Organisational Behaviour Report: Tesco, Individual, Team, Goals

This report delves into the realm of organisational behaviour, focusing on how culture, power, and motivation shape individual and team dynamics within an organisation. Using Tesco as a case study, the report examines the influence of Handy's model of organisational culture, French and Raven's five forms of power, and the impact of politics on employee behaviour. Furthermore, it explores content and process theories of motivation, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and reinforcement theory, to understand how these theories facilitate effective goal achievement. The report also differentiates between effective and ineffective teams, highlighting characteristics such as communication, conflict resolution, and leadership styles. Finally, the report discusses the application of organisational behaviour concepts within the Tesco context, providing insights into creating a positive and productive work environment.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 analysing culture, power and politics influence individual and team behaviour....................3
P2 Content and process theories of motivation enable effective achievement of goals..............5
P3 Effective team as opposed to ineffective team.......................................................................8
P 4 Concepts and philosophies of Organizational behaviour within an organizational context11
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is the study of individual and the group performance in the
organization setting. It is the study of human behaviour in the working environment and what its
impact on performance, leadership, communication etc. Tesco is the multinational retail
company having its headquarters in England. It is known for the wide product portfolio and good
quality of products. Its product portfolio include grocery, clothing, finance, telecom etc. this
study will discuss the influence of culture, politics and power have on the individual and team
behaviour performance. It will evaluate that how content and process theory of motivation help
in the achievement of goals further it will explain the effective team as opposed to ineffective
team. This study will also discuss the concepts and philosophies of organisational behaviour
within the organization context.
MAIN BODY
P1 analysing culture, power and politics influence individual and team behaviour
Every organization influence by the behaviour of team members and individuals. Human
behaviour is complex and everyone has different behaviour. Culture is explained by using
cultural model.
Handy's Model of Organisational Culture
it has four types of culture which are:
power culture:
In the power culture, power remain only with few people who influence the entire organization.
It runs with rules and regulations, those individuals who are having power will take decisions.
Achievement is aspect which is taken to evaluate the employees ignoring how they achieved the
task (Li, Chen and Hui, 2019). Under this often quick decisions are made even if they are not
good for the company in the long run. It is considered as a strong culture but sometimes become
toxic.
Role culture:
Under this organization are rule based, everyone has to follow rules. The position of the
individual will decide that how much power he or she will have. It operates on long command
chain, under this decision-making process is slow because company is not ready for risk.
Task culture:

Task culture means when teams are formed to achieve specific task, in this power shift within
team members depending on the nature of project. If the team is formed with the knowledgeable
and skilled workforce then that will form effective team.
Person culture:
In this culture people are given more priority over organization, here the organization is only the
collection of people who are working in that (Ozsoy, 2019).
Tesco follow task culture because the company have different tasks which have to be
achieved in specific time so company make teams and also have skilled and motivated
employees which help in achieving the objective of the company. The culture of company is
positive, and they follow effective communication practices.
French and Raven's Five Forms of Power
It has six sources of leadership power, each form of power has different impact on outcomes.
Coercive power:
Coercive power refers to forcing people to do what they don't want to do. Under this punishment
is given to someone for the non-compliance. Compliance is achieved in coercion and the
minimum delivery level can be never exceeded. It increases turnover if used too much. Tesco
does not implement coercive power.
Reward power:
The second power is the reward power, reward means when benefits is given to someone for the
work done. It is not like coercion because in coercion achieving compliance is the reward.
Reward motivates the people to work hard and people also work hard to get rewards. It can be
financial or non financial like performance appraisal (Odor, 2018). Tesco timely comes out with
rewards so that employee will remain motivated which increases their productivity.
Legitimate power:
This power comes with the position in the organization, leaders or managers have legitimate
power. Here subordinates follow the order of their leaders and if the position is lost once then it
will take all power.
Expert power:
It comes with the expertise of the individual, their knowledge, skills and experience makes them
trustworthy in the eyes of others. It does not come with position it is independent. Tesco follow
expert power when in the task expertise is required to accomplish that task.

