Organisational Behaviour, Culture, Power and Politics at Tesco Plc

This report provides a comprehensive analysis of organisational behaviour within Tesco Plc, focusing on the influence of culture, power, and politics on individual and team performance. It evaluates motivational theories, including goal-setting and Herzberg's two-factor theory, to understand how to achieve organisational goals effectively. The report differentiates between effective and ineffective teams and applies key organisational behaviour concepts to the Tesco Plc context, examining the impact of role culture and political behaviours on employee motivation and overall operational efficiency. The study uses models like Charles Handy's cultural model and French & Raven’s power model to assess various aspects of organisational dynamics.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART – 1.........................................................................................................................................3
Influence of culture, power and politics of an organisation on the behaviour and performance.3
Motivational theories and techniques for achieving goals and objectives..................................5
PART – 2.........................................................................................................................................8
Difference between effective and ineffective team.....................................................................8
Philosophies and concepts of organisational behaviour............................................................10
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
The art of interaction of the individual or people in a group of such individual is referred
to as organisational behaviour. The application of principles of such organisational behaviour is
mainly carried out to render the business operate and process more effectively and efficiently in
and around the business environment in which it is processing and operating. Such practice of
organisational behaviour is done with the objective of improvement in the performance at job,
enhancing the satisfaction at job, promotion of innovation at job and encouragement of the
leadership in the organisation. Therefore, the following report involves analysis of the influence
of culture, power and politics of the organisation on performance and behaviour of the individual
and the team. Also, it includes evaluation of the process theory of motivation along with
techniques of motivation for achieving the goals effectively. Then it will differentiate between an
effective team and an ineffective team. Lastly, the philosophies and concepts of organisational
behaviour are applied in the given business situation and context.
MAIN BODY
PART – 1
Influence of culture, power and politics of an organisation on the behaviour and performance
The individuals and the groups of these individuals working in the organisation in the
organisations like Tesco which is renowned large – scale operating supermarket company in the
UK, are largely affected by the culture, power and politics of the organisation. Thus, the way of
behaviour and interaction of the individuals in the organisation is majorly affected by these
culture, power and politics. Thus, this organisational behaviour includes the task of evaluating
such behaviour of the individual in the organisation. Such a task is adhered to determine the level
of contribution done by the individual via developing and implementing the objectives, policies
and strategies of the organisation (Nuckcheddy, 2018). This duly assists in understanding the
various factors of the individual performances to affect effective management and handling and
thus, avoidance of any variances and drawbacks can be achieved which shows the level of
underperformance by the organisation and the individuals as compared to the set benchmarks
and standards. Thus, the influence of culture, power and politics can be understood by discussing
the various models involved which are as follows:
Influence of Culture:

The culture of the entity which makes it going to be able to achieve the objectives and
goals is very essential to be studied. Therefore, for such study model of Charles Handy has been
followed which divides the culture of any organisation into 4 cultures as explained below:
Power Culture – Such a type of culture involves utilization of power and authority for directing
the actions and working of the individuals. It is however, an inappropriate form of culture
influencing because only certain selected individuals take the decisions and the opinion and view
– point of others are of no value in the management (Balwant, 2018). Thus, in the long – term it
will lead to growing trend of demotivation and reduction in the creativity and performance of the
employees in the organisation.
Role Culture – When the individuals are expected to act and work according to the particular
roles and responsibilities assigned to them, such culture is called as role culture. These roles and
responsibilities are assigned to them depending on their experience, expertise and knowledge and
allocating the powers depending on the position they are on, in the entity. This will effectively
allow Tesco to achieve greater efficiency and effectiveness in its operations and processes.
Task Culture – A culture made by forming of teams for accomplishment of the objectives and
goals of the organisation in a specific period of time is referred to as the task culture. Such type
of culture will allow organisations like Tesco to maximize the participation rate of the employees
and individual working in it via following of the common goal and objective collectively and
collaboratively.
Person Culture – As the name suggests, a person or an individual in such organisation is only
considerate of himself as bearer of the ultimate power over others and being superior to them.
Therefore, in this culture, the individual is more engaged in fulfilling the self – interests rather
than giving preference to the interests of the entity (Jacobs and Manzi, 2020). Thus, in such a
culture, employees of Tesco will be more interested in self – benefits and will eventually degrade
the operating effectiveness of the entity.
Thus, it has been observed that Tesco follows the Role culture under which varied roles
and responsibilities are allotted to the individuals based on their experience, knowledge and their
expertise.
Influence of Politics:
Chanlat’s Model is being utilized and applied to understand the influence of politics in
the organisation on the performance of the individual and their teams. Basically, this model

