Organisational Behaviour - Tesco Assignment Sample

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Evaluate the effect of organisational behaviour on organisational culture, power and political
behaviour of managers ..........................................................................................................3
TASK 2............................................................................................................................................7
Explain how Content & Process theories of motivation helps in achieving organisational
goals........................................................................................................................................7
TASK 3..........................................................................................................................................10
Explain and demonstrate what makes an effective team as opposed to an ineffective team.10
TASK 4..........................................................................................................................................13
Define Philosophies and concepts of organisational behaviour..........................................13
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................17
.......................................................................................................................................................18

INTRODUCTION
Organisational Behaviour is interface between the individual behaviour and the
organisation and underlies various assumptions to how individuals behaves in the organisation so
as to attain goals and objectives in an effective manner. Therefore, individuals behaviour and
organisational performance are interrelated terms and growth of the company is dependent on
employee performance (Barry and Wilkinson, 2016). Chosen organisation for this assignment is
TESCO, which is a British multinational groceries and a merchandise retailer, headquartered in
England, UK. Present report will highlight organisational behaviour on organisational culture,
power and political within organisation as well as discuss motivation theories to motivate
employees and enhance their performance. It also discuss various team building theories to make
the employees work in a cooperative manner and apply concepts and philosophies of
organisational behaviour to influence and enhance the performance.
TASK 1
Evaluate the effect of organisational behaviour on organisational culture, power and political
behaviour of managers
Organisational Behaviour underlies how the individual performance is affected by the culture,
power an politics within the respective organisation, described as follows-
Culture is considered as the values, assumptions and beliefs of the employee which
shapes the behaviour of the individual towards performing the work. Therefore, culture plays an
important role within the organisation as it guides the member’s behaviour towards shared
attitude, beliefs so that they can perform their task effectively towards the realisation of target
goals. Organisational culture includes the vision, norms, systems, language and beliefs and
provides the way to the employees that how the work should be done in an effective manner
(Chung, Lee and Han, 2015).
Politics- Politics within the organisation is concerned with the variety of the activities
undertaken by the employees so as to improve personal or organisational interests. Employees
within respective business organisation makes high use of politics so as to safeguard personal
goals over organisational goals. Politics has an effect on the individual performance as when
negative politics are used within TESCO, it decreases employees efficiency to work and leads to
engagement in unethical activities.This affects their performance towards attaining

organisational goals. It also affects team behaviour performance as to employees within team
will adopts unethical practices towards gaining personal goals over organisational goals and
doesn't work in a collaborative manner which will affects the environment at the workplace and
leads to change in attitude of employees.
Power- Power is described as the capacity and ability of the individual within the
organisation to act in such a manner that influence the behaviour of the employees. Employee
within the respective organisation with power has enormous control over other people within the
organisation. Employees or managers with excessive power within TESCO affects individual
performance as when they are forced to work within specific time without proper instructions
and guidance it impacts their quality of work and affects profitability of business as well as when
power is distributed unequally within the team, it demotivate the employees to work in a
collaborative manner and hence impacts profitability of Tesco (Driskill, 2018).
These factors have an influence over the individual and team behaviour performance
which impacts the profitability and productivity within the respective organisation.
Organisational culture has influence on the individual and team behaviour performance-
As individual within Marks and Spencer are from various backgrounds have
different cultural values, beliefs and customs. This creates problem for them to work properly
and coordinate with another employee. It creates problem for the employee to change their
working style and impacts their performance of work to attain maximum profitability. It has an
influence on the team behaviour performance as employees within team possess different culture
crates complexity in working collaboratively as every employee have different belief which
affects their perform to work in collective manner with employees from different cultural
backgrounds. In order to overcome the influence of the organisational culture on individual and
team performance manager within the organisation can adopt to Handy's model of culture so as
to maintain effective organisational culture (Furnham, 2012).
Handy's model of culture
 Power Culture- Under this culture power remains in the hands of only few people and
has the authority to take decisions. Employees within TESCO within enormous power
has the right to take decisions and further delegate responsibilities to the employees by
providing them proper instructions and guidance.

