Organisational Behaviour Report: Tesco's Culture, Politics, and Teams

This report provides an in-depth analysis of Tesco's organisational behaviour, examining the influence of culture, politics, and power on individual and team performance. It explores how Tesco motivates its employees to meet organisational goals, considering various motivational theories such as Maslow's Hierarchy of Needs, Hertzberg's Two-Factor Theory, and Alderfer's ERG theory. The report also investigates the factors that contribute to effective teamwork within Tesco, contrasting them with ineffective team dynamics, and applies Handy's cultural typology to understand Tesco's organisational culture. Furthermore, it discusses the role of innovation and changes in Tesco's culture, particularly the impact of leadership changes and new strategies implemented by the CEO. The report highlights Tesco's approach to employee engagement, compensation, and training, and its efforts to adapt to a changing market environment, including the adoption of new technologies and market competition.

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Influence of culture, politics and power on the behaviour of individuals and team’s
behaviour and performance....................................................................................................1
TASK 2............................................................................................................................................4
P2. The way to motivate individuals and team to meet goals................................................4
TASK 3............................................................................................................................................6
P3. Understanding of what makes an effective team as opposed to an effective team..........6
TASK 4............................................................................................................................................9
P4 Concepts and philosophies of organisational behaviour...................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
An individual's behaviour has a crucial role in the development of enterprise equivalents
to organisational behaviour play in regard of employee, customer and other organisation bodies
that should be effective and appropriate. Behaviour of enterprise refer to evaluation of individual
behaviour or teams within a firm (Bolino and et. al., 2013). It is the analysis and implication of
knowledge about how people act within an enterprise including personnel behaviour. Tesco is a
large company dealing wide a range of products and services in the global market. The company
has expanded its business in many nations continuously working on development and expansion
of organisation. The major purpose of this report is to analyse politics and culture influences on
Tesco's performance and behaviour of working teams along with techniques and theories
analysis which help them in meeting organisational goals. This report will also examine the
difference and role of team of Tesco through studying and undertaking philosophies of this.
TASK 1
P1. Influence of culture, politics and power on the behaviour of individuals and team’s behaviour
and performance
The organisation is an entity full of individual group who manage and coordinate some
specific goals and objectives. Behaviour of organisation refer to the way of communication and
interaction with individual and how this impact on enterprise's environment. The person who
organise the organisation's induction and training programs, are also provided some invariable
that is determined according to structure and value of organisation. The values, power and
culture of Tesco have strong influence on individual, team and employee performance because if
the worker of enterprise perform in effective way in teams, the structure and politics of enterprise
impact on the outcome and ways of employee's work.
Influence of Culture
A culture of an organisation determine the unique recognition of enterprise among the
minds of consumer or public that have a vital influence (Elangovan, Pinder and McLean, 2010).
Maintenance of culture of Tesco and its effective management is essential to strengthen their
goodwill and more comfortable working environment. This directly and indirectly influence the
operations as well as productivity of organisation. On the other hand, worse management can be
cause of fall and complicated situation in Tesco.
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After the strong rivals emergence of Tesco, like Marks and Spencer, Aldi, Sainsburry
etc., It can be observed that organisation is facing weak regulations and terms of enterprise and
faced the big market share fall and organisation positioning. The company is expanding its
business in global market. For this, they are required to strengthen their structure of internal
working environment. This is essential to manage better working environment, only that can lead
an organisation toward better productivity and success (How to Explain the Importance of
Organizational Behaviors, 2017). This is fundamental for company to review and analyse the
structure and culture that can be done with assistance of various theories such as Handy's cultural
typology and alternative cultural model. In this report, the theory of Handy's cultural typology
would be evaluated in regard of Tesco which have been categorised into these:
 Role: On the basis of this concept, it can be claimed that performance of worker and
work can be set through the culture role in regard of suitability according to abilities and
skills. Tesco involve diversity at workplace in their workplace for supporting equity and
women empowerments for growth as well as playing crucial role in society development
that was one of the effective techniques. The organisation manager would be recommend
ad initiating to hire more disables and other worker as preferences in order to support
their growth. Tesco perform their operations through adopting new technologies and
techniques in order to evolve their internet environment. They organise and provide
various types of compensation amount, rewarding activities, extra bonus and activities for
worker motivation. This is how they gain their worker's dedication, retention and loyalty
with their working profile.
 Power: Organisation culture has very wide role in brining and developing Tesco's power
in supermarket industry. Tesco believes that proper employee presentation
andparticipation in decision making process, enterprise can gain the success heights and
development. They consider the power of one worker through which they have taken the
enterprise so far as one of the largest UK retailing company.
