Impact of Organisational Behaviour on Team Performance and Motivation Theories in Tesco

This report evaluates the impact of organisational culture on team behaviour and performance in Tesco. It analyses the importance of motivational theories in attaining goals of the organisation and assesses the difference between effective and ineffective teams. The report also applies the concept and philosophies of organisational behaviour in the business situation. The report covers the Tuck-man's model of team development and explains the theories of motivation, including Maslow's Hierarchy theory and Herzberg's Theory.

organisation behaviour

Table of Contents
Introduction:.....................................................................................................................................3
MAIN BODY...................................................................................................................................4
Part-1:...............................................................................................................................................4
Describing the effect of culture, politics and power of company on individual and team
behaviour and performance:........................................................................................................4
Explaining about theories of motivation as well as its effect on achievement of company
goals:...........................................................................................................................................5
Part-2:...............................................................................................................................................8
Highlighting the factors that makes an effective team as opposed to ineffective team:...........8
Applying concepts and philosophies of organisational behaviour in given business situation:
...................................................................................................................................................10
Conclusion:....................................................................................................................................12
References......................................................................................................................................13

Introduction:
The term organisational behaviour is termed as the academic study about the interaction
of different people within the company. In the business firm, the principles of organisational
behaviour is applied in order to make business operations more efficient in nature. The concept
of organisational behaviour is critical for making better relationship with employees by aligning
their personal objectives with that of common goal of company. In addition to this, it also brings
coordination in management activities which brings high growth in performance level. The
Tesco PLC is the British multinational organisation which deals in groceries and general
merchandise products. The firm was founded by Jack Cohen in the year 1919 and is
headquartered in Welwyn Garden City, England. This individual report will evaluate the impact
of organisational culture on team behaviour and performance. In relation to this, the report will
also analyse the importance of motivational theories in attaining goals of the organisation.
Moreover, the report will also assess difference in effective and ineffective teams as well as will
also apply the concept and philosophies of organisational behaviour in the business situation.
MAIN BODY
Part-1:
Describing the effect of culture, politics and power of company on individual and team
behaviour and performance:
The culture of Tesco company is changing at the rapid rate(Waterson, 2018) . The below
mentioned are the various aspects of organisational culture that will be evaluated in relation to
Tesco firm:
Power culture:
The culture of the company allows very limited person to enjoy the power associated
with higher position. The high ranking people have complete authority to influence decision of
company. These people are also known as elite workers of the organisation. In result, the lower
lank managers are not allowed to present their views in effective manner.
Task culture:

This type of culture are dependent on the performance level of team members at working
environment. In this culture, the teams are formed for the purpose of attaining goals and
objective in most effective manner. It gives the opportunity for every team members to complete
business tasks in appropriate manner.
Person culture:
The company who practises this type of culture basically prioritise the importance of
workers in the organisation. In this type of culture, the workers lays more focus on meeting
personal goals rather than achieving company objectives.
Role culture:
The culture of the firm points focus on the assigned roles of the team workers. The roles
are distributed to employees as per their specialization, experience as well as educational
qualification. It provides the opportunity for selecting the most appropriate work role.
The external power as well as political climate of UK impact the culture of Tesco in
many ways(Antonsen, 2017). The negative effect of political climate on company can be
eradicated by implementing cultural norms and model at the workplace.
The changes in the business policies of Tesco firm have undertaken after evaluating the
changes in political climate of country. The adoption of creativity in firm supports in improving
organisational culture in proper manner. The management of Tesco firm has also launched new
policies through which the firm connects directly with the audience. In result, this causes
fostering of positive relationships with employees.
It was also analysed that the culture, power and politics influence the Tesco firm. It
possess necessary changes in decision making strategy of organisation. The key focus is to
establish positive relationships within employees along with customers and other parties related
to the organisation. The above three factors brings a favourable changes in overall productivity
of the company. In relation to Tesco firm, due to changes of culture and interference of politics
and power leads to changes in working culture of the firm(Elsmore, 2017). The directly results in
improvement of working performance of workers in Tesco company. Apart from this, it was
found that these factors possess positive and negative influence on organisational behaviour of
the organisation. As the result, the initiation of implementing power and politics results in new
changes in the field of reward system in which various rewards are being provided to employees

