Importance of Personalized HR Practices

The provided study emphasizes the significance of personalized HR practices within organisations. It highlights that a one-size-fits-all approach cannot satisfy all employees due to individual perceptions and beliefs. Effective HR policies require accurate information about employees, which can be challenging in environments with high employee turnover rates.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION......................................................................................................................3
P1 Organisation culture, power and politics...........................................................................3
P2 theory of motivation:........................................................................................................5
P3 Effective team and ineffective team..................................................................................8
P4 Organisation behaviour concept........................................................................................9
CONCLUSION........................................................................................................................12
REFERENCE...........................................................................................................................14

INTRODUCTION
Human are the most dynamic and unpredictable element in organisation. Organisation
behaviour is systemic study of human behaviour. Manage the effiency and productivity of
employee is not a easy task for organisation. This study describes affect of various factors on
individual behaviour and performance. Study also elaborate weakness and strength of OB
tools and model like motion theory, perception, power, politics so that TESCO hr can take a
adopts holistic approach for making any human resource policy. TESCO is the largest
grocery store in the world having 476000+ employees working in it. This report also put
light on decision making process of TESCO hr manager and theory used by company to
manage its human capital.
P1 Organisation culture, power and politics
Organisation culture is set shared and collectives’ value, belief, code of conduct and principle
which influence work environment of TESCO. Organisation culture instructs an individual’s
behaviour at workplace. Product, technology, leadership style, kind of employees, stragies are
also part of organisation culture. TESCO adopt collaborative culture in organisation.
Collaborative organisation culture believes in working in team. collaborative culture focus on
customer satisfaction and marketing effort of company.
Positive and negative impact of collaborative organisation culture on individual’s
performance and behaviour
Positive
 Individual gets experience,
knowledge and guidance from other
team members which help him in
quick learning and learning from
other’s experience than make mistake
by own.
 Individual gets feedback by his co
worker, so that employees can take
required self improvement actions on
time which help him to improve his
performance as well as career growth.
 Employee avail required information
from his team member which saves
his time and effort to gather these.

Interpersonal relations fulfil the social
need of individual at workplace.
Negative
 Individual’s own effort and creativity
can be overshadows in team.
 Individual can lost his autonomy to
take decision.
 Team member’s characteristic can
affect his quality and quality of work.
For instance if team have some
conflict than individual cannot
perform his own role even after full
willingness, which can lead to
frustration.
Individuals have to depend on team for every
single step because as a part of team only
collectives actions are taken into
consideration(Anitha, 2016)

Negative and positive affect of collaborating culture on team’s performance:
Positive
 Team with adequate number of
employee have different perception,
idea and creativity which help team to
solve a problem, see the things with
different angles which eventually not
help it achieve its goal on time with
quality work.
 Team create positive working
environment by shared experience,
support and quicker solution of
problems.
 Errors and mistake can easily deduct,
team make self evaluation effort after
every stage.
Negative
 Frequent conflict in team reslt in
deadline mis of project.
 Unsmooth and late decision making
hamper the performance of TESCO
teams.
 It is not easy to identify an
unproductive employee in group, it
limit the HR manager to design
training and development programme
of that employee, and problem will
remain same for long time.
Power:
It is capability of individual to influence other’s decision, thought and behaviour. To
use power, authority is given to employee to do so. Every person want acquire more power to
control other. Power is given to TESCO employee only based on their performance and
influential power. It brings positive correction in their performance as well as in behaviour. A
team having less and more powerful person in team affect team performance. high power
people have poor listing, low adjustment with other member, over confidence, they tend to
underestimate the co workers, interrupt more in team, these all negative things cause of low
performance and conflict in team. Where low power people do not share information with
other, they are less focused in work, less creative in though. So TESCO HR take care about
ratio of powerful and less power full people while making an team(Balcetis. and Cole, 2016 )

Organisation culture 1
(Source: Organization Culture, 2017)
Politics:
Negative politics discourage employee to work hard as other people get benefit by
nasty politics only. Individual can lose his interest and concentration due to this which
defiantly affect his engagement on workplace and performance. Politics in team lead to
conflict and dysfunctionality. Team can miss its target and quality of work because time
waste in playing such kind of things. Positive impact of politics for a team and individual is
they acquire required information by informal channel which save their time, it induce
competition among employee, braging power of team and individual strengthen. Team can
get suitable leader. These all factors contribute positively in behaviour and performance of
member in a team(Cacciattol, 2015 )
P2 theory of motivation:
According to content theory of motivation every individual have different motivation
need. To get the advantage of these needs, a manager must identify individual’s need and
offer customised motivation reward to individual. When an employee’s motivation factor get
matched with reward, than employee fills satisfied as well as motivated. Absence of these
motivational factors can lead to dissatisfaction and frustration in employee and its presence
can induce the motivation. Herzberg motivation theory is one of the popular content theories
of motivation, which is as follows:

Herzberg theory:
Hygiene factor are the basic amenities must available at workplace. They do not
facilitate any motivation but lack of these factors can be cause of frustration like work
environment, basic wages, job security, adequate company policies etc. TESCO hr manager
must insure the standard hygiene factor in company by render competitive wages; eliminate
obstructive environment elements, establish culture of dignity and respect among co workers,
foster effective leadership and supervision, assure employee about security of job, meaning
full work must be given to build job status. Growth factors are the actual motivating factor, to
induce instant productivity in employees, TESCO manager must focus more on these as
design customise T&D programme so employee can enhance its capability which help him to
get promotion and growth in career, appreciation for contribution, facilitate internal growth
opportunities by job rotation, transfer and promotion, job tailoring as per employee capacity,
delegate responsibility to each team member. Improvement in both the factors can increase
employment engagement which eventually helps in taking competitor advantage.
(Goldenberg and et.al.,2016)
Advantage of Herzberg theory:
 Fulfilment of Growth factors creates sense of achievement in employee as these
factors are related to their self actualisation and esteem needs.
 Once manager successfully identifies and full fill the basic need of employee, then
complex need can be tackle easily.
 It enhances the work commitment and encourages citizenship behaviour in TESCO
because employee feels happy with good job environment and quality of job content.
 Improve human nature understanding of TESCO hr manager for its employee.
Limitations of Herzberg theory
 Manager faces difficulty to identify need of less educated and motivated employees.
If TESCO hr apply the theory on these people, they individual would overwhelmed by
content of job.
 Theory is very general in nature as it gives equal weight to hygiene and growth factor
for all the employees where every individual has different motivation need and as
well as dissimilar hriechy and intensity of need accomplishment.
 It seems more like a job satisfaction concept then a motivational theory.( Herdman,
Yang. and Arthur, 2017 )

Advantage of Motivation 1
(Source: keeping employee motivated, 2018)
Process theory:
Process theory of motivation identifies behavioural and psychological process which
force and influence an individual to work in certain way. Content theory forces on “what”
motivates and demotivated an employee where process theory give answer of “why” an
individual gets motivates and deomaitive. Process theory is deeper than content theory. it
deals with factors affecting the level of efforts, reason of continue the efforts and correct the
efforts.
Equity motivation theory:
Employees develop their perception for “fair treatment” based upon their experience,
friend, and colleague’s remuneration, industry for performing the same job. They compare
their salary incentive with others; apart from it they also check the input output ratio of
efforts with others. If they feels equity, they will continue the same effort but if they find in
underpayment situation than they lower the effort or switch the company. In case of
overvalued they try to make rebalance the efforts. Individual try to improve his skill and
behaviour to gain equity.
TESCO hr manager have all the information about prevailing payment in industry
accordingly he design the salary and incentives so that employee feel treated
equally, ,manager clearly communicate with employee about job requirement, company’s
promotion, incentive, performance appraisal policy. TESCO HRM practice include career
growth opportunity, T&D to enhance employee capability, high work performance
environment etc.
Pros of Equity theory:
 Self assessment and self improvement effort by employee.

 TESCO manager get to know the affect of fair treatment on individual. It helps him to
make best HRM policy for company.
 Help in low employee turnover ratio.
 Enhance employee engagement which contributes in getting competitor advantages
and increase profit as well.
Cons of equity theory:
 Manager cannot predict the overpayment situations.
 Equity do not cover individual’s factor that affect the equity as, If an employee has
low work performance, he cannot get equal payment as high performance employee.
 It is impossible to satisfy perception of all the employees.
 More emphasis on personal perception rather than motivational practices(Miner,
2015.)
P3 Effective team and ineffective team
Effective team has all the positive, ideal and productive characteristics which TESCO want in
its organisation. Company’s Hr manager tries to avoid the situation, policy, organisation
structure which can create the ineffective team. Here are the some differences between these
two types of team:
 An effective team generally have small size. This small size facilitates clear
communication, quick decision making, clear accountability and responsibility.
TESCO teams contain 10 to 13 members in it, where ineffective team have large size
which creates problem communication.
 Ineffective team do not have idea of its purpose and goal, where effective team know
its role because it has clear understanding of organisation goal and it align its action to
achieve the vision. TESCO marketing team know that company put customer
satisfaction in vision statement so team make all the required effort to achieve it by its
marketing efforts.
 Better interpersonal relation, support, respect, empathy, good listen skill can be seen
in an effective because team believe in collective efforts and cooperation.
 Good team see problem as big elephant in room, means team try to resolve the issue
as soon as possible, team think problem as a time wasting activity, where bad team
deliberately creates issues so that they can waste their time. TESCO’s HR manager
keeps his eyes on deadline miss of teams due to conflict so that he can take corrective
action.
 TESCO organisation learning is outcome of self evaluation culture, practice by its
marketing and H.R team. Where in finance Team of Company have lack of this sprit.

