Organizational Behaviour at Tesco: Culture, Motivation and Teamwork

This report provides a comprehensive analysis of organizational behaviour within Tesco, a well-known UK organization. It explores how factors such as culture, politics, and power influence individual and team behaviour and performance. The report examines Charles Handy's cultural theories and Hofstede's dimensions of culture theory in relation to Tesco's environment. Furthermore, it evaluates content and process theories of motivation, including Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, Alderfer's ERG theory, and Vroom's valence theory, to understand how motivational techniques enable goal achievement. The characteristics of effective and ineffective teams are discussed, along with an analysis of team development theories. Finally, the report applies organizational behaviour concepts to Tesco, analyzing their positive and negative influences on behaviour. This resource is helpful for students and can be found with other solved assignments and study tools on Desklib.

ORGANIZATION BEHAVIOUR - TESCO

Contents
INTRODUCTION...............................................................................................................................2
TASK 1..............................................................................................................................................3
P1 ANALYSE HOW AN ORGANISATION’S CULTURE, POLITICS AND POWER CAN INFLUENCE
INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE......................................................3
M1 CRITICALLY ANALYSING THE CULTURE, POLITICS AND POWER OF AN ORGANISATION
CAN INFLUENCE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE..........................5
TASK 2..............................................................................................................................................8
P2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF MOTIVATION AND
MOTIVATIONAL TECHNIQUES ENABLE EFFECTIVE ACHIEVEMENT OF GOALS IN AN
ORGANISATIONAL CONTEXT......................................................................................................8
M2 CRITICALLY EVALUATE HOW TO INFLUENCE THE BEHAVIOUR OF OTHERS THROUGH THE
EFFECTIVE APPLICATION OF BEHAVIOURAL MOTIVATIONAL THEORIES, CONCEPTS AND
MODELS.....................................................................................................................................15
TASK 3............................................................................................................................................17
P3 DEMONSTRATE AN UNDERSTANDING OF WHAT MAKES AN EFFECTIVE TEAM AS
OPPOSED TO AN INEFFECTIVE TEAM.......................................................................................17
M3 ANALYZE RELEVANT TEAM AND GROUP DEVELOPMENT THEORIES TO SUPPORT THE
DEVELOPMENT OF DYNAMIC CO-OPERATION........................................................................19
TASK 4............................................................................................................................................21
P4 APPLY CONCEPTS AND PHILOSOPHIES OF ORGANIZATIONAL BEHAVIOUR FOR TESCO...21
M4 ANALYSING CONCEPTS AND PHILOSOPHIES OF ORGANIZATION BEHAVIOUR AS TO
HOW THEY INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND NEGATIVE WAYS
...................................................................................................................................................23
CONCLUSION.................................................................................................................................24
REFERENCES...................................................................................................................................25
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INTRODUCTION
Every organization wants to maintain an effective brand image in the market and gain huge
profit by providing quality services and better products to their customers. This will be only
possible when the company will maintain a good organization behaviour in the workplace. The
effective working environment makes the employees encourage and motivated towards the
work. In this assignment, we will discuss the company Tesco which is a well-known organization
of UK. The organization behaviour is one of the most important parts of maintaining an
effective business functioning. There are different factors which impact the organization
behaviour such as politics, power, and culture (Wilson, 2017). Every person has the different
cultural view and thinking which affect the business decision making.
A strong communication and healthy environment are really important for the growth and
development of the company. The growth and improvement of the organization can be
measured with the help of structure, behaviour, practice, and values which are adopted by the
business organization for gaining profit and compete with the competitors.
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TASK 1
P1 ANALYSE HOW AN ORGANISATION’S CULTURE, POLITICS
AND POWER CAN INFLUENCE INDIVIDUAL AND TEAM
BEHAVIOUR AND PERFORMANCE
The organizational culture of an organization covered so many factors such as power, culture
and politics. To manage all these factors all the employees of the organization should work with
effectiveness and follow the rules and responsibility in order to improve the business
functioning and rapid growth of the organization (Gagné, and De Massis, 2014). As the
organization is made of all the employees and efforts of every individual working in the
company so that performance of every individual person affects the business environment and
growth of the business. the culture, power and politics are the main factors which affect the
organizational behaviour of the business.