for enhancing their performance in effective manner. In contrast, the power also influence the
dominant nature of high officials which impacts the freedom of lower level workers.
Secondly, the use of politics at working environment also leads in the improvement of
performance level of Tesco firm as it applies the political structure of UK country within policies
of company. The adaption of these government policies results in enhancing competitive position
of firm in effective manner.
Explaining about theories of motivation as well as its effect on achievement of company goals:
The term motivation can be describe as feelings which fuels the goal attaining behaviour
of employees at the work place. The leads to enhancement in performance of worker for
achieving organisational objectives in effective manner(Stephenson, 2018). The main objective
of motivation theories is to evaluate the process of motivation as well as also analyse the manner
of motivating people. The theories of motivation has divided into two categories such as:
Content theories: These theories are also referred as need theory which directs the human
behaviour by influencing their inner factors. The motivation theories lays focus on strategies
which helps in increasing motivation level of workers. Some of the motivational theories are
explained below:
Maslow's Hierarchy theory: Physiological needs: These needs are the basic needs of human which are considered
essential for the survival of the human beings. It covers food, cloth, water and shelter. Safety needs: In the second step, the security needs of employees are taken into
consideration. In order to meet the safety and security demand, the company needs to
provide complete security in the form of giving health insurance, home loans and other
security. The fulfilment of this need can support Tesco company in improving
motivation level of customers in effective manner(Martínez-Caro, Cegarra-Navarro and
Alfonso-Ruiz, 2020). Social needs: The meeting social need of the employees consists of providing informal
communication platforms within the company. The Tesco has successfully made many
groups such as sports team, club parties and other social activities. Self esteem needs: After fulfilling the above needs, the human go for demanding feelings
of receiving respect from their managers and senior managers. The managers of Tesco

company understand the value of improving self esteem needs of workers so in order to
this the manager organises regular promotions to its hard working employees.
 Self- actualization: This can be termed as demand of humans under which employees do
business tasks for the purpose of gaining self-fulfilment by developing suitable skills for
doing jobs in effective manner. For meeting self-actualisation needs, the manager of
Tesco company provides appropriate training sessions on the regular basis.
Herzberg's Theory:
This is referred as two factor theory which represents motivation theory regarding
inspiring employees in order to improve their performance levels(Prasanna and Haavisto, 2018).
The two factors of this theory is discussed below: Hygiene factors: It covers the following factors that do not supply long term satisfaction
to the employees but these factors are critical for employees in boosting motivation level
of employees. These factors includes health care policy, salary level of workers and many
more. The more the hygiene factors, the more will be job satisfaction level of workers. Motivating factors: These factors are not critical for employees in boosting motivation
level but it positively impacts motivation level of employees in effective manner. The
factors for boosting motivation level of workers involves promotion, growth, respect and
many more.
Process theories:
The process theories focus on psychological as well as behavioural processes of
employees and inspire the workers in attaining company goals in effective manner. This
motivation theory helps in implementing changes within organisation structure in effective
manner. It covers Skinner's reinforcement theory as well as Vroom's expectancy theory. Some of
these theories are explained below:
Skinner's Reinforcement Theory:
In 1930s, this theory was discovered by BF Skinner. E. This theory states that the
behaviour of managers against employees are the function of its result. This theory focuses on
the internal values of the workers(Alshaibani and Bakir, 2017). In context to Tesco, the manager
needs to respect the feelings of workers as well as treat them properly so that motivation level of
workers can be enhanced in the better way. For instance, if the workers are making mistakes the

