Organisation Behaviour: Analysing Culture, Power, Motivation & Teams

This report provides an analysis of organisational behaviour within the context of Tesco, focusing on how organisational culture, politics, and power influence individual and team behaviour and performance. It evaluates content and process theories of motivation, such as Maslow's hierarchy of needs and Vroom's expectancy theory, and examines how motivational techniques can enable effective goal achievement. The report also differentiates between effective and ineffective teams, critically analysing group development theories to discuss the effectiveness of teamwork in achieving organisational goals. Furthermore, it explores the impact of different types of organisational cultures, including power, task, person, and role cultures, and how they influence employee behaviour and overall organisational performance.

Organisation behaviour

Table of Contents
INTRODUCTION ...............................................................................................................................3
MAIN BODY .....................................................................................................................................4
TASK 1.................................................................................................................................................4
How an organisation’s culture, politics and power influence individual and team behaviour and
performance.....................................................................................................................................4
Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context...........................................................6
TASK 2.................................................................................................................................................8
Explain what makes an effective team as opposed to an ineffective team......................................8
Critically analyse at least two group development theories to discuss the effectiveness of
teamwork in achieving the goals.....................................................................................................9
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13

INTRODUCTION
Organisational behaviour is the study of human activities in an organisation. This concept of the
behaviour is helpful in the improvement of the organisational life using the theories for the same.
Every individual has its own way of interacting with the co workers in between ways and levels for
an organisation and even in the manner there has to be a respond for any kind of circumstances. The
company which is used in the report is Tesco, this company was established in 1919 and Jack
Cohen is the founder of the company in the area of Hackney in London. This company mainly deals
with the supermarket, hypermarket and the superstore. (Buchanan,., 2019.)Books, furniture, clothes,
internet services and more are the products produced by the organisation. In the report there is a
brief explanation of the organisation culture, politics and power and how this impact on the
individual and team behaviour. There are also the theories and techniques that help in motivating
the organisation in obtaining the set objective. Even there are philosophies that are helpful in
motivating the employees and the group to obtain the targeted goal.
MAIN BODY
TASK 1
How an organisation’s culture, politics and power influence individual and team behaviour
and performance.
The behaviour of an individual in an organisation is known as the organisational behaviour. Every
individual in the organisation has different ways to interacting with the people in the organisation
and even the way they react on any kind of situation in the organisation. There are three levels of
the organisation that are tool level, middle level and the lower level management. A ll these factors
help in improving the working environment of the organisation and increases the level of perform
of the staff in an organisation. This also improves the way of thinking about new development in the
organisation. (Caputo,., 2021.)
Culture:
The culture in an organisation showcase the framework of the company whether it is profitable or
non profitable in nature. There are guidelines for the organisation to work, which are combination
of practises, expectations and values which are for the members and the employees. In context of
the Tesco company, there is a particular culture followed by them in which they value their clients
and the co workers.(Matloob, A., 2019) There are basic rules and regulations that are followed by
the company for having a smooth running of the company that every employee is bond to follow.

There is a model formed by Charles Handy's in 1932 at Ireland,which is Handy's culture model that
is useful in influencing the behaviour of the employees and the even the organisation. Mainly there
are four kind of culture that are followed by an organisation which are as follows:
1. Power Culture : The superiors of the organisation have the power to control any kind of the
situation in an organisation. Their main task is of making decisions for the organisation and
they can even forward the authority to any capable employee. With reference to the Tesco
company, this factor is used for the maintaining the loyalty of the company. In this company
the employees work according to the order given by the superior to them, and which leads to
a better performance of the company.
2. Task Culture: In this culture the employees of the organisation are divided in the groups so
that the task can be performed in smooth way and to resolve the problems. Similar the Tesco
company follows this culture such that there is no pressure on any particular employee and
the task can be performed without any trouble.(Isensee,et.al, 2020.)
3. Person Culture: It is a culture where the employee of the organisation thinks or worries
about his or her personal growth rather than of the organisation due to which the company is
at loss. Similar for the Tesco company, it gives permission to its staff for thinking about
there individual growth.
4. Role Culture: This is a culture where there a role assigned to every employee on the basis
of their talent, the amount of responsibilities they can handle and the knowledge they have
for the particular subject. The Tesco company, believes that all the employees of the
company should be able to perform all the task effectively so for the same a training is
provided to the employees.
Influence of culture on individual and team behaviour performance are as follows:
Tesco company provides a choice to the employees of the company to choose the area of interest for
working effectively in the organisation. There is a proper way that are for developing new
techniques and skills which are helpful for the growth of the company. There are training, events
and seminars for the betterment of the employees personal growth as well as the companies growth.
All these cultures are followed by the company so that there is a smooth running of the company
and there it helps in promoting the team task.
Politics
Organisational politics is a tool that is used by the company for improving the interest of the
individual and organisation encouraging the plan for the action. (Hochwarter,et,al. 2020.)The
organisational politics has 4 parts which are mentioned below:
1. The Woods: It is used to protect employees. It focuses on invisible hypotheses rather than

