Organisational Behaviour: Tesco Report on Culture and Motivation

This report provides an in-depth analysis of organizational behavior, focusing on the multinational retailer Tesco. It begins by defining organizational culture and its impact on employee actions, referencing Edgar Schein's perspectives and identifying key factors such as leadership principles, company values, and the quality of the enterprise. The report then delves into Charles Handy's organizational culture model, specifically highlighting the role culture plays in employee motivation, including content and process theories. The exploration extends to how Tesco's adoption of a role culture, management styles, and communication strategies influences organizational effectiveness and employee motivation. The report also examines motivational theories, such as Maslow's Hierarchy of Needs, and how Tesco applies these to meet employee needs and foster a positive work environment. Overall, the report emphasizes the importance of understanding and managing organizational culture to achieve business objectives effectively.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY ..................................................................................................................................1
Organisational Culture and Theoretical Model......................................................................1
Exploration of how culture improves organisational effectiveness.......................................3
Evaluation of the Role of Culture on Employee Motivation..................................................5
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Organisational behaviour is a study where how employees can interact with each
other so that it help them to attract business objectives. The importance of organisational
behaviour is that it help them to improve job performance, enhance satisfaction among
employees and promote innovation. The main purpose of this report is to study about how
they can influence their employees so that they put their efforts in order to attain their
common task. In this report, Tesco is the taken as base consideration. Tesco is a
multinational retailer organisation and is the third largest retailer in retail sector.
Headquarter of Tesco is located in Welwyn Garden City, England. The operate in 7005
shops globally and produce their goods and services in different countries. There are
diversified product which is sell by them which include books, toys, furniture, electronics,
food product and so on. The report include organisational culture with their factors,
Charles handy's theory. The report also include about their role of culture on employee
motivation which include content theory and process theories. With the help of this
understanding organisation can easily achieve their business objectives effectively and
efficiently.
MAIN BODY
Organisational Culture and Theoretical Model
Organisational culture
Organisational culture is the culture which include values, practices and
assumption and they have to tell their employees about the actions performed by them.
The importance of organisational culture is that they have to effectively develop strategies
so that they can maintain their positive work environment (Abdullah and Marican, 2020).
The another main advantage is that they can attract talented employees so that they can
achieve business objectives. In other words, it can be said that organisational culture is
based on customs, belief and attitude so that employees follow all the guideline which
make organisation effective. According to the Edgar Schein, they have defined
organisational culture as the author suggested that there are some assumptions which is
created by employees so that they can solve the external problems and adopt the changes
of business environment.
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Factors which affect culture of an organisation and importance:
Principles adopted by leadership at top
The way in which senior leaders at an organisation runs various daily activities of
the company affects the culture of the organisation. Presence of great leadership is highly
beneficial to business organisations and actions taken by effective leaders is reflected in
organisational culture of the company (Elsmore, 2017). Dedicated leaders are able to
inspire employees to increase effectiveness of their performance. This creates an
organisational culture where every employee delivers their best performance and is
dedicated towards success of the company. An example of principles adopted by senior
leadership affecting organisational culture is Waitrose. James Bailey is senior leader at
Wairtrose, the calm and controlled persona of James Baily is reflected in organisational
culture and help the company recover from the crisis created by COVID-19 pandemic.
Quality of the enterprise
The aim, industry and business activities of an organisation affect employee
behaviour and play an important role in deciding the workplace culture of the firm.
Meaningful changes conducted by an organisation affect mindset of employees about the
company and shape organisational culture. An example of quality of the enterprise
shaping organisational culture is Cancer research institute UK. The company is dedicated
towards helping cancer patients which informs the organisational culture and employee
behaviour as staff members of the company focus on improving lives of cancer patients.
Company values
This factor plays an important role in constructing organisational culture of a
company. Business values of a firm are depicted in business policies, business operations,
procedures and decision-making of employees (Magnano, Santisi and Platania, 2017). An
example which depicts company values formulating organisational culture of a company
is TESCO. The core value of the company is to provide high value products to consumers.
This is reflected in organisational culture as each employee is aims to to provide
expectational consumer service to every consumer.
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Charles Handy’s Theory
Every organisation have their own set of policies and procedure so they have they
can achieve their objectives accordingly. Different organisation have their own policies
which help them to develop strategies and accomplish them (McCormick and Donohue,
2019). Charles Handy is a well known author and have developed a model which is
named as 'Charles Handy model' as he was born in 1932. there are four types of
organisational culture which is mentioned below:
 Power culture: This is the most important where they there is a person who have
only power to take decision and delegate the responsibilities to other. They are the
one who have control over the organisation and employees have to follow all rules
and regulation developed by them. They do not involve employees in decision
making as they only take decision and communicate to employees.
