Evaluating Culture, Politics, Power & Motivation in Organizations

This report provides an overview of organizational behaviour within TESCO, focusing on the impact of organizational culture, politics, and power on individual and team behaviour and performance. It evaluates content and process theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and their effect on achieving organizational goals. The report also examines the characteristics of effective versus ineffective teams and explores relevant team development theories. Furthermore, it applies organizational behaviour concepts and philosophies within a business context, analyzing their influence on behaviour and productivity in the workplace. The conclusion summarizes the key findings and their implications for organizational success.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1- Evaluation of effect of organisation's culture, politics and power on behaviour and
performance of individual and team behaviour..........................................................................3
M1- Analysis on how the organizational culture, politics, and power of an organization effect
the individual and team behaviour and performance..................................................................6
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.....................................................................................6
M2- Evaluation on the influence of the motivational techniques on employees behaviours.....9
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish...........................................................................................10
P3- What makes an effective team as opposed to an ineffective team.....................................10
M3-Study of relevant team development theories to support the development of cooperation
within effective teams...............................................................................................................13
P4- Apply concepts and philosophies of OB within an organizational context and given
business situation......................................................................................................................13
M4- Evaluate how concepts and philosophies of OB inform and influence behaviour within a
given business situation.............................................................................................................14
D2- Analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance and
productivity...............................................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organization is said to be business entities which are associated with the buying and
selling of the goods and services for fulfilling the needs and wants of the customers.
Organizational behaviour can be said as the study of the changes in the human behaviours within
the organization (Abidin, Farid and Shabi, 2018). This report is on TESCO which is a
multinational company. The company is dealing in the groceries and the general merchandise, it
is founded in 1919 by Jack Cohen. This report gives the brief description about the affects of the
organization culture, politics and the power on human behaviours. Further it discusses about the
motivational theories which are used by the leaders to motivate their employees to get better
outcomes. The concepts and philosophies used within the organization are also discussed in this
report.
MAIN BODY
P1- Evaluation of effect of organisation's culture, politics and power on behaviour and
performance of individual and team behaviour.
Organizational Culture – Organizational culture can be defined as the set of beliefs and values
which helps in leading the actions of the employees and the team members. It is the collection of
the skills and the abilities which will help in making a business successful. Organizational
culture will assist in identifying the work environment of the business. The different cultures
which are used in the company are-
 Role culture – Every employee is assigned roles and responsibilities according to their
educational qualifications and interests, which will help them in accomplishing their
tasks.
 Task culture – In this type of organizational culture the teams are organized for
achieving the targets or to solve the critical problems. The employees with same set of
skills and interests are included in the same team.
 Person culture – The organizations where the employees are putting forward their
interests rather than the organization are following person culture. In this type of culture
the individuals are more obsessed about their own personal goals and objectives.

 Power culture – In power culture, some employees are holding the power and they are
responsible for making decisions. The individuals having power delegate the
responsibilities to other employees. The subordinates cannot express their views in front
of their superiors.
TESCO is following role culture, where each and every is given work according to their
educational qualification and the skills they pertain (Buchanan and Huczynski, 2019). TESCO is
engaged in employing their personnel from all over the world. They have diversified workforce,
the employees speak different languages and have different religions. The employees have
different qualifications, so they are delegated roles and responsibilities according to their skills
and interests. Delegating roles according to the interests is important as the employees will get
motivated and produce better work with efficiency.
Organizational politics – Organizational politics can be defined as the activities which are used
to influence other individuals to improve organizational interests. It can be both positive and
negative, positive politics helps the individuals to enhance their skills whereas the negative
politics will decrease the productivity of the employees.
 The Weeds – The weeds are the organizational politics where the informal networking
is happening within the organization. For managers it is important to deal with the weeds
because if they are left unchecked nothing else will be able to grow.
 The Rocks – In the rocks the organizational power lies in the hands of the individuals
who are holding any title or are allowed to take decisions. These subordinates can misuse
their power in order to satisfy their personal needs and wants. This can harm the profits
of the business organization.
 The high ground – The rules and structure of the organization are said to be the main
components of the political activities which happened within the company. If the
managers are rigid and will excessively make use of the rules and the regulations than the
company will become bureaucratic.
 The woods – It is seen that the organizations have some unnecessary norms and the
unspoken routines which are harmful for the society. This model provides safety to the
employees within the organization.
Organizational power – Power is said to be the abilities which are pertained by the individuals,
which help them in getting their work done by someone else. The individuals having higher roles

