Organisational Behaviour Report: Waitrose & Partner, Module Analysis

This report provides an in-depth analysis of organisational behaviour, focusing on Waitrose & Partner as a case study. It explores how organisational culture, politics, and power influence individual and team performance, referencing Handy's cultural typology and French and Raven's power model. The report delves into content and process theories of motivation, including Maslow's Hierarchy of Needs, and discusses motivational techniques for achieving organisational goals. Furthermore, it differentiates between effective and ineffective teams, providing insights into team dynamics. Finally, the report applies organisational behaviour concepts and philosophies within the context of Waitrose & Partner, offering a comprehensive understanding of the subject.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Organisation’s culture, politics and power influence individual and team behaviour and
performance.................................................................................................................................1
TASK 2............................................................................................................................................4
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context.....................................................................4
TASK 3............................................................................................................................................8
P3 Explain what makes an effective team as opposed to an ineffective team............................8
TASK 4..........................................................................................................................................10
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context.......................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is defined as the set of many activities that aids the firm's
management team to know about the staff behaviours. With the assistance of this, organisation
can develop the effectiveness of workers through anticipating as well as controlling the
personnel who are working for common organisational objectives. Moreover, it is concerned
with knowing, controlling and guiding staff behaviour of firm. It is helpful to improve the work
performance, enhance job satisfaction and many others (Bakotić, 2016). For this report, the
chosen company is WAITROSE & PARTNER, this is the leading British super market chain
that facilitates food products. Its headquarters is in Bracknell, England UK. It has approx 353
stores within United Kingdom and exports their product in about 52 countries. This report covers
the culture, politics and power of firm that influence the behaviour and performance of team and
individuals, theories and concepts of motivation. Moreover, how effective team opposed an
ineffective is described. Apart from this, Philosophies and concepts are also discussed in this
report.
TASK 1
P1. Organisation’s culture, politics and power influence individual and team behaviour and
performance.
Organisational culture is defined as the set of experiences, philosophies, values and
expectation which directs the team and individual behaviours. Also, it shows the firm's vision,
norms, system, language, belief and others as well as influence the performance of groups and
people. WAITROSE & PARTNER is using Handy's cultural typology. This is formed by Charles
Handy. It includes four components all of them are discussed below: Person culture: Within the particular culture, individuals are very much concentrated
towards themselves rather than firm. Staff usually come to workplace for salary as well
as not at all involved to it (Bester, Stander and Van Zyl, 2015). WAITROSE &
PARTNER can applied person culture f rfor developing value as well as concentrated
towards people and involved them for meeting the needs of self- actualisation. Moreover,
this forms of culture are executed when activities such as discrimination performed
within organisation thereafter staff are more concentrated towards its own work and do
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not pay attention on group member. The behaviour and performance of team and their
members declines. Power culture: It is defined as the culture that reflects the ability of people to influence
others who are associated to enterprises for effectual attainment of firm's objectives.
There is some organisation in which power remain in hand of few people and only they
have power to develop decisions (Brough, Chataway and Biggs, 2016). WAITROSE &
PARTNER can ensure that power is facilitated to those which has effective determined
ability as well as skills for making strategic decisions. In case power are provided to
people then they obtain authority and develop decision by its own without taking
suggestion or discussing from anyone. It aids to influence team and people because
power may helpful to move towards goals accomplishment. Role culture: It is defined as the culture in which roles and accountabilities of the staff
are delegated based on its interests, experiences and qualification. WAITROSE &
PARTNER can have applied this particular culture in order to delegate duties to its
employees according to its experiences and qualifications for attaining the objectives of
the firm efficaciously. It effects the behaviours as well as performance of the group and
people as by it they can know about its roles into firm in simple manner and work
consequently.
 Task culture: The typology which effects the performance of the staff. Organisation in
which team are developed for achieving the targeted goals or solve the problems are
known to be task culture. Herein, individuals of the company having same qualification
and interests formed a team. In this generally four to five members are there in all the
group (Bulatova, 2015). WAITROSE & PARTNER can have applied this particular
culture so that contribution of every member is equal and complete the task efficaciously.
The team and individual behaviour effected through task culture as all people understand
its accountabilities and duties in order to do the work in profitable manner.
Thus, WAITROSE & PARTNER has to applied role culture in their firm so that they can
delegated the role and responsibilities to all the staff effective and efficiently based on their
skills, experiences and many others.
