Organisational Behaviour of TESCO Plc

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The culture, politics and power of an organisation..........................................................1
TASK 2............................................................................................................................................4
P2.Content and process theories of motivation......................................................................4
TASK 3............................................................................................................................................6
P3. Understanding of an effective team and ineffective team................................................6
TASK 4..........................................................................................................................................10
P4. Apply concepts and philosophies of Organisational behaviours...................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour can be described as the way human behave and interact with
people or groups in company. It is essential for individuals, groups and firms as it assist them to
know about the complex nature of people by distinguishing effects and cause. Behaviour of
human beings in firm is governed by their activities, thoughts and feelings (Appiah and Sarpong,
2015). The main objectives of organisational behaviour is to regenerate concepts of theory and
create a improved conception of organisational life. For this report, the chosen organisation is
TESCO, which is the leading multinational groceries and merchandise retailer. Its headquarters
are in Hertfordshire, Welwyn Garden City and England, UK. this report covers culture, politics
and power of organisation. Content and process theories of motivation and motivational
techniques that enable effective achievement of goals are mentioned. Understanding to make
effective team as opposed to an ineffective team. Along with this apply concepts and
philosophies of organisational behaviours within organisation are also mentioned in this report.
TASK 1
P1. The culture, politics and power of an organisation.
Organisational culture
Culture can be described as the behaviour and knowledge of human society related to
religion, social habits, language an so on. Organisational culture is a system which share values,
beliefs and assumptions that governed behaviour of human within organisation. A global work
culture is identified in TESCO which is a multinational company. Their employees interact with
each other and work in a group to achieve the objectives of organisation.
Handy's Typology
Charles handy who characterised the culture of organisation into four different types that
is role, task, person and power are explained below:
Role culture:
It is a culture where are all employees assign their duties and responsibilities as per the
interest, qualification and specialization so that they work efficiently (Boddy, 2014). This culture
is followed by TESCO as it helps their employees to decide what they can do best for company
and accept the challenges. Every employees are answerable for their work hat is assigned by
their leaders and managers.
Task culture:
In task culture, individuals having same specialization and interest come together to form
a group to address particular projects and problems. In this every group members has to
contribute equally and perform tasks in an innovational way in TESCO follow this organisational
culture to resolve critical problems and achieve goals and objectives.
Person culture:
In every organisation, workers plays the essential role . In this people are mostly
concerned about themselves rather than company (Dhar, 2015). People generally come to office
for money and don't think about firm. In TESCO, worker are concerned about themselves and
also toward firm.
Power culture:
In company, power remains in hands of few individuals. Some rules and regulations are
there in power culture. Individuals of any organisation is being judged by their achievements.
People who have the power are considered as a most essential person of company. TESCO
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follow this culture which create some negative effects as the individuals who is having power
may become partial to some one.
From all organisational culture, TESCO prefer the role culture for their organisation as in
this culture roles are allotted according to their interest and specialisation so that they give their
best and perform effectively and efficiency.
ORGANISATIONAL POWER
Organisational power is a power that is held by only some particular individuals. Superior
give order to their sub ordinates and make them to perform task and workers don't have any
choice they have to perform it without their will..
French and raven's capacity types:
John French And Bertram Raven conduct five forms of power that are mentioned below:
Reward power:
Reward power is considered as a common type of power. Individuals in power are often
able to give out rewards (Eason, 2014). Rewards can be in various forms. In TESCO, employees
perform their duties and task effectively when they feel they get some rewards such promotion,
bonus and so on.
Coercive power:
Coercive power is a power where individuals are forced to perform task against their
interest. This is the power of despots, bullies and dictators and also this can results in physical
harm. This power is ultimate power of all governments. This power is depends on administration
in risk conditions. Managers of TESCO, ask employees to perform activities without their will.
Expert power:
When individuals have skills and knowledge which enable them to understand a suggest
solutions, judgements, condition and situation. Experts ideas are valuable and generally people
prefer their ideas. TESCO prefer this power as it help their employees to get innovative ideas,
knowledge and skills.
