Organisational Behaviour Concepts: Tesco's Business Situation Analysis

This report provides an analysis of organisational behaviour within Tesco, a British multinational grocery retailer, focusing on the impact of culture, politics, and power on individual and team performance. It discusses various motivational theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, Skinner's Reinforcement Theory, and Vroom's Expectancy Theory, and their implications for achieving organisational goals. The report also highlights the factors that contribute to effective versus ineffective teams, referencing the Tuckman Model of team development. Furthermore, it applies organisational behaviour concepts to Tesco's specific business situation, examining the positive and negative impacts of cultural shifts, political influences, and power dynamics on employee behaviour and overall productivity. The analysis concludes by emphasising the importance of understanding and managing these factors to improve organisational performance and employee satisfaction within Tesco.

Organisational
Behaviour

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Effect of culture, politics and power of organisation on individual and team behaviour and
performance............................................................................................................................1
TASK 2............................................................................................................................................3
P2 Discussion of theories of motivation which implies effect on the achievement of
organisational goals................................................................................................................3
P3 Highlight the factors which makes an effective team as opposed to an ineffective team.5
TASK 4............................................................................................................................................7
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and given business situation......................................................................................7
CONCLUSION................................................................................................................................8
References:.......................................................................................................................................9

INTRODUCTION
Organizational Behaviour leads to the provides various guidance to the organization.
Studying about the OB result in knowing and predicting the corporate activity. Along with this, it
is also analysed that, it also help the organisation in analysing the stability and progress of the
organisation. Employees perform their best at the work place when they feel motivated. Hence it
is important for organization to motivate them which result in the establishment of
interrelationship with the organisation. This report is made for the purpose of knowing about the
importance of organizational behaviour in the context of Tesco. It is a British multinational
grocery retailer. In 1919, it was founded by Jack Cohen. It's headquarter is located in Welwyn
Garden City, Hertfordshire, England, United Kingdom. It has been found that currently they are
serving at more than 7000 locations. This report deals with the influence of culture, power,
politics on the behaviour of others, motivation of individual, ways of cooperating with others and
the philosophies of organisational behaviour.
TASK 1
P1 Effect of culture, politics and power of organisation on individual and team behaviour and
performance.
The culture of organization of Tesco is changing. Below mentioned are the several apects
of organizational culture which have been analysed in the context of Tesco: Power Culture: It gives the permission to a very limited person to enjoy the power of
position. Those people have the complete power to make the decision for organisation.
Such people are found to be elite at the work place. These people have the
responsibilities of other employees. Under this work culture, the employees are not
allowed to present their views (Kutnjak Ivković and et. al., 2020). Task Culture: This culture is depend on the performance of team at work place. Under
this culture, the teams are made for the purpose of achieving goals and objectives of
organisation. It gives the opportunity of equal contribution for the purpose of completing
the assigned task in effective manner. Person Culture: The organizations who follows the person culture basically highlight
the the importance of employees. Under this culture, the employees do more focus on the
individual benefit as compared to the organisational profit.
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 Role Culture: This culture of organisation point up on the assigned roles of the
employees. The roles are assigned to the employees on the basis of their specialization,
experience and educational qualification. This culture provide the opportunity of making
selection of the job role.
The external power and political scenario of United Kingdom influence the corporate
culture of Tesco. The affect of political scenario of country can be removed by the
implementation of cultural norms and organizational cultural models at work place (Karem and
et. al., 2019).
The changes in the management of Tesco have been take place after analysing the
changes in the political scenario. Increase in the creativity in the organisation leads to the
improvement in the organisational culture. The management of Tesco introduced policies
through which they connect directly with the audience. It also result in the betterment in the
relationship among the employees in the organisation. Along with this, because of Bureaucratic
approach, organisation faced several changes.
It has been concluded that the culture, power and politics implies impact on the Tesco
company. It also affect the decision making strategy of organisation. It's main focus is tyo
establish the interrelation of employees in the organisation along with the customers and
individuals which are related to the organisation (Li and et. al., 2019). These three factors bring
the changes in the overall productivity of the organisation. In the organisation of Tesco, because
of changes of culture, interference of politics and influence of power result in the change of
behaviour of organisation along with their culture. These changes bring the change in the
working environment of Tesco which leads to the improvement of working performance of
employees. Also, it has been found that these factors have positive as well as negative impact on
organisational behaviour of Tesco. As a result, the implementation of power and politics leads to
the new changes which include reward system, under which several rewards have been provided
to the employees on the basis of their performance at work place. On the other hand, the power
has been brutal for the employees, only because of misuse of power by various officials in the
organisation.
Secondly, the use of politics at the work place result in the improvement in the
performance of the Tesco as they are conforming the elements from various political structure
(Mirga, A., 2021). Which are currently applying the country. The adaption of these policies
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result in the improvement of productivity but on the other hand, because of these policies the
employees of organisation get involve in the unethical practices take place at work place.
TASK 2
P2 Discussion of theories of motivation which implies effect on the achievement of
organisational goals.
