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.

 Communication: The adaptive
strcuturation theory is one of the
most profound communication
theory which in field of information
theory, which studies mathematics
and studies calculative for company
to gain accurate functional
information.

 The study of interpersonal communication has been found to be highly
necessary for larger goals advancement and new functional procedures
advancement on higher efficacy standards.
CONT…

 Motivation: Motivation is understood to be highly important parameter for
developing innovation and functional larger goals efficacy on longer term which
enables generating higher turnover, retaining synergy aspects on wider domains.
 Hertzberg theory of motivation provides two factors that are highly essential for
gaining stronger goals efficacy, motivation at workplace which enables stronger
goals advancement.
CONT…

 When hygiene factors and motivating factors are progressively working towards
new keen scenarios, company is able to grow widely for promoting equality and
diversity of varied ideas.
 It can be also analysed that Herzberg two factor theory has been widely innovative
to segregate and functionally be active on larger scenarios for technical exploration,
higher percentage retaining synergy and diversity of ideas among departments.
CONT…

 Role of culture in overall organisational success: The role of culture in overall
organisation success can be understood to be widely essential for gaining stronger
working synergy at work within larger goals efficacy.
 Tesco has been operating high focus on overall organisation culture for gaining
larger quest horizons, motivation and retaining synergy among larger domains
governance.
CONT…

 The role of culture within Tesco has made it one of the most widely recognised
company at retail industry where it has been optimizing strength and diversity
goals which has developed stronger efficacy of ideas productively.

 The report has concluded business environment of Tesco working
scenarios where there are various paradigms impacting functional role diversity for
overall growth aspects and to evolve on larger goals productivity.
 Report has also concluded that company culture is highly productive among varied
domains, where employees are given varied domains of specialised functional
strength platforms to showcase their talent and varied ideas widely.
CONCLUSION

 Bromiley, P. and Rau, D., 2016. Operations management and the resource based
view: Another view. Journal of Operations Management. 41. pp.95-106.
 Chiu, C. Y. C., Balkundi, P. and Weinberg, F. J., 2017. When managers become
leaders: The role of manager network centralities, social power, and followers'
perception of leadership. The Leadership Quarterly. 28(2). pp.334-348.
 Ganda, F., 2019. The impact of innovation and technology investments on carbon
emissions in selected organisation for economic Co-operation and development
countries. Journal of cleaner production, 217, pp.469-483.
 Gibson, P. and Parkman, R., 2018. Cruise operations management: Hospitality
perspectives. Routledge.
REFERENCES
Books and journal

 Heiden, B. and Peters, R., 2020. Ip and Open Innovation—Managing Technology
Push and Pull. les Nouvelles-Journal of the Licensing Executives Society. 55(2).
 Ivanov, D., Tsipoulanidis, A. and Schönberger, J., 2017. Global supply chain and
operations management. A decision-oriented introduction to the creation of
value. 2.
 Koivula, M., Villi, M. and Sivunen, A., 2020. Creativity and Innovation in
Technology-Mediated Journalistic Work: Mapping out Enablers and
Constraints. Digital Journalism, pp.1-18.
 O’Leary, J., 2016. Do managers and leaders really do different things. HBR
Harvard Business Review


 1 Has Tesco been functionally operating structure with innovation and diversity at culture
 YES
 NO
 2 Has culture of Tesco is dynamic and innovatively progressing for employees ?
 Yes
 No
 3 Are motivation factors strong among employees within Tesco?
 YES
 NO
 4 What types of motivators do you feel are more preferred and effective among employees?
 Financial motivators
 Non monetary motivators
 5 Has role of culture been productive with diversity at Tesco?
 Yes
 No
 6 Does communication play an integral role for flow of working targets with efficiency?
 Yes
 No
APPENDIX