Organisational Behaviour Report: Tesco Culture and Motivation

This report provides an in-depth analysis of organisational behaviour, using Tesco as a case study. It explores the impact of culture, power, and politics on individual and team behaviour, examining Handy's cultural typology. The report delves into content and process theories of motivation, including Maslow's hierarchy of needs, Alderfer's ERG theory, McClelland's achievement motivation, Herzberg's two-factor theory, Skinner's reinforcement theory, and Victor Vroom's expectancy theory, to understand how to achieve organisational goals. The report also examines strategies for creating effective teams and applies organisational behaviour concepts and philosophies to business situations. The analysis covers various aspects of organisational dynamics to help improve employee performance and achieve desired business outcomes.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
P1 Impact of culture, power and politics on individual, team behaviour and performance.......1
P2 Content and process theories of motivation to achieve goals................................................3
P3 Explain what makes an effective team as opposed to an ineffective team............................7
P4 Apply concepts and philosophies of organisational behaviour............................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour refers to study of strategies or policies which are required to be
followed by staff members to behave at work place. It includes various management activities
and rules for employees which should be prefer by them while performing in the company. It is
necessary to maintain an appropriate organisational behaviours as it is directly concerned with
understanding, production and control of workers in an organisation (Andersson, Jackson and
Russell, 2013). This report is based on TESCO which is a British supermarket retailer and
headquartered in Hertfordshire, England. It was founded by Jack Cohen in the year around 1919,
almost 99 years ago. It serves several products at global level which includes supermarket,
hypermarket, superstore and convenience shop. This assignment will discuss about culture,
politics or power impacts on individual, team behaviour and performance of organisation along
with content & motivation theories of motivation. It also explain strategies or method which
helps to make teams effective and concepts or philosophies organisational behaviour to business
situation.
TASK
P1 Impact of culture, power and politics on individual, team behaviour and performance
The organisational behaviour should have maintained by making more effective as well
as efficient strategies because it impacts on regular productivity of business. It is necessary to
avoid or reduce issues or conflicts among staff members as it may effect performance of
organisation which results in decrease in profitability of the same. In case of TESCO, it is
necessary to focus on organisational behaviour of business as it impacts on overall performance
of daily basis along with productivity as well as profitability. Thus, it is important to reduce
problems in company on regular basis because better culture facilitates to improve performance
of an individual and team to gain desired goals or objectives of business (Ashkanasy and
Humphrey, 2011).
Handy’s cultural typology
This model was popularised by Charles Handy in the year around 1999 which classified
organisational culture into four categories such as Power, task, person and role. It may provide
support to make understand about comfortability of an individual in company while performing
particular activities or event. It is also concerned with the fact that culture and structure of an
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organisation are interrelated with each other. In context of TESCO, they have to focus on several
factors to increase overall performance of business which are explained further –
Power: According to Handy's views, power culture is kind of spider's web in which all of
authorised individuals are sitting in the centre to give instructions. It can be described as to
utilise power of authority in proper manner for directing staff members in correct direction which
facilitates to complete required targets in given period of time (Avey, Palanski and Walumbwa,
2011). In case of TESCO they have to distribute power of authority among certain deserving
senior employees to make immediate decisions properly.
Task culture: This can be described as to establish several teams for carrying out
specific tasks in correct manner through utilising overall skills or abilities of group members. It
is necessary to separate teams of employees as per their field of expertise so that every target can
be complete with perfection. The TESCO company have to establish various teams to perform
different tasks in proper manner to achieve better outcomes regularly.
Person culture: The person culture includes when people remain more concerned about
their self rather than aspects of organisation. In such cultural environment, staff member thinks
for their welfare besides of goals or targets of the company and in this condition, business
usually suffers. In case of TESCO, they have to focus on development of their workers but also
remember about growth of company.
Role culture: This can be explained as to assign specified roles as well as responsibilities
to staff members as pre their field of specialisation, educational qualification and interest to
extract best out of them. It is well known fact that individuals can perform more effectively ion
their particular interested area along with generating better outcomes (Bolino and et. al., 2013).
