Organisational Behaviour Report: Tesco, Leadership, and Teams

This report provides an in-depth analysis of organisational behaviour, using Tesco as a case study. It begins by examining different organisational structures, including tall, flat, functional, and matrix structures, and their characteristics. The report then explores the impact of organisational culture on employee effectiveness, highlighting aspects such as increased efficiency, better retention rates, and boosted passion. Furthermore, it assesses the impact of learning on employee effectiveness, focusing on technology's role and experimental learning. The evaluation extends to how working in teams can improve employee effectiveness. Finally, the report delves into various leadership behaviour theories, such as trait theory, and their application within an organisational context. The report concludes with a summary of the key findings and their implications for organisational success. This report is a valuable resource for students studying organisational behaviour and leadership management.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
An analysis of the characteristics of different organisational structures................................1
An explanation of how the culture of an organisation can impact on the effectiveness of the
organisation............................................................................................................................2
An assessment of the impact of learning on the effectiveness of employees.........................3
An evaluation of how working in teams can improve employee effectiveness.....................4
TASK 2............................................................................................................................................5
Evaluate different leadership behaviour theories...................................................................5
Analyse theories relating to work relationships and interactions...........................................6
TASK 3............................................................................................................................................7
Covered In PPT......................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational behaviour is subset of management activities which is concerned with
understanding, predicting as well as influencing behaviour of individual in organisational setting.
Moreover, it aids to encourage staff as well as maintain relationship within firm (Burrell and
Morgan, 2017). For this report the chosen company is TESCO which is a leading multinational
groceries as well as general merchandise retailer. Its headquarters is in Welwyn Garden City,
UK. This report will going to analyse characteristics of different organisational structure as well
as explain how organisational culture impact on effectiveness of company. It will also evaluate
that working in team can improve employees effectiveness. In addition to this, different
leadership theories will be discuss along with their relationship and interactions to working
condition. In the end, benefits and issues will be analyse with involving staff within
organisational decision making.
TASK 1
An analysis of the characteristics of different organisational structures
Organisational structure is considered as the system which shows how all activities are
directed for attaining the objectives of firms. These activities can involve norms, accountabilities
and roles. Moreover, this ascertains the flow of information among several levels into
organisation. The different organisational structures determined as follows:
 Tall structure: This is considered as the simplest structure among each and every form
of organisational structure. Characteristics approach of tall structure as it is an upward to
downward approach of an arrangement. It is also known as 'long chain of an organisation'
which is operating from the top management to lower level of management. TESCO can
use this structure as it’s a clear and simple structure with no hassle. There is limited area
for control or to communicate with subordinate, it will help in tight supervision. Each
stage of this shows all the responsibility and control lines.
 Flat structure: It is an organisation structure which have few or no levels of
management within staff level employees and management (Christina and et.al., 2014).
TESCO can implement this because the main aim of structure is to make the employees a
larger part of decision making criteria. It creates good working spirit and communication
between top and lower management. There less bureaucracy and lower costs due to few
1

levels of management. There are several characteristics of flat organisational structure
such as it have few levels of management, broadly define jobs as well as flexible
boundaries within jobs and units.
 Functional structure: It is an hierarchical organisational structure in that people are
grouped based on their specialisation areas. Function structure have major characteristic
that people are classified as per the function performed by them within company. This
structure is categorised into two divisions which are factory and planning division. In this
each worker is not dependent upon only on superior for instructions as their authorities
are line, staff and functional. The scope of work is limited but area of authority is
unlimited. Manager of TESCO can easy allot task to their staff member through
functional structure as they are classified in proper manner on the basis of specialisation.
 Matrix structure: Matrix structure is also known as 'multiple command structure' with
functional and horizontal chain of command (Coccia and Cadario, 2014). It is that
organisational structure where teams of specialists of different areas are used to achieve
specific results and objectives. Under this structure employee have multiple superiors and
reporting lines. Characteristic of matrix organisational structure is that every individual
have to report their manager which result in less chances of mistake while conducting any
activity. TESCO can exercise this as the matrix structure integrates efforts of functional,
project, vertical and horizontal lines of authority.
An explanation of how the culture of an organisation can impact on the effectiveness of the
organisation
Organisation culture refers to the values and behaviours that helps an business firm to
contribute in social and psychological environment. It means the belief, values, ideologies,
expectations, attitudes and norms that helps to put an organisation together. Every company has
its own personality; this is termed as the culture of that organisation. It is related to shared values
as well as beliefs which guide people how to behave in an organisation (Diedericks and
Rothmann, 2014). Organisational culture is the combination of values, beliefs and assumptions
which defines the impact on employee’s thoughts, behaviour and feeling in organisation.
Organisational culture plays a vital role in developing positive environment within
organisation. Sound culture results in well-motivated employees as well as help in conducting
business activities successfully. It creates working environment more creative and impressive.
2

