Organizational Behaviour Analysis: Tesco's Culture and Motivation

This report provides a comprehensive analysis of organizational behaviour within Tesco, a multinational retail company. It explores the influence of cultural factors, political dynamics, and power structures on individual and team behaviour. The report examines Handy's cultural typology and its application to Tesco, highlighting the impact of power, role, task, and person cultures. It delves into the effects of power and politics on employee motivation and performance, discussing both positive and negative influences. Furthermore, the report analyzes content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, equity theory, and expectancy theory, to understand how these theories can be applied to enhance employee motivation and achieve organizational goals. The report also evaluates the relevance of team development theories, concluding with an assessment of the relationships between culture, politics, power, and motivation within the context of Tesco's organizational behaviour. The report aims to provide a detailed overview of the content, which is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Cultural, politics and power influencing organisational behaviour ......................................1
P2 Content and process theories of motivational helps in achieving organisational goal.........3
M1 critical analsyis of culture, politics and power have influenced individual and team
behaviour.....................................................................................................................................5
M2 critical evaluation of motivational theories in order to influence individual behaviour ......5
D1 Critically evaluate the relationship between culture, politics, power and motivation........6
TASK 2............................................................................................................................................6
P3 Factors which lead to effective team as opposed to ineffective team....................................6
P4 Concepts and philosophies of organisational behaviour........................................................9
M3 relevant team and group development theories.................................................................11
M4 Evaluation of concepts and philosophies of OB................................................................11
D2 evaluate the relevance of team development theories........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour (OB) is termed as the study of human behaviour and managing
individual role in business entity and setting an interface between both organisational and
individual objectives. Tesco is one of the top most retail market of UK. It is multinational
company and general merchandise stores. This company adopts distinct cultures in its
organisation. Applying multiple cultures in company leads to improved interpersonal relation.
This enterprise was founded by Jack Cohen in the end of London in 1994. Later in 1934,
founder of company bought a land of plot at Angel Road, Edmonton and started new
headquarters and first warehouse of the country. Present study will influence of cultural, political
and power factors in an organization. This report has a clear description that they have
contributed towards satisfaction of customers. This report will briefly describe about
motivational procedures followed by retailer. Further it will explain about the concept of
philosophy's required to maintain positivity in organizational behaviour. It also gives an
extracted view of firm using Handy’s cultural typology as well as other academic cultural models
typology influencing organisational behaviour.
Task 1
P1 Cultural, politics and power influencing organisational behaviour
Tesco is a multinational company which contains large number of employees and deals
with large scale production on daily basis. This organisation has introduced its first modern food
warehouse. This company had introduced new ideas of stock control. It performs diversified
managerial and operational activities. This company follows ideologies such as honesty, fairness,
responsibility which helps the firm in managing employee satisfaction. For example, if manager
of company encourages the individual activities and performance because of a good relation with
a specific person. It might be possible that promotion chances of that employee increases in
comparison to other workers of business. It can create favouritism in the firm. It affects the
performance of individual and results in low team performance of the business. It leads to
decrease the overall performance of the organisation.
If a person is behaving differently with workers at same level of position, it creates biased
behaviour. This type confusion can lead to the personal conflicts between the labours. It can also
affect the relations of the employees inside the business entity. Individual performance of the
worker is decreased and ultimately results in the worst performance of team. It can lead to the
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demotivated employees and this decreases working efficiency of the worker which effects the
production capabilities of business. It might lead to significant loses of the company, which
affects the performance of business. Tisco had a distinctive culture because of its distinctive
social activities.
Handy’s cultural model explains four main types of cultures: power, role, task and personal
culture.
 Power culture: This is termed as power held by few members of the enterprise. Here
employees get quickly judged by their achievements and not according to their
performance. It is also answerable for decision making powers of superiors of the
company without judging the employee on the basis of their work. It creates negative
impact in minds of an individual (Yates, 2014). It also affects interpersonal relationship
of the employees. It lay emphasis on the working capabilities of the employee and effect
team performance and hence affects the performance of organization.
 Role culture: It is determined by person's role or position in the business entity. The
culture in an organisation leads to slow decision making in the company. This lead to
certain consequences as this culture is involved in taking risks and it also tends to
bureaucratic structure of the business. This culture affects the abilities of the workers and
lowers the performance of business. Tesco follows this culture, that helps in developing
trust among all employees and building strong relationship with them.