divides the political behaviour in the entity based on three crucial criteria i.e., decisional,
structural and personal (Hosain, 2019). The quality of the individuals working in the entity are
being closely assessed while selecting them with regards to how the political power is being
used.
Influence of Power:
For assessing the influence of power on the performance of the individuals and their
teams in the organisation French & Raven’s models is being applied. It divides the power into 3
types:
Legitimate Power – Legitimate power is the power exercised by the top management of the
entity. The top management of any entity includes personnel positions like CEO, managers and
directors. But a drawback of exercising such power is reduction in the creativity and innovation
by the employees as they do not have any participation power in the decision making.
Reward Power – Power given to the employees via rewards and incentives on the basis of their
performance in the organisation is called as reward power.
Coercive Power – Power exercised to get the job done by the individuals forcefully or
coercively is referred to as coercive power.
Motivational theories and techniques for achieving goals and objectives
Motivating the employees and individuals working in the organisation is the key
responsibility of the management as those who are not motivated will not work up to their full
potential resulting into decreased performance, productivity and organisational profitability
(Muchiri, Shahid and Ayoko, 2019). Thus, to address such a key issue, both process and the
content theories of motivation are explained as follows:
Process Theory of Motivation:
Developing and improving the efficiency of the employees is essentially ensured under
this theory for achieving the desired objectives and goals.
Goals Setting Theory –
Goals setting theory is a type of process theory which involves development of the
internal sense of motivation enhancing the efficiency level and performance by meeting the goals
and objectives which are essentially complicated and challenging. Thus, 5 factors are discussed
as below:
TASK COMPLEXITY

 Assigning complicated and challenging tasks to the employees and individuals is
necessary to test their capability and ability to handle the pressurizing situations at work
which will also require appropriate direction to them.
 Accomplishing these complicated tasks will develop a sense of self – sufficiency in them
and thus, will develop and increase the level of self – confidence.
 Resultantly, they will be able to work at their full potential along with maximum
efficiency and commitment for achieving the desired objectives.
FEEDBACK
 Getting regular feedbacks from the employees and personnel working in the organisation
will assist Tesco Plc in knowing any deficiencies or pitfalls in the process of management
which are decreasing the level of satisfaction among those employees and personnel
(Olutoye and Asikhia, 2022).
 Such feedbacks will also result in enhancing the satisfaction level of the employees along
with increased loyalty and their sense of belongingness towards the entity.
 This is possible through clarification of any doubts or confusions on the part of the
employees to keep the processes and operations running smoothly and effectively.
CHALLENGE
 To make the employees and personnel put their extra and sincere efforts in the work
assigned to them, the goals and objectives need to be relatively complicated and
challenging to develop a feeling of importance in them i.e., they are being assigned
important tasks of the organisation.
 Employees will be convinced that the management trusts them in completion of the
complicated tasks.
 Such complicated tasks will also result in earning higher rewards, incentives and perks to
keep them working as they are with same zeal and enthusiasm (Somani, 2021).
 Thus, Tesco Plc needs to give challenging tasks to its employees to keep them motivated.
CLARITY
 The goals and objectives of the organisation needs to be clear and directing he employees
towards to ultimate objective of achieving goals and objectives of the organisation.
 Having sense of better clarity of the objectives and better assessment and understanding
of the organisation’s policies and procedures will prevent the chances of hindering the

efficiency level of the employees.
 Thus, such clear goals and objectives will lead to forming of clearer line of actions and
the resultant execution and monitoring.
COMMITMENT
 The employees need to be committed and dedicated to the above set clear goals and
objectives.
 Thus, it is apparent that only setting of clear goals and objectives is not enough,
employees also need to be committed and dedicated towards the achievement of these
goals and objectives (Omar, Jayasingam and Bakar, 2019).
 Tesco Plc can bring such commitment in the employees through involving these
employees in the daily operations and decision making to develop a sense of loyalty in
them.
Content Theory of Motivation:
Such a theory of motivation focusses on the contentment of the employees through
fulfilling their needs, desires and requirements with an aim to enhance their satisfaction level and
motivational mind set.
Herzberg Two Factor Theory –
Herzberg theory is a type of content theory of motivation which focusses on the two most
important factors in the organisational environment i.e., hygiene and motivation (Aliedan and
et.al., 2022). These two factors need to be balanced to motivate the employees.
MOTIVATION FACTORS
 Factors focussing on the aspects of the organisation which are the intrinsic motivator and
intangible like complicated and challenging work, recognising their work, cordial
relationship and opportunity & potential to grow are included in this category.
 These aspects duly motivates the employees towards working dedicatedly and honestly
and thus creating an environment of harmony via good communication and effective
coordination.
HYGIENCE FACTORS
 These factors are the extrinsic motivator of the employees in the organisation or not
necessarily, does not form part of the actual job (Talati and Griffin, 2018).

