Organisational Behaviour Report: Motivation Theories at M&S

This report provides an in-depth analysis of organisational behaviour, using Marks & Spencer as a case study. It examines the impact of organisational culture, power dynamics, and politics on individual and team behaviour and performance. The report delves into Handy's and Hofstede's cultural dimensions, exploring how these elements influence employee motivation and productivity. Furthermore, it discusses content and process theories of motivation, including Maslow's Need Hierarchy and Herzberg's theory, and their application within the organisation. The report also covers the different types of power, such as reward and coercive power, and their effects on employee morale and productivity. The report concludes with a discussion on the factors that contribute to effective and ineffective teams, and the overall impact of organisational behaviour on achieving company goals.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
P1. Organisations culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................3
P2. Content and Process theories of motivation..........................................................................6
P3. Explain what makes an effective team as opposed to an ineffective team...........................9
P4. Concept and philosophies of organisational behaviour......................................................10
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Organisational behaviour is the process of studying human behaviour within an
organisation. It is a set of managerial activities which aids in anticipating, knowing and
influencing or encouraging individual behaviour in order to attain organisational goals and
objectives in an effective manner. With the help of this, organisation improves performance of
their employees, generate knowledge as well as make some innovation by the motive of
enhancing productivity and profitability (Bailey and et.al., 2018). In this present report, Marks &
Spencer in chosen as a base company which deals in variety of products i.e., food products,
clothing and home products. This company founded by Michael Marks and Thomas Spencer in
the year 1884 as well as its headquartered in Westminster, London, United Kingdom. Along with
this, culture, power and politics which influence both individual and team behaviour as well as
their performance within an organisation has been discussed in this present report. Moreover,
process and content theory of motivation are going to be covered here. At last, in this report
concept and philosophies of organisational behaviour has been discussed.
P1. Organisations culture, politics and power influence individual and team behaviour and
performance.
Organisational behaviour is a concept which is used in each and every organisation for
analysing an individual behaviour. In context of Marks & Spencer, Organisational behaviour
helps their company for enhancing their employees performance level as well as motivation .
With the help of this, manager of the company makes effective relationship between their
employers and employees for longer period of time. Along with this, manager should guide and
motivate their employees so that they can perform well and fulfil the need and requirement of the
company in an effective manner (Balint, 2018). Furthermore, it has been analysed that the
employees of Marks & Spencer is not performing well in their assigned task. So, their manager
prepare a plan for improving organisational culture by the motive of enhancing performance of
employees. Also, organisation culture, politics and power are influenced by behaviour and
performance of both individual and team that are given as bellow:-
Organisational Culture: In reference to Marks & Spencer, their aim is to maintain healthy and
safe working environment so that their employees can perform best and achieve their targeted
goals. Furthermore, positive working environment helps in reducing employees turnover ration
and encourage them for giving their best while performing task. Marks & Spencer opt Handy

culture dimensions in their organisation as it aids in resolving various organisational issues. The
Handy's culture dimensions are given as bellow:-
Handy's Culture
Charles Handy developed this model in which contains 4 categories of cultures which
directly influence an organisational behaviour. Furthermore, These cultures are described as
below:-
Power culture: In this culture, there are few individual who have right and power to take
decision regarding the company which aid is managing their functions as well as operations
effectively (Bucic, Ngo and Sinha, 2017). Along with this. Mostly employees can judged by
what they achieve instead of how they perform. In context of Marks & Spencer, this type of
culture demotivate the employees working within the organisations as it negatively affects the
creativity of person which reduces their overall performance of employee and its team.
Role culture: This culture means every single individual should known about their roles
and responsibilities within an organisation. In addition to this, every individual should follow the
rules and regulations in working premises. With the help of this culture,manager of Marks &
Spencer delegate roles and responsibilities according to the capabilities, knowledge and skills of
individuals. Also, its aids in motivating workforce so that they can perform their task
individually as well as with team.
Task culture: According to this culture, company form team for solving complex
problem of the company as well as performing stipulated targets. In reference to Marks &
Spencer, manager of the company enables that each and every employee should effectively
contributes for achieving goals and objectives of group and organisation at specified time period.
Furthermore, task culture enhance both individual and team capability by which their can
enhance their performance in effective manner.
Person culture: As per this culture, every individual gives first preference to themselves
as compare to organisation. Personnel consider their own growth and performance instead of
organisational goals and development (Connolly and Dolan, 2017). In context of Marks &
Spencer, this culture aids in determining individual characteristics and performance so that
manager of company can determine motive of individual and team members towards an
organisation.
Hofstead cultural dimensions

