Organisational Behaviour Report: Analysis of Tesco plc's Behaviour

This report provides a comprehensive analysis of organisational behaviour within Tesco plc, a multinational retail giant. It begins with an overview of the company, followed by a critical examination of its culture, politics, and power dynamics, illustrating how these factors influence workplace behaviour. The report then delves into motivational theories, including Maslow's Hierarchy of Needs and Expectancy Theory, evaluating their impact on employee behaviour and goal achievement. Furthermore, it assesses team dynamics, team member roles, and team effectiveness, along with team development theories to support cooperation within teams. The report concludes with a reflection on the concepts and philosophies of organisational behaviour, offering valuable insights into the complexities of managing and understanding human behaviour in an organisational setting.

Organisational Behaviour
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
An overview of your chosen organization..................................................................................3
A critical analysis of the organisation’s culture, politics and power, with relevant examples of
how these have influenced behaviour in the workplace..............................................................3
An overview of theories of motivation and motivational techniques with a critical evaluation
of their ability to influence behaviour and enable achievement of goals in this particular
organizational .............................................................................................................................5
TASK 2............................................................................................................................................7
An analysis of the team dynamics, team members’ roles and behavior to explain whether you
consider it to have been an effective or an ineffective team. ....................................................7
Critical analysis and evaluation of the relevance of team development theories to support the
development of cooperation within teams..................................................................................8
A reflection on the concepts and philosophies of organisational behaviour ..............................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Organisational behaviour refers to the kind of study which involve studying the
behaviour of human in organisational environment and settings. The researcher of organisation
behaviour who are associated with analysing the behaviour of individual basically focus on their
respective roles in organisation (Wood and et.al., 2016). The primary goal of such behaviour is
to regenerate the theories related to organisation and to build better and deep conceptualization
of organisational life. In context to the report, Tesco plc has been considered as a model
organisation, which is a British based multinational general merchandise and groceries retailer in
United Kingdom. The report will cover the culture, politics and power of organisation and will
analyse the theories of motivation which influences the behaviour in certain organisation. The
role of team dynamics and team members will also be discussed along with the theories of team
development and philosophies of organisational behaviour.
TASK 1
An overview of your chosen organization
Tesco plc is a type of Public Limited Company which is situated at England, United
kingdom. It is a British multinational general merchandise and groceries retailing industry and
considered to the the third largest industry in retailing when measured by gross revenue. The
company was founded in 1919 by Jack Cohen. Across Asia and Europe, Tesco has seven shop
and in UK it has been considered as the market leader. The organisation has wide retailing range
and categorised areas like in books, electronics, petrol, beauty accessories, clothes, toys,
software, furniture, internet services, telecoms and many more.
A critical analysis of the organisation’s culture, politics and power, with relevant examples of
how these have influenced behaviour in the workplace
There are some parameters which greatly influence the working ability of the team
members and their further efficiency. The analysis of such factors are crucial and requires to
understand the behaviour of individual in workplace (Ruck and et.al., 2017). The key elements
like culture, politics and power has been considered to greatly affect the behaviour of employee
in an organisation. The impacts of such factors are discussed below.
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Organisation's culture : Organisational culture considers the experiences, expectations
as well as values and philosophies that indicate the behaviour of team members. The social and
psychological environment of an organisation is influenced by the beliefs, assumptions, habits,
norms and vision of Tesco plc. So as to monitor the impact of organisation’s culture, Handy's
model of organisational culture has been described below.
Handy's model of organisational culture
Charles Handy gave the Handy's Model, which defines four various kinds of
organisational culture that are.
Power culture: The power culture spreads the precise power to some individual
throughout the company and they decide and sometimes take quick and important decisions
which may have other consequences affecting the behaviour of some workers (Nuckcheddy,
2018). The workings of employee are usually not judged rather only their achievements are
considered.
Role culture: Rules are the basis of role culture. Every employee are aware about their
roles and responsibilities and work according to the requirements. Such practice make the
employee directional and people have transparently defined authorities to complete task in
provided time and place.
Task culture: Such type of organisational culture is generated when a specific and
combined projects requires to form a team in certain organisation which will further focus on a
certain problem. According to the task and status of project, the power may get transmitted from
one team member to another (Wan and Wan, 2016). The collective team work and functioning
will determine the affectivity of the task culture.
