Organizational Behaviour: Culture, Power, Policies, and Motivation

This report provides an analysis of organizational behaviour within the context of Waitrose, a British supermarket organization. It examines the impact of organizational culture, power dynamics, and policies on individual and team performance. The report delves into different types of power, including coercive, legitimate, expert, referent, informational, and reward power, and their influence on employees. It also explores the impact of organizational politics and culture, utilizing Handy’s culture typology model to categorize different cultural types such as power culture, role culture, personal culture, and task culture. Furthermore, the report identifies and discusses content and process theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as Vroom's expectancy theory, explaining how these theories can be applied to enhance goal attainment within an organizational setting. The report concludes by summarizing the key concepts and their implications for organizational effectiveness.

Organizational Behaviour

Table of Content.
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Impact of organization culture, power as well as policies on people & team performance...1
TASK 2 ...........................................................................................................................................4
P2 identify how content as well as process theories of motivation and motivational
approaches, access in effective attainment of goals in an organizational relation.......................4
Critically illustrate how to influence the attitude of other people with the effective application
of behavioural motivational theories, concept as well as models................................................6
P3 identify an understanding of what can establish an effective team, as opposition to as
ineffective team............................................................................................................................6
TASK 4............................................................................................................................................9
P 4 Concept & Philosophies of organizational behaviour...........................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational behaviour is a multidisciplinary study of employees’ interaction and the
organizational process that seek to create more efficiency as well as cohesive organization. The
organizational behaviour is assist employees to direct a business culture and it is also assist
supervisor or manger in better understand how that culture assist or hinder employee
productivity as well as retention. Organizational behaviour is helps the employees in improve job
performance, increase job satisfaction, encourage leadership and create a positive working
environment (Jantunen and et. al., 2020). These all are depending in the challenges as well as
desired outcomes. It is also developing to understandings for motivate employees to manage
company procedure as well as policies. This report is based Waitrose which is a British
supermarket organization. It is founded in 1904 as Waite, Rose & Taylor later shortened to
Waitrose. It is founded by Wallace Waite, Arthur Rose and David Taylor as a small grocery shop
in West London. This report is considering the impact of policies, culture as well as power in the
organization. This is also considering the various motivational philosophies which are related
with the organizational behaviours (Andersen, 2018).
TASK 1
P1 Impact of organization culture, power as well as policies on people & team performance
The organizational culture is factor that affect the working of organization and it is the
collection of values, expectation as well as practices that assist as well as inform the actions of
all workers. These factors are cause the negative as well as positive impact on the overall
productivity and performance of the establishment.
Influence of power on individual and team:
The power is gives the authority to change the behaviour of others and make them do
thing. This is forces the employees to complete the task and influence assist them to understand
why that task is essential. It is a develops negative leadership that can create the feeling amongst
team members that they have no choice but to di thing a certain manner (Chordiya, Sabharwal
and Battaglio, 2019). In relation to Waitrose, these are several theories which is being used and
these are explained below:
Coercive power: This is the ability of the supervisor and manager to force as employees
to follow an order by threatening the employees with punishment if the employees does not
1

comply with the order. In relation to Waitrose, this power is given to the head member and
manager which are associated with the ensuring the effectiveness of the given task to each
worker.
Legitimate power: Legitimate power is coming from having the position of power on an
organization such as being the boss or a key member of a leadership. In context to Waitrose, this
type of power is familiar by the assistant in the respective organization. So, all the task is
completed in the well hierarchical organization (Jermsittiparsert and et. al., 2019).
Expert power: This power is referring to employee’s perception that a supervisor or
manager of an organization has a high level of knowledge and special set of skill. In respect to
Waitrose, this is also associated with the development and growth of the organization.
Referent power: Employees with referent power have positive interpersonal skill that
generate respect from others. This types of power are coming from the leader’s capacity to
influence as well as inspire his followers. In respect to Waitrose, manager of the organization has
this type of power that they are used to encouragement of employees to increase their
performance.
Informational power: this power is a short-term power that doesn’t essentially encourage
as well as build credibility. In context to Waitrose, this power is giving to the manager and
director of the organization which are assist in the shows the complete image of the organization.
Reward power: The reward power is supply the ability to reward other when they are work
effectively for increasing the performance. These rewards are encouraging the employees for
work hard to attain the rewards (Vardarlıer and Akıner, 2020).
Influence of politics on individual & team:
The organizational policies are referring to the personal agenda of an employee within
the organization. These are also associated with the unreasonable behaviour of the individual
which are affect performance of the organization. The employees are use organizational politics
as a tool to gain power, popularity or tarnish someone’s reputation. It is generally a negative
thing but this isn’t always true. There are several elements which are influence the politics of the
Waitrose. These are mentioned below:
 Miscommunication: Manipulation thrives in organizational politics and this means
miscommunication reign. The manager and supervisor are told edited versions of events
as well as employees are not keep in the loop.
2