Referent power:
Referent power drives from an individuals liking and respecting other. Generally
celebrities have this power (Fullerton, 2014). It is an ability of individuals to influence and
attract others. Some have this power by born but many people gain ability and knowledge so that
they influence others. TESCO prefer this power with initiative way and capability to handle with
the circumstances. This power relies on faith specialists do and show respects.
Legitimate power:
Legitimate power is most responsible power. This is considered as a title power as it
comes along with being appointed to a particular position. This power is used by TESCO as their
high authority stay in that position they are appointed for.
From above mentioned power TESCO generally preferred the reward power so that
employee get motivated and perform well to attain organisational goals and objectives.
Organisational power helps to accomplish individual as well as company objectives. It
effects the decisions so that there may be conflicts occur among teams and objectives can't be
achieved.
Political Behaviour
Political behaviours is an informal and unofficial behaviours of organisation. It is the
human activities respecting authority in government and general (Gonzales, Martinez and Ordu,
2014). According to Chanlat's attributes political conducts of administration towards their
employees can affect TESCO negatively. In case there is a some legal problems in company,
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employees won't stay there for more time periods. It would have set up negative affects on
managers in word of demotivation inside organization. Impact on team can be understood from
the means in which trust get stale on others that perversely effects the team establishment. The
normal execution of company minimise and not prepared to finish their goals under the specified
time. Organisational politics helps to facilitate basis for competitive advantages when employees
are politically proficient. It effects the performance of job and commitment of company.
TASK 2
P2.Content and process theories of motivation.
Motivation is a method which encourages an individuals to move towards their
objectives. The word motivation is traced from the word 'motive' which is an internal state of
individual minds that actuate and directs their behaviours (Hsu and Chang 2014). TESCO
encourage their workers by using different way such as honours, promotions and so they work
efficiently. Motivational theories is work with screening what drives people to work towards an
outcomes. There are two theories of motivation that are explained below:
Content theories of motivation:
Content theory is a theories of motivation which explains that what motivate the
employees within organisation. There are many theories such as Herberg's motivation.
McClelland's need theory, Alderfer's ERG theory and Maslow's Hierarchy needs of theory.
TESCO considered Maslow's hierarchy needs of motivational theory are explained below:
Maslow's hierarchy needs of theory:
(Source :Maslow's hierarchy theory )
Maslow's introduced this motivational theories as it is related with the necessities and
requirements. This theories are classified into five levels i.e. psychological needs, safety needs,
social needs, esteem needs and self actualization needs that are explained below:
Psychological needs:
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Psychological needs includes requirements of human that is accommodation,
nourishments, apparel and so on. TESCO have to fulfil the mental needs of their employees so
that they get satisfy. In case these needs are not pleased, expert can't perform their task
efficiently.
Safety needs:
Safety needs are another crucial needs of human that effects employees to perform for
long duration. These necessities involve job security, safe working condition which assure
workers is working in and protection from every components (Kehm, 2014). TESCO fulfil
needs of safety of their employees so that they feel safe while performing jobs. This helps them
stay in company for long term.
Social needs:
Social needs is the third essential needs of content motivational theories. In this human
needs love, belongingness, interaction and affections are included. Staff members of TESCO
wants love and affection from their senior authority, colleagues and managers. So, it is
responsibilities of managers to satisfy their employees by providing them good working
surroundings.
Self- Esteem need:
Self-esteem needs is describe the self regard and respect. In this needs knowledge,
confidence, independence and achievements many or are included. TESCO employees needs
esteem from their managers and other co- workers and also wants to add knowledge. Seniors
should give regards and treat them in well-manner so that they work effectively.
Self-actualisation needs:
Self- actualisation needs comes after fulfilling the all needs. This needs involve
advancements, development, growth and creativity (Kristiansen, Obstfelder and Lotherington,
2015). Workers of TESCO wants to development by tacking challenges and various typical
projects so that they may able to increase knowledge and skills through which they performance
best and assist to attain objectives of organisation.
Process theory of motivation
Process theories of motivation describes how individuals get motivated. This theory
includes Adam's equity theory, Vroom's expectancy theory, reinforcement theory and goal
setting theory. This is a system of ideas which defines changes and development of company.
