Organisational Culture, Motivation, and Success at TESCO Report

This report delves into the organisational culture of TESCO, examining its various facets and its impact on employee motivation and overall business success. The analysis begins with an introduction to organisational culture, defining its key components and highlighting its significance in fostering a positive work environment. The main body of the report identifies the culture model, exploring how different models can be applied within an organisation. It then investigates how culture can enhance organisational effectiveness by focusing on communication, employee motivation, and the factors that influence it, such as extrinsic and intrinsic motivation, and the application of Herzberg's two-factor theory. Finally, the report examines how organisational culture contributes to the enhancement of business success, including strategies like strong communication and the development of a suitable culture deck. The report concludes with recommendations based on the analysis and provides references to support its findings.

Organisation behaviour
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Table of Contents
Introduction......................................................................................................................................3
Main body:.......................................................................................................................................3
Identification of culture model:..............................................................................................3
Culture can assist in improving organisational effectiveness by focussing on communication
................................................................................................................................................5
Role of culture in employee motivation:................................................................................6
Use of culture for enhancing organisational success:.............................................................7
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................10
REFERENCES..............................................................................................................................11
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Introduction
Organisation culture is defined as the various values, beliefs, assumptions and interacting ways
that can contribute towards psychological and social environment in a organisation functioning.
There are different aspects that can contribute towards development of individuals working so
that there can be maximisation of overall efficiency of employees by development of a suitable
working culture. TESCO is a retail sector organisation that is having presence across different
parts of the world it is one of the growing retail sector brand founded by jack Cohen in year 1934
(Zavoleas and Taylor, 2021). They are dealing in wide range of product categories that is helping
them in achievement of competitive advantage through acquisition of cost leadership position.
Present report is based on identification of culture in organisation with the way different models
can be applied in course of organization functioning further there is analysis of the way culture
can help in improving the overall effectiveness of organisation by focussing on psychological
environment and social perspectives. Apart from this there is analysis of the way culture can help
in enhancing the success of a business organisation.
Main body:
Identification of culture model:
Culture is associated with any connotations and meanings. T is related with programming of
human mind by which a particular group distinguishes itself from another group. It includes
various layers such as outer layer includes the symbols, the next layer includes the heroes, third
layer is the one closest to core and the core of every culture is regarded as the basic set of values.
There are different ser o behaviour groups that have to be asses to analyse its working in a
certain way, if one person does not represent a whole them culture may not represent in a
specific way, group of people who are part of one culture may likely to act in a certain way that
can be suitable to that culture
There are different types of organisation culture that can be used to support the overall
functioning of organsuiation such as optimal culture: it best supports the organisation strategy to
be successful
Actual culture: It is the basis for all organisational culture change project. It is generally data
driven and systematic form of cutler. In context of TESCO being one of the global organisations
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scientific researches has depicted that many global organisations are relied on shaping culture
since 1985.
Perceived culture: It is the culture that is based on alignment of the culture with suitable
strategy, it is more likely to be het corrected and completed. Implementing changes as part of
perceived culture is one of the most important aspects that can posses an impact on way different
projects are perceived in organisations (Reddyand Scheepers, 2017).
Ideal working environment: It is measured the way exactly the way providing valuable
information about the working in organisation. It offered insights optimal culture so that there
can be analysis of organisation goals.
Hofstede model of organisational culture:
Power distance index: Power distance index is regarded to some organisations having a belief in
appointing team leaders and team manager who can possess the responsibility to manage the
responsive teams. For instance, if there are two types of organisations having a hierarchical and
other one having a non hierarchical structure. In this in organisation A Power is distributed
evenly amongst all employees and each individual receive equal rights and benefits irrespective
of the level in hierarchy (Gobodo, 2018). Organisations B possess higher job position that
enjoys special treatment from the management and the team leaders are delegating more
responsibility as compared to other team members.
Masculinity and femininity: In this structure there are differences in female and male values in
the organisation culture. Some organisations have male employees dominating structure, the
other female counterparts that are following different policies as compared to organisations
where females may possess a major say in the decision making process (Muhammad and Chin,
2020). In this responsibilities may vary as per gender of the employees. It is important to
consider that there are various leadership positions that are rapidly changing and organisational
landscape. In Tesco there is a need to evaluate various perspectives based on arising from the
respective job position.
Individualism: There are some organisations that rely only on the teamwork performance of
employees. In these individuals that have a common interest may come together and work as a
team. These organisations have a belief that output is always higher when individuals are able to
exchange their ideas and make discussions about coming with innovative ideas. Individualism is
related to the different personality that is possessed by a particular employee in organisation. In
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Tesco there is a proper culture that includes combination of both individuals as the employer is
giving opportunities to employees work as individuals.
