Tesco's Organisational Culture: Impact on Workforce Motivation

This report examines the organizational behavior within Tesco, a British multinational grocery retailer, focusing on the interplay between organizational culture, politics, power, and workforce motivation. It analyses different organizational culture trends such as power culture, task culture, person culture, and role culture, and their impact on individual and group behavior. The report evaluates content and process theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and how motivational techniques affect performance. Furthermore, it discusses the characteristics of effective teams using Tuckman's model of team development. The analysis concludes by integrating these concepts within Tesco's organizational context, highlighting how external factors and internal policies influence employee behavior and productivity.

Organisational
Cultures and
Workforce Motivation

Table of Contents
INTRODUCTION .......................................................................................................................1
MAIN BODY ...............................................................................................................................1
P1 Examine how an organisation’s culture, politics and power causing respective and group
behaviour and presentation.........................................................................................................1
P2 Measure how contented and procedure theories of motivation and motivational techniques
change effectual accomplishment of content in an organizational matter..................................3
P3 Inform what trade name an effectual team as opponent to an effectiveness squad...............5
P4 Use conception and philosophies of structure activity within an organizational context and
given concern position................................................................................................................7
CONCLUSION .............................................................................................................................8
References:.......................................................................................................................................8

INTRODUCTION
Organizational behaviour provides various guidance to the organisation. Along with
this, it is also analysed that it also assist the company in determining the stability and
progress of the industry. Workers operate their best at the concern whenever they feel
motivated (Alkhadher, Beehr, and Meng, 2020). Moreover it is essential for company to
encourage the workforce which leads to introduction of link with the company. This report
is based on Tesco, it is British multinational grocery retailer. In 1919 it was founded by John
Cohen. Its headquarter is in England, UK. It serve services in worldwide. This report will
cover the concept of organisational behaviour and it trends, policies and powers further it will
explain the ways of corporation with others and the philosophies of OB.
MAIN BODY
P1 Examine how an organisation’s culture, politics and power causing respective and group
behaviour and presentation.
Motivation can be explain as the process which maintain an objectives oriented
behaviour at work place which tends to the development of activities of workforce in relation
of attaining the organisational objectives. The trends of organization of tesco, is altering.
In below mentioned are certain are the aspects of organizational culture which have been
determined in relation of Tesco.
1. Power culture :- it allows the permission to a very limited person to enjoy the
ability of position. Those people have the absolute ability to create the decision for
organisation such individual are found to be selected at the workplace. In this kind
of work culture the staff are not permitted to show their views (Kumar, and
Sharma, D.D., 2018).
2. Task culture :- this kind of culture is reliable on the performance of unit at work
place. Under this trend, the units are made for the reason of attaining objectives and
goals. It gives the possibility of equal contribution for the motive of finishing the
assigned project in impressive ways.
3. Person culture :- the organization who implements the person culture basically
highlight the significance of workers. Under this trend the workers do more
concentrate on the individual advantage as compared to the company profit.
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4. Role culture :- This trend of organisation marks up on the assigned roles of the
workers. The roles are assigned to the staff as per their expertise, learnings and
educational qualification. This trends gives the chance of making selection of job
roles (Baird, and Su, 2018).
The external power and political situation of great Britain influence the corporate culture
of TESCO, the impact of political condition of nation can be removed by the execution
of cultural rules and organization trends at company.
The alteration in the administration of consider company has been take place after
determining in the political situation. Raise in the innovation in the company tends to the
development in the organisational culture (Aderibigbe, Gcaza, N. and Fashola, T., 2020). The
management of TESCO establish policies through which they link directly with the
viewers. It also leads in the improvement in the relationship with the workers in the
company. Along with this, due to bureaucratic approach, organisation faced certain
modification.
