Organisation Behaviour Report

This report analyzes the impact of organizational culture, politics, and power on Tesco, a leading multinational grocery retailer. It explores the application of various motivation theories, including Herzberg's Two-Factor Theory and ERG Theory, to enhance employee motivation and performance. The report also examines the characteristics of effective and ineffective teams and how Tesco can leverage leadership styles like Path-Goal Theory to enhance team effectiveness.

Organisation behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 influence of organisation's culture, politics and power influence on Tesco .........................1
LO 2 ................................................................................................................................................2
P2. Content and process theory help Tesco-...............................................................................2
LO 3.................................................................................................................................................3
P3 Effective team in comparison of ineffective team-...............................................................3
LO 4.................................................................................................................................................5
P4.Organisation concept and theory in Tesco.............................................................................5
Conclusion ......................................................................................................................................7
REFERENCE...................................................................................................................................8
.......................................................................................................................................................10

INTRODUCTION
Organisation behaviour is all about study the human nature in organisation and apply
various philosophies, models and theory to manage human this human capital. O.B has its full
focus on increase the performance of employee to achieve organisation vision and mission. This
study describe affect of vagarious factor like power and politics on individual. Study also
provide insight of Tesco human capital management practices like motivation theory used by
Tesco , team effectiveness practice , leadership style effort of Tesco. Tesco is ninth largest
multinational groceries having 476,000 employee working across the world.
LO 1
P1 influence of organisation's culture, politics and power influence on Tesco
Organisation politics refer to individual's action taken for personal interest. Politics has
evil image attached with it, but in reality it has both negative and positive impact on Tesco. An
individual play political tactics for two reason, first for grab attention from its collogue and
second as respond for other's action. Politics demotivate the employees who are self motivated
and don't relay on politics for work quality. Politics affects the emotional intelligence of
employee which eventually decrease the overall productivity, concentration, learning power .
Tesco's team leader sometime receive wrong information spread by politically activated
employee, which create problem for leader as miscommunication among team member, unequal
work responsibility and biased decision and manipulation. (Cacciattolo, 2015)
Leader get wrong picture of some employee which affect his perception for individual
employee. A non performer in team successfully create false image in front of higher just by
back biting and sweet talks. Tesco find that political hamper the speed and quality of decision
making for organisation, because political tatcal eat a lot of time and energy of employee that
can be use in productive action. Poltics positive affect can be seen as it provide all the
information to leader about what is happening in organisation. Tesco leader get to know
individual behaviour and he creates customise motivation and behavioural training for employee.
Productive debate and functional conficis help Tesco to get innovative idea and suggestions.
In every organisation individual use politics for gain more power.(Colbert, Barrick and
Bradley, 2014)The organisation culture can be defined as the behaviour of the person, education,
experience and the value of the person that guides to the person how the individual have to treat
in the organisation and this may be help to the individual person how have to do their work in
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the organisation , how to create the self image in the organisation and they get knowledge how
to interact with the people inner and the outsider of the world. The business environment also
create the self image, attitude,believes, self confidence and due to this the person learns a lot
things and her personalty must be change and the person must be develop most things in her.
Culture may be included the much things such as the habit of the person language self believes
on her assumption, system ,symbols . While what ever have been written about the culture it
show that how the employee have to express her self at the work place. All this things teaches to
the employee that how they can handle the customers or the stake holder of the organisation.
(Elvira, 2018)
What is the power culture :-
In this we can see that how the power and the information must be transfer immediately
from the top level to the bottom level. Power culture have not in every one hand it is only have
in the hand of one leader who can takes the fastly decision in the conditions and he can control
the strategy. This type of the culture must be required a strong person who can takes the correct
and the right decision for the company at the current time at that situation.(Stoyanov, 2017)
LO 2
P2. Content and process theory help Tesco-
Content theory of motivation deals with the factor influence the motivation in individual,
where process theory give the answer why and how an individual feel motivated. Tesco use
content motivation theory for its new employee to get information about “what” is employees
motivation need, accordingly Tesco leader align motivation need of individual with his reward
so that employee's motivation can increase quickly. For instance employee X get motivation in
recognition where employee Y feel motivated in incentives and bonus. Process theory is used by
Tesco team leader periodically to sustain the motivation level in employee. (Mahembe. and
Engelbrecht, 2014.)
