Organizational Behavior Report: Culture, Power, Motivation at TESCO

This report analyzes organizational behavior within TESCO, focusing on the relationships between organizational culture, power, politics, and motivation, and how these elements influence team and company success. It examines Hand’s Model of organizational culture (power, role, task, and person cultures) and Raven and French’s bases of power (legitimate, reward, referent, expert, and coercion power). The report also evaluates the impact of organizational politics and explores motivation through content theories like Maslow's hierarchy of needs and process theories such as Vroom's expectancy theory. Motivational techniques, including incentive systems and fostering respect and support, are discussed. A critical evaluation of content and process theories highlights the benefits of Maslow’s need hierarchy theory in enhancing productivity and profitability. The report emphasizes the importance of understanding and managing these factors to create a positive and productive work environment.

ORGANIZATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION.....................................................................................................................................3
PART 1.......................................................................................................................................................3
Relationship between culture, power, politics and motivation that enables companies and teams...........3
Critical evaluation of Content and process theories of motivation...........................................................9
PART 2.......................................................................................................................................................9
Team development theories in context of organizational behavior..........................................................9
Philosophies and concepts influence behavior in workplace.................................................................13
CONCLUSION........................................................................................................................................14
REFERENCES........................................................................................................................................15

INTRODUCTION
Organizational behavior refer to procedure of motivating staff and improving their skills,
it implies for learning of activity and performance pertaining to group and one applicant.
The current report is based on TESCO, is leading supermarket chain in UK with different
outlets in all over the world. This study explain how culture, power and political influence team
and firm to success, and also define how motivational theories as well as techniques help to
achieve organizational goals. Furthermore, it also clarified team development theories and
concept & philosophies of organizational behavior that influence behavior in workplace
negatively and positively.
PART 1
Relationship between culture, power, politics and motivation that enables companies and teams
Organizational culture, power, politics and motivation relationship is based on their
outcomes, it help to develop and team and make firms able to sustain for longer. The culture of
organizations play vital role in development of team, it might be impact positively or negatively.
By using appropriate theory the impact of organizational culture on individual and group define
below-
Hand’s Model of organizational culture-
This model is consist with four different kinds of culture exist in companies such as
power, role, task and person.
Power culture-
In company with this culture, power is held by just two or three applicants whose
influence spreads throughout the company (Rutihinda, 2019). There are few regulations and rules
in this kind or culture, those who have this power to take decision impact negatively or positively
on team and firms. For example, when person used their power for taking decision without
making any differences and provide fair change to make group able to progress, it can impact
positively and also allow firm to gain competitive benefits with strong team. On the other hand,
when power for taking decision are used unfairly it impact negatively on team they cannot be
able to succeed.

Role culture-
Along with above culture, many companies had role culture in workplace that influence
and enable team as well as businesses to succeed. Firms with this culture are based on rules, they
are extremely controlled with everyone in company knowing what their accountabilities and
roles are. Roles cultures are established on detailed organizational structures such as TESCO
which are usually big with a long chain of command. Power is divided according to the role of
applicants in company, as it impact positively when decision taken by person according to their
role is right, that influence team and drive them towards success such as identify needs of
training for everyone. On the other hand, decision making in this type of organizational culture
can often be harmful and companies is less likely to take risks. In simple words, firms with roles
culture tend to be very inflexible (Al Badi, 2019).
Task culture-
This culture in companies are forms when group of applicants in workplace are formed to
identify specific issues. It enables team of achieve their business goals and objectives in effective
manner. In task culture work has been divided in company based on abilities of teams and skills
of their members which work effectively and provide many benefits to organization such as
increase productivity, profitability and bring innovative ideas to solve issues.
Person culture-
Person culture in companies enables individual to succeed but does not allow team to get
better success in their lives. According to this organizational culture individual think about their
own work and objectives, they are less interested for supporting and helping other applicants that
impact negatively on team and companies success.
Raven and French bases of power-
With the help of this model the influence of power on team and companies to succeed
will be defined.
Legitimate power-
It is traditional power within TESCO, where a manager or leaders has due to status of
their position. Legitimate power cater abilities to link some notion of feeling and responsibilities

