Organisational Behaviour: Evaluation of Culture, Politics, Power, Motivational Techniques, and Team Development Theories in Tesco

This report evaluates the impact of organisational culture, politics, and power on individual and team behaviour and performance in Tesco. It also explores motivational techniques and team development theories to improve business performance and productivity. The report discusses the suitable culture for Tesco, the impact of organisational politics and power, and the content and process theories of motivation. It also evaluates what makes an effective team and applies concepts and philosophies of OB within an organisational context.

Unit 12 –
Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
P1- Evaluation of effect of organisation's culture, politics and power on behaviour and
performance of individual and team behaviour..........................................................................4
M1- Analysis on how the organizational culture, politics, and power of an organization effect
the individual and team behaviour and performance..................................................................7
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.....................................................................................7
M2- Evaluation on the influence of the motivational techniques on employees behaviours...10
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish...........................................................................................10
P3- What makes an effective team as opposed to an ineffective team.....................................11
M3-Study of relevant team development theories to support the development of cooperation
within effective teams...............................................................................................................13
P4- Apply concepts and philosophies of OB within an organizational context and given
business situation......................................................................................................................13
M4- Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation............................................................................................................14
D2- Analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance and
productivity...............................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisation is one of the entity like an institution, a company or an association having
one or more people and comprise a particular objective or goal. Organisational behaviour is a
study for human behaviour in organisational settings, the interface within the organisation and
human behaviour, and the organisation themselves. This study will be on Tesco which is a
British multinational general and groceries merchandise retailer which is founded in the year
1919 by Jack Cohen, the company have headquarter in Welwyn garden city,
England(Abdulmuhsin, Zaker, and Asad, 2021). The report discuss for the organisation culture,
power, politics and the influence in human behaviour. Further this discuss the motivation
theories, and what make this effective team different from ineffective team. The concepts and
theories applied which leaders uses in Tesco.
MAIN BODY
P1- Evaluation of effect of organisation's culture, politics and power on behaviour and
performance of individual and team behaviour.
Organizational Culture – This interprets proper way for behaving in the enterprise. This will be
defined using three viewpoint and they are differentiation, fragmentation and integration. The
various cultures used in a company are-
 Role culture – The enterprise assign the worker specific jobs or task, responsibilities
according to their interests and skills for getting the target completed.
 Task culture – This is used when terms were established for achieving the goal or solve
some problems. In such enterprise individual who have same qualification and interests
come together to make a team. This is usually used in service organisation in competitive
environment.
 Person culture – This is followed in the enterprise where worker puts their interest
forward rather than the enterprise. Worker feel that they are more essential then the
enterprise. Utilised in professional service firm in a predictable environment.
 Power culture – There are few enterprise in which the power remain in the hand of only
some people and only the people can take the decisions. The individual delegate
responsibilities to the other workers. Small business and entrepreneurs in turbulent
environments.

The suitable culture which have to be utilised in Tesco is a role culture, as this is usually
sued in big business in a stable environment. Tesco have varied workforce. The workers come
through all over the world and have many culture and language spoken. They have receive many
qualification. According to the interests and qualifications work is being located to them so the
worker could do their best and company do also have good results and achieve effective
objectives.
Organizational politics – This is referred to personal agenda of a person in the enterprise.
Organisational politics have positive and negative impact. Positive politics include the behaviour
which influence other with the goal to help both the organization and the person play the politics.
On the other hand the self-serving political action have negatively effect the cooperation.
 The Weeds – The weed are where a informal rule and personal influence rule. In this
situation, the relationship made out of work can be neutralize force for authorize the long
term interests and authorize power of the organisation.
 The Rocks – The power exists in the persons holding role, title, access or expertise to
resources. These individual misuse their power for satisfy their personal interest without
thinking of the firm's longer term value.
 The high ground – High ground combine the formal authority. The model of high
ground is based on structures, rules, the procedures and policy guidelines which are the
main component of political activity(Al-Swidi, Gelaidan, and Saleh, 2021). Moreover,
excess use of rules and regulations can lead to the company becomes more bureaucratic.
 The woods – The woods model provide safety and cover for people in the enterprise.
Enterprise also have hidden assumptions, unnecessary norms and unspoken routines.
Organizational power – Power is the ability for making things happen in accordance with the
one's perspective through getting someone else to this for you. Officers in higher level like
management have power on junior workers. The ability which an enterprise have to influence the
behaviour of the other stakeholder in an organisation. Many power utilised through individuals
and leaders they are-
 Legitimate power- This power come with some position. The power lasts as long as you
are in this position.

 Reward power- The power exist with a person who have a capacity to offer bonuses and
rewards in the exchange of doing tasks or to achieve goals. This kind of power may aid to
achieve result.
 Expert power- The individual have both technical experience and knowledge in the field
which need to have these powers. These power give ability for influencing other
individual in every level.
 Referent power- The person who have referent power do have good interpersonal skill.
All these factors make them natural leaders. The power can not be given to someone else.
Individual behaviour Team behaviour
Organizational culture Individual behaviour in an
enterprise mainly affect
through working environment,
expectations, values and
experiences.
Leader play an essential role to
maintain organizational
culture. The motivated team
enable worker for achieving
their goals.
Organizational politics This tends to lower the output
of the individual and also
affect the productivity of an
enterprise. The person who
play politics are less interested
in the work.
If an individual in term start to
play politics then the team
members and team work will
be effected. This may happen
that misunderstanding can
happen between the workers.
Organizational power The workers obey their
manager even from the
manager do not reward the
workers. If the power is not
misused then worker will not
be burdened and will do this
work effectively.
The leader of team do have
some definite power if they use
this accurately a positive work
environment will be made
within the team. Productivity
of a team will be increased and
the members of team will also
work with their full efficiency.

M1- Analysis on how the organizational culture, politics, and power of an organization effect the
individual and team behaviour and performance.
Tesco is a British multinational company which have a diversified workforce. Individual
from all around the world works with Tesco. All the workers have various mindsets and each
worker see every situation differently. Tesco have various department and allocate the work as
per the skills and interests of the workers(Anwar, and, et. al., 2020). This will increase the
efficiency of the worker and produce best outcomes from the workers. There are many factor
which affect the behaviour of worker and team. If there are few organisational politics which
happen in the organisation the team leader want to look after this and ensure this will not affect
the team building and the work. Utilisation of delegation and power of authorities have to be in a
proper way which do not affect the mindset of the worker.
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.
Motivation is the process which make willingness in worker to perform in best of their
ability. There are some technique for motivation which assist in providing better positive
environment of worker. Motivated worker have good concentration and are less likely for
making mistakes.
Content theories of motivation- Content theories of motivation describe the wants and need
which motivate actions of people.
Maslow's Hierarchy of Needs Theory- Maslow mentions want in hierarchies. In maslow's
model, if the lower wants is satisfied then the people consider chasing higher hierarchy of wants.
 Physiological needs- The most basic wants to include the basic necessity such as water,
food, clothing, sufficient rest and shelter. Tesco provide the worker with regular payment,
which assist worker for fulfil the basic want of water, food and many more.
 Safety needs- The next in hierarchy were safety wants. This consists health security,
financial security and emotional stability(Aslam, and, et. al., 2021). Tesco gives sickness
schemes and provides pension and the option for joining a union to meet their security
wants.
 Love and Belonging needs- Tesco promote group and team working in many levels.
Working environment and condition encourages high services in company and enable
worker who belongs to the company.

 Self- esteem- Tesco underline on self respect and respect for other and praise for hard
work. The continue assessment for worker and appraisal system assist an individual for
recognize the improvement and contribution in the task. This will make a feeling of
dignity, self-respect and pride.
 Self-fulfilment- Tesco offer recognitions of skills, personal development plans and
talents, also give opportunity to promotion. This is the area for challenge, interest and
creativity.
Herzberg Two Factor Theory- In the year 1959 Frederick Herzberg develop the two factor
theory of motivation. This state that there are some factor in the workplace cause satisfaction of
job at time of some factors cause dissatisfaction. Motivation factors enhance job satisfaction
while presence of hygiene factor prevents job dissatisfaction.
 Motivation factors- The factors of motivation are mandatory to improve job satisfaction.
Herzberg examine many hygiene factors, some were responsibility, advancement,
possibility for growth, recognition, achievement. Tesco aim for motivate their worker
through paying attention in hygiene factors(Balwant, 2018). Tesco use various way for
motivate. This provide many rewards, development and training, personal development
training, Christmas benefits and many more. This also provides job security, offers
competitive wage and Tesco reassess this company policy time to time.
 Hygiene factors- These factor decrease dissatisfaction of job. Hygiene factor are related
to interpersonal relations, company policy, salary, administration, relationship with
supervisors.
Process theories of motivation- The process based theory use mental process for worker as the
key to worker motivation. The process of theories were concerned with deciding that how
individual behaviour energised. The major process theory for motivation is expectancy theory,
goal setting theory, equity theory and reinforcement theory.
Vroom's Expectancy Theory- Victor Harold Vroom propose that the motivation is the process
for three factors, instrumentality, valence and expectancy. He mentions that the worker will work
hard if they think that the outcome of their effort will be better.
 Expectancy- If the worker put in effort, they expect some result. If they did not get any
result, then they do not get motivated for making the effort again so will not be satisfied
with their outcome(Du, 2021).

 Instrumentality- The worker may make the effort and got the expected result but if they
will not believe that the result is involved for getting reward, worker will not be
motivated. This is essential for being clear about what reward is and how they can
achieve this.
 Valence- This is how much the output is valued. The more the worker values the reward,
the more they get satisfied with the work they do. The rewards do not have to be gran, but
this also have to be meaningful for the worker. Valence for a reward is good for every
worker and this reflect the individual differences.
In Tesco, if the worker are on probation or on temporary contracts then the worker may
get highly motivated, hoping that their contract will get extended. Related to the worker
instrumentality and expectancy will be high if they believes that the worker have a personal
result which can be a longer contract.
Locke's and Latham goal-setting theory- The theory mentions that the setting of goal is linked
with task performance, this specify whether the task have to be completed or not. Setting up goal
is directly connected with the worker performance(García-Tadeo, and, et. al., 2022). The five
principles of Locke's goal setting theory are-
 Clarity- This indicate the goals and objective for being achieved have to be clear for
every worker and there are no room for misunderstanding.
 Challenge- Setting up proper goal challenge which guarantee accurate balance with
challenge level. Goals which are either very easy or very hard effect the motivation and
decrease in worker performance.
 Effort- Through fully correlate and understand the desired goals, worker put the effort to
achieve this. People have tendency for hard working for the goal when they were
included in setting this. The main component is for staying motivated as long as the goals
were achievable.
 Feedback- Selecting of right goal do not means that your work is complete. The worker
also listen for the feedbacks, so as to determine whether the worker is moving on the
right path or not. This also let them to make change with the approach and goals followed
through the worker.
 Task complexity- The complexity of setting goal can influence the productivity and
morale of the worker. If the task which is assigned or goal to be achieved were more

complex then the morale will come down(Hassi, 2018). More time have to be given for
achieving the goals for improvising the performance.
Tesco use both individual goal setting procedure and the group goal setting procedure.
The worker have a clarity of objective and goal which make sure through the leader. Also the
leaders in Tesco saw that the goals were set are moderate and do not challenge the worker. And
proper feedback and implementation is also given.
M2- Evaluation on the influence of the motivational techniques on employees behaviours.
Tesco wants staff which are well trained, motivated and who recognise needs of
customer. Tesco recognises that the worker motivation is essential for the continue growth of
enterprise. The company provides interesting environment to the worker for working, which
increase their motivation. The staff in Tesco work in partnership with the other person for
achieving individual and team objective. Company is engaged for providing monetary and non-
monitary reward which brought more zeal in the worker. Many training and development
programs were held which provides opportunities in individual to increase their skills. All the
aspect were responsible for highly trained and motivated worker in Tesco.
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish.
Tesco is a retail supermarket and a online grocery store. The worker working in an
enterprise are from various culture, religion, sex. Each worker have different aspect to saw the
situation. This is essential for the leader of team for understanding every team member and their
skill for assigning responsibilities to them(Ishta Deeksha, 2021). The politics, motivation, power
and culture have an effect on day by day function and assist to make a perfect environment in an
enterprise. The safety needs, basic necessities, social needs have to be fulfilled of the worker so
that they do focus on their work and get motivated. Reward play an essential role in motivation.
Continuous appraisals, rewards, bonuses have to be provided on each level and in each
department. In Tesco the responsibilities assigned for worker are according to the interests and
skills, which benefit the individual and as the organisation. All of the aspects related to the
growth of Tesco.

P3- What makes an effective team as opposed to an ineffective team.
Effective team- Effective team is the basis of each successful enterprise. These are what make a
product and company succeed(Khaola, and Rambe, 2020). The team is what make products and
companies succeed. The team is a group of people who work with them to achieve common goal.
Characteristics of effective teamwork-
 Dependent on each other- People who work in a team were dependent on other workers.
Individuals have an understanding which a team goals and personal goals both are
equally important.
 Trust and encouragement- Individual do have trust on the other members of team and
those member should always encourage the other individuals. This assist the other team
member for being more creative in problem solving.
 Sense of ownership- Members of team should have ownership sense in the enterprise
and the team due to individual have made personal investment in a team. The main focus
is on the success of a group.
 Practice open communication- The member of team should practice an open
communication assist in climate change for environment and effective work.
Ineffective team- The non-effective team have negative environment, is unfocused, poor
communication and distrust within the team members. Each condition make a team non-
effective.
Characteristics of ineffective team-
 Lack of team focus- The non-effective team lacks on focus. An individual suffers
through lack of purpose, do not have the idea of what have to be done. There is no
specific day to day goal(Konstantinidou, Dillenburger, and Ramey, 2022).
 Unequal team membership- A member of defective team do not carry a equal status in
the group. The team member themselves feel them superior and the other fellow member
inferior. This feeling brought negativity in environment of working.
 Actions are taken prematurely- In the non-effective team the action were often taken
prematurely before any real issue were either resolved. The decision were taken by the
majority and the minority left behind.
Tuckman's model of group development- The development of group was first made by Bruce
Tuckman in the year 1965. This model is used for explaining the change in style of leadership

because of team's ability and maturity develop and establish relationship. The team mangement
of Tesco applies on Tuckman's theory in order to make an effective team for the productivity of
an organisation.
The assessment of the steps are written down below-
 Forming- This is a step in which an individual get to know each other. On this stage the
people avoids conflict with others because they want to get accepted in the group. In
Tesco the team management of an organisation evaluate skill for the worker and divide
the team on basis of tasks and objective(Lacroux, 2021).
 Storming- In second stage the development of theory storms. The leader of team discuss
for the objectives and tasks with the worker to change their ideas. The team management
of Tesco discusses the objective with the worker in order to assess new better idea which
increases the efficiency in overall sale of company.
 Norming- The theory's next step is norming. This step is applied for achieving the
overall stability in the team. In this step the employees of the team with similar set of
skills are selected to form a team or to do a particular task. The managers at Tesco uses
this step to bring stability in the team. They form a team with similar qualifications and
skills to achieve desired goals.
 Performing- At this stage the team is performing. The team is stable and the goals are all
clear. There are no conflicts among the team members and the team also get the job done
with minimal supervision and conflicts.
The differences between a effective team and ineffective team are-
EFFECTIVE TEAM INEFFECTIVE TEAM
Decision making The decision were made after
discussing the members of
team when everyone is in
general agreement.
Actions were taken
prematurely just before the real
issue were either resolved or
examined. Usually the leader
of team will not discuss with
other member of team.
Leadership The group manager do not
dominate her or his decision.
Leadership lies with the
chairperson either she or he is

The manager work with the
team other than just giving
order.
strong or weak. They give
order and dominate the
decision.
Communication In a good team proper
communication style were
used. The decision are taken
after communicating with each
member.
There is no accurate
communication in the worker
who make misunderstanding.
M3-Study of relevant team development theories to support the development of cooperation
within effective teams.
Development of team in an enterprise is very essential task in a company. Team building
activity assist a company to improve their dynamics and culture. When worker collaborate and
communicate with each other then they will make an understanding. This will improvise the
workers performance and productivity(Miao, and, et. al., 2020). Tesco is in retail business.
Mainly there are three main level for shaping teamwork in retail business. The first is for
strengthening the self-examination and capabilities of team leader so that they can manage a
better team unit. There are many techniques and exercises to build teamwork. The Tesco is an
multinational company, learn for work with a diversified team in Asia, America and Europe
needs in-depth management training. For joining force with foreign country for the strategic goal
of Tesco and work normally as the team manager have a good team.
P4- Apply concepts and philosophies of OB within an organizational context and given business
situation.
Path-goal theory- This theory was first introduced through Martin Evans and and then afterward
developed by House. The path goal model theory is based on specifying leader's behaviour or
style which is best fits the worker and work environment in order for achieving a goal. The goal
of a leader is for increasing the workers empowerment, satisfaction and motivation. The other
kind of leadership behaviour are-

 Directive- The leader informs other employee that what is expected for them, such telling
that what to do or how to perform a task. The Tesco is in retail business, the leaders in
Tesco can utilise for marketing a product.
 Supportive- The leader make pleasant for employees through showing concern for them
and for being approachable and friendly. This is a leadership style in which a manager do
not simply receive result and delegate tasks but instead support a worker until the task is
completed. The leaders in Tesco allows the worker and friendly to take part in process of
decision making(Montminy, Russell, and Holley, 2021). The leader assign a task for
making a page for the new website and list every topic which have been covered. From
this, the leader do their part of job, and now he have to monitor the worker for doing a
good job.
 Achievement- oriented leadership- In this leadership style, the leader sets and
challenging goal for worker, and await them for performing on their best levels. This is
more effective for professional working environment, like sales, marketing, scientific,
technical and many more. If managers at Tesco tell the worker to enhance sales to 100%
till first quarter, now this is a challenging goal for achieve.
 Participative leadership- The leader discusses with their team member before making
decision. This is most successful when a subordinate were highly involved and trained in
the work. In Tesco to make a plan for achieve a goal, the team member want to
participating on every level so that implementation and planning would be proper.
M4- Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.
The study in a way people behaves individually or in groups in an enterprise is known as
organization behaviour. There are many leadership style used in an enterprise. Every leader
varies from each other so the styles were also different from all other leaders. The main motive
of a leader is for motivate the worker for doing better. Sometime the leader have to direct so to
guide the worker for the steps to achieve goals. The worker and leader have to be participative.
The channel of communication should be two way so the other person do not misunderstand the
situation. The leader have to provide moderate goals to the workers so that this will not be hard
for worker who achieve them.

D2- Analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance
and productivity.
In Tesco, this is being assured that every person understands what is essential, and how team
work increase the overall productivity. Tesco group have many team such as commercial,
marketing, IT, finance, business development and many more(Nwali, 2018). This is essential in
Tesco that a individual team work with proper cooperation and they also cooperate with other
groups also. Better communication in the top level management and the worker is also essential.
Communication flow from the top of the management to medium level management and then to
the employees. Team work, proper communication, effective leadership and worker performance
is what this make Tesco successful.
CONCLUSION
In the above report this is being concluded that the organizational behaviour is
application for knowledge for how an individual and group act and in the organisation, for
accomplish objectives and goals. This assist to understand many aspect which can motivate
worker efficiently and effectively. Every company want to improve the performance of worker
and for making a trusting and strong relationship with the workers. Effective communication is a
key to run an organisation.
The organisation have to make sure that the wants of the worker will be fulfilled and they were
satisfied. There have to be healthy environment in the company. Every aspects is responsible for
the proper functioning in the company.

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