Organisational Behaviour: Analysing Culture, Power, Motivation, and Team Dynamics

This assignment delves into the intricacies of organisational behaviour, exploring how culture, power, and politics influence individual and team performance. It examines various motivational theories and techniques, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, to understand how to effectively motivate employees and achieve organisational goals. The assignment also analyzes team development theories, such as Tuckman's Stages of Group Development and Belbin's Team Role Model, to understand how to foster dynamic cooperation and build effective teams. Finally, it applies the Path-Goal Theory of leadership to demonstrate how leadership styles can influence employee behaviour and performance, both positively and negatively.

ORGANISATIONAL BEHAVIOR

Contents
INTRODUCTION................................................................................................................................2
LO1...................................................................................................................................................3
P1, M1 ANALYSE HOW AN ORGANISATION’S CULTURE, POLITICS AND POWER CAN
INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE.....................................3
LO2...................................................................................................................................................9
P1 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANISATIONAL CONTEXT........................................................................................................9
M2 CRITICALLY EVALUATES HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS THROUGH THE
EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL THEORIES, CONCEPTS AND
MODELS.....................................................................................................................................12
LO3.................................................................................................................................................13
P3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE TEAM, AS OPPOSED
TO AN INEFFECTIVE TEAM.........................................................................................................13
M3 ANALYSE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO SUPPORT THE
DEVELOPMENT OF DYNAMIC COOPERATION...........................................................................16
LO4.................................................................................................................................................19
P4 APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN ORGANISATIONAL CONTEXT AND
A GIVEN BUSINESS SITUATION..................................................................................................19
M4 JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES IN HOW THEY
INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND NEGATIVE WAYS...................21
CONCLUSION.................................................................................................................................23
REFERENCES...................................................................................................................................24
1

INTRODUCTION
Organisation behaviour is the study of behaviour of human in an organisation setting. This
involves two factors one is human behaviour and the other one is the behaviour of an
organisation itself. One of the most important goals of organisational behaviour is to remove all
the barriers and develop an environment which is easy to work with, thus contribute to the
achievement of goals and objectives.
Tesco is taken into consideration for the detailed understating of this assignment. Tesco is a
British multinational company founded in 1919, which is when measured in profits, is the third
largest retailer in the world. This assignment tells about the organisational behaviour and how
it gets influenced by the culture, power and politics. It also explains the theories and techniques
which make the employees motivated and help them understand the organisation from a
better perspective. There are many concepts and philosophies which are there in the
organisation and influence the organisation behaviour.
2

LO1
P1, M1 ANALYSE HOW AN ORGANISATION’S CULTURE, POLITICS AND POWER
CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE.
Understanding, producing, managing individual behaviour in an organisation is called
organisational behaviour. It revolves around two components which are; the nature of man and
the nature of organisation (Wood, et al. 2012). This analysis of behaviour of individual can help
the organisation in producing desirable services and quality which is helpful for the betterment
of business.
The organisational behaviour of the business makes it easy for company to examine their work
environment and then finding out the ways which can improve it. There are many factors in the
organisation which affect the behaviour of it such as; work pressure, co-workers, management
plan, and type of leadership style etc. There are different theories and models which influence
the culture of individual’s behaviour and performance.
HANDY'S MODEL OF ORGANISATIONAL CULTURE
FIGURE 1: Handy's Model of Organisational Culture
SOURCE: [https://www.tutor2u.net/business/reference/models-of-organisational-culture-
handy]
3

