MG414 Organisational Behaviour Report: Tesco's Culture and Strategy

This report provides a comprehensive analysis of Tesco's organizational behavior, examining its culture, communication strategies, and employee motivation. The report begins with an introduction to organizational behavior and its relevance to Tesco, followed by an in-depth exploration of secondary research on organizational culture theories, including Hofstede's cultural dimensions, and communication models such as the Aristotle persuasion model and Thayer's organizational communication model. The report then delves into motivational theories, with a focus on Maslow's hierarchy of needs and how Tesco addresses these needs. Primary research, including a questionnaire, is used to gather insights on employee perceptions. The report concludes by evaluating the role of culture in enhancing Tesco's success and suggests strategies for further improvement. The report covers key aspects of organizational behavior, including culture, communication, and motivation, providing a thorough examination of Tesco's practices and their impact on organizational effectiveness.

Organisational
Behaviour

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
SECONDARY RESEARCH.....................................................................................................3
Theories of organisation culture.............................................................................................3
Theories/models of communication.......................................................................................4
Theories of motivation...........................................................................................................5
Primary research.........................................................................................................................6
Questionnaire.........................................................................................................................6
CONCLUSION..........................................................................................................................7

INTRODUCTION
Organisational behaviour can be defined as a function which is related to using the
behaviour of individual in the direction of goals and objectives of the organisation (Kitchin,
2017). It includes management of culture communication and motivation within the
organisation so that form can easily achieve its objective while working on a particular area
of improvement. Under this report the chosen organisation is Tesco. It is a global performing
organisation which is operating global market. Tesco was founded by Jack Cohen in 1919 as
a group. This report will cover different aspects related to organisational behaviour. This
report includes discussion on primary and secondary research related to organisational culture
theories, models of communication and theories of motivation.
MAIN BODY
SECONDARY RESEARCH
Theories of organisation culture
In accordance with the viewpoint of (Balwant, 2018)Culture is an essential element
within the organisation which directly motivates the organisational behaviour and will
influence the decision making ability of individual working within the organisation. There are
a number of factors which are related to management of culture which are stated by author.
The prime theory which can be used by the organisation in relation to management of
organisation culture is known as Hofstede cultural dimensions theory. According to author
this theory is a Framework for managing cross cultural communication within the
organisation and is developed by Geert Hofstede. This theory shows the effect of society
culture on the values of the member within the team and organisation and their impact as on
behaviour using a structure driver from factor analysis. This theory is based on different
dimensions of national culture which are related to organisational performance and impact
directly to the organisations capacity and behaviour. Some of these factors in relation to
Tesco are discussed by author. The first factor is related to power distance index under this
factor it is a system which is related to the extent to which the less power member of
organisation and institute will accept the power of highly authorised person as an equal
distribution. Under this, yes you can use it to implement on the functions where it has to
manage the powers and authority in an appropriate way. This is helpful to organisation in

improving its function and achieving the objectives in a timely manner. This all will relate the
equality within the organisation and provide power to the followers in an appropriate way.
The next dimension is related to individualism vs collectivism under this the management
within the organisation has to focus on collectivism rather than an individual is within the
organisation. This is because using collective effort will help Tesco in achieving its
objectives in a more consistent and productivity rather than individual is concept. Under this
author states that organisation will go with we not with I. The third dimension is related to
uncertainty avoidance. Uncertainty avoidance is mandatory part and this function where
management within the organisation has to focus on reducing a social tolerance of ambiguity.
Here organisation has to manage all those unexpected unknown and away events related to
status quota for other crucial factors which can impact on the culture and thinking of
individual while performing on different jobs. Under this manager has to use and equality
concept where it can easily perform its function and use the functions to achieve the
objectives. Another element which is important under this cultural theory is muscularity
versus femininity. According to author muscularity can be defined as a reference of the
society related to achievement, heroism and material reward for success. On the other side
femininity is related to women where we cannot perform the task which required masculinity.
Under this function, Tesco ensure equality between both masculinity and femininity within
the organisation (Anagnostopoulos and Papadimitriou, 2017). Manager use effective
combination between both men and women within the organisation to perform different task
according to their skills abilities and requirements. Long term orientation and short term
orientation is the last factor under this cultural theory. This is directly related to the
organisation function where organisation has to focus on both the long term orientation and
short term orientation in relation to achieving the goals and adoption of appropriate
circumstances and problem solving system. This is the theory which can be implemented
within the organisation in relation to maintaining the culture and identifying the impact of
culture on organisation performance.
Theories/models of communication
According to view (Omar, Jayasingam and Bakar, 2019) Communication is important part of
organisation which is related to use of tools and techniques for managing the communication
and informing different areas in an appropriate way so that they can achieve the goals and
objectives in a timely manner. Management of communication is important for the
organisation to improve the functions as well as using these functions in accordance with

