Organisational Behaviour Report: Teamwork, Culture, and Motivation

This report delves into the impact of organisational behaviour (OB) on individual and team performance, focusing on Sainsbury's Plc. It explores how organisational culture, power dynamics, and politics influence employee behaviour and team effectiveness. The report examines content and process motivational theories, such as Maslow's hierarchy of needs and Vroom's expectancy theory, to understand how to motivate individuals and teams to achieve organisational goals. It differentiates between effective and ineffective teams and analyses relevant team development theories. Furthermore, the report evaluates the positive and negative influences of OB concepts and philosophies on behaviour, providing a comprehensive analysis of organisational dynamics within Sainsbury's Plc. Desklib provides access to similar solved assignments.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Organisation's culture, power and politics influence individual and team behaviour and
performance................................................................................................................................4
M1. Critically analyse how organisation's culture, politics and power influences individual
and team performance and behaviour.........................................................................................6
TASK 2............................................................................................................................................7
P2. Content and process motivational theories and techniques enables accomplishment of
organisational goals in an effective way.....................................................................................7
M2. Critically evaluate how to influence individual and team behaviour through the effective
application of theories, concepts and models of motivation.....................................................11
D1. Critically evaluate the relationship between organisational culture, power, politics and
motivation with justified recommendations.............................................................................12
TASK 3..........................................................................................................................................12
P3. Explain what makes an effective team as opposed to an ineffective team.........................12
M3. Analyse relevant team and team development theories....................................................14
TASK 4..........................................................................................................................................14
P4. Application of concepts and philosophies of organisational behaviour.............................14
M4. Evaluate how organisational behaviour concepts and philosophies influences behaviour
in both positive and negative manner.......................................................................................15
D2. Critically analyse the relevancy of team development theories in the context of OB
concepts and theories that influences the behaviour.................................................................16
CONCLUSION ............................................................................................................................16
REFERNCES:...............................................................................................................................17
Books and Journals:..................................................................................................................17
Online:......................................................................................................................................19

INTRODUCTION
Organizational Behavior or OB can be defined as a study of human behaviour or the
interface between human behaviour and the organisation. The principles of the study of OB are
mainly applied to run the business in a smooth way (Adeoye, 2019). The concepts of OB
contains the areas of research dedicated to increasing job satisfaction, enhancing job
performance, encouraging leadership, promoting innovation and also a foundation of
organisational human resources. It determines the progress and stability of an organization. The
report is based on the Sainsbury Plc which is famous as the second largest supermarket chain in
UK. It has 16% shares of the supermarket sector. In 1869, the company was established by the
John James Sainsbury. It has three divisions, Sainsbury's supermarket Ltd., Argos and Banks
(Balwant and Et.al., 2019). The following report includes topics such as organisation's culture,
power and politics influence individual and team members, motivational theories that enables
achievement of organisational objectives. It also describes how effective team is differ from
ineffective team. It is also discussed with organisational behaviour concepts and philosophies.
TASK 1
P1. Organisation's culture, power and politics influence individual and team behaviour and
performance.
Organisational behaviour influences individual and team behaviour as well as their
performance are affected directly by the workplace' culture, power and politics. Organisational
culture is a discipline of collective principles and beliefs that helps to form the behavioural
patterns of workers within the organisation. Workplace culture may also be explained as an
initiative that differs the efforts and contribution of the structural members and delivers a
common acknowledgement of how and what is to be attained, how objectives are inter-
connected and how every employee might accomplish aims (Berraies and Rejeb, 2019). If
workplace culture suits with the dynamic factors of environment then it can leads to higher
productivity.
Classification of organisational culture:
Charles Handy divided the workplace culture into various sections that have a direct
influence on the Sainsbury's Plc:

 Power culture: A powerful individual or a small group determines the central
culture in the workplace. In this culture, power derives directly from founder or
owner.
 Role culture: In this type of culture, the synchronization is derived from the top
levels and job positions are dominant. Such type of culture values predictability and
consistency but identifies difficult to adjust the modifications. These type of culture
develops an extremely structured organisation.
 Task Culture: In this type of culture, the workplace values are linked to a certain
project and job. This workplace culture emphasises talents, ideas and includes
uninterrupted team problem-solving (Brown, 2019). Therefore, this workplace
culture creates organisation negotiable and adaptable.
 Person culture: This workplace culture identifies where company happens to be
medium for individuals to produce their proficiency as well as expertise. In this
culture, individuals are at the dominant point. Those persons who are included tend
to have high values which affect the behaviour of individual and teams.
Hofstede's cultural dimensions theory-
This theory developed by Geert Hofstede, help to understand the cultural differences
throughout the countries and to recognize the ways workplace is done across diverse culture. In
simple terms, this theory is used to distinguish between diverse national culture, cultural
dimensions and analyse their impact on the workplace. This theory explains six categories that
explain culture: Power Distance Index: In context of Sainsbury's, the power index of leaders is high as
they employ autocratic leadership style which produces negative cultural surrounding in
the workplace (Fullwood, Rowley and McLean, 2019). Collectivism vs. Individualism: The choose company has higher degree of individualism
rather then collectivism because employees are not organised in groups in effective way. Uncertainty Avoidance Index: This index works with the uncertainties and challenges in
the organisation. Sainsbury's has higher degree of uncertainties as they very well
understand how to face challenges. Femininity vs. Masculinity: This explains the role of women and men in community
where males are supposed to behave in authoritative manner while females are of caring

nature. In context of Sainsbury's, they do not differentiate the male and female categories
and treats everyone with equality. Short-term vs. Long term Orientation: Under this category, the short-term represents
that workplace focuses only on current goals rather than future goals. While on the other
side, long-term shows that workplace develop plans and strategies for longer period of
time. The chosen firm chooses long-term orientation and focuses on the long term
success (Giurge, Whillans and West, 2020).
 Restraint vs. Indulgence: In context of Sainsbury's, the leaders have high power of
restraint so that employees will follow rules in a strict way.
Power and politics are considered as vital aspects of company. As these governs how to
make workplace decisions or how employees interact with each other, it plays a vital role in the
industry. Both aspects vitally influences individual and team behaviour, while support in
problem-solving in the organisation. In context of Sainsbury's Plc, the impacts of power depends
on whether employees use positive or negative power in order to influence each other. Politics in
Sainsbury's may directly affect who has the power and decide whether the workplace culture
assists in productivity or not. Power explains the individual capacity to influence behaviour and
a medium through which many conflicts has been resolved in the company. Overall it is a
vibrant bond that changes as individual and situation. There are various categories of power such
as reward power, punishment power, expert power, referent power and legitimate power.
M1. Critically analyse how organisation's culture, politics and power influences individual and
team performance and behaviour.
It has been analysed that workplace culture, politics and power being related with a
workplace always influences individual and team behaviour and performance (Greenan and
Napolitano, 2021). There are four types of cultures are prevalent in a company, which is based
on role, power, task and person. It is found that culture brings diversity in the workplace and
helps to develop many ideas that were not exist before. In context of Sainsbury's, it boosts the
capacity of the organisation to communicate with diverse individuals and understand their taste
and preferences. Nevertheless, it also brings problems in the company related with religion and
traditional cultures of the workers. A company and its employees regrading the cultural
differences which are exist need certain awareness. As per the viewpoint of cultural theory, there
are six dimensions of culture and Geert Hofstede explained culture as a proper coordinated