 Task culture: In task culture, organisation divide their employees into team so that
they can achieve the common objective. In this way they can easily sove the
problems and can build a plan which help them to accomplish their task in an
effective manner.
 Person culture: In this type of culture, employees only feel that they are prior
rather than organisation. This is because they are not concern about about the
objectives of organisation as they only want to complete their set roles. They do
not focus on achieving the business objectives.
 Role culture: The last culture is role culture where manager delegate the role and
responsibilities to their employees according to their skills, abilities and
knowledge. They decide what is the best for them and they only focus to achieve
business objectives in an appropriate manner.
In context to selected organisation which is Tesco, they follow role culture as they assign
roles according to the skills and knowledge of people. For example, they give
responsibility in marketing department who have proper knowledge how to promote their
goods and services in market. Another is that they assign employees duty in finance
department to those who have skills to solve problems and mania tin true and fair
statement.
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Exploration of how culture improves organisational effectiveness
According to discussion above, the culture of Charles Handy's Theory is important
as this help organisation to adopt the culture according to their work. The Charles Hand's
model include four culture which are role, task, person and power (Nagalingam, Kadir
and Hoesni, 2019). As it is analysed that Tesco has adopted the role culture because they
assign the duties to their employees by identifying the skills, knowledge and expertise
which help them to segregate them into team accordingly. This role culture help selected
organisation to communicate them effectively and can interact with them so they can
analyse that in which field they are expertise. Moreover, according to that they assign
their responsibility to staff members.
There are three types of management style which are autocratic, democratic and
Laissez faire style. Autocratic style means that all the decision is taken by top
management and they do not involve nay employees in decision making process. They
only tell their employees what they have to follow and they only make strategies
according to their own ideas and judgements. On the other hand democratic style is the
opposite of autocratic style which means that they involve staff members in decision
making process so that they can get new ideas. Because employees are the one who deal
with customers on regular basis. The other management style is Laissez faire which
means that manager take decision and solve issue by giving appropriate solution.
In context to Tesco, they use democratic style as it is sometimes also known as
participant management style. This is because they take feedback from employees and
identify their problems and listen them in decision making (Sarand, Barzoki and
Teimouri, 2019).This help selected organisation to motivate their employees so that they
can provide better services to their customer in an effective and efficient manner. Top
management take decision in Tesco and then communicate to different manager according
to department. Then manager communicate to their team members. In this way there is
effective communication in selected organisation.
In other words, it can be said that the respective organisation take decision and
develop strategy in hierarchical structure which means that they top management take
decision then communicate to managers such as marketing, finance, research and
development and so on. After there managers communication all decision, rules and
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regulation to staff members which help them to achieve business objectives. The selected
organisation which is Tesco engage their employees to take participation in decision
making because this help managers to interact with employees and make them a part of
communication process (Satchell, 2018). This not only help organisation to achieve
business goals but it also help them to motivate their employees so that they can put their
efforts in order to complete their task in an efficient manner.
The communication process is described as where they have effective
communication process. This means that they use internal and external communication.
Tesco use internal communication which include e-mail, phone, notice, meetings and
other modes of internal communication. On the other hand, selected organisation also use
external communication which include cards, advertisement, campaign, online and so on.
The internal communication is used for staff members whereas external communication is
used for customers.
Evaluation of the Role of Culture on Employee Motivation
Motivation: It is the process that guides, Initiates, and maintains goal oriented
behaviours. It is what cause you to act, weather it includes a glass of filled with water to
reduce thirst or gaining knowledge by reading books (Sethibe, 2018). Motivation includes
the expressive, interaction, biological and cognitive forces that initiate the behaviour. On
the daily basis motivation usually depicts reason behind person completing certain task.
According to the B.F Skinner, motivational is a tool which help organisation to
develop techniques in order to achieve the business objectives in proper way. Motivation
involve sustaining, directing and arousing so that employees motivate and perform their
duties in an effective manner.
In relation to Tesco motivate their employees by giving them rewards, incentives
and other benefits which include insurance, fringe benefits and many other. In other
words, it can be said that Tesco use variety of ways which include giving training and
development sessions, staff housing, festival bonus and many other benefits. There are
motivational theory which include content and process theories. By motivating employees
they can accomplish their objectives which help selected organisation to sustain in market
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for long time period. This also help in building and creating positive work environment
which ultimately help in increasing sales and revenue of selected organisation.