obstacles. Essential for ideas and changes that may be missing in the corporate.
2. The High Grounds: it is a complex of formal authorities and organizational structures.
Management and incentive systems are used to keep the organization functioning properly.
Structures, procedures, policies, and rules are included in this term.
3. The Weeds:It involves the informal network and dynamic in nature. To manage the weeds,
we need to learn about the informal networks. If the weeds are in support of a change then
we can make a network of change.(Waryszak, et,al, 2018.)
4. The Rocks: This refers to the stability of an organisation. The main aim is organisation's
stability for which the decision are taken by the authorised managers. It is an interaction
between the employees likes skilled people, title, availability of resources and role.
Power
There is a requirement of power in an organisation to determine the activity of other stakeholders in
an organisation. This is needed to make the others work according to their ability and even do the
task more than their capability. There are few kinds of power in totally that encourages the
employees to perform the given task and some of them are mentioned below:
1. Reward Power:This type of power can be used to empower others with the help of rewards,
increment in wages and salary or promotion. With the help of this power employees can be
motivated to achieve the aims and target set by the firm. In Tesco this type of power strategy
is used to motivate employees who work great and their appreciation is done so that they
keep on doing so.
2. Coercive Power:This type of power can be used to punish employees for their bad
behaviour or unproductive routines. This type of power makes others work with the use of
generating fear of losing something they do not want to and make them do things they
would not generally.(Soener,.2019. ) In Tesco this type of power strategy is used on
employees who do not comply with the rules and regulations of the company.
3. Expert Power:This considers the skills, learning and knowledge an individual have
regarding the organisation, industry and functioning. The Tesco company has employees
who have skill and knowledge regarding a particular task. In that organisation the skilled
employee are helpful in resolving the critical task.
Evaluate how content and process theories of motivation and motivational
techniques enable effective achievement of goals in an organisational
context.
A motivation is required by every individual for motivating to work for the task assigned by the
superior for the purpose of the growth of an organisation. The motivation has an important role in a
firm and non profit organisation. The employees of the Tesco company are motivated to work in a

smooth way and make them feel secured regarding their value in the company. There are two main
types of motivation which are mentioned below
1. Intrinsic Motivation: In this a person get motivation internally. A person is performing
some task because it feels good for themselves and it satisfy their own needs. The Tesco's
work environment and organisation culture make a positive impact on their employees. Due
to which they are dedicated towards their work and efficiently achieving their targets
2. Extrinsic Motivation: It is a kind of motivation an individual get from the external rewards.
It includes the benefits, perks and incentives which motivates the people to do work. The
Tesco company furnishes the external elements to motivate their employees in order to
achieve their objective goals.
Theories of Motivation
Abraham Maslow, has established two type of motivation theories in 1940 which are Content and
Process theory.
 Content theory of motivation
This theory deals with the needs of the individuals in the organisation. All the things which are
required by an individual for living is kept in mind according to this theory.
Maslow's hierarchy of needs is a part of Content theory and rates the needs from high to low. Once
lower needs are achieved, there is a drive to go higher and gain more. Its types are as follows:
1. Psychological needs: These needs involve the basic requirements that any human beings
needs and comes first to their mind. For example, food, clothing, shelter.
2. Safety needs: These needs consists of the factors related to protection and secure
environment. In an organisation this factor can be seen in the form of job safety, health care,
insurance from unwanted disasters like accidents and more.
3. Social needs: These needs consist of factors related to social environment, In organisational
structure these factors can be felt in the form of harmony with management of an employee,
assistance from the seniors and teamwork.(Hattie,.,2020.)
4. Esteem motivators: These are related to the motivational factors in intangible forms which
make an employee feel important in the workplace. For example, recognition of good work
by the seniors, assigning of big important projects by the management to the respective
employee and any form of appreciation.
5. Self actualization: It involves the assignment of challenging projects that improve the
ability of an employee in different aspects. These projects increase creativity, result in
innovations and help in the long term growth.

