Business and Management Report

This report examines the concepts of motivation, leadership, and team building in the context of organizational behavior and management. It defines these concepts, explores relevant theories, and analyzes how Tesco applies these theories to enhance employee performance and achieve business objectives.

Business and Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Definitions of motivation to work, team building and development & leadership..............1
TASK 2............................................................................................................................................2
Two theories of each of the topic and outline their relationship............................................2
TASK 3............................................................................................................................................4
Concrete evidence how it can be applied to any two of the theories.....................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational behaviour and management of people in an organisation a is an essential
approach that helps to perform or accomplish a task and objective effectively and efficiently. It is
very important in an organisation to encourage its employees for increasing productivity and
profit. The present report is in context to motivation to work, leadership and team building &
development, it will include definitions and theories related to the topic selected along with their
relationships. Furthermore, it will also identify how Tesco apply these theories to encourage its
employees to perform various business activities at their best level.
TASK 1
Definitions of motivation to work, team building and development & leadership1. Motivation
 The term motivation refers to a set of facts or arguments that is used when supporting a
proposal. It includes each and every factor that motivate and encourage people to
continually interested and committed to their jobs. There are various internal and external
elements or factors that stimulate energy and desire in individuals to sustain their interest
and commitment to an organisation or business (Kleinginna and Kleinginna, 1981). Motivation is an element why an individual behaves or acts in a specific manner, it also
drives willingness and desire of people to do something. It can be defined as the
procedures that account for an person's direction, intensity and continuity of efforts
towards attainment of a objective or goal (Lang, 2010).2. Leadership
 Leadership is a procedure of social influence that helps in maximising the efforts of other
towards the attainment of a goal or objective. It is a approach of directing and managing a
team and its members with social influence not power or authority(Miranda, Goodman
and Kern, 2016). Leadership is the art of motivating a group of individuals to act towards achieving a
common objective or goal. In context to an organisation or business it refers to directing
employees with a strategy to accomplish the organisational goals (Crawford, 2012).3. Team building and development
1

 Team building refers to a collective term for different kinds of activities utilised to
increase social relationships and define roles in teams. It generally involve collaborative
activities or task, it is different from team training which is developed and designed by a
combine business managers, development & learning and HR business partner for
improving the efficiency (Porras and Silvers, 2017)
 Team building and development is the procedure of turning group of people contributing
employees into a united team. A team is a group of individuals organisation to work
together cooperatively and interdependently for meeting the needs and demand of their
customers by accomplishing their goals and purpose (Rothwell and Sullivan, 2015).
TASK 2
Two theories of each of the topic and outline their relationship
Motivation Maslow's hierarchy model: Maslow's consider hieracrhy of needs of different people
which need to be satisfied to motivate them towards business goals and objectives. In this
consideration, it can be stated that 5 level of needs fulfilled such as physiological, safety,
social, self-esteem and self-actualisation. As per this theoy, human needs in Tesco follow
define sequence of domination. In first level, there are basic level of needs must be
accomplish that assists to fulfil food, shelter, water, etc., requirements. At second level,
not arises until first is completed which includes safety needs regarding job, protection
etc. At third level of needs, social level of needs must be completed in which social
interaction, companionship, belongingness,, etc. Included. It is the socialising for each
individual to work in particular group. Furthermore, at forth level, esteem needs consider
which refers to self-respect. It consider such kinds of needs that indicate more
confidence, achievements, competence, knowledge, etc. At last, self-actualisation needs
included culmination of all the lower, intermediate and higher needs of human beings. In
other words, it is the final step that consider fulfilment of the desired results.
 Herzberg's motivation hygiene theory: In this kind of motivation theory, on the basis of
two questions certain factors implemented to attain more desired level of results and
outcomes. It includes motivator and hygiene factors that assist to identify satisfaction and
dissatifaction level of employees within the business environment. In hygiene level, there
2

