Analysing Culture & Communication: A TESCO Organisational Behaviour

This report provides an analysis of organisational behaviour at TESCO, a multinational grocery retailer. It explores the role of organisational culture, utilising Handy's Culture Model and Schein's Model to understand the values, beliefs, and assumptions within the company. The report further examines communication strategies, referencing critical theory, information theory, post-positive theory, and groupware theory, alongside Aristotle's and Hoveland's persuasion models. The impact of culture on communication is discussed, highlighting how TESCO fosters a healthy work environment. Finally, the report delves into employee motivation, employing Maslow's Need Hierarchy to explain how TESCO addresses employee needs to achieve organisational goals. The overall aim is to understand how these elements contribute to TESCO's success.

Organisational
behaviour

Executive Summary
The employees of an organisation are the human resource and understanding them is vital. In this
report there is the role of culture in the success of TESCO and the models in relation to culture.
The communication and motivation their role in organisation and the models in support of the
same are discussed in the report.

Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Culture....................................................................................................................................4
Communication......................................................................................................................6
Motivation..............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
Books and Journals...............................................................................................................12

INTRODUCTION
Organisational behaviour means organizing the behaviour of all the people that are working in
organization. Tesco is a British multinational grocery retail that has headquarters in England.
When calculate in terms of gross revenue it is third largest retailer in the world. The
organization was founded in 1919 in London and has expanded globally from 1990s; the
company is seen as market leader in UK in relation with groceries (Hu and Lovrich, 2019) . The
way the employees of the organisation work and follow the norms, the organisation is more
successful. It is important for employees to understand the culture and communicate with each
other and seniors in a way that is desired by the organisation to fulfil their needs and wants along
with achieving the goals of the organisation.
The report is about the culture in Tesco and how it impacts the organisation, its employees
and their motivation level. The way organization communicates also matters so with the help of
models also their relationship with motivating employees. The models relayed to motivation are
also discussed in the report to gain more understanding about the employees in TESCO.
MAIN BODY
Culture
Culture of an organization includes all the values, believes and assumptions that are made in the
mind of employs and that tells them what is appropriate and inappropriate for them and
organization ( Torkzadeh and Harati, 2016) . In relation to TESCO, culture is explained below:
Handy's Culture Model:
Every organisation has different culture and they follow different norms and values that impacts
the organisation and to understand that Handy's Culture Model is discussed below in context of
TESCO.
 Power Culture: According to this the power in an organisation lies in higher authorities
and the decision making authority lies in hands of these people. The employees are not
judged by their work indeed by what they achieve. In TESCO, the power culture means
that the seniors have the decision making power and controlling the organisation.
Task culture: The team is formed to accomplish a particular task that they are capable of and the
capacities they possess (Luo, Mao and Fu, 2017). In relation to TESCO, they give tasks and

project to employees and motivate them to complete those tasks and these tasks are achievable
and the employees have the capacity to accomplish those tasks.
 Person culture: The people feel themselves as superior and the organisation as group of
them working together. TESCO makes its employees feel special and important and the
employees value their work and organisation.
 Role culture: The role of individual is given to them in the role culture followed by the
organisations. As seen in TESCO every employee is given their roles and responsibilities
and they are accountable for their work. The employees get motivation to work as they
have responsibility and authority and they are recognised for the work they have done
and it helps the organisation to become success.
Schein Model of Organization Culture
According to Schein model the culture in an organisation is not formed in a day, it takes time to
employees to understand and get in that culture. So the employees should try to adopt the culture
and also the employees are responsible to form the culture in the organisation. The model in
relation to TESCO is discussed below:
Artifacts: This include all the artificial things that are seen in the organization like their dress
code, the language they use and the interior organization has all this forms the 1st image in the
mind of people who see and visit organization ( Ferdousipour, 2016). As TESCO is a global
organization and has employees that come from different places so it is important for the
organization to let the employees understand the culture and develop relations with them. A good
working environment always motivates the employees to work in a healthy way.
 Values: This includes the values that the employees of the organisation possess and the
perception they have. In context of TESCO the employees are communicated everything
well and they are motivated towards the work. The place from where the employees
belong also effect the values they share and when they join the organisation and start
working then there is changes seen the attitude, thinking, perception and the values of the
employees.
 Assumed Values: This part includes the values and thinking in the mind of employees
and that also impacts the organisation. It is very essential for the organisation to know
and understand what they feel about the organisation and in TESCO. The employees have

positive thinking about the organisation as they are motivated and supported the
organisation.
Communication
Communication is the way in which people get connected with each other. In relation to TESCO,
the organisation follows 90 degree steering wheel that includes operations, customer, employees
and financial ( Khripko, 2016). The better the communication system more are the employees the
more is productivity of the organisation. Some of the theories that are followed to communicate
in business are as follows:
Critical Theory: According to this theory the conflicts are considered as normal in the
organisation. In relation with TESCO the conflicts are solved that arise between employees and
employers and solving these conflicts helps to achieve the goals and leads to success of the
organisation. As when there are conflicts the employees are unable to work with full confidence.
Information Theory: The information that is conveyed should be authenticated and shared
through right means. As sometimes there is problem in communication and the shared
information is wrongly communicated. In context of TESCO, there are set policies that make the
communication effective and authenticated as it is important to share the right information
through right medium ( Kotlar, Massis, and Frattini, 2018).

