From: Syed Munim Ejaz

To: Sir Mohsin

Unit: 12

Unit Name: Organizational Behavior

Submission Date:
 INTRODUCTION

Organizational culture is becoming a popular concept in business organizations. It explains the

psychology, beliefs, values and experiences of organization. It is seen that when positive
organizational culture is provided to the people in an organization, people tend to behave in a
positive way and thus, strive for attaining organizational excellence as they are attached to the
organizations. Organizational culture is also characterised by motivation which helps in
achieving organizational goals and objectives. In the below discussion, influence of culture,
power and politics on the behaviour of individuals along with theories of motivation are
discussed in Part A. In Part B, effective team working and concepts and philosophies of
organizational behaviour are discussed. A UK based organization named Marks and Spencer is
considered for the discussion which specialises in selling of home products, clothing as well as
luxury food products.

LO1: Analyse the influence of culture, politics and power on the behaviour of others in an
organizational context.

P1: Each and every organization is characterised by behaviours of individuals as well as group of
individuals when formed in a team. Human behaviour is complex in nature and each and every
individual is different from one another. Human behaviour constitutes to be an important
consideration in the success of organization as it is the humans who perform the work in an
organization for its success. With respect to individual and team behaviour, it is seen that
culture, power and politics are the major factors that influence the human behaviour whether
at individual or group level.

Organizational culture is a popular concept which explains the psychology, beliefs, values and
experiences of organization.

It is seen that when positive organizational culture is provided to the people in an organization,
people tend to behave in a positive way and thus, strive for attaining organizational excellence
as they are attached to the organizations. This can be seen in Marks and Spencer where a
positive organizational culture is provided (Coccia 2014). The Company has a customer driven
culture wherein all the people involved in the organization make a real effort in enhancing
customer satisfaction, employing right people and provide right training. The business is
dynamic and thus, it always looks for ways to change the way they work. Also, it has been
observed that effective communication practices are used by the Company to gather, collect
and communicate the information which is required to carry business operations which
provides a positive work culture to the employees.

Good organizational culture provided by Marks and Spencer states that the behaviour of
individuals is also positive. It has been identified that the employees and the workforce behave
properly in the Company. The individual behaviour is continuously nourished by healthy
organizational culture. However, it has been criticised by Kitchin (2017) stating that
organizational culture has a negative influence on the individual and team behaviour. To
achieve market competitiveness, internal competiveness arises in the organization which
affects the behaviour of individuals as well as teams as each and every person and team is
considered to be a competitor.

Through this thinking, performance of the organization is negatively impacted and thus,
organizational culture sometimes plays a negative role in impacting the performance by
impacting the individual as well as team behaviours. The positive culture provided by the
Company controls the behaviour of an individual as a result of which individual interests are
overpowered by organizational interests. Thus, it is recommended to the Company to inculcate
positive work cultures which can result into positive team behaviour wherein the group of
individuals work collectively by understanding each and other’s point of view which in turn
affects the performance of the whole team. It is seen that the organizational culture of Marks
and Spencer has been effective enough in influencing the team performance which is
characterised by individual as well as group behaviours. The customer driven culture of the
Company helped in enhancing the value to customers which is made possible through effective
team working which increased the performance (Taylor 2018).

Apart from organizational culture, politics is another important factor that influences the
behaviour of an individual as well as team which in turn impacts the organizational
performance. Marks and Spencer is one such Company wherein employees who do not work
hard make use of dirty politics to secure their positions. Politics, here means the irrational
behaviour of the individuals in an organization to gain advantages that are beyond their control.
It leads to a negative ambience. With regards to Marks and Spencer, it is seen that the
Company has a tall structure with many employees and the responsibility goes down the line of
management for its smooth functioning. However, there are a high number of employees at
each level who are more interested in spoiling in the image of people in front of others (Pereira,
Malik and Froese 2017).

The employees in the Company by indulging themselves into dirty politics spoil the ambience of
the workplace which in turn impacts the relationship of all the employees. Negativity among
employees result into negative behaviour of individuals which are involved in politics either
who are the reason of politics or are the victims. Individuals have callous attitude with each
other which hampers the communication between them. They behave differently with their
peers and colleagues to and a feeling of frustration and anger prevails. Also, team behaviour
gets affected as a lot of information gets manipulated and is not passed in its desired form.
Superiors get a wrong picture as a result of which team behaves in a negative way.
All this affected the working of Marks and Spencers as a team. Thus, it is seen that individual as
well as team behaviour is affected by politics prevailing in the organization. However, Pettigrew
(2014) criticised the above point stating that it is the politics which helps the employees to
grow in their careers as politics teach them how to work in corporate and how to be more
competitive which in turn affects the behaviour as well as the performance.

