Organizational Behaviour: Culture, Politics, Power, Motivation, Effective Teams

This study material provides an in-depth analysis of organizational culture, politics, power, motivation, and effective teams. It explores the impact of these factors on behavior and performance in organizations. Suitable for students studying Organizational Behaviour.

Organizational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Organizational culture, politics and power............................................................................1
TASK 2............................................................................................................................................3
P2: Theories of motivation...........................................................................................................3
TASK 3............................................................................................................................................5
P3: Effective Teams Vs. Ineffective Teams................................................................................5
TASK 4............................................................................................................................................7
P4: Application of concepts and philosophies of Organisational Behaviour..............................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational Behaviour refers to a field in which analysis related to behaviour of
different people in the organization can be made (Alleyne, 2016). It has a wide scope and thus by
studying it the managers can make sure that they are able to manage their team members in a
better manner. It suggests ways through which behaviour of people in the firm can be influenced
positively so that their level of motivation and morale is boosted leading towards the
accomplishment of goals and objectives. The managers must aim for applying its concepts in an
effective manner to ensure that efficiency, effectiveness and productivity is enhanced. For this
report, Tesco has been selected. In this assignment, focus will be made on analysis of culture,
politics and power, evaluation of motivational theories. Additionally, specific analysis on
demonstration of understanding of cooperation and application of concepts and philosophies will
be made as a part of this project.
TASK 1
P1: Organizational culture, politics and power
Organizational culture-
It refers to the various beliefs, values and practices which are present within an
organization. Its study is quite essential for the managers to be able to attain a higher-level of
efficiency and effectiveness (Bakotić, 2016). Like other organizations, Tesco also has a distinct
organizational culture which creates an impact on the various members present in the different
teams.
For its analysis, Schein's model can be used. With the use of this model a proper analysis
of the organizational culture can be made effectively. An explanation of this model is provided
as follows-
Artifacts- It is the first level within the organization. It means the characteristics of the
firm which can be easily seen and viewed. Thus there is a requirement for Tesco's managers to
make these characteristics transparent which will enable the company to be able to achieve the
distinct goals and objectives as a transparent organizational culture will allow the firm to be able
to set clear tasks for the employees to achieve.
Values- It is the second level within the organizations. It refers to the values of
individuals who work in the organization which cannot be seen but their effect can be felt. For
1

Tesco, it is required that its employees have positive values which can help the company to be
able to achieve the distinct goals and objectives without problems and issues.
Assumed Values- It is the third level within the organization. It refers to the beliefs and
facts which are hidden but can create an impact on its culture. It may refer to the thought process
which is adopted by the employees which can create an impact on the work done within an
organization. In Tesco, there is a requirement from the employees to set good values for their
thought process which will enable them to be able to be more productive and focused towards
their work.
Influence on individual and team behaviour and performance- If there is a positive
organizational culture in the firm it means that the employees stay motivated and focused to
achieve their goals and targets. However the presence of negative organizational culture in the
organizations means that the workers are not motivated and this is likely to create an influence
on their overall performance.
Organizational politics-
These are behaviours which are set by the managers and employees in the organization so
that an influence on the different outcomes can be made effectively and efficiently (Balwant,
2018). Like other companies, Tesco also has various elements of organizational politics in its
processes. Thus in this way the management of the organization influences the behaviour of
people within the company so that the goals and objectives can be achieved.
In a firm, there can be examples of both positive and negative politics. These are
explained as follows-
Positive example of organizational politics- There is a positive way through which the
various employees in the organization are able to identify and assess their performance
effectively and efficiently. They facilitate comparisons with each other and make sure that they
are able to improve. Thus in this way Tesco's workers motivate each other to improve
performance so that the goals and objectives can be attained.
Negative example of organizational politics- In Tesco, the managers make certain
judgemental remarks when the employee is not able to achieve the goals and objectives. This can
create problems and issues as the motivation and morale of the workers can get affected.
Influence on individual and team behaviour and performance- In the organizations,
presence of positive organizational politics can ensure that the workers are able to stay focused
2