 Task culture: This culture lay emphasis on the task activities and it can largely focus on
the productivity of the team. Tesco public limited is focused in controlling the Task
culture as it improves the productivity of the business and this culture is also responsible
for creating healthy team membership with the perspective to achieve team based
objectives of the company.
 Person culture: It is determined by the individual's cultural ability. This culture in an
organisation gets the collection of individuals in order to achieve a common goal of the
firm. It focuses on individual work which results in efficient working of the business
activities of Tesco. The cited firm follows this culture that supports business in retaining
its skilled people in firm for longer duration.
Tesco is mainly focussed towards the task cultural goals of the company. Sense of social
responsibilities help this organisation to set up supermarkets in the native areas. Task culture of
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the company helps the business in building team spirit. By this way all employees resolve issues
together and they perform in a team well. This supports business in increasing its efficiency
level. Efficient productivity gets increased by providing appropriate attention towards cultural
objectives. Task based activity improves the performance of team and also helpful in increasing
the functional efficiency of the team. It leads to improved performance of the organisation.
Influence of power and politics
Using the powers of their roles in an organization needs the best observation. It provides
the responsibilities as well as decision making powers and these conclusions can influence
individual performance by the process of appreciation. Employees are judged on the basis of
their behaviour, work or achievement. If a person is using the powers with the wrong intention
by taking out the personal grudges in the company, then it can lead to conflicts amongst the
members of the team. It creates lack of communication and demotivation in the staff members.
For example, if a manager of Tesco is focused on appreciating performance its
employees. The authorities in Tesco are responsible to grant power to the manager. These
powers make a person superior amongst the workers and it is enough for the employees to follow
those orders. Company is totally dependent on the work and productivity and this productivity is
ultimately delivered by the activities of workforce.
Demotivation among employees effects their performance which results in decrease in
the productivity of their organisation (Jin and Hahm, 2017). Decreasing productivity of an
employee can affect the function of team and it can be negatively impact on the performance of
enterprise. Theses powers can be of different types legitimate, reward, coercive, expert power or
referent power.
Powers can also play a negative role in influencing the OB. It increases the level of ego in
person's characters and this promotes such types of personal conflicts in the company. These
personal grudges effects communication of the members inside the business and this will
decrease the working ability of an organization and influence the team performance. This results
in decreased productivity of the firm.
P2 Content and process theories of motivational helps in achieving organisational goal
Content theories
Content theories determine the ideas which can assist in motivating employees of Tesco.
Motivational factor determines the increased morale of employee. If the workforce of an entity is
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motivated, then it tends to achieve common goal of an organisation. Various kinds of content
theories are introduced in which two most common theories are Maslow's need hierarchy theory
and Herzberg’s two factor motivational theory.
 Maslow's need hierarchy theory: This type of motivational theory which believes in
satisfying the needs of the employees. Motivated and satisfied labour retains the position
of the business by contributing towards the organisational goal. Various kinds of needs of
an employee are discussed here as person's self-actualisation need, esteem needs, social,
safety, psychological needs (Jin and Hahm, 2017). This content theory of motivation is
focussed towards certain kinds of needs of an employee to make them feel motivated and
therefore satisfied workers helps in achieving the common objective of Tesco.
Figure1: Hierarchy needs of Maslow's theory
Source: (Content motivational theory, 2018)
 Herzberg's two factor motivational theory: This motivational theory explains two factors.
Satisfied employee can lead to achieve the organisational objective while fewer efforts of
an employee can lead to dis satisfied labour. The author differentiated its two factors as
satisfiers (motivators) and dissatisfies (hygiene factors). Motivators include
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achievements, recognition, responsibility, advancement and growth. Dissatisfies includes
relationship between employees, salary status, working conditions, company policies, etc.
Motivated employees contribute towards the success and growth of Teso.
Process theories
Process theories focus on the reason behind employee motivation. It helps in determining
the strategies that how a worker can feel satisfied and motivated in a Tesco. This leads to the
successful growth and development of the business. Process theory mainly focuses on the
process of work which includes degree of efforts and modification of efforts by workers. This
can be described by the various kinds of motivational theories:
 Equity theory: This theory is referred as the procedure of increasing their efforts. This
motivational theory is totally based on the performance of an individual. A person can
adjust their efforts in ups and down to sustain their superior position among all their
colleagues. Achievements of Rewards are the biggest motivation for an employee so
to get this recognition a person might push its efforts in order to prove itself.
