Organisational Behaviour: Influence of Politics, Power and Culture on Team Performance and Individual Behaviour at Tesco

This report evaluates the influence of politics, power and culture on individual behaviour and team performance at Tesco. It discusses the theories associated with team development and the concept and philosophy behind organisational behaviour. The report also evaluates the content and process theories of motivation and motivational techniques that enable effective achievement of goals.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................2

INTRODUCTION
Organisational behaviour is defined as behaviour assessment at workplace in order to
develop a healthy environment for employees. The analysis is based on how employees
communicate with each other within the firm. Every single person's role have been analysed who
are involved in carrying out organisational operations to accomplish a specific goal. It is
influenced by different disciplines such as sociology, experiences of people, engineering and
psychology. In this report, the select organisation is Tesco which was introduced in 1919 in
England. The organisation serves fro products such as cloths, software, financial services,
electronics and furnitures (Bryant, and Merritt, 2021). This report insight effects of power,
culture an politics on team performance and behaviour of individuals. It also includes the
difference between the performance of an effective and ineffective team. Theories associated
with team development has been also included in this report. Concept and philosophy behind the
organisational behaviour has been also discussed in this report. There is brief discussion on how
theories support the process of an effective team (Daamen, and Hoogendoorn, 2019).
MAIN BODY
TASK 1
P1 Evaluate the influence of politics, power and culture on individual behaviour and team
performance.
Organisation is defined as a set of institutional bodies which consist of different
organisational activities with the purpose to make revenue and profits. Firms always emphasise
on developing a effective team member which can target the goal of the company to make
organisational benefits. An effective team includes a group of people working collaboratively to
accomplish a common task effectively. There are different contributing factors which can change
the mindset of employees. Manager of Tesco need to manage these mid sets. Mangers of Tesco
deeply analyse the performance of employees in order to motivate them to accomplish their work
within the deadline (Eissa and et.al., 2019). Employees of Tesco have been motivated as per the
required manner. Influence of politics, power and culture have been discussed below:
Culture: It is a type of social belief which consist of values, religious, goals and attitude which
are fooled by the firms as per the environment of the company. Every single firm has its own
environment for their workers. Working culture always influence the working of employees.
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Tesco always maintain its working culture in order to make benefits for teams as well as single
employees. There are different factors involved in influencing individual behaviour and
performance of the team, have been mentioned below:
Handy's culture
Charles Handy has introduced this theory. He was born in 1932 and was very popular
philosopher. As per his theory, there are four types of culture, have been followed by the
organisation, are mentioned and discussed below:
 Power: As per this culture, there are some authorised person who hold the power in their
hand. Some authorised persons such as team leaders and managers take important
decisions and other employees follow them. In order to improve the performance and
motivate the employees, mangers evaluate the situation and delegate the authorities
(Fandrejewska, and Wasilik, 2018).
 Task culture: According to this culture organisation develops effective teams which
includes diversified and skilled team members to accomplish a common task effectively.
As per their skills and talents, team members share their powers and accomplish the task
effectively to make organisational benefits. This culture mainly emphasises on the
outcomes and results of organisational operation to make them run effectively and
smoothly. It always affects the behaviour of workers positively as it makes employees
work in their expertise so they can perform with their full potential.
 Person culture: In this culture, employees emphasises on their personal development
rather then achieving organisational goals. Employees work independently and enjoy the
freedom at their working area due to their expertise and professional knowledge. This
culture is being followed by the company with the purpose to make feel employees
valuable and provide ownership to them. Employees feel satisfied under this type of
working culture.
 Role culture: This culture comprises of procedures, rules, agreements and obligations.
Under this type of culture, organisations emphasise on recruitment fro delegation of
responsibilities and authorities. This culture help to boost up the morale of workers to
make them accept the challenges to perform the task voluntarily (Garas, And et. al.,
2018).
Hofstede's culture
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Geert Hofstede has introduced this theory and majorly emphasises on understanding and
developing different cultures across various nations. The cultural influence on individual's
behaviour are as follows:
 Power distance index: It demonstrate the degree of inequity and power borne in the firm.
Higher power distance demonstrate that difference such as inequality and power are
acceptable to the culture. The culture majorly emphasises on the importance of ranks and
authorities.
