Organisational Behaviour: Culture, Power, and Motivation in Tesco

UNIT 12 -
ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Organizational culture, politics andpower..............................................................................3
LO2..................................................................................................................................................6
P2 Motivational theories and techniques.....................................................................................6
LO3..................................................................................................................................................9
P3. Effective and ineffective impact on organisation..................................................................9
LO4................................................................................................................................................12
P4. Concept and Philosophies of organisation behaviour.........................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organizational behaviour is the study of group in an organization so that there is going to
be effective decisions and functioning which can take place in an organization. Tesco is
operating in the market since 1919 in the retailing industry which is having its headquarters in
London, United Kingdom. The company is having more than 450,000 employees working in the
organization and the net income of the organization is £1.320 billion as of 2019. The report
consists of influence of politics, culture and power in an organization on individuals as well as
team. There has to be effective team work which needs to be present in an organization so that
the objectives and goals can be achieved. There is also going to be a discussion on philosophies
and concepts in business in different context in order to compete in the market effectively.
LO1
P1 Organizational culture, politics andpower
Organizational these all aspects like; culture, power and politics highly affects to
performance and behaviour of individual and teams. In this situation, there are management of
Tesco have to take quick actions towards systematically monitor and control these all aspects,
because this is very necessary to positively affect behaviour and performance of all existing
people of the workplace (Lawrence,2018). These all three major aspects of Tesco’s business
environment have been discussed below;
CULTURE
Organisational culture highly affects to an employee’s performance and productivity.
Basically, when upper management of Tesco maintain positive culture in the workplace, then it
can simply positively affect its individuals and teams. On the other side, negative work culture
can badly affect to productivity of people, and this is the main reason that upper management
should always maintain an effective within its organizational culture. Handy’s culture model has
been used below for properly analysing the work culture of Tesco.
Handy’s Culture Model

This model first introduced by Charles Handy, who was basically philosopher of
organizational behaviour. According to Mr. Charles, there are basically four types of cultures
exists in any company’s business environment, in which these all four types of cultures has been
discussed below in the context of Tesco.
Power culture:According to Handy’s power culture, upper management of Tesco have to
properly manage its power culture, because power of people within the organization highly
affects individuals and team’s performance and productivity (Marazanye, 2017). Upper
management need ensure that all people are using their power in ethical way or not. This is very
necessary to maintain an effectiveness within work culture of Tesco.
Task culture:Task culture also highly affects to people’s performance and productivity in the
workplace. Charles Handy said that, upper management of each company have to give different
tasks to their employees or teams to make them busy in the workplace, because when employees
will be focused on completing any task, then company’s overall productivity can be
automatically increased in the market place.
Role culture:According to Handy’s culture model, role culture of Tesco also affects performance
and behaviour of people. In this situation, upper management of company has highly required to
provide various roles to their employees as well as teams to play in the workplace. This culture
enables to company for taking lots of productive work from all employees.
Person culture:Person culture mainly put too much impact on behaviour and performance of all
employees and teams in the workplace. Mr. Handy said that, each person or employee always
requires some respect and appreciation in while working in the workplace from its seniors, in
which upper management of Tesco should always value and respect its individuals and teams for
positively affecting performance and behaviour of all people in the workplace.
POWER
Power aspect of organisation also highly affects to people’s performance and productivity
in the workplace (Sharman, 2018). In this situation, upper management of Tesco have to ensure
that, all people are using their power in proper way or not. Many times, various managers and
leaders uses their power is very unethical manner, in which this factor negatively affect to