Organisational Behaviour - Tesco Assignment

UNIT 12
ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Analysis of an organisation's culture, politics and power influence individual and team
behaviour and performance.........................................................................................................3
LO 2.................................................................................................................................................6
P2. The various motivational theory and techniques helps an organisation to achieve its goal 6
LO 3.................................................................................................................................................9
P3. Various team and group development theory ......................................................................9
LO 4...............................................................................................................................................11
P4 Application of concepts and philosophies of organisational behaviour..............................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational Behaviour is the observation or study of human behaviour applicable in the
organisation. It observes the relationships and inter relationships existing in an organisation
(Organizational Behavior Explained: Definition, Importance, Nature, Model, 2016). Tesco is
supermarket retail giant of UK established in 1919 and is the third largest grocery store operating
in the United Kingdom and in various other countries. This report highlights the Organisational
behaviour of the Tesco Company and various other aspects and attributes affecting an
organisation. Further, it describes the motivational theories and processes applicable in the
organisation and the formation of effective or ineffective team in an organisation. Finally, the
various philosophies applicable in the organisational context and in an organisation are discussed
and recommendation are made regarding what more should be adopted.
MAIN BODY
LO 1
P1 Analysis of an organisation's culture, politics and power influence individual and team
behaviour and performance.
An organisation's culture and the various attributes of it are very dynamic in nature. Tesco being
the supermarket giant is a very old company. It has gone through a number of significant
changes in all its years of operations and still undergoes. Not only culture but power and politics
are also highly dynamic elements of any company.
Culture :- Two models of cultural dimensions are Hofstede's Model and Handy's Model.
Hofstede's Model :- Geert Hofstede gave five basic cultural dimensions in a versus construction.
They are :- Low power v/s high power which shows the inequality in power holding;
Individualism v/s collectivism where strength of the ties between individuals and community is
evaluated; Masculinity v/s femininity where an organisation's compliance to different male and
female roles is evaluated; Low uncertainty in avoidance v/s high uncertainty in avoidance where
the degree of anxiety which a society member feels if faced with an uncertain situation is
evaluated; Short term orientation v/s long term orientation where traditions and their following in
the society is evaluated (Miner, 2015).
In Tesco, practices low power distance, encourages collectivism, lower difference in
masculinity and femininity, has lower uncertainty avoidance and scores lower in short term
versus long term. At Tesco, the culture is given a priority and the management always strives to
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keep its employees happy by motivating them through their cultural practices. Although, Tesco
gives more importance to the senior management in the company relying on their experience and
trust their instincts regarding business trends as they have been in the industry longer than other
less experienced employees. This benefits the company as a team immensely but sometimes it
also brings redundancy in the organisation and demotivate the employees on an individual basis
as they fail to incorporate new or innovative practices which would have benefited the company
in a better way. While some practices like lower difference in power given to the employees
encourage them as an individual, it presents itself as a problem while dealing in a team when two
individuals with conflicting nature work together (Kanfer and Chen,2016.). Similarly, attributes
like collectivism encourage the employees to work as a team and enhances a sense of
belongingness in the organisation but on an individual level, lack of recognition often creates a
negative impact.
Handy's Cultural Model – Four types of cultural model are as follows -
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Illustration 1: Hofstede's Model
Source :- Hofstede's National Cultures, 2017