Exploring Organizational Behaviour: A Case Study of Tesco PLC, UK

This report delves into the organizational behaviour of Tesco, a leading UK retail organization, examining the influence of cultural, political, and power structures on employees and teams. It explores various motivation theories, including content theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's theory, and Porter and Lawler's theory, as well as process theories such as equity theory, expectancy theory, and reinforcement theory. The report also analyzes the characteristics of effective and ineffective teams and discusses key concepts and philosophies of organizational behaviour, emphasizing the importance of equilibrium between cultural elements, power dynamics, and employee motivation to foster a positive and productive work environment. The report concludes with recommendations for improving teamwork, communication, and employee motivation within the organization.

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TABLE OF CONTENTS
TABLE OF CONTENTS.................................................................................................................2
INTRODUCTION...........................................................................................................................3
Effective and ineffective team....................................................................................................8
Concepts and philosophies of organisational behaviour...........................................................10
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behaviour refers to the study which indicate the behaviour of the
individual person or the organization. It reflects the emotions, feelings and way of doing the
work within the organization (Arango, 2018). The responsible person of the company utilized the
organizational behaviour in order to improve the performance of the employees working within
the firm company. It is the cultural element of the organization it considers race, social class, and
gender which impact the fruitfulness of the organization.
The present report will examine the factors such as cultural, political and power which influence
the employees and team to work within the organization. This report is in the context of TESCO
company of UK which is leading retail market of the UK since many years.
Furthermore, the study will highlight theories that Tesco is utilizing and various theories of
motivation which institution can utilized to encourage the workers of the firm. Along with this
the study reflect the critical analysis of effective and ineffective team as well as concepts and
philosophies of the organizational behaviour.
MAIN BODY
Tesco is the British multinational retail organization of UK. The organization established by the
Jack Cohen in the year 1919 since then the company acquire the market globally as well as
internationally (Sinding, Kreitner, and Kinecki, 2018). The organization manufacturing the
product as well as service and delivered label as Tesco. It provides product in effective and
efficient manner to the customer of the organization.
Organizational structures
Every employee or the workers of the organization is encouraged by the culture, power and
political functions of the company. It gives assistance in maintaining the conflicts among the
workers working with in the firm and bring positive atmosphere.
The organizational culture referred as it is the effective way to behave in the organization.
Basically it is the common set of understanding, behaviour and assumptions of the individual
that contribute in maintaining the environment of the firm (Odor, 2018). The organizational
culture is very important because it highlights the vision and missions of the organization. The
organization culture is dominated by coordination as well as cooperation among the workers of

the Tesco organization. Basically behaviour of individual is considered as the organizational
politicizes.
The individual person influence others by showing individuals skills and knowledge used in
delivering perfect work. The powers refer to the ability of the leader which influence the staff
members of the organization in order to increase the productivity of the firm. The responsible
person deliver rewards, coercive and powers to the staff members. The leader deliver assistance
in performing the job role in order to achieve the goal of the organization. The manager have
power to provide feedbacks to the employees, so they can improve their workflow.
It gives assistance in providing job satisfaction to the employees. Decrease the work load and
stress of people. The cultural, political and power structure is required to maintain the workflow
of business in effective and efficient manner (Samuel, et.al2017). The structures give assistance
in developing creative and unique ideas in decision-making. Due to these structure the
organization increase the individual capacity to interact with each other. It will resolve all the
conflicts happen among the peoples. The limited power of the leader bring difficulties in
innovating the function of the organization.
The employees are not allowed to take decision without superior consultancy which affect the
productivity. The people are not able to generate more production due to this deficiency. The
power has pros which motivate the workers and cons that decrease the reputation of the brands as
well as ruins the atmosphere. The bad politics affect the atmosphere because workers do not
cooperated with each other. In positive sense the employees support and influence each other.
Theories of motivation
The motivation is the process of influencing or encouraging the workers of the organization. It
assists in fulfilling the personal as well as professional goal of the individual person as well
organization. The individual can enhance the skills and knowledge with the assistance of
motivation. The leaders of the organization use various techniques, theories and tools in order to
motivate the employees (Lazarova, 2020).
Basically the theories of the motivation is bifurcated into two parts such as process theories and
content theories. These theories of motivation play huge role in increasing the scale of
organizational production. Practices and policies of the management is highly imprecated by the
theories. The Tesco organization used the motivational theories with the motive of developing
positive environment and delivered various opportunities to the workers.