 Decrease in the productivity: the politic cause the negative impact which influence the
environment in the working premises. Employees caught up in organizational politics pay
less attention to their work.
 High employee turnover: There are various people who leave the organization due to
organizational politics that may result in a lack of qualified employees or loss of
knowledge if good workers quit (Shim, Park and Chung, 2022).
Influence of culture on individual and team:
The organizational culture has influence on employees work behaviour as a result on the
acceptable behaviours as well as attitude to several different jobs in the organization. This is a
major determinant of the worker’s performance as well as effectiveness which are associated
with job position. The culture is explained with the help of Handy’s culture typology model and
being divided in four parts which are mentioned as:
 Power culture: It is a centralized culture which is aimed on key decision makers. These
may occur in small business where the directors dominate and may come under stress if
business grows as well as cannot all be run from the centre. This is the major element
which are associated with the operational area of Waitrose as well as work on large
scale. This provide the authority to the manager to observe their employees which are
assist in the increasing the performance as well as productivity of the organization
(Derakhshan, Mancini and Turner, 2019).
 Role culture: This is usually characterising by the company which have a high degree of
formalization as well as high degree of centralization such as large scale business. There
is well recognised formal process as well as rule and well established organizational
hierarchy which is clearly understood as well as tightly enforces. If Waitrose use this
type of culture, then there will be handing over of the responsibility as well as role to the
employees as per their attitude and skills.
 Personal culture: This is a culture lacking in formalization of centralization as well as is
likely to centre on a working surroundings which is self-directed as well as status driven.
In context to Waitrose, if this is use this culture then workers of the business that
individual operate on a self-motivated basis so need limited formal guidance of structure.
 Task culture: these organizations are characterized by a high degree of centralization
but a low degree of formalization. They are usually quite flexible as well as results
3

oriented and often work on a project basis. It the respective organization is use this
culture for distribute the working according to the role of the worker in a particular
activity (Najeemdeen, 2018).
TASK 2
P2 identify how content as well as process theories of motivation and motivational approaches,
access in effective attainment of goals in an organizational relation
Content theory of motivation: The content theory is also known as need theory which is
mainly aimed on the internal aspects that are energise as well as direct human behaviour. This is
also including the employees wants as well as needs with the change in the time. In context to
Waitrose, this is use this theory for increase performance and such content theory is mentioned
below:
Maslow's theory of motivation:
It is a motivation theory which is refers to that some categories of human needs dictate an
employee’s attitude and behaviours. These needs are consider safety needs, esteem needs, love
and belonging needs, physiological needs as well as self-actualization needs. In respect to
Waitrose, they are get into the several needs and wants of the workers which are mentioned as:
 Physiological needs: The psychological needs are considering those that are essential to
survival. These are including food, water, breathing as well as homeostasis (Wang, Liu
and Zhou, 2018).
 Safety needs: These are the needs for security as well as safety become primary and
some of the basic security and safety need are considering financial security, safety
against accidents as well as injury and health & wellness.
 Love and belonging needs: These are the social needs which are consider love,
acceptance and belonging. These are associated with need for emotional relationships
drives human behaviours.
 Self-esteem: It becomes increasingly important to gain the respect as well as
appreciation of others. Individual have a need to accomplish thing, then have their efforts
recognize.
4