1. Individualism vs collectivism: It mainly emphasises on the degree, shared between the
society and individual which depends on each other. The concept of individualism
demonstrate that the workers need to focus on their personal aims and gaols rather than
organisational goals where as collectivism states that employees require to focus more on
common goal of team or organisation rather than personal goals.
 Uncertainty avoidance index: It is defined as capacity to tolerate ambiguity, tolerance
and anxiety. Less tolerance of risk refers to higher level of uncertainty. More capacity to
tolerate ambiguity and uncertainty refers to low index.
 Masculinity vs. Femininity: It refers to the authorities and roles distributed among men
and women. It describes and promotes the gender equality in the society. Both the gender
should have the equal opportunity to perform and demonstrate their expertise. With the
help of masculinity people indicates wealth building and assertive where as femininity
shows nurturing and modest (Gkorezis, and Petridou, 2017).
 Indulgence vs restraint: The dimension demonstrate the people in the society who meet
with their requirements or not. Indulgence is defined a society where people live
independently and enjoy their freedom where as restraint indicated people who do not
live independently and suppress their requirements.
Politics
It is defined as activities and action associated with politics and alters the behaviour of
employees within the firm. All the firm have employees who follow behaviours associated with
the politics to achieve the goals of the company. It always decrease the productivity of the
company. Sometimes, it also negatively affects the creativity of the organisation. Tesco strictly
follows the legal hierarchical framework to minimize the negative influence of politics in the
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firm. These legal framework helps to maintain the coordination between the workers. It also
prevents unnecessary and irrelevant practices in the firm (Hoyer, And et. al., 2020).
Power
power refers to the train which make people work unidirectional. All the organisation
utilises the power in order to motivate their employees in some other way. In Tesco, there are
some managers who posses some powers which assist employees in their performance. It leads to
better decision making process and coordination among employees in the firm. It helps to
accomplish the organisational operations effectively to target the goal of the company.
M1 Critically evaluate how politics, power and culture of the firm may effects the individual
behaviour and performance of the team
All the firms includes politics, power and culture as per their environment and size of the
firm. These are the contributing factors involved in making employees emphasise on their
individual goals along organisational goals. It always promotes the employees to work with their
confidence and enhance their level of satisfaction. It helps to improve the team performance as
well as individual performance. Sometimes, there are some power, political and cultural policies
such as bias behaviour negatively affects the performance of the employees and demotivate
them. Different rules and regulations have been formulated in order to maintain the influence of
the factors which affects the organisational operations. It is very important to stick to the all the
regulations and rules which ensures safety and security for the employees working in the firm. In
order to increase the satisfaction of employees, power should be distributed equally among the
workers so that it will not negatively affects the performance of the employees (Cengage, 2020).
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations success
As per the knowledge, skills and experiences of the employee, every individual employee
need to get equal right and authorities. Politics, culture, power and motivation, all these are
interdependent which increase the employees capabilities and helps to achieve organisational
goals. In order to decrease the negative impacts of of the factors, manager of the firm develop
and implement different effective strategies to influence the employees to target the goals of the
company. Power, politics and culture comprises of the working environment which is developed
in a positive way to motivate workers to work effectively. It is very important to encourage and
motivate employees to accomplish their task (Khaola, and Rambe, 2020). Management keeps
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track the performance of the employees as politics negatively affects their performance. The only
way to reduce the impact of political activities is to conduct motivational activities.
TASK 2
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals.
Motivation refers to the process which initiates, influence and guide the workers to
perform better in order to accomplish their task effectively. There are two types of motivation,
have been already mentioned below:
 Intrinsic motivation: It is defined as the task performed and accomplished to get
the satisfaction by own performance. In this organisation, the employees do not
require any external motivational activities as they think motivation need to come
from within in order to accomplish the given task for their own development
(Larijani, and Saravi-Moghadam, 2018).
 Extrinsic motivation: This type of employees requires external motivational
activities to achieve their goals. There are some external motivational activities
help employees to perform better including salaries, rewards, bonuses and
incentives.
Theories of motivation
content theory
Maslow's hierarchy
In 1943, Abraham Maslow has introduced this theory. Ii includes five steps of
requirements. Tesco has been also divided five levels of their employees which have been
mentioned below:
 Physiological needs: It is considered as the priority from the hierarchy which includes
foundational requirements. These requirements consist of needs for the survival such as
water, air, clothes, shelter and food. The company offer all the basic requirement to the
employees for their survival.