Motivation can be defined as the process which maintain a goal oriented behaviour at
work place which leads to the improvement of performance of employees in order to achieving
the organisational goals and objectives. The main purpose of theories of motivation is to analyse
the process of motivation or the process how to motivate the people (Adebola, S., 2019). The
motivation theories have been divided into two categories:
Content Theories: These theories are also known as need theory as it leads to directing
the human behaviour by doing focus on the internal factors. These theories focus on the answer
of “what motivate the human” Major content theories include: Maslow's need Hierarchy Theory,
ERG theory, Herzberg's Two Factor Theory, McClelland Theory of Need and Porter and Lawler
Theory. Some of them are explained below: Maslow's Need Hierarchy Theory: This theory was introduced by Smith and Cronje in
1992. it is based on the real facts which explained the priority according to the
importance of their need. By analysing the basic, physical, psychological, social and
biological needs of human being (Nielsen and et. al., 2019). In simple words, this theory
state that the human can be motivated when all the needs have been satisfied:
◦ Physiological need: These are the basic need of human which are necessary to fulfil
for surviving the life. It include food, cloth, water, home.
◦ Safety Need: On the second step, human feel unsecured. In order to fulfilling the
safety and security factors which include health, job, finance and many more. Tesco
is providing complete security to their employees in order to motivating them
towards the organisation by providing health insurance, home loans and others.
◦ Social Needs: As human is a social animal. At this level, human wants friends,
family and loved once so that not to feel alone. Tesco has made several groups like
sports team, club parties and other creative activities group.
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◦ Self Esteem: After fulfilling the above mentioned four needs, human always desire
to have self confidence and ego. They want to live their life with full of respect.
Managers of Tesco do the promotion of employees on time to maintain their respect
on the basis of work performance.
◦ Self Actualization: It can be defined as the need of human under which the employee
work for gaining self fulfilment and full realization so that they will able to perform
all the tasks. Herzberg's Theory: This is a two factor theory as it give the reply to manager how to
motivate the employees in order to improving their work performance. The two factors
of this theory are given below:
◦ Hygiene factors: It refers to those factors which do not provide long term
satisfaction to employees but it is necessary to present at work place otherwise the
absence of these factors demotivate the employees. Such factor include health care
policy, working environment, salary of employees and many more. Hygiene factors
and job satisfaction are directly proportional to each other.
◦ Motivating Factors: The presence of these factors are not necessary for employees
but these factors result in effectively influence the employees towards the work. It
include the promotion, growth, respect etc. it also state that improvement in
motivating factors implies increase in job satisfaction.
Process Theories: These theories checks psychological and behavioural processes of
individual and motivate the employees to achieve organisational goals and targets. Basically this
theory develops changes in the organisation to perform in a better way (Norlin, L.M., 2020). It
inlcude Skinner's Reinforcement Theory, Vroom's Expectancy Theory, Adam's Equity Theory
and Locke's Setting Theory. Some of them are explained below: Skinner's Reinforcement Theory: In 1930s, this theory was presented by BF Skinner.
Skinner's Reinforcement Theory states that the behaviour of managers towards
employees is the only function of its outcome. Basically this theory focuses on the
internal values of employees. In every organisation, managers should take care of the
employees respect and internal feelings and treat positively with them, so that the
employees feel motivate and gives their best result. If the employees are not working
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properly, the manager should tell the mistakes done by the employees in a very polite
way, so that employees can also give positive result. Vroom's Expectancy Theory: Under this theory, Victor Vroom defines some factors on
which the performance of employee is depend. It include ability, skills, knowledge and
personality (Raharja and et. al., 2019). It is found that, by motivating the employees and
providing them a positive & healthy work environment leads to the improvement of skills
and abilities of employees which result in the effectiveness in their work performance.
Along with this, following are the factors on which the motivation of employees is
depend:
◦ Valence: In order to motivating the employees, the managers are required to know
about the requirements of employees and how they can fulfil them. Managers
consider rewards system, time-off, promotions etc. to motivate their employees.
◦ Expectancy: Under this factor, managers communicate the expectations of
organisation to the employees and for obtaining their best performance, they provide
trainings and resources to employees (Schuster and et. al., 2020).
◦ Instrumentality: Under this factor of Vroom's theory, managers properly
communicate all the targets to the employees and promise them to provide rewards in
order to developing the feeling of motivation in the employees. It is the major
responsibility of manager to complete their promises by providing rewards.
P3 Highlight the factors which makes an effective team as opposed to an ineffective team.
Behind the success of every organisation, it has been found the efforts of effective team.
Such teams leads to the improvement of quality along with facilitating the completion of projects
by increasing the productivity and efficiency. Tesco ha developed teams at their work place
which result in the optimum utilization of resources along with bringing the talents and skills of
each individual which leads to the contribution in the success of organisation.
Features of an effective team include the presence of clear purpose which include vision,
mission, goals and task of team (Shah 2019). All the team members feel informal, comfortable
and relaxed which remove tension and signs of boredom. It also leads to the encouraging the
team members to participate. Open communication among the employees is the another
characteristic of an effective team.
