Organisational Behaviour and Team Efficiency: Waitrose Report Analysis

This report provides a comprehensive analysis of organisational behaviour, team efficiency, and motivation within the context of the British supermarket chain, Waitrose. The report begins by examining the impact of organisational culture on individual and group participation, exploring concepts s...Read More

Organisational behaviour
and Team Efficiency

Table of Contents
Introduction................................................................................................................................3
Task 1.........................................................................................................................................3
P1 Impact of organisation's culture on individual and group participation in organisation:.3
TASK 2......................................................................................................................................6
P2) Evaluate how content and process theories of motivation and motivational techniques,
enable effective achievement of goals in an organisational context.....................................6
Part B..........................................................................................................................................8
Task 3.........................................................................................................................................8
P3 Understanding of effective team as opposed to ineffective team.....................................8
Task 4.......................................................................................................................................11
P4 Philosophies along with concept of organisational behaviour.......................................11
Conclusion................................................................................................................................13
References................................................................................................................................14

Introduction
Organisational behaviour is a systematic study of individual and team members
attitude towards organisations culture. How employees of the workplace are behaving
towards the day to day tasks given to them impacts the diversity, performance, job structure
and goals of the organisation. Waitrose and partners is one such British Supermarket
company dealing with selling groceries showcasing the effect of culture, power and influence
on the performance of organisation. The company is headquartered in England UK since
2017. Analysis of report showcases different forms of individual and group behaviour at
workplace with application of management concepts and theories on organisational
behaviour.
Task 1
P1 Impact of organisation's culture on individual and group participation in organisation:
Due to high product quality and sales density Waitrose has been successful in
maintaining its long term relationship with individual farmer groups and suppliers committed
to sell only British farm products. The company aims at combining both supermarket
structure with specialist shop stores offering customers with good value of money for their
service and products. One reason that best services are provided by the company is the
motivation of individual employees towards achieving self and organisations goals both.
(Balwant., 2018)
There are positive and negative factors impacting the development of selected company
discussed below:
Authority and responsibility towards team and individual members
Position of an individual defines the power of authority he or she possess in the chosen
company.
Mainly managers are the ones who influence other members of team to perform particular
tasks in an effective manner. A person at an authoritative position has the right to provide
employees with appraisals and rewards as per their contribution. (Jacobs, and Manzi., 2020)

Waitrose has been practising various management power and concepts to achieve such
authority and responsibility in the corporation shown as:
Coercive Power : This power is when daily functioning of the organisation is
managed by individuals. In Waitrose power is exercised by the CEO of the company and
managers follow his orders to enhance the performance of their group members individually.
Referent Power: This power is distributed to individuals based on their behaviour
and influence on the company operations. Under managers leaders work at different level
teams for a particular department . These leaders at Waitrose are awarded with this power in
various functional units.
Reward Power: Individuals offered with performance based incentives and benefits
are assigned this power in the form of rewards to award it to individuals in their team who
deserves it. Waitrose assigns such power to its board of directors who rewards employees of
the firm as per their performances.(.Muchiri., Shahid, and Ayoko., 2019)
Information power: Individuals possessing the ability to keep exact record
information of all functions are given this power to maintain reports. CEO of Waitrose has
this authority to have control over all reports of different departments such as audit
department, financial department etc.
Politics impact on team members and individual:
In order to validate multiple decisions on individual behaviour reflects politics in an
organisation. Mangers of Waitrose take care of the political aspect of the firm for the
organisations welfare.
Again there are multiple political factors affecting team member's behaviour selectively or in
groups :
Organisational culture: If there is high amount of politics in the organisation it
affects the culture of the workplace directing towards negativity. This eventually affects
overall productivity of employees.
Changing attitude: Rumours are a part of politics and sometimes it affects the
attitude of people working in the organisation in a negative way. Also if get wrong
information may hurt their values and result in their loosing interest in performing the job as
per roles and responsibilities given.
Organisations culture impacting individuals and team:
This factor affects the values of an organisation. Waitrose culture is built up by its employee
and employer contribution. This form of culture can be found in a management theory called
Handy's cultural typology explained as follows:

Power Culture: Centralised control exercised by the company is related to the power
culture. Waitrose has a large working population in need of high focused authority enhancing
the overall performance of the organisation.
Role Culture: This factor consists authority an responsibilities given to the managers
of different functional departments of chosen entity. The power is assigned as per the
employee skills and knowledge.(Larijani, and Saravi-Moghadam., 2018)
Task culture: Multiple teams working towards a common objective to solve conflicts
and challenges is known as task culture. Selected company adapts this type of culture for
achieving better coordination among all departments of the firm.
Person culture: This culture gives importance to the employees, managers ,
subordinates and all members working in the organisation. For achieving high productivity
and growth , Waitrose has adapted to this culture of human resources an an important asset.
Hofstede's Dimension culture theory
The theory states interpreting of many different culture types across countries. The cultures
consists of factors such as uncertainty avoidance index ,power distance index etc. explained
below:
Uncertainty avoidance index: The index gives a closer look at the company's
uncertainty index
for analysing upcoming trends for handling all challenges of the company. The selected
company has low uncertainty avoidance index as market trends are identified through market
trend analysis.
Femininity/ Masculinity: This factor focusses on weather to choose male-female
equality or male over females providing a basic idea of the company's culture. (Kim., and
et.al., 2017) By appointing more females in the organisation , Waitrose try to make no
difference between male and female employees focusing on gender equality.
Restraint/Indulgence: The degree at which society focusses on requirements and
adjusts the needs according to its status is Indulgence. Whereas restraint is joyousness of
employees who are free of worries at the workplace.
Power distance index: The index gives an overview of dominating power in the
organisation. Waitrose have less power distance index as the employees work professionally
there which does not allow top management to take disadvantage of their powers much.

Individualism and collectivism: This factor helps the manager identify weather the
chosen company has individualism or collectivism in its culture. Waitrose has been observing
both the culture in different departments of the company depending on the situations.
TASK 2
P2) Evaluate how content and process theories of motivation and motivational
techniques, enable effective achievement of goals in an organisational context
Motivation is defined as the ability of an individual to influence, motivate and
encourage people to achieve their common goals timely and effectively. In context to an
organisation, leaders motivate its employees by making use of effective strategies so that they
can put their efforts in meeting with the targets (Brunetto, Xerri and Farr‐Wharton, 2020). It
is analysed that Waitrose give both financial and non-financial benefits to its employees such
as promotion, holiday packages, insurance, salary hike and many more. There are mainly two
theories of motivation that is mentioned below:
Content theory: This motivation theory states the changes that take place in an
individual with the passage of time. The higher authorities of Waitrose uses Maslow's
hierarchy of needs as a content theory of motivation. This theory involve five needs that is
important to fulfil by an organisation in order to motivate staff members and enhance their
productivity level.
Maslow's theory of motivation: This theory believes that the need of an individual is
arise when one of its need is fulfilled. In addition to this, it include five needs in the from of
hierarchy that is given below: Physiological need: It is also termed as basic needs that is food, water, clothing and
many more that is fulfilled by the respective organisation by providing them enough
salary or pay as well. Safety need: It consist of needs that is job security, financial security and so on that is
important for an individual. In relation to Waitrose, it ensure the job security to its
staff members due to which they work without any mental pressure. Social need: It is termed as needs such as affiliation, friendship, faith and so on. The
respective organisation provide friendly environment to its employees in an
appropriate manner.

 Self- esteem: It include self respect, appreciation, status and so on. With reference to
Waitrose, it give rewards to its staff members in front of all the employees that
enhance their status in an appropriate way. Self-actualisation: It is basically realising the own potential and confidence as well.
The respective organisation assigned task to employees that help in raising the
confidence level and also assist staff member to know their potential and strength as
well.
HERZBERG two factor theory: It is termed as the aspects that impact employees and
motivate them in a proper manner (van Zyl, van der Vaart and Stemmet, 2017). This theory
consist of two factors that is motivational and hygiene factors that is mentioned below: Hygiene factor: It involve basic need which is important for a person to survive and
perform at workplace properly. It involve job security, working environment,
minimum wage, organisational policies which are important in order to motivate
employees of respective organisation.
 Motivation factors: These factors directly leads to positive influence on company
which assist in influencing staff members to increase their potential and performing
activities effectively. It include factors that is achievement, bonus , compensation,
rewarding , perks, high compensation, rewarding of titles like “employee of month”.
In Waitrose Maslow theory of motivation is adopted as it help in motivating
employees by fulfilling their requirements. Along with this, it help organisation to raise its
performance and productivity level in an appropriate manner.
Process theory of motivation: Process theory is another motivation theory
that companies use for evaluating the need of encouraging motivation among employees.
This is helpful for managing organisational change management. In context of present
scenario, Waitrose is working effectively for motivating employees and managing their
achievement of organisational goals. s
Vroom expectancy theory: Vroom expectancy theory is defined as the change which has to
be concluded for managing the effectiveness of functioning. Motivation and encouragement
is needed for managing the individual's ability to reach the organisational goal there is need
of developing new skills and abilities among employees so that goals are attained in less time
(Lockhart, Shahani and Bhanugopan, 2020). This theory consist of aspect such as
instrumentality expectancy and valence and these are explained below -
Expectancy is the factor with efforts that lead towards high performance and right support
to perform job responsibilities.

