Culture, Politics, Power & Motivation: A Tesco Organisational Analysis

This report examines organisational behaviour within Tesco, focusing on the impact of culture, politics, and power on workforce motivation and team performance. It analyses various organisational cultures, including power, task, person, and role cultures, and explores different types of power used by Tesco's managers, such as legitimate, reward, and expert power. The report also discusses the influence of internal and external politics on the corporate culture. Furthermore, it evaluates content and process theories of motivation, such as Maslow's hierarchy of needs and Herzberg's two-factor theory, and their application in enhancing employee engagement and productivity. The analysis extends to team development theories and the principles of organisational behaviour, assessing their relevance in improving business performance at Tesco. The report concludes by highlighting the critical relationship between culture, politics, power, and motivation in achieving organisational success.

Organisational
Cultures and
Workforce Motivation

Table of Contents
INTRODUCTION .......................................................................................................................3
MAIN BODY ...............................................................................................................................3
Examine how an organisation’s culture, politics and power causing respective and group
behaviour and presentation.....................................................................................................3
Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance...................................................................5
Measure how contented and procedure theories of motivation and motivational techniques
change effectual accomplishment of content in an organizational matter.............................6
Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models. ................................................8
Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed providing justified recommendations...............9
Inform what trade name an effectual team as opponent to an effectiveness squad................9
Analyse relevant team and group development theories to support the development of
cooperation within effective teams.......................................................................................11
Use conception and philosophies of structure activity within an organizational context and
given concern position..........................................................................................................11
Evaluate how concepts and philosophies of OB inform and influence behaviour within a given
business situation..................................................................................................................14
Critically analyse and evaluate the relevance of team development theories, concepts and
philosophies that influence behaviour in the workplace to improve business performance and
productivity...........................................................................................................................15
CONCLUSION ...........................................................................................................................15
References:.....................................................................................................................................16

INTRODUCTION
Organization behaviour provides various guidance to the organisation. Along with this,
it is also identified that it also assist the company in determining the steadiness and
development of the industry. Workers operate their best at the concern whenever they feel
motivated (Alkhadher, Beehr, and Meng, 2020). Moreover it is essential for company to
encourage the workforce which leads to introduction of link with the company. This report
is based on Tesco, which is a multinational retail grocery store in British.. In 1919 it was
founded by John Cohen. Its headquarter is in England, UK. It serve services in worldwide.
This report will cover the concept of organisational behaviour and it trends, policies and
powers further it will explain the ways of corporation with others and the philosophies of OB.
MAIN BODY
Examine how an organisation’s culture, politics and power causing respective and group
behaviour and presentation.
Motivation is defined as the process which maintains an objectives adjusted behaviour at
workplace which tends to the development of activities of workforce in relation of attaining
the organisational objectives. The trends of organization of tesco, is altering. In below
mentioned are certain are the aspects of organizational culture which have been determined
in relation of Tesco.
Culture
1. Power culture :- This is the type of culture where only limited individual can enjoy the
ability of higher position. These individual have the absolute ability to create the
decision for organisation such individual are found to be selected at the workplace.
In this kind of work culture the staff are not permitted to show their views
(Kumar, and Sharma, D.D., 2018).
2. Task culture :- This is the culture which is based on the performance of the individual.
Under this trend, the units are made for the reason of attaining objectives and goals.
It gives the possibility of equal authority and involvement for the motive of finishing
the assigned project in impressive ways.
3

3. Person culture :- the organization who implements the person who are very much
oriented by themselves. Under this trend the workers do more concentrate on the
individual advantage as compared to the company profit.
4. Role culture :- This trend of organisation marks up on the assigned roles of the
workers. The duties and the responsibilities are given as per their expertise, learnings
and learning alteration. This trends gives the chance of devising action of job roles
(Baird, and Su, 2018).
Power
below mentioned are the few types of power which is generally adopted by the mangers
of Tesco and its impact can also be seen on the working culture of business organisation: Legitimate Power: It is in the form of formal power and a specific professional occupy
this power having a good position in the business organisation. The managers of Tesco
have the authority of taking decisions and they are liable to occupy this power. Reward Power: It is the ability of providing rewards to the employees working in the
business organisation and getting the work done from them. This power is bing used by
the managers of Tesco in order to motivate their employees to work effectively.
 Expert Power: The professionals working in the business organisation with the deep
technical knowledge and huge experience. This power is being used by the managers of
Tesco in order to influence the co-workers working on different levels.
Politics
It has been found that the culture of a business organisation is also affected through the
external power along with the political scenario. Few kinds of politics are given below: The weed: It leads to the development of informal network at the work place of Tesco
and this network help the management in bringing the desirable changes in the working
manner. In the case, if the management left the employees free, its outcome is in the
valve of authority of senior. Hence, it act as the barrier in bringing the change at work
place. The Rock: It refers to presenting the steady going force which plays an important role in
adopting changes at the time of crisis. On the other hand, the misuse of this power also
result in the disturbance at work place.
4

