Organizational Behavior Report: Culture, Power, and Teams

This report examines organizational behavior within Tesco, a multinational retail company. It analyzes how organizational culture, power dynamics, and politics influence individual performance. The report evaluates various motivation theories, including Herzberg's two-factor theory, Maslow's hierarchy of needs, and ERG theory, assessing their relevance and application within the Tesco context. Furthermore, it explores the characteristics of effective and ineffective teams, emphasizing the factors that contribute to team success. The report also delves into the broader concepts and philosophies of organizational behavior, providing a comprehensive overview of how these elements impact employee behavior and organizational outcomes. The analysis includes the influence of globalization and digital technology, system theory application, and the importance of a positive work culture. It highlights the need for respect, dignity, and effective communication to drive employee performance and organizational efficiency.

Unit 12: Organizational
Behavior

Contents
INTRODUCTION...........................................................................................................................4
LO 1.................................................................................................................................................4
P 1. Analysis of how culture, power and politics influence performance of individual..............4
LO 2.................................................................................................................................................6
P 2. Evaluating theories of motivation and motivational techniques..........................................6
LO 3.................................................................................................................................................9
P 3. Evaluating what makes effective team as opposed to an ineffective team...........................9
LO 4...............................................................................................................................................11
P 4. Concepts and philosophies of organisational behaviour....................................................11
CONCLUSION..............................................................................................................................13
REFERENCE................................................................................................................................15

INTRODUCTION
Organizational behaviour is mainly concerned with the study of human behaviour in an
organization. It also helps in studying the complex nature of individuals in an organization and
further help in taking corrective actions, if necessary. It is imperative for every business to focus
on organizational behaviour in order to influence the behaviour of employees in a company so
the goals and objectives can be achieved effectively and efficiently. Tesco PLC is a British
Multi-national groceries and retail store company headquartered in Hackney, London, England.
The company was founded in the year 1919 by Jack Cohen and it has currently more than 6000
stores globally in countries like United Kingdom, India, Malaysia, Thailand, Hungary and
Poland. TESCO provides employment to more than 400,000 people all around the world
therefore it is essential for the organization to study organizational behaviour in order to
understand the factors influencing the employees in the company. It also has various
subsidiaries under its name like TESCO bank, TESCO family dining and TESCO mobile. Also,
it will help the organization to improve the work environment and culture so that the employees
can work with full productivity. It will further avoid chaos, confusion and conflict in the work
place. The current report will highlight on how Tesco’s culture and power influence the
behaviour of employees in the company, theories of motivation for the achievement of goals and
objectives of an organization, concepts and philosophies of organizational behaviour with
context to a given situation and their importance in the growth and success of business.
LO 1
P 1. Analysis of how culture, power and politics influence performance of individual.
Influence of culture, politics and power on the behaviour of others in an organization
1. Influence of culture:
The main factors that influence the culture of an organization are individual working in the
organization, sex of the employee, nature of the employee, goals and objectives, clients and
parties, etc.
The culture depends on the power, role, task and the person as well. If one person is in power
and his role is main, the whole organization has an impact of it. The work culture changes and
also the dynamics of the organization can change due to cultural difference (Borkowski, 2015).

The importance of cultural differences is also required to be studied. There are the small things
that can have a huge impact on the working of the organization so it is necessary. The rise of
globalization and digital technology has also impacted the working of Tesco. Previously people
use to work manually but now everything is digitalised which has impacted the organization a
lot.
2. Influence of politics:
The organizational politics and differentiation between the personnel, decisional or
structural can also have a very huge impact on the organization. The various tricks and tactics of
the employees used by the other manpower can be demotivating for some employees of the
organization. So this practice can also be the point on the behaviour of the employees in the
Tesco. Practice of such policies in the organization is not a good thing and because of this the
work culture can change and the way of working would also be affected.
3. Influence of power:
Power is the most important thing in an organization or at any other place. If the person
holds power, is at a very good place in the organization then obviously the way of working for
him would be different and that of the other employees would be different (Borkowski, 2016).
This can be positive and can be negative also. If the power is used in a correct way then the
organization would grow and the work culture would also be maintained in the company but if
the power is used in a wrong way then it can be harmful for the Tesco. There could be clashes
among the leader and the employees and also among the employees themselves. So these things
need to be considered while judging any situation in an organization.
Cultural difference awareness is very crucial for the organization as it effectively leads to
higher decision making. Cultural difference awareness is very useful in determining the various
other culture of the individuals. It is very useful in dispelling personal biases and negative
stereotypes about the particular group.
Rise of globalization largely influence organizational culture as every country has
different set of culture, belief and attitude. Each employee thinks in a different way and in turn

