Organisational Behaviour: Tesco Report on Employee Motivation

This report provides an in-depth analysis of organisational behaviour at Tesco, a major UK retail company. It examines key aspects such as employee motivation, company culture, and communication strategies. The report utilizes both primary research, including surveys to gauge employee perceptions, and secondary research, drawing on existing literature and theories like Herzberg's two-factor theory and Handy's cultural model. The primary research explores employee views on Tesco's innovation, culture, and motivation levels, as well as the effectiveness of different motivators and the role of culture and communication. Secondary research delves into the importance of culture, communication, and motivation in organisational success. The report concludes by highlighting the interconnectedness of these factors and their impact on Tesco's overall performance and employee satisfaction.

Organisational Behaviour

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Primary research................................................................................................................................3
Secondary research............................................................................................................................9
CONCLUSION...................................................................................................................................12
REFERENCES....................................................................................................................................13
APPENDIX.........................................................................................................................................14

INTRODUCTION
Organisational behaviour can be understood as one of the most important parameter
where it enables to give insight on employees working behaviours and performance analytics
at workplace, where it enables to develop deeper understanding of aspects that motivate
employees and increase performance enhancement. Tesco is one of the biggest retail
companies within UK industry where there are large products and services, also varied scope
growing for innovative diversity to be worked on and to be actively growing on large
domains of specialised growth avenues. The report will be analysing primary and secondary
research on culture factors, communication metrics and motivation aspects which enables to
motivate them at work and also functionally enhance wider new stronger working synergy of
goodwill. The report will be also discussing role of culture in overall company success and
how it is been worked on as one of the most advanced aspect, where quest horizons are
widely growing on larger goals for stronger working goodwill.
MAIN BODY
Primary research
The primary research holds accuracy and results are analysed directly from resources
where there are varied goals and leveraged scenarios analysed which enables vast productive
resource analysed on wide paradigms to keep up efficacy governance. The primary research
enables research to be widely productive, keenly active on various functional segments and
also to grow on quick aspects. Primary research will enable to get varied direct data
information from employees, and also for larger communication scenarios where technical
innovative strategies to focus on keen growth arenas (Bromiley and Rau, 2016).
Analysis of 1st question
1 Has Tesco been functionally operating
structure with innovation and diversity
at culture ?
Responses

Yes 25
No 5
83%
17%
Yes
No
Analysis 1: The analysis shows that employees have been founding company culture at Tesco
to be widely dynamic and operatively strength, for gaining innovation and new functional
synergy. Employees have been also operating high focus on strengthening wisdom for
stronger goals within larger efficiency standards, where Tesco focuses to keep p efficacy of
varied domains for evolving with varied company culture determinants. The analysis has also
analysed focus on importance of culture factors within varied domains, aspects of larger
functional strengths aspects and to keep on with equal growth opportunities. The pictorial
representation has also productively analysed how new quality growth aspects are worked on,
where keen operational paradigms are wide and also employees strengths and diversity is
widely strong. The analysis has also promoted new functional growth among larger goals to
keep innovation and active dynamic flow within Tesco structure, for larger revenue company
targets.
Analysis of question 2

2 Has culture of Tesco is dynamic and innovatively
progressing for employees ?
Responses
YES 20
No 10
YES No
0
2
4
6
8
10
12
14
16
18
20
20
10
Analysis 2: Culture has been adaptive to varied changes with diversity aspects where there
are varied goals and efficacy paradigms for larger governing scenarios within which Tesco
have been actively finding varied aspects to keep up with efficacy scope horizon. The
employees are able to show improved ideas and varied domains of specialised growth
objectives where leaders and supervisors are strongly communicating with employees at
various teams which develops larger motivation standards (Chiu, Balkundi and Weinberg,
2017). Culture of company growth scenarios are widely active to keep up with keen growth
aspects within ideas, efficacy governance and innovative demands which develops quest
operational scenarios widely. The culture has been able to keep motivation high among
employees and also for constructive growth where employees are able to keep efficacy at
wider domains which keep employees worked on within wider domains. The data analysed
explains results are specifically wide, targeting growth analysis to be yielding new quest
horizons and also for questing productivity on wider domains which composes strengths
among employees culture for working on innovation (Rajiani and Ismail, 2019).
Analysis of question 3
3 Are motivation factors strong among employees within Tesco? Responses

Yes 25
No 5
83%
17%
Yes
No
Analysis 3: Motivation among employees is highly active where there are various innovative
diverse functional scenarios impacting motivation among company scenarios where
employees are given non incentives and monetary benefits given for larger growth arenas.
The motivation among scenarios for working on various platforms which keeps on generating
innovation and active functional innovation, retaining percentage us high which keeps up the
company goodwill on longer time factors. When employees are motivated it enables
management for overall productive growth and new functional diversity, generation of large
efficacy and to keep up new quest horizons where stronger working innovation is large and
also functional diversity is widely active. Motivation given among leaders is high which
shows that there is competitive domain growth scenarios widely heading towards exploration,
keen target growth and also to functionally be active on diversity standards (Ganda, 2019).
Analysis of question 4
4 What types of motivators do you feel are more preferred and
effective among employees?
Responses
Monetory 20