and responsibilities are having power over other employees. These employees ca order other
employees to do their work (Cetin and Yayan, 2022). Powers used by the leaders and the
managers within the organization are-
 Legitimate power- This power is with the individuals who have certain position in the
organization. This power can be used by the individuals till they hold that position.
 Reward power- This power is with the individuals who have the power to offer their
employees with attractive rewards and bonuses. This power motivates the employees in
doing work with better productivity.
 Expert power- This power is with the employees who have expert knowledge and the
skills which are required by the particular field. This power helps the leaders in
influencing other employees to work harder.
 Referent power- The individuals having interpersonal skills are holding the referent
power within the organization. This power comes naturally to the leaders who are having
skills. This power cannot be handled to someone else.
Individual behaviour Team behaviour
Organizational culture The individual behaviour is
said to be affected by the
working environment of the
organization.
Team behaviour is important
for maintaining organizational
culture (Chen, Ruan and He,
2022). The team members
have to be motivated in order
to achieve goals and objectives
effectively.
Organizational politics Individuals are affected by the
organizational politics, as their
outcomes tend to decrease, the
individuals who are engaged in
politics are less interested in
doing work.
The team members who are
engaged in politics will affect
the whole team negatively. The
coordination between the team
decreases and it can happen
that misunderstandings will

occur between the employees.
Organizational power The individuals have to obey
the instructions of their
superiors even if they are not
rewarding them. If the power
is used correctly than the
employees will not be
burdened and will give better
outcomes.
The power is with the team
leaders, they can assign the
tasks and the activities to the
team members. It is important
for the team leaders to create a
positive work environment for
their members as this will
enhance the team coordination.
M1- Analysis on how the organizational culture, politics, and power of an organization effect the
individual and team behaviour and performance.
TESCO is a British multinational company, which is engaged in hiring the employees
from all over the world. TESCO is having a brand name within the society, individuals from all
over the world are hired in TESCO (El-Ebiary, Ghanem and Almandeel, 2020). The company is
having several departments like sales, marketing, human resource, finance and technical
department. So, all these departments require employees who are having specialized knowledge
and skills to handle the work. Allocating the work according to the skills and interests of the
employees will help the organization to get better outcomes from the employees. It is important
that there is a positive environment within the organization, this will enhance the motivation of
the employees and they will be satisfied while doing the work. For leaders it is important to
focus that organizational politics will not hinder the operations of the company. The leaders
should use their power in a proper way so that they cannot negatively affect the employees.
P2 – Evaluation of content and process theories of motivational techniques which effect the
achievement of goals in an organization.
Motivation can be said as the process which will influence the employees to increase
their productivity. Leaders can use several techniques through which they can increase the

motivation of the employees and can create positive working environment. Motivated employees
are lees likely to make mistakes and can work with greater concentration.
Content theories of motivation- Content theories defines the needs and wants of the employees
which will influence them to get motivated by other people's actions.
Maslow's Hierarchy of Needs Theory- Maslow has proposed the theory in the form of
hierarchies. In this theory he stated that if the lower needs are not satisfied of the employees than
they cannot move ahead to fulfil the upper needs.
 Physiological needs- The first and the basic needs in the hierarchy is the basic necessities
which are important for every individual. These needs can be food, water, shelter and
clothing. TESCO is engaged in providing job opportunities to many people, thus they are
helping them to enhance their living standards.
 Safety needs- After the fulfilment of the physiological needs, safety needs are important
for every employee within the organization. The employees need to know that they are
financially stable, thus TESCO helps in providing pension schemes and gratuity to the
employees.
 Love and Belonging needs- TESCO is providing the employees with positive
environment and encourage them to retain at work (Epachan, 2019). The company is
promoting team work at different levels.
 Self- esteem- The company is engaged in praising the employees for their hard work, this
will help in bringing confidence and self- respect among the employees. It is important
that the employees should be continuously assessed and get feedback from their superiors
so that they can improve their work.
 Self-fulfilment- TESCO is helping their employees by enhancing their skills by offering
them training and workshops. Recognition of skills and talents helps the employees to
have more creativity and have challenge.
Herzberg Two Factor Theory- This theory is developed by Frederick Herzberg in 1959, it
states that the employees satisfaction is enhanced by some factors and there are some factors
which cause dissatisfaction.
 Motivation factors- The motivation factors are important as they helps in increasing the
job satisfaction. Herzberg have stated several factors like responsibility, recognition,

