Organizational Behaviour: A Comprehensive Analysis of Tesco Plc

ORGANIZATIONAL BEHAVIOR

CONTENTS
INTRODUCTION............................................................................................................................. 2
LO 1................................................................................................................................................ 3
P1 M1 INFLUENCE OF ORGANIZATION’S CULTURE, POLITICS AND POWER ON INDIVIDUAL
AND TEAM BEHAVIOUR AND PERFORMANCE...........................................................................3
LO 2................................................................................................................................................ 7
P2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANISATIONAL CONTEXT......................................................................................................7
M2 CRITICALLY EVALUATE HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS THROUGH THE
EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL THEORIES, CONCEPTS AND
MODELS................................................................................................................................... 13
LO 3.............................................................................................................................................. 15
P3 FACTORS THAT MAKES EFFECTIVE TEAM, AS OPPOSED TO AN INEFFECTIVE TEAM...........15
M3 TEAM AND GROUP DEVELOPMENT THEORIES FOR SUPPORTING THE DEVELOPMENT OF
DYNAMIC COOPERATION.........................................................................................................17
LO 4.............................................................................................................................................. 20
P4 & M4 APPLY AND JUSTIFY CONCEPTS AND PHILOSOPHIES OF ORGANIZATIONAL
BEHAVIOUR WITHIN TESCO AND A GIVEN BUSINESS SITUATION............................................20
CONCLUSION............................................................................................................................... 22
REFERENCES.................................................................................................................................23
1

INTRODUCTION
Any organization is made up of several individuals that work together to attain organizational as
well as personal goals. During the period they work in the organization, they have to interact
with each other I order to exchange information, based on which the organizational culture and
atmosphere is determined. The study to understand the interaction between individuals in an
organization or groups is termed as organizational behaviour. Its aim is to apply a scientific
approach to the management of workers to improve the organizational performance. The
organizational behaviour is dependent on various factors, that directly or indirectly affect the
company's performance (Huczynski, and Buchanan, 2010).
The following assignment is categorized into four sections that will help in better understanding
the organizational behaviour. The first section critically analyses the influence of power, politics,
and culture of the behaviour and performance of the employees. The second section evaluates
how the effective achievements of the goals can be enabled through different theories of
motivation and motivational techniques. Further on, factors that make an effective team is
understood along with the analysis of different team development theories. Lastly, the
philosophy and concepts of organizational behaviour are applied on Tesco Plc in a given
situation.
For the given assignment, Tesco Plc is taken into consideration to get a better understanding of
organizational behaviour. It is a 99-year-old organization, which is based in England; its store is
based in around 6553 locations and employees more than 476000 people. Its current CEO is
Dave Lewis and its product range includes supermarket, hypermarket, supermarket and
convenience shop (Tesco Plc, 2018).
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LO 1
INTRODUCTION
The following report will discuss the organizational culture and motivation of Tesco Plc. The
dependency of individual and team performance on organization’s politics, power, and culture
is also analysed below. Lastly, motivational theories are applied in context with organizations to
understand the importance of motivation.
BODY
P1 M1 INFLUENCE OF ORGANIZATION’S CULTURE, POLITICS AND POWER ON
INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE
Every organization is based on several beliefs and values regarding which its policies and
guidelines are defended, this can be termed as organizational culture; this also influences the
way through which employees interact within the organization (Dartey-Baah, and Amponsah-
Tawiah, 2011). Based on the organizational goals, the organizational culture can be divided into
following four types:
Power Culture
Organizations in which the authority to make major decisions is in the hand of few individuals
tend to follow power culture. In such organization, a handful of people has the authority to
make changes and be in charge, others have to blindly follow the instructions without
interfering in the process of others. Employees have no say in the decisions and cannot express
their ideas to the authority. This type of culture gives rise to partiality and corruption in the
organization (Brown and Harvey, 2011).
Task Culture
Organizations that form effective teams and assign specific tasks to each team tend to follow
task culture. Here the tasks are prioritized and assigned based on the performance of the
teams; such culture cultivates team management skills along with requires proper coordination
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to perform the tasks effectively. Additionally, this culture increases the probability of
promotions that motivate the employees to perform better (Schein, 2010).
Person Culture
Organizations, where the employees give importance to personal demands and requirements
compared to organizational growth, follows person culture. Here the members feel themselves
above the organization’s goal and only monetary benefits motivate them to work. Such culture
lacks passion, productivity, and loyalty. This results in lower productivity of the organization and
can lead to major financial losses (Alvesson, 2012).
Role Culture
Organizations where authorities and responsibilities are given based on the specialization and
skills of the employees follow role culture. Such culture motivates the employees to improve
their performance and skills, which directly results in the organizational growth. Moreover,
employees are responsible for their work; it is noted that employees make effort to learn new
skills and continuously improve their performance (Schultz, 2012).
INFLUENCE OF CULTURE IN TESCO PLC
Tesco Plc is a vastly spread organization, in order to maintain its productivity it follows role
culture, which gives their employees motivation to continuously improve their performance.
This also results in, improved communication and sharing of ideas; employees have the
freedom to share their point of views, which eventually results in a positive work environment.
However, since the company has various stores across the globe, with different types of
employs, therefore, it also follows mixed friendly culture i.e. combination of different cultures
based on the situation where the employees have the freedom to share their point of views
(Brannen, et al., 2013).
HOFSTEDE CULTURAL DIMENSION MODEL AT TESCO PLC
As the company expands and work in the different region, diverse employees are connected to
the organization; this indeed results in cross-cultural management. Hofstede S. has provided a
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theory in which he classified different dimensions based on individual and group behaviours
these are explained below:
Power Distance Index
Tesco Plc is widely spread and has decentralised structure i.e. the store managers have the
authority to take necessary decisions, this distributes the responsibility is empowering their
employees. Additionally, the employees and administrators are treated equally in the
organization that indeed results in a positive and healthy environment (Hofstede, 2011).
Collectivism
Tesco Plc believes in building skills and improving their employee personal and professional
lives. The store members are treated as a family and encourage supportive nature. This results
in gaining the loyalty of employees of a different culture.
Femininity versus Masculinity
It refers to the type of society the organization is operating in, based on the culture and society,
Tesco changes the working behaviour. For instance, Tesco stores in high MAS supports long
working hours and value for money, whereas for society with low MAS, the organization keeps
lower working hours and values quality of life (De Mooij, 2015).
Uncertainty Avoidance
This refers to the dimension of how the organization deals and copes with anxiety; Tesco is
always open to changes in the market and deals with them positively. They support continues
development of skills and knowledge; additionally, experience and knowledge are respected in
the organization (Hofstede, 2011).
INFLUENCE OF POWER AND POLITICS IN TESCO PLC
Power and politics are two major factors that influence the performance of the employees and
team in an organization. In Tesco Plc the power is distributed in order to effectively manage the
largely spread organization. Power can be referred as the ability of a person or position to
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