Organisational Behaviour: Team Dynamics, Culture, Power, and Politics

This report evaluates organisational behaviour within Tesco, focusing on the influence of culture, power, and politics on team and individual performance. It uses Handy's culture model to analyse Tesco's organisational culture, examining power dynamics, role definitions, task orientation, and person-centered approaches. The report also explores the impact of politics on organisational ethics and the importance of positive politics in fostering employee motivation. Furthermore, it investigates process and content theories of motivation, including operant conditioning, equity, goal, and expectancy theories, as well as Maslow's hierarchy of needs and Herzberg's two-factor theory. The report emphasizes the significance of motivational techniques, such as employee input and personal enrichment programs, in achieving organisational goals. It also touches upon the characteristics of effective and ineffective teams, team development theories, and the role of emotional intelligence in maintaining employee motivation. The analysis concludes with recommendations for Tesco to leverage these insights for enhanced team performance and overall organisational success. This document is available on Desklib, a platform that offers a range of study tools and resources for students.

Organisational
Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY..................................................................................................................................4
P1 Evaluate in which manner an organisation's culture, power and politics which influences
team and individual behaviour and performance ..................................................................4
M1 Evaluate in which manner politics, culture and power of an organisation can influence
team and individual behaviour and performance into critical manner ..................................6
D1 Evaluate the relationship between politics, culture, motivation and power which enables
organisation and team to succeed providing justified recommendations into critical manner 7
P2 Examine in which manner process and content theories of motivation and motivational
techniques enables the effective goals achievement into the organisational context ............7
M2 Evaluate in which manner to influence the behaviour of others through effective
application behavioural motivational theories, models and concepts into critical manner ...9
Analysing characteristics of effective teams and ineffective teams and team development
theories:................................................................................................................................10
Evaluation of concepts and philosophies of organisational behaviour to boost team
development:........................................................................................................................14
CONCLUSION ............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Organisational behaviour basically refers to the study of both individual and group
performance and activity within an organisation. It is basically the systematic study and
application of knowledge about in which manner groups and individuals act within the
organisation where they work. It is a approach of interdisciplinary nature and a separate field of
study(Amurrio.,2018). In the present report, TESCO organisation is taken into consideration.
TESCO is a general multinational merchandise retailer which is headquartered in Welwyn
Garden City, England. The present report will cover discussion about in which manner
organisation's politics, culture and power influence team behaviour and individual performance.
In addition to this , the report will cover analysis about in which manner process and content
theories of motivation enables achievement of goals. Moreover, the report will cover discussion
about factors which makes effective team as opposed to an ineffective team and also about
philosophies and concepts of organisational behaviour within an organisation. The report also
consist of group development theories to support the development of dynamic cooperation and
also about philosophies of organisational behaviour within the organisational context.
MAIN BODY
P1 Evaluate in which manner an organisation's culture, power and politics which influences
team and individual behaviour and performance
In order to know the influence of team behaviour on organisational culture, the Handy's
culture model is taken into consideration:
Handy’s culture model
The Handy's organisational culture model is considered as a key approach which is
helpful in increasing potential of a business. This approach also helps a business entity to
develop effective approach in development of internal environment. There are four major
elements in this model which are practised at TESCO are mentioned below:
Power- The power culture is considered as major approach which focuses on decision
makers and can occur in various types of small businesses. The founder dominate and
play a key role in management of employees.

Role- This approach contains focus on jobs which are having clear procedures and
procedures. The individuals know their designation in the company and follow the
hierarchy according to their position.
Task- Task culture is related to a concept in which the TESCO focuses on Task or a
project. The employees are given work on a task and assign them with various
responsibilities based on a specific function.
Person- This is considered as a key technique in development of positive culture and is
used by TESCO. In the people or person culture, there is a major freedom to employees
to act independently.
Power :
Power is considered as major approach which is helpful in defining capacity and ability to act in
certain ways. Power and leadership, leadership is practised on a major basis by considering
power in a precise manner. The leader has all the responsibility and authority to make desired
changes in the team and for the subordinate employees. In the TESCO various types of powers
are practised which are mentioned below:
Legitimate power- The legitimate power is a kind of formal power which is developed
when a person occupy a certain position in the company. Position, which is acquired by
the employee holds certain types of roles and responsibilities.
Reward power- In this type of power, a person has a position or capacity to provide
rewards and benefits to different employees. The reward can be in form of raises,
benefits and promotions. This power is very much effective in encouraging and
motivating different employees.
Expert power- The expert power is achieved with technical knowledge which is there in
certain employees of TESCO. This type of power is very hard to achieve by an employee
with the gaining a professionalism and expert based approach.
Politics:
The politics in an organisation is related to key practices which are dominating in nature
and performed by top level management or middle management employees. The politics is based
on taking unfair advantage of a situation and can create a negative impact on other employees. It
is crucial role of TESCO to focus on politics based affairs which are important for long term and
short term growth. It is major function of board of directors of TESCO to stop unfair politics in

