Organisational Behaviour: Culture, Power, Politics & Motivation Tesco

This report provides an analysis of organisational behaviour, focusing on the influence of culture, power, and politics on individual and team performance, using Tesco as a case study. It evaluates motivational theories and techniques, including content and process theories, and examines the differences between effective and ineffective teams. The report also explores philosophies and concepts applicable to organisational behaviour, such as Charles Handy's cultural types and French & Raven’s Model of Power, and concludes with insights into how these elements impact organisational goals and objectives. Desklib offers a variety of study tools and resources for students seeking similar solved assignments and past papers.

Organisational Behaviour

Table of Contents
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART – 1.........................................................................................................................................3
Influence of culture, power and politics of an organisation on the behaviour and performance.3
Motivational theories and techniques for achieving goals and objectives...................................5
PART – 2.........................................................................................................................................7
Difference between effective and ineffective team.....................................................................7
Philosophies and concepts of organisational behaviour..............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Assessing and studying of behaviour of the individuals and group of individuals as a
whole in any given situation and circumstances can be referred to as organisational behaviour.
Therefore, in the following report the influence of culture, power and politics will be assessed
and analysed on the behaviour and performance of an individual and the group of these
individuals as a whole. Then, the theories and techniques related to motivation will be evaluated
to study its effect on the ability of the organisation to achieve the goals and objectives.
Thereafter, differences between effective team and an ineffective team will be explained to gain
an understanding of how cooperation with others is an effective tool in any organisational
context. Lastly, philosophies and concepts applicable to the organisational behaviour will be
discussed in a given circumstance in any business.
MAIN BODY
PART – 1
Influence of culture, power and politics of an organisation on the behaviour and performance
The way in which an individual in organisation presents himself, behaves and interacts
with others in the organisation can be referred to as Organisational Behaviour. Referring to the
well – known supermarket company operating in UK named Tesco, it involves evaluation of the
individual behaviour with an aim to ascertain their contribution in the organisation through
development and implementation of strategies and policies (Hiršová, Komárková and Pirožek,
2018). This is further helpful in knowing the aspects of the individual performances which are
required to be managed and handled to avoid further variances in the outcomes which are
different and underperforming when compared to the standards.
Influence of Culture:
Referring to the culture of the entity, Charles Handy has prescribed 4 types of cultures
which affects the operations of any entity which are explained as below:
Power Culture – As per this culture, use of power and authority to direct the actions of
other is more prevalent. But, it shall be noted that this form of culture is on the improper side as
only few selected individuals are allowed decision – making. The opinion of others generally do
not matter and the decision are just imposed on them which leads to demotivation and reduced
creativity and performance of the employees.

Role Culture – As the name suggests, this culture involves allotment of specific roles
and responsibilities to the individuals as per their expertise, knowledge and experience. It also
involves allocation of power according to the position they hold in the organisation. This will
allow TESCO to enhance its efficiency of its operations.
Task Culture – To accomplish the objectives and goals under consideration in the
specific period of time multiple teams are being made, such assignment of power to the
individuals in the team for accomplishment of tasks is known as task culture. This will assist
TESCO in maximization of the rate of participation of the employees through development of
teams sharing the common purpose and objective in a specific period of time.
Person Culture – In such culture, an individual person or employee in the organisation
considers himself to be the one, superior to others therefore, in this culture the individual gives
preference to the self – interests more than the interests of the organisation. This will naturally
adversely affect the operations and performance of TESCO as the employees will consider their
personal financial motives first rather than dedicating towards the organisational goals and
objectives.
TESCO Plc – It has been assessed that TESCO utilises the policies of role culture which
allows it in allotment of roles and responsibilities to the individuals and group of individuals
depending upon their expertise, knowledge and experience which enhances their efficiency and
leads to enhanced profit earnings.
Influence of Power:
The influence of power in the organisation can be assessed through application of French
& Raven’s Model which categorises the power into following types:
Legitimate Power – When the power remains with the top management of the
organisation, it is referred to as Legitimate Power. Such top management may include CEO,
directors, managers, etc. One of the issues in exercising such power is reduced level of creativity
and innovation among the employees as their opinion does not matter in the organisation.
Reward Power – Power given to the individuals by giving them rewards and incentives
comes under the Reward Power (Tian, 2021). This can very efficiently enhance the efficiency of
the individuals in the organisation along with ensuring that they are motivated and also focused
on the achievement of the objectives of TESCO.

