Marks & Spencer (M&S) Organizational Behaviour: An Intern's Report

This report offers a comprehensive analysis of organizational behaviour within Marks & Spencer (M&S), examining the influence of organizational culture, power dynamics, and political landscapes on team performance and individual behaviours. It delves into the impact of these factors on employee performance, emphasizing the significance of motivation strategies. The report explores both content and process theories of motivation, including Herzberg's two-factor theory and expectancy theory, highlighting their application within M&S. It assesses the importance of effective team building, the role of power and politics, and the impact of motivation techniques on fostering employee loyalty and enhancing organizational goals. The report also covers how M&S can improve employee engagement and productivity by changing workplace culture, recognizing good work, and promoting collaboration, ultimately contributing to the company's success.

ORGANISATION AS AN
INTERN ANALYST
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Table of Contents
INTRODUCTION...........................................................................................................................3
Evaluationorganizational culture , politics as well as power influences individuals ,team
behaviours as well as individuals.................................................................................................3
Content as well as process theories of the motivation ...............................................................5
Effective team explanation..........................................................................................................7
Concepts and Philosophies ororganizational Behaviour:............................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Team performance can be defined as an extent to which team can meet their desired output
goals, team members expectations and various other objectives. There are various factors that
affect that affect overall performance of a team or their behaviour.organization’s culture, policies
and power plays a vital role in in anorganization. These are one of the main factors that affect or
influence team behaviour or performance of anorganization’s employees. It is important
fororganizations to continuously motivate employees or team members so that their efficiency
and overall performance do not get degraded. In order to motivate team members, it is important
to build and effective team (Hu, Zhang and Wang, 2019). There are various theories that helps in
developing and effective and efficient team. This assignment will lay emphasis on influence
oforganization’s power, politics and culture on team performance and behaviour, ways in which
individuals or team members can be motivated in order to achieve goals, ways in which an
individual can cooperate with others and philosophies oforganizational behaviour within
anorganization’s context. organization chosen for this assignment is marks and Spencer. M&S
are British multinational retailers with headquarters in London who sells high quality products. It
was founded in 1884 around 135 years old . It revenue in 2019 is £10,377.3 million (2019).It has
existing 959 stores all over the United kingdom.
Organisational culture , politics as well as power influences individuals ,team behaviours as
well as individuals
Marks and Spencer culture depends on retaining its staff members about 89%. There are various
culture definitions within anorganization thus basic idea that totally depends on values,
behaviours as well as believes that can be created as well as maintained through anorganization
leaders as well as carried the staff members which can differentiate from one firm to another
(Argyris, 2017). The culture of anorganization totally based on a strong set of beliefs as well as
strategy and structure. Thus, Marks and Spencer totally depend on the share beliefs as well as
values that are established by its leaders and also then communicated as well as reinforced by
various methods. Company can ultimately shape the staff members perceptions, understanding as
well as behaviours. Strong culture of Marks & Spencer is considered as the common detonator.
Successful companies have the cultural priorities and also have to focus not only on the
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individual but the company goals as well as beliefs (Benson, Gleich and Leskovec, 2016).
Leaders of the Marks & Spencer live their culture every day and also able to communicate their
identities to the staff members and prospective new hires. Most of the firms are not different
from one another as each firm has to share a common core regarding cultural values such as
healthcare. Most of the private sector wants to grow as well as expenses revenues as they are
competing for dollars as well as market share (Campbell, 2018).
Power and politics
Like every other organization Marks& Spencer has also its own internal system that can be
dictated by power as well as politics. These are the things which control over functions of a
company and features of individual of an organization behaviour (Cicourel, 2017). Power as well
as politics within Marks & Spencer are similar to the traditional politics structure such as divide
thorough the various parts. They are also power sources competing for control that is not
necessary bad thing until and unless someone decides to fight for dirty sense. Power and Politics
of Marks and Spencer within a business can be unique as well as fascinating thing that can have
a serious influence on a behaviour of an organization (Coghlan, 2019).
Marks & Spencer provides a power base for the individual as they create a surplus of income
over the costs by full fill the needs within marketplace but the organization such as Marks &
Spencer also have the political structures that can give high managerial as well as professional
levels. It also depends on the power of an individual's interest as well as activities that can
impacts other people. In organization people do not get the position they want so that they can
enter into the decisions that how to distribute authority within an organization (Cooper, 2015).