Person culture: In this Handy's model of organisational culture, individuals consider
themselves as superior and extraordinary to the system. Here, power lies equally in each group,
and they are not linked with each other.
By examining the four cultures, task culture may be suggested to have great impact on
the behaviour of the working employee in Tesco plc. Such culture focuses on one problem at a
time and make a dedicated team to analyse the problem.
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Organisation's politics: The organisation politics refers to the self helping and serving
behaviour that the workers in any organisation use to enhance the chances of receiving positive
and high results. The effect of such practice only benefits an individual without being concerned
about the company. The negative and positive impacts of such politics on an organisation are
listed below.
Positive organisational politics: The positive impacts of organisation politics have an
advantage and are not based on hidden agendas and power manipulation. They may render basis
for competitiveness among the politically skilled people (Punia and Shyam, 2017). Such people
are capable of managing the stressful environment of an organisation by the state of confidence
and trust. Some politics aid in resolving the conflicts among the team members and make a
better place to work collaboratively and should be enforced by Tesco organisation.
Negative organisational politics: By using organisation politics, the voices and better
opinions of an individual may get suppressed and self appraisal may be observed. Within such
environment, the employee forced to feel scared and threatened by self centred actions and
ambiguity, thereby feel uncertain about the task and goals assigned to them. Rank rivalry, power
manipulation, need to control are all the part of the organisation politics which negatively affects
the organisation reputation.
Organisation's power: The power is the capability of an organisation to make and sort
things as per the perception of making it happen by someone else. This type of power is mainly
beneficial to the managers in an organisation, who assigns projects to other employee and make
them perform the tasks (Kujala and et.al., 2016). Various type of organisation powers like
coercive, reward, expert, informational and many more influences the behaviour of employee
and should be enforced by Tesco enterprise to enhance the performance of the workers.
An overview of theories of motivation and motivational techniques with a critical evaluation of
their ability to influence behaviour and enable achievement of goals in this particular
organizational
Motivation is a way of acting or an experience of wishes and needs within an individual.
It makes the individual stimulated and aids in achieving aims and goals of life. Some social,
psychological or personal factors may affect the motivation of an individual which in turn
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influences the behaviour and potency of achieving any goal in an enterprise. Some motivational
theories and techniques are discussed below.
Maslow's Hierarchy of Need
This type of theory is a content theory which defines why human beings demands
alterations with time. This psychological motivational theory analyse the strengths and needs of
an individual is different stages according to the hierarchy (James, 2017). This five stage model
categorise the needs of an individual which motivates their behaviour and allow them to
accomplish goals, the needs in decreasing order in respect to priority have been outlined and
discussed below.
Physiological needs: This includes the basic biological needs of an individual like food,
clothing, warmth, sleep and shelter. Such needs are required for survival of humans and will
initially motivates an individual to achieve other needs.
Safety needs: Such need covers the physical protection of a person. Here, the individual
is motivated to be free from fear, law and instability.
Love needs: The want of associating with one another closely or intimately comes under
this need. Such desire of interpersonal relation motivates the behaviour of person and shapes the
nature of any person.
Esteem needs: The demand for respect, status and reputation from others has been
considered here. This need motivates to provide respect towards oneself and for others.
Self actualisation: The desire of personal growth and achievement. Such wants motivates
an individual to become self fulfilled and potential to grow.
Expectancy theory
Expectancy theory is a type of process theory which was given by Victor Vroom in 1964.
Such theory suggests that some individual may have another types of goal but they can always be
motivated if they believe in positive balance in performance and efforts (Peter and Chima, 2018).
The performance gets enhanced when rewards are received, such practice satisfy the need of an
employee. The theory is based on few beliefs which are stated below.
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Valence: It refers to an emotional aspect of an individual in respect to the outcomes. The
expected outcome may influences the level of wants like desire of money or rewards. The
management should undergo some ways to discover the values employee desires and behaviour.
Expectancy: The variety of expectation and the level of capability and confidence may
vary from employee to employee and influences their way of performing tasks. The company
should find what supervision and training is needed.
Instrumentality: The belief and trust of an individual that they will get any reward for
their work refers to instrumentality. The organisation must keep check that all the promises are
fulfilled in time and the rewards are being provided to the capable individual.
