Organizational Behavior: Analysis of Sainsbury's and Team Dynamics

This report provides an in-depth analysis of organizational behavior, using Sainsbury's as a case study. It explores how organizational culture, power dynamics, and politics influence individual and team behavior. The report delves into various motivation theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's X and Y theory, McClelland's need achievement theory, equity theory, value percept theory, Vroom's expectancy theory, and the Porter-Lawler model, evaluating their impact on goal achievement. Furthermore, it contrasts effective and ineffective team dynamics, examining factors such as leadership, conflict resolution, and decision-making processes. The report concludes by offering insights into the practical application of organizational behavior concepts within a real-world business context.

Organization and Behaviour

Table of content
Introduction 3
Conclusion 12
Reference 13

Introduction
The behavior of an individual in the organization can be studied by organizational behavior. The
interface between an individual and its organization is termed as organizational behavior. In this
report of organizational behavior we are being discussing about the company Sainsbury. The
report is discussing about the various factors which supports the behavioral influencing of
organization and individual in the organization. Moreover, in this report it has been discussed
about the various process and content theories of motivation in order to ensure an employee
achieve its objective and goal. Additionally, better performances could be ensured if the
employees are working in group and teams. Lastly, this report gives the evidences of concepts
and philosophies of organizational behavior which could be applied in company (Osland, Devine
and Turner, 2015).
Analyzing organization culture, politics and power influencing individual and team
behavior and performance.
From the behavioral pattern of the employee can be influenced by the collective beliefs and
principles of the organizational culture. Sometimes the culture followed in the organization
distinguishes the structural member’s efforts and contributions, in order to gain knowledge
regarding how the goals of the individual will be achieved, how they are interconnected as well
as what has to be achieved. The organizational culture can be classified in several forms such as
Power culture
The culture followed in an organization in which the actual power is associated with the small
number of powerful individuals which are at the center of the culture. Thus, it is observed that
the power culture is been enjoyed by very limited people of the organization.
Role culture
In this culture, the positions in job are dominant; synchronization is carried out from top. Such
companies values consistency and predictability and assume adjustment to modifications is a
tough job to them.
Task culture

The companies which are following this work culture tend to value their project or job. The
employees working over there had the complete control over their work and they endowed with
the independence.
Person culture
In order to make career of the individual, by making them expertise is the culture followed in the
organization, here the individual is considered to be at the post of dominant position. Thus, such
companies tend to pay attention on the importance of the employee (Osland, Devine and Turner,
2015).
Organizational Power
The organizational power can be defined as the capability of an individual to change the
behavior of the other even if other is not willing to do so, thus, such abilities helps in influencing
the people towards the objectives of the organization. Basically, organization power can be
divided into five parts i.e. referent power, expert power, legitimate power, coercive power and
reward power.
Reward power
Providing rewards and values is the special power given to some specific officials of the
organization. The practice arrangements and informal customs tend to affect the usage of reward
power.
Coercive power
This power is in relation to punishments, thus, it is completely opposite to the reward power as in
this power an individual forces someone to do something without the wish of other to do so.
Legitimate power
This power is possessed by the individuals with the formal rank in the organization. These
individuals are being obeyed due to their position in the company and not because of their
personality. They posses direct access to technical skills, knowledge as well as resources.
Expert power

Individuals of the organizations possessing higher skills as well as superior knowledge tends to
have expert power. Such individuals are having strong knowledge base.
Referent power
Celebrities and social leaders are one of the common example of referent power. In such attribute
of power the people likes to be like individual possessing the referent power.
Organizational Politics
Organizational politics could be basically of two types. The individual who is having the
authority as well as having work in its hand and pass on this work in the hands of the other so as
to complete in an proper way is one of the type of organizational politics while another type of
organizational politics is the influences of the manipulator serving resistance to working together
or being the part of the organizational politics as a game of negotiations (Borkowski, 2016).
Evaluating content and process theories of motivations and motivational techniques
enabling effective achievement of goals.
Maslow’s hierarchy of needs theory
According to the importance of what an individual wants to achieve in its life and what are its
needs, prioritizing is done. Thus, Maslow’s theory of motivations depends on this prioritizing.
Maslow has divided the needs of an individual into category of five stages theory, in which one
with the most essential are placed at the bottom of the hierarchy and one with the least essential
are placed at the top of the hierarchy. With the decreasing priority the hierarchy could be
arranged as physiological needs which includes clothing, shelter and food, safety and security
needs which includes physical protections, social needs which describes the association with
others, esteem needs which includes receiving acknowledgement from others and self
actualization needs which tells the desires for accomplishments. Satisfaction in the job is been
demonstrated by the Maslow’s hierarchy of needs theory. For example in the Sainsbury
organization, the employees of the organization needed to be appreciated and being recognized
along with the basic needs of social interaction, clothing, shelter as well as food.

