Tesco Organizational Behaviour: Culture, Politics, Power Dynamics

This report provides an in-depth analysis of organizational behaviour within Tesco, a retail company operating in London, United Kingdom. It explores the interplay between organizational culture, politics, and power, and their influence on team behaviours and overall performance. The report delves into motivational theories, examining how Tesco motivates individuals and teams to achieve organizational goals. It discusses various cultural dimensions and motivational frameworks, such as Hofstede's cultural dimensions and Maslow's hierarchy of needs, and their application within Tesco. The impact of team dynamics and the importance of effective teamwork in enhancing productivity and innovation are also highlighted. Ultimately, the report aims to provide a comprehensive understanding of the factors that shape organizational behaviour at Tesco and how these factors contribute to the company's success.

Organizational Behaviour

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1.................................................................................................................................................3
M1................................................................................................................................................5
P2.................................................................................................................................................5
M2................................................................................................................................................7
P3.................................................................................................................................................7
M3................................................................................................................................................9
P4...............................................................................................................................................10
M4..............................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behaviours is the study of human behaviour within the organization. It
also refers as the interface between the organization and human behaviours. It is directly
obsessed with the prediction, understanding and control of the people behaviours in the business.
The chosen organization is Tesco company operate in retail industry at London, United
Kingdom. This report will discuss the analysis of cultural, politics and power influence of
organization as well as team behaviours and it performance (Utami, 2018). This report will also
elaborate to motivate individuals and team to achieve goals and objectives with theories of
motivation. This report will also discuss the philosophies and concepts of the organizational
behaviours and understand that how to cooperate effectively with others as well as determine the
team developments theories as well as analysis the concepts and models of organizational
behaviours which helps in influence the behaviours of individual within the organization an also
helps in improve productivities and performance of business.
MAIN BODY
P1
In the organizational behaviour's context, it has seen that there are the conflicts between
the power, culture and politics. This combination can spill over the workplace a well as it
influence the every operation in the workplace. The business culture having the set of
understanding and assumption the employees and members of company share together within the
organization (Naevestad, 2019). It is dominated by the political interaction between the
employees of organization. The power within the organization is the capability and ability to
influence the other members of organization. The manager of organization can be take power
from the various resources such as legitimate, rewards, coercive, expert power and referent.
Influence of culture:
In the organizational culture, it is the attitudes, values and beliefs that influence that how
individual in the organization are behaves and how to do behaves. The Tesco organizational
cultures are belonged with the different rule and regulation from other organizations. In other
words, every organization follow the different culture.
Greet Hofstede cultural dimension
Tesco company follows the team orientated organizational culture within the organization
because the employees are comes with the various culture in business. Tesco company also

follow the different cultural theory to motivate and inspire employees within the organization.
Tesco company follow the Hofstede dimension for the cultural theory and there are various
categories of this theory.
Power distance:
It is the first theory of cultural theory. It is applied on the employees of business those
who are not able to express their thought and ideas (Pirlog, 2020). The company used this theory
to get together employees because they maintain distance with employees because of the
differences and qualifications. This theory helps in provide opportunities to employees that they
can share their thoughts and ideas in the workplace.
Indulgence Vs Restraint:
It is the second theory of Greet Hofstede's. Tesco company follow this dimension within
the organization on their employees to fulfil employees needs. If some employees are not
satisfied working in organization that result in high turnover business. This theory helps in
satisfied employees with their jobs and also increase the flexibilities towards the working time to
reduce the turnover.
Long term Vs short term:
It is the third theory of Greet dimensions. It helps in define the cultures time prospects. In
Tesco company, they apply cultural method on employees to achieve the goals of business.
Masculinity VS femininity:
It helps in measure spirit, confidence, control and greediness of the human relations
within the organization. The Tesco company not have the gender discriminations within the
organization. Company always do priority to works of employees (Checa and Abundis-
Gutierrez, 2018). All employees are treated equally and also not create the discriminate issues. It
is low in Tesco company.
Tolerance of uncertainty:
This theory helps in identify and measure the policy with unidentified conditions with the
pressure of alteration. It helps in avoid the uncertainty within organization.
Individualism Vs collectivism:
This theory helps in develop the teammates in business because teamwork leads in result
comes as effective an efficient. The collectivism is very high workforce of Tesco, and they
perform together as group.