Organisational power:
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Power is defined as the ability for influencing another people (Burrell and Morgan,
2017). WAITROSE & PARTNER applied French and Raven’s power model that reflects that
there are many power which impact the person leadership and success. It has five aspects that are
discussed below: Legitimate power: This facilitates capability to related the certain feelings of
accountability towards administration. It is also known as position or official power.
Usually, manager facilitates power based on its position. With the help of which they can
able to control the resources, give rewards and punishment to their subordinates.
Moreover, by this person and every worker perform in a group can formulate decisions
according to its post so that they can work efficaciously. Coercive power: This depend upon coercion as well as it shows that individuals are
forced to do the work. Moreover, it is the ability to punish another one or possess a threat
as well as usages fear as motivator (Chumg and et. al, 2016). WAITROSE & PARTNER
can use this power for threatening it staff in respect of job security, pay cutting and
others. It will affect the behaviours and performance of group and person as they perform
forcefully to accomplished the task not to do that in effectual way. Expert power: It is also defined as the power of knowledge. This generally generates
from the expert knowledge, understanding and skills. This means that expert
determinants the behaviours of another person. Thus, WAITROSE & PARTNER
manager has good knowledge so that they can able to direct its staff or workers in
efficacious way as knowledgeable person has more understanding then its behaviour can
affect because good knowledgeable groups and individuals can facilitate effective
cognition about task so that they can do the work with full interests. Referent power: It is defined as the personal, charismatic and personality power. This is
the personality of the person that grab the attention of people towards themselves. So,
WAITROSE & PARTNER manager can applied this power for attracting its various staff
so that they follow them as well as do the work in efficacious manner. With the
assistance of this particular power persona and group can able to prove themselves at the
time of doing its work through their skills and personality.
 Reward power: It is considered as the power which is just against to coercive power. This
is the ability to facilitate person few thing as reward and tell them to do the task in respect
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of this (Maduenyi and et. Al, 2015). WAITROSE & PARTNER can have applied this
power to inspire its staff for improving their performance through providing few types of
rewards like bonus, incentive and so on. It will affect the behaviour of the person and
group as by it they can feel motivated and perform the task in efficacious way in respect
of company's benefits.
Organisational Politics
It is defined as the unofficial and informal effort for selling ideas, maximising power as
well as attain others goals. Staff of firm are many times focused towards the politics which
impact the person as well as group performance. This particular power affects WAITROSE &
PARTNER atmosphere which results in decreasing the firm and group efficiency. Moreover, this
effects the behaviour of group and person are discussed below: Reduction in productivity: Politics impact WAITROSE & PARTNER negatively as due
to this staff productivity get minimises. Reason behind it workers feel distracted because
of unnecessary disputes that does not permit them to focus on its work. As an outcomes,
this minimises productivity as well as performance and moreover influence the quality of
work.
 Maximises the staff stress level: Politics in respective firm develop jealousy between
workers that create stress into working atmosphere. Person performance get impacted
through excessive stress at job. As an outcome, there may be delay in attainment of
organisational objectives.
TASK 2
P2. Content and process theories of motivation and motivational techniques enable effective
achievement of goals in an organisational context
Motivation is usually defined as the term to encourage the staff of firm for performing in
efficacious and effectual way with the aim of attaining their goals. This is significant aspects for
whole firm for meeting the business objectives (Molodchik, Krutova and Molodchik, 2016).
Manager of WAITROSE & PARTNER motivate staff through facilitating them promotions and
rewards. For instance, motivational theory is helpful for employee to influence their behaviour at
job. Manager of the respective firm can implement both process and content theories for
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inspiring its staff to do their work effectually and efficaciously. Both the theories are discussed
below:
Content theories: It is defined as the traditional theories of motivation. This is also
called the theory of needs as this try to identify the requirements as well as connect motivation in
achieving of that needs. There are many content theories like Herzberg's two factor theory,
McClelland' achi9evement motivation and others. Out of these WAITROSE & PARTNER use
the Maslow's Hierarchy needs that are mentioned below:
This is established by Abraham Maslow in 1943 as well as he is more focused towards
satisfying the requirements of staff within organisation. It is not an easy task for manager to
accomplish and identify employee’s requirements. This kind of theory categorised the
requirements of individuals into five which are explained below: Physiological needs: There are considered as the basic needs that deals with individual’s
maintenance. This is the lowest category requirements for survival like air, food, water
and others. Management of WAITROSE & PARTNER ensures that staff requirements
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Illustration 1: Maslow’s Hierarchy of Needs
(Source: Maslow’s Hierarchy of Needs. 2019)

are to be accomplished efficaciously. For instance, they can provide fair salaries to their
staff. In case this particular needs are accomplished then staff of organisation are satisfied
which aids them to do the work in effectual way for attaining organisational objectives. Safety and security needs: Within this, the needs for safety and security are fundamental.