The impact of organisational culture on employee’s performance are based on following
assumptions: knowledge of culture helps employees to understand past and future functions of
organisation; raises loyalty towards organisation's belief and values; direct the behaviour of
employees towards company and selection or recruitment according to culture of organisation.
The effects of organisational culture on effectiveness of Tesco are described as: Increased efficiency: In an organisation healthy office culture always brings positive
effect on efficiency of the employees as well as overall working. By giving chance to
perform, providing day offs and collaborating with other teams result in increased
efficiency (Hashim and Wok, 2014). So, TESCO have to create positive culture within
firm so that they can enhance the efficiency of their employees and company as well. Better retention rate: It is important for business firm to know about their employees as
well as capabilities which are useful for an organisation. For the development of an
organisation it is necessary to listen to the employees and well known to their needs.
Therefore, it is essential for TESCO to develop better culture within organisation so that
retention rate get minimised and enhanced firm's efficiency.
 Boost in Passion: Organisation has to keep the employees involve in their jobs by
creating healthy environment. If the worker attracts towards the environment, they will
feel more passionate and motivated about their work and responsibility which they are
performing. Therefore, if the culture of the TESCO has positive culture then this boost up
the performance of their employees to perform in effective manner.
An assessment of the impact of learning on the effectiveness of employees
Employees are mainly considered as the valuable assets of all firm as they play important
role in accomplishing goals and objectives of company. If proper learning is provided to staff
member's then they will do their work in more effective manner and result in increasing
productivity. Learning give positive impacts as the worker’s conduct work in effective and
positive manner (Mahembe and Engelbrecht, 2014). As learning is always undertaken as a
motivational aspects that maximise the staff knowledge towards their work through which staff
become proficient in its job as well as they become more capable to provide profitable
outcomes. So, some impact of learning upon TESCO employees are mentioned below:
 Role of technology in learning: As technology is increasing day by day and it play
crucial role in learning procedure. By using technological factors learning become more
3

easy for staff member's and it will result in conducting daily operations in more effective
manner. At present technology is utilise for developing as well as learnining. It makes the
leaner for accumulating analysing, thinking, synthesize data as well as develop meaning
with what technology represents. Through technology, TESCO can provide effective
training that help their employees to learn the things quickly and in innovative manner.
Moreover, useful to give knowledge about new techniques to do the work effectively.
Also, through this can learn technical things in more effective manner.
 Experimental learning: Experimental learning is considered as the procedures of
learning by experiences as well as is more generally stated as ' learning by reflection on
performing”. This distinct from rote or didactic learning where leaner plays a
comparatively passive role. through experimental learning the employees of TESCO can
learn things from doing experiments which improve their effectiveness. Moreover, this
provides an opportunity for learner to experiences the new things in practical manner and
face the real challenges. Also, through this learning respective company can speed up as
well as improve retention and maximises employee’s skills and knowledge.
An evaluation of how working in teams can improve employee effectiveness
Working in team is considered as the collaborative group effort for attaining a common
objectives or for accomplishing a work into efficacious manner. This aspect is considering into
greater team structure that is a interdependent people group who perform together towards a
common objectives. Team work motivates staff to contribute themselves according to its abilities
for accomplishing the targets that is complete works in stipulated time period. so, working in
team can improve the effectiveness of TESCO employees are described below:
Individual instead of performing alone have to work in group to assure on time work
delivery. As staff performing in groups area identified to be effective, confident, proactive and
many more in comparison to employees who are works individually. Moreover, they tend to
deliver fast outcomes (Mclaggan, Botha. and Bezuidenhout, 2013). Therefore, workers of the
Tesco have to perform in a team as this enhances their efficiency as well as effectiveness in order
to attain the organisational objectives.
Working in a team drives towards efficacious delegation of accountabilities according to
staff skills, knowledge, experiences and so on. Moreover, they can interact, share their brain
storm thoughts among each other for reaching towards beneficial solution as well as also obtain
4