the organisation to develop honest and ethical business practices. The positive politics in a
company leads to help and support different employees and make them motivated as a whole.
M1 Evaluate in which manner politics, culture and power of an organisation can influence team
and individual behaviour and performance into critical manner
Politics, power and culture plays a very significant role in terms of influencing the
individual and team behaviour. Politics somewhere does not provide equal opportunity to
individual due to which it creates hindrance n terms of overall development ad growth of an
individual. Having politics at organisational level creates negative culture due to which it is
difficult to achieve targets into appropriate manner. If the culture of TESCO organisation is not
into the positive framework then it is difficult for the organisation to achieve task on the daily
basis.
Power is also helpful for individual performance and overall performance because if it is
not used into appropriate manner then it leads the organisation towards negative results.
Although power and culture are helpful for the overall performance but up to a certain extent it
creates negative impact on the behaviour of individual and organisation as well.
D1 Evaluate the relationship between politics, culture, motivation and power which enables
organisation and team to succeed providing justified recommendations into critical manner
It has been observed that the relationship between culture, politics, power and motivation
is very important because as they are interdependent on each other (MONICA and KUMAR R.,
2020). According to the culture of organisation, motivation has been driven accordingly and
when there is high power within the organisation then there are more chances of occurring
politics at organisational level. If power is not used into appropriate manner for better
improvement of the team then it is difficult for the organisation to achieve their objectives into
positive manner. It has been recommended that if the blend of these parameters does not used
into positive framework then it is difficult for TESCO organisation to achieve success on a
higher scale.

P2 Examine in which manner process and content theories of motivation and motivational
techniques enables the effective goals achievement into the organisational context
There are organisation who follow different kinds of motivation for achieving the goals
into positive manner. There are two types of motivation which includes extrinsic and intrinsic
motivation as well. Extrinsic motivation is that type of motivation where task has been
completed and behaviour has been exhibited by the outside causes which includes avoiding
punishment or receiving a reward(Perreira and et.al., 2018). Under intrinsic motivation, it is a
motivation where the act of doing something without any external rewards into obvious manner.
There are certain kinds of theories of motivation which enables the effective achievement of
goals into organisational context. Process theory also plays a significant role into the context of
achievement of goals and it is defined into the following manner:
Process theory basically focuses on people requirements, psychological and behavioural
processes which human has to follow. Individual behaviours motivated through understanding
the processes into appropriate manner with support of proper actions, contexts and interactions.
There are basically four major theories of process which includes operant conditioning,
equity, goal and expectancy. In context to TESCO organisation, it is important to evaluate
behaviours of each individual because certain behaviours has been driven through certain
conditioning of employees and the goals set by the organisation due to which individual behave
into that particular manner(Previtali., 2015). Under conditioning theory, individual perform hose
actions which gives them rewards and other actions have been avoided by that person. Through
this way, it gives motivation to the individual to work into that particular manner. Under equity
theory, it has been observed that employees experience under reward inequity rather than over
reward.
According to goal theory, if it is used by TESCO organisation then there are higher
chances of achieving results into positive framework. Under this theory, people will perform
better if they have specific, difficult, accepted performance objectives and goals. Through
applying this theory, organisation can achieve their goals within the set period of time. Under the
expectancy theory, an individual put their more efforts in terms of achieving higher level of
performance. So in this manner, process theory of motivation act as positive framework in
keeping employees motivated towards their goals. In context to content theories of motivation, it