 Task: According to task view, this have been discussed among individuals that an
organisation should perform and align the work according to interest and skills of an
individual in order to gain more and effective outcome. Tesco is one of 6 largest
supermarket of United Kingdom which have global existing in the retailing industry. The
organisation have catered its culture to far through implementing and adopting effective
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strategies of development. Organisation believes that employee should be assigned the
work and activities in proper way according their skilled areas and priorities. The Tesco
CEO believes that individual should be given interesting and equal task in order to get
maximum outcome and benefits from this.
 Person: Hardy discussed culture as the organisation's main requirements that set the
worker types, performance and limitation in which they work their job. They said this as
a culture “if an individual agree with the culture, they would be working gaining money
despite of working in innovative way.”
Culture, political, power and other factor influence Tesco's organisational behaviour
because employee of enterprise are supposed to act their task that can assist the company in
meeting their determined goals and objectives (Griffin and Moorhead, 2011). The organisation
was formed by T.E. Stockwell that have more than 335,000 employee including part time, and
full time worker along with other members of staff. The organisation focus over wide land reach,
household and country in order to deal their products which they merchandise in entire UK. In
the year of 2014, the company have faced some scandal after which they had rebuilt the
organization and its culture. Company keep alter and involve modification in their culture for
managing success. Political varies and power of organisation or parties has limited the firm's
motive and culture traditional need to comply some modified and advanced policies for worker's
freedom. New manager have brought some new policies or guidelines as well as made
amendments in structure that have enable the increment of values and importance of enterprise
globally.
Tesco Culture Innovation
The CEO of Tesco, Dave Lewis has introduced some new alternation and changes in the
culture of Tesco for smooth functioning of system and effective enterprise deployment of
organisation in the global trade. For this, some new innovation is conducted for which the
company is struggling to create the culture more innovative. The giant of supermarket, Tesco, is
recently operating a different division of separate research and development team for catering
innovation in organisation. This is being stated or adopted for innovation and change in culture
according to the advanced and modified era of business.
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TASK 2
P2. The way to motivate individuals and team to meet goals
A company need proper inspiration ad stimulation after a time span for improving vision
and boosting their worker for leading the same enterprise purpose. Weather the employee is
talented or skilled, in case of lack in proper motivation, there would be no positive impact of
their abilities and knowledge. Stimulation or motivation work as fuel that assist in utilising the
skills in proper and efficient way and invest them in right way.
Motivation: Value and Need
Motivation define the cause or purpose of performing the specific activities or work in an
organisation or individual's personal life which is required for using best of one person. It
determines the desires and requirements of attaining the certain objectives and goals along with
acting in particular way (Levine, 2010). For meeting the objectives and goals, worker of
enterprise such as Tesco demand a purpose to act in certain direction that they need after a time
period. The lack of proper motivation can lead to worse performance of worker and boredom.
Tesco had face organisation fall in the last few years because of the development and training
lack and dearth of proper motivation activities. Thus, CEO of Tesco, Dave Lewis focused over
employee activities and performance enhancement that have led company toward success in past
few years.
The energy and commitment sources that help an individual performing their task in
Tesco. Organisation aims to render best of their products and services at lower cost to their
clients and consumer as well as rendering their worker fair treatments, compensation, effective
services for their development which is main cause behind success of Tesco as well. Motivation
can be gained through underlying various practices such as rewarding activities, training and
development, incentives, bonus etc. That an organisation like referred enterprise provide to their
worker. It avail enterprise inn reducing the productivity loss, workplace accidents, issues among
members of staff, effective supervision etc.
Tesco can adopt various different approach and theories of motivation such as Alderfer
Adams, Maslow and Herzberg theory etc. All these theories have been determined into two
categories:
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 Process Theories: These are well known as the need of motivation theories that major
focus over the stimulation requirements. This finds the expectation ways that is related to
motivation.
 Content Theories: In this, evaluation of attempting and direction of conflicts linked with
attribute and behaviour along with its procedure of working in an organisation.
Here are mentioned some major theories of motivation useful for Tesco:
Hierarchy Need Theory of Maslow
According to theory of need, Maslow has distinguished entire need of human
requirements into give basic levels that is needed to be followed by each organisation and worker
(Colquitt and et. al., 2011). This comply the framework which is set on the basis of higher and
lower priorities that have eliminated as: Psychological Need: This document the basis requirements of human being i.e. shelter,
need and food etc. Social Need: It includes those need which is required to satisfy needs of employee such
as family, friends, love, support, belonging etc. Safety Need: It consist of safety requirements for well-being of individual at workplace
such as financial security, personal need etc. Self-Actualisation: These need refer to attaining what stimulate the person to desire to
accomplish. Self-esteem Need: This consist of expectation and need linked with self-respected and
confidence of employee.