The Charles Handy expanded the four cultural theories of organizational culture in which he
had majorly focused on the influencing elements which impact the Morden management. This
cultural model is really beneficial for maintaining the balance in all the actions taken by the
management of the organization and it also reduces the conflicts among the employees.
Figure - Handy’s organization cultural theories
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Source- (https://www.tutor2u.net/business/reference/models-of-organisational-culture-
handy)
ROLE CULTURE
The organization which follow the rules and regulations are comes under the role culture. In
this type of culture, the employees of the organization need to follow all the rules and
regulation which is made by the management of the organization (Wilson, 2017). In this type of
culture, the roles and responsibilities divided according to the ability and skills of the
employees. This is a time-consuming process which is done with all the rules and regulations.
POWER CULTURE
In the power culture, the authority has been provided to an authorised person who has the
ability to maintain and manage others. The power is a strong thing which can be used for the
improvement of working performance of the employees. In this type of culture, the rules and
regulations are made by the authorised which have the power in his hand for evaluating the
performance level of all the employees working in the organization.
TASK CULTURE
This is the type of culture which is which is followed by the organizations at the time of
formation of a group for any specific task (Wong, et al. 2015). The task will be very important
and related to the company's objectives. In the task culture, every person has the right to take
part in the decision-making process of completion of the task. In the task culture, the teams are
developed by the management of the organization to complete a particular task for the growth
of the company.
PERSON CULTURE
This culture respects the values of every individual working in the organization for achieving
organizational objectives. All the employees have the same values and rights in the decision-
making process of the organization. in the person culture, all the employees have their own
qualities and skills which will be beneficial for attaining the overall growth of the company.
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M1 CRITICALLY ANALYSING THE CULTURE, POLITICS AND
POWER OF AN ORGANISATION CAN INFLUENCE INDIVIDUAL
AND TEAM BEHAVIOUR AND PERFORMANCE
The Hofstede's dimension of cultural theory is really beneficial in understanding and analysing
the team behaviour and organizational structure of a company. As we know the power, politics
and power majorly affect the business functioning and management of the organization. The
Tesco have to maintain effective strategies and planning's for attaining the goals and objectives
by reducing the impacts of power, culture and politics (King and Lawley, 2016). The Hofstede's
dimensions of culture theory will be beneficial for the Tesco to maintain the healthy working
environment in the workplace.
HOFSTEDE’S DIMENSIONS OF CULTURE THEORY AND APPLICATION
The cross communication among the employees and the manager or a leader of the
organization is really important. Communication makes the business functioning more effective
e and valuable. A mutual understanding between the superiors and subordinates make the
business successful and developed. The cross-culture dimensions provided by the Hofstede's
theory will be helpful for maintaining good relations with the employees.
Figure- Hofstede’s Cultural Dimension
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Source- (http://www.business-to-you.com/hofstedes-cultural-dimensions/)
INDIVIDUALISM
The individualism concentrates on promoting the value of an individual person for the growth
of the company. There is a big contribution to an individual information and development of
the business organization. every person has their own quality and ability by which he can
maintain his own image which is completely different from others. The individualism
concentrates on the values and performance of an individual.
MASCULINITY
Masculinity includes independence, violence, power, rights, courage, boldness and confidence.
In the current situation of Morden business, there is no difference between the male and
female. The company should provide the same opportunities to the male and female
candidates which will be suitable and capable for the job (Ahmadi, et al. 2014). The law of
equity state that every person should gain opportunities which are good for their career. The
Tesco has assured that they will follow the law of equity for all the employees.
POWER DISTANCE
Power is only in the hands of an authorised and capable person who can handle the other
employees of the company and motivate them towards their goals. The power can be used in a
positive and negative manner. The capability or skill to change performance and behaviour of
an individual is called as power. The power can be helpful in improving the performance of
employees.