Content theory
The theory of the motivation is concerned with the needs of the employees of the worker. This
theory determines what are her requirement of individual that motivates to work in effective way
(Connolly, et.al 2017). Also, analysis what are the sources to deliver individual satisfaction. The
content theory is bifurcated into five parts which are as follows:
 Maslow's need theory: this theory determine the various need of the workers. Which is
categorized into various parts.
 physiological needs which involve the basic survival needs of people for example food,
clothing, shelter, natural resources in other essential items (Fenwick,, 2021).
 Safety and securities needs: the every employee of the organization aim to have proper
protection from natural surroundings, biologic risk, economic privation, and cerebral terror from
other living organism.
 Self steam need: it is the natural desired of the individual in which people seek for the
physical ability, self dignity, liberty, self-confidence, accomplishment, cognition and freedom to
do work within the firm and many more.
 Social needs : in this theory of motivation the employees are motivated by appreciation,
acceptance of others. The organization delivered communication and understanding scopes to the
workers.
 Herzberg's two factor theory: this factor consists of two element one which is related to
the sanctification of job that happen at the time of execution known as motivation factor (Gutpta,
Singhal, and Chauhan,). it considers some section of motivation such as accomplishment,
acknowledgement, encouragement, occupation, prospect of growth, ad obligation. Another one
hygiene factor it is the element which reflect the condition of employees under which the job
performed. In this form of theory the leader or the manger of the organization identify the reason
of employees dissatisfaction from the environment or the surroundings of the organization. The
aspects come under the hygiene section of Herzberg's two factor theory are institution policy and
management, technological supervision, remuneration, personal existence, state, interpersonal
relationship with superior, peers, associate.
 ERG theory: it is the short form of existence, related and growth need of the employees
(Gillam, and Cosford, 2021).

 Existence Needs: it is related to the basic endurance of human beings. Pecuniary
rewards, occupational situation, occupation safety, inducement are some examples of existence
needs.
 Related Needs: respective person has a natural tendency to evolve social relationships.
Individual gives importance to social belongingness. These needs are similar to social and
esteem needs to be articulate by Maslow
 Growth Needs: Individual has an integral tendency to grow in professional as well as
personal life. The individuals wish to grow on the far side of potential and learn fresh acquisition
and capabilities. They are analogous to self-actualization needs.
 McClelland's theory: it is the theory which determine the essentials of employees of the
organization. The necessity are classified into three party which are needs for achievement,
affiliation and power (Ghani, et.al 021). In achievement the employees of the organization seeks
to achieve the feedbacks in exchange for the challenges offered by the organization. In affiliation
the workers of the company preferred to co-operated with the other members of the company
rather than computing with the other people of the organization. They tend to work with unity.
The people aim to have power within the organization is considered as needs for power. The
worker tend to instruct others and manage the function of the organization which will be
unachievable.
 Porter and Lawler Theory: this theory reflects the assumptions in which the organization
deliver rewards to the employees sin exchange for the services offered by the workers of the
organization (Aleksandrovich, 201). It delivered high satisfaction to the employees who are
working for the employees. In this form of motivation the worker get bonus beside the basic
salary. The rewards can be tangible or intangible.
The organization offers various medical facility and shelters to the employees of the
organization. The individual of the Tesco company worked with the unity and perform all the
responsibilities of the organization which assure affable and healthy environment is created for
the employees of the organization. The organization fulfils the relevant demand and supplies of
the organizational people in order to deliver growth satisfaction to them.
Process theories