 Some of the factors involved in this category are status of the ongoing or potential job,
timely crediting of the salary in the account, security of the ongoing or potential job,
other emoluments or perks, etc.
 These factors will duly ensure reaching of appropriate levels of motivation by the
employees.
PART – 2
Difference between effective and ineffective team
When a group of individuals work collaboratively towards a unified goal and objective it
is referred to as a Team. Every organisation has this setup of teams which are engaged in various
different activities and are responsible for carrying out of different functions like marketing, HR,
production, accounts, finance, etc. Working in a team is essential as it leads to enhanced
productivity and performance as different individuals from different cultures, experience,
educational qualification, expertise, mind-set, etc. work together and provide their opinions and
ideas which will be impossible for a single person (Đuretić and Krasulja, 2020). This also results
in enhancement of innovation and creativity as contribution of multiple experienced and
qualified personnel is better than of individual.
The essence of team work is to work in a coordinated and cooperative manner to avoid
any miscommunications and delay in achievement of objectives and goals. Thus, through this
effective and efficient team work, Tesco aims at improvement of employee productivity and
performance through division of work among the members of team on the basis of their
individual knowledge, expertise and ability. But, it shall be noted that to promote such healthy
and coordinated team work assessment and analysis of individual behaviour in the organisation
is the most crucial task which enables the management in judging the contribution of these
individuals towards the success of the organisation.
Now, a team is either effective or ineffective. There is nothing in between. Effective team
is the one consisting of the individuals who are responsible and realistic towards the achievement
of the objectives of the organisation (Ishta; Dubey, Deeksha, 2021). Also, the confidence level of
this team is up to the mark. Whereas, the ineffective team is the one whose members are least
involved in the organisational process and it has clear set of roles and responsibilities. The
difference between these two types of teams is as follows:

EFFECTIVE TEAM INEFFECTIVE TEAM
Equal contribution of all the members towards
the organisation.
Contribution of all the members is not equal
and coordinated.
Responsibilities and roles assigned are based
on the knowledge, experience and expertise of
an individual.
No such assignment is done.
Effective contribution towards the process of
decision making process in the organisation.
Lack of such effective management.
Effective and coordinated communication
between leaders of the team and the team
members.
Lack of such coordination and communication.
Thus, via assessment of the above differences and meaning of teamwork along with
effective team and ineffective team, it is apparent that involving culture of effective management
of teams in the organisation in the organisation will duly resulting in the increment of the
profitability and productivity levels of the organisation (Permana, Widjaja and Rony, 2020). This
is done through developing of mutual trust and understanding among the members of the team,
among the leader and the members of the team and also among various teams.
Also, it shall be very necessarily noted that this process of team work and development is
a never – ending process due to its property of continuous changes. Thus, such development of
groups and teams is governed by various theories which are also undertaken by Tesco Plc. One
of such theories is model of Tuckman’s Team Development which is explained as follows:
As per the model of Tuckman’s Team Development, the growth, challenge facing ability,
tackling of problems and deliverance of the desired results are all achieved through five stages of
team development i.e., forming, storming, norming, performing and adjourning which are
explained as follows:
 Forming – The first stage in which the task of exploring and understating the behaviour of
other members of the team is being carried on with an intention to know their intentions,
expectations and individual objectives.