Tuckman Model of team development
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Tesco is required to learn about to work in an effective manner which comes under team
development. A psychologist Bruce Tuckman recognise a a process of team development which
include five stages i.e. forming, storming, performing and adjourning which are explained below: Forming: Under this stage, a team has been formed and every team member show their
best behaviour. It can be said that it is a period of orientation and getting acquainted.
Because of high uncertainty, people are looking for the authority and leadership. Storming: It can be considered as a most difficult time for all the team members as all the
members get busy in building and gaining the trust of each other. The team is required to
refocus on their goals under which the complete goal has been divided in various small
parts. All the team members are required to develop task related skills so that they can
remove the management conflicts. Norming: Under this stage, the members of team do focus on the goal of complete team
and implies result in the improvement in the productivity in both individual as well as
collective work. It can be consider as the perfect time in order to do the evaluation of
team processes and productivity.
 Performing: After norming, team develop the process through which they can achieve
the organisational goals. Team members work on their skills and knowledge so that they
can complete the task in an effective and efficient manner. They also work constantly for
the improvement of team development (Sievert 2021). The team is on the way to achieve
the objectives, performance is to be measured and analysed the success.
Difference between effective and ineffective team
Basis Effective Team Ineffective Team
Atmosphere It leads to the development of
informal atmosphere at
workplace
It create an atmosphere full of
tension.
Clarity Tasks and objectives are
cleared to each and every
member of team
Tasks and objectives along
with the actions are not cleared
with the team members.
Decisions Decisions in this team are
made on the basis of their
All the decisions in ineffective
teams are taken by the
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consensus. majority which are rejected by
the minority.
Expression of ideas Under this team, ideas are
expressed very openly and
freely (Sony 2019).
The ideas and feelings are
taken hidden because of the
fear of being criticized.
Discussion It has been done with the wide
participation of team members.
Decisions are taken by one or
two individuals. So there is no
chance of discussion.
TASK 4
P4 Apply concepts and philosophies of organisational behaviour within an organisational context
and given business situation.
The philosophies and concepts of organizational behavior are totally based on the essence
of workers and Organization as well. Nature of people working in the organization can be
considered as the basic qualities of a individual as it include in the business organization which
are same old different. Nature of a people gets affected by the several factors which include
individual difference, motivated behavior, perception and many more. It is found that Atta in the
workplace of Tesco the management is approaching indivisible by one on one. This channel
helps the Tesco company in making the decision on the partly basis which is very essential in
analyzing the point of view of employees. It has been made clear on Grounds of being based and
gentleman. Perception can be defined as the ability to notice and winding up things. Another
important element is motivation which is very helpful in the behavior of individuals as it is very
important to influence the individual to work properly at the workplace. It has been found that
the employees of Tesco are highly motivated towards their work because of the availability of
various strategies made by HR department of organization (Weber and et. al., 2019). On the
other hand it is also analyses that some of employees in Tesco are not satisfied with the same
policies and they are affecting in negative at workplace. The persons of the complete
organization referred to the psychic situation of workers which is not enough to make difference
from the physical situations.
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Nature of organization has a vital role in the organization. There are various factors
which affect the nature such as a mutual interest, social system and ethics. Social system can be
defined as the channel of connectivity of organization which connector the stakeholders in a
formal or informal manner. It implies that impact on the behavior of individual as a it works as
mirroring reflector of faith and value of organization for stop moral principle of organization can
be defined by ethics. Tesco is performing their all principles and morality with the standard by
performing various functions such as values, integrity, regulations, values and many more. While
understanding the employees and Organization in a appropriate manner, mutual interest helps for
the same. Individual Difference: this idea comes from the psychology as science state that each
and every person is different. After the day of birth each and every person is unique and
personal experience after birth tend to make people even more different from others
(Xiang and et. al., 2020).
 Motivated behavior: there are various needs of an employee. All the employees work
only to fulfill those needs and demands. For the same purpose they want to improve their
performance at workplace. It is necessary to make employees motivate so that they can
work properly. A path towards increased the needful payment is the best way to enhance
the quality of work.
CONCLUSION
From the above report, it is concluded that the organisational behaviour and motivation
both have an important role in the organisation. It is found that at the work place of Tesco,
positive organisational culture leads to the positive behaviour between all the employees, teams
and individual. Power and politics of an organisation highly influence the work performance of
employees in a positive and negative way. Tesco is using both content and process theory of
motivation, in order to motivating the employees so that they can easily reach at the desired
position of organisation in an effective and efficient manner. It has been suggested to the Tesco
to use Maslow's need Hierarchy Theory from content theories for the purpose of generating the
feeling of motivation in the employees as it help the organisation in motivating employees step
by step effectively. Furthermore, it is also analysed that the effectiveness of a team is an
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important feature of an organisation. This report also state the traits of ineffective team. At the
end, concepts of organisational behaviour has been explained with the help of Path Goal Theory.
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