 Role Culture- In this type of culture employees at Tesco are delegated roles and
responsibilities according to the qualification level and area of interest. In such culture
employees decide what best they can do and accepts the challenging work.
 Task Culture- In this type of culture teams within the respective organisations are
formed to solve specific problem within the company. Here employees at Tesco can
work in collaborative interest towards the attainment of common goals and objectives
(Haque and Kumar, 2018).
 Person Culture- Under this organisational culture employee at Tesco feel that they are
important than the company. Here individuals are more concerned about themselves and
focus on self-interests rather than the organisation. For reducing impact of culture on the
organisational performance, different types of power can be exercise by the manager at
TESCO.
Hofstede's Cultural Dimension
This model or theory is a framework for cross cultural dimension which describes the
effects of society culture on the employees performance within the company. It consist of five
factors that has a impact on the culture at the workplace, described as-
 Masculinity vs Femininity- In this dimension it is concerned that there is a gap between
male and female values as women are considered more assertive and competitive but less
than the males within the society. This creates difference in the values of the gender and
females are not assigned with much roles and duties within the company.
 Individualism and collectivism- It refers to the index to which people within the
company wants to work in a individual or a collective manner. Therefore respective
organisation can adopt to collectivism culture so as attain common goals and objectives
properly (Katzenbach and Smith, 2015).
 Index of uncertainty avoidance- According to this culture employees fear from the
uncertain events and complex situations and some are ready to accept challenges. It is the
duty of the management to enhance the employees skills so that uncertainty can faced
effectively and efficiently.
 Long-term vs Short Term orientation- It focuses on the employees which are
concerned with attaining the future and short term goals. Employees within the

organisation should make the employees to work in such a manner that focuses on
attaining long term goals of the organisation.
Therefore task culture and collectivism culture should be adopted by manager at TESCO so as
to attain the organisational goals in a collective manner and maintains harmony within the
company. Therefore employees skills and confidence should be enhanced so that they cannot
fear from uncertain events.
For reducing impact of culture on the organisational performance, different types of
power can be exercise by the manager at TESCO.
 Coercive Power- This power within the employee at TESCO has the ability to punish,
terminate and force the employee to work within a specific time.
 Reward Power- This power is given to the employee within Tesco with the purpose of
providing training and reward to the employees so as to motivate them to work
effectively towards realisation of goals (Keyton, 2011).
 Legitimate Power- This power lies with the individual or the organisation who has high
status or position within the respected organisation.
 Referent Power- This power is given to the employee within the organisation to
influence the performance of the employees by providing them guidance and confidence
towards their work, so that productivity within the organisation can be increased.
 Expert Power- Employee who has more knowledge or experience within the respective
organisation exhibit the expert power.
Employees or managers within TESCO should adopt to reward and referent power so as to
motivate the employees to work effectively towards attaining goals.
To reduce the negative impact of political behaviour on individual and team performance
manager at TESCO, should adopt-
Chanlat's Characteristics of Political Behaviour- Chanlat's has divided its characteristics into
three types such as decisional characteristics in which Hr manager at Tesco should take proper
decision regarding the recruitment and selection of candidates and in structural characteristic,
manager within Tesco should adopt to proper structure within company so as to maintain flow of
decision and information in proper manner and personal characteristic which ensures manager at
TESCO should perform their duties in an effective manner by the use of proper power. These
characteristics will enhance individuals and team work performance within TESCO.

Therefore, manager at TESCO should adopt to Chanlat's characteristics of political behaviour
and use more of reward and referent power to so enhance the individual and team work
performance and moreover task culture should be adopted so that employees can work
collaboratively towards attaining organisation targets.
TASK 2
Explain how Content & Process theories of motivation helps in achieving organisational goals
Motivation is derived from the term motive which is the individuals action, willingness
and ability to perform their work in a dedicated manner towards achieving the organisational
goals in a proper manner. In order to motivate the employees within Tesco, company can adopt
to process and content theories of motivation such as-
Content Theories of Motivation- It is also known as need theory, which focuses on
fulfilling the requirements of the employees from which they get motivated to perform the task
in an effective manner. In order to provide such types of motivation Tesco can adopt to Maslow
hierarchy needs theory and Mc Gregor's Theory X and THEORY Y. These theories will provide
basic satisfaction to the customer and will motivate them to enhance their individual and team
work performance so as to attain the organisational goals in a effective manner (Namhata and
Patnaik, 2019).
Maslow Hierarchical Theory -
This theory of Maslow argued that there are five needs of human which need to be
fulfilled to keep employee motivated. He has created a system that classify all the need starting
from the base and proceeding to the next level and there are five level or to move to fifth level,
each level need to be satisfied. The following needs are -
 Physiological need – It describes the need which are basic requirement for human
survival. The needs are food, water, clothes and shelter. In the case of Tesco, they
provide a work place , a regular pay and essential facilities like lockers for personal stuff
or canteen(The Hierarchy of Human Needs: Maslow’s Model of Motivation. 2018).
 Safety need- When the physiological need is satisfied, safety need emerges. The
physical safety due to war or natural disaster and economical safety due to economic
crisis. The security needs are personal security, emotional security, financial security and