Frederick Herzberg motivation theory-
Frederick Herzberg identifies two factors which influence the motivation level of
individual. Hygiene factor are those factor which are essential for individual in organisation ,
these factor do not create motivation but if they are absent in organisation it will lead to cause of
dissatisfaction, on the other hand motivational factor enhance the motivation level of individual
as growth opportunity, responsibility, power, advancement etc. Tesco try to maintain hygiene
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facto by efficient working environment, leadership, relationship ,policy and security. By using
this theory Tesco not only manage the individual but it helps to maintain organisational overall
environment repairing poor organisation policy, leadership help organisation to manage human
capital and their productivity , motivational factor provide benefit to TESCO in increase
employee engagement, low employee turnover, self managed learning, organisational learning.
(Schmit and et.al., 2016)
ERG Theory-
ERG motivational theory is almost same as maslow need theory. According to Clayton
Paul an individual's need can be categories into three parts first is existence need, which contain
basic need of individual like sleep, security ,huger and clothings. Related need are social need of
individual like friendship, belongingness. Growth need are related to achievement and growth
opportunity. By using ERG theory Tesco tries to motivate its employee's different need
simultaneously. It is not necessary that all individual have same priorities , so Tesco HR
manager try to full fill the individual need on the basis of his background and personality.
Employees feel valued when Tesco take care of his all need , employee's reduced stress and
tension increase his productivity.(Schmitt, A., Den Hartog, . and Belschak, 2016)
Expectancy theory
According to expectation theory every employee and team in organisation have some
expectation regarding work and regard. If employee find that his expectation are fulfilled by the
organisation he will feel motivated but if he finds unequal and low return as compare to their
reference group, friend and college he will feel demotivated and try to reduce initiative given by
him , he also seeks to switch the organisation. Tesco knows the expectation element importance
so it offers proper incentive, bonus and achievement as work nature. Tesco also conducts
training and development programme to meet growth expectation of employee so employee
which eventually help in meet organisational objectives.(Yang. and Lim, 2016)
LO 3
P3 Effective team in comparison of ineffective team-
Effective team helps organisation to reach its objectives smoothly where an infective
team affect the quality and quality of work. Ineffective team hamper the decision making speed
of organisation because of its dysfunctional characteristic like lack of discipline, lack of trust,
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gossips, disagreements and confusion. Tesco finds some important elements which make a team
effective.
Size of team-
A team having large number of team member become dysfunctional because large
number create problem as difficulty in communication. Lack of accountability, unclear role and
responsibility. Tesco solve this problem by restrict the team member number upto 12 only.
Take mutual accountability-
Functional and productive team always ready to take collectivity responsibility of error
and bad decision making. Where an ineffective team members always put blame on each other
for every issue.(Pettigrew, 2014.)
Resources Accessibility-
Organisation who gives permission to its team to access the resources which are
required for their work, increase the morale of employee. Team do not have to ask for higher
authority for every information, which reduce the time wastage in decision making. Tesco use
integrated information system to resolve this issue .
Objective clarity-
Effective team know organisation's vision and mission and objective. An effective team
try to align its effort to achieve organisation objective. When a team leader and top authorities
share their expectation with team, team also try to bring positive change so that it can contribute
in organisation;s success, although an ineffective team also know about vision mission of
organisation but they put their focus of personal interest only.(Storey, 2016.)
Self managed learning-
Self managed learning is the special characteristic of effective team, this kind of team try
to learn from their daily experience and mistake. Even they contribute their learning as
organisational learning, Although all self motivated employee does not require outer motivation
but Tesco conduct training and development programme to enhance their learning. An
ineffective team always ask to seek motivation from their team leader.(Elvira, 2018)
Emotional bonding-
Effective team member share mutual support and emotional bonding because of their
empathetical nature. Effective team also ready to help each other in problem, they have open
communication and informal relation. Team members share their knowledge and experience
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without any insecurity. Tesco try to make this informal bounding in induction training.it also
arranges holiday tour, lunch and festive event so that individual get more time to know each
other.
No big elephant in room-
An effective team see any problem as big elephant which can affect the quality of their
work. They try to solve the problem as soon as problem. If a member faces any issue , all the
member tries to help him in solving the issue, an ineffective team member only focus on their
task completion only.(Pettigrew, 2014.)
Quality control efforts
Productive team are self motivated and they check their performance by their own
because all the team members has improvement orientation. Tesco give appraisal to high
performer team so that they can feel motivated for their extra efforts put by them on the behalf of
organisation.
