Tesco Organisational Behaviour: Culture, Power, Motivation Analysis

This report delves into the organisational behaviour of Tesco, examining the impact of culture, power, and politics on team performance. It explores Charles Handy's and Hofstede's cultural models, highlighting Tesco's approach to power distance, individualism, uncertainty avoidance, and masculinity. The report also analyses the influence of organisational politics and power dynamics, focusing on decisional change and legitimate/expert power. Furthermore, it discusses the role of motivational techniques and theories, such as Maslow's hierarchy of needs, in achieving organisational goals. The report then transitions to effective team dynamics, examining team development theories and the application of organisational behaviour philosophies within Tesco, ultimately evaluating the relevance of these concepts in shaping workplace behaviour. Desklib offers a wealth of similar resources for students.

Organisational
Behaviour

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Part 1................................................................................................................................................3
P1 Impact of culture, power and politics and performance of team behaviour within Tesco.....3
M1 Critically evaluate the impact of culture, politics and power of an organisation which can
influence individual and team behaviour and performance in organisation................................6
P2 Role of motivational techniques and motivational theories in achieving organisational goal
.....................................................................................................................................................7
M2 Critically evaluate that how motivational theories and concept influence the behaviour of
employees at workplace...............................................................................................................9
D1 Evaluate the organisational success by analysing relationship between culture, politics,
power and motivation within an organisation and also justify recommendations.......................9
Part 2..............................................................................................................................................10
P3 What makes an effective team as opposed to an ineffective team.......................................10
M3 Analyse team and group development theories to support development of organisation...13
P4 Application of philosophies of organisational behaviour within organisation.....................13
M4 How concepts and philosophies of OB inform and influence behaviour in both a positive
and negative way.......................................................................................................................15
D2 Analyse relevance of team development theories in context of OB concepts and
philosophies that influence behaviour in the workplace............................................................16
Conclusion.....................................................................................................................................16
References......................................................................................................................................17

Introduction
Organisational behaviour is the process of knowing the behaviour and attitude of
employees at workplace. It is essential to analyse the behaviour of employees at workplace to
know how they perceive the value of their organisation as well as the work in their minds. There
is a great impact of organisational behaviour on the performance of employees (Nuckcheddy,
2018). Therefore, it is essential to build a good relationship among employees and management
team for better working environment. Tesco is a retailing company which is headquartered in
Welwyn Garden City, Hertfordshire, UK. It is founded by Jack Cohen in the year 1919. The
following report covers impact of culture, politics and power in Tesco, techniques of motivation
and motivational theories, effective team factors and philosophies of organisational behaviour.
Main Body
Part 1
P1 Impact of culture, power and politics and performance of team behaviour within Tesco
Organisational culture consists of few factors and activities which are essential for
making good working environment within an organisation. Classification of culture are
explained below with the help of Charles Handy Model of Culture-
1. Power culture- This is the type of culture in many companies where only senior
authorities are allowed to take decisions for the company and their subordinates are
supposed to agree on their decisions (Hosain, 2019) (Enyioko, 2021). Here, power to take
decisions is given to few persons only.
2. Task culture- Here companies supposed to make teams within their organisation to
complete a given task and due to the formation of teams every employee within the team
contribute toward communication, coordination and many more. Hence, this will
contribute to build a good organisational culture.
3. Person culture- This is the organisational culture where employees have the mindset that
their personal interest is more important than their organisational interest. This is the
reason for increase in selfishness within an organisation.
4. Role culture- This is the culture where employees are assigned with some
responsibilities and roles according to their specialization.

