Organization Behavior: Tesco Case Study

This report analyzes the culture, politics, and power within Tesco and how they influence behavior in the workplace. It also explores motivation theories and techniques that impact individual behavior. Additionally, it examines team dynamics and roles to define effective teams.

ORGANISATION BEHAVIOIR

Table of Contents
INTRODUCTION................................................................................................................................3
PART 1..................................................................................................................................................3
1.1 Overview of the chosen organization........................................................................................3
1.2. Analysis of culture, politics and power and how its influenced behavior within workplace.. .3
1.3. Theories of motivation and techniques that has ability to influence behavior of individuals. .5
PART 2..................................................................................................................................................7
2.1 Analyses team dynamics, team members roles and behavior to define effective and effective
team......................................................................................................................................................7
2.2 Critical evaluation on significance of team development theories............................................9
2.3 Reflection on the concept and behavior of philosophies of organization behavior that
influenced team behavior.................................................................................................................9
CONCLUSION..................................................................................................................................10
REFRENCES......................................................................................................................................11

INTRODUCTION
Organization behavior defined as study of ways in which individual acts within groups. With
help of studying the organization behavior assist in identifying behavior of human that influence the
performance of an organization (Brown and Capozza, 2016). In terms to maintain the healthy
working environment there is needs to adapt changes that support to accomplish goals. Organization
behavior is concept that helps out to set the deadlines that assist the enterprise in creating positive
and vibrant work culture.
The present report is based on business activities of Tesco, it is British global leading retail
sector that engaged in product and services of supermarket.
Furthermore, report will cover the following things as to define organization culture, politics
and power that influenced the human behavior in workplace, description will be give om theories of
motivation. Moreover, depth analysis will be conducted on team dynamics and team members and
roles and behavior to have effective and ineffective team.
PART 1
1.1 Overview of the chosen organization.
The study of this report will be based on organization as Tesco, this is British leading
groceries sector and has market share of 28.4%. This entity has diversified its business activities
within the areas as retailing of books, clothing, furniture, electronics, petrol, toys and financial
service etc. This entity has several rivalries as ASDA, Sainsbury's, and Aldi's etc. Therefore, the
quoted enterprise has listed on London stock exchange and this is 28th largest company that is
primary listed on stock exchange.
1.2. Analysis of culture, politics and power and how its influenced behavior within workplace.
Organization culture termed out as organization expectation, experience and philosophies
that guides individual behavior to carry out better working (Burke, 2017). Culture is based on
belief, customs and shared values.
Handy power culture- It is essential for employees that comes together to accomplish a certain
goal. There are certain model that explain organization culture and this is defined in following
manner as are-
 Power culture- In this, there is must be a head honcho that makes fast decision and have
control on the organization directions. It is appropriate in smaller enterprise.

 Role culture- Structure and operation are predictable. It is helpful in order to creates the
functional structure in which the individuals know their job and make report to their
superiors (Colbert, Barrick and Bradley, 2014).
 Task culture- As per this, team are formed to solve the particular problem. Power can be
derived from membership in team who are expertise to execute the task.
 Person culture- In this, horizontal structure are most suitable. Each individual has to seen as
valuable and significant than organization itself.
Power- Organization power is termed out as ability of the enterprise that helps to accomplish the
goals. There are five main types of power that defined in following manner as-
 Coercive Power- It is the power that threatens the people that make people to do desire
things. This is basically forces individuals to submit the one demand for the fear of losing
something.
 Reward power- This is related with rewards, perks and opportunities of training and better
roles that may influence the people to work properly.
 Legitimate power- It is defined as power that emanates from the official position that held
by someone within the organization, legal authorities etc.
 Expert power- It is power that used by expert person whose have high level of knowledge
that aids to influence people (Dörrenbächer and Geppert, 2014). However, person specific
skills and knowledge enhanced with time and this also aids them to enhance their respect
within others.
 Referent power- This is defined as power that has lasting influence over large number of
people for varied level of decision.
Politics- Organization politics termed out as variety of activities that is linked with use of influence
tactics that improve personal and organizational interest. It is defined as use of power by enterprise
groups and individual that influence the decision in order to get the things done ( Eubanks, Joinson
and Dove, 2016). Tesco needs to conduct the business practices in less political behavior so that
effective actions can be taken and positive environment can be built. Therefore, effective and
efficient behavior aids to undertake the business activities in proper and effective manner.
The team behavior is also influenced due to politics and power. It is because individuals are
not able to contribute in proper way. They do not like to work in negative environment. Also, the
decision taken are forcefully imposed. Thus, it impacts on team work and entire behavior of team.
Hence, it can be concluded that culture, power and politics plays crucial role to influence the

