Organisational Behaviour: Theories of Culture, Communication, and Motivation

This report explores the theories of organisational behaviour, including culture, communication, and motivation, using TESCO as a case study. It examines the importance of understanding organisational culture, different models of communication, and theories of motivation. The report concludes by highlighting TESCO's efforts to create a positive and motivating work environment.

Organisational Behaviour

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Theories of organisation culture..................................................................................................1
Theories/models of communication............................................................................................3
Theories of motivation................................................................................................................4
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

EXECUTIVE SUMMARY
In this report study, the author has determined different aspects of organisational
behaviour in TESCO organisation. With reference to organisational behaviour at TESCO
organisation the purpose of this report is to analyse the organisation behaviour,culture,policies in
the organisation. As organisational behaviour plays an important role in the achievement of goals
and objectives of the organisation. TESCO company is a good example of organisational
behaviour with its culture,policies,motivation and leadership.
INTRODUCTION
Organisational behaviour is the process of the study of human behaviour in organisation
system. Organisational behaviour works as interface between the employees human behaviour
towards the organisation. Organisational behaviour determines the behaviours of the employees
according to their organisational roles. The report below is based on the organisational behaviour
of TESCO plc that is British multinational groceries and general merchandise retailer. TESCO is
the third largest retail organisation across the global world by gross revenues. In recent years
TESCO has develop its supermarkets in different countries. As it is necessary to understand the
behaviour of every worker and employee working the organisation because it affects the
operations and working of the organisation. When the employees and workers work in a team the
behaviour of each team member affects the activities of the organisation. The below reports
includes the theories of organisation culture,polices,models of communication,theories of
motivation along with its conclusion.
MAIN BODY
Theories of organisation culture
According to the viewpoint of Lorenzo Del Marmol, 2020, Organisational culture theory
is used to determine and analyse the the workplace by understanding the staff members and the
staff that they are working with. The organisational culture is referred as business environment
of the organisation. (Griffin and et.al, 2020) As all the activities in the organisation are carried
according to the organisation 's culture it is necessary to understand the culture of the
organisation to carry and understand the business. The different organisational cultures theories
emphasizes that culture is a set of values that an organisation or a group of person have a
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common thing. The organisational culture theory is based is based on the seven elements that
make up a organisation culture in the organisation. The elements are as follows:
 Structural ability: All the cultures in the organisation that are working together are very
rigid to their own belief and values. Balwant, 2018) The structural ability determines the
group and resists any required changes to the members of the organisation. It identifies
the beliefs and values of the staff members that are working together in the organisation.
 Breadth: As the organisational culture of any organisation is pervasive in nature and
uses the each and every part of the organisation. Even the employees and workers do not
fully accept and or agree with the organisation 's culture, they are subject to do it anyway
as it is generally and necessarily accepted by the organisation and their workers and
employees.
 Integration: When the employees and members working in the organisation of the group
exhibits the same kind of kind in the organisation that means the organisation culture has
makes their beliefs and values coherent in the organisation. It arises when the employees
and workers 's behaviours are having same in kind.
 Depth: When the employees and workers working in the organisation underestimate that
how unconscious and ingrained culture is having in any organisation or in any group
which identifies their behaviour and acts not to explain their works to their peer groups in
the organisation.(Miao and et.al, 2020)
 Visible artifacts: The visible artifacts like integrations, hierarchy, interactions and the
employees and workers 's attitude during the meetings of the organisation defines the
culture of the organisation. As the different employees and workers presents their
different kinds of behaviours in meetings leads to the artifacts.
 Underlying assumptions: There are different underlying assumptions of the workers and
employees working in the organisation like tactics, attitude, behaviours and different
basic things that are categorised in the culture of the organisation.
 Beliefs, values and behavioural norms: The organisation in that employees and workers
are working when they look at up they identifies the vision and mission of the
organisation and according to that the culture of the organisation is set up.
The organisational culture of TESCO plc is providing the employees sand workers the
environment in which they can thrive personally and professionally both in the organisation. The
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organisation aims at providing a healthy environment and office culture with full of
play,enjoyment, and work along with having their personal development of each worker and
employee working in the organisation. TESCO believes in having the better organisation
functions and cultures as their team members are performing their best of their potential. The
company 's culture is to nurture the best possible workplace environment that can be
clean,healthy,bright with top notch facilities for the staff members where they can look forward
to build their career and coming each and every day. The company nurture a positive and healthy
environment along with the healthy avenues of communication and support with a positive and
influencing the leadership structures.
