Organizational Behaviour Report: Culture, Power, Politics at M&S

This report provides an in-depth analysis of organizational behaviour within Marks and Spencer (M&S). It begins by defining organizational behaviour and its importance in enhancing individual and team performance. The report then explores the influence of organizational culture, power, and politics on employee behaviour, using M&S as a case study. It examines different cultural models, including role, task, person, and power cultures, and assesses their impact. The report also delves into the dynamics of power, including reward, coercive, legitimate, referent, and expert powers, and their effects on the workforce. Furthermore, it discusses various motivational theories, such as content theories like ERG theory and process theories like Adam's Equity Theory, and their practical applications within M&S. The report also addresses the characteristics of effective and ineffective teams and explores group development theories. Finally, the report concludes by summarizing key organizational behaviour concepts and their impact on workplace dynamics, offering insights into how M&S can foster a positive and productive work environment. The report includes references to support the analysis.

Organizational behaviour
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INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Influence on individual and team behaviour and performance from organization culture,
power and politics...................................................................................................................3
M1 Critique impact of organisational components on behaviour of team and individuals....6
LO 2.................................................................................................................................................7
P2 Process and Content motivation theories..........................................................................7
M2 The manner in which motivational theories affect behaviour.........................................8
D1 Relationship among motivation, culture, power and culture that enable organisational
success and team.....................................................................................................................9
LO 3.................................................................................................................................................9
P3 Ineffective v/s Effective team...........................................................................................9
M3 Group development and relevant team theories.............................................................12
LO 4...............................................................................................................................................12
P4 OB concepts...................................................................................................................12
M4. Concepts of OB.............................................................................................................15
D2 Team development theories that impact upon workplace behaviour.............................15
CONCLUSION..............................................................................................................................15
REFEERENCES............................................................................................................................17
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INTRODUCTION
Organisational behaviour is defined as study of behavioural conduct of individuals within
organisational workplace structure. This study facilitates entity to determine the factors through
which performance and productivity of individuals can be enhanced in order to accomplish
objectives of company with more effectiveness (Griffin and et. al., 2020). This is one of the most
important process through which management can develop positive workplace environment and
can assure long term sustainability and high productivity. Human resource is considered as an
essential aspect for any organisation, study their behaviour allows entity to enhance their
productivity and utilise them for company goals and objectives.
Present report has been conducted on Marks and Spencer which is multinational
organisation and offer their products and services in different segments like food products,
clothing and home. With having more than 80,000 employees Marks and Spencer offers high
quality and satisfactory services to customers. In these report formative discussions has been
conducted on the influence of power, politics and culture upon team and individuals. Along with
this report includes the dynamics, motivational theories and group development theory. In
addition to this effective and ineffective team is also being discussed along with applications of
OB concepts and philosophies.
LO1
P1 Influence on individual and team behaviour and performance from organization culture,
power and politics
Organisational behaviour can be said to be an effective approach which is opted by the
organisations across the globe with an aim to comprehend the characteristics and behaviour that
is exhibited by the humans pertinent to a company. In relation to this, it has been seen that the
human resource manager of an organisation plays the most important role as they are the one
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who are directly engaged in setting communication with the employees and providing them with
a direction and motivation to work in a suitable manner. Now, culture, power and politics are
some of the elements that make up an organisation as a whole. Marks and Spencer is a company
that is globally renowned and popular across the world. The management of this organisation is
looking on these components in a critical way to analyse them properly:-
Culture
This is the common belief or ideology of the company in relation to its working in the
market place. The human resource manager of every organisation has the aim to create an
affirmative culture as this is what helps them in motivating the employees in a suitable manner.
The culture of Marks and Spencer is identified below with the application of a cultural model:-
Role culture:
This culture has similarities with the functional structure whereby the manager has the
top most authority in terms of further assigning the roles and duties. This culture if implemented
in an entity such as Marks and Spencer leads to the enhancement of productivity and
performance of the workforce in an individual and team manner. Besides this, it is acknowledged
to build trust and loyalty within the personnel as they are given work as per their expertise and
interest. When individual behaviour improves, the team behaviour automatically gets a boost.
Task culture:
It is kind of culture that witness formulation of strategies for resolving conflicts that leads
to generation of harmony in the firm. If this type of culture is adopted via Marks and Spencer
then there will be improvisation in behaviour of team as well as individuals. Employees are
rendered with opportunities for addressing interpersonal issues along with development of
healthy relationship among one other. The output that will be delivered by workforce,
collaboratively and individually will increase.
