Organisational Behaviour Report: Tesco PLC and Employee Dynamics

This report provides an analysis of organisational behaviour within Tesco PLC, a multinational retail company. It delves into the impact of organisational culture, politics, and power on individual and team performance. The report examines how culture, including aspects like innovation, risk-taking, and team orientation, shapes employee behaviour and how Hofstede's cultural dimensions apply. It explores different types of organisational power (expert, referent, legitimate, coercive) and their influence on employee motivation and productivity. The report further evaluates content and process theories of motivation, assessing their application within Tesco. Additionally, it contrasts effective and ineffective teams, applying concepts and philosophies of organisational behaviour to provide insights into leadership and management practices within the company. The report concludes by highlighting the importance of positive organisational politics and its effect on employee performance.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Analysis about how organisation culture, politics and power impact on individual and
team.............................................................................................................................................1
TASK2.............................................................................................................................................5
P2: Evaluating content and process theories of motivation........................................................5
TASK3.............................................................................................................................................7
P3 Effective team as opposed to an ineffective team..................................................................7
TASK4...........................................................................................................................................10
P4 Apply concepts and philosophies of organisational behaviour............................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
An organisation is known as the group of members those are having particular aims and
objectives such as a business or legal bodies. A social components of an individual that is
scheduled to fulfil particular need to follow common goals (Burrell and Morgan, 2017). This
assignment made entire focus on the organisation behaviour between staffs and administration of
“TESCO PLC”. It is considered as the multinational groceries and common merchandise
retailers and third-largest in the world in terms of gross revenues.
This project report covered various crucial aspects those are associated with power, politics
and culture on individual behaviour of employee those are working in an organisation. Apart
from this, particular motivational tools and techniques are also being discussed that can help in
attaining the set goals. Understanding of corporate with skilled staff’s forces in respect to attain
sustainability of covered effective under this report. Examination of all application related with
the concepts and philosophies of organisation behaviour in the give scenario are discussed
clearly in this project.

TASK 1
P1: Analysis about how organisation culture, politics and power impact on individual and team
In the current business scenario, it is required to implement certain rules and responsibility
towards their members and employees so that they can easily be able to attain group as well as
company objectives effectively. In accordance to Tesco, because of tough competition it is being
seen that most of the retail companies are facing various issues such as power, culture and
politics. Organisational culture is known as the relatively aspects which is uniform and creating
value, norms and practices those are exchanged between employee that are working within the
same unit (Coccia and Cadario, 2014.). It has been determining that individual can need to adopt
culture as per the overall requirements of the company through implementing vital values, beliefs
and norms as they are going forward their past experience. It has been examining that people can
have used to adopt their own culture according to the needed for Tesco Plc. The major
implication of culture is that it would be related with their vision, interest, attitude and other vital
factors those are associated with the employee behaviour.
Culture: Under Tesco business, it is one of the vital aspects for the producer and
distribution of various products and services that are supplied to several shops, malls and luxury
places of the nation. In context to the reach at specific results in coming period of time, it is
necessary to deal with all kind of obligation that relies on the manager. To make proper
utilisation of different work ethic and culture that can assist Tesco to make its team capable
enough to face any kind of issues those are related with the department. In respect to maintain
proper healthy culture, it is essential for the department to adopt effective model that can always
to support Tesco Plc (Coccia, 2014). The company can deal with Charles Handy culture model
which can assist them to establish a better culture for their member and employees. There are
several characteristics of organisational culture such as innovation and risk taking, attention,
outcome orientation, people orientation, team orientation, aggressiveness and stability. These
characteristics helps to ascertain type of culture of the organisation. Example, culture plans an
eminent role in Tesco as various types of people used to work within the department.
Hofstede's dimension of cultural theory: This theory is propose to ascertain cultural
avlues of a company. This theory or model is applicable in Tesco Plc as it helps them to identify
four types of cultures. This particular model is divided into various part those are mentioned
below:

Power culture: During the time of operating in Tesco, power is accountable to be kept in
only one hands. Like manager and leader. There are various employees within Tesco but there is
only one supervisor or manager that can lead their team to attain their activities more effectively.
In case of manager, they are allotted with distinct areas or department in which they used to
perform their work. Similarly, a production manager can perform their responsibility in
accordance with their operation so that maximum growth chances can be attained. Hence, every
director is get impacted by the decisions that are made by the operational level head without
informing to the higher authority. The individual could have certain powers such as right to
control which will be used over the manager to guide them in right direction. Example, Tesco
plc keep powers in one hand so that workers can perform their role in more effective manner
so that chances of results can be more during the period of time.
Role culture- It is observed that in a company every worker is attached towards their
jobs roles and responsibilities those are working in Tesco Plc. Manager of company allot work to
the the employee that best appropriate for them depending upon their knowledge, skill set and
capability. These employee function in area that suit them and are ready to face situation that are
creating responsibility to attain its objective. As, every individual includes their particular job
within business entity therefore they have specific duty related to their work (Kazemipour and
Mohd Amin, 2012).
Task culture: In Tesco Plc different teams are divided as per the knowledge and
experience of worker that make a unique and specific department. It is the importance of culture
for employee and company at the same point of time. The main objective of this task culture
team is to create a group where every person are involved to contribute its basic skills and
knowledge equally to attain a particular task by innovating method and ideas. Therefore it is
observed that task activity will give positive result on the performance of company as well as
increase efficiency of employee that result in maximum return to the company.
Person culture: According to this culture activity employee that are working in an
organisation are self-assessed and they feel that they have more value than organisation. In Tesco
Plc, employee do not think about the firm they are entirely aimed on themselves only. As a result
there must be a huge impact on the overall performance of company and if there is any situations
of downfall in the present time they can improve the position of company in near future time.

It is important to spread awareness about differences in culture of an organisation as it
helps in resolving conflicts between employees. Due to digital technology and globalisation, it
has ascertained that culture of organisations has changed.
Tesco Plc must tries to applies the role, task and culture power that will be benefited to
the company to achieve the objective and goals in a predefined period of time. In order to better
understand the concept of culture, organisational power and politics are analysed below which
has relationship with network and system theory.
Organisation Power: Power can be defined as the influencing power of an individual
over the other or a whole team. Organisation power is one of the crucial part within on
organisation as this help manager to guide employee to perform business activity which result in
the growth. Similarly management of Tesco Plc applies different kind of power to influence
employee so that they must expand their company. So there are various types of power that are
important to influence team and individual to improve performance which are described below:
 Expert Power: It is related to improving the skills and knowledge of an individual
employee so that they can overcome any uncertainty within an organisation. So if worker
are more skilled there is less chance of making mistake and become better in their filed.
For instance, a production manger in company with skilled knowledge will be able to
evaluate the production of goods in better manner as compare to any other manager.
Therefore specialised skilled employee in Tesco plc would be help the to grow and
improve production process.
 Referent power: manager of Tesco plc guide and teach other worker and team member
with huge respect and create trust among them to perform a certain business activity.
These kinds of people posses referent power in the organisation and it takes a long time
to develop. Referent power is held by the team leaders who directs a team and its their
responsibility to manage work among team members with a collaboration. So that they
can enhance organization productivity and performance and it influence team work.
 Legitimate power: It is a type of power that drive from position and office held in the
organisation hierarchy of authority. For example, manager provide guidance to the
employees of company in order to do a certain task. As a result there will be increase in
team behaviour and performance of worker that help to do work assign by higher
authority.

 Coercive power: It is the ability of manager to force worker to follow an order by
threatening them with punishment if they are not obeying the order. In Tesco Plc, if the
worker are not behaving well with other group member then the manager have the power
to terminate. As a result it would not let down the culture of company and increase the
productivity of in a specific time period.
Example: It has been found that power can help the low labour to increase their skills in
performing their role as well as jobs more effectively during the period of time. It need to be kept
in one hands such as supervisors and leaders of Tesco.
Organisational politics: Power and politics both plays an important role in order to
teach and guide employee to performance well in an organisation and help them to make
decision in some of the respect. In Tesco Plc they are different organisation power that can be
affected in different ways:
Positive result: There are certain situation that may have a negative result on the
performance of employee because of negative politics at workplace. Therefore organisation tries
to avoid these situation by maintaining peace and positive organisational politics that will create
a political society in the company. This type of positive politics help worker to get the
information that is required to produce and perform quality of work for maximum result to
company.
Negative Result: It is observed that if worker are involved in any negative politics then
there must be a chance of fight and disobey among team member in company that may effect the
productivity and performance there are various reason that may influence a company and
employee as well like involvement in unethical work, to become favouritism in eyes of manager
etc. that affect the quality of work.
So, Tesco Plc must make sure that there worker are involved in positive politics that will
result in improving performance of company as well as employee. This is beneficial for both
company and worker that they will be going to learn new techniques and ideas to perform a
certain task that will increase the productivity.
Example: It has been seen that sometime, chances of favouritism can be arising within Tesco
because of political influence among their own neighbours. It can lead to demoralise the other
employees in performing their role in effective manner.

