Organisational Behaviour: Performance Analysis at Waitrose

This report provides a comprehensive analysis of organisational behaviour within Waitrose, a UK-based food retail company. It explores the influence of culture, power, and politics on individual and team performance, examining various cultural classifications like power, person, role, and task cultures. The report delves into motivation theories, including Maslow's Hierarchy of Needs and Vroom's Expectancy Theory, to understand how these theories are applied to enhance employee motivation and achieve organisational goals. Furthermore, it differentiates between effective and ineffective teams, outlining various team types such as functional, problem-solving, virtual, and project teams, and also discusses Tuckman's team development model. The report concludes with an application of these organisational behaviour theories and philosophies within the context of Waitrose, providing insights into how the company can improve its overall performance and employee satisfaction.

Organisation and behaviour

Table of Contents
INTRODUCTION .................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analysis of culture, power, politics in order to enhance the behaviour and performance of an
individual and team. ...................................................................................................................3
TASK 2............................................................................................................................................5
P2 Use of various motivation theories in order to accomplish all targets and goals. ................5
TASK 3............................................................................................................................................8
P3 Various measures in order to differentiate an effective team with ineffective team............8
TASK 4 .........................................................................................................................................10
P4 Application of various OB theories and philosophies for an organisational context..............10
CONCLUSION.............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Organisational behaviour refers to the study of human resource behaviour in company. It
is an area where huge number of employees work together and interact with each other in order
to achieve the organisational objectives and goals in a given time frame. Each individual
possesses distinct behaviour which is different from other. For this project, the selected
association is Waitrose, a food retail company in UK. Company has 352 branches all over the
United Kingdom. They have stores in the Middle East and in 58 countries. This project includes
analysis of organisation power, culture, and political influence of individual's behaviour and
performance. For making process easier managers of institution should be motivated so that they
will work efficiently and effectively in achieving the set targets. Moreover, it also includes
coordination and cooperation within various elements of company in order to avoid chances of
conflicts by implementing relevant organisational behaviour theories and principles (Adeniji,
2011).
TASK 1
P1 Analysis of culture, power, politics in order to enhance the behaviour and performance of an
individual and team.
Influence of culture
Culture refers to the behaviour of people in accordance with the way they act.
Surroundings have major influence on working style of individual. Business have to consider
these influences and handle it efficiently and properly.
Classification of culture
Power culture: In this type of culture, it is the responsibility of top level management who drafts
policies and guidelines for Waitrose. Basically, they build authority and accountability chart for
organisational structure. Long term focus has to be made in order to take rapid decisions.
Person Culture: Waitrose considered every worker as an important asset for the organisation.
This means that every person enjoy equal distribution of power. It is a duty of superior that their

subordinates should enjoy enough ability and freedom in order to maintain the flexible working
environment.
Role culture: Some specific roles and duties are assigned to the workforce of Waitrose. This
helps them to understand their work promptly and focus on smooth running of the company.
There are various departments which have different roles to play in accordance with the
company's vision and mission (Dartey, 2011).
Task culture: Task is simply the work assigned to individual or team. This helps in providing
authority to each employee. Task is allotted according to the skills, personality and working
capacity of work force.
Importance of culture: Culture is most important element for every company. As it defines
working environment of waitrose. As employee spend major part of the day at their workplace
hence, organisational culture influence their working land personal lives. Effective communication- Culture have the huge impact on communication skills of
the company. Employees have to deal in good way with each other which results to be
fruitful for Waitrose. Broader scope of learning: Culture provide various opportunities to develop skills and
chances to learn in the people of waitrose. Provide Framework for planning: External environment helps in setting targets which
are set for achieving the future set targets. It helps in framing planning process which
can be drafted for process.
Influence of politics: Politics may be considered to be disadvantage for Waitrose. It aims in
providing more importance to personal motives over company's motives. If individual performs
very well then it may be possible that their performance may get influenced due to
organisational politics. Structural change- This change has a negative effect on the employees of organisation.
As their roles and regulations may get impacted (Alonso 2011). Personal change- Personality of personnel gets affected by the politics. Any changes in
political attitude of employees have a huge impact in attaining organisational final goals. Organisational change- Politics may affect the organisation structure. As there can be
chances of personal conflicts between employees.

