Evaluating Organisational Performance and Employee Motivation

This assignment involves evaluating the effectiveness of organisational performance and employee motivation within a selected organisation or industry. It requires analysing various management theories such as Herzberg's Two-Factor Theory, Maslow's Need Hierarchy Theory, and the Theoretical Domains Framework to identify key factors influencing employee motivation and job satisfaction. Additionally, it involves examining the role of knowledge sharing on organisational innovation and the impact of top management team integrative complexity on corporate social performance. The assignment aims to provide a comprehensive understanding of human resource development strategies and their applications in business and management studies.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION .........................................................................................................................1
PART 1............................................................................................................................................1
P1 Evaluation of organisational culture, policies and power that influences individual and
team behaviour.............................................................................................................................1
P2 Theories of motivation and motivational techniques enable effective achievement of goals
......................................................................................................................................................4
P3 What make team affective as opposed to an ineffective teams..............................................4
Application of Concepts and philosophies of organizational behaviour to a given business
situation........................................................................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCESS .............................................................................................................................8

INTRODUCTION
Organisational behaviour (OB) is the study of the way people intact within group in an
organisation(Chiboiwa, Chipunza and Samuel,2011). Study of OB is done to create more
efficient business organisation. Core idea on basis of which study on OB is done is apply
scientific approach to management and workers to increase efficiency. Study on OB examines
human behaviour in the work environment and impact of this on job structure, management,
leadership, communication, motivation and performance. Organisational behaviour provides
different theories that are used to improve efficiency of employees. In this project report
information regarding Organisational culture, policies and power influences individuals and team
in TESCO. Motivational theories and techniques that enables organisation to achieve its goals
effectively. Relationship between culture, policies, power and motivation that makes a team
more successful.
PART 1
P1 Evaluation of organisational culture, policies and power that influences individual and team
behaviour
Organisational culture is defined as values, assumptions, beliefs and ways of interacting
that makes each organisation's culture different and unique(Dartey,Baah and Amoako,2011).
Culture of an organisation is developed slowly over a period of time. The employees, work and
customers guide the organization culture. Study of typology of culture type helps to better
understanding of culture. Cultural innovation and maintenance also important. Culture in an
organisation helps to adopt changing environment and also to resolve problems that occurs on
daily basis.
Charles Handy's Organisational Culture
Charles handy born in 1932 and he is a well-known philosopher who has specialised in
organisational culture. According to Handy organisation culture is of four different types and a
organisation can follow any one of them. These four cultures are power, task, person and role
culture. To clearly define a suitable culture for TESCO details of all these cultures are as
follows-
 Power culture: Organisation's that follow culture to provide power in few hands and that
persons are authorised to take decisions for organisation. Concentration of power in few
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hands will leads to provide privilege to certain person at workplace. They become
important people at workplace who take major decisions. Individuals that posses power
delegate responsibilities to employees of organisation. Employees have to strictly follow
instructions of their superior persons. Organisation culture do not provide liberty to
employees to express their opinion to superior's and have to follow instructions provided
to them. This type of organisational culture is partial to employees and concentrate more
power on few hands.
 Task culture: Organisation's that form a team to achieve a goal and to solve critical
problems follow task culture system(Farndale,Hope,Hailey and Kelliher, 2011). In this
culture individuals that posses same interest and specialisation in a particular field come
together to form a team. Team to complete a particular task involves five or six members.
Every team member contribute best of there knowledge and helps to complete a task in
most efficient way. This type of organisational culture provide more productive results to
a particular task.
 Person culture: Organisations have environment where people feel that they are more
important then the organisation. In a person culture, people are self focused and treat
organisation as a second priority. Growth of organisation is at back seat in this culture
and in long run organisation suffers. Employees come to workplace for sake of money
and they do not find any attachment for organisation. They are not loyal towards
organisation and always takes decision that provides benefit to them not to organisation
as a whole.
 Role culture: Role culture is a culture where every person in an organisation is provided
with power and responsibilities, qualification and experience to bring best of their
knowledge(Francis, O’Connor,and Curran,2012). Every employee of organisation
perform best and ready to take new challenges. More responsibility and power helps to
take quick and effective decision making. Power comes with responsibility and everyone
is responsible for their work.
TESCO'S to influence individual and team behaviour should follow Role culture. As role
culture provides power and responsibility to each and every one in the organisation. This
provides each individual a fair chance to prove themselves and use their specialised skills for
benefit of organisation. Distribution of power will give everyone right to express their opinion
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and responsibility makes everyone answerable for their work. This will boost positivity in
individuals for organisation and also improve their team performance.