achievement and possibility for growth which increases motivation of the employees.
TESCO also aims in motivating their employees and pay attention to the hygiene factors.
The company is using several methods to motivate their employees by providing them
rewards, training and development and Christmas benefits (Iqbal, Ahmad and Latif,
2021). Also the company is providing their employees job satisfaction and offer
competitive wages.
 Hygiene factors- These factors are engaged in decreasing the job satisfaction. If these
factors are not fulfilled by the organization than it is hard for the employees to give
higher outcomes in their work.
Process theories of motivation- This theory put emphasis on the mental processes of the
employees as they are the key to motivate the employees. The process theories helps in
understanding the concerns of the employees.
Vroom's Expectancy Theory- This theory is proposed by Victor Harold Vroom, he identified
three terms expectancy, instrumentality and valence in his theory. This theory suggests that the
employees will work harder if the outcomes are better.
 Expectancy- It is natural if the employees are working hard then they expect better
results. If the results they got are not according to their expectations than it can happen
that the employees will not put efforts again.
 Instrumentality- It can happen that the employees put efforts and they get the desired
results, but if they are not getting any rewards which they have expected than they can
get demotivated. For employees it is important to have a clear understanding about their
rewards and the path to achieve them.
 Valence- Valence shows the level at which the employees are satisfied with the rewards.
If the employees are satisfied with their rewards then they will be working harder in the
coming future to get more rewards (Jeanes, 2019). Valence can be unique for every
employee as the level of satisfaction is different for every employee.
The employees are said to be more motivated when they are hired on the contract basis for a
short period of time. TESCO is also appointing contract labour, those labours will work with

greater efficiency so that they can enter in permanent contracts with the company. The
employees expectancy and instrumentality is high as they want permanent contracts.
Locke's and Latham goal-setting theory- This theory describes that the goal setting is related
to the task performance. The way the employees are performing the tasks describes if the tasks
can be completed or not. The five principles of the goal- setting theory are-
 Clarity- The goals and objectives set should be clear to all the employees, so that they
can achieve them better with greater productivity.
 Challenge- The goals set should be challenging and their should be accurate balance
between the challenges set. If the challenges set are difficult to achieve than the
employees will get demotivated and thus the productivity will decrease.
 Effort- Putting effort for achieving the goals is important for the employees (Majid and
Mohammed, 2020). The employees have the tendency to work harder for producing
better outcomes if the goals are set by themselves. For employees it is motivated to stay
motivated until they achieve the desired goals and objectives.
 Feedback- Face- to- face feedbacks are important for the employees, so that they can
improve their mistakes and make changes accordingly. It is important to select right goals
and objectives, but assessing the work of the employees is also important.
 Task complexity- The goals which have to be achieved should not be very complex that
the employees are not able able to achieve them. The employees should be given
sufficient time so that they can complete the tasks with efficiency and can improve their
performance.
TESCO is engaged in setting individual goals as well as group goals. For the
organization it is important that the goals set are benefiting both the employees as well as the
organization. The employees should have a clear understanding of the goals and the objectives
which have to achieved (McWilliams and et. al., 2019). Clear understanding of the goals and
objectives will help the employees to achieve the goals and objectives in short- period of time.
The leaders at TESCO ensures that the goals set are not complex and can be achievable by the
employees.
M2- Evaluation on the influence of the motivational techniques on employees behaviours.

