Organisational Behaviour: Tesco PLC Team Performance Analysis

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Organisational Behaviour
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Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
LO2..................................................................................................................................................7
LO3................................................................................................................................................11
LO4................................................................................................................................................15
Conclusion and Recommendations................................................................................................18
References......................................................................................................................................19
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Introduction
Effective organisational culture motivates the individuals to perform their job role with
efficiency and meet their business objectives. Use of motivational techniques such as providing
incentives and rewards to the staffs can increase employee productivity. After that management
of the organizations find it easier to achieve their strategic position.
In this study, the influences of organizational power, politics as well as culture on the
performance of the team have been analysed in context of Tesco PLC. The company is general
merchandise retailer of UK along with multinational groceries. Currently the revenue of Tesco
PLC is 5,749.1 crores GBP. The organisation is becoming largest retailer in the globe with the
contribution of more than 476000 employees (tesco.com, 2019). Various process and content
theories have been evaluated here so that the efficient techniques for business goal achievement
can be known. Maslow’s theory of motivation and goal setting theory along with two factor
theory have been discussed here to encourage the internal people of Tesco PLC.
In addition to this, the difference between effective and ineffective team has been highlighted
here. In this context, the team role theories such as belbin’s theory have been analysed in this
study. The concept and philosophies of organizational behavior have also been discussed here.
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LO1
Introduction
In this section, culture, power and polities of Tesco PLC have been analysed as the influencing
factors of their team performance and behavior. Moreover, content and process theories of
motivation have been mentioned here to evaluate the techniques to achieve organisational goal
and objectives.
P1 Analyse how an organisation’s culture, politics and power can influence individual and
team behaviour and performance
Influence of organisational culture:
Figure 1: Hofstede cultural dimensions of UK
(Source: hofstede-insights.com, 2019)
From the above graph it is seen that the score of power distance in UK is 35 and individualism is
with the score of 89 (hofstede-insights.com, 2019). These scores indicate the society in UK
belief that all the individuals should be offered with equal rights. However, they are self oriented
and prefer to work alone. Tesco has to maintain equality among the internal staffs by fulfilling
their needs. On the contrary, the management of Tesco can face challenges due to the
individualism nature of the employees as they do not prefer much to work as a team rather they
focus on their own performance.
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Masculinity score is 66 and that means the society beliefs on achieving goal, success and
competition (hofstede-insights.com, 2019). Due to this type of nature the employees of Tesco
can focus on their achievement.
The score of Uncertainty avoidance is 35 which indicate that people have clear organizational
goal however, they do not have any detailed plan for their performance (hofstede-insights.com,
2019). Clear goal and objectives of staffs of Tesco can help them to improve productivity and
reach the strategic position.
On the other hand, the scores of long term orientation and indulgence are 51 and 69 respectively
(hofstede-insights.com, 2019). The staffs of Tesco can apply their past experiences while
performing the business activities. Management of this organisation needs to maintain a positive
working environment for the workers so that their performance can be enhanced.
Power and politics:
Politics can be considered as the actions to achieve personal goals rather than focusing on
organizational goal. On the other hand, power can enable changes within an organisation
however the change can be positive or negative. Clay-Williams and Braithwaite (2015)
commented that power and politics lead to structural, technological and cultural changes within
working environment. In case of Tesco, its management can give power to their staffs regarding
the decision making so that no working delays can be raised. Employees need to make sure that
they never misuse the given power for their selfish motive rather they would think about the
business development of their company.
On the contrary Coccia (2015) argued that, giving power to few of the employees can de-
motivate the other staffs of the organisation. It can result in team conflicts and poor productivity
from the employees. Management needs to give power to the experienced employees so that they
use this power for the betterment of business and help the company to reach its target.
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance
Organisatuional culture, power and politics are the different aspects which are playing major
roles in achieving organizational aim. Cook and Artino (2016) stated that, an effective cultural
environment can encourage the staffs to contribute in fulfilling organizational goals and
increasing profit. The higher management of Tesco has the responsibility to manage equality
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among the staffs and offer all of them with employment benefits. Moreover, they have to ensure
that all the individuals are having clear performance goal and they are working on enhancing
their abilities as well as knowledge. On the other side, Tesco also has to influence the employees
not to misuse their power within the organisation and work collaboratively to fulfill group aim.
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LO2
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context.
Maslow’s theory of motivation indicates that the individuals need to be provided with their basic
needs to be motivated (Bakotić, 2016). In case of Tesco, its management has to consider the
personal needs of them and try to fulfill these.
Figure 2: Maslow’s theory of motivation
(Source: Bakotić, 2016)
They can receive incentives, promotion as well as other employment related benefits to
encourage them for their better performance. Higher management can also allow their employees
to share their point of views during the team meetings. However, if the employees are not
experienced then they can misuse the given authority. On the other hand, giving power to only
selected staffs can also be a reason behind team conflicts and poor productivity.
On the other hand Herzberg's two-factor theory states that recognition and achievement can
motivate the staffs to increase their productivity and help their organisation in achieving their
business aim (Chumg et al., 2016).
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Figure 3: Herzberg's two-factor theory
(Source: Chumg et al., 2016)
Effective company policies can also encourage staffs if they are getting benefits from the
existing policies. Tesco can identify the requirements of its staffs so that they can reform the
policies for maintaining satisfaction among the individuals.
