The Impact of Culture, Power and Politics on Organisational Behaviour and Performance

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Effect of culture, power and politics on individual, team behaviour and performance.........3
LO 2.................................................................................................................................................6
P2 The impact of Motivational theories and techniques on achieving goals in an organisation.
.....................................................................................................................................................6
LO 3.................................................................................................................................................7
P3 Composition of an effective team as compared to ineffective team......................................7
LO 4 ................................................................................................................................................9
P4 Concepts and Philosophies regarding Organisational Behaviour..........................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational Behaviour can be defined as the behaviour of individuals in a professional
environment. It studies the relationships and bonds that are formed between various employees
in a professional setting. Tesco is an UK based retail giant which has its stores and branches
operating in many countries. This report highlights the impact of culture, power and politics on
decision making and their impact along with the importance of motivational theories in creating
a satisfied employee base. Further, this report highlights the importance of effective team and
application o different theories and philosophies in achieving the organizational behaviour that
the management wants. Lastly, this report discuses the present issues that the management of
Tesco is facing and how it can be improved.
MAIN BODY
LO 1
P1 Effect of culture, power and politics on individual, team behaviour and performance.
There are many attribute associated with an organisation's culture and it is highly
dynamic in nature. Moreover, Tesco has been operating since many years and in al this time, it
has undergone a significant amount of change in its working culture and ethics. All the aspects
i.e. culture, power , politics, authority etc. have experienced tremendous change in Tesco
overtime. While working in a organisation operating at a such a huge scale, Tesco employs a
number of people fro different backgrounds (Borkowski, 2015). This helps the company in
maintaining cultural diversity and encouraging the employees to embrace and accept variety of
culture's that co-exist in a company. For evaluating the culture and its impact in Tesco,
Hofstede's model can be used.
Hofstede's Model :- This model was built by Geert Hofstede where he defined 6 basic
dimensions of culture which influenced the values and working style of their employees. It
helped in distinguishing culture of two countries rather than individual.
Power Distance Index :- This evaluates whether the power distribution is equal and just i.e. it
identifies that how quickly and readily the employees at lower position accept the fact that the
power given to them is lower or inadequate (Brickley, Smith and Zimmerman, 2015). In Tesco,
the employees are given the authority that they require to take decisions which are covered in
their job description and authority. This has led to quicker decision making.
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Individualism v/s Collectivism :- Individualism refers to the the level of integration between
individuals i.e. whether they prefer to complete work alone or they would like to complete it with
assistance of other. The managers at Tesco emphasize upon developing teams and hence the
employees enjoy working in teams thus developing organisation as a whole.
Uncertainty Avoidance :- This index reflects the acceptance level of individuals when an
unexpected situation arises and how easily can they deal in such situations. The higher level of
his index refers to degree of ambiguity and lower degree signifies lower intolerance level.
Employees at Tesco are trained in such a manner that they can face any situation (Klotz and
et.al., 2018).
Masculinity v/s femininity :- When the employees or the society or the working policies are
developed with a mindset or giving superiority to males in the society, the culture is said to be
male oriented. And, when the females are given priority they are said to be female oriented.
Tesco, earlier was male oriented in its operations but with changing times, it has adopted
practices giving equal importance to both male and female sector.
Long term Orientation v/s Short term orientation :- When the changing culture and trends are
interlinked with the past values and traditions, the culture is evaluated on the basis of its
orientation. When the degree of integration is higher, it indicates that the culture does not holds
to its past values and changes and adapts itself quickly. These kind of culture are more prone
towards growth (Chen, Chen and Sheldon, 2016). A lower index on the voter hand show that
they still hold on to their past traditions and refuse to acknowledge the changing times. This
signifies a redundant economy whose growth is restricted.
Indulgence v/s restraint :- This signifies the freedom with which the individuals can satisfy
their desires and needs as compared to the restriction society imposes on them. While one enjoys
the life and its fun, other emphasizes on valuing and respecting it. At Tesco, the employees have
a tendency to indulge in their whims rather than avoid it.
Apart from this, the culture of Tesco has also experienced changes in its working practices due to
development in technology and the necessity to accommodate it in the practices so that the
organization can compete with its other competitors and keep itself updated with the changing
norms (Borkowski, 2015).
For understanding organization's, Network theory and System's theory are also relevant theories.
Network theory emphasizes on the degree of networks and the social relationships that the
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