behavior of individual within the enterprise. This must be flow in systematic manner so that better
and effective steps can be taken to accomplish the organizational goals.
1.3. Theories of motivation and techniques that has ability to influence behavior of individuals
There are number of components that are developed and created to motivate the employees
within the individuals ( Fiore and Georganta, 2017). It can be defined as driving force in which an
individual is allowed to work in certain way. In order to build the effective environment within the
enterprise, there are several content and process theories of motivation and this has broadly
classified in following manner as are-
Content theories- It is theory that aids to find out the answer that what motivates an individual and
they concerned with individual needs and wants of the customer. Therefore, these are defined as-
Maslow's hierarchy of needs- There are basic needs for the maintenance of the human life. It is
related with the requirements as food, water, shelter and sexual satisfaction.
 Safety need- It is defined as need that is relate with the physical danger that is linked up with
the physical danger and fear of loss of a job, food and shelter etc.
 Social needs- This is determines the needs as social beings, they require to belong and
accepted by others (Goswami, Li and Goffnett, 2014). Henceforth, social needs can be relate
with love, belonging, affection and acceptance by follows.
 Esteem needs- It is the need that is relate with the reasonably satisfied then ego and it is one
of the motivator. This kind of the need must be produce such as satisfaction as prestige,
power, status and self-confidence etc. Therefore, this also inclusive of internal esteem factor
such as self respect, achievement etc.
 Self actualization- It is defined as need that is relate with some desire to be capable of
becoming and this also helps to maximize the potential of the individuals and also helps to
accomplish something. These need is relate with the development of the intrinsic
capabilities that can be useful in different real life situation.
Herzberg motivation theory- This theory defines the two condition and these are independent to
each other and this also affects the behavior of individual differently. Henceforth, these defined in
following manner as are-
 Hygiene factor- This mainly identified the maintenance factors that is not intrinsic part of
the job and this is related with the conditions in which job has to be performed. Herein, the
company policy, technical supervisor, job security, working conditions and interpersonal
relations with superior plays effective role to carry out the things effectively ( Katzenbach

and Smith, 2015).
 Motivational factor- There are several components whose have positive impact on the
functioning of employees within the organization. Under this, six components as
achievement, recognition, advancement plays crucial role and this also enhance these
components that satisfies employees and also decrease the level of satisfaction of
individuals.
Therefore, this kind of the components aids to satisfy the need of employees and also
supports to accomplish the organization goals.
Process theory- This is defined as theory that defined how motivation can be occurred. These are
defined in following manner as are-
Vroom expectancy theory- It is termed out as theory in which people are encouraged to
accomplish some goals to extent assumption of that certain action that will helps to accomplish
organizational goals. It is mainly based on assumption in which individual behavior results from the
choices made by him in terms to alternative course of actions. It is theory that is based on the
concept of valence, expectancy and instrumentality.
 Valence- This is defined as condition in which individual places particular outcome for the
individual preference to have expected rewards. For example- If employees get motivated
by the promotions then they do not considered the outcomes of increased incentive.
 Instrumentality- It is defined as major outcome of the high performance that acquires the
positive valence to have expected relations. Therefore, this is factor that also motivated
individuals to perform more effectively and efficiently.
 Expectancy- This is components that defines the motivation that termed out as probability
that particular actions leads to have desired outcomes.
Adam equity theory- This is the theory that aids to maintop and define the fair relations between
the performance and rewards in compare to other. Under this, employee gets demotivated by the job
in case his outputs are more as compared to inputs. It is the duty of Tesco managers to fairly treat
the each level of employees and no discrimination must be made on the basis of age, size, gender of
employees.
Hence, it can be stated that motivation theories as Equity, Maslow's and vroom motivational
theories are used by ASDA to motivate their employees. It enables them to fulfil their needs and
inspire staff to undertake more challenging goals and accomplish it. Hence, it led to high
productivity and creating positive culture. Furthermore, employee feel highly encouraged and their