Influence of politics:
In the context of organizational politics. Its is informal and unofficial that helps in
improve the power of business and let business to achieve goals and objectives of organization. It
influences he decisions making process of business. The influence of politics has negative and
positive towards the productivity of Tesco company (Fukuda‐Parr and McNeill, 2019). This take
whole control access to materials in business. It also helps in try to influence the operational in
the organizational materials. The presence of politics in Tesco allow to worker to divert the
decision-making of the management in beneficial ways.
Influence of power:
Tesco company use power in organization in the aspects of both positivity and negativity.
The negativity influence frequently take place due to forcing power against another in getting
advantages. The positivity influences the productivity and communication among the employees
and manager use this power to motivate employees within the organization. It helps management
to take proper decision for Tesco and it strongly helps management (Donohoo, Hattie and Eells,
2018). Manager of company can also apply power to develop the flexible working hours and
plan so employees can work according to their ease and also get motivated. It helps in lead
business to achieve the goals and objectives of business and also enhance the productivity of
business. If power use positively than it impacts on the motivation of employees and when it
used negatively than it directly impacts on the workplace atmosphere and brand image.
M1
The influence of culture, politics and power of organization an influence the team work
and performance of employees that helps in improve the capacity of business to communicate
with the various people in competitive marketplace. The cultural diversity can also increase the
problems for business so, the Tesco company use theory to allow unique culture within
organization as well as that helps in build coordination between employees (Petracca, 2018). The
power also affects the performance of employees within the organization.
P2
Motivational refer as guide and support to employee for achieve the business goals and
objectives. There are two types of motivation such as extrinsic and intrinsic motivation. The
intrinsic motivation is referring as to motivate the internal desire of individual to performs a
specific job. The extrinsic motivation is referring as external desire of employees to perform job

and it's unrelated to the task. Tesco achieve the specific target by the proper motivation in
organization, in business organization, there are types of motivation with the theory and process.
The content theory consists Herzberg, Alderfer ad Maslow theory (Ford, 2020). In the context of
process theory, it includes the Locke, Latham and vroom theory. The motivation theory helps in
define the positive issues and motivates the individual within the organization. Motivators n
organization helps in motivate each employee and also enables employees to do their work
correctly and easily.
Content theory of motivation:
Maslow hierarchy theory
It consists the five hierarchy of needs in business which are essential to accomplish and
satisfied person to accomplish the goals and objectives. Each employee of Tesco requires the
hierarchy. This theory helps in identify with the pyramid with consisting each level. All
hierarchy needs are basic needs, security needs, love, esteem and self-actualization. The basic
needs are describing as the human needs and physiological needs and it is needed for the human
survival such as water, food, clothes and safety. The safety needs need consist the financial
security, well-being and personal security within the organization. Tesco company basic and
safety requirements of theory employees and also provide the social need to employees like
friendship, family and intimacy environments within the organization (O’Brien and Cooper,
2022). The esteem needs are also known as the physiological needs of individuals. The esteem
needs are high status, responsibilities ad recognition which are provided by Tesco for their
employees within the organization. The self actualization needs is the self fulfilments needs of
individuals so, Tesco company provide training, growth and advancement creativity to
employees Within the organization.
McClellands theory
This theory states the three motivating factors such as achievements, affiliation and
power. These factors are based on the permanent and culture. The first motivators refer as the
achievements. Tesco pertain the individual skills, success and values to motivate them as well as
provide them efforts to achieve the goals and objectives of organization the affiliation refer as
the love. Relatedness and belongingness. (Salas, Reyes and McDaniel, 2018) Tesco focus on
develop the affiliation with other employees to ensure better communication. The power is

referred as the need to control the work of employees within the organization for individual
achievements.
Process theory of motivation:
Vroom's theory
It is the expectancy theory of motivation because it mainly focuses on the content and
process of motivation and it integrates the equity and requirements. In the aspects of this theory,
motivation is involves the belief that helps in make decisions will make the desired results for
business (Alexandru, 2019). This theory helps in determine the three factors of individual such as
expectancy, instrumentality and valence. It helps in improve the self efficiency and self rated
capabilities. The other factors are related with the individual beliefs that there are existing
relation with the specified goals and actions.
M2
Motivation is a guide which helps employer to increase productivity and performance of
employees. The effective human resource management of Tesco uses various motivational
theories to motivate their employees which results into growth and productivity of company.
Motivational theories helps in understanding behaviour and needs of individual and provides
means in accordance to their needs. According to Maslow hierarchy theory an individual has five
stages of needs, and they work hard to fulfil all the stages of their needs. As soon as completion
of one stage motivates them to achieve second need and this will may them to put their all efforts
and capabilities to achieve their needs. Ultimately, this motivation gives benefit to company and
increases company's performance and profit margin. Motivational theories provide guidance to
management to deal with different employees with different needs.
P3
A team is group of individuals who work together to achieve a common goal or objective.
Team is essential in an organization as it improves productivity and potential for innovation. It
also enhances personal growth and gives more opportunities to employees to develop their
knowledge and creative skills which will result into overall development and increase potential.
Team work denotes willingness of individuals to work together with coordination and
cooperation (Otte, Konradt and Oldeweme, 2018). Tesco aims at improving employee
performance by making them work together in a team by dividing work in accordance to
individual capabilities and expertise. For an effective team building it is important for company