Hence, from the above classification of organisation culture it is clear than which
culture is good and which culture will provide negative result for an organisation. Therefore in
Tesco, they follow role culture where employees are assigned with those duties and
responsibilities in which they are good and able to do it easily.
Hofstede Model of Culture-
Power distance index (PDI) - This factor of Hofstede model culture analyses the basis
of delegating power within a company (O'Grady, 2018). High PDI means company is delegating
power equally to its every level of employees. On the other hand low PDI indicates that company
is not interested to share power to their employees.
Individualization vs. Collectivism- This factor indicates that how employees like to
work within their company. Individualization is the way of working where employees like to
work alone for themselves without communicating to others. Whereas collectivism is the way of
working where employees work in a group, communicate with each other; solve the issues of
each other and many more.
Uncertainty avoidance index (UAI) - This dimension of this cultural model helps to
analyse that how the employee’s behaviour get affected when some uncertainties occur within
the business. High degree of UAI states that employees has low tolerance power and tries to
resolve the issues as soon as possible. Low degree of UAI means the employees has high
tolerance level which further means they are not reacting on wrong or unequal happenings with
them in their organisation.
Masculinity vs. Femininity- This is the factor which states that how employees are
treating within an organisation (Olivier-Pijpers, Cramm and Nieboer, 2020). Femininity means
there is no situation of discrimination for gender, skin colour and many others. There is equality
within an organisation in case of femininity. On the other hand masculinity means there is
discrimination within an organisation on the basis of gender, religion, skin colour and many
others.
Long- term orientation vs. Short- term orientation- This factor indicates that how a
company focuses on their goals to get achieved in future. Companies aiming to achieve long
term goals are basically focus to achieve their main goal of organisation which is going to
achieve after 1 year. Whereas short term goals are those goals which companies achieve within
one year to get their daily task done on time.

Indulgence vs. Restraint- It describe that how a society can control their need and want.
Indulgence is the behaviour of people where they openly express their happiness to others,
having fun with their friends and families and many more. Whereas Restraint is the behaviour
means all those people who are restricted with strict rules and regulations for having fun in
society and expressing their feelings openly and many more by the norms and beliefs of their
society.
From the above information it is clearly evaluated that Tesco is following high degree of
PDI where employees get equal sharing of power according to their specialization, they follow
collectivism culture in their organisation where the employees work within a group and
communicate with each others, they have high degree of UAI which means they did not tolerate
any unwanted happenings with them and because of this they have right to raise their voice for
their respect and hard work in case they are not getting good treatment by their superior
employees or they are not paid equal to their work. It is also seen that Tesco is following
feminism way of working in their organisation where they have employees of both genders and
having different skin tone employees who work together happily with each other.
Impact of rise of globalisation and digital technology to build good culture at organisation-
In 21st century every company aims to develop the condition of the technology used in
their companies (Nguyen and Malik, 2020). It is a good way to develop a good culture at
organisation because when advance technology is used the work will get easy to complete and
when the work will get completed before due dates then there will be less burden on employees
and they step out forward to communicate with each other. Globalisation is the removal of all
restricted rules of pursuing job and business in other countries. Hence, the rise in the
globalisation allows the companies like Tesco to pursue their business in other countries and
have the opportunities to hire most talented workers from across the world.
Influence of Politics-
Organisational politics are self serving behaviour of those workers at organisations
who supposed to have powers in their hands only. In short organisational polities are done for
specific employee’s interest (Sendjaya and et. al., 2019).
Personal change- Here, employees change their behaviour and attitude for the betterment
of organisation.

Decisional change- Here, companies adopt those decisions only which are good for their
business and promote their effective working conditions.
Structural change- It is the change of organisational operations, industry and many
others due to change in overall economical conditions.
Organisational change- It means the overall change in the organisational conditions like
change in management team, change in policies of company and many others.
From the above information of different types of organisational politics and change it is
evaluated that Tesco follows decisional change in their organisation because they adopt those
decisions only which are good for their organisation and in case their previous made decisions
did not provide any benefit to the organisation then they modify it as soon as possible.
Influence of power-
Power is another important aspect of creating good culture at workplace (Shaaban, 2018).
In context of Tesco, distribution of power among employees help them to create a good culture
because by doing this employees perceive a good value for their organisation and management
team that they are believing on their employees and giving chance to them to show their abilities.
Tesco majorly follows two types of power in their organisation and they are explained below-
Legitimate power- This is the power which is presented in the hands of superior employees like
supervisors, managers, operators and few more who have the permission to control the behaviour
and performance of employees at workplace.
Expert power- This is the power which comes with the experience of employees and their
knowledge of expertise in the organisation.
M1 Critically evaluate the impact of culture, politics and power of an organisation which can
influence individual and team behaviour and performance in organisation
From the above information it is critically evaluated that organisational culture which is
analysed by hofstode model is helpful to manage the performance of employees within Tesco.
Impact of power is high on Tesco that their employees get motivated in case their managers
provide some extent of power in their hands. This will help the employees to develop their
preference toward organisational benefit because delegation of power to employees means
organisation believes upon their employees for its success (Hackett and et. al., 2018). This is the
reason they work for high performance to get more power which will further help them to get