health and well being. Tesco provides pension and sickness schemes to ensure health and
safety in the workplace.
 Social Belonging – This need emerges at third level which involves feeling of
belongingness. This need involve acceptance among social group, social group like club
or co-workers. Tesco emphasis on team work and influences the employees to work as a
team to encourage long services (Ghoddousi and et. al., 2014).
 Self-esteem – It refers to ego or status need. This need includes getting recognition and
importance, and respect from other. In Tesco, employee got praised for their hard work as
various appraisal system helps in recognising the achievement of employees.
 Self-actualisation – When employees feel their abilities are properly utilised, this need is
fulfils as it provide value to the employee and fulfilled goals. Tesco provides personal
development programme and career progression demand. Its fast-track management
provide a route for employee who has potential to reach higher level.
Hezberg's motivation theory -
Fredrick Hezberg stated two factor theory of motivation where certain factors are hygiene
and some are motivators. Hygiene factors are necessary for satisfaction whereas Hezberg showed
true motivation factor which is require to make a condition which makes them fulfil. The brief
explanation of both factors -
 Motivating factor – These factors provide motivation to employee to work harder and
increases job satisfaction. The factors are getting recognition by both superior and peers,
getting more responsibility so they not feel micromanaged, growth of employees by
providing opportunity to learn new skills and achievement of doing something difficult.
Tesco pay attention to these factor to maintain motivation level as they empowers their
employee by timely communication, delegating responsibility and involvement of
employee in decision making.
 Hygiene factors – If the hygiene factor are absent it will result in employee
dissatisfaction as these factors are surrounds over the work. The factors are salary, work
conditions, status, security, supervision, relation with peers, superior and subordinates.
Tesco conduct forum every year where pay crisis are discussed that depicts reward
system of Tesco.

Process Theory of Motivation- The psychological and behavioural process that
motivates the employee to work in a particular manner are known as Process Theories of
Motivation. It provides a way that how the superior within Tesco can be motivated to enhance
their performance. There are various theories such as Adams and Vrooms theory which the
manager at Tesco can adopt to enhance the performance of individuals and teams so that
organisational productivity and profitability can be enhanced (Kiatkawsin and Han, 2017).
Vrooms expectancy theory – This theory is believed on the fact that performance of the
individuals and teams can be enhanced by developing the skills, ability and experience of the
candidates. This will directly motivate the employees to perform effectively in an a appropriate
manner. It is categorised in three steps discussed as follows-
 Expectancy- Employees within TESCO has various kinds of expectations from
company, if such are fulfilled the mangers it will motivate the employee to work in a
dedicated manner towards attaining organisational goals.
 Instrumentality- In order to motivate employee and enhance their performance manager
at TESCO should provide additional bonus and rewards according to the employees
performance. This motivates the employees to work effectively towards realisation of
goals and objectives (Nuttin, 2014).
 Valence- It is concerned with the final result that the employee received is valued
differently by individuals. Their value their result according to their needs of extrinsic or
intrinsic rewards. Therefore management at TESCO should identifies needs of the
employees and should provide the same so as to enhance their performance towards
attaining the organisational performance in a effective manner.
Adam's Equity Theory
Adams Equity Theory provides proper balance and coordination between the input that is
work done by employees and the result they get in return i.e. the output in terms of rewards and
bonus. This theory focus that if there is proper balance between the input and the output,
employees get motivated, which results to attaining maximum profitability and productivity
within the organisation.
INPUTS-
 Effort- Effective input by the employee at TESCO includes high effort by the employee
so as to perform job and duties in an effective manner.

