BTEC higher national certificate in business

In this assessment we will discuss about organizational behavior  and below are the summaries point:- Introduction to the concept of organizational behavior and its importance in understanding employee psychology and behavior. Analysis of Tesco's human resource management strategies and their impact on organizational behavior. Examination of the role of personality traits and attributes in management approaches and company performance.

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Unit: Unit 20: Organisational Behaviour
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Table of Contents
Introduction......................................................................................................................................4
Part-A...............................................................................................................................................5
Masterclass 1: Personality and perceptions.................................................................................5
LO1..............................................................................................................................................5
Assessment of own personality traits and attributes based on having a positive or negative effect on
management approaches and company performance........................................................................5
The importance of personality and perception for an effective managerial relationship....................9
Individual traits and attributes to influence and improve managerial relationships...........................9
Master Class 2: Group Work.....................................................................................................10
LO2............................................................................................................................................10
Applications of the content and process motivational theories........................................................10
The practical application of the content and process theories of motivation to enhance and
maintain motivation..........................................................................................................................12
Adaption of personal perspective, traits and attributes to justify improvements.............................13
Master Class 3 – Reflection.......................................................................................................13
LO3............................................................................................................................................13
Part- B............................................................................................................................................24
LO4............................................................................................................................................24
The effects of power, politics and culture on employee behaviour and the accomplishment of
organisational goal............................................................................................................................24
The operation of power, politics and culture and effects on employee behaviour and the
accomplishment of organisational goals...........................................................................................27
Recommendation on the operation of power, politics, and culture..................................................27
Conclusion.....................................................................................................................................28
References......................................................................................................................................29
Appendix:......................................................................................................................................31
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3

Introduction
Organizational behaviour can be defined as a systematic study of different actions and relevant
reactions of all individual employees, groups, and teams in an organization. Organizational
behaviour helps to understand the psychology and behaviours of the employees. The main
objectives of the organizational behaviour study are to understand and develop human resources.
The goals of the organizational behaviour study are to describe people’s behaviour under
different situations, understand the reason behind the actions, and predictions of the responses,
and take control over human resource management. This report is going to analyze the
organizational behaviour concept and actions based on the UK’s renowned company Tesco’s
different strategies of human resource management. In the first part of the report, the
organizational approaches for behavioural management and training processes of graduate
training managers to lead, motivate, and influence employees are going to be described. In the
second part, the report will represent how the organization uses power, politics, and culture to
influence employee behaviour and accomplish organizational objectives.
4

Part-A
Masterclass 1: Personality and perceptions
LO1
Assessment of own personality traits and attributes based on having a positive or negative
effect on management approaches and company performance.
Personality traits and attributes of an employee have a great impact on organizational
performance. Tesco is always focused on managing human resources and organizational
performances in an appositive way (Zaccaro et al., 2018). They provide different types of
training and other facilities to enhance the productivity of their employees. To improve customer
service, better quality performance, and profitability, Tesco arranges training sessions for
Graduate Trainee Store Managers to improve their skills and efficiencies. In the first master
class, skills, personality traits and attributes of a manager are going to be analyzed.
Skills Evidence
demonstrating
successful use of
the skill
Current
Evidence
Rating
(1=weak |
2=reasonabl
e | 3=strong)
Importance
for
development
1=low |
2=medium
3=high
Notes: actions
and timescales
to develop skill
Leadership Tesco currently
manages the
employees and
maintains better
management.
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
The firm will
develop the
performance
through further
steps.
Problem-solving Leaders and
Managers of Tesco
adopt different
strategies to solve
organizational
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
Tesco is going
to employ more
skilled and
experienced
leaders in near
5

problems. the future.
Planning and
organization
The managers of
Tesco are excellent
in the field of
planning and
implementation.
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
Tesco is going
to develop more
effective and
visionary plans.
Table 1: Reflection of attributes
Personality traits and attributes
Before initiating further steps for personal improvements and training processes, a Graduate
Trainee Store Manager of Tesco needs to assess his traits and attributes and their impacts. The
traits and attributes can be divided into some types. These are-
Figure 1: Personality traits and attributes
Source: Zaccaro et al., 2018
Conscientiousness: This trait indicates a person’s dependability and reliability. The more the
score indicates the higher the goal-oriented, reliable, tends to control impulses, and very
6

