Organisational Behaviour: Culture, Power, and Motivation at Tesco Plc

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This report provides an in-depth analysis of organisational behaviour within Tesco Plc, a prominent UK-based multinational retailer. It explores how organisational culture, power dynamics, and political influences affect individual and team behaviour, as well as overall performance. The report delves into Charles Handy's model of organisational culture, examining power, task, person, and role cultures and their application within Tesco. Furthermore, it investigates the impact of organisational power, including legitimate, expert, coercive, referent, and reward power sources. The report also evaluates motivation theories, including Vroom's expectancy theory and Maslow's hierarchy of needs, to assess how Tesco motivates its employees to achieve goals. The content highlights the importance of a positive work environment and the application of various theories to enhance employee performance and organisational success. The report concludes by offering insights into how Tesco can foster a more effective and productive workplace by leveraging these organisational behaviour principles.
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ORGANISATIONAL
BEHAVIOUR
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyses of how an organisation culture, politics and power can influence individual and
team behaviour and performance................................................................................................1
TASK 2............................................................................................................................................4
P2 Theories and techniques which enables effective achievement of goals in an organisational
context.........................................................................................................................................4
TASK 3............................................................................................................................................6
P3 Demonstration on Effective Team as compared to Ineffective Team...................................6
TASK 4............................................................................................................................................8
P4 Concepts and philosophies of organisation behaviour within an organisational context and
given business situation...............................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
.......................................................................................................................................................12
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INTRODUCTION
Organisational behaviour is a act in which individuals interact with each other. It is a
study in which both individual and teams work together in a similar organisation. It is an
important aspect for every company as individuals can work in a business enterprise only when it
has a positive organisation behaviour. It is also essential for organisation to have coordination
and relationship between all employees at workplace. By this, they can perform their activities
well and can resolve their issues in groups and teams (Kim and Chang, 2014). This report is
prepared in context of Tesco Plc which is a most popular brand of UK. It is British multinational
retailer company which deals in grocery and general merchandise products. This report discussed
about how organisation culture, power and politics can influence individual and team behaviour
and their performance. Along with this, process and content theories of motivation which enables
effective achievement of goal in organisation is also evaluated in this report. Lastly, some
concepts and philosophies of organisation behaviour is also specified in this project.
TASK 1
P1 Analyses of how an organisation culture, politics and power can influence individual and
team behaviour and performance
Organisation behaviour is a an of developing relationship with each other in a business
enterprise. It has a direct impact on organisational functions and overall performance of
employees. Along with this, organisation culture is also an important factor of organisation
behaviour. Culture can be positive as well as negative which can affect operations of company.
Positive culture results in better outcomes, increases performance and level of productivity. On
the other hand, negativity can influence performance of staff members which leads to failure
(Moxham and Kauppi, 2014). In addition to this, politics and power also impacts organisation in
achievement of success and growth. In context of Tesco Plc, the organisation behaviour, culture
and power can also influence company's overall structure and performance. It is crucial for
company to maintain positive culture in environment which helps employees to perform well and
achieve their goals in allotted time frame. In this, there are four types of culture given by
Charles handy which are as follows:
Charles Handy model of organisation culture
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Power – It refers to the ability to take decisions and manage whole working of
organisation. In organisation, power remains in hands of senior authorities and are
authorised to make decisions. These are the individuals who looks after the operations of
business and delegate responsibilities to other staff members in company. In this type of
culture, the staff members have follow rules and complete tasks in assigned times (Sarti,
2014). They cannot violate rules and have no liberty to share their views and ideas to
superiors. In context of Tesco Plc, the manager of company and other senior authorities
follows power culture in which they give instructions to their employees. It is essential
for staff members to follow orders and all rules or regulations of company.
Task culture – According to this culture, teams are created in organisation to achieve
goals and objectives together. This helps them to face all situations and resolve all issues
arises during their projects. In this, there are four or five employees in one team which
contributes their efforts with aim of accomplishing tasks in time frame. In Tesco Plc, the
manager of company also segments staff members in different team which assists them to
face all challenges and circumstances during their operations. This culture brings together
right employees at suitable level of job profile.
Person culture – Under this culture, the employees feels that they are more important
rather than organisation. In this, staff members are not emotionally attached with
company as they come only for sake of money. They do not take any risk for
management operations as their only motto is to complete given task or projects. In case
of Tesco Plc, the person culture is also called unusual culture as members are seldom
loyal to organisation.