Non monetary 10
67%
33%
Monetory
Non monetary
Analysis 4: Employees have high preferences for financial incentives within Tesco which is
one of the most highly acclaimed motivational factor for functional exploration, higher
productive growth among confidence scenarios and to keep up with efficacy aspects. The
monetary financial incentives are highly necessary for generating stronger larger competitive
growth objectives, and to sustain new productive growth paradigms. It can be analysed that
Employees and leaders have strong cooperative working conditions aspects, where there are
determining horizons to keep up keen productivity horizons actively grown. Employees have
also primitively diversely focusing to head on diversity aspects where they are motivated to
keenly develop long term services in varied scenarios.
Analysis of question 5
5 Has role of culture been productive with diversity at Tesco? Responses
 Yes 20
 No 10

67%
33%
· Yes
· No
Analysis 5: The analysis enables us to analyse that role of culture has been progressively
heading towards innovation and diversity aspects, where functional larger diversity aspects
are widely active. Employees within Tesco are widely working with stronger working
functional diversity aspects, new quest horizons to be yielded on and to keenly be active on
larger synergy of efficiency. It can be also analysed that Tesco has been competitively
building advanced communication aspects of new functional business scenarios which has
keenly developed new efficacy goals and synergy for productive diversity aspects. The
analysis also explains employees have been widely given cultural growth to be technically
active on wider expertise domains and technically be exploitive towards functional diversity
goals. There is wider keen growth among functional horizons where leaders and employees
have stronger working aspects to be enabled, among leveraged goals within functional
domains and also productively be worked on new quest horizons (Gibson and Parkman,
2018).
Analysis of question 6
6 Does communication play an integral
role for flow of working targets with
efficiency?
Responses
Yes 25
No 5

1 2
0
5
10
15
20
25
Series1
Series2
Analysis 6: The analysis enables us to understand Tesco has structural communication flow
within various paradigms at employees departments where various scenarios have been
actively heading towards innovation and cultural growth aspects. The analysis also
productively explains that Employees have strong working scenarios by communication goals
and diversity phenomenon, where leaders and employees have targeted growth scenarios
worked on within larger domains. It can be also primitively understood that company widely
focuses on larger functional diversity where brand has been competitively working ahead on
new domains of specialised growth scenarios. This is also understood to be highly determined
as one of the new larger quest paradigms where stronger diversity aspects are worked on,
where employees are actively able to enhance new scenarios of efficacy goals widely
(Heiden and Peters, 2020).
Secondary research
There are various factors of secondary research where there are larger factors
analysed and widely focused on growth operational innovations which will develop
determinants to keep up larger goals, to keep up the evocative synergy where various new
quest horizons are analysed. Secondary research enables to keenly bring on analysis and
varied goals of efficacy taking larger paradigms, where stronger functional innovation is wide
for analysis.

 Culture: The culture aspects are widely essential for gaining scope on new paradigms
to be keenly progressing within larger elements of culture which are symbols,
language, norms, values and artifacts where language makes effective social
interaction possible widely. The major values that companies focus on are
individualism, competition and commitment where various employees within
companies are definitely given varied platforms to bring on their ideologies. Handy
cultural model is highly advanced cultural model where there are four major types
which are divided into role culture, task culture, person and support culture which
enables to keep evocative new paradigms change widely factored on. Tesco aims to
be one of the best retail company within global industry developing focus towards
larger vision and formational aspects of new cultural factors, for leveraging higher
synergy of innovation within global scenarios. Company leaders and managers have
strong focus for pertaining stronger working paradigms, within which leaders have
been playing strong role to build functional innovation and diverse aspects on to
larger arenas. Examples of cultural aspects are focused on fact that Tesco has been
actively evolving on larger cultural domains and new quest horizons, for active keen
growth goals and diversification of varied ideas for larger evocative determinants for
keen arenas (Ivanov, Tsipoulanidis and Schönberger, 2017). Communication: The adaptive strcuturation theory is one of the most profound
communication theory which in field of information theory, which studies
mathematics and studies calculative for company to gain accurate functional
information. The study of interpersonal communication has been found to be highly
necessary for larger goals advancement and new functional procedures advancement
on higher efficacy standards. It could be also understood that with diverse networks
of effective stringent communication companies new structural innovation is
leveraged onto larger paradigms. This theory has been also productively enabled
Tesco to keep up the avenues of stronger working scenarios, larger stability goals and
productively also boosting innovation through which larger effective results can be
obtained. The communication theory has been developed as one of the most
detrimental and profound scope networking among wider scenarios, productively
focusing on new paradigms of innovation and also for creating profound quest
horizons widely. Examples of communication aspects are focused on fact that with
communication aspects the best strategies are kept on for gaining larger goals

