Organisational Behaviour: Culture, Motivation, Power & Team Success

This report provides an in-depth analysis of organisational behaviour, focusing on the influence of culture, power, and politics on teamwork and individual performance within organisations, using Tesco as a case study. It examines various cultural frameworks such as Handy's and Hofstede's models, and explores the impact of motivational theories, including content and process theories, on achieving organisational goals. Furthermore, the report assesses team development theories and philosophies, emphasizing the importance of motivation, leadership, and a positive work environment in fostering team success and overall organisational productivity. The analysis highlights the critical role of managers in creating a balanced and motivated workforce that aligns with organisational objectives, while also addressing potential negative impacts of politics and biased behaviours.

Organisational
Behaviour

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1) Determine organisational culture, power and politics which influence team work
performances and behaviours......................................................................................................1
Handy's culture............................................................................................................................2
Hofstede's culture.........................................................................................................................3
M1) critically evaluate the culture, politics, and power impacts on organisational individual
and team workforce......................................................................................................................4
D1) Critically analyse the kinship between culture, politics, motivation and power which
enables teamwork and organisational success.............................................................................5
TASK 2............................................................................................................................................5
P2) Analyse how motivational techniques, motivational theories and content enables effectual
accomplishment of goals..............................................................................................................5
Theories of motivation:................................................................................................................6
Content theory..............................................................................................................................6
Process theory..............................................................................................................................7
M2) Examine the impact behaviour of employees through structured application of
beehavioural theories, other models............................................................................................7
TASK 3............................................................................................................................................7
M3) examine team and development group development theories to aid the development
within effective teams..................................................................................................................8
TASK 4............................................................................................................................................9
P5) Utilize philosophies and concepts of organisational behaviour in an organisation..............9
M4) Assess how concepts and philosophies impacts organisational behaviour .......................10
D2) Assess the team development theories, associated concepts and philosophies which
impacts organisational behaviour to evolve business fecundity and performances..................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour chiefly describes the behaviour of the people with one another
inside an organisation. Organisational behaviour entails the assessment of behaviours of the
human. The organisational behaviour establishes the very responsibilities of the person within an
organisation. This behaviour aids in the process of accomplishment of goals and desirable set
objectives of the organisation to foster the organisational fecundity (Allen and et. al., 2019).
Organisational behaviour is chiefly influenced by disciplines such as engineering, sociologies,
other associated financial assets. In addition, the behaviour includes the psychology and other
experiences of an individual within an organisation. This report will majorly comprise the
organisational behaviour of the organisation Tesco which was implanted in the year 1919,
headquartered in the city of England, London. The organisation mainly provides offerings in the
products such as clothing, other electronics, furnished furnitures, updated versions of software
and other associated financial services, and etc. This report involves the impact of power,
politics, and the very culture on the organisation behaviour of each individual and performances
of the team work (Cross and Carbery, 2022). This report will also entail how appropriate theory
processes of encouragement and motivation and the other associated techniques will help in
accomplishment of the goals an the set objectives to foster organisational behaviour. It will also
involve the the team potency and the associated group development theories to aid the effective
processes of the team work. Th report also entails the philosophies and concept of organisational
behaviour within an organisation to understand the organisational businesses.
TASK 1
P1) Determine organisational culture, power and politics which influence team work
performances and behaviours
Organisation is a set of the organisational behaviour that entails the several activities
which is carry out for organisational fecundity and revenues. This entails the systematised
controlling of the employees and associated teams with regards to their political and cultural
behaviours within the firm. Organisations mainly focusses on building and making up of
efficient teams that would foster the task of accomplishing the set goals and associated targets
within the given time period. Manager of the Tesco efficiently manages the behaviours and
influences the mindset of the employees (Cui and et. al., 2021). The managers effectively keeps a
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track on the performances of the employees within the organisation to improve and evolve them
efficiently by motivating them in the way that would bring the fecundity and business growth.
The influences of the power, politics and the culture on each individual and associated teams of
the organisation efficiently describes as under:
Culture: Culture is a social form of arts,beliefs and other associated institutions of a specific
group or population who are passed down from one generation to generation. Culture is mainly
recognise as the way of life of an entire society within the organisation (Dingil, and et. al., 2019).
Each organisation have their own culture of proceeding and associated working framework
which they efficiently abide by to. Performance of the employees efficiently affects the work
culture within the organisation. Tesco always tries to maintain their culture and gives more
emphasis on the work culture to foster the business and the fecundity of the organisation. They
always tries to maintain the working culture of the organisation to improve and influence the
individual's behaviour within the firm. There are various kinds of cultures and the influences on
the employee's behaviour and they are mentioned as under:
Handy's culture
This theory was postulated by Charles Handy who was born in 1932. Charles was very
known philosopher (Evans and Mason, 2018). With regards to them , the organisations majorly
follows four types of organisational culture that is described as under:
 Power: With this type of culture, power is authorized to the leaders of the organisations.
