P1 Evaluation the organisation's culture policies and power can influence individual

ORGANISATIONAL
BEHAVIOUR

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Evaluation the organisation's culture policies and power can influence individual and team
behaviour................................................................................................................................1
TASK 2............................................................................................................................................3
P2 Theories of motivation and motivational techniques enable effective achievements.......3
TASK 3............................................................................................................................................5
P3 Understanding of how to co-operate effectively with others............................................5
TASK 4............................................................................................................................................7
P4 Application of concepts and philosophies of OB with in organisational context.............7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Sustainability of organisation mainly depends upon culture, behaviour and nature witn in
management ((Eslami and Gharakhani, 2012). Organisational behaviour is a examination of
behaviour of staff members, management operations and internal business environment. This
report defines the culture, politics and the team behaviour within organisation. Tesco retail
organisation is chosen organisation to analyse the study of organisational behaviour. Various
theories and techniques like process and content theories regarding effective achievements of
goals in chosen organisation defined in this report. Dynamics of effective team for better
execution and ineffective team for moderate execution of work highlighted in this report.
Various type of concepts and philosophies regarding behaviour to given organisational condition.
TASK 1
P1 Evaluation the organisation's culture policies and power can influence individual and team
behaviour
Organisational culture
Tesco is a multinational organisation and a global work culture is found in organisation
for better change and development of organisation.
C. Handy's Typology
As indicated by Charles Handy, culture of organisation is characterized into four kinds of
culture. It is essential for staff individuals of Tesco to work and to achieve their designated
targets. Tesco's culture is formed as follows
Activity culture: In Tesco, individuals can create and grow an arrangement of abilities in
finishing their specific responsibilities by apportioning among potential employees. It is shaped
to assist the groups in taking care of their particular issues and conflicts (DiPaola and
Tschannen-Moran, 2014). This is otherwise called Matrix culture and is inferred by the senior
troughs of the organization.
Person culture: In the event that Tesco pursues this culture, it would have negative
impact on the organization. People consider themselves to be prevalent from different
individuals.
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Power culture: This culture characterizes subject to individual and its execution inside
the company. The control of the Tesco is taken by originators and managers then it would
prompt accomplishment as power culture relies upon the quality of choices.
Role Culture: All the staff members of the organization are distributed with some
particular assignments which causes them to decrease the measure of complexities and
redundancies subject to perform well. It is an imperative perspective for Tesco in which similar
group of individuals interface everyday operations and transactions (Rafaeli, and Pratt, 2013).
Structure is pursued inside an organization helps in providing of equivalent chances to
everyone.
French and Raven's capacity types
Authors Bertram Raven and John French bifurcated control into five sorts of influential
positions. Power implies, more power organization individuals have, the more essential will feel.
Individual demonstrated how control is influenced on one's authority capacity and achievement. .
Authentic power: It is a observance power which determined by the position sustained
by the members of Tesco. Majorly, control is hold by the situation in the organization.
Coercive power: The power is depending on administration in risk conditions. This
power is rely on thought of intimidation that implies, Tesco individuals are compelled to
accomplish something without wanting to.
Proficient control: It depends on the data, learning or skill. Tesco managers having
better control will in general have more insight and trust in illuminating different authoritative
jobs (Sjahruddin, and Sudiro, 2013).
Referent power: It is picked up by the Tesco managers through initiative styles and
capacity to deal with the circumstances. This power relies on the trust the specialists do and
indicates regard.
Reward control: Tesco individuals perform their responsibilities and roles with more
proficiently when they realize they will receive remunerates consequently like promotions,
compliments and so forth.
Political behaviour of managers
Legislative issues prompt low representative execution on different angles. As indicated
by the Chanlat's attributes political conduct of administrators towards their representatives can
negatively affect the organization Tesco. In the event that there is legislative issues in the
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