Comprehensive Organisational Behaviour Analysis Report: Tesco PLC

This report provides a detailed analysis of organizational behavior within Tesco PLC. It begins with an introduction to organizational behavior, focusing on its impact on employee performance and the application of various theories. The report then delves into the influence of culture, power, and organizational politics, examining how these factors shape employee behavior. It discusses Handy's Culture typology, Hofstede's dimensions of culture, and the impact of digital technology and globalization on organizational culture. The report also explores motivational theories, including Maslow's hierarchy of needs and expectancy theory, and how these theories can be applied to improve employee motivation and productivity within Tesco. Furthermore, it examines the role of power dynamics and politics in the workplace, discussing different types of power and their influence on employee behavior and organizational outcomes. Finally, the report provides a conclusion summarizing the key findings and implications of the analysis.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 ...........................................................................................................................................3
TASK 2............................................................................................................................................6
P2 ...........................................................................................................................................6
TASK 3............................................................................................................................................9
P3 ...........................................................................................................................................9
TASK 4 .........................................................................................................................................11
P4 .........................................................................................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational behaviour is regarded as making a analysis of individual behaviour to
underhand the effect job communication, structure of job, theories related to motivational,
leadership theories etc. so that employee behaviour can also be analysed (Bailey and et.al.,
2018). It is very helpful in maximisation of employee motivation so that they can improve their
behaviour towards organisation by utilisation of the talents and skills of their employees to
achieve the laid down objective of the organisation. Present report is based on Tesco PLC that is
a retail market chain dealing in generally merchandise and different categories of retail products.
Tecso was founded by Jack Cohen in the year 1934. Their headquarters are present in England
UK. The report consist of power, culture and organisation politics that can be used for
understanding the employee behaviour by use of motivational theories. There is also discussion
of concepts and philosophies for improvement employee productivity and performance.
TASK 1
P1
Culture Influence – In an business firm Human resource perform several important role
for organisation sustainability and progress for gaining competitive advantages within market
area. Performance of company directly get influenced through organisational culture, power as
well as politics (Balint, 2018). In addition to this, leadership and management both provide
assistance to company in monitoring, controlling and regulating organisational goals and
objectives in effective manner. Impact of these aspects on particular person are discussed
below :-
Classification of culture – Organisational culture is explained as vision, beliefs, norms,
shared values and many more which provide assistance in recognising behaviour of staff in
company, interaction with other outside firm and intrinsic working. For better understanding of
culture Handy's Culture typology will provide assistance explanation of that are as follows :-
 Power culture – It simply focus on particular person which can be with the owner in
small scale start-ups. Power culture mainly restrict as well as create anxiety within
personnel.
 Role culture – In this power aspect i.e., culture it is ascertained through role as well as
duty of individual as well as it is extremely disciplined.

 Task culture – This is kind of culture which arranged when specific task or project is
needed to be performed as well as power will be delegate to employees on the basis of
project or task completion.
 Person culture – It is type of culture which established within an business firm when
staff member work according to their individual capabilities such as taxation, law and
several other area.
In relation of Tesco plc they are adopting task culture which help them in executing complex as
well as intricate task within allotted time that result in gaining high productivity and profitability
of respective organisation (Bucic, Ngo and Sinha, 2017).
Importance of cultural-differences awareness – Tesco plc is operating their business at
global level and providing opportunities to distinct cultured people. In addition to this, cultural
differences within staff generates differences in vision, values as well as expectations so all the
difference will supposed to be examine through management. Moreover, it is crucial step which
help in establishing effective communication within cross cultural staff for setting common goals
and objectives. It also assist in reducing conflict level as well as increase level of satisfaction for
gaining competitive advantages within market. Thus, human resource is important division for
overall business firm.
Hofstede's dimensions of culture theory and their application – This theoretical
framework was introduced by Geert Hofsede as well as it is an approach that utilise for better
understanding of cross cultural communication (Connolly and Dolan, 2017). Hofstede's
dimension help in examining influence of culture on business firm. There are mainly 6 aspects
related to respective theory explanation of these are as follows :-
 Power distance - It involve level on the basis of that discrimination as well as power are
condoned and this will also determine by taking feedbacks from subordinates.
 Individualism vs. Collectivism – It includes extent at which social group are integrated
in individual groups. In this, particular person have their focus on achieving individual
own objectives. On the other hand, collectivism have their focus on group objectives.
 Uncertainty avoidance index – It is recognises at the level which negligence as well as
ambiguity are support.
 Masculinity vs. Femininity – It will determine the societal preferences on equality of
gender as well as behaviour.