 The High Ground: A formal authority is being provided to the employees of Tesco
through the development of relation in the system of organisation. It helps the
management of organisation in distributing the power among the employees but
sometimes, the employees of Tesco can misuse this power in order to breach the
organisational interest.
The external power and political situation of great Britain influence the corporate culture
of TESCO, the impact of political condition of nation can be removed by the execution
of cultural rules and organization trends at company.
The alteration in the administration of consider company has been take place after
determining in the political situation. Raise in the innovation in the company tends to the
development in the organisational culture (Aderibigbe, Gcaza, N. and Fashola, T., 2020). The
management of TESCO establish insurance policy direct which they link directly with the
viewers. It also leads in the improvement in the relationship with the workers in the
company. Along with this, due to bureaucratic formulation, company faced certain
modification.
Critically analyse how the culture, politics and power of an organisation can influence individual
and team behaviour and performance.
It has been analysed that the culture, power and politics implies on the tesco company. It also
impact the individual and team behaviour along with performance of company. It major
concentration is to introduce the relation if workers in the organisation with the users and
members which are linked to the retail industry (.Murphy, , 2020). These components bring
the modification in total productivity with in the company. In the enterprise of TESCO, due
to alteration of attitudes, interference of governing bodies leads to the alteration in operation
and behaviour as well. It has been found that these components have positive and negative
both effects. The execution of ability and politics leads to the new development which
consider reward system, under which certain rewards have been provided to the workforce
according to their performance at work space (Choudhary, McMurray, and Muenjohn, 2021).
The ability has been brutal for the workforce, only due to misutilisation of different
officials in the company. Whereas, the utilisation of politics at the work place results in the
development in the productivity of the tesco, as they are conforming the factors from
5

different political elements. Which are recently implemented in the nation. The adaption of
these strategies leads in the development of productivity but on the other side, due to theses
policies the workers of company get consideration in the unethical activities take place at
organisation.
Measure how contented and procedure theories of motivation and motivational techniques
change effectual accomplishment of content in an organizational matter.
Motivation is explained as the procedure in which manage a objective bound attitudes at
workplace which outcomes to the development of execution of workers in order to attain
the objectives and goals of business enterprise. The main aim of theories is to identify the
procedure of motivation or the procedure how to encourage the person. The theories is
parted into two categories Motivation concept are been analysed and studied by company, which
helps it to understand the motive behind motivation clearly. These theories include content and
process theories, content theory explains a format of needs that motivate actions of single while
procedure theory describes the mental as well as behavioural aspects which determines
motivational actions of people (Chukwuma, , 2019.).
Content theories :- this is also known as the motivational theories as iit helps in controlling
the individual behaviour by concentrating on the intrinsic sources. These theories mark on
the response of what motivates the human , prime content theories are : maslow need hierarchy,
ERG theory, Herzberg theory of wants and doorman and attorney theory .certain are explained
in below:-
1. Maslow need theory :-
It is theory which is established by Smith and cronje in 1992. this is dependent on real facts
which explains the priorly as per the significantly of their needs. By determining the basic,
physical, social and basic needs of human being. In other words it is defined as the individual
can be motivated if all the basic requirements is satisfied in order to perform various activities in
day to day life.
 Physiological needs :- these are the common and essential need of the individual
which are important to fulfil for surviving the life. It include food, cloth and shelter.
 Safety needs :- after fulfilling the physiological needs the second stage which
consider security in job, money, and many others. Tesco, is giving full security to
6

