TESCO: Organisational Behaviour, Culture, Motivation & Communication

This report provides an analysis of organisational behaviour, focusing on the impact of culture, communication, and motivation within the context of TESCO, a multinational grocery and merchandise retailer. It delves into various cultural models, including Handy's model (power, role, and task cultures) and Hofstede's Cultural Dimensions theory (power distance, individualism vs. collectivism, uncertainty avoidance, masculinity vs. femininity, short-term vs. long-term orientation, and indulgence vs. restraint). The report also examines communication theories, such as the communication accommodation theory and the Shannon-Weaver communication model, and explores their influence on organisational dynamics. Furthermore, it discusses motivation theories, including Maslow's hierarchy of needs, and analyses how culture shapes motivation within TESCO, impacting employee performance and productivity. The report emphasises the importance of a positive working culture in fostering effective communication and motivating employees to achieve organisational objectives.

Organisational behaviour

EXECUTIVE SUMMARY
Organisational behaviour plays an important role as it give insight about how staff
members perform as well as behave in the organisation. Along with this, it involve wide array of
human resource such as training & development, behaviour, leadership and so on. Culture plays
a significant role as it impact on the motivation and culture aspects of a business entity and also
assist in gaining success and growth as well.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Culture.........................................................................................................................................4
Communication...........................................................................................................................6
Motivation...................................................................................................................................7
Role of culture in overall organisation success...........................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11
APPENDICES...............................................................................................................................12

INTRODUCTION
Organisational behaviour is defined as the application and study about how an individual
behave and act in an organisation. In addition to this, it give knowledge about how staff members
perform and behave at workplace. This assist in understanding and developing aspects which can
encourage staff members, enhance performance and assist in developing strong relationship with
employees prevailing in the company. Culture is defined as knowledge and characteristics of a
specific group of people associated with religion, beliefs, language and so on. It is important for
an organisation to have effective communication with its employees so that activities is
implemented as per the assigned roles and responsibilities ( Griffin, and et.al 2020). On the other
hand, motivation is basically an ability of a person to influence and encourage other individual to
attain their desired goals. In the present report, TESCO is taken into consideration. It is one of
the largest multinational groceries & general merchandise retailer and was established in the year
1919 and its head office is located in England, UK. The report will cover models and theories of
culture in context to chosen organisation. In addition to this, models and theories of
communication, influence of culture on communication within the organisation will be discuss.
Moreover, motivation theories and influence of culture on motivation in company is elaborated
in a proper manner.
MAIN BODY
Culture
In context to an organisation, culture is defined as set of beliefs, opinions, value,
ideologies, assumptions, perception and expectation that impose a business entity to change as
per the employees working in the organisation. It is analysed that culture directly impact on the
behaviour and performance of staff members in both positive and negative manner. There are
various forms of culture which impact on individual and team performance and behaviour. For
this, Handy's moodel of culture is considered and is involve different forms of culture that is
discussed below:
Power culture: In this form of culture, the power lies is in the hands of higher authorities
and they have the right to take decision and assigned to them in a proper manner ( Kitchin,
2017). In relation to TESCO, this power impact negatively on the mind set of employees and
decline their productivity and creativity level that impact directly on the performance of

company. If employees did not get power to take decision or work according to them then it
decline their level of interest to execute activities and attain objectives of company.
Role culture: Herein, the activities and duties is assigned to staff members as per their
skills, knowledge, competencies, qualification and interest area as well. It is stated that using of
such form of culture by TESCO will help in effective execution of activities as they are working
as per their interest area that motivates and engaged them for longer time with organisation.
Task culture: According to this form of culture, activities is categorised among the
employees with an aim to complete it on time period and meet with the targets as well. The
higher authorities of TESCO can make use of this culture as it assist in raising performance and
profitability as the company will be able to attain its objectives on time period.
By analysing the above forms of Handy's culture typology, it is analysed that adoption of
role culture will be feasible and appropriate for the company as it develop the interest of
employees towards execution of activities which has positive impact on the productivity and
profitability of an organisation.
Hofstede Cultural Dimension theory: This culture theory was proposed by Geert
Hofstede in year 1980 with a view to gain knowledge regrading culture difference among
countries. In addition to this, such theory is applied by companies in order to distinguish national
culture as it impact on the objectives of an organisation. The theory consist of six dimension,
which are as follows:
Power distance index: It state the extent of which power as well as inequality is being
tolerated. The low power index shows that culture affect on structure which is decentralized and
flat as well ( Balwant, 2018). On the other side, high power index describes that power and
equality difference motivate bureaucracy & is accept in the culture. The higher authorities of
TESCO believes that creating a culture of equality within the organisation assist in motivating
employees that has positive influence on productivity and performance of company.
Individualism vs Collectivism: It is termed as the degree to which societies are involved
in the groups & develop mutual relationship within a specific community. It will provide
authority to employees of TESCO to implement activities properly and effectively.
Uncertainty avoidance: It is undertaken as an extent to which ambiguity as well as
uncertainties is being tolerated. It is important for an organisation to have flexible employees as
it assist in dealing with uncertain situations in a proper manner. In relation to TESCO, it provide

