Waitrose: Influence of Power, Politics and Motivation Report

This report provides a comprehensive analysis of organizational behavior, focusing on the British supermarket chain Waitrose. It explores the influence of organizational culture, power, and politics on individual and team performance, examining how these factors impact employee behavior. The report delves into Handy's culture model and French and Raven’s power model, providing insights into different leadership styles and their effects. It also assesses the application of content and process theories of motivation, such as Maslow's Hierarchy of Needs, to understand employee motivation and drive. Furthermore, the report distinguishes between effective and ineffective teams, considering factors that contribute to team success and failure. Overall, the report assesses how organizational behavior concepts and philosophies can be applied to a business situation, offering a practical understanding of workplace dynamics and management strategies within Waitrose.

ORGANIZATIONAL BEHAVIOUR

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Influence of Politics and Power:.............................................................................................1
LO2..................................................................................................................................................4
P2 Theories of Motivation...........................................................................................................4
LO3..................................................................................................................................................7
P3 Understanding Effective and Ineffective team.......................................................................7
LO 4...............................................................................................................................................11
P4 Concepts of organizational behaviour..................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organizational behaviour is study of individual and group performances and their activities
within organizations. The study focuses on human behaviour in work environment determining
it's impact on performance, leadership, job structure, motivation etc. to develop better
conceptualization of corporate life. Waitrose is British supermarket operating retail business as
largest employee owned business owning 353 retail outlets and 65 little convince shops across
UK. The report will include impact of power and politics on individual and team behaviour
performances along with effect of content and process theories of motivation in achievement of
organizational goal. Further the differences between effective and ineffective team will be
addressed and application of concepts and philosophies of organizational behaviour on an
business situation will be assessed.
LO1
P1 Influence of organisational culture, Politics and Power
Organisation culture is system of share assumption of belief and values which govern
how people are behaved in Wait-rose organization.
Handy culture model- It define four other kinds of culture that are power, people, task and role.
Power Culture
Organization with a power culture where a power is hold by few individual throughout
the organisation. Few rules are there in power culture. Employee are judge by what they achieve
rather than how they do things. Consequence of this can be quick decision making and if
decision are not best for long-term interest of organisation. It control radiates from centre
regarding the performance of the individual and team member and also help to turnout the toxic
quickly. And quick decision are possible. When company makes quick decisions then it would
help in improving its performance which will impact positively on the firm(Chumg and et.al.,
2016)). This type of culture decreases moral of employees hence they feel over burden in such
condition they will not behave good with mangers hence their behaviour will get negatively
affected. In such condition they will not perform well in a team. Hence overall perofrmance of
business will be affected.
Role Culture
This culture are based on rules, it is highly controlled, everyone in Waitrose organisation
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knowing the roles and responsibility are. This culture determine the person position in
organisation structure. It is an long chain of command. Consequence decision making in this
culture is painfully slow and the firm less likely to take risk. It reduces the decision making of
the organisation and also influence the organisation from taking any risk taking. This type of
culture of Waitrose impact negative on individual behaviour because they have to work under
huge pressure. Team behaviour also get affected by it because of close supervision and tough
rules employees of the firm fail to work in a team together effectively which sometime make
them negative towards the brand.
Task Culture
Task culture are form when team are formed in the organisation to solve the specific
problem or project. When team are formed to solve the problem through the right mix of skills,
personality, working in team than it can be creative and productive. Also influence the team
expertise and individual member in the team which result in increase in performance of the
organisation. As managers allot task to all employees on the bases of their capabilities, this type
of culture raises confidence of employees and they feel happy this influence their behaviour in
positive manner. They contribute well in team which raises team performance and company
becomes able to meet its organisational goa successfully.
Person Culture
Person culture in the organization where individual see themselves as unique and superior
to organization. Where the company simply exist order for individual to work. It is just a
collection of individual where they happen to work for same organization. In power culture
power lies in each group and individual, where it is difficult for the organisation to control over
the people. As people with similar training, expertise and background it may improve the
performance and productivity of the organisation. As person things that individual is superior in
the firm hence feel over confident which makes them rude sometimes. It makes them negative
and individual don’t listen views of their senior authorities hence it affected team performance
and behaviour as well.
Impacts of Politics and Power on Waitrose
Impact of politics:
Politics has a influence in the work-culture in the organization. As internal politics can
change the work behaviour of the workers. Affect of employment law on the political behaviour
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of the firm will change the working scenario of the firm. Waitrose employees a lot of people and
they are affected of the Employment Law. It could prove dangerous ground for politicians in the
long term as power given to one may affect the psychological change on fellow workers.
