Organisational Behaviour Analysis for Desklib

This report analyses the impact of culture, politics, and power on individual and team behaviour and performance in an organisational context. It evaluates motivational theories and techniques for effective achievement of goals. The report critically analyses behavioural motivational theories, concepts, and models to influence the behaviour of others. The report uses Tesco as a case study to illustrate the concepts discussed.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance........................................................................6
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context...........................................6
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................8
P3 Explain what makes an Effective Team as opposed to an Ineffective Team .......................9
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams...........................................................................................12
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation.........................................................................................12
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................16

INTRODUCTION
In the following report the points of discussions are as follows :- Organisation behaviour
analysis to known the influence of culture, politics and power on individual and team behaviour,
how motivation literature help the management in effective attainment of organisational goals,
Difference between effective and ineffective team, Using different concepts and philosophies
finding the organisation behaviour's and changes in them in different situation. Tesco company
is considered in the project to analysis on the organisation behaviour's through the culture,
politics and power structure in organisation, culture is the inherited working pattern from past
business executor to run operation in most effectively and efficient manner. Politics is the use of
power and social influence within a organisation to bring a change that be beneficial for business
or to personal gains. Power is the influence over other people to direct them on some other paths
to achieve goals (Nuckcheddy, 2018). Motivation is the tool of the management through which
management direct the force in the direction where personal goals is satisfied in the event of
completion of organisational goals. Organisation is the group of the candidates that are assemble
for the achievement of common goals, such teams are effective in competing the tasks other are
not difference are described below:-
MAIN BODY
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Tesco limited is a UK based retail chain stores deal in all kind of consumer products are the
largest in distribution over 30 countries their internal culture, politics and power their impacts on
the individual person and team.
 Culture:- Organisation culture is defined as the set course of action that the is
influenced by the values, expectations and practices that direct the action of the members
of the organisation in an informal ways (Larijani and Saravi-Moghadam, 2018).
Excellent culture influence the organisation progress through improvement of existing
practices of operation, If organisation culture is disturbed then negative impacts on the
profitability of the firm.
◦ Task Culture:- In this culture the entire projects is divided into small tasks and
assigned to different team in which different member have diversified duties to be

performed and later the outputs of the departments are assemble so best of the
products (Smadi, 2022). In case of Tesco company the work from procurements of
products from producer to selling it to the consumer is divided according to the
relevance of the function then assigned to teams which are specialist of that functions
all assigned with their individual targets.
◦ Person Culture:- The companies have most of the human resources so their freedom
and ways of execution of task is varied upon the level of authorities assigned to them.
In case of Tesco Plc is adopted multi level organisation in which functional
department are present such as transportation, warehousing, marketing and sales etc.
Limited freedom is provided to take on ground decisions when needed but big risk
involving and critical decisions are taken by top level of management.
◦ Role culture:- Role as name suggest that the action predetermined to person to have
authority over that operations binding with entire responsibilities of the action and
outcomes associated with it. As Tesco company is multinational have huge amount of
execution so individuals are assigned with specific role to be performed in order to
achieve the organisation goal effectively and efficiently.
 Politics :- As the Organisation have to deals with the human element as most important
resource to the organisation is human resource, human need to be directed over and over
to stick to the path of the collective interest of the organisation. So management and
employees to engage in the organisational politics achieve organisational goals or the
individual interest.
◦ Weeds:- The weeds are the informal groups of people that present in official
organisation that can be destructive in nature for the organisation as well as for the
individual growth. Such informal grouping in allowed in controlled ways as such
informal channels of communication provide insights of personnels as well as any
disturbance or problem faced by the employee which can affect business.
◦ The Rocks: - As Rocks are the persons who provide the stability of operations in bad
conditions of the business organisation and environment. Such politics keep company
on the track of the success (Taylor, 2018). In Tesco transportation unions and official
head perform as rocks in case any obstacles in supply or other business operation
informally can not be controlled so These parties solve the problems.