Post Positive Theory: According to this theory orders are basic to an organisation but sometimes
these create problem among employees and create conflicts among them. These conflicts impact
the productivity of the company ( Gagné, 2018. Johns, 2018). So TESCO uses some messages
that encourages the employees and improves the motivation among them that leads to
achievement of organisational goals.
Groupware Theory: This theory suggests that the technological advancement is important while
communication. In TESCO, the company uses latest technology to communicate effectively with
the employees. Technological advancement is required in every stage for development and
effective achievement of goals of organisation. So it is important for the organisation to
communicate effectively to make the organisation work smoothly.
Some of the models related to communication are discussed below:
 Aristotle's Persuasion Model: under this model there are three parties that is sender,
receiver and message. This model does not consider receiver and neglects that party. In
TESCO this model is not followed and focus is on all the three parties.
 Hoveland's Persuasion Model: The elements that are involved in this model are sender,
message, location of the receiver and the receiver. The sender sends the message from a
different place and the receiver gives the reply from another and there is responses are
recorded. In relation to TESCO this model is followed when there is urgent requirement
by the client and all the transactions are recorded. Better the medium of communication
more is the understanding in employees and better are the results.
Impact of Culture on Communication in the Organisation.

Organisational culture refers to the various norms, beliefs and practices followed by the
people of the organisation. The organisational culture is very complex because people from
various parts of the country join the organisation. But at the same time it gives a unique identity
to the company. The culture is based on the shared beliefs, attitudes and values that are
developed over time. TESCO is a multinational organisation that has its operations in various
countries. People from different parts of the worlds have joined TESCO and are currently
working in it. These people have different language, customs, beliefs, traditions, dressing style
and many more things. There the role of organisational culture comes into the picture. It is a
method of sharing different culture at one place. It also includes the expectations of an
organisation, its way of interacting with the outer world and inner workings and future goals.
TESCO provides a good organisational culture by keeping its employees happy and motivated. It
is highly committed towards its collective as well individual goals. TESCO provides its
employees an opportunity of expressing themselves and developing new ideas. Here the position
or the culture of the employee doesn’t matters. The employees in turn are motivated which is the
utmost requirement for increasing the efficiency and productivity of an organisation. The
working culture of the organisation speaks a lot about it or in other words an organisation is
known by its culture. TESCO provides a healthy culture wherein the employees can maintain a
healthy relationship with their seniors, juniors and colleagues as well. It has provided an
environment where sense of unity could be seen among the employees.
As it has been said united we stand divided we fall, is the ultimate quote that TESCO
follows because it is aware that goals could be achieved only when unity is present among its
employees. No two organisations even when they are in the same line of business can have the
same culture; it is the culture only that gives it a unique identity. That's why it helps in creating a
brand image of the organisation. TESCO because of its work culture has created a unique brand
image in the market and is giving tough competition to its competitor. The employees in the
organisation get healthy competition as they get promoted and also rewarded for the work they
have done. Competition that is healthy is provided by TESCO and helps the employees to work
effectively and with full dedication that helps them to achieve the goals of the organisation. The
way people work depends on the culture provided by the company and TESCO solves the
conflicts on time if they arise that also helps the employees to be motivated while working. So

the environment provided by TESCO and the culture in company is essential and has contributed
to its success.
In TESCO the people come from different places to work and the environment is so
dynamic that the people have problem in communication in the initial time but the culture of
TESCO is adaptable by the employees and they can work and communicate easily in the
environment created at the place.
Motivation
Motivation is the process that induces an employee to work in an organization so that he
can achieve the organizational goals. It stimulates an employee to act or move in a particular
direction ( Kanfer, R. and Chen, 2016). Motivation is the utmost requirement for working in an
organization because it helps the employee to achieve his personal as well as the organizational
goals.
Maslow’s Need Hierarchy
Maslow’s need hierarchy was given by Abraham Maslow in the year 1943. This theory is based
on the human needs which are mostly basic to all the people working in an organisation. The 5
basic needs mentioned in the hierarchy are:
1 Physiological need- These are the most basic or the essential needs of an individual such as
hunger, shelter, thirst, sleep and sex. Human beings cannot survive without these needs. In
TESCO these needs are fulfilled by giving them basic salary and perks. The basic needs are the
one that need to be satisfied as after that the next want arise in an individual.
2 Safety needs- These needs arise only after the physiological needs are fulfilled. Safety needs
could be related to emotional or financial security. These needs protect them from physical and
emotional harm. TESCO provides its employees these safety needs so they work in a better way
and contribute towards its success, when the employees feel safe and secure in working they are
happy and motivated and they work better for the organisations. The employers of TESCO try
their best to provide a safe working environment to its employees.
3 Belonging needs- This need is the feeling of belongingness in personal as well professional
life. It is very important to work in a good environment which fulfils your social needs as well.
TESCO manages to provide such an environment by arranging social gatherings. A good
environment is important for employees to work effectively and efficiently.

