Organizational Behaviour: Culture, Power, Motivation & Team Dynamics

This report provides an analysis of organizational behaviour, focusing on the influence of culture, politics, and power on individuals and teams within Marks and Spencer. It explores various motivational theories, including content and process theories, with a focus on Maslow's hierarchy of needs and Adam's equity theory. The report discusses strategies for improving staff performance, such as effective communication, training, and incentives. Furthermore, it highlights the benefits of teamwork, emphasizing the importance of diverse knowledge, skills, and experience, and addresses the roles of leaders and members in achieving specific goals while managing conflicts. The analysis concludes by underscoring the significance of a positive organizational culture and motivated workforce for overall success.

Organizational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Organization’s culture, politics and power influence individual and team.................................3
Concept of motivational theory...................................................................................................5
Ways to improve the performance of staff in an organization.....................................................7
Benefits of working in a team by identifying the mix of knowledge, skills and experience
necessary for the team to fulfil functions in organization............................................................8
Benefits of working in a team as a leader and members towards specific goals, dealing with
difficulties and conflict to develop roles......................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Culture refers to the grouping of beliefs, characters, value, traits of the people. Culture is
the way a person communicate with others. Culture is the showcase of the learned behaviour.
Motivation refers to inspiring a group of a people to act in certain way. To initiate goal oriented
behaviour it involves the process of guiding and maintaining the person relations.
This report depicts the information about the Marks and Spencer. Marks and Spencers is
a retailer of selling of clothing, food products and home products. The company was founded by
the Michael marks and Thomas.
This report provides wide description about the organizational culture, politics, power,
theories of motivation of an organization. Further, it defines the effective team as opposed to
ineffective team for an organisation.
MAIN BODY
Organization’s culture, politics and power influence individual and team
Organizational culture refers to the behaviour of the organization's member that includes
expectations, experiences, philosophy of a member that guides their behaviour (Wagstaff, and
Burton-Wylie, 2018). The organizational culture is the inclusion of the shared norms, values,
beliefs that leads to the certain way of behaving in the organization.
The Charles Handy suggested an organizational culture for displaying the different
presumptions about a person's philosophy, knowledge and psychology. Handy's culture has been
defined as follows:
Power culture
The power culture refers to the culture where there is no centralization of authority, the
firm has leaders to coordinate and assign the work and communicative with the members. This
culture followed in Marks and Spencer that has helps ion the growth of the firm as the employee
can directly contact to their superiors. The response of superior is quick so it will help in the
faster decision-making in organization (Odor, 2018). This types of culture hold certain
disadvantages for M&S that is it becomes difficult to work under a person who has a high
influence over others and who is likely to change the mind of the individual wanting them to
maintain peace.
Task culture

The degree of formalization is low but it involves high degree of centralization. This
culture forces on the specific projects. The company that requires the employee to work on a
project by sharing ideas and works on one single task (Intezari and McKenna, 2018). This
culture helps marks and Spencers in identifying the capacity of one individual in doing that the
tasks of an organization. It lacks teamwork as there may be conflict among the workers of the
different units of the organization.
Personal culture
This organization generally does not have the centralization of authority. The culture of
the organization is based on the individual's talents and the profession of that individual. The
work of this organization is a status driven (Nuckcheddy, 2018). Marks and Spencers employed
persons with professional skills for handling the accounts department of the company.
Sometimes, it becomes difficult for the organization to operate in this environment as it does not
provide flexibility in working to the employees of the organization.
Role culture
This culture has high degree of formalization and works under a high degree of
centralization. The company generally have rules and procedures to be followed by its
employees (Khalid, and et. al., 2020). This has helped Marks and Spencer in setting a well-
established procedure to be applied by the employees of the company. The disadvantages of this
culture to the m&s is that it is not easily adaptable.
Politics
The politics in an organization take place due to the lack of control and supervision. And
to make one person superior and to tarnish the image of others for taking advantages of their
position. One of the reason of office politics is a jealously among the individuals. Sometimes
there is a lack of trust among the employee and their employer which leads to office politics.
There will be no discrimination on the grounds of handling the employees. Transparency is a key
to reduce the politics and to increase the bond amongst the employee. Taking part in politics will
reduce the effeminacy of employees (Dimitrantzou, and et. al., 2020). Clear communication
amongst the employees and employer will also helps in reducing politics in an organization. By
avoiding partiality the employer can motivate its employee to work without engaging in politics.