Financial crisis is the main reason for less bonuses and rewards for the employee. Rewards may
play an important role in the organizational politics as they do not give a fair decisions. As
groupism arises the workers will discriminate against each other and will affect the peaceful
working of the organization, this may lead to the disturbances in the political behaviour of the
organization. Politics and hinder the performance of an organization and can destruct the
working environment of the firm. Change in the working strategy imposed by management can
affect the work environment as not everyone can like the work culture of an organization.
Waitrose can be affected by the politics of the management and the workers as workers may not
like the laws imposed on it. Waitrose must focus on all round development of the workers like
providing health and safety to the workers. Which can increase the interest of the workers at the
workplace.
If management, ensure maintaining equality and promote the person on the bases of their
performance rather than favouritism then people feel happy and their trust on the company raises
which improves performance of business unit to great extent. This helps the firm in keeping
behaviour of employees positive and raising their contribution in team.
On other hand if there is politics from upper level person, as managers promote their
favourite employees then it will make other negative and it will develop negative culture at
workplace. In such condition people will become negative and they will not support the firm at
any moment. Hence such type of condition impact negatively on overall performance of the
organisation because skilled people leave job soon which affect operational efficiency of
business unit to great extent.
French and Raven’s Power model
Referent: It refers the ability of a leader to influence the follower because of the follower's
respect, affection, loyalty, friendship, desire to gain approval or admiration. Referent power is
easily seen in the appealing leader who transcend in making others to feel comfortable in his or
her presence. Leader's staff express their excitement about work in respect of their attraction
towards their leader's personal characteristics. They commit towards their working because of
leader's legibility and sense of commitment. The source of leader authority comes from how
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many people like and admires him. Leadership created by this power inspire and attracts people
with ample strength to turn them in followers those identify with the leader.
Coercive power
coercive power is the ability of an manager to force an employee to follow an order by
threatening the employee with punishment if the employee does not comply with the order. A
coercive power is an element of leadership. The most important concept to understand about
coercive is that it uses the application of force. In this it seeks to force or compel behaviour
rather than to influence behaviour through persuasion. If an employee does not follow the orders
his pays are cut and may be terminated. Coercive power is a formal type of power and not
personal power. In this form of power totally based on idea of a coercive . It is like someone is
forced to do against his will . Main objective of this form is to compliance and according to
raven many other form which can be used as a coercive power like expertise or with holding
rewards. Coercive power is also associate with a positive punitive behaviour and negative with
conditional behaviour. Sometime this form lead to then issues and problems but in some cases it
abused. This can also lead to dissatisfaction for work and for a leaders who are using this
coercive style it can rely to his leadership management(Eight Types of Leadership Power, 2014).
Reward power
In this form of power the ability to delegate their work which they don't wish to do to
other person and get a reward them for that . In an organization leaders and managers reward
their employees for their work and rewards keep them motivated. Rewards are based on idea
when we get any reward for work then we do our more efficiently. Other forms of reward are
promotions but this form have problem when reward does not have much value for others. This
encourage employees and make them feel happy. By this way they become loyal towards the
brand and work hard in team as well so that team goal can be accomplished.
Expert power
Expert power is based on information’s and expertise of any person.Waitrose follows this
type of power in the firm, as leaders and managers give expert views and always try to keep
person motivated in the firm. Power has the ability to make the right things in an organization on
time from one's perspective to be done by the workers of the organization. Then it is flown up-to
the least level of the organization to do it for the firm. Power must be driven and used in right
way for the working. Power must be distributed in the hierarchy which can be easy for a correct
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way of measure in the organization. Power given to the authorised person must be used wisely, if
the power is misused the workers will oppose the working culture of the firm as the wrong use of
power will lead to unhealthy functioning of the workers. Power has a great impact on the
organization if the power is imposed in the right direction then the workers will work in a firm
happily and enthusiastically. Right use of power can even destroy the proper functioning of the
workers and will affect in the improper functioning of the firm.
LO2
P2 Theories of Motivation
Definition:
Content theories is mainly known as the earliest theories of motivation. This theories
have the greatest impact on management practices and policy. Content theories are generally
associated the importance that 'what' motivates us. This theory is also known as need theories.
Maslow's Hierarchy of Needs Theory and How does Company motivate employees by it.
Maslow theory of motivation created by American psychologist Abraham Maslow in the
1940s and 1950s.