Instrumentality is the way of expressing different ways to manage the reflection of one's
own capabilities.
Valence is dealing with rewards that a person is getting desirable results.
In context of waitrose, it is concluded that several theories of motivation are
considered for developing new ways to encourage and enhance the motivation among
employees.
Goal setting theory:
It is a theory that consist of development plan that motivates a individual to each to their
specific goals. Goals provide them specific directions according to which employee has to
perform. Goal setting motivates a individual and helps them in understanding basic
achievements and individual efforts in enhancement of performance. There are certain factors
of Goal setting as discussed below: Goal commitment: This is known as dedication towards managing the goal of
achieving targets and objectives in less time.
 Self sufficiency: It defined the reach of achieving a proper way after which the goals
can be attained in less time and performance is increased.
Part B
Task 3
P3 Understanding of effective team as opposed to ineffective team
Effective Team: Team refers to a group in which more than two people are working together
a common goal or objective. It is often seen that people in an effective team are well known
of all their targets and successfully achieving all their roles in team (Cahyono and et. al.,
2020). It is necessary that individuals are successfully working to provide benefits to
organisation through working in the team effectively.
Characteristics of effective team:
 Effective teams are well known of all their goals and objectives. Their roles are well
defined which helps them to successfully function in the team.
 Effective team creates a trust between various people in team. All the team members
are trusting each other and working together effectively.

 Effective team enables to continuously learn and develop various skills in an
individual. People in effective team are continuously learning from each other. The objectives of effective team are also specified and leaders are successfully
working for development of all their goals.
Ineffective team: Ineffective team refers to the team that is not being managed well and the
employees face problem in reaching their goals.
Factors of effective team:
 Leadership is one of the important aspect in an effective team. Adequate guiding
leaders in effective team are helping team to develop.
 The roles and responsibilities of members in an effective team are clear.
 The leaders are also specifying objectives on which the employees need to focus
upon.
Characteristics of Ineffective team:
 There is lack of trust due to which confusion amongst the team members arise and the
team does not work properly.
 It is often seen that effective communication cannot be maintained between team
members (Ho and et. al., 2017). Due to lack of communication it is often seen that
team members face problems and conflicts between them arise.
 Ineffective team have lack of co-operation. The leaders fail in dividing the task
properly. Due to this some of the task are also performed twice.
Factors of ineffective team:
 Time management in ineffective team is not done properly. Due to this the employees
in these teams are facing problems.
 The communication and interaction between team members in an ineffective team is
not successful. Due to this it is often seen that the employees cannot work co-
operating with each other.
Differentiation in between effective and ineffective team:
Effective team Ineffective team
Objectives The objectives of these team are The objectives of these teams are not

clear and justified. specific.
Management Proper management is
maintained in these teams
Absence of management by leader is
seen in these teams
Role and
responsibility
The roles and responsibilities of
all the team members are
justifiesd in this team.
No one has clear vision of role and
responsibilities due to which healthy
working environment cannot be built ?
(Hackett and et. al., 2018).
Communicati
on
Good and effectual
communication
Lack of communication is often seen in
these teams.
Tuckman's team development theory
There are many situation in when there is use of this Tuckmans team development
theory which is described further.
Forming- This is the first stage, in which each and every member of the team is very
excited to meet with each other and having many question related with team. One of the main
question is am I good for this team? In this there are many expectations which are there form
the team.
Storming- This is the stage where everyone has the information about others and
there can be conflict between the team members which need to be resolved and there should
be the interference of the team leader (Brinia and et. al., 2019).
Norming- This is the stage when the conflict has been resolved and the team is able to
take decision and there is cooperate working can be see. In this stage team leader don't need
to inter fare in the team. In Waitrose, in this stage, there are cooperative and collaboration can
be seen in this work practises to decreasing the chance of conflict.
Performing- In this stage where there is proper coordination between the team
members and there is no any conflict there when ever there any conflict arises they are able to
solve that conflict themselves. This is the one where there are many assignment done and this
is able to give the best response in achieving the team goal.
Adjourning- This is the last stage in which team got dismiss when the goal of the
team has been achieved or the upper management has decided to dismiss that team (Kim
2017).
RECOMMENDATION

