ORGANISATIONAL BEHAVIOUR

1
Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................4
ANALYSIS OF ORGANIZATION’S CULTURE, POLITICS AND POWER INFLUENCE INDIVIDUAL AND TEAM
BEHAVIOR AND PERFORMANCE..................................................................................................................4
LO2..............................................................................................................................................................6
EVALUATE HOW TO MOTIVATE INDIVIDUALS AND TEAMS TO ACHIEVE A GOAL........................................6
LO3............................................................................................................................................................10
EFFECTIVE TEAM AND INEFFECTIVE TEAM................................................................................................10
DEVELOPMENT THEORIES.....................................................................................................................12
LO4............................................................................................................................................................15
APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN ORGANISATIONAL CONTEXT AND A GIVEN
BUSINESS SITUATION.................................................................................................................................15
JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES IN HOW THEY
INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE AND NEGATIVE WAYS.......17
CONCLUSION.............................................................................................................................................18
REFERENCES..............................................................................................................................................19

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INTRODUCTION
This project concerns the research of Tescos to learn the effect of corporate environments as well as
inspiration on the attitudes, acts and success of employees in the workplace. It also discusses how to
empower people in a manner that encourages them to accomplish the mission or goal of the
organization. This task will further highlight the significance of working together and coordinating
efficiently with those within the organization. Finally, principles, as well as theories, are presented in the
sense of Tesco to describe its effect on actions in both positively and negatively (Pasic, 2020).

The study will examine the effects of an organization's culture, politics, and power on performance and
behaviors. It will assess the substance and theories of motivation, as well as the approaches that allow
successful attainment of an organization's goals, as well as its critical examination. Furthermore, the
study explains the characteristics of a successful team and how to avoid the establishment about an
ineffective teamwork The paper will examine teamwork and group dynamics principles that aid in the
growth of collaboration. In addition to this it can be stated that this report will explaining the internal
organizational culture effectively and efficiently that being said this report will be explaining the theories
pf motivation and certain philosophies with the its relevant effectiveness and ineffectiveness also it will
be suggesting certain motivation framework that will assist in encouraging and motivating the
employees to function effectively and efficiently.

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LO1

ANALYSIS OF ORGANIZATION’S CULTURE, POLITICS AND POWER

INFLUENCE INDIVIDUAL AND TEAM BEHAVIOR AND PERFORMANCE.

Since it is a multinational brand in food shopping, it has a range of clients of diverse faiths and
communities. It sculptural trend influences actions, wants, and requirement. The administration must
also concentrate on the desire of its consumers and analyze their society. Research may be coordinated
and administered by the organization to consider the cultural effects on the purchasing behaviour of
consumers within a similar group or subculture. Overall organizational principles should integrate with
the founding values of stakeholders and draw them together under a series of realistic priorities.
Workers often concentrate their efforts on corporate goals, which then direct their actions and decision-
making. Choosing new workers based on cultural compatibility is one way to improve culture. Freshly
recruited workers will then be socialized with society by teaching their beliefs and their desired habits
(Pasic, 2020).

POWERS AT TESCO AND ITS IMPACTS ON TEAM

The leadership at Tesco followed by the relevant authorities and powers highly directs and encourages
the workforce to ensure that the company continuously offers reliable services to customers. It is
recognized that perhaps the administration of the organization stresses the importance of assigning
positions of leadership to internal stakeholders in such a manner that they are informed of potential
responsibility for executing business decisions with clear contact in the context of consultations to staff
to ensure that they do not walk away from offering help and support (Rosnizam et al., 2020).

ORGANIZATION AND ITS IMPACTS

ON THE ENTIRE TEAM- The corporate culture is being applied and emulated by the management team
across the departments. Nevertheless, the head of the organization is named by the administration and
the administrative structure of the company has changed.

ON INDIVIDUAL- For illustration, duty managers throughout every supermarket lead workers within the
decision-making process continuously that helps business operation. They are experts in the
administration of their tasks, thus recognizing the group members are educated, qualified and
participatory (Rosnizam et al., 2020).