Teamwork is another way to decrease the politics. Politics among the employees will harm the
work environment of an organization.
Power
Power refers to the state of mind to influence the behaviour of others. The other term for
the power can be used as authority. Power can have two aspects positive or negative. Positive
aspects of the power will help in empowering and moving an individual effectively. The French
and raven have introduced five ways of the power that are:
Legitimate power
Legitimate power of an individual refers to the power which a person gets due to his
position and duties in an organization. This type of power has two aspects one is upwards and the
other one is downwards. Marks and Spencer clarifies the positions and duties of the employees at
the initial stage so that every employee has knowledge to whom they have to delegate the work.
Referent power
This power refers to the power of the leader that it is not that leader commands but it is
earned by showing work on case to case basis. The referent power is based on the policy that it
takes years to make the reputation but it takes a moment to destroy it. The Marks and Spencer
has appointed the leaders who has a very good reputation in the company.
Expert power
The power of a person is derived from the skills' ans qualities of a person. This power are
generally the set of the skills of person in which that person has expertise. Due to their expertise
in that field in which the Marks and Spencer works they will hold high persuasive value.
Reward power
This power gives an individual a power to reward others for their work. Marks and
Spencer allows a person to reward for the work they have done that is reward-able.
Concept of motivational theory
Content theories of motivation
The content models are most popular model of the management. This theory is based on
the basic needs of an individual. This theory helps in motivating an individual by identifying the
what they want from the organization. This theory generally explains mallow's hierarchy needs
that is :

1. Physiological Needs — This the most basic need of an individual, for motivating an
individual this need is required to be fulfilled. This need includes basic requirement of an
individual shelters, food, clothing etc. The marks and spencer is providing salary to
motivate the employees.
2. Safety needs — This need comes after the basic needs has been satisfied. Safety needs
refers to the needs of an individual to provide security both emotional and physically.
The marks and Spencer provides health insurance, provident funds for retaining the
employees and motivating them to work hard.
3. Social belonging — This theory introduces the needs of the social belongingness of an
individual. To survive in any environment an individual is required to make relations
without which they can not work in the company. The Marks and Spencer has set their
employees to make personal relations and interact with each other.
4. Self esteem- Once all the needs of an individual has been satisfied the individual start to
focus on themselves. This theory helps in determining whether the individual is being
valued or not. For motivating employees by this theory the Marks and Spencer appraise
individuals by increasing their designation or clarifying their designation.
Self actualization —This theory of maslow depends upon the realization of self-worth.
After satisfying every need it answers the question that what one person is doing for its
growth. The Marks and Spencer has the best utilization of its power by delegating the
works to other individuals.
Process theory of motivation
Process theory of motivation focuses on the behaviour of employees instead of focusing
on the needs of the employees of an organization. This theory uses the mental state of the
employees to motivate the employees. This theory further explains equity theory.
Equity theory
There should be something to motivate the employees of the company. The motivation
can be of internal nature or external nature. The Adam's equity theory suggests that everyone
should be treated equally on the grounds of money, status if they are working at same level
providing same work in the organization (Szydło, and Grześ-Bukłaho, 2020). Higher the
equality, higher is the motivation. To motivate employees motivated in an organization they