of obligation to management. With the help of this power, manager in company can drive their
team towards getting success by enhancing their motivational level via reward system. Along
with it, this power also help firm to succeed in retail sector as it help team of work effectively
that in turn increase sales and profit margin of business.
Reward power-
A leader in Company has capability to reward an workers or team members has reward
power, it influence on team effectively and positively. When leader use their power in effective
manner and do not make any differences between one and other workers it influence in positive
manner that enhance motivational level and productivity rather than before.
Referent power-
It is all about who you know, a manager or leaders with lots of referent authority and
power can have many connections that they can utilize to their benefits. This power influence
team success as well as company positively when leader do not make any favoritism, as it
directly impact on productivity and behavior of team members, they avoid taking participation in
task that decrease productivity of companies as well.
Expert power-
With the help of this power leader in TESCO understand the overall situation and solve
any issues because they have great knowledge and abilities. Expert power influence positively on
team and companies as make them able to succeed and also help to gain competitive advantages
when expert and knowledgeable applicants use it in effective and systematic manner.
Coercion power-
This power to opposite of reward and other power, for example a leader who will punish
their workers and group members has coercive power. It impact negatively on team and
companies’ success, because no one are in favor of this power. Workers refuse to perform in
forceful environment at workplace as they get hamper and feel uncomfortable while working in
this atmosphere.
Politics in company influence on team and firms success-

Organizational politics influence team to get success and increase their productivity level
rather than before, when it is used in positive and systematic manner. By managing political
environment at workplace TESCO support team for achieving common goals and aims. For
example, when manager do not take favor of one individual and reward workers by considering
their abilities, they are able to enhance motivational level and allow group to succeed. On the
other hand, when leader give rewards to few people who are less knowledgeable as compare to
other who had all skills and more talented, it influence on team negatively. They cannot be able
to obtain success and work for longer period with companies.
Motivation that enables companies and team to succeed-
The influence of motivation on team and organizations success will evaluated and
discussed by applying process and content theories, below-
Content theory of motivation-
Maslow’s hierarchy of needs theory-
This theory is one of the most effective and useful concept because it enables team and
firm to succeed. It consist with different types of needs, a person is motivated when their needs
are fulfilled.
Physiological needs-
Food, clothing, water, shelter and sleep are the basic needs of person fulfilled by top
management when individual work and perform in large company such as TESCO. In order to
retain workers with organization for longer, manager had to consider these needs as soon as
possible and provide their facilities accordingly. By providing comfortable working environment
and conditions, manager influence or impact on team behavior positively, it help them to drive
towards success and also make able to enhance their productivity that increase profitability of
companies rather than before.
Safety needs-
These needs include those that cater a person or applicant with sense of well-being and
security. Good health, personal security, protection from accidents and financial security.
Manager is able to provide all these needs to workers which make team able to perform

effectively and allow to gain better results that increase profit margin of company. By offering
safe and secure working conditions, manager enhance motivational level of staff members.
Furthermore, they can provide pension plan to workers that secure their lives for longer.
Social needs-
This needs called belonging and love, it refer to needs to feel a sense of acceptance and
belonging. These needs are essential to workers so that they do not feel depressed and alone. By
providing love and care for employees, manger increase and develop the motivational level
among them. It help to motivate and inspire applicants to succeed at workplace, and allow them
to increase their productivity that maximize operational efficiency.
Self-esteem-
Esteem needs refer to desire for self-respect and esteem, with self respect being slightly
more essential than obtaining respect and admiration from others. Manger motivate their team
and allow company to succeed by offering reward and praise applicants when workers are doing
well. By offering promotions, manger inspire workers to perform better than before, as it help to
motivate them and retain with company for longer period.
Self-actualization-
It describe a individual need to reach their full potential, need to become what one is able
of is something that is highly personal. After getting all above needs workers motivate
themselves and work more effectively as well as drive themselves towards achieving common
aims and business objectives. Because this need is individualized as manager, person can
account for this needs by inviting and inspiring workers to participate in decision making
procedure and offering flexibility in their jobs. This will motivate team and they can achieve
objectives of company with full concentration.
Process theory-
Vroom theory of motivation or expectancy-
This theory stated that workers will be highly motivated and productive when two
situation are met, first is when individual believe it is likely that their attempts will lead to