 Process Theory of Motivation
This theory focuses on individual behavior and psychological processes. It helps us learn about a
person's behavior through actions, reactions, and interactions. Strengthen leadership and
management theory. Skinner's Reinforcement Theory, Bloom's Expectation Theory, Adam's Justice
Theory, and Locke's Goal Setting Theory are incorporated into this motivational theory.
Vroom’s Expectancy Theory is a type of process theory that involves three main factors,
expectancy, instrumentality and valence.
1. Expectancy: it gives strength to the belief that ones work will result in the desired result.
The Tesco company notices the individual's efforts on the work which help them to motivate
their employee individually.
2. Instrumentality: this depends upon the belief that the specific work will be rewarded. The
Tesco always assures that the reward is provided to their employees according to the
performance.
3. Valence: this refers to the strength of an employee's preference for receiving any reward for
their performance. The Tesco company provides the rewards to their employees which
motivate them in desired way. The company provides the monetary rewards and prioritize
the needs of an employees to motivate them. (Froese, et,al. A., 2019. )
TASK 2
Explain what makes an effective team as opposed to an ineffective team.
Teamwork involves the organizational efforts of group members to achieve a common goal. This
improves the performance and efficiency of those involved in the organization. Tesco forms
various groups and teams to solve critical problems and achieve goals. A combination of
knowledge, skills and ideas helps employees achieve the desired goals of the organization. This
will allow Tesco to grow its business.
Difference between effective and ineffective team
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
CONCEPT Effective teams focus on points of
disagreement and reach conclusions
through creativity and revision of
ideas. Group members are effective in
this. Ready to adjust the changes.
Ineffective teams include
people who aren't aware of the
task or aren't taking it seriously.
In this team, members are not
working efficiently and have no

Listen to what you have learned. We
are all different, but we work hard to
achieve a common goal.
respect for each other. They
make decisions by voting rather
than discussing issues.
CONFLICT
RESOLUTION
In the effective team the people are
working effectively and efficiently.
The members are skilled and
knowledgeable therefore they avoid
the conflicts. They always try to solve
the problem through discussion.
This team considers the
conflicts and disagreements
between the employees and
group members. Hence it
declines their performance. The
lack in the skills of problem
solving which result in the
reduction of growth and
development.
MEMBER
CONTRIBUTION
In this the members of the group are
contributing their efforts. To discuss
any point or topic to solve the
problems, employees are involved in
the discussion.
The members of this group
does not focus on the
organisational goals rather than
this, they emphasis on their
personal aims. This leads to
reduction in loyalty and trust
towards the organisation. The
people are not responsible, they
always perform their work in
ineffective manner.
Conflict or difficult situations to develop roles during team
A team includes diverse people working together as a team to achieve a common goal. Different
people have different ideas, thoughts, knowledge and skills that can help them achieve their goals
effectively. (Stewart,., 2019.)However, people's different ways of thinking and beliefs can lead to
conflict. Tesco Company seeks to manage complex situations with the help of expertise, members
and team leaders for the smooth running of the organization.
1. Conflict Resolution: Various working relationships can create conflicts between them that
cannot be avoided or ignored. To resolve this, team leaders must strive to maintain a
peaceful environment, control conflicts, and motivate employees. Tesco company has a
qualified and knowledgeable team his leader who tackles the problem with ease.
2. Provide Guidance: The team leader gives instructions to her members of the team and