This theory was developed by Geert Hofstead to understand and analyse the cultural
difference to different nations and to discern the ways that business is done across different
culture. In M&S, it can be used by the management to monitor the cultural difference between
the employees who are making contribution in the growth of the firm. There are different
categories of culture which are described as follows:
Power distance index- In M&S, high power distance index indicate that a culture accepts
inequity and power difference, encourage bureaucracy and shows high respect for the rank and
authority. Lower power index refer to that culture which motivate the structure of the company
which are flat, decentralised and operating business according participative leadership style.
Individualism & collectivism- In M&S, individualism refers to the person who work
independently an d taking all the credit of success individually. But collectivism indicates to the
process when the people are working a team to achieve a common goal and the credit is divided
in all team members.
Uncertainty avoidance index- It refers to that uncertainty and ambiguity which can be
considered. In M&S, high uncertainty avoidance index refer to a low tolerance for risk taking,
ambiguity and uncertainty. But low uncertainty indicates high tolerance fro risk taking and
others.
Masculinity vs Femininity- It refers to the factor of masculine and feminine factors. In
M&S there are number of male employees and they are working for the development of the
company and perform their responsibilities effectively. The ration of female employee are less in
comparison to male so thy do not perform their duties effectively.
Power: It is an ability by which manager of the company can influence their employees in order
to achieve organisational goals and objectives. In reference to Marks & Spencer, member of top
management team have majority of power in working premises. In addition to this, their HR
manager used some sources and kinds of power that are as mentioned as below:- Reward power: In Marks & Spencer, this power is used by the manager of company for
enhancing interest of employees through providing benefits in terms of financial terms
for performing their work in an effective manner (Falck, Davis and Liu-Ambrose, 2017).
With the help of this, employees get motivated which aids in earning high rewards in
return. In addition to this, it can be said that this is a positive kind of power. Furthermore,

manager of the company motivates both individual and team by which they improves
their performance and enhance productivity of company.
 Coercive power: This power is also known as negative kind of power because it is used
in pressurising employees for doing work without their will by the motive of
accomplishing organisational goal and objective. Due to the coercive power, staff
member of Marks & Spencer are demotivated because their manager force them for
performing an activity without their interest. In context of Marks & Spencer, it has been
analysed that, top management team avoid these power because staff members can go
against their decision or quit the company.
From the above analysis it can be monitored that in M&S, the management of the
company can adopt reward power which help in motivating employees so that they can perform
their duties in an effective way. It influence the culture of the company ijn positive manner
because the workers will feel motivate when they will be rewarded and doing their work with
more effectiveness.
Politics: In general politics means any kind of interaction happen between the employees within
the company. It creates negative impact on the working culture as it creates disputes and
conflicts among employees. In the present context of Marks & Spencer, it has been analysed that
politics influence the performance of both individual as well as team. Some factors affect the
performance of staff members are as follows:
 Decline in productivity: Management team of the company highly affect with this factor
as along with the performance, productivity of Marks & Spenser reduces (Fraschini and
et.al., 2016). Its main reason is that workers feel distracted with unnecessary conflicts,
which affect the performance of team as well as individual.
 Enhances the stress level among employees: In context of Marks & Spencer employees
feel jealousy with their colleagues. As a result, performance of individual and team gets
affected due to excessive stress at workplace.
From the above mentioned organisational culture, power and politics, it has been
analysed that, all these factors aids company by which they influence their employees so that
they can enhance their performance and productivity effectively. Furthermore, manager of Marks
& Spencer, use power culture as their all power is handed in top management where all the
decision were taken by them only (Kok and et.al., 2016). Along with this, they should create

positive working culture in working premises for motivating employees so that they gives their
best while performing task. Furthermore, HR manager should give reward power for motivating
and boost up confidence of employees within the company. When employee are working in a
team then effective culture, power and politics positively influence the team performance
because they can perform their task in set period of time efficiently. It help in making growth in
the organisation business in term of profit and productivity.
P2. Content and Process theories of motivation.
Motivation plays very important role in an organisation as it aids in enhancing growth
and development of the business accordingly. In reference of Marks & Spencer, manager of the
company follow some motivational theories which aids in encouraging employees so that they
can improves their performance. Along with this, their are two type of motivation theory i.e.,
content and process theory. Theses theories are described as below:-
Content theory
This theory focuses on need and requirement of human being as well as how it will
change from time to time. Furthermore, the motive of content theory is to motivate individuals
and team so that they can perform well and fulfil their need effectively. In context of Marks &
Spencer, they opt Maslows need hierarchy and Herzberg theory as it helps them for fulfilling the
need and requirement of individual through their hard work and good performance. These theory
are given as below:-
Maslow's Need Hierarchy Theory: This theory was developed by Abraham Maslow in
which it contain five stages in the form of hierarchical pyramid (Kundu and Roy, 2016). It is
necessary for management team of Marks & Spencer, for understanding basic needs of
employees. In this theory contains five stages which carrying their own meaning that are given as
below:-
Physiological Needs: According to this theory, management team of Marks & Spencer,
motivate their employees by fulfilling their basic need by providing them such facilities i.e.,
food, shelter, drink and many more.
Safety and security needs: In this stage management team of Marks & Spencer, should
maintain healthy and safe working environment within the enterprise so that employees can feel
secure and get motivated towards their work.