Person culture:
It is considered as pessimistic kind of culture via various researchers, as focus is laid on
point of view of individuals and not on the team as a whole. If such culture is opted by Marks
and Spencer, then this will boost up behaviour and performance of individuals. That renders
opportunities for development of organisational requirements. Culture creates adverse influence
on motivational levels of team in collaborative way as individuals consider them to be superior
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which pessimistically hamper their performance. Due to this teams are not even able to achieve
goals within peculiar time frame.
Power culture:
It is last kind of culture that is observed in firm where power to formulate decisions is in
hands of few individuals. The implementation of such kind of culture in Marks and Spencer will
have negative influence on behavioural pattern as innovative and creative thinking skills are not
given any kind of significance. Owing to this negativity that prevails in between employees
deflates overall outcome that is furnished by groups and individuals.
From above discussion, the roles culture is apt for Marks and Spencer, where employees
are motivated collaboratively and individually for giving best performance.
Politics
This is deciphered like process in which communication among human occurs by making
enhanced utilisation of power. This can have both positive and negative impact depending upon
way in which it is used. Here, employees can be allowed to telecommute, take flexible leaves,
rotational shifts and many more. Latter occurs by prevalence of biased and stereotypical
behaviour for some people. In case of positive politics in Marks and Spencer, it will lead to
enhance outcome that is rendered by personnel in team or individually. This will instil positive
and encourage them to work towards welfare of organisation. But on other hand the negative
politics lead to spread negativity in firm that creates a direct impact on performance of
employees. This occurs due to core elements related with healthy employment relations, namely
trust might be missing among employees and organisation. Due to this, individuals and teams
will not be able to deliver their services effectively.
Positive politics will act like an advantage for Marks and Spencer as it will foster
development of positive and healthy relation among employees through which overall
productivity will be enhanced.
Power
The authority that is being held via individuals that belongs to higher management is
referred to as power. According to French & Raven, there exist 5 kinds of powers which are
practiced by leaders in distinct organisational conditions. With respect to Marks and Spencer,
they are specified beneath:-
Reward power:
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This power witnesses usage of authority of leader for rewarding and recognising the
employees those who deserves. If such kind of power is utilised in Marks and Spencer, then this
implies formulation of affirmative behaviour of teams that inflates their overall performance.
Coercive power:
Threat or force that is being utilised by leaders for impacting teams and individuals for
carrying out the tasks is defined a coercive power. If such kind of power is exercised in Marks
and Spencer then it will deflate morality and thinking process of groups. It means that there is
non-ability to attain the tasks within timely manner.
Legitimate power:
It is kind of authority that is possessed by management such as owner and chief executive
officer. The implementation of such kind of power implies under utilisation of creativity that
teams and individuals have and even their views are not considered while developing decisions.
Such kind of pessimistic behaviour hampers overall productivity of organisation.
Referent power:
This is fictitious kind of authority that has ‘x-factor and characteristics for gaining
attention of other individuals within firm. This leads to enhance productivity as individuals want
to have same position as a referent leader. But, this also creates adverse influence on output that
is rendered by team because emphasis is laid on gaining power rather than on responsibilities,
they have to carry out.
Expert power:
This authority is with individuals who have certain sort of specialisation in some working
field. But this power is liable for boosting up performance and morale of teams because there is
view of experts for doing tasks and this creates pessimistic influence on output as well as
behaviour of individuals. This occurs due to insecurities which developed in them because of
inability to access powers like an expert leader.
This can be illustrated that reward power is relevant that can be used within Marks and
Spencer assist will lead to inflate motivational levels among individuals.
M1 Critique impact of organisational components on behaviour of team and individuals
It has been found then when there exists affirmative culture like role and task then instils
sense of motivation among different personnel either working individually or in a team. But by
execution of negative culture such as person and power, it impacts behaviour of individuals.
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Same goes in context of politics where positive leads to develop healthy relations and negative
creates insecurities and conflicts. Referent, expert and reward facilitates within employee
empowerment. On other hand, legitimate and coercive creates non-usage of innovative ideas
presented by team and individuals which further impacts overall productivity and profitability of
organisation.