 Power culture
In the organisation, power culture simply means that the power is in the hand of few
individuals who then delivers all the essentials to other members of organisation. Whoever is
the owner of power can solely decide what to do and how to do and take all other decisions as
well (Cacciattolo, 2014). This can result in the quick decision making, even if those decisions are
not for the long run. Power culture in any organisation is a strong culture and it can influence
the decisions and work of organisation.
FIGURE 2: Power Culture
SOURCE: [https://www.tutor2u.net/business/reference/models-of-organisational-culture-
handy]
 Role culture
Role culture in the organisations is based on the rules and regulations. Role culture is highly
followed by the organisation and everyone knows about their own responsibilities. Role culture
helps the organisation in maintaining disciplines in the workplace and also it makes work
effortless and easy.
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Power in role culture in an organisation is dependent on the position of the individual and
organisation with this culture are said to be bureaucratic.
 Task culture
Whenever few individuals come together in an organisation in order to do some project or
solve some problem them that culture is called task culture. Task culture is followed by the
teams of organisation and the power will shift from one hand to other depending on the nature
of the task. Task culture helps the organisation in achieving the goals easily and also making it
comfortable for the employee to work together (Janićijević, 2013). It helps in maintaining the
relationships between the employees so that they can trust each other's skills and abilities and
contribute to the success of the business.
 Person Culture
All the organisations with the presence of people culture in it usually have the individual who is
working and believing that they are superior to the business and contribute to the asset of
company. This culture only exists in the business which is having common training, expertise
and same background of work. Every individual from such organisation have the power and can
take their decisions. For example accountant and lawyers.
The above model tells about the culture of an organisation and how it influences the behaviour
of business as well as employees. Similarly, there is another model which tells how the power
can influence the behaviour of business. This model is developed by John French and Bertram
H. Raven in 1959, they identified that there are five bases of power which are as follows;
5

FIGURE 3: Base of Power
SOURCE: [http://kalyan-city.blogspot.in/2011/08/five-bases-of-power-by-john-french-
and.html]
 Referent Power
Referent power which is also called charismatic power comes from each leader separately.
Every individual somehow or other got attracted by the personality of a leader so therefore it is
very important for leader to have own personality (Lunenburg, 2012). The followers admire the
leader and try to follow their nature, behaviour, looks etc. Some examples of Referent power
includes; Mahatma Gandhi, Martin Luther King, President Obama etc.
 Legitimate Power
Official power or position powers are some other names of legitimate power. It usually flows
from higher end to lower. In any organisation like Tesco, the main power is in the hand of
manager due to his/her position or post in the business. The leader with legitimate power can
6

also use this power in giving a reward as well as to punish others. For example, the chief
executive officer (CEO) gets the legitimate power in Tesco because of the post and position
he/she holds.
 Expert Power
Whenever any expert influences another person skills and abilities in an organisation then that
is called expert power. Power of knowledge is another name for expert power which is
originated from skills and knowledge of experts. Accountants, doctors etc have expert power
because they have certain knowledge and skill which the other person wants but cannot
possess.
 Coercive Power
In coercive power, fear is considered as the motivator for employees. Whenever any individual
cannot perform any task they are punished and often given threat so that they can outdo in
their next task (Goncalves, 2013). This type of power can have a negative effect on the business
and therefore cause harm to the organisation.
 Reward Power
The exact opposite of coercive power is reward power which means that if any individual is
doing a good job is given rewards which act as a motivator for that individual. In this way,
employee tries and works hard to get the rewards every time. This power also helps the leader
to recognise the services provided by employees.
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The above theory tells clearly how the power influences the behaviour of organisation as well
as the employees. In the same way, politics also acts as an important factor which also affects
the behaviour of organisation. Internal politics or external will definitely impact and influence
the behaviour of organisation like Tesco.
8

LO2
P1 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN
AN ORGANISATIONAL CONTEXT.
It is very important for each and every organisation to keep its employees motivated so that
they can work efficiently in the favour of company. Motivated employees can provide
maximum benefit to the company in terms of profit earnings and revenue generated.
Maintained level of motivational employees can give better performance, better quality of
goods and services; staff retention level will be high (Deci and Ryan, 2014). For developing the
motivational quality in the employees, organisations like Tesco apply many theories which are
helpful for both, staff as well as company. Following are the theories which can be applied to
the organisation to motivate their employees:
CONTENT THEORY
Content theory has the maximum impact on the organisation's policy and management and it is
one of the earliest theory or modification of them. It is also called need theory because it
mostly concentrates on the importance of ‘what' motivates individual.
MASLOW HIERARCHY THEORY
This theory was given by Abraham Maslow in 1940s and 1950s and it is one of the most highly
known theories of motivation. According to Maslow, there is a hierarchy of needs in every
organisation which is consisting of five levels, these needs in the theory of Maslow progress
from lower level to higher level needs. The five levels of hierarchy needs include; physiological
needs, safety needs, social needs, esteem needs and self-actualisation needs (Jerome, 2013).
The first three are the basic needs and the rest two that are esteem and self-actualisation need
help in the personal growth and fulfilment of personal potential.
9

