Organizational Behavior: Tesco's Team Dynamics and Performance

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ORGANIZATIONAL BEHAVIOR
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Table of Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................4
P1 ANALYSIS OF THE ORGANIZATIONAL BEHAVIOR AND HOW THEIR CULTURE, POWER AND POLITICS
HAVE AN IMPACT ON THE PERFORMANCE OF THE TEAM AND INDIVIDUAL’S PERFORMANCE..............4
M1 Critically analyzing how power, culture and politics can have an impact on the individual's and
team behaviour and performance...........................................................................................................7
TASK2..........................................................................................................................................................8
P2 EVALUATING HOW MOTIVATIONAL THEORIES AND TECHNIQUES HELP IN EFFECTIVELY ACHIEVING
THE GOALS AND OBJECTIVES OF THE ORGANIZATION SUCH AS TESCO..................................................8
M2 critically analyzing how others behaviour will be influenced by the use of effective applications of
the motivational and behavioural theories...........................................................................................10
D1 critically evaluating the relationship between the culture, politics and power and motivation that
helps the team and the organization to succeed with the justified recommendations.........................11
TASK 3........................................................................................................................................................12
P3 demonstrating an understanding that what factors make an effect as opposed to an ineffective
team......................................................................................................................................................12
M3 analyzing relevant team as well as group development theories that support the
development of dynamic co-operation.............................................................................................14
TASK4........................................................................................................................................................17
P4 Applying the concepts and philosophies of OB within the context of Tesco and with the provided
business situation..................................................................................................................................17
M4 Justifying as well as evaluating a choice of ideas and viewpoints in what manner they
inform and influence the behaviour of the team in negative as well as positive manner..........19
D2 critically analyzing as well as evaluating the team relevance theories of development in the context
of the Tesco with the concepts and OB theories and philosophies that can impact the behaviours at
the workplace........................................................................................................................................21
CONCLUSION.............................................................................................................................................22
REFERENCES..............................................................................................................................................23
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INTRODUCTION
In this assignment, the focus will be on the organizational behaviour, its culture and how the
organizational behaviour works at the workplace. Organizational behaviour can be defined as the
studies of the organizations in which the performance of the group, as well as the performance of the
individuals working in the organizations, are studied. In the study of the organizational behaviour,
researches are conducted on the basis and theories and models are applied to improve the performance
of the organization. It is already known that it is not an easier task to manage the team of HR
department of the organization and for that organizational behaviour, theories are used to manage the
performance of the individuals as well as of the team members.
The organization chosen in this assignment is Tesco in which organizational culture and the impact of
the motivation on the behaviours of employees will be explained. It will also be explained in the report
that how the motivational theories and concepts are responsible for achieving the goals and objectives
of the business organizations. The important elements of the team will also be discussed and how they
make the team performance effective. In the last section of the report, different theories and models
will be applied in Tesco and critical analysis will be done on these theories that how they are responsible
for giving positive and negative results on the behaviour of the business organizations.
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TASK 1
P1 ANALYSIS OF THE ORGANIZATIONAL BEHAVIOR AND HOW THEIR
CULTURE, POWER AND POLITICS HAVE AN IMPACT ON THE PERFORMANCE OF
THE TEAM AND INDIVIDUAL’S PERFORMANCE
The fact that is already known to everyone is that the culture of every organization differs from one
another and the culture mostly dependent on the past activities of the organization, their structure and
traditions that are followed. The organizational culture also includes with itself the strong beliefs, values
and the rituals that employees and staff members of the organization follow in the long term.
Organization's culture effect on the performance of the team as well as on the individual's
performance and behaviour
In every organization, culture is adopted as the time passes and these cultures lead to the development
and adoption of some of the beliefs or norms. In this section of the report, the model of Handy will be
used for a better understanding of the topic and analysis (Wilson, 2018). In this model there are four
stages or categories that are being discussed in the organization, those four categories are a person,
power, role, and task culture (Barth et al., 2018).