This involves financial security, protection and many others. For the accomplishment of
this requirements WAITROSE & PARTNER ensure that staff are facilitated effective
security through providing them facilities and money for their health and safety into
complex circumstances. Currently staff are more focused towards they have to perform in
atmosphere which provides them financial security. For instance, management of
respective firm has facilitated employee’s health insurance for retaining its staff. Social needs: For doing the work efficaciously, human requires affection, love and many
others form another person (Shore and Wright, 2015). So, the employer of WAITROSE
& PARTNER should be ensuring that overall staff are to be treated fairly and equally.
For instance, its management have engage their employee in work for building the
relation with other workers. This will aid them to attain the staff social needs through
satisfying consumers by facilitating effective quality of goods to society and many more. Self- esteem needs: This is defined as the most significant factors for which whole person
efforts to give its best. Management of WAITROSE & PARTNER need to formulate few
strategies that build and maintained optimistic surroundings within organisation. This
particular strategy will develop the performance of whole staff who are working their
does not matter they are at which position. As worker’s performance will have improved
then organisation can able to attain its objectives effectively.
 Self-Actualisation: This is defined as the expectation of staff which will aids them to
develop and lead their career in systematic manner. For instance, management of
WAITROSE & PARTNER provides programmes related to training and learning to its
employees for enhancing their understanding power and skills. Moreover, this will aid
staff to work with more potential. In case self-actualisation requirements of workers are
accomplished then many skills are to be utilised efficaciously within task for attaining the
gaols of the firm.
Process theory
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This is defined as the theory that depicts the way in which motivation incurs within
organisation as well as what whole procedures are required to be encourage the staff morale.
There are various types of process theory such as Adman's equity theory, Skinner's
reinforcement and many others. WAITROSE & PARTNER manager applied Vroom's
expectancy theory which is discussed below:
Vroom's expectancy Theory: This is considered as the theory which depends upon
personality, skills and behaviour of whole staff within firm. WAITROSE & PARTNER formed
workers to give profitable outcomes which facilitates optimistic results to the company. This is
significant for whole staff within respective firm to perform in group in order to get positive
results within company. In this there are three instruments which provides feedback to staff: Valance: Motivation is considered as the main aspects in developing this particular
instrument this help the staff to perform effectually within group as well as formulate
strategic decision (Staddon and et. al, 2016). With the assistance of this WAITROSE &
PARTNER motivate their staff to work in a team so that effective decisions can be
formed as well as get expected results for company. Whole employees can obtain fair
rewards when it performs into firm and useful in developing the strategic decisions.
Moreover, this will help in planning the desired objectives and determination for whole
workers within firm. In case effectual decision are developed and desired outcomes are
attained so it will help in attaining the organisational objectives. Expectancy: Within the above instrument when staff perform into team they have to view
that how the targets as well as desires can be manipulated to provide expected results
within firm. They have to observe that intent are useful to attain the goals in firm. In case
it receives the optimistic results the whole workers will obtain positive result.
WAITROSE & PARTNER can monitor that goals of staff can be manipulated for
facilitating desired outcomes for accomplishing organisational targets.
 Instrumentality: The rewards may be based upon the position that whole staff can be
developed as per the work performance. Within this particular instrument WAITROSE &
PARTNER can aids manage to develop rewards as per the work criteria so that firm can
attain expected outcomes. Rewards are given to the workers so they feel motivated and
give their best towards attaining organisational objectives.
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So, the respective firm should adopt the social and security needs of Maslow needs
hierarchy theories so that they feel secure in work place and all the requirements of their
employees are accomplished effectively and work with full effort in order to attain organisational
objectives.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team
Within firm team plays significant role in attaining company's objectives. There are many
types of group such as project team, quality team and others which have their own
accountabilities and perform accordingly (Su Baird and Schoch, 2015). A team is defined as
effective when all members have ability to complete the work at given time duration. This aids
organisation to achieve the targets of the company in efficacious and appropriate way. Whereas
ineffective team are those which can able to finish its task on time. So, WAITROSE &
PARTNER develop many team according to the working performance which help them to fulfil
its aim efficaciously.
Basis Effective team Ineffective team
Objectives In this, objective is clear
between group members as
well as it can be changed by
the consideration of whole
members.
In this, objective is imposed
upon whole members as well
as tend to attain competitive
edge from others.
