Organisational Behaviour

Organisational
Behaviour

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Part 1................................................................................................................................................3
P1 Impact of culture, power and politics and performance of team behaviour within Tesco.....3
M1 Critically evaluate the impact of culture, politics and power of an organisation which can
influence individual and team behaviour and performance in organisation................................6
P2 Role of motivational techniques and motivational theories in achieving organisational goal
.....................................................................................................................................................7
M2 Critically evaluate that how motivational theories and concept influence the behaviour of
employees at workplace...............................................................................................................9
D1 Evaluate the organisational success by analysing relationship between culture, politics,
power and motivation within an organisation and also justify recommendations.......................9
Part 2..............................................................................................................................................10
P3 What makes an effective team as opposed to an ineffective team.......................................10
M3 Analyse team and group development theories to support development of organisation...13
P4 Application of philosophies of organisational behaviour within organisation.....................13
M4 How concepts and philosophies of OB inform and influence behaviour in both a positive
and negative way.......................................................................................................................15
D2 Analyse relevance of team development theories in context of OB concepts and
philosophies that influence behaviour in the workplace............................................................16
Conclusion.....................................................................................................................................16
References......................................................................................................................................17

Introduction
Organisational behaviour is the process of knowing the behaviour and attitude of
employees at workplace. It is essential to analyse the behaviour of employees at workplace to
know how they perceive the value of their organisation as well as the work in their minds. There
is a great impact of organisational behaviour on the performance of employees (Nuckcheddy,
2018). Therefore, it is essential to build a good relationship among employees and management
team for better working environment. Tesco is a retailing company which is headquartered in
Welwyn Garden City, Hertfordshire, UK. It is founded by Jack Cohen in the year 1919. The
following report covers impact of culture, politics and power in Tesco, techniques of motivation
and motivational theories, effective team factors and philosophies of organisational behaviour.
Main Body
Part 1
P1 Impact of culture, power and politics and performance of team behaviour within Tesco
Organisational culture consists of few factors and activities which are essential for
making good working environment within an organisation. Classification of culture are
explained below with the help of Charles Handy Model of Culture-
1. Power culture- This is the type of culture in many companies where only senior
authorities are allowed to take decisions for the company and their subordinates are
supposed to agree on their decisions (Hosain, 2019) (Enyioko, 2021). Here, power to take
decisions is given to few persons only.
2. Task culture- Here companies supposed to make teams within their organisation to
complete a given task and due to the formation of teams every employee within the team
contribute toward communication, coordination and many more. Hence, this will
contribute to build a good organisational culture.
3. Person culture- This is the organisational culture where employees have the mindset that
their personal interest is more important than their organisational interest. This is the
reason for increase in selfishness within an organisation.
4. Role culture- This is the culture where employees are assigned with some
responsibilities and roles according to their specialization.

Hence, from the above classification of organisation culture it is clear than which
culture is good and which culture will provide negative result for an organisation. Therefore in
Tesco, they follow role culture where employees are assigned with those duties and
responsibilities in which they are good and able to do it easily.
Hofstede Model of Culture-
Power distance index (PDI) - This factor of Hofstede model culture analyses the basis
of delegating power within a company (O'Grady, 2018). High PDI means company is delegating
power equally to its every level of employees. On the other hand low PDI indicates that company
is not interested to share power to their employees.
Individualization vs. Collectivism- This factor indicates that how employees like to
work within their company. Individualization is the way of working where employees like to
work alone for themselves without communicating to others. Whereas collectivism is the way of
working where employees work in a group, communicate with each other; solve the issues of
each other and many more.
Uncertainty avoidance index (UAI) - This dimension of this cultural model helps to
analyse that how the employee’s behaviour get affected when some uncertainties occur within
the business. High degree of UAI states that employees has low tolerance power and tries to
resolve the issues as soon as possible. Low degree of UAI means the employees has high
tolerance level which further means they are not reacting on wrong or unequal happenings with
them in their organisation.
Masculinity vs. Femininity- This is the factor which states that how employees are
treating within an organisation (Olivier-Pijpers, Cramm and Nieboer, 2020). Femininity means
there is no situation of discrimination for gender, skin colour and many others. There is equality
within an organisation in case of femininity. On the other hand masculinity means there is
discrimination within an organisation on the basis of gender, religion, skin colour and many
others.
Long- term orientation vs. Short- term orientation- This factor indicates that how a
company focuses on their goals to get achieved in future. Companies aiming to achieve long
term goals are basically focus to achieve their main goal of organisation which is going to
achieve after 1 year. Whereas short term goals are those goals which companies achieve within
one year to get their daily task done on time.