Organisational Structure & Culture: Impact on Performance & Behaviour

1 – ORGANISATIONAL
STRUCTURE &
CULTURE

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. Organizational culture and structure that can influence the organizational performances......3
2. The ways in which different factors influences the individual behaviour at workplace.........5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Organizational culture is the basic expectations that one can have within the business
establishment. These are stated as unwritten rules and regulations that dictate the attire, work
ethic and the overall structure of any business organization. A new employee will often have to
learn and understand the rules that are perfectly fit into the business and have to follow the
culture of the organization in the most effective manner (Olynick and Li, 2020). Business culture
in some or other way defines the organisational structure as it is the framework for the culture
that is to be implemented within the workplace.
In order to describe the concepts of culture and organizational structure, Tesco has been
selected as a firm which is British multinational retailer organization headquartered in England.
It is the third largest retailer firm within the market place.
This report will highlight the notion of Tesco culture and structure that can influence
organizational performances along with different factors according to behavioural approach that
can influence individual behaviour at work place.
MAIN BODY
1. Organizational culture and structure that can influence the organizational performances
An organizational structure is highly dependent upon its size, sector in which Tesco
operates in public as well as private or even in the charitable sector, the number of people it
employs and its physical resources. The organizational structure can be classified into two
different styles of structure such as functional managerial constitution and divisional directorial
arrangement. Functional organizational structure are organised according to the technological
regulations (Meng and Berger, 2019). Older practical managers are accountable for allotment of
possessions but the responsibilities for the total manufactured goods is not owed to one
individual person but rather to a elder organization collection of individuals. Products offered by
the firm that requires high level of specialists knowledge requires a functional structure.
On the other hand, divisional organizations are majorly divided into different smaller units
of operations with each division associated to production and sales unit with supporting
departments such as HR, finance, sales, production, marketing and many more under the
departmental executive but in charge to the component administrator and then their uphill
management. The organisational structure followed within the Tesco are based completely on