should be treated equally. If employees feel that their peers are getting more money for the same
work they will get demotivated.
The Adam's equity theory depends upon the inputs and outputs. Input refers to the efforts
that an employee puts to get an output in an organization. The output of every work of Marks
and Spencer will depend upon the handwork and level of work done by the employees (Sahrain,
2018). If an individual is getting lower output than their inputs than they will feel demotivated.
Likewise, an individual in Marks and Spencer have to increase their inputs if input given by
them is less than those given by their peers.
Referent group- A referent group is a group person uses simply for doing comparison is
an organization. Adam's equity model has defined four referent groups they are:
Self-inside: The current experiences of an individual within an organization.
Self-outside: The experience of an individual in other organization.
Other-inside: The experience of other individual in current organization.
Other-outside: Individual's other outside of an organization.
Ways to improve the performance of staff in an organization
The employees are the key part of an organization as to achieve the success and to
achieve the goals of Marks and Spencer, the company is required to keep its employees
motivated. The performance of an organization depends totally upon its employees. There are
various ways by which performance of an employee can be improved to achieve the goals of an
Marks and Spencer. These are:
Communication: The communication is one of the key to reach success. When each employee is
clear about its purpose, goals, designations then they can achieve their goals more effectively.
Training: Training is another way to improve the performance of the employees (Douglas,
2018). The employee should be provided with the proper training for increasing their level of
understanding and efficiency.
Incentives: The best way of encouraging employees to work more efficiently is offering them
incentives. The Marks and Spencer can offer them monetary incentives for performing excellent
in an organization.
Promote internally: Recruiting an old employee that are well trained will be more suitable than
recruiting outsiders. Because they have more knowledge about work then any other individual.

Embrace flexibility: Employees should be provided with the flexibility in choosing their field. If
an employee work in an area in which they are interested and have gain expertise then this will
help in bringing more productivity.
Create opportunities: For motivating employees to work hard, employer should build a work
culture that supports its employees in an organization. The work environment should be build in
such a way that it provides opportunities to grow in Marks and Spencer. That will encourage
employees to grab the opportunities by improving their performance.
Benefits of working in a team by identifying the mix of knowledge, skills and experience
necessary for the team to fulfil functions in organization
There are certain benefits while working in a team which are explained as -
5. The problems within team are solved in most effective and efficient manner.
6. There is enhancement seen in the personal growth of the employees within Marks and
Spencer.
7. The team members while working together are more happy and communicate with the
other team members in positive manner (Leroy, Buengeler and et.al., 2021).
8. There is increased potential for innovation among the team members within Marks and
Spencer.
9. There is boosted productivity within team as how they are producing the effective
performance and are contributing with the organization effectively and in appropriate
manner.
With the help of some knowledge, skills and experience necessary for the team the functions are
being fulfilled based on that within Marks and Spencer. With the help of working positively and
remaining motivated the team members contribute for the fulfilment of the functions which are
being analysed within organization (Fine, Sojo Monzon and et.al., 2020). Communication is the
key to all aspects as to how the team members cordially work together for achieving the results
and accomplishing the goals and objectives of Marks and Spencer.
Skills, knowledge and experience necessary for the team are — time management,
critical thinking, collaboration, listening, leadership are the major skills and experience which
are required for fulfilling the functions of the company (Asplund, 2019). With the help of these
skills and knowledge, Marks and Spencer will be able to create value of the team members and
this will help in boosting the morale of the employees working. The team members feel

motivated when they incur these type of skills and experience while working in Marks and
Spencer. With the help of creating value for the functions to be fulfilled these skills and the
experience will help in knowing the aspects of growth and development at large scale.
Benefits of working in a team as a leader and members towards specific goals, dealing with
difficulties and conflict to develop roles
Benefits of working in a team as a leader and members towards specific goals, dealing with
difficult situations and resolving conflicts to develop the roles are described as -
 Guidance is provided to staff by the leaders which helps in ensuring that they fulfil their
roles and responsibilities at large scale.
 Promoting an essential value while working together in the team is ensured by the leader.
 Fostering the environment of creativity helps in knowing that the team members are
working effectively and positively (Ibrahim and Daniel, 2019).
 Leader helps in building the team morale which helps in creating positivity among the
members of team within Marks and Spencer.
Leaders also helps inn resolving the issues and problems among the team members which is
being created at large scale within the organization. The specific goals are being created for
denoting the value of the team members within organization. The conflicts are being resolved
which helps in knowing that the leaders are able to maintain positive aspects of growing and
developing the growth among team members and encouraging them to work.
Group development theories
Tuckman’s team development theory:
This is one of the major team development theory under which 5 major steps are included:
Forming:
This is the first and important stage under which the team will be formed. As per this
stage there is a presence of little confusion and argument (Serenhov and Kaldera Hollu
Pathiranage, 2021).
Storming:
This is the 2nd stage under which clarity began to start. Here also the conflict present but
with the team members start working.