training session to employees as it help in developing skills of employees to deal with the
complex and changing business environment.
Femininity vs Masculinity: It states the participation of societies in achievement,
equality and so on. In context to TESCO, it is analysed that organisation is hiring both male as
well as female employees in order to maintain equality at the workplace.
Short term vs Long term orientation: This dimension is mainly rely on the old customs
and traditions of society. It is analysed that TESCO bring changes in its offerings according to
the new trends as it help in sustaining at marketplace for longer time period.
Indulgence vs Restraint: It is basically the degree of freedom given by societies in order
to satisfy basic human needs. The top level authorities of TESCO emphasis on fulfilling such
requirements of customer as it help in declining the mental pressure of employees due to which
implement activities in a proper manner that leads to raise in performance & performance of an
organisation.
Impact of culture on motivation in the organization: It is determined that culture shape
motivation in an organization and impact both negatively and positively on performance of
employees. It is stated that providing positive working culture to the employees motivate them to
take interest in activities and execute them in a proper manner. Along with this, if an
organization consider the culture of all employees and then developed policies accordingly make
employees feel valued and important at workplace and motivate them to put their efforts to attain
set objectives on time period.
Communication
Communication plays an important role in an organisation as it help in making
employees clear about their roles and responsibilities due to which execution of activities taken
place properly and effectively which leads to raise in productivity and profitability of an
organisation ( Jacobs, and Manzi, 2020). It is signifiant for top level authorities and employees
to have effective communication skill as it help in developing relationship with other people and
dealing with them in a proper manner. The theories and model of communication is discussed
below:
Communication accommodation theory: This theory states that when individual
accommodate as well as adjust its communication styles to others then the changes take place
through two ways that is convergence and divergence. In context to divergence, it is mainly used

to highlight group identity by touting the distinctiveness of group. On the other hand,
convergence is mainly used by powerless people for the social approval & emphasis on matching
communication style with person they communicate too.
Shannon-weaver communication model: It is one of the oldest communication model that
break down into various steps:
Sender: It is the person who develop message and then send message.
Encoder: The Encoder translates the message into signals.
Decoder: After encoding, the decoder receive signals and develop a message.
Receiver: It is the final destination where the receiver receive the message into an
understand and proper manner.
Noise: It is associated with the unrelated distractions within the channel that impact on
the message and sometimes changes the meaning of message.
Feedback: After the message is received, then the receiver ensures to the sender that
message is properly understand and what they perceive by reading the message. This step help in
proper understanding of message that is important and essential for both sender as well as
receiver.
In context to TESCO, it make use of free flow of communication that is every employee
has the right to directly communicate to the higher authorities about any issues or any other
subject matter. This make employees feel comfortable and valued within the organisation that
impact directly on their performance level in a positive manner.
Impact of culture on communication in the company: It is analysed that positive working
culture develops an effective communication among the employees and higher authorities. In
addition to this, it allow employees to communicate their issues to the top level authorities that
impact on their performance and productivity level ( Miao, and et.al 2020). Moreover, it is
analysed that positive working culture allows employees to share their ideas and thoughts
effectively to the managers that impact positively on the mind set of staff members and enhance
communication level properly.
Motivation
It is defined as the way of influencing, encouraging and motivating a person to perform
effectively and properly in order to achieve objectives within set time period. Motivation is
basically of two types that is intrinsic and extrinsic motivation. There are mainly two types of

motivational theories that is process theory and content theory as well. These theories is given
below:
Content theory: This motivational theory mainly emphasis on changing behaviour as well as
requirements of employees with the passage of time. It will help TESCO to set objectives that is
achieved on time period. Maslow's theory of motivation is used by managers of TESCO as a
content theory, which are as follows:
Maslow's Theory of motivation: It is one of the earliest and renowned theory of
motivation which involve five needs which is from basic need to the self actualisation need.
These are given below in context to TESCO:
Physiological need: It is also known as basic needs of a person such as cloth, shelter and
food that is important in order to survive. With reference to TESCO, its managers focuses on
providing a relevant and enough salary to customer so that they can fulfil their basic
requirements.
Safety needs: This need consist of job security, emotional security, financial security and
many more. In context to TESCO, it ensure employees about their job security and also provide
them secure culture that impact positively on the mind set of employees towards objectives of
respective organisation.
Social belonging need: It is stated that when an individual met with its basic
requirements then they start pursue things such as friendship, family relationship, sense of
belongingness, community relationship and so on (James, 2017). If it is talking about TESCO,
its manager conduct informal session for employees in order to develop a friendly relationship
with employees and make them feel valued at workplace. It motivate employees and develop
their level of interest to execute activities that has positive influence on productivity and
profitability of company.
Self-esteem need: It is the need to achieve respect, recognition, status and so on. TESCO
provide appreciation to employees of their good performance as it enhance their status in society
and motivate employees to work more efficiently towards the achievement of objectives.
Self- actualisation: It is the highest level need and is refer to as realisation of persons
potential, seeking personal growth, self-fulfilment and so on. With reference to TESCO, it
provide training to its employees that help employees to gain both personal as well as
professional development.