successful outcomes and second, those employees also trust they will be praised for their
success.
Applicants will be motivated and inspired to exert a high degree of effort when they trust
and believe there are connections between efforts they put forth, activities and performance they
achieve and rewards they receive.
For example, manger effectively motivate their staff members by rewarding and
appraising them, as it help to inspire team and individual work much hard as possible as they can
and give hundred percent to achieve set objectives of companies. When applicant work hard
manager is able and ready to appraise them, it will provide many benefits to them. In additional,
employees get motivated by manager when they perform well that valued results will be received
in term of job promotions.
Motivational techniques-
Incentives system-
Top management in TESCO are accountable for rewards and incentives system, they
create these program after analyze performance of workers and their efforts to complete day to
day task. Manager give rewards, to its staff when they achieve and meet certain goals, a proven
motivator for employees alike is earning a points for committing to some tasks. With the help of
offering rewards and implementing this system, manger or leader in TESCO motivate existing as
well as new applicants (Wattoo and et,al., 2018). Firm can develop Valuebot application for limp
that calculated how many times each candidate was praised in order to send monthly or daily
conclusion. This app helped company to visualize their culture and restate how much they can
support one another. Reward system develop positive energy that help management to retain and
attract talent.
Respect, support and honest behavior-
Things like clear communications, respect, support and honesty are the foundations of
motivation. When manager communication with staff and inspire them to take participation in
decision making, it enhance employees motivational level. Workers always seeking for respect

and support from top management, which help to encourage staff and improve their
performances rather than before.
Critical evaluation of Content and process theories of motivation
From above analysis, it can be analyzed that Maslow’s need hierarchy theory is beneficial
in term of productivity and profitability. The basic advantage of this theory is how effectively it
serves to interpret motivation and human behavior. It has relevance in recent time applications,
especially in the commercial world. For example, manager can benefits from comprehension
their workers basic human needs of job security, recognition and friendship. It helps to create
positive environment at workplace, when leader and manager efforts for meeting above needs of
staff that will outcomes in self-actualized group members who operate at their whole potential
for companies. One widely criticized, disadvantage of this theory, however is that in developing
hierarch, theory only focused on segment of human population. The major issue with this theory
is that it cannot be tested empirically, there is no method to measure precisely how satisfied and
motivated one level of need should be before the next top need becomes operative.
Along with above theory, Vroom theory of motivation or expectancy, it beneficial for
employees and companies. This theory, recognizes worker differences in work motivation and
recommends that motivation is a complex procedure as compared to other models. It also
justified relationship between organizational and individual goals. On the other side, it indicates
only conceptual determinants of inspiration and motivation as well as how they are connected.
This theory, does not cater specific recommendations on what motivates staff members as other
motivational theories do. Its validity cannot be fully tested and evaluated and complex as well.
PART 2
Team development theories in context of organizational behavior
Tuckman’s team development model-
It is one of the best team development theory or model, which help TESCO to build an
effective workforce who are able to contribute in achieving business aims and objectives
(Jodłowiec and Piecuch, 2019). This theory explains that as unit develops ability and maturity, it
help to establish strong relationship ate workplace. This theory is consist with four stages such as
forming, storming, norming and at last performing.

Forming-
At this stage team is developed and build with the help of leader guidance and proper
directions. For example, leader in TESCO company guide their new as well as existing workers
how to work and perform effectively. The appropriate directions of senior will develop effective
team that create positive work environment at workplace.
Storming-
After passing above stage, workers move to the next one that is storming where leader
guidance work effectively. Here group of workers begin to work and efforts to cater different
idea that make employees able to work much better than before. Relationships between group
members will be broken or made in this stage.
Norming-
When group moves out of second stage they will enter into norming stage, it tends to be a
step towards harmonious performing practices with units agreeing on values and rules by which
they operate. In simple words when team members in TESCO are ready to except rules and
respect their leader, it build strong team.
Performing-
It is the last and final phase of their theory, where group work or perform for which they
are being formed. Team leader communicate and share vision, mission and aims of business with
team which help to build strong workforce who are able to understand each and every thing
effectively and had knowledge about what they need to do for achieving organizational
objectives.
Belbin’s team roles theory-
This theory is applied in context of TESCO Company, which help to develop an effective
team like other team development theory mentioned above.
Active oriented roles-
Shapers-

