Organizational Behavior Report: Waitrose Employee Behavior Analysis

This report analyzes organizational behavior within Waitrose, focusing on the influence of power, politics, and organizational culture on employee behavior. It examines various bases of power (coercive, reward, legitimate, expert, and referent) and their impact. The report also explores the effects of workplace politics and the different types of organizational culture (power, role, task, and person). Furthermore, it delves into content and process theories of motivation, providing insights into how employees are motivated. Finally, the report contrasts the characteristics of effective and ineffective teams, offering a comprehensive overview of organizational dynamics and leadership within the context of Waitrose. The report aims to provide a detailed understanding of how these factors interact and influence employee performance and satisfaction.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
TASK 1............................................................................................................................................3
P1. Influence of power, politics and culture on behavior of employees in Waitrose ................3
TASK 2 ...........................................................................................................................................7
P2. Content and process theory of motivation ...........................................................................7
TASK 3..........................................................................................................................................10
P3. Characteristics as well as qualities of an effective team as opposed to ineffective team
...................................................................................................................................................10
TASK 4 .........................................................................................................................................12
P4 Concepts and Philosophies of organizational behavior ......................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organization behavior is basically a study of human behavior. It can also be defined as
the attitude and actions of employees within an enterprise. Organization behavior is a study
which emphasizes on way people at workplace. It is the study which assist in developing the
understanding about the way people behave. Study of Organization behavior also supports
manager in identifying the cause of behavior among employees and its effect on the business
performance. It assists manager in identifying those factor which plays important role in
influencing the behavior of workers within an organization. The main components which effect
the behavior of people at workplace are politics and culture. Organization behavior can be
considered to be as an interdisciplinary approach which can be utilized by manager in an
organization for studying human behavior. It is the study of organizational behavior which
provides direction to company. Organization behavior study also supports manager in identifying
appropriate technique for motivating people to improve their performance at workplace.
The study emphasizes on analyzing the effect of politics, culture and power on behavior
of employees in Wait rose. It is British multinational origination operating business in retail
sector. Report will also highlight the key difference between effective and ineffective team.
TASK 1
P1. Influence of power, politics and culture on behaviour of employees in Waitrose
All employees working an organisation wants happiness and satisfaction from their jobs.
If in case the employees feel dissatisfied then this factor has great effect on their performance at
workplace. The reason for high level of dissatisfaction among workers might be politics,
ineffective working culture and negative use of power by manager or leaders. In simple words,
The three important factors which has direct as well as significant influence on employees'
behaviour are power, politics and culture.
Organisation power
Power can be defined as the ability of an individual to taker any action or make important
business decisions. It can be also considered to be as an authority given by management to
specific employees for control the activities of other people within an organisation. In context of
Waitrose, Top level management in an enterprise has the authority to make important business
decisions.

The power used by manager or leader in an enterprise has great influence on the
behaviour of employees. Use of power by manager or leader in an organisation has great effect
on their relationship with their follower s or subordinates. There are different bases of power
such as reward, legitimate, cohesive etc. which is generally utilised by manager or leaders in firm
for influencing the people to improve their performance and increase their participation in
business activities . Power can be utilised by manager or leader in either positive or negative
manner. The positive use of power has good effect on the employees' behaviour. When manager
or leaders uses the power in positive manner employees feel satisfied and motivated. According
to the power/ interaction model, The different bases or sources of power are :
Coercive power: Coercive power can be referred to as an ability of manager to force workers for
following an order by threatening workers with punishment if the employees does not comply
with order.It is considered to be as least effective but commonly used power. Coercive power
includes utilisation of threat for making people to perform specific task. Use of such types of
power has adverse effect on the relationship between engagement and employees. It can lead to
the high level of job dissatisfaction among worker. In context of Waitrose, existing manager
inform has uses coercive power for forcing workers to support change, as a result of which
company have to face the issue of the high employee turnover which has adverse effect on
performance of company. Such problem of staff turnover has lead to the decline in productivity
of an enterprise. Use of such type of power have adverse effect on the performance of employees
as they have to work because of fear of loosing their jobs.
Reward power: Such types of power used by manager or leaders in an enterprise has positive
effect in the employees' behaviour as well as performance. As it is the rewards which develops
interest of working in employees.
In context of Wait rose, manager in wait rose has been provided power as reward for
their performance at workplace. Manager uses the power in positive way for positively
influencing people to make their significant contribution in accomplishment of business
objectives. Management utilises the reward power for motivating employees to participate in
different activities. Use of reward power by manger or leader in an enterprise has assisted
management in strengthening their relationship with workers which is very much crucial in order
to motivate employees for improving their performance at workplace.

