Organizational Behaviour Analysis of Marks and Spencer Company

This report provides an in-depth analysis of organizational behaviour, focusing on Marks & Spencer as a case study. It begins by examining the influence of culture, politics, and power on individual and team behaviour, utilizing Handy's culture model and French and Raven's model of power. The report then evaluates content and process theories of motivation, including Maslow's need hierarchy theory and Adam's equity theory, to assess how these theories assist in achieving business goals. Furthermore, it differentiates between effective and ineffective teams, highlighting key characteristics of each. Finally, the report analyzes the application of organizational behaviour concepts and philosophies within the company, offering insights into leadership, team dynamics, and employee motivation. The report emphasizes the importance of aligning organizational practices with motivational theories and fostering effective team structures to enhance overall performance and achieve business objectives.

ORGANIZATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART A...........................................................................................................................................3
Analysing the culture, politics and power of the influencing the individual and team behaviour
of the employees.........................................................................................................................3
Evaluation of how content and process theories motivate and assist in achieving the goals of
the business.................................................................................................................................5
PART B............................................................................................................................................6
Effective team opposed to ineffective team................................................................................6
Application of the concept and philosophies of organizational behaviour.................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour has been defined as the study of the group and individual
performance and the activities taking place within the organisation. The reason underlying this
factors that for the success of the business it is very essential that the organisation studies the
behaviour of the human and how they are working within the company. The present study is
based on marks and Spencer which is a British multinational retailer headquartered in London.
The company was founded in the year 1884 by Michael marks and Thomas Spencer. The current
study will outline theme fat how culture politics and power influences the individual and the
team behaviour. In addition to this the different content and process theories of motivation will
be evaluated in attaining the goals of the organisation. Moreover the presence is will outline the
difference between effective and ineffective team full stop in the end the concept and
philosophies of organisational behaviour within the organisation will be analysed.
PART A
Analysing the culture, politics and power of the influencing the individual and team behaviour of
the employees
Culture- Success of the most essential aspect is to manage and maintain a good culture.
Culture refers to as the beliefs and values underline the contribution of employees within the
environment of the organisation. It is very essential that marks and Spencer must maintain a
good culture within the company so that employees a motivated to work in proper and effective
manner. for the effective management of the culture the use of Handy's culture model is very
helpful for business. This is a model which outlines the four different types of culture can be
practiced within the company. The different types of culture proposed by the handy culture
model are power, role, task and person (Buchanan and Huczynski, 2019).
 Power- the power is a type of culture where in the major emphasis is given on centralised
power. The reason underlying this fact is that this culture believes that if the decision
making power are in hands of few people then the decisions taken are more effective and
efficient. this type of culture infra sizes and much more on our centralisation rather than
decentralisation.

 Role- Under the role culture all the roles and responsibilities are delegated to the
employees on the basis of their specialisation or the field of education (Kondalkar, 2020).
The reason underlying the role culture is that if the person has been allotted the work in
which they are good then this will result in effective results of the work. This culture
emphasizes majorly on providing the work to the employees in accordance with their
capabilities and educational qualifications.
 Task- Under the task culture major emphasis is being provided on forming team in order
to achieve the targets or solve the problem within the business. Here the culture of the
company focuses on framing teams in order to effectively work in proper manner. This is
pertaining to the fact that in case the team work is being imprecise than this motivates the
person in order to contribute their hundred percent to achieve the objectives of the
business.
 Person- under the personal culture the major emphasis is on the people or the employees
working within the company. The reason underlying this fact is that here under this type
of culture people feel that they are the only one because of which the company is
working. Hence they have the feeling that they are superior to the other people working
within the company.
Hence it is advisable two marks and Spencer that they must focus on either the task culture or the
role culture. The reason underlying this fact is that within the task culture the major emphasis
will be read on framing team and this will result in effective attainment of the objectives. On the
other hand in case marks and Spencer goes for roll culture then also it will result in better and
effective working of the company. The reason underlying these factors that when the task will be
delegated on the basis of specialisation of the employees then this will result in effective
completion of the work.
Power- Power is being defined as the amount of decision making power relating to the
success of the business. The running of the business the decision making powers are being
provided in the hands of some people so that they can effectively take decisions for the effective
working of the company (Wilson, 2017). Hence it is very essential that the power is been
distributed in equal and adequate manner so that there is no discrimination within the decision
making people. For managing the power marks and Spencer can undertake the use of French and
Raven model of power.

