Organisation Behavior
Organisation Behavior
Organisation Behavior
By:
Ahmed Badr
Table of Contents
Introduction: ................................................................................................................................... 1
Task 1: ............................................................................................................................................. 1
1.1 An analysis of the characteristics of different organisational structures: ............................ 1
Hierarchical Structure: ............................................................................................................. 1
Matrix structure:...................................................................................................................... 1
Horizontal/Flat structure: ........................................................................................................ 1
1.2 An explanation of how the culture of an organisation can impact on the effectiveness of
the organisation: ......................................................................................................................... 2
Power Organisational Culture: ................................................................................................ 2
Role Organisational Culture: ................................................................................................... 2
Task Organisational Culture: ................................................................................................... 2
Person Organisational Culture:............................................................................................... 2
1.3 An assessment of the impact of learning on the effectiveness of employees: .................... 3
1.4 An evaluation of how working in teams can improve employee effectiveness: .................. 3
Fosters creativity and also learning: ........................................................................................ 3
Trust building: .......................................................................................................................... 3
Resolution of the conflict among the employees: .................................................................. 4
Task 2: ............................................................................................................................................. 4
2.1 Evaluate different leadership behavior theories: ................................................................. 4
Situation leadership: ................................................................................................................ 4
Contingency leadership: .......................................................................................................... 4
System leadership:................................................................................................................... 5
2.2 Analyse theories relating to work relationships and interactions: ....................................... 5
Atkinson theory of motivation: ............................................................................................... 5
New German model of employee relation:............................................................................. 5
Task 3: ............................................................................................................................................. 6
3.1 Analyse the benefits and issues with involving employees in organisational decision
making: ........................................................................................................................................ 6
The employees feel they are valued in the organisation: ....................................................... 6
Making accurate decision: ....................................................................................................... 6
Blurring of the relationship between the roles of management and the employees: ........... 6
Complexity in communication: ................................................................................................ 6
3.2 Explain different ways to motivate employees: ................................................................... 7
Conclusion: ...................................................................................................................................... 7
References: ..................................................................................................................................... 8
Organisational Behavior
Introduction:
Marks and Spencer is a retail company based in the United Kingdom. The company's
headquarters are located in Westminster, London. Michael Marks and Thomas Spencer founded
the company. The company has a workforce of more than 80000 people. The company's revenue
is in excess of £10,000. The company has around 1500 locations around the world. The company
was established in 1884 and the company's financial performance improved year after year,
which is very remarkable. Archie Norman is the company's chairman. The structure that the
organization follows is heavily influenced by the organization. Which leadership is being followed
by the organization, and what are the benefits and drawbacks? [10].
Task 1:
1.1 An analysis of the characteristics of different organisational structures:
An organization can follow a variety of organizational structures, each of which has its own set of
features. Marks and Spenser, a British global retail company. The company specializes in high-
quality apparel, as well as home and food products. The following are some of the organizational
structures:
Hierarchical Structure:
Within this structure, which is quite popular, all employees have a single supervisor who is the
same for everyone, and all employees are grouped with each other. There are a few aspects that
determine how groups are formed [1]. Some of them are:
Function, which can be finance, HR, IT, etc.
Product, which is the result of process or action.
Geography, organising the people of the organisation in the location which is remote.
Matrix structure:
There isn't any supervisor here; instead, there are different managers for different functions,
with workers with similar talents being assigned to work and reporting to many managers [2]. As
a result, two common chains are formed, each of which is distinct. Managerial responsibilities
are fluid rather than rigid, which is beneficial to managers who want to operate in a flexible
workplace.
Horizontal/Flat structure:
This structure is only useful to small businesses, and it will not work for large corporations. Many
middle-level management positions in the organization are eliminated in this arrangement. As a
result, the personnel of the company is able to make decisions considerably more quickly. This
structure is also transparent for small businesses, and if the staff are well-trained, they can be
productive in decision-making with it [3]. This will aid the organization in completing tasks more
quickly and reduce the chances of corruption. Because the corporation believes that if the staff
is adequately taught, they would produce effective and efficient results, enhancing the
company's production.
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Organisational Behavior
Because the organization has limited management levels between the administrative level and
the front-line personnel, Marks and Spenser adopt a horizontal/flat structure.
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Organisational Behavior
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Organisational Behavior
Task 2:
2.1 Evaluate different leadership behavior theories:
There are several leadership behavior theories that have a favorable and bad impact on Marks
and Spencer, and the leadership theories are listed below:
Situation leadership:
According to situation leadership theory, a manager or supervisor's style must be adjusted to
meet the growth that the management is affecting. The goal of the leader, not the followers, is
to adapt the style in response to the circumstance that arises in the company, Marks and Spencer.
Because it is simple to understand and intuitive for most managers, this leadership can have a
good impact on Marks and Spencer. The theory strengthens the working interaction between
managers and employees. There are four different sorts of leadership styles that can be used in
a given situation [3].
