Organisational Behaviour Analysis at Tesco: Culture & Motivation

This report provides an analysis of organisational behaviour at Tesco, a British supermarket retail store headquartered in Welwyn Garden City, UK. The study is based on secondary research, exploring theories of organisational culture, including Handy's model (power, role, task, person cultures) and Hofstede's cultural dimensions theory (power distance, individualism vs. collectivism, uncertainty avoidance, masculinity vs. femininity, and long term vs. short term orientation). It also examines models of communication, such as linear and interactive models, alongside communication theories like authoritarian and two-step flow. Furthermore, the report discusses motivation theories, specifically Hertzberg's two-factor theory and McGregor's X and Y theories, emphasizing the importance of motivating employees through monetary benefits and effective management practices to achieve organisational goals.

Organisational
behaviour

Executive summary
Organisation behaviours is essential for company to increase performance and activities
present in the organisation. The report is based upon Tesco which is an British supermarket retail
store and its headquarters is in Welwyn Garden city UK. Further study is carried forward on
secondary research which include theories of organisational culture and models of motivation for
improving the organisation behaviour.

Table of Contents
INTRODUCTION...........................................................................................................................4
Main body........................................................................................................................................4
Theories of motivation:....................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviours is the academic study of the way in which people act within the
group. This is used primarily in attempts to make business operates more effectively. Further
more it is dedicated to improve the job performance, increasing job satisfaction and encouraging
leadership (Kim and et., al., 2019). The study is carried forward on Tesco which deals in
groceries and general merchandise. This was founded in 1919 in Hackney, London and there are
around 6800 shops across the nation. It is essential for company to apply theory in order to
improve organisational culture. Along with this, different theories of motivation which
encourage employees to achieve desire aims and objectives effectively.
Main body
Secondary research:
This is the method which involves using already existing data. This research include
material published in research reports and similar documents. Such kind of information are easily
accessible in public libraries, websites and the data which is obtained by the survey. Secondary
research are more cost effective than primary research and it make use existing data.
Organisation like Tesco make use of survey for improving the organisation behaviour as well as
performance of individual to gain profitability in a well define manner.
Theories of organisation culture:
Handy model of culture is been widely used to many organisation to understand the
organisation culture effectively. This model was given by Charles Handy which generally define
the four different kind of Power, role and person. For Tesco the management should use such
model to figure out the best possible outcomes for the company. Here is the detail explanation of
model which is explained briefly:
Power culture: In the organisation power are held by few individual who influence the
workers to accomplish desire aims and objectives. There are few rules as well as regulation in a
power culture. In Tesco power are limited to top level management and important decision are

made by management to improve the culture of organisation. Employees of the company are
usually examined on there performance. This is usually consider as the strong culture which can
turn toxic as they are rigid.
Role culture: Organisation with the role culture are based upon the rules. In this every
activities are highly controlled with every organisation knowing their roles and responsibility.
The power in the role culture is define with position of person in the organisation, hire the
authority have higher role in organisation. In Tesco, the top level management, CEO and
manager have higher responsibility where as subordinates and employees as have limited role
within the organisation. In company role culture are developed built on detail structure which is
flat with long chain of command.
Task culture: Task culture are form when the organisation is formed to a particular
problem or progress project. Task plays an vital role in fulfilling the needs an d wants of the
company. The management of Tesco should focus on getting things done and the culture seeks to
bring out together and make sure that appropriate resources are used to achieve desire aims and
objectives.
Person culture: Within the organisation the person culture, individual very much see
themselves as different and superior in company. For Tesco company usually thinks that people
are important assets of the firm. In the entity organisation in culture is mainly the collection of
individual who happen to be working in the similar organisation. Individual have authority to
take decision have limited authority.
Hofstede culture dimension theory:
This theory was developed by the Greet Hofstede which is the framework used to
understand the differences in culture across the organisation(Zhang, 2020). It is used in business
in order to distinguish the culture and there impact on the business. There are some steps which
are briefly explained down below:
Power distance Index: This indicate the extent to which inequality and power are
tolerated. In this index the power is defined from the lower level where high power indicates
that culture accepts inequity and power differences. And the low power show that culture
indicates the organisational hierarchy is flat decentralized in decision making and the power of
distribution. For Tesco power index is high as there top level management takes all the decision
and workers has to respect the decision as well as authority.

