Organisational Behaviour Report: TESCO - Politics, Culture, and Power

This report delves into the organisational behaviour of TESCO, a major British multinational grocery retailer. It examines the interplay of organisational politics, power dynamics, and culture, highlighting their impact on employee behaviour and the need for effective HR management. The report further explores various motivation theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and how they can be applied to enhance employee productivity and morale. Additionally, it investigates the factors crucial for building effective teams, with a focus on the Tuckman model's stages of team development. The analysis also touches upon emotional intelligence and other key elements that contribute to team success. The report concludes by providing a comprehensive overview of the philosophies of organisational behaviour and their significance in the context of TESCO.

Organisational
behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1...................................................................................................................................1
1 Influence of organizational , politics, power and culture within TESCO.........................1
TASK 2...................................................................................................................................3
2 Theories Of motivation that motivates individuals and team..............................................3
PART 2............................................................................................................................................5
TASK 3...................................................................................................................................5
3 Factors that builds an effective team...................................................................................5
TASK 4...................................................................................................................................7
4 philosophies of OB..............................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
The organisation behaviour known as study of nature of human whom are working in
organisation. Other side OB is interesting term in an firm which analyse the relation in
enterprise that really difficult to understand. TESCO PLC. is British multinational grocery
retailers chain and have headquarter in England. They are largest seller in the world by profits
earnings (Santini, Ngan and Williams, 2011). The report has covers politics, power and cultures
of the organisation which is system of values and some of motivation theories by that HR
manager are motivate employees. Along with these some concepts and philosophy are involved
in this assignment and factors are included which are making effective team.
PART 1
TASK 1
1 Influence of organizational , politics, power and culture within TESCO.
Every organisation is made up by power, culture and politics which has capacity to
creates some impact on mind set and behaviour of employees in the company hence there is are
needs for sound values and working environments. Other side HR managers should analyse
organisational culture from time to time as to check out roadblocks, problems and effectiveness
of it. In an organisation there are several thing or factors that are interlinked with each other.
Like if managers of TESCO are planning to put and decision on employee and some of then are
refusing it then it will be a road block for them hence they needs to take appropriate decision on
which every employee will be agreed this will make sound environments in organisation.
Organisational politics: This can be known as behaviour and process in between interaction of
human in company it involves power and authority of persons. This can also helps in assessing
capacity of operational level and it make balance different interests of parties. This makes largest
impact on individuals whom are engaged with working and also creates hurdles in achievement
of objective (Aasland and et. al., 2010). HR Managers of TESCO should looks after all those
factors by which they can resolve these types of issues. Managers should use his power to build
effective decision that solve all the problem and make person back to their work. Political
behaviour of a employee is formal role of an organisation but make influence on others or on
enterprise. Employee whom are involve in politics are recommend to control cause this politics
1

are making some negative impact on company hence it is required that manager include those
activities that are able to reduce office politics, some are as:
Job satisfaction: in an organisation mismatch generally leads to politics at the work
station. Manager of TESCO should delegate responsibilities in accordance with employee
interest, educational and specification of them.
Transparency: the manage needs to creates transparency within organisation among
employee so that level of issues tend to be reduced and employee will do their job with harmony.
Team work: promotion of team work can gives power to relation or bond of persons. HR
managers should framed some strategy by which people can work in a team hence the liking and
closer are develops among employee and reduces the politics.
Communication: in an organisation HR manager should make clear communication
strategy with helps of it employee can transfer their ideas and vies and problem to higher
authorities. This provides lack politics in firm.
Organisational culture: A company's culture are frames by a system of sharing value, belief
and assumptions which track and governed individual's behave in an organisation. This make
influence on employee and his perform. Every firm has their unique culture that gives guideline
for their behaviour and maintained it ( Langeberg and Scott 2015). TSECO has its own culture in
their company which influence its employee as sound culture provides goods performance of
individuals cause if person are more involve with culture and they are feeling of closer with
company then they will work harder to achieve their objective. Hence firm TESCO have sound
culture in it so that people are doing goods and feels involvement it company.
2
Illu
stration 1: Organisational culture
(Source: Organisational culture. 2017)

