Influence of Culture, Power, and Politics on Tesco's Behaviour

This report provides an in-depth analysis of organisational behaviour, focusing on the case of Tesco. It explores how organisational culture, including dimensions like power distance and individualism, influences individual and team behaviour and performance. The report examines the impact of power dynamics and political behaviour within Tesco. Furthermore, it evaluates content and process theories of motivation, specifically Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and their application in motivating employees. The report also contrasts effective and ineffective team dynamics and explores the concepts and philosophies of organisational behaviour within the organisational context. The report uses Tesco as a real-world example to illustrate these concepts and provide practical insights.

Organisation
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Organisation's culture, politics and power that influence individual and team behaviour and
performance.................................................................................................................................1
TASK 2............................................................................................................................................4
P2 Evaluation of content and process theory of motivation and motivational techniques.........4
TASK 3............................................................................................................................................8
P3 Effective team as opposed to an ineffective team..................................................................8
TASK 4............................................................................................................................................9
P4. Concept and philosophies of organisational behaviour in the context of organisation........9
CONCLUSION..............................................................................................................................12
.............................................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation behaviour is the study of human behaviour that affect the organisation.
There are many number of employees who make efforts to run a business successfully in
different market place (Bratu, 2015). In other words, organisation behaviour is the survey of both
group such as individual performance and activity in a business industry. The main purpose of
this report is to develop the knowledge about how culture, power and politics influence the
individual's behaviour. To know about this Tesco has been chosen that deals in variety of
products and grocery items. The present report discusses about various topics such as
organisation's culture, politics and power influence individual and team behaviour and team
performance in order to maintain the business activities. Moreover, report discusses about
content and process theory of motivation and motivational techniques that help to achieve goals,
effective team as opposed to an ineffective team and concepts and philosophies of organisational
context.
TASK 1
P1 Organisation's culture, politics and power that influence individual and team behaviour and
performance
Organisation is an entity that involves number of people, who works together in order to
complete the task and complete the goals. There are multiple people in Tesco who works
collectively in order to increase the sale. Organisation culture is the set of philosophy,
experience, expectation and values that guides member's behaviour. It reflects on company's
values, vision, norms, language, assumptions, beliefs and system for accomplishing targets. It
influences individual and performance as well as it also influences the team behaviour's and
performance. Tesco focuses on Handy's cultural dimension that involves:
Power culture: It means strong leader or manager within organisation who have power
or authority to decide the goals and objectives(Brettel, Chomik and Flatten, 2015). It can be used
by manager of Tesco who decide the goals and assign the work among employees. It influences
individual behaviour such as manager delegate the work among staff according to their
qualification that help to work successfully. Manager feels able to take risk as resulted their
loyalty and performance to the company goals will be rewarded.
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Role culture: This means role are important than individuals which influence
individual's behaviour such as the manager of Tesco defines the role of employees which is
needed to perform within organisation. If manager does not define the role of employees, then
they cannot get information what need to do. Moreover, it also influences team behaviour and
performance such as employees can work together by solving the problem and perform the
function which the needed to perform.
Task culture: This culture depends on getting the best and most creative individual
which influence the person, team and their performance to work together towards company's
goals (Dhar, 2015). It influences the individual and its performance for achieving the goals. It
also influences Team and its performance such as the team of Tesco becomes paramount in order
to achieve organisation's mission.
Person culture: This means person centred culture that looks after individual's needs. It
may influence individual and team behaviour such as individual are independent and do not feel
any loyalty. Sometime organisation need to extra person who can work on contract basis that
works for organisation. Team of Tesco can understand the work and perform it well manner in
order to achieve goals.
From the above mentioned culture Tesco is using task culture which influence individual
behaviour and performance. For example, manager assign the particular task according their
creativity that employees perform best in order to complete task and achieve goals.
Hofestede's dimension culture
This model is used to provide insights in to different country and culture with the help of
effective interaction between person. The description of this model are given in the context of
Tesco that is follows as:
Lower power distance versus high power distance: This means measurement of
inequality which exist in organisation and is accepted. It influences the individual such as
member of Tesco analysis the low power distance and high power that in order to complete the
goals in UK. It is depending on the power of country such as China and Saudi Arebia have high
power index.