Maslow theory is generally used by all the companies to motivate employees because in
every company there are individuals working for there good and for that company has to provide
something which make them work with there full ability. So Maslow theory which is having a
hierarchy in which it contains this thing in a form of pyramid and from bottom it start with
physiological need than safety needs, social needs, esteem needs and last self-actualisation need.
And employee will only get motivate if his all need get fulfilled((Coccia, 2015)).
Physiological needs are needs which we can also knows as basic needs like air, food, water and
many more. Knowing that every individual need start with there basic need food, cloth and
shelter and if company has to motivate employees than they must provide all this things to an
employee. For example: Waitrose hotels is a very big franchise and they are having lot of
employees and workers with them so to motivate their employees they must provide them basic
needs for that they are providing there employees accommodation. And also providing shelter to
the lower level worker which are not capable to purchase shelter for their living. By this way
person feel happy and confident and like to work with organisation for longer duration.
Safety needs are the second most thing which every employee wants and the safety needs
contains things like personal security, financial security, health security and accidental security.
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Because safety needs plays a vital role in motivating employees because when an employee feel
secure with his job than individual feel so much motivated and this thing help him to work with
his full power.
For example: Waitrose hotels which is mainly known for there services to there employees and
they give all safety needs to there employees like providing them health insurance, job security,
and many more securities for there safety. This makes them positive and they work hard in
business and serve consumers well. By this way entity becomes able to gain competitive
advantage in market and fulfil its goal.
Social needs are generally related with love, relationship and belonging. Social needs is needed
to every employee in company so that individual will not feel alone because if an employee feel
that person is not getting importance from his colleges or his superiors than worker would felt
demotivated and which will impact negative to company as well as individual.
For example: Waitrose hotel is mainly known for their relationship with there employees and for
creating good environment in company they provide a culture like fun activities, festival
celebration, delegation of authority, providing decision making power, which make organisation
so cheerful and jovial from which no employee feel alone and enjoys working with there
superior and colleges.
Esteem needs which refers to a self respect. After completion of basic needs every individual
started thinking about his self respect and which is very important for employees to work with
great motivation.
For example: Waitrose hotel is well known name in UK and for keeping his name big and clear
they must treat their employees respectfully because everybody wants self-respect. And for that
they praise there employees with rewards and providing rewards in front of other employees
directly impact to their pride(Burrell and Morgan, 2017).
Self-actualization needs are the last needs which individual wants when they are completed
with their self-esteem needs in which they want to live for their own and generally this is the
thing they want for following their passion, every individual have their passion and ambition but
they can’t able to follow them during their struggle period but after they cross this period they
want to reach the top.
For example: Waitrose UK hotels are much good in providing this last need to there employees
and its by making employees available the things they want for fulfilling this need like Providing
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promotion, free trips very good incentives and many more. At this stage the employees of
organization feels motivated to perform all the tasks. This kind of motivation makes them
positive towards brand and they support the firm in every condition which helps the business in
raising retain rate of talented people in the firm.
Process theory -
It is system of ideas which define how entity develop and changes. These theories are
often contrasted with various theories that is system of ideas that defines variance in dependent
variable on the basis of one and more independent variable.
Vroom expectancy motivation theory
This theory assumes the behaviour results of the conscious choice among the alternative,
whose purpose is to maximize pleasure is to reduce the pain. Vroom realize an employee
performance based on individual factors like personality, knowledge, skill, ability and
experience. It stated the effort performance & motivation linked in person motivation.
Expectancy- It is a belief that raised efforts that leads to raise performance. If person work hard
than it is good for an individual. If the manager provides right resources available which
motivate the employee tool do much better than this and within time. In order to motivate
employees Waitrose supermarket are engage in providing adequate resources to their employees.
This assists company in making employees motivated and also increase the belongingness level
of workers also (Hacker, 2017). By this way they will perform well and entity will be able to
serve consumers well. This will help business in gaining competitive advantage to great extent.
Instrumentality- This element statest that employees believe that if they work hard then they
will get more benefit by their employer. So that the employee clear understanding of relationship
between outcomes and performance, which result that can influence the customer regarding his
work. Waitrose monitor work of its employees and give them incentives, recognition which
encourage workers and retain them in business for longer duration. This will enhance their
production capability and they will put more efforts to get such kind of benefit in the future
aswell which will support Waitrose in meeting with its organisational goal.