Role culture – This is also another component of Handy culture. In this, the members of
company are assigned with some roles and responsibilities which they have to complete
with in allotted time frame. Each employee is accountable for their own projects and
responsibilities (Farzaneh, Dehghanpour Farashah and Kazemi, 2014). The manager of
Tesco Plc also assign projects and tasks to their employees according to employees
education, qualification and interest. This helps them to work easily and effectively. In
addition to this, employees gives their best and willingly accepts all challenges and
situations.
Organisation power
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It refers to the power in which higher authorities are able to make decisions and delegate
roles or responsibilities to other members of company. In this, there are five sources of power
follows by Tesco Plc follows to achieve goals and objectives which are as follows:
Legitimate power – It is also known as positional power. Under this section, the
manager or other person holds this power in which they delegate responsibilities to their
subordinates (Karatepe and Shahriari, 2014). In this, managers give feedbacks to their
employees on activities performed by them. This power is also hold by manager of Tesco
Plc in which they gives instructions and orders to staff members to follow. This is derived
from the position hold by the company's hierarchy.
Expert power – This power is derived from knowledge, experience and one's expertise
in a particular section. This power is give to those people who have professional
knowledge and are highly valued by organisation. This is hold by senior management or
authorities of organisation involves senior managers. In Tesco Plc, the authorities of
company holds expert power which helps employees in their tasks and resolve issues if
arises in their projects. They have professional knowledge and abilities to face
challenges.
Coercive power – This power is used to threaten or coerce employees of company. It
considered by the management to enforce strict deadlines and punishable actions at work
place. This power involves, terminations, leave cut and reduction in salaries if any
employee violate form responsibilities and do not preform their jobs well. In reference of
Tesco Plc, the manager of company can hold this power which enable them to delegate
projects and deadlines. In this, they need to be strict and ensure that employees complete
their work within allotted time frame.
Referent power – This power is based on interpersonal interaction of employees with
other members in organisation (Appiah and Sarpong, 2015). In this, charismatic or
creative individual holds referent power as they have power to cultivate coordination and
relationship wit other people. This can also be hold by charismatic employee of Tecso Plc
which have abilities to interact with other members of company.
Reward power – Under this, the senior authority or manager of company gives rewards
to their employees on the basis of their individual performance. This involves,
promotions, incentives, positive appraisals, etc. This power is also considered by Tecso
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Plc which help them to retain employees for longer period of time. In this, managers also
encourages employees so that they can perform their activities well.
Politics
Politics is a factor carries many negative connotations which exist in almost every
organisation. This can also be an another factor which can influence individual, team behaviour
and performance of organisation (Cohen, Mou and Trope, 2014). Politics played in management
can creates negativity and affects organisation overall performance. In this, Tesco Plc should
ensures that such things cannot happen at work place which can affects their goal and growth of
company. It is also important for them to maintain healthy atmosphere at workplace which
enhances productivity and performance level of company.
TASK 2
P2 Theories and techniques which enables effective achievement of goals in an organisational
context
Motivation and encouragement is an important aspect for every employee of company.
This helps them to perform their activities well and in achieving goals in allotted time frame. It is
also essential for organisation to offer rewards such as, promotions, incentives, positive
performance appraisal, etc. to their employees. This leads business enterprise to make their
employees stay in company for long time and to contribute their efforts to attain target and
objectives (Mustafa, Ramos and Man, 2015). In Tesco plc, the company also motivates its
employees to reach their set targets. In order to enhance overall performance, company uses
process and content theories to motivates staff members.
Process theory of motivation
It refers to the tool or system which defines how entity creates and changes. This theory
is also considered by Tesco Plc, which helps them to motivate employees towards organisation.
By this, staff members can also perform well their activities well. It involves vroom's expectancy
theory which company should adopt to encourage their members.
Vroom's Expectancy theory
This theory is developed by Victor Vroom which explains motivation as a process and
alternative form of voluntary behaviour. The author explains that encouragement will results in
better outcomes. It involves some factors which are as follows:
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Expectancy – It refers to the contribution of efforts by employee to achieve their goals
and perform well. This factor of Vroom's expectancy states that if a staff members make
efforts than they will definitely achieve better outcomes and success. In case of Tesco
Plc, company should consider this factors which helps them to motivate their employees
to work harder and attain goals.
Instrumentality – In this, author defines that functions which employee performs and
their goals have a kind of connections between them (Lee, 2015). If employees works
harder, than they will get rewards and positive performance appraisal in return. In Tesco
Plc, this can also assists company to motivate their employees to give their best.