Social needs: After fulfilling safety and security need of employees, manager of Marks
& Spencer, emphasise on providing friendly environment so that their employees can sustain for
longer period of time and make good relationship between employer and employee.
Esteem needs: In the present context of Marks & Spencer, manager of the company
motivates their employees in order to maintain their status and self respect of employees in the
society (McDermott And et.al., 2015).
Self-Actualisation needs: This is the top stage of Maslow's hierarchy, where
management team of Marks & Spencer, focuses on improving skills of employees by providing
them training and development session so they become highly motivated employees and achieve
long term objectives.
Herzberg Two-factor Theory: This theory was developed by Frederick Herzberg in 1959.
in this theory contain two factor i.e. hygiene and motivational factor that are given as below:-
Hygiene Factor: In the present context of Marks & Spencer, manager of the company
determine level of dissatisfaction of their employees. Furthermore, they also fulfil their actual
demand i.e., physical working condition, job security, pay scale and many more. The role of this
factor is to focus on maintenance as well as dissatisfaction factor.
Motivational Factor: According to this theory, management team of Marks & Spencer,
motivates employees by providing them various benefits such as provide reward, promotional
opportunities etc. with the help of this both individual and organisation enhance their growth and
more more profit.
As per the above mentioned theories of motivation, it has been analysed that manager of
Marks & Spencer, used Maslow's Need Hierarchy Theory in working premises. This is because
it aids them to fulfilling basic need of employees so that they can get motivated and feel satisfied
in the company (McSherry and Pearce, 2018). With the help of theses theories company can
determine team and individual performance and fulfil their need and requirement so that they can
achieve organisational goals ans objectives in an effective manner. Also, this will boost the
confidence and improves performance of individual as well as team.
Process Theory – According to this theory manager of the company analyse that how an
individual needs affect their behaviour for accomplishing their personal as well as organisational
goals. In this process theory includes Vroom and Adam equity motivation theory that are
described as follows :-

V room's Expectancy Theory of Motivation
 Expectancy: On the basis of manager of Marks & Spencer, this is necessary for them to
determine capabilities and skills of their employees as it aids them for providing training
and development session accordingly. This is because it enhance their level of confidence
so that they can achieve organisational goals and objectives (Mehta, 2018).
 Instrumentality: According to this, manager of Marks & Spencer, should provide
rewards on regular basis to their potential employees as per matching their actual
performance with standard performance. Valence: The manager of Marks & Spencer, should provide befits according to their
requirements so that they can motivate to perform their task effectively.
Adam Equity Theory of Motivation: This theory says that manager of Marks & Spencer, should
maintaining an equal and fair relationship between rewards and performance. This is because if
individual is giving their best in input and not receiving good output then employee will gets
demotivated. Due to this behaviour and performance of both individual and team will get
affected by this.
From the above mentioned theories, it has been analysed that management of Marks &
Spencer, opt both Vroom and Adam smith motivation theory in working premises as its
motivating their employees by which they sustain for long period of time (Memon and et.al.,
2018). If the company follow these motivation theory then it can encourage its employee when
they are feeling demotivate so that they can effectively work or perform their task and help the
organisation in gaining competitive advantages.
P3. Explain what makes an effective team as opposed to an ineffective team.
In team building theories include Tuckman and Belbin's theory that are described as
below:-
Belbin's Theory of Team Roles: This theory was developed by Dr Meredith Belbin in which
contains roles of on organisation that are bases on competence of individual as well as their
educational background. In context of Marks & Spencer, the role of Plant is allotted for single
individual who are responsible for maintaining relationship between customers and suppliers.
Furthermore the another role is Recourse Allocator, which means this person will allocate the
whole resources and utilise it in effective manner so that workforce of Marks & Spencer can do