 Safety and security needs: After these basic needs, second requirement comes security
and safety which includes job security and physical safety. Every employee wants to
work in a safe working environment which is also mendatory for his mental as well as
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physical health (Mishra, Ghosh, and Sharma, 2021). Tesco ensures the safety and security
of the employees as it hire with the legal letter and offers safety advantages such as health
insurance. These safety measurements makes employees stick to the company for a long
period of time. These safety measurement also provides stability to the employees.
 Love and social belonging needs: Human being is considered as social being and all
they need care, love and support. Human being always requires to interact with each
other and share their opinions. It helps to focus to maintain social life and relationships
among colleges, families and friends. Tesco develops a positive environment for its
workers with the help of informal and formal communication which decrease their
depression and stress on workers. Mangers of the company provides a sense of trust and
acceptance to employees to encouyrage and motivate them to perform better.
 Esteem needs: All the employees requires to get their self respect after fulfilling their
basic requirements and other which have been mentioned above. It includes respect,
dignity and reputation what they earn from the society. Tesco always cheers to the
achievements of its employees and reward them to encourage and motivate them to
perform better in the future (Mittelman, and Rojas-Méndez, 2018).
 Self-actualization needs: It refers to the last requirement from the hire achy as it is very
hard to satisfy. It differs to person to person because very individual has their own
expectations which requires to be full filled. It demonstrate that the potential utilisation of
resources to live the life with fill of joy. Tesco always tries to make its employees satisfy
them by offering good opportunities for their future.
Process theory
Vroom expectancy theory
It is a theory defined as identifying and making the best choice to maximise the
reputation of the company and make organisational benefits. The performance relies on the
elements such as abilities, experience, knowledge and skills and personalities.
 Expectancy: The firm should emphasise on the confidence and expectation level of
workers as all the employees have their own expectation need to be fulfilled. Tesco offers
various sessions, trainings, supervisions and resources to the employees as per their
demand which help to motivate and encourage them to target their goals.
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 Instrumentality: It is defined the mindset of the employees working in the firm either
they get incentives and rewards for their performance. Tesco ensures that the company is
providing all the motivational rewards and incentives to employees to work effectively.
This make employees work better and improve their performance (Morin and et.al.,
2020).
 Valence: It is the outcome, every single employees value as per their expectations. Firm
need to examine and evaluate the requirements of the employee so they can provide
rewards against their performance.
M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
All the motivational theories and philosophies assist the firm to evaluate the demands and
requirements of which affects the behaviours of the employees of the company. Content theory
demonstrate that every individualize requires different external motivational factors to make
them preform better and improve their performance. Motivation is considered as the important
part of the company as it assist to increase the effectiveness and efficiency to make employees
perform in desired and effective manner. Tesco always encourage and motivates their employees
to make them work effectively to accomplish their work effectively. Tesco gives the rewards,
incentives, promotions and increments to the employees to make them work effectively to earn
organisational benefits (Rashid, and Barron, 2022).
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
In order to achieve the goals organisation develop an effective the teams to conduct the
organisational operations. There are various teams in which people are working collaboratively
to achieve the common goals. Tesco also encourage and motivates team work in the different
departments so they can get the appreciation for their performance. In order to formulate
effective decisions and policies, skilled employees results to higher revenues. All effective teams
introduce and establish loyalty and trust among the team members which helps to improve their
performance. It is also helpful for their personal development (Safi, 2021). There is difference
between effective and ineffective teams, have been mentioned and described below:
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Concept An effective team comprises
of team members who work
hard to accomplish their goals.
They always take their works
and goals seriously in order to
perform effectively within the
deadline.
An effective team comprises of
employees who are
irresponsible towards their task
and always seek to make their
individual benefits rather than
achieving than targeting their
common goals. It creates
conflicts among them.
Contribution In an effective team, all the
team members work
collaboratively to accomplish a
common goal very effectively.
They work hard to achieve the
common goal of the team
rather than achieving
individual goals and making
individual profits. It helps to
make organisational benefits.
In an effective team, team
members do not contribute to
accomplish a common
assigned task effectively. They
focus on making individual
benefits rather than
accomplishing the given
common task. Lack of
contribution leads to
organisational disadvantages
and various problems faced by
individual team members and
creates conflicts.