Individualism and collectivism: Individualism define that there is greater importance is
given to attain the personal goal. Whereas collectivism the organisation focus on the goal rather
than particular person. Tesco mainly use collectivism approach as aims and objectives are the
most essential aspect for the company as this help in achieving fulfilling the needs and demands
of the company.
Uncertainty avoidance index: This avoidance index consider as the extent where high
index shows low ambiguity and risk taking. Along with this, low index indicates a high tolerance
for uncertainty for ambiguity and risk taking. The company use high avoidance index as the
management of Tesco avoid less risk taking to increase the productivity.
Masculinity vs. Femininity: This indicates tough vs. tender as it consist of society for
achievement, attitudes towards equality in the organisation behaviour. For Tesco company work
should be done to achieve desire aims and objectives as they provide equal opportunity to
accomplish task in the given time frame.
Long term vs short term: The long term shows focus on the future and consist of
delaying term success or gratification in order to achieve long term profitability. These focus on
expanding growth for longer time duration. Whereas short term focus on near future which focus
on quick result. For Tesco company usually put emphasis on long term goals as they help in
increasing the profitability as well as create a sustainable business model for the organisation.
Model of communication:
Communication is the complex process, and it is difficult to determine where or with
whom a message should be delivered. It is essential for organisation to make proper use of
communication as this leads towards proper flow of massage and help in achieving desire aims
and objectives effectively. Here are some of model of communication which Tesco must use are
explained below:
Linear model of communication:
This model is described as the linear model which is one way process in which sender
intentionally transmit message to a receiver. It put emphasis on the sender and the message
within the communication encounter different aspect of communication flow. The management
of Tesco presume that the receive the message and understand or does not. This communication
model is used by manager when they are creating new policies which are essential to convey the
message by the proper use of communication channel effectively. Along with this company can

use different technologies to convey message such as emails and Skype. It allow company to
examine the communication process in the new way, which eventually led to more complex
models and theories of communication.
Interactive model of communication:
The interactive or interaction model of communication is the process in which the
participant alternate position as the sender or receiver and generate meaning by sending message
and receiving feedback with the physical as well as psychological context(Stewart and et., al.,
2019). In this scenario the company uses different sources of sending a message as to make sure
that communication is done properly. Each participant alternates the roles as the sender or the
receiver in order to keep proper flow of communication. This is seen perceptible and long
process so company figure out the different process to convey the message effectively. This has
mainly three parts which include sender, channel and receiver.
Theories of communication:
Communication is a process of conveying and interacting any message among two or more
humans with different medium i.e. mails, oral, written and social media. It is essential part of
human life to study theories of communication various ways includes such as sender, receiver
and message. In theories of communication, study field of psychology, sociology, cultural and
critical of human behaviour and also study intra-personal and interpersonal communication. It is
categorised in different parts which are: -
Authoritarian theory: -
It is the theory of communication which is classic and directly control by government
authorised authority. In this theory, communication is done with more reliability, sensible and
relevancy. Government holds power to control media not to spread wrong information through
newspaper and media which can create conflicts among two person or country. To restrict media
to spread wrong information government decides whether information is relevant or not. After
confirming the information, the news is further conveyed to public. Eg. TESCO company also
follow this communication theory as it attained huge customer base which requires inference by
government to communicate about right information of their products to them.
Two-step flow of communication: -
It is theory of communication divided into two parts which includes opinion leaders who
influence the people with their opinion through platform of media and another who follows

opinion leader message is known as follower. Opinion leader conveys information taken from
media content and follower follow that. It is shaping the opinion of leader using media which
passes to non-active member of public. This theory helps to know the power of media as
advertisement, interviews, public relation, social media. Eg. TESCO used this communication
theory for many purpose. Company advertise, promote, public relation through this
communication for building brand image and creating goodwill among public. By social media
website company can sell their products and target customer directly. It also helps to build no. of
followers in their website and knowing customer preferences.
Theories of motivation:
Motivation is the state of mind which is filled with energy and drives organisation to
achieve desire goals and objectives effectively. Motivation is the factor which pushes a person to
work hard as per the needs and requirement of the company. Further this also frame the certain
kind of behaviour in the organisation. For organisation like Tesco company has to focus to
motivate employees by providing monetary benefits which help to maintain the needs and
demands of the company effectively. There are some motivation theory which are describe
briefly down below:
Hertzberg two factor theory:
This is also known as the motivator Hygiene which describe that whether they feel bad
or good about there respective job. This is the responsibility of Tesco management to make sure
that each and every employees must by encouraged to achieve desire aims and objectives in a
well define manner. Along with this entity must focus on the management approach, supervision,
incentives and pay scale of employees as this is the essential for the company to motivate
employees to achieve desire aims and objectives. For example, the worker of Tesco must be
promoted after completion of certain stage of his career and managers should appreciate the
employees on the hard work as to motivate employees to achieve common goal effectively.
However this vital for the company to put emphasis on motivation factor which are related to
monetary benefits as they increase the motivation factor in employees to perform better as per
the need and requirement of the company.
McGregor X and Y theories:
This theory of motivation is derived between two groups based upon two set of
assumptions. In theory X people have negative perspective of people and management control,