Individualism versus collection: It means importance of individual and group interest. It
influences the individual and team behaviour such as, in Tesco employees are expected to take
care of themselves and their family. It helps to decide the objectives and how it can be achieved.
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Masculinity versus Femininity: It is associated with behaving in an equal manner with
the male and female workers (Domitrovich and others, 2015). Due to this, all the employees get
satisfied with the policies of organisation. Such as in the Tesco company they apply this model
which helps them in maintaining a positive relationship among all the members.
Low uncertainty avoidance versus high uncertainty avoidance: This culture is used to
define the degree in which society's member feel uncomfortable with ambiguity. It impacts on
individual and team behaviour such as manager of Tesco make rules that help to know the
fundamental issues which arises within organisation and it need to control for future expectation.
So it helps to overcome the uncertainty which arises within country or organisation.
Short term orientation versus long term orientation: This means every society need to
maintain some links which relates to their own past due to dealing with challenges of present and
future. It influences the behaviour such as Tesco's manager get the challenges prefer to maintain
time honoured traditions and norms while viewing societal change in order to perform task
successfully.
Power: This is the ability or capability of completing the task in order to influence other
people or team. The John French and Bertram Raven has stated the power model that contains:
Coercive power: This means a person is forced to do something against their will. If
influence individual's behaviour such as employees get unhealthy and dissatisfaction in their
work due to coercion. As result manager cannot reach nearby target.
Reward power: This means to reward the employees on the basis of their completed
tasks. It can influence individual behaviour and team such as employees get motivate and
inspired by getting reward and they work more effectively.
Legitimate power: This means power gives the ability that links with obligation's feeling
and management responsibility. In Tesco, manager give rewards and punishment to employees.
Referent power: This means ability to give reference of someone that help to work
effectively. It influences the individual such as the manager of Tesco play a role model which
influence employees by their behaviour and reference in order to complete the task.
Expert power: This is based on the depth study, knowledge, information and expertise
which influence individual and other people in order to complete the task (Halbesleben and
Wheeler, 2015).
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Politics: This is the combination of activities that are associated with the governance of
an area or country. It influences the individual and team by following the Chanlat's
characteristics as:
Political behaviour: This involve structure and unstructured political behaviour which
can influence individual and team behaviour. The manager of Tesco uses structure political
behaviour that influence behaviour to solve the political problems by using decision rules.
Productivity maximisation: Tesco's productivity is increasing rapidly through politics.
The manager of Tesco follows UK's rules and regulation that help to pay attention on task and
productivity. As a result, individual and team member can attain goals and objectives.
Maintain decorum: The manager of Tesco maintains the decorum within organisation
which influence the team and individual behaviour such as they can work effectively in healthy
environment.
From the above discussion it has been recommended that organisation culture is the set of
values, expectation, individual etc. that influence the individual and team behaviour. The
manager creates a good environment which individual and they works more effectively.
Moreover, organisation power and politics help to adopt right alternatives in order to make
correct business decision. Such as in the Tesco company their work culture is positive and
friendly. Due to this their employees work with full of efficiency.
TASK 2
P2 Evaluation of content and process theory of motivation and motivational techniques
Motivation means to motivate or inspire the people in order to complete task and achieve
goal (Muneer and others, 2014). Motivation theory is concerned with process which explains
why and how human behaviour is activated. The manager of Tesco evaluates employee's
performance and motivates staff for their well performance. Motivation can be different types
such as performance appraisal, bonus, incentives, promotion and incremental.
Content theory of motivation
This theory is used to change the human according to time which help to get high
satisfaction by completing task. It is mainly based on human behaviour that attract other
employees and make feel them respectful. This theory contains number of motivation theory
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such as ERG Theory, Herzberg motivation theory, Mc Gregor's theory X and Y and Maslow
motivation theory which motivates employees in order to get work done on time.
Process theory of motivation
This is a systematic theory that defines how an organisation changes and develops. It
mainly focused on how something happens and why. Tesco can use this theory to motivate the
people and get work done in order to achieve goals.