organized. Having this trait enhances the management effectiveness of a trainee manager
(Goldberg, 2020). It has positive impacts.
Extraversion: This trait measures a person’s socialistic behaviour, friendliness, and easily they
can interact with others. This attribute is very positive and assertive for a manager to work with
other employees and lead them.
Openness to experience: This trait measures an individual's skills, experiences, and creativity.
A manager with high openness means more productive and creative.
Agreeableness: It shows how much a person can adjust himself with others and his concern for
others. More agreeableness means more liked, sympathetic, and affectionate. It impacts
positively group work.
Neuroticism: This trait measures the controlling power of an individual over emotion, sadness,
anxiety, etc. someone with a higher score of this trait indicates Someone tends to be very
stressed, moody, and anxious which impacts negatively management approaches.
An assessment of Big five personality Traits and Attributes
7

Here, 1=disagree, 2=slightly disagree, 3=neutral, 4=slightly agree, and 5=agree
Table 2: Assessment of Big five personality Traits and Attributes
8

This analysis shows that as a trainee store manager I’m strongly a social person with friendly and
Conscientious behaviour. The score of Neuroticism shows my emotional measurement which is
strong enough.
The importance of personality and perception for an effective managerial relationship
The term personality indicates a person’s way of thinking, behaviour, attitudes and other
distinctive characteristics. Personality indicates a person’s uniqueness and differentiation from
others. The characteristics of personality vary from person to person in many ways. These
characteristics make differences among individual employees (Felfe and Schyns, 2020). So,
personality traits are so important to a firm like Tesco to achieve its organizational goals and
vision through maximum productivity and effectiveness. An effective managerial relationship
focuses on the ultimate goal attainment and profitability with efficient resource management.
There are several types of personality traits and attributes in terms of their impacts. Before the
operational stages and managerial activities, Tesco needs to assess these attributes of their
manager and employees to improve and train them according to their needs. A manager must
need to have Conscientiousness which helps him to work with subordinates and dependent
employees with the power of reliability. Extraversion traits of managers help to build a helpful,
friendly working environment. So, employees work together focusing on ultimate goals.
Openness to experience shows the person’s different skills and experience necessary for
leadership and management activities (Goldberg, 2020). In a big firm like Tesco, the employees
must be concerned about others’ opinions and respectful of others. It increases interrelationships
and productivity. The management and employees need to have control over emotions besides
these traits to set an effective managerial relationship. Tesco always focused to evaluate the traits
of the managers and employees. Besides these, a person or leader needs to have a strong power
of perception to interpret different situations and take actions regarding those by his attributes.
Individual traits and attributes to influence and improve managerial relationships.
The managerial relationship of a company is constructed based on different traits and attributes
as well as managerial skills. Personal traits are the quality and characteristics obtained by an
individual which reflects his uniqueness and personality. Through these traits and attributes,
managers and employees can perform their duties and responsibilities and influence others to
improve productivity and managerial relationships (Cooper et al., 2016). Due to this reason,
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Tesco provides different training and development programs to their managers and employees.
One individual requires different types of knowledge and skills to perform managerial activities
and the team works. Besides leadership and managerial skills, a manager needs to have some
special traits and attributes with a strong personality. Better perception is another requirement to
influence and influence managerial relationships. Perception is the way of interpreting anything
by a person. These factors and attributes enhance the skills and performance of a person and help
him to be a good leader or successful manager. A person with better traits and perception can
develop himself through his knowledge and skills. Besides these, there are some specific traits
and attributes categorized by their impact on management. These are conscientiousness,
extraversion, agreeableness, openness to experience, and neuroticism (Hassan and Hatmaker,
2019). Tesco arranges different training and masterclasses to develop these attributes and traits
for their managers. Because these personal factors help a firm to build a better managerial
relationship, and a better working environment, influence employees for better productivity, and
motivate employees to goal attainment.
Master Class 2: Group Work
LO2
Applications of the content and process motivational theories
Business organizations apply different types of strategies and theories to motivate their
employees. Different organizations implement different motivational theories according to their
organizational conditions and problems. In this case, the management of Tesco PLC recently
faced a low level of moral values, a lack of focus on work, and diminishing productivity of
employees on the shop floor. So, the Graduate Trainee Store Managers have been asked for
applying content and process motivational theories to eradicate the problems and enhance
productivity.
10