According to Berson et al. (2015), goal setting theory states that the employees can be provided
with their target that they need to achieve within the organisation. The managers of Tesco can set
performance objectives for their internal people based on the objectives of their business. After
getting clear goal, the employees become able to understand how much effort they need to put on
their tasks to complete their business activities successfully. Moreover, every employee needs to
attend team meetings where they can be able to get the reviews of their performance from their
team leaders. Appreciations and reward system can also be introduced with the workplace so that
staffs can focus on enhancing their productivity and meet organizational aim.
Vroom's expectancy theory states that every employer has to take necessary actions to fulfill
employees’ expectations and after that the employer can expect high productivity from the staffs.
According to Chumg et al. (2016), appreciation can encourage the individuals to enhance their
performance level.
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Figure 4: Vroom's expectancy theory
(Source: Chumg et al., 2016)
In context of Tesco it can be said that clear objectives as well as appreciation can be essential to
encourage and enhance organizational productivity. Instead of favoritism the reward system
needs to be performance based within the workplace. Higher authority needs to help the internal
employees to vachive their personal goals by offering them training sessions. Hedger motivation
level can help the employees to behave properly with other individuals within the organisation
and involve themselves in effective teamwork.
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.
From the above motivational theories it can be stated that employees get motivated by getting
benefits and rewards. As per the viewpoint of Corfield and Paton (2016), employees should be
offered with effective leave policy and performance appraisals. The management can make
changes in existing organizational policies for the betterment of their staffs and ensure their full
contributing in achieving organisational objectives. However, ineffective power distribution
within the company can create challenges for the hierarchy implement their business plan in a
proper way by mitigating all the business obstacles. Instead of motivating employees, this type of
taken action of management can de-motivate internal employees.
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed, providing justified recommendations
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Effective distribution of power can be essential for higher authority to achieve success (Elsmore,
2017). It can be suggested to the management of Tesco that they can analyse the performance of
their staffs before giving them huge authority. They also need to consider the working
experiences of the staffs before taking any decision regarding power distribution. Besides that, it
can also be recommended to Tesco to evaluate the performance of its employees on daily basis
and record it in an appropriate manner. After that, they can give incentives and bonus to their
employees based on this performance record. It would encourage all the people to develop their
skills and achieve the rewards for giving best performance.
Conclusion
It can be concluded from this section that appraisal techniques can be useful for management of
Tesco to manage satisfaction of their employees. Effective policies can ensure betterment of the
employees and satisfaction among them. It is also seen here that organizational power needs to
be used in a proper way so that success of the business process can be achieved instead of
fulfilling personal agenda.
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LO3
P3 Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team
Definition of team
According to Lăzăroiu (2015), team reefers to a group of people who are sharing the same
objectives. Tesco Plc creates groups to achieve target easily by utilizing the skills and knowledge
of each team member. Every team member needs to know the team goal to perform effectively
as without knowing about team objectives it is impossible to any individual to perform their
responsibilities.
Difference between effective and ineffective team:
 Open discussion:
As influenced by Miron-Spektor and Beenen (2015), it can be said that the members of an
effective team participates in open discussions and present their own viewpoints. They listen to
the perspectives of other members also and after that they reach to any conclusion.
On the other hand, ineffective team faces internal conflicts among each other and for this reason
no open discussion is called for this team as they are unable to agree with the opinions of other
team member. In case of Tesco it has to make effective teams so that the staffs can arrange open
discussion for them where they can be able to exchange ideas by respecting point of views of
each other.
 Defining team goal:
An effective team always has clear goal and it helps them to perform accordingly by enhancing
own skills. However, Pepper and Gore (2015) commented that, members of an ineffective team
are unaware about their team goal. They perform as per their own thinking. Hierarchy of Tesco
has to make clear team goal and share it with their employees to ensure high productivity of the
team.
 Contribution of the team members:
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Quinn (2016) stated that, the group members of effective team contribute their best to achieve
the team goals. On the other side, due to unclear goals, the ineffective team is unable to give
their full participation here. In case if the work groups of Tesco Plc becomes ineffective then
they will be unable to maintain their performance level and fulfill management expectations. As
a result Tesco would face barriers to expand its business in international platform and offer
customized products in target market.
 Leadership and decision making:
The leaders of effective team prefer to follow democratic leadership style and priorities the
opinions of every member. As per the viewpoints of Rhoden (2016), a leader of effective team
allows his team members to participate in decision making related to the team work. Leaders of
Tesco can consider the needs as well as opinions of all employees and tell them to make small
decisions regarding their team to avoid working delay. However, if the team is ineffective then
the leader is head of the table and his decision is the final decision. In case of the leader is wrong
then also he forces his employees to follow the taken decision and work accordingly. This type
of leadership makes the motivation level of the employees lower.
 Receiving feedbacks and self evaluation
Ruck et al. (2017) commented that, the team members need to be involved in self evaluation to
identify their weak as well as strong areas. In case if the team is effective then its group members
agree to perform self evaluation and after that they communicate with their team leader regarding
how to overcome the weak areas. However, ineffective team members think that they are
efficient and they do not have to evaluate their own skills that can results in poor team
productivity.
In addition to this, if the team of Tesco is effective then they happily accept the feedbacks of
their leaders and focus on how to improve their poor skills by considering the given feedbacks.
On the contrary Salas-Vallina et al. (2017) argued that, the ineffective teams do not accept their
leaders’ review reports regarding their performance. Instead of enhancing personal skills they
involve in conflicts with the leader or refuse to perform as a team. This type of action of the team
members can negatively affect the productivity and revenue of Tesco Plc.
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