For TESCO it is important that they motivate their staff and give them training. This will
help them in getting motivated and perform their tasks with higher productivity. For the growth
of the company it is important that the employees are motivated and are yielding higher
productivity. TESCO is engaged in providing their employees with rewards and benefits and also
several training programs are held within the company which helps in the personal development
of the company. The employees at TESCO works with coordination which helps them in
achieving the goals and objectives. For motivating the employees the company can provide their
employees with monetary as well as non- monetary benefits so that the efficiency of the
employees will be increased. So all these circumstances need to fulfilled in order to get highly
motivated staff in the company.
D1- Evaluation of the relationship between culture, politics, power and motivation that allows
teams and organizations to flourish.
TESCO is the leading supermarket grocery chain in United Kingdom. The employees
hired are from all over the world and are from different religion, sex and caste. This had created
cultural diversity within the organization (Montani and Dagenais-Desmarais, 2018). So now for
the managers it is important to manage the employees and assign them roles and responsibilities
according to their educational qualification and skills. The organizational culture and power have
direct affect on the day to day working of the organization. For managers it is important to focus
on the basic necessities of the employees. Focusing on employees needs and wants will help the
managers to create a positive environment within the business operations. Managers should
reward their employees regularly as this will motivate the employees to do better with greater
productivity. The managers at TESCO focuses on rewarding their employees by continuously
providing them Christmas benefits, appraisals and rewards. Also for managers providing
personal feedbacks is important so that the employees can improve their weaknesses.
P3- What makes an effective team as opposed to an ineffective team.
Effective team- Effective teams are important for every organization as they maintain proper
coordination and communication within the organization. For effectiveness in the business
operations the team members have to work together for the common goals.
Characteristics of effective teamwork-
 Dependent on each other- In an effective team the members are dependent on each
other as they have to work together on same assignments.

 Trust and encouragement- The members in the effective team have developed trust
within the team members. Also the team members in the effective team are helpful and
encourage other employees in improving skills.
 Sense of ownership- The team members in the effective team are having a sense of
ownership for the organization (Gillam and Cosford, 2021). They have their personal
investment in the organization, which helps them in making efforts for the organization.
Ineffective team- The team members are not focused towards the goals and objectives of the
organization. They use to have negative environment and have poor communication which create
distrust and misunderstanding between the team members.
Characteristics of the ineffective team-
 Lack of team focus- The members in the ineffective team are less focused and are not
passionate towards their work. The members do not set day-to-day goals, thus they can
lack in monitoring their performance.
 Actions are taken prematurely- The members in the ineffective team tend to take their
decisions prematurely. They do not want to know the problem and take the decisions
prematurely.
Tuckman's model of group development- This model is proposed by the Bruce Tuckman in
1965, it evaluates the changes which happened in the leadership styles because of the
relationship between the employees. TESCO is using this theory within the organization to form
efficient teams.
The evaluation of the Tuckman's model are described below-
 Forming – It refers to the process where individuals comes together to form a team and
acquaint each other. Forming leads in creating better understanding among team
members. Tesco, creates teams on the basis of individual's skills and experience and
delegate responsibilities accordingly.
 Storming – In this stage, the roles and responsibilities are being shared by team leaders
among the members of the team. At Tesco, to gain new suggestions and creative ideas
from team members leaders shares objectives and asks members to contribute in framing
roadmap for assigned targets.

 Norming – Norming refers to bringing stability in the team, Managers or team leaders at
Tesco put great efforts in creating collaboration among team members and bring harmony
between them (Khaola and Rambe, 2020). It leads in bringing efficiency at work and
achieve efficient goals.
 Performing – At performing stage every member of the team emphasises on performing
its tasks and duties with utmost importance and efficiency. Team leaders monitors and
provide the assistance to the members whenever required.
The differences between a effective team and ineffective team are-
EFFECTIVE TEAM INEFFECTIVE TEAM
Decision making In an effective team the
decisions are taken after
discussing with the whole
team.
The decisions taken are not
discussed with employees and
are taken prematurely. The
problems are not analysed and
discussed between the team
members.
Leadership The managers in the effective
team do not force their
decisions on the team
members. The manager tends
to work with their team rather
than giving them orders.
Most of the decisions are taken
by the top level managers even
if they are weak. These
decisions have to be followed
by the employees even if they
don't want to follow them.
Communication Proper communicating
techniques are used in the
effective teams. The data
circulated within the team is
accurate and helpful for every
employee.
The team members do not
follow proper communication
styles which can create
misunderstandings among the
employees.