Figure 2: Content and process motivational theories
Source: Sahito and Vaisanen, 2017
Content theories of motivation: Content theory of motivation indicates ‘What’ things are
needed to be motivated. These theories focus on identifying people’s needs and necessities and
trying to fulfil those. Proper identification of needs makes the management understand the
motivating factors (Sahito and Vaisanen, 2017). There are several models of Content theory.
Such as Herzberg, Alderfer’s ERG theory, the Hierarchy of Needs theory by Maslow, and
McClelland’s theory of Needs. Here the employees of Tesco work all day long shifts, they need
to deal with challenging customers often and work may be hampered. So, here the manager can
apply Herzberg’s Two Factors theory where the management can identify the physical hygiene
factors (salary, vacation, rewards, etc.) and some motivational factors (Such as promotion,
recognition, job security, etc.) for acquiring better job satisfaction and more productivity.
Process theories of motivation: Process theories analyse the psychological and behavioural
processes that human follows instead of analysing people’s needs and deprivations. This theory
mainly focuses on a target and finding out the processes to be implemented to hit the target
(Holbrook Jr and Chappell, 2019). There are some widely used process theories and models of
motivation. Such as Skinner’s reinforcement theory, Expectancy Theory by Vroom, Equity
Theory by Adam, and Goal Setting Theory by Locke. In Tesco Plc, the main goal of
11

management is to enhance the productivity of the employees. Focusing on this target Tesco can
apply Vroom’s Expectancy Theory in its managerial operations. Through this model, Tesco can
find out the expectations of employees to perform a particular job and fulfil their requirements to
motivate them.
The practical application of the content and process theories of motivation to enhance and
maintain motivation
Content and process theories are widely used and very effective ways of analysing and
enhancement of employees’ motivation in an organisation. These two theories analyse and
identify the employee’s needs for job satisfaction and implement the processes of target
achievement. In this context, the employees of Tesco work all day long shifts, they need to deal
with challenging customers and the performance is getting decreased due to lack of morale,
absence of focus and low productivity of employees at the working place. To solve these
problems the Graduate Trainee Store Manager of Tesco is going to implement the content and
process theories. From the different types of process theories, here the manager can use
Herzberg’s Two Factors theory. In this two-factor model, firstly come to the Hygiene factors and
then come to Motivational factors (Sahito and Vaisanen, 2017). These hygiene factors are the
basic needs and factors which have physical existence and bring the job satisfaction of Tesco’s
employees. Salary, vacation, rewards, and working environment bring satisfaction in employees’
minds and fulfil their demands but these are not ultimate motivators. After fulfilling the needs,
there need some motivating factors which bring extra satisfaction and courage to provide more
productivity and outcomes. These factors (Such as growth, responsibilities, recognition,
promotion, etc.) influence the psychology of employees.
On the other hand, the process theories focus on identifying the goal achievement processes
rather than finding the needs. It indicates why different behaviour is initiated. These processes
help the management to understand the behaviours and interactions of the employees to achieve
a certain goal. If a manager of Tesco can understand the working processes and behaviour of the
employees, they can implement the motivating tools and enhance the motivation. One of the
widely used process theories is Expectancy Theory (McSweeney, and Swindell, 2019.). The
theory says, the goals of employees may different but they all act the same in certain
circumstances and get motivated through some factors.
12