Organisational power: This is power has reference to the possession of higher authorities in
company which make influence on employee that force them to do that job whom they don't
want at work place. This can be known as the tool for an organisation that has dependency on
ways of using it. There are few types of power which can be used by HR manager of TESCO as:
Legitimate power: This power has come up with position which a person holds in the
company. It made controls to junior workers. Some times it tend to be hectic for them and effects
reversely on their performance.
Expert power: this kind of power are come up with knowledge. Person who are expert
and have more knowledge in particular stream or work these person will have high value in
organisation cause they are able to preform critical task their ideas and points are considered
more valuable hence it make negative and positive impact as more value to one person will make
other person feels ignored and high level of knowledge creates competition among employee
which make other more completable.
TASK 2
2 Theories Of motivation that motivates individuals and team.
In organisation of TESCO, HR manager will be using some tricks and theories of
motivation whit purpose of motivating their employee forb their working capacity and
productivity. Motivation tools are important for every organisation cause employees needs to be
more devoted to attain the objective and it also encourage them to do their best and make
influence on others. Hence manager of TESCO are using and implements content and process
theory in company which make positive impact on workers. This can be categorised in two
factors as monetary and non monetary motivation by that person are more inspire and it helps in
boosting their moral to increase their productivity and performance of employees (Russina and
et. al., 2011).
Maslow's Hierarchy theory: In context with this philosophy, the encouragement level contains
five levels which are describes as:
Physiological needs: It consist those elements which are very initial and core for an
individual in order to survive one's life these needs are foods, shelter, and clothes that are
3

essential for a person. To fulfil it people come out and preform their job. This is main factor that
influence individuals forb working.
Security and safety:After completing core requirements person can seeks out for their
safety and security this factor will make force on them so they will start working for their
security. As health is very important for every one cause protection of a person are necessary the
reason behind it is , if they feels secured then they will automatically increases their productivity
level and attracted towards their best performance.
Social: This factor has relation with individual's belongings such as love. It is refers to
emotional attachments which may make grater influence on person. There are long list which are
accomplished by individual because they are living in family and society (Herbert and Stainier,
2011).
Esteem: This point of theory has refers to respect for that a person can work. Every one
in their life want to have respect, recognition and appreciation to attain it all person goes out and
perform their job which helps in attainment of all of his wish. This will helps in boosting their
confidence level and made them completable for every task.
Self actualisation needs: at this phase of this theory every person wants to fulfil their all
kind of needs and requirements in their whole life cycle.
Person are working for completing their core needs and come up to that stage on which
they needs all those thing which needed in their life cycle. Hence they make positive influence
on employee of TESCO.
Herzberg's theory of motivation: this theory is known as two factor theory that make impact on
employee in an organisation. It depicts some factor that are aid in work place and absence of
them can make hurdle in performance of workers. One of them are known as satisfiers and
another ones are dissatisfactions.
Hygiene: This elements are linked with those components of job which have power to
encourage working capabilities of an individuals. But some times it is not effective for long time
working in order to have satisfaction as an example salary will be a aid to performance goods
salary higher performance level. Here salary are working as motivation or satisfiers that satisfied
the needs of employee (Tomlinson and Holmes, 2016). If company will not provide good salary
them motivation of employee for work will be down.
4