◦ The High Ground:- It consider both the formal authorities in relation to the
organisation structure to deal with all the operations of the organisation with the
execution of the organisational power provided by the position, authorities defined in
rule and regulation of the organisation. In case of Tesco plc most authorities are
provided through frame work.
◦ The Woods:- beside the formal rules and regulation of the organisation there are
some implicit norms or culture which is carried forward by the generations of
working personnels that foster the growth can hamper it too. Tesco only hire hard
working and rule abiding staff so these are woods for the company this loyalty
towards operation benefits the company.
 Power:- is the potential to pursue others directions of actions in accordance of their
choose which can be done by exercising the authorities provided them by organisational
structure, Tesco follow democratic leadership to power is distribute among the member
of board. These is very important to achieve of organisational goals in time and in
minimum cost.
◦ Reward Power:- is something extra in return of prescribed behaviour that can be
helpful in achievement of the targets of the company, Tesco recognise the best
performing staff and provide them with monitory and titles to encourage the best
performance of the individual candidates.
◦ Coercive Power:- The ability to deviate the efforts of other in accordance with the
requirement of task assigned to them with the forces such as punishments mainly
plenty of the earning to restrict the unwanted behaviour.
◦ Legitimate Power:- As this power is provided with the position or role so
subordinates of particular head need to follow the order coming through them, as
organisational obligations on to the subordinates.
◦ Referent Power:- people uses their personal relation to influence the action of others
in accordance with the motives of the organisation or personal gains.
 Expert Power:- As expertise in the related matter provide higher say in the decision that
can provide beneficial to the organisations motive.

M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
As organisation behaviour can impact both in positive and negative way, humans are
dynamic in nature and most used resource in case of companies, human have influence of the
surrounding on to the productivity of action performed (Belschak-Jacobs, 2018). So good
environment which enable the employee relate to mutual benefits that act as boost to the
performance needed by the organisation. All the factors such as power, politics and culture have
great impacts on the performance as democratic power exercising create positive impact as
employee feel the important part of decision, politics play important role in persuading in efforts
of the in the favour of personal interest as well in of organisation. Culture have great impact on
employees retention, satisfaction among the employees and management, if all factor not
managed properly can damage the existing image of the organisation or future objectives all
together. Tesco management is aware of it very well so they practice evaluation on regular basis.
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Content theory of motivation:- Theory provide with the observation that personnel feel
contented when their personal need is satisfied with the jobs they have, contentment enhances
the productivity that contribute in the best potential to achieve organisational goals. Motivation is
the tool management use to pursue the forces of individual people in the direction of
organisational goal by achieving the personal goal in the way of operation.
 Maslow's theory of motivation:- Maslow provided with the concept where their in
degree of motivator that trigger the feeling of motivation in an hierarchical way
(McClellan, 2021). Motivator is the element that create a tension in the minds of
candidate that can be satisfied after attainment so candidate move in direction from where
tensions can be settled.
◦ Psychological Needs:- It is the foremost important factor in the hierarchy of
motivator as it includes all the basic necessitates that person need such as food, air
and shelter etc. As scarcity of these factor make the employee physically and
emotionally weak to operate in accordance to organisation goal in full potential.