TASK2
P2: Evaluating content and process theories of motivation
Motivation is known as overall inspiration for which employees accomplishes their
actions, requirement and overall desire they want from the Tesco company. It would provide
them correct direction to deal in certain ways which will shape their skills and careers towards
attainment their own objectives. Hence, motivation theories and approaches can be classified into
two terms as well as condition. There is certain theory those are related with the motivation.
Some of them are discussed below:
Content theory: The entire focus of this particular theory is based on WHAT and it is said
because individual examine their requirements and tries to fulfil their needs. On the other hand,
Process theory is basically based on HOW human behaviour could get motivated to attain their
activities. It is concentrated on how motivation can be generated and by what kind of procedure
can be used to do so. Therefore, some of them are discussed below:
Maslow- Hierarchy of needs: It is considered as the hierarchy of needs in motivation
theory which is been proposed by Abraham Maslow in the year 1943. Under this, psychological
analysis is subsequently extended the thought to include their observation of human innate
curiosity. It has five stages that can see as pyramid which can be displays action from bottom-up
approach. These stages are mentioned underneath:
Illustration 1: Hierarchy of Need

Sources: (Hierarchy of Needs, 2018)
Physiological needs: As from the name, it would indicate that at this level an individual
those are survives to accomplish their basis needs such as food, shelter and water. In case a
person, cannot get their desired necessities he would not been able to perform according to its
capabilities and skills. Provide them addition benefits such as bonus, performance incentives to
aid in motivation of employees as well as attainment of Tesco aims and objectives. Example,
Tesco is providing specific benefits in the form of rewards and other incentives according
to their capability.
Safety and security: This is considered to be the second stage where employees are
looking for their security within the department. Tesco company need to make all safety
precaution that can be beneficial for them in long term and from any health related issues at the
office premises. The benefits can be in the form of insurance, mutual funds claims that is deliver
to their families or relatives (Kitchin, 2017). For example, Tesco plc has been decided to
organise Healthcare plan to benefits employees from protecting them from any kind of
accidents and other issues those are arises within Tesco Plc.
Belongings and love: This is said to be one of the vital component of motivational
theory, when an individual used to get a job from which they can fulfil their needs and to secure
their families future at the same time. After the physiological and safety requirements, affection,
love and care of belongings are come into account. It is vital phases in employee’s career
because if they are not satisfied with Tesco strategies then they will be isolated from the social
group.
Self esteem: It is fourth level of theory in which a person wanted to get detail and
appreciation among their assistant. As they have survived so hard to reach on this stage that's
why their desires has been raised (Wong, Wong and Ngo, 2012). Therefore, while working
employees wanted to get attention, prestige, status respect from other. They also have wanted to
get self respect in terms of independence, and freedom or self-confidence. Hence, self esteem is
based on respect that stays for long time as it is based on individual self respect rather than
respect and fame from others. Example, Tesco plc need to work effectively to perform their role
in order to attain overall growth and sustainable in the market for the company during the period
of time.

Self actualization: This is the top stage of pyramid in which employee are attracted
toward themselves. At this stage they develop a potential through which they could achieve
goals. A individual would like explore in their field where they can find opportunities and
challenge their position to do something new that can give them a experiences.
Adam's equity theory: This theory is a balancing theory of employee inputs and outputs.
This theory serves the assurance of fair balance to ensure a strong and productive relationship
between employee and employer. Main aim of this theory is to motivate employees by using
various tools and techniques. This theory is named after John Stacy Adams who was a workplace
and behavioural psychologist. This theory determined that various variable factors affect an
employee's assessment such as perception of employer, relationships of employee with employer
and many more. In order to apply this theory, management of Tesco include inputs and outputs.
According to this theory, inputs are the contribution which is provided by the employee
to the company. These inputs are efforts, loyalty, hard work, skills, commitments, adaptability,
determination, enthusiasm and many more (Lawrence and Lee, 2013). On the other hand, outputs
of this theory are appraisal and benefits which are provided by the company to their employees
such as recognition, reputation, sense of achievement, praise, job security and many more. This
theory says that balance should be maintained in outputs and inputs. All the inputs which are
contributed by employee must be equal to contribution of company towards employees. Main
aim of this theory is to encourage employees to work better. Examples, Tesco plc is using
specific theories within their future decision making in order to attain maximum growth and
opportunity in near future time. The employees can get valuable outcomes only in those situation
in which staffs feel they are more valuable part of an organisation. Tesco always tried to create
new growth opportunities that can lead to overall growth for the company during the period of
time (Zacher, 2014).
TASK3
P3 Effective team as opposed to an ineffective team.
Effective team Ineffective team
 Effective team is a team that involved
the person those have common interest
and willing to work in order to achieve
 Similarly, Ineffective team is develop a
perception and defend themselves
against original idea. It means group