Decision making An effective team always
make better decision in order
to make organisational
benefits, in order to make
organisational benefits, all the
team members come together
and work had to run the
operations smoothly and
successfully.
An ineffective team does not
have capability to make better
decision and make
organisational benefits due to
their conflicts (Stoffers, And
et. al., 2020).
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M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams.
Bruce Tuck man has introduced the theory of tuck man stage group development. This
theory was introduced in 1965. there are different phases included in this theory which are
mandatory for growth and development of an organisation. Tesco always implement this theory
to run its organisational itinerations to run them smoothly and successfully. This theory is very
effective with the purpose to make organisational benefits. The theory has been already
discussed below:
 Forming: It is the first stage of the theory and builds a structure of an effective team by
putting all the members together to work effectively. It helps the team members to focus
on their given task and develop strategies to achieve the goals within the deadline.
 Storming: It is the second stage of the theory which includes various ideas and strategies
together to perform the given task effectively. In order to formulate the strategies and
theories team members implement this theory to accomplish the task effectively (Tayal,
and et. al., 2022).
 Norming: It is the third stage of the theory which settle all the disturbance and conflicts
with other members during the process of accomplishing the task. In order to obtain the
target more affectively, leaders of team members involves other members too.
 Performing: It is the fourth stage of the theory and all the team members become
independent and confident. It make team members feel sense of flexibility in decision
making. Every individual team member makes the decision very effectively in order to
ear organisational profit.
 Adjourning: It is considered as the final stage of the theory which includes the
termination of assigned project and team members become free to work independently.
In odeer top maintain a positive environment, Tesco always emphasises on moving the
task to the next level so that task can be accomplished within the deadline.
Belbin theory
Dr. Meredith Belbin was introduced this theory in 1981. it emphasises on helping in
development of an effective team building and formulate the role of individual team member
according to their expertise. Tesco implement this theory during the ongoing operations and it
has been already discussed below:
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 The monitor evaluator: Team leader or monitor analyses the task, planning, decision
making process, formulate design for the task which relies upon the facts and reality.
Tesco always make involve employees who are dedicatee towards their work and can
accomplish the task effectively. According to the task, knowledge and skills, employees
get the position and appreciation for their task (Yadav, and Punia, 2021).
 The specialist: Employees get their work as per their expertise. Company always get
specialist appointed for the task in order to accomplish the task within the deadline.
Specialist also assist other team members in their task to accomplish it in a given time.
 The plant: It consist workers who like to work in isolation along with innovative ideas
and thoughts.
 The shaper: They usually extrovert workers to assist them to work effectively to
accomplish the task effectively.
 The implementer: It refers to the workers of the company who work in a specific
infrastructure in order to maintain he decorum of the company.
 The completer or finisher: These types of workers work too perform as per the
requirement of the task to fulfil them perfectly.
 The coordinator: These types of workers are excellent at interpersonal and
communication skills. There are some workers who can mange all the conflicts in order
to run the operations smoothly.
 The team worker: Team workers are known as employees who work to maintain the
relationship and make harmony.
 The resource investigator: The worker's develops new strategies and ideas to make
profit.
TASK 4
P5 Apply concepts and philosophies of organisational behaviour within an organizational context
and given business situation.
◦ Path goal theory: Robert house and martin Evans have introduce this theory. It
demonstrate the reliability of team leaders too give support, information, advanced
technology and other required information. It consist following steps;
◦ Employee characteristics: Team leaders focus on the ability, skills and experiences.
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◦ Task and environmental characteristics: The step mainly emphasises on the
barriers.
◦ Leader behaviour style: Team leaders make changes in their according to their
needs to improve their performance.
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.
Philosophies and concepts assist to increase the performance and skill of the employees
in the firm. In context to Tesco, it helps to achieve their aims and objectives effectively. It helps
to understand the behaviour of employees and influence power, policies and culture (Yi, and et.
al., 2019).
D2 Critically analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance
and productivity
It is very important as it influence the behaviour of employees by which it enhance the
potential of employees. These theories are very helpful to understand employee's coordination
and decrease the obstacles to increase the prof ability of the company.
CONCLUSION
From the above report, it has been summarised that organisational behaviour is analysis
and evaluation of employees in order to make them work effectively. This report also include the
impact of culture, power and politics on the organisational operations. Techniques and theories
of motivation assist employees to be motivated to accomplish their task.
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