In case of TESCO they have to allocate tasks of procedures to staff members as per their field of
expertise which helps to improve overall performance of organisation.
In context to TESCO, thy utilise shared friendly culture in which they remain frank with
staff members and share proper information to them about various projects or tasks. It is
necessary to maintain a frank relationship with them to know about their issues regarding
management technique or many more and put efforts to solve them properly. It will provide
support to people to share their problems with higher authority because it may impact on regular
performance of workers. Thus, it is observed that issues of an individual distract them from work
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and task cannot be completed in proper way therefore it is essential to sort out issues
immediately to maintain regular productivity of employees.
P2 Content and process theories of motivation to achieve goals
Motivation is essential for employees to encourage them boosting up their regular
working along with creating better outcomes. It is necessary to conduct various motivational
activities or events which facilitates to improve productivity as well as profitability of an
organisation. There are various kinds of theories which can be used by companies which are
suitable for their business and motivate staff members in proper manner. Thus, these models are
classified into content and process theory which can be applied by organisations to develop
morale of workers which results into improved performance of them (Carpenter, Berry and
Houston, 2014). In case of TESCO, they can also utilise different motivational models as per the
situation of their business to increase their profitability.
Content theories
Maslow’s needs hierarchy: This theory includes several needs included in pyramidal
shape in a hierarchy to motivate employees for improving their performance in TESCO. It
involves basic five categories which are given below:
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(Source: Maslow's Hierarchy of Needs, 2016) Psychological needs: This includes basic requirements of an individual’s such as water,
food, clothing, shelter and sleep. Thus, these needs are motivational factors which
encourage an individual to improve working to fulfil the same in proper manner. Safety and security: The safety or security involves source of income, place to live and
well-being which also important for a person. It involves protection schemes which
encourage employees to boost up their working for gaining safety measures from
company (Choi, 2011). Belongingness and love: It includes several factors such as integration into social groups,
feel part of a community or a group or affectionate relationships. Esteem: This can be explained about several elements like self-respect, honour, proud
which also plays an important role to encourage staff members of company.
 Self actualisation: The self actualisation needs involves an individuals desires to improve
their position and achieve growth in career and boost up up earnings as well.
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Illustration 1: Maslow's Hierarchy of Needs

Alderfer’s ERG theory: This theory of motivation was introduced by Alderfer in the
year around 2008 which has three classes like existence, relatedness and growth. Thus, it can be
used by TESCO to encourage their employees for increasing their regular productivity along
with generating better outputs. Existence needs: This includes several factors which are basic necessities of an
individual and considers physiological as well as physical security needs which
encourage people to improve their performance (Colquitt and et. al., 2011). Relatedness needs: The relatedness can be explained about several relations of a person
like family, friends, relatives, peers or superiors. It also involves love and belongingness
to wards public fame as well as recognition which are included into social or external
components of esteem needs. Thus, such requirements facilitate to boost up employee
outcomes regularly.
 Growth needs: The growth requirements are described about certain elements such as
self-development, personal growth and advancement form in career. Moreover, these
desires encourage workers to increase their efficiencies to generate better outputs.
McClelland’s achievement motivation: This theory of motivation was proposed by
great thinker McClelland's in early 1960s and introduce three basic motivators of human beings.
It can be used by TESCO to encourage their staff member to boost up overall production of
business to attain desired goals. Achievement Motivation: This can be described as want of a person to achieve several
things in life such as growth, success, profits etc. All of these factors motivate an
individual itself to increase their abilities and gain targets properly. Affiliation Motivation: The affiliation motivating elements considered as need of love,
belonging and relatedness. People like to reduce risks or uncertainty by remaining in
contact with some social group, high reputed person etc. to gain safety in life (Demir,
2011).
 Power or authority Motivation: The power of authority is also included in motivational
factor which encourage people to work hard for getting potency to command others.
Thus, such individuals put efforts to increase their efficiencies to gain better outputs
along with attaining growth in career.