POLITICS AT TESCO AND ITS IMPACT

ON THE ENTIRE TEAM - In Tesco the disputes or the disagreements are seen at various stages between
the participants of the classes, and come from them, they fight. In this form of confrontation, the
organizational members follow their concerns away from the opposition of other workers. It may entail
workers promoting their perspectives only at the detriment of others while retaining corporate
opposition to the behaviour and actions of several other participants inside the organization.

ON INDIVIDUAL- It is recognized that if one worker believes that his or her viewpoint and thoughts on
certain topics have not been heard by several other representatives and the managers of the

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organization. They might still accept taking a stand for their concerned interests and with this
justification, they might escape the strain and protest of their workmates. Leadership within the
company treats those scenarios with ease and encourages each representative of the teams to express
their views by suggestions as well as during debates or official gatherings (Pasic, 2020).

HOFSTEDE THEORY

Power distance- TESCO believes in building the company culture cooperatively. As a result, the
corporation hires a team leader to supervise the team's operations and function together.

Individualism- As group members seem to be responsible with directing their staff members, TESCO
emphasizes in cooperation and collaborative business operations. The members of the team
demonstrate commitment in accordance with the guidelines issued by the supervisors.

Masculinity vs. Feminity- TESCO has an egalitarian corporate environment in which both females and
males staff are paid equally. Whereas male staff outnumber female staff in top positions, the
corporation employs 70% women (Tesco plc, 2018).

Long-term orientation- TESCO wants to build successful relationships with its workers by fulfilling their
expectations and appreciating them when they do well.

Uncertainty Avoidance Index- Following enduring loss for several seasons, TESCO has reverted to the
successful expansion of its business by enlisting the cooperation of its incresd number of  employees.

However, Hofstede's hypothesis is based on research from a specific organisation which does not
include practises from several other organisations. It's indeed reasonable to examine the actions
undertaken in other businesses in order to assess the significance of corporate structure.

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LO2

EVALUATE HOW TO MOTIVATE INDIVIDUALS AND TEAMS TO ACHIEVE A

GOAL
The organization culture of Tesco business has been registered as the most successful retail
organization, as well as the company claims it is easy to join the organization with the assistance of the
staff's encouragement, that allowed everyone to do well and enabled them to achieve the organization's
objectives. The company motivates its workers by motivating them to work even harder by providing
them with a range of choices, including the prize if they give up smoking, so this helps the staff members
to do even better and to take advantage of it (Awadari and Kanwal, 2019).

THEORIES OF MOTIVATION

In process theories, distinct attitudes and behaviours are illustrated to meet the requirements and
expectations of the employee. Setting goals, fairness, hope and encouragement are indeed the chief
mechanism concepts that inspire workers at the workplace. It discusses the realistic and psychological
mechanism of motivating and is associated mostly with how motivational influences trigger, maintain
and avoid behaviour (Kovach, 2018).

Goal-setting theory- The goal-setting theory claims that the priorities that drive executive success are
unique. Conduct is motivated by expectations and motivating programmes are to be described by
understanding the essential aspect of equity. By initiating the values of this theory Tesco can ensure the
highest level of motivation and determination in its employees.

 The advantages associated to this theory is that it has clear path to achieve the goals ,
 And the disadvantage is that it is not it all flexible in case of uncertainties.

Reinforcement theory – This theory suggests that potential action is primarily affected by the
contributions of workers. The likelihood of the event of the result is dependent on the expectation
model. This assists Tesco in enhancing its overall performance (Koster, 2017).