largely influence the organization culture. Rise of digital technology can adversely affect the
employees in a negative as well as a positive manner. Many individuals cannot adapt to the
change in the technology because of their own set of belief and attitude. There are various
individuals who can effectively adapt to various technology which in turn leads to higher
operational growth and productivity of the employees and company.
Tesco plc must focus on improving positive work culture in the environment which in
turn leads to long term sustainable growth and efficiency of the business. All the employees in
the organization must be treated with respect and dignity in order to improve the performance
and efficiency of the business.
Application of system theory in the organization helps in improving the functioning of the
organization. System theory must focus on interacting with the environment which in turn forms
a complex whole which in order to attain higher operational goals. This theory is useful in
combining all the input in order to attain desired output (Kinicki. and Fugate, M., 2017). It also
focuses on making desired changes which in turn helps in turn helps in attaining organizational
goals and objectives. System theory helps in coordinating all the activities of the company in a
systematic and appropriate manner.
LO 2
P 2. Evaluating theories of motivation and motivational techniques.
1. Herzberg's hypothesis of inspirations and cleanliness factors -
Herzberg (1959) constructed a two-dimensional worldview of factors influencing individuals'
frames of mind about work. He summarized that such factors as company policy, supervision,
employee relations, working conditions, and compensation are effective factors. Absence of
these factors can create job dissatisfaction. Their essence doesn't motivate or create any level of
satisfaction. Accordingly, he decided from the information that the inspirations were elements
that improved a person's job; he discovered five factors specifically that were solid determiners
of employment fulfilment: accomplishment, acknowledgment, the work itself, duty, and
headway. These motivators (satisfiers) were related with long haul positive effects in work
execution while the hygiene factors(dissatisfies)consistently delivered just present moment
changes in work mentalities and execution, which immediately fell back to its previous level. In

summary, satisfiers portray a person’s relationship with what individual does, many identified
with the undertakings being performed. Dissatisfied employees leads to lower operational growth
and performance for the company.
2. Maslow's hierarchy of needs
In 1954, Maslow first distributed Motivation and Personality, which presented his theory about
how people fulfil different individual needs in the setting of their work. He proposed, in view of
his perceptions as a humanistic therapist, that there is a general example of needs recognition and
fulfilment that individuals following for the most part the same sequence. He likewise estimated
that an individual could not recognize or seek after the following more significant need in the
chain of command until her or his currently perceived need was substantially or totally fulfilled,
a concept called prepotency. As indicated by various literature on inspiration, people regularly
have problems consistently articulating what they need from a vocation. In this manner,
businesses have disregarded what individual’s say that they need, rather telling representatives
what they need, in light of what chiefs accept a great many people need considering the present
situation. Oftentimes, these choices have been founded on Maslow's needs chain of importance,
including the factor of prepotency (Lăzăroiu, 2015). As an individual advances through an
association, his employer supplies or gives opportunities to fulfil needs higher on Maslow's
pyramid.
In spite of the fact that Herzberg's worldview of cleanliness and inspiring elements and Maslow's
progression of necessities may in any case have wide appropriateness in the business world, in
any event one part of each, salary as a cleanliness factor (Herzberg) and regard as a lower request
need than self-completion (Maslow), does not seem to hold on account of basic and optional
teachers. These discoveries may start to clarify why great educators are being lost to other, more
lucrative positions and to help administrators focus more intently on the regard needs of
instructors, exclusively and by and large.
3. ERG motivation theory Alderfer
Clayton P. Alderfer's ERG hypothesis from 1969 gathers Maslow's five human needs into three
classes: Existence, Relatedness and Growth.