It denotes the culture of Marks & Spencer that lay emphasis on the performance of the team
members . In such firms such type of cultural teams are formed so that they can achieve the task
assigned to them in order to solve the problems also this culture also enables the staff members
of Marks & Spencer the opportunity regarding equal contribution to order to achieve the delegate
tasks within an innovate manner (Luhmann, 2018).
For example- Cross -cultural team helps to maintain the diversity in the M&S as they give equal
opportunity all the employees as this considers as their strength. Theses are the factors that can
impacted on the positive as well as negative impact on the company. utilization of power as
well as politics bring the new changes such as reward management such as employees of the
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company get the rewards on the basis of their performance but at the same as the misuse of the
power through various officials of the company internally.
All the three factors such as culture,power as well as politics that has different impacts of the
company . It can impact on the decision-making strategy of the company ,Also impacted the
interaction among the staff members with the consumers The utilization of power in the Marks &
Spencer has impacted on the overall productivity that can enables the employees to work in
much better condition than earlier (Shafritz, Ott and Jang, 2015). Theses are the factors that can
impacted on the positive as well as negative impact on the company. utilization of power as
well as politics bring the new changes such as reward management such as employees of the
company get the rewards on the basis of their performance but at the same as the misuse of the
power through various officials of the company internally.
Content as well as process theories of the motivation
Motivation helps the employees to simulating so that they can easily achieve the goals within
an organization (Shaw and Turvey, 2017). With a context of Marks & Spencer motivation can
enhance the performance of the employees by giving them motivation such in to increase the
needs as well as also helps to process the business with better productivity.
Content theories.
The primary goals of content theory is lies within factors that are present in an employee which
has an ability to direct,energize,sustain as well as stop behaviour. As per these theories they
focus on the need of the people and also focuses on the areas where requirement of motivation.
Content theories within an organization like Marks & Spencer believes in satisfying the needs
of the staff members and also offers suitable reward by optimizes the performances of the staff
members (Spigel, 2017).
Herberg two factor theory
This theory is also considers as the Motivational hygiene theory or also the dual factor theory.
According to this theory there are two factors within an organization that can causes job
satisfaction such as motivators and the factors which causes dissatisfaction such as hygiene
factors or dis satisfiers (Tanenbaum, 2016) . The factors which came under job satisfaction is
performance,responsibility,job status as well as opportunities and the hygiene factors such as
about the salary ,working condition ,relationship between the employees as well as supervisors.
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Advantages – The M&S focuses on the problems of the staff members and makes employee
friendly environment.
Disadvantage- It avoid the external which plays a big role when the competition is high.
Here not necessary that job satisfaction can leads to increase the productivity.
Process theories
These theories totally explained that how staff members' behaviour can be energized. It is based
on the assumption that the behaviour is impacted through its consequences (Wyer Jr, 2019).
Expectancy as well equity theories
Expectancy theory highlights on the likeliness of the performances and the results .It lay
emphasis on the behaviour of an individual. Process theory also involves the Behavioural models
as well asorganizational Behaviour Modification that impacts over the approach called scientific
approach .
Vroom expectancy theory
It suggest that the individuals have various goals and also they motivated . The theory based
upon following beliefs.
Valence ,Expectancy,Instrumentally
Valence is considered as the needs for the company to relate the reward directly to the
performance as well as also assure that the rewards provided deserved . Here the purpose of the
component is to maximize the profit and reduces the pain (Shafritz, Ott and Jang, 2015).. It
realized that the performance is based on the employee's performance such factors includes as
personality,knowledge ,abilities as well experiences.
Expectancy is considered as the enhanced efforts that will leads to the enhanced performances.
These are affected such as Having the right skills,resources as well as necessary support to get
the job done.
Impact of motivation techniques
the process theory and Content theories can makes possible the process of loyalty of staff
members as well as employees that can be motivated within a manner to increase the
productivity (Young and Ghoshal, 2016). As the individual productivity benefits
theorganization. It can develop the trust ,confidence as well as communication among the staff
members. Both of these theories help the individuals to motivate in achieving the goals.
