Organizational Behavior Analysis Report - Leadership Module

This report provides an in-depth analysis of organizational behavior, using Tesco as a case study. It explores the influence of organizational culture, power dynamics, and politics on individual and team behavior and performance, referencing Hofstede's cultural dimensions to compare the UK and US. The report examines content and process theories of motivation, including Maslow's Hierarchy and Vroom's expectancy theory, and their application in enhancing employee performance. It further evaluates the impact of emotional intelligence and soft skills on employee behavior and the critical relationship between culture, power, motivation, and leadership styles (task-oriented vs. relationship-oriented) in fostering team and organizational success. The report concludes with a discussion on the factors contributing to effective teams and the application of organizational behavior philosophies within a business context.

Running head: ORGANIZATIONAL BEHAVIOR ANALYSIS
ORGANIZATIONAL BEHAVIOR ANALYSIS
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR ANALYSIS
Introduction
Organizational behavior or OB is considered to be the study of human behavior in the
organizational settings that is related to interface between behavior of the individuals and the
organizational operations. OB research can thereby be categorizes in around three ways that
include individuals in the organizations (micro-level), work groups (meso-level) and the ways by
which organizations behave (macro-level) (Costanza et al. 2016). The behavior that is depicted
by the individuals in their specific roles is studied by the researchers with the implementation of
the organizational behavior study. The study of organizational behavior is mainly influenced by
the developments that take place in the allied disciplines that include sociology, economic,
engineering and psychology (Bolman and Deal 2017).
The essay will be based on the relationship between culture, power and politics that can
influence the performance and behavior of the organizations. The impact of the process and
content theories on the behavior of organizations will also be discussed in the essay in detail. The
organization that has been selected for detailed analysis of organizational behavior is Tesco.
Discussion related to LO1 and LO2
P1. Analysis of the ways by which organization’s culture, politics and power can
influence the individual and team behavior and performance
Power culture – The power culture can be compared to a spider’s web in which the
spider is at the center of different activities that are performed by organizations. The influence of
the person or individual in this case is considered to be quite high in comparison to the culture
that is followed in different organizations. Organizations that have a power culture are able to
provide swift response to different activities that are performed and the success that is gained as

2ORGANIZATIONAL BEHAVIOR ANALYSIS
well.
The proper control of resources can play a key part in managing the performance levels and
behavior that is depicted by the individuals (Driskell, Salas and Driskell 2018).
Role culture – Role culture can be illustrated in the organizations in which different
functions and roles are played by individuals who are placed in different positions. The role that
is occupied by different individuals can have an impact on the performance of the organizations.
Tesco has depicted the role culture and different specialized and functional areas
coordinate with each other for the purpose of completing the jobs that are provided to them. The
senior management of Tesco is able to influence the decisions that are made by the organization
(Tescoplc.com, 2020). The standardization of products offered to the consumers in diverse parts
of the world can have a key influence on the roles that are played by employees in Tesco who are
placed in various organizational positions and provided different job roles as well. The role
culture is considered to be highly effective for an organization like Tesco to maintain its
operations in the retail industry (Eisend, Evanschitzky and Gilliland 2016).
M1. Critical analysis of ways by which culture, politics and power of an organization
can influence the individual and team behavior
Hofstede’s cultural dimension model can be taken into consideration for the purpose of
understanding the impact of culture, power and politics of the organization on the behavior of
individuals and teams. The different dimensions that are suggested by Hofstede have been able
to illustrate values of diverse cultures and the variations that exist between them as well. The two
countries that can be taken into consideration for analysis of differences between cultures and

