Organizational Behaviour Report: Tesco - Individual, Team, Performance

This report provides a comprehensive analysis of organizational behaviour, focusing on the application of various concepts within the context of Tesco, a multinational retailer. The report begins by examining how organizational culture, politics, and power influence individual and team behaviour and performance, utilizing Handy's cultural model and exploring different types of power such as legitimate, reward, referent, informational, and expert power. It then evaluates content and process theories of motivation and motivational techniques to achieve organizational goals. Furthermore, the report explores the characteristics of effective and ineffective teams and analyzes relevant team and group development theories. Finally, the report applies concepts and philosophies of organizational behaviour to a given business situation within Tesco, evaluating how these concepts inform and influence behaviour. The report concludes with a summary of findings and references to relevant literature.

Organizational
behaviour

Table of Contents
INTRODUCTION......................................................................................................................3
TASK1.......................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and
team behaviour and performance...........................................................................................3
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance...................................................................7
TASK2.......................................................................................................................................8
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................8
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models..............................11
TASK3.....................................................................................................................................11
P3 Explain what makes an effective team as opposed to an ineffective team.....................11
M3 Analyse relevant team and group development theories to support the development of
cooperation within effective teams......................................................................................13
TASK4.....................................................................................................................................13
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation.................................................................................13
M4 Evaluate how concepts and philosophies of OB inform and influence behaviour within
a given business situation.....................................................................................................15
CONCLUSION........................................................................................................................15
REFERENCES.........................................................................................................................16
Books and journals...............................................................................................................16

INTRODUCTION
Organisational behaviour refers to an application as well as study of behaviour of
individuals, teams and groups in the working environment (Ahmadi and O'Cass, 2016). There
are a number of different activities which are involved in organisational behaviour which
include understanding, controlling as well as predicting the behaviour of employees in an
organisation. In this field of work analysis of individuals and teams help business structure to
understand their behaviour. The knowledge of their behaviour can be effectively applied in
the organisation in order to attain productivity and profitability. There are a number of
different concepts included in organisational behaviour such as culture, politics, power, team
management, leadership and motivation that are effectively used in the following report.
The following report is carried upon Tesco which is a British multinational dealing in
groceries and journal merchandise for their customers (Amponsah and Adams, 2017). The
company is headquartered in Hertfordshire England United Kingdom. It is one of the largest
retailer throughout the world providing benefits to its consumer from 1919. The report
consists of all the organisational behaviour structure of individuals and team in Tesco
TASK1
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
There is a continuous change within the business environment which is directly
impact in the performance of organisation as well as using the tools and techniques in relation
to maintaining the behaviour of different individuals. This is becoming essential for the
organisation to use appropriate methods tools and techniques in order to achieve the
objectives by maintaining the behaviour. It is analysed that organisation culture politics and
power has there direct impact on the behaviour and performance of individuals working on
different jobs (Azarmi, 2016). It is essential for manager to use appropriate tools and
techniques for managing the functions and achieving objectives in a timely manner. These are
also related to performance of Tesco where it is needed by manager to use these resources in
favour of business entity. There is direct influence of culture politics and power on the
functioning of Tesco which is discussed below.
Culture

Organisational culture can be defined as a system which is associated with thinking
behaviour working environment and various other factors of different individuals which
impact on the performance of organisation and organisational behaviour. It is essential for the
form to maintain an appropriate system which will facilitate effective working in using the
resources according to the internal and external factors which can impact on business
profitability. Under this, culture plays an important role which is associated with managing
different rules of individuals and using them according to the needs and requirements of
organisation (Balwant, 2018). There are number of cultures which can be followed by
Organisation in order to enhance the functioning and maintain its profitability level.
Facebook and also use these functions where handy's cultural model can be used by the firm
to achieve its objectives.
Handy's model of organisational culture
This model was developed by Charles handy in order to identify the organisational
culture and its impact on the performance of firm. This model includes four types of cultures
which can be followed by Organisation in order to improve its function and manage different
individuals according to their cultural reference. This includes our culture task culture person
culture and role culture (Beaudry, Héroux-Vaillancourt and Rietsch, 2016). All these are
discussed below in context of Tesco to identify the current impacts and policies related to
culture which can be followed by organisation to improve its functioning in achieve its
business objective in more lenient way.
Power culture: it can be defined as a system which includes that kind of culture
where organisational power remains in the hands of only few people who are authorised to
take different decisions according to the needs and requirements. These individuals always
enjoy social privilege at the work place where the actors and most important employees of
the organisation and work in accordance to making different decisions. This culture is
directly related to autocratic leadership system where subordinate has limited scope to talk
with their executive in order to to pass some important in truck instruction. In contacts of
Tesco the manager can also use this culture in order to improve its function in achieve the
objectives related to organisational behaviour and its management (Boretti, 2020). This kind
of culture can lead to an arrest within the organisation as every team member cannot be given
at powers which will bring personality within the organisation and unrest among different
employees.
Task culture: organisation can also used to perform its function by formulating a task
culture within the firm. Under this kind of culture organisation used to formulate appropriate