 Advantages associated to this that it deliver effective results in the organization

 And the disadvantage associated to this is that resistance of the workers adopting the change,

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CONTENT THEORIES OF MOTIVATION

Tesco can utilize these theories also concerning the overall development of its employees and attain a
determined workforce in the organization. The content theory is often applied to as the requirement
theory, which describes rational considerations such as the requirement and desires to inspire people.
Theories like Need for affiliation, Power and achievement, Needs hierarchy and two factors are the part
of content theories. These frameworks are useful in defining the needs and expectations of people over
a given period, which can be used as a sense of encouragement to fulfil and inspire them to make a
significant contribution. There can be adverse psychological activity can result from the lack of main
motivations (Ritchie, 2018).

Maslow’s hierarchy theory of needs - It is the most frequently utilized motivation theory developed by
Abraham Maslow, which consists of 5 hierarchical levels of needs ranging from lower order to higher
order requirements. These five conditions are sub-points of two deficit requirements classes, comprising
physiological, protection and social needs, areas for development, especially self-esteem and self-
actualization requirements. Tesco can be achieve enhanced workplace peace with its implementation
(Hopper, 2019).

ADVANTAGE AND DISADVANTAGE-

The benefit of this philosophy is that it motivates people to transition from basic needs to higher needs,
offering a straightforward path for personal development. It, on the other hand, struggles to understand
that certain people choose to disregard lower-level desires in order to meet higher-level ones, such as
when people chose to forego paying bills in order to take a holiday.

Figure- Maslow’s Theory

Source- Hopper, 2019

Two-factor theories – According to Herzberg hygiene considerations is the major factor that triggers
discontent amongst workers at the workplace. Such wellness considerations should be addressed to
minimize disappointment in the workplace. There are many methods in which this could be achieved,

7
some of the most effective measures to limit discontent will be to pay fair salaries, provide job stability
for workers and build a healthy atmosphere in the organization. He found the following hygiene
considerations to be of the lowest to the highest significance, business policies, management, and
employee interaction with their supervisor, working hours, and wage - peer interactions (Alshmemri et
al., 2017).

Advantages – Assists in removing frustration is just half the job of this theory. Tesco can lay this theory
as the base for all the organizational activities

Disadvantages - The downside of this principle is that motivators will vary over the course of a person's
life.

Figure- Two-factor theory

Source- Alshmemri, 2017

Various explanations and systems have been proposed by numerous investigators and thinkers to define
and control their behaviour. Motivating factors play a critical role in improving workforce morale. A
mixture of material that requires hierarchy and goal-setting theory may be applied not only to promote
but also to ensure a degree of fulfilment within the organization. Standards are defined and set for each
worker at Tesco to make additional initiatives to strengthen effectiveness. Complex and difficult targets
are embraced by the staff at Tesco. Successful implementation of this philosophy throughout its
organizational operations can result in an increased contribution to not only the growth of the
organization but also to an excellent result (Kanfer et al., 2017).

The expectations of the worker must be defined in such a manner where, in the event of the
accomplishment of the targets, the expectations of the employees will indeed be addressed as
compensation or appreciation process. This would increase the level of happiness of workers and then
also improve their dedication to their jobs. The success and development of Tesco are heavily and
greatly affected by the degree of support and determination of workers to their jobs.

A productive review from the authorities at top management is important to increase efficiency. The
incentives are to be calculated as per the needs hierarchy and thus can be related to the
accomplishment of the objectives set by the target setting principle. It will not only be of importance to

8
the organization but rather to its workers, as establishing the goals would help to achieve the objective
of the organization by stimulating efficiency and results and compensating people as per the
requirements for the achievement of organizational goal. Nevertheless, when determining the objective
for workers, Tesco and its management need to evaluate its staff's abilities and capacity to do so. An
ambitious target setting could lead to dissatisfaction and potential lack of. If the targets are placed
above the ability of workers, the accomplishment of the objectives can be dangerous, since the
employee may feel deceived and contribute to unforeseeable actions in the organization due to capacity
building. Misunderstanding and loss of motivation are attributed to competing priorities (Kanfer et al.,
2017).