 Long-term vs. short-term orientation – This reflects inclination of society for
accomplishing goals and objectives within required duration.
 Indulgence vs. Restraint: This aspect of cultural theory reflect that how society will be
able to monitor their requirements as well as urges (Falck, Davis and Liu-Ambrose,
2017).
These dimension will be acknowledged by Tesco plc for examine or determine cultural
differences as well as behaviour of staff members within business firm. So that, personnel will
influence in positive manner.
Impact of digital technology as well as globalisation on culture of organisation: In an
organisation individual from several cultural as well as country are integrated with assistance of
digitalisation and globalisation. Moreover, people from across border consist several vision,
cultures,experience, expectations and many more which provide assistance to company in their
growth. Through digital technology people will get connected with each other on international
platform without any disturbances on routine basis (Fraschini and et.al., 2016). For management
team it is important to analyse individual behaviour for eliminating anxiety of staff as well as
conflicts for accomplishing goals in better manner.
Principles related to Network and Systems theory for understanding business firm –
In an organisation network theory will implement for improvising performance of particular
person through organisation influencing structure and networks for enhancing productivity
condition. In relation of Tesco Plc, weal tie approach will be implemented for encouraging staff
for not forming small groups but communicate at overall for influencing information freely in
company. Moreover, system theory emphasises on organisational system that in integration of
distinct division for enhancing performance of company (Kok and et.al., 2016). These both
approaches provide assistance in better understanding of communication which take place
among employees in company.
Organisational psychology – It is related to human behaviour science which means
working and several psychological theories as well as rules for employees for improving
motivation, healthy and safety environment as well as job satisfaction. So they will integrate for
accomplishing objectives of business firm within considerable way. This can be enhance or
develop through procedure of hiring, taking feedbacks and many more.

Influence of politics – It is mixture of authority, social network and power which utilise
for motivating employees for accomplishing goals and objectives in required duration.
Moreover, organisational politics is simply sum of formal as well as informal attempts which
management put for stay motivated so that objectives will achieved in better manner (Kundu and
Roy, 2016). On the other hand, it also have several negative influence like diminishing
productiveness as well as demotivating unworthy staff that result in gaining better opportunities
with effect of politics which result in spoiling working environment.
Influence of power - It is the ability so that they can persuade other individual to follow
all the guidance and provide instructions for performing a particular takes. Power is exercised so
that the assigned work can be completed in the specified time period.
Power as a property viewpoints - Power is acting as dependent on the endurance
capacity and energy level that is possessed by a individual. It assists in building up of stronger
relationship with other team members to maintain cooperation.
Types of power:
 Coercive power: It is a power that is used when employees are not willing to work
according to management requirement (McDermott and et.al., 2015).
 Legitimate power: It is a power that is used by person with dominant position to
properly manage a organisation.
 Reward power: It is used for the purpose of providing employee with rewards so that
they can be motivated enough to maximise their contribution.
 Expert power: This is a type of power that is exercised according to the position of a
individual.
TASK 2
P2
In an organisation motivation theory generally utilise by management for motivating staff
and accomplishing predetermined goals. Motivational theories provide assistance in motivating
employees that result in job satisfaction as well as high productivity for generating high
profitability (McSherry and Pearce, 2018). In addition to this, motivation is classified as
extrinsic and intrinsic. Here, extrinsic motivation encourage particular person for performing in
effective manner so that they will get rewards as well as get rid of chances of punishment. On the

other hand, intrinsic motivation make individual to perform because it result in giving rewards to
personality of individual.
Content theories – It is kind of theories which is consider as earliest motivation theory and they
have wide impact on management policies as well as practices of organisation. There are several
type of content theories such as Alderfer’s ERG theory, Maslow’s need Hierarchy theory,
Herberg’s Two factor theory, McClelland’s achievement of motivation theory.
Maslow’s hierarchy of need theory - In order to motivate staff members, it is much
needed for a company to focus among different needs and requirements ( Mehta, 2018). In
present context, Tesco PLC can effectively take help from different theories like Maslow’s need
Hierarchy theory, It was formulated by Abraham H. Maslow, who has differentiated various
needs and requirements of staff members so that motivation level can effectively be improvised
of company's staff members. These different needs are presented underneath: Physiological need – In present context, it is needed by Tesco PLC to specifically fulfil
basic needs of staff members. Some of these are: Water, Food, sleep, shelter, and so on.
Tesco PLC needs to fulfil different needs of employees so that they could perform all the
tasks in business environment. Safety needs – Just when basic needs of staff members of Tesco PLC are satisfied then
these secondary needs are required to be fulfilled that are linking with safety (Memon and
et. al., 2018). Including this, different needs in relation to security and safety are required
to be fulfilled for survival. Tesco PLC would require to maintain safe environment so that
different goals and objectives of the company could effectively be managed. Social needs – This are considered to be the needs which comes under belongingness,
loves and so on. Away with this, it is important for Tesco PLC to develop or create an
effective and friendly environment for staff members and develop relationships in much
effective and efficient manner (O’Dwyer, Nguyen and Churchill, 2017). Esteem needs – It is identified with the certainty, accomplishment just as dignity. It is
essential that Tesco PLC is empower and valuing the endeavours of workers as this will
prompt propel them.
 Self actualization need – This is the last need as indicated by Maslow hypothesis and in
this individual will look for self-awareness and advancement. Tesco PLC ought to give