Valence – It refers to the value or efforts of individual to attain outcomes expected by
them. In Tesco Plc, the employees will contribute their efforts only when they get
outcomes and results which they expect. In this case the valence is zero as employee will
not motivate. So company should should reward staff members according to their level of
performance which will enhance their level of performance and motivation.
Content theory of motivation
This theory is also called need theories which is developed by Abraham Maslow.
According to this theory, it is important for company to fulfill basic needs of employees.
This will assist company to retain its staff members in company for longer period of time. It
involves all social needs, psychological needs, esteem needs and many more. It is also
considered by Tesco Plc which helps them to motivate employees and understand human needs.
Maslow's Need Hierarchy Theory
Psychological needs – This need involves basic needs of human such as, air water,
accommodation, clothing, etc. These are very essential factors for every human which
they want to live and work. The manager of Tesco Plc, should also focus on this and
provide psychological needs to its staff members. They should provide appropriate
salaries and accommodation facilities to employees so that they willingly work with
company and can fulfill all needs (Walston, 2014).
Social needs – It is also essential for an individual to retain in company for longer time.
It involves love, care, respect, belongingness and affection In this, the manager of Tesco
Plc should promote and motivate teams which leads them to generate feelings and
relationship between all employees.
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Safety needs – The senior authorities of Tesco Plc should also provide all safety needs to
their employees. This component includes, safety of job, financial security, physical
safety, health, etc. By this, staff member will get motivation towards their work and will
contributes their efforts to accompany goals and objectives (Blackstock and et. al., 2015).
Esteem needs – It involves respect and reputation of an individual. It is also an important
factor to be considered by manager of Tecso Plc. They should also gives full respect to
employee of all levels whether they belongs to low or top level. Company should
appreciate staff members on accomplishing their tasks.
Self-actualization needs – In this, manager of Tesco Plc should also provide training
session to their employees which helps them to enhance their knowledge and future
opportunities. This factor involves desire of education and knowledge.
TASK 3
P3 Demonstration on Effective Team as compared to Ineffective Team
Teamwork is important for company to achieve organizational goals an objectives in
allotted their frame. This also leads in creating better coordination and relationship between
employees and organization. It is important for company to provide equal opportunities to all
employee working in organization. In context of Tesco Plc, the manager of company should also
develop teams and divide staff members in different groups according to their level of
performance. This helps staff members to enhance their skills and abilities. Along with this, the
manager should assign roles and projects to staff members according to their level or skills.
Effective teams – Members of this team have capabilities and skills to accomplish their
goals and tasks administered by their senior authority of organization (Wu and Chu, 2015).
Ineffective team – Members of this team are said to be ineffective because their they not
show any interest towards achievement of goals and objectives. There is lack of coordination
between team members of company.
Difference between effective and ineffective team
Effective team Ineffective team
In this, managers of company gives all
information about goals and objectives to
be achieved.
The members of these teams are not provided with
all information but only given specific details
about projects and responsibilities.
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The members of effective teams are
involved in planning and decision-making
process.
In this, the employees are not involved in decision
making and process of planning. Only few
members get opportunities in it.
In this, team members listen to each other
and share their opinions and ideas.
According to this, the employees of ineffective
teams are not interested to share their view and
they also listen to each other.
In this, the actions taken by members are
clear and they also monitors them timely.
In this, actions are tend to be unclear. Their main
motto is to achieve goals without monitoring their
actions done by them.
Thus, there are different theories which Tesco Plc should consider to make their teams
effective an reach organization goals in allotted time frame. These theories are as follows:
Belbin's theory of team roles
This theory is given by Dr. Meredith Belbin to improve team performance and skills of
employees. It involves nine team roles which are as follows:
Shaper – These are the individuals who gives challenges to improve performance of
their teams. In Tesco Plc, shaper ensures teams to keep hard working without losing their
hopes and focus.
Implementer These are members who implements strategies and appropriate
techniques to carry out all goals in effective manner. Implementer also helps Tesco Plc
in achieving their targets.
Complete finisher – These members also plays an important role in company. They also
Tesco Plc and monitors works done by employees. They also make improvements if
required and rectify errors.
Plant – These members are highly creative and imaginative in nature. They provide
solutions of all issues which occurred in during tasks (Ture and Ganesh, 2014). They
also plays an essential part in Tesco plc as their resolve all issues of employees and
provide different ideas to overcome with problems.
Monitor evaluator – It provides judgments in projects where required. They are serious
minded and prudent individuals. They also helps Teco Plc in achieving goals as they
have critical thinking ability and good capacity of shrewd judgments.