Team Work 1
(Source: Bad-team player, 2017)
M3
Tuck man theory of leadership:
Tuck man theory of team development provide framework to make team. in forming stage
people just come under a roof and having lots of question regarding team member, job
role ,,objectives etc. At storming stage people start to make relationship. Agreements and
disagreement build in storming stage and team actually start work on project from performing
stage.
Strength of Tuck man theory:
Strong group communication and interpersonal relation can be achieved because members
get enough time in each stage to understand each other. Leader can deploy team for complex
projects because of strong bind. Problem solving skill can get better because of regular
meeting and brainstorming session(Kim. and Holzer, 2016)
D2
Weakness of Tuck man theory:
If anything goes wrong in one stage, it will defiantly affect the quality of subsequent stage.
Lack of accountability and team member try to put blame on each other if any unwanted
thing happens Additional work load put on other team member in case of frequent
absenteeism of members(Sanjeev. and Surya, 2016)
P4 Organisation behaviour concept
Organisation behaviour is scientific and systemic study of behaviour of individual in
group. TESCO practice some famous model and tools to manage its human capital. OB is
behavioural research of group as well as individual. OB not only help in improvement of
behaviour it’s also target employee skill enhancement, motivation, better customer service,

manage impact of globalisation, develop ethical organisation culture. But OB gets effect by
biased opinion, manipulation and uncertain return, Although TESCO hr imply best so many
ob concepts, Perception is one of them, which discussed below:
Perception: in organisation behaviours perception play a very big and important role because
all the other activities, relation, outcome of various OB model and tools are heavy depend on
the way an individual interpretate a thing and action. Perception is made from experience,
belief, repetition of action, size, intensity, expectation, culture, emotional state, enviroemtal
condition, demographic factors, personality etc.( Kenyon. and Sen, 2015 )
The perceptual Process
1. Stimulation
They comprised the entire environmental factors that grab attention of
individual. These factor can be touched, seen, smelled and senses. TESCO HR
manager take care of physical and physiological set up of organisation that can affect
the perception of employee.
2. Organisation
Organisation is capacity and choice of individual to recognize and identifies
event and object. Organisation is divided into three parts like organisation by rules,
schemata and script Perception by rule states that an individual chooses physically
close object. For instance HR manager decide to change colour of office furniture and
next day this change gets full attention of employee. Organisation by schemata say
that individual developed thought form daily experience, activities or by book,
journals and TV. Like TESCO is serious about satisfaction of its customer, stigma
attached with it because company’s efforts for it can be seen in store. Apart from it
many newspaper frequently publish the article as testimonial to TESCO for its best
customer oriented organisation culture. Organisation by script is focus how an
individual acts and behave to certain object and event which he saw and exprinace
again and again Like new employee who recently join TESCO saw marketing
manager shouting on sales team 4 times and now he think manger is very rude so he
decide to keep only formal relation with him.( Kim. and Holzer, 2016)
3. Interpretation-
At this stage brain starts its work, here an individual try to define the things which make
some sense to him. For instance after few days working in TESCO, employee get to know
marketing manager have high sale target for this month, now employee interpret that manager
is not rude, he is currently in pressure. He stores this information in his mind as memory. In
future that employee would recall his interpretation for every marketing manager that sale
manager in every organisation is affected by work pressure; it is their nature of work which
force them to behave in such manner.

Different Perception 1
(Source: How Argument Arises, 2018)
Barrier of perception:
Selectiveness: people reject the information which hard in understand and complex in
nature where easy and under stable information is accepted. This filtration reduces the quality
and quality of information and lead to wrong perception. Like HR manager don’t know
technical part of production department, he even don’t make effort to under the things and he
make perception that production department deliberately miss the production target, which is
not at all true.
 Stereotype:
Some People generalize everything based upon their interest, background and attitude.
They make quick perception without doing deep analysis for instance a senior employee
think new employee do not have ethics like honesty. Senior thinks like this because they
heard “loyalty is the best policy from his childhood”.
 Hello effect:
First impression is a game changer element in making perception. Sometime people
make image of other only in first meeting. They do not wait for second and their meeting;
they just pass judgements in few minutes without knowing the situation of other person. For
instance a person came late for interview because of conveyance issue and HR make
impression that person is not serious for job(Kenyon. and Sen, 2015)
Advantage of perception:
 Marketing manager of TESCO know the importance of perception so he plan series of
action than can make positive perception of new product. Like manager attach social

massage in advertisement which make the perceoption that company give imporatce
to social issue.
 Different perception lead to creativity and opinion
 Manager can predict the action of employee on certain situation when he know their
perception.
Limitation of perception:
 It is very tough to change perception of an individual or group.
 Wrong and incomplete interpation hurt mouth to word marketing promotion activity.
 Understand the cause of perception and prediction regards it, is not so easy, as it
seems.
 Understand a person so deeply is time taking activity. In case of high employee
turnover ratio, manager gets nothing by going this much deep as employee frequently
comes and go(Terzioglu, Temel. and Uslu Sahan, 2016)
CONCLUSION
From the above study it has been summarised that an organisation must use O.B
concept and tools with personalisation touch because one standard theory can never satisfies
the all employee in organisation. HR must take proper time to get accurate and required
information about employee, because all the HR practice are designed for employee and
without having accurate information regarding issue of human capital, manager cannot make
effective HR policy.

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