Organisational Behaviour at TESCO: Motivation and Teams Report

This report provides a comprehensive analysis of organisational behaviour within TESCO, a multinational grocery retailer. The first part of the report examines the influence of organisational culture, politics, and power on individual and team behaviour, drawing upon Charles Handy's model of organisational culture and discussing the impacts of positive and negative cultural aspects. It also explores how organisational politics and different forms of power, such as coercive, reward, and expert power, affect employee behaviour. The second part delves into employee motivation, evaluating the application of content theories like Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory to achieve organisational goals. The report further investigates team dynamics, highlighting the importance of effective cooperation and the application of Tuckman's team development model and path-goal theory to enhance team performance and employee loyalty. Overall, the report offers valuable insights into managing and understanding human behaviour within the context of a large organisation such as TESCO.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P 1 Analyse the influence of organisational culture, politics and power on the behaviour of
others in TESCO.....................................................................................................................1
P 2 Evaluation of how to motivate individuals and team to achieve a goal...........................4
Content Theory-............................................................................................................5
PART 2............................................................................................................................................8
P 3 Demonstrate an understanding of how to cooperate effectively with others...................8
LO 4 Application of concepts and philosophies of organisational behaviour......................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is a management activities which is concerned with predicting,
understanding and influencing behaviour of individuals in organisation. TESCO is multinational
grocieries retailer company, it was founded by Jack Cohen in 1919. The headquarter of the
company is in England, United Kingdom. The project will divided in two part, where the first
part will discuss about how organisational culture, power and politics of TESCO influence the
behaviour of individuals and team members(Christina and et. al., 2014). Also the study will give
a brief about how organisation can motivate their employees to achieve goal by applying various
theories such as maslow hierarchy of needs and Herzberg two factor theory to the organisation.
The second part will cover the study of different types of teams which are important for
cooperate with each other for achieving the organisational objective. The report will give
knowledge about how TESCO can create effective team and develop team performance by
applying Tuckman team development model. Also the report will include various theories and
concepts such as path-goal theory for increase in employees loyalty and productivity.
PART 1
P 1 Analyse the influence of organisational culture, politics and power on the behaviour of others
in TESCO
Influence of Culture
Organisational culture is the environment of workplace which include assumptions,
beliefs, norms and values which are shared by the members of an organisation. It can diverse by
power, politics and authorities. Organisational culture influences the way people behave, interact
and share knowledge(Hashim and Wok, 2014). Charles Handy model of organisational culture
have four types:
 Power culture
 Role culture
 Task culture
 Person / Support culture
Power culture
Organisation with Power culture, performance of employees is judged on the outcome or
the final result. Working in such organisation requires that employees correctly anticipate what is
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expected from them. If the culture implemented effectively by the managers in TESCO, it can
result in happy, satisfied organisation that motivate to the employees for work hard(Pereira,
Malik and Froese, 2017).
Role culture
Role culture offers employees security, rewarded on the basis of employees performance
or promotion within the functional area. It can be discouraging culture for the power oriented
employees. TESCO have role culture in their organisation which lead the employees behaviour
to work better for their own benefits. It influence individuals and team members in positive
manner. The culture of TESCO should positive for the employees which motivate their
performance and increase their commitment and loyalty towards their work and towards the
organisation.
Task culture
Task culture applied when teams in an organisation are create to identify specific
problems or progress projects in the organisation. In task cultural organisation teams are formed
by common interest and specialization of individuals(Taylor, 2018). This type of team is consist
of 4-5 members generally.
Person/support culture
Organisation where employees feel that they are more important than the organisation
called as person culture. The employees are more concerned with their own self objective, needs
and own profit rather than the organisation.
For TESCO the role culture will suited best for improving the productivity and behaviour
of employees. By applying role culture in the organisation employees feel more motivated as it
decrease the power oriented culture from the organisation.
Impact of positive culture- Organisational culture is effective for the employees
performance and behaviour. This can motivate employees to enhance the productivity(Mester
and et. al., 2018). For example, if the organisational culture is innovative and motivative,
employees improve their work and bring innovation in their performance and behaviour, which
lead to high performance.
