Organisational Behaviour Report: Sainsbury's Performance Evaluation

This report provides a comprehensive analysis of organisational behaviour within Sainsbury's, a major UK supermarket chain. It explores the influence of organisational culture, power dynamics, and political factors on individual and team performance, examining concepts such as coercive, reward, referent, and informational power. The report delves into Handy's cultural typology and Hofstede's cultural dimensions to understand Sainsbury's culture. It further analyses content and process theories of motivation, including Maslow's hierarchy of needs, to assess their impact on employee growth and organisational objectives. Additionally, the report examines the characteristics of effective and ineffective teams, along with the application of relevant team development theories. Finally, the report evaluates the philosophies and concepts of organisational behaviour to improve business productivity and performance in the context of a given business situation, providing a critical analysis of the relationships between politics, culture, power, and motivation within the organisation.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Influence of organisational culture, power and politics on individual along with team
performance............................................................................................................................4
M1: Critically analyse the way culture, politics and power can posses impact on team
behaviour and individual performance:..................................................................................7
TASK 2............................................................................................................................................7
P2 Analysis and evaluation of content and process theories of motivation which influence
the growth of the chosen organisation and which can aid to improve it more.......................7
M2: Critically evaluate influence of other behaviour by effective application of motivational
theories, models and concepts..............................................................................................11
D1: Critically evaluate the relationship between politics, culture, power and motivation that is
enabling team and organisation for success.........................................................................11
TASK 3..........................................................................................................................................12
P3 Describe the perceptive of what makes a team effective in comparison to ineffective team
..............................................................................................................................................12
M3: Analyse relevant teams and group development theories to support the development of
co-operation among effective teams.....................................................................................15
TASK 4..........................................................................................................................................16
P4 Philosophies and concept of organisational behaviour...................................................16
M4: Evaluate philosophies and concepts of OB To influence behaviour according to a given
business situation..................................................................................................................18
D2: Critically analyse the relevance of team developed concepts, theories and philosophies at
workplace to improve business productivity and performance............................................18
CONCLUSION..............................................................................................................................20

REFERENCES..............................................................................................................................21
INTRODUCTION
Organisation behaviour is the individual study and group behaviour that is affecting the
functioning of organisation. It is regarded as a interface between organisation and human
behaviour. One of the major objectives of organisational behaviour is to revitalise the theory of
organisation to develop a better conceptualisation of organisation life. Being part of
multidisciplinary filed organisation behaviour is affected by different development of disciplines
that includes psychology, sociology, engineering and economics that is affecting the experience
of practitioners. Present report is based on Sainsbury's is the second largest chain of
supermarkets across UK (Kitchin, 2017). It was founded in year 1869 and become one of largest
groceries inn year 1922. Presently there is discussion of the organisations culture, power and
politics affecting individual, team behaviour and performance. There is evaluation of the way
process and content theories of motivation & motivation techniques are enabling in the
achievement of gaols in organisational context. With a analysis of effective team & ineffective
team further there is application of philosophies and concepts of organisation behaviour in the
context of organisation according to a business situation.
TASK 1
P1 Influence of organisational culture, power and politics on individual along with team
performance
In context to the organisation culture, power and politics posses the huge effect on
employee's performance and organisation behaviour ,because some how these are the elements
of organisation behaviour which has to be manage in positive and productive way. They are
having both positive and negative impact according to their presence and management in
company (Bucher, 2018).
Influence on Team and individual
Power is the important part of the organisation which influence the performance of
employee's. This is given to the manger and higher authority of the company and it is also
authorise to the employee's along with job role and some sates of rights according to which they
have to work. Manger use their power for the management of employee's and influencing them

for better performance. Some of the power theories are implemented by the Sainsbury is
explain below.
Coercive power: This power is use in the condition of peak lode by the directors or
senior manger of the organisation. Through which they make force on their employee's for task
accomplishment with in the time. By making the threat of job loss salary cut and so on.
Sainsbury is using this power during the crisis as it helps to achieve the target.
Reward power: This is the power through which authorised person can make the reward
and performance appraisal programmes. In Sainsbury power given to the board of directors for
providing the value towards the performance employee's, by reward's and bonus.
Referent power: This is the type of power which is given to the leader of organisation.
Who posses the skills of influencing and guiding so that he can use it for the subordinate
guidance. Workers posing the believe on their leader for every thing. In Sainsbury this power is
with team leaders who mange the team of different level.
Informational power: This power is given to the person who posses the required
information and who can manage the organisation information with their skills. Sainsbury This
power is of CEO who mange the organisation reports and structure, such as finance and auditing
department (Lau and et. al. 2017) .
Influence of politics on team and individual:
politics is the factor which has to be manage in appropriate way in order to prevent the
negativity. This basically the sets of activities which is connected with the decision making
process of the group and in the power distribution among the team members. Such as in the
resources and status allocation. There are Some of the factors which influence the political
behaviour of the groups and workers and impact the organisation and individual .
Organisational culture- higher level of the Politics presence can cause changes in the
organisation culture. It can make the negativity in the environment in which workers do not
make the right step and decision for the task , this can effect the performance of subordinates.
Changing attitude- Polities is bad for the productivity of employees as it change their
attitude and it can make the rumours with in the organisation. Due to this workers loose their
interest for job role and activities (Dubey and et. al. 2019).
Impact of culture on team and individual:

Culture is the very important part of the organisation and its proper management make
the positive and productive work-culture, With specific rules, regulations and work standards. It
effects the organisation achievements and workers performance. In context to the Sainsbury
culture is given below by the aid of Handy's cultural typology.
Power culture: This type of culture is create between the higher authority's, who has to
manage the complete HRM system in order to make the task accomplishment with time. In
selected company this is use by the high authorities to manage the workforce.
Role culture: This culture is create between the different department of the organisation,
who work according to their job role and responsibilities. In Sainsbury use this for the
specialized job role differentiation.
Task culture: This type of culture is maintain among the group who has to work together
for task accomplishment. In selected organisation this culture is use for the team work.
Person culture: This is the culture which comprise of the important subordinate and
members, who posses their important role in the organisation. Sainsbury need to implement
this culture in some task for increasing their productivity.
Hofstede's dimension culture theory
This theory is given by the Hofstade, this is the effective framework which can be use for
the analysis and understanding of various culture of the countries (De Clercq, Haq and Azeem,
2018). So it helps to identify the culture according to its dimension explain below.
Power Distance Index- This dimension is consist of higher and lower power culture,
where in the low power culture people can use their rights to fight against the inequality and
inferiority. High power is showing the top to sown power which is acceptable by the community.
Individualism/collectivism- In individualism shows the value of personal goals, where
they individual focus on their self value and image (Abbasi and et. al. 2020). Then collectivism
represent the important of group task and value of group.
Masculinity/Femininity- In terms of masculinity culture it focus on the gender roles and
wealth achievement, where in the femininity is which shows importance towards the
development and growth.
Uncertainty avoidance- This is the culture which sets the level of uncertainties
according to which community and people make the decision for its tolerance.

Time orientation- This involves the orientation in two different time, long and short
term orientation. So in long term orientation people have to focus on their problems and in short
term orientation they have to focused about the goal achievement.
Indulgence vs. Restraint- This involves the degree of the level under which, society
give the response towards the needs and requirements. So Indulgence level people make
adjustment of resources and needs and in the Restraint people enjoy without showing any
tension.
M1: Critically analyse the way culture, politics and power can posses impact on team behaviour
and individual performance:
There are different types of culture that are affecting impact on individual performance
and team behaviour. In context of sainsbury's there is focus on evaluation of the different types
of culture such as task culture is enabling individuals to perform, their assigned job roles. Politics
and power may posses a both positive and negative impact (Rakna, 2018). For instance in
sainsbury's if the top management is not able to clarify the vision & mission to their employees
then it may lead to misinterpretation on part of employees and non achievement of laid
objectives. Employees as team have to be motivated enough but sometimes spreading of rumours
may create negative politics and there can be higher conflicts as part of team behaviour in
relation to sainsbury's.
TASK 2
P2 Analysis and evaluation of content and process theories of motivation which influence the
growth of the chosen organisation and which can aid to improve it more
Business organisation set the goals for their success with in its achievement and for
accomplishment those goals objectives they need the productive and higher performance
employees, which can give best result (Dubey and et. al. 2020). Along with the selection of
good team another important thing is to make them motivated all time for commitments and
work role and this can be done by the aid of motivational theory implementation in the
organisation HRM system. Motivation is the factor which is highly effecting the behaviour of
workers towards their job role. So there are the various motivation theory's, that guide the
manger for motivation and encouragement of employees. These models are broadly divided in
to two categories , process and content theory explain below.

Content theory- This category of the theory's focus on the motivation of individual done
by the fulfilment of their needs (Bell and et. al. 2017). It state that individuals can get self
motivated if they want to fulfil their needs or offer by the organisation for accomplishment of
their needs. So they work best work that task which can help them to achieve their personal goals
along with the organisation goals. Content theory in context to the sainsbury is given below.
Maslow's theory of motivation- Given by the Maslow's which sate that person can work
hard in order to fulfil their needs if life. According to this theory if individual is observing that,
in any work or place they are getting the options for their personal goals achievement then they
go for it without the force of others. So organisation can motivate their employees by just
making the work environment full of opportunities. This theory help the organisation to sustain
the workers in the organisation for long period of time. Needs of the individuals are divided in to
five stages in hierarchy, so each stage of the needs satisfaction pus towards the accident of other.
Sainsbury is using this theory for the motivation of their employees by provide all the required
facility's such as medical benefits, shelter along with this company focus on their work
performance in order to provide the appropriate promotion and bonus to them, which work as a
motivation factor to them. Explanation of the needs hierarchy is given below.
Physiological needs This is starting level of needs in and this include very common and
personal requirements of individuals. Such as food, salter, water, clothing and so on. This is the
level in which person get ready to do any hard work for their hunger and body satisfaction.

Safety needs This is very common to have developing expectation for life, as after the
satisfaction of physiological needs, person look towards the fulfilment of safety needs and this
involves the stability of property, personal saving and its security, medical safety and financial
stability for the present and future uses if require in any incident.
love and belonging needs- In the individual personal life terms it is the level where
person started thinking about relationship requirements and for that they want they some
personal space and time from their professional life for the personal. Organisation can fulfil this
need by offering vindication and holiday plan.
Self esteem This is the level where individual start thinking about there value in the
society or in the organisation. They want the opportunity make their reputation in community
and this stage is can be achieve by getting the higher financial stability and position in the
organisation and in society. As sainsbury can use this level for their higher goals achievements
by offering the growth opportunities for employee's.
Self actualisation- This level is the where person achieve their best with complete
potential and in this stage they having that much of the stability which can be use for helping
others.
Herzberg's two-factor theory of motivation: This is the content theory given by the
Herzberg's on the basis of this theory, in the organisation there are two groups of factors which
posses their own impact on the employees performance and job satisfaction. Two factors groups
are motivation and hygiene explain below. Presence of motivation causes the job satisfaction
and absence of the hygiene factor causes the dissatisfaction.
Hygiene factor: This basically involve the elements of healthy and safe environment, it
is important because it effects the motivation factors. Its absence can cause job dissatisfaction
and if it present and manage them this can helps to develop job satisfaction along with the
motivation (Woolley and Fishbach, 2018). Element involve in it is organisation environment,
cleaning, facility's, security, relationship, compensation, job security and so on. Sainsbury use
this theory in prospect of human resources practices. They mage the positive and productive
work environment along with the job security.

Motivation factor: In this category motivating factors are consider such as growth of
the employees in organisation, accomplishment of their personal goals and advancement. Its
presence make the workforce motivated for their work role. Sainsbury focus on employee's
advancement but along with this they have to focus on employee's growth for their motivation.
Process theory- On the basis of process theory company and business industry can use
various process for workers motivation. This can include the training, commitment, and reward
process which make can influence the employees to get more motivated about their capabilities
and success with in organisation.
Vroom expectancy theory: This is the process theory and this focus on the
implementation of process in the organisation which can helps to motivate the team. This model
is divided into three steps as a motivation process in order to influence the employee's for
effective work.

Expectancy: In this process company can guide the individual for their performance and
skills. And then they set the goal in the mind of employee's, that if they work hard with their
skill then they can perform better in comparison to other.
Instrumentality: This is the other essential motivation process in which organisation
have to assist their employee's about their hard efforts in performance and what benefits they
can get from it such manger have to explain and give commitment to them that if performance is
good then it aid to get success in job role.
Values: Then final process of motivation is giving and showing value to their best
performance by the use of bonus offers, rewards and promotions. This process satisfy the
workers and encourage them for further best efforts and hard work.
M2: Critically evaluate influence of other behaviour by effective application of motivational
theories, models and concepts
Different types of motivational theories such as content and process theories are assisting
in development of required behaviour on part of employees in Sainsbury's. Maslow need
hierarchy theory is used to analyse the major needs of individual according to laid stages so that
a particular need can be further used as a motivational tool for the purpose of motivating
employees. For this leaders are willing to lay emphasis on developing self esteem needs to
enhance the confidence level of employees to perform their job roles. Herzberg two factor theory
also assist in identification of motivators that can assist in identification of factors that may
motivate employees.
D1: Critically evaluate the relationship between politics, culture, power and motivation that is
enabling team and organisation for success
Motivation in context of organizations is linked to five sources that is developing a
culture of mission, agenda control, sharing the value creation, reputation and learning. All these
sources are linked between integrated cultures that arises because of a motivated workforce
(Shah, Anwa and Irani, 2017). It is recommended that motivation can be used as a key for the
purpose of developing a culture where employees are intended to work towards the laid vision &
mission of Sainbury's. In some situations power is used to develop policies that have to be
compulsorily adhered by the employees in context with their job roles & responsibilities to
achieve success.

TASK 3
P3 Describe the perceptive of what makes a team effective in comparison to ineffective team
Effective teams: A teams is characterised as a unit of individuals working with each other
in order to achieve certain objectives, goals and tasks for benefits of the individuals and their
company (Gordon, 2017). Effective team refers to teams which has strong trust for their fellow
team-mates and participate in honest discourse to attain certain objective swiftly and efficiently.
Distinctive qualities of an effective team:
 Clear aims: Each member in an effective team has clear understanding and full
acceptance about their objectives which increases the quality of their output (James,
2017).
 Coordination: An effective team works towards attaining certain objectives in a co-
ordinated manner with each member accomplishing their tasks and collaborating with
other members to reach their end goal swiftly without compromising with quality.
 Joint accountability: Effective teams take responsibility for their actions bot as single
members and joint members in a team. Any fault or shortcoming is treated as learning
opportunity without blaming others.
Elements of an effective team:
 Effective counselling: This refers to giving appropriate directions and guiding each team
member for attaining their predefined aim and maximising quality of work.
 Growth opportunities: Each team member in an effective team gains an opportunity for
growth by gaining knowledge related to new skills and developing abilities continuously
with appropriate assistance from their leaders (Rezaei, Allameh and Ansari, 2018).
 Respect for fellow team members: Each team member has respect foe their fellow
team-mates regardless of their position in the company and their contribution in the
project.
 Predefined aims and targets: Each team member has predefined targets and aims
which they have to accomplish in order to gain desired results in limited amount of time
with surety about high quality results.
Ineffective teams: Ineffective teams are not able to accomplish various tasks due to the
absence of comprehensible set of objective for the team members to gain desired results in a
timely manners.

Distinctive qualities of an effective team:
 Miscommunication: Due to the absence of effective communication channels, swiftness
and quality of output is reduced significantly as team members are not able to exchange
crucial information in an effective manner which leads to delays.
 Low Dedication: Single members in an ineffective team showcase low dedication and
enthusiasm towards attaining their aims and working in a group which negatively impacts
their performance.
 Vague aim: The members of an ineffective team are not given clear description about
their individual tasks and end vision of the team which creates disorder which produces
in low quality results (Rothouse, 2020).
Elements present in an ineffective team:
 Absence of Cohesiveness: An infective team contains members which are not organised
with low sense of community which results in unfocused members with misplaced ideas
about their results.
 Mistrust: The members of an ineffective team are not loyal to each other as well as
purpose of their team projects and tasks which increases disputes among members and
negatively affects all aspects of their group task.
 Defective time management: Ineffective team does not have time management skills
which results in regular delays and production of output with low quality as the work is
submitted in hurry. Inadequate resources: An infective team does not have required resources to
accomplish their goals and limited resources are not apportioned equally to all members
which results in low quality contribution from some members and increase in disputes
related to resources.
Major differences between effective and infective teams
Effective Ineffective
Aim Predefined aims for each member and
vision for the team.
Unclear aim without attention to
details.
Supervision Suitable supervision and management
portals.
Poor supervision