Communication In this two-way
communication is performed
among team members.
In this, only one-way
communication is performed
between this particular team
member.
Hence, Tuckman theory is adopted by respective company which is discussed below:
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 Forming: Herein, organisation focused to interact with new staff for developing a team.
With the assistance of it whole workers will know its skills and capabilities. This will
help WAITROSE & PARTNER to build team in order to their attained goals. Storming: Herein, employer delegate roles and accountabilities of whole workers. For
instance, they have to observe the performance of overall staff so that work can be
performed efficaciously (Yadav and Punia, 2016). Therefore, manager of respective
organisation should have assigned the work to their workers as per its performance. Norming: Team members at normal condition are effort to build relation with all staff
who is working in group. Thus, this will aid WAITROSE & PARTNER to do work in a
team for achieving their objectives. Performing: In this whole staff know about their accountabilities as well as roles that
they have to perform. With the help of this respective company can enhanced advantages
as well as obtain effective post through attaining goals.
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Illustration 2: Tuckman’s Team & Group Development Model
(Source: Tuckman’s Team & Group Development Model. 2019)

 Adjourning: This is known as the last step, in this all member of team in WAITROSE &
PARTNER enjoy their project success. As it accomplishes its task which are provided to
them.
Thus, WAITROSE & PARTNER has known that members of effective team are
developed by performing the task appropriately. Moreover, Tuckman theory and its approach
aids its members to achieve their objective efficaciously.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
Situation: WAITROSE & PARTNER is an organisation that deliver food to individuals.
Currently it is facing conflict issue among employees due to which productivity and profitability
has been declined. In order to resolve such issues, theory has been used which is mentioned
below:
Path Goal Theory
This theory was given by Robert House in 1971 which is based on style or behaviour of
leaders that fits work and employee environment for achievement of goal and objectives. The
main aim is increasing empowerment, satisfaction and motivation for becoming productive
members of business (Coccia, 2015). As per this theory, style should be changed depending upon
situation. There are three components of such theory which are described below:
Leadership Style- For solving specified situation, leadership styles are used such as: Directive- It tells subordinates about completing of task and expectation from them.
Leader of respective organisation has to direct subordinate in order to solve conflict issue
arise in business. Supportive- This type of leader creates friendly and warm environment for their
subordinate. They focus more on providing pleasant surroundings to their subordinates. Participative- The leader possesses collaborative style and include subordinates in
making decisions. They consider their view and opinions before making final decisions.
The respective organisation should have such style for solving their conflict issues.
 Achievement- Oriented- They forced their subordinate for performing in excellence
manner and create high baseline for managing performance and continuous improvement.
This assist in solving issues and problems of organisation.
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Subordinate Characteristics- This define characteristics of subordinate for work
performance. All task has to be performed in proper and effective manner. The characteristics of
subordinate are as follows: Need for Affiliation- It is defined as subordinate who belongs to group and work with
supportive leaders which make them feel part of team. It assists in solving issue of
business. Preference for Structure- The subordinate want proper rigidity and structure at
relationship and working practices. They prefer directive and action oriented leadership
style for work performance (Iwu and et. al, 2015). With helps of proper structure, they
can guide their employee to work properly. Desire for Control- This includes both internal and external locus of control. In case of
internal locus, subordinate believe they can control events such as conflict issues whereas
external factors believe in responsible for events that occurs to them. This helps in
decision making process of business.
 Self-Perceived Level of Task Ability- It is defined as characteristics which represents
believe of subordinate for performing task.
The environment- The three elements are given below: Task Structure- It define structure of task required for work performance. Directive and
supportive leadership style are used. If all task is in format, then there will be no rise in
any issue or conflict. Formal Authority System- This includes control, policies and rules of organisation. It
helps subordinates about what to do and not in various situations. As per clarity of
system, style is followed and issue is solved.
 Primary Work Group- It is the support level which subordinate get from people living
near them or working alongside. With support of each and every member, conflict arise
in WAITROSE & PARTNER has to be solved in an effective and efficient manner (Path-
Goal Theory of Leadership, 2018).
CONCLUSION
As per the above report, it has been concluded that the organisational behaviour helps
firm to know about the behaviour of whole workers. Few culture, powers as well as politics of
company like task, power and many other influence the behaviour and performance of the team.
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Moreover, some content and process theory such as Maslow's needs hierarchy, Vroom's
expectancy theory are utilised through firm. Also, communication, interdependency and so on
shows that an effective team opposed to in effective team. In addition to this, few concepts and
philosophy such as path goal theory are used for the particular situation.
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