Coercive Power – When the individuals are forcefully or coercively pressurized to
perform a particular task it is known as exercising the Coercive Power. The primary objective of
such power is to get the work done in timely manner but it also leads to enhancement of
dissatisfaction in the employees which resultantly, affect the performance of the organisation in
the long run.
The above detailed evaluation of various types of power exerted on the employees in an
organisation by those in the authority it has been ascertained that TESCO utilizes the Reward
Power to motivate the employees to work effectively and efficiently by rewarding them for their
good overall performances.
Influence of Politics:
To analyse the influence of politics on the organisational behaviour Chanlat’s
characteristics can be explained. Chanlat model categorizes the political behaviour in any
organisation in three types namely – decisional, personal and structural. Managers, while
carrying out the selection procedure, takes into account quality of the employees with respect to
utilization of the political power.
Motivational theories and techniques for achieving goals and objectives
Providing constant motivation and direction to the employees is very crucial. Therefore,
Tesco Plc utilizes various theories and techniques of motivation for guiding and driving the
employees towards better performance as discussed below:
Content Theory of Motivation – This theory focusses on fulfilment of needs and desires
of employees ensuring greater satisfaction and motivation to achieve targets.
Herzberg Two Factor Theory of Motivation – It is a type of content theory in which
the factors at workplace are categorised into Hygiene and Motivation factor (Gorsuch, 2019). In
this, a balance has to be struck among both the factors for motivating and inspiring the
employees so discussion of these are as below of Tesco Plc:
Motivation Factors – Factors which are less tangible and more of an intrinsic motivator
lying in the job to be done are included here like challenging work, recognition, good
relationship, potential to grow, etc. These factors motivate the employees to work harder and
create a harmonious environment at the workplace through effective communication and
coordination.

Hygiene Factors – Factors which are not part of the actual job to be done and thus, are
more of an extrinsic motivator (Martin, Snapp and Ketcheson, 2020). Factors involved here are
job status, credit of salary on time, job security, other benefits, etc. which will ensure appropriate
motivational levels in employees for accomplishing the goals and objectives of Tesco Plc.
Process Theory of Motivation – It ensures development and improvement in employees
for efficient achievement of goals and objectives.
Goals Setting Theory of Motivation – It is a type of process theory which develops
internal motivation to enhance their performance and level of efficiency by achieving the goals
which are challenging in nature. This theory provides 5 dimensions which will be followed in
Tesco Plc when the goals and objectives are set which are as follows:
 Clarity – Clarity of goals is the topmost priority to provide better understanding among the
employees and prevent any chaos and conflicts which may hinder the performance or level of
efficiency of an employee (Boyd and Nowell, 2020). Example of clear goal set by Tesco Plc
includes increasing of the sales profitability by 20% in the coming 8 months. All the aspects
of this objective is crystal clear and thus, will allow the organisation and its employees to
work towards its attainment. Therefore, clear goals will allow the employees to see the line
of actions clearly and work accordingly.
 Challenge – The goals set out by the entity must be challenging so that the employees put in
their extra efforts and thus, they tend to grow and develop more effectively. Such challenging
goals and objectives will also result in the better rewards, perks and incentives for the
employees and thus, will keep the employees motivated and encouraged. Therefore, in the
case of Tesco Plc, it is advisable to set out challenging goals along with better rewards, perks
and incentives to keep their employees motivated and inspired.
 Commitment – Sheer commitment and dedication of the employees towards the goals of the
entity is very necessary for achievement of organisational objectives and enhancing the
employee performance. With respect to the organisational environment of Tesco Plc, such
enhanced level of commitment and dedication can be achieved through structured
participation and involvement of the employees in the operations and tasks involved. It is the
primary aim of any organisation to get their employees to be committed and dedicated
towards their aims and objectives and work in a unified line of direction and action.