different chance to vocation development to representatives as this will help in fulfilling
self completion need.
Process theory – It is motivation theory which have its major focus on behaviour of employees
and it identify various factors that result in their motivation (Peršič, Markič and Peršič, 2018).
There are several process theories such as Skinner’s reinforcement theory, Adam’s equality
theory, Victor Vroom’s theory and many more.
Expectancy theory – It is process theory of motivation that developed by Victor Vroom
and it was created on assumptions that staff members behaviour is depended in choice which
provided by business firm through different alternative options. Expectancy theory result in
maximizing pleasure of individual with reducing pain. As per author employees performance is
based on several aspects such as experience, personality, skills etc.. Employees motivation is
depended on three variables explanation of these are as follows :- Expectancy – This variable is related to enhancement in efforts of Tesco plc staff
members that result in enhancing capabilities as well as performance. Instrumentality – It is related to that when staff perform well as per the need of business
they will be able to receive valuable results.
 Valences – It is important for staff to accomplish desired outcomes and conduct
operations as per the expectation for gaining required results in better manner.
Motivational techniques – there are several type of motivational techniques which utilise by
business firm in for motivating employees and achieving desired outcomes. Tesco Plc. Can
utilise several motivational technique explanation of these are as follows :- Rewards and appreciation – This is a compelling way that can be use by particular
association so as to empower and persuade skilled representatives (Rieder and et.al.,
2016). In this inspiration procedures chief or manager of Tesco Plc ought to welcome the
extraordinary work done by representatives. This is strong in upgrading their good just as
improving their ability to perform better. By giving prizes association will have the
option to improve confidence of representatives and persuade workers.
 Monetary benefits – This allude as all the money related advantages that is given by
association to its workers. Financial advantages incorporates motivating forces,
additional compensation, etc. which will bolster in bragging potential and capacity

workers for performing better. Representative will have the option to get money related
advantages according to their presentation just as commitment in organization.
TASK 3
P3
Team is group of several person who work with each other for achieving specific or
common objectives in better way. In relation of Tesco Plc, it is duty of manger to frame team in
proper manner by combining skills and knowledge of employees. Because performance of team
have wide impact on company and result in accomplishing goals and objectives in better manner
(Types of Teams, 2019). There are several type of groups which are mention below in relation of
organisation :- Functional team – In an organisation it is lasting team that include employees of same
department but having different duty (Wellin, 2016). Within functional team there is
manager who is responsible for each and every activity conduct within team. Along with
this, they have report manager in relation of daily activities. Virtual team – It involve employees of Tesco plc who are work at distinct location as
well as communicate with each other through collaborative tools for getting things done
in team. Project team – It is bunch who work in aggregate way and offer objectives just as
procedures (Wiid and Mora‐Avila, 2018). Inside particular association Project group
structure work in quantifiable, explicit just as time obliged in way. This group assume
basic job in appointing clear duty to each set up part with explicit cut-off time for
finishing.
 Problem solving team – In business condition now as well as again several problems are
emerging which required to be arrange around them as well as team will frame in better
manner. In this manner, thinking in critical manner will not result in shaping team
through another business firm separation as be requirement. Furthermore, modification at
an level bring about creating problem for Tesco plc and accomplices which need
appropriate preparation that given through group who think in critical manner.

Apart from this, in an business firm there are two type of team both effective and
ineffective. Both of them are totally different from each other explanation of these are as
follows :-
BASIS EFFECTIVE TEAM INEFFECTIVE TEAM
Goals
In an effective team goals and
objectives are communicated
with everyone and these are
clear (Ullah and et.al., 2017).
Although, every individual
team member have proper
knowledge in terms of goals.
On the other hand, goals are
not clear within ineffective
team as well as result in
building difficulties at the time
of doing planning.
Communication
Communication is important
aspect and it should be done
in team within appropriate
manner. In addition to this,
within effective team
communication take place in
two way which help in
sharing information in better
manner.
Ineffective team have one-way
communication while taking
decision other team members
will not involved (Illien,
Golestanian and Sen, 2017).
Thus, they have to work on the
order that was given by higher
authority.
Decision-making
In respective team every
individual can take
participation within decision
making.
Whereas, within ineffective
team high authority is the only
one who take decision.
Tuckman model of team – It is team building model that was designed by Bruce
Tuckman in 1965. According to Tuckman model team designed in organisation mainly for
accomplishing specific goals and objectives. Respective model will hell Tesco plc in monitoring,
coordinating and managing activities in better manner. It have four major stages of team building
explanation of these are as follows :-

