Analyzing Tesco's Organizational Culture and its Impact on Performance

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ORGANIZATIONAL BEHAVIOR
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Table of Contents
INTRODUCTION............................................................................................................................. 4
TASK 1............................................................................................................................................ 6
P1 ANALYZE HOW AN ORGANIZATIONS CULTURE, POLITICS AND POWER CAN INFLUENCE
INDIVIDUAL AND TEAM BEHAVIOR AND PERFORMANCE..........................................................6
M1 CRITICALLY ANALYSES HOW THE CULTURE, POLITICS AND POWER OF AN ORGANIZATION
CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOR AND PERFORMANCE.............................10
P2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANIZATIONAL CONTEXT....................................................................................................11
M2 CRITICALLY EVALUATE HOW TO INFLUENCE THE BEHAVIOR OF OTHERS THROUGH THE
EFFECTIVE APPLICATION OF BEHAVIOR MOTIVATIONAL THEORIES, CONCEPTS AND MODELS
................................................................................................................................................. 13
D1 CRITICALLY EVALUATE THE RELATIONSHIP BETWEEN CULTURE, POLITICS, POWER AND
MOTIVATION THAT ENABLES TEAMS AND ORGANIZATIONS TO SUCCEED, PROVIDING
JUSTIFIED RECOMMENDATIONS..............................................................................................14
TASK 3.......................................................................................................................................... 16
P3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE TEAM AS OPPOSED
TO AN INEFFECTIVE TEAM....................................................................................................... 16
M3 ANALYZE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO SUPPORT THE
DEVELOPMENT OF DYNAMIC COOPERATION..........................................................................18
TASK 4.......................................................................................................................................... 22
P4 APPLY CONCEPTS AND PHILOSOPHIES OF ORGANIZATION BEHAVIOR WITHIN AN
ORGANIZATIONAL CONTEXT AND A GIVEN BUSINESS SITUATIONS.........................................22
M4 JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES IN OB HOW THEY
INFORM AND INFLUENCE BEHAVIOR IN BOTH POSITIVE AND NEGATIVE WAYS.....................24
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D2 CRITICALLY ANALYSES AND EVALUATE THE RELEVANCE OF TEAM DEVELOPMENT
THEORIES IN THE CONTEXT OF OB CONCEPTS AND PHILOSOPHIES THAT INFLUENCE
BEHAVIOR IN THE WORKPLACE............................................................................................... 25
CONCLUSION............................................................................................................................... 26
REFERENCES.................................................................................................................................27
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INTRODUCTION
This report is based on the Tesco Company. This report will give information about the
organizational culture of Tesco factors that affects the behaviour of the team and its
performance. in this report, the different models and techniques of motivation are discussed in
order to achieve the goal and objectives of the organizations. A report will also discuss the
effectiveness of team, concept and philosophies of organization behaviour in context to the
business of Tesco.
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COMPANY BRIEF
Tesco is a UK based organization, operates in all over the world. Tesco has its head office in
England. Tesco Company was founded by Jack Cohen in the year 1919. 335000 workers or
employees are working for Tesco all over the world. Tesco Company deals in groceries and has
a chain of supermarkets, Tesco also involves in internet and software services. Tesco Company
owns more than 7000 stores in different countries all over the world. Tesco has a successful
growth rate and brand image in the world.
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TASK 1
P1 ANALYZE HOW AN ORGANIZATIONS CULTURE, POLITICS AND POWER CAN
INFLUENCE INDIVIDUAL AND TEAM BEHAVIOR AND PERFORMANCE.
Organizational culture can be defined as style, believes, attributes and values with which an
individual work in a particular environment or in a company. Tesco Company has a very unique
and mixed organizational culture as the company works in different countries and on different
grounds. There are different factors related to a culture that can affect the behaviour of the
individual and its performance (Bird and Mendenhall, 2016).
To understand the culture its necessary to analyses the handy organizational culture model.
This model has four types or it has four parts like power, role, task and person.
Power culture: in power culture, the power in term of decision making and policy making is in
the hand of few people usually the higher management. This type of culture is usually practised
in the organization where autocratic leaders or management is practised. The flow of
command and authority takes place from top to bottom in this culture (Harper, 2018).
Role culture: in role culture, the individuals or group are assigned and given different roles and
responsibilities to carry out. Organizations delegates different duties to individuals as per their
departments and specialization. In this culture, the individual or employees understand their
roles and them perform individually to accomplish an organizational goal. In this culture little
power is given to every individual to choose a way to work (Harper, 2018).
Task culture: task culture gives emphasis on the task that is carried by the teams. In this culture
organizations and its department make different teams and assigned different tasks and the
team’s accomplished different tasks in a particular time frame (Harper, 2018).
Person culture: person culture can be defined as a culture of the organization in which an
individual or employees work for the sake person growth or personal development and does
not bother about the organization or give very less or no importance to the organization and its
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growth and activities. Organizations usually do not allow or let this situation takes place. This
culture practised in large and multinational organizations. In this culture, the employees never
get attached or attracted to the organizational goal and objectives (Harper, 2018).
Handys culture model
Figure 1: Handys culture model
Source: (Harper, 2018).
Power and politics and their influences on the individual and team behaviour and their
performance
Power and politics of every organization affect the performance of different employees to
understand it in a better it is necessary to analyse it with raven and French five forms of power.