Uncertainty avoidance index: It is a factor that addresses the unusual situations and ambiguity
of unfamiliar aspects that are part of organisation. The index is regarded as the tolerance level of
employees in various comfortable and uncomfortable situations. Management of Tesco is willing
to analyse various situations that can help employees in dealing with the changing uncertain and
risky situations in organisation.
Long term orientation: This factor is associated with the long-term relationships or short-term
orientation towards different functions assigned to employees. In this there can be focus on
short-term aspect as employees are not willing to invest in relationships and it may affect the
long-term planning and prioritisation of short-term objectives (Nguyenand Tran, 2021).
Above mentioned are some of the five major factors that are part of organisation culture model
and are affecting the overall functioning of Organisation in long run.
Culture can assist in improving organisational effectiveness by focussing on communication
Organisation culture plays a very critical path in development and maintenance of motivation
level among employees. An employee can be more effective in performing their job roles and
responsibilities if there is a match between the individual motivation level and the organisation
culture. In Tesco, the overall prevailing culture plays a very crucial role in enhancing the overall
motivation level of employees.
Employee motivation: Motivation is regarded as a driving force that is action towards a desired
goal. Measuring the motivation level of employee is very important to understand why
employees need motivation and how they can be motivated (Rahimi, 2017). Highly motivated
employees can help the organisation in surviving and being more productive & effective at same
time to perform their existing job rules.
Motivation is defined as the psychological process that provides the behaviour and direction to
act in a particular situation. It is the internal drive to satisfy the unsatisfied needs and tendency to
behave in a specific purposive behaviour to achieve the lead organisation goals. It leads towards
driving a specific focus and direction of individual behaviour by reinforcing it in a specific
direction.
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Role of culture in employee motivation:
Relationship between employee motivation and organisation culture: Employees may not be
motivated by the monetary incentives or monetary rewards for the purpose of enhancing their
motivation level. The prevailing organisation culture can help in reflecting the employees
motivating factor in organisation. In relation to TESCO the present culture that is prevailing in
the organisation plays a very critical role in analysing the way there can be maintenance and
development of motivation factor among employees (Fernandes, 2018). There are two types of
organisation culture that includes independent variable which is supportive and bureaucratic
culture. There exists a positive relation between employee motivation and organisational culture
where it can be found it that culture has an impact on each element of the theory that includes
valence, instrumentality and expectancy.
(Source: Study of Organizational Culture and Employee Motivation in Private Sector Company ,
2019)
Extrinsic motivation: Extrinsic motivation is regarded as the external motivation forces that
include motivation arising from the factors that are part of external environment.
Intrinsic motivation: It includes the factors that can motivate your individual from within an it
is considered as more difficult element to influence in employees
Difference: Extrinsic and Intrinsic motivation is two different types of motivation that are
affecting the employee mindset in organisation. Herzberg two factor theories can be used as tool
to identify the two major segments of factors that can affect the present motivation level in
individuals (Odor, 2018).
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Motivation factors: Herzberg research has depicted that motivational factors include
achievement, recognition and the work. In Tesco there are some motivational factors that are
helping employees in remaining motivated towards their laid aims and objectives in context of
organisational performance.
Organisation culture is playing a vital role in this aspect because there can be cultivation of
motivational force among employees and it acts as a flywheel of intrinsic motivation.
Demotivational factors: Herzberg has identified that there are some of the de motivating factors
that include supervision, organisation policy and the relationship between employees and
supervisors
There can be elimination of the motivational factors that can mitigate the impact and cannot be
eliminated. As per McGregor and Neel Doshi there has been explanation of the organisation
culture and its impact on employee motivation in the Harvard Business review article.
In this there has been viewpoints that represent that hallmark of a strong company culture is
motivated and having engaged workforce. Organisation accomplishments can differ significantly
from the way others to. There is no ideal company culture that can be adopted by any
organisation. Ideal culture is representing the way it is suitable for employees and in alignment
with the individual goals along with vision and mission of the organisation. There are certain
motivational and motivational factors that may drive the behaviour of an individual towards the
teams or against the laid objectives.
There is need to address some of the obstacles that may affect the present motivation level of
employees at the organisation. It is important to analyse the overall industry benchmarks and
measure it to analyse whether they are moving in the positive or negative direction
Use of culture for enhancing organisational success:
Organisation culture can be very helpful in enhancing success of organisation:
There is a direct relationship between overall organisation culture and the degree of
organisational success. There are some of the common values that affect the way culture can
contribute towards achievement of late mission and vision of organisation.