Valence- It is essential that individual places upon expected outcomes. For valence to be
positive person must attaining the outcomes not to attaining it. Like if the employee of Waitrose
thinks that they provided everything properly for motivation and if works with lot of people in
the company, it not mean that someone not perceive that it doesn't work for them. If the manager
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provide the more bonuses, increase the salary or promotion than the employee can get more
motivate by this and they can work hard with full effort and hence which can be beneficial for
the Waitrose organisation in the form of more valuable outcomes(Jacobs and Goodman, 2018).
LO3
P3 Understanding Effective and Ineffective team
It is essential for the leaders to ceate an effective team. Description of such team is
described as below:
Effective Team-
Effective Team can lead to increase productivity, enhance efficiency and also improve
the quality of work. We must create a effective team for a company to work at a optimal level.
This team with his unique ability and talents contributes to the whole success of the organisation.
Effective team help to to increase employee motivation and business productivity. In a effective
team, the group members not only share information but also share obligation for the team's
work. The group of talented members can execute more together than they could on their own.
Effective team worth original ideas and will produce fresh and great approaches to
organizational problems. In a Effective team all members are accountable to each other for
getting their work done on fix schedule(Kitchin, 2017).
Ineffective Team-
When a team does not fully understand how to reach its goal, it may be lost. Teams
become ineffective because they suffer from a deficiency of aim. Ineffective teams
communication can dramatically effect the productivity and international success of a company.
Difference between Effective Team AND Ineffective Team
Factors Effective Team Ineffective Team
Listening In a Effective team the group members
carefully listen to each other and
follow the instruction.
In ineffective team the members do
not really listen to each other
seriously and they ignore the ideas.
Decision In a decision making it is clear that Decisions are taken fast and
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Making everybody is in general agreement and
most of the decisions are reached by a
form of agreement(Maio and et.al.,
2019).
prematurely before knowing and
discussing the real issues.
Fundamental
goals
The objective and purpose of the goal
is well understood by the members.
In this members are not able to
understand the purpose and group
task because of miscommunication.
Team
members
contribution
In this each and every member
participates in all discussion.
A few members of group participate
in discussion and their contribution
are very less.
Leadership The main person of the group does not
dominating and listen all member's
ideas.
All the power and leadership remain
the chairperson only. His decision
may be poor or strong but all group
members have to follow
them(Elsmore, 2017).
Section of
work
When action is taken, clear work and
obligations are made and accepted and
all tasks are divided according to the
members ability.
All the actions or decision are
confusing so all members are unclear
about what the real goal are.
Bruce Tuckman's Team-Development Model
Definition:
Team-Development model which has force phases: Forming, Storming, Norming
Performing. It developed by Dr Bruce Tuckman in 1965 and commonly known as Bruce
Tuckman's 1965 Team-Development Model. It defines about team development and their
behaviour.
Forming
Team development first stage is forming. Forming means to create or to form something
like meeting new people and the first thing when meet new people we start forming relationship
with them(Opoku and Arthur, 2018).
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For example: Waitrose UK which are having big name in the supermarkets. They are having
good teams due to there strong forming with new employees. Waitrose is having good form up
with their employees from the time
company had selected them and good team is only formed when there foundation is good.
Storming
Storming is the second stage in team development in which company started knowing
about the employees which are good for the team or not good for the team.
For example : As Waitrose UK is well know brand and to remain there goodwill they have to
take decision about individuals that who are really working good for development of team or not
because if team will grow than organization will also move toward goal and Waitrose are having
high quality employees which are performing so well as team(Majumdar, 2018.).
Norming
Norming stage is the time when the member of team start praising each other for their
work and their strengths. This is the phase in which group start to develop because praising
always motivate individuals when individual member of team will feel personal development
and pride it will make them all work with there full ability.
For example: Waitrose is good from the first stage and due to good forming and storming stage
its norming stage is also creating good team development. Waitrose are having good teams in
each section like marketing team, research and development team, good HR team and other
teams.
Performing
It is a fourth stage in team development in this stage each and every member of team is
very much confident and motivated that they can do their project with full grace and can do work
without supervision and this the stage when the team runs for achieving the final goal.
For example : Waitrose is performing well that's why they are having good success throughout
the years and the reason behind their success its their all early hard work on other early
stages(Avota, McFadzean and Peiseniece, 2015).
Factors that make effective teamwork
Listening- Effective listening is very important for Effective Team because it create ability to
explain the meaning of task and understand one another's ideas. It create power to complete goal
together. With Active listening speaker can belief that you are interested in what they have to
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