 Skills- Employees should have enhanced skills so as to perform job duties in an effective
manner and is the effective input towards attaining goals.
Output
Employees output are classified as financial and non-financial rewards-
Financial Rewards- Financial Rewards for employee at TESCO are salary, bonus, and
profit sharing. These outputs should be provided to the employee against their valuable inputs
towards performing the work in an effective manner.
Non-Financial Rewards- Along with financial, non-financial rewards should be provided to the
employee so as to motivate them to improve their performance level towards the attainment of
organisational goals and objectives. These theories can enable TESCO to attain their
organisational goals in a proper manner as employee can be motivated by providing them
balance between the inputs and the outputs of the work done as well as when awards and rewards
are provided to the employee according to their needs and expectations, this motivates the
employee to perform their work efficiently towards attaining the organisational goals in a proper
manner (Rowold, 2014).
In Tesco manager can adopt to Adams equity theory in which proper rewards should be
given to the employee according to their work done. This will motivate the employee to improve
their performance as well as work in a dedicated manner so as to receive more rewards and
bonuses against their work done. Therefore it is recommended to the manager at TESCO, to
adopt process and Content theories of motivation which assist them to motivate the employees in
a effective manner so that organisational goals can be realised in a effective manner.
TASK 3
Explain and demonstrate what makes an effective team as opposed to an ineffective team.
Team is formed by a group of employees within the organisation which performs their
task in a collaborative manner so as to attain the organisational goals in an effective manner.
Different types of teams can be formed within TESCO which allow employee to performs their
specific task in a proper manner so to achieve the desired objectives. Moreover, manager at
TESCO can adopt to Tuckman and Bel bin's theory team building so as to develop the team and
manage employees within the team in an effective manner. These theories allow the employees
within Tesco to coordinate and manage their work in a proper manner and helps company in

enhancing their brand image and improves profit margins for the company as well as reduce,
issues and conflicts, thereby creates harmonious environment at the work place.
In context to TESCO, employees perform varieties of functions in offering goods to the
customer. This creates complexity of the work among the employees and reduce their
performance of work. Moreover when employee work in team but still functions in a separate
manner because of distinct roles and responsibilities of employees within the team. This makes
the team ineffective team and manager should take proper actions regarding turning the team into
effective team.
Different ways to form Effective Teams within Tesco
In order to solve organisational problem with Tesco it is necessary for the manager to
form different teams within the organisation as well as allocates them specific tasks that can
perform it in a proper manner. Moreover, proper communication should be provided to the
employees so that they perform their roles and responsibilities in a collaborative manner. This
assist the employees to work functionally and maximise profitability of the organisation.
Moreover individual within the team should be allocated similar task so that it leads to higher
interaction and achievement of goals. In order to cope up with the problem, Tuckman and
Belbins theory should be adopted to develop the behaviour of the employee and the environment
(Suciu, Mortan and LAZĂR, 2013).
Tuckman model to make team Development
It is the effective model of team development which majorly focuses on managing the
individuals to work in team starting from formation to adjourning of team. It consist of five step
model, which is discussed as follows-
 Forming- It is the first stage of the model where team is formed at TESCO and task is
allocated within it. Here, individuals plans and develop strategies regarding execution of
task.
 Storming- Under this task, team formed at TESCO starts working by developing
collaborative ideas and formulates effective plan as team leaders guide the team members
so as to fulfil the objective of formation of team.
 Norming- Under this stage team members within TESCO understands the motive for
the formation of team, this assist them to work effectively within a specific time period.

Even when conflict arises, with effective decisions conflicts is resolved in a effective
manner.
 Performing- This is the final stage where team both focuses on task and maintaining
relationship with employees. At this phrase employees work motivated towards the
realisation of organisational goals.
 Adjourning- It is the last phase, team members leave the team and separates after
completing the project and moves towards working for a new assignment.
Belbins Model of Managing the Team
This model plays a important role in managing the team as as provides various roles to
the employee so that they work their role effectively within the team at TESCO. Their are
various roles which are discussed as follows-
 Action Oriented roles- These roles focuses on improving the performance of the team
within Tesco as it implements ideas into actions and help in completing task within the
deadlines. These roles are as shaper, implementer and complete finisher, towards which
the employees at TESCO assist in attaining organisational goals.
 People Oriented Roles- This role assigned to the employee helps in coordinating the
employees together by helping them to work towards attaining common goals. Different
roles are Coordinator, Team worker and resource investigator which assist in helping
employees to work in a proper team and uses the resources properly so as to attain
organisational goals.
 Thought oriented roles- These roles are provided to the employees as specialist, monitor
evaluator and plant so as to provide technical expertise to the employees within the
organisation and helps in managing the task efficiently within the team.
These theories can be adopted by the manager at TESCO, to develop the behaviour of the
employees to work in a collective manner so that new ideas and suggestions can be developed
and goals can be realised within the time frame. This also leads to create harmonious
environment at workplace by way of minimising conflicts and issues at creates friendly
relationship at the respective organisation.
Therefore it is recommended to the manager at TESCO to adopt Tuckman Model of team
development, so as to leads to effective formation of team and with the Belbins theory it helps in
managing the team work in a effective manner, thereby enhances employees behaviour to work

