Organisation Behaviour and Performance

The provided assignment is a detailed analysis of organisational behaviour and its effects on performance. It explores different leadership styles, including autocratic, democratic, and laissez-faire approaches, highlighting their strengths and weaknesses. The report also examines various barriers to effective performance, such as leadership failure, gender pay gap, and diversity, providing insights into strategies for overcoming these challenges.

Organizational Behaviour

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance....................................................................................................3
TASK 2............................................................................................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................5
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team.......................7
Effective Team.................................................................................................................................8
TASK 4............................................................................................................................................8
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation....................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is a term that is used to know about the behaviour of the people
in the work environment. It is the study of workforce who interacts with each other and shows
the ability of the employees to work within the organisation. The aim of this report is to develop
the level of understanding about the organisational culture and workforce motivation by using
different culture within the organisation as well as demonstration of understanding on how to
cooperate with others and lastly the application of concepts and philosophies will be discussed.
The company taken for the purpose of the study is Tesco which is one of the largest retail
supermarket chain in the world. It has it’s headquarter in UK. The company provides the largest
service area in the world and employee around 2000 employees.
TASK 1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
This is defined as the culture that an organisation has which describes the working
condition within it (ARCHER, and CAMERON, 2013). The culture of the organisation is
dependent on the employees and the managers who are supervising them. In the context of Tesco
a study has been considered which will discuss the power and politics culture that a manager
uses to influence the behaviour of the team as a whole. Handy has defined the culture in the
organisation in different ways which are discussed below:
Handy's Typology
It is divided into four types
Power Culture
In this type of culture the power is given to few individuals. This type of culture helps
Tesco to take quick decisions as the power is in the hands of single individual. Tesco can use this
culture to overcome its problems.
Role Culture
This type of culture defines the roles and the responsibilities of employees working in the
organisation. In the case of Tesco this can help them to assign the duty to the employees so that
they will do the task in better way.
Task Culture

This culture defines the task to the particular group. In this culture power of the group is
determined in completing the task. In the case of Tesco this will help them to complete the
specific job at the specific time.
Person Culture
This type of culture defines the individual behaviour. In this the individual find himself to
be superior to others. In case of Tesco this culture will help them to motivate the employees to
achieve the goals and objectives as defined.
Power of managers
This is the skill of the mangers to influence the thought of the employees. As in the case
of Tesco this will enable them to influence the motivational level among the employees so that
the pre-set objectives of the company can be achieved.
Legitimate power
It is the power of manager that has been arrives of the position that it holds. In the case of
Tesco the legitimate power is in the hands of few managers that enables them to control the
working of its employees.
Expert power
This is the power that has been derived from the skills and the expertise that the
individual in the organisation has (BY and BURNES, 2013). In the case of Tesco individuals
who have the skills and the knowledge can be made the leaders who can lead the team.
Referent Power
This is derived from the interpersonal relationships that an individual has. In the case of
Tesco the referent power of the individual influence the organisational culture in the positive
way.
Coercive Power
This is the power that has been derived by creating threat in the organisational
environment. This is generally used on the junior employees. In the case of Tesco this type
power will help them creating the culture that influence the organisational environment and
motivate the employees to work in good manner.
Reward Power

This type of power helps the employees to get motivated by achieving the rewards while
performing their task on time. In the case of Tesco this will help them achieve the targeted plans
on time and employees satisfaction.
Political behaviour of managers
It is the conclusion of the power and the political influence of the managers in the
company. This type of behaviour lowers the productivity of the employees who possess the
political behaviour in the organisation.
Hofted’s Dimensional Theory
This is the cultural dimension that defines the behaviour of the individuals working in the
company. In his theory he defined various dimensions that influence the working environment.
These dimensions are:
Power distance index: This is referred to as the degree of inequality that exists in the
organisation.
Individual versus collectivism: This is the strength of that the people have over their group.
Masculinity versus femininity: This refers to the distribution of the roles between the men and
the women.
Uncertainty avoidance index: This type of dimension describes how people will cope with the
anxiety.
TASK 2
P2 Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational context.
Motivation is defines as the way that influence the employees of the organisation to work
in more efficient and profitable manner. It helps the organisation to achieve its goals. It
effectively manages the employees performance so that the task can be done in efficient
and on timely manner. In the context of Tesco the motivational theories that can improve
the culture in the organisation are:
Content Theory of Motivation
This describes the requirement for motivating the employees. In this the Maslow’s
hierarchy needs is considered. This is the hierarchical needs of the employees which is derived

from lower to the higher end (Coccia, 2014). As the lower needs are fulfilled the tendency to
meet the higher needs derived from this. These theory are divided into following:
Physiological needs
This is the first tunnel that has to covered in this hierarchy. This defines the basic needs
of the employees in the organisation. This can help the employees of the Tesco as they will be
able to fulfil their basic needs first and will fell motivated to do the work. The employee will
concentrate more towards the work that has to be done.
Safety and Security
When the basic need of the employee is fulfilled the need of safety and security appears.
The need of personal security, job security, health security are the key of this stage. These needs
should be fulfilled by the employees so that they will work in the organisation with full potential.
Social Needs
This is the need of the people where they want to get loved and love others. This is the
social requirement need of the employees. if the employees of Tesco get the environment where
their social needs are fulfilled then it would help them to get rid of the loneliness or the social
isolation.
Esteem Motivators
This type of need describes the behaviour of the employee where he wants to get some
attention. Here the employee need to be valued such as being useful. The manager of Tesco
should form the way which helps their employees to get themselves feel important.
Self-actualization
At this stage of the hierarchy the individuals should get the chance to develop
themselves. They have to prove themselves and to gain the position of self-actualisation. In the
case of Tesco this will help the company to retain the employees with them.
Process Theory of Motivation
This is the psychological way of motivation of the employees where the employee of the
organisation act in the particular way so as to achieve the organisational goals (HUCZYNSKI,
and BUCHANAN, 2013). This theory gives the way that resources should be distributed among
the employees in the fair manner. The managers have to bring the equality among the input that
the employee is making in the product as compared to the output. In Tesco it increases the