 Feedback – Regular feedbacks from and to the employees of Tesco Plc along with the open
discussions are also important in boosting their morale and level of satisfaction, loyalty and
belongingness. Such rounds of regular feedbacks and open discussions will lead to clearing
out of any doubts, issues and confusions that an employee or the organisation may be facing
to clear the track of operation and action which will remove any hindrances in the way of
achieving the targets and organisational goals set by the organisation in an effective and
timely manner.
 Task Complexity – Appropriate guidance along with proper directions to the employees is
necessary for ensuring accomplishment of the heavy and complicated tasks in Tesco Plc.
Through the accomplishment of such heavy and complicated tasks, the employees will be
able to develop a sense of self – sufficiency and enhance the levels of confidence and thus,
will work in a more efficient and committed manner towards the achievement of
organisational goals and objectives.
PART – 2
Difference between effective and ineffective team
When a group of individual are grouped together in a lot for achievement and
accomplishment of certain common goals and objectives, it is referred to as a team (Bertassini
and et.al., 2021). When tasks are done through operations of a team, their accomplishment is
achieved with higher level of efficiency. Referring to Tesco Plc, it can be said that team will
allow fulfilling the objectives of the company with enhanced potential and calibre as it will allow
flow of data and knowledge effectively and lead to maximization of entity as well as employees.
Effective Team – This will involve communication of the realistic roles and
responsibilities to the individuals in fulfilling the goals and preventing any confusion and
miscommunication (Zeyada, 2018). Also, it is aimed to enhance the level of confidence of the
members through engagement of the employees in the process of decision making.
Ineffective Team – As the name suggests, employees are unequally participative and
minimally involved in the process of decision – making of the entity (Herrera, 2018). Also, no
clear roles and responsibilities are provided to the employees which results in increased
ineffectiveness in the end results.
Difference –
EFFECTIVE TEAM INEFFECTIVE TEAM

1. All the members of the team contribute
equally to enhance and improve the results.
2. The roles and responsibilities are allotted
and distributed effectively among the
members considering the individual role,
expertise and experience.
3. Appropriate and effective engagement in
the decision – making process of the
members is encouraged to enhance the
level of commitment towards the
organisational goals (Difference between
Effective Groups and Ineffective Groups,
2022).
4. An effective team setup includes effective
communication by the leaders regarding
any crucial information to the members for
enhancement of individual effectiveness
and performance.
1. Contribution from the team members is not
coordinated as the participation by them is
uneven.
2. No such effective distribution of roles and
responsibilities takes place based on the
individual role, expertise and experience of
the members increasing the partiality
among them.
3. No such effective engagement of the team
members towards the achievement of
organisational goals and objectives through
process of decision – making can be
observed.
4. No such effective communication and more
focus is on domination by the team leaders
through only one way communication.
Therefore, referring to the above differences between an effective and ineffective team,
increased level of profitability can be ensured by inculcating the culture of effective team
management in the work environment of Tesco Plc (Calderon, Manuela Jr and Briones, 2021).
This is possible through the most essential quality of an effective team i.e., mutual understanding
between the members of the team through which the conflicts and issues among the members
can be easily and effectively resolved thus explaining a situation of win – win for both the
organisation as well as the employees working in the organisation.
The effective team setup also equips the top level personnel of Tesco Plc to be able to
very systematically communicate the roles and responsibilities to every individual team member
and thus, enhance the probability of earning greater profits and revenues.

Philosophies and concepts of organisational behaviour
Effectiveness of team is required to be evaluated by TESCO in order to fulfil their team
objectives. This will allow entity to maximize their performance at great extent. Thus, it is
essential for company to regularly motivate employee and effectively guide them towards entity
objectives by taking assistance of various motivational tools:
Integrity:
This factor revolves around the concept of entity reputation or brand image in external
environment. Thus, organization is required to undertake use of different types of techniques and
tools through which entity can assure positive brand image in marketplace (Priyana, and Jasuni,
2022).
Responsibility:
This is an essential aspect in which entity managerial executives are required to allot duties,
responsibilities and role according to expertise, capabilities and skill of employees. With the help
of this Tesco can assure accomplishment of their business operations with higher efficiency.
Path Goal Theory related to the leadership:
The theory of path goal is made by Robert house in 1971. Path goal theory works by explaining
the aspects related to leadership styles and traits. Along with this, the theory develops
meaningful online training experience that assist in increasing the skill and motivating
individual. This theory underlines leader's behaviour or style as per according to work
environment. It has been evaluated that leaders hold most important responsibility related to
motivating and guiding individuals in proper direction. Path goal theory help the leaders to
undertake advantage of strong approach and clarify path that assist employees towards proper
direction.
Employee characteristics:
Employees are judged as per their capabilities, knowledge and skills. With the help of this
organization must offer them training to maximize their skills on higher level. It also allows
authorities to provide motivation to their employees that facilitate company to assure more
productivity and profitability. According to the analysis, this has been determined that TESCO
staff members developed negativity from each other.
Task and Environment Characteristics:
In this, organization leader holds important responsibility which is related to assuring that
employees are working in appropriate direction. It has been identified that TESCO is affected
with the issue of negative working environment which is further leading towards increase in
number of conflicts.