Referent power:
Referent power brings respect for the individual, it shows the individual worth or value. Example
of referent power is social media influencer and it is the personal nature of power (Pu, 2018).
It does not get influenced by the position, Tesco does not use this power much because it
is not the strong power in workplace.
Informational power:
It is the last power, and is based on the approach which is needed to control the information. It
gives access over the confidential information which is not get by others. It is very important in
the data world and this power is lost with the lost of information.
Politics
Politics influences the individual and team behaviour which impact the performance of the
organization. Tesco regulate the activities of their employees because the company want that
dirty politics should not prevail. Politics spread negativity and spoil the employee relationship.
Tesco believes that dirty politics leads to conflicts which reduce the productivity and motivation
of the workforce. It creates frustration and affects the performance of individual.
P2 Content and process theories of motivation enable effective achievement of goals
Motivation:
Motivation covers all the factors which guide and maintain goal oriented behaviour, it is
also helpful in achieving the satisfaction. Motivation is of two types intrinsic or extrinsic.
Intrinsic comes from inside of the person like challenge, empowerment and extrinsic comes
outside from external factors like bonus.
Content theories of motivation
Maslow’s Hierarchy of Needs
it is a motivational theory which shows five human needs

Physiological needs:
These are the basic requirements of human body which include air, water, food, shelter, clothing
etc. without satisfying this need a human body cannot work. It is the most important need other
all needs are secondary.
Safety needs:
Once the physiological needs are satisfied then the needs for safety arises. People want security
and safety in their lives. Often family fulfil this kind of needs, example financial security, social
stability, law and order, health, property etc. Tesco fulfil this need by providing complete
security to their workforce.
Love and belongingness needs:
After the above two needs are fulfilled then the third level of needs is social or belongingness. It
means the need for emotional relationship which influence human behaviour. Example of this
needs are friendship, trust, affection etc. to avoid the depression or loneliness, love is important
in the life of people.
Esteem needs:
It is the need for respect and appreciation, if all the above needs are satisfied then esteem needs
are important in motivating the behaviour. This is the nature of people that if they had done good
work then they will expect appreciation for that work (Alshmemri, Shahwan-Akl and Maude,
Illustration 1: Maslow need heirarchy
Source: Theories of Motivation., 2021

2017). Esteem needs can be fulfilled by participating in activities or doing what you love like
your hobbies.
Self-Actualization Needs:
This is the highest level of needs in the maslow hierarchy, it means realization of personal
growth, potential, experiences etc. maslow says that if someone has reached at this level then that
person has accomplished everything.
Herzberg’s Two-Factor Hygiene Theory
This theory says that there are two factors which is there in the organization and which influence
the motivation in the office. The two factors are motivators and hygiene factors.
Motivating factor:
Achievement: job which is done by the employee should give some achievement to them. This
will give good inner feeling that something worthwhile is done. Tesco ensure that employee get
sense of achievement.
Recognition:
Job should provide the employee recognition for the success. Superior or co-workers both can
give recognition (Intezari and McKenna,2018). Company also feel that if the employee will get
recognition then only he will get the motivation.
Work itself: the work which is done by the employees should be interesting and challenging so
that employee likes to work daily.
Responsibility: employees should take the responsibility of their own work and does not feel that
they are micromanaged.
Advancement: employees should get the promotional opportunities then only they will feel that
they have growth in the company. Tesco promote their existing employees because they have
knowledge and skills.
Growth: employees should get the chance to develop new skills, this can happen by providing
training to them.
Hygiene factors:
Company policies: transparency should be there in the company's policy. Company can go
through the competitor's policy before framing their policy.
Supervision: supervision should be fair and properly. The autonomy which is required to do the
work should be given to the employees (Domańska-Szaruga).

