Organizational Behavior and Psychology

The provided assignment includes 11 references from journals such as Journal of Applied Psychology, Journal of Organizational Behavior, and Human Resource Development Quarterly. It covers topics like work-family intervention processes, transformational leadership, emotional regulation, and employee withdrawal behavior. The studies aim to understand human behavior in the workplace and provide insights for effective organizational management.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Organisation culture, politics and power influence performance of team and individual......2
TASK 2............................................................................................................................................6
P2 Content and process theories of motivation enable achievement of company’s goals..........6
TASK 3............................................................................................................................................8
P3 Factors which make an team effective...................................................................................8
TASK 4..........................................................................................................................................11
P4 Philosophies and concepts of organisational behaviour.......................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Concept of organisation behaviour is related with study of those elements which have an impact
on individual, structure and teams behaviour at workplace. Human behaviour is known as
unpredictable element and study of different elements helps manager in formulate strategies
through which actions and decisions of employees can be manage. Mainly organisation
behaviour is related with understand the behaviour of workers who perform different roles and
contribute in success of company (Ali, 2010). It is very essential that there should be proper
communication at workplace as this ensure effective execution of all business activities and at
the same time help company in achieve customer satisfaction. TESCO, a multinational
merchandise and grocery retailer based in United Kingdom is consider in this report for study.
Company has various stores across Europe and Asia and is a market leader in grocery in UK.
Influence of politics, power and culture of organisation on performance of teams and individuals
working in organisation is given in this report. Further different theories of motivation that can
be use by managers of TESCO to encourage employees to perform well at workplace is also
included in this. In addition to this various elements which makes an team effective with various
theories of organisation is all mentioned in this report.
TASK 1
P1 Organisation culture, politics and power influence performance of team and individual
Organisation behaviour is a concept which help in understand the human behaviour at
workplace. It help in identify and examine all element that affect the performance of employees
at workplace. Culture, power and politics are the three major elements that largely affect
performance of employees in an organisation (Ashkanasy, Becker and Waldman, 2014). It is
very important for managers of TESCO to study these factors so proper strategies can be
formulated to improve worker’s productivity. All these elements can be better understood by the
following description:
Culture: Organisation culture refers to the values shared by managers and employees of
organisation. It cover shared assumptions, values, beliefs and norms. This reflect how
management of company reflect to the outside factors. Organisation culture have a great impact
on individual and teams working in enterprise as this make the workers aware about what need to
be done and in which manner.
Types of culture and its influence on employee’s behaviour

Handy’s culture:
Power culture: Company with power culture is the place in which power is held in hand
of few individuals. People with power decides what need to be done and all members have to
follow set rules and regulations. Under this type of culture, individuals are judged by what they
achieve rather than how they perform (Demir, 2011). It is very important for managers of
TESCO to ensure that power should be distribute fairly among all individuals in order to
encourage employee’s performance in positive way. Further’ this help in create and maintain
positive environment at workplace which improve overall performance of organisation.
Task culture: In this type of organisation culture, teams are formed to perform specific
projects or to address issues at workplace. Task is important thing that’s why teams are formed
to complete the tasks. Culture of this type at workplace influence employees to work well as
teams are form to achieve set business objectives.
Role culture: This is another type of culture which is based on rules. In this, every
employee remain aware about their roles and responsibilities. Power of an individual is define by
the his position in company. Disadvantage of this type of culture is that decision making process
become very slow and this slow down the performance of all individuals and teams working in
company.
Person culture: In person culture, individuals see themselves as unique to the enterprise.
One can say, in this type of culture, organisation is a collection of various individuals who work
together for same enterprise (DiPaola and Tschannen-Moran, 2014). This organisation culture
improve performance of company and individuals working in company.
Hofstede’s dimensions of culture
Hofstede determined six dimensions that could be use to distinguish one culture from
other and all these points that can be understood by the following points: Power distance index: This dimension of culture reflect the degree of inequality among
the individuals without and with power. High power distance reflect the centralised
organisation with large and hierarchical gaps in respect, authority and compensation.
Opposite of this low distance index indicate the flatter organisation in which both
employees and superiors are considered equal.