Under the French and Raven model there are two bases of power that is positional power
and the personal power. The positional power is the one where in a person gets the power with
help of the position. In addition to this the personal power is the one where in the person gets the
power due to their personality (Coccia, 2018). The positional power involves three different
powers that is reward power coercive power and legitimate power. On the other hand the
personal power involves the expert and referent power. In order to effectively manage the
business, it is advisable to marks and Spencer that they must make a balance between the
personal power and the positional powerful stop the reason underline this fact is that all the
employees are being motivated with different types of power. Hence on the basis of the situation
and the requirement of the person the power must be used by marks and Spencer.
Politics- The organisational politics is been defined as the the informal communication
which takes place among the employees. for the organisation the politics is essential because this
help the employees in getting The mind free. The reason underlying this factors that when there
is politics within the company10th is improve the working condition of employees bus stop there
are two different types of politics that is good politics and bad politics. Hence it is advisable to
two marks and Spencer that they must focus on good politics rather than the bad one. The reason
and then these factors that could politics will improve the performance of the employees.
Evaluation of how content and process theories motivate and assist in achieving the goals of the
business
For the success of the business it is very essential that the employees of the company are
being motivated. The reason underlying this factors that if employees will not be motivated then
this will affect the working efficiency of the employees resulting in not attaining the objectives
of the business. For this it is very essential for the company to adapt to the different motivational
theories. There are usually two different types of theories that is content theory and process
theory which can assess marks and Spencer in motivating the employees.
The content theory of the motivation are the earlier theories which are easily helpful in
motivating the employees for stop under the content theory for marks and Spencer the use of
Maslow's need hierarchy theory is advisable (Wilson, 2018). The reason underlying this fact is
that mass loss need a rocket theory aims at fulfilling all the needs of the employee and this in
turn motivates them to work in effective manner. Under the Maslow's need hierarchy theory
there are five different levels of need which form is the basis of the human working. The first

need is the basic need that a psychological needs. Under this need comes the basic requirement
of the person like food shelter etc which are being paid by marks and Spencer in form of the
salary of the employees. In addition to this after the satisfaction of this need comes the safety
needs which involves the safety and security of the job (Singh, 2020). In order to fulfil this mid
marks and Spencer provides job contract and other safety requirements at the workplace. In
addition to this after fulfilment of safety needs comes the social need which involves employees
interacting with other people for friendship and belongingness. In order to fulfil the social
requirements of the employee marks and Spencer provides time to time informal meetings and
gathering so that people can meet other than the office. After the fulfilment of these needs comes
the growth needs that is self esteem needs and self actualization need. For this marks and
Spencer is offering promotion to the employees were capable and satisfying their esteem and self
actualization needs.
In addition to the content theory under the process theory as well marks and Spencer can
be used effectively in order to motivate employees. And the process theory Adams equity theory
will be helpful to marks and Spencer in motivating the employees in order to work effectively
and efficiently. Adam equity theory states that them is a relationship between the individuals
input and the benefits which they receive. Here the input refers to as the contribution which the
employees made in direction of attaining the objectives of business. On the other hand the
benefits are the awards which the individual expects in return of the hard work they are doing.
This theory states that I'm there must be a balance between the input and the rewards which the
employees are getting. The reason and the line this factors that if the input will be higher and in
comparison to it the output will be lower than this will be motivate the person. On the other hand
when the awards will be equivalent to the input which the employee is being made for the
organisation then this will motivate the employees to work even much harder. Hence they must
be here correct balance between the input and the rewards which the employees are getting.
PART B
Effective team opposed to ineffective team
For the success of the company that is very essential that they must involve the use of
effective team in order to operate within the business (Alessio and et.al., 2019). The reason
underlying this fact is that I'm when the employees work in a team then this will result in better