Legitimate power: Legitimate power is power which an individual drive from their formal
position in organisation hierarchy of authority.
such type of power is gained by an individual from their position in an organisation. Legitimate
power can be used by person till an individual holds same position in company. Scope of this
power is limited as it is strictly defined by the position held by an individual. In context of
Waitrose, top level management has the power to maker the decision related to the development
of policies.
Expert power : Expert power is an ability to influence other party based on knowledge and
experience. It is considered to be as personal kind of problem as it is given by management to an
individual for their expertise in particular field. In context of Waitrose, In addition to this,
manager has also been provided with power because of their expertise in managing people as
well as business activities. Managers as well as leaders in Waitrose uses their knowledge as well
as skills for positively influencing people to make their significant contribution in achievement
of desired targets. As manager and leader in Waitrose uses expert power employees working in
an organisation highly admires as well as respect them. In context of Waitrose, manager or
leader in an enterprises uses expert power for influencing people to get expertise in particular
field (Sendjaya, Pekerti and Zhu, 2019).
Referent power: Referred power can be referred to as an ability of leader to influence a follower
because of the follower's loyalty, respect, friendship, admiration, affection, or a desire to gain
approval.such types of power is generally used by managers or leaders who have huge following.
Leaders or managers those who uses such types of power have positive as well as long lasting
effect on the other people at workplace. In context of Wait rose, manager or leaders in an
enterprise uses referent power to positively influence people to develop the skills.
Politics
It can be defined as the activities performed by an individual in order to fulfil their
personal interest at workplace. Politics can also be referred to as the actions performed by an
individual for influencing the tactics in context of improving personal or company interest. It is
the factor which has negative effect on employees as well as business performance. Politics is
considered to be as very destructive due to which an organisation might have to face short as
well as long term losses But it can also have positive effect. In context of Waitrose, Manager or
leader in an enterprise can use politics as a tool for bringing important as well as positive

changes at workplace. Politics at workplace have severe consequences, one of the which is that it
leads to the decline in the productivity of an enterprise. Sometimes politics can give rise to the
violence at workplace, so it is very much crucial for management in Waitrose to control the
politics by implementing either clear policies or code of conduct. In context of Waitrose, due to
politics employees working in an organisation is facing the difficulty in concentrating on
important activities which has adverse effect on their performance. Politics give rise to negative
behaviour. It also spoils the relationship between employees which has significant as well as
adverse effect on organisational culture. Due to the politics at workplace initiatives or efforts put
by an individual worker get unnoticed which high leads to the high level of dissatisfaction in
them. In context of Waitrose, politics at workplace has lead to the high level of stress among
workers. Most ODF the employees working an enterprise do not share information with each
other due to fear of secrets getting leaked. In addition to there is lack of trust among
employees(Barbaranelli, Paciello and Tramontano, 2018.)..
Culture :
Organisational culture can be defined as the behaviour and values which contributes to
the psychological environment within an organisation. In context of wait rose, an organisation
has innovative culture which encourages people to develop creative skills. It is the culture within
an enterprise which has significant effect on the performance as well as behaviour of employees.
As per the handy culture model the different types of culture are :
Power culture: In organisation with such type of culture there are only few people those whoo
have authority to make decision. This culture which can be developed in wait rose, as it will
help firm in ensuring the engagement of employees. In Company with such types of culture,
Employees are judged by management on the basis of their achievements. The major Advantage
of this culture is that employees who have achieved target feel motivated. The Biggest drawback
is that workers those have achieved to fail target might feel dissatisfied.
Role culture : Companies with this type of culture are based on the rules. In organisation with
such types of culture every members in an enterprise have understanding about their roles and
responsibilities. Such type of culture is determined by an individual position in organisation
structure. This type of culture is built on detailed organisational structure with long chain of
command (Opoku and Arthur, 2018.). Company with this type of culture tends to be very much
bureaucratic. In context wait rose, an organisation has such type of culture. All employees