3ORGANIZATIONAL BEHAVIOR ANALYSIS
their impact on Tesco include the United Kingdom and the United States (Fiore and Georganta
2017).
1. Power distance – The United Kingdom has gained a score of 35 in this dimension
and this is able to depict that the presence of hierarchies in organizations in the
country is quite low. The score received by the United States in this dimension is
40 that is considered to be quite close to that of the UK and the presence of
hierarchies in this country is also considered to be quite low.
2. Uncertainty avoidance – The uncertainty avoidance score of the UK and the US
are around 35 and 46 respectively. The two countries have similar score and this
is able to indicate that the individuals in both the nations are not concerned about
the long term impacts of their activities (Hawkins and Weis 2017).
3. Individualism vs. collectivism – The similarity of individualism scores of the
United Kingdom and the United States is considered to be quite high. The United
Kingdom has gained a score of 89 and that of the United States is 91. The scores
have been able to depict the nature of the societies of these countries.
4. Masculinity vs. femininity – The masculinity based score of the United Kingdom
is 66 and that of the United States is 62. The societies of both the countries are
considered to be highly masculine in nature and the individuals are success
oriented as well (Kwantes and Glazer 2017).
5. Long term vs. short term – The long term orientation based score of the society of
United Kingdom is 51 and the score gained by the United States is 26. The
individual in the society of the United Kingdom are thereby more interested in the
long term based organizational operations in comparison to the people in the US.

4ORGANIZATIONAL BEHAVIOR ANALYSIS
6. Indulgence – The scores related to indulgence that are gained by the societies of
the United States and the United Kingdom are quite similar to each other. United
Kingdom has received a score of 69 and the United States has gained a score of
68 in this dimension.
The differences in cultural dimensions of the two countries will have a key influence on
the sales that can be gained by Tesco in a country like the United States. The success of Tesco
can be influenced in a negative manner due to existence of major differences between the
societies of the two countries. The cultural differences are considered to be a key aspect that is
able to influence the operations of an organization like Tesco offers its products to consumers in
different parts of the world (Lacerenza et al. 2018).
P2. Evaluation of the ways by which content and process theories of motivation and
motivational techniques can enable effective achievement of the goals in an organizational
context
Intrinsic motivation – The internal desires that are related to the development of
performance of employees within a particular job can provide them with effective levels of
pleasure and help them to develop a skill.
Extrinsic motivation – The aspects that can be considered to be external to a particular
individual and are not related to the task that is performed by the employees are considered to be
a major aspect related to extrinsic motivation (Largent 2016).
Content theories of motivation – Maslow’s Hierarchy of needs that consists of five levels
is considered to be a major content theory of motivation. The needs in this model mainly include
physiological needs, security needs, love and belonging needs, self-esteem needs and self-

5ORGANIZATIONAL BEHAVIOR ANALYSIS
actualization needs. McGregor’s theory of motivation is another content theory of motivation
that can be used by the organizations in order to analyze the relationships of employees with the
firms.
Process theories of motivation – The content theories of motivation are mainly focused
on needs which are shared by the individuals and the process theories are focused on cognitive
differences between the individuals (Mullakhmetov et al. 2018).
Vroom’s theory of behavior and making decisions is able to outline three major aspects
of motivation that include instrumentality, expectancy and valence. Valence is considered to be
the strength related to want for perceived result and instrumentality is a fact that is related to
completion of the steps and gaining the specific outcomes as well. Adam’s theory on the other
hand is considered to be the expansion of cognitive dissonance theory that is based on concept of
looking glass self. Motivating the employees is considered to be a major responsibility that is
provided to the management of an organization and motivational management is able to enhance
the outputs provided by employees and their job satisfaction levels as well (Nævestad, Hesjevoll
and Phillips 2018).
M2. Critical evaluation of ways by which behavior of others can be influenced by
application of behavioral motivational theories, models and concepts
Emotional intelligence is considered to be an ability based on proper identification and
management of self-emotions and the emotions of others as well. Three major skills are related
to motivational behavior include emotional awareness, applying emotions to the tasks and ability
to harness the emotions. Soft skills can also be called emotional intelligence or the individual
skills that are related to the ways by which people can interact with each other. The gentle skills