environment because of some special interest where different people work under a common
interest and bringing specialisation in formulation of team. This system help in dividing the
teams according to the requirements and contributing toward a particular situation. In relation
to Tesco this system can also implemented by organisation within the firm by using an
appropriate tools and techniques and managing the feedback system.
Person culture: pulsar person culture can be defined as that kind of culture which is
related to using an appropriate person as a separate authority. This provide an efficient
working to score as organisation can use to take various kind of formal and informal
meetings under this systematic and can use a particular person as a role model to achieve the
objectives by guiding and leading with their instructions (Dincer, 2017).
Role culture: this is also an appropriate culture which where every employee is
delegated to other roles and responsibilities in the organisation according to their
specialisation education qualification interest and the field where they are working or want to
work. This culture is helpful in boosting the motivation of employees as the know their role
within the organisation which will also help in bringing specialisation and their working
condition and accepting the changes in appropriate way.
It can be evaluated from the above mentioned information that there are various
functions which can be used by the firm in order to maintain profitability and achieve its
business objectives. Culture directly influence behaviour of different individuals and
motivate the firm in order to bring positive outcomes.
Politics
Organisational politics can be defined as a function which is related to using tools
tactics and strategies by the management within the organisation in order to improve the
functions and achieve profitability by managing different individuals. Politics has both
positive and negative impact on organisational profitability and productivity. It depends on
nature of manager to influence the behaviour of individual by the use of politics and order to
achieve the objectives. Positive can influence the behaviour of individual in both positive and
negative manner which depends on the motivational factors and type of politics which is used
by managers within organisation. Politics is beneficial for Organisation in different ways
which can be seen from the example of Tesco (Dunphy, 2016). Manager using politics in an
appropriate way to influence the decisions. There are some benefits of politics which are
discussed below in context of Tesco.
Motivate employees: in context to Tesco, manager within the organisation news
positive politics which is helpful in boosting the motivation within the employees and

increasing the productivity and performance. This initiate appropriate functions and lead to
improve productivity by managing motivation. It is helpful in improving the performance by
using effective tools and techniques.
Increase and decrease in productivity: use of politics also initiate increase and
kidecrease and productivity within the organisation. This is because by using appropriate
politics manager identify the targeted areas and can use appropriate system for influencing
the behaviour of individual in increasing the productivity by guiding them according to the
needs and requirement. This is helpful in initiate in different actions and managing the
productivity according to the needs and requirements (Erbasi, 2017)
.
Power
In order to maintain the behaviour of individuals and identify their current
performance power is also an essential element which must be included by management team
and used according to the needs and requirements of current business environment and its
dynamics. In context of Tesco, power can be defined as ability is of different individuals to
influence the working environment within the organisation by executing them. There are a
number of powers which are distributed according to the current capacity experience and
working skills of different individuals and Tesco. These are associated with HR finance and
various other departments of the organisation and are related to managing the functions of
different individuals (Gkorezis and Petridou, 2017). In context of Tesco, some of these
powers are discussed below:
Legitimate power: .It can be defined as that kind of powers which are related to
functioning of organisation and come with a position and authority within the business
organisation. This power helpful to the organisation in executing different operations and
managing the position of different individuals according to the needs and requirement. In
context of Tesco, manager use this kind of powers to execute the goals and objectives by
guiding the different indicators according to their position and requirements within the
organisation. This support better functioning and lead to achieving organisational goals.
Reward power: It includes the power of rewarding to the individuals within the
organisation in order to improve the functions and achieve the objectives of organisation.
This power is associated with improving the functions of the form by providing monetary and
non monetary incentive to the employees in order to improve their performance and enhance
their capacity of working within the organisation. Management within Tesco also execute

reward power in order to provide benefits to the employees and increase worthiness of
Organisation in the current market.
Referent power: Referent power can be defined as a power which are related to
increment within authorities and power of employee after serving for a long time within the
organisation. This can be defined as a power which come with experience within the
organisation. It is an effective system which influence the behaviour of other employees and
can be used by organisation in order to improve productivity and functioning. This is helpful
to the management within the Tesco where it can use the experience of different individuals
by providing them some authority to work.
Informational power: These are those powers which are related to information
collected by different individuals in order to improve the functions and productivity of the
organisation procedures and operations. This is an effective power which helps in managing
the functions according to the needs and requirements and using the functions in order to
operate with better profitability and productivity. These powers can be executed within Tesco
by using informational individuals who can communicate information regarding different
functions and help in establishing better and coordinated environment (Kergroach, Meissner
and Vonortas, 2018).
Expert power: It can be defined as those powers which are related to the expert
individuals within the organisation and can be executed in order to achieve the objectives.
These powers are essential within an organisation in order to improve the functions and bring
smoothness. In context of Unilever, these powers are executed by managers within IT
department HR department in various other higher responsibility jobs which perform expert
powers in order to maintain the functions and improve the organisation performance by their
past experience.
It can be concluded from the above mentioned information that organisational culture
power and politics has direct impact on the behaviour of individual which has to be
considered by the organisation in order to maintain motivation and productivity within staff.
This is helpful in achieving the objectives in this current time and will help in future to
improve the functioning of organisation by improving efficiency and productivity.