TESCO choose Vroom's expectancy theory to explain how to motivate their employees.
Vroom's expectancy theory:
Vroom's expectancy theory is also known as valence intrumentality expectany theory. It
differentiate between the efforts individuals put in, their execution and concluding outcomes
(Laforet, 2016). TESCO use this theory as it is directly associated with needs within a working
situations. When workers can make choice in their task, Vroom argues that they will generally
select that what encourage them. Formula applied by Victor Vroom to compute force of
motivation.
Motivational force = Valence* Instrumentally*Expectancy
this theory depend on:
Valence:
Valence refers to affection placement individual hold with regards to results. The level of
need of worker for benefits, promotion, time-off , money and satisfaction. Through this
management identify what workers value. These value look on their own primary wants. So, it is
good thought of for TESCO to identify values of employees and their personal wants.
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Instrumentality:
Instrumentality explain the perception of employees as to whether they will really acquire
what they deserve even if it has been secure by supervisor. It all about the performance of
employees being good enough to attain the expected outcomes (Lancaster and Di Milia, 2014).
Company can affect this by actually making promises of rewards. TESCO should always show
transparency end-to-end process of rewards such as promotion, bonus and so on. As a result their
employees are motivated and perform well for achieving the targets.
Expectancy:
Expectancy is all about expectation of workers from their self efforts and relation to
better execution. It is the difficult level according to the experience of Vroom's. Company can
react to that by identifying the elements that can encourage workers to perform best. That
elements can be activity, facilities from managers who builds confidence among workers. In this
management of TESCO should identify training, supervision and resources that is required by
their employees to increase skills and knowledge. This assist them to perform well and achieve
the outcomes of company.
Thus, TESCO apply Vroom's expectancy theory to encourage their employees by
facilitating rewards to deserving individuals. By providing training they can improve employees
abilities and content that added exertion and leads their employees to perform better.
Motivational techniques helps Tesco to identify what motivates and how to employees
this help them to achieve goals and objective effectively.
TASK 3
P3. Understanding of an effective team and ineffective team.
Effective team:
An effective team is group of individuals that contain individuals having the talent, skills
and knowledge necessary to complete the team's job and to achieve their specified objectives. In
an effective team main focus is towards cooperation that have extreme importance at an early
stage in the skills and knowledge of each member working in team, and also how they use those
skills to complete the team job (Lavender, 2014)
Ineffective team:
On other side just opposite to effective team , an ineffective team is group of individual
working as team having lack of objective and cooperation. Member working in a ineffective
team have overall idea about their working but they do not have day to day goals or objectives.
Difference between effective an ineffective team:
Following are the major key differences which clearly shows importance an effective
team and side-effects of ineffective team:
Effective team Ineffective team
In an effective team of objective of the group is
well defined among team members and agreed
by all the members.
In an ineffective team, it is difficult to
understand what the group task is, or what its
objectives are means that objectives are not
defined
In an effective team, in a team discussion
everyone participates whether directly or
indirectly and every member gives its own
opinion to achieve objective without any
In an ineffective team in a team discussion few
people tend to dominate the discussion. Often
their opinion and views are are way off the
point.
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conflict of interest..
In an effective team, in case although there is
disagreement between members but members
are comfortable with this, and shows no signs
of having to avoid conflict.
In an ineffective team an disagreements
between members are generally not dealt with
effectively by the team. They may be
suppressed by team leader and create conflicts.
In an effective team Most of the decisions are
reached by a form of consent of all members
in which it is clear that every member is in
general agreement.
In an ineffective team ,decisions are taken
forcefully before the real issues are being
addressed.
In an effective team leader of the team does
not dominate anyone in team by using his
position, nor members having compliant with
him.
In an ineffective team leadership remains
clearly with the team leader. He or she may be
weak or strong but always sits ‘at the head of
the table’.
In an effective team, team is aware of its own
activities and capabilities with regards the
project assigned them.
In an ineffective team, team leads to avoid any
discussion of its own evaluation activities.