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Herzberg’s two-factor theory: This motivational theory includes two basic factors such
as motivating and hygiene due to which it is also known as motivation-hygiene theory that by
applied by TESCO to motivate employees.
Hygiene factors Dissatisfaction – Low level
No dissatisfaction – High level
Motivating factors No satisfaction – Low level
Satisfaction – High level
 Motivating factors: This factors includes several elements of job satisfaction such as
achievement, recognition, work itself, responsibility and advancement. Thus, all of these
components encourage employees to attain desired target in given period of time (French
and Holden, 2012).
 Hygiene factors: The hygiene factors involves certain components like salary, working
conditions, work environment, safety at work place, company policy, administration,
supervision and interpersonal relationship. All of these motivates an individual to
perform to get more compensation along with having favourable working conditions
which make them feel secure.
Process theories
Skinner’s reinforcement theory: This theory was primarily introduced by B. F. Skinner
and his associates which states that an individual's behaviour is a function of its consequences. Positive reinforcement: It includes that if company will provide appraisals. Awards,
bonuses on good work then they get motivated and improve their regular outcomes by
putting more efforts.
 Negative reinforcement: This can be explained about to create feeling of jealousy among
employees due to provided award from company to single individuals. It will reduce skill
enhancement and friendly working environment of business (Griffin and Moorhead,
2011).
Victor Vroom's expectancy theory: The expectancy theory was proposed by Victor
Vroom in year around 1964 which aims to explain about criteria of people to choose actions
from several alternative choices. Vroom describe motivation as a process that governs choices
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from other alternative forms of voluntary behaviour. Thus, it can be used by TESCO to
encourage their workers to achieve organisational goals. Expectancy: This can be described about belief of a person to get better outcomes while
putting more efforts. It include the fact that if an individual work harder which results
into improved performance that helps of attain desired objectives of TESCO. Instrumentality: This factor states that if an employee perform in better way then it is
essential to provide rewards to to them as per their effectiveness of work. Thus, awards
plays a significant role to motivate employees to increase their regular outcomes which
helps to gain required targets properly (Kinicki and Kreitner, 2012).
 Valence: The factor indicates about to degree a person values the rewards which provide
support to get success. It is necessary to render appraising awards to people as
efficiencies and performance of individuals because it will help to attain goals or
objectives of TESCO.
The above mentioned content and process theories have their own criteria and importance
which can be utilised TESCO for boosting up performance of staff members on regular basis.
Moreover, it will facilitates to achieve desired objectives or targets which results into growth of
business along with attaining success.
P3 Explain what makes an effective team as opposed to an ineffective team
The team work can be described as to make more effective group of several individuals
as per their field of expertise to complete required functions for completing regular targets in an
appropriate manner. Team work spirit is very important to perform together through generating
needed coordination as well as cooperation among people which help to gain objectives with
perfection. In case of TESCO, it is essential to build an effective groups to conduct different
operations in an accurate way to create better outputs.
Different types of organisational teams
Functional Teams: This can be described as an organised team which are established by
administration to carrying out particular operational function on regular basis to generate
required outcomes properly. In case of TESCO, they can organise certain different teams to
conduct various operational processes in correct way along with achieving targets in given
period of time.
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Problem-solving team: It can be explained as to build certain teams of employees who
are perfect in problem solving to observe various issues and sort out them immediately in
organisation. It will facilitates to reduce negative impact of conflicts on regular outcomes of
TESCO which helps to complete targets in more accurate way.
Project teams: There are various kinds of projects are required to be completed then
administration organise an effective team to perform on several projects as per their skills or
qualities. The TESCO company have to establish an appropriate group of efficient employees to
complete desired projects with perfection.
Impact of technology on organisational teams
There are various kinds of technological equipments, machines and software are used by
companies because they helps in sharing data, increasing productivity and reducing
manufacturing time (Lazaroiu, 2015). Moreover, these technologies make team member more
efficient to complete targets with better productivity in TESCO.