their workforce so that they can motivated towards the company by giving health
protection, home policy, home loans and many others (Kao, and et.,al.,, 2022).
 Social needs :- These are the needs as required by an individual where the human need
the emotional attachment with the other individual. Tesco, has made various groups
like sports team, club parties and other innovative activities units.
 Self esteem :- This is the need which is required after the social need is satisfied. The
individual focus on self esteem and ego which needed to be accomplished.. They want
to live their life respect. Managers of tesco, do the promotion of workers on time to
balance their respect as per the basis of work performance.
 Self actualization :- it can be explain as the human under which the workers
operate for adding self worth so that the individual can achieve success and growth in
life. (Rajagopal, and Davila, 2020).
2. Herzberg theory :-
This is defined as two factor theory as it provides the response to administrator how to
motivate the workers in regards to work action. The two factor of this theory are given In
below :-
 Hygiene factor :- these are the factors which is defined as an important within the
workplace. These are related to the working conditions within the company which needed
to be kept in mind in order to motivate employees. Such components consider health
care policy, working surrounding, wages of workers and many others. Hygiene
factors and job gratification are straight progressive to each other.
 Motivational factor :- these are the motivational factor which is needed for the
motivation of individual in order to keep employees happy with the various aspects. this
considers the promotion, growth, respect and others. It also consider that development
in motivating factors acquires raise in job expiation (Budur, and Poturak, 2021).
Process theories :- This theories is related to psychological and behavioural process of
individual and motivates the workers to attain organisational objectives and targets.
Basically this theory improves changes in the company to action in a better way. It
consider various theories such as Skinner reinforcement theory, vroom expectancy theory,
Adam equity theory and locke's setting theory. Some of are elaborated in below:-
7

 Skinner reinforcement theory :- in 1930 this theory was presented by BF
Skinner. This theory explains that the action of director in abstraction of workers is the
only purpose of its outcome. Normally this theory concentrate on the internal values
of workers. In every institution director must take care of the someone respect
and inner sensitivity and treat statement with them, so that the respective feel
actuated and gives their best outcome. If the workers are not working decent, the
manager must tell his mistake done by the worker in a very smooth way, so that
worker can also give optimistic outcome.
 Vroom expectancy theory :- this is theory is which explains about some components
on which the performance of workers is reliable. It consider ability, power, education
and personality. It is found that by motivating the workers and giving them a
positive and health work surrounding tends to the development of ability of workers
which results in effectiveness in their work performance. It is found that by
encouraging them leads to the development of the employee productivity. Along with
this following are the components on which motivation of workers is depend.
 Valence :- In order to motivating the workers the managers are required to
understand about the needs of workers and how they can satisfy them. Managers
includes rewards system, time off, promotions and many others (Al-Ajlouni, 2020).
 Expectancy :- in this components managers communicate the expectations of
organisation to the workers and for obtaining their best actions, they give trainings
and resources to employees.
 Instrumentality :- in this factor of model managers appropriately communicate all
the marked and secure them to give rewards In order to processing the sensitivity of
motivating to happening their commitment by giving administrative district.
Critically evaluate how to influence the behaviour of others through the effective application of
behavioural motivational theories, concepts and models.
The development of feeling of motivation in the employees is found as crucial in order to
improve the working performance of employees working in the Tesco as it leads to bringing the
improvement in the working performance of employees. It aids the management in attaining the
desired goals and objectives along with performing well in the competitive market as well. The
managers of Tesco can motivate their employees through satisfying their needs. The
8

management of Tesco can retain their employees through applying Skinner's Reinforcement
Theory. It also add the feeling of motivation in the employees.
Critically evaluate the relationship between culture, politics, power and motivation that enables
teams and organisations to succeed providing justified recommendations.
From the ancient time, the man force of every business organisation have to work for the
purpose of maintaining the balance among the culture, politics, power and motivation. All these
factors effect the day to day operations of Tesco and help the management in creating the
effective ambience at work place. The positive execute of power leads to the upliftment of
positive image of organisation. The teams at work place of Tesco should be recognised which
make them feel good as a part of the organisation. In order to inspire others, it is necessary to
have proper culture at work place of Tesco. The Tesco company can also perform well, if the
politics does not indulge at work place.
In a business organisation, the team play a crucial role. All the teams have different roles
and nature. It has been found that all the groups are not team and all the teams are not effective.
It is also found as essential for the business organisation to follow the result driven structure as it
help the management in improving the productivity and profitability of business organisation.
There are some common features in the effective team or group which plays an important
role in the growth and development of entire organisation. Tesco is using the procedure which
drives the satisfaction level of customers which result in the increase in demand of customers.
Inform what trade name an effectual team as opponent to an effectiveness squad.
It is been analysed that after the success of the business organisations, there is the matter
of an effective team which helps the organisation to achieve its goals and objectives on the right
time. The company has the team which develop the various strategies in order to complete the
task and increase in the productivity of the company. The effective efforts of team members play
the role role in the success of the business enterprise. This is been identified that the
organisation has t achieve its goals with the effective team. Tesco is able to form team in order to
achieve its aims and objectives.
There are several effective features of an effective team team include the presence of
clear intent which include imagination, operation, content and task of team. All the team
associate feel informal, comfortable and relaxed which distance tension and signs of boredom. It
9