on their tasks and bring more productivity in their work. However the presence of negative
organizational politics can create an impact on them and thus their efficiency and effectiveness
can be affected.
Organizational power-
It means the ability of a person to be able to influence the employees so that they are able
to work in a right manner to achieve the goals and targets (Brough, Chataway and Biggs, 2016).
According to French and Raven, there are different bases of power in an organization. These are
explained as follows-
Legitimate- It refers to the power enjoyed due to a particular position. In Tesco, the
managers can use this base due to the position which they have in the organization.
Reward- This means the power to give the rewards to a person due to good performance.
For Tesco, this base can be quite useful to get good performance from the employees which will
enable the company to achieve its goals and objectives.
Expert- It is derived due to the skills and knowledge a particular person has. In Tesco,
the requirement is to ensure that the managers can make the use of this power to get the
necessary work done.
Referent- It means the power derived due to charisma and personality of a particular
person. In the context of Tesco, it can be used appropriately by the managers so that they are able
to ensure that they are able to create a particular level of influence on the workers.
Coercive- The managers can make use of this power so that they can use coercion to get
the work done from the workers. Tesco's managers can use it if they feel that they require it to
influence the subordinates to achieve their targets.
Impact on individual and team behaviour and performance- Tesco's managers are
required to make use of power in the right manner so that individuals in the firm can be given
clear orders on the appropriate performance of tasks effectively and efficiently. This will create a
positive influence on the employees.
TASK 2
P2: Theories of motivation
Motivation- It is a process which enables the individuals to be able to channelize the
behaviours. They can do this so that they are able to achieve the challenges which are set in front
3

of them which will help in their overall development and also contribute towards the success of
the organization (Cek and Eyupoglu, 2019). Tesco's managers must adopt the various types of
techniques which are available so that motivation of the workers can be ensured.
There are different types of theories of motivation which can be applied by the managers.
They can be explained as follows-
Content theories- These theories identify the factors which can motivate people (Chumg
and et.al., 2016). They have been given by Maslow, Alderfer and Herzberg. In Tesco, the use of
Maslow's theory can be made so that the organization is able to identify the different factors
which create an impact on the motivation level of the workers.
Maslow's need hierarchy theory-
It is a theory which identifies the human needs and arranges them in the form of a
pyramid (Maslow's Hierarchy of Needs, 2020). Its use can be made by management of Tesco so
that they are able to fulfil these needs appropriately. An explanation of these needs is made as
follows-
Physiological needs- They are quite important for the people in the organization as they
are quite basic requirements which have to be met. In Tesco the managers should focus on their
fulfilment by providing the workers a right environment in which they work effectively.
Safety needs- In the firms, a focus can be created on these needs so that the individuals
feel fully secure. Tesco's managers are required to ensure that the employees feel safe and secure
which will help in the fulfilment of these needs.
Love and belongingness needs- Individuals have these needs because they require they
require love and affection to be given to them. Thus in Tesco, the management is required to aim
to fulfilling them so that the workers are able to concentrate on their goals and objectives.
Esteem needs- There is a requirement in front of the individuals to put their esteem on
priority as they perform various tasks in the organization. Therefore there is a requirement for
Tesco to be able to ensure that these needs are fulfilled appropriately so that the goals and
objectives can be attained.
Self-actualization needs- These needs are concerned with higher-level requirements of
the people in the firm. Thus the focus of Tesco needs to be on the channelization of potential of
people in the organization in an effective manner so that they can challenge themselves and
achieve the goals and objectives.
4

Process theories- These theories explain the reasons behind the initiation of behaviours
of people within an organization. These theories have been given by Skinner, Vroom, Latham
and Locke. The use of Vroom's theory is made in Tesco so that it can understand the reasons
through which behaviours of people working in it can be channelized.
Vroom's expectancy motivation theory-
According to this theory, behaviour of human beings results from a choice among the
various types of alternatives which are available (Gkorezis and Petridou, 2017). In Tesco, the
managers are required to make its use so that they can identify the factors influencing the
performance of the workers in the organization. The variables in this theory are as follows-
Expectancy- According to it, it is believed that with an increase in efforts performance
can be achieved. Thus in Tesco the requirement from the managers is to identify the way through
which the workers can increase their efforts to improve the performance.
Instrumentality- Here, it is believed that good performance enables a person to achieve
a particular outcome. Therefore for Tesco, it is quite essential that its employees are able to
improve their performance to attain the desired results.
Valence- It means the importance which an individual places over the attainment of a
particular outcome. Thus in the context of Tesco, it is required that the workers are able to attain
the outcomes in an appropriate manner by placing a required importance on them.
TASK 3
P3: Effective Teams Vs. Ineffective Teams
Team: A team is a association of person having different skills working together to
achieve the set organisational target on time (Kim, Kim and Reid, 2017). As tesco is a
multinational groceries retailer so large number of workers are working in a Path-goal
theoryteam under it. Every team has one team leader under different department in the
organisation according to their guidance the work is performed by their subordinates. The goal is
common for all members of team as individual target are not fixed in the company. Vertical
chain is followed to give direction by team leader to their members. There are two types of teams
such as effective and ineffective are involved in the working place. Both are explain in detail
along with their differences in the below table.
Effective team Ineffective team
5