There are two type of motivational theory which are content theories and process
theories. Tesco has adopted the content theory which means that this type of theory is
mainly focus on what motivation is. This theory states that their main aim is to apply
different things which help them to fulfil those needs which employees need when they
are performing their duties (Shayya, 2018). The respective organisation emphasise only
those things which satisfy employees by retaining things. Maslow's Hierarchy of needs
are generally used by every type of organisation as this is useful tool and include a
pyramid which help them to first satisfy the basic needs of employees and then higher
needs are satisfy. The Maslow needs of hierarchy of Tesco which are mentioned below:
 Physiological needs: It is the need where they provide basic needs which include
food, air, water and shelter. According to this need, Tesco provide them monthly
payments, food, locker facilities and other which help them to satisfy the needs of
employees.
 Safety needs: This is the third need where they want security and safety in
organisation. Tesco give them financial security, insurance and other benefits so
that employees feel that they are secure and protected.
 Social needs: This need explains that there is a need which is related to human
behaviour. To satisfy this need the selected organisation conduct training and
development sessions, webinars so employees can interact with each other.
 Esteem needs: This is known as self esteem needs which means that Tesco
appreciate employees for their hard work and focus on giving respect to all staff
members in organisation.
 Self actualisation need: This is the last need, to satisfy this need Tesco develop a
personal development plan so that staff members get new opportunities so that
they can improve their skills.
This theory is adopted by selected organisation which is Tesco as this means that
they put their efforts to satisfy the needs of employees. In this way they first satisfy basic
need by which they can move to other need. They provide various benefits to employees
such as financial security, insurance and so on. The respective organisation conduct
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sessions so they can interact with each other and feel comfortable to work in a team. It
motivate the individual when these needs are satisfies because there are many benefits
when employees are motivated. As they can put their efforts which help Tesco to achieve
the set objectives in proper and timely manner.
The benefits include that this improve job performance and satisfaction level of
employees. In this way they can build an positive work environment. But there are some
drawbacks of employees motivation is that there can be conflict in organisation. The
another drawback is that they only focus on receiving their incentives which lead to lack
of stability in organisation. With the help of this they can effectively manage the activities
and can achieve the business objectives.
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CONCLUSION
From the above discussion, it is analysed that organisational behaviour is very
important which help them to accomplish their set objective and target on time. The
organisational behaviour help organisation to influence and motivate their employees so
that they can involve their work which is assigned to them. There is a model named
Charles Handy model which help them to identify that which which culture is been
followed by organisation. This model include four culture which are power, role, task and
person. The theories of motivation which are process and content theories, the content
theory include maslow need of hierarchy whereas process theory. Communication
effectively help organisation because they can interact employees and tell their about the
strategies, objectives and so on. This also help employees because they clearly know what
they have to perform and what are their target. If the communication is not effective then
it lead to non achievement of task. There are various benefits of motivational technique
such as they can motivate their employees by giving rewards, incentives and fulfilling all
the basic needs of employees.
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REFERENCES
Book and Journals
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citizenship behaviour: the role of self-efficacy as mediator. International Journal
of Public Sector Performance Management, 6(6), pp.854-875.
Elsmore, P., 2017. Organisational Culture: Organisational Change?: Organisational
Change?. Routledge.
Magnano, P., Santisi, G. and Platania, S., 2017. Emotional intelligence as mediator
between burnout and organisational outcomes. International Journal of Work
Organisation and Emotion, 8(4), pp.305-320.
McCormick, L. and Donohue, R., 2019. Antecedents of affective and normative
commitment of organisational volunteers. The International Journal of Human
Resource Management, 30(18), pp.2581-2604.
Nagalingam, U.D., Kadir, N.B.Y.A. and Hoesni, S.M., 2019. The Mediating Role of
Work Engagement in the Relationship between Emotional Intelligence and
Organisational Commitment among Higher Education Institution
Lecturer. International Journal of Learning, Teaching and Educational
Research, 18(8).
Sarand, V.F., Barzoki, A.S. and Teimouri, H., 2019. Evaluating impact of corporate
social responsibility on organisational identity with the mediating role of ethical
climate. International Journal of Business Excellence, 17(2), pp.171-188.
Satchell, P., 2018. Innovation and automation. Routledge.
Sethibe, T.G., 2018. Towards a comprehensive model on the relationship between
leadership styles, organisational climate, innovation and organisational
performance. International Journal of Innovation Management, 22(02),
p.1850021.
Shayya, M., 2018. The impact of organisational culture on performance. Journal for
Global Business Advancement, 11(3), pp.304-331.
Wilkinson and et. al., 2020. Handbook of research on employee voice. Edward Elgar
Publishing.
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