Tesco Case Study: Organizational Behavior and Team Effectiveness

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Organizational Behaviour

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Activity 1.........................................................................................................................................2
P1 Analyse how an organisation’s culture, politics and power can influence individual and
team behaviour and performance.................................................................................................2
M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.........................................................................5
P2 Evaluate how content and process theories of motivation, and motivational techniques,
enable effective achievement of goals in an organisational context............................................6
M2 Critically evaluate how to influence the behaviour of others through the effective
application of behavioural motivational theories, concepts and models.....................................9
D1 Critically evaluate the relationship between culture, politics, power and motivation that
enables teams and organisations to succeed, providing justified recommendations.................10
Activity 2.......................................................................................................................................11
P3 Demonstrate an understanding of what makes an effective team, as opposed to an
ineffective team.........................................................................................................................11
M3 Analyse relevant team and group development theories to support the development of
dynamic co-operation................................................................................................................12
P4 Apply concepts and philosophies of OB within an organisational context and a given
business situation.......................................................................................................................15
M4 Justify and evaluate a range of concepts and philosophies in how they inform and
influence behaviour in both positive and negative way.............................................................17
D2 Critically analyse and evaluate the relevance of team development theories in the context
of OB concepts and philosophies that influence behaviour in the workplace...........................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................20

LIST OF FIGURES
Figure 1: Handy's Model.................................................................................................................2
Figure 2: Types of organizational power.........................................................................................3
Figure 3: Maslow’s Hierarchy of needs...........................................................................................6
Figure 4: Vroom's expectancy Theory.............................................................................................7
Figure 5: Tuckman’s Theory of group development.....................................................................13
Figure 6: Belbin’s team roles.........................................................................................................14
Figure 7: Path goal theory..............................................................................................................16

Introduction
Organizational behaviour is a study of individual and team activity and performances in an
organization. It examines the individual or team behaviour at the workplace as well as also
identifies the impact on the job structure, leadership, motivation and communication etc. It is
efficient for Tesco in terms of determining how wills the individual act or react in an
organization. The report will also determine the politics, culture and powerful influence on the
team and the individual performances. The process and the content theories are efficient in
attaining the goals of the organization and thus the different motivational theories will be
effectively evaluated in a report. In the context of an organization, the importance of the team
along with several concepts will be shown in the report based on a current situation of the
organization.
In the report, Tesco is chosen which is the largest multinational groceries as well as a general
retailer. Tesco is the third largest retailer located mainly in the UK and is measured by the ninth
largest retailer and the gross revenue in a world that is measured by the revenues.
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Activity 1
P1 Analyse how an organisation’s culture, politics and power can influence individual and team
behaviour and performance.
The culture of an organization is influenced by employee overall performances and behaviour
highly. For example, the flexibility on the workplace will depict a positive site of Tesco Plc c
culture in terms of increasing employee engagement and motivation. By focusing on the
structure the organization can improve in the individual and team performances. By putting the
Handy model in an organization, its culture is divided into different cultures which are:
Figure 1: Handy's Model
(Source: Handy’s Model of Organisational Culture, 2019)
Power culture: In this culture, the power is just held by some individuals whose impact is
spreading within an organization throughout. In this culture, there are few regulations and rules
(Handy’s Model of Organizational culture, 2018).
Role culture: In this culture, the organization is based mainly on the rules. Also, they are
controlled highly with each one in an organization by knowing their responsibilities and roles.
The power in this culture is identified through a person position.
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Task culture: This culture is formed only when a team is formed in an organization mainly in
addressing the progress or problems of the projects. It is an essential thing, so the power in the
team is depending on a team member’s mix and project and problem status.
Person culture: In this culture, an individual see themselves as a superior or unique to an
organization. It is just an individual collection who is happened to do work in an organization.
Organizational power and politics: The politics and power of the organization is helpful in
determining its better stability and growth. In Tesco, the politics and the power is associated
mainly with several styles and the approaches of management and the leadership in an
organization. Both these element is responsible for organization failure or success. Five types of
power are there mainly:
Figure 2: Types of organizational power
(Source: Author)
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Types of
Power
Legitimate
Reward
Referent
Coercive