also leads to the encouraging the team members to take part. Open abstraction among the worker
is the another diagnostic of an effective team.
Tuckman model of team development :-
The company requires to learn about to work in effective manner which comes under
team development. A psychologist Bruce tuckman recognise a process of team
development which consist five stages that is storming, performing and recess which are
explained in below :-
1. forming :- in this level a unit has been formed and every group member presents
their best behaviour. It can be said that it is a duration of orientation and getting
acquainted due to high risk, person are looking for the authority and management.
2. Storming :- It can be consider as a most typical time for all the unit members as
all the members get engage in building and gaining the trust of each other. The
team is needed to concenter on their objectives which the finished objectives
has been separated in various parts. All the unit members are needed to improve
assignment related ability so that they can remove the administration fight.
3. Norming :- in this stage the members of team do concentrate on the objectives on the
objectives of whole team and acquires outcome in the development in the
productivity in both particular as well group activity. It can be correct time in order
to act the evaluated of team process and productivity.
4. Performing :- This is the stage where the team has to develop and practice the task
which is required by the company. The performing is the stage where the team is well
developed and the people perform various task in Oder to active the objectives and goals.
Difference between effective and ineffective group :-
Basis Effective teams Ineffective team
Atmosphere It leads to the improvement of
informal status at work space.
It create an condition full of
stress.
Clarity Tasks and objectives are
improved to each and every
associate of team
Tasks and objectives along
with the act are not clear-cut
with the team associate.
Decisions Decisions in this team are All the determination in
10

made on the basis of their
agreement.
ineffective teams are taken by
the bulk which are rejected by
members.
Expressions of thoughts Under this squad, ideas are
explicit very opened and flight.
The thought and feeling are
taken secretly due to the
fear of being professional.
Discussion It has been done with the
broad range of involvement
of unit members.
Decisions are taken by one or
two member . So there is no
opportunity of discussion.
Analyse relevant team and group development theories to support the development of
cooperation within effective teams.
Tuckman model is being adopted by the management of Tesco in order to develop the effective
teams in the business organisation. There are several teams in Tesco in which some are
ineffective and some are effective. The management of Tesco have to work for the development
of skills and capabilities of the ineffective teams to make them effective as it aids the
management in achieving the organisational goals and objectives in an effective and efficient
manner.
Use conception and philosophies of structure activity within an organizational context and given
concern position.
Below mentioned are the explanation of several organisational behaviour theory which
also result in the improvement in the working performance of the entire business organisation. In
the context of Tesco, some of theories are given below:
Path Goal Theory
the major focus of path goal theory is on the several types of leadership styles at the work
place of Tesco for the purpose of positively affecting the behaviour of business organisation. The
leaders present clear path in front of their employees, so that they can easy attain the objective by
following the same path. It involve majorly four types of leadership behaviour which are
described below;
11

 Achievement oriented: For the purpose of getting the advance performance of
employees, the leaders set highly challenging goals for their employees. It leads to the
encouragement of believe of leaders that their employees have capability to face the
challenges and completing the assigned task. Leaders of Tesco prefer to adopt this
leadership style when they bring changes in their organisation and want that their
employees accept the challenges and adopt the modifications in an effective and efficient
manner. Participative: It leads to the group discussion of the employees working in the Tesco and
the leaders make any decision only after discussing with their team members. The
leaders of Tesco prefer this leadership style when they think that their co workers have
good knowledge of particular area and they can take effective decisions after discussing
with them. Supportive: It refers to the leadership style under which the leaders develop friendly
behaviour with their sub ordinates along with the personal concerns related to the
welfare and need of employees. The leaders of Tesco adopt this style of leadership when
they think that their sub ordinates require to be motivated and they are facing personal
problems.
 Directive: As per this style of leadership, all the power has been provided to the leaders
of Tesco who are highly centralized and undivided in nature. They command to their sub
ordinates to work and attain the decided goals and objectives of organisation. This style
of leadership is being adopted by the leaders of Tesco in order to closely supervising
their employees.
The application of Path Goal Theory of organisational behaviour result in the increase in
productivity of Tesco because it state several styles of leadership which can be adopted by the
leaders of Tesco as per their understanding and objectives. All the above mentioned leadership
style is adopted on the basis of the objectives of leaders such as bringing changes in organisation,
motivating employees and many more.
Contingency Theory of Organisational Behaviour
this theory is also known as the situational approach as it is totally based on the thoughts
or behaviours which work effectively in a single situation and fails for any other situation. The
contingency theory state that one strategy or behaviour can not fit for all the situations. The
12