individuals in negative habits, de-motivating
the workers as they will begin feeling less significant (Chang and et al., 2016). This type of
culture is surely not followed in Morrison organisation.
•Role culture- In this culture jobs and obligations are allocated to workers by their bosses to
whom they report. Distinctive useful units are made by gathering heap of people for achieving
explicit targets or objectives. Divisional structure of association is suggested and most
appropriate for elements receiving job culture. For Morrison’s job culture is proposed as it is
most appropriate for the organization in light of its different divisions and enormous worker
base. As in the case with Morrison, the roles and responsibilities of the employees are clearly
divided so that they know about the work which they need to perform. This helps in reducing the
misunderstandings and confusion with regard to work. The Morrison follows this culture in their
organisation.

Task culture: In this type of culture, the task or the performance is being performed in the
groups. Here the organisation believes in forming the teams to accomplish the task or objectives.
As in the case with Morrison company, they form the teams when they have to accomplish some
task which can be done through formation of group. The group or team gets disperse when the
objectives of that team got accomplished.
Organizational Power is a capacity or ability of organization structure, by which the executives
use all assets adequately for improvement and advancement of association. Force is essentially a
capacity singular holds over others to complete things on schedule and in suitable way in which
they need it to be complete by controlling them.
Power in organisation does affect the performance of an employees. When a manager exercises
the Coercive power then the motivation level of an employee to perform the work gets low. But
when the manager exercises the legitimate power then the employees do get motivated in
performing the work. Therefore, kind of power exercised by superiors do affect the performance
of individual and team.
A few sorts of intensity which directors have in association structure to oversee and impact the
conduct of workers or their groups are as per the following:
•Legitimate power- This force is given to the more significant level of supervisors by the friend
of the association. It is conceded in formal way by either verbal or composed agreement,
featuring the obligations or obligations of administrators (Dunphy, 2016). Whenever used
appropriately conduct of representatives can be affected and positive outcomes can be
accomplished. Morrison’s could conceivably utilize this force as it is separated into different
divisions and groups, accordingly, they don't need to rehearse this force. Morrison company
follows the legitimate power as the superior gives order to the employees or the sub ordinates
about the work which they need to perform.
•Reward power- It is a capacity which manager need to value their staff individuals as per their
exhibition and results gained by them. This force is helpful for inspiring individuals and
affecting them to work more earnestly by driving themselves to accomplish better situations in
association. It additionally puts positive effects on other and energizes them too for coming to
levels of others. This force is pertinent in Morrison’s; directors can utilize this capacity to spur

their colleagues accomplishing productive outcomes. As in the case with Morrison company,
they follow the reward power by providing the employees with both financial and non-financial
rewards. Financial power may include the increase in salary, bonus, prize money and the like.
Whereas the non-financial power may include the increase in status, appreciations, certifications
and the like.
•Coercive power- Practicing this force on workers can demotivate them, make them
disappointed and start they begin creating negative disposition and picture of organization.
Coercive force makes staff conviction that they are missing and need more serious abilities and
they are following the requirements of organisation (DURAC, 2017). It’s a compelling way of
completing thing all antagonistic impacts on work force and groups. This force isn't at all
intriguing for Morrison’s as it will demotivate workers and increment disappointment in them.
As in the case with Morrison company, this is the least type of power which is exercised by the
company. In this the company uses this power when an employee’s performance is not good at
all. To make him work accordingly the manager has to show the negative consequences when he
would not be performing the work as expected.
Organizational politics issues have two viewpoints negative and positive, if legislative
issues are conveyed successfully and for association and its representatives it gives good
outcomes. Yet, in the event that abuse of intensity or authority is finished by any part, at that
point it can bring about negative legislative issues. Effects of it are truly hurtful for
organization's activities and furthermore it influences representative’s behaviour.
When an organisation has high level of politics running in it, then the willingness and spirit of
hard-working employees get break. They believe that their hard work is of no use when
organisation is giving more opportunity to the people who are exercising politics in working
place to gain some personal profit. The performance of employees also get affected through it.
Therefore politics impacts the performance of individual and teams in a negative way.
Kinds of authoritative governmental issues:
•The weeds- It’s a dynamic and free measurement which develops consequently or
normally in the climate of organization among workers. It tends to be ideal for the association
and aides in building merchandise solid relations. Be that as it may, whenever disregarded and
left unmonitored then it tends to be extremely risky for element (Eture-Edhebe and Anifowose,
2019). As in the case with Morrison company, weeds are the employees who totally get indulge

