Organisational Behaviour (MG414) CW1 Report: Tesco Culture Analysis

This report provides a comprehensive analysis of Tesco's organizational behavior, examining its culture through the Handy and Edgar Schein models, and exploring how this culture impacts organizational effectiveness. The study investigates how communication, utilizing models like Lasswell's and Attribution Theory, contributes to Tesco's success. Furthermore, the report evaluates the role of culture in employee motivation, referencing Maslow's Hierarchy of Needs, and assesses how Tesco can leverage its organizational culture to enhance its future success. The analysis incorporates both secondary and primary research to support the findings and recommendations.

MG414 ORGANISATIONAL
BEHAVIOUR - CW1

Table of Contents
INTRODUCTION...........................................................................................................................................4
SECONDARY RESERCH.................................................................................................................................4
Identifying culture in line along with different types of theories.............................................................4
Examining how culture improves Organisational effectiveness with a focus on communication............6
Evaluate the role of culture on employee motivation.............................................................................8
PRIMARY REASERCH..................................................................................................................................10
CONCLUSION.............................................................................................................................................11
REFERENCES..............................................................................................................................................12

INTRODUCTION
Organization behavior is known as the study that is related to human behavior in the organization
setting along with this it is the interface between human and organization. The chosen firm of the
report is Tesco which is the retailer company in England UK. The report will be completed on
the basis of primary and secondary research. The report will discuss about the culture in line
along with this theoretical model. The report will also evaluate about how culture improves
organizational effectiveness with a focus on communication along with this it will also discuss
about the role of culture an employee motivation. Lastly it will also discuss about the how
company could use the culture of the organization to further enhance its success.
SECONDARY RESERCH
Identifying culture in line along with different types of theories
The organizational culture of Tesco is they treat people in the manner in which they want to be
treated along with this they have core purpose that is related to serving their customers great
product at great value which can be easily purchased and it is the duty of the organization to
deliver it in right away.
HANDY MODEL OF CULTURE
According to handy model The Tesco uses culture I tell them to maintain and run their business.
It is divided into four types that is used within the organization that are
Power culture
In Tesco it is used as central power source that is dependent on the trust and having
understanding or personal communication to work in an effective manner (Anggraeni,
Dwiatmadja and Yuniawan, 2017). On the other hand it can be also said that it is the key of
individual but helps in controlling decision-making and other types of rule and procedures that
are followed by the organization.
Role culture

Culture it is described as the employees under the organization latest work for the job description
as in Tesco the role of cells assistant is to help the customers, product pricing and stock product
which is written in the job description which is the rule of culture in the company. However the
role in the company further individual it decided on the basis of rules and regulation. For
example in Tesco the temporary worker are not allowed to be behind the till.
Task culture
It is the main point that is used by Tesco that is related to teamwork which is related to how task
are completed by the individuals. task culture also helps the employers to get some benefits
which will make them feel motivated because they will be empowered to make decision along
with their teams and will also feel valued as they have selected and given the responsibility to
complete the task of the company. For example in Tesco the time of teamwork the individual add
also told to participate in different tasks to help their customer need fulfilled.
Person culture
It is the last and most important culture of handy model as it helps in identifying in which
manner individual influence other in the organization (Budiasih and et.al., 2020). For example in
Tesco it is the duty of manager and leader to influence their employees to work in a better
manner. which will result in achieving the goals and objectives of the organization on the other
hand if the manager or the top level tells them what is right or wrong then they will believe it and
will not take any wrong action.
EDGAR SCHEIN MODEL
According to Edgar Schein model It is said that organization do not adapt the culture in a single
it is done do too course of time or employees faces different types of changes data related to
adoption of external environment and solving problems.
Artifacts
In Tesco it is used for characterizing what is viewed felt and hurt by the individual of the
organization. That can be related to the dress code of the employees, facilities, different
behaviors of different types of employees, mission and vision of the company which is important

and play essential role to go long way at the time of deciding the culture of the workplace. For
example some people are comfortable in dressing up casual manner that is decided by the
company but some are not as they want to wear whatever they feel like (Cedillos, Maellaro, and
Wysong, 2020). All the employees and organization respect their superiors which will result in
avoiding unnecessary disputes. The employees of the Tesco are very accomplished towards their
work and complete them within the stipulated time frame. From this example it can be easily
known that there are different attitudes and behaviors of the employees while working in the
organization.
Values
The next level in the model is related to the values of the employees. The values in the
organization that is related to individual working plays an important role in deciding what the
organization culture is. Different attitudes and behaviors of the employees impact the culture of
the organization in very deep manner. For example in Tesco the mindset of the individual are
based on influencing the culture at the workplace.
Assumed values
It is the last and most important level of the model that is related to assuming the values of the
employees that cannot be measured but can result in making differences to the culture in the
organization. But there are different types of beliefs and facts which are hidden but can result in
affecting the culture of the organization. As in the organization the female workers do not
believe in working late anyone are not compatible fit such kind of cultures and on the other hand
the male employees are more aggressive and have no problems at the time of working late Night.
According to this the Tesco follow different types of practices which are not discussed between
the employees but are understood with the own way.
Examining how culture improves Organisational effectiveness with a focus on communication
In Tesco culture improves organization effective with a focus on communication because it is
related to set up values, norms and biting believes if all the understand all the things that is
shared by their members of the organization and taught put the new members in a correct manner
which will result in betterment for the company. It can be communicated in both written in oral
in the organization (Goh, 2018).