It has been concluded that the trends, power and politics implies on the tesco company. It
also impact the decision making planning of company. It major concentration is to
introduce the relation if workers in the organisation with the users and members which are
linked to the retail industry (.Murphy, , 2020). These components bring the modification in
total productivity with in the company. In the enterprise of TESCO, due to alteration of
attitudes, interference of governing bodies leads to the alteration in operation and behaviour as
well. It has been found that these components have positive and negative both effects. The
execution of ability and politics leads to the new development which consider reward
system, under which certain rewards have been provided to the workforce according to
their performance at work space (Choudhary, McMurray, and Muenjohn, 2021). The ability
has been brutal for the workforce, only due to misutilisation of different officials in the
company.
Whereas, the utilisation of politics at the work place results in the development in the
productivity of the tesco, as they are conforming the factors from different political elements.
Which are recently implemented in the nation. The adaption of these strategies leads in the
development of productivity but on the other side, due to theses policies the workers of
company get consideration in the unethical activities take place at organisation.
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P2 Measure how contented and procedure theories of motivation and motivational techniques
change effectual accomplishment of content in an organizational matter.
Motivation can be defined as the process which manage a objective oriented attitudes
at workplace which outcomes to the development of performance of workers in order to
attain the organisational objectives. The main aim of theories is to analyse the procedure
of motivation or the procedure how to encourage the person. The theories have been
divided into two categories. Motivation theories are been analysed and studied by company,
which helps it to understand the motive behind motivation clearly. These theories include content
and process theories, content theory explains a format of needs that motivate actions of single
while procedure theory describes the mental as well as behavioural aspects which determines
motivational actions of people (Chukwuma, , 2019.).
Content theories :- this is also known as it leads to controlling the human behaviour by
concentrating on the internal sources. These theories mark on the response of what
motivates the human , prime content theories include : maslow need hierarchy, ERG theory,
Herzberg theory of wants and porter and lawler theory .certain are explained in below:-
1. Maslow need theory :-
This theory was established by Smith and cronje in 1992 it is based on real facts which
explains the priorly as per the significantly of their needs. By determining the basic,
physical, social and basic needs of human being. In simple words state that the human can
be motivated when all the requirements have been satisfied.
 Physiological needs :- these are the common and essential need of the individual
which are important to fulfil for surviving the life. It include food, cloth and shelter.
 Safety needs :- after fulfilling the physiological needs the second stage which
consider security in job, finance, and many others. Tesco, is giving full security to
their workforce in order to motivating them towards the company by giving health
protection, home policy, home loans and many others (Kao, and et.,al.,, 2022).
 Social needs :- human is a social creature. At this level human wants friends, family
and loved once so that they do not feel alone. Tesco, has made various groups like
sports team, club parties and other innovative activities units.
 Self esteem :- after fulfilling the above mentioned previous four wants, human
always wish to have self esteem and ego. They want to live their life respect.
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Managers of tesco, do the promotion of workers on time to balance their respect as
per the basis of work performance.
 Self actualization :- it can be explain as the human under which the workers
operate for adding self fulfilment and full realization so that they will able to
perform all the task (Rajagopal, and Davila, 2020).
2. Herzberg theory :-
this is a two factor theory as it provides the response to manager how to motivate the
workers in regards to work action. The two factor of this theory are given In below :-
 Hygiene factor :- it refers to those components which do not long term satisfaction
to workers but it is important to show at work space otherwise the absence of these
components demotivate the worker. Such components consider health care policy,
working surrounding, wages of workers and many others. Hygiene factors and job
gratification are straight progressive to each other.
 Motivational factor :- the presence of these components are not necessary for
workers but these leads in effectual causing the workers towards the work. It
considers the promotion, growth, respect and others. It also consider that development
in motivating factors acquires raise in job expiation (Budur, and Poturak, 2021).
Process theories :- these theories checks psychological and behavioural process of
individual and motivates the workers to attain organisational objectives and targets.