in a collaborative manner towards the attainment of organisational goals and therefore maintains
harmony at work place environment.
TASK 4
Define Philosophies and concepts of organisational behaviour
In order to improve and enhance employees performance, it is necessary to provide them
necessary guidance and leadership to help them to work in a proper manner. For this path goal
leadership theory should be adopted by the managers at TESCO such as-
Path Goal Theory of Leadership- It is a theory which is based on specifying a leader style or a
behaviour that should be adopted within the TESCO organisation that fits best according to the
company's situation and assist employees towards achieving the goals in a proper manner. The
main goal of this theory is to enhance employee motivation and satisfaction to work productively
within the respective organisation. It is categorised in three steps which is described as-
 Employee Characteristics- Employees within Tesco analyses leaders behaviour
according to their level of needs. If the leader follows strict rules and regulations then
employee becomes less motivated, therefore manager at TESCO can motivate the
employee by providing them proper guidance according to their requirements.
Cultural Dimensions- Employees within the respective organisation faces the problem of low
power distance which is concerned to the fact that power is distributed unequally within the
organisation and lower level employees faces the problem that lower level employees have less
power as compared to higher authorities. This reduces their morale to perform their task
effectively and leads to reduced profitability within the business. This problem can be resolved
by reducing the cultural influences and helping all the individuals to perform their task in a
proper manner , moreover proper leadership guidance should also be provided so as to reduce
such influence and helps in attaining goals. This will reduce the organisational situation of issues
and conflicts and therefore leads to attainment of maximum productivity within the organisation.
Task and Environmental Characteristics- It is the duty of the leader at TESCO, to identify
various obstacles faced by the employees in their work within the organisation. Therefore leader
at Tesco should provide various suggestions to the employees so to perform task in appropriate
manner (Vance, Siponen and Pahnila, 2012).

Leadership Style- It is necessary for the leader at Tesco to adopt different leadership styles
according to the organisational situation. Their are various types of leadership styles which can
be adopted by the leaders at TESCO are as follows-
 Directive- Under this leadership style leader provides directions and instructions to the
employees at TESCO to perform their task effectively.
 Supportive- Under this style leader shows concern for the employees at TESCO, by
providing them certain suggestions towards their work so that they can work in a
effective manner towards attaining organisational objectives.
 Participative- Under this leadership style, leader within TESCO involves employees in
decision making process so as to take most effective decision by concerning employees
ideas and suggestion.
From all these leadership styles, participative Leadership style should be adopted by the
organisation because it will involve employees in decision making process which will boost their
morale and enhance their motivation to perform the work efficiently to achieve goals and
objectives in a proper manner.
Motivational Factors-
Motivational factors such as employees within the TESCO should be provided proper
rewards against the work done I.e. input and output should be balanced as well as employee
basic needs such as safety, security needs and social and esteem needs should be fulfilled so that
employee can motivated and satisfied to perform their work efficiently. Considering Herzbergs
motivation theory it takes into action it contains two factors motivating and hygiene factors
which provides satisfaction to the employees and motivates them to perform effectively and
thereby helps in attaining personal goals.
Team Development Theories-
In order to enhance the employees performance to work in team and manage the work of
various employees within the team, Tuckman and Belbins theory of team development would be
the most effective model to manage the employees work within the team as there is problem of
complexity of work within team, it is necessary for the managers to form various teams and
allocates common task to the individual within the team to make them work efficiently. In order
to manage the employees task Belbins theory of team development theory assist in providing
various roles to the employees so that employees can work efficiently their roles and attains

goals and objectives in a desired manner. Therefore tuckmam and team building theories help the
manager within the respective organisation to help employees work effectively within the team
and assigns them to work effectively towards attaining the organisational goals in a proper
manner. Moreover with the help of Bel bins theory it helps in assigning roles to team members
and leads to effective performance of work.
Moreover adopting this philosophy of providing proper motivation and helps them to
perform effectively in team will help to manage the organisational situation in a better manner
and helps in attaining organisational targets in a better manner.
Therefore, these organisation philosophies helps the respective organisation yo adopt
proper motivational theories and team building theories so as to motivate the employees and
manage their task towards effective realisation of organisational goals. Moreover proper
leadership style should be adopted to provide proper guidance and direction to the employees to
perform task effectively.
CONCLUSION
From the above report it has been concluded that, it is necessary for the employees to
behave and work in a proper manner towards the relational of goals. Moreover it is the duty of
the managers to adopt process and content theories of motivation so as to motivate and enhance
the performance of employees towards realisation of goals. Leaders should adopts to proper
participative leadership style so as to encourage participation of employees and Tuckman model
of team development should be adopted so that employees can work properly within the team.

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