LO 2
P2 Process and Content motivation theories
Motivation is defined as a process with the help of which company can encourage and
influence employees towards fulfilment of company objectives with more efficiency. With
different process and content theory Marks and Spencer management can enhance workforce
performance and can ensure high performance of employees in desired manner.
Motivational Theories:
With the advantage of different motivational theories Marks and Spencer can facilitate
individual to perform their objectives with more effectiveness and hard work. There are different
type of motivational theories that can be considered by management of M&S through which
work force can be motivated in an effective manner. In contrast to this, it has been identified that
leaders and managers of Marks and Spencer implement two different type of motivational
theories which is the underlined below:
Content Theory
It mainly involved need which evolves with the regular phase time in continuous phase.
In relation to this motivation theories can provide much advantage to Marks and Spencer through
which they can accomplish their objectives with more effectiveness.
ERG motivation theory
This theory was coined by Clayton P. Alderfer through which company can emphasise
upon individual needs and can further motivate them towards higher growth.
Existence Needs:
This theory is mainly inclusive of materialistic and psychological desire such as food,
clothing and water. In this Marks and Spencer leaders and managers can evaluate basic needs of
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employees and can fulfil them in order to motivate their performance (Mousa, Massoud and
Ayoubi, 2020).It has been underline that leaders in Marks and Spencer can provide incentives,
appreciation and bonus to employees through which the performance can be enhanced.
Relatedness Needs:
This need include social and external needs in which company is required to ensure that
there is positive workplace in organisational workplace structure through which company
employees can perform their work with more effectiveness. For this leaders and managers can
provide employees with the opportunity to engage in an official get-together that facilitates
collaboration among employees.
Growth Needs:
This is mainly associated to individuals needs according to organisational requirements in
this company can provide employees with the advantage of training and development and can
further develop their professional and personal competencies. With the help of this employees
can enhance their performance level.
Process Theory
The theory allows organisation benefits through which entity can engage in the process of
determining employee’s needs according to time. It is one of the most efficient theories which is
being further defined below:
Adam’s Equity Theory
Adam theory was established by John Stacy Adams that involves two principles. In this, it
is essential for Marks and Spencer to make sure that employees get treated in an equal and fair
manner in organisational structure. Along with this it is essential for management to ensure that
employees get appreciated with non monetary and monetary rewards such as flexible working
hours, bonuses, appreciation, training and more. With the help of this M&S can assure higher
growth, better performance of employers and long-term sustainability.
M2 The manner in which motivational theories affect behaviour
With the assistance of motivational theories such Adam's Equity as well as ERG
motivation, M&S intent to influence an individual’s behavioural characteristics in positive way.
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This have been examine that after accomplishment of ERG, the requirements increases the
personnel motivation this drives towards lower motivation into employees to perform effectively
in future as overall requirements has been accomplished. Moreover, Adam's Equity promotes
equality within entities but it foster fair wages payment to whole staff into M&S whereby some
are more deserving in comparison to others. At the time when additional effort are considered
through particular staff are not appreciated then its impact pessimistic manner.
D1Relationship among motivation, culture, power and culture that enable organisational success
and team
By taking advantage of optimistic politics, culture and powers management of organisation
can develop an effectiveness workplace environment in which every employee get motivated and
encouraged towards accomplishment of company goals with more effectiveness. With the help
of positive politics, power and culture Marks and Spencer can assure more competitive
advancements comparatively to other rivals (Alkhadher, Beehr and Meng, 2020). Negligence of
this factor can lead company to face much adverse impact upon their profitability growth. Marks
and Spencer is suggested to undertake use of positive culture, power and politics in order to
motivate staff in effective manner.
LO 3
P3 Ineffective v/s Effective team
A team is a group in which individuals of different talent, skills and expertise get combined
in order to fulfil a common purpose or objective. A team is one of the most important aspects for
any organisation that allows entity to accomplish their goals with more effectiveness. There are
mainly two type of team in organisation that involves effective team and ineffective team
(Pradhan, Jena and Panigrahy, 2020). It has been identified that in effective team team leaders
stated actual roles and responsibility to every team individuals according to their skills and
competencies. While if it is talked about ineffective team, in this individuals are not aware of
their roles that creates many confusion and lead towards ineffective results. It has been identified
that Marks and Spencer perform their operation in different geographical locations and offer
wide range of products and services to customers. Thus, it is essential for management to
perform company objectives with the help of team system in organisational work place structure
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as it allows companies to ensure more growth and development. Mentioned below differentiation
among ineffective and effective team is being given:
Basis Effective team Ineffective team
Decision
making
In effective team roles and
responsibilities to every individual is
being allotted to them as per according
to their skill and competencies. Along
with this, in this team structure
everyone is aware about their actual
responsibilities that lead towards effect
outcomes and accomplishment of
course in time effective manner.