In order to get better understanding of activities and behaviour of effective team
following theory plays significant role:
Tuckman theory :
This model was first ripened by Bruce Tuckman. It is one of the increasingly known team
minutiae theories and has worked the understructure of many remoter ideas since its origination.
Tuckman's theory focuses on the way in which a team tackles a task from the initial insemination
of the team through to the completion of the project (Moxen and Strachan, 2017). Tuckman's
theory is particularly relevant to team towers challenges as the phases pertain to the completion
of any task undertaken by a team. One of the very useful aspects of team towers activities
contained within a short period of time is that teams have an opportunity to observe their
behaviour within a measurable time frame. Often teams are involved in projects at work lasting
for months or years and it can be difficult to understand experiences in the context of a
completed task. In the context of TESCO Plc, it represented through four stages as per Tuckman
theory that exhibits proper scenario of TESCO Plc in this regard.
Forming:
In this stage, most group members are productive and well behaved . Some group
members are troubled, as they have not fully got clearly about the working of group. Others
remain members are simply got worked up about the work ahead. In TESCO Plc's organisational
structure leader of group plays a ruling part at this stage, because group members' roles and
responsibilities are not clear. This stage can last for some time, as people start to work together,
and as they make a hard work to get to have knowledge of their new persons having like-
position.
Norming:
After forming stage team moves into the norming stage. It starts when members in team
start to resolve their differences, enhance colleagues' strengths, and give respect to leader
(Politis, 2014). In TESCO with regard to teams there is better understanding is formed between
members and they are able to assist each other and provide constructive feedback.
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Performing:
In this stage team spirit is high among members they work as a unit and all efforts of
team is contributed to complete tasks. All members in team shows unity to achieve goals and
objectives .In this context TESCO Plc having a team structure in which members cooperate with
each others in order to build a good team and every member in team act independently but
without conflicting with the decision of team leader.
Adjourning:
It is a stage where task given to team or objective of team is almost achieved and team
can be dismissed .Members in team may wits uneasiness so they will have to let go out of the
group. They will get separated from each other so that the sense of loss will be increasingly
bearable. In organisation like TESCO Plc Team leader in every team would try well to
understand to members about the dissolution of the team which helps to maintain team spirit.
Belbin's group jobs
Theory proposed by Dr Meredith Belbin give a reason to believe that by comprehension
your role within a particular team, you can expand your strengths and manage your weaknesses
as a team member, and so as to improve how you contribute to the team (Saunila, Mäkimattila
and Salminen, 2014). TESCO Plc being a developing company having different – different roles
assigned to its employee by considering following major aspects of this theory can evaluate and
identify the strengths and weakness of its employees.
Implementer:
Implementers are individuals that play major role in implementation of a formulated
strategy. They turns the ideas, beliefs and views of team members into a plan and action. In
TESCO implementers would be the person answerable for implementation of plans and strategy
regarding the finance of their business. The disadvantages would be that some times
implementers are inconsistent in his approach and unhurried to respond to new opportunities.
Resource Investigator:
These are the individuals who explore the new opportunities along with existing
resources and available options. In TESCO this person would be the team member responsible of
the market research and analysis.
Plant:
Plants are developers and innovators that always brings new ideas and approaches. In
TESCO this person would be troubleshooters or innovators that that deals with exceptional
circumstances.
Monitor:
Monitors are individuals who have sharp eyes on new innovators or extreme talents. In
TESCO these are the persons with high experience able to identify new talented workers.
Shaper:
These are the individual in an organisation who create challenges and worst conditions
for employees to evaluate their efficiency and capabilities. In TESCO most of the team leaders
pay role of shaper to assess workers capabilities.
Coordinator:
Coordinators are the individual in organisation which acts as mediator between higher
level management and lower level team workers. In TESCO supervisor among all team leaders
act as coordinator to maintain the chain of communication.
Completer finisher:
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These are the individuals who administrate the entire project from beginning to till its
completion. They decides deadlines for each projects and assists staff in completion (Thatcher,
Vasconcelos and Ellis, 2015). In TESCO project managers play role as completer finisher in
order to get the project completed before the deadline.