This model has five power form mentions below:
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Coercive power: in this power form the person or the individual is forced to do something. This
use of power can give a negative impact on the persons or employees work, this leads to an
unhealthy work environment (Rehme, et al., 2016).
Reward power: reward can be used to give someone extra work or task and pay them
accordingly. in this, the person forced itself to do a work in order to earn a reward (Rehme, et
al., 2016).
Legitimate power: in this power, the employees or individual usually respect the power or
position, not the person (Rehme, et al., 2016).
Expert power: this power comes from expertise, knowledge and ability to perform in a
challenging environment (Rehme, et al., 2016).
Referent power: this is not actual power but this power comes from good looks, attitudes and
charm, in this, a person is liked by others, not by the obvious reasons.
French and raven five form of power
Figure 2: Raven and French five forms of power
Source: (Rehme, et al., 2016).
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Handys cultural model has different power factors. Tesco Company is a multinational company
per its requirement the company uses power culture and role culture as in these two cultures
the organization can show dominance and can create a healthy and sound work environment.
With the role culture, the company can make the person feels that one has a responsibility and
has to work effectively.
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M1 CRITICALLY ANALYSES HOW THE CULTURE, POLITICS AND POWER OF AN
ORGANIZATION CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOR AND
PERFORMANCE.
Culture and its influence on the working of the company
Tesco Company has different department and company operates in different fields like
merchandise, foods, software, etc. and the company has a different store in different parts of
the world. Tesco Company follows a role and power culture of handy as the company works in
different countries and has employees from all over the world so for the two cultures will be
best suited. Tesco Company uses this type of culture to maintain a proper flow of command
and hierarchy in the organization and company wants that all the employees work effectively
and efficiently to achieve organizational goals. Tesco assigns different task to different
individuals and to the teams so it is necessary to have a culture which is useful for both the
individual and for the team (Thomas and Peterson, 2017).
Power and politics and its influence on the Tesco
Power is something that one can use to make work done from others. Tesco Company has
more than335000 employees that are associated directly and indirectly with the company. So
to have dominance and authority the company needs delegate power to the managers of the
different departments. The company usually allows and promotes different individuals who
have the capability and ability to perform well. Tesco Company promotes or makes different
managers as per their expertise and knowledge and Tesco uses its skills to influence different
employees and staff members (Erkutlu and Chafra, 2016).
Tesco follows expert power and rewards power from the Raven and French power form. The
leads individual and groups it is not enough to assign them duties and task it needs more efforts
to make work done through others. Rewarding someone is not showing power but it means
that one can force itself to accomplish a task, rewarding is motivation force or drive (Erkutlu
and Chafra, 2016).
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P2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN
AN ORGANIZATIONAL CONTEXT
Motivation can be explained as a driving force to do something like a task or a particular
activity. There are different techniques and theories that Tesco can use to motivate employees
and improve their productivity and profit ratio.
The different theories of motivation are as follows
Process theories: In an organization or at the workplace the individual or groups need the
motivation to work or perform effectively and motivation depends upon the behaviour of the
person. In process theories, the main emphasis is given on the process rather on personal
psychology.
Reinforcement theory: this theory basically deals with the behaviour of the employees working
in the company. The theory states that if the employee's performance well or liked the work
one tends to repeats the work. So as the company can reward a person if one performs well as
there is a chance the one will repeat the same. On the other hand, the theory states the person
or individual who makes mistakes and errors the company should remove the cause of the
mistake or error as the person is going to make such mistake again for that the company
punishes one (Rauch and Hatak, 2015).
Goal setting theory: this theory states that a company should establish or set a proper goal and
should understand the importance of goals to the employees. A clear goal can give a person
enough motivation to accomplish the tasks. The goals can be given to an individual or to the
groups but the goals should be real and attainable (Neubert and Dyck, 2016).
Content theories of motivation
Content theories are usually given emphasis on the person’s individual behaviour and
psychology. This theory states that a person has certain needs and wants at a workplace to
work effectively and efficiently.
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Maslow’s hierarchy of needs: the psychologist Maslow has proposed this theory. The theory
states that an individual or employee needs certain facilities at a different level in the
organization to perform well and to be motivated.Maslow has designed a pyramid with five
steps each for different needs at different levels like psychology needs, safety needs, social
needs, self-esteem needs, self-actualization needs (Harding, 2017).
Herzberg’s two-factor theory: this theory is mostly used by different organization. As this states
that an individual or employees can be satisfied or can be unsatisfied at the workplace
depending on the factors that affect them. This has two parts one is hygiene factors and other
is motivation factor. Hygiene factors are those factors which cause dissatisfaction at the
workplace, like organizational politics, job security, compensation and most important
relationship of employees and supervisors. The second factor is called motivators like
responsibility, recognition, opportunities for growth (Segal and Jankelson, 2016).
Organization culture and its relation to organizational success
Tesco company follow a role culture as the Tesco Company assign different tasks and works to
the employees and helps them to accomplish those effectively. Role culture is very necessary
for organizations like Tesco as the company deals in a different field and in different areas. The
employees when assigned a role or task one feels responsible and committed towards the
company and works for the company and for the personal learning and growth (Segal and
Jankelson, 2016).
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