direct and threatened with the punishment to make individual work on time. They usually tend to
avoid responsibility and have little ambition to towards the vision of the company. Tesco
management should take affirmative action to such employees and create strict policies to
improve there efficiency. In theory Y employees are positive and motivated towards to achieving
goal and responsibility of the company. These kind of employees must be hired and selected by
the Tesco HR as they improve the efficiency in productivity as well as quality. Organisation
must rewards and provide benefits to such employees to increase there efficiency and loyalty
towards organisation.
MecClelland Need achievement theory:
This theory postulates that some people are driven to success through seeking personal
achievement rather than focusing on rewards. These employees are highly focused towards there
goals and Tesco management should take initiative to and provide all types of resources in order
to increase the efficiency of the employees to achieve desire aims and objectives. Top level
management is responsible for fulfilling the needs and requirement of the employees such as
providing targets and goals will help in achieving desire outcomes and productivity of the
company.
Mashlow Hierarchy of needs:
It is the motivational theory which is given by Abraham Maslow's in 1943. This
theory tells about self-sanctification of human needs, wants and motivation. It studies the
desire, goal, aim, society, requirement for humans. It satisfies the need of human from
lower to higher level of their desired aims and goals. Theory is divided into five parts are: -
Physiological needs: - It is important and basic requirement for human life. Under this needs
elements are requiring for survival are air, water and shelter. Eg. TESCO facilitate their
employee by providing basic pay on time, bonus, extra allowance and others.
Safety needs: - It provides safety and security from injury, accident, fear. Eg. TESCO provides
their employee security of health and wellness at work place and formal contract of security for
their health.
Social needs: - It involve feeling, attachments, affections, caring with family, friends and
relatives. Eg. TESCO provide friendly working condition and combined in a group or team to
work efficiently.

Self-esteem needs: - It discuss about human needs that is self-respect, status, power,
achievements, freedom, confidence, prestige. Eg. TESCO company praises employee hard work
by giving them extra than salary or promotions. Company give feedback and performance
appraisal to employee to know their enhancement in work and celebrate their achievements.
Self- actualization needs: - It tells about human desire, dream, aims. To fulfil desire human
must have passionate for growth, full potential, achievements. Eg. TESCO offer their employee
personal development plan to enhance skills. This plan help employee opportunity for
promotions.
CONCLUSION
From the above conclusion this has been figure out that organisation behaviours plays an
vital role in expanding the business effectively as thus it improves the positing as well as
performance of the company. There are different kind of theories such as communication theory
which help in firm to provide better information to each department as effectively. At last the
motivation theory help in encouraging and motivating the employees to achieve desire aims and
objectives effectively.
REFERENCES
Books and Journals

Kim and et., al., 2019. The antecedents and consequences of positive organizational behavior:
The role of psychological capital for promoting employee well-being in sport
organizations. Sport Management Review, 22(1), pp.108-125.
Latham, G.P., 2019. Perspectives of a practitioner-scientist on organizational
psychology/organizational behavior. Annual Review of Organizational Psychology and
Organizational Behavior, 6, pp.1-16.
Oswald, F.L., Behrend, T.S., Putka, D.J. and Sinar, E., 2020. Annual Review of Organizational
Psychology and Organizational Behavior. Annu. Rev. Organ. Psychol. Organ. Behav, 7,
pp.505-33.Lee, A., Schwarz, G., Newman, A. and Legood, A., 2019. Investigating
when and why psychological entitlement predicts unethical pro-organizational
behavior. Journal of Business Ethics, 154(1), pp.109-126.
Stewart and et., al., 2019. Self-leadership: A paradoxical core of organizational behavior. Annual
Review of Organizational Psychology and Organizational Behavior, 6, pp.47-67.
Uhl-Bien, M., Piccolo, R.F. and Schermerhorn Jr, J.R., 2019. Organizational behavior. John
Wiley & Sons.
Wang, T., Long, L., Zhang, Y. and He, W., 2019. A social exchange perspective of employee–
organization relationships and employee unethical Pro-Organizational behavior: the
moderating role of individual moral identity. Journal of Business Ethics, 159(2),
pp.473-489.
Yang, J., Lu, L., Yao, N. and Liang, C., 2020. Self-sacrificial leadership and employees'
unethical pro-organizational behavior: Roles of identification with leaders and
collectivism. Social Behavior & Personality: an international journal, 48(2).
Zhang, S., 2020. Workplace spirituality and unethical pro-organizational behavior: the mediating
effect of job satisfaction. Journal of Business Ethics, 161(3), pp.687-705.