Organisational Behaviour in ASDA: Culture, Motivation & Team Dynamics

This report provides an analysis of organisational behaviour within ASDA, a British supermarket company. It examines the influence of culture, politics, and power on individual and team behaviours, referencing Handy's model of organisational culture (power, task, person, and role cultures) and the impact of organisational politics on employee morale. The report also explores content and process theories of motivation, specifically Maslow's hierarchy of needs and Adams' equity theory, and how ASDA applies these theories to motivate employees. Furthermore, it evaluates effective and ineffective team characteristics and the relevance of team development theories like Tuckman's stages and Belbin's team roles. The analysis aims to provide insights into how ASDA manages its organisational environment to achieve business goals.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
1.1 Introduction to organisation...................................................................................................3
1.2 Influence of the culture politics and power in the organisational behaviours.......................3
1.3 Content and the process theory of motivation.......................................................................4
2.1 Effective and ineffective team and group development theory.............................................7
2.2 Evaluation of the relevance of team development theories ..................................................8
2.3 Concepts and the philosophies of the organisational behaviours:.......................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is the process and practices to study of the performance and the
activity of the groups and the people in the organisation. It also evaluate the behaviour of the
people in the workplace of the company and identify their impact on the structure of the job ,
communication, leadership, motivation etc.
1.1 Introduction to organisation
ASDA is the British supermarkets company which is the retail company. The headquarter
of the ASDA is at the Leeds, UK. This organisation is the largest retail company which offers
various kinds of the services. This file analysis the influence of the culture politics and power on
the behaviour and the performance of the team and the individual. There are content and the
process theories of the motivation and various techniques of the motivation which help to
achieve the goals of the business. this report also include the team and group development
theories of the organisation. There are various concepts and the philosophies of the
organisational behaviour in the organisation.
1.2 Influence of the culture politics and power in the organisational behaviours.
The culture, politics and the power is affects the behaviour of the group and the people in
the organisation. These are explained below:
Handy's model of the organisational culture:
Power culture: In the business of the ASDA the power is in the hands of the few people
only and only those people have the authority to take the decision in the business. In the
workplace of the ASDA these people enjoy the special attention and the privileged. The power
people are the major decisions makers of the business are they are very essential for the success
and the growth of the business.
Task culture: In this culture the teams are made to achieve the objective and goals of the
task and also they focuses to solve the problems of the business. The ASDA follow this culture
to make the effective team of the business with involving the people which have the common
interest and same specialisation (Akgunduz, Dalgic and Kale, 2016). The members of the team
works to complete the task in the most appropriate way with the equal contribution of the team
members.
Person culture: In this culture the people think that they are more important from the
company. The people are focused about their own objectives and goals not for the company point

of view. In this types of the cultures the company suffers due to this behaviour of the people. So
the leader try to improve the culture of the ASDA by applying the different strategies and gives
the employees knowledge about that the company comes first.
Role culture: in this culture the leader of the ASDA delegates the responsibilities and the
role to the employees as per their interest, qualification and specialisation to get the best out of
them. The employees of the ASDA accepted the challenges and decide that what they can do
their best to achieve the gaols of the business.
Politics:
In the working environment of the ASDA the politics affects the behaviour of the people.
In the business of the ASDA it creates lots of problems in the continuous functioning of the
business. The politics in the organisation the employees did not get the credits of their work the
higher authority gives the credit of the task to the employees with whom they have the better and
the effective relation in the business (Slack, Corlett and Morris, 2015). This will reduces the
morale of the employees and they do not accomplish the work with full dedication
Power:
In the business of the ASDA the power is given in the hands of the fever people and take
the decision of the business that helps to achieve the success and the growth of the company. The
power refers to the higher level of the authority have variety of the powers for their employees
and they also give the punishments to them when they do not perform the task well. But the
higher authority also have the reward power for their employees when they did their best to
achieve the success and the growth of the ASDA. From the reward the employees gets motivated
and works more effectively towards the goal of the business in the ASDA
These culture, politics and the power of the organisational behaviours affects the
behaviour of the team and the individual. Employees of the ASDA changes their behaviour as
per the culture in the organisational environment of the business. The power of the higher
authority also affects the behaviour of the team and the individual because the effective ppwer of
the authority leads to the effective working of the employees.
1.3 Content and the process theory of motivation.
There are various theories which helps to achieve the success and the growth of the
business. The content and the process theory of the motivation helps top fulfil the needs and

