Organizational Behavior Report

This report analyzes the role of organizational culture in enhancing business success, focusing on Tesco's practices. It covers various aspects of culture, including its impact on communication, employee motivation, and overall organizational effectiveness. The report emphasizes the importance of maintaining a positive culture to improve employee morale, reduce absenteeism, and enhance customer satisfaction, ultimately leading to increased profitability.

ORGANIZATIONAL BEHAVIOR

EXECUTIVE SUMMARY
This report contains information on behavior and processes of company with a focus on the role
that culture plays in an organization. With that it covers ways that is beneficial through which
company can grow and make ways in other markets. It states and highlights methods through
which rate of achieving success in a business increases.

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Culture in line..............................................................................................................................3
TASK 2............................................................................................................................................4
How culture improves organizational effectiveness with a focus on communication................4
TASK 3............................................................................................................................................6
The role of culture on employee motivation................................................................................6
TASK 4............................................................................................................................................7
How the company could use the culture of the organization to further enhance its success.......7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organizational behavior or organizational behavior is the study of human behavior in
organizational settings, the interface between human behavior and the organization, and the
organization itself. Tesco is a British multinational groceries and general merchandise retailer
headquartered in Welwyn Garden City, England. It is the third-largest retailer in the world
measured by gross revenues and the ninth-largest in the world measured by revenues. This report
gives classification on the issues such as different forms of culture and the specific culture used
by them. Apart from that role of culture on effectiveness of business with the aspect of
communication. Role of culture on motivation of employees and uses of culture through which
company can explore more ways to increase the rate of their success (Wu and Lee, 2017).
TASK 1
Culture in line
Handy’s Culture Model has 4 aspects of culture such as
Power Culture-
This form of culture states that management of company gives power to only few of the
individuals on the basis of influence they are able to establish and spread under their name. This
culture has some rules and regulations in it. Decisions are taken by the individuals who have the
power. Management implementing this culture judge their employees on the basis of things they
have accomplished rather than how they do things or behave in a situation. Sometimes this
creates problems for the business as these people tend to take decision very quickly which affects
the business and its long term growth. This form of culture is believed to be strong and if not
used in the right manner then it can be harmful for the company. Tesco implements this form of
culture as the management of the company believes that this form of culture is suitable to their
business and will help them to manage their employees and keep them satisfied wherever they
maintain their operations (Tasselli, Kilduff and Landis, 2018).
Role Culture-

This form of culture states that companies implementing this culture derive and make the
base of their culture on the basis of their rules. Employees of the company working in this
culture are clear about their roles and responsibilities. Power in a role culture is assessed on the
basis of role played by the individual or his position in the company. These cultures are formed
after the structure of company is established in perfect manner so that they do not face any issues
when the chain of command is long. Although company have to improve their processes as this
culture tends to make the process of decision slow which in return make their process slow. This
increases the chances of risk which makes it more bureaucratic.
Task Culture-
This form of culture states that company assigns a team which is to fulfill the duties of
task or make progress in projects. This form of culture derives the power mostly between all the
team members equally as their focus is to complete the task. It is totally on the dynamics of team
to assess the effectiveness of this method. It is necessary that members assigned in the team must
have the right amount of skills, personalities and leadership so that they can be more creative.
Person Culture-
Companies that are following this form of culture have to deal with many cases in which
individuals feel that they have attained a rare position which makes them above from the
company. But motive of the business is to provide work to people nothing except that. This form
of culture is usual as it deals with those people collectively who keep working for the same
business (Short, McKenny and Reid, 2018).
TASK 2
How culture improves organizational effectiveness with a focus on communication
 If the culture of companies who are operating on high scale such as Tesco is positive then
they will be able to keep the process of communication transparent on every stage which
will help the employees to reduce the errors and improve their efficiency. It is the culture
of the company that will help them to maintain the interaction. Also it will help them to