Influence of power: Power plays an important role in an organisation. There can be possibility
that misuse of power may happen which leads to rise of conflicts between employees of the
company.
Types of power: Expert power- This is a power which is highly depended on the individuals personality.
They can make use of their power according to level of knowledge in order to influence
the public. Coercive power- This can be considered as one of the way to take consent from others by
making them fear of lose. In waitrose there are chances of transfer, promotion etc. Reward Power- This is related to the power to lend various benefits, perks in
organisation. There can be involvement of many persons in giving rewards.
 Referent power- This power is exercised by well known personalities. People start
following them as their role model as they succeeded in implementing long lasting
impression to public.
TASK 2
P2 Use of various motivation theories in order to accomplish all targets and goals.
Theories of motivation-
Motivation is a factor which brings energy to the individual for performing well in the
work place so that. They can put best efforts in achieving desired goals and targets. Theories of
motivation can be classified into two parts: extrinsic and intrinsic motivation. Extrinsic
motivation includes all those factors which can be measured in monetary terms like financial
incentives for hard work. Intrinsic motivation is opposite of extrinsic as it does not involve
monetary benefits. It includes self discipline, self confidence and focus to serve the company in
such a manner to achieve both professional and personal goals (Dobrow, 2013). Waitrose also
adopt these various motivation theories to increase motivation of employees to achieve the better
performance.

(Source - Abraham Maslow's Hierarchy of Needs, 2018.)
Some important motivational theories are:
 Maslow Hierarchy Theory- This theory gives division to wants and needs of each
individual into various different segments. According to Maslow, person fulfilled its
needs on the basis of hierarchy level in which no individual go directly at higher level
 unless he or she satisfies the lower needs. The different levels are discussed as follows:
Physiological needs-
These needs describe the basic necessities of human beings which include food,shelter
and clothes which required to fulfil requirements for living being and it is basic level that must
accomplish for present future growth of person.
Safety Security needs-
It is concerned about individual's health safety and security in respect to job. For this
person perform measures which relate to it, life insurance is taken by person so that occurrence
of severe disease can be countered taking help of insurance policies. In relation to job he or she
wants stability factor which motivates them for good performance (Gabriel, 2015).
Illustration 1: Maslow's hierarchy theory

Esteem needs-
After accomplishing above two needs individuals wants status symbol,
recognition,respect in society under this satisfaction level is not measured in monetary terms but
wants higher position that gives higher motivation to individuals.
Self Actualisation needs-
It is the last level of Maslow's hierarchy under which apart from above needs every
individual have self goals and wants so that they can do something different in life which is far
behind from him because of pressure of family responsibility. This is the stage of where
individual receive inner satisfaction related to personal growth, creativity and education.
Maslow theory in relation to Waitrose has performed as an energy building aspect where
workers are able to perform better to meet their expectations. The other advantages may include
increase at the time of acquiring productivity and objectives, improve retention rate of able
employees but in other case if lower level find their needs does not execute, they do not get that
position which they actually deserve in system that convey pessimistic consequence on
corporates outcomes and efficiency.
 Vroom expectancy theory- Basically this theory concentrates on all the elements of
equity, reinforcement, cognitive, ERG, Herzberg and Maslow theories, adds up all
perceptual aspects of equity theory with the behavioural perception of other theories. It
represented three important elements and said motivation is equal to
expectancy*instrumentality*valence.
Expectancy-
Expectancy simply refers to the means of thinking of individual that hard work and
efforts brings improved presentation or in other words hard work is directly connected with
performance.
Instrumentality-
The independent thinking of every individual that believes achievements are linked with
punishment, rewards i.e. how intelligently person are correlated with performances.
Valence-
Under this person measured the motivation factor with the amount, quality of
rewards,recognition so in other we can say that if the size or quality of rewards is small