9
LO3

EFFECTIVE TEAM AND INEFFECTIVE TEAM

An organization such as Tesco is a collective or a team of people who work together in a coordinated
environment to accomplish the goals and objectives of the organization. Nevertheless, it is claimed that
such a community really should sufficiently powerful rather than simply possess a role in the
organization to be successful (Ulrich and Crider, 2017).

Effective team –Effective teams are successful teams. An effective team uses innovation and transition
combined with conflict management, which contributes to an improvement in employee performance
and company efficiency. The personnel team is coordinated by an organization such as Tesco to find
innovative ways of meeting the aims of the business.

Ineffective team- Ineffective team can be addressed as the unsuccessful team. An ineffective team can
understand as a group of people who lack team concentration, teamwork, mistake and negativity. Team
inefficiency may be known as staying late, dissatisfaction, escalated tension and minor disagreement
due to inadequate of coordination, disorganization, inadequate information, inconsistent scheduling and
lack of personal evaluation and analysis (Ulrich. and Crider, 2017).

The company Tesco As the workers are valued and encouraged by their elders, the team works to
create an efficient team and effective operation. Furthermore, the participants are given with a good
work atmosphere in which they have been properly managed and encouraged to reach their full
potential. Employees are given equal opportunity and diversity, which assures general guideline
amongst teammates. The organisation believes in ongoing growth of its team and personnel as a means
of retaining and inspiring effective and  transparent staff. As a result, Tesco teams. are efficient and
beneficial to the company's growth (Ulrich and Crider, 2017).

ASPECTS THAT DISTINGUISHES EFFECTIVE TEAM FROM AN INEFFECTIVE ONE

Defined Goal- The successful team sets clear expectations via the SMART system and translates the
successful results with well measurable benchmarks to assess the efficacy of the team. While the team is
inefficient due to lack of coordination, the members of the team lack of potential determination and
clear objectives. 

Appropriate leadership- Group leader of a successful team embraces the correct kind of management
style to resolve situations that occur within the team and inspires the teammates by instilling respect
and faith in them by guiding them in the right direction (Ulrich and Crider, 2017).

Personal development- Some fault or negligence of the participants of a successful team serves as a
platform for learning and allowing them to overcome these challenges as well as experience The
constant responsibility system is influenced by the teammates of an unsuccessful team to pass error or
error accountability to other teammates.

Effective procedures- Any task of an organization's success is well-coordinated within the appropriate
context of the mechanism to make, execute, coordinate and even review decisions through successful
data systems and resource management. Incompetence, ambiguous goals and lack of awareness
resulting in a lack of coordination of personnel impacting the operations and the efficiency of the tasks.

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Besides these features or attributes discussed above, tolerance and confrontation, constructive
collaboration, positive communication interactions, clear coordination and frequent analysis are a few of
the attributes that strengthen the squad successful instead of inefficient (Ulrich and Crider, 2017).

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DEVELOPMENT THEORIES
Efficient collaboration is a crucial necessity for companies like Tesco in this intensely vibrant and
dynamic globalised economy. It has drawn attention to the emergence of large windows instead of
rooms or workstations to increase and optimize group discussion. And it's becoming challenging for
every big business entities such as Tesco to create a team of developing individuals together concerning
the cause of effective and efficient accomplishment of the organizational goals and objective.

TUCKMAN’S DEVELOPMENT THEORY

Tuckman's team growth philosophy is one of the better-remembered frameworks for promoting
dynamic teamwork amongst teammates as well as being the base for successful team development at
Tescos. The processes throughout this model are important for the development of the organizational
team because this aims to improve outstanding outcomes by solving problems, discovering answers and
successfully preparing their job (Donald and Carter, 2020).
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Forming- whenever a group of individuals is taken together to accomplish such tasks, the teammates go
through the formation process. This can be assumed that the process of presentation is because
participants are optimistic and respectful to each other when meeting each other this will lead to
effectiveness in the teammates. They will be ineffective if they fail to do so.