to understand behaviour of each individual. Understanding of team and individual behaviour
enables HR management to track conflicts and resolving them to ensure smooth flow of work.
An effective team contributes towards success of organization and has a clear understanding of
goals. Effective team and management are foundation of successful business operation and
represents improved quality of products and increase in efficiency and productivity of Tesco.
Whereas, on the other hand ineffective team lacks purpose, efficiency and ethics which adversely
impact productivity and performance of company. There are different types of team in Tesco
which are divided on the basis of organizational functions:
 Human resource management- Human resource management are responsible for
recruitment and selection of skilled and talented employees in Tesco and provide
effective training for personal and organizational development. Employees are essential
pillar of organization and it is very important to keep employees satisfied and motivated
for enhancing individual as well as organizational productivity and performance.
 Production team- Production team in Tesco are responsible for procurement of
materials which are used in production of goods. They ensure quality of products and
produce goods in accordance to demand (Colbert, 2021). Effective management of
production team ensures production of high standard goods and services which are
offered in market to customers.
 Sales and marketing team- Sales and marketing team provides produced goods into
market through different distribution channels. They are also responsible for making
customers aware of different products company is dealing in and use different
promotional activities to attract customers to purchase company's products. Marketing
and sales team is also required to analyse demand in market and communicate the same
with production team. Effective marketing team enables company to increase volume of
sales and to enhance customer satisfaction and profit margin.
 Finance team- Every business requires funds to start a business and to run it effectively
and efficiently. Finance team in Tesco ensures this and are responsible for raising funds
for various projects and effective management of funds in business. They are responsible
for preparation of budget and sanctioning of funds to other teams.
 Research & development team- Research & development team in Tesco develop
unique and new product development or business expansion plans by conducting proper

market research. They are responsible for analysis and evaluation of market and
customers and develop new plan to achieve competitive advantages and to increase
market shares.
All these functional teams of Tesco are created for the purpose of achieving
organizational goals and to ensure business success. Each and every team in company are
dependent on each other for fulfilment of their roles and responsibilities. Effective functioning of
each team has resulted into success of Tesco in global market. Effective team helps in building
strong relationship among employees and employer and helps in solving various problems as
different people with different ways of thinking provides various solutions to problems. Team
building enables to increase employees morale and enhances sense of belonging to team and
organization. The management of company ensures effective and efficient functioning of team.
Human resource management ensures proper management of employees by understanding
behaviour of each individual and enabling them to coordinate in a team. The training and
development sections in company helps in development of new skills and sharing ideas and
views with others will enable them to be more innovative (Driskell, Salas and Driskell, 2018).
This innovation and motivation boost morale of employees and leads to improvement in
performance and productivity of employees. Every team in company has specific goals and
objectives which are linked to overall goals and objectives of organization. Effective and
efficient leadership style and team building encourages employees to work in a team to achieve
individual, team and organizational tasks and objectives. Ineffective team leads to improper
functioning of operations which may lead to decrease in productivity and performance of
company (Lacerenza and et.al., 2018). It is responsibility of management, leaders and employees
to create a friendly work culture and build effective team through coordination and cooperation.
The management of Tesco focus on building of effective team by managing and motivating
diverse employees for the success of business and employees.
M3
The development of team is a continuous and ongoing procedure as the composition of
team keep changing. A team is formed by interaction and cooperation of members who strive to
achieve common business goals. An effective team is formed development of coordination and
cooperative behaviour (Salas, Reyes and McDaniel, 2018). There are different theories of group
development that can be implemented in company. Tesco has developed team depending on