Relationships: a healthy relationship should be there between superior and subordinates,
employee should not bully each other. Tesco organize activities every month in which every
employee has to participate, the objective of organizing such activities are to build strong
relationship between employees.
Work conditions: the working environment in which the employee is working should be safe and
hygienic.
Salary: the salary should be fair and according to the work done by the employees.
Status: employees status should be taken care by the organization.
Security: organization should not threaten their employees to lay off. The jobs of the employee
should be secured then only they will work with the full concentration.
Process theory of motivation
Reinforcement Theory of Motivation
This is the approach that shapes the behaviour by controlling the consequences. It has methods
for controlling the employees behaviour.
Positive reinforcement:
it means that positive response should be given if the other party is giving positive response to
you. Tesco appraise employee for good performance this will increase the motivation level.
Rewards are also the positive reinforce.
Negative reinforcement:
it means to increase the profitability with the behaviour. Both reinforcement help to increase the
behaviour which is required.
Punishment:
It refers eliminating the positive consequences so as to reduce the chance of repeating mistakes
in the future (Bednár and Ljudvigová, 2020). Punishment impose negative consequences to
eliminate the unwanted behaviour. Example to suspend employee because he or she has broken
the rule of company.
Extinction:
There are absence of reinforcement, extinction reduce the chances of undesirable behaviour by
removing the reward.
P3 Effective team as opposed to ineffective team
Particulars Effective team Ineffective team

Meaning Effective team means when
everyone in the team is
working hard to achieve the
objective of the company
(Deng and et.al., 2018). They
are having problem solving,
good communication and
interpersonal skills between
them.
Ineffective team means where
the entire team is unfocused,
conflicts prevailing and there
is negative competition. This
increases employee turnover,
absenteeism which brings
frustration.
information Under this communication
flows freely up, down and
sideways. Team members are
honest and always ready to
help each other.
The communication is weak
and flow mainly downwards
only. Here only power of
higher authority can be seen.
Ineffective team members are
confused and pass incomplete
messages.
People relationships Team members are supportive
and cooperative with each
other. Leaders of the team trust
and respect their team
members.
Team members are
withholding and competitive in
nature and the competition is
not the healthy one. They are
pragmatic and only focus on
their liking.
conflict Conflicts arise naturally but it
is solved then and there and
team leader help to solve
issues.
Conflicts are avoided and
passed. Here everyone is
concern about themselves
only, conflicts will solve only
if there are personal motives.

atmosphere Open atmosphere, everyone
participates in the task with no
intention of competition.
Ineffective teams form
fragmented and closed groups.
The atmosphere is guarded.
decisions Decision making process is
done by taking views of
everyone not ignores juniors in
taking decisions. Effective use
of human resources.
Decisions are taken by
considering majority of votes
and minority are completely
ignored. Wrong use of power
which brings confusion.
creativity Effective teams are solution
oriented, they provide more
options for any situation.
Ineffective team is controlled
by high power authority it only
focuses on inputs ignoring
creativity.
motivation The team members are
committed with the goals and
work hard to achieve goals.
There needs are satisfied
which bring motivation into
them.
Lack of motivation because
work is made done under
pressure. Ignorance of
personal goals.
rewards Rewards are given on the basis
of contribution given by
individual and performance
appraisal is also done like that.
Rewards are not given on the
basis of contribution. It is
unclear.
power Power is shared by all team
members and everyone
contributes in the task.
Power is hold by higher
authority only and there is
pragmatic sharing.
Belbin team role theory
This model describes the job duties which comes under three categories which are thought,
action and people.
The monitor evaluator (thought)