are different elements included on the basis of manager satisfy their staff members. For
instance, company policies and administration, supervision, interpersonal relationship
with superiors, subordinates, etc. Salary, security and working conditions also included in
hygiene factors. On the other hand, there is one another motivator factor which includes
job satisfaction, recognition, work itself, responsibility, advancement and growth. All
these elements are not giving monetary benefits but satisfy employees with removal of
dissatifaction.
Leadership Great man theories: According to this theory, great leaders are simply born with
necessary internal characteristics which includes confidence, intelligence, social skills,
etc. Therefore, in the organisation it is consider as natural born leaders. As per great man
theories, it can be stated that capacity for leadership is inherent that possess by leaders in
successful manner. In Tesco, it is portrat great leaders as heroic mythic and destined to
rise leadership when it is needed.
 Trait theories: In this theory, it can be stated that people inherit certain qualities and traits
that make them better suited in leadership. It is oftenly identofy particular person
personality or behavioural characteristics thara are shared by leaders in Tesco. There are
plenty of people who possess personality traits that is associated with leadership.
Team building and development Belbin team roles: In this context, there are total nine roles has been consider which
played to accomplish maximum performances. Implementer is first role in Tesco who is
the practical organiser in team. They are orderly task oriented and they put plans and
ideas with usefulness results. Second role is resource investigator who consider cheerful,
extroverted person with several contacts in and outside the team. They are open minded
to develop and maintain more contacts. Thirs role is plant who is creative thinker of
whole team and free spirit to create new and surprising solution towards complex issues.
Forth role consider monitor who is senseble thoughtful and critical. They analysis whole
team as per situation to get it from bottom of line. Hence their judgement rarely wrong.
Fifth role is shaper which is driven and passionate to perform huge and face challenges
that are occur in the business. As per deadlines, they are working to react angrily or
emotionally. Sixth role demonstrate coordinator of whole team who lookds towards
3

procedure in a particular team that clarify intention and summarised as per each person
requirements. Seventh role consider completer finisher who has talent to analysis and feel
what could go wrong. It leads with a lot attention to details, checking, etc. Eighth role of
a person in team is team worker who work within the team which is more sensitive and
helpful member to focused on creating pleasant atmosphere. Last role is specialist role
who possess special characteristic with immeasurable source of knowledhe in their field.
They are also advisor who consulted and provide knowledge on specific topic.
 Tuckman stages: In tuckman stages of development there are 4 stages has been consider
such as forming, storning, norming and performing. Forming cnsider high dependence on
leaders for guidance and direction. Little agreement on teams must be develop which has
aims to recieve from leader. In Tesco, each individual has roles are unclear. Therefore,
leaders must be prepared to answer several questions. Further stage consider storning in
which decisions are not easily maintained in a group. Therefore, team members's position
attempt to establish relations with other team members which might received challenges
from team members. With the help of clarify purposes, uncertainty can be occur which
create impact on the results. In third stage of norming, agreement and consensus largely
forms among the team who respondd well and facilitate with leaders. Roles and
responsibilities are clear and accepted. Big decisions are also made up in a particular
group agreement. Smaller decisions delegated to individual and small teams in a
particular group. Commitment is also strong in which team engage in fun and social
activities. Team must be discuss and develop process with working style. At last stage of
performing, team is more strategically aware so that they need to knows clearly what and
why it is doing. Team must shared vision and they are able to focus on accomplishment
of goals and objectives. Team has high degree of autonomy so that they can communicate
appropriate structure that made by them. Furthermore, team also need to delegate tasks
from their leaders so that desired results can be accomplish easily.
TASK 3
Concrete evidence how it can be applied to any two of the theories
Maslow's theory: Maslo’s theory consist different level of needs that are useful to
motivate staff members to satisfy their five level of needs. In Tesco, these needs help to arrange
4