The description of two motivation theory is described as:
Maslow motivation theory: This theory is developed by Abraham Maslow in 1943 that
help to motivate the employees within organisation after getting satisfaction (Maslo theory,
2018). This is based on basis needs that should be fill in order to motivate the staff in Tesco
company. It involves such needs that should be complete:
Physiological needs: It focuses on basic needs like food, drink, water, air, warmth, cloth
and sleep. This theory enables to achieve individual goals of employees. Like Tesco gives good
salary to its that help to obtain all basic needs and it motivates employees. Employees works
more effective by filling theses needs that help to achieve goals and objectives.
Safety needs: It contains safety needs like as security, stability, protection, law, order
and free from fear. Tesco provides medical benefits and job security to its employees that help to
achieve goals of organisation as well as employees. As result employees continue the
organisation for long period of time.
Love and belongingness needs: It involves interpersonal relationship like friendship,
love, intimacy, believes and affection that motivates employees to work effectively than past.
Tesco's manager analysis the employee's need and maintain interpersonal relation that help to
motivate them and solve the problems. As result organisation can achieve goals and objects.
Esteem needs: It involves esteem needs like mastery, achievement, independence, and
dignity that influence individual's behaviour and motivates the employees. Tesco build some
strategy and policy that help to maintain the living standard of employees and it help to achieve
organisation goals.
Self actualisation: It mainly highlights personal satisfaction, potential, better experience
and personal growth that need to fulfil by organisation in order to achieve goals. Tesco provides
training and development to employees that help to accept the challenges and make feel them
good for accomplishing goals.
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Illustration 1: Maslow theory. 2018
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(Maslow theory, 2018)
Herzberg theory: This theory is given by Fredick Herzberg that states that how it helps to
enable to achieve organisational goals (Herzberg theory, 2018). It involves two factors such as
motivational factor and hygiene factor which help to influence employees as well organisation
for attaining the goals. The manager of Tesco can use this theory on the basis of below factors:
Hygiene factor: It involves company policies, relationship, supervision, work condition,
salary, security and status which influences the organisation. The manager of Tesco formulates
fair and clear policy, maintain fair supervision, create healthy and appropriate relationship and
provide good pay structure that help to motivate employees. This theory helps to enable the
organisation goals and objectives within organisation and maintain the profits.
Motivational factor: It includes achievement, recognition, responsibility, advancement
and growth of employees that help to motivate the employees and enable to achieve company's
goals. Such as the main goal of Tesco is to increase the profitability by 20%. In Tesco, managers
provide a good job opportunity to employees that help to make feel them proud and help to
recognise from their success which leads to achieve industry's goals and objects.
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Two theory of Process motivation
Vroom Expectancy Theory: Vroom's expectancy theory is given by Victor Vroom in
1964. in his research, Vroom found that people get motivated by the three factors which are their
needs, efforts and outcomes. To elaborate this theory, Vroom divided it into three parts which
are:
Expectancy: Employees' performance depends on what they expect from themselves.
These expectations can be found out and increased by managers of Tesco PLC by providing
them training, facilities, support and supervision.
Instrumentality: An employee gets more motivated by understanding his
instrumentality. When employees of Tesco PLC know that their better performance will result
better outcomes, they are motivated to work harder.
Valance: Valance is related to the results or rewards what people get for their efforts.
The value of the rewards may differ from person to person. It is important for the management
team of Tesco PLC to find the satisfactory reward for each employee in order to motivate them.
Adam's Equity Theory: This theory is invented by John Adam in 1963. The theory says
that creation of a fair balance between the efforts and outcomes of an employee is necessary to
motivate him and make his performance better. In his theory, Adam clarify that the rewards will
be given to employees should be equal to the efforts he has done in order to achieve the aim of
the organization. Further this theory mentions the word 'fair balance' which means that these
rewards should be equal to the rewards getting by the other employee with the same skills and in
the same environment. Tesco PLC follows a transparency in rewarding procedure and policies.
The employees are given the rewards like bonus, promotion, training and other facilities
according to their efforts and performance. The company also follows all the employee welfare
laws in order to provide them fair rewards.
From the above mentioned motivational theory such as Maslow, Herzberg, Adam's
Equity and Vroom expectancy theory Tesco can use Maslow theory that can be effective for
enabling the organisation goals. For instance, by focusing on Maslow theory it can provide
maximum satisfaction to employees that will help to do the work more effectively that will help
to enhance the productivity and profitability. It is very important for organisation that to make
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feel happy their staff as ensure that they are working in proper manner or not. If not, then should
be provide training that help to achieve goals.