wants of the people and motivates them towards the goals of the business. These theories are
explained below:
Content theory of the motivation:
The content theory of the motivation focuses on the needs and wants of the individual.
ASDA used the Maslow hierarchy of needs theory of the motivation in the business to motivates
the employees by fulfilling their personal needs and wants of the life. This theory refers to the
psychological needs of the human beings. This theory of the maslow have the five stages such as
physiological needs, safety needs, social needs esteem needs and the self actualisation needs
these are explained below:
Physiological needs: For motivating the employees of the ASDA they have to fulfil their
basic needs i.e. physiological needs. This needs are the basic needs for the survival of the human
being such as the air, food, clothing, shelter sleep etc. physiological needs are essential without
this needs the body f the human being cannot function optimally (Kiruja and Mukuru, 2018). To
motivates the people of the business their physiological needs have to be fulfilled first.
Safety needs: This needs refers to the protection and safety from the issues related to the
environment, physical and emotional. The ASDA provides the security of the job, health security
, family security and financial security to their employees so that they get motivated and works
to achieve the goals of the business.
Social needs: When the above two needs are fulfilled the next needs of the human being
is the needs of the love and belongingness. The social needs includes the love affection, care and
friendship. The people get motivated when they fulfil the social needs. ASDA gives the proper
attention and care of the employees by fulfilling their social needs in the business.
Esteem needs: This needs refers to the needs of the self respect, confidence freedom,
power, status and attention. Every employees wants to fulfil theses needs to get the success and
the growth in the futures. The ASDA focuses to give the full respect and gives the power and
status to their employees as per their skills and talent (Grobler, 2016). When the employees of
the ASDA work effective efficiently they will provide the recognition this will increases the
level of the morale in them.
Self actualisation needs: this needs of the human being refers to desire to become what
the person is wanted to become in their life. The needs of the success and growth of the human
being. The focus of the ASDA is to achieve the success and the growth in the future and it is

possible only by fulfilling the self actualisation needs of their employees (Kanfer, Frese and
Johnson, 2017). They provide the opportunity to them so that they will reach to their success and
this motivates them to achieve the success and the growth of the business also.
Process theory of motivation:
The process theory of the motivation determine that how the motivation is occurred. The
ASDA uses the Adams equity theory of motivation in their business to increases the morale of
their employees by proper efficiency and the effectiveness. Equity theory of the motivation
explains that how effective and fair the treatment and compensation for the inputs given by the
employees in the works (Scott, and et.al., 2018) . This theory of the motivation determine the
relation of the fair treatment of the perception of the employees with how hard the level of the
motivation in the work. In the business of the ASDA this theory balance the input which the
employees given in the work so the output is the results what had they done. The equity theory of
the motivation determine that the people make their inputs and they get the meaningful output
from the contribution of the inputs. Things includes in the inputs are the persons past training
and the experiences, knowledge and their personal characteristics. Outputs are prestige,
promotion benefits and payments. The ASDA maintain the balance in the inputs and the output
of the one person to make the comparison with the another person to motivates the people so that
they will works to increase the (McNulty and Olson, 2015). When the equity marination in the
business then it will gives the benefits to the individual and the organisation both.
This theory helps to achieve the gaols of the individual by maintain the proper and the
effective balance in the inputs and the outputs. When the fairness perception of the individual is
greater the level of the motivation is also greater. And it will results in the achievement of the
goals and objectives of the individual.
The achievement of the goals and objective of the team is also done maintaining the
balance in the equity of the inputs and outputs of all the team members. When the individual
achieve the objectives of the life in the team then they gives their efforts to achieve the team
objective of the business.

2.1 Effective and ineffective team and group development theory.
Effective and ineffective team:
Basis Effective Ineffective
Atmosphere In the business of the adsa
effective team have the tension
free atmosphere. In the
effective team there is no
unhealthy situation and
boredom.
There is the indifference in the
atmospheres of the ineffective
teams which means there is the
lack of the side conversation
and the attention.
Objectives The effective teams clearly
know their objective and have
the ability to understand them.
Ineffective teams do not have
any ideas and the
understanding about their
objective. The teams members
of the ineffective have their
personal objective which
Illustration 1: Equity Theory
Source: Equity theory of motivation, 2017

creates the problem in the
objective of the team.
Listening The teams member of the
effective teams listen carefully
by indicating interest in each
others ideas and opinion about
the success and the growth
(Mohammad, and et.al., 2015).
They do not listen properly
and their discussion moves
from topic to the topic
(Soetarso and Budiastusti,
2019). The ideas and the
opinions of the teams should
be ignored.
Leadership The leaders of the effective
focuses on the success and the
growth of the business. There
have the shifting leadership in
the effective teams.
The leaders of the ineffective
is the chairperson who is in
accurately in the controls. In
the ineffective the leadership
to not shift.
Assignments They check their assignments
should be clear, equally
distributed, accepted and
understand by all the team
members
The ineffective fails in
checking that the assignments
are accepted, understood and
clear.
2.2 Evaluation of the relevance of team development theories
The ASDA uses the team and group development theory in their business is the tuckman
theory and the Belbin team development theory to make the team effective and efficient to chive
the gaols of the business. These two theorise are explained below:
Tuckman theory: The focus of this theory is to improve the performance of the team by the
different stages and achieve the goals and objectives. This model will develop the ability and
capability of the team to perform well to achieve the gaols of the business. In this theory there
are five stages which helps the business to improves the level of the performance of the people.
Forming: In the first stage of the development of the team the team members are
introduces with each other. The task is allocated by the leader in the forming stage and the team