 Individualism versus collectivism: This is another dimension of culture model and this
indicate the strength of the tie that a person should have to with community and other
individuals. Low IDV emphasis on team development skills and maintain harmony
among all members of team. Opposite of this, high IDV value more freedom and privacy
of an individual, Masculinity versus Femininity: This dimension reflect the distribution of roles and
responsibilities between men and women. Men are expected to behave assertively in
masculinity societies (Gelfand and et. al., 2012). Opposite of this, in feminine societies,
females are expect to consider feeling of other while performing a task. Uncertainty avoidance index: This dimension indicate how an individual deal with the
situation of anxiety. In societies of high score uncertainty avoidance, individuals do
efforts to make their life controllable. Opposite of this, societies with lower uncertainty
avoidance, people of these kind of society always remain ready for change and openness
to innovation. Pragmatic versus normative: This dimension of culture dimension is also known as long
term dimension. Pragmatic individuals wonder on how to analyse what is true and
normative individuals people are the one who always search the answer of why. Indulgence versus restraint: High IVR reflect the individuals who believe to enjoy life
and have fun. People with low IVR stay stick with rules and regulations.
Seven characteristics of organisation culture
Innovation and risk taking: It is very important that managers and leaders should
encourage employees to take risk and bring innovation at workplace. With this TESCO can offer
innovation solutions to its target customers and can retain them for long time. Managers of
TESCO should give rewards and appraise the workers who bring innovation at workplace in
order to promote a culture of innovation.
Attention to detail: This feature of organisation culture define the degree to which all
workers are expected to perform accurately (Graham, Ziegert and Capitano, 2015). By
emphasis on attention to detail, managers of TESCO can expect their workers to perform their
roles with set standards.
Outcome orientation: This factor indicate that management should focus on outcomes
rather than the procedures and tools used to achieve those outcomes.

People orientation: This element reflect the extent to which companies consider the
impact of its decision on employee performance. By consider the impact on employee’s
performance managers of TESCO can influence employee’s performance in positive manner.
Team orientation: This characteristic of organisation culture emphasis more on
teamwork and collaboration. With this kind of culture, TESCO can improve its overall
performance as working of team ensure optimum utilisation of available resources.
Aggressiveness: This feature describe that company under this focus more on
competitiveness. In this company do all efforts to be superior from its competitors and also
undervalue the concept of corporate social responsibility.
Stability: This feature of organisation culture reflect stable and predictable situations. In
this environment of enterprise remain certain and stable. Feature of this type of culture is that it
help enterprise in maintain constant level of outputs.
Politics: Workplace politics is another element which have an impact on the performance
of employee’s and teams working in an enterprise. This refers to the behaviour and process of
human interactions including authority and power (Hammer and et. al., 2011). It is the use of
social networking and power in enterprise to implement changes that provide benefits to more
workers and organisation. There should be positive policies at workplace as this help in maintain
a positive environment because this help ensures development of good relationship with others
while negative politics increase staff turnover and decrease employee’s morale and lower
productivity of worker who have no power.
Power: Ability to influence the other people and their actions is known as power. It refers
to the capacity of a person to influence the behaviour of workers with help of various resources.
Types of power
Reward power: This power is the ability of manager to offer and control the incentives of
employees. In this, manager control the compensation, promotions and bonuses of employees on
the basis of their performance at workplace. This type of power influence behaviour of
employees in positive manner and influence them to work hard.
Coercive power: This power is also based on the ability of a manager to cause an
unpleasant experience to workers. At workplace, this can be in form of threat for fire, demotion
of the employees working in organisation. Managers of should not should this kind of power as
this decrease the employee’s morale.

Legitimate power: This is another type of power which is based on position. In this both
individuals agree that one individual has the right to influence the behaviour of workers. Mainly,
it is a kind of authority which is delegated to the members working in different position in
company.
TASK 2
P2 Content and process theories of motivation enable achievement of company’s goals
Motivation is defined as those internal and external elements that develop interest and
desire in an individual to continually interested to a job or do efforts to achieve set goals.
Intrinsic motivation: This refers to the behaviour of an individual which is affect by the
internal rewards. It can be said that motivation to participate in an activity because it satisfies an
individual is known as intrinsic motivation.
Extrinsic motivation: When external drivers inspire the behaviour of individual or forces
of external elements on performance of an individual is known as extrinsic motivation. Mainly
this arise from outside element instead of internal factors.
Motivational theories
Content theory of motivation
Maslow’s hierarchy of needs: Maslow focused more on psychological needs of workers.
This theory of motivation has five level in a hierarchy of human needs that required to be
fulfilled in organisation. Fulfilment of one level results in next level up which encourage an
individual. Five level of Maslow need hierarchy can be understood by the following points: Physiological needs: This is the first level which involve biological needs of a human
such as food, cloth, shelter, sleep, air, drink and warmth. Fulfilment of these needs is very
essential for a human to perform optimally. Maslow considered these needs as the most
important needs for a human survival (Hershcovis, 2011). To fulfil this need of
employees working at TESCO, it is essential for managers of company to ensure that
company is offering adequate compensation to all employees so they can satisfy their
basic needs, Safety needs: This level of Maslow’s need hierarchy involve security, stability and
freedom from any kind of fear. Further, all elements should be exist at workplace which
employees needs to feel safe form any kind of harm. Managers of TESCO require to offer