Team specialist:
These are the individuals who have special knowledge in a particular field .In TESCO in
every team there would be a specialist with respect to work allotted to the team.
Team Workers:
Team Workers are individuals who give support and make surety about the people
within the team are working together effectively. In TESCO team workers would be individuals
to act negotiators within the team and they are flexible, diplomatic and perceptive.
Specialist:
Specialists are individual having specialized knowledge that required to get the task
completed. They delights themselves on their skills and abilities, and they work to maintain their
professional status. In TESCO their job within the team is to be an expert in the area, and they
commit themselves fully to their field of expertise.
TASK 4
P4. Apply concepts and philosophies of Organisational behaviours.
Path goal theory
Path-Goal Theory is ripened by Martin Evans and Robert House which is based on the
contingency approach that is attained from the expectancy theory of motivation. The term 'path-
goal' represents that a leader must light the path to achieve objectives and explain how to make
strong relationship with followers (Waddell and et.al., 2016). Path-goal theory of leadership
points towards a leader who motivates and helps the assistants about the actions and behaviour
which is if followed, will lead to accomplishment of objectives. TESCO having multi levels
leadership at various segments prefers such theories which helps to members being motivated in
order to accomplishment of set goals and objectives. This theory exbibits the different styles that
helps leaders to face issues with regards to leadership, procured in different situations :
 Directive Leadership: This type of leadership focuses on communicating the main motive
of leader and schedule the day to day work according to motive that a leader wants to
achieve.
 Supportive Leadership:In this approach leaders deals with subordinates in friendly and
supportive manner. Leaders treats his team members and supports them when necessary.
Such style is assists in the event when team member having a personal issues, not able to
believe in himself or is consequently demotivated.
 Achievement-oriented leadership: Under this approach the leader sets challenging targets
in order to increase the capabilities of team members or to asses the existing capabilities.
Leader in this approach motivates the members to achieve the sated challenging goals or
target and assist them in order to increase capabilities.
 Participative Leadership: In this leadership approach leader trying to get engaged or to
increase participation in work of team members. Leader shares his views and experience
with team members to help them in achieving goals.
Contingency theory:
This theory is the earliest theory which in introduced by Fielder's. Contingency theory
differ from trait and behavioural theory by interrogating that team performance is contingent on
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leader's scientific discipline position and also on three contextual variables (Politis, 2014). The
three variables are structure of task , leader's position of power and team atmosphere. TESCO
use this theory as it describes that group is a outcomes of action of two factors. The two factors
are explained below:
Least preferred co- worker scale(LPC)
In managers and leaders who are task concerned aspect LPC negatively so the outcomes
score is low. According to Fielder, leaders who are very effectual in completing task are
considered in low LPC. They are very organised, responsive and quick to finish the task. And
those leader who are relationship oriented aspect LPC positively and are higher score. These
leaders mostly focus on managing chaos, personal relation and connection also consider as a
good decision makers (Dhar, 2015).
Situational Favourableness:
This depends on particular situation of TESCO, which is clear by three factors:
Task structure:
In this task are clear and structured or vague and unstructured (Lavender, 2014). Task
where group and managers have some ideas to attain them, are considered unfavourably.
Leaders position power:
This is power used by TESCO to direct the team and give rewards and punishments. If
power is more situation is more favourable. Power may be weak or strong.
Leader-member Relation:
This shows the levels of confidence and trust of team on their leader and managers. So,
leaders of TESCO who is more trustable has more power and they are in a more favourable
situation other than those who not trustable ones.
The above theory is considered by TESCO as it help them to achieve organisational
objectives in various situation.
CONCLUSION
From the above report, it is concluded that behaviour of organisation is essential method
of interaction of people. Organisational culture, power and politics influences individuals
behaviours for effective performance and working style in which power is applied by managers.
Content and process theory of motivation identify the solutions that what and how to encourage
employees for attaining the organisational objectives. Various groups are formed for many issues
and causes that are develop within firm. Tuckmen theory are explain for team process where
managers are control their group by its optimistic behaviour. And path goal theory and
contingency theory are applied to influence the behaviour of employees in positive way.
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