FIGURE 4: Maslow Hierarchy Theory
SOURCE: [https://sielearning.tafensw.edu.au/MBA/9791F/BusinessServices/LO/
1207_020138_605F_02_wi/1207_020138_605F_0204_wi.htm]
HERZBERG'S' TWO FACTOR THEORY
After Maslow's theory, probably Herzberg's two-factor theories grab the most attention in the
workplace of organisations like Tesco. In Herzberg's theory, he differentiated between the
factors that satisfy the employees and the factors which dissatisfy them. He related five factors
to the job satisfaction i.e. achievement, advancement, responsibility, recognition and work
itself. According to him, these factors are the motivators for the employees. The factors which
he related to job dissatisfaction (hygiene) include; salary, job satisfaction, working condition,
interpersonal relationships and company policy. He clearly states in his theory that only
motivators can help in motivating the employees.
PROCESS THEORY
This theory guides the organisation about the process through which the employees can get
motivated. It is used widely in an organisation and improves the performance of the employee
and therefore helps in achieving the goals. Process theory further includes some theories in it
which are as follows:
10

 Reinforcement theory
According to this theory, the employees are either punished or rewarded based on the
behaviour of their work. This way employee tries to work more efficiently so that they will not
get any punishment and help in the growth of the organisation.
 Vroom’s expectancy theory
According to vroom’s theory, an employee will work more efficiently if they are provided with
their desired pleasure and comfort (Parijat and Bagga, 2014). It becomes hard for the staff to
work when they are suffering from any kind of pain or discomfort.
 Adam’s equity theory
This theory stated that the work of employee is directly proportionate to the incentive or bonus
they are getting in exchange for that work. If the organisation provides a higher number of
reward or appreciation then employees will work with higher level of motivation.
The organisation such as Tesco should follow the above theories of motivation so that their
employees remain motivated and satisfied. This way Tesco can develop and achieve its desired
aims and objectives.
11

M2 CRITICALLY EVALUATES HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS
THROUGH THE EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL
THEORIES, CONCEPTS AND MODELS.
Many motivational theories applied in the organisation like Tesco are very important and
influence the behaviours of employees and the organisation as well. The study between the
behaviours and mind of individual is called behavioural psychology or behaviourism (Carver and
Scheier, 2012). The behaviour of employee is highly affected by the rewards and punishment
given to them by the organisation on the basis of their work done.
There are many techniques and concept with the manager of organisation to motivate their
employees and improve the performance of their business. In today's scenario, there are
theories and models which can affect employees as well as the manager of organisation and
improve their behaviour which can lead to the development of organisation.
Organisations like Tesco can use the Maslow theory of motivation to identify and analyse the
needs of employee and then work accordingly to make them satisfied. Almost each and every
employee of the company are familiar with this theory and try hard to apply it to their own
work. Companies providing security and basic need to the employee so that they can work for
the betterment but sometimes this situation can go in wrong direction and employee can
create a false impression in front of managers or any other senior (Maslow, 2013). While the
other theory which is the Herzberg’s theory helps the organisation in identifying the factors of
motivation and hygiene and let the company achieve its goals. According to this theory,
employees can be motivated only by motivators and not by any means of hygiene which
includes; more money, more power, better conditions for working etc.
12