French and Raven's Five Forms Of Power
Power is defined as ability to influence others(Goldand, 2013). It refers to the capacity to
affect behaviour of subordinate with control of resources. John French and Bertram Raven
power theory helps to understand why some leaders are so influencing and powers a leader
should to bring out best from the people. They provides five basis of power that influences
organisational behaviour. These basis are as follows-
 Legitimate power: Power which is related to a position is called legitimate power. In an
organisation CEO, board of directors posses different powers but these all belongs to
them because of that position. This power is unstable and unpredictable that can
disappear instantly. People in organisation is influenced because of this position not by
the person who posses it.
 Reward power: Reward power ariser from the ability of a person to influence the
allocation of incentive in an organisation. Problem of this power is that it is not as strong
as it seems. As supervisor do not posses all power to increase in salary or grant any
rewards. Even managers and CEO also requires approval of board of directors for
promotions.
 Coercive power: Person who can provide punishment and threats to employees of
organisation enjoys coercive power(kasemsap, 2016). Use of coercive power is done to
threaten employees to fire them or to cut pay and rewards. This is a negative and person
who posses this power does not have will to do this. Use of coercive power is done as
last resort and overuse of this will make employees to leave company.
 Expert power: This power belongs to the person who has knowledge and skills that
helps to understand situations, suggest solutions and use solid judgements. This
behaviour influences employees in organisation and they start listening to that person.
This power increases confidence and reputation, also a rational thinking will generate.
This terns a a good way to build expert power and increase leadership skills.
 Referent power: This power come with liking and respecting another person.
Celebrities have referent power as they have influencing power which makes general
public to get attracted to some product which they recommand. Person with referent
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power at workplace makes everyone feels good and influence them. To earn this power it
is not necessary to do anything. Use of this power to manipulate others is not tolerated.
P2 Theories of motivation and motivational techniques enable effective achievement of goals
Motivation is a word derived from the word “motive” which means desire, needs, wants
or drives in an individual(Kaur, 2013). It is process that stimulates people to actions to achieve
their goals. It is very important at the workplace for boost the employees moral and beleifs. A
motivated worker is a asset of organization. In context of achieving goals various motivation
techniques are used. These techniques are as follows:
 By providing a positive working environment.
 By setting up professional goals.
 Providing the self motivation to employees.
 Provide rewards to the employees for their good working powers.
 Recognize employees by achievement awards.
P3 What make team affective as opposed to an ineffective teams.
A effective team is always beneficial for a organization. Ineffective team always create
barrier in achieving the organizational goals and objective(LA, 2013). There are various theories
and techniques which helps in team development. Tuck man theory of group development
describe the various steps of making an effective team. The followings are various stages of tuck
man theory of group development:
1. forming
2. storming
3. norming
4. performing
These above phases helps in development of affective team. Forming stage of this theory is the
first step in which team introduced itself with the opportunities and challenges. The second step
of theory which named storming in it team gain the trust of each others. When employees gave
their opinions and conflict arises between them. The tolerance level is at higher level in that
stage. After emphasizing on tolerance and differences of team members the net stage introduced
which named norming. In this next stage the greater intimacy take place after resolving the
issues arisen between team members. All team members take responsibility to full fill the goals
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and objectives. The last stage is performing in which group members achieve goals with high
efficiency. If leadership change then it may be revert to storming stage. A additional stage is also
introduced which called norming and re-norming(Laforet, 2011). It reflect the period after
reforming where the efficiency of working of a team improves. That theory also reflect the four
leadership strategies as with its process of motivation. These are co-ordinating behaviour,
coaching behaviour, empowering behaviour, supporting behaviour, Maslows hierarchy of needs
represent a pyramid which shows level of needs. It also used as a theory of motivation. It shows
five level of needs. It includes physiological, safety, belonging and self esteem need, self
actualization. According to maslow by satisfying these needs employees can be motivated. That
model of motivation provides the sequence of satisfying the needs given in pyramid(Michailova
and Sidorova, 2011).
Tesco also motivate its employee by using motivation theory in practice. It uses that
technique by paying attention to its employees. It provide satisfiers to workers and enable them
hygienic factors to motivate them. It also uses the timely communication and appropriate contact
from its employees as motivation tools. These above makes the team effective opposed to
ineffective team. These factors which motivate and increase efficiency of team members and
make it effective. Opposed from that an ineffective team doesn't affected by these factors which
makes a team effective. There are various other theories of motivation other than the tuck man's
theory of group motivation. According to the requirement of factors the distinct theories are
adopted by the different- different organization. At present Tesco use Meslow and Herzberg
theory to motivate its employees. The motivational theories plays a vital role in increasing
efficiency of human resources. To perform well an and achieve its objectives TESCO is required
to follow a mix of different powers. As legitimate power helps in quick decision making and
reward power will influence employees in TESCO to perform well to get rewards. Coercive
power is required to make everyone perform their work on time. Use of expert power will lead to
efficient performance and quality decision making. Influencing others to perform well will
increasing productivity of individuals and when individual performs good this lead to efficient
team performance.