Motivational factors: in context of this elements, in order to provides long term
satisfaction to workers which are able to offering motivation throughout their performance in
work place. Like opportunity if employee are doing goods then company will promote them this
will make impact on their performance and they will work in a effective way.
HR Manager TESCO will needs to frame such strategy by which employee will have motivation
for their work and performance. Lone term motivation helps in growth of employee in an
organisation cause every person who bare working seeks for opportunities which influences them
hence they will start working will more dedication to attain set objective.
PART 2
TASK 3
3 Factors that builds an effective team
It important for an organisation to build a affective team, with the help of them company
will compete with their competitors at domestic and international market place. Like if
employees whom are working as an team then its easy to minimise their risk of losses and able
to generate goods profits for company (Shah, Anwar and Irani 2017). Generally every person in
enterprise has their own skills and abilities with help they can do their job in effective manner.
There are so many theories and models that creates sound team in organisation, thus TUCKMAN
model has been choose for effective team since this one is popular tool which is used by TESCO
and describe as:
TUCKMAN model has been framed in around 1965 by Bruce Tuckman. Which has some phases
for team growth, facing problems, handle issues, defining solution, planning for work and
delivering result. Four stages are as:
Forming: Here, This stage is refers to formation of a team in accordance with
requirements needs and task. People in group are having skills which are assists in goal
attainment and provides correct direction.
Storming: on second stage of this modal, performances and presentations are made up
by employees at demand of time here people are come up with many view and idea which are
included in their performance. Individuals by own trying to identify few strategy to increase their
efficiency of working.
5

Norming: in this share all duties are divided among employee and higher authority given
to some individuals which pursue their team accordingly. These type of authorities gives power
to a person to creates their own style for objective achievements ( Pandey 2016).
Performing: at this phase, all employees are tend to ready for their performance with out
facing any hurdle in process for attainment of pre determined objective.
Transforming: in the last stage, protection are offers by company for having assigned
targets and goals.
Now, with the help of Tuckman modal TESCO will frame sound and effective team and they
will get success in order to improve their performance and team's productivity in proper way.
On the other side there are some factor which helps in sound team building that are as:
Emotional intelligence: some times emotional intelligence are more important then
technical skills cause it make a person more aware for society that turns a person more
responsible for their group and puts entire group in to good quality of work.
Mix of introverts and extroverts: a team can be a team when it will have both types of
persons cause proper balance of introversion and extroversion makes group effective hence
extroverts are getters and players whom are free to showcase but introverts are Stormers and
have ability to do critical task in firm.
6
Illustration 2: TUCKMAN MODEL
(Source: TUCKMAN MODEL. 2017)

Communicate: This is major factor in team building cause proper communication makes
a team more effective and reduces problem humour and distrust.
These are ways by which HR manager will frame effective team in an organisation.
TASK 4
4 philosophies of OB
In recent time is it important for TESCO to maximise their level of productivity and
working performance of workers with purpose of establishing goodwill at demand market. For
this, HR manager of company are using so many types of tools and methods. Hence some
organisation are opts theories in to their business (Hall and et. al., 2016).
Path Goal theory: This theory has been proposed by Robert House in nearly 1971 and
revised in around 1996. it has states that a person's behaviour who have attributes of leaders are
contingent to motivation, satisfaction and performance of his colleges. This model is depend on
specify leadership style that they way of behave that are fit for working conditions in purpose to
achieve objective. It has core motive that is to improve the level of confidence of workers and
trying to satisfy all staff members. Here manager are needed to shares their vision with his
employees for boosting their working capabilities and confidence.
Behavioural organization theory: this theory has consist of so many attributes and
workers that have to preform their assign task in effective manner with fulfilling the demand of
domestic and international customers.
Scientific leadership: this is focused on how can a job be done in a right and effective
way. Here first thing is to determine goal of organisation and next is to frame performance
standards in new that vanish the older rule of thumb. Here manager showing his belief as that
there is just one best way for performance to any given job.
Human relation Approach: This approach has states that relation are needs to be healthy
cause if there is roadblocks and problem among employee then they could not grow hence sound
relation are more important in an organisation (Goh ,Ritchie and Wang 2017).
Decision making approach: This is focussing on the importance of power of decision
making in an organisation. Quality of decision if manager are always recommend for attaining
objective and competing assign task.
7