Impact of negative culture- It can also create low performance when the culture of the
organisation is not transparent and cannot accepted by the employees. For example, If the culture
is team oriented and employees are individuals this can lead to low performance. As well as if
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the culture only of individual people oriented it cannot accepted by the employees who works in
the team in an organisation. A strong and strict culture can cause a resistance to change. It also
create ego clashes.
Influence of Politics
Organisational politics include those activities by organisation to achieve, develop and
use of power and other resources to obtain the objective. The organisational politics can be either
functional or dysfunctional to employees behaviour and organisation. It can be positive politics
or negative politics within the organisation(Elsmore, 2017). Organisational politics has positive
outcome for people who engage in ethical polices and the ones who do not have political skills
do not face the positive outcomes.
Organisational politics of TESCO can influence the individual behaviour. It decrease job
satisfaction within the employees which can demotivate them towards their commitment of
work. Political environment can reduce the motivation of people to work which negatively
affects their job performance and their behaviour. It affects the concentration of the employees
which can decrease the job performance. Also it demotivate the employees if they are not
rewarded for working hard and changes their attitude towards their work because internal
political do not allow employees to give their hundred percent at work.
Influence of Power
Power refers to the ownership and control of authority and influence over others. Power
can be classified as follow:
Coercive power- It is the ability of top management of an organisation to force an
employee or group to follow an order by threatening the employee with punishment or
discrimination if the employee does not comply with the order(Cacciattolo, 2014). It refers to the
power of position which affect the performance and behaviour of the employees. Team and
employees of TESCO and their behaviour & performance can affect by the power of superior
authority, who are boss in nature and force the employees to comply the given task or goal in any
cost without listening and caring what employee is suffering with in the organisation. The impact
of this power can decrease the efficiency and quality of performance.
Reward power- Reward power is the power of a manager to give some type of reward to
their employees for achieving the target or on the basis of their performance. The motive of this
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power is to influence the employee to act and committed to their work. Rewards can be tangible
or intangible, tangible rewards are- increase in wage or salary, bonuses, monetary award, etc. and
intangible rewards include- praise, positive feedbacks, rise in status, etc. TESCO should develop
and implement this power, and reward their employees according to their work. It build a great
relation between employees and the organisation, increase consumer engagement, loyalty and
commitment towards their work. Also rewarding motivates people to bring best out of their skills
and knowledge.
Expert power- Expert power is based upon perception of employees that their seniors in
the organisation has a high level of set of skills and knowledge that the other employees or
members do not possess. Organisational power have positive effect in the behaviour of the
employees, as it inspire and increase the commitment towards the work of individual employee
or group.
Reward power is best for TESCO, it motivates the employees to work hard to achieve the
objective of the organisation and improve their behaviour and increase the commitment to the
organisation. If they do their best and show the excellent performance, managers should can
give any type of rewards to them which help in motivate them.
Power affect individuals and teams in negative or positive way. For example if the
organisation is consist of coercive power it can bring negativity and demotivation to the
employees' behaviour. And if the organisation is consist of reward and expert power it will
motivate the employees(Pereira, Malik and Froese, 2017).
P 2 Evaluation of how to motivate individuals and team to achieve a goal
Motivation is refer to internal and external factor that stimulate and inspire the desire,
behaviour and energy of people to be continually committed to their job or work. motivation is a
general want, need and desire that generates the energy required for someone to behave in a
specific way.
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Content Theory-
The content theory of motivation is concerned with individual-needs & goals. It deals and
with human needs are change with time. Thus, TESCO should apply such theory to attempt
specific goal which is helpful to providing conceptual framework for dealing with individuals or
a group Goal.
Maslow's Needs Hierarchy Theory
According to this theory TESCO should focus on hierarchy of needs by Maslow which
consider over the degree of satisfaction among their employees(Cacciattolo, 2014). Which are
based on psychological, social, biological, & physical needs.
Figure 1: Maslow's Hierarchy of Needs
(Maslow's Hierarchy of Needs, 2018)
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The physiological need include general desire of the employees such as food, water,
clothes, shelter, etc. these are the basic needs of every one and should be fulfilled by the
organisation. With that organisation should also take care of the security and safety of the
employees like their wage policies, job safety, health security etc. Employees can be demotivated
by compare with others by the managers, so it is important to take care of worker's social status.