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Application of Concepts and philosophies of organizational behaviour to a given business
situation.
Organizational behaviour refers to the study of methods and techniques by which people
interact within the group(Owoyemi and Ekwoaba, 2014). It is a scientific approach which
applied to workers for better management and higher working efficiency. Concepts of OB based
on two elements such as nature of people and nature of organization. These both the elements
include various components which influence the behaviour of working people in organization.
The motivational theories affect the employees physiologically. Philosophies and concepts of
organizational behaviour helps in solving the every business situation. By applying the concept
of organizational behaviour some major factors can be highlighted which affect the nature of
human resources and nature of organization. Philosophies defines as the principles and values of
which guiding employees within an organization(Wong, Ormiston and Tetlock, 2011). It is the
soul of an organization whereas goals are heart. It includes the strategic goals and take place in
organization structure after layer of purpose. These should not be changed. These are the core
values which guide the employees.
These influence the behaviour within the organization by applying the core values. These
are the special attributes. It make the organization different from other business entities. concepts
include the group behaviour which reflect the team effectiveness. It provides the reasons for
changing their mind for a particular thinking. Meslows and Tuckmans theory of motivation
describes the various needs of employees which motivate them for doing better work with more
efficiency. These theories influence the behaviour with in organization by changing the existing
working power of employees. Tesco also faces various problems regarding the behaviour in
organization. Because day by day changing behaviour of employees are barriers in achieving the
organizational goals. So Manager of TESCO must be aware about all political issues lie within
the organisation and also that belongs to outside business. This helps manager to be well aware
of problems and process that required to solve these issues. TESCO can also improve its business
situation by applying the concepts and philosophies. Because these helps a business to grow at a
higher level. Leadership strategies used by Tesco according to the needs of hierarchy helps the
organization as well other concepts. A successful team development also require effective
leadership strategies(Wood2016).
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CONCLUSION
At the end of the report it can be concluded that motivation is very important term for
every organization. It is not always in the form of Monterey benefits although can be in another
form. Above discussed various theories of motivation helps an organization to motivate their
employees. All employees understand the organizations goals and objective clearly after
motivation. Tesco have to consider these techniques for getting success in today market. It earlier
adopted some theory of motivation but also need to more concentrate on other approaches and
techniques of motivation. By considering these recommendation TESCO can improve its
business activities.
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REFERENCESS
Books and journals
Chiboiwa, M. W., Chipunza, C. and Samuel, M. O., 2011. Evaluation of job satisfaction and
organisational citizenship behaviour: Case study of selected organisations in
Zimbabwe. African Journal of Business Management. 5(7). p.2910.
Dartey-Baah, K. and Amoako, G. K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management. 3(9). pp.1-8.
Farndale, E., Hope-Hailey, V. and Kelliher, C., 2011. High commitment performance
management: The roles of justice and trust. Personnel Review. 40(1). pp.5-23.
Francis, J. J., O’Connor, D. and Curran, J., 2012. Theories of behaviour change synthesised into
a set of theoretical groupings: introducing a thematic series on the theoretical domains
framework. Implementation Science. 7(1). p.35.
Gold, J. and et. al., 2013. Human resource development: Theory and practice. Palgrave
Macmillan.
Kasemsap, K., 2016. The role of knowledge sharing on organisational innovation: An integrated
framework. In Business intelligence: Concepts, methodologies, tools, and applications
(pp. 406-429). IGI Global.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of
Management and Business Studies. 3(10). pp.1061-1064.
LA, B., 2013. Will prescriptions for cultural change improve the NHS?. BMJ. 346. p.19.
Laforet, S., 2011. A framework of organisational innovation and outcomes in SMEs.
International Journal of Entrepreneurial Behavior & Research. 17(4). pp.380-408.
Michailova, S. and Sidorova, E., 2011. From group-based work to organisational learning: the
role of communication forms and knowledge sharing. Knowledge Management
Research & Practice. 9(1). pp.73-83.
Owoyemi, O. and Ekwoaba, J. O., 2014. Organisational Culture: A Tool for Management to
Control, Motivate and Enhance Employees’ Performance.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal, ESJ. 9(17).
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Wong, E. M., Ormiston, M. E. and Tetlock, P. E., 2011. The effects of top management team
integrative complexity and decentralized decision making on corporate social
performance. Academy of Management Journal. 54(6). pp.1207-1228.
Wood, J. M. And et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd.
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