Power is another factor which influences the behaviour of individuals as well as team in turn
affecting the organizational performance. With regards to power, it is seen that more the
power an individual or a team has, more influence it has on the organization. In the context of
Marks and Spencer, it is seen that employees who have major power, especially senior
managers have a high degree of point of pursuing power which enables them to control their
own environment (Anitha and Begum 2016). The behaviour of the employees is changed when
a powerful leader leads the whole team.

M1 Critically analyse how the culture, politics and power of an organization can influence
individual and team behaviour and performance

For this criterion, a critical evaluation of the influence of the organizational culture, power and
politics on the behaviour of individual, group as well as performance of the organization has
been discussed.

D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed, providing justified recommendations.

To achieve distinction criterion, it is seen that the particular task, recommendations to Marks
and Spencer are provided.

LO2: Evaluate how to motivate individuals and teams to achieve a goal.

P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organizational context.

Motivation is a key factor determining the achievement of goals in an organization. Individuals

and teams within an organization are motivated to achieve organizational goals. Motivation in
an organization is explained by two types of theories- content theory and process theory. The
content theory of motivation deals in explaining why the human needs change over time. The
specific factors that affect the motivations behaviour are elucidated in these theories which are
the internal factors. McGregor’s Theory X and Theory Y are popular content theories which
provide a greater understanding of motivation (Al Saifi 2015). Theory X states that employees in
an organization do not perform their job as they dislike and try to avoid their work. They are
forced to work in an organization as they do not wish to take responsibilities and lack ambition.
On the other hand, theory Y completely contradicts theory X. As per theory Y, it is an optimistic
theory in which employees are creative and are self-employed. This is a great theory of
motivation as it is gaining popularity in modern day organizations. Self-empowered teams are
the basic characteristic of this theory.

Considering Marks and Spencer, it is seen that the Company’s motivation skills and attributes
can be aligned with Theory Y in which employees are motivated to perform better. The
Company deals in many clothing and luxury food products which demand high degree of
creativity and innovation. For the Company, human resources are one of the most important
assets as they lead the organization towards creating new products and services which are a
product of the imagination and creation of employees. In Marks and Spencer, majority of the
employees are self-motivated and appreciate responsibility (Pettigrew 2014). They are
motivated to perform well as they are considered to be an important part of the organization.

This motivation plays an important role in achieving organizational objectives as the objectives
are fulfilled by the team work of employees who use their skills, talent, expertise as well as
innovation in creating value for the customers by providing outstanding products and services.
The goals and objectives of Marks and Spencer to create a global brand has been made possible
through its highly motivated employees who tend to perform well for the organization by
providing it with amazing ideas and creativity in relation to product and service offering.
However, some traits of theory X has also been identified in this company as some of the
employees despite of providing motivation do not take their responsibilities efficiently. They
dislike their work and thus, are not able to direct organization towards achievement of goals
(Geppert and Dorrenbacher 2014).

Considering the another type of theory which is process theories of motivation, it is seen that
these theories, unlike content theories, address factors which determine the degree,
modification as well as continuation of effort. One of the most popular process theories of
motivation is the Porter-Lawler Model which is an integrated approach including all elements of
all motivation theories. It is a complex model which explains that performance leads to job
satisfaction through role perceptions and abilities (Miner 2015). The three elements of this
theory are effort, performance and satisfaction. Effort is the amount of energy exerted by an
employee, performance is the leading function of the efforts of individuals and satisfaction is
the leading function of the performance. In the context of Marks and Spencer, it is seen that
the perception of effort-rewards probabilities among employees is high because employees are
provided with values and rewards. The motivation culture in Marks and Spencer included
effort-performance-reward-satisfaction in which employees were motivated to perform better
which in turn helped in increasing their performance on the basis of which they were rewarded.
The reward system increased the level of job satisfaction among employees which made them
more hard working helping in achieving organizational goals and objectives. The reward system
as mentioned in this theory enabled the Company to provide honour to those employees who
work hard to help the organization achieve its goal of expanding the business as well as
customer base. However, Miner (2015) criticised motivation stating that organizational goals
and objectives are achieved through other factors as well. Apart from motivation, financial and
operational factors are equally important in helping the organization achieve its goals and
objectives. Finance and business operations determine the level of success an organization can
achieve in a given period of time. This has been counter criticised by Miner (2015) who stated
that the major factor responsible for achievement of organizational goals as if the employees
are not motivated to perform well an organization cannot achieve success despite huge amount
of financial resources and strategic business operations.

Apart from the behavioural theories of motivation, motivation techniques also play an
important role in influencing the behaviour of others which helps in achievement of goals and
objectives. Marks and Spencer strictly followed daily activity schedule to break out lethargy
cycle and get motivated for basic activities. The activities are listed and are ranked from 0-5,
and the employee is able to refocus on simple pleasures and mastery (Jelphs and Dickinson
2016). However, this particular motivation technique is not so effective as it depends on the
behaviour of an individual.