Leader play role as shaper, who are able to challenge their workers to improve their work
performances. They are dynamic and mostly extroverted workers who enjoy stimulating others,
finding the best methods and questioning norms for solving issues. Leaders shakes and inspire
their employees to do and perform effectively.
Implementers-
Implementer is accountable for organizing and planning a effective strategy, and then
execute it in systematic manner. When plan implementer implement strategies in right way team
is developed effectively and work perfectly.
Completer finisher-
They play vital role in TESCO by securitizing and finishing work and also by converting
is at extreme level. They have the best ability for follow through and attention to detail, usually
introverted little in way of external incentives. Its help to assure group meets their obligations
and provide on time.
People oriented roles-
Co-coordinator-
Distinguishing characteristic of coordinator is their capability to cause others to work or
perform towards shared aims. They can develop team by providing and guiding workers to
achieve set objectives. They are able to assure the best utilize of each employee potential.
Team worker-
Group members also play important role in team development, for example, when one
applicant with right skills work effectively, they can inspire other as well to do same. As it help
to build or develop strong team (Dafoulas and et.al., 2019).
Resource investigators-
These people are quick off mark extroverts and enthusiastic, they are capable and
effective at communicating with other people both outside and inside TESCO. With the help of
their negotiation skills, resource investigator develop team in company who are able to

contribute in gaining competitive advantages. Furthermore, communication ability of these
perform solve issues of team and make them more comfortable while performing their roles.

Figure 1 Belbin's Team Roles
(Source: Belbin's Team Roles theory, 2018)
Cerebral roles-
Plants-
These people are inventors and creators and can be extremely creative, they cater ideas
from which major building spring. By providing vital spark and rewarding ideas, they can build
strong team.
Monitor evaluators-
Monitor evaluators are serious, they are slow while taking decision, and it belongs with
logical eye taking right judgment where it is needed for effective team. They play vital role in
team development (Omar and et.al., 2016).

Specialists-
These people are dedicated individuals who reward themselves on obtaining specialized
knowledge and technical skills. Their priorities focus on defending their own field and
maintaining professional standards. Specialists are able to show a reasoned technical answer to
major issues when qualified in that area.
Philosophies and concepts influence behavior in workplace
Concept of organizational behavior impact on work area positively, when it focus on
employees growth and progress. By taking right decision leaders and mangers motivate their
staff and make them able to complete daily activities on timely manner. Effective
communication comes under organizational behavior, which impact on work place environment
positively. With effective communication abilities top management communicate with their
workers either top or low level. As it help to enhance motivational level and creative positive
atmosphere in organization. It enables manager and leader to make informed decision because
they comprehend business situations. When rewards systems added or adopted in organizational
behavior, growth of firm is possible. It help to sustain for longer period of time within retail
sector, furthermore with rewards system or behavior they TESCO can gain competitive benefits
as well.
Organizational behavior philosophies and concepts impact negatively when leader treat
unfairly and treat workers based on their gender, age and color. Without leader motivation and
support, employees could not be able to perform effectively and complete day to day activities.
In order to comprehend influence of organizational behavior concepts and philosophies in
workplace, path goal theory is utilized which is based on particular leadership styles or nature.
Path Goal theory-
This theory influence behavior in work area might be positively or negatively, which
directly affect profitability and productivity (Farhan, 2018). Path goal theory is utilized in
context of TESCO which states that leader will use right leadership style best suited for workers
and create positive work environment around working area. This theory includes 4 kinds of
leadership styles that are discussed below-
Supportive leadership-

With this leadership style, TESCO leader is directed towards satisfaction of workers
preferences and needs. They shows concern for staff in psychological well-being, that impact
positively on workers motivational level and help building positive work environment.
Participative leadership-
Leaders with this style of leadership prefer to consult with their workers and ask them for
effective suggestions before taking a decision. As it help to impact positively, when leader
encourage team to participate in decision making process.
Achievement oriented leadership-
Leader with achievement oriented leadership style, sets challenging aims for workers,
and expects them to perform at their best level as well as reflects confidence in their capabilities
to meet this expectations.
Directive leadership-
According to this leadership styles, leader in TESCO direct people how to perform and
completed their tasks. This behavior put positive impact when staff task and role demands are
ambiguous & intrinsically satisfying.
CONCLUSION
From above analysis, it has been summarized that Maslow’s needs hierarchy theory,
Belbin team development and path goal theory is beneficial for TESCO. By summing up this
study, it has been concluded that effectual culture and behavior is key for success and
development of organization. By implementing the principles of above concept, company is able
to develop effective team and inspire all employees to work perfectly. It can be concluded from
evaluation that firm must focus on assuring effective communication, culture and leadership.

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https://www.mindtools.com/pages/article/newLDR_83.htm>
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