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Specialist – These individuals provide depth knowledge of key areas and tasks. By this,
Tesco Plc can easily attain its goals as they assist company providing specialist
knowledge.
Resource investigator – This involves individuals who are extrovert, enthusiastic,
communicative, explore opportunities and develop new contacts. They are considered as
over optimistic and loses interest once initial enthusiasm has passed (Grealish and et. al.,
2015).
Coordinator – These individuals are mature, confident, clarify goals, promote decision
making and delegates also. They can often be seen as manipulative and off loads
personal work.
Team worker – It includes people who are cooperative, mild, perceptive and diplomatic
but indecisive in crunch conditions. They properly listen to other team members, builds
and averts friction.
TASK 4
P4 Concepts and philosophies of organisation behaviour within an organisational context and
given business situation
Organisation behaviour can be described as subset of management activities concerned
with understanding, predicting and influencing individual behaviour in organisational setting. It
involves various policies and regulations of an organisation which are required to be followed by
every staff member while working together or interacting with colleagues at work place. It will
provide support to establish more effective as well as efficient working environment which is
helpful to employees for performing in proper manner (Dasgupta, Suar and Singh, 2014).
Organisational behaviour involves several factors including people, structure of organisation,
technology and environment. At the other hand, concept of organisation behaviour is based on
nature people and organisation. It includes nature of people with their individual difference,
perception, skills, motivated behaviour & value of a person. Additionally, nature of organisation
consists social system, mutual interest, policies and ethics of working.
In context of Tesco plc., they have an effective organisational behaviour due to
implemented strategies and policies. They have geographical based structure and share friendly
culture where employees will feel comfortable which make them easy to perform their tasks with
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proper focus. However, it includes decentralised structure which helps to make workers feel
valuable along with reduced burden of work pressure that results into conducting operations
appropriately. Moreover, employee empowerment is high in Tesco plc and decentralised
decision making provide support to solve problems immediately and remove threats of outcomes
in correct way. Furthermore, Tesco follows hierarchical organisational structure in which
structure, positions and obligation are divided into many parts to make sure that work will be
completed efficiently and smoothly on regular basis. In addition to this, they have flexible
working environment which make employee efficient to perform in multiple shifts and work in
different situations easily. Meanwhile, every organisation has several concepts and philosophies
which are followed by them as per desired business in terms of organising peaceful working
environment.
Path goal theory
The path goal theory is an effective thought as a process which helps to leaders to
determine specific behaviour that are best suitable for completing actual needs of employees and
establish working environment in organisation. It is favourable for guiding staff members
through their path ion order to generating desired outcomes in their regular activities. In context
of Tesco plc, they can adopt path goal theory for improving their organisational culture by
focussing on respective factors of this theory which are explained further –
Task and Environmental Characteristics – This involves various tasks which are
required to be carried out for completing targets in daily basis through creating better outcomes
(Kam and et. al., 2014). It involves the criteria of designing different tasks by applying formal
authority system so that they can be complete properly in Tesco plc. However, it also include to
facilitate working in group for employees by following correct direction in achieve desired
results.
Employee characteristics – The employee characteristics refers to skills, educational
ability, experience and other specialised capabilities which provide support to make perfection in
work. Leaders of Tesco plc are required to allocate tasks as per specialised field of employees so
that they can work comfortably along with generating better productivity.
Path goal Leadership – This refers to consider employee characteristics and suitable
leadership style such as directive, supportive, participative & achievement oriented. However,
these factors should be considered in Tesco plc for organising better organisational behaviour.
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moreover, it involves the criteria of concentrating on defining goals, clarify desired path, remove
present obstacles and provide support.
Goals – This can be described as to establish effective goals which are favourable for
improving brand image of Tesco plc and enhance growth in future.
CONCLUSION
From the above report, it is conclude that organisational behaviour is a set of
management activities concerned with understanding, predicting and influencing individual
behaviour in organisation. It includes impacts of power including legitimate, expert, coercive,
referent & reward and culture with task culture, person culture & role culture on performance.
However, it involves process and content theory of motivation such as Vroom's expectancy
theory and Maslow's need hierarchy theory. In addition to this, Beblin theory of improving team
performance with its several roles including shaper, implementer, complete finisher, plant,
monitor evaluator, specialist, resource investigator, coordinator and team worker. Furthermore,
concept of organizational behavior involves path goal theory with certain factors such as task &
environmental characteristics, employee characteristics, path goal leadership and goals.
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