Organizational Behaviour: Theory of Organization Culture, Motivation Theories, and Communication Theory

This document explores the theory of organization culture, motivation theories, and communication theory in organizational behaviour. It discusses the impact of culture on behavior, different motivation theories, and the role of communication in organizations. The document is based on a case study of Tesco Plc, a well-renowned retail company in the United Kingdom.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
The basic theory of the organization culture and the...................................................................3
LO 2.................................................................................................................................................6
Content and process theories of motivation.................................................................................6
The theory of Communication.....................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The culture and the pattern of exchanging the information and expression thorough
significant approaches and set behaviour in the organisation. The pattern of this communicative
approach is considered as the organisational behaviour. It is defined as the interfere of the people
in the organisation. The organisational behaviour is considered as the most versatile and effective
functioning in the management of the company. Thus it can be observed that to implement a
right set of organisational behaviour is necessary within the confines of a business enterprise.
The most effective behavioural pattern in the company makes it more efficient in dealing with
various kind of organisational barriers and giving a proper and positive framework of
communication in the work place The project is thus formulated on the basis of Tesco Pt. Ltd.
the company is a well renowned retail company, which has a growing business in the United
Kingdom. The organisation has a well-defined product portfolio which covers all the sections
from grocery to lifestyle and other supplements and so on. The report paper here is prepared by
considering the integral factors of organisational behaviour in the working parameters, along
with that the theories of behaviour including the communication theory, motivational theory and
concept theory is emphasised in this report.
LO1
The basic theory of the organization culture and the
A good communication among the work force and the management of the organisation is
a key to eliminate the problem arising issues and job dissatisfaction of the employees and along
with that the problems and conflicts among the executives of the work in company are also
resolved by the effective behavioural pattern of the organisation. The company is certainly taking
various measures to implement the right and most effective behaviours thus it can be ascertained
as the preferences and technical formats that are followed by the whole organisation and its work
force. Thus in relation to Tesco Plc. the cultural elements and the theories of culture are as
follows:-
Culture
This is regarded as the basic ideology and values which are held by an enterprise. It is the
role of HR to develop a working culture which supports the growth and welfare of employees. In
this regard, one of the well renowned models used for carrying out the analysis of different types
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of organisational cultures is Hendy’s Typology. As per this, there are 4 culture forms which can
persist within an enterprise and these are analysed with reference to TESCO below:-
Role culture: Hereby, the working within an organisation assumes the same form as that
of a functional structure. This implies that the main power to assign the duties vests with the
manager who matches the responsibilities with skills, knowledge and expertise of personnel
(Jansen and Samuel, 2014). The execution of this culture in TESCO would lead to an increment
in the performance of employees performing individually as well as within a team. Further, this
instils a positive sense of behaviour within individuals and teams as they are allotted tasks as per
their interests and likelihood. Thus, with the help of significant contribution on the part of every
individual and team, the organisation develops as a whole.
Task culture: This is a form of culture which witnesses the creation of conflict resolving
groups for the purpose of generating harmony within the organisation. If task culture is adopted
within TESCO, it would lead to enhancement of individual and team behaviour as hereby,
employees are provided with opportunities to address their interpersonal issues and develop
healthy relations with each other. This encourages the personnel to put their best foot forward for
attainment of corporate goals in a timely manner. Thus, as a result of this culture, the output
delivered by employees individually as well as collaboratively tentatively increases, implying the
long term growth of company.
Person culture: This is regarded as a negative type of culture by many researchers as
hereby, the focal point is individuals and not the team or organisation as a whole. If this culture
is adopted by TESCO, this would directly imply a boost in the behaviour as well as performance
given by individuals as they are provided with opportunities to develop themselves as per
organisational requirements. On the same time, this culture adversely impacts on the
motivational level of teams collaboratively as individuals belonging to the group consider
themselves to be superior to the group, thereby creating negativity. As a result of this, most of
the times, teams operating under this culture are not able to achieve the goals in a timely manner.
Power culture: This is the last type of culture that can be observed within an enterprise
whereby the power to devise main decisions remains in the hands of few individuals. The
execution of this culture within TESCO would imply a negative impact upon the behavioural
pattern of individuals as well as teams as their creativity and innovative thinking skills are not
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given importance. Owing to such kind of negativity prevailing among the employees, it is seen
that power culture deflates the output delivered by individuals and groups.
As per the above elaboration of the cultural elements it can be further evaluated that the
role culture is the most effective section as the choice of implementing it as he organisational
culture within Tesco Plc.
Ofsted’s Cultural Dimensions Theory
The following theory was developed by Geert Hosted in the year 1980. According to this
theory, it has been said that with the help of this theory, it will be possible to know about the
differences in culture across different countries and to discern the ways that business which is
done across different cultures (Maio and et. al., 2020). In other words, it can also be said that the
framework is used to differentiate in between different cultures, national cultures and their
impact on the business. There are six categories which are included in this theory and have been
provided as under:
Power Distance Index: In this power index, it reflects upon high power distance which will show
high power differences, encourages bureaucracy and high respect for rank and authority.
Individualism vs. Collectivism: Here, it is related to attainment of individual and collective
goals. On the one hand, individualism focuses on individual goals and collectivism focuses on
complete organisational goals and objectives.
Uncertainty Avoidance Index: In case this index is high, then the tolerance power will be low
such as related to anxiety, risk taking and strict rules and regulations and vice versa.
Masculinity vs. Femininity: In the following index, it is considered about the tough or tender
situation, which is on the preference of society such as achievement, attitude, sexuality, equality,
behaviour.
Long-Term Orientation vs. Short-Term Orientation: Long term focuses on future and involves
delaying short term success and achievements and on the other hand, the short-term orientation
focuses on short term success.