motivation factor is low or quality of rewards is high performance is better and good even if
expectancy and instrumentality both perfect.
So, if above discussed theory is applied in Waitrose. Each employee working in the
organisation can apply vroom expectancy theory at the time when specific targets are provided
to them, which they have to fulfil in specific time so in that case various measure performance
with rewards and size of rewards. Every individual have their personal perspectives to link with
one of the factors that either motivate them or demoralise them.
TASK 3
P3 Various measures in order to differentiate an effective team with ineffective team
Team can be simply defined as group of people who used to work together for attaining
similar goals by improving their professional as well as personal welfare. There are various
types of team that work under Waitrose. Some of them are discussed below :
Functional team : In mentioned firm, there exists some special divisions which are responsible
for working particular functions like production, marketing, distribution, etc. In this type of
grouping, it is the key duty of personnels to report their managers. In such unit, mainly four
kind of roles are played that are stated below :
Team leader : Such individual is having the responsibility of directing as well as controlling
overall team by taking adequate and final decisions.
Record Keeper : These people are responsible of keeping all the essential records of their
company in order to take proper decisions in present and future as well.
Progress chaser : They used to manage the overall scheduling of venture so that all the
allocated tasks can be completed within given time frame.
Document controller : These kind of employees is obligated to maintain whole work of
documentation for its utilisation in upcoming days.
Problem solving : This type of team members are cross functional thus temporary in nature.
They usually comes from several departments and have variant skills and roles to play.
Their main motive is to provide instant and permanent solution to a specific issue.

Virtual team : As Wait rose is doing its business in different locations, so they also keep virtual
members who do not exist physically at particular working sites. In fact they are connected
with the team via internet and accomplish any job online. Thus, are named as virtual.
Project team : Here each individual, usually belongs to different groups and also consist of
variant functions but are appointed for same project. It is to be noted that after completion of
work, they get removed (Hafenbrack, 2014).
Tuckman's Team developing model : This model was proposed by Tuckman wherein he has
presented four stages of formulating a team. These stages are described below :
 Forming: This is the first stage where by duties and responsibilities of members in a
group is not clear to them. Thus, here in they began working together so that they get
familiar from one another and know their new colleagues.
 Storming: This highlights the tolerance patience and power of the team members. It
define that different personality have different views regarding distinct situation and
hence every one may act in different manner according to the situation.
 Norming: This stage gives the quality to achieve team's objective that members have to
tolerate dilemma of other teammates. This proves to be effective in achieving goal
 Performing: Under this team are ready to perform their assigned duty and
responsibility. Their basic aim is to acquire task of the team.
Belbin's typology for managing effective teams and considering roles and skills required
for effective teams:
Action oriented:
 SHAPER(SH): These people accept changes and emphasis to improve performance.
They deal with situation to reduce the chances of failure.
 COMPLETER FINISHER(CF): These people work with full sensitivity giving emphasis
at every small component. They are punctual and motives team mates to complete work
in time.
People oriented:

 COORDINATOR (CO): Top level management personnel are involved in this group.
They provide guidance to the lower level people to achieve set target. They listen
problems faced by team members and resolve them patiently.
 TEAM WORKER(TW): `These people who support other team members in their
working and give importance to work together.
Thought oriented:
 PLANT (PL): This model is less practical as compared to others. They are not good in
communication. These people try to innovate new things and apply them.
 MONITOR-EVALUATOR(ME): Members under such model evaluates the performance
of other people and make decisions. They carefully analyse the advantages and
disadvantages of alternatives.
Waitrose applies TUCKMAN'S TEAM DEVELOPMENT MODEL. As this
model is very easy to apply and understandable. This company bifurcate different people under
various category. This provide help in motivation and work with more efficiency and
effectiveness. This results in rising the performance of waitrose.
Benefits and risks of team:
BENEFITS:
Team is a way of acquisition and innovating new things. Waitrose is a best example for
team. Team work give chances to charge holding in the mind of client, which supply chances of
struggle in organisational structure (Inesi, 2011).
RISKS:
There are chances of uneven engagement of team members. Sometime, there is cognitive
state detail accountability. Sometimes, there is chances of personal struggle which may lead to
inefficiency in running with working of team mates. As per Waitrose working in team is a long
term procedure.
TASK 4
P4 Application of various OB theories and philosophies for an organisational context
Under this, effectual focus is given on way and reference point of country so that it is
essential for the decision maker to build the policies. According to needs of workers and fitted to

the corporate culture which helps in accomplishing daily based objectives. This theory depict the
paths, objectives, goals and strategy of arrangement so on the respect of waitrose which is one of
a best retail outlet.
Path goal theory is a concept that describes the different elements leadership styles,
action under which superior selects specific behaviours which is best suited to employees and
external environment that may best guide the employees to achieve their daily reference. This
theory is laid down by Martin Evans(1970) and then further modified by House(1971).
Importance of path goal theory:
Optimal utilisation of resources:
If institution work accordant to market demand oblige the employees for proper
understanding and good performance. Adjustment of leadership skills which automatically cut
down the cost and leads to optimum usage of resources. The primary objective behind it to
secured gains, efficiency and promote cost effective atmosphere. The main purpose behind it is
to enhance profitability and efficiency.
Better Performance:
It refers to value enhancement which is possible when they fix their objectives, targets in
progress and draft strategies to deliver the same in the perfect manner to reach its target. (Kaur,
2013).
Competitive advantages:
This condition is very common in all organisation and business sector. Every institution
works in simple way in proper manner designs their master plans after scanning external as well
as internal environment.
Brand Equity:
It is most important component of organisation which is intangible. It is a sustainable
means for company to increase market share in external world. Brand equity will help in
attracting customAbraham Maslow's Hierarchy of Needser to use company products, services.
Strong goodwill in eye of customer will provide premium price for all services and considered as
support system in building dominant position in market.
Efficacious employer employee relationship:

When boss and worker communicate in every organisation where boss act as leader and
know about the strengths, weakness of employees. On the basis of analysis they supervise them
for augmentative efforts and Waitrose frame policies of rewarding workers with greater benefits.
Barrier to effective, situational resistance and social capital theory:
Difficult Process: Work on this theory helps in creation of complexity of work because
of diversified leadership skills which possess various dimensions of learning, research only
partial support to theory.
Resistance to change: Employees as well as organisation lost many opportunities
because of still adopting traditional technology which is outdated. They are not aware about their
past performance or what measure they need to adopt to improve their future performance. In
case of the company, it comes up with new technology, strategy or different policy procedure to
measure their performance then employees resist to change which create hurdles in growth of
organisation. This business carries around 300 employees base sometime leads to difficulty if
workers are stagnant towards particular culture and working conditions.
Family and social network: People working in different organisation are also
influenced by family, friends culture behaviours. This influencing creates problems and
diminished social capital and it also affect working conditions, fabricate politics in corporate
environment (Kaur, 2013).
CONCLUSION
It can be concluded from the above report that organisation behavioural constitutes as an
important part of the organisation. It helps a business in identifying behaviour of an individual
and defines approaches through which it can be manipulated. In this context a business employs
Maslow's hierarchy motivation tool to uplift the performance of employees working for the
company. It is essential to form an ideal team through Tuckman team model approach. This will
again help a business in creAbraham Maslow's Hierarchy of Needsating positive impact on
organisational culture and productivity. Lastly, Path goal theory defines various characteristics
and styles of leadership which are to employed by a business depending upon their suitability to
the organisational circumstances.

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