from one another expertise. Thus, through this employees of TESCO can improve the
effectiveness of their staff.
Moreover, there are some disadvantage of working in a team as this result in conflict
among team members. Sometimes, do not want to open up and provides new ideas, simply
performing what leaders says. Also, take more time to accomplish the work on time and
minimises the performance.
TASK 2
Evaluate different leadership behaviour theories
Leadership is ability of individual or group for influencing as well as guiding followers as
well as other staff members of business firm. Leader is the perform who perform leadership and
found important part of an organisation. There are several leadership behavioural theories that
TESCO can used in their firm in order enhance efficiency. Few theories are mentioned below:
 Trait theory: The Trait theory of leadership propounded by Ralph M. Stogdill, according
to him an individual always possess key personality traits to be an effective leader which
are the characteristics of an employee inherent by birth. This theory seeks to find out
personal characteristics and traits of a successful leader (Nograšek and Vintar, 2014).
This theory believes that people have some quality factors and talent either they are made
or inherent by birth. Some important leadership traits on the basis of this theory are:
physiological traits, personality traits, intellectual traits and others. A prosperous leader
also has some other traits which include: initiative, imagination, flexibility, honesty,
sincerity, integrity, courage, persuasive power, etc. By implementation of respective
theory, TESCO can determine the characteristics which are common among leaders by
analysing mental, physical and social characteristics. Moreover, with the assistance of
trait theory anyone try to become leaders through possessing specific traits which are
inherited or learned according to the circumstances.
As Trait theory of leadership have several limitations also as it has no defined criteria to
measure individual traits of managers and leaders. This theory assumes that qualities if
leadership are inherent which cannot be adopt. It doesn't consider any environmental or
situational factors in which personality trait is defined. The study samples of this theory are
5

acquired from sample distribution of low level managers and context of leader is also not
considered in this.
 Behavioural theory: After considering the personal traits and characteristics of leaders
for effective leadership, the researchers are now focused on leader's behaviour rather than
traits. Behavioural theory, mainly focus on specific behaviours instead of their traits or
characteristics (Tangaraja and et.al, 2015). This theory believes that effective leadership
is a result of many learned skills. Behavioural theory describes three primary skills to
lead: technical, human and conceptual skills. Technical skills refer to the knowledge of
techniques and technology which helps leaders to manage activities. Whereas, human
skills means communication and interaction skills of a leader with other team members
and subordinates. As well, Conceptual skills enable leader to take out and motivate
employees creativity and abilities to perform well for the smooth running of organisation.
Moreover, this particular theory promotes learning and observation skills.
TESCO can implement behaviour theory within their working, as it emphasise that
pleasing behaviour of a leader provides greater satisfaction to masses and they recognise him as
leader. From this point forward, if respective company consider behavioural trait of any person
then, an effective and efficient leader will be in making.
To study the behaviour of leaders two main research programmes are initiated by two
different industries: The Ohio State University- Researchers of this university focus to determine
perception of employees for leader. And The University of Michigan Studies- In this university
relatedness of leader's behaviour with group performance is studied.
Analyse theories relating to work relationships and interactions
Work relationship and interaction are considered as a strong, or close conservancy among
two or more than that individuals which may range in period from brief to enduring. In simple
terms, it is the strong association between people and company who are performing together in
same firm. Staff working together ought for sharing a special bond for them to deliver its level
best. So, there are some theories related to work relationship and interaction which TESCO can
use are mentioned below:
Social exchange theory:
This is considered as the theory that was developed by George Casper Homans in year
1958. As per this theory, emotions as well as feelings ought to be act for an effective and longer
6

