Organisational Behaviour: Tesco's Culture, Motivation, and Teams

This report provides an in-depth analysis of organisational behaviour, using Tesco as a case study. It explores the impact of organisational culture, power, and politics on individual and team behaviour. The report delves into various cultural types within Tesco, including role, power, task, and person cultures. It examines how power dynamics influence employee actions and decision-making. Furthermore, the report investigates the application of motivational theories, such as Vroom's expectancy theory and Adam's equity theory, and content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, in achieving organisational goals. The analysis includes a comparison between effective and ineffective teams, highlighting the characteristics that contribute to success or failure. The report concludes by emphasizing the importance of these factors in shaping the overall performance and success of Tesco in a competitive market. This report is a valuable resource for students studying organisational behaviour, leadership, and management.

Unit 12: Organisational
Behaviour

INTRODUCTION
Organisational behaviour is in-depth assessment on human behaviour that have prime
features like people, framework, technology and environment in which organisation operates
their business activities (Alleyne, 2016). The nature of employee has been assessed on
individuals, group and organisation level. It is very important to study organisational behaviour
as it provide an understanding why people behave as they do while working in any
organisational culture. In other words, organisational behaviour is examination of human nature
with employer and colleague working as a group in working environment. In present report, a
discussion has been done on Tesco that is British international company engaged in grocery
business. They have headquarters situated in Welwyn Garden City, England and UK. It is third
largest retailer in terms of gross revenues across globe. The company was incorporated by Jack
Cohen in 1919. the outlets are located in seven nations all over Asia and Europe. Further report
include, analysis on organisational power, culture and politics, thereafter its impact on the
behaviour of sub-ordinates and teams. Then content and process theories of motivations have
been included in report. Lastly, research has been conducted on ineffective and effective team
with help of philosophy of organisation behaviours.
TASK 1
P1 Impact of culture, politics and power of organisation on the behaviour of individuals and
teams working
The organisational behaviour are directly connected with the knowledge, predictions and
control of behaviour of people in organisation. The study of organisation behaviour consist of
examination of human nature in work environment and determine its impact on job structure,
communications, performance, leadership and motivations. For instance, an investigations is
been done on power and influences in organisations, the focus is been shifted towards leadership
style that have been inculcated by superiors. In regards with tesco, managers are giving emphasis
on examination about culture, politics and power and its influence on employee behaviour in
team and individual level in organisation. The impact of these factors have been discussed
below:
Organisational Culture- the organisation culture comprises of key elements such as values,
belief, norms, assumption and process of communicating that contributing in unique

psychological and social environment in an organisation. In context with tesco, management
have implemented strict code of conduct that are necessary for every individuals to abide
working in an organisation. For instance, discipline between superiors and employee are helpful
in providing healthy work culture. Some factors, such as top leadership, nature of business,
company value, policy, work policy, client, recruitment and selection factors affect culture of
tesco. The affect of organisational culture totally depend on strong or weak culture created by
firm. The positive influence of organisation culture, is it will be helpful in developing cordial
relationship between employee working in a team or individually in an organisation. On
contradictory negative impact is fluctuation in behaviour of individual result in development of
conflicts in working environment (Bester and et. al., 2015).
Role Culture: This culture are purely depends on roles and responsibilities that are been designed
by supervisor, in order to delegate task to each individual in an organisation. In context with
tesco, executive have been focused on structuring role of employee based on designated job
profile. This culture is beneficial in creating transparency related to task between workforce
within an organisation. The positive impact of role culture is there will be accurate division of
work matching with capabilities of individual, thereby resulting in producing quality work
assigned to them by supervisors. On other hand, negative impact of role culture is employee will
missed opportunities to work in other department in an organisations.
Power Culture: The power culture related to authorities being provided to few individuals and
who have ability to guide and lead workforce in an organisations. There are some rule and
regulations that have been framed by management and are necessary to be followed by every
individual employed in any working environment. In regards with tesco, supervisors are farming
rules and policies for employee and organisation, so that business objectives could be attained in
short time span. The decision regarding marketing and production function have been taken by
board of directors and they are responsible for growth, as well as decline of business in
competitive market place. The positive impact of power culture, controlling and monitoring on
business activities have been done by group of members and there are chances that decision can
be taken by anyone within a group. The negative impact is implementation of power culture will
result in decrement of performance of both employee and team in workplace.
Task Culture: This culture forms when groups are created to completes specific activity or task at
allotted timespan in an organisation. This culture is adopted when organisation have developed