Herzberg’s two factor theory
A job is a good or bad is been determined by what an individual feels is been demonstrated by
the Herzberg’s two factor theory. Advancement, responsibility, job, recognition, achievement
and satisfaction are the basic five features of work which Herzberg noted. The researcher also
had done identifications of institutional politics which may demoralize the worker are working
conditions, employee relationships, payment, supervisions. It has been observed that, among the
employees, recognitions, enrichments as well as personal growth opportunities are been created
by organizations through applications of Hertzberg theory.
McGregor’s X and Y theory
Based on the two set of assumptions, an employee as a belonging can be categorized into
McGregor’s theory X and Y model. In the assumptions of McGregor’s theory X, perspective of
people which has been taken is negative which tells people generally dislike their work and tends
to avoid the work if possible, which could be due to their inherit nature. Due to such nature these
people are being punished to do work, they are threatened, directed, controlled and coerced. As
the people wants security, ambitions, avoiding responsibilities and are been directed.
It has been seen a complete opposite view in the McGregor’s assumption of theory Y. At the
workstation, the inputs which are expended are physical and mental inputs and are equated as
well as par with the play or rest. Exerting efforts could not have sole inflection from threats from
outside or through external factors.
McClelland’s need achievement theory
Instead of getting self rewards, personal achievements seeker by the individuals are the drivers to
success, which has been stated by the need achievement theory of McClelland’s. Using this
motivational technique, the individual tends to set high goals, and achievement of this goal is the
drives them in the forward direction to reach the goal (Podsakoff, MacKenzie and Podsakoff
eds., 2018).
The equity theory

It is one of the type of process theory which significantly tells how satisfactions could be
reached, as an opposition to which causes motivations. An employees would seems to be more
satisfied, when it has been given more rewards which serves as the output against the input into
their job, this has been stated by the equity theory. Moreover, the researcher had also suggested
that an employee may get less motivated or may get dissatisfied, if it tends to receive inequalities
at the input outcome ration in comparison to other employees.
Value percept theory
Satisfactions in job is been determined by the individual’s value as value system of an individual
may vary depending upon the role of the employee in the company. Depending on this theory,
the level of satisfaction of individual may differ. The possibility of relationships between,
considering what is important and desired by the people is the potential problem for this theory.
Vroom’s expectancy theory
This theory states that individual’s behavior is its product of choice, which needs to be
prioritized. Reducing the dissatisfaction as well as deriving satisfactions in the employees is the
idea behind Vroom’s expectancy theory.
Porter-Lawler Model
This model has inclusion of diverse aspects which makes it comprehensive as well as more
complete theory. Human behavior assumptions are been touched by this model. The model could
give the detail of fiber relations which exists between attitude of managers as well as
performance of individual’s job (Van Knippenberg and Hogg, 2018).
Executive team as opposed to an ineffective team
Effective team
A group of effective team encourages the discussions regarding the points which they are
disagreeing and thus usage of healthy conflicts which helps in introducing creativity along with
changing in ideas, before reaching the results. The characteristics possessed by people of such
group are

Listening and learning from the other members of the group, through open discussions by
making contributions from participant members. Moreover, through logical arguments with
convincing members, the process of reaching a decision instead of crude voting which may leave
sizable minority disgruntled. Usage of situational leadership as different styles of situation are
required in different type of leaderships, the whole group is directed towards a common goal and
lastly, in order to enhance their performance by making essential changes towards the progress in
success achievement.
Ineffective team
Quick viewpoint agreement is been established by ineffective group & defeating against any
fresh or genuine idea. Quick achievement of task completion is seen in this group which means
cause could be focus in order to reach success. The basic characteristics seen in the group of
these people are
Vote to make decisions, performance and progresses are discussed and accessed the idea against
the minority who votes and show efforts in winning the round (Vasu, Stewart and Garson, 2017).
Moreover, it is common to observe that members of this group did not listen to what others are
saying, their personality clashes, things become destructive and there are sometimes chances of
huge tensions and this result in disagreement to the common objectives.
In regards to certain elements the effective and ineffective team could be explained as
Underlying goals
Effective team the members accept and understand the objective of the task.
Ineffective team objectives of the group task are difficult to understand by the team.
Member contribution
Effective team various members contribute virtually and all are centered towards the common
task.
Ineffective team discussions tend to get dominant due to some people, and sometimes there
contribution is in different directions.

Listening
Effective team every idea is being heard and all the members tends to listen to it
Ineffective team ideas are ignored and members does not tends to listen to each other.
Conflict resolutions
Effective team conflicts are being avoided and if there is an disagreement then all the member
will get comfortable with it easily (Dipboye, 2016).
Ineffective team disagreements are not accepted easily by the member of this group. Thus, in
order to finalize the decision, leaders suppresses the discussion which results in open welfare.
Decision making
Effective team with the general agreement, discussions reaches the clear results
Ineffective team without knowing what could be the results, actions are taken prematurely.
Leadership
Effective team domination by superiors is not been observed in this group.
Ineffective team domination by superior is clearly been observed in such groups. As leader is
observed to be at the head of the table.
Self evaluations
Effective team operations are commonly taken, and if there is any interference in the operations
then the group stops examining it (Gelfand and et.al, 2017).
Ineffective team for their self maintenance the group tends to avoid any discussion.
Division of labor
Effective team genuine acceptance and assignments helps in taking actions.
Ineffective team the members doesn’t knowing who has to do what so the there are unclear
action decisions.