UNCERTAINTY AVOIDANCE
The unexpected situations which can not be evaluated and measured can be considered as the
uncertainty. It can appear in the business without any expectations. The Tesco should be ready
for the uncertain situation and already make the effective strategies to face them. The
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forecasting of future actions is undefined and uncertain but the company have to take the risk
of gaining profit. The uncertain situation impacts the organizational culture.
INFLUENCE OF POWER AND POLITICS
The politics include government policies, public relations, mediation and negotiations. All these
actions define the different positions and power which can be owned by a person within the
organization to control other employees (Đukić and Milivojević, 2017). The changing
government laws and political parties can influence the organizational suture of the business.
The main elements which describe the power are as under:
Power is an ability to guide and control others by affecting actions.
Social satisfaction can be seen in the power
Power can be used in a positive and negative manner
Power is always given to an authorised person
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TASK 2
P2 EVALUATE HOW CONTENT AND PROCESS THEORIES OF
MOTIVATION AND MOTIVATIONAL TECHNIQUES ENABLE
EFFECTIVE ACHIEVEMENT OF GOALS IN AN ORGANISATIONAL
CONTEXT
The theories of organization behaviour helpful in motivating and encouraging others. The
manager or a leader of the organization can adopt these theories to motivate the employees
towards their work (Woolsey, et al. 2015). The theories can be adapted to evaluate the
performance of an individual or a group in the organization. The process and content theories
can be really beneficial for maintaining the organizational structure and performance of
employees for attaining the organizational goals and objectives.
CONTENT THEORIES OF MOTIVATION
The content theories mainly concentrate on the motivation and improvement of the
employees. There are some content theories which will be helpful in attaining the goals and
objectives of the organization. there are different types of content theories which define
different type of behaviour of organizational culture and can be used in different situation
occurred in the organization.
Maslow’s hierarchy of needs theory
Herzberg’s motivation-hygiene theory
Alderfer’s ERG theory
MASLOW’S HIERARCHY OF NEEDS THEORY
Every employee who is working in the organization for attaining the overall business objective
wants a secure and safe job and the healthy working environment in the workplace (Nurmi, et
al. 2016). This theory follows a hierarchy of needs which can be described as physiological
needs, safety needs, love and belongings, security needs, self-esteem and self- actualization.
These are the basic needs which are very important for the self-satisfaction of a person.
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Figure- MASLOW'S MOTIVATION THEORY
Source- (https://www.simplypsychology.org/maslow.html)
HERZBERG’S MOTIVATION-HYGIENE THEORY
Herzberg's motivation-hygiene theory is also known as the two-factor theory of motivation. This
theory majorly concentrates on two elements such as hygiene factors and motivational factors
which is really needed in the organization (Robertson, 2016). Hygiene factors can be described
as physical working conditions of an organization and the mutual understanding and strong
relations between the employees and manager. This theory can be beneficial in evaluating the
satisfaction and dissatisfaction level of employees who are working in the organization.
Figure- HERZBERG’S MOTIVATION-HYGIENE THEORY
Source- (https://alisajjad3.wordpress.com/2015/05/28/leadership-styles-motivational-
theories/)
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ALDERFER’S ERG THEORY
This theory mainly based on two factors like self-esteem and self-actualization which is really
important factors for the improvement and growth of an individual. This theory is connected
with the Maslow's hierarchy of needs theory which focuses on the basic needs of a person. The
Alderfer's ERG theory mainly depends on these three factors such as growth needs, relatedness
needs, existence needs which plays an important role in the growth and development of an
individual in an organization (Kim, et al. 2014). This theory state that every individual should
have his own value in the company by using the skills and ability. Self-motivation is really
important for achieving different from others so that a person needs to concentrate on his
abilities for gaining the self-esteem and self-actualization.
Figure- ALDERFER’S ERG THEORY
Source- (http://www.swlearning.com/management/nelson-quick/uob1e/powerpoint/ch05/
sld010.htm)
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