maintain relation between each other through which conflicts and difference of opinion is
reduced in work.
 The management of business must make sure that their employees understand the
importance of culture and communication so that they maintain both the aspects. If this is
set then employees won’t have confusion between the responsibility and their roles so
that they can deliver as per the expectations. It is the culture of the company that sets the
tasks for their employees as per their area of interest (Ristianti, Putrajaya and
Fathurrochman, 2020).
 If the culture of Tesco is healthy then employees will be allowed to share their ideas
which they feel can help the company grow in different direction and this also improves
the aspect of communication because working and finalizing the idea discussion on it is
done.
 Tesco has set their culture in different way as they have made sure that employee who
delivers best consistently must be allowed to take a stand in the process of decision
making or finalizing the strategy which will keep the communication between each other.
 In order to keep their employees motivated the culture of the company is designed in a
different manner whenever a topic is discussed all of the employees are attached in the
emails so that they can be a part of that conversation and they have the idea about the task
on which current focus of company is.
 The culture of Tesco has given many guidelines to their employees which includes
planners and organizers to keep a track of their every meeting so that nothing is missed
and they are able to attend every client (Tang, Yam and Koopman, 2020).
 Tesco has made sure that anytime any employee wants to meet high level of management
they can just go there as they would have to be available for them so that flow of work is
maintained which also improves the effectiveness of Tesco in different areas.
 Tesco ensures that everyone is a part of their morning meetings so that higher level of
management can share their thoughts with lower level of management so that they have
the general idea about the flow of work and decision regarding future projects which will
maintain effectiveness of work and the communication between members of team.
Another reason for its effectiveness is because they have made sure that no one must

make decision biased, also brief feedback is given on the performance so that
improvement can be made.
 If the culture of the company is positive and maintained it helps them to keep the morale
of the employees boosted through which they work up to their full potential and achieve
the results that were expected by the management of the company.
TASK 3
The role of culture on employee motivation
In order to keep the employees motivated it is important that management of Tesco
maintains a culture that is supportive which means that it must be friendly and open so that
employees can work freely. This will also push them to coordinate with each other and if they
are getting stuck in between a task they will help each other. It is important that culture of the
company must have the process which involves the driver of motivation as not every employee
will be satisfied by the strategy or motivated by the use of driver. For instance not everyone will
be satisfied by monetary incentives there are others ways such as appraising them for their
performance or giving them reward. It is the culture of the company that sets the bar of
motivation for employees. If they are motivated in a timely manner then they will be able to get
better results from them. The role of culture is to help them determine their true potential which
will be helpful to them and the business of Tesco. It is important for Tesco to design their culture
in such a way which understands the importance of employees and their level of satisfaction so
that they can serve with them for a long period of time. It is necessary to maintain a balance in
their culture because if it is too supportive then it will affect the flow of work and create a
environment which will be harmonious among the members of team. It has been proven that the
more the employees are satisfied or motivated by the company more the chances are that they
feel proud for their company. It is the culture of company that sets the drivers for motivation
which can be different for everyone such as mission of the company or giving the control of
agenda, understanding the importance of task, earning reputation and value. Both culture and
motivation is related with each other and the rate of motivation of employees depends on the
level of interrelation in between both the aspects. If it is done in the right manner then they will

surely be able to manage a team which is highly motivated and generating high amount of
revenues for them.
It is the role of culture to understand the purpose, potential, play and pressure which can
be either economical or emotional. These factors helps the culture of Tesco to fulfill its role as
some of these work with a positive approach and the last three works on a negative approach it is
up to the management to understand the suitable driver for the company (Manuti and
Giancaspro, 2019).
TASK 4
How the company could use the culture of the organization to further enhance its success
Management of Tesco can use their culture to further lead their employees and enhance the path
to their success. There are many factors with which they can take the help of culture and explore
more viable ways to lead with success.
Lower Absenteeism-
If the management of company is able to maintain and set up the culture in a way which
is interactive on a high level then employees will automatically change their behavior and reduce
the rate of leaves. This helps Tesco to generate more results because of the reason of rise in
productivity. There are different reasons for this such as tone of excitement and the other tone
which is determined by the culture itself. It also relies on the values of the company which must
include program of wellness for employees and form schedules of work that are flexible for
them. This makes it easy for the members of team and they are able to work with taking care of
their health (Van Knippenberg and Hogg, 2018).
Improved Retention-
If the culture of the company is designed in such a manner that helps them to retain employees
for a long period of time then they will be able to reduce their rate of turnover. It will totally rely
on the culture of Tesco to keep their employees satisfied. In order to retain employees it takes
more from Tesco to just offer higher packages as many of them are driven by the culture and
values set by them. Many of the employees observe that if or not the company has a future that is