working in an enterprise are about their roles as well as responsibilities. In addition to this,
management in Wait rose is taking high initiative for developing whole shop culture. Business
entity is planning to divide employees into separate functional units.
Task culture : Such types of culture are formed when special groups are formed in an enterprise
for addressing as well as solving specific problem. Effectiveness of task culture is completely
based on the team dynamic. In context of Waitrose, it is required by manager or leader in an
enterprise to develop the team of people with right mix of skills as well as personalities. An
organisation is required to make investment on developing the leaders as this will help firm in
increasing productivity. Manager in Waitrose is required to develop creative environment at
workplace, as this will assist them in encouraging people to facilitate innovation that can be
further beneficial for growth of company
Person culture: In enterprise with this type of culture all employees consider themselves
superior as well as Unique. Company with this type of culture is just a collection of individuals
those who work for the firm. Firm with this type of culture get highly effected when employees
leave the organisation. In context of wait rose, management in an enterprise is required to avoid
such type of culture as it can have negative effect of growth of business(Tudor and Dutra,
2018.)..
TASK 2
P2. Content and process theory of motivation
Motivation can be defined as the internal as well as external factors which stimulate the
desires as well as energy in an individual to develop interest and to remain committed to their
job. It can also consider to be as reason for individual action. There are basically two theories
which can be used by the manager in Waitrose for motivating employees to retain their job, to
improve their performance these two hypothesis are content and process theory.
Content theory of motivation : This theory is mainly concerned with the defining the way
needs of human are changed with passage of time. It highlights the few variables which motivate
employees for performing the specific task. The different types of content theory of motivation
are :
Ma slows needs hierarchy theory : As per this hypothesis, an individual feel motivated when
their needs are fulfilled. This hypothesis states that a person has different types of needs such as
safety, belongingness, Love, esteem and self-actualisation. Ma slows needs hierarchy theory is

based on the assumption that when basic needs of an individual are fulfilled they feel motivated
and they pursue to seek higher requirements . This hypothesis also States that the needs of an
individual can be organised, basics requirements are to be kept at priority. According to the
Maslow needs hierarchy theory, it is required by manager in Waitrose to develop the
understanding about the needs of employees and fulfil their requirement. In context of wait rose,
manager in an organisation involves employees in decision making procedure which enables
workers to develop the sense of belongingness . Employees engagement strategy adopted by
management In Waitrose has helped the in inspiring employees to retain their jobs and remain
committed to their work.
Alderfers ERG theory : Alderfers stated that an individual feel motivated when their three
requirements are fulfilled these are existence, relatedness and growth needs. Existence needs
involves requirement of basic material for fulfilment of necessities. For instance, It includes
physical safety as well as psychological needs. Relatedness needs involves requirement for
relationship, belongingness and love. Third is growth needs, it is considered to be as important
requirement when get fulfilled motivates an individual to retain their job for long time. In context
of Waitrose, management can encourage their employees to retain their job by providing them
with opportunities to foster their professional growth. Promotion system or professional
enrichment can be the best technique which can be used by manager in Waitrose, for inspiring
people to remain committed to their work(Hashim, Omar, Hamzah and Umar, 2018).
Process theory of motivation :
The psychological and behavioural processes that motivate a person to act in a particular
way are referred to as process theories of motivation. Process theory of motivation have focus on
defining the way motivation occurs in people. It emphasizes on analysing the way an individual
needs effect their behaviour in context of accomplishing a goal related to those requirements.
Process theory of motivation focuses on behavioural as well as psychological behavioural
procedure which motivates people. The different types of process theory of motivation are:
Skinners reinforcement theory: This hypothesis is based on the assumptions that behaviour is
formed through the consequences. It also states that behaviour of an individual is highly
influenced by external factor. According to the Skinners reinforcement theory, positive feedback,
appreciation, reward for performance, etc. motivates employees to improve their performance

