Organisational Behaviour at TESCO: Impact of Culture, Power & Politics

This report delves into the organisational behaviour of TESCO, examining the influence of organisational culture, power dynamics, and politics on individual and team performance. It highlights the challenges TESCO faces due to cultural diversity and group dynamics, using Hofstede's cultural dimens...Read More

UNIT 12 ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Organisational behaviour.............................................................................................................3
The factors influencing the performances or organisational behaviour of TESCO....................3
Impact of power, culture and politics on the behaviour and performances of individual or team
in..................................................................................................................................................5
an organisation.............................................................................................................................5
Motivation to individual and team for achieving group goals.....................................................5
Recommendations for improving the teamwork.........................................................................5
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour described as how people interact within groups with different
cultures or behaviours. An organisational success totally depends upon its workforce and if the
cultural environment of a company is good and there is less conflict the work will be done more
efficiently (Wagstaff, 2018). TESCO is United Kingdom international company dealing in its
operations worldwide and due its global market there are various cultural diversity in its
organisations. This report will include the influence of culture, politics and power on the
behaviour of others in an organisational context with recommendations of improvements .This
report also include how to motivate individuals and team to achieve a goal with various models
and theories. Furthermore, understanding of an effective team as opposed to ineffective team
with theories and analysing different types of organisational teams and how they influence
behaviours in the organisation. Applying various concepts and philosophies of organisational
behaviour to a given situation with power point presentation.
MAIN BODY
ASSIGNMENT 1
Organisational behaviour
TESCO is an international company producing its products and services worldwide with
many branches with employees working in each organisations (Al-Madadha, 2021). The
employees behaviours or performances described how effective is the company goals are and
how employees are motivated. This company is facing problems in motivating the employees
due cultural diversity and group dynamics.
The factors influencing the performances or organisational behaviour of TESCO
Organisational Culture
This is the main important factor that influence the performances of many organisations
due to diversity of cultural employees working together. The TESCO has every type of cultural
employees working together in a team so due to difference of opinion, age, religion it creates
problems in working groups and creates conflict and inefficiency in the work. In an

organisational culture people shares a common goals and work in unified social environment.
The company TESCO is using the model for identifying the problem areas
Hofstede’s cultural dimensions theory Power distance index: In this Tesco uses the index methods in which high power index
indicates that employees are satisfied and have no doubts about the distribution of power
whereas low power index shows employees are unhappy and dissatisfied with their power
and creates problems in efficient working (Lam, L.W. and Xu, A.J., 2019). Individualism vs. Collectivism: Individualism describes the type of people who always
remain with the statement which like “I” and does not support others in this where as
collectivism believe in “We” in which peoples are work in groups and work together in
case of conflicts. Uncertainty Avoidance Index: The groups of employees who follows strict rules and
procedures and work with each others has a high degree index from those who avoid the
rules or guidelines and work freely in an environment (Gerlach, P. and Eriksson, K.,
2021). Masculinity vs. Femininity: The company Tesco is giving both the male and female equal
opportunities to achieve their dreams both genders are equal in the eye of this company. Long term orientation vs. Short term Orientation: The company TESCO is emphasising
more on future and long term goals for meeting any uncertainty and meeting all the long
term goals whereas short term goals are concerned only with immediate needs and
current needs of an employee.
Power
Power is the capacity of an individual or team who has the authority to influence an
individual performances (Maaravi, and et.al., 2021). In company TESCO its top team has more
power to control or influence the behaviour of an individual or group of employees to work
towards the common goals. The power is not being utilized effectively in an organisation due no
proper use of power by this company and employees are feeling biased.
Politics
Politics in an organisation is the self serving method by an individual with using of its
power an authority to influence other employees for effective working in an organisation. The

politics directly connected to the power of an individual who is trusted by most of the employees
and who can influence their behaviour with his efforts.
Impact of power, culture and politics on the behaviour and performances of individual or team in
an organisation
Tesco is dealing with this issues because wrong power or authority decreases the efficiency
of work because if the authority or power is not handled by an good individual then it totally a
waste of time and directly affects the culture or politics of an organisation due to they are
interconnected. The individual or groups will not work according to the manager or leader due to
wrong power and conflicts may arise due to difference of opinion and no coordination in work
creates less productivity or efficiency in the performances.
Motivation to individual and team for achieving group goals
Tesco is using various motivation theories for motivating the employees to achieve its
objectives effectively and efficiently.
Maslow hierarchy of needs theory
This theory is used by the Tesco for motivating its employees by fulfilling all the needs
from lower to higher level. Physiological needs: They are the basic needs which every employee wants like basic
salary or wages to meet its all basic requirements. Safety needs: TESCO is fulfilling all the safety needs like medical claims and financial Social needs: This company also providing the environment in which employees can
participate in every kind of activities for interacting with other employees. Self esteem needs: This are the needs with which employees feel motivated by rewards
and recognitions for getting respected in front of everyone. Self actualization needs: This are the last need of every employee to fulfil its dreams and
this company is providing all the opportunities to achieve those objectives (Hale, and
et.al., 2019).
Recommendations for improving the teamwork
TESCO can achieved its success or coordination in work through creating a good culture
with different diversity of peoples like using more effective leaders with more power and
authority and which is accepted by everyone in the company. Good leader can use his power to

coordinate the team work of each employees and encourage each employees to work with full
efforts (Holzinger, and et.al., 2019). The leaders should motivate all its employees to by
providing all the needs and make everyone involved in decision making of the firm. The team
work can only be achieved by equally giving all the employees equal roles and responsibility and
rewarding and recognising everyone for excellent performances.
ASSIGNMENT 2 ( Covered in power point presentation)

