Organisational Behaviour: Analysing Organisational Culture, Motivation, and Communication at TESCO

This report analyses the organisational culture, motivation, and communication at TESCO using primary and secondary research. It identifies the culture in line with Handy's Model, discusses how culture improves organisational effectiveness with a focus on communication, the role of culture on employee motivation, and how the company could use the culture of the organisation to further enhance its success.

Organisational
Behaviour

Executive Summary
Organisation culture is made of organisational members who plays an important role for
the success dan growth of an organisation. It is necessary for an organisation that they should
make their culture in an effective way which always ready to work in an innovative manner,
collaboration, teamwork, etc. For the success of organisation, culture, motivation and
communication are the three important elements which assists in achievement of goals and
objectives. With the help of these three elements, an organisation is able to overcome with the
upcoming issues. This report aims to analyse the organisational culture, motivation, and
communication with the help of using primary and secondary research.

Table of Contents
Executive Summary.........................................................................................................................2
INTRODUCTION ..........................................................................................................................4
TASK ..............................................................................................................................................4
Identify its culture in line with a theoretical model ...............................................................4
How culture improves organisational effectiveness with a focus on communication...........6
The role of culture on employee motivation..........................................................................7
How the company could use the culture of the organisation to further enhance its success..8
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journal................................................................................................................11
Appendices.....................................................................................................................................12
Primary research...................................................................................................................12

INTRODUCTION
Organisation behaviour is the study of human mind and behaviour which plays a crucial
role in the success and growth of company. In this study, organisational culture is playing an
important role as it decides the performances of employees, productivity and efficiency also
(Warrick, 2017). Organisational culture is defined as the collection of expectations, values, and
practices of all organisational members. In this context, TESCO is undertaken which run their
retail business in UK. This report will be discussing the theories and models of culture,
communication and motivation. This report will be covered primary and secondary research for
understanding culture of a company.
TASK
Identify its culture in line with a theoretical model
Organisation is made by people and for people, this is the reason of organisational
culture. In simple terms, organisation culture is made by organisational members. TESCO is the
large organisation in which number of employees are working and they make the culture of
TESCO. It is identified that organisational culture is very important for employees as it
influences the performances and productivity of employees (Hamdan and et.al., 2020). This is
necessary for an organisation to build an effective culture which ensures the innovativeness,
collaboration, teamwork, etc. TESCO's culture can be better understand with the help of an
appropriate model such as Handy's Model of organisational culture.
Handy's Model of organisational culture
This model was established by the Charles Handy who is the well-known philosopher as
he was specialised in organisational culture. This model is very helpful for understanding the
culture of an organisation (Roscoe and et.al., 2019). According to this model there are four type
of culture which are mentioned below:
Role Culture
This is the type of culture which is used by large organisations. In this culture, they have
high degree of centralisation and formalization such as large stable business or bureaucracies.
These types of organisation are establishing formal procedures and rules. They have well-defined
hierarchy which tightly enforced and clearly understood. The main advantage of this culture is
that all employees already understand the procedures and rules which reduces the errors of

employees. The disadvantage of this culture is they are not easily adapt changes, that means they
are agile in changing environment.
Task Culture
This type of culture is focusing on formulating teams in the organisations as it assist in
achieving the common goals. The ultimate objectives of organisation can be achieved of
organisation is able to integrate the individual goals with organisational objectives. For that
purpose, it is necessary in teams that people needs to have a common interests and goals then
company make a team of 4-5 members. The main advantage of this culture is that employees are
able to contribute in the organisations. The limitation of this culture is sometime people are not
able to accept the cultures and tradition of organisation and other people which create a problem
in team.
Power Culture
It is the type of culture in which some few people have power of taking de scions. This is
necessary for an organisation that they should give powers only to those people who are efficient
in taking responsibility (Feitosa, Grossman and Salazar, 2018). These people are enjoying
special privilege in organisation as they have author ties. The subordinates are not able to take
decisions as they have no right to involve in the decision making process. They just following
the supervisors' guidelines.
Person Culture
In this culture, organisation gives rights and freedom to each an every person so that they
can feel that they are important for an organisation. These types of organisations are believing