Role of virtual team development: The virtual teams are usually distributed in different
geographical areas to perform professional activities in proper manner. Thus, TESCO also has
such groups which are dispersed in different places to conduct desired events or other operational
process properly as per instructions of superiors.
Team dynamics and teamwork
This can be described as to several factors which are required to be kept in mind because
they are very important part of working life. Thus, TESCO company have to focus on certain
elements such as profitability, enjoyment for people at work, staff retention rates, team &
individual performance, brand reputation and may others. Moreover, these components are
helpful to improve team work and results into achieved goals or objectives successfully.
Group: This refers to a collection of people who put efforts together for completing
particular tasks with better outputs properly.
Team: The team includes group of individuals having collective identity which is joined
together to accomplish specific goal or objective.
Difference between team and group
Group Team
 It requires only single leaders to lead
whole group.
It needs more than one leaders as per actual
requirements or size of team.
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 The process involves to discuss, decide
and delegate with production of single
product.
This involves to discuss, decide and do along
with production of collective outcomes.
Tuckman’s Team Development model: This theory is useful for team development
having several stages such as forming, norming, storming, performing and adjourning. It is was
proposed by Bruce Tuckman in the year around 1965 and states that these levels are significant
for growth and success of teams.
Forming: It includes Direct team in correct path along with organising accurate or clear
objectives which are applicable for whole group as well as individuals.
Norming: This refers to make effective process, build efficient relationships, resolve
conflicts, remain positive and manage whole team to perform and complete desired tasks.
Storming: It includes to motivate team members for taking responsibility and build
required strategies which provide support to attain goals (Lu, 2014).
Performing: It can be described as level of delegation of tasks ad projects among team
members to fulfil desired aims and objectives properly.
Adjourning: This involves to take certain period of time for celebrations of goal
achievement and success which motivates people effectively.
Belbin’s typology: This is kind of team role model which is designed to utilise available
talents and personalities of team members in more appropriate manner. It was primarily proposed
by Meredith Beblin and his team- researchers to conduct management of team in correct way. In
case of TESCO, they can utilise Beblin's model for organising more effective groups to conduct
various operations properly.
Implementer It is a practical organiser who is disciplined, orderly and task oriented
while putting plans in easy manner. They have several characteristics
like structured approach, hard working, down to earth, realistic
profession while performing any procedure. Moreover, such people
helps to put ideas into actions to facilitate systematic work.
Resource Investigator This person is cheerful, extroverted with lots of contacts within and
outside teams. They Provide new ideas and opportunities into team
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for attaining better outcomes.
Plant It is creative thinker of team generate several innovative thoughts to
improve productivity and sort out problems in easy way. They
contributes factor of creativity and immediate solutions to issues with
innovation.
Monitor This individual is very sensible, thoughtful and critical due to which
known as analyst of whole team. They properly observe, analyse and
evaluate to render accurate judgement in strategic manner.
Shaper This person is described as driven, passionate & wilful who face
actual pressure, competition, clarity, results and winning.
Coordinator It is a natural coordinator of overall team has clarified gaols,
structures discussions creates unity and take tough decisions.
Completer Finisher They have talents but have possibility to go in wrong direction which
leads to a lot attention to details. It has eye for detail, foresees
potential issues, observe quality and analyse about risk.
Team worker This individuals can be considered as most sensitive person of team
and helpful to crate pleasant environment with sense of togetherness.
They are relationship oriented, sensitive and caring which results into
team spirit.
Specialist This individuals has expertise skills and specialised knowledge of
particular field to performance in perfect way.
Soft and hard communication: The soft Communication skills includes patience,
teamwork, flexibility, time management, leadership, work ethics, motivation and so on. Whereas
the hard conversation abilities can involves certain elements such as Proficiency ion foreign
language, degree or certificate, typing speed, machine operation and computer programming
(Luthans, Luthans and Luthans, 2015).
Co- operation and competition: The cooperation refers to ability of team for establish
an effective as well as efficient relation and working pattern which facilitates to attain desired
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