confidence level also increases.
PART 2
2.1 Analyses team dynamics, team members roles and behavior to define effective and effective
team
Team dynamics can be defined as behavioral relations within the members of group that are
assigned and connected within the task of the enterprise (Lasagabaster, Doiz and Sierra, 2014).
However, dynamics are affected by the roles and responsibilities that has direct result on firms
productivity. Effective team of the organization leads to contribute positive impacts within the
enterprise. Therefore, team dynamics can be defined with following model as are-
Tuckman's stages of group development- Team to the enterprise cannot performed well unless it
has experienced issues and has set behavioral standards. Thus, stages can be defined in the
following manner as are-
Forming- It defines the initial development of the group at which the new team has to be formed in
order to carry out the further course of actions. Therefore, the team member at this phase are like
independent to each other there is no bong and responsibilities are clear. To make this effective,
leader has to make efforts by managing meeting so that they can be familiar with environment.
Storming- Effectiveness of the team is drastically depend on this stage. Leader needs to be assure
about the each member skills, background and ground roles etc. This is defined as the stage that
resisting the group of members and the effective structure is beginning to develop. At this stage
some interpersonal issues can be arise within the group members as they are in more control and
there are different individual who wanted to work on different task within project.
Norming- It is the stage that begins to show the sign of unity. At this phase, group member tends to
be more comfortable with each other. Thus, conflicts among them tends to be sorted and group
member figure out what helps them to accomplish long term organizational goals.
Performing- At this stage, the issues may still exists but this must be healthier and more productive
in the performing stage of the group development (Mangi, Kanasro and Burdi, 2015). It leads to
enhance the productivity of the team and the level of friendship within the team member tends to be
formed. This support to build positive work culture environment. It can be stated that team roles
within entity can become more fluid as the group members perform cohesively as the single unit.
Adjourning- It is called out as final stage of team development and also known to be as closing
phase. At this level, the whole team is wrapping things up and members. Therefore, the whole team
member are being recognized for their contribution in the group.

Belbin team development stage- This has total nine team roles that categorized those roles into the
main three groups as action oriented, thought oriented and people oriented. It aids to define the
interpersonal strength of the team members. Therefore, these defined in the following manner as
are-
 Shaper- They are people who challenge to the team to improve. They are known to be
dynamic and extroverted individuals who enjoy stimulating others. He is the one who shakes
the things up and also make sure about the possibilities and assume the challenges that can
impact working of the enterprise.
 Implementer- They are the people who gets the things done. Also, they are said to be
individual who turn the team ideas and concepts in practical actions and plans. Implementer
can be called as disciplined, conservative individual who do the things effectively and
efficiently.
 Completer- Finisher are said to individuals who see that project are completed thorough.
They are people who ensures that there have been no errors or omission and they also pay
focus to each small details.
 Coordinator- They are the individuals who guide the team to what they preserve to
objective. He is often excellent listeners and they are able to identified the value to each
team members. Thus, nature of this kind of individuals are good nature, risk taker etc.
 Team worker- Team worker are individual who provide support and make sure that people
within the team work effectively. These kind of people has skills as they are flexible,
perspective and diplomatic (Phillips and Phillips, 2016). They are the person who tends to
maintain uncommitted position at the time of taking decision.
 Resource investigator- They are the individuals who are innovative and curious. Hence, they
called out to be enthusiastic team members who takes initiatives to identify resources on
behalf of the team. This personality may lose enthusiasm quickly and often overly
optimistic.
 Plant- It is defined as creative innovator who comes up with ideas and approaches. They
may have nature of introvert and also likes to perform apart of team. This is the authority
who are known as poor communicators can tend to ignore the constraints and parameters.
 Monitor and evaluator- They are the best individual at analyze and undertaking evaluation
on ideas that other people come up with. Hence, monitor and evalutor can be defined as
critical thinkers and very strategic in approach.