programming of the human mind thereby distinguishing a specific group of individual with
another one. It is also identified that power is limited in the company, therefore people
(managers or leaders) are responsible for taking chief decisions of workplace. Politics in the
company have negative impacts and affects the individual and overall performance of the
Sainsbury's. Power when used positively motivates the workers but if it is used negatively it can
the damage the company's image and name and also affects the workplace environment
(Homberg, Vogel and Weiherl, 2019).
TASK 2
P2. Content and process motivational theories and techniques enables accomplishment of
organisational goals in an effective way.
Meaning of Motivation:
Motivation represents as a vital factor in the organisation which is used to encourage
individuals or employees to give their best performance and supports in the achievement of
business's objectives. A strong positive motivation delivers enhanced productivity while
negative motivation will tend to decrease employee's performance. Many scholars have proposed
various methods of thinking about motivation, involving looking whether motivation derives
from extrinsic (outside) of intrinsic (inside) an employee.
Extrinsic Motivation: Extrinsic Motivation is when an employee himself motivates to do
a task or activity because he want get rewards and to avoid punishments (Kim, Lee and Oh,
2020). In context of Sainsbury's, employees work efficiently with an expectation to earn rewards
or prizes or to getting promotion as well as to avoid termination.
Intrinsic Motivation: Intrinsic Motivation is when an individual engages in a behaviour
because he wants to satisfy himself and to enhance their personality. In context of Sainsbury's,
some of the employees get training and development programmes so that their talents and skills
can be improved (Differences of Extrinsic and Intrinsic Motivation, 2020).

Maslow's hierarchy of needs theory-
This theory is one of the most popular theory which is based on the human needs.
Maslow believed that one a mentioned level of human needs is fulfilled, it no longer facilitates to
motivate employee (Mansaray, 2019). Then, the next level of human need has to be activated to
motivate the individual. He found five level of human needs which is mentioned below:

1. Physiological needs: These are the basic human needs which contains food, water,
shelter, air or necessities of human life. These needs associate with the maintenance and
survival of human life. In context of Sainsbury's, the salary of an employee may allow
fulfil the physiological needs.
2. Safety needs: These are the next need in the pyramid which are called as safety and
security needs. These needs refers to be feel secured and protected at workplace. In
Sainsbury's context, this need may fit with individual feeling safe and feeling a sense of
job security at the workplace (Meng, Zhai and Chan, 2019).
3. Socialization: As a man is social being, his desires rises for social interaction,
belongingness, companionship and many more. At Sainsbury's, opportunities are created
for employee's interaction by hosting lunches for employees and group activities so their
bond will be stronger.
4. Esteem needs: These needs defines self-respect and self-esteem. They involve the needs
of competencies, achievements, self-confidence, freedom and knowledge. When these
needs are fulfilled, it leads to strength, self-confidence of being useful at the workplace.
In Sainsbury's context, delivering positive feedback, recognising employee's
achievements are the methods which support to build individual' self-esteem.
5. Self-actualization: To reach this level, individuals may seek long term goals, personal
aims to achieve something complex. Self actualizes employees feel motivated to fulfil
business goals in a effective manner.
Vroom's Expectancy Theory of Motivation-

This theory is a process theory of motivation which says that an employee's motivation is
impacted by the expectations about the future. Vroom believed that individual's performance is
based on the individual factors such as skills, personalities, experience, knowledge and abilities.
He also said that performance, efforts and motivation are related in a person's motivation. He
uses the variables such as valance, expectancy and instrumentality (Paillé and Meija-Morelos,
2019).
 Valance: It defines the emotional orientations individual hold with respect to results such
as bonus or rewards. The depth of the employee's wants for extrinsic (benefits, promotion
or time-off) or intrinsic (job satisfaction). In context of Sainsbury's, management must
find what their workers value. Expectancy: Employees in the workplace have certain level of confidence and have
different expectations about what they are capable of doing. In Sainsbury's context, the
management must identify what training or resources employees require. Instrumentality: It defines the beliefs of employees whether they will get the reward if
has been promised by the manager. In the chosen firm, the employer must ensure that his
promises must be fulfilled regarding rewards and that workers are aware of it (Sánchez
Andrade and Losada-Otálora, 2020).
Employee motivation techniques:
Motivation techniques can be understood as the internal and external influences that
contribute in the job satisfaction, productivity and meaningful contribution to tasks. The
following are some motivational techniques that can be used in the Sainsbury's:
 Radiant positivity: Developing positive workplace culture is a great method to
maintain the employee's motivation. The simplest way is to radiant positivity such as