provides guidelines to do their job effectively. Your guidance makes the work of team
members easier. This is essential for team leaders and members alike. In addition to this, it
helps improve employee productivity. Tesco managers provide guidance to employees.
3. Peace of Mind: Team leaders assist the group members in all situations and share
knowledge with members that leads to a sense of security. It also increases loyalty and
satisfaction with the company.
4. Boosts Morale and Confidence: Team members support each other, boost self-esteem, and
help achieve common goals. This helps improve the morale of Tesco employees.
(Noltemeyer, et,al., 2021.)
Critically analyse at least two group development theories to discuss the effectiveness of
teamwork in achieving the goals.
In business, to perform a team work and to lead the group is quite tricky. To achieve the goals in
team work there are two theories which helps to attain the objective efficiently and effectively. The
theories are – Tuck man's model and Belbin theory.
TUCKMAN'S MODEL
The psychologist Bruce Tuck man published this theory in 1965. The theory explains the five stages
of group development and the stages explain the project from the beginning to the finish. The stages
are as follow:
1. Forming: it is the first stage of the development in which all the members of the team meet
and greet each other, and even introduce each other. Their main motive is to reach a
common goal, have a high spirit for working on a task. The Tesco company is the company
that is well established and uses all the new techniques and technologies developed in the
group.
2. Storming: in this stage, conflicts start to built among all the employees in the company as to
be on the best for becoming the leader in the group and be able to give commands to others.
The Tesco company follows the democratic style of leadership in which the employees can
equally participate in the discussion during the meeting of the company.(Staples,., 2022.)
3. Norming: at this point of time all the staff of the company end up getting at a particular goal
in which both the company and the employees are beneficial.
4. Performing: At this stage the relationship is developed among the members to attain a
common objective. The group members started to trust on each other and have proper
coordination between them. The Tesco company is achievement success because they have
maintain a peace relation between managers and employees. They work in coordination.
5. Adjourning: this is the last stages of this theory. It states that after the task is completed the

groups dissolved in known as adjournment. The Tesco company achieves their goal then
they break the team and form new team to perform on other task.
BELBIN THEORY
In this the behaviour of an individual is judged at various situation. In totality there are nine roles,
explained below:
 Shaper – it is used to improve the performance by challenging themselves.
 Implementer – In this role the ideas of members are implemented in the project to achieve
the goals.
 Finisher- It assures that the project is completed within a time limit.
 Coordinator- Their role is to divide the work according to the efficiency.
 Team worker- The team members helps to complete the task and to attain the goals of an
organisation.
 Resource investigator- The investigator role is to investigate o0r find the opportunities to
Grow the business.
 Plant – They are the highly creative persons and desire to approach the new ideas.
 Evaluator – The role is to evaluate or monitor the performances and to control the
problems.
 Specialist – Brings new knowledge and helps the team to innovate new valuable decisions.
(Gagné, et,al., 2018)
Concept and philosophies of organizational behaviour
The concept of the organisational behaviour is to analysis the behaviour of any individual in the
working environment. There are various aspects like leadership, improving the performance of the
employees in the company. (Afum,., 2019.)The concepts and the theories are the reasons which help
in the improvement of the behaviour of an individual in the company. There are many concepts and
philosophies that deal with the organisational behaviour, few of them are explained below:
Path Goal Theory
This theory is guides the employees in the showing the path in the working of their company. The
leader of the company is responsible to provide path to an individual, boost the employees for
working in the best way they can which is beneficial for them as well as the company's growth.
The steps that are been followed are mentioned below:
1. Employee Characteristics: Leaders are responsible for getting their team members right.
They are also might to keep an eye on the employees work behaviour, analyse the wants and

needs of the employee and boost them up.
2. Task and environment characteristics: Leaders are also responsible for solving problems
and completing each task. Managers are responsible for assigning tasks to their employees,
so they should know how to deal with problems.
3. Leadership Behaviour or Style: Each individual has a unique way of working and
leadership style. They also have different styles of leading and motivating team members.
Tesco uses a variety of effective methods to motivate employees according to their needs
and circumstances.
4. Guidelines: In this style, leaders create structures that detail when and how work should be
done. In this style, leaders lead subordinates by clarifying their goals and providing
direction.
5. Collaborative: In this style of leadership, leaders demonstrate an empathetic, collaborative,
and kind approach to their employees and are most focused on their needs. In this style, all
employees are given equal respect and importance, and help employees accomplish tasks
that are stressful, psychologically difficult, or have low employee morale. (Lam,., 2019.)
6. Participatory: In this leadership style, leaders value collaboration with employees and give
subordinates the opportunity to participate in the decision-making process. In this leadership
style, leaders believe that employee feedback is as important as their own. This creates the
same respect for the organization in the minds of employees and increases their motivation
to push the organization to achieve its goals.
7. Achievement: This style consists of challenging goals with deadlines, requires employees to
put work above all else, is very performance-oriented, and expects excellence.
CONCLUSION
From the above report, it is concluded that organizational behaviour is the way of analysing the
employees behaviour in the working environment and their connections in the company. It depicts
in what ways the organizational culture, power, and politics impacts individual and team leaders
within an organization. Also, motivational content and process theories and motivational techniques
are explained that help in obtaining the set targets and provide ways to boost up the staff. Finally,
the concepts and philosophy of organizational behaviour are also included, explaining path-goal
theory, which describes employee characteristics, leadership styles, and more.

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