Organizational Behaviour Analysis: Morrison's Performance Factors

This report provides an in-depth analysis of organizational behaviour within Morrison's, examining the influence of culture, power, and politics on individual and team performance. It explores Handy's organizational culture model and French and Raven's bases of power, highlighting their impacts on employee behaviour and productivity. The report delves into content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Adams' equity theory, evaluating their contributions to achieving organizational goals. Furthermore, it discusses factors that contribute to team effectiveness and ineffectiveness, offering insights into fostering a positive and productive work environment. The analysis incorporates real-world examples and practical applications, illustrating how these concepts impact different business situations within Morrison's and offering potential strategies for improvement. The report concludes by summarizing key findings and offering recommendations for enhancing organizational behaviour practices.

Organizational behaviour

INTRODUCTION
Organizational behaviour (OB) implies for the study of performance and activity
pertaining to both individuals as well as groups. It is mainly associated with the evaluation of
individual’s behaviour within the working environment and its impacts on communication,
organizational structure, leadership etc. Principles of OB are used for ensuring smooth
functioning of team and thereby overall operations as well. For this project, Morrison’s has been
selected which offers wide range of products or services to the customers at suitable prices. This
report will provide deeper insight about the extent to which culture, power and politics has an
impact on individuals & team performance. Report will also develop understanding about
content as well as process theories of motivations and its contribution in the achievement of
goals. It will also shed light on the factors that make team as effective and ineffective. It also
depicts concepts and philosophies associated with organizational behaviour in the context of
different business situations.
MAIN BODY
LO 1
P1 Politics, power and culture of company influence on team and individual behaviour as well as
performance
Handy's model of organization culture-
This model is based on four classes of culture that impact on worker and team
performance effectively-
Power culture-
When the power in Morrison’ company held on one person, and they can take misused of
this power it impacts on team performance negatively as one few members get the benefits of
work and other were refused the behaviour of individual is change, and they get disappointed.
Role culture-
Companies with this culture is settled on rules, when the rules extremely controlled team
they cannot be able to work freely and its decrease their productivity rather than before. Along
with this, strict rules and policies is the barriers of effective work that impact on team
performance and change their behaviour towards management. Role culture is created on
detailed organization structures.

Task culture-
It developed when unit in company is defined to determine particular issues or advance
projects. Task is essential things, so powerfulness within team will shift depend on intermixture
of each member. In firm when task is not divided equally at workplace with favourable
behaviour and use of power negatively it effects each and every person in team, it decreases their
ability of hard work. Moreover, it impacts on team capability to complete task on time, and
increase employee turn over.
Person culture-
In company with this form, individuals see themselves as superior to firm which effect
individual performance and behaviour. Other applicants think that company is not considering
them as essential part of business, and they take step against this activity. In team when person
think they are unique and do not need to work hard rather than the other it impacts on group
behaviour towards that person, and they do not take their opinion in while taking decision.
French and Raven's bases of power-
Legitimate power-
This type of power provide the capability to link certain notion of accountabilities and
feeling of obligation to management. Punishing and rewarding workers is legitimate power held
on hand of manager and leaders in workplace. When manager punish the one person in company
and do not punish the other for same mistake it defines the misuse of power which increase the
negative environment and demotivate individual.
Reward power-
This kinds of power include the capability of individuals to delegate matters they cannot
wish to do to another applicants and reward people for this. when manager in company do not
provide reward equality based on work performance of employees and only take favour of other
one it affects on individual work and behaviour which is not suitable for growth of business. The
most favourite group is rewarded continuously that effect team performance and behaviour
towards company.
Export power-
leader hold this power in their hand, they take decision based on work performance of
workers and team, misuse of their power the inappropriate mode of reward impact the behaviour
of individual.