play music, ply games, joke around, laugh and have fun. It has been found that
happiness can increase the productivity.
 Create a mentorship program: A good mentor or leader facilitates motivation by
offering advice, encouragement and understanding about the trials (van Tuijl, DHuzar,
2020). In context of Sainsbury's, the mentors create mentorship programmes by pairing
up more experienced employees with less experienced ones to direct them with the
career journey and facilitates with advice and daily encouragement.
 Share profits to improve performance: Profit-sharing programmes in the company
provides employees a sense of pride in what they have achieved which can enhance the
performance and reduce employee's turnover.
 Let employees lead: Motivation in the organisation is not about giving vacation to the
employees, it is about showing that they are valued in the company. In Sainsbury's
context, they have a large or small meeting in the company and let distinct team leaders
to lead to topics or conversations, not only they share ideas and be heard but they feel
motivated to put their ideas and words afterwords.
M2. Critically evaluate how to influence individual and team behaviour through the effective
application of theories, concepts and models of motivation.
It has been analysed that motivation in the company can be divided into types i.e.
extrinsic and intrinsic motivation. Extrinsic motivation makes individual to work hard so that he
can earn rewards and avoid bad consequences such as termination, intrinsic motivation makes an
employee to work so that their personality can be enhanced and which gives pleasure and
happiness (Huzar, 2020). The Maslow hierarchy theory of human needs explains the needs in
pyramid structure, which says if one need is fulfilled then it will be no longer and move to the
next need. For example, physiological need of a person is salary so that he can fulfil his essential
needs i.e. water or food, once they fulfilled then the next need arise i.e. job security. The
expectancy theory by Vroom applied for acknowledging how others behaviours are influenced.
It suggests employee's beliefs about valence, expectancy and instrumentality. There are various
motivational techniques has been discussed which contributes in job satisfaction such as radiant
positivity, mentorship programmes and many more.

D1. Critically evaluate the relationship between organisational culture, power, politics and
motivation with justified recommendations.
It has been evaluated that workplace culture, power, politics and motivation have an
effect on the daily operations of business, which aids to produce a perfect ambience in the
workplace. Power when executed in a positive way, it facilitates with great employee's
performance which in turn uplifts the positive brand name of the company. Sainsbury's requires
to have a proper workplace culture to influence others work. The team should be identified and
merged with the company so that every employee has a feel good factor regarding being
involved in the company (Latham, Hu and Brcic, 2020). For instance, if the manager of the
Sainsbury's does not indulge any politics and behaves with his subordinates in a proper way then
the company is bound to succeed.
TASK 3
P3. Explain what makes an effective team as opposed to an ineffective team.
The teams hold the most vital place in the personal and professional lives . In context of
business, there are quality teams, project teams and product teams. Each team is different in
roles and nature. It is found that not every group is a team and not every team is effective in the
company. An effective team featured with common characteristics that makes a contribution in
the improvement of growth and development of the team, resulting in higher levels of
productivity by enhancing the overall performance, including the development of goods and
quality of services. In context of Sainsbury's, they used the process that increases the demand
and enhances customer satisfaction. When the team works jointly, the employees can focus on
the common goals of solving issues and conflicts. When the conflicts remain unresolved, the
team results are poorly judged and rated. The potential capabilities of team are unlimited and it
improves the overall performance (Maqbool, Černe and Bortoluzzi, 2019). Sainsbury's should
not neglect the effective team working, and influences their employees to share the concept of
team building which leads the organisational success.
The differences between effective team and ineffective team:
Effective team Ineffective team
 The independence is used in a positive
terms so that aims can be targeted.
 Independence is not used and the goals
cannot be achieved effectively.