and effective fulfilment of the aims of business. There is great difference between effective and
ineffective team and for the success of marks and Spencer it is essential that they form an
effective team.
Effective team Ineffective team
The aim of the effective team is well
understood and every employees knows that
what work they have to perform.
In contrast to this under the ineffective team
the employees have confusion that what work
they have to perform and because of this the
task is not performed an effective and efficient
manner.
Under the effective team each and every
member of the team contributes effectively
within the discussion and the decision-making
which is being undertaken for the development
of the business.
On the other hand in an effective team few
people tend to dominate the working and this
team motivates The other employees and they
do not perform in the intended manner.
Under the effective team the decision making
is being reached in the form of consensus of
each and every employee present within the
team.
On the other hand in the in effective team the
decisions are being taken prematurity and
without much discussion with each and every
employee within the team (Bratton and et.al.,
2020).
Tuckman team development theory
Just making the team is not enough rather it is essential that the team is formed in effective and
efficient manner. Hens for making the team and marks and Spencer they undertake the use of
tuckman team development theory.
Stages Description
Forming Under the forming stage marks and Spencer
decide for the employees who are going to
work within the team. This is the stage where
in the team members are formed and decided
that they will work together.
Storming Second comes the storming stage where in all

the employees working within the team are
acquainted with one another and they co-
ordinate with one another. This stage is very
essential as here the employees come to know
no one another and this makes the working
more effective and simpler.
Norming Furthermore the next stage is of norming
where in the team leader make some rules and
regulations which all the team members have
to comply with (El-Ebiary, Ghanem and
Almandeel, 2020).
Performing Under the stage of performing the employees
are aimed at performing the task for which the
team is being made. This is the main stage as
here actual work is being undertaken by the
employees within the team.
Adjourning The last stage is of adjoining which means that
as the task and the aim of the team is being
accomplished the team comes to an end. Hence
now all the employees within the team will not
work till they are not allowed any other work.
Belbin team role
Just forming the team as per the Tuckman team development theory is not enough rather
it is also essential that the roles are also been assigned an effective and efficient manner. Hands
for assigning the role marks and Spencer can undertake the use of Belbin team roles.
Under the Belbin team roles are nine different roles which can be implemented by marks
and Spencer. Further these roles are being summarised in three major categories that is action
oriented people oriented and cerebral roles. Under the action oriented there are three different
roles that is shaper, implementer and complete finisher (Martin, ed., 2017).

Further under the people oriented roles there are three major roles that is coordinator
team worker and resource investigator. All these three rules are very essential because without
them the team cannot work effectively. Hands at time of delegating the rules marks and Spencer
must a lot all the three rules to the respected individual so that the team can be effectively
managed. The reason underlying this fact is that without people the team cannot operate
(Halliday, 2019).
In addition to this the cerebral rules involved the additional roles which assist in the
smooth functioning of the team. This role involves three different types of role that is plant,
monitor evaluator and specialist. All these three rules are very essential for marks and Spencer in
order to run the team effectively.
Application of the concept and philosophies of organizational behaviour
For the effective management of the organisational behaviour it is very essential that the
concept of organisational behaviour being studied in effective manner. For marks and Spencer
the major concepts of organisational behaviour involves individual differences and the
perception of the people for stop the reason underlying cause factors that if the perception of the
people is good then they will work in highly motivated manner which will result in effective
attainment of the objectives of the business.
In addition to this there are different philosophies of organisational behaviour which
needs to be followed by marks and Spencer. For the path goal theory is being advisable to marks
and Spencer in order to effectively manage the behaviour of the employees within the company.
Under the path goal theory there are for the four different types of leadership styles which can be
used by marks and Spencer in order to effectively manage the working of the company.
 Achievement oriented- the first theory is the achievement oriented leadership style.
Under the path goal theory this is the most important leadership style which majorly
focuses on the effective achievement of the objective of the business. The reason
underline this fact is that if the leader will not be achievement oriented than the objective
of the company cannot be attained.
 Directive leadership- further the directive leadership is the one where in the leader directs
the employees that how they have to perform their tasks. This is a system with creating a
positive attitude of the increased so that the working can be undertaken in effective and
successful manner (e Cunha and et.al., 2020).