Vroom believes that such beliefs communicate together psychologically to build
motivational force. Such variable are necessary to be delivered on time to the employee of
Tesco, so as to keep the workers motivated and enthusiastic to work more effectively and
efficiently for increasing the self worth and productivity of an organisation.
TASK 2
An analysis of the team dynamics, team members’ roles and behavior to explain whether you
consider it to have been an effective or an ineffective team.
Team dynamics can be define as psychological or unconscious forces which influence
the direction of overall team behavior or performance. It is important to strengthen team
dynamics in an organization as it is effective in problem solving process and to define roles and
responsibilities of team members (Shah and et.al., 2017). There are different team roles for each
members of the organization. Roles of members within a team is discussed here.
Executive officers: They are responsible for day to day activities in an organization.
Some of their responsibilities are maintenance, administration, logistics and operational planning
or execution. They work with all teams of the organization. In Tesco, such executive officers
look out each and every activity of the organization and handle them effectively.
Research and development team: The responsibility of this team is to being creative
and keep up with the trends. Tesco being a multinational general merchandiser company should
include this team for overall success and development of the organization.
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Operations and production team: The operations and production of the respective
origination is manged by this particular team. Team members of this team has a responsibility of
bringing their products into market. Their role is to take the product into its last finished state.
Accounting and Finance: This team in the respective organization is responsible for
calculating the sales and report it back to stakeholders in regards to numbers and figures. They
are responsible for handling all the audits and accounts of the organization. However, within an
organization teams are categorized into two parts which is effective team and ineffective team.
They are discussed as follows:
Effective team:It is the base for running an organization successfully. Organizations
without any teams often struggle and effective teams helps to improve quality of products,
facilitate the operations of the organization and enhance productivity and efficiency. For the
success of the company, its is important for each and every team member to bring their skills and
talent that contribute to overall success of the team. The main objective of the team is to promote
trust, share and interdependence goals.
Ineffective team: It is a team which is conflict ridden, unfocused and filled with destruct.
Such teams would bring high turnover along with considerable level of frustration and poor
communication in an organisation. Team members of ineffective team are less focused and often
don't have clear goals and objectives (Kitchin, 2017). Pointing finger is one of a characteristic of
an ineffective team. Members of the team are often involve in pointing out weakness and errors
of others rather than learning from their setbacks.
Hence, considering all roles and behaviours of team members of Tesco has been
analysed that consist of effective team as it has separate and individual responsibilities for
performing operations within the organisation.
Critical analysis and evaluation of the relevance of team development theories to support the
development of cooperation within teams.
Teams are now becoming a key tool for the organisations in order to perform effectively.
They are consider as an essential tool for employee motivation. It is a fact that teams are usually
develop and get effective over a span of time (Leithy, 2017). Development of team creates a
positive atmosphere by means of encouraging teamwork,co-ordination and development trust
among members of team. Theory of team development which support the development of
cooperation within teams of Tesco is discussed here.
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Tuckman's theory: It is one of the known team development theory. The theory put
emphasis on the way through which a team handles a particular task from the formation of a
team to completion of a project. The theory involves a five stage development and team
behaviour which is forming, storming, norming,performing and adjourning.
Forming: This is the stage where team is formed and tasks are assigned. There is a high
dependence of the leader for guidance and assistance. Roles and responsibility of members are
not clear.
Storming: This phase could be destructive for the whole team as different ideas come
from different team members which sometimes causes conflicts (Alblas and et.al., 2019). There
are chances of developing relationships between team members or even chances of relationship
getting broken.
Norming: In this particular phase, the teams begin to trust each other as the understand
the contribution of each team member to achieve particular goals. Responsibilities and roles are
clear and accepted by the members of team.
Performing: In this phase the team has a clear vision of the objective and members focus
on over-achieving goals. Disagreements are solve within the team only with shared perspectives.
Adjourning: After fulfilling all goals and objectives, teams move into this particular
stage. It is important to achieve a closure of the project on a positive note at this stage.
This particular theory will help in development of an effective team in Tesco. Effective team
eventually leads to increasing productivity of the overall organisation. It help the organisation to
consider how they can deal with different issues occurring at different levels of development.