After considering the motivational theories and techniques used by Marks and Spencer, it has
been identified that the Company uses effective motivation techniques and models to keep the
employees motivated to strive for organizational success. However, the effectiveness can be
increased by the Company by enhancing the number of Reward and Recognition program on a
quarterly level. The employees of the Company should be rewarded at quarterly levels to keep
them motivated (Lawter, Kopelman and Prottas 2015). In addition to this, it is recommended to
the Company to provide some room for regular breaks to refresh the employees which in turn
helps them in gaining their strength and health so as to achieve goals. Furthermore, technique
of providing regular and supportive feedback is required to help achieve organizational
efficiency as the employees work on their areas of operations.

M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.

This merit criterion is achieved by presenting critical evaluation of the process and content
theories of motivation along with motivation techniques that are used by Marks and Spencer in
helping the achievement of goals and objectives. These theories and models influence the
behaviours of individuals as a result which achievement of goals is impacted either positively or
negatively.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organizations to succeed, providing justified recommendations

To achieve this criterion, the discussion provides recommendations to the Company to improve
their motivation skills and techniques that is likely to help the organization in future on the
basis of the critical evaluation of motivation has been done.

LO3: Demonstrate and understanding of how to cooperate effectively with others.

P3: Co-operation among team members is the most essential element required for successful
and smooth business conduct. Co-operation in the workplace inculcates the engagement of
employees in open communication. Co-operation in the workplace is highly characterised by
team which can be effective or ineffective. It has been observed that mere presence of team
does not help the organizations. A team has to be effective in order to achieve goals and
objectives. A team can gain the status of being effective when an open discussion prevails
wherein members are allowed to express their views freely in an organization, situational
leadership style is used and members listen to each others’ views and opinions (Senaratne and
Gunawardane 2015). An ineffective team is totally in contradiction with effective team as the
members in such teams do not listen to each other, closed discussions happen in the
organization and authoritative leadership style is followed. The decision making of effective
teams is characterised by a form of consensus in which general agreement is taken from each
and every member whereas in ineffective teams, decisions are generally taken prematurely
before the real issues are resolved. Furthermore, it is seen that team roles play an important
role in making the teams effective or not. This can be understood with the help of team
development theory propounded by Meredith Belbin. According to this theory, there are a
total of none team roles that affect the effectiveness of teams which in turn impacts the
behaviour. These roles are as follows:

Action oriented roles

 Shaper- He is the one who challenges the team to improve who are extroverts and
dynamic.
 Implementer- He gets the things done by others by turning the plans into actions.
 Complete-Finisher- He ensures that there are no errors and omissions in the completion
of the projects.

People Oriented Roles

 Coordinator- Coordinator is the one who acts as the traditional team leader who guides
the team.
  Team worker- He is that person who provides support and ensures that whether team is
working effectively or not (Muchiri, Kinyanjui and Assumpta 2017).
 Resource Investigator- He is the innovative and curious person that explores available
options and negotiates resources.

Thought oriented roles

 Plant- He is the creative innovator who provides new ideas and approaches but is not so
good in communication.
 Monitor-Evaluator- He is the analyser who evaluates the ideas. He is shrewd and critical
in nature as he identifies pros and cons before making and decision.
 Specialist- Specialists are those people who possess specialised knowledge and skills to
perform a certain job.

Considering this theory, it has been identified that Marks and Spencer also follow this model in
defining team roles of different departments in the organization. The Company provides home
products, luxury food products and clothing which consist of different departments such as
Finance and Accounts, Technical, Logistics, Human Resources and many more. The reason
behind effective coordination and communication between departments is the effective team
role played by different employees in an organization that enhanced the effectiveness of the
team. With respect to teams, it is seen that effectiveness is dependent on the roles played by
different individuals in an organization. Another major theoretical framework adopted by Marks
and Spencer is the Tuckman model propounded by Bruce Tuckman which is a popular method
in providing the base for effective team building (Woodcock 2017). There are four phases
according to Tuckman theory. These are Forming, Storming, Norming and Performing. Forming
is the initial stage of team development wherein majority of the team members are positive
and polite and leaders play dominant roles. The next step is storming in which individuals are
pushed against the boundaries. The team members challenge the authority of each other which
results into conflicts between them. Norming is the third phase in which people resolve their
conflicts and understand the opinions and strengths of their colleagues. The last phase is of
performing in which team goals are effectively achieved through hard work. With regards to
Marks and Spencer, it is seen that the Company followed Tuckman’s theory to some extent. The
forming stage was effectively executed by the people when the Company decided to introduce
its new range of food products. The overall team between different departments coordinated
very well in the Company which enhanced the working of team. The employees showed
excellent communication skills in the first phase itself which helped the Company to carry out
their functions smoothly (DiazGranados et al. 2017). However, at the second phase which is
norming, high degree of conflicts arose when new range of food products was introduced.
Conflicts took a long time to get resolved which somehow affected the effectiveness of the
whole team. Considering the two other stages, it is seen that Marks and Spencer performed
well in coordinating all the departments including new food range. At all these stages, different
individuals exhibit different behaviours which are responsible for affecting the team working
and team development. It is seen that effective team results into open communication which
fosters good and positive behaviour among people in the organisation, whereas, an ineffective
team facilitates negative behaviour among the employees who affects their ability to achieve
goals.