and increase their contribution in business activities. Negative reinforcement such as punishment
or negative can result into high level of dissatisfaction among workers. In context wait rose,
manager in an enterprise is required to develop an effective reward system, as this will assist
them in fulfilling the expectation of employees. It will also help manager in positively
influencing people to make their significant contribution in achievement of business goals.
Locke's goal setting theory: This hypothesis focuses of establishment of specific as well as
challenging performance targets. Lockes goal theory of motivation is based on assumptions that
setting of the objectives can drive the behaviour. This theory states that it is the sense of
achievement which inspires people to perform much better. Manager in Waitrose is required to
set the smart as well as challenging performance goals, as this will assist them in inspiring
people to improve their performance at workplace. As by setting the goal, management in
Waitrose will get the ease in measuring the progress towards the accomplishment of desired
objectives (Alvesson, Blom and Sveningson,2017).
In addition to this, the different types of technique which can be utilised by manager in
wait rose for motivating people to improve their performance as well as to increase their
participation in business activity are :
Development of positive working environment: Manager or leaders in wait rose can inspire
employees to concentrate on their performance and remain committed to work by providing
them with safe working environment.
Monetary and financial benefit: This type of motivation technique is directly related to the
money. In context of wait rose, by developing an effective reward or incentive system, manager
in an organisation can positively influence people to perform specific task. This type of
motivational technique can also help employees in fulling their basic needs and also enables
them to get high level of satisfaction from the job.
Establishment of goals : In context of Waitrose, management in an enterprise by setting the
objectives can encourage workers to increase their working efficiency.
Recognising performance : It is considered to be as one of the most effective as well as cost
efficient technique which increase the motivation of employees and help them in getting the high
level of satisfaction. In context of Waitrose, management in an organisation needs to celebrate
the achievement of workers by providing employees with awards.

Providing professional enrichment or growth opportunities: It is considered to be as other
best motivational technique which can be beneficial for Wait rose in context of retaining the
skilled as well as talented workers. It is required by management in wait rose by providing
employees with growth opportunities motivates them to pursue additional education. In addition
to this, management can provide educational reimbursement to workers, as this will help them in
inspiring workers to develop learning attitude (Antonacopoulou, 2018). There are basically
different types of growth opportunities which can be provided by management in wait rose to
employees these are job shadowing, mentoring and promotion.
TASK 3
P3. Characteristics as well as qualities of an effective team as opposed to ineffective team
Team can be defined as two or more people working together for achieving specific
objectives. There are basically two types of teams these are an effective team as well as
ineffective team. Effectiveness of team or group is completely based on the potential or ability of
people in a group to accomplish specific target. In addition to this, purpose is the factor which
makes an effective team opposed to ineffective team. The objective or intention of people in
effective team is to promote interdependence, shared goals and also trust.
Effective team can be defined as group in which team members make reporting to the
leaders and there is an effective communication between people. An team is considered to be as
effective when it produces intended results. On the other hand, people in ineffective team does
not have potential to produced desired outcome There are many other characteristics of an
effective team which distinguish it from an ineffective group these are :
Basis Effective Ineffective team
Purpose All the members in an
effective team are aware about
the objective of their team. In
addition to this, objectives are
set by taking mutual consent
from all the members.
Only few people in the groups
have awareness about the
purpose of forming group.
Lack of agreed objectives.