matrix chart in order to distribute role and responsibility to each member, so that business
operations are performed in effective manner in work culture. In regards with tesco, leaders have
adopted this culture to create effective team, so that experience member do not take much time
to perform activities allotted to them by superiors. The team and individual performance has
major impact on sustenance of business in competitive marketplace. The positive impact of task
culture is each individual will be given chance, to show their capabilities and capacities to
operate any task and will be helpful in improving performance of employee in working
environment. The negative impact is sometimes development of wrong team results in decrement
of individual performance in organisation (Blackstock and et. al., 2015).
Person Culture: The person culture states that individuals should adopt some ethics and norms
that should be matched with organisational culture in an organisation. The discipline in work
culture plays an essential role in operating business activities in effective manner. In context with
tesco, manager should focus on identifying strength and weakness of each individual being
employed in an organisation. Thereafter training session should be provided that will help
employee to inculcate new skills in themselves. The positive impact of person culture is it will
helpful in developing overall performance of individual in working context. The negative impact
is due to difference in perception of employee result in giving negative feedback in meetings.
Power- The power culture is describe an individual power to assign task lower level employee
and convince them to complete on time in workplace. There are different sources of power such
as reward power, legitimate power, coercive power, informational power and expert power. In
reference with tesco, management should implement each source, so that healthy working
environment is been created for employee in an organisation. It has been assumed that legitimate
and informational power that person hold is important to manage workforce and operational
activities in systematic manners. The positive impact of power culture is beneficial for
maintaining decorum in workplace. Thereafter, negative impact is difference in individual
behaviour influence team who are working to attained specific objectives of an organisation.
Politics- The politics at workplace refers to process and behaviour or the way of human
interactions involving power and authority in working environment. In regards with tesco,
management use politics tools in order to determine the capacity of operations and balance in
different views points of participating individuals in a team. The positive impact of politics is it
is helpful in involving each employee in group discussion. On other hand, negative impact is

politics results in dissatisfaction from employee towards work assigned to them by superiors, due
to any reason in workplace.
From above description it has been analysed that power, politics and culture have impact
in growth of business in competitive environment across globe. As, tesco are planning to launch
a new outlet in local market of UK. The management have to concentrate in formulating
strategies, roles and responsibilities and norms for each employee, so that operational activities
are performed in effective manner in an organisation.
TASK 2
P2 Motivational theories applied within the organisation for achieving goals and objectives
It has been assumed that motivation are essential element to enhance productivity of
employee working in an organisation (Brough and et. al., 2016). The motivated employee can
lead in generating revenues in of specific firm in target market place. The motivation in
workplace is critical assessment in business world. There are two main categories of motivation
such as intrinsic and extrinsic motivations. While taking in considerations about tesco, superiors
have adopted some motivation theories in their leadership style, so that administrative activities
could be performed in systematic manner in an organisations. These theories have been
discussed below:
Process Theory-
The process theories are concerned with the ways in which behaviour of human is
motivated in an organisation. There are several kind of motivation theories such as Adam's
equity, Locke's goal setting, Skinner's reinforcement and Victor Vroom's expectancy theory. The
management of tesco have implemented Vroom expectancy and Adam Equity theory, that
describes individual choice within the options available which is a voluntary behaviour. The
basic aspect of Vroom expectancy theory is to identify motivation stem from the thing that
decision will get expected outcomes. The essential factor in this theory are expectancy,
instrumentality and valence that are productivity in determining morale level of each individual.
The Adam Equity theory illustrate that if personnel are treated with dignity and respect by
employers, it will motivate them to achieve aim of organisations (Childerhouse and et. al., 2017).
According to this theory staff members are analysed on basis of cost of their actions and efforts