 Self-actualization: the self-actualizing individual are self-aware, concentrated with
personal growth, less concerned with the opinion of others as well as interested in
fulfilling their potential.
In respect to Waitrose, these are follow this motivation theory which accomplish the wants
as well as needs and that are assist in the increasing the strength as well as confidence of the
workers. These are completely affect the performance and affectivity of the organization
(Abdirahman, 2018).
Herzberg's two-factor theory of motivation: this is the two factor theory which is
refers to concept of the aspects that affect the satisfaction of employees as well as increase the
motivation level. The two aspects are includes the hygiene factor and the second one is
motivation factor. These are explained as below:
 Hygiene factor: The hygiene factors are the element of job that satisfy the basic needs of
the employees such as security, payment, fairness as well as working condition. These
requirements are met, employees feel comfortable and satisfied with their role.
 Motivational factor: The motivation factor ate the main aspect that associated with
motivate employees to stay and grow in a job role. They may want more challenging
roles that allows workers to grow professionally, increase their skills and manage
responsibility.
The respective organization follow this theory and both factors are affect the satisfaction of
the workers at the given job role and responsibility. These are also help in the achieve the goals
as well as objective of the organization which are associated with the development of the
organization (Crichton and et. al., 2020).
Process theory of motivation: This theory is associated with the psychological as well as
behavioural process that affect the employee’s motivation. These are including the change of
attitude as per the requirement to achieve the goals as well as objectives. In relation to Waitrose,
the process theory of motivation is mentioned as:
Vroom motivational theory: This theory is work on the assumption that individual
choose to increase performance. This means that the workers will behave in a manner that results
in the best outcomes or rewards. This theory is depending on the ides that increase the value of
outcomes and motivate them to achieve. This theory is considering the expectancy,
instrumentality as well as valance. The expectancy is associated with the employees which are
5

puts in the efforts and they expect a certain result. The instrumentality is referring to the
productivity which is depends in the performance and batter performance is increase the
productivity. Valance is generally associated with the rewards after completing the activity to
achieve desired outcomes. In respect to Waitrose, these are affect the overall performance of the
of the employees.
Goal getting theory: This theory is associated with the employee’s engagement tactic
that involves setting specific as well as measurable goals to increase productivity. These are
increase the employee’s performance and increase the engagement of employees. This is
requiring the specific and clear goal and objective which can assist the employees to understand
the objective as well as deadline of the given task. The goal must be sufficiently challenging to
keep employees engaged as well as focused while performing the activity. Self-sufficiency is the
aspect which refer to define the potential of the employees which are associated with the
performance. Another aspect is goal commitment which is devotion of the employees to achieve
the goals as well as increase the performance of the establishment (Chang and et. al., 2019).
Critically illustrate how to influence the attitude of other people with the effective application of
behavioural motivational theories, concept as well as models
In respect to Waitrose, these are follow the Maslow’s theory of motivation as well as vroom
expectancy theory to increase the performance of the organization. The Maslow’s theory is assist
in the evaluation of the needs of the employees to complete them. The vroom expectancy theory
is associated with the increase the complete the performance and productivity. There is some
reward are also offers to the employees to achieve the goals of the organization.
TASK 3
P3 identify an understanding of what can establish an effective team, as opposition to as
ineffective team
Effective team: The effective team are the foundation of every successful organization which
are essential for the growth of the organization. There are several people comes together to
achieve the goals as well as objectives for the organization. The effective team is also ability of
team which are working together to attains goals in a proper manner. These are the foundation of
every successful organization.
Characteristics of effective team:
There are some aspects of the effective team which are explained as below:
6