Thus, tuckman's theory is beneficial for the respective organisation for overall success and
development.
A reflection on the concepts and philosophies of organisational behaviour
Organisational behaviour can be referred to as actions and attitudes of stakeholders
towards each other and whole organisation along with their effects on performance and
functioning of organisation. It effect the operations for improving the effectiveness of system.
Some of the concepts of organisational behaviour are perception, human dignity,individual
differences, motivated behaviour and value of a person (Cherry, 2017). Concepts of
organisational behaviour are necessary for implementing in an organisation in order to resolve
number of issues and problems.
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In context to Tesco, there is an issue such as respective organisation often comes with
poor operational performance in some specific markets. Few of their stores in some particular
countries are not performing well and which leads to reduction of productivity of the
organisation as a whole (Alleyne, 2016). However, for resolving such issues path goal theory
could be implemented on respective organisation in order to facilitate he operations of the stores
in some particular markets. Path goal theory in respect to issue with in Tesco is discussed here.
Path-goal theory: This theory is also known as path-goals theory of leader effectiveness.
It states that leader is mainly responsible for providing information, resources and support to
other members of the team in order to achieve organisational goals and objectives. The particular
term path goal denotes that leader is responsible for illuminating path to the aims and goals and
to determine how to make the overall journey successful to other team members. The theory
indicates that it is the duty of a leader to clarify the actions and behaviours of the member within
a team (Clark and et. al., 2017). Different styles and roles could be used by the particular leader
for different situations. Four leadership styles are there according to this theory which is
supportive, directive, participative and achievement oriented leadership.
In context to Tesco organisation who has some issues regarding poor operations in some
markets. Implementation of this theory will help the leaders of the organisation to assign
particular duties to the team members according to their skills and knowledge so that they could
perform more effectively and enhance the process of operations in respective organisation.
CONCLUSION
From the above study it can be concluded that, organisational behaviour is important for
running a successful organisation as it helps to study the complex nature of stakeholders within
organisation. It gives an idea about how individuals and behave in an organisation where they
work. Analysis of impact of culture, behaviour and power on individual and team behaviour has
been covered. Team roles and team dynamics of the organisation are the major component as it
help to understand different responsibilities of team members. Theories of team development
within organisation help to form a team for performing various operations.
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REFERENCES
Books and journals
Alblas, G., and et. al., 2019.Organisational behaviour. Routledge.
Alleyne, P., 2016. The influence of organisational commitment and corporate ethical values on
non-public accountants’ whistle-blowing intentions in Barbados.Journal of Applied
Accounting Research. 17(2), pp.190-210.
Cherry, S., 2017.Transforming behaviour: Pro-social modelling in practice. Willan.
Clark, T. and et. al., 2017, February. Actor monitors for adaptive behaviour. In Proceedings of
the 10th Innovations in Software Engineering Conference(pp. 85-95). ACM.
James, P.S., 2017. Organisational Behaviour, 1e. Pearson Education India.
Kitchin, D., 2017.An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Kujala, J.,and et.al., 2016. Trust and distrust constructing unity and fragmentation of
organisational culture. Journal of business ethics. 139(4). pp.701-716.
Leithy, W.E., 2017. Organisational culture and organisational performance.International Journal
of Economics & Management Sciences. 6(42). pp.1-10.
Nuckcheddy, A., 2018. The effect of personality on motivation and organisational behaviour.
Psychol. Behav. Sci. Int. J. 9(2). pp.1-5.
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Quit.International Journal of Management Science. 5(1). pp.6-9.
Punia, A.P. and Shyam, R., 2017. Gender difference in of Organisational Behaviour (OCB) and
motives underlying OCB. Psychological Behavioral Science International
Journal.4.pp.1-5.
Ruck, K., and et.al., 2017. Employee voice: An antecedent to organisational engagement?.Public
Relations Review. 43(5). pp.904-914.
Shah, N.,and et.al., 2017. The impact of organisational justice on ethical behaviour.
Wan, H.L. and Wan, H.L., 2016.Organisational Justice and Citizenship Behaviour in Malaysia.
Springer Singapore.
Wood, J.M., and et.al., 2016. Organisational behaviour: core concepts and applications. John
Wiley & Sons Australia, Ltd.
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