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Organisational Behavior
Its negative impact is that it fails to explain the empirically developed model and also fails to
present numerous reasons for leadership effectiveness in varied situations. Another
disadvantage of this idea is that there is no single solution to every situation [4].
System leadership:
System leadership enables Marks and Spencer's executives to create an environment in which
employees at all levels can operate productively and to their full potential. This idea is useful for
predicting the behavior of employees in an organization. It aids in the achievement of Marks and
Spencer's individual and corporate goals.
The disadvantage is that it may cause decision-making to be slow or delayed. This may cause the
work process to slow down, potentially harming Marks and Spencer and giving the company's
competitors an advantage.
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Organisational Behavior
motivated, it will automatically result in high productivity in work because motivated employees
are more productive.
Task 3:
3.1 Analyse the benefits and issues with involving employees in organisational
decision making:
There are certain advantages and disadvantages of involving employees in the decision-making
process of the company Marks and Spencer. The advantages are as follows:
The employees feel they are valued in the organisation:
Employees who are participating in decision-making will feel appreciated in the organization,
which will drive them to participate actively in the company. This will give employees the
impression that they are working in their own company and not for anyone else. For example, if
a Mark and Spencer employee suggests that sales may be raised through digital marketing, and
the company actually increases sales as a result, the employee will feel more confident and
pleased with himself.
Making accurate decision:
Because the employees work for the company, they are aware of the company's actual challenges
and how to solve them. If the information is correct, the outcome in the form of a solution to the
problem will be correct as well. Because of the precision, you will be able to make informed
decisions on a daily basis [4]. Making solid decisions will lead to increased accuracy in action,
giving the organization a competitive advantage.
There are also some disadvantages to involving staff in Marks and Spencer's decision-making
process. The following disadvantages are discussed:
Blurring of the relationship between the roles of management and the employees:
Employee involvement in organizational decision-making can result in a distinction between the
employee and management levels, causing management to make poor decisions that benefit
solely the employees and have no benefit to the organization. Marks and Spencer is a retailer
based in the United Kingdom [2].
Complexity in communication:
When all employees in a corporation offer comments, it can cause havoc because deciding who
the point of view it should be taken into account will be a major challenge for the organization
or management, and communication between managers and employees will be muddled. If the
communication between the employee and the employer is unclear, it might lead to a
communication gap, in which case any critical information provided by the employee will not be
communicated to the employer, providing the competition an edge.
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Organisational Behavior
Giving rewards to employees for good work will have an influence on Mark and Spencer
by raising the productivity of the company's employees, as the employees will work
harder in exchange for the incentives.
Flexibility in working conditions: Employees who are more comfortable working flexibly
will be more confident, and as a result, the company's performance will improve as
employees are willing to work different shifts.
Employees will be more physically and psychologically fit as a result of recreational
activities, which will benefit Mark and Spencer by reducing work deviation [6].
Bonuses and allowances will improve the relationship between the employer and the
employee, and as a result, the employee will feel more comfortable sharing difficulties
with the employer, which will benefit Mark and Spencer by increasing productivity at
work.
Employees who are promoted on time are less likely to leave for other organizations,
which benefits Mark and Spencer by lowering training costs for new employees [3].
Conclusion:
In the end, all of the issues discussed are based on Marks and Spencer. The characteristics of
numerous organizational systems are examined, including Hierarchical, Matrix, and Flat
structures, with Marks and Spencer adhering to the Flat structure. An explanation of how an
organization's culture might affect its effectiveness is also provided [4]. This section discusses the
effects of learning on employee performance. This article discusses the benefits of working in a
group. Different leadership theories are presented in detail, including scenario leadership,
contingency leadership, and system leadership. Here, several views of leadership behavior, as
well as professional relationships and exchanges, are demonstrated. Finally, the various methods
of motivating employees, as well as their benefits and drawbacks, are discussed.
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Organisational Behavior
References:
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1043.
[2] Pasiecznik, I.W.O.N.A. And et.al, 2017. Local community e-waste awareness and behavior.
Polish case study. Environment Protection Engineering. 43(3).
[3] Salzberg, A.C., Gough, M.Z. and Suen, I.S., 2019. Sustainable innovation behavior in
restaurants. Journal of Foodservice Business Research, 22(2), pp.167-190.
[4] Pantaleo, S., 2019. Creativity and elementary students' multimodal narrative
representations. Australian Journal of Language and Literacy, The. 42(1). p.17.
[5] Jena, L.K. and Pradhan, S., 2018. Conceptualizing and validating workplace belongingness
scale. Journal of Organizational Change Management, 31(2), pp.451-462.
[6] Fletcher, T.E., Carnicelli, S. and Snape, R., 2016. Leisure Studies Association: past, present
and future. Brazilian Journal of Leisure Studies. 2(2). pp.35-45.