that human resources are the most valuable resources and that's why it is necessary for them that
the should gave importance to each and every people. For that purpose, organisations provide
many rights to employees.
The above discussion reflects the type of culture which are available in the organisation.
It is analysed from the primary research (Appendix 1) that TESCO is following person culture
as their main vision is to provide a workplace where every person will want to work. This is
necessary for an organisation that they should make their culture very effectively so that they can
achieve their goals and objectives.
How culture improves organisational effectiveness with a focus on communication
It is found that with the help of an effective workplace culture an organisation can easily
improves the organisational effectiveness but they need to focus on communication.
Communication is the necessity of organisation and that's why it is necessary for company to
develop an effective communication (Schuller, 2020). This can be done with the help of using
some models and theories of communication. Some of them are mentioned below:
Transactional Models
It is the model which is based on dynamic nature of an organisation. In this model of
communication, both person are the communicators that means people are playing both roles
such as sender and receiver (Liu, Tsui and Kianto, 2021). In organisations, it is identified that
transactional models is best suited as they need to communicate with their employees, customers,
external stakeholders, etc. For that purpose, they need to use this model in which both person has
a right to interact with each other. This model is very helpful in achieving the goals and
objectives as both people are able to interact which clear out the all flows and ambiguity in
communication. This will reduces the misunderstanding between people. It is found that in
organisation, communication is playing an important roles as it assist in increasing the
organisational effectiveness. This can be done by many ways which are as follows:
 With the help of this model of communication, an organisation is able to do effective
communication which clear out the ambiguity among membranes of organisation. The
reason behind this is people get liberty to express their opinion and feelings in front of the
other people.
 Communication ease the conversation between employees and supervisor. Generally it is
found that many people are not able to communicate with their supervision because of

any reason such as fear, not an authority, lack in communication, etc. With the help of an
effective communication, people are able to interact with supervisors in an easy way
(Osborne, and Hammoud, 2017). This is crucial for organisations that they should
provide relaxation and freedom to the people to give their feedback.
From the secondary research, it is found that TESCO needs to make sure that
communication should be effective in the organisational culture among organisational members
as it assists in increasing the organisational performances and effectiveness.
The role of culture on employee motivation
Motivation is the a feeling the drives the individual to achieve something. Motivation
plays a vital role in the workplace. There is emphasis given to the employees so that they are
able to achieve goals a d objectives in a effective manner. It is seen that motivation is key to
success for the organisation (Jain, Gupta and Bindal, 2019). It is important for the organisation to
motivate the employees so that they are able to attain the target effectively. The culture of the
organisation has direct impact on the motivation. If the company provides healthy working
environment to the employees, the workforce is able to be successful. It is seen that to motivate
employees the company must give them rewards and recognition so that they perform
effectively. There are numerous activities that take place in the organisation and that motivate
the employees to work in an effective manner. The needs of the employees are in hierarchy and
they work to achieve the next need when they are able to fulfil one need. The theory of
motivation given by Maslow will help to understand the meaning of motivation in an effective
manner. All the needs are discussed below:

Basic needs: It is seen that each and every employee have basic need that is relation to
food shelter, water etc. It is important to note that the culture of TESCO works to fulfil the basic
need of the employees. For this reason the employee are provided with salary. The employees
are able to purchase and fulfil all the basic requirements with the help if compensation that is
being provided to them.
Safety needs: After fulfilment of the basic need, the next need in hierarchy arises. This is
related to safety of employees. The staff members also want to live with safety and security.
They are unable to work in pressure. In TESCO the culture of organisation is to support the
employees and provide them safety and security. For which TESCO performs various functions
such as they give financial safety to the employees and provide them safe working environment
so that they feel secure while working (Abbas, 2020). At the same time the provision of
insurance is also started by the company and it helps to satisfy the safety needs of employees.
Love and belongingness needs: It is the next need. This is seen that the human beings are
in need of love and belongingness in order to live happily. There is positive organisational
culture in TESCO. The organisation provide the employees healthy working environment where
they are able to build relations. As the socialisation is helpful for the employees of TESCO and
also motivate them to work effectively.
Esteem needs: It is fourth need in hierarchy. The esteem needs arise after the employee
gets good environment in the organisation. Then they desire to be respected and create their own
position (Fernandes, 2018). It is seen that, in TESCO the organisation takes proper care of
esteem need of employees. They provide them reward for the good work done by them. This
shows that there is proper motivation given to employees.
Self actualisation needs: It is the highest need of the employee and is at top in the
pyramid of needs. The employee is able to achieve everything that the individual wants to
achieve.
It is analysed from the secondary research that the culture plays a vital role in motivating
the employees. As, TESCO follows the culture where the needs of employees are kept and
priority and the company focuses to motivate the staff members.
How the company could use the culture of the organisation to further enhance its success.
From the analysis of primary and secondary research, it is found that organisational
culture plays a crucial role in terms of success and growth of a company. This is necessary for an