According to the content theory it can find the needs of the staff members. There are several staff
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members who have been harassed as well as bullied thus it is an important to give the health as
well as occupation safety to the staff members in order to fulfil the requirements (Wyer Jr,
2019). Here health as well as security can also be a motivating factor for the staff members and
also they able to perform their assigned roles. The staff members of the Marks & Spencer can be
motivated through Monterey rewards such as incentives as well as bonus that can often serve as
a crucial reward for the employee that can full fill their motivational needs. These kinds of
rewards can be significant within motivating employees to perform better (Young and Ghoshal,
2016) . Motivation is considered as the driving force that is crucial within providing the forces
of the staff members to provide the force to the staff members to perform better. It is an
important to motivate the staff members to enhance the communication among them as well as
emphasis on the significance of working collectively and effectively within a team.
Improved levels of motivational that accomplishorganizational goals
Motivational plays a major role behind the satisfaction of the staff members of the Marks &
Spencer is on of the primary component to the firm's success. A motivated employee work
better than a normal person it build loyalty towards the company (Young and Ghoshal, 2016).
Here the employees' engagement is considered as one of the major component for the success of
anorganization. Employees engagement reflects that the employees are more devoted to their job
as well as more concerned about the success of theorganization rather than their own individual
success. Changing the workplace culture has impacted a positive impact over the staff members
(Tanenbaum, 2016). Such as new culture model is more employee friendly as well as also gives
the importances to the functions of the staff members of Marks & Spencer. Thus, because of this
staff members also feel closer to the firm and feels themselves as a crucial part of
theorganization. Recognition of good work,Better management visibility as well as coherence
collaboration among the staff members of Company (Wyer Jr, 2019) . Team member's
collaboration as well as simplification regarding operational success have a positive influence on
the culture of the company.
Effective team explanation
Effective team can be determined through the different theories that are available within the
business market. The best suitable theory explains regarding these criteria is Tuckman's theory
(Young and Ghoshal, 2016). This is based on the different stages .Such as
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Forming- This is considers as the initial step for the team development here employees of the
organization usually . Here the employees do not know what are the objectives of the full team as
well as what is expectation . They feel insecure . Here it is crucial for the team leaders Of the
M&S to trust the team members and discuss that what are their expectation (Young and Ghoshal,
2016).THey also dicsus about the aims and objectives of the M & S .
Storming- the team members becoming closer as earlier and thus gain the result of each
other .Here they can arise their voice and also gives opinions so that conflicts arises . Here the
individual personalties can also confront each other ideas as well as perspectives but at the same
time they hesitate to raise their voice as well as fear of being out from the group (Young and
Ghoshal, 2016).
Norming – Here the team members are more open about their view as well as ideas as they are
gather information within tasks as well as building the relationship and also assists in
maintaining the coordination among the other team members. Here the team cooperates on
establishing rules,regulations,standards as well as methods . It can enhance the efficiency of
the team as well as also developing it won identity . Here the team becomes more autonomy and
also work independently (Young and Ghoshal, 2016).
Performing- After the norming stage ,the team units as well as functions with full of energy and
benefit the task. All members know exactly what they want as well as work towards together
toward goals as well as objectives. Team members very well understands the objectives and also
supports them. Here the environment of the team is good as well as cooperative. Here the team
functions more excellently as well as capable of making good decisions independently. Here
working as an autonomously (Wyer Jr, 2019).
Adjourning – When project assigned to the team is completed then the team dissolved . Here the
team members feels the anxiety as they were fell good in their team and also they feel the sense
of more bearable. Here the team members also pay attention to the dissolution of the team . For
example giving a party (Shaw and Turvey, 2017).
Thus the effective use of the theory will assist the Marks& Spencer to develop an effective staff
member as well also makes effective team. The use of this theory helps the members to evaluate
the situations as well as managers as according to the theory process thus the benefits in giving
the best performances as well as leading in more appropriate manner (Benson, Gleich and
Leskovec, 2016).
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To increase the performance as well as productivity the path goal theory is also used. The path
goal theory determines the performances of the team members that is crucial for theorganization.
The main aim as well as goal of related to such kind of information is increment within the
motivation of the staff members ,their empowerment as well as staff members' satisfaction also
that the staff members become more productive as well assist firm's to grow (Shaw and Turvey,
2017). The use of this theory understand the performance of the team and also the team can
understand the complexity as well as maturity so that understand the values .Here the situational
leadership is based on the mention below four style
The right thing in Tucuman's theory is that they provide the right guidance for the team
development of the M&S
.
