Organisational Design and Behaviour

This report discusses the classical, human relations, system, and contingency approaches to organization, structure, and management. It also explores the objectives and importance of good structure within a firm, as well as the advantages and disadvantages of different organizational structures. Additionally, it examines the relationship between managers and subordinates in terms of delegation and empowerment. The chosen company for this report is Tesco, a multinational retailer headquartered in the UK.

Organisational Design
and
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1........................................................................................................................................1
Describe classical, human relations, system and contingency approaches to organisation,
structure and management......................................................................................................1
Question 2........................................................................................................................................3
a. Objective and importance of good structure within firm....................................................3
b. Organisational structures as well as advantage and disadvantage of each in context of
structure and organisational behaviour...................................................................................4
Question 3........................................................................................................................................6
Relationship of manager and subordinate in terms of delegation as well as empowerment.. 6
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational design is considered as the procedures of aligning the organisational
structure with their objectives, ultimate intent of developing effectiveness as well as efficiency.
Organisational behaviour is defined as the study of both individuals and team performance. This
aids to firm to predict and control the human behaviour effectively and efficiently (Aunger and
Curtis, 2016). For this report, the chosen company is Tesco, which is well known multinational
as well as general merchandise retailer. Its headquarters is in England, Hertfordshire, UK. This
report covers classical, human relation, system and contingency approaches to firm, structure and
management. Moreover, the objectives and significance of good structure as well as main
organisational structure and its advantage and disadvantage are explained. Apart from this,
relationship of manager and subordinates in terms of empowerment and delegation are also
discussed in this report.
Question 1
Describe classical, human relations, system and contingency approaches to organisation,
structure and management.
There are various essential approaches to organisation, management and structure such as
classical, human relation, system and others. Some of the approaches to Tesco company,
management and structure are discussed below:
 Classical approach: This is considered as the traditional approach whose focused more
upon firm instead of staff performing there. As per this, the company is refers as a
machine as well as human beings as various elements of that machines. This depends
upon the belief that employees only has economic as well as physical requirements. This
do not considered social requirements or job satisfaction, but instead of advocates a
specialisation of labour, this focuses on leadership, decision making and profitability
enhancement. So, with the assistance of this particular approach Tesco can able to
enhance their productivity, profitability effectively and efficiently. Also, the it helps their
management to make appropriate decisions etc (Bester, Stander. and Van Zyl, 2015). As
the respective organisation is following the Hierarchy structures so this approach aids
them to clearly defined the functions and operations to division of labour which makes its
work simple. Moreover, this is also helpful to management as classical approach clearly
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defines the roles of staff in effective manner due to which they perform consequently for
achieving objectives.
 Human relationship approach to organisation: This came into existence in year 1930s
and also this identified the facts which individuals are the central resources into all
company as well as they have to developed towards higher levels of accomplishment,
creativity as well as competency. It is also known as supportive approach in context that
changing role of manager from control of staff to active support of its growth as well as
performance. So, with the assistance of this particular approach TESCO can able to
analyse the behaviour of their staff members and its management can controlled human
resources and align its objectives with firm leads them towards accomplishment of
objectives. As per the structure of respective organisation, they have to select the
workers and focused towards their developing relationship among whole hierarchy level
and provide satisfaction to them by fulfilling their needs and demands appropriately.
 System approach to organisation: This is considered as an older approach, it finds the
organisational behaviour through mapping the repeated cycles of inputs, output as well
as feedback among company and their external environment. Also, this concept views
that firm as an interconnected purposive system which includes various sections of
business (Christina and et. al., 2014). As this particular approach is based upon
generalization that all the the things is interconnected as well as interdependent. So,
overall functional areas of TESCO are inter- related with one another which aids them to
perform the task in systematized manner. This approach assists respective firms to find
the whole organisational objectives and through this its management leverage as well as
recognises specific patterns which organisation's follows and leads them accordingly for
attaining identified goals.
 Contingency approach to organisation: This approach is also known as the situational
approach and is based upon premise that process or behaviour that perform efficaciously
into one situation and fail in others. Moreover, this depends upon the theory that
effectiveness of management is contingent or dependent upon interplay among the
application of management behaviours as well as particular situations. Therefore, with
the assistance of this particular approach TESCO can able to design their structure
effectively as well as plan the information decision system. Also, this assists their
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management to describe the whole management activity like planning, controlling and so
on to its employees so that they can able to perform as per the situations (The 11 Most
Important Management Theories For Small Business, 2019).
Question 2
a. Objective and importance of good structure within firm.
Effective organisational structure explains the jobs of every staff as well as how this fits
into whole system. Within company, it is essential to have efficacious objective and structure.
Moreover, it is refers as the core component around which several functions are performed as
well as various procedures are operated (Coccia, 2015). In TESCO, the objectives of good
structure is engage its staff by clarifying their role and scopes. Also, to provides division of
labour, effectiveness as well as aids in avoiding disputes as well as confusion. Moreover, within
respective organisation the good structure can contribute greatly towards survival, continuity as
well as stability of their business. So the importance of effective structure can be acknowledge
through below discussed points:
 Provides administration: Good organisational structure aids firms into management
functions performance such as planning, staffing, directing as well as controlling. In
Tesco, this provides the performance of several managerial functions through division of
employees, consistent delegation and clarity of authority and accountability relation.
 Co-ordination: Organisation is an essential means of brining co-ordination among
several departments of business. Good structure develops clear cut relation among
department as well as aids in laying down balanced emphasis upon several activities. In
Tesco, this facilitates clear cut relationship within several business divisions an
accomplish the activities in effective and efficient manner.
 Optimum usages of human resources: Good organisational structure meets the jobs
with person and vice versa. Moreover, this assures that each person is placed upon job for
which they are suitable. In Tesco, it assists in appropriate utilisation of human performing
within respective organisation.
 Training and development: Good organisational structures provides effective
delegation of authority, this is an essential aspects for workforce training and
development. Within Tesco, efficacious structure aids in appropriate delegation of
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authority which is crucial for guiding its subordinates. Also, this develops them for taking
more accountabilities whenever need to be developed (Organization Structure –
Definition, Determinants, Importance and Types. 2013).
All the above given points describe the importance of good organisational structure
within Tesco. This assists respective organisation to manage the performance of management
functions, appropriate usages of human performance, provides clear cut relation among various
department of business and many others which aids them to attain the objectives in effective
efficient manners.
b. Organisational structures as well as advantage and disadvantage of each in context of structure
and organisational behaviour.
Organisational structure is defined as the system which outlines how specific activities
are directed for attaining the goals of company. These activities are roles, accountabilities, rules
and others. Moreover, it also ascertains that how informations flows among various level into
firm (Daae and Boks, 2014). This assists Tesco to facilitates guidance to whole staff through
laying out the official reporting relations which govern the organisation's workflow. There are
various types of structures some of them are discussed below: Hierarchical Structure: This is considered as the organisational structure where staff
are grouped with each workers having one supervisors. The grouping the performed as
per the some factors that functions, geography and product that are explained below:
 Function: In this factors, staff are grouped as per the functions that company;
facilitates.
 Geography: In this factors, staff are grouped as per the region. Such as in
international organisation the grouping can be done based on countries and others.
 Product: In case organisation is manufacturing several products or offers various
services then this can be grouped as per the product and services that they are
facilitating to their clients.
So, this is particular used through the large company like Governments, corporations and
others are hierarchical firm with different levels of management and power. Therefore, TESCO
are using hierarchical organisational structure where they are divided the positions as well as
obligation into various parts to assure that task will be performed smoothly and efficiently.
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 Advantage: Hierarchical organisational structure helps Tesco to perform in
systematised manner as they work or information goes on hierarchy manner.
 Disadvantage: This is time taking as the work performed hierarchical way means
level by level. Also, sometimes the senior feel more powerful and do not care about
employees emotions. Matrix structure: This is considered as the structure in which reporting relations are
established as a grid instead of into traditional hierarchy. Moreover, it is the kinds of
organisational management where individuals with similar skills are pooled for work
assignments, outcomes in more than one manager to report (Mahembe and Engelbrecht,
2014). For example: Within organisation, different employee performs under various
department and all of them have to report to their respective department manager such as
finance staff will report to finance manager and so on. Therefore, Tesco can also follow
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Illustration 1: TESCO COMPANY ORGANISATIONAL STRUCTURE
(Source: TESCO COMPANY ORGANISATIONAL STRUCTURE CHART EXAMPLE. 2016)

this particular structure through which they can divided their staff into many sections and
contract to respective department manager for any project or issues. Advantage: This help respective organisation to clearly articulate the objectives of the
work or projects,
 Disadvantage: This structure creates internal complexities due to which staff get
confused and do not able to perform the task in effective and efficient manner. Also,
there is chances of enhancing conflicts because of different management directives.
Question 3
Relationship of manager and subordinate in terms of delegation as well as empowerment.
Delegation and empowerment both are very helpful management tools as well as
techniques as both are utilised for common aim of staff management. Delegation is considered as
assigning the works to their staff. Empowerment seeks to provide more authority to staff with the
intent of improving staff commitment, expertise and enthusiasm (Rigtering and Weitzel, 2013).
The manager and subordinates relationship have to be explained clearly within work area. As
TESCO manager bear primary accountability for developing as well as maintaining effective
working bond among all staff. Also, the manager delegate roles, responsibility etc. through
identifying their skills and capability and facilitate empowerment to its subordinates which
assists them to do the work as per their accountabilities, make appropriate decisions and make
them feel valuable so that they can able to perform effectively and efficiently for the
accomplishment of objectives.
The manager of respective organisation has to delegate their task as per its skills,
knowledge and abilities (Tuffley, 2013). For example; In TESCO, manager assigned the task to
whole staff based on its capabilities and skills and they have to do it appropriately as well as
management have to control all those activities or work and also monitor that they are
accomplishing effectively or not. Therefore, the relationship of manager and subordinate reaches
towards the satisfactory balance.
CONCLUSION
From the above report, this has been concluded that organisation design an behaviour is
essential for company as this help them to align their employees objectives with firms goals and
also helpful to understand behaviours effectively and efficiently. Classical, human relation,
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system and other approaches assists to know about the organisation. Moreover, it is important to
have good organisation structure within company as it manage the performance of management
functions, appropriate usages of human performance others. Also, there are some hierarchical,
matrix and many more structure that helps organisation to do the work in systematic manner.
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REFERENCES
Books and Journals
Aunger, R. and Curtis, V., 2016. Behaviour Centred Design: towards an applied science of
behaviour change. Health psychology review. 10(4). pp.425-446.
Bester, J., Stander, M. W. and Van Zyl, L. E., 2015. Leadership empowering behaviour,
psychological empowerment, organisational citizenship behaviours and turnover
intention in a manufacturing division. SA Journal of Industrial Psychology. 41(1). pp.1-
14.
Christina, S. and et. al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management. 10(1-2). pp.164-179.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M.(2014)‘Structure and organisational
behaviour of public research institutions under unstable growth of human resources’,
Int. J. Services Technology and Management. 20(4/5). p.6.
Daae, J. Z. and Boks, C., 2014. Dimensions of behaviour change. Journal of Design
Research. 12(3). pp.145-172.
Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology. 40(1). pp.01-10.
Rigtering, J. P. C. and Weitzel, U., 2013. Work context and employee behaviour as antecedents
for intrapreneurship. International Entrepreneurship and Management Journal. 9(3).
pp.337-360.
Tuffley, D., 2013. Engineering Organisational Behaviour with Design Research. In Knowledge
and Technological Development Effects on Organizational and Social Structures(pp.
37-50). IGI Global.
Online
The 11 Most Important Management Theories For Small Business. 2019. [Online]. Available
Through:<https://getsling.com/blog/management-theories/>
TESCO COMPANY ORGANISATIONAL STRUCTURE CHART EXAMPLE. 2016. [Online].
Available Through:<http://www.orgcharting.com/tesco-company-organisational-
structure-chart-example/>
Organization Structure – Definition, Determinants, Importance and Types. 2013. [Online].
Available Through:<https://www.mbaknol.com/management-principles/organization-
structure/>
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