advancement, leveraging aspects for growing evocative synergy which will deliver
growth capacities in businesses (Koivula., Villi and Sivunen, 2020).
 Motivation: Motivation is understood to be highly important parameter for
developing innovation and functional larger goals efficacy on longer term which
enables generating higher turnover, retaining synergy aspects on wider domains.
Hertzberg theory of motivation provides two factors that are highly essential for
gaining stronger goals efficacy, motivation at workplace which enables stronger goals
advancement. Hygiene factors and motivating factor are the keen primal aspects
highly essential within this theory, where higher quality aspects of hygiene motivate
employees for larger functional diversity standards.
When hygiene factors and motivating factors are progressively working
towards new keen scenarios, company is able to grow widely for promoting equality
and diversity of varied ideas. It can be also analysed that Herzberg two factor theory
has been widely innovative to segregate and functionally be active on larger scenarios
for technical exploration, higher percentage retaining synergy and diversity of ideas
among departments. Examples of motivation functional scenarios can be analysed by
example where tesco uses various financial strategies to keep employees motivated
for gaining stronger performance targets at time periods. The financial strengths enables
to keep wider role of productive synergy which keeps efficacy at wide determinants, to
leverage also technical innovation (O’Leary, 2016).
 Role of culture in overall organisational success: The role of culture in overall
organisation success can be understood to be widely essential for gaining stronger
working synergy at work within larger goals efficacy. Tesco has been operating high
focus on overall organisation culture for gaining larger quest horizons, motivation and
retaining synergy among larger domains governance. Various new scenarios of
cultural operations play high role for stronger new determinants which develop
stringent motivation among larger aspects. With diversity among role within culture
employees are able to govern stronger working profitability aspects and to potentially
raise larger advancement. The role of culture within Tesco has made it one of the
most widely recognised company at retail industry where it has been optimizing
strength and diversity goals which has developed stronger efficacy of ideas
productively (Pozo,Akabane and Tachizava 2019). Role of culture is widely necessary
for obtaining larger goals for promotion ethics, keenly building diversity and also for
gaining functional strength on larger domains. Examples of role of culture can be

understood by analyzing fact that Tesco with evolving culture among employees
aims to be diverse and fundamentally grow on cultural innovation aspects and have
larger retaining synergy, which develops keen functional strengths of varied ideas.
CONCLUSION
The report has concluded business environment of Tesco working scenarios where
there are various paradigms impacting functional role diversity for overall growth aspects
and to evolve on larger goals productivity. Report has also concluded that company
culture is highly productive among varied domains, where employees are given varied
domains of specialised functional strength platforms to showcase their talent and varied
ideas widely. Study has concluded primary and secondary research on culture aspects,
communication scenarios and also for progressively heading with larger working arenas
which has generated stronger goals advancement. The report has also concluded analysis
on importance of motivation, new cultural growth aspects and also for continuing
innovation for determining larger scope innovation and retaining synergy among
employees working scenarios. Primary research concluded employees motivation to
actively develop avenues, keen growth determinants for larger domains productively for
generating industry competitiveness and diversity aspects (Răducan, 2016).

REFERENCES
Books and journal
Bromiley, P. and Rau, D., 2016. Operations management and the resource based view:
Another view. Journal of Operations Management. 41. pp.95-106.
Chiu, C. Y. C., Balkundi, P. and Weinberg, F. J., 2017. When managers become leaders:
The role of manager network centralities, social power, and followers'
perception of leadership. The Leadership Quarterly. 28(2). pp.334-348.
Ganda, F., 2019. The impact of innovation and technology investments on carbon emissions
in selected organisation for economic Co-operation and development
countries. Journal of cleaner production, 217, pp.469-483.
Gibson, P. and Parkman, R., 2018. Cruise operations management: Hospitality perspectives.
Routledge.
Heiden, B. and Peters, R., 2020. Ip and Open Innovation—Managing Technology Push and
Pull. les Nouvelles-Journal of the Licensing Executives Society, 55(2).
Ivanov, D., Tsipoulanidis, A. and Schönberger, J., 2017. Global supply chain and operations
management. A decision-oriented introduction to the creation of value. 2.
Koivula, M., Villi, M. and Sivunen, A., 2020. Creativity and Innovation in Technology-
Mediated Journalistic Work: Mapping out Enablers and Constraints. Digital
Journalism, pp.1-18.
O’Leary, J., 2016. Do managers and leaders really do different things. HBR Harvard
Business Review
Pozo, H., Akabane, G.K. and Tachizava T., 2019. Innovation and technology processes in
micro and small business. Cogent Business & Management. 6(1), p.1588088.
Răducan, R., 2016. Leaders and Managers. Theoretical and Applied in Psychology
SICAP23. p.149.
Rajiani, I. and Ismail, N., 2019. Management innovation in balancing technology innovation
to harness universities performance in the era of community 4.0. Polish
Journal of Management Studies, 19.

APPENDIX
1 Has Tesco been functionally operating structure with innovation and diversity at culture
 YES
 NO
2 Has culture of Tesco is dynamic and innovatively progressing for employees ?
 Yes
 No
3 Are motivation factors strong among employees within Tesco?
 YES
 NO
4 What types of motivators do you feel are more preferred and effective among employees?
 Financial motivators
 Non monetary motivators
5 Has role of culture been productive with diversity at Tesco?
 Yes
 No
6 Does communication play an integral role for flow of working targets with efficiency?
 Yes
 No