6ORGANIZATIONAL BEHAVIOR ANALYSIS
gained by individuals mainly include negotiating, networking, conflict resolution, presentation,
teamwork, work under pressure and problem fixing (Olmos-Peñuela et al. 2017). Soft expertise
is considered to be an important part of the ways by which different materials are procured and
the clients of organizations are maintained as well. The employees of Tesco can use the soft
skills or expertise for the purpose of enhancing the services that are provided to the consumers in
different parts of the world. The employees also need to enhance their skills and talents so that
they are able to handle the conflicts easily. The strong and gentle skills are able to support
individuals so that they can gain enough levels of confidence and maintain their position as well
(Peralta et al. 2018).
D1. Critical evaluation of relationship between culture, politics, power and motivation
that can enable the teams and organizations to succeed by providing the justified
recommendations
Task oriented leadership based principle is able to describe the leaders who are mainly
motivated by proper completion of the tasks and are concerned with the delineating roles and the
tasks that are provided to the employees as well. The task oriented leaders are able to create the
procedures and plans that are able to provide information to the subordinates related to the
evaluation of prosperous levels of employee performance. The market leaders who are task
oriented in nature can organize their moment with respect to the schedule of different activities
(Poston et al. 2017).
On the other hand, relationship oriented leadership theory on the other hand is based on a
leader who is inspired by the interactions with individuals. The job experience of individuals are
made enjoyable with the support that is provided by the implementation of relationship oriented
theory. The psychodynamics approach on the other hand is mainly identified as a dynamic

7ORGANIZATIONAL BEHAVIOR ANALYSIS
psychology that is focused on the systematic study of the psychological forces that can influence
human behavior. The employees of Tesco are able to play a key part in the ways by which
relationship oriented leadership is maintained and the consumer base can be enhanced as well.
The implementation of relationship oriented leadership is able to play a main role in enhancing
the revenues and profitability levels in the industry as well (Ramdhani, Ramdhani and Ainissyifa
2017).
Conclusion
The essay can be concluded by asserting that the relationship between politics, culture,
motivation and power with performance of organizations operating in different industries. An
organization like Tesco will be able to maintain its position in the retail industry with the support
that is provided by the organizational culture and performance levels of the employees as well.

8ORGANIZATIONAL BEHAVIOR ANALYSIS
Table of Contents
Introduction......................................................................................................................................9
Discussion related to LO3 and LO4................................................................................................9
P3. Explanation of factors that make an effective team in comparison to an ineffective team...9
M3. Analysis of the relevant team and group development theories to support development of
the dynamic cooperation............................................................................................................10
P4. Application of philosophies and concepts of organizational behavior within the
organizational context in a particular business situation...........................................................11
M4. Exploring and evaluating the ways by which concepts and philosophies of OB can inform
and influence the behavior in both the positive and negative way............................................11
D2. Critical analysis and evaluation of relevance of the team development theories in the
context of organizational behavior............................................................................................12
Conclusion.....................................................................................................................................12
References......................................................................................................................................14

9ORGANIZATIONAL BEHAVIOR ANALYSIS
Introduction
Team building is considered to be a collective term that is related to different types of
activities that are used for the purpose of enhancing social relations in an effective manner. The
completion of collaborative tasks are also based on the roles that are played by the employees
and training that is provided to them as well. The team building based exercises are also aimed at
exposing and addressing the interpersonal problems within a particular group (Jodłowiec and
Piecuch 2019). The report will be based on the analysis of effective teams and ineffective teams
that can have an influence on the operations of Tesco in the retail industry.
Discussion related to LO3 and LO4
P3. Explanation of factors that make an effective team in comparison to an
ineffective team
Cross-functional teams are considered to be a group of individuals who have different
functional expertise that can be used for the achievement of a common goal. The individuals who
are a part of the cross-functional teams belong to different departments that include marketing,
finance, human resources and operations.
Problem-solving – The team of individuals who are assembled for the purpose of
operating on a particular project mainly involves the resolution of one or more than one issues
(Johnston et al. 2019).
Project teams – The teams of the individuals who are mainly assembled for the purpose
of performing different activities that are related to achievement of task related goals. The