Basically this theory improves changes in the company to action in a better way. It
consider Skinner reinforcement theory, vroom expectancy theory, Adam equity theory and
locke's setting theory. Some of are elaborated in below:-
 Skinner reinforcement theory :- in 1930 this theory was presented by BF
Skinner. This theory explains that the action of director in abstraction of workers is the
only purpose of its outcome. Normally this theory concentrate on the internal values
of workers. In every institution director must take care of the someone respect
and inner sensitivity and treat statement with them, so that the respective feel
actuated and gives their best outcome. If the workers are not working decent, the
manager must tell his mistake done by the worker in a very smooth way, so that
worker can also give optimistic outcome.
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 Vroom expectancy theory :- this theory victor vroom defines some components
on which the performance of workers is reliable. It consider ability, power, education
and personality. It is found that by motivating the workers and giving them a
positive and health work surrounding tends to the development of ability of workers
which results in effectiveness in their work performance. It is found that by
encouraging them leads to the development of the employee productivity. Along with
this following are the components on which motivation of workers is depend.
 Valence :- In order to motivating the workers the managers are required to
understand about the needs of workers and how they can satisfy them. Managers
includes rewards system, time off, promotions and many others (Al-Ajlouni, 2020).
 Expectancy :- in this components managers communicate the expectations of
organisation to the workers and for obtaining their best actions, they give trainings
and resources to employees.
 Instrumentality :- in this factor of model managers appropriately communicate all
the marked and secure them to give rewards In order to processing the sensitivity of
motivating to happening their commitment by giving administrative district.
P3 Inform what trade name an effectual team as opponent to an effectiveness squad.
Behind the success of every organisation, it has been found the efforts of effective team.
Such teams leads to the betterment of quality along with serve the wind-up of projects by
accelerative the productivity and efficiency. Tesco has formed teams at their work place which
effect in the quality utilization of resources along with delivery the endowment and skills of each
individual which leads to the part in the happening of set up.
Features of an effective team include the presence of clear intent which include imagination,
operation, content and task of team . All the team associate feel informal, comfortable and
relaxed which distance tension and signs of boredom. It also leads to the encouraging the team
members to take part. Open abstraction among the worker is the another diagnostic of an
effective team.
Tuckman model of team development :-
The company requires to learn about to work in effective manner which comes under
team development. A psychologist Bruce tuckman recognise a process of team
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development which consist five stages that is storming, performing and recess which are
explained in below :-
1. forming :- in this level a unit has been formed and every group member presents
their best behaviour. It can be said that it is a duration of orientation and getting
acquainted due to high risk, person are looking for the authority and management.
2. Storming :- It can be consider as a most typical time for all the unit members as
all the members get engage in building and gaining the trust of each other. The
team is needed to concenter on their objectives which the finished objectives
has been separated in various parts. All the unit members are needed to improve
assignment related ability so that they can remove the administration fight.
3. Norming :- in this stage the members of team do concentrate on the objectives on the
objectives of whole team and acquires outcome in the development in the
productivity in both particular as well group activity. It can be correct time in order
to act the evaluated of team process and productivity.
4. 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 . The team is on the way to achieve the objectives,
performance is to be measured and analysed the success.
Difference between effective and ineffective group :-
Basis Effective teams Ineffective team
Atmosphere It leads to the improvement of
informal status at work space.
It create an condition full of
stress.
Clarity Tasks and objectives are
improved to each and every
associate of team
Tasks and objectives along
with the act are not clear-cut
with the team associate.
Decisions Decisions in this team are
made on the basis of their
agreement.
All the determination in
ineffective teams are taken by
the bulk which are rejected by
members.
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Expressions of thoughts Under this squad, ideas are
explicit very opened and flight.
The thought and feeling are
taken secretly due to the
fear of being professional.
Discussion It has been done with the
broad range of involvement
of unit members.
Decisions are taken by one or
two member . So there is no
opportunity of discussion.