Indulgence vs. Restraint: These two terms focuses on consideration of society to the extent and
tendency for a society to fulfil their own desires. In other words, the explanation could be
provided on the control made by the society on their impulses and desires.
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LO 2
Content and process theories of motivation
The word Motivation is the derived from the word motive that means a rational or a reason
to perform any work, the motivation is a more positive way which boosts the moral of an
individual that makes him more capable to do any work that is desired by either him or a the
motivation. In the context of origination a motivator is basically considered as the senior
authorities which motivates their subordinate staff to make them work as per the organisational
requiring and to attain the higher growth of business with that. The motivation is itself a process
which includes a pattern of communication and the transaction of any kind of expression with a
goal to enhance the capabilities of the other individual or group. The motivation can be practiced
through considering multiple ways even no formal training is required to motivate a person but
in a bigger and international firm like Tesco Plc. the various theories and principle of motivation
are evaluated before practicing it. Thus the major theory of motivation for the encouragement of
the workforce effectively in context to Tesco is discussed as follows:-
Content Theory
The content theory is defined as the most tactful principle, the theory of the evolution of
the needs off an individual and the changing demands of the personnel with the active passage of
time. In relation to Tesco the content theory is applicable by following the means of ERG theory
of motivation. Which is elaborated as below:-
ERG motivation theory
The theory is a significant element of the content theory as in this the major emphasis is
occurred on the needs and demand of the people in the organisation. The theory was coined by
Clayton P. Aldermen with a motive to comprise the five need element of Maslow theory and
segregated in 3 categories which are known as Existence, Relatedness and Growth.
Existence Needs: The existence need is those objects which a person needs to exist and
to survive in the life. The existence need is often shifted in the materialistic demand such as from
basic elements like, food, clothes and Water. The Tesco co. can identify the need of existence on
the personal level of organisational people and use it as the tool to motivate people by providing
them these substance elements as a reward to enhance their performance efficiency in return.
Relatedness Needs: The relatedness need is understood as the social reputations in the
external as well as in the internal environment of organisation among all the peers, stakeholders
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etc. The employees are thus needed to their best efforts in the organisational context of Tesco to
earn their desired position and relativeness in the high groups of standards.
Growth Need: The career centric individuals who seeks more growth and development
of their career in the organisational context are consider their growth as the priority and works to
enhance that only, thus by considering thus factor the management within Tesco co takes helps
of this theory to identify the potential and deserving candidates in the organisation. This helps in
motivating them to get the goals and objectives on a timely manner and with précised
effectiveness.
Process Theory
The process theory is based on the overall process and flown of effective working within
the organisation. As within the peripheral boundaries of Tesco Plc. This theory helps in
evaluating the gaps and remarks in the process to motivate the workforce to an extent. The
Adam’s theory of Equity is the mostly practiced and implemented widely in multi-level
organisation, thus it will ne beneficial for Tesco to understand and evaluate this theory for the
better motivation of the employees within workplaces. :-
Adam’s Equity Theory
The theory is based on the two major principles and it was proposed and developed by
John Stacy Adam. The first principle of Adam theory is to maintain a proper balance among the
input and output. It can be considered as the input here is referred to the efforts and hard works
that an employee puts while performing a task to make it better and efficient. While the output is
the term that can be understood as the rewards that the employer provide to their workforce in
exchange of their efficient and effective workings and these rewards include the basic salary,
wages, incentives, profit dividends , vacations and so on. The another principle is based on the
good and judged treatment for the people in the organisation, as it is a primary need of every one
nobody like to be exploited or mistreated within their workplace, thus to ensure the fair treatment
of the people in the company it becomes the role of management to set up the standards of
behaviour, accountability and responsibility towards each other as well as with the company
also. The practice and implementation of the Adam’s theory in Tesco can be the most efficient
way to boost the motive of the work force along with that it will also ensure the better and fair
conduct of the employee rights that will ensure the most productive performance from the
worker side.
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The theory of Communication
The communication is considered as the most effective tool to share the information in the
organisation and for the better understanding for the forms of communication it is essential to
implemented with the right course of behaviour in the organisation. As the Cultivation theory is
widely evaluated and implemented in the Tesco Plc
The communication theory was [proposed by the professor George Gerbner who founded
this theory of cultivation in 1976 after conducting several large research projects on the effects of
television on viewers. The compared television’s socializing force to that of religion, claiming
that it defines social roles, standardizes the pattern of behaviour and regiments communities
same as the religion did in early human history. Also, because television portrays excessive
amounts of violence, it can cause people to develop Mean World Syndrome, or the idea that the
world is scarier than it really is. Gerbner sorted television’s effects into two categories: first order
and second order. First order effects refer to general beliefs about the world, while second order
effects involve specific attitudes toward one’s environment or certain aspects of society, like law
enforcement. Thus this kind of theory can be most appropriate choice in Tescco for better work
enforcement and to maintain the coordination among the people and departments within the
company.
CONCLUSION
According to the information’s that has been elaborated in this the major key outcomes
are evaluated and certainly it can be concluded that the organisational behaviour is the main
element in determining the effectiveness of communication, control and coordination’s in the
organisation. along with that the management of a company is widely affected by the
organisational behaviour just like communication the behaviour can be either positive, negative,
effective, ineffective, ineffective, formal, chained, informal and so on. The theories of motivation
and communication play an effective role to building up the framework of behaviour and
performance as per the organisational context.
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REFERENCES
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Effron, D.A. and Raj, M., 2020. Misinformation and morality: encountering fake-news headlines
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Blake, H. and Lloyd, S., 2020. Influencing organisational change in the NHS: lessons learned
from workplace wellness initiatives in practice.
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