M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
The efficiency and productivity of an organisation can be negatively affected if
power, politics and culture or not used by managers appropriately for their benefits. When
considering power culture in Tesco it is declining the productivity as well as efficiency of
individuals in the organisation. If the managers are using their power positively it is a great
way to motivate employees and get the work done. When taking politics into consideration
negative politics such as demotion, bias, anger and stress can influence the productivity of
organisation negatively. On the same hand conflict management is a positive effect of politics
in the organisation which can be used by managers in order to avoid any grievances or
conflicts between employs. Internal politics is required to be used positively and made sure
that no employee is harassed or bullied while working in the organisation. Using all these
theories the managers in Tesco can effectively set a positive working environment in their
organisation.
TASK2
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context
Motivation in employees can be defined as their level of commitment, energy,
creativity and strategies they are using in order to successfully complete their work in the
organisation. It is required by the managers and leaders in an organisation to motivate your
subordinates in order to increase their productivity and profitability of the organisation. The
management of Tesco is highly concerned regarding the methods they use in order to
motivate and encourage the employees in the organisation. They believe in motivating
employees in order to make sure that all the objectives and goals are fulfilled in the stipulated
time period. Motivation can effectively help in generating enthusiasm in employs so that they
are successfully completing all their tasks in the business (Kitchin, 2017).
Intrinsic motivation: This is a kind of motivation which is derived within an
employee. It comes from inside of an employee and there are no extra effort is required for
such kind of motivation. It is quite rare to find and employees but once the managers and
leaders find the key to intrinsic motivation they can easily motivate the employees in an
organisation in order to achieve all the personal and professional goals successfully.

Extrinsic motivation: on the other hand extrinsic motivation is the motivation that is
derived within an employee in an organisation using a number of different external factors.
There are a number of factors included in extrinsic motivation which is derived through
different sources such as position, power, and promotions and so on.
The managers and leaders in Tesco are using extrinsic motivation in order to make sure that
all the employees are motivated and encouraged towards their goals which also helps the
organisation in increasing their productivity successfully (Mattila, 2017).
There are a number of different theories which are used by managers and leader in
Tesco in order to motivate and increase their employees. These motivationtheories are
divided into two parts which are process theories and content theories. Below mentioned are
some such theories for motivation:
Need Hierarchy theory by Maslow:
This is a theory which helps leaders and managers to motivate and encourage
employees in an organisation. It was developed by Abraham Maslow in 1950. The theory
basically consists of five different stages which are to be fulfilled in the given hierarchal
order to motivate and encourage the employees in an organisation (Batten, Lončarski and
Szilagyi, 2018). The main objective of this theory is to make sure that employees are
motivated and work effectively towards the organisational goals. Below mentioned are
different stages of this theory:
Physiological needs: This is the first stage of needs which has to be fulfilled by
managers and organisations to keep the employs motivated. It consist of basic necessities that
a person requires to live their life. This includes clothes, food, water, shelter, air and so on. It
is necessary that the basic pay which is provided to employees in Tesco can fulfil all these
needs of those employees in order to make sure that the employees are motivated towards the
organisational goals (Mattila Yrjölä and Lehtimäki, 2019).
Safety and security needs: The second need in this theory is regarding safety and
security of employees. Each and every individual needs to feel safe while working in the
organisation. This includes the safety of their lives as well as financial security and safety. It
is necessary that the organisation is paying employees so that they can effectively fulfil all
their financial and non-financial security needs. In Tesco managers are providing the
employees with different insurance benefits, medical benefits and are well as job security
which helps them to remain motivated and encouraged in order to perform better in
organisation.

