Tesco Organisational Behaviour: Culture, Motivation, and Communication

This report examines the organizational behavior within Tesco, a major UK retail company. It investigates employee behavior and performance through primary research, including surveys on innovation, diversity, motivation, and communication. The report also incorporates secondary research, exploring Tesco's culture, communication strategies, and motivational factors based on Handy's cultural model, adaptive structuration theory, and Herzberg's two-factor theory. The findings highlight the significance of culture, motivation, and effective communication for Tesco's organizational success, emphasizing how these elements contribute to employee engagement and overall performance within the retail environment. The report concludes by summarizing the impact of these factors on Tesco's growth and efficiency.

Organisational Behaviour

 INTRODUCTION 3
 MAIN BODY 3
 Primary research 3
 Secondary research 9
 CONCLUSION 12
 REFERENCES 13
 APPENDIX 14


TABLE OF CONTENT

 Organisational behaviour can be understood as one of the most important
parameter where it enables to give insight on employees working behaviours
and performance analytics at workplace, where it enables to develop deeper
understanding of aspects that motivate employees and increase performance
enhancement.
 Tesco is one of the biggest retail companies within UK industry where there
are large products and services, also varied scope growing for innovative
diversity to be worked on and to be actively growing on large domains of
specialised growth avenues
INTRODUCTION

 The primary research holds accuracy and results are analysed directly
from resources where there are varied goals and leveraged scenarios analysed
which enables vast productive resource analysed on wide paradigms to keep up
efficacy governance. The primary research enables research to be widely
productive, keenly active on various functional segments and also to grow on
quick aspects. Primary research will enable to get varied direct data
information from employees, and also for larger communication scenarios
where technical innovative strategies to focus on keen growth arenas (Bromiley
and Rau, 2016).
MAIN BODY
Primary research

 1 Has Tesco been functionally operating structure with innovation and diversity at
culture ?

 Responses
 Yes
 25
 No
 5
Analysis of 1st question
83%
17%
Yes
No

 2 Has culture of Tesco is dynamic and innovatively progressing for
employees ?
 Responses
 YES
 20
 No
 10

Analysis of question 2
v
YES No
0
2
4
6
8
10
12
14
16
18
20
20
10

 3 Are motivation factors strong among employees within Tesco?

 Responses
 Yes
 25
 No
 5


Analysis of question 3
83%
17%
Yes
No

 4 What types of motivators do you feel are more preferred and effective
among employees?

 Responses
 Monetory
 20
 Non monetary

 10

Analysis of question 4
67%
33%
Monetory
Non monetary

 5 Has role of culture been productive with diversity
at Tesco?
 Responses
 Yes

 20
 No

 10

Analysis of question 5
67%
33%
· Yes
· No

 6 Does communication play an integral role for flow of working targets
with efficiency?

 Responses
 Yes

 25
 No

 5

Analysis of question 6
1 2
0
5
10
15
20
25
Series1
Series2

 Secondary research
 There are various factors of secondary research where there are larger
factors analysed and widely focused on growth operational innovations which will
develop determinants to keep up larger goals, to keep up the evocative synergy
where various new quest horizons are analysed.
 Secondary research enables to keenly bring on analysis and varied goals of efficacy
taking larger paradigms, where stronger functional innovation is wide for analysis.

 Culture: The culture aspects are widely essential for gaining scope on new
paradigms to be keenly progressing within larger elements of culture which are
symbols, language, norms, values and artifacts where language makes effective
social interaction possible widely.
 The major values that companies focus on are individualism, competition and
commitment where various employees within companies are definitely given
varied platforms to bring on their ideologies.
 Handy cultural model is highly advanced cultural model where there are four
major types which are divided into role culture, task culture, person and support
culture which enables to keep evocative new paradigms change widely factored on.