 Specialist- They are individuals who have specialize knowledge and skills that are required
to get the job done. Thus, skills and abilities of this kind of individuals are effective and they
maintain professional status. He commits themselves fully to their field of expertise.
2.2 Critical evaluation on significance of team development theories
The theories as Belbin and Tuckman team stage development are crucial to bring the
efficiency within team and this helps to organized the whole working effectively. It aids to result of
interaction and influence the team members who strive the achievement towards to accomplish
common goal. The process of learning to work together that is effectively and known out as team
development.
Additionally, team development stages are inclusive of forming, storming, norming, performing and
adjourning. This stage is termed out as closure of team ad closure of one task on which the team is
working. On the other hand, the another team development theory as Belbin are identified with nine
team roles as action oriented, people oriented and thought oriented that associate with typical
behavior and interpersonal strength. This is defined as crucial that people work together on the
complementary basis so that this can be possible to strengthen, improve and also complement to one
another.
2.3 Reflection on the concept and behavior of philosophies of organization behavior that influenced
team behavior.
The present report is based on undertaking evaluation on the effectiveness of team that helps
to influence team behavior. I have analyzed that Team development theories and motivation theories
are useful in terms to enhance the motivation level of individual within the enterprise. In order to
build the high performance team, the effective theories must be used so that all team member must
be encourage and perform their business activities effectively. At the time of working with others,
this is crucial to understand the other behaviors within the groups so that this can balance the
cordial relation in entity by maintaining effective communication.
The managers of the Tesco should use motivation theories so that their employees can get
encouraged and perform their work in well expertise manner. The group dynamics of working in the
team lies in the potential of the competences and skills in which each team member bring out
effective performance. I have experienced that better structuring of the organization behavior assist
in explaining the interpersonal relationships that shares by employee with their higher and lower
substitutes. By predicting the human behavior and application to accomplish organization goals aids
to make the enterprise more effective. Henceforth, I must say that with help of studying

organization behavioral aids to recognizing the patterns of human behavioral that profoundly
influence the performance of the business enterprise.
Moreover, team behavior was also influenced due to organization concept and philosophy. In
this focus was on nature of people rather than company. Thus, it led to change in team work and
improved their efficiency. Also, creative working was applied in team work. Therefore, it influenced
team behavior in positive way.
CONCLUSION
From the above report it can be aforementioned that organization behavior defined as
understanding, prediction and management of human behavior at both individually or in group
within the enterprise. The present study is based on the business activities of the Tesco, as this is
global retail trading that deals in grocery service.
Furthermore, report has covered the activities as culture, politics and power of organization
assist to perform the business activities efficiently. Henceforth, study has covered the activities as
theories of motivation and team development theories that support to build effectiveness within the
team. Lastly, assignment has covered reflection analysis of the concept and philosophies that may
have informed and influence behavior in the team activity.

REFRENCES
Book & Journal
Brown, R. and Capozza, D. eds., 2016. Social identities: Motivational, emotional, cultural
influences. Psychology Press.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Colbert, A.E., Barrick, M.R. and Bradley, B.H., 2014. Personality and leadership composition in top
management teams: Implications for organizational effectiveness. Personnel Psychology.
67(2). pp.351-387.
Dörrenbächer, C. and Geppert, M., 2014. Power and politics in multinational corporations: towards
more effective workers’ involvement1. Transfer: European Review of Labour and Research.
20(2). pp.295-303.
Eubanks, D.L., Joinson, A. and Dove, J., 2016. Team dynamics in virtual, partially distributed
teams: Optimal role fulfillment. Computers in Human Behavior, 61, pp.556-568
Fiore, S.M. and Georganta, E., 2017. Collaborative Problem-Solving and Team Development:
Extending the Macrocognition in Teams Model through Considerations of the Team Life
Cycle. In Team Dynamics Over Time (pp. 189-208). Emerald Publishing Limited.
Goswami, A., Li, M. and Goffnett, S.P., 2014, January. Path-Goal Leaders’ Behaviors and
Subordinates’ Personalities: Resulting Subordinates’ Behaviors. In Academy of Management
Proceedings (Vol. 2014, No. 1, p. 11888). Academy of Management.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Lasagabaster, D., Doiz, A. and Sierra, J.M. eds., 2014. Motivation and foreign language learning:
From theory to practice (Vol. 40). John Benjamins Publishing Company.
Mangi, A.A., Kanasro, H.A. and Burdi, M.B., 2015. MOTIVATION TOOLS AND
ORGANIZATIONAL SUCCESS: A CRITICLE ANALYSIS OF MOTIVATIONAL
THEORIES. The Government-Annual Research Journal of Political Science.. 4(4).
Phillips, A.S. and Phillips, C.R., 2016. Behavioral Styles of Path-Goal Theory: An Exercise for
Developing Leadership Skills. Management Teaching Review. 1(3). pp.148-154.