The process theories of the motivation delivered the opportunity to understand the views of the
employees that influences them to work. Basically it identifies the behaviours of the individual
that influence them. The leader or the organization determine the preference of the workers.
 Equity theory: this theory indicate the sense of justification and fairness provided to the
employees of the organization. In this theory of motivation the organizational leader provide the
equal sources of the motivations such as rewards, bonus and remuneration. It means there will be
no discrimination among the people of the organization.
 EXPECTANCY theory focuses on the process and content of motivation and combines
needs and equity. The intention of this theory is to explicate how respective prefer from available
actions (Tran, 2020). According to this theory, motivation develops from the belief that
decisions will have desired outcomes. The motivation to engage an individual in an action is
determined by three factors such as longevity, tools, and values. The waiting factor assessment is
developed on the basis of self-efficacy and specific self-assessment abilities. The second factor
refers to the individual's cognitive content that there is an existing relation between the action
and the nominative goals. The appraisal of this factor is pillared on the accuracy and efficiency
of marking. Valence refers to the extent to which an individual values the appreciation or the
reward, the outcome of success. motivation is equal to the multiplication of the three factors. If
any one of the factor is zero in effort, then it is general that motivation result will be equal to
zero as well.
Reinforcement Theory - Reinforcement theory states that behaviour in generic is encouraged or
moulded by consequences and actions such as appreciation, reward, and evaluation (Uher, et.al
2018). Tesco's employee receives optimistic and rewarding feedback for the tasks performed,
this reinforcement will encourage and boost continuation of the behaviour. If a mortal does not
correctly construe evaluate, then optimistic reinforcement will drive behaviour toward anticipate.
The expected reinforcement of the required behaviour is achieved through positive
reinforcement. According to reinforcement theory, positive reinforcement is a perfect
motivational technique that helps explain to employees the benefits of achieving their goals and
objectives. Tesco applies workplace reinforcement on a weekly or partial reinforcement
schedule, often when rewards aren't provided for every response and action. This theory is
included in the various theories of motivation and rewards that must meet the needs and
expectations of each employee.

In order to equilibrium the cultural, political and power and motivation the organization execute
the functions properly (Wasserman, and Wasserman, 2020.). The motive of equilibrium bring
positivity among the people of the organization and create satisfied atmosphere for the
organizational people as they are providing service to the company. There are some
recommendation for the organization the members of the organization should work with the
unity and cooperated with each other. The subordinate of the organization should support the
coordinators and motivate them. The other members should communicate with each other, so
they feel good and willing to work within the organization with full efficiency. The manager of
the organization are supposed to guide the workers and provide proper training and feedback on
the regular bases. The authorized person should avoid the politics within the organization and do
not demotivate the other people.
Effective and ineffective team
Effective teams build the foundation for making an organisation successful. It allows
effective completion of the projects while increasing the productivity of the work. Effective
teams will facilitate better completion of tasks including its team members to perform their work
at optimal levels. Effective teams help in promoting open source of communication that is a very
important aspect in team building and related strategies. It makes the members of the working
team perform in a top to down structure where the authority will lie in the hands of senior
managers and senior members of the company. Open communication makes every individual
become an important part of the working process and success of the project.
Effective teams help in establishing company goals, and aligning the work done in the
same direction. Such teams will help in building team strategies here every member will be open
to have their significant inputs in the way of meeting company’s objectives. Moreover, it also
helps in showcasing diversity as it evolves change in diversity. Strong teams that are effective
work with different types of talents and skills along with various diverse backgrounds and
ethnicities. This helps in strengthening the working team while shoring up their deficiencies. It
provides a proper balance within the team where weakness of one is covered by the strength of
the others and having a strong execution. Effective team helps in operating in safe environment
where each of the members are free to make suggestions without any failure and judgement.
Here, every employee is willing to reach their highest potentials and not worry about being
belittled.

Effective teams will lead to learn different ways to solve problems together and not on
individual basis. The working team is empowered with the authority to take decisions for solving
issues at every stage of the project. The members of the team will have the freedom that will
open them to different ideas and creative solutions as a part of team- building solutions. This will
boosts the working morale while also, increasing the employee buy- in. In addition to this, there
is a scope of having consistent evaluation of the performance of the employees that will help in
determining the effectiveness of the whole team. In an effective environment, team members are
able to self- evaluate their work that will provide them with opportunities to correct all the errors
and improve in the process. Evaluating in the process helps the employees in the organisation to
yield better ad productive results while evaluating the data and assessing the activities in the
workplace.
Effective teams in opposition to ineffective teams is much better. Ineffective teams are
not very conductive that makes it hard to attain goals in effective terms. The members of such
team have difficulties in understanding and working on the group task as they keep getting stuck
in some conflicts, thus, not fulfilling the objectives of the company. In ineffective teams,
communication is just one way where the feelings of the employees can be seen to be suppressed
and ignored while, communication is two- way in the case of effective teams while being very
effective and accurate that includes expressing various forms of ideas and feelings are put more
focus on. Leadership in ineffective teams is not very clear while there are some few people that
will dominate the discussion and are allowed to contribute by giving out ideas and point of view.
This is not the case in effective leadership as, here the chairperson will not dominate the whole
discussion and each and every member will be allowed to put their perspectives on table. Every
member will listen to other one instead of dominating the discussion.
The actions taken in the ineffective team will not address any real problems and issues
rather, will lead to more conflicts. Disagreements are not dealt in a proper way as it would in
effective teams. It leads to a condition of open warfare that is resolved by voting system where
the minority audience will not have chance to speak more than that of the majority people. In the
situation where a conflict has to be resolved, effective teams will be comfortable while trying to
avoid conflicts. Ineffective teams, on the other hand do not deal with the conflicts as effectively
as leads are suppressed and decision is taken in terms of the majority audience. Decision are