organisational performance. These tools and techniques were helpful in managing
communication between different individuals and performing the functions of organisation to
achieve its organisation goals. There are different models of communication which are stated
by authors in relation to managing the business communication and achieving profitability.
Aristotle persuasion model is a prime model which can be used under business
communication process in order to improve the functioning and achieve the objectives of
business communication. This model involves primary individuals which are standard and
speaker message and receiver and audience. It is an appropriate model which can be used by
Tesco in order to maintain effective communication process. Under this model of that states
that when any political leader or teacher deliver his speech in gathering and in classroom
respectively their style of speech is included a persuasion model. Here, it state that there are
three major elements in a business communication process which are related to no scope of
responding by the receiver and his rule is neglected here. This model is also known as one
side business communication model because transfer of information from the side of receiver
will not be considered under this model. Thayer's organisation communication model is also
stated by author who creates a link between the personal business communication and
organisational structure. Under this model it has shown that the attempt to accomplish any
task through personal communication will influence the process of organisational
communication. This model is based on four level of business communication which are
internal personal or individual interpersonal organisational and technological. This model
basically shows how the person does communication function in the organisational level will
differ from each other. This model is also dependent on the behaviour of sender and receiver
which can influence by the four elements known as biological psychological social and
technological (O'Grady, 2018). The main theme behind this model is to show the
communication process and its effect action by the person in the organisational atmosphere.
Tesco can use this model according to their organisational structure where they can ensure
your effectiveness within the communication by using and heretical structure. This radical
structure will also help the business in reducing the negative impacts by improving the
functions and gaining maximum competitive advantage.
Theories of motivation
According to view point of (Hunter, 2018), motivation is important factor in organisation
which is related to willingness of individual to performer different task which are assigned to
them in organization . This is important factor which is related to performance of firm and

will lead to success of business operation. There are number of motivational theories which
can be use by organisation in relation to managing function and using there function to
achieve better culture in firm. Under this, Tesco can use different theories which will helps
manager in identifying opportunists and performing function in appropriate way. Maslow's
needs of hierarchy theory is most common strategy which can because to achieve objectives
on motivation and manager behaviours in organization. This begins with, Physiological
Needs, It is the basic need of human that no one can survive without the fulfilment of this
needs. It includes food, shelter, clothing, air, drink and sleep. Without these needs even a
single person can not survive in the today's environment. TESCO fills this need very well to
their employees through giving nice salaries and perks according to the employee’s
designation and performance. These salaries help employees to satisfy their basic needs.
Second is Safety Needs, It is one step above the physiological needs that once basic needs
satisfied then the another need occur is safety needs. Safety needs is the need of security and
safety, this can be fulfil by family and society for e.g. police, Medicare, and business.
TESCO gives medical facility such as they give insurance facility, ESIC and securities to
their employees that none of them cannot spend extra money for insurance claim. Their
employees can easily perform their jobs without any worries. For e.g. female employees
generally feels insecure about their jobs because of male issues but in the TESCO females
cannot face any type of such issues Love and belongingness Needs are third in this
framework. In today's world due to busy schedule of each and every person no one can have
a time for get together so it can raise a issue of stress. It can raise another need which is love
and belongingness needs, it can helps to reduce stress and improves the efficiency of work.
TESCO gives many chances to reducing employees stress through giving gap between the
busiest schedule such as formal and informal gatherings and parties. They give surprises also
such as holidays, discounts on their places (Tran, 2020). Esteem Needs are at number four, It
is the fourth level of Maslow's theory that means to status and prestige of the humans. Esteem
needs classified into two categories: (i) esteem for oneself i.e. dignity, achievement, mastery
and interdependence and (ii) the desire for reputation or respect from others. TESCO
Rewards, Ritz-Carlton Rewards and Stanwood Preferred Guest that gives prizes and awards
according to the performance of employees. It helps to attain esteem needs because they felt
that they are on higher position and other person can obey their orders and give respect. Self-
Actualization Needs are at last. Self-actualization need is the higher level of need and also the
most difficult need that everyone can not attain in reality face of world. Because no person
cannot easily satisfied with their needs, every successful needs gives another wants of needs.