different activities to satisfy them towards business goals and objectives. In this theory, it can be
suggested lowest level of needs of each employee must be satisfied so that it helps to increase
appropriate working in systematic manner. In this context, following are needs applied: Physiological needs: In this consideration, manager of the chosen business need to focus
on the basic level of requirement such as food, shelter, water, clothes, etc. On the basis of
these fulfil of requirement basis issues can be solved and survive people. In Tesco, these
kinds of needs can be fulfilled by manager and it encourages lower level of employees
towards the work. As a result, it is essential to focus on beginning happiness among
different employees of the organisation (von Rueden and Van Vugt, 2015).
 Safety needs: In this consideration, security and safety of employees those are working in
the business is more important. Therefore, Tesco need to protect their employees to
maintain order, law, stability and freedom of fear. Therefore, they can easily concentrate
on the motivate employees towards business goals and objectives. With the help of these
needs, it can be stated that desired level of results will be accomplish in the business
environment (Syafii, Thoyib and Nimran, 2015). Social needs: Social needs consider in love and belongingness which helps to encourage
employees of the chosen business towards enjoyment, building relationship with different
people, etc. After physiological and safety needs, each person wants to fulfil his/her
social needs. Interpersonal relationship motivates behaviour of different employees to
accomplish desired level of needs at workplace. It includes friendship, intimacy, trust,
acceptance, receiving and giving love affection, etc. Therefore, it considers part in the
group of family, friends and work as well (Ryan and Deci, 2017). Esteem needs: Esteem needs are classified in two categories such as on-self which
includes dignity, achievement, mastery, etc. Second one considers desire of reputation or
respect from others. Therefore, status and prestige are most important consideration in
this aspect to accomplish results and goals. These elements of theory indicate need of a
person for respect and reputation which is most important for employees of the business.
These kinds of motivation helps to the Tesco to accomplish their goals with provide
respect to employee. As a result, real self esteem and dignity has been maintained
successfully (Pilbeam, Doherty and Denyer, 2016).
5

 Self-actualisation needs: Self actualisation needs consider realizing personal potential,
self-fulfilment, seeking personal growth and peak experience. Desire becomes everything
which is capable of becoming. As a result, the chosen business need to fulfil their
employees desire to become the most that one can be. It helps to motivate them to take
part in the business achievement (Banks, McCauley and Guler, 2016).
Belbin team roles: According to this theory, there are different roles of different team
members that assist to accessible and widely used tools to support whole team to accomplish
their goals and objectives. In this regard, team roles designed to define and predict potential
success in the management teams. Recognising that strongest teams have diversity of characters
and personality types. Belbin characteristics can be determines in the following manner:
 Shaper: Shaper in Tesco possess challenging and dynamic role that assists to maintain
effect6ive growth with shaping goals and objectives. They are drive to courage and
overcome obstacles in the business in successful manner. Therefore, they can develop
efficiency in systematic manner at workplace (Higgs and Dulewicz, 2016).
 Implementer: Implementer is company’s workers who possess characteristics discipline,
reliable, etc. qualities. In Tesco, they perform functions and operations to take ideas into
practical actions so that effectiveness can be increases in efficient manner and attain more
desired level of outcomes in the business (Van Wart, 2014).
 Completer/finisher: This kind of person taking painstaking, consciousness to
accomplish goals and fulfil their targets in positive manner. With this consideration, all
goals and objectives will be delivering in time. Therefore, effectiveness will be increasing
in appropriate manner.
 Coordinator: These kinds of people ate chairman of the business. Therefore, they are
mature, fully confident, people who support the enterprise to accomplish more desired
level of results. They promote their business with charities, goals, decision making and
delegate all tasks in appropriate manner. In Tesco, they fulfil their goals and objectives to
promote more creativity at higher level consideration.
 Team worker: They possess quality of cooperative, perceptive, diplomatic, etc. So that
business goals and objectives can be accomplish with taking participation of all members.
In addition to this, effectiveness also generate in creative manner so that aim and
objectives can be fulfilled to develop contract with several members (Huber, 2017).
6