given in work that will productive for firm. Henceforth, there are chances that market shares of
tesco will increase. It will be helpful in building positive relationship in an organisation.
Therefore, management are effectively utilising this theory to decrease employees exploitation
that can result in retaining quality staff in work culture. This theory is profitable in generating
equal balance between workforce in an organisations. In regards with motivating employee of
tesco, superiors are trying their level best to adopt these theory, for observing changing
behaviour of individual who are employed in an organisation. So that they can engage each
employee in different activities that are taking place in work culture.
Illustration 1: Vroom's expectancy theory of motivation
(Source: Vroom's expectancy theory of motivation, 2019)
Content Theory-
The content theory focuses on what increase motivations of each individual in work
culture. This theory is also known as needs theories that relates with identifying what are the
need and what factors fulfil these need of individuals. The main content theories are Maslow's
need hierarchy, Alderfer's ERG, McClelland achievement and Herzberg's two factor theory. The
executives of tesco have implemented Maslow Need Hierachy theory, to analyse requirement
and need of each employee that has to be fulfilled, so that they can give their full efforts in work
assigned to them by superior in an organisations. The maslow theory have different levels which
include self-actualisations, self-esteem, belongingness and love, last level include safety and
security in hierarchical framework. The Herzberg two factor theory has also been implemented
in order to provide healthy and safe environment to workforce who have been employed in an
organisation. This theory involves essential aspect such as motivating and hygiene factors. The

motivating factors helps in identifies that employee’s are highly satisfied and hygiene factors
defines that individual are highly dis-satisfied with working environment. The personnel
department of tesco, should motivate employees through rewards and performance appraisal at
monthly basis, allocating responsibilities to each individual, so that they feel they are part of
organisation. Thereafter, management should develop policies that are beneficial for both
employee as well as organisation in work culture.
Henceforth, it has been identified that motivation theories has essential role in leadership
styles adopted by superiors in order to manage and monitor each activities in working
environment of tesco. Thereby, it is necessary that each workforce should feel motivated in
performing any task that are assigned to them by leaders in organisation (Khaola and Coldwell,
2019).
TASK 3
P3 A comparison between effective and ineffective teams in an organisation
A team is comprised of individuals who at least two or more then that who work
collectively for achieving common goal of an organisations(Khaola and Sebotsa, 2015). The
characteristics of effective team are clear purpose, open communications, fairness in decision-
making, creativity and accountability. On other hand, traits of ineffective team is lack of
openness and trust, low tolerance of diversity and lack of management support in any
organisation. It is necessary that tesco management should focus on creating such a team that are
beneficial in achieving desired objectives of an organisation. Each teams collaboratively perform
as a unit, so that positive image of brand is been created in manufacturing industry.
A comparison between effective and ineffective team has been provide underneath-
Basis Effective Team Ineffective Team
Goals In this team goals are clearly
defined to each members, so
that business objective are
attained in specified time
period.
The goals are not defined
clearly due to lack of
communication between
superiors and employees
working in any organisation.
Roles And Responsibilities The role and responsibilities
are equally distributed between
The role are not defined
appropriately to workforce.

each individual, as leaders
consider them part of team.
Thereafter, role related to
designated job profile have
been clearly explained by
superiors.
Due to lack of management
activities being performed by
executives in work culture. On
other hand, members are not
much aware about their
responsibilities. While
performing task assigned to
them by leaders in an
organisations.
Decision-making In this team members get equal
opportunities to present their
points of view on
implementation of any
decision related to either work
or workforce in an
organisation.
In this team every decisions
are taken by authorised person
that can be team leaders.
Therefore, such decision might
have negative impact on
activities being performed by
members in work culture.
Wile resolving problems between members ineffective teams, manager of tesco have
decided to implement Tuckman model in their leadership style, for creating effective team in an
organisation. The Tuckman model are comprises of five phases which are optimally utilised in
developing an effective team (Lee, 2015).
Tuckman Team Development Model
The Jensen and Tuckman have introduced this model to describe effectiveness of team.
Some stages have been designed in this model to develop an effective team. This model is
beneficial for tesco to utilises these stages in productive manner in creating a group or team in
work culture. Therefore, these phases have been discussed below:
Forming-
The forming is first stage of team development that involve effective communications
between each members in a group. The manager of tesco can use this stage while introducing
orientation day for new employee in organisation. In this stage each individual discuss about
member's skill, background, project goals, timeline, individual role and ground rule in a group,
so that business activities are been operated in fluent manner in an organisation.