CONCLUSION
From the above report it has been concluded that organisational behaviour is vital for an
organisation. Behaviour of employee are plays a major role in attaining the success in business
operations cause all business activities and task are manages by organisation. This report has
ground of TESCO plc. Which is a British multinational chain. Here this assignment has covered
the tools and theories of motivation cause motivation is essential for fulfilling a task or
productivity of workers hence MESLOW's and Hesburgs theory has been explained. Other side
factors such as cultural, power and politics are make influence on employees. In this report some
lights are shown of those factors which are able to make a team prefect and effective. Hence
TUCKMAN modal has been used to give description for effective team in an organisation and
some lights are given to concepts and philosophy on organisational behaviour so path goal
theory, decision making and human relation approach have been included in this report.
8

REFERENCES
Books and Journals
Goh, E., Ritchie, B. and Wang, J., 2017. Non-compliance in national parks: An extension of the
theory of planned behaviour model with pro-environmental values. Tourism
Management. 59. pp.123-127.
Hall, C. M. and et. al., 2016. Business and post-disaster management: Business, organisational
and consumer resilience and the Christchurch earthquakes. Routledge.
Kim, M., Kim, A. C. H. and Reid, C., 2017. Positive organisational behaviour in NCAA
Division I football: a head coach's authentic leadership and assistant coaches'
psychological constructs. International Journal of Sport Management and
Marketing. 17(1-2). pp.121-143.
Lee, S. Y., Kesebir, S. and Pillutla, M. M., 2016. Gender differences in response to competition
with same-gender coworkers: A relational perspective. Journal of personality and
social psychology. 110(6). p.869.
McDonald, M. and Bubna-Litic, D., 2017. Critical Organisational Psychology. In The Palgrave
Handbook of Critical Social Psychology. pp. 597-619. Palgrave Macmillan UK.
Pandey, S., 2016. Theoretical Controvercies in Organisational Behaviour. The Indian Journal of
Social Work. 55(2). pp.213-219.
Shah, N., Anwar, S. and Irani, Z., 2017. The impact of organisational justice on ethical
behaviour. International Journal of Business Innovation and Research. 12(2). pp.240-
258.
Tomlinson, M. and Holmes, L. eds., 2016. Graduate Employability in Context: Theory,
Research and Debate. Springer.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Zierler, R., Wehrmeyer, W. and Murphy, R., 2017. The energy efficiency behaviour of
individuals in large organisations: A case study of a major UK infrastructure
operator. Energy Policy. 104. pp.38-49.
Huczynski, A. and Buchanan, D.A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Santini, G., Ngan, A. and Williams, G.A., 2011. Plasticity in the temporal organization of
behaviour in the limpet Cellana grata. Marine biology. 158(6). pp.1377-1386.
Aasland, M.S and et. al., 2010. The prevalence of destructive leadership behaviour. British
Journal of management. 21(2). pp.438-452.
Langeberg, L.K. and Scott, J.D., 2015. Signalling scaffolds and local organization of cellular
behaviour. Nature Reviews Molecular Cell Biology. 16(4). pp.232-244.
Russina, O and et. al., 2011. Structural organization and phase behaviour of 1-butyl-3-
methylimidazolium hexafluorophosphate: an high pressure Raman spectroscopy study.
Physical Chemistry Chemical Physics. 13(25). pp.12067-12074.
Herbert, S.P. and Stainier, D.Y., 2011. Molecular control of endothelial cell behaviour during
blood vessel morphogenesis. Nature reviews Molecular cell biology. 12(9). pp.551-564.
Online
organisational culture. 2017. [Online]. Available through:
<http://www.altoren.com/en/cultura_org.htm>.
9

TUCKMAN MODEL. 2017. [Online]. available through:
<https://www.opp.com/en-IE/Knowledge-centre/Blog/2014/May/Whats-going-on-
under-all-that-forming-storming-and-norming-in-teams>.
10