 It is a team that is administered by a
leader in such a way so that they
achieve targets on time without any
bias among members.
 Task under this is understood properly
by each and every person.
 They work together making proper
coordination along with good
communication with clear objectives.
 Motivation level of each individual
increases if they are working with
effective team
 Criticism is done to remove obstacles.
 People express their creative ideas and
feelings among each other.
 It reflects the poor performance of the
team members due to increase in the
misunderstanding and bias in the group.
 Goals are not to be understand in a
accurate manner so it creates difficulty
to achieve target.
 There is lack of coordination and
communication gap among the team
members
 Due to lack of appropriate guidance
there is lacking in the performance. It
demotivate workers.
 It creates embarrassment and tension.
 Personal feelings are not be share and it
also not give opportunity of hearing in
case of mistakes.
Tuckman Theory: It covers various stages related to forming, storming, norming,
performing and adjourning (Lee, Tui and Sharif, 2016). As per Tuckman's point of view all the
above phases are necessary to follow. In Tesco members make great emphasise on these areas to
plan and deliver work, to handle difficulties and to grow.
Forming: Questioning, displaying, socializing, focus on group identity are some features
that are cover under this stage (Miao and et.al.., 2020). For this phrase Tesco make some
strategies like providing clear expectations, quick response times, regular instructions etc.
Storming: It includes lack of participation, conflicts, move towards group norms,
encouraging leadership, increasing competition and high level of emotions (Naz and et.al.,
2019).
Norming: Various features are included in this are relief, lowering anxiety,
reconciliation, etc. Tesco make various plan to overcome with the problems (Pradhan, Kumari
and Kumar, 2017). Some of these strategies are learning opportunities are to be provides,
individual and group efforts are recognise, proper feedback is taken by leader of team.
6

Performing: Many characteristics are followed under this some of these are healthy
system, effectively produce ability, orientation of process, task balance etc. Tesco formulate
various strategies like encourage decision making power, problems must be solve on time so that
good relation is maintain between team leaders and subordinates.
Adjourning: Traits of this stage includes sadness, process orientation shift etc. For this
Tesco make various strategies like acknowledgement opportunities is to provided, team
evaluation is performed under this.
TASK 4
P4: Application of concepts and philosophies of Organisational Behaviour
Scenario- In Tesco, the overall level of profitability has been affected due to the
slowdown which has been witnessed in the economy. Thus this has led to decrease in the profits
which the company has been earning and this is making it lose its strategic edge over the
competitors in the market.
Thus the requirement from the leaders of Tesco is that they must be able to guide the
subordinates in an effective manner so that they are able to deal with this situation and make the
company achieve the goals and objectives. For this they will be required to apply the Path-Goal
Theory. The use of this theory has to be made so that the leaders are able to show the correct
path to the employees which will enable them to work hard to take the company towards the path
of sustainable success.
Path-goal theory-
This theory is used so that the leaders in the organizations are able to show the correct
path to the subordinates which helps them to be able to attain the goals which have been set. A
detailed explanation of the steps followed under it is as follows-
Employee characteristics-
This is the first step in this theory (Salas-Vallina, Alegre and Fernandez, 2017). Leaders
should be able to identify the characteristics of their employees and the various distinct factors
which motivate them effectively. Thus the leaders of Tesco are required to make sure that they
can understand the workers and the different needs and requirements which they have so that
they can be fulfilled to increase their focus on achievement of tasks allotted to them. In this
situation, the company's managers are required to identify the role which the workers can play to
7