LO3
P3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE
TEAM, AS OPPOSED TO AN INEFFECTIVE TEAM.
A team is a group of people who work together for the achievement of single goal. In every
organisation team is an important part as it becomes very difficult for an individual to achieve
the task single-handed. For every task to complete organisation make new and better team
which can result in providing better result and growth of organisation. Following are many
factors which can make the team effective so that team members work together providing
better results:
 Clear objectives
Objective is the one major factor for which the team come together and work together. Any
organisation provides some sort of object which the team has to achieve in given time and
duration (Katzenbach and Smith, 2015). It is the duty of manager of an organisation to provide
the objective which clearly defines what the team has to achieve. There should be mutually
agreed objectives or aims and then every team member has to work accordingly.
 Balanced roles
Every objective requires some sort of skills, abilities and aspiration in order to complete. A team
of a group of individual and therefore there should be a balance in their skills and performance.
Every individual has its own skills and abilities which he/she can use in the achievement of
goals. It becomes the key duty of manager to assign the duties to employees according to their
skills and aspirations so that they can provide maximum benefit to the company. Sometimes
managers try to experiment and give employee the work they are not aware of, this situation
will only lead to the delayed decisions and performance. Therefore managers provide balance
roles to the employee which is best suitable for them.
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 Effective processes
Every task of the organisation takes place in a certain process or steps. Every work has to be
completed one after the other or when there is right time to do that work. Process is very
important for the accomplishment of goals and aims in every organisation. There should be a
good process of communication, management, implementation etc in the task. This can help
the members to team to work more efficiently and effectively completing the work on time.
Team member recognises each other and therefore find it easy to work together if there is a
good communication process available in the organisation. Similarly, work will be implemented
more easily with proper management if the team follows the right path or process.
 Appropriate leadership
Leader or manager is very important in making an effective team and is equally responsible for
the achievement of goals. Leaders provide all the rules, regulation and the process in which the
given task can be completed. A good leader can help the team in many positive ways and
therefore can lead to the completion of given task within the given time (Goleman, 2017). The
team trust the leader and work according to their command, therefore, it becomes very
important to choose an appropriate leader who can lead the team and help in achieving the
task.
 Support and trust
Any task which is given to the team includes members who are quite different from each other
and have different skills and abilities. Support and trust are two factors which can help in the
achievement of goals and helps in building an effective team. Whenever the team stated
trusting each other skills and abilities and support them in their decisions and choices it
becomes easy for them to achieve the desired goal (Pinjani and Palvia, 2013). Team members
help each other by listening each other, offering ideas, encouraging experiments, giving support
to each other.
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 Regular review
The manager has to reviews the team time to time so that they can remove any negativity of
present in the team. The team also review its goals and performance time to time and alter any
changes in the achievement of goals.
There are many theories which are used by the organisation like Tesco in order to make an
effective team. The group development theories are further explained in the next part of this
assignment.
15

M3 ANALYSE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO
SUPPORT THE DEVELOPMENT OF DYNAMIC COOPERATION.
As discussed in above section, a team is a very important part of the organisation and helps in
the growth and achievement of goals. Therefore there are many theories which are used in the
business for the team and group development. The following theories are as follows:
TEAMWORK THEORY: TUCKMAN’S STAGES OF GROUP DEVELOPMENT
Tuckman theory of development states that team develop through several stages from forming
to performing. There are four stages in this theory which has to be followed by the organisation
in order to develop the team. The four stages are as follows:
FIGURE 5: Tuckman’s Stages of Group Development
SOURCE: [http://the-happy-manager.com/articles/teamwork-theory/]
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 Forming
The very first step of this theory is forming, which is the stage when the individual or team have
not gelled together and still finding own comfortable place (Seck and Helton, 2014). At this
stage, the members of team are positive, well behaved and disciplined.
 Storming
In the second stage, individual starts to see themselves as a part of the team. At this stage,
everyone is trying hard to set their position and create a positive image of themselves in the
team. Sometimes individual can even face the conflicts and disputes among themselves which
may result in the loss of focus or performance.
 Norming
This is the stage where team members start to know each other and come together, develop
the ideas, establishing rules etc. (Colombini and McBride, 2012). Members start to understand
their roles and develop a certain respect for the leader.
 Performing
This is the last and final stage of Tuckman’s theory where the members of the team become
clearer about the task and therefore become more focused. Disputes if arises are solved and
achievement of the goal becomes the main aim of every member of the team.
Tesco uses the above theory in their operations while forming any team, as it helps them in
achieving the goal and simultaneously in the growth of business.
17

Another model which is also used for the development of team is Belbin’s team role model.
Belbin finds out a total of nine teams which he further categorised into three groups; thought
oriented, action-oriented and people-oriented (Belbin, 2012). The role of every team is
depended on the factors such as behaviour and strengths.
FIGURE 6: Belbin’s Team Role Model
SOURCE: [http://teambuild.ie/team-management-profile/]
The above image clearly shows that plant, monitor-evaluator and specialist are included in
thought oriented role. Action-oriented roles include shaper, implementer and completer
finisher while people oriented roles include coordinator, team worker and resource investigator
(Levi, 2015). The role of the shaper is to challenge the team to team, implementer puts ideas
into action and completer ensures timely completion. In people oriented roles coordinator acts
as a chairperson, team worker encourages cooperation and investigator explore outside
opportunities. Likewise, in thought, oriented roles plant presents new approaches and ideas,
monitor-evaluator analyses the option and specialist provide specialized skills.
18