Roles and responsibilities All people in the group are
aware about their roles as well
as responsibility in driving
team towards accomplishment
of objectives.
There is confusion related to
roles and responsibilities
among members in ineffective
team.
Discussion Team members participates in
discussion.
There are few people in
ineffective team those who
dominate the discussions.
Environment An effective team has peaceful
, all the people in effective
support each other.
Environment in an effective
team tends to be relaxed,
comfortable and informal.
There is intense competition
among group members.
Disagreement among members
give rise to conflicts and
violence (Flood and Romm,
2018).. Environment tends to
highly stressful.
In context of waitrose, an organization consist of an effective team which has made their
significant contribution in driving firm towards success. The team in Waitrose is considered to
be as an effective, as all people using their skills and knowledge has made their significant
contribution in achievement of organizational goals.
Belbin Team role
It is the hypothesis which is specially designed for utilising the talent as well as
personalities of team members. According to the Belbin, there are basically nine roles these are :
Resource investigator: Role of resource investigator is to develop the ideas for bringing back to
the team. It is the duty of resource investigator in Waitrose, to determine as well as arrange the
resources which are required for preforming different tasks.
Team workers: In context of waitrose, they are considered to be as very sensitive group of
people, as their behaviour are highly influenced by the decision taken by leader or manager. Role
of the team workers, is to follow the instruction given by leaders and complete the given task.

Co-ordinator : It is the duty of coordinator in Waitrose to coordinate the different business
activities. Their role is to ensure an effective coordination between different functional units.
Plant: The role of plan in Waitrose is to suggest the innovative solutions for complex problems.
Monitor evaluator: In context of Waitrose, they are another most sensitive people. Their role is
to monitor as well as control the different activities performed by people within an organisation.
Specialist: These people in wait rose, make their contribution in team by utilising their technical
skills as well as knowledge (Haaland, 2016).
Shaper: In context of Waitrose, it is the duty and responsibility of shaper is to make sure that
objectives are being set and deadlines are met.
Implementer: It is the duty of implementer in wait rose to execute business plan on time.
Complete finisher: Main Role and responsibility of complete finisher in Waitrose is to monitor
quality as well as safety.
TASK 4
P4 Concepts and Philosophies of organizational behaviour
Organizational behavior is also based upon few concepts that are also resolved around the
nature of people and some concept are as follows:
Individual differences: Every person in a world is different from each other as per their
perception. Further, it is a managerial approach towards each employee individually i.e. one on
one approach. For instance, Manager of Waitrose should not be biased towards any employee
and they should treat them equally.
Perception: This is an ability that helps in observe, listen and conclude something.
Further, it is the way of interpret the things and also have point of view in our perception. In the
same way, the manager of the company also have the different perception about the same things
and they also judge accordingly.
Motivated behavior: As employee of the company have so many needs inside them and
they also want to fulfill those needs and that is the reason they had to perform well in a firm.
Further it is the behavior that is implanted by some motivation from some person, group and
even a situation.
Desire of Involvement: it is another concept in which the employee of the quoted firm
actively seeking the opportunities to work and they get involve even in the decision making