Two factor Theory of Hertzberg
Hertzberg argues that a human being need stimulation in proper way for working in a
company and retaining for a longer time. This can be attained from two elements i.e.: Hygiene Factors: These factors influence employee while they are absent in the working
environment at Tesco (Vasu, Stewart and Garson Eds., 2017). Their existence may not
affect people but the absence of these factors create a great impact on working schedule
of worker. Such as if an individual is regularly taking drugs for a longer period , he or
she, in absence of one day of drugs, would be stressed and feel anxiety level. Same at
benefits of security and working in organization affect employee and their working
performance.
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 Motivators: These elements often present at the working environment and create no
dissatisfaction even if they are not present at workplace sometimes. For e.g. self-
actualisation need of employee (Umphress, Bingham and Mitchell, 2010).
ERG Theory of Alderfer
According to the concept of Alderfer, worker needs are classified within three basic
divisions which are mentioned as below: Growth Need: Worker's potential is identified and developed of competences that is
coordinated. Relatedness Requirements: It evaluate the worker's relation with the organisation and
their colleagues.
 Existence Need: It examine the physic and worker's fitness.
Understanding the requirements of motivation, Tesco believes in adopting proper strategy
and theory of motivation in order to provide their worker stimulation after a time period and get
the maximum outcome out of the operated activities. Enterprise render priorities to worker's
priorities as well as delivering needs the better living elements. They coordinate several activities
that can create better work through training and development for positive and flexible workplace
in order to perform complicated task (Locke ed., 2011). Implying the theory of Maslow's need
Hierarchy, they have eliminated the criteria of working in different division in order to provide
proper motivation I different factors. This helps in managing worker in proper and effective way.
Inspiration lead them toward achievements of need and objectives, Tesco deals with intrinsic
stimulation and therapy for concealing issues and meet the desired outcome. Employee of Tesco
are able to meet their best outcome cause of their activities and workplace satisfaction which
have made enterprise one of the largest enterprise.
TASK 3
P3. Understanding of what makes an effective team as opposed to an effective team
'Two heads are way effective than one' proved that teamwork is more effective than
handling situation individually. An organisation is made of people that requires to coordinate
various teams for managing work in more effective way. A people's group who perform together
in accomplishing a specific goal or purpose can be called team. Tesco have determined some
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effective team in different division for attaining different work. But initially, this is require to
understand the types of teams i.e.: Effective Team: Such type of team contain knowledge and understanding among team
members as well as work entire activities together in order to meet outcome (Restubog
and et. al., 2011).
 Ineffective Teams: Such team members do not involve and share their views and
opinions that enable them in understanding lack among each other.
A company like Tesco contains several different groups or team types according to
elimination and categorised for meeting different purposes in distinct departments. Here are the
basic of them: Functional team: Such team perform their function in effective way in Tesco that
includes members from same department. Such people are subordinated by Tesco's
manager who lead and coordinate their while members for meeting the determined
objectives. This consist of major 4 individuals i.e. record keeper, controller of documents,
progress chaser and team leader who monitor and manage entire process n different
segments. Problem solving team: Members of team are often selected from different experts from
distinct division. The purpose this tea is to solve issues and conflicts emerged in Tesco.
The members are usually selected on temporary basis that keep changing for rendering
and entry of new ideas. Work group: These teams are based on working types and tasks which is allotted to
different groups tin Tesco. Such as team of marketing. Quality team: These team solve and manage the issues linked with products, work and
service quality (Morgeson and et. al., 2013). It help in building communication among
workplace which are often functional and impermanent. The duty of this type of teams is
to enhance work quality and increase the productivity of enterprise in effective way.
Benefits of Team Working
Tuckmans' Team Development Concept
This discuss the team evolution in effective way which consist of:
Norming: employee are allotted some duties
and role such as taking essential decision that
Storming: Group members prove their decision
and performance are being taken after
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undertake opinion of each individual. discussing it.
Performing: Team are informed about work or
task which they perform without even leader
presences.
Forming: members of team more depend on
the guidance and direction of leader.
On the basis of Tuckman's model, Tesco team members have developed a maturity and
understanding level among themselves (Lazaroiu, 2015). It avail them in meeting set target and
allow the leader to change their style of leadership according to situation. This help in enhancing
team performance including new and existing team.