Vital and major decision are carried out by those individuals which have to be followed
by other employees of the organisations. Tesco follows these cultures to as this aids in
resulting of effective decision making and maintaining effective better coordination
among other workers. Managers effectively studies organisational situation and delegates
the authorities that improves the employee's performances and efficiently foster the
organisational growth and fecundity.
 Task culture: With this culture, the organisations mainly builds teams and group that
entails the different people from diverse culture and accomplishes the assigned tasks
(Fallatah and Syed, 2018). Team members efficiently share their powers with others by to
achieve the required goals according to their skills and talents. In this way they contribute
to the organisational goals and objectives.
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 Person culture: Employees efficiently focusses on their culture and not on the
organisational goals. They enjoys their autonomy and independence within the
organisation as they are expert in their fields. Organisations majorly follows the culture
which is provide with the sense of ownership to employees (Hale and et. al., 2019).
 Role culture: The role culture entails the obligations, other associated procedures,
organisational rules, and their agreements (Gruman and et. al ., 2018). This culture aids in
boosting morale of the the employees as they are efficient in accepting the challenges and
execute the task willingly.
Hofstede's culture
This theory was implanted by Geert Hofstede. This mainly focusses on the understanding
of diverse culture within the nation. The influence of Hofstede's culture on the behaviour of
individuals are as under mentioned:
 Power distance index: this refers to the power and the inequality that is tolerated within
the organisation. Inclined power distance usually refers that the organisation is tolerating
and accepting the differences such as power and inequality. This culture provides
opportunities and brand name to the organisation (Hashim and et. al., 2021)..
 Individualism vs collectivism: This factor mainly focusses on the range or degree that is
shared between the society and the individual. Individualism refers to the individual
focussing on their personal objectives and goals in comparison to the other organisational
aims and objectives. Collectivism chiefly entails the employees focussing more on the
collective or team goal instead of their own individual goals.
 Uncertainty avoidance index: This factors states that the tolerance of expression,
ambiguity, aggression, anxiety of an individual. High degree of uncertainty states the less
tolerance of risk taking abilities in an individual. Low index refers to more tolerance for
uncertainty (Hopper, 2020).
 Masculinity vs restraint: This dimension refers to focussing more on the roles and
authorities which is divided in between men and women. This usually states gender
equality and behaviour within society. People though indicates masculinity as strong and
wealth building human being and femininity refers to modest and rearing.
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 Indulgence vs restraint: This dimension refers that the people who efficiently fulfils the
needs. Indulgence refers to individual who enjoys their life and restraint states that the
people who majorly suppresses their requirements and enjoys less in their own lives.
Politics
Politics states to the activities which are illogical and can impact the organisational
behaviour within the organisation (Huang and Crotts, 2019). Every organisation entails people
who efficiently follows political behaviours within the organisation to accomplish the
organisational goals and targets. Erstwhile, politics can majorly affect the organisational
fecundity and negatively impact by reducing the productivity and creativity of employees. Tesco
chiefly works on and tries to maintain the decorum of the organisation by motivating their
employees and people at workplace. To decline the negative influences within the organisation,
Tesco efficiently follows organisational guidance and hierarchical legal structure to maintain the
coordination of work within the organisation. This strongly declines the ill practices within the
organisation.
Power
Power is the state of any course or event which is majorly influenced by some other
individual. Power also influences the workforce direction within the organisation (Janićijević and
et. al., 2018). Organisation utilises power to motivate people within the workplace. Tesco
comprises upper line managers who efficiently manages the performances of employees. This
then results in better results and organisational outcomes and promotes the fecundity and the
accomplishment of organisational goal and targets collectively.
M1) critically evaluate the culture, politics, and power impacts on organisational individual and
team workforce
Each organisation comprises of organisational culture, power and politics according to
their size and environment. This majorly focusses on the organisational goals and targets to
eventually foster the individual's performances (Mansouri ad et. al., 2018). This enhance the self
motivation, confidence and satisfaction in working with the organisation. Sometimes, the culture,
power and the politics majorly affects the behaviours of the individual within the organisation
and managers are responsible for maintaining the rules and regulations to draw uniformity within
the workplace (Maynard and et. al., 2018). Biased behaviours of the managers can majorly
demotivate the employees which can bring forth negative impact on the growth and fecundity of
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the organisation. This is obvious and mandatory to follow the organisational guidelines ad
principles to maintain the decorum of the organisation. In addition, this promotes the rules and
regulations abidances efficiently and inclines the balance of elimination of negativity from the
respective organisation that aids in inclination satisfaction in individuals and majorly aids in
making organisational fecundity generation (Al-Swidi and et. al., 2021).