◦ Safety Needs:- The second level of motivator is of safety and security needs, every
individual want to gain stability in the form of earning, environment, insurance and
working environment adequate to the proper working with creating any damage, after
the attainment of the Psychological needs employee feel motivated with next levels.
◦ Love/Belongings:- The third level of motivation in this theory is of love and
belonging humans are emotional creature and they have certain social needs such as
friendship, intimacy, family and love (Saleem and et.al., 2020). Human need to give
and receive love to feel the included in group or lacking these thing create a bad
impact on brain in form of depression or loneliness.
◦ Self Esteem:- The esteem need is next in the hierarchy of maslows need of
motivation, he divided the persons need to gain recognition, status and feel respected.
The two categories are respect from others which consist of achieving fame, prestige
and recognition, respect from oneself includes dignity, confidence, competence,
independence and freedom.
◦ Self Actualisation:- The last and top level of motivator is the feeling that proper
utilisation of skill is achieved, person is doing which is the life long dream, having
chances to obtain new skills, continued education and happiness is achieved in the
process of doing jobs.
 Process Theory of motivation:- As application of motivation can categorised into two
types positive and negative both are opposite to each other in many ways,
◦ Positive Reinforcement:- Motivation induced by way of satisfying the under lying
unsatisfied need, in this employee get something for abiding with the instruction of
the organisation such as incentives, temporary promotion and paid leaves.
◦ Negative Reinforcement:- In this candidate feel tension or pressure of getting into
problematic situation, it induce action for the avoidance of the pressure situation
(Buchanan and Badham, 2020). Such as punishment monetary or non-monetary,
penality for the missing the targets given by the head, demotion if employee are not
able to perform that well on that position of the organisation.
 Motivational Techniques:- There are two type of techniques of motivation depending
on the basis of the origin of the forces inducing the behaviour towards the organisation
goals.

◦ Intrinsic Motivation:- The motivator which uses internal feeling or internal needs to
give the motive to act according to the requirement of the organisation. This kind of
motivation provide internal happiness to achieve the the desired feeling in the
operation of the organisation.
◦ Extrinsic Motivation:- Motivation which is induced from the outer things such as
money, extra facilities in exchange of the action needed by the organisation to
achieve it targets with minimum costing and maximum out put.
 Vroom expectancy theory:- Vroom expectancy theory is a study that tell about the
psychology of the human regarding the motivation for working, the author told that the
association in very important as it provide driving forces, here association is that actions
influence the rewards or the returns, expectation that good efforts result in the
achievement of predetermined objectives , the believe that good efforts result in rewards.
◦ Valence:- As the belief system have everything deals with the movement of
employee is the working environment, So employees are assured that the result,
reward or value is important to the individual then only the employee tries to obtain
that outcomes.
◦ Expectancy:- As the result of the expectation that putting extra efforts result in the
achievement of the rewards, These believes is utilised by the employer to deviate the
efforts of the employees in accordance to best suited the organisational interest.
◦ Instrumentality:- The believe that generating good result help to attainment of the
objectives as most reward offered by the organisation only motivate when there is
instrumentality that company will do exactly what they say that following that
behaviour result is achievement of offered rewards.
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.
As the Tesco is multinational company which have huge work force to operation such
scales of operations , Companies most of the investment is in employing the human resources So
successful return on investment can only be achieved with the efforts of employees so to boost
the working pattern of the organisation, company consider motivation as a critical tool to direct
the efforts of employee by achievement of personal goals in the process of performing the
assigned job (Kulikowska-Pawlakand Zatoński, 2019). Tesco need to understand the needs of

different department employee and prepare full fledge strategies to provide the rewards
accordingly in respect of the their personal requirements to drive maximum movement to
achieve the desired output of the organisation. These concepts, theory and model provide ready
made base for policy formations, that policies have more chance to be successful than than of
with no research, help to reduce the costing of the operations reducing the wastage avoiding hit
and trial methods.
P3 Explain what makes an Effective Team as opposed to an Ineffective Team
Basis Effective team Ineffective team
Underlying goals
Member contributions
Listening
Conflict resolution
Decision making
The aim of the task is well
understood and appreciate by
members.
Each and every person
contribute in its best potential
to achieve the organisational
goal.
Mutual respect is given to the
ideas of members by provide
opportunities to be heard.
If there is a disagreement with
valid reason then no conflict
arises in case of effective team
or they solve it for
organisation benefits.
All the decision are taken with
the consensus to which every
one agrees.
The organisation is unable to
understand the essence of the
organisational objectives.
Not much of participation
from the side of them member
towards the organisational
goal.
No body cares about the ideas
of the member, they are
ignored and discouraged.
If there is disagreement there
is conflict to suppress the
voice and hamper the
organisation objectives .
Decision are taken without
considering the calls the of
members, So premature
decisions are taken on the part