· Existence Needs
Incorporate all material and physiological wants (e.g., nourishment, water, air, garments,
security, physical love and fondness). Maslow's initial two levels.
· Relatedness Needs:
Envelop social and outside regard; associations with noteworthy others like family, companions,
colleagues and businesses. This additionally intends to be perceived and have a sense of safety as
a component of a gathering or family. Maslow's third and fourth levels.
Development Needs:
Interior regard and self-realization; these actuate an individual to make inventive or beneficial
consequences for himself and nature (e.g., to advance toward one's optimal self). Maslow's
fourth and fifth levels (Miner, 2015). This incorporates wants to be imaginative and profitable,
and to finish significant undertakings.
Despite the fact that the need of these necessities contrast from individual to individual,
Alberger's ERG hypothesis organizes as far as the classifications' solidness. Presence needs are
the most concrete, and simplest to confirm. Relatedness needs are less concrete than presence
needs, which rely upon a connection between at least two individuals (Newman and et.al., 2017).
Development needs are minimal factorS in that their particular destinations rely upon the
uniqueness of every individual.
As indicated by Westwood (1992: 288), motivation as a concept, has certain specific features:
• An inward state experienced by the person. While outside variables, including other
individuals, can influence an individual's persuasive state. Inspiration is created inside the
individual and is interesting to that person.
• The individual encounters an inspirational state such that offers ascend to a longing,
expectation or strain to act.

• Motivation has a component of decision, goal or ability. That is, the individual encountering
the condition of excitement (remotely or inside created), reacts by acting in a route and at a
degree of force that they decide.
• Action and execution are a component of inspiration. It is along these lines significant in our
capacity to anticipate and get activities and execution.
• Motivation is multifaceted. It is a mind boggling process with a few components and the
plausibility of various determinants, choices and results.
• Individuals contrast regarding their inspirational state and the components that influence it.
• The inspirational condition of an individual is variable; it is diverse crosswise over time and
circumstances.
LO 3
P 3. Evaluating what makes effective team as opposed to an ineffective team.
Team group is considered to be collection of various individuals who focus on effectively
coordinating the efforts of individual. On the contrary, the team is considered a group of
individuals or people who focuses on sharing common interest, goals and objectives. All the
individuals in the team are committed mutually to attain higher operational goals and
productivity of the Tesco. Effective team member is considered to be one of the effective
workers which helps in improving the performance and productivity of employees. An effective
team member focuses on attaining goals and objectives of the company (Newton and LePine,
2018). It also focuses on open communication, team roles and responsibilities, time management,
employer and employee relationship and also focuses on solving problems. Team is considered
to be most effective when there is mutual connection, bonding and respect between each
individual which focuses on attaining long term operational goals and objectives. On the
contrary, an ineffective team is mainly associated with the distrust, conflict, negative competition
and it is also leads to conflict among various team members.
An effective team focuses on improving the various soft and hard communication skills
which in turn is useful in coordinating all the activities of the Tesco. This is very useful in