Motivated employee's individual goal can collectively lead to the achievement of
common organisational goal of Tesco (Yates, 2014).
 Expectancy theory: This process theory highlights motivation as partly a decision
making process. It determines the productivity of an individual. Outcome of an
individual is focussed as expectations to get reward and recognition in the company
(Jin and Hahm, 2017). Their efforts decide the level of output and Employee's
expected reward. Individual level of efforts will be ultimately helps to get the desired
goal of business entity.
M1 Critical analysis of culture, politics and power have influenced individual and team
behaviour
Cultural factors have versatile impact on the business activities. Cultural objective of the
business can also play an important part in managing the team of large number of employees in
an enterprise. Power and politics can create equal consequences among the motivation of the
employees. These decisions can affect individual as well as performance of Tesco. It can be
considered as a power appreciation of the workers this increases the morale of an individual and
helps to achieve productive targets of the firm. If a person uses its power in taking back the
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authorities of an individual. This could be a negative impact on the satisfaction of the employees
and thus leads to decrease the performance of the team.
M2 Critical evaluation of motivational theories in order to influence individual behaviour
Employees behaviour can determine the growth and success of an organisation.
Motivation plays as a role of coordinator to sustain the position of business. Such motivational
theories can play the role of key to achieve the organisational objective. Adopting the models
and concepts can determine the satisfaction level of labours in a company (Gotsis and Grimani,
2015). Application of the motivational and behavioural satisfaction in business influence the
main objective of Tesco to sustain its resources. This motivational approach helps in satisfy its
workforce helps in the development and growth of the successful enterprise.
D1 Critically evaluate the relationship between culture, politics, power and motivation
Maintaining the balance of culture, politics and power in an organisation can leads to the
achievement of organisational goal. Well Managed and skilled resources can improve the
productivity. Individual efforts helps in successful actions of the team. This can positively impact
on the best performance of team. Influencing the employees by their motivating strategies results
in achieving organisational goal. Although using the power and politics within the company can
sometimes promote negativity in the environment of business activities. Promotion of cultural
activities within the company can also motivate workers as it provides the healthy environment
in the enterprise. In accordance with discussion, it can be said that incentive criteria and rewards
should be improvised in order to motivate employees (Elsbach and Kramer, 2015). This will help
in encouraging and appreciating the morale of workers which will result in growth and
development of Tesco.
TASK 2
P3 Factors which lead to effective team as opposed to ineffective team
Effective team management of the organisation can be a great means of contribution
towards common objective of the enterprise. Ineffective team is considered as a barrier for
successful growth and development of the business (Yates, 2014). Employee relationship of
Tesco have strongly contributed towards job satisfaction and this relationship ensures efficient
operations within the enterprise. This was done due to the formation of social groups in company
which were known as Tesco PLC, 2014.
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Group is considered as contribution of individual efforts in coordinating the business
activities while team is a collection of people who share their objective in enterprise. Members
work differently to achieve their individual goals while members of the team are mutually
committed towards the common goals (Jin and Hahm, 2017).
Different types of organisational teams
An organisation brings employees together by promoting different types of skills and
working interests of employees to achieve common objective. Integration of individual
performance can lead to successful effective team in Tesco.
 Functional team: It is a team where all the members of the group belong to same
functional departments (Yang and Wei, 2018). It is very common technique of achieving
the team targets together.
 Problem solving: This type of team is formed with the cross- functional employees of
different as a one team. It is also considered as the most effective team. Here the people
carry the abilities of different skills and knowledge. It is basically collection of
comprehensive skills in one team. This strategy is used to avoid the ineffective in team
work.
 Project teams: this team is created for a specific project. Group members are again
assigned different duties, after the completion of a particular task.p It makes an effective
team. (Organizational Behaviour (OB), 2018).
Impact of technology on organisational teams and Role of virtual team development and
networking
Technological advancement in the Tesco needs to be improved for the effective team
management of the company. Use of technology helps in achieving the timely completion of the
activities. According to need of customer’s electronic products were widely approachable and
likeable. So in 14 February 1968 in notes of meeting it was announced that UK's first trade retail
digital scale was approved. It was also a massive change in company that bar code scanning was
implemented. This came up with lot of technology changes in Tesco.