Social needs: When safety and security need of an individual is fulfilled it is required
that the social needs of individual are met in organisation. With social needs the need for
belongingness and acceptance in society is attached. At this stage it is required by
organisation to make sure that the employees in their business are effectively involving
socially in the society. In order to do so various formal and Informal’s meetings are held by
the organisation. Tesco make sure that their employees are effectively getting emotional
peace, positivity of mind as well as social recognition. Tesco also provides different benefits
to their employees such as recognition to fulfil this need.
Esteem needs: Self-esteem needs is the fourth step in this hierarchy theory. It refers to
the high self-esteem as well as self-reliance of an employee in the organisation. It is
necessary that employee is provided with promotion and various recognition such as
appraisals which helps them in feeling high about themselves. It is an effective way through
which managers and leaders in Tesco are appreciating the employees and providing them
with self-esteem needs which helps them to enhance their motivational level.
Self-actualisation needs: Self-actualisation need is the last need which is to be
fulfilled by organisation in order to motivate employees. According to Maslow it is necessary
that after all different needs of an employee or fulfilled development and training of
employee should be done by organisation. This need is beyond every need and it helps in
personal as well as professional growth of an employee. When all other needs of an employee
is fulfilled the self-actualisation need arise where an employer wants to be better than
themselves. Tesco is effectively providing skill and abilities training in order to fulfil these
needs of their employees (Naughton and Foss, 2019).
In this way Tesco is effectively making use of Maslows need hierarchy theory in
order to make sure that all the employs in the organisation are encouraged and all their needs
are fulfilled by the organisation successfully.
Strengths: The theory successfully provides a useful summary of different human needs
which can be used in order to encourage and motivate employees within an organisation. It
also helps the marketers to successfully focus on appealing specific needs of employees in
order to keep them satisfied.
Weaknesses: The major problem with this theory is that it cannot be applied everywhere.
There are some employees in the organisation who would like the higher level of needs
before the lower level of needs. Also the model is very simplistic and cannot be applicable
universally.

Vroom’s expectancy theory:
This theory was developed in 1964 by Victor Vroom. There are three basic elements
included in this theory of motivation as mentioned below:
Expectancy: Expectancy is the first element in this theory which explains that it is
necessary to improve the quality of work that employers are providing. If employees cannot
perform their work successfully in a better quality than the output will be affected. It is
necessary that employees are provided with the performance level which will help in
enhancing the overall performance in organisation.
Instrumentality: Instrumentality is the second element which states that a person will
be motivated when they are attached to the organisation and the work which they are
completing in the organisation (Morales-Sánchez and Pasamar, 2019). It is necessary that
managers in Tesco are providing responsibilities to the employees so that they have to make
sure that work is done effectively. It is necessary that decision making power is vested in the
hands of employees so that they feel devoted towards their work.
Valency: According to this element in the theory every individual in the organisation
have different experience and skills. It is necessary that managers in Tesco are motivating the
employs according to their experience and expectations. The reward must be provided in a
way that is effectively motivating and encouraging employees. According to it different tools
of motivation can be used for different employs.
When taking Tesco into consideration there are a number of employees working in company.
All these employees are successfully contributing in various strategies, planning of strategies
in the organisation. It is necessary that human resource in the organisation is maintained
effectively so that the desired output can be gained from them which he will help in
successfully achieving all the goals of organisation. It is seen that the young employees in
Tesco are more focused in their work and they are more affected by motivational strategies.
Company is effectively using different types of motivation for these different employees in
order to make sure that all the objective of organisation are fulfilled within the given
stipulated time period (Özilgen, 2019).
Strengths: The major strength of this theory is that the rewards and incentives can boost
motivation in employs. It will also help in triggering a motivational process which will
further influence the performance of employs along with the productivity in the organisation
successfully.
Weaknesses: The disadvantage of this theory is that it requires active participation of
managers and without active participation of managers the theory cannot work. It is also

often possible that the motivations and rewards provided by management is not required by
employees in the organisation and they do bot value it.
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models
It has been critically evaluated that the theories of motivation are applied in Tesco in
order to make sure that all the employs in organisation and encouraged and motivated
towards the goals and objectives of the organisation. These theory helps in building the
behaviour of employs positively towards the organisation and their work. It is often seen that
if motivation theory is not applied in an organisation the performance and productivity of the
organisation is affected negatively.
TASK3
P3 Explain what makes an effective team as opposed to an ineffective team.
Teams can be referred to various group in an organisation which includes different
individuals who are working towards achieving a similar task. Organisation can enhance their
productivity as well as profitability by using effective teams in their organisation. When
taking Tesco into consideration organisation is making sure to make strong teams which are
effective enough.
Effective team: Effective teams include those teams which have clear goals and
objectives. All the employees who are included in this team are well aware of the objective of
team and their working towards it (Sendjaya and et. al., 2019). The roles and responsibilities
of different employees in this team are also very clear and communication in this team is also
good.
Ineffective team: Ineffective team consist of a team which does not have clear goals
and objectives for its formation. The employees within the team are also not communicating
properly due to which the major objectives cannot be fulfilled. The roles and responsibilities
of different members in the team are not equally divided and clear.
Tuckman Team development theory
The following theory was derived by Bruce Tuckman in the year 1965. It is a great
model for team management which helps in setting up a team using different expertise. There