 Clear goals and plans: The effective team members have a clear goal as well as plans
which are essential for working together.
 Strong leadership: A successful team is basically led by an individual who trusted as
well as respected by its members. They also offer encouragement and motivation to keep
the team morale high and the focus on challenges (Khan and et. al., 2020).
 Members communicate openly with the team: The team members feel that their ideas
and input matter so that they are not afraid to express their own opinion and thoughts.
Factors of effective team:
 Provide role clarity: Individual are quite their jobs as well as sought higher paying roles
or batter work and there are many people’s roles changed to meet the organization needs.
 Be aware of emotional security: The team members are want to feel valued,
comfortable as well as involved. The team is establishing emotional security with a high
level of trust, comfort and psychological safety and understandings.
 Encourage a collaborative spirit: A collaborative spirit encourages everyone to come
together to think about the best ways to challenge work. A lack of collaboration impacts
everyone differently and remote individual who may already be at risk of feeling isolated.
Ineffective team:
The ineffective team are made up of those individual who are not communicate properly
and not mix well with each other as well as have not essential skill to achieve the working goals.
These members also not have the proper training for working (Grimolizzi-Jensen, 2018).
Characteristic of ineffective team:
There are some aspects of ineffective team which are mentioned as below:
 There is low unity purpose: There is no evidence that the team is widely committed to
common objective or that the objectives are meaningful to each worker of the team.
 The group tend to avoid discussion of its own maintenance: the team members has
taken little time to explicitly discuss group process to achieve the objectives. These team
members are not have a clear goals as well as objectives.
 A few workers tend to dominate: Employees are not listen to each other and ideas are
ignored. Conversation after team meeting revel that people failed to express their ideas
and opinion.
Aspects of ineffective team:
7

 Poor time management: The ineffective team members are not working in a team which
may result in the delay in the achieving the task.
 Ineffective interaction: The ineffective group communication is poor team
communication from lack of trust, respect commitment as well as cooperation. The may
lead the ineffective interaction of team members which is not good for organization.
Belbin theory: This theory is develops the understanding individual role within the
specific team and these are help in the development of individual strength as well as manage
their weakness as a team members. These are also help in improve the contribution of individual
to the team. The team leaders as well as team- development are use this theory to create more
balanced team (Muchiri and et. al., 2019). There are several team roles which are performed by
workers to increase the performance of the organization. These various Belbin team roles are
mentioned as:
 Team worker: The team workers are generally extrovert with friendly and mild
disposition. They are good listener as well as working together within the organization.
They are use interpersonal skills to solving the issues and support other team members
who feel neglected. These team members are highly adaptable and skilled which are
assist in effectively interact with the other people.
 The Coordinator: The coordinators are mature person who have interpersonal as well as
communication skill. The are generally present at higher position in the organisation and
use different type of style to manage workers. These are generally aimed on the
achievement of the objective and goals of the organization. They also have a good
identification technique and these are use in the attain group's objectives. These are calm
as well as trusting individuals who are adept at relegating work.
 The specialist: The specialist team member is a person who is expert in a particular field
and these are contribute when a task requires their area expertise. These are the assets of
the organization which gives expert technical knowledge. The specialist find the ides of
being a team challenging and they become very engaging as well as helpful when it
comes to their field of expertise as well as will not have any issue in sharing their
knowledge with other member (Akanji and et. al., 2019).
 The implementer: The implementer are the organizer which are associated with the
provide structure to environment as well as maintain order. These are highly disciplined
8

as well as sex-controlled individual who can neglect their self-interest to aim on the needs
of a team and organisation. These are generally backbone of the organization which
associated with the implement workable strategies to ensure the team for achieving the
goals effectively.
TASK 4
P 4 Concept & Philosophies of organizational behaviour
Path goal theory of leadership: The path goal theory is refer to the leader's behaviour in
contingent on the satisfaction, motivation and performance of their workers. The path-goal
theory is assist in the identification of the which leadership style will bests motivate as well as
increase the performance of team. These are various styles are present in this theory which
provide the ideas to leader which help them to improve their behaviour according to the
employees need and ability. This theory is give a clear path to follow to attain objectives and
goals and removing obstacles as well as pitfalls.
In relation to Waitrose, this theory is help in the identification of aspects and working
pattern of the employees which plays a crucial role in the increasing the overall performance of
the organization. These is also assist in the evaluation of the abilities which associated with the
batter decision-making (Kabirifar and et. al., 2020). Waitrose can use the different leadership
style that assist them to have feedbacks as well as suggestion from their staff as well as making
good decision.
Classification of path goal theory
 Employees characteristics: Employees are use their leader's behaviour which are based
on their requirements such as degree of structure they require, affiliation and level of
ability. A leader provides more structure than what they require and they become less
motivated. So, the leader require to understand their employees so they get motivated. In
context to Waitrose, the supervisor must evaluate the several aspect and meet the specific
period of time to increase the employees behaviour.
 Task and environmental characteristics: This is related with the activities which is
used according to the employees for their knowledge as well as skills to increase the
output of the organization. In context to Waitrose, the supervisor must do a survey within
9

the working premises for the identification of needs for completing the task (Jehanzeb
and Mohanty, 2018).
CONCLUSION
From the above discussion, it has been concluded that the performance as well as
productivity of the organization is depends on the working behavioural approaches of the
workers. The organization is also used different motivational theories to provide the satisfaction
and fulfilling the requirement of the employees to increase the productivity of the organisation.
There are Maslow theory and Vroom expectancy motivational theory is used in the team working
and also help in the identification of ability and skill of employees. The path goal theory is also
give the suitable guidance to achieving the goals as well as objective of the organization.
10