Storming- after the start process comes to an end, the team will move to the storming stage. At this
point, there is general rivalry and dispute between the teammates. A successful team is who lays out its
specific goals and objectives easily move through this process by discussing and fixing the problem . They
will be ineffective they are in accurate in resolving the conflicts.

Norming- This is the key step in which team dynamics and teamwork will be built as teammates  get to
know one another and grow effective through good guidance. A close relationship and dedication are
formed by the team to consistently contribute to the interests of the team which will lead to
effectiveness of the team, and if followed inappropriately will result ineffectiveness in the overall team
performance, (Donald and Carter, 2020).

Performing- The standardization process is driving the teammates to become the highest-scoring team
that is making effective attempts to meet targets and objectives.

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Adjourning- This will be the last level that rarely happens within the work premises of Tesco, as it is
necessary to reinforce the team's priorities and draft up decisions. After closure, it is normal for
members of the team to retain tight relationships and team dynamics and that leads to the effectiveness
of the team of not builder strong hey will perform ineffectively (Donald and Carter, 2020).

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BERLIN'S TEAM THEORY

It is recognized that the participants of the effective team have specific duties and activities to meet the
team's goals, while the participants of the ineffective team do not evaluate their strengths and talents,
which makes it almost impossible to delegate rights and duties to the targets. The management at Tesco
is required to better understand the role of the Belbin team in defining roles and responsibilities. There
are 9 job characteristics of the group that is being identified in this theory and is also accessed by
the teammates and leaders to be a strong team. The nine-team responsibilities for a successful team in
Tesco are (Lynch et al., 2018).

Resource investigators- They are the ones who utilize an intelligent disposition to identify and make
tools available and to establish external connections for the team.

Team worker- They are the person that uses their creativity and allows people to handle and sustain
unit cohesion

Coordinators- They are the ones that can monitor and integrate the project to achieve the highest
quality of group performance with the available resources.

Plants - They are the one who serves as the main source of innovations and creativity by producing new
solutions along with the solution of difficult issues (Lynch et al., 2018).

Monitors -They are the ones who test the viability and realistic relevance of ideas and recommendations
coming from inside and beyond the team.

Specialist- This is the one that brings unique expertise to the team and provides in-depth experience of
the main field to the team. It doesn't have a great influence on team interactions

Shaper- Refers to the one who gives structure and function to the actions of the team to obtain the
decided result.

Implementer- This can be understood as someone who translates theoretical frameworks into

functional briefs and conducts function routinely.

Completer/finisher- This is the person who guarantees that the performance of the team members is up
to the highest level of excellence management by sharpening and testing the output for faults (Lynch et
al., 2018).

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LO4

APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN

ORGANISATIONAL CONTEXT AND A GIVEN BUSINESS SITUATION
Top management of companies such as Tesco’s may use corporate behavior to research the attitudes of
experts and also to further know the culture of businesses. From the area of organizational conduct, the
implementation of the philosophy, as well as expertise, is divided into separate divisions of work
fulfilment, leadership, temperament, jurisdiction, control, and policy and incentive administration.

PATH GOAL THEORY

The foundation of the path-to-goal model is to define the style and actions of the representatives to be
appropriate for the workers and the working atmosphere to accomplish the goal. The aim is to increase
the confidence, happiness and encouragement of workers to become active members of the company,
like Tesco. The path-to-goal principle is the strongest method in which particular behaviors are preferred
by executives who satisfy the needs of workers and the workplace culture. It will allow everyone to lead
staff throughout their journey and to receive their everyday job duties (Raziq et al., 2018).

The path-to-goal theory is the most effective instrument by which executives choose unique activities
that fulfil the desires of employees and the workplace community. It will allow everyone to lead
employees during their journey and to obtain their day-to-day job responsibilities.

SOCIAL CAPITAL THEORY

This theory can be is understood and characterized as the presence or role of the person in a particular
society, thereby sharing their existence in a multitude of situations. The idea behind this principle is that
such advantages can be gained from the role of people within a specific community acting to its benefit.
It is multifaceted, since each component adds to the sense of social capital, and could not catch the
whole definition on its own (Dubos, 2017). 