Reward Power: It is just that type of the types in which an organization thinks on incentives by
providing the rewards to its employees of their work. For example, Starbucks as a whole
organization thrives on the rewards power.
Coercive power: It is when who is in the rule of power through fear of shame, demotion or
punishment to get the employee motivated. Organization manager can force an employee in term
of the following order through threatening them.
Legitimate power: This power is derived from the formal position in an organization authority
and hierarchy (Alvesson and Sveningsson, 2015). This kind of power is in an individual hand at
a higher position of the hierarchical structure.
Expert power: It is intriguing as in an organization, not one individual need the experts who
have this power but instead of must be perceived as having expertise.
Referent Power: This power does not mean necessarily the person who has the positional power
in an organization. This means that they are respected, admired and well regarded and hence
influence others result.
In an organization, politics utilize power to influence the other decisions in an organization in
terms of achieving the benefits (Miller and Rose, 2017). In Tesco, there are several factors which
raise its political behaviour such as organizational goals, ambitious goals, individual benefits,
organizational and environment structure and changes in the technology. As Tesco gas
experienced with the poor performances many of the times as due to unequal distribution of
power so by this the disputes have arisen between subordinates and manager. Thus, there are
some political activities which provide benefits to an organization and also enhance the
behaviour and performance in a positive way.
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M1 Critically analyse how the culture, politics and power of an organisation can influence
individual and team behaviour and performance.
In the Tesco, power can be used in the wrong way or in a productive way. For example, conflicts
among subordinates and the manager further results in power misuse. Thus, the strong link in
both will support an organization to enhance the motivation in, and it will improve in overall
performances and the behavior (Pettigrew, 2014). In Tesco, the rewards power can effectively be
used for managing team and individual performance in future.
Also in an organization, the politics can be used either in a negative or positive manner. The
politics in organization facilitate mainly in bringing the changes in its structure to put a positive
impact on individuals and team behavior and performances by leader and manager. Thus, this is
said that past and present culture of the organization has its negative as well as positive influence
on its politics and power that can affect or improve the team and individual performances and
behavior.
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P2 Evaluate how content and process theories of motivation, and motivational techniques, enable
effective achievement of goals in an organisational context.
In an organization to check its productivity, it is needed to check first the performance of an
employee’s towards assigned work. The employee's performance is mainly influenced through
the motivation which in turn is effective in attaining the objectives and goals of an organization.
Content theory: This theory supports an organization to effectively determine the employees'
demand and needs which is related to employee motivation.
Maslow’s Hierarchy of needs: The employee demand and need are divided into different stages
or categories in which on each level they have to be satisfied and then pass to the next stage. The
different stages include social needs, self-actualization, physiological needs, esteem needs and
security needs (Motivation Theories, 2018). The main purpose of this motivation theory is to
accomplish the general employee needs within the Tesco to improve its overall performance.
Figure 3: Maslow’s Hierarchy of needs
(Source: Saul McLeod, 2018)
Herzberg’s Two Factor Theories: It is motivator hygiene or two-factor theory. In this theory,
there are some factors of job which results in the dissatisfaction and some created in
dissatisfaction. The factor of job satisfaction within the Tesco included the recognition,
achievements and the responsibility thus the hygiene factors involve an interpersonal
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relationship, organizational policies, good working conditions and salary. For example, by
allocating the responsibilities equally within the team by the manager will motivate the employee
and it will result in effective performances of attaining the goals of the organization. The less
salary will, however, restrict the efforts of an employee to do work.
Process theory: This theory will further help Tesco in determining the whole process that is
required to undertake in terms of influencing the overall employee motivation.
Vroom’s expectancy Theory: In this theory an individual choose its behaviour according to the
outcome which they have expected. According to this theory, it is identified that employees are
motivated and achieve the objectives and goals of an organization effectively based on the
expectations in which their actions helps an organization in terms of achieving maximum
productivity and efficiency. It is an effective theory which distinguishes the employee outcome,
performance and efforts effectively (Vroom's Expectancy Theory, 2018). For example, the
employee efforts will be increased if they are rewarded timely of their performance in work.
Figure 4: Vroom's expectancy Theory
(Source: Vroom's expectancy Theory, 2019)
Goal Setting Theory: This theory will highlight that specific challenge and the goals set with a
commitment towards a goal which is considering the determination as a key factor. It refers to
influencing the goals set on individual performance. For example, In a Tesco, if the manager
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assigned the task to the team member of enhancing in the sales in next 7 month than such, higher
commitment is needed because the goals are specific as well as difficult on the same time. Thus,
the completion of task motivates on the individuals and team performances better.
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M2 Critically evaluate how to influence the behaviour of others through the effective application
of behavioural motivational theories, concepts and models.
A Maslow hierarchy needs theory is efficient in fulfilling the basic employee needs and demand.
In an organization the employee is more demands as well as hence this depicts that employee
higher demands and needs is satisfied. These kinds of factors will encourage and motivate the
employees and help in increasing in their performances which is beneficial for the Tesco to
enhance their sales (Saul McLeod, 2018).
According to Herzberg theory, Tesco is mainly focusing on and highlighting on job
dissatisfaction in an employee by working mainly on bureaucracy in an organization. This theory
makes sure that the positive environment of the working, as well as an appropriate supervisor, is
there in an organization. Vroom expectancy theory will mainly support in motivating an
employee hence in the above-discussed conditions is not met then there are so many difficulties
will be for the organization in terms of motivating employees. Goal setting theory is efficient in
which the set goals are specific, therefore lack of clarity in setting a goal is result in motivating
an employee and hence it put negativity on an individual and team behaviour.
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