As per according to the above evaluation this has been signified that TESCO current business
situation is adversely affected with the issue of ineffective communication and negative work
environment which is significantly decreasing employee’s productivity.
Leadership Behaviour:
Leaders within entity holds important responsibility through which they can increase overall
productivity and profitability of organization. For this they undertake advantage of effective
leadership style according to prevailing situation.
According to the evaluation it has been underlined that TESCO workplace environment is
facing issue related to negativity working environment and communication with inefficiency.
This makes leaders to take on the use of participate leadership style as to effectively overcome
all the issues in possible manner (Demircioglu, and Chowdhury, 2021). According to the
leadership style, leaders encourage employees to take place in procedure of decision-making and
share ideas. It helps in enhancement of the sense of empowerment among employees towards
entity. However, this leadership style increases with the time duration of decision-making
process.
Evaluation and assessment of the above participation leadership style shows the
possibility to observe and visualize both negative as well as positive impact on the performance
of the individuals working in the organisation and the organisation as a whole. Participation
leadership enhances the level of motivation and inspiration among the employees that in return,
results into increase in the efficiency of such employees along with allowing them to share their
thoughts, opinions and ideas which may vary from individual to individual depending upon their
intellect, skills, knowledge, experience, expertise and capability in the process of decision –
making in the organisation (Coccia, 2018). For such positive results and outcome, it is crucial in
the case of Tesco Plc’s top management personnel to concentrate and consider both the
perspectives of participative style of leadership in the process application of these perspectives in
the current business circumstances.
CONCLUSION
Conclusively, it can be said that organisational behaviour is the behaviour of individuals
and the group of individuals i.e., teams in an organisation. It allows top management personnel
to effectively assess the behavioural conduct of a person working in the organisation to know the
level of association they practice with the organisational goals and to allow motivating them to

achieve higher efficiency and performance. Also, there are multiple factors which impacts the
overall profitability of the organisation along with its objectives. The above report also discusses
and explains various motivational techniques and theories to enable the employees to achieve
higher performance, increased profitability and enhanced productivity. Then, role of an effective
team is explained on the overall productivity and profitability of the entity and how it can be
maximized. Also, role of team in facilitation of coordination at the workplace will be discussed
along with the capability of the entity in combining the knowledge, skill, potential and talent of
varied employees in fulfilling the objectives and goals of the entity.

REFERENCES
Books and Journals
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behaviour in the transition journey. Business Strategy and the Environment. 30(7).
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organizational commitment and identification, and public service motivation: A
simultaneous test of affective states on employee well-being and engagement in a public
service work context. Public Management Review. 22(7). pp.1024-1050.
Calderon, F., Manuela Jr, W. S. and Briones, D. T., 2021. The impact of sustainability reporting
on organizational behaviour from Western and Asian perspectives: a systematic review of
literature. Journal of Sustainable Finance & Investment. pp.1-19.
Coccia, M., 2018. Competition between basic and applied research in the organizational
behaviour of public research labs. Journal of Economics Library. 5(2). pp.118-133.
Demircioglu, M.A. and Chowdhury, F., 2021. Entrepreneurship in public organizations: the role
of leadership behavior. Small Business Economics, 57(3), pp.1107-1123.
Gorsuch, R. L., 2019. Toward motivational theories of intrinsic religious commitment. In The
Psychology of Religion (pp. 11-24). Routledge.
Herrera, D., 2018. Managing Organizations in the Creative Economy: Organizational Behaviour
for the Cultural Sector. MEIEA Journal. 18(1). pp.214-217.
Hiršová, M., Komárková, L. and Pirožek, P., 2018. The prediction of financial performance in
dependence on the type of organisational culture. Trends Economics and
Management. 12(32). pp.63-74.
Martin, J. J., Snapp, E. and Ketcheson, L., 2020. Motivational theories. Routledge Handbook of
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Priyana, Y. and Jasuni, A.Y., 2022. Moral Integrity as Business Ethic. Libertas Law
Journal, 1(1), pp.42-52.
Tian, M., 2021. Power Bases and Power Tensions: A Critical Analysis of Education Inspection
Policies and Practices in China. Leadership and Policy in Schools. 20(1). pp.6-20.
Zeyada, M., 2018. Organizational culture and its impact on organizational citizenship
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Online
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