more respect in organisation. Employees develop their performance for gaining more power
which is helpful to create better working culture.
P2 Role of motivational techniques and motivational theories in achieving organisational goal
Motivation is the process of enhancing moral and willpower of employees to do their
work in a better condition. Motivating employees is essential because increased in motivation
level of employees will directly increase their performance which contributed to increase overall
production and profit of organisation (Dixit and Singh, 2019). There are two types of motivation
which is explained below-
Intrinsic motivation- This is the type of motivation which is generated by employees for them
self.
Extrinsic motivation- This is the type of motivation which is generated by others. Here,
managers motivate employees to do best to get rewards. Hence, there are external factors which
influence to get motivation for employees.
Theories of motivation-
Content theories of motivation- Here, organisational system are used to motivate employees.
Hence, keeping organisational system good and structured will help the management to motivate
their employees. One of the content theories is explained below-
Maslow’s hierarchy of needs- This theory suggest that when employee’s needs get
focused by organisation and they fulfil their needs then employees get motivated to perform
better performance. 5 factors of this theory are explained below-
1. Physiological need- Basic needs of people like food, shelter, water and few more which
is essential to live.
2. Safety needs- It is the need for protection from dangers and threats like natural
calamities, theft and few more.
3. Social needs- This is the need which consist of association, friendship, love and many
others.
4. Self esteem needs- This needs are for gaining respect and recognition in the society.
5. Self- actualization needs- This need covers the self development of personal and
professional life (Isik, 2021).
In context of Tesco, they fulfil physiological needs of their employees by providing
them good amount of salaries. They hire employees at good amount of salaries which is enough

to fulfil their basic needs. Tesco have the benefit of life and health insurance of their employees
which fulfil the safety needs of their employees. They have a good working environment which
enables them to have friends to communicate well and fulfil their social needs. Tesco is high
reputed company which help their employees to gain respect and recognition in their society
which fulfil their self esteem needs. At the end Tesco have growth and development strategies
for their good working employees which help them to fulfil their self actualization needs.
Process theory- These are the theories which answer the question of why the motivation is
important and how it get implemented at workplace (Tasar and et. al., 2020). One of the process
theories is explained below-
Vroom’s theory of expectancy- This theory indicates that there are two conditions of
employees to become more effective in their work which is explained below-
1. 1st condition is that when employee’s consciousness asks them to work better for the
organisation. Here, employees consider achieving their organisational success. To
complete the organisational target soon they believe to work properly.
2. 2nd condition of getting motivated is that when employees recognise that they will get
rewards and awards for their personal development in case of good performance (Harsasi,
Minrohayati and Anfas, 2019).
In context of Tesco, their management team motivate their workforce by telling them
that how important it is to achieve organisational goal and put organisational goal as their first
priority then their personal goal. Secondly, they also have rewards for their good working
employees like increase in their salaries, providing them promotions for higher post and many
more so that promoted employee as well as other employees gets motivated to perform better in
the organisation to get something better in life.
Implementation of above mentioned theories on management and leadership in Tesco-
Managers and leaders have the main role to analyse the needs of their organisation and
let it fulfilled by their available resources. Implementation of Maslow’s needs hierarchy theory
on managers and leaders will help them to get more motivated to handle their employees and
focus on their work to achieve task effectively. If the leaders who lead the group get high
motivation level then definitely that leader will motivate their team to the same level (Brady,
2020). On the other hand the implementation of Vroom theory on mangers and leaders will help
them to get more motivated to manage their workforce in better ways. This will also develop the