Referent power-
In company when manager do not approve the leave of all the workers and only approved
their favourite ones, it affects individual performance and behaviour negatively. Team with this
kind of behaviour or use of power do not work effectively and make mistakes in task.
Coercion power-
It is founded upon concept of coercion, it mean that in company when someone is forced
to give extra time for work against their will it impact on individual behaviour towards that
person, they refuse to work in forceful environment. Team will refuse this idea and take another
option to work better.
Influence of politics on individual and team behaviour & performance-
Workers who do not accept in performing hard depend on nasty politics to make their job
secure in company. It refers to irrational nature of individual at company to gain benefits which
is beyond control. It decreases in productivity, affects concentration, change the attitude or
behaviour to individual towards senior. Furthermore, it also impacts on team performance and
behaviour as well in which members of group demotivated due to high politics at workplace.
LO 2
P2 & M2 Evaluate the content and process theories of motivation.
Motivation is very important and effective part of employees life. This help to building
and maintaining motivated workforce is effective manner. This creates very effective growth in
the Hotel. Motivation theories separated into two parts which are content and process theory of
motivation. Brief explanation of both theory are as follows:
Content theory:
Maslow — hierarchy of need theory: This theory often shown in pyramid through the basic
needs to top needs of employees within the Morrison. This includes five elements which describe
every possible needs. Those are as follows: Physiological needs (Food, water, shelter and sleep): This is the best basic needs for
human to survive. Maslow emphasized our body as well as mind cannot function well if
theses are not fulfilled in the proper manner. For example: employees of Morrison Hotel
want to fulfil those needs in effective manner by attractive salary of employees. Salary is
most important part which is helps purchase water, food and shelter (Maslow – hierarchy
of needs, 2015). If their salary is good and help to complete this than they are motivated

for hard efforts. On the other side, if employee continued worked in Morrison to met with
sleep and rest than they are demotivated and not give hard contribution in Hotel.
 Safety and security (Secure source like income and a place for live health as well as
well-being): This refers with person desire for the security or protection. In respect to
Morrison, safety needs showing as a penchant for like saving accounts, insurance policies
and job security. These helps to gives positive motivation to employees for achieving
goals and objectives of Hotel in an effective manner. On the other side, is employee is
injured in that Hotel is not provided health insurance than employees demotivated
because they think, they don't get any benefits from Hotel against of their hard work and
any time contribution.
 Belongingness and love (integration into social group and feel part of group): In this
element, Maslow claimed that employee need to belong as well as accepted their social
Illustration 1: Maslow pyramid
(Source: Maslow – hierarchy of needs, 2015)

group. For example: Morrison employees are seeks for belongingness within the Hotel
because this creates great positive working environment. The lacking of these needs
individuals may suffers from loneliness due to lack of affection. Hotel should execute
these needs by providing chance to employees for representing themselves in the society
by giving appropriate compensation which help them for attaining belongingness. Esteem needs (Respect for a person as a useful human being): In the Hotel every
employee are seeks for respect from their followers and staff members. For example: if
Morrison employer dose not respect to their employees. In that case employees
demotivated and not give hard contribution fort work (Amado and Amato, 2018). But if
employer give respect ton their employees than they are ready to hard contribution for
achieve goals of Morrison's. This help to build loyalty for employee toward their work.
 Self-actualization need (individual desire to grow and develop): This reflects an
individual desire to grow. This growth is shown as development of the fullest potential.
In this employees like choosing their own version, challenging position or creative tasks.
That is must be considered by Morrison that the Hotel provides equal chance to all the
employee for growing and developing their performance and work is in the effective
manner. If Hotel is able to provide fair compensation than employees are ready to fulfil
motivation in effective manner.
Herzberg — two factor theory: This theory is referred some factors of motivation which cause
through job satisfaction or motivation another is cause dissatisfaction. As per the Herzberg, the
job satisfaction deals with the factors which involved doing the job.

 Hygiene factor: This is the good example of working conditions and work environment
are suitable at the workplace. This includes different elements such as:
◦ Hotel policy
◦ Supervision
◦ Salary
◦ Interpersonal relationship.
◦ Working conditions
As per that if employee of Morrison Hotel have knowledge about every Hotel policy that is help
to reduce mistakes which is suddenly generated by employees at the time of wok. This help to
motivate employees because Hotel not hide any important information with employees.
 Motivation factor: This is another element of this theory, can help to increase job
satisfaction of employees as well as motivation which is based on an individual needs for
the personal growth (Arnulf, Larsen and Martinsen, 2018). This includes five elements
which are as follows:
◦ Accomplishment
◦ Recognition
Illustration 2: Herzberg theory
(Source: Herzberg – Two factor theory, 2015)

◦ Duty and responsibility
◦ Promotion and advancement
This is very important factors for motivating employees for achieving goals and objectives of
Hotel (Herzberg – Two factor theory, 2015). In respect to Morrison provide the best motivation
to their employees for achieving goals and objectives of Hotel in effective manner.
Process theory:
Admas equity theory:
This theory is stated that motivate their employees by treating equal at workplace in
effective manner as well as avoid unfair treatment with employees. According to this theory,
people compare their contribution to work, costs of their action and benefits which reflect result
to the contribution and benefits of the reference person. At the Morrison, workers are put inputs
into the job like education, experience, efforts and expects to get some outcomes such as salary,
wages, promotion and challenging work each in equal amount.
This theory is work not just in the workplace but also at anywhere as well manner for
example: when in the task employees are performed well and get different result then inequity is
exists. In this case, employee get loss marks and their motivation is reduced and another is gives
better result or change their perception of the reference person performance. At the workplace it
Illustration 3: Admas equity model
(Source: Adams' equity theory, 2018)