organisation that they should make the culture in such a way which ensures the success of
company (Nouri and et.al., 2021). There are some points that shows how company could use
culture for enhancing the success of company:
 The first and foremost step of company should be attract the talented workers in the
organisation so that they are ready to work in diversity. This will make s the culture
effectively in which employees are ensuring the success and growth of an organisation
(Alston, 2019). It is found that TESCO is believing that employees are the most valuable
assets of organisation and that's why they should attract talented employees which create
value for company.
 The culture of TESCO needs to make suer that they are always focus on their vision and
mission. That means they need to perform activities accordingly. If the organisation is
able to put the vision and mission in core activities then automatically all employees are
understanding this actuation and they give equal importance to this one (Cybert, 2019).
Their productivity and performances are increasing for achieving the organisational goals
and objectives.
Explaining the findings for the company linking practice in action to the models and
theories outlined
From the primary research, it is found that TESCO is using person culture as they know
the importance of employees. According to the findings from primary research, it is analysed that
healthy culture is very important for an organisation as it assists in achieving goals and
objectives of a company (Supriyanto, and Burhanuddin, 2017). There are many benefits which
organisation enjoy with the help of effective and healthy organisational culture such as attracting
talented employees, increasing in productivity and performances of employees, reduces
employees' turnover ratio, etc.
In addition to this, it is also analysed that company can increase the effectiveness of
organisational of they are focusing on effective communication in the organisational culture. In
simple words, it is identified that it is compulsory for an organisation that they should focus on
effective communication which enhance the performances of employees. It reduces the
communication barriers and ambiguity in directions. For that purpose, company should use some
models or theories of communication such as transactional model. This model provides equal

chances of sending and receiving a message to each and every person. This is analysed with the
help of secondary research.
It is found that organisational culture influences employees motivation. This is necessary
for an organisation that they should make sure about the organisational culture provide
motivation with the use of theories such as Maslow's Hierarchy of Needs. This theory is very
helpful for reorganizationist as they can easily increase the motivation of employees which
ensure the achievement of organisational goals and objectives. With the help of motivation, an
organisation can gain competitive advantage in the market which provides the opportunity of
success and growth.
CONCLUSION
It can be concluded from the above discussion that an organisational culture is the
collection of expectation, values and practices of people. An organisational culture is made of
with people and it is identified that company is run by people and for people. For the better
understanding of company's culture, an organisation needs to use Handy's model of
organisational culture. This model is very helpful in understanding of organisational culture. this
report also discussed the importance of culture in increase in effectiveness of organisation with
the help of communication. Communication is becoming the most important necessity for an
organisation and it is necessary that its should be effective. This report also discussed the role of
culture in employees' motivation.

REFERENCES
Books and Journal
Abbas, J., 2020. Service quality in higher education institutions: qualitative evidence from the
students’ perspectives using Maslow hierarchy of needs. International Journal of
Quality and Service Sciences.
Alston, F., 2019. Culture and trust in technology-driven organizations. CRC press.
Cybert, C., 2019. Group culture in successful organizations.
Feitosa, J., Grossman, R. and Salazar, M., 2018. Debunking key assumptions about teams: The
role of culture. American Psychologist, 73(4), p.376.
Fernandes, A.A.R., 2018. The effect of organization culture and technology on motivation,
knowledge asset and knowledge management. International journal of Law and
Management.
Hamdan and et.al., 2020. The Effect of Choosing Strategic Goals and Core Capabilities on the
Creative Behavior of Organizations.
Jain, A., Gupta, B. and Bindal, M., 2019. A study of employee motivation in
organization. International Journal of Engineering and Management Research
(IJEMR), 9(6), pp.65-68.
Liu, G., Tsui, E. and Kianto, A., 2021. Knowledge-friendly organisational culture and
performance: A meta-analysis. Journal of Business Research, 134, pp.738-753.
Nouri and et.al., 2021. Contextual barriers of respectful workplace in nursing: A focused
ethnography. Iranian Journal of Nursing and Midwifery Research, 26(4), p.349.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Roscoe and et.al., 2019. Green human resource management and the enablers of green
organisational culture: Enhancing a firm's environmental performance for sustainable
development. Business Strategy and the Environment, 28(5), pp.737-749.
Schuller, M.L., 2020. CoachMotivation: Developing Transformational Leadership by Increasing
Effective Communication Skills in the Workplace (Doctoral dissertation, Seattle Pacific
University).
Supriyanto, A. and Burhanuddin, B., 2017, September. New culture integration process of
successful educational organizations in merger. In 3rd International Conference on
Education and Training (ICET 2017). Atlantis Press.
Warrick, D.D., 2017. What leaders need to know about organizational culture. Business
Horizons, 60(3), pp.395-404.

Appendices
Primary research
QUESTIONNAIRE
Name:
Gender:
Age:
Q1. According to you, Is culture playing an important role in the success and growth of
an organisation?
(a) Yes
(b) No
Q2. According to the Handy’s culture model, which culture adopted by TESCO?
(a) Power
(b) Role
(c) Person
(d) Task
Q3. What are the benefits of healthy organisational culture?
(a) Attracts new talent
(b) Retention of employees
(c) Productivity enhancement
(d) All of the above

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