Organisation should consist of comfortable and motivated working environment also managers
should give employees rewards time to time according to their performance.
TESCO could improve the performance of their staff to meet Goals by Providing
appropriate direction for their employees(Elsmore, 2017). This may help in raising personal
satisfaction of workers. By this way they will work better and will be loyal towards the firm. In
such condition they will offer satisfactory services to consumers which will help in raising
demand of services of Tesco.
Herzberg's Two-Factor Theory
This Theory determine that employees feels good & bad about their job. It is also
considering features of job which brings satisfaction, achievements & recognisable of job itself.
Hence, TESCO should be focus on “Personal growth” by giving authority & responsibility for
job enrichment to improving their skills through various opportunities. In other spectrum TESCO
should try to identifying factors of institutional policies, supervision, management aspects,
industrial relation within the organisation, payroll & working condition of premises which has
been affected by demoralized employees(Mester and et. al., 2018). Motivation plays the key role
to inspiring employees towards achieving group goals by accomplishing individual goals.
Motivation is very important aspect to enhance individual's performance by their various job
role. In above theories of motivation such as Herzberg's theory should be follow by the TESCO
company, that helps to improve quality of work and giving better productivity.
Process Theory
Process theory of motivation addresses the issues relating to the process of work &
sustain itself over time. It is focusing on an effective & efficient way to determine degree of
efforts, the continuation & modification of efforts performing by the employees of TESCO. This
theory is divided into two categories which are as under-
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 Equity Theory: TESCO should apply such theory for the employees to assesses the level
of efforts against fellow workers & reward they receive through certain efforts. It
provides significant difference between their level of efforts among their fellow workers.
The organisation endeavour to bring about equality of efforts for every employee by
adjusting them at up & down positions which they possess on the basis of hierarchy.
With the assistance of this theory TESCO would be able to comparison of self with
other, motivation to maintain current situations. This will enhance focus individual
performance and will aid to freedom of thoughts. This will bring innovation and entity
will be able to serve consumers well as per their requirements.
 Expectancy Theory: Expectancy theory is about the mental process regarding choice or
choosing. It is an important motivational theory which is highlighting decision making
process to evaluate efforts for the outcomes. This theory is determining active processes
& users choice with given task. Thus, TESCO should taking corrective action by
applying such theory to maximize pleasure & minimise pain of the
employees(Cacciattolo, 2014). Employee's performance is based upon individual factors
such as, Knowledge, skills, interest, personality, experience & ability so it is also
highlights the importance of the outcome representing a valued reward for the individual.
This theory emphasizes the needs for organization to relate rewards directly to ensure
performance of an employee by their expectations. TESCO can follow this theory in
order to raise performance and efficiency of people. TESCO goals evaluation by
Expectancy Theory: Achieving Peace & harmony of the organisation., Mobilizing efforts
through employees efforts, Encouraging persistence knowledge & interest of the
employees towards their job roles, facilitating the developing of strategies, directing
attention towards individual goals by organisational objectives, giving maximum outputs
with limited inputs, getting better Feedback.
These theories help in to influence the behaviour of individuals within the organisation.
Maslow need theory focused on the basic, security to social needs that let the employees feel
motivated and valuable which increase their productivity. Herzberg's two-factor theory
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concentrate with the mental and physical development of the employees that will also help to the
employees to develop the skills and knowledge.
PART 2
P 3 Demonstrate an understanding of how to cooperate effectively with others
Only one individual person does not have the ability to deliver the kinds of services and
products required in today's highly competitive marketplace, every organisation require the team
work. A team is a group of people with complementary skills who are committed to a common
performance goal or purpose. Team should cooperate effectively with each other for achieving
the organisational goal and to increase organisation productivity(Jonas, 2016).
Factors that impact on effective team formation are described as below:
Team size- Team size should be appropriate. Team that consist more members than 15
can have conflicts in between them. And if the team is less of the members there could be lack of
needed knowledge and skills. It is important to create a effective team with needed members.
Leadership- For formation of an effective team it is essential to have a good leader in the
organisation who lead the team effectively. An effective leadership can affect the team
performance. If leader is supportive, motivated and have knowledge and skills, he coach the
team in effective manner.