skills of managers and leaders which directly contributed toward Tesco’s production level which
get increased.
Behaviour Psychology-
Emotional intelligence is the term used to manage the emotions of an individual at
workplace by them self to reduce their hyper tension, stress, anxiety and many others which is
due to work load. Hence, having emotional intelligence will help the employees to become
mentally fit for performing their task in their organisation.
Soft skills are those skills which are used to perform a job effectively in a good manner.
These skills are communication skills, coordination skills and many more (Liu, 2020). Soft skills
are important for both managers as well as for teams because managers are the person who
makes understand their employees or teams about new and modified policies which is made by
highest level in Tesco. Therefore having good communication and coordination skill will help
the managers to pass the information in a right way. On the other hand teams or employees who
are the main workforce which consist for the implementation of policies, they must have good
soft skill to understand easily without any misunderstanding to implement the policies and rules
correctly for organisational profit.
M2 Critically evaluate that how motivational theories and concept influence the behaviour of
employees at workplace
From the above mentioned motivational theories it is clearly evaluated that motivation
is very important at workplace to get the task done by effectively and on appropriate time. With
the use of motivational theories organisations including Tesco can manage the behaviour of
employees at their offices because with the help of Maslow’s need hierarchy theory, managers
can motivate their workforce to do better and behave better in organisation by fulfilling their
needs step by step. Hence, motivation is important for every level of employee to develop their
working abilities and to sharp up their minds for their personal development as well (Edeh and
et. al., 2020).
D1 Evaluate the organisational success by analysing relationship between culture, politics, power
and motivation within an organisation and also justify recommendations
Organisation can get success by having good culture. An organisational culture can be
made by controlling and influencing employee’s behaviour at workforce and employee’s
behaviour can be influenced by motivational factors and power factors. Motivation can act as

power booster for employees which include providing rewarding system in case employees
maintain the culture of organisation by performing well. On the other hand providing power to
employees to take small decisions will help to make a good relationship between employees and
management team because after providing power to them they will thought that managers are
having faith and trust on their teams which again contributed a positive mindset of employees at
workforce which further help to create a good culture.
Part 2
P3 What makes an effective team as opposed to an ineffective team
Teams are the groups in an organisation which is established to complete a task by
using the specialization skills of every member (Nayeema, Reddy and Das, 2021).
Various kinds of teams in an organisation-
Functional team- These kinds of teams are the reason for performing some specific and main
functions of then organisation. Examples of these teams are finance team, marketing teams and
many others.
Problem solving teams- This team is formed to solve the organisational problems such as
conflicts, disputes, bad performance and many others.
Project team- This team is formed to complete the specific task for short period of time. This
team have different specialization of people in it and the team get dissolved once the task gets
completed.
Benefits of working in a team for Tesco-
1. Tesco has many kind of task which required different skills. Hence, having a project team
is helpful to complete such tasks.
2. Employees while working in a team will always get benefit because they can learn other
employee’s skills which further help them to enhance their personality and help the
company to increase productivity (Khan and et. al., 2019).
3. Tesco can create a good working environment while forming teams of employees
because they communicate more, coordinate more and respect each other more which
directly develop good organisational culture.
Technology is important to make a team successful in their objective achievement.
There are various kind of work which should be performed within a team which consist of using