In Ineffective team, members are not
aware with their actual roles and
responsibilities that are required to
be performed by them. In this clear
direction is being not provided to
individual who makes it an
ineffective team and affects team
performance in adverse manner.
Underlying
goals
In this team roles and responsibilities
are defined to each and every member
in order to avoid any delay and
confusion.
Individuals are not aware of their
actual roles and responsibilities that
lead towards creation of confusion
among team members. It further
leads towards conflicts that hamper
productivity of employees and
effective goals in an adverse manner.
Team Dynamics
Team must be inclusive of five essential elements which is essential for an organisation to
underline in order to develop an effective team structure:
Trust:Each and every member of team is required to have trust on each other as it leads
towards accomplishment of roles and responsibilities with greater effectiveness.
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Healthy conflict:It is important for team members to engage in healthy conflicts as it lead
towards better ideas, higher productivity and innovative perceptions through which goals can be
accomplished that more efficiency.
Commitment:It is one of the most important aspect that are required to be present among
an effective team, as it allows individuals to stay effectively committed towards team goals
which enhances the effectiveness of organisational objectives.
Accountability: It is essential for team members to have accountability of their roles and
responsibilities in order to accomplish objectives in time effective manner.
Result focussed: All the team members are required to effectively rely upon team goals
in order to achieve effective end outcomes.
Types of teams
A team can be of different types through which organisation can fulfil their roles and
responsibilities (Richards, 2020). Mention below discussion upon different type of team is being
made that can be undertaken by Marks and Spencer to accomplish company goals:
Project team: With the help of project team Marks and Spencer can fulfil their project in
time effective manner by engaging individuals. With the assistance of project team company can
assure accomplishment of a project with more effectiveness.
Functional team:It has been identified that in functional team, team members mainly
belongs to different business function. With the help of this team Marks and Spencer can
accomplish organisational objectives with different talent, knowledge and background of
individuals that allows company to assure more effective end outcomes.
Virtual team:It has been evaluated that Marks and Spencer perform their business
functions in different geographical segment thus, in order to accomplish company goals they can
take advantage of virtual team in which they connect individuals from different location via
Internet and can use their expertise to accomplish organisational objectives.
Thus, according to the above discussion it has been identified that a team plays most
important role for multinational organisations likes, Marks and Spencer. It can not only lead
company towards higher results but can also allow them to fulfil their goals and objectives with
more creativity and innovation. It further facilitates entity to assure higher profitability and long-
term growth.
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M3 Group development and relevant team theories
With the implementation of tuckmam team development theory Marks and Spencer can
develop a dynamic coordination among team individuals through which organisational objectives
can be accomplished with more effectively, as it has been identified that M&S is planning to
launch a new product in retail industrial sector. For this, project has been underline in order to
accomplish this project team leader is required to develop a team with inclusive of highly
talented employees in order to accomplish team objective mentioned below there are stages of
team development process.
Forming: It is the stage in which team leader select individuals of different skills, expertise
and talent. It is required to accomplish underline objective of Marks and Spencer
Storming: In this stage team leader facilitate collaboration among individuals and provide
them information about company vision of launching a new project by allocating roles and
responsibilities accordingly to members expertise.
Norming: This is the state in which disputes can undertake place among team members in
order to underline the direction and ideas the help of which Marks and Spencer can successfully
launched their product in market segments.
Performing: In this, actual performance of team members are witness in order to
accomplish company objectives which is associated to bring a new product and retail industrial
segment.
Adjourning: At this stage, accomplishment of team objectives get fulfilled which further
lead towards disbursement of individuals.
LO 4
P4 OB concepts
Organisational behaviour is inclusive of ideologies, customers, experience etc. Leaders are
having most important responsibility which is related to understanding employee’s characters
and align them with company objectives and goals. With the help of this company can assure
more effective results. In order to align individual ideologies with company objectives leaders
can undertake advantage of path goal theory which is being further defined below:
Concepts of OB
Path Goal Theory
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