Theories/models of communication
According to the source, the communication models are the systematic presentations of
the way which helps in identifying and understanding how communication works can be pursued
in the organisation.(Sheedy, Garcia and Jepsen, 2019) Communication models forms the
general perspectives on communication by making the complex situation to a simple situation
and keeps a systematic and the components in order in the organisation. (Sheedy, Garcia and
Jepsen, 2019)There are different methods and channels of communication that can used and the
purpose and aim of communication is to choose a specific communication channel for the
organisation. There are different models and theories of communication that are used by different
business organisation and firms to foster their communication by evaluating the situation in the
organisation. The communication model is also used to understand the how the receivers will
interpret and decode the message in the organisation. The different communication models are
as follows:
 Linear model of communication: Linear model of communication is a communication
model that uses simple one way communication model. In this communication model the
message in the organisation flows in a straight line from the sender to the receiver. There
is a no concept of feedback to the message given by the receiver. The purpose of this
model is to provide the message to the sender only. There are different models that uses
the linear model of communication.
 Transactional model of communication: Transactional model of communication is
communication model in which the receiver and the sender are both communicators and
plays a necessary part in the communication of organisation. The communication
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generally relates with the cultural up bringing,social reality and relational concepts. The
feedback to the message cannot be considered as feedback which are of non verbal nature
like gestures and body language in this model. It is a two way communication model.
 Interactive model of communication: Interactive model of communication is a
communication model which is relatable to transactional model. Interactive
communication model is also referred as a two way communication model. This model of
communication is mostly used by news media like internet . In this model the employees
and workers of the organisation respond to mass communication channels such as
news,videos etc. There is a exchange of ideas and views between the staff members of
the organisation.
There are various communication models used by TESCO for having effective communication in
the organisation. The organisation is using multi channels of communications approaches . The
organisation is regularly changing the models and channels of communication according to their
needs and changing work style of the workforce in the organisation. TESCO is using the verbal
communication mostly like face to face and over the telephone conversation. The benefit of
having verbal communication is that it allows the employees and workers to communicate the
necessary information easily to each other in the organisation. The organisation is also using
written communication and communicate through written communication such as letters as they
benefit the organisation as they can be checked and reached when it is needed in the
organisation. These communication models helps TESCO to carry on their business effectively
and efficiently without having any communication barriers and distortions. And when there is
effective communication in the organisation, the employees and workers keeps a good
interaction between the team members of the organisation.
Theories of motivation
According to viewpoint of Smriti Chand, 2019, Motivation refers to the willingness to do
work. It creates a state of mind which drives the person to work with full of energy and passion
towards the organisation to achieve their desired goals. (Collins and et.al, 2020) It is important
for the organisation to provide motive to the employees working in the organisation to motivate
them towards their goal. Without motive employees cannot be motivated towards their work.
When there is high motivation in the employees they will work with full efficiency to achieve
their desired goals. The different theories of motivation are:
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 Hertzberg two factor theory: Hertzberg classified the motivation theory in two different
factors that is hygiene factors and motivators. Hertzberg performed a survey on around
200 people that are working. They were being asked when they felt good about their job
and when they felt bad about their. The factors that make them felt good associated with
job satisfaction and motivators whereas the factors which make them felt bad associated
with the job dissatisfaction and hygiene and maintenance factors.
Hygiene factors: Hygiene factors are associated with the factors that are necessary for having
the motivation. Sometimes these factors do not maintain in long term which creates job
dissatisfaction among the employees of the organisation. Hygiene factors includes the
interpersonal relations,fair and equal pay to the employees,company policies and administrative
policies are rigid and job security.
Motivators: Motivators are the factors with creates positive thoughts and satisfaction among the
employees in the organisation. These factors motivate the employees to work effectively in the
organisation.(Barbaranelli, and et.al, 2019) The motivating factors that creates job satisfaction
among the employees are recognition,awards and achievements, sense of responsibility and
appreciation.
 Mcgregor 's Theory X and Theory Y: Douglas Mcgregor formulated two distinct views
of human behaviour which defines the level of motivation among the employees. There
are two different factors which have negative and positive effects. The negative factors
come under Theory X and positive effects come under Theory Y.
Theory Y: Theory Y are the positive factors and creates and throws positive impact on the
minds of the employees. The positive factors are:
1. Employees can be focused if the conditions are favourable to them.
2. The behaviour of the employees change towards the organisation automatically if they
feel good about their work.
3. Employees can be more creative and focused if they like their job.
4. If the employees are fully committed towards their work they work with their full
efficiency.
5. In positive environment employees mostly seek for handling the responsibilities.
Theory X: Theory X are the negative factors and assumes that:
1. Work is sometimes becomes boring and distasteful and the employees try to avoid work.
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2. Employees can sometimes be unintelligent and gullible.