Leadership
Self evaluation
Division of labour
The leader of the group doesn't
dominant the team not team
act in disrespectful of the
leader.
The group is more interested in
self examination to find the
fields where they are lacking
behind. To overcome that
weakness.
Clear assignments of duties,
tasks and responsibilities in
respect to assigned work.
organisation.
The leader don't considered the
say the of the member,No
matter who is right in that
context.
The ineffective group avoid
the self rectification rather
believe on blaming concepts.
No clear and equal division of
responsibilities, duties and
tasks, so full of confusion
regarding the task.
Critically analyse at least two group development theories to discuss the effectiveness of
teamwork in achieving the goals.
 Tuckman's Model
◦ Tuckman's theory was a psychological theory which tell the five steps of team
formation that human uses to make an effective kind of theory (Anderman, 2020).
These consist all the step form first meeting to the ending of the association for the
projects.
◦ Forming:- the first stages where member a had a introduction to each other and task
are assigned. Here all the member work in the independently have no trust on each
other for the execution of actions, discussion is very common about everyone skills,
background and history, organisation goals, timelines, rules or regulation and there
part in the job to achieve goals.

◦ Storming:- In here most of the organisation start experiences the conflicts of interest
in the execution of the group activities, every body started dominating the group
according to their direction.
◦ Norming:- This is the stage where personal goals start to fade in organisational,
member became use to work as team but some conflict arises with the projects
assigned to them but it is consider as disagreement and solved accordingly.
◦ Performing:- The performing stage is where almost every member of the
organisation known each other strengths and weakness have familiarity so can help in
struggling matters, employee feel confident and motivated no need for strict
supervision.
◦ Adjourning:- Its is the last stage of the team formation here discontinuation of the
team is done every member is leaving the places of the group, past experience will
become the helpful in attaining the coordination with reassembled in future.
 Belbin Theory – is given by Meredith Belbin's research shows that the most successful
team were composition of most diverse mix of behaviours. To build highly efficient team
the nine Belbin team Role behaviour's at the appropriate times.
◦ Resource investigator – It is the quality to make contacts to know about of all types
resources which can be exploited to use opportunities to develop new ideas and keep
other energetic.
◦ Team worker – As member need to have the cooperativeness among the members as
to coronate
◦ properly about the duties and responsibilities assigned to the particular member as
they can help each other in that respect.
◦ Coordinator – As organisation achieve their targets by coordinating divided task
among people according to the discussed plan to compete the task in effective and
efficient ways.
◦ Plant – is the skill to be high creative at problem solving in the organisation many
problem arises in the process of completion of objective predetermined in the
organisation .
◦ Monitor Evaluator- such skill is useful in monitoring the process of the organisation
to find out the problem areas in the process.

◦ Specialist – Are the person with extra ordinary information in the related subjects to
provide solution to all problems.
◦ Shaper – provides guidance to the team to stick to the organisation objective help to
attain it in more efficient and effective way.
◦ Implementer – Execution of the panned activities is carried out by the efforts of this
persons as efficiently possible.
◦ Completer Finisher – Is the assembler of the distributed task to compete the task in
best quality and standard.
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams
As Tesco use divisional structure in the management of the organisation so team needed
to be coordinated in an productive ways both Tuckmen and Belbin can help as Tuckmen
provides with the stages that will be experienced in the process of forming effective team. These
steps provide advance information through which company can involve in corrective decision
making so losses can be minimised and profit can be maximized (Otte, Konradt and Oldeweme,
2018) . Belbin tell the necessary traits which can help the organisation in every essential palaces
where company need the related skilled persons, company can incorporate the group considering
all the traits to make effective team.
P4 Apply concepts and philosophies of organisational behaviour within an organizational
context and given business situation.
 Path goal theory:- As organisation is operated by the leaders and the goal theory is
based on the concept of expectation in Belbin theory that the expectancy of the reward
will change the way people act in an organisation such as leader application acts as
reward for the employee. The goal theory provide with the tell the ways leader can use
the leadership behaviour to influence the workforce in positive way (Lacerenza and et.al.,
2018). Concept of theory is leader provide the employees with the clearly state
instruction to compete the task with experiencing the the obstacles and drawbacks.
 Employee characteristics:- As employees have dynamic character of there own, each
and every personal respond to other motivator, employee consider different things as
obstacle in the path of the organisation goal, So it is the duty on the management to deal