Culture- Culture of organisation can affect the team formation. Culture should be
supportive and motivated.
Different types of organisational team:
Problem solving team- If organisation face any kind of problem or issue, problem solving team
create at that specific situation. These are temporary team who focus on solving a particular issue
or improve quality. It consist of 8-10 members in the common work area and have clear and
specific focus on process improvement. Establishing such team does not want major
organisational changes. After solving the problem of the organisation they usually disbanded and
return to their normal work. To cooperate effectively it is recommended to TESCO to build such
teams in the organisation who are willing to work together to achieve the common goal of the
company and improve the work quality.
Virtual teams- Technology made the work far better as well as it have a great impact on
organisational teams. Virtual team work structure is developing very rapidly in networked
organisation. This type of team basically never actually meet together in the same room- the
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activities are done through computer via different electronic information and communication
system & teleconferencing. The team members are advance in technology, solve day to day
problems, achieve business goals, provide feedbacks, aware members. They are helpful in
developing and achieving the organisational objective and dynamic co-operation.
Advantages of virtual team
 Employers will be able to recruit people from all over the world, it gives better
availability of various talent from all over the world which brings together the experts
and specialists across the globe.
 Virtual team members have higher focus on the task at hand and do not have to deal wit
unnecessary bureaucracy which increase the productivity of the organisation.
 It is cost saving, organisation are able to achieve the objective wit the help of virtual team
members without doing any much expenses and able to save a lot on employee cost.
For a better team development and influence the performance of the team it is important
to know about the team dynamics and team work(Cherry, 2014).
Team dynamics and Teamwork- Team dynamics are the psychological forces that
influence the behaviour and performance of a team. It is created by the nature of the team work,
various personalities within the team, their working relationship with each other and the
surroundings in which the team work together. Team dynamic is important for improve overall
performance of the team and get the best out of individual team members. It have negative effect
as well on the team performance such as demotivation, unproductive conflict.
Team are formed by collaborating with multiple individuals together to work on similar
goal of the organisation. Team work help to enhance the efficiency of the group and speed up the
time to achieve goals of the organisation.
For improving team performance TESCO can apply team development model in the
organisation:
Tuckman's team development model
This model is developed by Dr Bruce Tuckman in 1965, which also called as Forming
Storming Norming Performing model. In 1970 he added the fifth stage, Adjourning(Cacciattolo,
2014). This model explains how group being put together, act politely and actively and should
try to avoid conflicts This begins with directing, moving to coaching, after that participating and
finish with delegating. According to this model team can be developed in four stages:
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Stage 1. Forming
In this stage team members have unclear goals and objectives as well as unclear roles and
responsibilities of individual. Trust has not been establish between the team members. Each team
member is dependent on the leader for direction and guidance. The leader of TESCO must be
prepare to explain about the purpose of the team, objectives and answer about external
relationship.
Stage 2. Storming
In this stage roles and responsibilities are stated, agendas and objectives are displayed by
the leader. And leader coaches the team to work together and achieve the objective. In this stage
there is a lot of competition between team members. The team should focused on its goals to
avoid becoming distracted by emotional issues and relationship and compromises is required by
the team members to ensure the progress towards the common objective. After forming the team
there are differences arises by different decisions, thoughts of individuals in a team(Taylor,
2018).
Stage 3. Norming
In this stage team members are clear with their purpose and confident and motivated with
their goal. Trust has been established among the team members. Roles and responsibility are
accepted by team. In this stage the team discuss and develops there processes, style and
creativity of working. Team members respect and value each other and leader.
Stage 4. Performing
In this stage the team has clear and shared vision about what are they going to do without
interference and participation of the leader. Team are capable and highly motivated to work hard
and achieve outstanding performance as they are well trained. The performance is evaluated of
team and try to achieve more challenging objectives (Maslow's Hierarchy of Needs, 2018).
LO 4 Application of concepts and philosophies of organisational behaviour
For improve team performance and productivity of the organisation, TESCO can apply
various concepts and philosophies to the organisation.
Path-Goal theory
This theory based on specifying a leader's style or behaviour that fits best to the
employees and work environment in order to achieve a goal. The motive of this theory is to
increase TESCO's teams and employees' motivation, satisfaction and empowerment so they
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