3. Most of the employees in the organisation tries to avoid and refuses to take
responsibilities.
4. Employees sometimes cannot be creative.
5. Many of the employees resist on change in the organisation.
6. As being self controlled employees do not like being controlled by their team heads.
In context to TESCO plc, the company regularly pays attention to the hygiene factors and
ensures the satisfiers to create satisfaction among the employees and workers which can be
recognized by promoting the employees and providing personal growth opportunities for
motivation staff members by fulfilling their safety,security and social needs. (Silberzahn and
et.al, 2018) The organisation also provides the employees the opportunity to take active
participation in the organisation 's decision making. TESCO aims to motivate its employees by
influencing them through different motivators by maintaining cleanliness and healthy
environment. So the organisation 's main focus is to motivate the staff members so that they can
work with more efficiency and effectiveness.
CONCLUSION
From the above report it can be concluded that organisational behaviour is process of
identifying the employee 's individual behaviour and make strategies according to that for
achieving the desired goals and objectives of the organisation.(Effron, and Raj, 2020) TESCO
plc that is a Multinational company dealing with groceries and others items in supermarkets. It
is necessary for TESCO to maintain a healthy organisational culture in the organisation. The
organisation is providing a healthy culture to the employees and workers working in the
organisation to work with their full efficiency. There are different communication model present
and used by the organisation to convey the important information and message in the
organisation. TESCO is using verbal and written communication model in the organisation to
have efficiency and effectiveness in the organisation. The organisation is using different
communication channels like reports, letters and face to face interactions with the employees and
workers working in the organisation. There are different communication channels to convey the
information and message in the staff members. TESCO plc is also using motivation theories like
Hertz berg and McGregor 's theories of motivation to motivate their employees and workers in
the organisation. The organisation is ensuring all the hygiene factors with healthy environment to
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create satisfaction level among the staff members towards the organisation. The organisation
regularly motivates their employees and workers by providing them recognition, awards and
achievement. TESCO increases the motivation level of the employees and workers by promoting
them so that they can be able to work with their high potential and effectiveness in the
organisation.
REFERENCES
Books and Journals
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Barbaranelli, C., and et.al, 2019. Positivity and behaviour: the mediating role of self-efficacy in
organisational and educational settings. Journal of Happiness Studies, 20(3), pp.707-
727.
Collins, C., and et.al, 2020. Looking back and looking ahead: Applying organisational behaviour
to explain the changing face of work.
Effron, D.A. and Raj, M., 2020. Misinformation and morality: encountering fake-news headlines
makes them seem less unethical to publish and share. Psychological science, 31(1),
pp.75-87.
Fernando, M. and Bandara, R., 2020. Towards virtuous and ethical organisational performance in
the context of corruption: A case study in the public sector. Public Administration and
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Griffin, R.W., and et.al, 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, 20(2), pp.184-202.
Jnaneswar, K. and Ranjit, G., 2020. Organisational justice and innovative behaviour: Is
knowledge sharing a mediator?. Industrial and Commercial Training.
Karatepe, O.M., Ozturk, A. and Kim, T.T., 2019. Servant leadership, organisational trust, and
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Khaola, P. and Rambe, P., 2020. The effects of transformational leadership on organisational
citizenship behaviour: The role of organisational justice and affective commitment.
Management Research Review.
Meissy, M., 2019. The importance of organisational behavior on company development at CV
Mega Fashion Global (Doctoral dissertation, Universitas Pelita Harapan).
Miao, Q., and et.al, 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology, 69(3),
pp.834-853.
Sheedy, E., Garcia, P. and Jepsen, D., 2019. The Role of Risk Climate and Ethical Self-interest
Climate in Predicting Unethical Pro-organisational Behaviour. Journal of Business
Ethics, pp.1-20.
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Silberzahn, R., and et.al, 2018. Many analysts, one data set: Making transparent how variations
in analytic choices affect results. Advances in Methods and Practices in Psychological
Science, 1(3), pp.337-356.
Simbine, B.D. and Tukamushaba, E.K., 2020. The effect of employees’ behaviour on
organisational competitiveness in hospitality. Research in Hospitality Management .10
(1). pp.43-49.
ONLINE REFERENCES
Marmol. LD., 2020.ORGANISATIONAL CULTURE THEORIES.[Online] Available through:
<https://creativecorporateculture.com/organizational-culture-theory-things-know-use-
workplace/>
2019.Modelsofcommunication[Online]Available-through:<https://www.businesstopia.net/
communication>
Chand. S., 2019.top8 theories of motivation.[Online] Available
through :<https://www.yourarticlelibrary.com/motivation/motivation-theories-top-8-
theories-of-motivation-explained/35377>
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