bright so that they can offer the same to them. This is one of the measures that company needs to
think of if they want to succeed more in market (Elswah and Howard 2020).
Happier Customers-
If Tesco is able to design a suitable structure then they will be able to analyze that with the
performance and efforts put in by the employees to quality, safety and make the service to
customers better. By analyzing these measures management of Tesco has assessed that the sales
of company will improve as the customers will get better quality of products which will help
them to grow and serve more customers.
Increased Profitability-
If the culture of Tesco is changed slightly which involves enabling of tools through which the
sales and efficiency of employees can improve then it is important that Tesco focus on that as
with the help of that they can increase their level of profits and extend their line of operations
(Xu and Lv, 2018).
Better Candidates-
If the culture of the company is open and free minded word of mouth will spread by the
employees which will help them to save the time that is invested in process of recruitment. As
more candidates will want to be a part of the company. This way they can evaluate and select
those candidates that are best and fit as per the guidelines set in their culture.
It is up to the management of business to understand the importance of culture of
company so that they can keep working on that and make it as per the satisfaction level of
employees. In order to do that they need to look after measures such as intention, purpose,
attention and most importantly budget. This way they will be able to get employees that are best
and better than their competitors and with the help of them they can surely be able to succeed
more (Borkowski and Meese, 2020).

CONCLUSION
From the above studies it has been assessed that Tesco needs to make sure that whichever culture
is chosen by their management it needs to maintain a balance between openness and complexity
so employees can have their space while they work and whenever company wants they can see
their results and supervise them so that better decisions can be taken and even the environment
can be maintained. Other than this they have to make sure that the culture implemented or
formed by them is able to meet the levels of motivation so that they continue to be a part of the
organization which will be beneficial for the business as they will get the benefit of positive
word of mouth through which they will get better candidates which will help them to achieve
their expected outcomes. It is important that they keep on making changes in their culture as per
the needs of employees so that they can retain them for long period of time and achieve growth
in market.

REFERENCES
Books and Journal
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Publishers.
Elswah, M. and Howard, P.N., 2020. “Anything that Causes Chaos”: The Organizational
Behavior of Russia Today (RT). Journal of Communication, 70(5), pp.623-645.
Manuti, A. and Giancaspro, M.L., 2019. People make the difference: An explorative study on
the relationship between organizational practices, employees’ resources, and organizational
behavior enhancing the psychology of sustainability and sustainable development.
Sustainability, 11(5), p.1499.
Ristianti, D.H., Putrajaya, G. and Fathurrochman, I., 2020. Organizational behavior
management through group counseling discussions as a radicalism preventive effort. Jurnal
Konseling dan Pendidikan, 8(1), pp.23-31.
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Organizational Psychology and Organizational Behavior, 5, pp.415-435.
Tang, P.M., Yam, K.C. and Koopman, J., 2020. Feeling proud but guilty? Unpacking the
paradoxical nature of unethical pro-organizational behavior. Organizational Behavior and
Human Decision Processes, 160, pp.68-86.
Tasselli, S., Kilduff, M. and Landis, B., 2018. Personality change: Implications for
organizational behavior. Academy of Management Annals, 12(2), pp.467-493.
Van Knippenberg, D. and Hogg, M.A., 2018. Social identifications in organizational behavior.
The self at work: Fundamental theory and research, 1, pp.72-90.
Wu, W.L. and Lee, Y.C., 2017. Empowering group leaders encourages knowledge sharing:
integrating the social exchange theory and positive organizational behavior perspective.
Journal of Knowledge Management.
Xu, T. and Lv, Z., 2018. HPWS and unethical pro-organizational behavior: A moderated
mediation model. Journal of Managerial Psychology.