Organisational Behaviour Report: Employee Motivation at Tesco

This report provides an in-depth analysis of organisational behaviour, focusing on the case of Tesco. It begins with an executive summary and introduction that outlines the scope of the study, followed by a main body that delves into secondary research on theories of organisational culture, communication models, and motivation theories. The report then presents primary research findings related to Tesco's organisational structure, employee motivation strategies, and the benefits of a motivated workforce. It discusses Tesco's approach to employee rewards and its emphasis on valuing employees to foster trust and respect. The report draws upon various theories, including Maslow's hierarchy of needs and Taylor's motivational theory, to provide a comprehensive understanding of the factors influencing employee behaviour and organisational effectiveness. Finally, the report concludes by summarizing the key findings and offering insights into how Tesco's organizational culture and motivational practices contribute to its success. This report is a valuable resource for understanding organisational behaviour principles and their practical application within a real-world business context.

Organisational Behaviour

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Secondary research..........................................................................................................................1
Theories of organisational culture...............................................................................................1
Theory/ Model of communication.............................................................................................3
Theories of motivation................................................................................................................4
Primary research .............................................................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

EXECUTIVE SUMMARY
The organisational behaviour is a study of the employee's behaviour which helps the
companies to enhance their effectiveness. It helps in improving the performance of the company
because a healthy culture results in improved productivity and increased profitability. The
employees feel motivated by a healthy culture as it increases participation of the employees in
the work and make them job satisfied. Organisational culture plays an important role in building
a strong employer employee relationship as it involves shared values and assumptions which
help in understanding the behaviour of the workforce. Primary and secondary research is being
used in this report where the organisational culture is identified through secondary research and
employee motivation is identified with the help of primary research.