basically describes the system of needs which motivates employees for the actions of people.
There are certain theories of content theories of motivation which includes Maslow's hierarchy
of needs, Herzberg's two factor theory, Mcclelland's theory of needs and Alderfer's ERG theory.
In context to TESCO organisation, when Maslow's hierarchy of needs is applied on the
organisational level then it is easier to maintain motivation level among the employees. Under
this theory, it is important that to satisfy every level of need into positive manner so that
employees feel motivated towards their work into positive manner (Usman and Momoh,
MVargas-Hernández and et.al., 2017). There are different kinds of needs which includes
Physiological needs, safety needs, social belonging, self esteem and self actualisation. It is
important for organisation to fulfil those needs into positive manner so that they can think into
innovative manner and can remain motivated towards achievement of goals. There are certain
motivational techniques which help in terms of achieving goals into positive manner and it is
defined into the following manner:
 Ask for Employee input: It has been observed through survey that regular survey is
important in terms of asking the suggestions which can be used in terms of improving the
working conditions(Veenman., 2017).In context to TESCO organisation, there is a
culture of considering point of views of other people as well so they can conduct poll for
the ways of improving their working condition. Through this way, motivation can be
maintained at organisational level for achieving goals.
 Offering enrichment programs at personal level: Creating personal enrichment
program is also helpful in terms of improving skills of employees into positive manner.
This totally means that the organisation is sending employees towards seminars and
workshops as well. In context to TESCO organisation, they have to arrange seminars
and workshops for purpose of improving their skills so that feel motivated towards their
work that they get opportunity to learn something new.
These are the techniques through which employees feel motivated towards their work
and positively work towards their goals for achieving it. At organisational level, it is important
that to take care about the emotional aspect of employees for staying motivated towards their
work. Emotional intelligence is basically the ability to use, understand and manage the own
emotions in positive manner for relieving stress and communicate into effective manner. For
analysing the behaviours of individuals so that they remain motivated towards their work its

important that task leadership somewhere puts pressure on employees due to which they can't
remain motivated towards their work for longer period of time. While relationship leadership
gives emphasis on the behaviour with their employees so that positive harmony and relationship
leads towards staying motivated towards work for longer period of time.
The application of Maslow's hierarchy of needs in Tesco
Maslow's hierarchy needs suggests that there are five major needs and an individual is
motivated to work in order to satisfy these needs. The five needs of the theory are discussed
below:
Physiological: These refers to the basic needs required for sustenance of human like water,
food, shelter etc. In context to Tesco, it fulfils such needs through ensuring fair pay and
monetary benefits as well as provides comfortable work environment with all proper amenities.
Safety: It refers to protection and security needs of workers and the organisation ensures high
workplace safety through proper establishment of protocols and safety equipments to avoid any
injury. Moreover, it provides high job security to their employees which maximise their
satisfaction.
Love and belongingness: It refers to the needs of friendship and interpersonal relations which
employees expect from their colleagues and managers at workplace (Fallatah and Syed, 2018).
At Tesco, managers ensures fulfilment of such needs through building an inclusive environment
and maintaining better relations with employees while resolving their conflicts.
Esteem: It relates to pride and recognition needs of the employees and the enterprise ensures
that their employees are recognised and appreciated for their continuous efforts.
Self-actualisation: Tesco ensures these needs through ensuring that workers at the organisation
feels valued. It offers a learning environment where they feel empowered and ensures that their
persona goals are getting accomplished.
Alderfer’s ERG theory
This theory is basically a simplified version of Maslow's hierarchy theory which give
emphasis on three major needs.
Existence: It refers to the needs which are required for existing such as basic necessities. It also
includes safety needs like well-being, stability in jobs etc. The organisation provides their

employees with existence needs through monetary perks and job security as well as proper
amenities within workplace.
Relatedness: It relates to the social and interactive needs of individuals which implies that
employees at workplace requires social interaction. In context to Tesco, the enterprise ensures
that it promotes healthy relations with employees and organise events to increase social
interaction.
Growth: At last, these needs refers to the internal desire and personal objectives of individuals
of achieving growth and success (Snow, 2019). In context to Tesco, the company ensures
fulfilment of such needs through encouraging them and building their self confidence. The
manager and leaders at Tesco maximise potential of workers through training and makes them
feel they are actually learning.
M2 Evaluate in which manner to influence the behaviour of others through effective application
behavioural motivational theories, models and concepts into critical manner
It has been observed at organisational level, there are different theories of motivation like
Hertz berg, Maslow's hierarchy of needs which can be applied at organisational level for
improving the performance of organisation into positive manner. When employees needs does
not fulfil into positive manner then it affects the behaviour of organisation into negative manner.
Although concept of motivation gives inspiration to an individual for doing work with
their full potential but somewhere there is constant requirement of changes at organisational
level so that employees feel that they are learning something new which keeps them motivated
towards their work. It has been observed that behaviour of individuals can't be remain consistent
or can be influenced by the support of these models and theories as well.
Analysing characteristics of effective teams and ineffective teams and team development
theories:
A team is termed as the group of individuals who come together in order to undertake set
of tasks needed to achieve common goals and objectives of the company. There are two types of
teams or groups on the basis of performance which is effective teams and ineffective teams. The
effective teams are the one which encourages open discussion on the problems and issues faced
by team members that leads to healthy conflicts regarding introducing new change in the
organisation structure (Balwant, 2018). Whereas Ineffective teams introduces an original idea
quickly and try to defend it against an original opinion by new team members which can cause