LASSWELLS MODEL OF COMMUNICATION
According to lass wells model of communication In Tesco it is used at the time of
communication hotels in defining who said it, what was the thing that was said by the person
along with what was the manner whom this information was said and with what effect it was set.
It is mainly regarded to many communication and public relation and it is known as one of the
most earlier and influential communication methods (Isiaka, Adeoti and Aliyu, 2019). The main
aim of this model is to focus on broken down awesome element at the time of communication
that is who had refers to the communicator by formulating the message what was the main
content of message along with that the channel indicating the medium of transmission along with
who describes the manner of individual description or isn't representative that is related to one
way flow of communication Lastly effect that is known as the feedback from public relations.
Mainly it is used by the Tesco to know what is the starting communication process from point till
the end. However this model is used by the test phone at that time oh entertainment functions and
advertising their products in the market to know the different analyzers that are related to
content, control, media, audience and effect. By this model the author has suggested that the
message flow in the multi culture society along with multiple audiences. The flow of
communication can be done by using various channels along with this they are also similar to
Aristotle’s communication model. It is for uses this model because it is very simple and easy and
it's used and suit almost all the types of communication along with this its concept is also
effective.
ATTRIBUTION THEORY OF COMMUNICATION
According to the Attribution theory it is related to how be I ordinary people explain the things
that they do as everyone in the society wants to make sense in the social world. It is the work of
people to find the cause and effect even if there is no news or anything. The story is used by the
Tesco to find out what causes the individual behavior and events. According to the author it is a
duty of the company to understand the thinking behavior process was working in the
organization. It helps in explaining basic question data related to how others work Anne what
they do. In the organization it is very fluent to see that if he can do that why I cannot do this. In
the theories he wants to say that most of the Attribution is related to emotional and motivational
impulses. There are two types internal and external

Internal Attribution
It is used by the Tesco at the time of communicating with its employees who are working with
them in the organization. Video of the person who is motivating his employees for the certain
action and questions about it need to explain the reason data related to question or actions. In this
dumb person who is motivating the other employees at the time of communicating show himself
as a positive. In the organization internal Attribution comes from motivation an emotional
attitudes of the individual were working in the company (Jano, Satardien, and Mahembe, 2019).
For example in Tesco the one employees got highest percentage in the organization because he
believes in working hard and has the ability To achieve this along with this his attribute is the
factor better internal end confidence level was also increased.
External Attribution
Tesco uses this at the time of understanding annoying people about their products Anne what
company do through the event better done outside the company. For example in Tesco the
individual has not achieved up to the mark and believes that he was given the tough work which
is not easy to do or the person who has assigned him the world was not in good mood this
attribute result in causing failure in external factor.
Evaluate the role of culture on employee motivation
In Tesco budget plays an important role in shaping motivation and engagement in the
organization to achieve all the goals and objectives on the faster basis. Is the organization know
how to motivate their employees for the work they have done for the growth of the company by
giving them benefits and reward which will also result in making other individual to work
harder.
MASLOWS HIERARCHY THEORY
According to the theory of Maslow’s hierarchy of needs the Tesco uses this humans acquired and
desire to live a fulfilling life. This model is used by the Tesco to help its employees to meet their
basic needs (Matthews, MacCarthy and Braziotis, 2017). There are different types of needs that
are related to
Basic needs

It is very important for the company don't know what the survival needs of its employees are.
For this let us go have prepared a good condition workplace that is related to they give their
employees regular a fair monthly payments which will result in motivating employees if they get
their salary on proper time. They also provide their employees good facility and a private locker
for them to put their personal stuffs.
Security needs
In Tesco employees are the main asset that is related to success of the organization. The leaders
of the organization focus on the Security for its employees by providing them health, medical
insurance and formal contract of employment.
Social needs
Tesco know how to enable Group and team working at different levels under the organization
and they are including their store staff to work as a team. However the company also gives
different discounts and offers to their employees on membership, Jim and theme parks
(Oosthuizen, Rabie and De Beer, 2018).
Self-esteem need
As for believing hard working along with this they also celebrate achievement of their employees
by emphasis self-respect and respect for the others.
Self-fulfilling needs
In the company there are different offers that are related to personal development plans which
give employees an opportunity to enhance their skills and talents to reach on the higher position.
ADAMS EQUITY THEORY
However the company also uses Adams equity theory to motivate its employees by giving them
fair and equal reward system further hardworking which have resulted in achieving the goals and
objectives of the company. The reward can be based on two times greater
Shared and success