can demotivate to employees. The greater inequality at workplace is created negative
environment at workplace and employees are not feel well. Through that they are not able to give
their hard contribution for achieve goals and objectives of company. On the other side, if
manager of Morrison are treat their employees equally than they are highly ready to give their
hard contribution for achieve corporate goals.
Motivation techniques: Fair and performance based compensation: This is the key of motivation because unfair
compensation is gives negative impact on employees. Like if Hotel is provide fair
compensation to their employee for achieving same grade in task, through that employees
are highly motivated because they think all employees are equal for employers.
 Rewards system: This divided into two parts financial rewards considers payment and
bonus. On the other side, non financial rewards system includes many of benefits like
gifts and other incentivize. Those are give positive impact on the employees and
encourage for giving hard contribution for achieve goals and objectives of Hotel.
LO 3
P3 Explaining strategies for building effective team an against of ineffective team.
Effective team is very important and effective for Morrison because employee works
together for achieve same goals and objectives of Hotel in effective manner. This creates various
opportunity for Hotel to get achieve goals by building effective team opposite to an ineffective
team. For that here is select two theories of team building Tuckman and Belbin theory of team
work are as follows:
Belbin team role theory:
The concept of Belbin team role model is refers a way of measuring behaviour at the time
of working within the team in effective manner (Buchanan and Huczynski, 2019). There are no
right or wrong answer and never particular team role in the better than any others. This theory is
help to assessing strength and weakness of a team for increasing effectiveness of performance.

Action oriented role:
 Shapers: These are highly motivated person of the team and are very aggressive
extroverts. The shaper much be challenging as well as thrives on pressure or dynamic in
order to achievement of organization objectives in effective manner. They are help to
create driving force and courageousness to overcome obstacles within the Hotel which
are leads in creating an effective team from ineffective team. Ineffective team is
completely creates negative working environment and misunderstanding between
employee. In that shaper creates various drives for build effective team within the
Morrison.
 Implementers: An implementer have responsibility to plan a workable strategy and
execute it as efficiently as possible because they have practical knowledge and common
sense and have ability of self-control and are disciplined (Morseand Chan, 2018). On
then other side, implementer of Morrison is inflexible can be a bit slow for creating the
best possible strategy than ineffective team is created within the Morrison. For building
effective team, implementer work which is to be done, by making effective team. Completer finisher: They play an important role ion Hotel is to end tasks by polishing
and scrutinizing work for error by converting work at their higher level of quality. These
people have high capacity of following the attention. They are motivated by their internal
anxiety of doing work.
Illustration 4: Belbin team role theory
(Source: The Nine Belbin Team Role,
2018)

People oriented role:
 Co- Ordinator: The co-ordinate have complete focus on work and team objective and
goals which is draw by team member for eradicate those elements which are created
ineffective team within the Morrison (The Nine Belbin Team Roles, 2018). These are
person which have ability to make other work in the direction of the achievement of the
team goal. By co-ordinating proper manner have the great policy to create effective team.
 Team worker: These are the supportive members of the team. They have more capacity
of the flexibility and are adaptable with the changes taking place in the situations. In the
Hotel required an effective team work for achieving goals and objectives of Hotel in
effective manner. Ineffective team work creates issue for outcome. However, here is
required to build effective team by providing cooperation to others. Resource investigator: They responsible to check and investigate resources which are
proper or not and creating the best policies for work. This is a type of role which is very
extrovert and enthusiastic and are very good at communication. Lack of resource is create
ineffective team because through that employee are not address proper work within the
Hotel. For that Hotel have to provide best and effective resources for completing work.
Cerebral role:
 Plants: It is tended to be the problem solver in unconventional manner. This is very
creative and great ways to done proper work. These are innovators and are very creative
person. They provide an innovative idea and then the other team members researches in
the idea. If problem of Morrison not solve by planter ineffective manner than ineffective
team often (Osland, Devine and Turner, 2015). For that have to be solved problem in
effective manner than proper team is generated at workplace.
 Monitor evaluators: These are serious person who are slow in decision-making as they
are critical thinkers. It is belongs with logical eye which are making judgement where it
is mandatory for effective team. This is very important and effective for team work.
 Specialists: These are person which are person who has some special skills and
capabilities or specialized knowledge. They are help to entire team and leaders by
offering information and knowledge for work in effective manner.
Tuckman theory of team: