Organizational Behaviors: Influence of Culture, Politics, Power, and Motivation Theories at a Glance

This report discusses the influence of culture, politics, power, and motivation theories on organizational behavior in the context of Desklib. It covers Handy's culture model, Hofstede's six dimensions cultural model, and French and Raven's different types of power. It also discusses motivational theories, including content and process theories, and their importance in keeping employees motivated.

Organizational
Behaviours

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
TASK 1......................................................................................................................................3
Influence of Culture...............................................................................................................3
Influence of Politics...............................................................................................................6
Influence of Power French and Raven’s different types of Power........................................6
TASK 2......................................................................................................................................8
Motivation..............................................................................................................................8
Feature of motivation.............................................................................................................8
Motivational Theories at a glance..........................................................................................8
Content theories of Motivation............................................................................................10
TASK 3....................................................................................................................................11
TASK 4....................................................................................................................................15
Situational Leadership theory..............................................................................................15
Path-goal theory...................................................................................................................16
Social capital theory.............................................................................................................17
Contingency theory by Hersey (1988).................................................................................18
CONCLUSION........................................................................................................................19
REFERENCES.........................................................................................................................20
Books and Journals:.............................................................................................................20

INTRODUCTION
Organisational Behaviour is the study of human mankind which becomes necessary in
now these days in a business environment (Nuckcheddy, 2018). It is an academic study of
how people interact with other people. Organisations are applying this theory in order to
operate their business more effectively. This report aims to understand the organisational
behaviour in the context of Tesco Plc. This report will be discussed the culture, politics,
power, etc. of the organisation. It also discusses the importance of motivation and
motivational theories. In addition to this, the report will be covered team and related theories
that are necessary for the efficiency of the organisation. Last but not least it will also discuss
the situational leadership theory which helps to deal with uncontrollable situations.
Company Profile:
Tesco is a British multinational organisation that deals in groceries and other general
merchandise stores. It is the retailer and found to be the third-largest in the world according
to the measurement by gross revenue. Headquarter of Tesco is located in Welwyn Garden
City, United Kingdom. It will send avoid a range of products and services.
MAIN BODY
TASK 1
Influence of Culture
In today's business environment, it is identified that every day the complexity and
dynamic nature of the environment is increasing which becomes necessary for the company
to deal with them (Balwant, 2018). It is necessary that the company should analyse the
power, politics and culture as they provided and influence individual and team behaviour and
performance. It is necessary to critically analyse each element in the context of Tesco. It is a
British based organisation that deals in the retailing business.
Culture
It is identified that organisational cultures are made up of customs, values and beliefs
of employees. This is the main reason that it provided and influence the performances of
employees. If an organisation has a good culture then they are able to make an effective bond
between employees and the organisation. Culture please an important role in the success in
growth of any organisation and that's why it is necessary to understand that which type of

culture is apply the organisation (Jacobs and Manzi, 2020). For that purpose, Handy's culture
model is found to be significant as it includes four types of culture which generally used by
the organisation. It can be better understood with the help of the below points:
 The first is power culture which is used by those organisation that gives power to a
few peoples and do not allow to interfere any other employee in the decision-making
process. They have only one boss from which they get directions.
 The second is role culture which is found to depend on rules and regulations in an
organisation. It is identified that the organisation is always focusing on clearly defined
rules and responsibilities of employees so that it will not create any conflicts and
repetition of work.
 Task culture is the third type in which organisations have a main focus on building
teams and assigning a particular task so that they can use their specialities in order to
achieve the common goal and objective.
 Person culture is found to be the last type in which an organisation provide
importance to the employees. It is found to be really very helpful for the organisation
as they can easily get encouraged and motivated towards achievement of goals and
objectives.
These are the important cultural type that can be analysed with the help of Handy's
cultural model (Mullins and McLean, 2019). It is necessary that organization has cultural
awareness as it helps them to reduce the complexities as well as conflicts between employees.
It is identified that Tesco is facing challenges due to the different cultures of each person.
Tesco is the largest organisation in the UK and it employed many employees. Due to this,
they have a diverse nature in the organisation. This is the main reason that organisations
should understand the importance of cultural awareness. This can be possible with the help of
applying Hofstede's six dimensions cultural model. It is the model that is used by the
organisation for the purpose of analysing the culture of an organisation.

https://www.business-to-you.com/hofstede 1
 The power distance index refers to the degree of inequality that is accepted and exists
between people (Miao and et.al., 2020). It is identified that the high power distance
index shows that society is able to accept the unequal distribution of power and vice
versa. In this type of culture, it is identified that team members are always not taking
any initiative as they like to be directed and guided to complete a task.
 Individualism versus collectivism refers to the strength which is able to tie people
with others in the community. High individualism versus collectivism indicates that
family has a weak interpersonal connection and that's why they are not able to take
responsibility for other actions. It is identified that a collectivist society is always
ready to take responsibility for another person.
 Masculinity versus feminity is referred to the culture wear the distribution of roles
between men and women is based on their gender. In masculine societies, it is
identified that organisations are giving importance to the achievement of tasks
without any worry about employees and any other resources (Sheedy, Garcia and
Jepsen, 2021). On the other hand, in feminine societies, it is identified that it provides
important to have a good relationship with people and supervisors.
 Uncertainty avoidance index is found to be becoming very important as it describes
how people are able to cope with anxiety. In the high score society, it is identified that
people are focusing on making life as controllable and predictable as possible. On the
other hand, low uncertainty avoidance index countries, are found to be very relaxed
and inclusive in nature.
 Long versus short term orientation is described as the time origin of people. Those
countries which have long term orientation are focusing on being more thrifty, modest

and pragmatic (Huang, 2021). On the other hand, short term oriented countries have
people who emphasise consistency, truth and principles.
 Last but not least intelligence versus restrained which is the 6 dimension of Hofstede
that discovered very fewer data. A high score allows gratification of people on
emotions and drives such as having fun and enjoying life. On the other hand, a low
score is more facing on the regulation of people's behaviour and conduct.
Influence of Politics
It is identified that politics is also providing an impact on individual and team
behaviour. If the organisation have high politics then it automatically reduces the output of
the organisation as employees get negatively impacted by it (Smadi, 2022). In the case of low
politics, people are feeling enthusiastic and they are able to provide the best productivity.
Workplace politics can be divided into two parts that are negative workplace politics and
positive workplace politics.
 Positive politics are found to be a behaviour that is designed for the purpose of
influencing others with the goal of helping people and organisations that are playing
politics.
 Negative workplace politics is referred to the politic which is designed for the
purpose of personal gain at the expense of the organisation and other.
Influence of Power French and Raven’s different types of Power
In Tesco, it is found that their employees' behaviour is getting impacted by the power.
That means in the organisation a person who has high authority power then it acts
accordingly. This can be better understood with the help of Power French and Raven's
different types of power. It includes 5 types of power which a mentioned below:

 Legitimate power believes that a person has only the formal right to make demands
in the organisation and it also expects that to be obedient and compliant with others.
 Reward power is resulting from the ability of one person to compensate for the
purpose of compliance with another.
 Expert power is found to be based on the high level of knowledge and skill of a
person.
 Coercive power has come from the belief in the organisation that a person can punish
others for non-compliance.
 One more extra power is added by Raven i.e. information power which results from
the ability of an individual in order to control the information required by other people
for accomplishing something.
Tesco is a large organisation that focuses on achieving its goals and objectives with
the inclusion of people and this is the main reason that they have a personal culture and also
sometimes adopt a task culture according to the situations (Montminy, Russell and Holley,
2021). Their organisational culture is always focusing on providing importance to their
people and they believe that human resources are the main reason for their success and
growth. It is necessary for an organisation that they need to focus on the quality,
performance, wages and incentives and efficiency of an individual for the purpose of
achieving goals and objectives.

TASK 2
Motivation
Motivation is the word derived from the motive which means the desire, want within
the individual. It is a process of accomplishing goals. In the work goal, the influence of the
people is the desire for money, success, job satisfaction, and teamwork. Motivation is the
inherent ability that arrives to accomplish the desire. One of the most important functions is
cerate willingness in the employees to perform to the best abilities. Motivation is a
psychological term that cannot be forced by any employee. It is a process whereby need
instigates behaviour toward the goals and satisfies the need.
Feature of motivation
 Motivation is a psychological phenomenon because it is an internal feeling. Some
employees in the organisation that has willing to do work without any pressure
(Dominic and et.al., 2021). It has internal feeling desire aspiration that influences
human behaviour to do work.
 Motivation induces people to behave in such a manner so that they achieve their
goals. The motivated person has no need for direction. They will work in the desired
way they want.
 It is a dynamic process because human being need is unlimited and change
continually. Satisfaction of one need comes to arise another need.
 Motivation is also a complex process human needs are mental feelings that are not
measurable.
Motivational Theories at a glance
Content theory of motivation
Content theory of motivation describes the system of need that motivates people's
actions. Content theories define what motives and needs of an employee. All human beings
have a variety of needs (García-Tadeo and et.al., 2022). A need is a human condition they
become energized this is the basic need. All the people first satisfy their basic needs. Instincts
are fundamental needs basic to our survival. Food and water are instinct needs. Many needs
are to learn and all need not born with a high need for achievement. We learn to need success
which is basic and some needs are achievable.
These include the various theories.

 Manifest theory
 Learned need theory
 Maslow Hierarchy of need
 Alderfer’s ERG theory
 Herzberg motivation Theory
Process theory of motivation
Process theory explained why the behaviour is initiated. This theory focuses on the
mechanism people choose a target. This process includes the effort that is hit forcefully.
Process theory includes the four theories which prescribe the theory.
 Operant Theory: it is the simplest theory of motivation. Which describes that people
do that thing which will be rewarded they avoid doing the thing which they are
punished.
 Equity theory: the feeling of unfairness is that equity theory. This theory state that
motivation is only affected by the outcome for receives from input as compared to
other input and outcome of output.
 Goal theory: it is a set of facts. Theories of the set of the proposition are more right
than they are wrong they are not infallible. It is one of the strongest theories of the
organisation.
 Expectancy Theory: It is sufficient when a wide variety of situations. The choice
between a jobs, working is so hard or not. It occurs when possibilities occur.
Motivational theory is very important for every employee it helps them to achieve
their target & goal for the organization (Yuen Onn and et.al., 2018). Every company or
organization has arranged a motivational session for their employees, in which the speaker
can make the motivational environment for employees it gives so many examples & tells so
many biographies of the great leaders or businessman like when they start a business they
have to nothing, but they have the target in the eye by seeing this they make small – small
goals on daily basis or weekly goals for achieving after achieving the small – small goals they
become positive & mind-set will become more strong or then step by step they start growing
& became the successful businessman. For this, they gave so many examples to the
employees after listening to so many examples & biography they feel so energetic or filled
with energy or this thing want every organization because of this energy or mind-set they
achieve the target & goals for the organization.

There are so many organizations that don’t organize any motivation camp or anything
for their employee. But in that, there is a team leader & the process manager who support
each & every single employee, while performing any task or they build trust on the employee
“ YOU CAN DO THIS” these simple words help a lot to motivate the employee by the
manager, or they will moral & practical support like while performing any task the employee
stuck on something or facing any problem so the employee will directly ask with the manager
or team leader without any hesitation, these type support helps every employee to motivate
towards to the work. Motivational theory is the key to becoming more profitable employees,
as a motivated employee is more productive & more efficient.
Content theories of Motivation
Maslow’s Hierarchy Theory – Most employees know about Maslow’s Hierarchy Theory it
basically depends upon human needs, because the person will be motivated when all his
needs are fulfilled (Mousa, Massoud and Ayoubi, 2020). People don’t work for frame or
security, they only work to full fill their needs.
https://www.simplypsychology.org/maslow. 1
 Physiological Needs
 Safety Needs
 Social Needs
 Self-Esteem Needs
 Self-actualisation Needs
Hertzberg’s two-factor Theory – Hertzberg’s two factors theory divides into two factors &
motivating theory.

https://www.marketing91.com/herzbergs-th 1
 Hygiene factors – In Hygiene factors employees want good working conditions, rules
& regulations must be equal for everyone, supportive teams & so many things.
 Motivational factors – In this, every organization must be given some achievement &
awards, if perform better, increase their responsibility, surprise them with good
position these things make the employee motivational.
TASK 3
A team is a group of people who come together for performing independently task to
accomplish a common mission or specific objective. This group come for a limited time for a
continuous process team to come together to solve a particular problem. In a team, every
member has some specific task to work effectively. Teamwork operates in various ways it
helps to improve productivity and efficiency (Tjahjono, Fachrunnisa and Palupi, 2019). The
understanding of teamwork create a good friendship between team member because of good
relation teamwork is going to achieve its goal. Teamwork is essential when projects are big.
The company can achieve its goal through teamwork.
Team work is different type.
1. Cross functional team
2. Self-manage team
3. Virtual team
Cross functional team
Cross-function teams share similarities with the functional team member. The primary
difference is team members come from different departments. This team is useful for jobs

and projects which require different viewpoints and expertise. This team is best when the
supervisor and team leader focus on communication. The Leaders give responsibilities to the
superior-subordinate according to the work done.
Self-Managed Team
In a self-managed team employees working with the same organisation collaborate to
common goal. Tease teams are autonomous and they don’t need supervision. These teams
share leadership and responsibility also. Start-up companies and small scale companies use
self-management teams. A self-managed team give constructive feedback to its subordinate.
Virtual team
A virtual team is referred to as a group of members who work together from different
geographic locations depending on the communication technology (Tran, 2020). It includes
video conferencing, email, and messaging services to collaborate. The team also refer to
those group that they work very asynchronously across the organisation level.
TESCO Company is wanted to do a big project that, why they wanted to do this
project for team work. They apply two theories.
 Tuckman development theory
 Belbin Theory
Tuckman development Theory: In the Tuckman theory mention some important stages
which are necessary to follow to develop an effective team (Lamprakis and et.al., 2018). It
dispersed workers come together by information and telecommunication to accomplish an
organisational goal. In covid 19 worker come together by technology do work very
successfully.

https://www.eln.co.uk/blog/tuckmans-theo 1
1. Forming: This is the first stage for team devolving. Firstly team induces team member
and assign the task. At this stage, the team member behaves independently. While it is the
good spirit and good intention the trust would be there.
2. Storming: This stage when occurring when the initial excitement and good grace ran
out. This is the priority of the member at what time the project is complete. In this stage
ego start to show and temper may flare. The team may disagree on this how may
complete a particular task.
3. Norming: At this stage, things come to settle down. The team gets to the grove by
working on a common goal. When new work comes in front then some conflict arises.
Already leaders went through the worst part of this stage it should be normal to handle
this.
4. Performing: it is the stage where the team can hit stride. Each team member has to
understand the colleague's weaknesses and strengths and at this stage, each member is
motivated and confident. They do work without strict supervision. Every company does
not perform at this stage if a company wanted to achieve the goal it should complete this
stage. When working with the cohesive and supportive team members than they sparked
high morale.
5. Adjourning: when the project end team will be disbanded if they reached the
performing stage if they have some sense of mourning they have grown close. However,
it is possible in future to work with those people who have shared the positive experience.
Belbin’s Theory

Belbin give nine team roles and they categorised roles in three group.
https://andythoncianus.wixsite.com/andyt 1
1. Action oriented
2. People oriented
3. Though oriented
Action-oriented: Action-oriented theory welcomes three types of people who did their work
in their language. Sharper people who take the challenge to improve the team. They are
dynamic and also extroverted. These people enjoy simulating questioning norms and finding
the best approach to solve the problem. Sharper see the obstacle as a challenge.
Implementers who get a thing done turn team ideas into practical action. They are very
conservative type people they do work very specifically and effectively. They are all very
well organised and the company trust these type of people. Complete finishers are those
people who see the project completed thoroughly. There have been no errors or no omissions
they pay attention to the smallest section of the project. They are concerned about the
deadline they work on the finish on time. They are very perfectionist leaders they do work on
time and are very effective.
People-oriented: People-oriented is those people who take responsibility as traditional team
leader guiding the team as per the objective of the project. They are excellent team listeners
and able to recognize the team value. Team workers are those people who are providing help
and support for working together effectively. These people fill the role of negotiator and are
flexible and also diplomatic and perceptive. These are very popular people who are capable

in their own right but they prioritize on the build a strong team and helping people get along.
Resource investigators are collecting the resource for making a good project.
Through oriented: The plant comes with new innovative ideas and new approaches. They
thrive on the praise but it is so risky to criticise. The plant is introverted and performs work
apart from the team. Sometimes their idea is not novel and sometimes they are impractical.
Sometimes they ignore the given parameter. Monitor Evaluators are best and analysing the
idea. They focus on the point which is the pros and cons of the factor. They are a very critical
thinker. Every organisation need this type of leader who thinks very positively and critically.
They think about the prons and cons of the project side.
TASK 4
Situational Leadership theory
Tesco is employing a large number of employees and that's why they need a leader
who is capable to deal with all the situations which come from the external environment as
well as the internal environment of the organisation (Ojebola and et.al., 2020). In the coming
era, the business environment becoming more dynamic in nature and because of it, Tesco has
adopted the situation theory of leadership which suggested that no single leadership style in
an organisation is best for every situation. As per this theory, it is identified that the most
effective leaders in an organisation are found to be those who are able to adapt leadership
styles according to the situation and type of task. This is necessary to understand by the
organisation the importance of situational leadership theory as it is very practical that no one
leadership style is applicable for each situation in the organisation. It is a relationship-
oriented type of leadership in which leaders are focused on collaborating with the team
members and also able to encourage them towards social awareness, self-awareness,
relationship skills, responsible decision making and self-management for the purpose of
supporting team members whenever required.

https://www.leadershipahoy.com/the-situa 1
This theory has the ability to improve the performance of Tesco as it focuses on
adopting the right style of leadership according to the analysis of the situation. So it is
obvious that whenever leadership style matches the situation then it automatically results in
improving the performance of the organisation. It is identified that organisations should focus
on improving their performance than only they are able to achieve their goals and objectives.
Tesco forwards barriers to ineffective performance such as ineffective leadership, poor
implementation of HR practices, poor communication skills, not understanding the behaviour
of employees, etc. Organisation behaviour is necessary for Tesco in order to understand and
analyse the mind-set of individuals.
Path-goal theory
Path goal theory is found to be an important organisation behaviour theory as it is
based on the premise that the behaviour of the leader provided an impact on the motivation,
satisfaction and performance of employees (O'Grady, 2018). It is basically based on
expectancy theory in which individual acts in a particular way based on the expected
desirable outcome. It is identified that particle theory is assumed that a leader can be effective

when they are complementing their employees and also able to compensate for their
shortcomings. As per this theory, an effective leader is always focusing on clearing out the
path for employees in order to follow to achieve goals and objectives and also removing
obstacles and pitfalls. It includes four types of leadership behaviour in the story such as
achievement-oriented, directive path-goal clarifying, supportive and participating. It is
identified in this theory that the manager's job is always viewed as a guide and director who
provide guidance to their workers in order to choose the best path for the purpose of reaching
both organisational as well as a personal goal.
http://www.academic-capital.net/2013/05/ 1
Social capital theory
The social capital theory is found to be an important organisation behaviour theory
that content that social relationships are an important source in an organisation that leads to
the accumulation and development of human capital. It arises from the human capacity to
think, consider and act cooperatively and generously with others. It is driven by sociability
which is described the most simply as social context. It is related to social structures and
relationships which involve people who know each other and have a good and positive
relationship between them (Xaba and Mofokeng, 2021). Their relationship should be based
on respect, trust, reciprocity and kindness. It also involves a supportive social structure that is
able to discourage exploitive behaviour and encourage prosocial behaviour. It is suggested
that in the organisation the members should behave affective social relationship. It is not only
between inside members but also with outsiders so that they can confer vital resources such
as advice, information, friendship and social support. It contributes to the achievement of
goals of an organisation with the help of social networks, obligations, norms and other
important patterns which arose from social interactions.

https://www.researchgate.net/figure/Asso 1
Contingency theory by Hersey (1988)
According to the Hersey Blanchard model, it is identified that organisation has no
single leadership style which is better than another so it is necessary that they should instead
of focusing on workplace factors but it is necessary to focus on leaders and then leadership
styles. The styles of a leader should be adjusted for those they lead and their abilities.
Contingency theory is found to be an important organisation theory that focuses on there is
no best way to organise a company. As per this theory, contingency is focusing on providing
importance of the situation and personality of the leader. It outlines two important styles of

leadership that are relationship motivated and task motivated. Task motivated leadership
refers to the theory which is focusing on the accomplishment of the task. On the other hand,
relationship motivated leadership is mainly focusing on interpersonal relationships which
help an organisation to encourage its employees toward the achievement of goals and
objectives.
CONCLUSION
It can be concluded from the above discussion that organisation behaviour is
becoming very important in today's business environment as it is the study of human
mankind. According to the organisation's behaviour, it is identified that the individual
behaviour and performance of the organisation is getting influenced by the culture, politics
and power of the company. It is analysed that organisations need to analyse these three
important elements of organisation with the help of applicable theories such as Hofstede's
cultural model. This report also included the importance of motivation and leadership with
the discussion of related theories as it helps them to achieve the goals and objectives of the
company. It also discussed the important organisation behaviour theories which help to
understand the behaviour of human mankind in the workplace. It also helps in increasing the
effectiveness of organisational performance. It includes three important theories that are
situational leadership theory, social capital theory and path-goal theory.

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