technology such as computers, laptops to measure the performance and work progress, mobile
phones for ordering additional resources required completing the task and there are many more
advantages of technologies in a team. Advanced technology will help the teams to complete their
work before due date. Virtual teams are those teams which get connected with mobile phones,
laptops, video conferencing and many others due to their different physical location. Therefore,
presence of technology is essential for having proper communication and coordination between
team members of virtual teams.
Difference between teams and groups-
Basis of Difference Teams Groups
Meaning Same skill of employees forms a team to
achieve their target.
Different skills of employees form groups to
achieve their target.
Leadership More than one leader is assigned in a team
(Weber, Unterrainer and Höge, 2020).
Only one leader is assigned in a group.
Main focus To achieve team goal. To achieve individual goal.
Tuckman’s team development model-
1. Forming- This is the stage of knowing about each other that who all are the team,
objectives of team, skills and timeline for completion of task and many more. In short it
is same as induction.
2. Storming stage- In these stage team members get to know about each other’s behaviour
and they have to deal with it in case they want to stay in the team (Arslan and Roudaki,
2019). Here, team members accept all negative and positive attitudes of their team
members.
3. Norming stage- Here, team members ignore the negative behaviour of each other and
appreciate those members who did good job.
4. Performing stage- This is the stage where team members got self confidence of
completing their task. Here, they need few or no supervisions upon them.
5. Adjourning stage- Here, teams get disbands after achieving the goal.
In context of Tesco, they follow Tuckmen model of team whenever they form teams in
their organisation for specific tasks. They choose some members for team and give them time to
familiar with each other’s behaviour and attitudes which is first stage of this model. Secondly,
after knowing each other perfectly few members left the team because they are unable to work

with some negative thoughts of some team mates and many of members continue to work means
they accepts each other’s behaviour which indicates second step of this model. While reaching at
middle of task the group members started appreciating each other for their skills and
performance which shows third stage and once they get appreciated then they gain self
confidence and need less help of leader or supervisor and this indicates forth stage. At the end
when task get completed then the whole team disbands and focus on their individual working
ways. This shows last stage of tuckman’s model.
Belbin’s typology for managing effective teams-
Nine team roles of belbin’s typology are explained below-
Action oriented roles-
1. Shaper- Their main skill is problem solving skill and they challenge the team to get
improved (Subedi and Sthapit, 2020). They help the team to solve their issues.
2. Implementer- This role consist of converting ideas and knowledge of whole team
members into action. They make sure that task will be completed on time.
3. Completer finisher- They make sure that team members will not get any obstacle while
performing task. Smooth and polite way of completing a task is their main responsibility.
People oriented role-
1. Coordinator- They guide their team that how they can work effectively to achieve their
team goals. They are good listener who listen suggestions from teammates and then take
decisions.
2. Team worker- They make sure that all team members will work together in a collective
manner.
3. Resource investigator- Their main responsibility is to check whether the team have
appropriate resources or not and in case of lack of resources they order additional
requirements (Ogbu Edeh PhD and et. al., 2020).
Thought Oriented roles-
1. Plant- Their main responsibility is to provide new ideas and approaches to whole team so
that they will add innovative working style in their work.
2. Monitor evaluator- They make sure that new ideas must be effective for team by
monitoring them.

3. Specialist- They have some special skills and knowledge and they teach their teammates
about these skills will be helpful to complete the task of team.
Benefits and risk of teams-
Benefit of teams Risk of teams
It helps to get the work done in less time. There is a high risk of getting conflicts while working
with each other with different mindsets.
It helps to create a better culture within organisation. Wastage of resources takes place while working in a
team.
M3 Analyse team and group development theories to support development of organisation
Tuckman team model is used in many organisations which state the steps of team
formation. Here step by step procedure of team formation is followed which helps the
organisation to understand the behaviour of their employees while working with others (Volgger
and Huang, 2019). Tesco follows these stages and understand the behaviour of their employees
at every stage from forming to adjourning which further helps them to focus on those activities
and remove obstacles which is there to form a good team. Another theory for organisational
development is Belbin’s typology theory which states the roles of different teammates in a team
which further makes the team effective and effective team always contributed a good working of
environment which is good for organisation to grow well.
P4 Application of philosophies of organisational behaviour within organisation
Path goal theory of leadership styles- This theory states that an organisation must
choose that leadership style which is considered as best for dealing with employee’s behaviour
within an organisation. Tesco’s leaders and managers are always tries to adopt different styles
for different situations. There are three steps in this theory which are explained below-
1- Determining the environment and employees characteristics- In these step leaders
must analyse the needs and wants of their employees from organisation (Vince, 2018).
Here, leaders must focus on employee’s expectations and then scan present environment
to analyse whether the employees are getting same thing from organisation which they
are expecting. Tesco employees want a good working environment with good rewarding
system and cooperative leaders.