D1) Critically analyse the kinship between culture, politics, motivation and power which enables
teamwork and organisational success
Each individual tend it acquire equal rights and authorities according to their talent,
skills, and associated experiences which make them very efficient in organisational working.
There is a mutuality between the very culture, power, politics, and motivation and this enhances
the capabilities of the organisational employees. Environment of organisation majorly impacts
the employee's behaviour both positively and negatively. To reduce the negativity and their
influences, the manager of the organisation implements various motivational approaches and
strategies that impacts the team in accomplishing the organisational goal and targets (Miao and
et. al., 2020). Culture, power, politics efficiently entails the work environment and motivates the
employees to perform well in their tasks. It is important for the managers to motivate the
employees for the fulfilment of the organisational goals and targets. Politics can efficiently
decline the potency of organisational management by keeping track on unnecessary events.
Motivational events lowers down the impacts of political strategies which can be an
organisational advantage.
TASK 2
P2) Analyse how motivational techniques, motivational theories and content enables effectual
accomplishment of goals
Motivation is a universal process which majorly initiates, guides and influences people to
work for the delineate work, goals and associated target of the organisation. Tesco utilises the
several major factors for their employees. Motivation entails it's two types and they are described
as under:
 Intrinsic motivation: This efficiently entails tasks that are executed for the satisfaction
for their own (Monday, 2020). Here employees do not want any sort of external
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motivational determinants as motivation comes hand in hand with achievement of goals
and the other associated targets.
 Extrinsic motivation: In this individual s efficiently accomplishes their targets and goals
with the aid of external motivation. Major instances of the motivation is rewards, salaries,
other associated incentives that are bonuses also (Sari and et. al., 2020).
Theories of motivation:
Content theory
Maslow's hierarchy
This theory was given by Abraham Maslow in the year 1943. This comprises the five
levels of needs. Tesco efficiently satisfies the five levels of their employees and they are
described as under:
 Physiological needs: This is basic need of individual within the organisation from the
hierarchy that comprises basic necessities for life such as air, water, food, and clothes,
and importantly shelter. Tesco efficiently provides the basic and efficient salaries to their
employees to accomplish their physiological needs (Nuckcheddy, 2018).
 Safety and security needs: This majorly comprises safety of job and physical safety.
Employees mainly requires the safe and sound environment to promote work force and
safeguard the mental health of the employees. Tesco provides the job security to their
employees and other safety benefits such as health insurances by providing them stability
in their work.
 Love and social belonging needs: Human being is a social animal who efficiently
requires the share their thoughts , ideologies, and their way of thinking to promote the
communication and interaction with people. It focusses on enduring social kinship among
family, friends, and the other colleagues. Tesco provides their employees with positive
environment so that the employees maintain their communication formally and
informally to reduce stress and depression among employees. The organisational majorly
provides the sense of acceptance to build trust which motivates the employees to perform
better in the organisation (Rehman and et. al., 2019).
 Esteem needs: After the accomplishment of the above mentioned needs, people tend to
accomplish the self respect, dignity and reputation of the individual within the society.
Tesco effectively celebrates the accomplishment and achievement of their employees to
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promote more of rewards and promotions which aid in accomplishing of the esteem
necessities.
 Self-actualization needs: This is the very last need of the hierarchy that is difficult to
satisfy the needs as this varies from person to person (Rosnizam and et. al., 2020). This
majorly refers to the potentialities that is used by the people to live their lives at the
fullest with the provided resources only. Tesco tries to satisfy the requirements of their
employees efficiently to fulfil their opportunities for the future growth and development.
Process theory
Vroom expectancy theory
This theory refers to the selection of the ultimate choices from the alternatives to enhance
and foster the pride at organisational workplace (Salaie and et. al., 2020). This majorly believes
the task execution which is based on the components such as knowledge, skills, abilities of
individuals, experiences within the organisation. Variables of this theory includes the under
mentioned:
 Expectancy: Organisation should mainly focus on the expectations and confidence of the
employees. Tesco provides their employees more confidence.
 Instrumentality: This entails the employee's mentality. This factors improves the
performances of employees.
 Valence: This entails the final organisational result of each employees.
M2) Examine the impact behaviour of employees through structured application of beehavioural
theories, other models.
Motivational theories entails organisation to assess the demands and requirements of
employees. Tesco offers and motivates their employees effectively by rewarding them with
promotions and incentives.