proper training to employees so they can handle risky equipment’s at workplace and safe
environment can be maintained at workplace. Belongingness and love needs: This is the third level of human need which involve
feeling and belongingness. Need of interpersonal relationship affect the behaviour of an
individual at workplace (Hoever and et. al., 2012). To fulfil this need of workers,
managers of TESCO require to encourage developing and working of teams at
workplace. In this way company retain employees for long time period. Esteem needs: Maslow divide this need into two categories known as esteem for oneself
which consists achievement and independence. Other one is respect from others which is
prestige and status. In order to satisfy this need of employees, managers of TESCO are
responsible to provide proper growth opportunity to all employees at workplace.
 Need of self-actualisation: This is the last level of Maslow theory of motivation and this
involve self-fulfilment, seeing personal growth and realising own potential. Mainly this
cover a desire of being capable to achieve everything in life.
With this theory of motivation, managers of TESCO can encourage and motivate employees
to work well. With this, productivity of workers can be improve at workplace which help
company to sustain in market for long run and also improve profitability.
Process theory of motivation
Vroom expectancy theory of motivation: This theory assumes that behaviour of a person
is a result of conscious choices, the main purpose of which is to maximise the pleasure.
According to Vroom performance of an individual is based on the elements such as skills,
knowledge, personality, abilities and experience. Vroom concluded that performance, effort and
motivation are linked with a individual’s motivation. Vroom use Valence, instrumentality and
expectancy factors to describe this.
Expectancy: This is the factor that increase efforts of an individual and that’s why results
in improve performance. It mainly affects by various things such as having proper skills and
resources to perform a specific job in organisation.
Instrumentality: This is the belief that if an individual performs well at workplace then a
valued outcome can be achieved. For this, there should be clear understanding of the relationship
between performance and outcome.

Valence: This factors reflect the importance that an individual place upon the outcome. In
order to make the valence positive, it is very important for a person to prefer attaining the
outcome to not attain it.
All these are the main elements of Vroom expectancy theory. Mainly this theory works
on perceptions. With this, managers of TESCO can encourage employees in any situation in
which someone do something in order to achieve the expected outcome.
Implication of motivation theory on leadership and management within organisation
In every type of organisation, motivation known as one of the most important element as
this drive employee to achieve set goals and objectives. So many theories of motivation are there
which can be use the manager of TESCO to motivate workers to work well. Maslow hierarchy
theory of motivation and Vroom expectancy theory of motivation can be use by the managers
and leaders of TESCO. With these theories managers can fulfil both primary and secondary
needs of individuals which is very essential to retain employees for long time period. Further
with these theories leaders can better identify the element which have a great impact on
performance of individual and teams at workplace (Hoon Song and et. al., 2012). by manage
those elements leaders can create a culture of high performance and commitment which offer
long term benefits to enterprise.
Emotional intelligence: This is known as the capacity to be aware about express and
control own emotions in order handle the interpersonal relationship. It can be defined as the
ability to identify the influence of own and other feelings.
Importance of soft skills for managers and teams: Soft skills are very essential and
valued in today’s business organisation. Today every enterprise focus more on cooperativeness,
positive attitude, flexibility and communication skills of workers. It is very important for
manager of TESCO to have soft skills as this help in create and maintain a good relation with
employees and also help in encourage them to work well. when company have managers and
employees with soft skills that it provide so many benefits to a company as this enable enterprise
to offer a great experience to customers.
TASK 3
P3 Factors which make an team effective
Teams are known as group of people who do various efforts and work together to achieve a
set goals. Working of teams in an organisation provide different benefits to company. This help