2- Choosing the best suited leadership style- After knowing the needs and wants of
employee’s leaders adopt that correct way of working which best suits the situation. This
step helps to gain the trust of employees which further increase the performance of
organisation. Tesco’s situation suggest that employees need good relationship with their
manager which can be fulfilled after adopting participative leadership style in which
leaders and employees work together on a decision (Al Halbusi, 2021). They can provide
rewards to those employees who suggested best ideas in decision making process and to
those whom perform best in the organisation. Four types of leadership behaviour and
mentioned below-
Directive- Here, leaders shows the direction to their employees that how a particular
work should be done effectively. This style is effective when the employees are new to
the organisation or when employees are unaware about the new project.
Supportive- Here, leaders are polite and having good behaviour with their
employees. They correct their underperformance employees by politeness and help them
to grow.
Participative- Here, leaders and employees work together to take any decision
related to benefit of their organisation.
Achievement- Here, leaders challenge their employees by providing them some
tough task for checking their abilities.
3- Focusing on best motivational factors which will help the employees to achieve
success by good performance- Here, employees are free to adopt any way of working
which best suits them to complete the task which further helps to motivate them for
effective working (Nuckcheddy, 2018).
Theories-
Contingency theory- This is the theory which states that leaders can be good at one
situation but at the same time same leaders might be ineffective at another situation due to their
limited skill and knowledge. Hence, it is suggested for leaders to change their leadership styles
according to different situations so that they will enhance their skills and manage their

employees in every situation. In context of Tesco, their leaders are taught to adopt different
styles for different situations for organisational benefit.
Social capital theory- This theory states that social relationship is essential within an
organisation which further helps to develop human capital. It further states that companies must
build a good interior relationship with their interested parties like employees, managers and etc.,
this will help them to focus on productive activity for organisational benefit (Hosain, 2019). In
context of Tesco, their employees are having good relationship with each other and help each
other for completing the task and they communicate with each other openly. This will further
help them to create a good relationship at workplace.
Recommendations-
 It is recommended that Tesco must focus on those employees who perform best for
providing those rewards and awards for their personal as well as other employee’s
motivation.
 It is recommended that Tesco must allow lower level employees in their meetings to take
their suggestions related to organisational main decisions. This will help to maintain a
good relationship and a positive culture at their workplace.
 It is also recommended to Tesco that they must focus on updating their technologies on
regular basis. Whenever a new technology is introduced related to retailing sector, they
must try to adopt those technologies as soon as possible.
M4 How concepts and philosophies of OB inform and influence behaviour in both a positive and
negative way
Philosophies of OB are helpful to take actions for both good working employees as well
as bad performing employees. In context of good working employees, organisations provide
them rewards and awards which further help to motivate and influence others to perform better.
Providing rewards to employees help the organisation to build a good relationship between
management teams and employee’s team. On the other hand negative impact of OB philosophies
are also there when leaders take strict decisions or fire out employees who did not perform well
for longer time (Enyioko, 2021). This will put working burden stress for existing employees.
Hence, due to the fear most of the employees are unable to communicate openly with their
managers.

D2 Analyse relevance of team development theories in context of OB concepts and philosophies
that influence behaviour in the workplace
It is critically evaluated that Tuckman’s theory and belbin’ theory of team formation
and development is essential for influencing behaviour of employees at workplace because
Tuckman’s theory suggest step by step procedure of forming a group so that leaders will study
that which step is having more issues in working as a team so that leader will make corrective
measures to remove obstacles. Belbin model helps to analyse roles of different teammates within
a group. This will help to enhance the skills of teammates and make them more responsive
toward their jobs (O'Grady, 2018). Hence, both the theories help in influencing the behaviour of
employees at workplace.
Conclusion
From the above information it is concluded that culture, power and politics plays an
important role in analysing employee’s behaviour. Motivation factors are essential to inject
within an organisation to increase their performance. Developing a team and focusing on the
roles and procedure of team building is helpful to boost up the motivation of employees to work
better and make their organisational culture better.
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