The wrong thing in Tuckman's theory within M & S is that there is no time frame from moving
one stage to another .Also this theory doesn't defines the roles of the individuals in the team
which they have to undertake.
Telling : As per according to this style leaders are the one who tells the peoples that what is
necessary for them to be done.
Selling- Here the leaders can provide the ideas as well as messages that can be evaluated through
the followers and also then the process is introduces within group (Spigel, 2017).
Participating- here the better opinions as well as ideas is analysed through the followers and also
then the new process is introduced.
Delegating- Here this stage leaders do not get fully involved within the decision-making rather
than they enable the followers t take the decisions (Shaw and Turvey, 2017).
Concepts and Philosophies ororganizational Behaviour:
Path- goal Theory
This theory is used to evaluate the current problems which can be used to evaluate the
ideology which motivates the employees which can be used to operate the in the given situation
the workers of Mark and Spencer are kept motivated by a right leadership which can be used to
evaluate the performance of the individual workers and bring about the change in the working
scenario of the Mark and Spencer.
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This theory is based on the ways in which the leader appreciates for the work of the
employees. Leader helps and motivates them to do more for the welfare of the organization and
helps to achieve the aims and objectives of the M&S. The leader is the only personal who can
motivate the employees which make them aware to do the task and functions of the organization
and make them to do their best for the betterment of the M&S(Babajana and Webber, 2015).
Marks and Spencer have leaders in their firm which make the employees take out there best of
innovations and hard work to reach the goals of the company. There are many ways which are
defined in order to motivate employees.
Flexible- The leadership of the leaders is very flexible and can adapt to all kind of situations.
Leaders must be flexible in defining the tasks and helping the workers. This can only happen
because of the environment of the business and also because of the characteristics and work.
The ability of motivation and working strategies imposed by the leader independently also plays
a major role(Eissa and et.al, 2019).
Investigating Motivation- The leader can motivate and influence their employees to get a better
outcome from the firm to achieve the goals and aims of the Marks and Spencer. The leader must
know how to motivate their team accordingly and have influence on the employees to get the
best out of them. Motivation can be given in terms of rewards and incentives as a manner of
motivation. The leader must have respect in their teams so that if they say something then the
team obeys that and works upon it efficiently(Ruck, 2017).
Social Capital Theory:
The social relationship between Marks and Spencer and each employee is very much
friendly and supportive. Marks and Spencer valuers and supports the employees and understands
their personal and professional needs. Marks and Spencer tries to create a healthy environment
for the workers which can create a greater sense of employee organization relationship which
brings achievements to the organization. There exists a mutual understanding between the
workers which helps each other in group task by motivating and supporting each other(Hadi,
Abdullah and Atshan, 2019). This theory defines the participation and indulgence of the workers
at Marks and Spencer. This theory believes in the generation of social awareness in
theorganization which can be beneficial for the strategic planning within the organization and for
the development of the employees which can help in the achievement of the firm(McDonald and
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Bubna-Litic, 2017). This theory aims to working and improving the skills of the workers within
organization.
CONCLUSION
It is summarized from the above study. Here study stated that the firm's strategy as well as
management have an impact over the organization culture as well as have a significant influence
over the culture of the company. Here the culture encourages the motivation of the employees as
well as engagement that can be proved to be more helpful. Furthermore, it lay emphasis on the
various motivational theories as well as content theories such as Heienberg theories of the
Marks and Spencer by impacting the staff members to provide the better performance by
motivating them. It also lay emphasized on the social capital theory which is very much effective
for the creating healthy relationship and maintaining the good environment within the
workplaces. Such types of theory aims to provide improving skills to the company.
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REFERENCES568722741_15689601641_1568979225
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Machiavellianism, andorganizational citizenship behaviour. Human Resource Management
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Hadi, A.A., Abdullah, H. and Atshan, N., 2019. Effect oforganizational integrity and leadership
behaviour onorganizational excellence. International Journal oforganizational Analysis.
McDonald, M. and Bubna-Litic, D., 2017. Criticalorganizational Psychology. In The Palgrave
Handbook of Critical Social Psychology (pp. 597-619). Palgrave Macmillan, London.
Ruck, K., 2017.organizational Culture. In Exploring Internal Communication (pp. 37-46).
Routledge.
Hu, Y., Zhang, Q. and Wang, X., 2019. Potentials of top management team career development
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