in find an appropriate solution of a problem and ensure optimum utilisation of available business
resources. Further when employees work in teams then it improve their knowledge and skills
which improve overall performance of organisation. It is very essential for manages of TESCO
to encourage development and working of teams at workplace so company can perform well.
Different types of teams are there which work in a organisation and these can be understood by
the points given below:
Problem solving teams: As the name implies, these types of teams are the one which are
form to solve a specific problem. In this all members of team do discussion to identify the issues
behind problem (Hülsheger and et. al., 2013). One of the main feature of these type of teams is
that it help in deal with the issues arise at workplace which ensure effective execution of all
business activities. With these type of teams at workplace, TESCO can remove unnecessary
delays arise at workplace and can better satisfy the needs of its customers.
Project teams: This is another type of team which are formed to work or complete a
specific project. Expertise from every field is involved in this team which so that all the issues
can be solved and project can be complete in given time with all specific requirements.
Completion of complex projection in given time period provide so many benefits to company.
With help of these kind of teams TESCO can perform well at workplace.
Functional teams: Teams in which every member perform different role for completion of
all business activities in time is known as functional teams. Manager is the one who direct
employees and assign them different roles so company can achieve its set business objectives.
Virtual teams: These are the teams in which every member of team interact and
communicate with each other through various communication with help of technology. Members
do not interact with each other face to face as work from different locations and areas.
Tuckman’s model of team development
Development of effective teams at workplace is very essential for growth and success of
an enterprise because working of teams not only ensure completion of all business in time but
also help in deal with complex issue rise at workplace. So it is very important for managers of
TESCO to encourage development of teams at workplace so company can perform well and can
better satisfy the needs of its target customers (Lu, 2014). For developing teams there is a model
known as Tuckman model of team development which can be use the managers of TESCO.
Steps involve in this model can be understood by the given points:

Forming: This is first stage in which all teams members interact with each other. All
members remembers depend on leader for direction and guidance. Sin this roles and
responsibilities to be perform by every team member remain unclear. Leaders play a big role in
this stage as they communication teams objectives, purpose and relationships.
Storming: In this all team members do efforts to develop relation ship with others. In this
all members of team are clear about the main purpose of working together. It is very important
for all members to focus more on set objectives so team can better achieve the same.
Norming: This is the stage in which all tem members take decision with discussion.
Commitment of all team members remain high. Team discuss and develop working style, leader
adopt situational leadership to take better decision.
Performing: This is the fourth stage in which teams are well aware and clear about what
it is doing. Main focus of all team members is on overreaching of goals and all decisions are
taken on the criteria set by the leader. In this stage team enjoy a high degree of autonomy which
and all team members look after each other.
Adjourning: Fifth stage of Tuckman model consists break up of the group. After
fulfilment of purpose every individual can move or do new things.
Various elements are there which makes an team effective as compare to ineffective teams as
given below: Communication: It is known as one of the most effective element in an organisation.
Proper communication among all team members ensure execution of all activities in time
as this remove confusion and make all people aware about their roles and responsibilities
(Sliter, Sliter and Jex, 2012). Communication bring cooperation and make a team an
effective one. Proper communication should be used at TESCO so with effective
communication, teams at workplace can perform well. Size of team: Number of individuals in a team is another factor which determine its
effectiveness. It is observed that small teams have good coordination as compare to large
teams due to ease of communication among all team members.
Difference between effective and ineffective team
Basis Effective team Ineffective team
Decision making Under effective team, all
members of team take
In these types of team process
of decision making take place

decision after consent with all
team members. This remove
grounds of riding conflicts and
at the same time help in set
mutual goals and objectives.
without the consent of all team
members and this create
confusion and rise of conflicts
among all individuals.
Distribution of power Effective teams are the one in
which power is divided
equally among all team
members which improve their
performance.
On the other hand, ineffective
teams are the one in which
power is distributed unequally
and this decrease the morale
and performance of team
members.
TASK 4
P4 Philosophies and concepts of organisational behaviour
Various concepts and philosophies of organisation behaviour are there which cana be use by
manager of TESCO in order to encourage employees to perform their best and to create a
positive environment at workplace.
Path goal theory: This theory is based on leadership style which help manager in guide and
direct workers in a way so they can perform in appropriate manner and can achieve set goals and
objectives. With this theory, mangers of TESCO can enhance employee’s morale and can offer
job satisfaction. This theory help in make the employees able to accept job challenges which
improve overall performance of company. Following are the three steps included in this theory:
Employee characteristics: In this workers interpret the behaviour of their leader on basis of
their needs such as desire for control, affiliation, perceived level of ability and structure they
need. In situations when leader provide more than what employees want then employees become
less motivated (Wayne and et. al., 2013). So it is very important for a leader to first understand
their workers in order to better encourage them.
Task and environmental characteristics: Overcoming form issues is one of the main focus of
path goals theory. If a issue or obstacle hinder the performance of employee that leaders require
to guide the in order to select a right path to deal with it. For this leaders require to design the
task, work group so employee can perform well.