Benefits of Team at Workplace
Team working is like breaking the woods bundles that an individual is unable to. There
are various benefits of team working which not only advantages for organisation but also worker
who perform as a team such as enhance of communication skills, widen knowledge criteria etc.
Here are mentioned some of those Tesco benefits:
 Team dynamics helps in foster creativity and leaning of organisation through
brainstorming ideas and opinion from diverged views of different members of team.
 This helps in building trust among the organization enhancing the behaviour of each
individuals that can avail in managing credibility among enterprise which evolve overall
Tesco's positioning and work.
 Promote a broad sense of ownership and credit of work to employee as well as Tesco as
well. Company promote their worker's performance which is major elements (Nelson and
Quick, 2013). This helps in encouraging worker in feeling more grateful and proud for
their contribution to Tesco.
There are many other benefits of team working approach this can make a work more easy
and effective enhancing work abilities and working style of worker and enterprise. Tesco can
meet to best level of organisational behaviour through help of teams working.
TASK 4
P4 Concepts and philosophies of organisational behaviour
Organisational behaviour is liable for forecasting about human behaviour within
workplace. In other words, it determines the evaluation of employees reaction towards a
particular task or activity. The prime objective of OB is to get optimum utilisation of available
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resources; it is also liable for attaining and retaining employees for long term period so that firm
can achieve its goals and objectives in an effective manner. Apart from this, business
organisations usage different theories in order to eliminate disputes and conflicts from workplace
and generate a healthy working atmosphere (Lazaroiu, 2015). In TESCO, different issues are
being occurred that can effect behaviour and attitude of staff members. Such problems can be
related with discriminations, communication, employee engagement etc. they effect employees'
performance level. Therefore, if firms does not have effective workforce then they cannot
survive for long term in market. In order to overcome from this issues, managers are required to
formulate an efficient organisational cultural in which people can feel free work and interact
easily.
Path Goal Theory of Leadership
According to the concept, it is argued that styles and behaviour of leadership always
remain according the situation and circumstances as well as business deals. The main purpose of
this leadership style changes is to gain and meet worker according to the need of Tesco in order
to get the motivation among employee for meeting desired outcome of organisation. This theory
is linked with the V room's theory of motivation according which the worker perform their
activities according to desired outcome and demand of enterprise. This is the reason why it is
also called as expectancy theory. It can be claimed as the process in which the leader's behaviour
would be chosen to suit the worker for leading in effective manner for maximising benefits of
applied operations. The levels which have been complied in this concept are:
 Determining characteristics and worker environment.
 Selections of leadership styles. Focus over the elements of motivation that can help employee in meeting the success. Characteristics of Worker: According to respected theory, employee are able enough to
set the behaviour of team or organisation leader on need, demand and expectation of
different condition. Characteristics of Environment: The major focus of this is to resolve the issues and
conflicts of employee. The role of a leader in organisation like Tesco is to come up with
effective and best solution of the issues for performing functions in effective way (Osland
and Turner, 2011). There are several duties that a leader have to deal with that consist of
structuring teams, work allocation, system administration etc.
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 Style of Leadership: In this concept, there are major four types of leadership i.e.
supportive, achievement, participative and directive. All of these are used according to
worker need and requirements of leaders.
 Application: In this theory, leader agrees that employee should be of flexible which
means they can change their decoding capacity and styles according to circumstances and
situation.
In this relation, Path goal theory is used that shows managers' behaviour which matches
with organisational environment for accomplishing better outcomes. It is necessary for leaders to
react ethically towards any work based problem.
There are several issues and threats are faced by multinational organisations while
operating at global level. Such aspects also put a vast impact on workers' productivity and
performance level in an adverse manner. In this relation, business organisation is used Path goal
theory; through which managers can easily guided their employees for getting better future
outcomes.
Apart from this team building is most imperative work for managers so as to manage all
working activities and tasks. For this, TESCO can use various philosophies and concepts so as to
satisfy needs and wants of individuals in the best possible manner.
CONCLUSION
It can be summarised from the above report that organisation and worker both are
independent bodies but rely on each there for the purpose of development. Their behaviour
affects the outcome of company in significant way. Culture, policies and power of an enterprise
affects the growing and structure of company that can lead them toward success or fall. Through
motivation, which is most significant part of an enterprise, a firm can retain their worker. There
are various theories and models of motivation that can be adopted by a company for
development. Also through managing team dynamics, enterprise can meet the desired outcome in
more significant manner.
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