So, proper applications of these two theories are essential to enhance and maintain employees’
motivations and increase the morale, values, and productivity of employees at Tesco.
Adaption of personal perspective, traits and attributes to justify improvements
Personal perspective traits and attributes are important for the improvement and motivation of
employees. Motivated employees are the assets of a company. They provide the best outcomes to
firms and focus on organizational goals and targets from their positions (Lozovaya et al., 2021).
Perception, personality traits and attributes improve the motivational approaches of management.
An employee with a better perception of power and personality traits can be a self-motivated
person. A manager who can perceive any matter easily and positively, get motivated to bring
outcomes and influence others. Besides these, the traits like conscientiousness, extraversion,
agreeableness, and openness to experience influence an employee or a manager positively,
enhance their motivations and create an effective workforce for the organization. Through these
attributes and traits, employees and management get informed about the employee’s skills,
efficiency, pros and cons, team management abilities, etc. These also set appropriate
motivational theories and strategies for the company (Zaccaro et al., 2018). The proper analysis
and presence of personal attributes and traits help the management of Tesco to design a proper
training plan and set effective motivational approaches for different individuals. These factors
improve the employee’s motivation and enhance the effectiveness of Tesco’s workforce.
Master Class 3 – Reflection
LO3
13

14

Speaker’s Note:
The management of Tesco distributes and assigns work making different teams by specific
skilled employees and leaders for more productivity and efficiency. All members of a team work
together focusing on a specific vision and goal.
15

Speaker’s Note:
Defining a specific purpose: Management needs to set a vision or target on which the workers
focus and get determined to achieve.
Assembling the team: After defining an inspirational objective or sensible purpose, the
management should assemble the team with skilled, active, goal-oriented employees to reach the
vision (Strachan, P.A., 2019).
Determining the team goals: After setting the big vision and target and formation of groups,
management set more specific goals for each team (West, 2018). Such as the marketing team, the
sales team, and the finance team have a particular goal in the case of Tesco’s product
development vision.
Setting logical expectations: The authority sets some logical expectations and evaluates the
employee’s performance during the operations.
Monitoring and reviewing: For better performance and development, members should be
monitored and reviewed within the group.
Celebrate and reward: Management should provide rewards to the employees after evaluation
to motivate them for better individual performances.
16

Speaker’s Note:
To construct an effective group, management follows different methods. Tuckman’s theory is
one of the most applicable theories for effective group creation (Maples, 2017). The sequence is-
Forming: This is the first stage of group development. Companies choose the best leader and
efficient employees to form a group.
Storming: In this stage, employees arise conflict with one another to take control of their group
and not don’t work together.
Norming: In this stage, employees get more constructed and try to give their best efforts
altogether.
Performing: The group becomes fully functional and development takes place.
Adjourning: This is the last stage of the group where performances and combined output come
to be revealed.
17

Speaker’s Note:
An effective team can create a story of success. Every organization like Tesco try to construct
the best groups to get effective and efficient outcomes. An effective is a strength for an
organization. On the other hand, an ineffective group is nothing but a burden. The effectiveness
of a team can be measured under nine factors.
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Speaker’s Note:
Co-ordinator Team coordinators should be skilled and experienced to manage the workers.
Team worker Team workers are the driving force, so they must need to be effective for an
effective group (Strang, 2021). Tesco is facing weaknesses in this area.
Resources Adequate resources and the ability to manage to enhance the effectiveness.
Speaker’s Note:
Shaper Shapers build the team and keep them together focusing on the vision.
Implementer This refers to the management personnel who implement different strategies
and lead the workers.
Finisher Finishers supervise and see the details of the output. They check the quality of
the output.
19

Speaker’s Note:
Plant This is the seeding phase of a plan or operation. This personnel initiate any plan
and task and construct the first stage (West, 2018). So, they are very important
for Tesco PLC.
The
Monitor
In a corporate workplace, different teams are monitored by the management
authority for completing their assigned tasks properly.
Specialist Specific groups of Tesco need some specialists in that field. They execute the
whole process and help to make any decision effectively.
20

Speaker’s Note:
To construct and operate an effective team, members and workers need to practice and acquire
some skills. The contributions of skilled people help Tesco to enhance the effectiveness of HR
teams (Hughes and Jones, 2021). Some of these skills are-
Listening: To work in a team, members need to practice the habit of listening to others. Because
different people give different opinions and all should be considered.
Problem-Solving: This skill helps a person to overcome difficulties and solve problems. Leaders
and managers should develop this skill.
Critical Thinking: Within an organization there arise different difficult problems and
employees need to think differently.
Collaboration: It’s another important skill which makes an employee able to share his thoughts
with others and work together.
Communication: Without having better communication skills, a member can’t contribute to his
performance in the group. So, it’s a must for group members and managers of Tesco.
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Speaker’s Note:
As a Graduate Trainee Store Manager at Tesco, I need some personal improvement. After the
analysis of personal traits and attributes, I’ve come to know that some attributes like
conscientiousness, extraversion, agreeableness, and openness to experience should be developed.
For self-improvement, some skills like communication, listening, problem-solving, leadership,
etc. should be practised more and more during group work.
22