 Storming – At this stage aggressive kicks on in the team environment as the members starts
competing among each other to gain a particular status or control. This often leads to
conflicts which are needed to be resolved and addressed.
 Norming – This stage involves balancing the conflicts and issues arising in the team with an
aim minimizing the current conflicts for efficient and effective achievement of the group
objectives.
 Performing – It involves efforts of the team towards effective and efficient performance of
the team as a whole to accomplish goals and objectives via enhanced coordination and
reduced differences.
 Adjourning – This stage involves dissolving of the current team on completion and
accomplishment of the current objective or goal. On such dissolution, a new team is formed
for newer objectives and tasks.
Philosophies and concepts of organisational behaviour
The study, assessment, evaluation or analysis of the humans or individuals in
organisations of various types can be referred to as the organisational behaviour. Such behaviour
is the behaviour of the individual or team of individual in the organisational environment and
organisational context. For the more effective functioning of the organisation, a better
understanding of the organisational behaviour needs to be considered. Such better understanding
will include understanding of various concepts and philosophies related to such organisation.
Thus understanding or explanation of the concepts and philosophies relating to the organisational
behaviour are as follows:
Individual Differences – Organisational behaviour is highly influenced by the varying
individual differences of the employees and individuals working in the entity. These individual
differences include differences based on culture, background, educational qualification,
experiences, age, etc. Also, the performance of these individuals is highly affected by their level
of knowledge, level of understanding and experience. Thus, individual differences play a huge
role in the study of the organisational behaviour of any organisation whether it is big or small,
profit or non – profit.
Perception –
The growth of the organisation and the resultant organisational behaviour are largely
impacted by the perception of the individual leader and the individual employee in the

organisation. Thus, the primary focus shall be on the needs of those individual leader and
employee
A Whole Person –
Apart from the individuals that are working in the organisation, the organisation is itself a
whole fully functioning person. Thus, such organisational behaviour also depends upon the
organisation itself and also influences the performance and productivity of the employees and the
other individuals working in such organisation. The policies, procedures, by – laws, objectives,
goals, strategies, etc. all forms the part of this wholly functioning person which affects the
organisational behaviour.
Human Dignity –
Dignity of each individual working in the organisation is ought to be considered and
respected. Whether this individual is the CEO of the organisation or a staff of the house keeping
responsible for cleanliness and hygiene, it does not matter. Each individual needs to be respected
and his needs to be considered to make enhance and improve the organisational behaviour as
targeted or determined.
Mutuality of Interests –
The organisational behaviour is also highly influenced by the interests of the individuals
working in and for the organisation. Therefore, such interest of the individuals will duly affect
any changes which are required to be made in the organisation to make its operations and
processes more effective and efficient. Also, there are various areas which needs to be focussed
on as they are the primary factor influencing the needs of the organisation.
Holistic Concept –
This holistic concept includes the interpretation of the relationship among the people and
the organisation in relation to the whole of the person, whole of the group, whole of the
organisation and even whole of the social system. This concept operates by taking a holistic view
of the employees and the other individuals in the organisation for obtaining the understanding of
as many factors as possible which influences the behaviour of such employees, other individuals
or even the organisation.
Autocratic Model –
Such a model of organisational behaviour studies or approaches the authority and its
managerial orientation along with studying the power available in this context. As per this

model, the employees are naturally and essentially oriented towards the qualities of discipline
and obedience. And these qualities are in respect of their boss and their organisation i.e., they
depend on their bosses.
Custodial –
This model of the organisational behaviour takes into account the employees’ security
needs which are considered to be very critical for any organisation i.e., for its growth,
development, performance, profitability and productivity. Now, there are various assurances in
the form of economic rewards and incentives which are provided by the custodial environment
that affects the orientation of the managers in paying of their remuneration.
Collegial –
According to this model, the effective operations and processes of the organisation are
highly impacted by the organisational policies and regulations being framed and implemented.
Thus, it can be said that the above philosophies and concepts of the organisational
behaviour are duly responsible for informing and influencing the behaviour of the individuals
and the groups of individuals in an organisation in the given scenario or situation (Khaola and
Rambe, 2020). These philosophies or concepts are basically responsible for forming a foundation
philosophically which will be assisting the entities in shaping and direction of those individuals
in the organisation. Philosophies relating to the organisational behaviour are of majorly 4
varieties i.e., custodial, collegial, autocratic and supportive. Thus, for accomplishment of the
goals and objectives of the organisation, all these 4 philosophies are applied for motivation and
guidance of the individuals. This application is made possible from the role of effective leaders
in the organisation who aims at enhancing the performance and productivity of the individuals.
CONCLUSION
Conclusively, it can be very effectively said that the concept of organisational behaviour
includes studying and analysis of the human behaviour in the organisation in the given instance
or situation. It is essentially the study of multi – disciplinary field seeking behavioural
knowledge in the setup of an organisation through assessment of an individual, a group and the
organisational process. This concept of organisational behaviour is not only confined to a
particular organisation but are also concerned with the society as a whole in and around which
such organisations are operating and functioning. The above report thus, analyses how the
culture, power and politics of an organisation influences the behaviour of an individual and a