From above discussion it has been recommended that above selected theory is effective
for Tesco will help to complete the task and achieve goals within corporation. Hence, this theory
will help to achieve goals by motivating the staff.
TASK 3
P3 Effective team as opposed to an ineffective team
Team building theory means team building activities to any behaviour that help to work
collectively in order to achieve goals or objectives (Kabasheva and others, 2015). It involves
Tuckman and Belbin theory that help to complete targets and increase the efficiency in order to
achieve goals.
Difference between team and group
A group is the set of individuals or person who coordinate with individual efforts, who
works for completing the particular target within organisation (Neck, Houghton and Murray,
2015). Whereas team is the group of people who shares a common team purpose and challenging
goals in order to fulfil the common goals. In Tesco, there are number of people who makes team
in order to complete common goals.
Different types of organisation team
Tuckman's theory :
It is a team development model states that there are some mandatory phases in order to
grow a team, facing challenges, handle problem, plan for activity, find solution and covey the
result. This theory is related to team building concepts and complete the task in some phases.
There are four stages of this theory: Forming, storming, Norming, Performing. Tesco retail chain
company uses this model in performing a particular task. It formed a group for particular
activities, trained them for the various challenges, their roles and responsibility decides by leader
so they work according to company's vision.
The following are four stages of this theory.
 Forming- At the first stage of the task, leader of the group provides direction to the
people. This stage is totally dependent on the leader perception how he think to perform a
particular activity. Tesco retail's leader help to assist the people of team.
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 Storming- Leaders establish the relation with other team member. It may difficult to the
leader establish good relation between them as it might face challenge to leader (Kim and
Park, 2017). Tesco's leader must know the team's goal, purpose of the task and roles of
the individual. The team needs to be more focused on the task by avoiding the social
relationship along with emotion or sentiment.
 Norming- Roles and responsibility are logical and clear to every team member. Big
decision are to be made by acceptance of all member and rest decision relate to team are
taken by leader. Tesco retail company is using this model to verify the effectiveness of
team. Leaders facilitates the certain way to accomplished a task to its team.
 Performing- A optimistic team can finish its task within given period of time (Norton
and , 2015) . Leader shared the clear vision to all its team member so they can able to
work more focused. If any disagreement in thought are found, they can resolve with
acceptance of all people. Tesco company found the positive attitude towards it team
member to performing a task with assistance of the leader.
TASK 4.
P4. Concept and philosophies of organisational behaviour in the context of organisation.
Step 1.
Path- Goal Theory: Path-Goal model of leadership is a style of leadership that defines that a
leader should adapt his style or method of motivation that best fits with needs of employees in
order to achieve the goals of organization as well as employees(Ma Prieto and Pilar Pérez-
Santana, 2014). The theory explains that leaders should change the behaviour or way of
motivation according to the situation. Leaders are responsible to choose the path to achieve
objectives according to employees' needs, clarify it to employees and assist them to achieve
goals.
The leaders of Tesco PLC adopt path-goal style in order to motivate its employees and
create an enthusiast workforce in company. The leaders use four different styles of leadership
which are:
Directive Leadership: The management of Tesco uses this style when the structure of
operation is not properly designed and/or employees are less trained. In that situation, followers
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need to be guided and clear instruction to do their part of work with in specific time. Leaders
provide structured schedules, guidelines and directions to employees. To motivate the
employees, leaders increase the value of rewards.
Supportive Leadership: When the work environment in the organization get stressful or
less interesting, leaders of Tesco PLC motivate their followers with the help of supportive style
of leadership. Management tries to boost the self-esteem of the employers by offering them
friendly work environment, organising interesting activities, providing welfare facilities and
appropriate training sessions (Meisler and Vigoda-Gadot, 2014).
Participative Leadership: Morale of employees increases when they feel their
importance in organization. Tesco PLC provides freedom to its employees to express their
thoughts and ideas with their leaders. Leaders use this style when they want to get new creativity
in products. Employees also feels part of organization ans get motivated (Saleem, 2015).
Achievement-oriented Leadership: When the task given by management is difficult,
leaders of Tesco PLC choose this style. They allot challenging goals to the employees so that
they can improve their performance and personality as well. High work standards motivate
followers to improve their skills.
Step 2.
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