4 Esteem needs- These are the needs related to self-respect, status, attention and recognition.
They provide appreciation to the employees. TESCO appreciates the work of its employees by
giving those awards and other recognition programmes. The work that the employees have done
should be valued and they should be recognised for that job so as they can work better in future.
The respect that they want to gain should be given for them for their achievement of goals.
5 Self-actualization needs- It is the highest need in the hierarchy. It includes self-fulfilment,
growth and achievement of goals. It drives the person to become capable of what he actually
wants to be. The employers should understand what the employees of the organisation wants
achieve and help them in going to that level.
Vroom’s Expectancy Theory of Motivation
The theory says that the entire employee’s gets motivated by their expectations about the
future. The employees get rewards in two forms that are intrinsic and extrinsic. Extrinsic
motivators are external that is money or the rewards that are given to employees. The intrinsic
motivators are internal and include sense of fulfilment and achievement.
Expectancy: This includes the expectations of employees and their feeling about making the
organisation successful. In relation to TESCO all the employees are provided with the resources
that are required by them to accomplish their expectations and achieve the organisational goals.
Instrumentality: This means that the individuals that work hard will lead to good results in the
organisation ( Lindebaum, and Geddes, 2016). So in TESCO the employees are motivated and
they work their best to accomplish the goals of the organisation.
Valence: the value that the employees give to the work that they have to do. In relation to
TESCO the employees are motivated enough and they respect the work that is done by them.
Impact of culture on motivation
The culture varies from organisation to organisation and the motivation is a factor that is
must. In TESCO the employees come from different places so it takes time to adopt the culture
but by understanding the culture of the organisation motivates them and they work for the
organisation and achieving the goals.
Role of culture in overall organizational success

CONCLUSION
It can be concluded that the behaviour of the people that are working in the organisation
impacts the people working there. Better the people are motivated better4 are the results as they
are the one that are related to the production they have direct impact on achieving goal of the
organisation. The culture of organisation also influences the motivation level of employees so it
is important to adopt the culture and work happily. The working environment of a place should
be good as the employees are motivated and can communicate easily in this type environment.

REFERENCES
Books and Journals
Ferdousipour, L., 2016. The relationship among public service motivation, Civic-organizational
behavior (obc), and service quality.
Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational
behavior. International Journal of Management Reviews. 20. pp.S83-S104.
Hu, X. and Lovrich, N.P., 2019. Social media and the police: A study of organizational
characteristics associated with the use of social media. Policing: An International
Journal of Police Strategies and Management, 42(4), pp.654-670.
Johns, G., 2018. Advances in the treatment of context in organizational research. Annual Review
of Organizational Psychology and Organizational Behavior, 5, pp.21-46.
Kanfer, R. and Chen, G., 2016. Motivation in organizational behavior: History, advances and
prospects. Organizational Behavior and Human Decision Processes .136. pp.6-19.
Khripko, E., 2016. ASPECTS OF DIAGNOSTICS OF LATENT ORGANIZATIONAL
BEHAVIOR PATTERNS. International Multidisciplinary Scientific GeoConference
SGEM, 1(1), pp.19-24.
Kotlar, J., De Massis, A., Wright, M. and Frattini, F., 2018. Organizational goals: Antecedents,
formation processes and implications for firm behavior and performance. International
Journal of Management Reviews, 20, pp.S3-S18.
Lindebaum, D. and Geddes, D., 2016. The place and role of (moral) anger in organizational
behavior studies. Journal of Organizational Behavior .37(5). pp.738-757
Luo, L., Mao, W. and Fu, S., 2017. Grasping the Complexity of Organizational Behavior for
Mega-Construction Projects. In ICCREM 2016: BIM Application and Off-Site
Construction (pp. 406-414). Reston, VA: American Society of Civil Engineers.
Torkzadeh, J. and Harati, F.D., 2016. Developing and validating a scale to assess organizational
behavior foundations. Mediterranean Journal of Social Sciences, 7(6), p.61.