Development of suitable culture: The organisation traditions, behaviour norms, symbols play a
very important role in development of a visible manifestation towards the culture. In Tesco the
present organisation culture is dependent on various significant factors.
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Strong culture: It can help in having higher participation and ongoing involvement that can lead
towards predicting of future and present financial performance. Open communication lines can
help employees to collaborate with each other towards achievement of laid gaols.
Strong communication: strong communication line is a key towards heaving upper executive
lines to deal with lower level employees with respect to implementation of open door
communication policy with employees. When there are proper communication channels that are
build u p in the organisation it lead towards dissemination of information with higher
transparency level, it creates a high performance company culture.
Development of culture deck: communication leads to a culture deck that leads to development
of a unique and smoother way of organisation functioning. In TESCO there can be
accommodation of as successful business culture that may lead a flexible working environment.
When the management will be able to determinate the best suitable culture for organisation then
it is going to help in development o a suitable working model.
Elevation of productivity: In organisations like TESCO strong culture can help in elevation of
productivity. While there is a proper culture that is supportive towards employee functioning it
can help employees with similar skills and backgrounds to move quickly towards the lad mission
and vision of the organisation. It also helps them in individual realisation of the responsibility
that they have to perform with respect to overall organisational goals.
Transformational power: Some business organisations can use culture as a tool for the purpose
of transforming employees into brand advocates. There is development of strong culture that can
help in recognition of employee efforts and further celebrate the success by inculcating great
sense of values amongst employees (Mewafarosh, Tripath and Gupta, 2020).
Healthy team environment: a healthy team environment is also very necessary for the purpose of
improving the workflow and guiding in the decision making process. It leads towards
overcoming the barriers of ambiguity that can affect the insistency of employee performance. If
there are team members that are knowledgeable and informed about the process can be motivated
to finish the projects as per necessary requirements. Having a clear culture can help in promotion
of organised structure and unifies structure os that employee are able to work as per specific
requirements.
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Recommendations
There are certain recommendations that are drawn in context of Tesco for the purpose of
enhancing employee performance and raising organisation productivity:
1. The key to successful organisation is to possess a culture that is based on strongly and
widely shared set of belief supported by the structure and strategy. It is suggested that in
Tesco employees must possess a detailed scenario of the way what is expected from them
by the organisation. In this respect employees have to believe that their expected response
is related to a specific guided behaviour.
2. It is suggested that employers posses a very vital role in perpetuating a strong culture that
starts with the recruitment function and selection of applicants who can share the
organisation believe and for the thriving the culture. It is based on development of
orientation program training and performance management programs that can outline and
enforce the organization’s core values. It can help in ensuring appropriate functions of
reward and recognition that can help in truly embodying the values.
3. Culture is a strategic competitive advantage that can help Organisation in enhancement of
trust cooperation and a more efficient decision making process. It is suggested that in
Tesco the presence of effective culture can help in defining it as per behaviour fits the
overall cultural process. Employer in organisation is suggested to work towards through
understanding of the culture in general sense and the way organisations can depict
specific culture. It is based on the concept of dealing with leadership behaviours
internally distributor messages, communication styles and corporate celebrations. All
these factors are combined together help in having a appropriate culture that is suitable as
per employee functioning
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Conclusion
From above-mentioned aspects it can be concluded that organisation culture is elementary
aspect that integrates different members of a group performing and developing a specific
direction of performance. Organisations need to understand the importance of organisational
culture in contributing towards employee success. There is always a relationship between present
motivation level of employees and the overall culture that can possess a negative or positive
impact on the present functioning level of employees. It is very important to realise the
importance of organisational culture in formulation of interaction with employees at workplace.
Creation of a good and positive culture provides a framework towards additional motivation
factors. It is one of the important elements in ensuring the present employee motivation level and
Organisation culture.
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REFERENCES
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Gobodo, K., 2018. Why culture is key in an organisation-corporate culture. finweek, 2018(14),
pp.25-25.
Mewafarosh, R., Tripathi, V. and Gupta, S., 2020. A conceptual study: organisation culture as an
antecedent to employee engagement. International Journal of Environment, Workplace
and Employment, 6(1-2), pp.3-19.
Muhammad, N.A. and Chin, J.F., 2020. Exploring knowledge management in a Lean Six Sigma
organisation. International Journal of Management Concepts and Philosophy, 13(1),
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in a South African organisation.
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https://www.businessballs.com/organisational-culture/hofstede-model/
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