10ORGANIZATIONAL BEHAVIOR ANALYSIS
project teams that are formed by organizations mainly consist of the skilled employees who are
able to provide effective levels of contribution.
Technology has a major impact on the organizational teams and the process of
networking as well. Virtual team development and the process of networking can have an impact
on the development of social systems in an effective manner. Three major roles can be played by
the virtual teams in Tesco that include task-oriented or functional functions and it allows the
team to achieve the goals as well. Socio-emotional roles can help in development of trust and
proper collaboration as well (Smircich 2017). Individual roles are considered to be ones which
are based on the private needs of team members that also include desires for control or
acknowledgement. The global virtual groups are able to use the ICT tools for enhancing the
interactions between the users in an effective manner. Impersonal communication, personal
communication and group communication processes can play a major role in enhancing the
operations and services of a major retail organization like Tesco (Shuffler et al. 2018).
M3. Analysis of the relevant team and group development theories to support
development of the dynamic cooperation
Tuckman’s team development model and influence of the development stages on the
individual development process. The teams that are able to stay in a collective manner and can
also change and develop in an effective manner. The three major issues that are helpful in
determination of performance of teams include content, process and emotions.
The Belbin’s Team roles is considered to be an effective and robust concept on the
teamwork which is based on extensive levels of research. The British psychologist Dr. Meredith

11ORGANIZATIONAL BEHAVIOR ANALYSIS
Belbin has worked in order to achieve the accurate and coherent system which is able to explain
the individual behavior and has an influence on the success of teams (Shuffler et al. 2018).
P4. Application of philosophies and concepts of organizational behavior within the
organizational context in a particular business situation
The path goal leadership theory can be implemented by Tesco for the purpose of
enhancing the productivity and team performance levels as well. Different paths are developed as
a part of the path goal leadership theory and this is based on the goals that are set by the firm.
Achievement oriented leadership theory is based on the demanding goals that are set by
the organizations and the proper management of the confidence levels of employees so that they
can achieve the objectives in an effective manner (Stapley 2018).
Directive leadership theory is mainly based on the ways by which the leadership styles of
different players can be managed in an effective manner.
The management or leaders of Tesco have implemented the achievement oriented
leadership theory that is mainly based on the goals and objectives that are set by the
organization.
M4. Exploring and evaluating the ways by which concepts and philosophies of OB
can inform and influence the behavior in both the positive and negative way
The barriers related to situational resistance, effective behavior, contingency theory and
social capital theory are able to influence the behavior of employees in an organization like
Tesco. Communication is considered to be a major factor that is able to influence the
collaboration and behavior of the employees within the organizations (Warrick 2017). The
barriers in conversation in an organization like Tesco are as follows,

12ORGANIZATIONAL BEHAVIOR ANALYSIS
Perceptual barriers – A typical problem that is faced employees in Tesco is related to
differences in opinions and thoughts.
Emotional barriers – The major barrier that is faced by Tesco is related to mistrust and
fear among the employees.
Cultural barriers – The cultural differences between different employees are able to
influence the operations of an organization like Tesco.
D2. Critical analysis and evaluation of relevance of the team development theories
in the context of organizational behavior
The Belbin Team Roles or Belbin Model is considered to be a robust theory that is
implemented by Tesco in order to improve the behavior of individuals who are a part of the
teams (Woodcock 2017). The different aspects that are a part of this model include the
following,
1. Plant
2. Resource Examiner
3. Coordinator
4. Shaper
5. Monitor Evaluation
6. Team Worker
7. Implementer
8. Complete Finisher
9. Specialist

13ORGANIZATIONAL BEHAVIOR ANALYSIS
Conclusion
The report can be concluded by stating that the teams that are a part of the operations of
Tesco are able to provide major levels of contribution to the proper improvement of revenues
and profitability levels as well. The theories of team development can also play a major role for
proper improvement of team collaboration and activities of employees as well.

14ORGANIZATIONAL BEHAVIOR ANALYSIS
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