The company gives their employees shares that have completed one year of services at the end of
financial year in the business (Rattan and Dweck, 2018). Also the company see which employees
have worked hard and resulted in use profit that has faced by the organization and their turnover
was also increased as in the world they give them the shares of the company.
Save as you EARN
To motivate their employees Tesco give its employees after one year of service that is to save
€50 in every four weeks for three to five years along with this the employees are free to choose
whether they want to redeem it is a tax free bonus or they can take out it as a cash whenever they
want to.
Is staff privilege card
For the motivation of employees the company by using this module I made this strategy to give
its staff loyalty cards which is 10% discount on most of the product that are sold by the Tesco.
Explain how Tesco could use the culture of the organization to further enhance its success
Culture plays an important role in the organization to enhance in success in Tesco could you
please rolls in making new strategy for improving the standard of work for its employees. At the
time of doing secondary research it has been founded that the school uses different materials
letter linked with exchange data related to success. The sexes and the organization are only
possible due to its focus on growth studies and for competitions which are very important for its
brand reputation and to add value on the services data provided by the company (Rožman, and
Štrukelj 2020).
PRIMARY REASERCH
QUESTIONS MANAGER
What are different ways in which
the communication will improve
the cultural effectiveness
As per my view by giving the proper information about
the tasks and project the communication can be done
Is the culture of the organization
is good
Yes the cultural of organization is good

What are the different things the
organization do to motivate the
employees
To motivate our employees we give them rewards that
are based on insurance and bonus
QUESTION EMPLOYEES
What are the things that leaders and the top
level use to motivate their employees
At every stage the members of the organization
motivate each other by boiling confidence
Is the communication under the organization is
good
Yes
Culture of the organization is good or bad Good
CONCLUSION
By summing up above report it has been concluded that organizational behavior in the company
plays an important role to know what are the different behaviors and attitudes of the people who
are working in as a team or a member. Tesco is a multinational retailer in the world that has
different types of brands. Without assistance of the above report it has been known that the
company uses different culture lines that are they use Handy model and Edgar model to explain
their employees about the culture of the organization. Further with evolution of above report how
cultural improves organization effectives at the time of communication have been explained
using less wells model And Attribution theory. Further report has also explained about the role of
culture unemployed motivation by using Maslow’s hierarchy theory and Adams equity theory.

REFERENCES
Books and journals
Anggraeni, A. I., Dwiatmadja, C. and Yuniawan, A., 2017. The role of psychological contract on
employee commitment and organisational citizenship behaviour: A study of
Indonesian young entrepreneurs in management action. SA Journal of Industrial
Psychology. 43(1). pp.1-9.
Brankovic, J., 2018. The status games they play: unpacking the dynamics of organisational status
competition in higher education. Higher Education. 75(4). pp.695-709.
Budiasih, Y., and et.al., 2020. The mediating impact of perceived organisational politics on the
relationship between leadership styles and job satisfaction. International Journal of
Innovation, Creativity and Change. 10(11). pp.478-495.
Cedillos, C., Maellaro, R. and Wysong, S., 2020. To sell or not to sell: the impact of managers'
sales experience on organisational financial performance. International Journal of
Revenue Management. 11(4). pp.316-330.
Eze, I. C., and et.al., 2019. Job Insecurity, Employment Status and Perceived Organisational
Support as Predictors of Workplace Deviance Behaviour Among Bankers. Practicum
Psychologia, 9(2).
Goh, C. E., 2018. The Mediating Effects of Motivation and Job Satisfaction Between
Organisational Citizenship Behaviour and Organisational Climate of Primary School
Teachers in Kuala Terengganu (Doctoral dissertation, Open University Malaysia).
Isiaka, S., Adeoti, J. O. and Aliyu, M., 2019. Leader-Member Exchange and Organisational
Citizenship Behaviour in Tuyil Pharmaceutical Industry, Nigeria. Nigeria (January 17,
2019).
Jano, R., Satardien, M. and Mahembe, B., 2019. The relationship between perceived
organisational support, organisational commitment and turnover intention among
employees in a selected organisation in the aviation industry. SA Journal of Human
Resource Management. 17(1). pp.1-8.
Matthews, R. L., MacCarthy, B. L. and Braziotis, C., 2017. Organisational learning in SMEs: a
process improvement perspective. International Journal of Operations & Production
Management.
Oosthuizen, A., Rabie, G. H. and De Beer, L. T., 2018. Investigating cyberloafing, organisational
justice, work engagement and organisational trust of South African retail and
manufacturing employees. SA Journal of Human Resource Management. 16(1). pp.1-
11.

Rattan, A. and Dweck, C. S., 2018. What happens after prejudice is confronted in the workplace?
How mindsets affect minorities’ and women’s outlook on future social
relations. Journal of Applied Psychology. 103(6). p.676.
Rožman, M. and Štrukelj, T., 2020. Organisational climate components and their impact on work
engagement of employees in medium-sized organisations. Economic Research-
Ekonomska Istraživanja, pp.1-32.