an environment full of tensions and stress. The following are the basic difference between
Effective and Ineffective teams:
Basis Effective teams Ineffective teams
Underlying goals In this, the objective of the
group is well defined and
understood by team members.
In this, the goals of the group
is not clearly stated and also
poorly understood by team
members.
Contributions In the course of group decision
making every member take
active part in order to reach to
common conclusions.
In this, a few team members
takes part in group decision-
making which takes time to
reach common conclusions.
Listening The team members actively
listen to each and every idea
with focus(Huang, 2021).
The team members of this does
not really listen to the idea of
each other. The ideas made by
team members are often
ignored.
Decision making The decision is reached in this
team by ensuring participation
of each member in decision
making process.
In this, the actions are taken
without properly considering
general agreements of team
members in common.
The following are the different types of organisational teams:
Functional Teams:
This type of team is permanent in nature and involves members with different
responsibilities and tasks. This is basically Top down management approach where manager is
responsible for every tasks and every team members reports to manager.
Problem-solving teams:

This type of team is formed as a temporary structure where leaders and team members
from across the company unifies in order to provide solution to a specific problem and find
common conclusions(Nwali, 2018).
Project teams:
This type of team is built as a temporary basis in order to execute a task within a given
period of time. In this, the group of members with specialised skills unites in order to work
collectively towards accomplishing the objectives of project.
Virtual teams:
The members of this team collaborate from remote areas using certain technologies such
as Skype in order to achieve the common objectives of team. The main aim of this type of teams
is to bridge a gap in long distance barriers.
The following are the explanation of term groups and team and their key differences:
Groups:
The groups are formed by combining individuals with identical ideas, thoughts and
common shared goals in order to accomplish an assignment(Ndoja and Malekar, 2020).
Teams:
The teams are built by collaborating individuals of similar or diverse skills in order to
meet with the common goals of the company.
The following are the main differences between group and team:
Basis Groups Teams
Process practices In this, the tasks are discussed
and delegate further in order to
accomplish required task.
In this, the work is discussed
and solely performed by team
members without delegating
further.
Main focus The key focus is on meeting
goals of each group
individuals.
The key focus is to attain goals
of the entire team.
Nature of members The members of the group are
independent in
nature(Mansouri, Singh and
The actions of each team
members is dependent on the
actions of other team

Khan, 2018). members.
Tuck-man's theory of team development:
The Tuckman's model discusses five stages of team development which is essential in
building essential teams. In context to TESCO, the company can follow Tuckman's theory in
order to build effective and efficient dynamic team of individuals. The following are the basic
five stages of this theory that will help TESCO firm in building effective teams:
Forming: In this stage, the team is formed and the task is delivered to team members. The
members of team tend to react independently and are considered as complete strangers to team
leaders.
Storming: In this stage, the team members start to understand the task and goals behind forming
a team. In addition to this, this stage is considered as storming as the conflicts can emerge
between team members due to clashing of their different ideas and approaches. This stage can
negatively impact the performance level of employees if members stagnate into storming for
long period of time and also disturbs team fluidity.
Norming:
In this stage, the team members begin to trust each other and consider view points of
each workers in the company. The team leader in this stage allocate the power of decision-
making to its team members in order to accomplish team tasks. Sometimes it is difficult for team
leaders to reach necessary conclusions(Abdulmuhsin, Zaker and Asad, 2021).
Performing:
This stage is considered as highly productive stage where the team members enjoys
higher level of independence in their actions. In relation to this, the motivation level and
knowledge to perform tasks is also at its peak. The task focused teams can help the TESCO
company in accomplishing goals effectively.
Adjourning:
This type of stage is considered as the final stage where goals regarding formation of
team was accomplished and it signifies the end of project tenure. In addition to this, the
employee efforts are regarded and acknowledged by giving prizes or promotions in order to
enhance motivational level. The breakage of team often leads to emotional breakdown among
team workers.