Tuck man's group formation and team development theory having four stages I.e
forming, storming, norming, performing is very effective to make a strong bond among team
members because an individual get enough time in these stage, to know each other and make
informal relation for long lasting. Tesco also use Wheelan's Integrated Model of Group
Development . This theory identifies ten key area which can help in building strong team
relationship. This theory also have four stage like dependency and inclusion, counter-
dependency and fight, trust and structure and work and productivity. These all four stage have
integrated relation with ten key area.(Sanjeev. and Surya, 2016)
LO 4
P4.Organisation concept and theory in Tesco
path goal leadership
Path goal leadership theory is used by Tesco to adopt most suitable leadership style for
different teams and department. According to this theory leader first identifies the hurdle faced
by employee and teams. Leader first identifies the employee characteristic and environmental
factor that affect the employee performance. Employees characteristics include education, skill,
background, capability and locus of control. Environmental characteristic include nature of
work, authority system of Tesco and work group. If leader find nature of work is difficult and it
demands guidance, then supportive leadership style is used. Leader also provide some leverage
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and freedom to employees if he finds that employee have enough experience of given task or
employee want less control , in this case laissez free leadership style is preferable. Team member
charateristic also taken into consideration while deciding leadership style for instance if an team
has high self motivated people than supportive and laize free can be choose for that team and if
leader find lack of decline and accountability among team member than he chooses autocratic
leadership style.(Mahembe. and Engelbrecht, 2014)
Advantage of path goal theory-
Tesco's employee get customised leadership style as per their requirement t and
behaviour, leadership is not imposed on team, Tesco try to give support in form of suitable
leader, leader try to minimise the stress of employee so that they can perform better, it also
enhances the confidence of team member and build healthy relation between Tesco and its
employee.
Disadvantage –
Team who has autocratic and supportive leader become more deepened on their leaders.
Lack of accountability, slow decision making can be seen in laissez free leadership style. Choose
best suited leadership style is very time taking process for any organisation. To opt the best
leadership style accuracy of information is must. Receive accurate information is very tough task
because its all about human nature which is so unpredicted.(Stoyanov, 2017)
Equity theory of motivation-
Adam’s Equity Theory describe that an employee make its own perception about equity
after getting experience and observation from friends , peer group and family. Apart from that
an individual feel quality when his input and output get natch. For instance when an employee
do tough work and get low payment for this , he categories it as inequality, where if he receives
more amount for same work done by his collogue he called it over paid equality,. Individual
make its decision for switch the organisation or give less input on the basis of his equality
definition. So Tesco ensure that an individual get fair remuneration on the basis of its input
output ratio. it helps Tesco as improved employee engagement and less employee turnover ratio.
This theory has one major limitation that destination of equity for individual changes with time
so it is hard to make happy to all employees for Tesco.(Elvira, 2018)
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Conclusion
From the above study it has been concluded that an organisation must focus more on its
human capital because this is the most unpredicted internal factor that can affect the whole
organisation's performance. Politics, conflicts and ineffectiveness of team can be handling by
give attention on time and with proper motivation and leadership theory. Organisation must try
to provide customised its training, development and motivation as per the need of individual so
that employee and organisation can get maximum advantage of organisation behaviour Patrice.
Customise solution can help in decrease the stress of employee and help organisation in manage
resistant of change and employee turn over ratio.
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REFERENCE
Books and journals
Cacciattolo, K., 2015. ORGANISATIONAL POLITICS: THE POSITIVE & NEGATIVE
SIDES. European Scientific Journal, ESJ. 11(1).
Colbert, A. E., Barrick, M. R. and Bradley, B. H., 2014. Personality and leadership composition
in top management teams: Implications for organizational effectiveness. Personnel
Psychology, 67(2). pp.351-387.
Elvira, J., 2018. The Role of the Organizational behaviour in the activity of the organizations in
the Republic of Moldova. Development.
Mahembe, B. and Engelbrecht, A.S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology.40(1). pp.01-10.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
Sanjeev, M.A. and Surya, A.V., 2016. Two factor theory of motivation and satisfaction: an
empirical verification. Annals of Data Science. 3(2). pp.155-173.
Schmit and et.al., 2016. Transformational leadership and proactive work behaviour: A moderated
mediation model including work engagement and job strain. Journal of occupational and
organizational psychology. 89(3). pp.588-610.
Storey, J., 2016. Changing theories of leadership and leadership development. In Leadership in
Organizations (pp. 33-58). Routledge.
Stoyanov, S., 2017. A theory of human motivation. Macat Library.
Yang, L.C. and Lim, V., 2016. Empirical Investigation into the Path-Goal Leadership Theory in
the Central Bank Fraternity: Leadership Styles and Job Satisfaction (No. wp14).
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