Speaker’s Note:
So, the contribution of group members should be attained by the management of Tesco PLC.
Tesco is determined to develop the skills of the employees so that they can contribute to their
best effective groups.
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Part- B
LO4
The effects of power, politics and culture on employee behaviour and the accomplishment
of organisational goal
Power and politics have a
tremendous effect on the
organizational area. These two
factors influence employees in
different aspects (Buchanan,
and Badham, 2020). Both of
these factors have positive and
some negative outcomes for an
organization. Recently the
power and the politics of Tesco’s management are influencing the culture of the organization
negatively. Here, the impacts of power and politics are given below.
The effects of Power
Power can be defined as the capacity of a person by which he can influence the behaviour and
activities of others. Power is the function of dependency. The greater power possessed by
someone means other people are more dependent on him. In an organization, the top
management possesses more power than the lowers (Fock, et al., 2017). Leaders and managers of
Tesco influence the employees
or group members to perform
their tasks and achieve the
organizational goal using their
powers. There are several
powers practised in an
organization to manage and
influence employee behaviours.
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Coercive Power: Coercive power works based on fear. Leaders and authority practice this harsh
power to influence others to do any work. It makes the employees perform their tasks because of
the fear of punishment. Misuses of this power are dangerous.
Reward Power: This is a power through which leaders give rewards to the employees who
perform well. It directly influences the employees’ productivity and performance positively.
Legitimate Power: This is the authoritative power of someone possessed by his position. A
leader has the legitimate power to force or influence members of any teamwork.
Expert Power: Someone in an organization possessed this power due to his skills, experience
and expertise. A person can influence others and make the work done using this power over
others.
Referent Power: This is a power of trust, admiration, and respect. Managers and leaders possess
this power over time through their subordinates.
The effects of Organizational
Politics
Political behaviour is a set of
activities which are not desired or
required normally in an
organization formally. But these
activities take place in the
organization and bring advantages
or disadvantages (Rosen, and Levy,
2019). The employees of Tesco do
political behaviour informally in the
organization. These behaviours can be-
Legitimate Political Behaviour: This is the normal behaviour and organizational politics
performed by executives, employees, and managers.
Illegitimate Political Behaviour: Undesirable political behaviour in the organization which
violates the organizational rules and cultures.
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Defensive Behaviour: This is the behaviour or activities of one avoiding one’s action, passing
the buck, smoothing and stretching depersonalizing, playing dumb, and stalling.
The effects of Culture
Culture can be defined as ‘the complex set of knowledge, morals, beliefs, skills, capabilities and
habitual facts possessed by individuals as members of the society. In an organizational context,
culture is the set of activities acquired by employees in a certain organizational environment.
Power and politics influence organizational cultures (Ojo, 2019). The culture of a particular
society or nation is different from other geographical areas or societies. These create differences
among employees and their behaviour. Culture is divided into three levels-
International culture: International culture refers to the cultural traits and attributes beyond the
national boundary or across the country’s border. International culture affects the employee’s
behaviour and organizational culture when firms recruit foreign employees.
National Culture:
National culture is the
set of cultural traits of a
particular nation.
National culture
influences organizational
activities, management
decisions, employees’
performance etc (Casey
et al., 2018). An
organization must need
to develop its decisions
and design their products
according to the culture of a nation. Without regarding these values and factors, it will be
difficult to reach the organizational target. Besides this, national culture influence the employee’s
26