Concepts and philosophies of organizational behavior within Sainsbury organization.
Path goal theory of leadership
In order to achieve the goal by enabling the employees and in order to understand the work
environment, through behavioral and style of leadership, path goal theory is being used. For the
positive productivity of the company, this theory helps in satisfying the employees by increasing
their empowered motivations. As depending on the company’s nature, every company has there
own concepts due to the kind of work performed by the company. In the company Sainsbury,
different stakeholders will tends to have difference in their ideas at different point of time. The
factors which affected the company are experience, age, gender, personality requirement, income
as well as marital status.
Social capital theory
Stakeholder’s participation in the company, which has influenced the life of them in several
ways. An employee’s perception and idea toward the company can be understood by this theory
and will helps in understanding the aspects proactively, participative, reciprocity and of
networks. In order to attain the common goal, it is essential for the managers of the company to
regularly motivate their team which will enhance the overall productivity of the company. The
philosophy and principles of the individuals differ, as different individuals are possessing
difference in their capacity and ideas (Kinicki and Fugate, 2017).
Contingency theory
In order to deal with the difficult situations in an organization the scholars had divide the
contingency plan into basic three forms according to the techniques and methods. During the
crises or at the times of emergencies, it is must essential for the company to be at the safer side,
thus, for this three methods are proposed by the scholars i.e. contingency theory of situational
approach, contingency theory of management as well as contingency theory of leaderships. For
the betterment of the company it is essential to provide the ideas to the employees working there

which can be done by enthusiastic leaders and managers of the company. Moreover, in order to
make people feel respected, it is essential for the organization to understand the emotions and
treat everyone equally.
As organizational structure followed in Sainsbury is hierarchical due to its difference in level of
control and level of individual in the organization. Thus, the developments of the organization is
been guided by the concepts of organizational behavior. Additionally, organizational behaviors
are tends to possess some types of philosophical concepts which is having two main elements
such as
Nature of people
The characteristics and qualities possessed by an individual which personifies it is called nature
of people. Nature of people are affected by the following attributes
Individual differences
The factor individual differences state that every individual is different from another. In the
organization Sainsbury, for instance, if an individual is talking too much with others is seems to
be inappropriate by the managers but in the individuals perception of view talking to others helps
in working calmly and making new friends (Miner, 2015).
Motivated behavior
Motivations are given to employee in order to enhance their productivity and for overall
betterment of the company. Motivations could be basically of two type’s i.e. positive motivation
and negative motivation. By providing rewards and achievements due to achieving of tasks and
goals, which helps in changing the individual behavior, is called positive motivations. While
forcing an individual to make changes in their behaviors is called negative motivations.
Nature of the organization
The motive of the company states the nature of the organization. For the organization Sainsbury,
the primary motive of the organization is to satisfy the customers and to provide the effective
services. Moreover, its motto is to provide the services and commodity at the fare rates

Social system
In order to gain knowledge regarding the status and social roles of the external world, potential
customers as well as that of other companies Sainsbury tends to socialize itself. There are
basically two types of social types i.e. formal and informal system. Thus, due to high brand
recognition as well as due to highly skilled employees, Sainsbury tends to show the formal social
system.
Ethics
Organizations, teams and of individuals, moral principles are referred to as ethics. Various moral
standards and values are required for ethical treatment as well as for attracting and retaining of
valuable employees. Thus, for moral principles, organization establishes code of ethics in order
to have effective and proper ethical behaviors within the organization.
Conclusion
This report can be concluded as, the behavior of an individual in the organization can be studied
by organizational behavior. The interface between an individual and its organization is termed as
organizational behavior. In this report of organizational behavior we had been discussed about
the company Sainsbury. The report had discussed about the various factors which supports the
behavioral influencing of organization and individual in the organization. Moreover, in this
report it has been discussed about the various process and content theories of motivation in order
to ensure an employee achieve its objective and goal. Additionally, better performances could be
ensured if the employees are working in group and teams. Lastly, this report gave the evidences
of concepts and philosophies of organizational behavior which could be applied in company
(Lăzăroiu, 2015).

References
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Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational
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Gelfand and et.al, 2017. Cross-cultural industrial organizational psychology and organizational
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Problem-Solving Approach. McGraw-Hill Education.
Miner, J.B., 2015. Organizational behavior 4: From theory to practice. Routledge.
Lăzăroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
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