Tuckman's team development model where teams are made depending on skills and capabilities
of employees.
Tuckman's team development model
There are five stages of team development which are necessary for team to grow, face
challenges, tackle problems and to deliver results. The five stages are forming, storming,
norming, performing and adjourning (Shuffler and Carter, 2018). These are formed in a manner
to describe the path of high performance of team.
 Forming: The first stage of team development where members in team try to explore and
understand behaviour of every team member. They try to understand the expectations of
team members and try to fit themselves into the team.
 Storming: The second stage is where members start to compete with each other for status,
leadership and control over team. Individuals assert their role in the group by
understanding others behaviour (Donald and Carter, 2020). This result into conflicts in
group and members try to resolve issues and working relations.
 Norming: In this stage members establish balance among various conflicts and move in
cohesive manner. Group norms are established for minimizing conflicts and to achieve
group goals. At this stage individuals start developing cooperative feeling.
 Performing: Teams start making efforts for effective performance and accomplishment of
tasks and objectives (Greene and Kaklauskas, 2019). This pattern improves coordination
among members and reduces conflicts.
 Adjourning: The team is formed for accomplishment of any task or objective as soon as
these tasks are achieved team breaks and different team is formed with different tasks and
objectives.
P4
The organizational behaviour is basically is considered to be the human study on the
different types of organization. This is considered to be the effective utilization of the key factors
the factors that interference between the organization and the different human behaviour. It has
been found that the better functioning of the organization the organizational behaviour is needed
to be considered to be able to understand the concepts and philosophies and also the
organization. Following are the concepts that are going to be considered to be able to show the
concepts that are going to be undertaken,

Individual differences
Due to the individual differences that are present in the behaviours of the individuals
there are high chances of that influencing the organizational behaviour. There are other factors
which are said to be able to develop a new level of knowledge and experiences which are
considered to be the contribution towards the way they perform.
Perception:
The difference in the perception of the leaders and the employees are considered to be the
reason which are said to be the able to impact the organizational growth. The focus of this
organization needs to be on the ways in which it is able to develop strategies that can help
generate organizational culture and performance.
A Whole Person:
An organization is considered as a person in whole that also shapes its behaviour. This is
also another factor that influences their performances.
Human dignity:
The recognition which the organization gets is said to be the reason that impacts the value
and the humanity of the worthy for respecting simple needs (Zeyada, 2018).
Mutuality of interests:
The difference in the interests of the individuals of the organization can also be the
reason for the organizational changes. There are areas which are considered to be the key factor
that is essential for influencing the needs of the business.
Holistic concept:
There is certain characterization of the belief that the parts of the something are said to
perform intimately through a level of interconnection and explicable only through references of
the whole organization.
The following are the different philosophies that are considered to be the,
Autocratic model:
There are different philosophies that are considered to influence the root level of this
model with a different level of managerial orientation of authority (Arzamasova and Esaulova,
2022). This is also considered to be the reason that influences the organization behaviour.
Custodial:

This takes into consideration the security needs of the employees that are considered to
be very important for the organization. Certain custodial environment provides the business with
reassurance of the economic rewards and benefits for the being able to develop the economic
resources that are essential for the managerial orientation towards the pay of wages and also
being able to benefit from its operations.
Collegial:
This model for the organizational behaviour is said to help the business determine the
organizations policies and help them influence the decision that are effective for the process and
discussion.
M4
Organizational behaviour is systematic study and understanding of behaviour of
individual towards the organization. The concept of OB basic philosophical foundations that
helps organization to shape and direct individuals in organization. Philosophies of OB are mainly
of four types: autocratic, custodial, supportive and collegial. All these concepts are used to
motivate and guide individuals in organization to accomplish organizational goals and
objectives. Effective leader plays a vital role in influencing behaviour of employees and concepts
and philosophies of OB helps leaders in influencing behaviour of others and increasing their
performance and productivity.
CONCLUSION
The project was related to organization behaviour which means study of people
interaction in group which is implemented in organization to make operations of business more
effective. The study of organization behaviour was conducted in Tesco which is a British
multinational company that has employed individuals of diverse culture and background. Project
had discussed influence of various cultural, political and power on team behaviour and its
performance. The behaviour of employees has major impact on productivity and performance of
organization. The project had also highlighted various motivational theories and concepts which
are used by Tesco to motivate its employees and enhance their productivity. It had also included
difference between effective and ineffective team along with the benefits of having effective
team in company. Group development theories were discussed which are used to support
development of cooperation within employees in a team. The application of organizational
behaviour concepts and philosophies within organization were highlighted in this project.

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