Storming-
In storming stage, individual are been aware about person behaviours or characteristics
that directly related with relationship developed between members, while working in a group in
working environment. The personal difference between each individual come in front of mentor.
The leader of tesco can use this stage to guide task and completion period to each members, so
that they are aware about importance of work assigned to them in an organisation.
Norming- In this stage each individual appreciate efforts of other members been given in team
work. The weakness turns out to be strength of individual working as a unit in workplace.
Sometimes, there are chances that storming overlaps with norming in a team. For instance, if
new task is been allotted to different teams then it can result into conflicts between groups in an
organisation.
Performing-
In performing stage, the confidence of employees is increased, also they feel motivated
and the work become understandable to them which is linked with project and their team and
give their full efforts in task assigned to them by leaders in work culture. In context with tesco,
manager can use this stage when time is less and important operations have to be performed
within work culture. As members know strength and weakness of each member, it will profitable
in performing and completing activities in work culture of tesco.
Adjourning-
This is the last stage where team members are separated and each individual are then
remotely allocated to new project by supervisors. In regards with tesco, this stage is productive
in achieving desired objective in specified time span (Manika and et. al., 2015).
TASK 4
P4 The philosophy and concept have been applied on human behaviour within an organisation.
The motivation factors in work culture plays an essential role, in operating business
activities by workforce in effective manner. The increment of motivation in each individual
ensuring that performance given by employee should be productive in successfully growing
business in competitive environment in global market place. In regards with tesco, hr department
has essential role in formulation of different strategies, policies and theories, that are beneficial
for employee as well as organisation, to generate maximum revenues in retail industries. The

problem which are been faced employee in tesco has significant influence over performance and
behaviour of employee, that have been briefly explained below:
Poor Communications-
It has been observed that lack of communication has negative impact in managing
business operations and performance as well as behaviour of employee working as a team in any
work cultures. Moreover, poor communication result in decrement of growth of business. In
context with tesco, due to formation of ineffective team, supervisor identified that lack of
communication have been major problem in raising of conflicts in working environment.
Thereby, to reduce such problems managers have to plan effective strategies, that are helpful in
developing positive relationship between workforce, performing activities in an organisation.
Unclear Goals-
There are uncertainty where estimation about goals or objective are not appropriate and
are not clearly defined by management to workforce in an organisation. Then in such case,
confusion arises whether employee have to perform activities or not. In context with tesco
management failed to defined recent objective to their line managers and they were not able to
increase profit margin in retail sectors. In dealing with such problems, managers have to adopt
effective leadership style and management strategies, for managing and controlling workforce
and business activities in effective way in working environment. Also, authority and
responsibilities should be distributed to each individual in such a way that their motivation level
will be increased, while giving efforts in task allotted to them by superiors or leaders.
Within tesco, hr team have critically conducted analysis about characteristics and
employee behaviour, to develop positive working environment for staff member. In regards with
with scenarios, management of tesco have chosen path goal theory, to conduct an analysis on
staff behaviour in a team and individual basis in an organisation(Mbawuni and Nimako, 2015).
The impact of path goal theory on employee natures have been discussed below:
Path Goal Theory
The path goal theory is defined as leadership theory that was formulated by Robert House
in study of organisation behaviour. This theory states that approaches and strategies inculcated
by leaders are specific to motivations performance staff and satisfactions in work culture of any
organisations. There are four type of leadership style such as directive, participative, supportive
and achievement which are effectively utilised in operating business activities in productive

manner. This theory suggest that hr executive of tesco, should develop behaviours that are easily
acceptable by everyone at working environment. These important leadership style has been
discussed under-beneath-
Directive: In this style superiors gives guidance to individual about their roles and
responsibilities. The directive leadership style is effective for tesco, manager in guiding
employee in accurate manner in work culture.
Participative: The participative leadership style have given emphasis on involving
employee in making decision and taking response from them, to enhance growth and
development of business in gaining maximum profit. The implementation of participative
leadership style in tesco is beneficial developing relationship between workforce in an
organisations.
Supportive: The managers have given emphasis on supporting and monitoring each
members, so that there will be increment in motivation level within each workforce in an
organisation. The tesco manager should adapt participative leadership style in improving
performance of employee in work culture.
Achievement: In this leadership style, leaders set challenging goals in fornt of their
employees and set expectations that task will be performed with high quality, with high
confidence incurred in each employee working in a team. The manager of tesco, might use this
leadership style when technical or sales job is been offered to individual and they require high
motivation from their superiors(Mitonga-Monga and Cilliers, 2016).
CONCLUSION
From the above report, it has been analysed that study on human behaviour is important
in creating effective work culture for individual being employed in work culture of any
organisation. The politics, power and organisation culture plays in essential role in growing
business in competitive market environment. Thereafter, an analysis is been conducted between
effective and ineffective team. Further, some model and theories have been chosen in resolving
problems that have been generated in working environment. Lastly, changes in leadership style is
productive in increasing motivation level of employee in an organisation.