in the gossips and informal talks in the organisation. They are the people who enjoys the politics
and loves indulging in it.
•The rocks- This kind of legislative issues happens among individuals who binds hitches
with significant level gatherings, who holds solid forces with them. These relations are made
based on singular communications and formal power levels like jobs and skill individuals hold.
As in the case with Morrison company, the rocks are the people who belongs to the top-level
management of people. These people have the power to influence any type of decision and
activity in an organisation also they have some degree of monopoly in the operational power and
in decision making in the organisation. These people do exercise their power and influence the
decisions.
•The high ground- It’s a utilitarian legislative issue which uses structure of control
frameworks, motivators plan and endorses that maintain organization in control and consistence.
Morrison’s administrators can be a piece of high ground legislative issues, they can design some
uncommon prizes for their representatives as per their assignments and exhibitions. Giving them
work fulfilment and inspiration. As in the case with Morrison company, these are the people who
follows the rules and regulations which are prescribed in the company’s bible. They truly follow
all the rules and legislations.
 The wood: These are the norms which are implicit. These are the people who
ignores the politics which is taking place in any organisation. The employees
totally focus upon their work and do not consider politics as their cup of tea.
Combination of culture, force and politics issues in association is very impacting on
singular working in Morrison’s as a major aspect of a group or on close to home level. These
components impact sly affect the conduct and disposition of representatives, on the off chance
that they are disturbed and unsatisfied it will influence organization and it activities. In this way,
all these three factors by implication have its effect on Morrison’s as well.

TASK 2
P2 Analysis of motivational Theories
Motivation is a cycle of urging representatives of organization to work with their
maximum capacity for achieving objectives in a viable and more productive way, carrying higher
benefits to association. Inspiration strategy additionally help faculty in accomplishing their own
targets. Motivation can be brought by two sources in a human, which are:
Intrinsic Motivation: In this type of motivation a person brings motivation in himself
through his own feelings and dreams which he has though for himself. His own goals and
objectives along with the willingness to achieve the goals that individual has set for himself
motivates himself in performing the work.
Extrinsic Motivation: In this type of motivation a person needs some external help for
generating the motivation in him. These external helps may include the financial and non-
financial methods of motivation. The financial motivation may include the prize money, increase
in salary, bonus and the like. But whereas the non-financial motivation or rewards any include
appreciation, certification, increase in status and the like. All these factors contribute in
providing the necessary motivation to the employees.
There are two generals sorted in which inspiring methods are separated, content and
Process hypotheses. Content theory of motivation are the soonest instruments presented by
specialists and further adjustments are being finished with passing of time. This hypothesis is
having four unique speculations in it given by creators and they are Maslow’s Hierarchy of
necessities, ERG hypothesis, Herzberg's two factor hypothesis and McClellands requirements for
accomplishment hypothesis. Then again, Process theory primary spotlight is on how the people
act so as to satisfy their requirements. Cycle hypotheses are Expectancy hypothesis, Equity
hypothesis, Reinforcement hypothesis and Goal setting theory (Isaacs, 2018).
For Morrison Maslow’s Hierarchy of requirements hypothesis is chosen among other substance
speculations:
Maslows Hierarchy of requirements hypothesis is the most broadly known and utilized for
comprehension and finding the essential needs of individuals. It has five levels in structure which
speaks to five kinds of necessities of an individual and through which this hypothesis is clarified
appropriately:

•Physiological needs- Under these level extremely fundamental needs of individual is viewed as
like food, water and asylum. These prerequisites are first for each person as these are the
essential endurance needs. As in the case with Morrsion company, these needs can be met by
providing the basic salary to the employees so that they can live a normal living.
•Safety needs- Once essential needs are satisfied at that point come the security needs, every
representative wish to have a protected and sound working environment. They require employer
stability and independence from any dangers or peril while working. The Morrison company can
provide these needs by ensuring the safety to the employee’s jobs, providing them with
necessary medical helps and the like.
•Social needs-These requirements are related with the sentiments of representatives; everybody
needs to be acknowledged socially and particularly at their work environment. Feeling of
belongingness is the thing that all representatives need to feel (Khaola and Rambe, 2020). The
social needs can be meet by Morrison by providing an environment in which the employees can
make friends and can satisfy their needs to get social with people.
•Self-regard needs- Here, the requirements of acknowledgment and picking up significance
from other are featured. Each staff need to create and develop and for that they need to be
perceived by their bosses and wish to take a shot at significant undertakings. As in the case with
Morrison company, they can provide this need by providing the equal opportunity to employees
in their growth and success. These can also be given through giving the chance for promotion,
increase in the position or change and the like.
•Self-realization needs- These necessities are those where staff feel and need to take more
difficulties for growing better aptitudes and getting innovativeness their work. For achieving this
they wish to perform more important and inventive occupation jobs. As in the case with
Morrison company, this factor can have achieved when the employee personal goals for getting
in the organisation would get achieved.
Out of Process Hypotheses Expectancy hypothesis is considered for Morrison:

Anticipation hypothesis idea was given by Victor H. Vroom and it has three parts
Expectancy, Instrumentality and Valance.
•Expectancy- A conviction is continued in this factor that endeavours of the representatives will
give wanted degree of execution. Endeavours are reliant on the experience, certainty and
required principles of execution. Every faculty has distinctive degree of desires and trust in them
about their capacities (Kirsten, 2018). Thusly, the board needs to comprehend these levels and
give required preparing and management to staff. So as to satisfy their requirements for
achieving their normal degree of performance. In Morrison, this is the level of output which an
employee believes that he would get for his inputs.
•Instrumentality- Concept of this component is that worker conviction that they get results in
the event that they reach to their normal degree of execution. By coming to their presentation
principles, they think on the off chance that they get remunerated for their exhibition. Along
these lines, function of managers here is they should stay faithful to their obligations for
persuading representatives and giving them what they anticipated.
•Valance- It is the worth a representative put on the compensations for the results they
accomplished in the interest of association. These qualities, prizes or objectives are the sources
by which individuals get inspired and work specifically path for giving powerful came about to
company. Valance can likewise be characterized as passionate desires work force holds
comparable to the results they are creating for the benefit of association. Supervisors have this
employment to investigation and discover what these prizes are which can spur their group or
staff for better execution (Rhoden, 2016).
Morrison company output should be equal to the level of input put by the employee. If
the output is not equal to the level of expectancy, then the variance between the motivation of
employees can be easily seen. This theory can be used in the situation of performance
management and appraisal. At this time the theory can be used to access the input an employee
has put in his work and the degree of output he has got from that. The expectancy also includes
in it that what was the employee was expecting with that input.
Morrison’s is a market chain which has different offices playing out a few undertakings
with assistance of various workers. There are extraordinary odds of improvement of contentions

among workers and their inclinations can contrast from organization. To urge staff and to build
their eagerness Morrison’s can use above recommended inspirational hypotheses. These way
administrators can quit fabricating any contentions and lessen its odds.
TASK 3
P3 Effective and Ineffective teams
Team is bunch or heap of people and experts which are united by managers for performing
explicit exercises and achieving objectives behind arrangement of group. For considering a
gathering, a group it’s necessary that all the part is working for regular goals and going to
cooperate.
effective team is shaped or considered compelling when the destinations for which they
were working are satisfied with no genuine intricacies or troubles. It’s a combination of experts
with explicit aptitude performing explicit assignments so as to procure foreordained objectives.
Powerful groups have some trademark like its size and aptitude of individuals, compelling
correspondence channels and differentiated dynamic specialists.
Ineffective group or team is only inverse of a compelling group, they bomb in accomplishing
objectives and in the event that they accomplish them its way past time. These groups don't hold
any nature of a powerful one, individuals need trust among one another, don't have legitimate
correspondence and managers take all choices without anybodies assent (Sizykh, 2018). These
things make colleagues fall flat in their positions and make delays in completing positions.
Difference
Basis Effective team Ineffective team
Communication Groups have compelling
correspondence channels and
individuals are extremely open with
one another. They talk and discover
answers for their issues without
wavering.
In actuality, ineffectual colleagues
impart extremely less with each
other. They don't impart their issues
to the group as they don't feel
sufficiently great to do as such.
competitiveness Group faculties are serious however Insufficient group’s representatives

not with each other. They rival
different groups.
have undesirable serious soul that
too with one another.
Participations These groups are participative and
consistently remains prepared for new
testing errands. That is a direct result
of the solid and inspiring climate of
group.
Individuals are de-motivated and
least keen on take an interest in any
new exercises or to perform
anything other than their allocated
positions.
Team development models or theories
One hypothesis which is proposed to Morrison for creating cooperation demeanour in
representatives is Tuckman hypothesis. This is being presented by Bruce Tuckman in 1965,
which has five stages. Each stage is causing and empowering association to have powerful
groups and representatives working in compelling way with their colleagues. Prior, in the earliest
reference point this hypothesis just has four phases however in 1970's Bruce Tuckman included
one more phase of deferring. All these five phases are expounded beneath in next segments in
setting with Morrison’s:
•Forming- The absolute first stage is when group is being shaped by supervisors, all people are
new to one another. They all hold exceptional skill in their fields, at first staff face parcel of
troubles in changing. Numerous contentions are available at this stage; individuals are hazy
about their job and duties. Morrison’s directors’ function at this stage is to make balance between
the colleagues and resolve their questions.
•Storming- Next stage is raging stage workers begin getting to one another presently yet at the
same time feel inconvenience. They get some thought of their positions and the goal of
arrangement of group. Still face confusions in changing and working, correspondence framework
isn't extremely compelling which prompts shaping of more clashes among representatives.
Numerous groups fall flat on this stage and gets dissolved. This is an extremely convoluted stage
and supervisors need to play out their jobs successfully extraordinarily of overseeing staff they
need to attempt to pass on the point behind framing them into one group and giving them
clearness of their objectives.