relations and interaction. Relation cannot be only one sided. People spends their energy and time
into work relationship. in TESCO, this theory helps them to to continually assess either
relationship and interaction is providing them more or accordingly as they put into this.
Moreover, this compares the cost to rewards. This is same as economies theories that
concentrates upon exchange of products in respect of produced outputs.
Uncertainty reductions theory
This theory was introduced by Charles R. Berger as well as Richard j. Calabrese. This
theory states that the relation among individuals who work in firms and do not know one another
much. As per this theory, tow unknown people meets for the very first time go through many
stages for minimising the uncertainty level among them as well as come close to one another
(Pavalache-Ilie, 2014). In TESCO, this theory helps their employees to reduce uncertainty as
well as know one another and interact with each other’s effectively. It has some stages that
people have to go through for minimising the level of uncertainty in relations that are as follows: Entry stage: This stage is characterised through two people that try to understand one
another in better manner. Herein, employees of TESCO try to identify each other person's
background, educational qualification, interests and many more. Moreover, every one
discloses their like or dislikes in order to strengthen bond.
 Personal stage: At this stage, people try to know more about its colleague’s beliefs and
behaviour. Herein, employees of TESCO get knowledge about the another person’s
ethics, behaviour, nature and so on. Staff are not stranger any more about one another
personality traits.
TASK 3
Covered in PPT.
CONCLUSION
From the above report, it has been concluded that organisational behaviour is an essential
aspect. Tall, matrix and many more are some structures that help firm to facilitate direction as
well as clarity upon particular human resource problems, develop decision taking etc.
Organisational culture plays a vital role in the development of the company and this impact the
firms effectiveness positively. Trait and behavioural are some leadership theories that aids them
to understand the behaviour of leaders. Communication complexity, employee’s motivation and
7

many more are some problems and benefits of involving employees into decision making. Share
positive feedback, provide incentives, bonus etc. are few ways through which employees get
motivated.
8

REFERENCES
Books and journals
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
Christina, S. and et.al., 2014. How organisational behaviour and attitudes can impact building
energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management. 10(1-2). pp.164-179.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. Int. J. Innovation and Learning. 15(2). pp.115-129.
Diedericks, E. and Rothmann, S., 2014. Flourishing of information technology professionals:
Effects on individual and organisational outcomes. South African Journal of Business
Management. 45(1). pp.27-41.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational
behaviour and involvement in employment. Equality, Diversity and Inclusion: An
International Journal. 33(2). pp.193-209.
Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology. 40(1). pp.01-10.
Mclaggan, E., Botha, C.T. and Bezuidenhout, A., 2013. Leadership style and organisational
commitment in the mining industry in Mpumalanga. SA Journal of Human Resource
Management. 11(1). pp.1-9.
Nograšek, J. and Vintar, M., 2014. E-government and organisational transformation of
government: Black box revisited?. Government Information Quarterly. 31(1). pp.108-
118.
Norton, T.A., Zacher, H. and Ashkanasy, N.M., 2014. Organisational sustainability policies and
employee green behaviour: The mediating role of work climate perceptions. Journal of
Environmental Psychology. 38. pp.49-54.
Owoyemi, O. and Ekwoaba, J. O., 2014. Organisational Culture: A Tool for Management to
Control, Motivate and Enhance Employees’ Performance.
Pavalache-Ilie, M., 2014. Organizational citizenship behaviour, work satisfaction and
employees’ personality. Procedia-Social and Behavioral Sciences. 127. pp.489-493.
Tangaraja, G. and et.al., 2015. Fostering knowledge sharing behaviour among public sector
managers: a proposed model for the Malaysian public service. Journal of Knowledge
Management. 19(1). pp.121-140.
9