Belbin's team roles Model:
The usage of Belbin's teams role will help TESCO company to analyse the areas of
behavioural weakness among employees. In addition to this, it will improve the interpersonal
strengths of team members in the company (Jnaneswar and Ranjit, 2020). The following are the
nine roles which can support TESCO firm to create more balanced teams:
Action oriented roles: This includes the three roles namely shaper, implementer and complete
finisher.
The shaper: This type of role is fulfilled by the extroverts who are self-motivated enough to
challenge other team members in improving performance.
The implementer: These individuals are the one who puts an idea into real life actions. Their
main strength is dedication towards implementing task in timely manner.
The Completer- finisher: These are the one who are committed towards timely and proper
completion of tasks.
People oriented Roles: This involves four kind of people in company such as Coordinator,
Team worker and Resource investigator.
Team coordinator: These employees are the one who acts a chairperson of team and
accountable for proper coordination among team members (Balwant, 2018).
Team worker: These people are dedicated to support other staff members in reducing
differences as well as conflicts in order to ensure smooth functioning of operations.
Resource investigator: These individuals are responsible for identifying outside opportunities in
order to help team for accomplishing objectives.
Thought oriented roles: This includes Plant, monitor evaluator and specialists. The plant is
considered as innovators with new approaches and ideas.
Plants: It supports the team members by providing interesting as well as attractive idea. In
addition to this, the plants are introvert in nature which prefers to work alone in order to develop
new ideas.
Monitor evaluators: They are best in identifying and assessing ideas of other peoples. They
critically evaluate the given in order to find the root cause of problem faced by team members.
Specialists: They are stated as people with specialised skills and knowledge and support the
team members to perform specialised tasks more effectively (Donmez-Turan and Kiliclar,
2021).

Evaluation of concepts and philosophies of organisational behaviour to boost team development:
Concepts of organisational behaviour:
The organisational behaviour is basically based on certain concepts that revolve around
on the basis of nature of companies as well as people. The following are the concepts of
organisational behaviour:
Individual differences:
The concept of organisational behaviour apply differently according to the people as each
individual has different opinions, skills as well as understanding level.
Perception:
Each employee has different point of view in dealing with business problems due to the
difference in personalities, needs as well as social surroundings (Carvalho and et.al., 2019).
Motivated behaviour:
The employee who are motivated enough due to any factor such as recognition or good
compensation are likely to perform better than other employees.
Organisational philosophies:
Autocratic model:
In these type of organisations, the manager have the formal authority in his hands to
manage and control the day to day activities of employees. The employee's opinion as well as
point of view is not welcomed in this type of organisations.
Custodial model:
In this, the manager gives monetary rewards to the employees in order to attain better
performance from them. This activity supports the manager in boosting employee loyalty
towards company goals.
Supportive model:
The main motive of this philosophy is to inspire employees by giving them a chance to
provide opinions in day to day managerial decisions. This supports the manager in promoting
positive work environment (Waddell and et.al., 2019).
Path goal theory:
The path goal model emphasis on selecting correct leadership behaviour that effectively
comply with the needs of team members and the working environment in order to achieve tasks
of company effectively. In context to TESCO, this concept can support the firm in effectively

adopt with uncertain changes which can leads to achievement of goals in timely manner. The
following are the elements of Path goal concept is :
Considering employee characteristics:
The manage needs to understand the needs and desires of the employee and deeply
analyse their reactions in order to draw certain conclusions about their abilities. This support the
manager to know what best motivates the employees(Shahid and Muchiri, 2019).
Considering Task and environment characteristics:
The main focus of this philosophy is to overcome obstacles related to task and working
environment. The leader lays its focus on lowering the difficult task problems such as non -
supportive work groups and related to designing the structure of difficult tasks.
Selecting appropriate leadership styles:
This variable of path goal theory will allow leaders to adjust their behaviour with that of
employees and task characteristics in order to boost the motivation level of employees to
perform better and achieve their goals effectively. The following four path goal type of leaders
behaviour are:
Directive: In this, the leader tells group members about how to perform a task and what to do
when the employees are unaware of doing tasks.
Supportive: In this, the leader supports the activities of workers when the situation is
psychologically challenging .
Participative: The leader in this confirms with their team members before making the strategies
relating to achieving goals and objectives.
Achievement: In this, the leader sets challenging goals for its team members and motivate them
to perform at their best abilities. This helps the employee to in improve personal development.
CONCLUSION
The above stated report concludes that organisational behaviour plays a very significant
role in terms of influencing performance of an organisation. It has been concluded that
organisation culture, power, and politics influences the behaviour of team and individual up to a
certain level. It has been determined that there are certain theories of motivation and
motivational techniques enables the effective achievement of goals. At organisational level, the

behaviour of individual gets influenced through application of motivational and behavioural
theories. There are certain parameters which makes effective team to an ineffective team. There
are certain development theories which support the development of dynamic cooperation. There
are certain philosophies and concepts of organisational behaviour which influences the
behaviour in terms of both positive and negative parameters. So for running an organisation into
effective manner, it is important that to follow proper procedures and behaviours into positive
manner.

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