INTRODUCTION
` Organisational behaviour is basically a study of the individual and group performance
which is done within the organisation. Under this area, the human behaviour in the work
environment is examined in order to determine its impact in the communication, performance,
job structure, leadership, motivation and many other. It normally gives the insight of the
employee's behaviour and their performance in the company. Organisational culture us a system
of the shared values, beliefs and assumptions which shows tells the employees what is
appropriate or inappropriate behaviour. These values and assumptions have the strong influence
on the workforce behaviour and the performance of the employees. The organisation chosen for
this report is Tesco, which is a multinational company dealing in groceries. It was established in
the year 1919. this report shall cover the organisational culture, how it helps in improving the
effectiveness. Further it will deal in role of culture in employee motivation and how culture can
enhance success of the company(Badrani, M.R.K., 2017).
MAIN BODY
Secondary research
Theories of organisational culture
According to the viewpoint Lorenzo Del Marzol, 2020, organisational culture includes
the previous aspects, expectation, along with the values, member attitude, inner operations with
outside of the world and upcoming expectations. It also means the assumptions values and
method of interaction to contribute the social and physiological atmosphere of the organisation.
Culture is also depend upon the beliefs, customs with rules in terms of written and unwritten
which is developed overtime and considered as a valid. In support of working culture ability of
an organisation to gain higher competitive advantage is enhanced as with this rate of
accomplishment of standardised goals and objectives is achieved with perfection and in timely
frame. As much the better culture that much working standards is developed as with this better
culture is promoted in which healthy and competitive environment is created as with this rate of
achievement of success and growth is measured with adequateness.
The theory of organisation culture it emphasizes the culture is a set of values or that an
corporation or group of people are similar. There are few elements which makes the organisation
culture.
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Structure stability: all cultures are happen together by their own belief and content. That
identifies the cluster and changes to the member of the organisation.
Breadth: culture looks every part of the corporation. Although nobody accept or agree
with the culture and they are subject to its anyway what is majorly accepted(Bauer and et. al.,
2018).
Depth: Don't show the unconscious culture is present in any group of people. So that
people are not able to do show their actions.
Patterning or integration: when members are showing their loyalty or same behaviour
in certain period of time, it shows culture built their beliefs.
Visible artifacts: The great example of theory of organisational culture is office along
with artifact important. But these things are very evident on the surface of group such as
hierarchy, behaviours during meeting of the organisation.
Espoused beliefs, values, rules and behavioural norms: when someone is looking
forward company tariff or cork-board on website so that mission and vision both are seen in
these elements.
Underlying taken for granted assumptions: These all are basic things that elaborate
the artifacts and beliefs.
All the things which is mentioned above create a best culture of the organisation or in
workplace. Organisational culture theory is to understand the team and corporations. There are
few points to identify(HATMI and et. al.,2017).
Group do not exist in a vacuum: the community and the atmosphere along with the
industry all the teams members are come in the shapes the way its member act. Good leader
manage their team in excellent way along with the atmosphere and the industry.
Culture should be agreed upon and accepted by our team members. People don't
believe on practices and rituals in team, theory of organisational culture shows the conflict and
issues.
Culture dictates the reality: the thing is what is real, true or fact is one of the most
toughest part of to work in group.
A group orientation looking forward for the members work should be same or not:
 Build the team successfully and prepare for grab the goals, aims, business expansion and
building new kind of measure in the organisation.
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 Encourage the team for the growth of organisation along with personal growth and new
innovations with creativity.
Using theory of organisational culture includes the understanding of the employees and the
people which work along with it. And make sure don't make team pressurise, subtle in term of
culture trying to observe(Kim and Park 2020).
Theory/ Model of communication
As per viewpoint of Chris drew, 2020, in this theory there is eight types of models.
Firstly discuss about
Aristotle model, this model is oldest communication model, which was designed to identify
how to become a better or more influencing communicator. In this it analyse the how to do best
communicate in terms of speeches, speaker, occasion audience and effect. It also involve various
elements which improves the communication first one is ethos which means credibility ,second
is pathos which means ability to connect, and logos which means logical argument. It doesn't pay
attention in the role of communication(Lilly, 2017).
 Laswell's model It involve the important question, in this model it created the message
and the channel which said it through with the help of TV, radio, blog and what eefect
on it had on the receiver. It offering the simple or practical way to creating a message
and finding the important questions which helps to analysis the more detail.
 Shannon weaver model: this model includes the five part which is channel, recorder,
receiver, decoder, sender. It shows the importance of encoding and decoding message
for them which is sent. At the time processing of encoding, decoding, disrupt the noise
or cloud a message.
 Berlo's S-M-C-R model: This model include the four steps which is source, message,
channel, receiver. It is a unique model of berlo's, which gives the steps that affect how
message is communicated.
Source: It includes the communication skills of the sender along with the behaviour and culture.
Message: It involve the content structure and code which under come element of the channel.
Channel: It involves the sense of whispering, viewing touching and smelling etc.
Receiver: It involve the attitude knowledge and culture of the receiver.
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Dance's helical model: it involve the circular models by explaining how can improve the
messages at the time of feedback. When communicate with other people, there feedback will
convince with next message(Luo and et. al., 2016).
Theories of motivation
As per viewpoint of Abraham Maslow, the motivation is a basic prospect through which
individual has better workings strength and capability as with this working credibility also get
enhanced. There are various types of motivational theories are given below:
 Maslow hierarchy of needs: it involves the various types of factors psychological,
safety, social which under comes belongingness and love, self esteem it involve the
status, good-raises promotion, respect and self actualization, involve the realization of
potential and abilities. It includes various factors such as physical survival necessitates
like food water and shelter. protection from threats, need for association, need of respect
and recognition.
 McClelland’s theory of needs: It involve the three motivation factor which is
achievement, affiliation, power. This strategy includes the motivation factor, in which
employee are able to do work. And give the higher revenue to the the organisation. This
thing is veery benefical for the organisation so company hold the market place for long
time and give long term sustaniblity.
Achievement: It provide personal results along with responsibility on their own efforts. Also
give first priority of their outcomes. It also plays very important role because employee have self
motivated because they achieved the target after that looking forward for next project.
Affiliation: it involve the social responsibility which under-comes love and belonging, And also
accepted by others.
Power: this factor involves the control own work and people looking forward advanced need
ability desire condition in which they put efforts and convince over other.