carrying out all the functions and specific task with utmost accuracy and efficiency. An effective
team is useful in cooperating all the activities which leads to higher operational goals and
standards. Hard communication skills such as software programming, technical knowledge and
capabilities, etc. are useful to carry out various organizational functions which is useful in
achieving higher goals and objectives. Soft skills are considered to the productive cluster of an
individual personality traits which mainly includes language skills, teamwork, time management,
cognitive behaviour, leadership traits, social grace, etc. are very useful for team members to
attain higher operational goals and efficiency of the Tesco.
The management of the company should focus on evaluating the problems and find the best
conflict resolution in order to attain higher operational goals and objectives.
Tuckman’s theory key focus is on determining how the team manages and tackles a task from the
initial stage to the completion of project. This theory is useful in determining various team
development challenges which in turn affects the operations of the business (Osland, Devine, and
Turner, 2015). This model is classified into forming, storming, norming, performing and
adjourning. Forming is a stage where the team focuses on project goal, ground rules, roles and
responsibilities of individual, timeline, etc. Storming stage helps in managing various conflicts
which could affect the efficiency of the business. This stage is useful in determining the problem
and finding best solution to the problem. Norming stage is where individuals of the team focuses
on their job roles in order to attain set goal of the company. Performing is a stage where
individuals focus on operating the business without any supervision. Adjourning is the last stage
where the individual team members who focuses on achieving closure and end the project on a
positive note.
Belbin’s team model is an effective model which helps in describing the roles and
responsibilities of various individuals in the team. This model is useful in determining the action
oriented role which mainly includes shaper, implementer and complete finisher. It also helps in
evaluating people oriented roles which includes coordinator, team worker and resource
investigator. This team model is useful in determining thought oriented roles which mainly
includes plant, monitor evaluator and specialist (Belbin Team Roles: Theory and Practice, 2017).
This tool is very useful in attaining higher operational goals and objectives of the Tesco plc. This
model is very useful investigating resources, teamwork and coordinating all the activities by
gaining higher operational goals and standards (Pentland, and Hærem, 2015).

Tesco must focus on improving an effective team and identify the conflicts among team
members and operations of the business in order to attain higher operational goals and efficiency.
Finding best solution to the problems helps in smooth functioning of the business.
LO 4
P 4. Concepts and philosophies of organisational behaviour.
Path goal theory
Path goal theory specifies the leaders behaviour as to how he has to perform his task in
order to make his employees work in best possible manner to achieve group goal.
It aims at increasing employees motivation & improving their satisfaction level in work process
so as to generate higher level of productivity.
It was first introduced by Martin Evan in 1970 with a view to set certain specific working style
of different individuals & integrating their individual efforts to achieve group goal (Podsakoff,
MacKenzie and Podsakoff, 2018).
Though path goal theory is not complete in itself but it gives basic idea about
1 Employee best suited for specific work and their characteristics.
2 Selection of leadership style.
3 Employees success through motivating them
Employees characteristics
It tells about the ability & knowledge different individuals possesses & based on that different
leadership style to be implemented so that employees feels sense of belongingness & feels
motivated.
Leadership style
There are various form of leadership style & one needs to select the best style keeping in mind
the situation of work. There are 3 types of leadership styles
 Authoritarian or autocratic leadership
In this form of leadership control lies in the hand of leaders & decisions are made by
leader himself .
 Participative or democratic leadership

Herein decisions are made by leader involving other employees as well. This form of
leadership is helpful for generating more ideas.
 Delegative or laissez fair
Leader has no such control over the actions of employees & in different situation
different individuals acts as a leader. However leader is responsible for the acts made by
others.
All three types of leadership styles are important in different circumstance.
Focus on motivation
 Leaders tends to define the goals for which efforts are made
 Then clarify as to how , when & by whom these goals has to be achieved
 Every path involves certain obstacles which needs to be counter
 Leaders motivate there subordinates by providing continuous support & making there job
easier.
Path goal theory is an effective leadership approach as it helps in improving the team
performance and productivity of the business in a long run.
For instance, ineffective training to individuals in the organization results in lower
operational growth and efficiency for the business. Training is a process which makes new
employees understand the organization work process. Training is given by already existing
qualified personnel. Training makes new employees understand the firms working easily & their
speed of work also increases.
Every individual in an organisation has certain shortfall regarding different work & training
make it possible to learn & understand different work process & style.
Once training is taken in an effective manner then individual gains confidence in performing that
task. Moreover employees feels satisfied & starts working to achieve higher level of work tasks.
After training process is over employees become competent enough to perform different works
& thus helps in achieving organizational goals in an effective & accurate manner.
Though training involves higher cost in form of qualified / skilled employees working to groom
lower level employees . Such skilled employees charges higher cost for their services rendered.