With respect to both these theories, it is seen that despite the usefulness of the theories in
analysing the effectiveness and ineffectiveness of teams, somewhere these theories lag in
providing detailed knowledge of the team working as only theoretical area is covered.

M3 Analyse relevant team and group development theories to support the development of
dynamic cooperation

Relevant team group and development theories like Belbin model and Tuckman model are used
to explain the concept of effective and ineffective teams in relation to Marks and Spencer.

D2 Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace

To meet the distinction criterion, the team development theories like Belbin and Tuckman in
the context of organisational behaviour, critical analysis has been done to present the
discussion in relation to influence on the behaviour of the individuals in the organisation.

P4 Apply concepts and philosophies of OB within an organisational context and a given

business situation

With respect to the concept as well as philosophy of organisational behaviour, it is seen that
they are based on key elements which are nature of the people and nature of the organisation.
Nature of people refers to the basic qualities of persons and individuals involved in an
organisation that can be similar or unique. Factors affecting nature of people are individual
difference, whole person, motivated behaviour and perception (Chumg et al. 2016).
Considering the first factor, individual difference, it is seen that the individuals are approached
individually through one-on-one. Managers of Marks and Spencer, generally conduct one-on-
one discussions on a quarterly basis with the employees to identify their point of view.
However, this has been criticised on grounds of being biased and judgemental. The second
factor of the organisational behaviour is perception which is an ability to observe and conclude
things. Motivation is another factor which influences the behaviour of individuals in a positive
as well as negative way. The employees of Marks and Spencer are more positively motivated by
the HR strategies as well as the reward strategies offered by the management however, there
are certain low level employees who are not satisfied by the policies of the Company which
instils negative behaviour of employees. Whole person involves the emotional conditions of the
employees which are non separable from physical conditions.

The other element of the concept and philosophy of organisational behaviour is the nature of
organisation which also plays a significant role. The factors affecting nature of organisation are
social system, ethics as well as mutual interest. Social system is the social connectivity of the
organisations with its customers, suppliers as well as other stakeholders. It can be formal and
informal. The behaviours of individuals are affected by these social systems as it acts as the
mirror reflection of the values and beliefs of organisations (Higgs and Dulewicz 2016). Group
and individual drives affect the behaviour. Ethics is the moral principles of organisations. Marks
and Spencer meets moral standards and ethics in its business operations like values, integrity,
discipline as well as client centricity. Moreover, the code of ethics training rewards has been
recently added to the company culture for notable ethical behaviour. Mutual interest refers to
the mutual understanding of the employees as well as organisation. The mutual interest is an
important determinant of behaviour prevailing in the workplace. With respect to Marks and
Spencer, it is seen that the Company to a great extent has undergone various challenges
pertaining to mutual understanding between employees and organisations (Weng et al. 2015).
Thus, mutual interest can lead to positive as well as negative behaviours. With regards to the
team development theory of Tuckman, it has been analysed that the elements of concepts and
philosophies of organisational behaviour are in complete alignment with the four phases of
forming, norming, storming and performing.

M4 Justify and evaluate a range of concepts and philosophies in how they inform and
influence behaviour in both positive and negative ways.

To achieve this criterion, the concepts and philosophies of organisational behaviour are
presented to explain the impact they have on behaviour in positive and negative way.

D2 Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace

To attain this, the critical analysis of the concepts and philosophies of organisational behaviours
are discussed. Moreover, the concepts are aligned with the phases of Tuckman theory.

CONCLUSION

Through this discussion, it is concluded that organisational behaviour and motivation are
important in an organisation. Considering the case of Marks and Spencer, it is seen that a
positive organisational culture is provided which created a positive behaviour among the teams
and individuals. Organisational power and politics highly impact the behaviours of others as
well as the performance of individuals and groups. Both content and process theories of
motivations like Theory X and Y and Porter-Larlow models are considered to identify the type of
motivation followed by the Company. It has been identified that the effective team working is a
major characteristic of the Company; however, certain traits of ineffective team working have
also been identified. The concepts and philosophies of organisational behaviour are identified.

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