reached in form of proper consensus that is made clear by every individual in effective groups,
when the action taken in ineffective teams are premature and not focused on major issue.
Effective groups Ineffective groups
Wide range of participation Main role is played by one or two individuals
Clear goals and objectives Unclear goals and objectives
Conflicts are not avoided but faced Conflicts are avoided and ignored
No imposition of leaders Leaders will dominate the whole group
Ideas expressed freely Ideas and feelings are hidden
Concepts and philosophies of organisational behaviour
Organisational behaviour deals with how people will behave in groups and teams within
the organisation. It helps in making the business of Tesco more effective. It is related with the
human behaviour and within the workplace and helps in assessing the impact on the job
performance, motivation and communication along with other perspectives in the organisational
contexts. Organisation behaviour is directly linked up with the concerns of the predicting and
controlling the human behaviour of the employees working in the company.
Path goal theory: Path goal theory is used for the purpose of building a leadership style
and behaviours that is important for a working environment. It helps in enabling the workers for
the company to attain its desired goals. This theory helps in increasing the level of
empowerment, motivation along with the satisfaction level of the employees. This in turn will
help in increasing the working productivity in much positive direction. There are some aspects
related with the organisational behaviour that will depend on the nature of the organisation in
addition with the people working there and the individuals related with the work of the company.
It includes dealing with ideas and different perspectives of the individuals associated with
different areas of the company Tesco. For Tesco, every stakeholder will exhibit different idea
during different durations of time. Diversity and democracy holds a special place in the
organisation and is very important for the company to understand different requirements of its
people having different needs and requirements.
Social capital theory: This theory is made to understand the perspectives of stakeholders
present in the organisation that holds a huge impact on the company in numerous ways.
Therefore, this theory is important for the organisation to understand and implement these ideas
and perceptions of employees working in the company. This theory is important for the mangers

and the leaders of the organisation to work on the requirements while motivating them to attain a
common goal for the company. Motivation is one of the key factor that will affect the
performance of the company and is also important for managers to develop various opportunities
where employees will get a chance to contribute towards their ideas and talents in easy way. This
theory suggests that philosophical principles of every individual changes in the company.
Contingency theory: These plans are segregated on the basis of methods and techniques
that is used within different situations. The main objective for the contingency plan is to provide
the organisation with safe as well as secure working place and doing the same even during the
time of some emergency. Methods in contingency includes theory of leadership, theory of
management and lastly, theory of situational approach. It is important for the company to stay
highly enthusiast such that the managers as well as leaders of the company will have enough
opportunities that will guide them towards better ideas along with betterment of the company. It
is crucial that every individual in the company is treated with respect and equally when they are
working for the organisation.
The organisational structure of Tesco is hierarchical with the presence of a series of
levels where individuals present on upper levels will have the control from each respective level.
It is important that these authorities control and assess different levels of the company. There are
several philosophies related to nature of people impacts the organisational behaviour. Nature of
people is includes some basic qualities and characteristics that defines an individual while affect
the nature they respond to other people.
CONCLUSION
From the above report it will be concluded that the organizational behaviour is the complex
process (Holbrook Jr, and Chappell, 2019.). In the present report the organizational behaviour
with the reference of Tesco company has been elaborated. Tesco company is leading the market
science many year so the organization have vast numbers of the employees. In the organization
culture, political and power can be utilized to influence the workers. The leader of the firm have
various opportunity to motivate the employees in order to increase the scale of the production.
The organization has various scopes to encourage the employees by analysing their taste and
preferences of working class people. The study also shade a light on various concepts and
doctrine of organizational behaviour which has been applied on the organization.

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