From the above discussion, the Waitrose can be recommanded that managers should
emphasise for maximisation of effective team. There should be use of motivation theory like
Maslow's, Goal setting theories which can help in goals in prevailing situations in Waitrose.
Belbin's Team Roles:
The theory was developed by a Dr. Meredith Belbin. It is stated that all the team members in
a team are required to attain some specific role in the team. These specific roles are enabling
individuals to successfully achieve all their goals and objectives. There are 9 different roles
identified in this theory. Some of these roles are action oriented whereas other are people
oriented and thought oriented. Some of these roles are mentioned below:
Team Worker: Team worker are those people in an organisation who are successfully
working in a team (Olivier-Pijpers, Cramm and Nieboer, 2020). They are the people oriented
roles which are helping in co-ordination between all the members in a team. It is necessary
for them to make sure that all the team members are effectively working with each other.
Expertise:Expertise are basically goal oriented and task oriented roles in the organisation.
These roles are given to the people and employees who are expert in certain field. Knowledge
of people and their exceptional experience in certain tasks and fields is enabling them to
successfully play their role in team. They are technical specialist in team and always focus on
skills and abilities.
Coordinator: Coordinator are hose people in the organisation who are are responsible to
maintain communication in the organisation. It is the duty of coordinator in an organisation to
make sure that they are successfully maintaining communication between task and activities
performed by different people in the business. It is necessary that these people are maintained
in a team as they help in proper execution of various task.
Implementer: Implementer are those roles in the organisation that are continuously focusing
on making sure that all the employees are understanding the tasks and bringing it into
execution as soon as possible. It is necessary that employees in team do not waste their time
while applying the plan into actual situation.
Task 4
P4 Philosophies along with concept of organisational behaviour
Path goal leadership theory- This is the theory which was given by Martin Evans and
Robert House which is derided from the expectancy theory of motivation. Path goal theory
says that leader is the one who is responsible for leading the team with their team member

along with support, information and other resources which are necessary to achieve their
goal. On the basis of working environment and the requirement of the employees the
management of the organisation need to follow the leadership style which is said in this
theory (rwebi 2019). One of the main purpose of such theories is for motivating their
employees along with maximising their work efficiency which can make them able to give
maximum contribution for achieving the organisational goal and their objectives.
In context to Waitrose, they are adopting this theory for identifying the behaviour,
pattern for working, and their characteristics which are able to help them for increasing the
performance level of their each and every employees of the company. So, using such type of
theories which are able to take them an effective decision which is after analysing, the
capabilities of their employees which increases the improvement of the employee as well as
of the organisation (Hosseini and et. al., 2020). Managers of Waitrose need to use the
participate leadership style which is useful in getting the suggestions along with feedback by
their subordinates which is before taking any business decision. Classification of path goal
theory which is discussed further.
Employee characteristic- Employees are able to understand their leader's behaviour
which is on the basis of their need, relationship, degree of task, sensed level of ability along
with desire for control. Whenever leader provides more task than the expectation which can
lead to demotivation in the employees. Here leaders need to understand their employee mind
which can be useful for motivating them even when they like to assign more work than
normal which can help in increasing their performance level effectively. For motivation they
should use some of the techniques which are really helpful in motivating employees such as
rewards, flexible working hour, training and many more. In context to Waitrose, when they
get able to understand the nature and behaviour of their employees they may able to motivate
them highly and easily to work effectively (Fernando and et. al., 2016).
Task and environment characteristics- Path goal theory is mainly based on how to
get rid of different barriers, when there are hard barriers then the leader need to show the
right path through which their team can get over it. There should be chance of arising of
difficult tasks which also can be designed to train them. In context to Waitrose, the manager
should conduct survey for getting suggestions along with feedback from their employees
which are like their weak point where they are lacking, so they can guide them in finding the
right way for this.
Leader behaviour- Leaders are able to adjust their behaviour according to their
assigned task along with characteristic of the employees which are able to motivate the

employee for reaching their goal. Managers and leaders are able to guide & monitor all their
employee of the company which is by acquiring their good leadership style. Some of the
leadership styles are discussed further.
Directive style- In this one of the leadership style, where there is setting of clear
objectives along with rules for your subordination and should be ensuring that the expectation
and the directions should be clearly defined and understood. This can be more effective when
there is more effectual and there are lots of uncertainties in the working environment. This
style is also known as the autocratic style which is focused in the high task. In this, leader is
the one who is able to give or assign the task which the employee need to follow or do the
job.
This includes the planning, scheduling and assigning responsibilities for defining roles
(Jackson and et. al., 2020).
Participative style- In this type of style leaders involves their employees for their
advice on any topic on which there is going to take decision and their implementation. This is
one of the effective way in which there is evolvement of the associated in any task or
training. In context to Waitrose, they follows this style where they involves their employees
before having any type of business decision for maximising the productivity as well as
profitability of the company.
Conclusion
With the help of the above mentioned report it can be clearly concluded that there are
a number of different factors in an organisation that are affecting behaviour of team and
individuals in the business. It is required by organisations to focus upon these factors in order
to get the required behaviour from employees in organisation Waitrose is effectively using
various motivators which are enabling them to encourage staff in organisation towards their
goals. Team management and development theory helps organisation in enhancing
productivity of team and efficiency of a team. Belbin's theory help in analysing team roles
where as Tuckman's team development model helps the leader to understand various stages a
team goes through. Using all these theories the managers and leaders in Waitrose are
successfully achieving all their goals and objectives.

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