The study will provide information on how teams will influence the organizational
behaviour such as project teams, functional and problem solving. In addition to this, it will

discuss about the impact of technology on organizational teams which includes the role of virtual
team development and networking. With the help of team development model and managing
effective teams model that is Tuckman and Belbin model the company can easily develop the
strong relationship between members.
Project teams
a group of people with shared goals and strategies related to projects and work effectively
for the handling and development of projects is known as project team. When project team work
together they can set deadlines for achieving goals, delegate task on the basis of experience and
give responsibilities. The employees working in the project teams can be from the same
departments or different departments which is totally depends on the project requirements (Cross
and Carbery, 2022).
The team members need to report their project management and are under the supervision of
manager of particular project in the company. These teams are subdivided into categories like
cross functional team, functional team, contact team and matrix team.
Operational team

operational team in the Tesco plc is responsible for the smooth working of the other
teams in the company. The team members working in the departments support each other in
carrying out their responsibilities with efficiency. Team members make sure that there are no
hitches in the project progress and every task is completed timely manner.
Teamwork is very important in organizational behaviour because it can enable team
members to share their experience, knowledge and skills and also new ideas which helps reduce
stress and workload on everyone. A positive teamwork can solve problems and work effectively
while a negative teamwork can harm the reputation of the company. Teamwork and
collaborations should be developed to achieve success and avoid conflicts at the workplace.

Tukman’s model
Tesco is using this model for developing the team for effective working following four
stages forming, storming, norming, performing.
 Forming in this the company employees are highly dependent on the leaders for
guidance and roles and responsibilities are unclear. The leader has to answer a lot of
questions from employees due to lack of proper instructions to them. This style of
leadership is an ineffective leadership (Jones, D., 2019|).
 Storming This is better than forming but still has confusion and lack of agreement by the
employees when there is a group discussion and the roles are clear but has still
uncertainties due to diversity of perspective and opinions.

 People oriented this category focus on coordinating team worker with help of resource
investigator and brings people ideas together (Flores-Parra, and et.al., 2018).

 Thought oriented this process include giving technical expertise to the employees for
more effective work by specialist, monitor evaluator, plant.
The company Tesco is using various models of culture and motivation for encouraging a
effective team for success. It also has been concluded the effective and ineffective teams and
their types for influencing the organisational performances. The technologies plays a key role in
effective team working with the help of virtual team and networking. Lastly, Tesco is using
philosophy models for improving the inefficiency of the team for successful operation by
tukman’s and belbin’s model for increasing the effectiveness of leadership.

REFERENCES
Books and journals
Wagstaff, C.R. and Burton-Wylie, S., 2018. Organisational culture in sport: A conceptual,
definitional and methodological review. Sport & Exercise Psychology Review, 14(2),
pp.32-52.
Al-Madadha, A., Al-Adwan, A.S. and Zakzouk, F.A., 2021. Organisational culture and
organisational citizenship behaviour: the dark side of organisational
politics. Organizacija, 54(1), pp.36-48.
Lam, L.W. and Xu, A.J., 2019. Power imbalance and employee silence: The role of abusive
leadership, power distance orientation, and perceived organisational politics. Applied
Psychology, 68(3), pp.513-546.
Gerlach, P. and Eriksson, K., 2021. Measuring cultural dimensions: External validity and
internal consistency of Hofstede's VSM 2013 Scales. Frontiers in psychology, 12, p.1056.
Maaravi, and et.al., 2021. “The tragedy of the commons”: How individualism and collectivism
affected the spread of the COVID-19 pandemic. Frontiers in public health, 9, p.37.
Hale, and et.al., 2019. Adapting Maslow's hierarchy of needs as a framework for resident
wellness. Teaching and learning in medicine, 31(1), pp.109-118.
Jones, D., 2019. The Tuckman’s Model Implementation, Effect, and Analysis & the New
Development of Jones LSI Model on a Small Group. Journal of Management, 6(4).
Flores-Parra, and et.al., 2018, June. Towards team formation using belbin role types and a social
networks analysis approach. In 2018 IEEE Technology and Engineering Management
Conference (TEMSCON) (pp. 1-6). IEEE.
Holzinger, and et.al., 2019. Causability and explainability of artificial intelligence in
medicine. Wiley Interdisciplinary Reviews: Data Mining and Knowledge Discovery, 9(4),
p.e1312.
1

2