P4 Use conception and philosophies of structure activity within an organizational context and
given concern position.
The philosophies and concept of company attitudes are totally based on the essence of
employees and company as well. Nature of people operating in the company can be
considered as the basic qualities of a particular as it considered in the business firm
which are similar as earlier. Nature of members get influenced by the various components
which involve person difference, motivated attitudes, perception and many others. It is found
that products in the organisation of tesco, is motion indiscrete one by one. This stage
analysing the point of view of workers. . Another important element is motivation which is
very implementable 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
human informant department of organization. On the other hand it is also analyses that some of
worker in Tesco, are not contented with the selfsame policies and they are moving in negative at
workplace. The persons of the complete organization referred to the mental situation of workers
which is not adequate to make quality from the sensual locate.
Behavior of organization has a important role in the organization. There are different
components which impact such as mutual involvement, social system and ethics. Social
structure can be defined as the channel of connectivity of organization which relates the
stakeholders in formal and informal ways. It indicates that effect on the behavior of
particular as a it operates as monitoring of faith and value of organization for stop moral
ethics. TESCO, is operating their all activities and values many others. During analyzing
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the workers and company in a appropriate manner, mutual interest assistance for the
similar (.Yamin, 2020).
1. individual differences :- this thought comes from the psychology as science state
that each and every individual is varied. After the day of birth each and every
individual is special and personal learning after birth leads to create people even
more various from others.
2. Motivated behavior :- there are different needs of an workers. All the employees
only to satisfy those needs and demands. For the similar reason they want to
develop their actions at organization. It is essential to create workers motivate so
that they can work befitting. A way towards gain the required payment is the best
way to grow the quality of operations.
3. Perception: Every individual have various thinking level and they do have various
thoughts of making the decision for the concern arrangement, also all he employees have
antithetic view points and see everything with the contrary thought procedure.
4. Personal life: The position of an individual's individualised life directly impact the
quality and productiveness of their occupation. For this reason, an arrangement must treat
the worker including fact that their private life cannot be gage from professed life.
5. Outlook for Engagement: All the person are highly active in the system and they want to
get active in all the relevant of the institution and want to get in all the meeting and
argument that are taking place in the construction. The organisation must allow the
person to share their single views and also permit them to part the ideas with the
institution to have the growing.
Philosophies respect Organisational behaviour and their role in cooperation
The Humanities of structure behaviour justify different frameworks and styles that an
governance adopts to define their structure. There are five major structure belief namely
autocratic, custodial, supportive, collegial and system. In discourse to tesco, the firm create and
apply chiefly two of these doctrine which are discussed below:
 Custodial Model: The company develop this humanities by complete the aspects of
economical instrument which creates expiation among worker and enhance their
allegiance. The institution offers health payment and other pecuniary incentives to
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ensure retention of their worker. This heighten teamwork as contented and satisfied
person works with ratio and stay actuated to activity improved.
 Supportive Model: Adjunct attack in the organization promotes healthy relations
between leaders and their team members. This approach does not assert exact relation
over worker like bossy worthy, instead it activity and cartel efforts of individuals
mutually. This atom effective and healthy teamwork by exhortation motive and
engagement among team associate .
CONCLUSION
It is concluded from above report that OB and motivation both have an important role in
the company. It is found that at the company of Tesco, positive organisational culture
results to the positive behaviour between all the workers, units and particular. Power and
policies of an industry highly power the work performance of workers in a positive
and negative both ways. Tesco is using both content and process theory of motivation, in order
to motivating the employees so that they can easy reach at the coveted place of arrangement in
an effectual and businesslike mode. It has been suggested to the Tesco to use Maslow's need
Series Explanation from content theories for the intent of bring forth the feeling of motive in the
employees as it help the arrangement in motivating employees step by step effectual.
Furthermore, it is also analysed that the affectivity of a team is an crucial feature of an
organisation. This report also state the traits of unproductive group.
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