Norming:
Under this stage the roles and responsibility of the team members will be determined.
Here new ways of performing the work by the team members will be identified.
Performing:
This the stage under which the team work will be performed. This is the main stage
wherein the work will be made performed (Black and et.al., 2019).
Adjourning:
This is the last stage under which the team will be adjourn with a completion of work.
Here the main aim of the team will be achieved.
Belbin team role theory:
As per this theory the major role of the leader are as follows:
Shaper:
This is an action oriented role under which an individual will ensure that the team will
continuously move and does not lose its focus.
Implementer:
This is an individual who make implementation of the plan and perform the action
(Lynch, Lynch and Clemens, 2018).
Completer:
This individual is responsible for the finishing of work with the ensuring of quality.
Plant:
As per this role the individual need to be highly creative and efficient in resolving the
problem.
Monitor/Evaluator:
This individual is responsible for the monitoring and evaluating the success of the plan
with the use of some logic and tools (Bednár and Ljudvigová, 2020).
Specialist:
Perform its role and deliver its specialist and professional services.
Team worker:
It helps in team work in terms of establishing coordinating and team spirit.
Resource investigator:

They are the one who bring the resources together and perform the work.
Coordinator:
It makes focus towards the team objective and with the delegation of work and
establishing coordination it makes performance of work.
The M&S also make focus towards the concerned team theories i.e. Tuckman’s in order
to frame the team and perform the team work. In the same way with an inclusion of Belbin team
role the M&S work towards the direction of attainment of its goal and success.
Models of OB:
Supportive model:
This model is based on the focus towards the aspect that what will motivate the
employees and with the identification of those points take appropriate strategies which will lead
to motivate the employees (Fan, Mahmood and Uddin, 2019). Here employees are given
opportunities for making an improvisation of their career then they take personal initiative which
will lead to raise their performance and thus perform better.
System model:
This is also an important model under which the organization look towards the overall
structure and team environment and make consideration that individual have different goal and
talent (Gagné, 2018). This approach make focus towards the meeting of individual goal and need
along with focussing towards the organizational goal.
The aspect of team work is directly and closely connected with the above model because
M&S with the aspect of team work would closely implement the above model. This can be
justified with the aspect that in order to integrate the individual goal with the team goal the
concept of leadership plays an important role. The M&S with the use of adequate leadership
approach make the execution of changes and thus implement the above model.
Path goal theory:
This is also a major theory that is related with the leadership under which the leader with
the adoption of most appropriate leadership style would direct its team to attain the goal. It
includes:
Directive leadership:

As per this style the leader directs the employees a specific direction so that the goal of
the organization can be achieved (Ayman and Lauritsen, 2018). Here leader explain that what
exactly need to be done so that the goal of the firm will be achieved.
Supportive leadership:
Here a supportive approach is adopted under which the leader provide support to its
follower so that the goal of the organization can be achieved.
Participative leadership:
Under this style the leader would allow the partnership approach under which it allows
the other follower and employees to have participation in the decision making and thus try to
motivate the employees so that the goal of the organization and the followers will be
accomplished.
Achievement oriented leadership:
As per this style the leader set goals for the employees. After setting up of goal the leader
insists and motivate the employees to accomplish the goal and shows the highest performance
(Asrar-ul-Haq and Anwar, 2018).
Thus with the application of above concepts and leadership style the leader accomplish the
goal of the firm. In case of M&S also, the leader with the adoption of the most appropriate form
of leadership would direct the employees to take action and deliver its moves in the direction of
the attainment of the goal of M&S. The concerned style of leadership also has a direct relation
with the organizational behaviour because with the adoption of most suitable style of leadership
the leader can direct the direct the behaviour and moves of employees towards the direction of
M&S and thus plays an important role in the attainment of the goal of the firm.
CONCLUSION
From the above report it can be concluded that the organizational behaviour in terms of its
existing policies, rules, culture as well as the influence of power have a direct and major impact
towards the employees and the attainment of the individual as well as team goal. In the same way
with the enabling of adequate motivation in terms of making change in process and content
would lead to motivate the employees and thus ensure attainment of organizational goal. The