manager should deal with its members in very polite manner so that best results can be achieved
in proper manner.
Vroom's Expectancy theory:
In this particular theory, the Victor vroom has discovered motivation factors on which the
performance of workers are dependant. This theory covers the capability, skills, knowledge as
well as personality. It is noticed that by providing positive and healthy working environment to
employees will lead to improvement in skill of workers which directly enhances their
performance level in best manner. The following are the factors of which motivation of workers
is dependant are: Valence: In order to motivate employees, the manager should gain the insight about
needs and wants of employees so that it can fulfil those demands in the most effective
manner. The manager of Tesco company should to provide reward systems and
promotions for inspiring worker to make best performance(Wehrmeyer and Parker,
2017). Expectancy: In this, the manager needs to communicate the mission of company to the
employees and for obtaining the optimal performance of employees the manager needs to
provide training sessions to workers.
 Instrumentality: In this, the manager needs to communicate all the relevant targets of
organisation to employees as well as allow them to receive exciting rewards for showing
good performance. Thus, by adopting this the manager can improve the motivation level
of workers in most effective manner.
Part-2:
Highlighting the factors that makes an effective team as opposed to ineffective team:
The success of any organisation is highly dependent on the efforts made by effective
teams. The effective teams supports in the improvement of quality standards and also helps in
completing projects in the most productive and effective manner(Thomas, 2017). The Tesco
company was able to develop effective teams at work place which leads in efficient utilisation of
resources. In addition to this, it also supports the company in bringing the talents and skills of
workers in most appropriate manner.

The features of effective teams covers the outline of clear purpose of company along with
vision, mission and goals of the team. Due to this, the team members of Tesco company feels
informal and relaxed in doing day to day business tasks in optimum capacity. It also support in
encouraging the team members to participate in decision making process of firm. The following
explanation defines the Tuck-man's model for developing effective teams within Tesco firm are:
Tuck-man's model of team development:
The Tesco company is required of understand the work done by the effective teams
which comes in the category of team development. The famous psychologist Bruce Tuckman has
shown the team development process under five stages that is:
Forming: In this category, the team is in developing stage where every team members are
stranger to each other. This is often considered as the period of orientation as well as getting
acquainted with the managers and other team members. In this, the people are striving for taking
authoritative position in the organisation(Aburumman, Newnam and Fildes, 2019).
Storming: This stage is often termed as war stage where the team members fights for gaining a
competitive position in the company. This stage is also referred as busy stage where each team
members are busy in gaining trust from each other. Under this, the team members are refocused
on their goals in which every goal is divided in small parts. In addition to this, all team members
are needed to develop task related skills for removing management conflicts.
Norming: In this stage, the team member lay their focus on completing the goal of whole team
and give their opinions for improving the productivity levels in both the aspects such as
individual and collective work. It is also often considered right time for analysing the
productivity of team members.
Performing: In the last stage, the team members develops processes for attaining goals in
effective manner. The team workers try to polish their skills and knowledge so that tasks can be
completed at efficient manner. In this, the team member adopts best strategy for achieving the
goals and objectives in appropriate manner. In addition to this, the performance is also measured
for analysing the success(Kagitcibasi, 2017).
Difference between effective and ineffective teams
Basis Effective teams Ineffective teams
Atmosphere It makes the working
environment of the company
It forms the company
atmosphere more tension and

more informal in nature. bureaucratic.
Clarity In this, the tasks and objectives
are clearly identified to each
member of the team.
In contrast, the tasks and
objectives of team members
are not clearly addressed to
team members.
Decisions The decision in teams are
formed on the basis of decision
made by all team members.
In this, all the decisions are
made with high rank managers
only.
Expression of opinion In this, the ideas are expressed
in very open and free
manner(Beare, Caldwell and
Millikan, 2018).
The ideas and feelings made
by employees are often taken
hidden as fear of being
criticised is high.
Discussion The decisions are discussed by
the wider participation of team
members.
In this, the decision are taken
by only the top level managers
so only small group of
individuals are involved in
decision making process.
Applying concepts and philosophies of organisational behaviour in given business situation:
The fundamental organisational behaviour concepts represents the nature of people
within the company. In context to Tesco, the concepts of organisational behaviour helps the
company to understand that each employees have different attitude level and also explains that
there are various factors which put influence on attitude of workers. Some basic concepts of
organisational behaviour is discussed below:
Individual differences:
This concept puts the emphasis on the behaviour of every individual. It states that
behavioural attitude of every person is different from each other. This unique difference comes
from their personal experiences since birth(Ahmad, 2018). In context to Tesco, the difference in
behaviour of employees inform the management of firm to deal with every employees in
systematic manner.