They make decisions based on rational thinking ignoring emotions. They complete challenging
task by considering all angels and does not involve co-workers, Tesco is not the monitor
evaluator they involve all members.
The specialist (thought)
It includes experts of specific field, they have knowledge and skill of that subject. Company call
specialist when the task is complex and require expertise.
The plant (thought)
Plants are those employees who have creative minds and suggest innovative ideas. Tesco accept
plants because they provide new or innovative ideas which help in the growth of company.
The shaper (action)
Shapers work hard and push themselves to achieve the objectives of the company, they are
dynamic and notative entire team. Shaper is positive and accept every challenge.
The implementer (action)
Implementers are the practical people, they make concrete plans and implement it. These people
are self disciplined and focus on team needs rather than personal interest. Tesco appoint
implementer because they are the backbone of the company.
The finisher (action)
They are introvert people but deliver good quality of work. They are perfect in their work so that
is why organization need them so that work can be done with precision.
The coordinator ( people)
They have good communication skills, they are the management people and concentrate to help
team members so that they can achieve their individual goals and do not focus on organizational
goals (Lynch, Lynch and Clemens, 2018).
Team worker ( people)
Team workers are friendly and extroverts, they are the good listeners and make sure that team
function smoothly. Team workers of Tesco assist other members in their work.
The resource investigator ( people)
They are motivated people who explore new challenges and developments.
P 4 Concepts and philosophies of Organizational behaviour within an organizational context
There are various kinds of philosophies and concepts of organizational behaviour that are
applicable within organizational context and can help Tesco in reviewing and changing existing

culture, structure and performance management systems in an appropriate manner. Some of the
main philosophies and concepts of organizational behaviour that are applicable to given scenario
of Tesco has been explained below.
Social capital theory
This theory focuses upon development of social relationship within organization in order
to bring improvement within quality of work. Development of social relationship further helps in
increasing goodwill of organization as well (Smith, Skinner and Read, 2020). This theory can
further help an organization in developing effective and strong communication that helps in
developing and building strong relationship and bond between employees. Not only this it further
helps in analysing demand and needs of employees (Chitale, Mohanty and Dubey, 2019). Using
this theory company’s like Teso can reduce their employee turnover and achieve organizational
objectives. Management of social relationship can enhance overall productivity of employees in
a positive manner. Applicability of social capital theory can inspire employees of Tesco to build
strong bond with each other by maintaining effective communication which will further help
them in providing support to employees in terms of training and development and providing
better facilities to employees.
Path goal theory
This theory focuses upon leaders’ style and behaviour which is suitable for working
environment and employees of the organization so that main desirable goals and objectives can
be achieved (Zulkifli and binti Ali, 2017). This theory helps in making employees more
productive by motivating them, enhancing their overall satisfaction and empowerment. Suing
this theory leaders can make use of rewards and recognition so that morale of employees can be
enhanced and they can work with more dedication and motivation so that pre- defined short- and
long- term goals can be achieved. Path goal theory can help employees to adjust themselves as
per the changing workplace environment so that their performance and effectiveness is not
hampered (Chitale, Mohanty and Dubey, 2019). This theory can directly help Tesco to help their
employees so that they can adjust themselves with changing workplace environment and their
overall productivity is not hampered. This theory also helps in highlighting leaders’ role within
company for achievement of desired goals and objectives. Not only this, using path goal theory
leaders can focus upon enhancing skills and abilities of employees in a positive manner.
Employee empowerment

It is a kind of philosophy that can help leaders in allowing employees so that they can
take their own independent decisions and can feel accountable for their own actions and
performance (Chitale, Mohanty and Dubey, 2019). It can further help organizations in making
their employees capable enough to handle technology on which they work and take appropriate
decisions. This will directly help employees of Tesco to develop sense of belongingness and
bring changes within their performance as per the changing working environment.
CONCLUSION
Through this report it can be concluded that organization behaviour influence the
performance of individual and team. The culture of organization is analyzed by using Handy's
model of culture and power is explained by using French and Raven's Five Forms of Power
model. Further the report has discussed content and process theory of motivation which helps in
achieving the objectives of the organization. In this report comparison is done between effective
and ineffective team and Belbin's team role model is explained. In the end concepts and
philosophies of organizational behaviour has applied according to the business situation.

REFERENCES
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Ideological and Political Education. Journal of Tongren University, p.05.
Smith, A.C., Skinner, J. and Read, D., 2020. Philosophies of organizational change: perspectives,
models and theories for managing change. Edward Elgar Publishing.
Zulkifli, N. and binti Ali, K., 2017. Accentuating The Positive Organizational Behaviour and
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Online
Theories of Motivation., 2021. [Online]. Available through:
<https://saylordotorg.github.io/text_organizational-behavior-v1.1/s09-theories-of-
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