increase efficiency and effectiveness which will ultimately help a lot in improvement of
profitability level.
Task and Environmental characteristics-
This is the second step in this theory (Srivastava, 2017). In the achievement of tasks
various obstacles are faced. The role of a leader here should be to make sure these obstacles are
removed in an effective manner. Also the characteristics of the tasks allotted should be
considered by the leaders so that the essential decisions can be taken. In this situation, the
requirement from the leaders of Tesco is that specific tasks can be given to the subordinates
which they can fulfil so that the company is able to perform in a better manner to attain higher-
level of profits effectively and efficiently which will enable it to deal with the economic
slowdown.
Leader Behaviour-
This is the third step in the theory (Taylor, 2018). Here, the requirement is that the
leaders should display the right behaviour towards the subordinates so that they can attain their
goals and objectives effectively. In this situation, the leaders of Tesco are required to make sure
that they use the supportive path towards the subordinates which will enable them to be able to
show the required support towards them and thus in this way this will help the workers to be able
to work harder in improving the profits in the circumstances of economic slowdown.
Thus it can be stated that the leaders in Tesco can make the appropriate use of this theory
so that a right path can be shown to the employees in the organization to deal with the situation
of economic slowdown in which the profits have reduced. Thus the requirement from the leaders
of the company would be to ensure that the workers are putting in their best efforts to stay
productive and they are given clear directions for performing their tasks in an effective manner.
In this way the management will be able to deal with the situation of low profits in the economic
slowdown and ensure gaining of strategic advantage.
CONCLUSION
From the above report, it can be concluded that organizational behaviour is a detailed
analysis of behaviours exhibited by different people in a firm. It analyses the factors which can
create an influence on people in a company. Every organization has its own culture, politics and
power. There are various theories of motivation which can be used by the managers to motivate
the workers towards the achievement of goals and objectives. There is a difference between
8

effective and ineffective teams in the companies. Also, the use of path-goal theory can be made
so that the leaders can show the correct path to the subordinates in a given situation which will
allow them to deal with it effectively and efficiently.
9

REFERENCES
Books and Journals:
Alleyne, P., 2016. The influence of organisational commitment and corporate ethical values on
non-public accountants’ whistle-blowing intentions in Barbados. Journal of Applied
Accounting Research.
Bakotić, D., 2016. Relationship between job satisfaction and organisational performance.
Economic research-Ekonomska istraživanja. 29(1). pp.118-130.
Balwant, P. T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education. 42(3). pp.389-401.
Brough, P., Chataway, S. and Biggs, A., 2016. ‘You don’t want people knowing you’re a
copper!’A contemporary assessment of police organisational culture. International
Journal of Police Science & Management. 18(1). pp.28-36.
Cek, K. and Eyupoglu, S. Z., 2019. Does teachers' perceived corporate social responsibility lead
to organisational citizenship behaviour? The mediating roles of job satisfaction and
organisational identification. South African Journal of Business Management. 50(1).
pp.1-11.
Chumg, H. F. and et.al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Gkorezis, P. and Petridou, E., 2017. Corporate social responsibility and pro-environmental
behaviour: Organisational identification as a mediator. European Journal of
International Management. 11(1). pp.1-18.
Kim, M., Kim, A. C. H. and Reid, C., 2017. Positive organisational behaviour in NCAA Division
I football: a head coach's authentic leadership and assistant coaches' psychological
constructs. International Journal of Sport Management and Marketing. 17(1-2). pp.121-
143.
Lee, K. L., Tui, L. G. and Sharif, S. P., 2016. Organisational context and citizenship behaviour:
Exploring the moderating effects of role ambiguity. Jurnal Pengurusan (UKM Journal
of Management). 47.
Miao, Q. and et.al.., 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology. 69(3).
pp.834-853.
Naz, S. and et.al., 2019. Linking emotional intelligence to knowledge sharing behaviour:
mediating role of job satisfaction and organisational commitment. Middle East Journal
of Management. 6(3). pp.318-340.
Pradhan, R. K., Kumari, I. G. and Kumar, U., 2017. Human resource flexibility and
organisational effectiveness: mediating role of organisational citizenship behaviour.
International Journal of Human Resources Development and Management. 17(3-4).
pp.282-300.
Salas-Vallina, A., Alegre, J. and Fernandez, R., 2017. Happiness at work and organisational
citizenship behaviour. International Journal of Manpower.
Srivastava, A. P., 2017. Teachers' extra role behaviour: relation with self-efficacy, procedural
justice, organisational commitment and support for training. International Journal of
management in education. 11(2). pp.140-162.
10

Taylor, S. P., 2018. Organisational behaviour, leadership and change. International Journal of
Housing and Human Settlement Planning. 4(1). pp.21-36.
Online
Maslow's Hierarchy of Needs. 2020. [Online]. Available through:
<https://www.simplypsychology.org/maslow.html>
11