TESCO tries to satisfy the self actualization needs by giving higher salaries, awards and
recognition to their employees. This is important for Tesco to follow working environment
by7 managing various motivation I appropriate way. This will helps organisation in achieving
business objectives and performing functions in effective way. This will also boost
profitability and will helps in managing functions in effective way.
Primary research
This is important for organisation to manage behaviour in origination for achieving
business objectives and performing function in effective way. Using current system is
essential to match performance of organisation with current capital and using function in
appropriate way. In relation to this there is use of Questionnaire to conducting an appropriate
resources and perform function in effective way. This includes all those e function which are
essential to organisation which bare needed to perform function and managing culture in
appropriate way (Eloquin, 2016).
Questionnaire
Q1. Do you know about concept of culture?
A) Yes
B) No
Q2. Do you think that it is effective for organisation to maintain good culture in organisation?
A) Yes
B) No
Q3 What are their roles which are performed by manager in Tesco in order to maintain good
working culture?
Q4. According to you, what are their theories which are used by manager in organisation to
maintain working environment?
A)Theories of motivation
B)Theories of team building
Q5. According to you, what are there impacts of culture on employee performance?
A) Positive
B) Negative
Q6. Do you think that using theories of motivation will support organisation and its culture?
A) Yes

B) No
Maintaining culture is important part of organisation where organisations use different
strategies to maintain culture and promote functions in an appropriate manner. this can be
seen from the example of Tesco where it is analysed that organisation is using appropriate
strategies which can be used to achieve the objectives in a timely manner. It can be seen from
the above mentioned question here that IT manager within Tesco using effective policies and
strategies which are helpful in identification of employees and using their functions to
manage the culture (Whelan, 2016). It is evaluated for the research of questionnaire that
there is large number of employees for performing their functions in an appropriate manner
by maintaining the cultural differences and improving the functioning of organisation. who is
the global performing organisation where it is important for form to manage the culture by
using various strategies. This is because due to performing the global operation organisation
needs to manage effective communication channel so that it can be taken functions and can
lead the organisation by identifying the behaviour of different individuals. this is helpful to
organisation in achieving its goals and objectives as well as managing the functions in an
appropriate way. This will also direct the manager in order to identify the behaviour of
different individual according to their cultural differences and functions so that it can manage
them and achieve the objectives in time. Motivation is an important factor within the
organisation as it is helpful for Tesco in managing the functions and achieving the roles and
responsibilities of organisation in the current business environment. motivation will also
work as a productive function which will boost productivity of employees as well as help
them in gaining knowledge about the current system and requirements which are needed to
perform different jobs
CONCLUSION
It can be concluded from the above mentioned information that communication
motivation and culture play an important role within the organisation to increase the
productivity and profitability of firm. it can also evaluated that communication and other
functions are helpful in managing successful business operation so that organisation can run
its business for a longer period of time and can survive within the market. this will also
promote effective functions and will lead to development and achievement of organisation
goals and objectives.

REFERENCES
Books & journals
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behaviour in sport management. International Journal of Sport Management &
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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.
Eloquin, X., 2016. Systems-psychodynamics in schools: a framework for EPs undertaking
organisational consultancy. Educational Psychology in Practice, 32(2), pp.163-179.
Hunter, M., 2018. What lies beneath organisational behaviour: the role of hidden and
unconscious processes at work (Doctoral dissertation, London Metropolitan
University).
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers:
A group and multicultural approach. Routledge.
O'Grady, S., 2018. Organisational citizenship behaviour: Sensitization to an organisational
phenomenon. Journal of nursing management, 26(7), pp.795-801.
Omar, S., Jayasingam, S. and Bakar, R.A., 2019. Does positive organisational behaviour and
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Excellence, 19(1), pp.44-64.
Tran, Q.H., 2020. Organisational culture, leadership behaviour and job satisfaction in the
Vietnam context. International Journal of Organizational Analysis.
Whelan, C., 2016. Organisational culture and cultural change: A network
perspective. Australian & New Zealand journal of criminology, 49(4), pp.583-599.