REFERENCES
Books and Journals:
Abdirahman, H.I.H., 2018. The relationship between job satisfaction, work-life balance and
organizational commitment on employee performance.
Akanji, B. and et. al., 2019. The influence of organisational culture on leadership style in higher
education institutions. Personnel Review.
Andersen, T.K., 2018. Understanding the success or failure of organizational ICT integration:
The criticality of managerial involvement. Journal of change management, 18(4),
pp.327-343.
Chang, T.W. and et. al., 2019. Effect of green organizational identity, green shared vision, and
organizational citizenship behavior for the environment on green product development
performance. Sustainability, 11(3), p.617.
Chordiya, R., Sabharwal, M. and Battaglio, R.P., 2019. Dispositional and organizational sources
of job satisfaction: a cross-national study. Public Management Review, 21(8), pp.1101-
1124.
Crichton, R. and et. al., 2020. Improving Executive Compensation in the Fossil Fuel Sector to
Influence Green Behaviours. In Academy of Management Proceedings (Vol. 2020, No.
1, p. 12900). Briarcliff Manor, NY 10510: Academy of Management.
Derakhshan, R., Mancini, M. and Turner, J.R., 2019. Community’s evaluation of organizational
legitimacy: Formation and reconsideration. International Journal of Project
Management, 37(1), pp.73-86.
Grimolizzi-Jensen, C.J., 2018. Organizational change: Effect of motivational interviewing on
readiness to change. Journal of Change Management, 18(1), pp.54-69.
Jantunen, S. and et. al., 2020, October. Antecedents and Consequences of Counterproductive
Knowledge Behaviours: Study of Home Care Organizations in Finland. In 17th
International Conference on Intellectual Capital, Knowledge Management &
Organisational Learning ICICKM 2020 (p. 226).
Jehanzeb, K. and Mohanty, J., 2018. Impact of employee development on job satisfaction and
organizational commitment: person–organization fit as moderator. International Journal
of Training and Development, 22(3), pp.171-191.
Jermsittiparsert, K. and et. al., 2019. Determinants of supply chain employees safety
behaviours. Journal of Computational and Theoretical Nanoscience, 16(7), pp.2959-
2966.
Kabirifar, K. and et. al., 2020. A conceptual foundation for effective construction and demolition
waste management. Cleaner Engineering and Technology, 1, p.100019.
Khan, M.A. and et. al., 2020. The interplay of leadership styles, innovative work behavior,
organizational culture, and organizational citizenship behavior. Sage Open, 10(1),
p.2158244019898264.
Muchiri, M.K. and et. al., 2019. How transformational and empowering leader behaviors
enhance workplace safety: A review and research agenda. The Journal of Developing
Areas, 53(1).
Najeemdeen, I.S., 2018. Perceived organizational culture and perceived organizational support
on work engagement.
11

Shim, D.C., Park, H.H. and Chung, K.H., 2022. Workgroup innovative behaviours in the public
sector workplace: the influence of servant leadership and workgroup climates. Public
Management Review, pp.1-25.
Vardarlıer, P. and Akıner, Ö., 2020. Relationship between organizational commitment and
organizational silence: A study in the insurance industry. In Strategic Outlook for
Innovative Work Behaviours (pp. 293-324). Springer, Cham.
Wang, T., Liu, Z. and Zhou, L., 2018, February. Toward a Spatial Perspective on Business
Sustainability: The Role of Central Urban and Environmentally Sensitive Areas in
Energy Corporates’ Green Behaviours. In IOP Conference Series: Earth and
Environmental Science (Vol. 113, No. 1, p. 012116). IOP Publishing.
12