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Organisational Behaviour (OB) - Tesco

   

Added on  2020-12-18

17 Pages5391 Words433 Views
OrganisationalBehaviour

Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1 Assessment of organisational culture, power and politics on performance or behaviour ofindividual or team...................................................................................................................3TASK 2............................................................................................................................................6P2 Theories of motivation and techniques ............................................................................6TASK 3..........................................................................................................................................10P3 Effective and ineffective team along with distinguished between both of them team....10TASK 4..........................................................................................................................................12P4 Concepts and philosophies of OB within an organisational context and a given businesssituation................................................................................................................................12CONCLUSION..............................................................................................................................14REFRENCES.................................................................................................................................15

INTRODUCTIONOrganisational Behaviour is a combination of different activities, which is used bydifferent enterprise in order to understand the behaviour of their workforce. It helps the companyin increasing the efficiency of employees by controlling and predicting the working of humanresource for a common organisational goal . TESCO is chosen as the base company in thisreport. It is a British multinational retail company who deals in groceries and generalmerchandise. Headquarters of the company is located in Hertfordshire, England, UnitedKingdom. The report gives detailed information about how politics, culture and power influencethe overall performance and productivity of companies. It further involves a discussion aboutdifferent type of theories and motivation techniques. As a result, managers and leaders use thesetheories and techniques in order to influence and motivate employees to perform their task in aneffective manner. Along with this, effective and ineffective team and their roles has also beendiscussed in this report. At last, in this report concept and philosophies of organisationalbehaviour has been discussed in this report, which helps the management team while dealingvarious situations at the workplace.TASK 1 Analysis of organisational culture, power and politics on performance or behaviour of individualor team.Organisational behaviour refers to the study which tells about how an employee behaveswithin the organisation. One of the major aims is to examine, analyse and understand thebehaviour of employees working in the enterprise. In context of TESCO, managers of thecompany identify that performance of employees highly influenced by the culture, politics andpower within the organisation. In order to enhance the efficiency as well as performance ofemployees, managers of TESCO planned to improve the organisational culture, distribute thepower according to the work. Power: Power mainly depends upon the position which holds by individual within thecompany.It is the ability of an individual with which they can easily influence other peopleworking in the company. In reference of TESCO, majority of power holder by the topmanagement team. Some of the power holds by the HR manager of TESCO are as follows:

Coercive power: According to this type of power, managers of the company force theiremployees to work without their will. It refers to a negative power as it demotivates theemployees which directly affect the efficiency along with profitability of the company. Inreference to TESCO, top management of the company have all the power and authoritywhich leads to avoid conflicts and disputes within the organisation .Reward power: It is the power used by various managers in their organisation in order toinfluence the employees by giving those rewards, perks and benefits. In reference toTESCO, HR manager provide monitory as well as non-monitory benefits to theiremployees. It is a positive type of power which motivates the employees in order toenhance their performance along with the productivity of company. Culture: Culture refers to the set of different values, assumptions and beliefs of anorganisation. Organisational culture influences the working of individual along with theperformance of team. For example, one of the major aims of management team of TESCO is todevelop secure, healthy and positive working culture. As a result, employees’ turnover ratio willbe reduced as well as they will be motivated to perform their assigned task in an effectivemanner. Company adopts Handy's Culture model in their organisation. Handy's CultureIt is the model develops by Charles Handy which includes 4 categories which directlyaffects the behaviour of an organisation. All these cultures are as follows:-Power Culture: According to this dimension of culture, in any organisation there arevery few persons who have the power to take decisions in order to manage functionsof TESCO in an effective manner. In addition to this, most of the employees arebeing judged by their achievements rather than their performance. In the presentcontext of TESCO, it is the culture which highly discourages the staff members andreduces the performance of an individual as well as performance of whole team. Person Culture: One of the main types of culture includes person culture, whereindividuals consider themselves in the organisation as superiors. This type of culture isnot adopted by the management team of TESCO, as each and every individual has theirown roles and responsibilities within the organisation and according to them employeescarry out their own functionalities. In this, power is possessed by everyone who makes itquite difficult to agree on same point.

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