problems as well. Therefore, Waitrose should also provide them a chance in order to express
their views, ideas and suggestions for decision making process.
Philosophies of Organizational behavior: the organizational behavior is the study of
the ways in which people act within a group and the philosophies is mainly applied to make the
business more effectively and for the same reason, path goal theory is introduced . Path goal
theory focuses on specifying the style as well as behavior which best suited the workers as well
as working environment It is hypothesis which states that behavior of leader is contingent to the
motivation , satisfaction and performance of employees. According to the path goal theory, it is
very important for manager in Waitrose to clearly communicate their expectation to employees.
There are different types of leadership behavior these are :
Directive leaders: Leaders with such type of behavior commands people and provides them
instruction or direction.
Achievement oriented leader: leaders with this type of leadership style set the challenging goals
for subordinates and encourage them to increase their working efficiency.
Participate leaders : This type of leaders consult with followers before making the decisions.
Supportive leaders : Leaders with this type of leaders have focus on fulfilling the needs of their
subordinate. In context of Waitrose, leader in an organization are very much supportive.
Path goal theory states that a leader's behavior is contingent to the satisfaction,
motivation and performance of his or her subordinates. According to this, theory job of leader
in Waitrose is to support their followers in attainment of goals by providing them with proper
guidance as well as instructions (Pedler and Burgoyne, 2017)..
CONCLUSION
It has been concluded from the assignment that culture, power and politics have great
influence on employees' behaviour and performance. From the above study it has been
summarised that motivation is the reason for people action. It has been concluded from the report
that Politics give rise to the conflicts at workplace, but it can be beneficial in terms of
implementing positive change at workplace. The other fact which has been found during the
study is that style adopted by leader have great effect on the behaviour of subordinates.
The different motivation theories as well as techniques which has been highlighted in the
report that can be used by an enterprise for inspiring people to improve their performance at
workplace.

REFERENCES
Books and Journals:
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Performance in Asia (pp. 1-18). Springer, Singapore.
Barbaranelli, C., Paciello, M., and Tramontano, C., 2018. Positivity and behaviour: the mediating
role of self-efficacy in organisational and educational settings. Journal of Happiness
Studies, pp.1-21.
Opoku, F.K. and Arthur, D.D., 2018. Perceived organisational politics, political behaviour and
employee commitment in the Wenchi Municipal Assembly, Ghana. Ghana Journal of
Development Studies, 15(1), pp.116-134.
Tudor, T. and Dutra, C., 2018. Embedding pro-environmental behaviour change in large
organisations: perspectives on the complexity of the challenge. In Research Handbook on
Employee Pro-Environmental Behaviour. Edward Elgar Publishing.
Hashim, A., Omar, C.M.Z.C., Hamzah, M.S.G. and Umar, A., 2018. Leadership Behaviour,
Entrepreneurial Orientation and Organisational Performance in Malaysian Small and
Medium Enterprises. International Business Research, 11(9), pp.37-50.
Alvesson, M., Blom, M. and Sveningson, S. ,2017, Reflexive Leadership: Organizing in an
Imperfect World, Sage,London.
Antonacopoulou, E.P., 2018, “Sensuous learning: what is it and why it matters in addressing the
ineptitude in professional practice”, in Antonacopoulou, E.P. and Taylor, S.S. (Eds),
Sensuous Learning for Practical Judgment in Professional Practice: Volume 1: Arts-Based
Method, Palgrave Macmillan, London, Chapter 2.
Flood, R.L. and Romm, N.R.A. (2018), “A systemic approach to processes of power in learning
organizations: part I – literature, theory, and methodology of triple loop learning”, The
Learning Organization, Vol. 25 No. 4, pp. 260-272
Haaland, T.L. (2016), “The limits to learning in military operations: bottom-up adaptation in the
Norwegian army in Northern Afghanistan, 2007-2012”, Journal of Strategic Studies, Vol.
39 No. 7, pp. 999-1022.
Pedler, M. and Burgoyne, J. (2017), “Is the learning organization still alive?”, The Learning
Organization, Vol. 24 No. 2, pp. 119-126.

ONLINE:
Belbin Team Role Model Management. 2014. [Online]. Available through:
<http://www.werkenmetteamrollen.nl/werken-met-teamrollen/The-9-
teamroles.asp#.XI8KXnV95CU>.
Effective vs. Ineffective Teams.2019 . [Online]. Available
through:<http://www.eventus.co.uk/effective-vs-ineffective-teams/>.