Vroom's theory of expectancy: In this factor people believe on their efforts and willing to
achieve successful outcomes. And those also believes they are awarded for their succeed which
the capability of the employee(Massoudi and et. al.,2020).
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Primary research
Tesco has started in 1919 and it was founded by one man, jack cohen, and business of
groceries in london. This organisation is out of merger with T.E. Stockwell which purchased tea
for sale on the kiosk. And first outlet was opened in 1929.Tesco full fill the various consumer
needs, according to conglomerate Tesco it is the largest british retailer which leading in worlds
popular outlets on three continents. Tesco give their result in a golbal nation and employee
workforce of around 468,000 employees. This organisation also expanded the business across the
world, now approximately 2200 stores involving the hypermarkets(Wingate and et. al., 2019).
In the context of tesco, it includes all the motivation factor along with organisational
culture which shows the staff are motivated, flexible with working hours well trained and full fill
the consumer needs. This organisation employees supported by the company in their different
modes and various levels from consumer assistants in stores outlet managers from logistic staff
to warehouse workers. It shows the employee motivation is more important for the corporation in
which company will run in significant manner.
This company use the motivation factor which is beneficial for the employees along with the
organisation(Zhang and Han 2019).
 Encourage to do hard work
 giving the sense of achievement
 give the responsibility or advancement
 give the sense of challenge
Benefit of motivated employees for the organisation
Tesco involves the business depends on groups of people and employees. It shows the
different lifestyle of the employee , and this organisation supports the employee in work life
balance along with the rewards.
 Employees are compatible with flexible working hour.
 Give discount to the employees.
 There is a option of company shares.
 This organisation gives competitive salaries.
 Give the discount on gym membership.
Valuing employees
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Tesco build the trust, respect and relations towards the employee. This things provide
realistic goals and interesting atmosphere for them to work in and also increases the employee
motivation.
In the addition of tesco it uses the taylor's motivational theory, according to this research,
people work for only money. Previous years auto-mobile industry, work on a operation line was
depend upon generating quantity was repetitive.
This strategy paying the workers with higher incentive after the excellent outcomes. The massive
result gives the opportunity,encouragement, and time for the staffs in which they are able to do
creative things and new innovations ideas(Zhang and et. al., 2019).
Employee reward
Employee reward plays a major part in the organisation. It is a motivation factor to the
employees because employees are work for money and satisfaction rewards gives the satisfaction
with the help of money. So that employee are willing to do more work. Employee reward is
similar to in comparison of Taylor's theory. Both factor plays the role in term monetary value.
And these factor other than money motives the people in personal along with corporates life. It
also supports the lifestyle of the employees through applicable and selected benefits.
Measuring staff satisfaction
Tesco invites the employee to take in survey which known as viewpoint which gives the
opportunity to express their views on almost every attribute of their occupation. Tesco providing
the best things to the employees which keeps staff motivated. Some of the advantage are:
 schemes in terms of pension, reward, award winning which is beneficial for long term
benefits.
 Allow the employees after career break 5 to 6 years gap.
This thing also effect on internal or external factors which identifies overall aspects of the
organisation and it also give chance to re-change the things again in best possible way in which
organization are able to generate more revenue which is liable to grab the position in market
place. These factors majorly include the strength, weakness, opportunity, threat and external
factor includes political, environmental, legal, technical, social etc. This factors gives the total
outcomes of the organisation.
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This organisation also use the Mayo effect procedure which includes the greater communication,
excellent teamwork, and also involving the other decision making and well-being of others work
is absorbing and non insistent.
Mayo also based upon research which shows the research and development of the project. It
include the overview of the project and give the actual status of the organisation.
Motivation from training and development: Tesco also looking forward to promotes many
training and development opportunities for the employees along with leadership skills, which is
beneficial for the employee for future growth and organisation growth.
Tesco have a personal development action which they work on 360n degree feedback and
other options. This personal strategies full-fill the employee need and encouraging the self
classification and offering the advancement training to the employee it also able to individuals to
take authority or responsibility for their development, which increases the value of the
organisation.
CONCLUSION
It is concluded from this report that organisational culture plays an important role in the success
of the company as it helps in retaining the employees. A healthy organisational culture leads to
happy environment where efficiency of the employees is enhanced. The culture plays an
important role in improving the effectiveness as it makes the employees comfortable in the
environment. Tesco can motivate its employees through developing such culture where
democracy is prevailed and they have the right to express their opinion. Further it is concluded
that through a healthy culture, the company can enhance its success as it will have increased
employee participation and clear objectives shall be communicated.
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REFERENCES
Books and Journals
Badrani, M.R.K., 2017. The Mediators Role Of Organizational Behavior And Human Resource
Management On The Association Of Shared Leadership And Job Performance In
Almadar Aljadid Company. Libya (Doctoral dissertation, Universiti Sains Islam
Malaysia).
Bauer and et. al., 2018. The relationships between organizational citizenship behavior demands
and extra-task behaviors. The Psychologist-Manager Journal. 21(3). p.163.
HATMI and et. al.,2017. Predict organizational citizenship behavior of the staff based on the
factors of the psychological capital and staff of Ministry of Sport and Youth. Turkish
Journal of Sport and Exercise. 19(2). pp.162-168.
Kim, D. and Park, J., 2020. The way to improve organizational citizenship behavior for the
employees who lack emotional intelligence. Current Psychology, pp.1-15.
Lilly, J.D., 2017. What happened to civility? Understanding rude behavior through the lens of
organizational justice. Business horizons. 60(5). pp.707-714.
Luo and et. al., 2016. Guanxi circle and organizational citizenship behavior: Context of a
Chinese workplace. Asia Pacific Journal of Management. 33(3). pp.649-671.
Massoudi and et. al.,2020. Stimulating organizational citizenship behavior by applying
organizational commitment and satisfaction. International Journal of Social Sciences
and Economic Review. 2(2). pp.20-27.
Wingate and et. al., 2019. Who helps and why? Contextualizing organizational citizenship
behavior. Canadian Journal of Behavioural Science/Revue canadienne des sciences du
comportement. 51(3). p.147.
Zhang, Y. and Han, Y.L., 2019. Paradoxical leader behavior in long-term corporate
development: Antecedents and consequences. Organizational Behavior and Human
Decision Processes. 155. pp.42-54.
Zhang and et. al., 2019. How Does Ethical Leadership Impact Employee Organizational
Citizenship Behavior?. Zeitschrift für Psychologie.
ONLINE
Marzol. L., 2020. Organizational Culture Theory: Things to Know and How to Use it in the
Workplace. [Online] Available through:
<https://creativecorporateculture.com/organizational-culture-theory-things-know-use-
workplace/>.
Drew. C., 2020. All 8 models of communication, explained. [Online] Available through:
<https://helpfulprofessor.com/communication-models/>.
Motivation Theories, 2020. [Online], Available throught
<https://www.knowledgehut.com/tutorials/project-management/motivation-theories>
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