Perception:
This theory states that every employees posses different perception as well as thinking
level about a particular business situation. This also explains that every worker have
distinguished work ethics which differs on the basis of needs and wants. In relation to Tesco, the
firm have employees who adopt different work strategies and also give different strategies for the
solving same business problem.
Motivated behaviour:
The employee possess several needs and wants and fulfilment of these needs supports the
worker in improving motivation levels at effective way. In context to Tesco, the firm should
formulate proper plans for enhancing motivation level of workers. For this, the organisation
constructs open communication channels which helps the worker in taking regular participation
in decision making process.
Desire for involvement:
This concept of organisation behaviour lays focus that every employee has desire to
express their opinion in day to day business activities. In relation to Tesco, the firm knows the
importance of every worker opinions. So in order to promote this, the firm gives rewards to the
employees who presented the constructive ideas to the firm. This helps the firm in attaining
competitive position in the market(Waddell and et.al., 2019).
Philosophies of organisational behaviour:
The models or philosophies of organisational behaviour are basically business models
that represents and give a glimpse on internal business environment of the organisation. The
following explanation describes five models of organisational behaviour which are:
Autocratic model:
The autocratic model is highly dependable on the elements such as strength, power as
well as formal authority. In the autocratic type firm, the top level managers are responsible for
managing day to day tasks of the organisation. In addition to this, the lower level managers have
little influence power towards decision made by high rank managers(Hughes and Wearing,
2021). Moreover, the lower level managers are also not motivated to present their own decisions
or opinions.
Custodial model:

The company who adopts custodial model allows the firm to provide economic security
to the employees in the firm of wages and other monetary benefits. This supports the firm in
enhancing employee morale and motivation levels towards their duties. In relation to it, this
business theory allows the firm to enhance the volume of highly skilled workers, more motivated
employees which supports the firm in increasing competitive advantage in market. The main
disadvantage of this model is that it also retains as well as attracts low performance employees.
Supportive model:
The firm who practises this type of model within organisational structure are more
focused towards adopting ambitious leadership style. In this, the manager do not practise
autocratic leadership style but gives motivation to the workers for engaging in day to day
decision making activity. In relation to this, the manager main aim is to promote the positive
behaviour of staff members by boosting employee-manager relationship(Long, 2018).
Collegial model:
This business model lays more focus on promoting teamwork environment within the
company. In this, the manager ensures that all workers are actively participating in business
activities towards attaining a common goal of business. In addition to this, usage of collegial
model allows the company in creation of more positive and energetic workforce teams. In
contrast, the mismatch of ideas and thoughts may lead to negative effect on employee
performance.
System model:
In this, the organisation basically illustrates that individuals in company have different
goals, talents and competitive edge(Edwards, 2018). The main aim of this model is to align the
goals of organisation with that of workers. In this approach, the manager provides healthy
working environment that supports the employee in meeting personal objectives leading to
higher motivation levels.
Recommendation:
In context to Tesco, it has been recommended that the company should undertake use of
Supportive model which can allow the firm to pay more attention on giving employee a chance
to provide with constructive opinions and ideas. In addition to this, it will also benefit the
company in reducing employee turnover rates in most effective manner. Moreover, it also

enables the firm in boosting positive working environment which may lead to enhanced
productivity level of workers.
Conclusion:
It has been analysed from the above report that principle of organisation behaviour is
critical for the company in making the positive and health working environment. It was also
analysed that motivation is the most important factor which supports the firm in attracting
positive behaviour from employees. Moreover, it also allow the company in gaining best
performance from the employees. It was also evaluated that positive organisational culture leads
to the development of positive behaviour between employees and individuals. The power and
politics also influences the work performance of workers both in positive as well as negative
manner. This report has also covered the different motivation theories for helping managers in
increasing the productivity levels of team members. In relation to this, the report has also
highlighted the difference between effective and ineffective teams in detailed manner.
Furthermore, the concepts and philosophies of organisational behaviour is also explained within
the selected organisation.

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