The theory behind this philosophy is that certain privileges will be achieved by individuals within a given
society behaving in their best interests. That being sad will enhance and initiate effective efforts of the
overall organizational performance,

CONTINGENCY THEORY

It is a philosophy that is often referred to as cognitive leadership. This philosophy is built on the
presumption that the organization has to follow the trial and error process, depending on the
circumstances, to organize the company or fix the subordinates' concerns. The direct interaction
amongst dependent and independent variables is influenced by particular circumstances. Independent
factors impact dependent elements and variables, while the mechanisms of modification are relevant
factors of dependent variables (Alves et al., 2017).

Relevant conditions affect the direct relationship between dependent and independent variables.
Independent factors influence dependent elements and variables, while processes of change are
dependent variable related factors.

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BUSINESS SITUATIONS AT TESCO

In the event of a dispute between team members at Tesco, managers at Tesco need to perform both a
directive and a participatory function. Management must recognize and consider the problems that
emerge between both the relevant parties and to engage with them during order to address the issues
that have arisen and to establish an effective working atmosphere and to facilitate group performance
and coordination. The path-to-goal principle will also be very helpful for Tesco and its administrators, as
it advises administrators to support and direct workers to accomplish their goals (Rosnizam et al., 2020)

16
JUSTIFY AND EVALUATE A RANGE OF CONCEPTS AND PHILOSOPHIES
IN HOW THEY INFORM AND INFLUENCE BEHAVIOUR IN BOTH POSITIVE
AND NEGATIVE WAYS
The principles, as well as the theory of business management, revolve around the essence of the
organization, such as Tesco and its staff members. The management at Tesco follows various strategies
to enhance job performance, foster cooperation and collaboration, inspire accountability and maximize
job security. The essence of individuals is of a good standard or exemplifies special or related traits. The
basic principles are understanding, personality distinction, persuasive conduct, the complete entity and
the importance of a person. The motivation of the company is reflected by its existence as an
organization. The social structure, morals and collective benefit are some of the key principles (Roberts
et al., 2019).

ADVANTAGES AND POSITIVE INFLUENCE

 It provides supervisors to research the actions of every staff member of Tesco. It offers an ability
to consider the talents and strengths of workers and to assign tasks correctly to increase the
quality of work.
 It supports and helps administrators to recognize the desires and requirements of staff and
encourages them to meet their goals accordingly.
 It lets administrators handle and settle disputes between staff and other team members
efficiently. It improves the ethical conduct of workers and this leads to boost their sense of
credibility and loyalty.
 It aims to improve team unity and teamwork inside the organization. Further, it also leads to a
balanced functional activity of the workers at Tesco (Van et al., 2019).

DISADVANTAGES AND NEGATIVE INFLUENCE

 This does not eradicate disputes, difficulties and dissatisfaction within Tesco, but eliminates it to
a certain degree. This can contribute to dissatisfaction, dependency, and recklessness along with
poor discipline attributable to interpersonal discrimination.
 Such cognitive discrimination may grow due to certain people who have no sense of knowledge
of the process. Another serious issue would be that the principles and theories of interpersonal
action will be used to exploit individuals with little regard for life protection.
 The Rule of Decreasing states that unfavorable or deteriorating results may be caused after such
a rise in favorable practice at some point (Van et al., 2019).

17
CONCLUSION
The conclusion is, however, that perhaps the study of organizational actions is of the highest significance
to the management of any organization. In the long term, ideology, political influence and organization
have an impact on the actions and success of the organization and individual people. The management
at Tesco needs to understand the needs and desires of staff and the team to inspire them to accomplish
a team or individual objective. Cultural changes and teamwork can be successfully handled by
incorporating team growth models and hypotheses. Also, the actions of workers and the management
inside the organization can be influenced by the implementation of the principles of interpersonal
behavior and the culture of the organization.

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