 Participative leadership- In addition to this the participating leadership style is the one
where in the leader also participate within the effective completion of the task and the
overall objective of the business. When the leaders also participate in the working then
this motivates the employees to a great extent and their work and more effective and
efficient manner.
 Supportive leadership- in the end the last leadership style under the path goal theory is
the supportive leadership. For marks and Spencer leaders it is very essential that they
must adopt supportive leader behaviour. The reason under this is that the supportive
leader is directed towards the satisfaction of the employees need and preferences. The
reason underlying this fact is that will be needed supportive then employees will work in
proper and effective manner (What is Path Goal theory? 2019).
Hence with the evaluation of the different philosophies of organisational behaviour it is
recommended to marks and Spencer that they must focus on supportive and achievement
oriented leadership style under the path goal theory. The reason underlying this fact is that when
the leaders will be achievement oriented then this will motivate the employees and effectively
accomplishing that task. In addition to this when the leaders will be participating then this will
also motivate employees as there will be frequent interaction with the leaders. Hence this will
result in effective accomplishment of the working of the employees.
CONCLUSION
The above report summarised the fact that for the success of the company effective
organisational behaviour is very essential. The reason underlying this part is that with help of
organisational behaviour the company can evaluate the behaviour of the employees. The above
report summarises that for effective management of the culture and is culture model is helpful
and under it task and roll culture is more beneficial. for the it was evaluated that French and
Raven model can be easily implemented in order to manage the power. With the further
evaluation of the report it was evaluated that Maslow's need hierarchy theory and Adams equity
theory is helpful in motivating the employees to perform their work in better and effectiveness.
For the it was evaluated that for forming the team Tuckman team development theory and Belbin
team roles is very helpful. in addition to this it was evaluated that path goal theory is very
beneficial for making the employees understand how they have to work.

REFERENCES
Books and Journals
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Kondalkar, V.G., 2020. Organizational behaviour. New Age.
Wilson, F.M., 2017. Organizational behaviour and gender. Routledge.
Coccia, M., 2018. Competition between basic and applied research in the organizational
behaviour of public research labs. Journal of Economics Library, 5(2), pp.118-133.
Wilson, F.M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
Singh, K., 2020. Organizational Behaviour Text and Cases.
Alessio, F., and et.al., 2019. Intrapreneurial Self-Capital. An Overview of an Emergent Construct
in Organizational Behaviour. Calitatea, 20(173), pp.156-162.
Bratton, J., and et.al., 2020. Work and organizational behaviour. Red Globe Press.
Martin, A. ed., 2017. Organizational Behaviour-Verhalten in Organisationen. Kohlhammer
Verlag.
Halliday, A.J., 2019. Bridging music and organizational psychology: Everyday music uses and
preferences and the prediction of organizational behaviour. Personality and Individual
Differences, 139, pp.263-276.
e Cunha, M.P., and et.al., 2020. Positive Organizational Behaviour: A Reflective Approach.
Routledge.
El-Ebiary, Y.A.B., Ghanem, W.A.H. and Almandeel, S., 2020. International Leadership and
Organizational Behaviour. Solid State Technology, 63(6), pp.19675-19682.
Online
What is Path Goal theory? 2019. [Online]. Available through: <https://pathgoal.com/path-goal-
theory/#:~:text=The%20original%20Path%2DGoal%20theory,in%20four
%20(4%20styles).>