 Forming – It is first stage in which team is formed as well as task are assigned. In
addition to this, in forming stage time will spent on planning, collecting information as
well as binding (De Braaf and et.al., 2017).
 Storming – It is the phase in which team members come with some ideas that may result
in creating conflicts and issues.
 Norming - Within this stage team members start working together within harmonious
way as well as develop trust among each other.
 Performing – At this stage team member becomes stage with less conflicts and get work
done in timely manner. Adjourning – This is last stage of team building as individual person of group move
inside distinct area when they finished their company.
Belbin's typology - By this theory it has been stated that each and every individual is
distinct from each other as well as exhibits different behaviour that affects the role which allotted
to them. By Belbin model different role was defined such as shaper are the individual's who
accept challenges as well as always try to support team. In addition to this, Implementer are the
one who convert ideas in action so that work will done in better manner.
Hard and soft communication, competition and cooperation – Hard skills will utilise
when task has to be completed within given deadline as well as forces will be use. Thus, group
action will take place within group people in better manner (van Raaij, 2016). On the other
hand, soft skills utilise when good relation will develop which result in effectual communication
as well as healthy rivalry among group people.
TASK 4
P4
Organisational behaviour is regarded as making a analysis of individual behaviour to
underhand the effect job communication, job structure, motivational theories, leadership theories
etc. so that employee behaviour can also be analysed. It is very helpful in maximisation of
employee motivation so that they can improve their behaviour towards organisation by utilisation
of the talents and skills of their employees to achieve the laid down objective of the organisation.
For better understanding of philosophies and concepts some theories will be utilise explanation
of these are as follows :-

Path goal theory – It is an theoretical framework which provide assistance in motivating
as well as supporting performance and productivity of employees. Path goal theory also help in
improving job satisfaction of people in better manner. Tesco plc can utilise this theory for
determining capabilities of staff members as leadership utilisation is based on characteristics of
individual so that it will result in enhancing level of performance.
Leadership styles – There are several leadership styles that provide assistance in
monitoring, supporting as well as controlling staff so their task will complete within required
time and budget. Some leadership styles are based on path goals theory such as directive
leadership that leader use when team members are not experience as well as if task is complex.
Another leadership style is Participative leadership that utilise when team members are well
skilled and assist in completing task within required duration with development of strategies and
plans (Hollman, 2018). In addition to this, Supportive leadership utilise only when skills and
talent of team are improved as well as friendly environment can be built. Moreover,
Achievement-oriented leadership can be use only when expectation of employers is high from
their employees and challenging goals required to be accomplished.
Contemporary barriers to effective behaviour – There are numerous barriers that result
in wide impact on team members behaviour such as ambiguity in relation of aim and objectives
of project, poor leadership skills, unskilled team, lack of direction and several other.
Situational resistance – When group members resist modification within specific situation
situational leadership will use by leader so that they can get motivated for accomplishing goals in
effective manner.
Social capital theory – By this theory it has been stated that for maintaining good relation with
staff it is essential to develop social relation. Because it will result in developing friendly
working as well as help in employees retention.
Contingency theory – According to contingency theory there is no perfect way by that staff can
managed, organised as well as coordinate. So that personnel get encourage for work within
required manner and goals of company will accomplish in deadline.
CONCLUSION
It can be concluded from the above report that human resource is a very crucial aspects of
every organisation who is responsible for performing all the major functions in order to achieve
organisations overall objectives. It is very necessary to develop a detail overview of all the

management and leadership theories that can help in increasing and maintaining the amount of
coordination at workplace. Hofstede's dimensions of culture theory and network theories can
also be understood in order to develop a detailed understanding of factors that are affecting the
overall culture of a workplace. It is a theory that is adopted by a organisation to improve the
level of individual performance by posing a influence on the organisation structure to maximise
individual level of performance. There are many motivational theories like Maslow's theory &
Herzberg theory that can help in increasing the overall benefit for a organisation. There are
different types of teams that are part of organisation and impact in its overall functioning. Further
different philosophies and concepts like path goal theory, contingency theory & leadership styles
assist in improving the performance in a organisation.

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through<https://activecollab.com/blog/collaboration/types-of-teams>