with employee in such way that employees able to perform to the best in potential for
own self as well as for organisation.
 Task and Environmental characteristics:- As tasks are the divisional part of the big
project which is assigned to particular team to complete it in best possible way which
later combined to complete the full assignment and environment analysis is integral part
of the organisation as environment tell the best organisation warning and opportunities
that can be in foster the organisation with out creating obstacles.
 Leadership Styles :- There are many leadership style that management of company can
adopt in order to administrator over the company, for controlling the operation of the
business in order to survive, compete, and excel at profitability of the organisation (Team
Hadi and Chaudhary, 2021). These are some of the types of leadership styles to operate
business in effective ways:-
◦ Democratic Leadership:-In this leadership style management take the views of the
employees in respect of decision making, So organisational interest is consider to be
personal interest channelising most of the efforts into the direction of the achievement
of organisational goals.
◦ Autocratic Leadership:- In the leadership style where leader don't considered the
views of the employees and other interested parties but direct them how to operate on
the task assigned and completion of the task in order to achieve organisation goals
◦ Laissez-faire Leadership:- Here the management leave full decision making
authorises in the hand of subordinates so quick decision making can be practices but
sometime the direction of work go conflicting in the organisational goals.
◦ Strategic Leadership:- The leader which consist of the best of both the autocratic
and laissez-faire as they provide working decision in the hand of worker and the
management have all the critical decision making power.
◦ Transformational Leadership:- As leadership which allow management set targets
and goals which different department need to achieve over time. So productivity can
be controlled with relation to the workload on the company(Al Khajeh, 2018).
Targets are transformed according to the needs of growth for the achievement of
organisational goals.

◦ Transactional Leadership:- As this leadership style provide with the target based
incentive scheme for the employees as it best ways to increase the productivity of the
organisation, no rigidity by the employee as they are getting something extra for
working hard.
◦ Coach-Style Leadership:- In this leadership style management of the company
assign individual head for particular department in order to observe the performance
of the department and provide corrective action for the improvement of the
productivity.
◦ Bureaucratic Leadership:- In this leadership style the employees opinion is
respected only if it is aligned with the interest of organisation or rather management
will reject the suggestion and planned decision will be enacted coming from top
management.
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within
a given business situation.
Tesco is a public limited company that organisation is governed by the board of
director,So democratic leadership is present as voting is done on each and every decision before
taken into consideration (Mwesigwa, Tusiime and Ssekiziyivu, 2020). That why the employee
feel connected to the organisation, workforces do the work in best of their potentials. As
philosophies help the management understand the relation between productivity and organisation
behaviour. Path Goal theory is the guidance for leadership to operate the operation in such way
that it create positive work environment resulting in increased productivity. Leadership style
contribute most in the organisation behaviour so choosing best suited style create wonders for the
organisation working. Different leadership style are proposed which is suitable in different
situation and their impacts have dynamic effects on organisational behaviour.
CONCLUSION
From the above discussion, these conclusion can be drawn that organisation behaviour
have great impact on the productivity of the organisation so as to improve the effectiveness or
efficiency of the organisation by applying politics, power and culture in a way provides support
in achievement of the organisational goals, Motivation is proved to be best practice which
organisation is undertaking in order to influencing the human resource to achieve personal

satisfaction among employees in the process of achievement of targets. Effective team is very
important in the organisation to empower it to achieve targets on time at minimum cost (Rabiul
and Yean, 2021). Leadership help a lot in the motivation of the subordinates of the organisation,
Democratic is best from is this respect in case of Tesco company follow all the necessary code
of conduct to enhance the performance on ground.

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