Process theory: It is defined as a psychological procedure that mainly empower & impact
individuals to change their behaviour in different situations. It is important for a company to
make use of this theory as it assist in motivating employee in a proper manner. The managers of
TESCO adopt Adam's equity theory as a content theory which are as follows:
Adam's equity theory: This content theory is mainly based on the two principles that is
input is equal to the output which means the efforts of employees is equally appreciate by the
higher authorities. The second principle of theory state that there should be fair and equal
treatment to evey single employees of an organisation ( Shah, Anwar, and Irani, 2017). With
reference to TESCO, its HR manager analyse the performance of staff members and give them
rewards and recognition in front of all the staff members of company. Along with this, it ensures
that opportunity is provided to all the employees equally. This help respective organisation to
motivate its staff members and retain them for longer time that has positive impact on
profitability and revenue of company.
Role of culture in overall organisation success
In context to an organisation, culture is termed as company's objectives, mission, values
and expectations which instruct employees. It is important for an organisation to have effective
and string culture as it motivate employees to work with full potential towards achievement of
objectives with in stipulated time. In addition to this, positive working culture help company to
engage employees for longer time period and save their cost of hiring and providing training to
new employees (Anagnostopoulos, and Papadimitriou,2017). Moreover, a positive culture
develop a healthy team environment which assist company to implement activities and
operations in more effective manner that further assist in developing string brand image at
marketplace. All this will leads to gaining of higher growth and success of respective
organisation within the market.
CONCLUSION
From the above discussion, it has been concluded that study and application of
organisational behaviour help a business entity to gain insight about the performance of
employees which in turn assist in making improvements and motivating them in a proper
manner. It is important for an organisation to focus on provifing positive working culture as it
help in motivating and retaining employees for longer time frame. There are various motivational

theories used by company such as Vroom's expectancy theory, Maslow's hierarchical theory as it
help in satisfying employees and raising their efficiency of execution of activities that directly
leads to raise in performance and profitability of an organisation.

REFERENCES
Books & Journal
Griffin, R.W., and et.al 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Jacobs, K. and Manzi, T., 2020. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, 20(2), pp.184-202.
Miao, Q., and et.al 2020. Ethical Leadership and Unethical Pro‐Organisational Behaviour: The
Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology, 69(3),
pp.834-853.
James, P.S., 2017 Organisational Behaviour, 1e. Pearson Education India.
Shah, N., Anwar, S. and Irani, Z., 2017. The impact of organisational justice on ethical
behaviour. International Journal of Business Innovation and Research, 12(2), pp.240-
258.
Anagnostopoulos, C. and Papadimitriou, D., 2017. Positive organisational scholarship and
behaviour in sport management. International Journal of Sport Management &
Marketing,, 17(1/2), pp.1-6.
Burlea, A.S. and Remmé, J., 2017. The dangers of dispersal of responsibilities. Amfiteatru
Economic, 19(45), p.464.
Barbaranelli, C., and et.al 2019. Positivity and behaviour: the mediating role of self-efficacy in
organisational and educational settings. Journal of Happiness Studies, 20(3), pp.707-
727.

APPENDICES
Interview
1) What type of culture is prevailing in your organisation and is it supporting you in
performing your job roles?
According to employee analysis out of 40 employees 20 were having a response that there is a
inclusive culture that is part of TESCO where all the employees are given opportunity to
present their views regarding any crucial decision that is affecting their functioning in the
organisation.
2) What do you feel is the biggest motivation for you whether it is monetary or non
monetary?
In this question out of 40 employees 25 employees were having a view that in present scenario
job satisfaction is the biggest motivator and there fore they were having preferences for non
monetary type of motivation.
3) Do you believe that effective communication has assisted you in ensuring higher
consistency in learning of team dynamics?
This question was answered positively by majority of respondents as 36 respondents had a
belief that if there is effective communication between the organisation and employees then
there is higher investment in learning and there are proper team dynamics that is part of
TESCO.
4) Have you experienced that effective techniques of motivation is the backbone of the
cultural dynamics in TESCO?
In TESCO there is effective leadership practises together with motivation techniques that are
used across different levels of organisation and is leading to pushing the overall mission,
standards, community and process of the organisation. Employees in a majority segment that is
32 out of 40 respondents had a answer that application effective motivation methods thrives the
process of proper cultural dynamics in TESCO.
5) In TESCO is the overall employee culture is supporting the overall process of shared
values and beliefs that are established by leaders?
In TESCO employees have provide a response that the culture of TESCO consist of shared
values that are communicated by the leaders by use of various methods that has lead towards
shaping of employee behaviour, perceptions and understand. It was responded by 20 out of 40