Leader behaviour style: If leader adjust his/ her style of leadership as per the task and
employee’s characteristics that this help in motivate employees. There are four types of leaders
behaviour:
Directive: In this leader communicate or make the employees aware about what is expected
from them. Under this leader tell employees what to do, how to do and all about coordinating the
work. It help in make the worker aware about their roles and improve their performance.
Supportive: Under this, leader do various efforts to make the work pleasant by show their
concern to other by being friendly.
Achievement: Under this, leader set challenging tasks for employees and expect form
them to perform best and also show his/ her confidence in them to achieve the set standards.
Participative: In this, leader consults with his followers before take any decision. It help in
maintain good relationship with employees and also help in encourage them to work well.
With help of path goals theory, leaders of TESCO can encourage employees to work well
and can maintain a good relationship with them.
Barriers in effective performance:
So many barriers are there in effective team performance of employees which lowers
their productivity at workplace. these barriers can be understood by the following points:
Lack of trust: This is known as one of the major barrier to effective performance. It
decreases overall output of teams working in company. Managers of TESCO should do efforts to
improve trust among all employees so company can achieve its set objectives.
Poor communication: Communication is known as one of the most essential element of
every enterprise (Williams and Grossett, 2011. Poor communication give rise to confusion and
create conflict among members working in company. So effective channels of communication
should be used at workplace in order to bring cooperation among all employees so they can
perform their job roles in better manner.
Situational resistance:
Resistance is a fateful consequence to any prime changes. Individually rush to support the
position quo if they cognisance their status and security are threatened. In an organisation,
situations are happen suddenly and have a differ differ nature. So, its necessary to an
organisation to take effective actions for these types of situations. They can form a team for
solving situations of the organisation.

Social capital theory:
Social capital used to define an individual position and participation within a specific
group of society , that contributes in their lives in particular manner. Social capital depends on
groups in which persons are take part with that people that they know. The concept of social
capital theory is that an employee's position and status within a specific group rendering some
advantages which perform to their benefits. Social capital has strong impact on the both cultural
and physical capital.
Contingency theory:
This theory was introduced by the Fred Edward Fiedler. This is an organisational theory
which claims that here is no effective path to make decisions, to growth of a company, organise a
business. Alternatively, the best course of action is happening and dependent upon the external
and internal situations. The contingent leader strongly implement their leadership style to the
exact situation. This express the significance of both the situation and personality of leader in
which operate by leader. Leader of TESCO should enhance their skills and ability to influence
their team members.
CONCLUSION
From the above given information, it can be summarised that concept of organisation
behaviour help managers in identify and examine all the factors such as power, culture and
politics that have a great impact on performance of team and employees. It is very important for
manager of every enterprise to encourage employees to perform well so they can perform their
job roles in better manner. For this, various motivation theories such as Maslow’s need hierarchy
and many more are there which a manager can use. Working of team provide so many
advantages to company managers should always development and working of teams at
workplace so enterprise can perform well at workplace. Various concepts and theories of
organisation behaviour are there such as path goal theory which leader can create and maintain
positive environment at workplace which enhance employee’s performance.

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Online

What is organizational behaviour?. 2017. [Online]. Available through.<https://www.css.edu/the-
sentinel-blog/what-is-organizational-behavior-learn-more-about-the-human-side-of-
business.html>.
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et. al., 2011) (Hershcovis, 2011) (Hoever and et. al., 2012) (Hoon Song and et. al., 2012)
(Hülsheger and et. al., 2013) (Lu, 2014) (Sliter, Sliter and Jex, 2012) (Wayne and et. al., 2013)
(Williams and Grossett, 2011)