Virtual team: This team works as a mediator between communication and technology.
This ensures the effectiveness in exchanging the ideas and views in business. For example,
invention of mailing procedure in business have improved the communication between the
employees (Elsbach and Kramer, 2015). Healthy communication brings trust and faith in the
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working practices of virtual teams where employees collectively focuses on achieving the
organisational goal in Tesco.
Networking: It is a helpful medium to make use of technology in a better way. This
provides the connection to interact with the other members of team. By using this networking
technology, strong communication can be established and this improves the effectiveness of team
in an organisation. Tesco introduced its first computerised checkouts in 1982.
Team dynamics and team work
Team dynamic can be considered as behavioural connection between the group members.
Dynamics can be affected by the different roles and responsibilities (Wu and Lee, 2017). It can
directly affect the productivity of Tesco. On the other hand, team work determines the integrated
performance of its group members while working in a group (Mueller, Renken and van Den
Heuvel, 2016). Adopting such strategies in an organisation can result in effective team of the
company.
Tuckman’s Team Development model
Tuckman’s Team Development model provides various stages of making an effectively
developed team. Following are various stages used in promoting team spirit.
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Figure2 Tuckman’s Team Development model
Source: (Tuckman forming storming norming performing model, 2018)
 Forming: Establishing faith and trust of the group members can lead to effective
communication. The members of the team feel free to share their idea and opinions
(Gotsis and Grimani, 2015). This would create a great team working to avoid
ineffectiveness of the group members. In this the focus of firm is on setting goals which
need to be met by overcoming challenges and barriers.
 Storming: This strategy is based on identifying the strengths and weakness of the group
members. It can also ease the process of assignment of duties amongst the members
(Talukdar, 2015). Effective team leader takes the decision according to the individual
interests and contributes towards effective team management.
 Norming: This stage is involved in participation of the group members in adopting same
techniques to solve the problems. Under satisfied employees can work according to their
interests and this would be greatly influence the working abilities of team. Satisfied
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agreement of their roles and working procedure amongst group members can lead to
effective management of the team. Performing: Individual efforts contributing towards an effective team is the major
success of the team. Non-performers are responsible for creating ineffective team in an
organisation (Beugré, 2018). Promoting the individual interaction between team members
shows a leadership quality to make the team spirit alive in Tesco. Absence of proper
guidance to team makes an ineffective team.
Belbin’s typology for managing effective teams
This typology helps manager of Tesco to perform vigorously and this helps in retaining
the effective productivity of company. It provides the role of shaper to the team of an
organisation. This role helps the manager of Tesco in identifying appropriate approaches for
solving the problem. Implementation of the planned activities in the business requires lot of
efforts. Practical implementation of team's idea into action gets the effectiveness of the task
(Arvey and Zhang, 2015). Member of the team are also acts as a finisher who provides the
perfect touching of their integrated task to make the task of the team very effective. People of
Tesco often work in mutually satisfied situations (Yang and Wei, 2018). Belbin's typology also
provides various team managing solutions. These roles include various features which are as
follows:
 Plant: This theory has helped in perusing innovative ideas through by introducing plant
 Resource investigator: It also acts as Resource investigator by providing new concepts
and opportunities.
 Coordinator: This theory has also helps leaders in Coordinating the business activities.
 Shaper: Leader plays the role of shaper.
 Monitor: The activities of employee need to be timely monitored by the leader.
 Evaluator:Tasks and duties needs to be clearly evaluated.
 Team worker: It also plays the part as a team worker.
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 Implementer: Plans and strategies needs to be implemented properly by the leaders.
This team management in an organisation can also be helpful in resolving the conflicts
among the team members and these results in the effective productivity. Better communication
can also be helpful in achieving the overall objective.
P4 Concepts and philosophies of organisational behaviour
Organisational behaviour deals collectively with multiple aspects of the entity. It is
considered as the study of individual behaviour of its employees, group performance and
organisational goals. Management of appropriate behaviours within business affect the common
objective of business entity. Company's cultural objectives encourage and motivates their
employees to speak up their point of view to achieve the organisational goal. Motivational
concepts and theories help the business to sustain its employees within the enterprise and also
helps in proper management of organisational behaviour. Technological improvement and
modulation in working procedure of company effects the productivity of individual and team
performance. In this condition managers of Tesco provides proper training session and
motivational speech to promote the working skills of the employees. Organisational behaviour
can be identified by the level of satisfaction and motivation in their workforce. This procedure
helps Tesco to sustain its skilful workers in the business (Talukdar, 2015).