LO4
P4 APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN
ORGANISATIONAL CONTEXT AND A GIVEN BUSINESS SITUATION.
In order to get the better performance and result from the individual or team is very important
for the leader to apply different practices in the workspace. There are many theories which are
applied in the organisation like Tesco to motivate and influence the team members. One such
theory which is applied in the organisation is Path goal theory. This theory is depended on
identifying the style of leader and their behaviour and then finalising one which is best for the
employees (Polston-Murdoch, 2013). The main goal of this theory is to motivate the employee
and develop, empower and satisfy them so that they will work more efficiently towards the
achievement of goals.
Path-goal theory generally follows three basic steps which help the organisation in many ways.
The three ways include; finding out the characteristics of employee and environment, selecting
a leadership style and then focus on the factors which will motivate the employees.
FIGURE 7: Path-Goal Theory
SOURCE: [http://www.nwlink.com/~donclark/leader/lead_path_goal.html]
19

The very first step of the theory is employee characteristics which mean that the employee tries
to work according to the needs and demands of the leader’s behaviour. Similarly, the leader
also should interpret their employee’s needs and then provide them work which is best suited
for the employees.
The next step includes task and environmental characteristics, according to this step it is very
important for Tesco to overcome obstacle and focus on the achievement of goals. Whenever
any obstacle or hurdle becomes difficult to overcome and it is the duty of leader to find out
another way of working (Malik, et al. 2014). Some difficulties which are often faced by the
leader include; designing of task, managing workgroup, formal authority system etc.
The last and final step of this theory is the style and behaviour of leader in any given task. It is
very important factor of the path-goal theory which helps the employees of organisation to
understand their leader's style and then work accordingly. There are four types of behaviour of
leader which are present in the workplace which is; Directive, Supportive, Participative and
Achievement.
All these factors which are discussed above play very important role in understanding and
managing the organisational behaviour of Tesco. As the achievement of goal is directly
proportional to the work of team or individual it becomes necessary for Tesco to motivate its
employees for the betterment of business (Landrum and Daily, 2012). Path-goal theory also
tells that leader and employees are same for the team but they can change their behaviour and
style according to the situation.
Thus, it can be concluded from the above steps of this theory that in order to achieve the goal
Tesco should follow Path goal theory to understand the behaviours of organisation and then
motivate its employees accordingly.
20

M4 JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES IN
HOW THEY INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND
NEGATIVE WAYS.
As discussed above the Path-goal theory of leadership allows the leader which he/she want to
do and then set the path for the employees. The employees this way becomes aware of the
situation and more with more confidence and motivated. The act of is dome by dealing with the
tough situation, overcome the obstacles, rewarding those who are doing well for the
organisation. The leader set the goals and standards for the employees which they have to do
within the given time to attain the success. There some negatives and positives ways which
influence the organisational behaviour which is as follows:
Negative ways
 According to this theory, all the power to take and set the goals are in the hand of
leader, therefore, the employees of Tesco have no idea of what is good and bad for
them (Antonakis and House, 2013). This sometimes can cause major problems for Tesco.
 Likewise, if the leader of Tesco has any flaws then the entire team has to face its
circumstances.
 Sometimes the leader of Tesco cannot be rational and therefore the act can be based on
delusions.
 In path-goal theory, every decision is dependent on the leader, so if anything happens to
the leader the consequences have to be faced by the entire company.
Positive ways
 This method is very much effective in an emergency situation or complicated situation.
Whenever this is some work which is needed to be done in short span of time this
method saves the business.
 This theory is flexible and can work in different situations.
21

 The theory contributes to the group participation, making it beneficial for Tesco to use
skills and abilities of many individual altogether.
 The path-goal theory is quite easy to understand and the ideas become very easy to
convey from one person to another.
 As only one person is taking all the decision then there are fewer chances of the
disputes and conflicts.
22

CONCLUSION
With the help of organisation like Tesco, it is learned from this assignment how culture, power
and political factors influence the behaviour of organisation. The assignment also discusses the
theories of motivation which is essential for the organisation to keep its employees motivated
which then help the business in many positive ways. Many ways are also provided which can
make an effective team for the organisation and all the philosophies are given within the
organisation with their negative and positive ways.
23

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