TASK 3
To accomplish the organisational goals and build teams effectively, teams operate
functionalities efficiently. Tesco promotes the team work effectively to foster the work in
organisation (Balwant, 2018). Differences between effective teams and the other ineffective
teams are described as under:
Basis Effective Ineffective
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Concept Effective team involves the
dedicated, skilled employees
who work hard to achieve
organisational goals.
Ineffective teams include
unprofessional employees who
are not mature in working and
they dominate the decision
making.
Contribution Effective team bring forth
employees to contribute efforts
fro the organisational growth
(Fenwick, 2021).
Team members don't focus
more in the operation of the
organisation.
Decision making Employees aids in effective
decision making which results
in effective operation.
Ineffective team members
lacks proper behaviour and
other informal behaviour of
the employees.
M3) examine team and development group development theories to aid the development within
effective teams
Tuckman stage of group, the very development theory was established by Bruce
Tuckman in the year 1965. this theory entails the important development and organisational
growth. Tesco efficiently encompasses the thoery of development which affects the working of
organisation. This theory can be majorly described a mentioned under:
 Forming: This factor binds the employees together and put them efficiently in working
for the organisational operations.
 Storming: Employees of Tesco, efficiently builds kinship with their employees.
 Norming: This phase involves the conflict settlement and the other disturbances raised
in the organisation (Gnankob and et. al., 2022).
 Performing: Team members effectively becomes more motivated and independent in
their operation.
 Adjourning: The final stage which entails the termination of project and the employees
who are planning to leave the organisation.
Belbin thoery
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The theory was postulated by Dr. Meredith Belbin in the year 1981 which majorly
focusses on assisting roles of efficient team building to bring forth organisational success and
fecundity. Tesco majorly follows the theory and the operations includes the below mentioned:
 The monitor evaluator: This involves monitoring of procedures and decision making
processes efficiently (Shafait and et.al., 2021).
 The specialist: This involves a person who is a specialist who mostly possess some
expertise who are skilled.
 The plant: This entails the specialist who is efficient with their creative ideas.
 The shaper: Shapers are the extrovert employees who efficiently aids the employees to
accomplish organisational targets.
 The completer or finisher: The employees chiefly re introverts and executes their tasks
according to their quality needs and also accomplishes the perfection criteria (Zboja and
et. al., 2020).
 The coordinator: The employees are efficient in achieving their won targets along with
the organisational targets.
 The team worker: With this Tesco employees makes a heathy kinship in their teams ad
creates a harmonious environment referred as team work.
 The resource investigator: The employee's majorly explores new ideologies and seek
opportunities for their evolvement in the organisation. Tesco employees seek benefits
through this (Stewart and et. al., 2018)
.
TASK 4
P5) Utilize philosophies and concepts of organisational behaviour in an organisation
Path goal theory:
This theory was given by Robert House and Martin Evans ad this states that leaders provides aid,
support and efficient technology with skills and information to control their employees and
enhance the fecundity.
 Employee characteristics: Tesco leaders focusses on features of their employees
effectively such as their potencies, skills, experiences etc.
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 Task and environmental characteristics: This entails obstacles ad hindrances of the
employees in Tesco and minimizes the impact of issuance.
 Leader behaviour style: Leaders make requirements fulfilling the employees needs to
foster the fecundity of the organisation (Stieglitz and et. al., 2018).
M4) Assess how concepts and philosophies impacts organisational behaviour
Philosophies with concepts aids in inclining skills of the employees within an
organisation. Tesco employees get benefited with this na enhances their work skills and their
performances are fostered. This also enhances the organisational culture, policies, and powers.
D2) Assess the team development theories, associated concepts and philosophies which impacts
organisational behaviour to evolve business fecundity and performances
This plays a vital role in impacting the organisational behaviour as this aids in inclining
the efficiency of the employees. This majorly assesses the negative influences and the aspects
and lowers down the potencies of the negativity. This also builds confidence in employees and
enhances the performances which inclines the fecundity of the organisation. Organisational
behaviour majorly motivates positivity in the organisation. Builds strong coordination among
employees. Bring s for the positive workplace environment (Swain and et. al., 2020).
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CONCLUSION
From the above discussion, it can be conferred that the organisational behaviour is an
essential assessment that is required to evaluate the performances and promote the fecundity of
the organisation. The organisational behaviour majorly influences the employees culture, their
power, and politics within the organisation to foster the employees performances and their
contribution in the organisational growth and development of the organisational goals and the
targets. Theories and essential techniques majorly defines the organisational figure and outlines
the accomplishment of the employees needs from effective approaches and strategies. The
managers efficiently influences the team members and every individual's performances and
assigns their task to effectively foster the work of the organisation. Effectiveness and the very
potency of each employees is managed by the leaders and other managers if the organisation to
foster the values and fecundity of the organisation to promote the brand image of the
organisation together.
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