their work together as a team. Co-ordinator is the person who control and manage the whole
team in order to achieve organisational goal effectively. In addition to this, shaper is the person
who shapes the group so that the whole group can work accordingly and never lose their
momentum (O’Dwyer, Nguyen and Churchill, 2017). Whereas monitor evaluators means to take
fair and right judgement of performance of individual and team in Marks & Spencer. In addition
to this, team worker means manager of Marks & Spencer emphasise on development of team so
that every single individual in a team can perform together and achieve goal. The implementer is
a person of Marks & Spencer who are responsible for implementing strategies in working area
as employees can enhance their performance in an effective manner. Last role of this theory is
Completer Finisher which means a person who takes the responsibility of team that each and
every individual compete their work with good quality.
Tuckman model of team: This Model was developed by Bruce Tuckman in 1965. The motive
of this model is managing, monitoring as well as coordinating activity of members of team in
Marks & Spencer. In this model contain four stages which aids in building effective team such as
forming which means every single individual introduced themselves with each other so that they
can make comfort between each other. Manager of Marks & Spencer, organise such type of
activity for making effectiveness between team members. Whereas storming means conflict i.e.,
every member carrying own style which crates problem in working premises by which
employees get frustrated or demotivated. In context of Marks & Spencer manager of the
company sort this situation and build trust and relation between each other. On the other hand,
management team of Marks & Spencer makes healthy and supportive working environment so
that team can perform their task effectively as well as achieve organisational goals and objectives
by collaboratively (Peršič, Markič and Peršič, 2018). At last, performing stage will come which
means team of Marks & Spencer emphasis for accomplishing goals which aids individual for
enhancing their performance as well as taking effective decision accordingly.
As per the above mentioned process theory, it has been analysed that Marks & Spencer
use Tuckman theory for developing team in effective manner. Along with this, both the above
theories are very important for business organisation as it aids them for making effective team so
that they can perform well and achieve goals effectively.
For instance, Effective and ineffective team can be well understood with the help of an example
taken from Marks and Spencer. It has been analysed that the production of team of this company

has been assigned a task in which they have to work together for completing provided
effectively. But, it has been seen that the members of this team were not working by coordinating
with one another. This leads to delay in project deadline. In order to overcome this issue, top
management team of this company have asked team leader of production team to conduct
training session for employees so that they can learn importance of collaboration and team
working (Rieder and et.al., 2016). With the help of this training session, ineffective team of
Marks and Spencer of production department converts into an effective team. As a result, this
effective team will perform all the provided projects effectively in future.
P4. Concept and philosophies of organisational behaviour.
Manger of Marks & Spencer follow path goal theory for accomplish organisational goal
as well as objectives effectively that are given as bellow:-
Path Goal Theory:
This theory was developed by Robert House. In addition to this, the motive of this theory
is make effective path so that employees can achieve goals. This theory also contains some
forms of leadership styles which is used by leaders by which they take effective decision.
According to this theory, the responsibility of leader in Marks & Spencer is to optimise use of
resources and motivates employees for performing their task.
Source: Path Goal Theory,(2019).
Illustration: Path Goal Theory

 Directive – This leadership style, aids leader of Marks & Spencer for providing
guidelines so that their staff members can perform their activity and accomplish goals.
 Supportive -This leadership style helps manager of Marks & Spencer for maintaining
healthy and friendly working environment so that employees can share their views with
each other as well as get support from top management (Wellin, 2016).
 Participative – Manager of Marks & Spencer use this leadership style for making
decision effective in group. Along with this, leader involve employees while taking
crucial decisions for development of team.
 Achievement oriented – Leader of Marks & Spencer use this techniques by setting
challenges for team members and inspire them for performing well in assigned task.
From the above analysis, it can monitored that the management of M&S must use
participative leadership style so that the employees of the company can also make participation
in the decision making process and share their views, ideas and problems so that they can get
proper solution for them. Within motivational factors the management of this company can
select Maslow needs theory because it is an effective concept to motivating employees by
fulfilling their basic needs of food, cloths and shelter. Path goal theory is effective fro the
company because it helps leaders in selecting the leadership style which is beneficial to guide the
employees of the organization. So that they can do or perform their duties by using all efforts to
attain the aims and objectives of the firm.
CONCLUSION
As per the above mentioned report, it has been analysed that, in every organisation
organisational behaviour plays important role as it aids mangers for analysing performance and
behaviour of individual as well as team in working premises. According to the above specified, it
has been examined that that culture, power and politics highly influenced the working
environment of organisation. At last, it has been determining that both process and content
theory of motivation aids in motivating as well as retaining old employees for longer period of
time by fulfilling their basic need in effective manner.

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