In the power culture, the power is in few hands and the situation of the dominance arises sometimes, in
this culture performance of the employees is usually judges on the basis of what is actually gained or
achieved by the person and not how they are achieving the targets. In the role culture organization,
usually, every member or person knows their roles and responsibilities clearly. There is a long chain of
command and rules for employees (Wilson, 2018). It is also said that in this type of culture in the
organization, the process of decision making is slightly difficult because of so many persons involved in
that (Barth et al., 2018). In the task culture the activities are performed with the help of the team, in this
culture the first step is building the team that can manage things, in this type of culture the team, has
different personalities, different skills and talents, and they have the freedom to set their own objectives
on their own risk (Wilson, 2018). Thus in task culture, people can perform effectively for better results of
the organizational culture (Barth et al., 2018). At last the person culture, the persons have the
authorities and responsibilities and they can manage according to themselves. This culture is very
common in organizations such as lawyers and accountants (Wilson, 2018).
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FIGURE 1: HANDY’S MODEL OF ORGANIZATIONAL CULTURE
Effect of politics and power on the performance of team and individual
To explain this section, the model that is introduced by the Bertram Raven and John French is explained,
in this model five power or levels are been discussed. These forms of powers are expert, reward,
legitimate, coercive and Referent power (De Jong et al., 2016).
In the coercive power, this is explained that a person who uses this power force the other person to
follow the rules and guidelines given by him. The organization that uses this type of leadership or power
usually ends up with an unhealthy relationship with employees and thus that leads to demotion (De
Jong et al., 2016).
The other power is Reward power, in this type of leadership or power it is already expected that
employees will be getting something in return and for that, they work with more passion and
concentration. But this power fails sometimes when the employees expect more return and they do not
get according to their expectations (De Jong et al., 2016). The legitimate power is usually famous for
inducement of other persons, in this type of power, it has the capability to connect top the commitment
of the management’s responsibility. The expert power is related to providing the deep knowledge and in
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the expert power; the role of the manager is just like the role model for the organization (De Jong et al.,
2016).
FIGURE 2 FRENCH AND RAVEN’S POWER MODEL
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M1 Critically analyzing how power, culture and politics can have an impact on
the individual's and team behaviour and performance
The organization Tesco is paying attention to improving the performance of both the employees as well
as of the team or groups. For achieving the goals and objectives of the organization, the Company Tesco
lays emphasis on achieving the targets so that both individuals and employee pay attention to improving
their performance and this will also help in bringing efficiency to the workplace. The commitment of the
employees and individuals will be ensured by this method (Rego et al., 2019). The other method that is
used by the organization in improving their behaviour is Reward method. With the use of Reward
method motivation of employees is increased and that lead to the achievement of the corporate goals
and objectives (Rego et al., 2019). Thus with the use of above discussed models and strategies, the
organization Tesco is able to improve their performance and increase their efficiency for achieving the
objectives and targets of the organization in relation to the organization’s culture, politics and power
(Rego et al., 2019).
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TASK2
P2 EVALUATING HOW MOTIVATIONAL THEORIES AND TECHNIQUES HELP IN
EFFECTIVELY ACHIEVING THE GOALS AND OBJECTIVES OF THE
ORGANIZATION SUCH AS TESCO
Motivation can be defined as the driver which help the person to perform the task effectively, thus to
improve the performance of the employee's various motivational theories are explained in this section.
It is also found in many types of research that motivation and behaviour share a relationship with each
other and thus different theories are explained hereunder in context with Tesco.
CONTENT THEORY FOR MOTIVATION
In this theory the need and requirement of the motivation, to the employees is explained in detail, this
theory is also called as the theory for need (Ryan and Deci 2017). The different types of content theories
are as follows, achievement and power theory, need for affiliation theory, the theory of Two-Factor and
the hierarchy need theory. The function of these theories is to help the employees in recognition of the
needs and requirement of the motivation for achieving the desired goals. These theories also help the
individual and contribute to fulfilling the needs and motivating them to get the task done effectively
(Ryan and Deci 2017).
Types of content theories are:
Herzberg’s two-factor theory
In this theory, the level of motivation of employees is totally dependent on the two factors that are the
satisfaction and the dissatisfaction, in this theory both the factors are considered with the same levels
such as satisfaction and dissatisfaction is not on the opposite sides rather they are the evaluated on the
same plane. For example: when the employees are offered a higher salary, it is not necessary that they
will be satisfied with the factor (Alshmemri et al., 2017).
Maslow’s hierarchy of needs theory
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The most common theory that is used for motivation is Maslow's theory. In this model, there are five
stages, starting from the lower level to the higher level (Fallatah et al., 2018). The needs that are
explained in this model are divided into two groups growth needs and deficiency needs, the growth
needs include, self-actualization and self-esteem needs and the deficiency needs include social,
psychological and safety needs (Fallatah et al., 2018).