 Resource investigator: They have quality of extrovert, enthusiasm, communicative,
explore opportunity to develop contract. It assists to focus on the desired level of results
to attain more significant results at workplace. With the help of these qualities, they can
develop contract in Tesco and accomplish more systematic results at workplace.
 Plant: Plant are those people, who possess creative, imaginative, etc. And solve difficult
issues and problems. It will assist to focus on the positive work performances and
maintain more growth at workplace. As a result, systematic work can be accomplished in
appropriate way (D’Innocenzo, Mathieu and Kukenberger, 2016).
 Monitor evaluator: They are sober, strategic, and distending people who have focus on
the goals and objectives to accomplish their targets and goals in Tesco. In addition to this,
they are also possessing quality to motivate several people with monitoring on their
performances.
 Specialist: Specialist people possess quality to attain more significant advantages at
workplace. They have single mind, dedicated towards their own work so that significant
results can be accomplish in positive manner. It will assist to focus on the business goals
and objectives in appropriate manner (Winston, and Fields, 2015).
CONCLUSION
From the above report, it can be concluded that there are three topics has been selected in
which motivation, leadership and teamwork. In order to motivate staff members of Tesco,
Maslow’s and Herzberg theory has been explained. Furthermore, it summarised about great man
and trait theory which support to leadership goals and objectives. At last, application of Maslos’s
and Belbin team roles implemented to accomplish desired results.
7

REFERENCES
Books and Journals
Banks, G.C., McCauley, K.D. and Guler, C.E., 2016. A meta-analytic review of authentic and
transformational leadership: A test for redundancy. The Leadership Quarterly. 27(4).
pp.634-652.
Crawford, M., 2012. Solo and distributed leadership: Definitions and dilemmas. Educational
Management Administration & Leadership, 40(5), pp.610-620.
D’Innocenzo, L., Mathieu, J.E. and Kukenberger, M.R., 2016. A meta-analysis of different
forms of shared leadership–team performance relations. Journal of Management. 42(7).
pp.1964-1991.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
Emotional Intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Huber, D., 2017. Leadership and Nursing Care Management-E-Book. Elsevier Health Sciences.
Kleinginna, P.R. and Kleinginna, A.M., 2014. A categorized list of motivation definitions, with
a suggestion for a consensual definition. Motivation and emotion, 5(3), pp.263-291.
Lang, P.J., 2010. Emotion and motivation: Toward consensus definitions and a common
research purpose. Emotion review,2(3), pp.229-233.
Miranda, A.O., Goodman, E.D. and Kern, R.M., 2016. Similarities between social interest and
contemporary definitions of corporate leadership. Individual Psychology,52(3), p.261.
Pilbeam, C., Doherty, N. and Denyer, D., 2016. Safety leadership practices for organizational
safety compliance: Developing a research agenda from a review of the literature. Safety
science. 86. pp.110-121.
Porras, J.I. and Silvers, R.C., 2017. Organization development and transformation. Annual
review of Psychology, 42(1), pp.51-78.
Rothwell, W.J. and Sullivan, R.L. eds., 2015. Practicing organization development: A guide for
consultants (Vol. 27). John Wiley & Sons.
Ryan, R.M. and Deci, E.L., 2017. Self-determination theory: Basic psychological needs in
motivation, development, and wellness. Guilford Publications.
Syafii, L.I., Thoyib, A. and Nimran, U., 2015. The role of corporate culture and employee
motivation as a mediating variable of leadership style related with the employee
8

performance (studies in Perum Perhutani). Procedia-Social and Behavioral Sciences. 211.
pp.1142-1147.
Van Wart, M., 2014. Dynamics of leadership in public service: Theory and practice. Routledge.\
von Rueden, C. and Van Vugt, M., 2015. Leadership in small-scale societies: Some implications
for theory, research, and practice. The Leadership Quarterly. 26(6). pp.978-990.
Winston, B. and Fields, D., 2015. Seeking and measuring the essential behaviors of servant
leadership. Leadership & Organization Development Journal. 36(4). pp.413-434.
9