behaviour. Because people of the same region have a set of common beliefs and thoughts. So,
the management needs to develop strategies focusing on these factors.
Subcultures: This level refers to the culture of a smaller group or society within the country. In
a country, there live a lot of subcultures and people who have different beliefs, languages,
activities, and morals besides the national culture.
The operation of power, politics and culture and effects on employee behaviour and the
accomplishment of organisational goals
Both power and politics have some direct influences on the employee’s behaviour in
organizations and the attainment of various organisational goals. Culture is another key factor in
organizational behaviour. Managers and leaders of Tesco use different types of power to take
control over employees. Managers and leaders use coercive power when they need to accomplish
a task by any means. Though this power brings advantageous outcomes, sometimes the practice
of coercive power affects employees’ minds negatively and some managers misuse this power
(Fock, et al., 2017). The management of Tesco is very concerned about the evaluation of
employees’ performance and gives them rewards to motivate them. It’s a direct motivator and
will help them to overcome the negative impacts. The proper use of legitimate power helps
management to maintain the culture and team discipline which helps to better the working
environment. A good leader and skilled employees must be needed for the better performance of
the team and a good organizational culture of Tesco. Political behaviour can’t be avoided in an
organization. So, it needs to be monitored or tends to be good and positive (Rosen, and Levy,
2019). Legitimate Political behaviour creates a good working and corporate environment in the
workplace. It makes employees dutiful and builds a good chain of command. But, the practice of
illegitimate political behaviours creates internal conflicts and raises chaos and impacts
organizational culture negatively.
Recommendation on the operation of power, politics, and culture
Power, politics, and culture are three key factors in organizational activities. Organizations
develop their plan, strategies and teams regarding these factors. The changes and misfunction of
these factors affect the employee’s behaviours as well as the goal accomplishment of an
organization. Tesco recently find out that the culture of it getting negatively influenced by power
and politics. So, the firm should train the managers and leaders on practising power effectively.
27

The manager should reduce the use of coercive power. Employees need to be motivated through
rewards and referent power. The politics of the employees must be focused on organizational
improvement. Illegitimate politics and negative culture should be prohibited in working place.
Overall, the management system needs to be more careful about practising power and politics
and maintaining a sound culture.
Conclusion
Organizational behaviour is the function of employee activities, management and organizational
culture. So, all of these factors should be critically maintained and analyzed for an optimum
situation of organizational culture. Organizational behaviour helps to understand the employee’s
activities and behaviours. In this report, personal traits and attributes, motivators, organizational
culture, power, politics and their effect have been described based on Tesco PLC. The report also
represented the importance of effective team development for reaching the organizational goals
of an organization. To improve the productivity and positive culture in Tesco PLC, the manager
should be trained and focused on managing the members through the use of powers, skills,
strategies and behavioural analysis.
28

References
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pp.393-410.
Fock, H., Hui, M.K., Au, K. and Bond, M.H., 2017. Moderation effects of power distance on the
relationship between types of empowerment and employee satisfaction. Journal of Cross-
Cultural Psychology, 44(2), pp.281-298.
Goldberg, L.R., 2020. The structure of personality attributes. Personality and work:
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theories of motivation. Management Teaching Review, 4(1), pp.49-62.
Hughes, R.L. and Jones, S.K., 2021. Developing and assessing college student teamwork
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McSweeney, F.K. and Swindell, S., 2019. General-process theories of motivation revisited: the
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Ojo, O., 2019. Impact assessment of corporate culture on employee job performance. Business
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Zaccaro, S.J., Dubrow, S. and Kolze, M., 2018. Leader traits and attributes.
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Appendix:
(i)
Skills Evidence
demonstrating
successful use of
the skill
Current
Evidence
Rating
(1=weak |
2=reasonabl
e | 3=strong)
Importance
for
development
1=low |
2=medium
3=high
Notes: actions
and timescales
to develop skill
Leadership Tesco currently
manages the
employees and
maintains better
management.
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
The firm will
develop the
performance
through further
steps.
Problem-solving Leaders and
Managers of Tesco
adopt different
strategies to solve
organizational
problems.
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
Tesco is going
to employ more
skilled and
experienced
leaders near
future.
Planning and
organization
The managers of
Tesco are excellent
in the field of
planning and
implementation.
1 ☐ 2 ☐
3 ☐
1 ☐ 2 ☐
3 ☐
Tesco is going
to develop more
effective and
visionary plans.
Table 1: Reflection of attributes
31

(ii)
32