PROCESS THEORY FOR MOTIVATION
In the functioning of the process theories, different sets of behaviours are considered that help in the
fulfilment of the requirements and needs there are different types of the process theories that are
explained here as:
Equity, goal setting, expectancy and the reinforcement theory, (Mostafa et al., 2015).
Goal setting theory
In this theory the thing that is explained that behaviour of the employees is largely influenced by the
goals and thus according to the decided goals, the performance of the employees differs. The
motivational techniques that are being used usually consider the significant factor that is equity.
Reinforcement theory
In this theory, it is explained the employee's efforts results leave an impact on the future behaviour of
the employees. The expectancy model is being focused in this theory and the expectancy model is also
responsible for analyzing the probability that that result or outcome will occur (Corr, and Cooper, 2016).
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M2 critically analyzing how others behaviour will be influenced by the use of
effective applications of the motivational and behavioural theories
In increasing the productivity and efficiency of employees motivation plays a very significant role in the
functioning and for that many scholars have introduced many various theories and concepts to ensure
the level of satisfaction at the workplace the content theories can be applied and these are goal setting
and hierarchical theory. There are goals that are already set at Tesco, with the objective that employees
will start putting extra efforts for achieving the targets. The success of this theory at Tesco will lead to an
increase in productivity and also increase in the efficiency of the work and performance of employees at
the workplace (Northouse, 2018). For the increase in the employee's satisfaction and commitment of
the employees at Tesco, it is very important to identify the individual needs of the employees, because
with the achievement of the targets employees needs and requirements can also be achieved
(Northouse, 2018).
It is important to note that productivity and performance level of employees is highly affected by the
efforts they put in the fulfilment of their work. Taking feedback from employees will be helpful in
increasing the productivity and the rewards for employees at Tesco are set according to the needs of the
employees. Providing rewards according to employees needs will be much beneficial because they will
lead to encouraging and will help in performance improvement (Northouse, 2018). However, the
manager at Tesco must ensure that goals would be set according to the ability and skills of the
employees because the impractical goals may lead to frustration and will hamper the performance and
behaviour of the organization (Northouse, 2018).
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D1 critically evaluating the relationship between the culture, politics and
power and motivation that helps the team and the organization to succeed
with the justified recommendations
ORGANIZATIONAL CULTURE, POWER AND POLITICS SUPPORTING THE TEAM AND ORGANIZATION IN
GETTING SUCCESS
At Tesco role culture is responsible for providing the strategies and guidelines that help in managing the
employee's behaviour, there are negative as well as positive impacts of the role culture on the
employee's behaviour. The negative impact includes the lack of communication, reduction in the self-
confidence and motivation and it can also hamper the creativity and innovation at the organization.
Whereas the positive aspects may be increased in the employee's satisfaction, level of commitment and
it can also lead to an increase in productivity (Northouse, 2018).
The positive and the negative power practised at Tesco can influence the behaviour of the people in
both terms.
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TASK 3
P3 demonstrating an understanding that what factors make an effect as
opposed to an ineffective team
It is being analyzed at Tesco that there are groups of individuals who are responsible for achieving the
goals and objectives collectively with the help of each other. But for improvement, the employees at
Tesco needs to increase the efficiency of the organization (Wiegmann and Shappell, 2017).
Effective teams:
In order to increase organizational productivity and the motivation of employees, the team members at
Tesco work effectively with the help of creative ideas and solving the various problems. And for
achieving the new goals and objectives of the organization, employees at Tesco are planning to identify
the new methods and approaches (Wiegmann and Shappell, 2017).
Ineffective teams:
At Tesco, the ineffective team may include all the members those who are not responsible for achieving
the organizational goals and lack in many ways. The ineffectiveness of the team members at Tesco can
explain or recognized as boredom, conflicts, lack of focus etc.
There are some characteristics that help in differentiating the ineffective team from the effective team:
Development of individuals
In the effective team, when a member will do an error or mistake it can be taken as the driver which will
help in improvement of the skill and will also provide with an opportunity to learn and develop new
things. But this is not the case in an ineffective team; the members there will try to put that blame on to
others and will not learn anything from that mistake (Wiegmann and Shappell, 2017).
Balanced role
In the effective team at Tesco, the roles and responsibilities of the team members are clearly defined so
that they can put required efforts to achieve the targets. Whereas in an ineffective team, there may be a
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