must be assembled. For the development of the teams to get the better results the ASDA
introduces the team member with each others and assign the task to them .
Storming: Relationships of the team members should be made or broke and sometimes it
cannot be recover (Kiweewa, and et.al., 2018). In this stage the leader of the team motivates the
team members to speak comfortably and become the open minded.
Norming: In this stage the strength of the team members are notices and appreciated by
the people. In this stage all the team members are working and and their contribution like as
cohesive units.
Performing: In this stage the members of the team are familiar, motivated and confident
with the team and the works of the teams sop that they do need of any kind of the supervision.
Each and the every team member have the fixed path and have the effective speed to get the
objectives of the business.
Adjourning: This stage determine that the task is completed and the team is to be
dissolved. So the members of the team maintain the distance with the team. The effective
development fop the teams in which the leader organise the farewell party fro the members of the
teams.
Belbin team development theory:
In this theory the roles of the team member are explained and and the effective team
could be developed then these roles are done effectively and efficiently by the members of the
teams. These roles of the development for the team are explained below:
Resource investigator: In this role the leader work as the investigator and develop the
contact from the outside and works to reach the objective. They uses the resources properly and
effectively.
Team worker: In this the leader is the team workers which gives the proper support the
members of the team in the most diplomatic way. The leader of the team maintain the good and
the effective relation in the members of the teams.
Coordinator: In the role of the coordinator the leader coordinator the team ion such a
manner to archive the goals of the business(Lynch, Lynch and Clemens, 2018).
Plant: The leader bring the new and innovative ideas for the team members because of
this the good and the effective development in possible in the team.

Monitor: The decision of the team should be critically and analytically assess in this role
of the leader. All the decisions are properly monitor by the leader.
Specialist: For the effective and the better working of the team members the leader gives
the special advice to them.
Shaper: In this role of the leader they try to reduces the problems occurs ion the team.
Implementer: For the fast and the accurate working of the team members the leader
brings the self discipline in the team (Taştan and Davoudi, 2017).
Complete finisher: The leader gives the full attention on all the details of the task and
check that the task should be right.
2.3 Concepts and the philosophies of the organisational behaviours:
The ASDA use the various concepts and the philosophies in their business to get the
success and the growth of the business. These concepts helps in the development of the business
of the ASDA. The concepts are
Individual differences: every people are different from each others and their strength and the
skills are also different. Soi the ASDA allocated the task to all the employees as per their
strength and the skills to get the success and the growth of they business faster (Waddell, and
et.al.,2019).
Motivated behaviour: when the needs of the employees are fulfilled then they did the work
with their fu;ll efforts and to achieve the gaols and objectives of the business. To improve the
quality of the work ASDA motivates their employees so that they will work with proper quality.
Desire for involvement: when the employees of the ASDA are properly involves in their
decision making that will gives the benefits both the business and the employees also. By giving
the opportunity to the employees to share their ideas and the opinions the ASDA reduces their
time and money on hiring the outside specialist.
Human dignity: to maintain the effective relation in the business environment the ASDA gives
the full dignity and the respect to the employees so that they do not feel bad and works will full
confidence and focuses on the gaols of the business (Engelbrecht, Kemp, and Mahembe, 2018).
These concepts and the philosophies of the organisational behaviours have positive and
the negative effects also employees get expertise in getting the task of their specialisation and
their knowledge but the negative point is that the employees do not learn and understand the
other function of the business which they do not have their specialisation. In the business of the

ASDA the when the employees get motivated they works to reach the success of the business but
motivation is from the forcing and warning the employees create some serious problems because
they feel depressed and do not works with their full potential.
CONCLUSION
From the above study it can be concluded that the organisation behaviours is the effective
and efficient study of the activity and the level of the performance of the people in the
organisation. The behaviours of the organisation evaluate the impacts of the communication,
motivation, leadership and structure of the job. Culture power and the politics of the company
have impacts on the behaviour of the organisation. To give the motivation to the people of the
company they uses the content theory of the motivation and increase the morale of the
employees.

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