productivity of the employees in the positive way so that overall organisational objective can be
achieved.
Improved Level of Motivation
With the help of the above mentioned theories the company would be able to resolve the
queries of the employees and would be able to motivate the employees to achieve the overall
objectives. As the managers has fulfilled the demands and the desires of the employees the
employees would work in the positive manner. These theory helps the employees to attain
confidence and bring performance back to the organisation. This leads to identification of best
team member and the team group that will lead the organisation to fulfil their objectives.
TASK 3
P3 Explain what makes an effective team as opposed to an ineffective team.
In an organisation there are various types of teams. The task is divided between the tasks
in manner so that they are able to achieve the organisational goals accordingly. In Tesco various
teams would help in handling the various functions in the organisation. These teams are stated
below:
Functional Team
This is the type of team that is permanent in the organisation and have various members
with different functions to perform (Hyde, Harris and Boaden, 2013). In the case of Tesco they
will help in performing the specific task in proper manner.
Problem-Solving Team
This team is build by the organisation to resolve the current prole, in the organisation. It
is generally temporary in nature.
Project Team
This is the type of team which performs their job which is assigned to the particular
project. Different individuals are brought together so as complete the desired project on time. In
Tesco this team will help in getting the project done on time and with accuracy.
Virtual Team
This is the team which is not physically present in the organisation but is connected
virtually. As the team is virtually connected this helps the organisation to perform their task in
different part of world smoothly.

Effective Team
The effective performs the task accurately and in effective manner so that organisational
goals are achieved. So for this Belbin’s team role theory is analysed. There are different roles
given by the Belbin that team has which are discussed below:
The Implementer
These are the main performing individuals who uses different tools to implement the
theories and the concepts that will help in achieving the pre-set goals of the organisation. In
Tesco this team will help in clarifying the objectives of the organisation
The Co-ordinator
They are the one who are responsible for coordinating the functions of the different
department so that they are able to achieve the shared goals effectively. In Tesco this will help in
achieving the productivity from the employees.
The Shaper
They are considered as motivated individuals in the organisation who have desire to
achieve the actual goals of the organisation. In Tesco they will help in setting the pre described
goals. And will shape the functions of the employee’s effectively.
Creating the 'Ultimate Team'
In this the managers has the role of creating an ultimate team which is capable of
performing every task in effective way. Every member of this team is able to complete the task
effectively. In the case of Tesco the team has to be made which will meet the way the task is
desired by the customers.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.
Path goal theory is discusses in the task which helps in understanding the team
productivity (LEVI, 2014). This theory specifies the leadership style of the organisation. In
Tesco this will help in increasing the performance of the workforce.
Leader Behaviour or Style

This theory focuses on the leadership style and its behaviour. The leader in the
organisation should perform the task in efficient and effective manner so as to achieve the
overall objective of the company. The four types of leader ship styles are endeavoured which are:
Directive
In this type of leadership style the leader gives the direction to the employees so that they
are able to do the work in the desired and pre specified path as described by the managers. In
Tesco this will help them in coordinating and scheduling the given task to the employees.
Supportive
The managers should be supportive to the workforce so that they are able to perform
every difficult task in efficient and smooth manner.
Participative
This is the style where the employees of the organisation are given the flexibility to help
the leader in taking decision. This type of leader ship is effective and increases the job
satisfaction among the employees.
Main Barriers to Effective Performance
Tesco has faced many barriers because of which they are not able to perform the task to
the fullest. The main barriers to the effective team in Tesco are:
Leadership Failure
The main barrier that company can have is the failure of leadership (Robbins, et. Al.,
2013). In the case of Tesco as they are the large organisation they have to perform the task in
effective manner so that they can achieve their pre-set targets. If the employees does not consider
to work seriously then it will lead them to failure in achieving the organisation objectives.
Gender Pay Gap
This is the main issue that can arrive in the organisation. As if the gender gap is
established then it will lead them to unsatisfied employees and the labour turnover will increase
because of this.
Diversity
If the staff is highly diversified then it will lead them different types of person in the
organisation which will become very critical to handle. Therefore the company should avoid
diversity in recruiting the employees.

CONCLUSION
As in the report it is concluded that organisation behaviour effects the working of the
people in the work environment in both positive and negative way. The managers and the leader
should form the culture that brings consensus among the employees. This will help them inn
motivating the employees to do work efficiently. Organisation may come across different
barriers that effects the working of the company so the managers should form the policy that will
help them to improve the team performance and their productivity.

REFERENCES
Books and authors
ARCHER, D. and CAMERON, A. (2013) Collaborative Leadership; Building Relationships,
Handling Conflict and Sharing Control. 2nd Ed. London: Routledge.
BY, R.T. and BURNES, B. (2013) Organizational Change, Leadership and Ethics: Leading
Organisations Towards Sustainability. London: Routledge.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
HUCZYNSKI, A. and BUCHANAN, D. (2013) Organisational Behaviour. 8th Ed. Harlow:
Pearson.
Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management. 24(16). pp.3115-
3130.
LEVI, D. (2014) Group Dynamics for Teams. 4th Ed. London: SAGE.
Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013. Organisational behaviour. Pearson
Higher Education AU.
Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer
Security. 20(1). pp.39-46.
Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S.,
2012. Organisational behaviour: Core concepts and applications. John Wiley & Sons
Australia, Ltd..