common goal with coordination.
 Effective team are those in which team
person are provided to give their
opinion to make effective strategy that
will be useful in attaining organisation
goal in a specific period of time.
 This team is not restricted to a single
worker other than some situation is not
very critical. So every employee is
responsible to work in favour to
increase the profitability of company.
 In this effective team there is no
communication gap between manager
and other group member (McLennan,
2013).
 Effective team is being formed in
Tesco Plc by evaluating skills and
ability to do a certain task.
member have to follow the concepts
and they are not involve in decision
making (Wilkinson and et. al., 2014).
 In this type of team there is a lack of
opportunities for employee as it gives
rise to conflicts and tension among
member because they do not agree on
the same decision.
 This type of team is guided and
managed by single person and other
member have to follow their decision
so this can reduce the performance and
decrease the productivity.
 Ineffective team are not so successful
as member are not focused to work in
coordination.
 In this type of team leadership member
are not fixed and there are no guarantee
for them to perform a certain task in
order to achieve organisation goal.
There are different types of teams in an organisation such as problem solving, project
team etc.
Problem solving: It is a a temporary type of team, where expert of every department
come together to resolve uncertainty. This team help in fast, permanent solution to a specific
problem. In Tesco Plc, there is a option to make problem solving team in order to overcome any
situation arising throughout the year.
For example, recently in Tesco there has been a serious issues that team member are
facing that they are not satisfied with the compensation policies. Due to which they are not
working with their full potential and further they are willing to leave switch company. They are
attracted towards the incentive policies implemented by ALDI and Sanisbury's. Therefore is is
very important for management of Tesco to develop problem solving team that will be going to

investigate the whole case. They have to make sure that employee must retain within company
and they must modified their policies with the help of top management in order to provide
additional benefits to customer (Norton, Zacher and Ashkanasy, 2014).
Project team: These are team that take methodical approach to ascertain and resolve
workflow issue that would have a negative result on the efficiency of company and performance.
In Tesco Plc there is a temporary project team that time to time keeps on checking the accuracy
of project going within company.
Tuckman theory: This type of team formation theory is being implemented in company
to to create effective team that will work with full potential in order to achieve organisation goal
within an specific period of time. It was introduced by Bruce Tuckman and have a different five
stages that are forming, storming, norming, performing and adjourning that help to make
effective team. So manager of Tesco Plc followed all these stages of Tuckman theory in order to
form effective team. These stages are described below:
Forming: This is first stage that is related to grouping of team member by manager to
make an effective team. Certain number of member are grouped together depending upon their
skills and ability with the main objective to attain organisational goal. In this stage different
individual comes those do not known each other therefore they struggled to get familiar with
each other. At this stage there is not so specific information provided to the employee what need
to be done. So manager to team provide some work so that worker can communicate and
understand well in order to perform task in future. In Tesco Plc manager are the one who group
different individual to make a team and appoint some work to them for better coordination
between them (Okurame, 2012).
Storming: This is the second stage of Tuckman theory in which team member are aware
about each other they got familiar. Sometime there is a chance of conflicts and fight at this stage
as individual are focuses on themselves and they want to do something to get into the eyes of
manager by doing negative politics. This stage also give rise to conflicts between team member
and other employee as they start blaming manager for not providing support to other teammate
and the team member wants to low down the value of manager and wants to lead group by
displaying their skills and knowledge. Team in Tesco Plc are aware with each other and about
objective so they perform task in order to attain goals (Unsworth, Dmitrieva and Adriasola,
2013).