Social responsibilities are concentrated by organisation. Perception of the long term goals with
the satisfying customer is focussed. Individual behaviour plays an important part in providing the
effective productivity. Employees are valued in Tesco for their great contributions in the
organisation. Managers maintains a strong employee relationship in the organisation. Workforce
share their interest in working mutually as a team.
Path goal theory leadership styles are based on the efforts of the leaders in satisfying
members of team. This theory deals with the behaviour of leader to maintain a good relationship
with its team. A good leader can bring its team's efforts to achieve the ultimate goals of the
business. Managers can use this leadership quality to empower the strengths of its resources and
this leads to the achievement of team based objectives.
Powerful productivity and performance of the team is greatly influenced by leader's
behaviour. It is also a fact that Tesco shares a string bond with staff and customers. Productivity
of the team can be judged by the individual contribution of team members and these efforts
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cannot be possible without proper guidance of the leader. Path goal leadership styles provide the
ways for the leaders to encourage and support their employees in achieving organisation goal.
Effective leader can improve the performance of its team by providing proper communication
and guidelines to the team. This will inspire workers to perform well to achieve the common
goals of Tesco.
Effective leadership of Tesco requires a creative view to manage work of the team as a
whole. Leader needs to expose its observing, identifying and consciousness throughout dealing
its decision making. Employees of an organisation do not resist changes and therefore it results
in the worst performance. A good leader can resist the situational changes and also required to
motivate their employees for these situational changes. Social capital theory and contingency
theory helps in determining the style and leadership approach by considering organisational
factors into account.
 Larger responsibilities also play the role of barrier in achieving the team goals.
 Lack of communication is also considered as a barrier in making leader effective.
 Time management and wrong situational decisions leads to the ineffective leadership.
However, team performance and productivity can be improved in ASDA, by improving
leadership style. Mangers should adopt participative style and they have to involve people in
decision making process. This will help in improving their confidence and they will perform well
in the firm. Furthermore, by creating healthy environment and by providing them rewards entity
can raise productivity of workers in ASDA.
M3 Relevant team and group development theories
Tuckman’s Team Development model, Belbin theories are here that supports in
developing an effective team and managing team members effectively. Team work can also
determine the investigation of the resources to get the work done in effective manner (Lee and
et.al., 2015). All these activities require to be monitored on a specific period so both these
models help in monitoring of its team members for an effective membership of the individual'
performance. Promoting interaction and communication can be beneficial in managing the
effective team. This can be helpful in avoiding the risk factor in Tesco.
M4 Evaluation of concepts and philosophies of OB
Concept and philosophies of organisational behaviour can affect the industry in both
positive and negative aspects. It deals with the managing the behavioural and managerial values
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in Tesco. This in turn helps to achieve the effectiveness and retain the skilful and motivated
employees within the organisation. Ineffective OB in company can effects the productivity and it
might lead to vast destruction of the business.
Positive impacts
 The concepts and philosophies of organisational behaviour in business helps in making
the effective management of the business.
 Powerful management also leads to retain growth and development of the enterprise.
Negative impacts
 Organisation behaviour deals with the behavioural issues of the organisation and if it is
not managed properly then it might be responsible demotivated employees. This
ultimately restricts growth in order to achieve organisational goal.
 Ineffectiveness of OB cannot sustain its employees within the Tesco. It can ultimately
influence the behaviour of organisation.
D2 Evaluate the relevance of team development theories
Perspective of team development is to promote the communication and coordination
amongst all the members of the team. It encourages better productivity and effective output of
the organisation (Yang and Wei, 2018). OB plays an important role in managing the
development of team as Powerful team requires proper guidelines. Proper guidelines can be
possible through perfect leadership and leader. Qualities of a great leader can be promoted by
managing the behaviour of its employees OB is an ultimate solution to achieve the goals of
Tesco.
CONCLUSION
From the above study it can be concluded that OB plays a vital role in managing the
behavioural activities of its workers. Overall this concept promotes certain managerial skills to
develop the leadership qualities. From the above context it is been clear that effective team can
helpful in achieving the overall objective of business.
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