MG414 Organizational Behaviour Report: H&M Case Study

This report analyzes the organizational behavior of H&M, examining its culture, employee motivation, and communication strategies. The report begins by identifying H&M's culture using Handy's cultural framework, exploring power, role, task, and person cultures, and how they influence organizational effectiveness. It then delves into employee motivation using Skinner's reinforcement theory, discussing positive and negative reinforcement. The report also analyzes communication using Wilbur Schramm's modification of the communication model. The presentation section extends the analysis, applying Hofstede's cultural dimensions to assess H&M's culture and Vroom's expectancy theory to explain employee motivation. Furthermore, it examines the Seven C's of communication to evaluate communication effectiveness. The report concludes by evaluating how H&M can leverage its organizational culture to enhance its success, providing a comprehensive overview of the factors influencing organizational behavior within the company. The report utilizes both secondary research and theoretical models to provide a comprehensive analysis of the organizational dynamics within H&M.

Organizational Behaviour

TABLE OF CONTENTS
MAIN BODY...................................................................................................................................3
The report.........................................................................................................................................3
Culture- Handy's culture..............................................................................................................3
Motivation- Skinner reinforcement theory..................................................................................3
Communication- Wilbur's Schramm's modification....................................................................4
Presentation......................................................................................................................................4
Culture- Hofstede culture.............................................................................................................4
Motivation- Vroom expectancy theory........................................................................................4
Communication- Seven C's of communication...........................................................................5
REFERENCE...................................................................................................................................6

MAIN BODY
The report
Culture- Handy's culture
Power- Power culture tend to show that employees at the higher organizational level have high
powers and because of which employee at lower level often have to face misjudgement or have
to follow the orders which are against their will which affect their engagement with the company
(Shi and et.al, 2019).
Role- Through this culture H&M achieve high level of productivity because in this power is
distributed on the basis of role which is being played by the employees and because of which is
highly efficient because problem solving time is also reduced.
Task- Power is divided on the basis of tasks being played by the employees and due to which
employees are empowered to discuss their issues with two or more employees through which
high problem solving time is minimized.
Person- In this type of culture uniform training is being provided to the employees and they are
empowered to take decisions for their activities which they believe will be highly beneficial for
the company to achieve it targets.
Motivation- Skinner reinforcement theory
Skinner's reinforcement tend to represent that employees tend to use the experience which is
being achieved by them through a following activity and because of which it has categorized the
employee's experience and its learning into different reinforcement categories which are as
following.
Positive reinforcement- The positive reinforcement tend to show that the activities through
which the employee has managed to achieve positive desired outcome are most likely to be
repeated and also motivate employees to implement improvisations in their work productivity
(Troussas, Krouska and Virvou, 2017). So that they are able to achieve higher level of
appreciation thus it be beneficial for H&M that it motivate its employees to implement changes
so that work productivity can be increased.
Negative reinforcement- This is an exact opposite of positive reinforcement in this the activities
through which the employee is not being able to be repeated because employee tend to increase
the level of engagement so that it can improve its experience. H&M can use this to ensure a base
level of performance but it reduces employee's loyalty.

Communication- Wilbur's Schramm's modification
This model tend to evaluate the contextual relationship between two communicators and also
tend to analyse the ways through which relationship will affect the level of communication
between communicator A and communicator B. This model also tend to include the social
environment within the model, so that it will influence the frame of references of both
Communicators A ans B (Pooley, 2017). Through this effective communication with the
influence of communication H&M will be able to develop organizational working strategies such
that it is able to establish high level of communication among its employees.
Presentation
Culture- Hofstede culture
Power difference index- This tend to show that the power difference between top level
employee and low level employee is high then organizational culture of H&M is unstable.
Collectivism and individualism- It shows employee's perspective for achieving a given task as
an team or a individual, therefore if employee are collaborating their efforts then it will be highly
beneficial for H&M to achieve high productivity (Kristjánsdóttir and et.al, 2017).
Masculinity vs femininity- The femininity tend to represent the represent the perspective of the
strong towards the weak and if the difference is high then it will limit employees to discuss their
issues.
Uncertainty avoidance index- This factor tend to showcase the degree to which organizations
like H&M tend to follow their organizational policies to ensure uniform working within
company.
Long term vs short term- It is company's perspective for developing organizational planning
towards achieving target.
Indulgence vs restraint- Indulgence represent the level of compatibility for the degree of
changes which is required for achieving desired target.
Motivation- Vroom expectancy theory
The vroom expectancy theory tend to divide the level of phases which an employee tend to have
during the process of motivation.
Valence- This is the first stage in which the employee tend to analyse the level of benefits which
can be achieved by implementing changes in their working capability thus if the employees are

not being assured that if the goal is not being profitable enough then less effort will be placed
(Yoes and Silverman, 2020).
Expectancy- In the second stage employee evaluate the present working capability and expected
level of work productivity and because of which if the difference in present condition and
expected condition is high then employees will not be motivated to establish more efforts for
achieving desired target.
Instrumentality- This is the final stage in which employee tend to wonder that if the desired
target was worth the high efforts and if they are able to analyse the level of improved condition
from the traditional ways then they will continue to implement improvisations.
Communication- Seven C's of communication
1. Clarity- it tend to showcase the effectiveness of the achieved message and because of
which H&M has to ensure that the message provide to employees is easy to understand.
2. Credibility- It tend to represent the authenticity of the achieved message this is important
because the employees at H&M are not assured that of the credibility of message then it
will affect their actions.
3. Content- This segment showcases the level of information which it being provided
within the message, such that it is able to fulfil all the possible questions through which
productivity can be achieved.
4. Context- It is the intention behind the message and employees must tend to identify the
intentions so that they can plan their working accordingly within H&M.
5. Continuity- The message provided to the employee must be in a continuous format so
that they can evaluate the clear representation of the work process required to achieve
target (Dang and Peng, 2019).
6. Capability- It is the understanding capability of the receiver to evaluate and identify the
message and instructions which are being provided to them.
7. Channel- The mode of medium which is being utilized for transporting the message to
the employees has also to be evaluated so that effectiveness can be analysed.

REFERENCE
Books & Journals
Shi, X.X. and et.al, 2019. A handy method to remove bacterial contamination from fungal
cultures. PloS one. 14(11). p.e0224635.
Troussas, C., Krouska, A. and Virvou, M., 2017, August. Reinforcement theory combined with a
badge system to foster student's performance in e-learning environments. In 2017 8th
International Conference on Information, Intelligence, Systems & Applications
(IISA) (pp. 1-6). IEEE.
Pooley, J.D., 2017. Wilbur Schramm and the" Four Founders" History of US Communication
Research. Коммуникации. Медиа. Дизайн. 2(4). pp.5-18.