Organizational Behavior
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Contents
Introduction......................................................................................................................................4
Section 01........................................................................................................................................5
The influence of culture, politics, and power on the behaviour of others in Tesco plc:..............5
How to motivate individuals and teams to achieve a goal?.........................................................7
Section: 02.....................................................................................................................................12
The understanding of how to co-operate effectively with others..............................................12
Application of concepts and philosophies of organizational behaviour....................................14
Conclusion.....................................................................................................................................16
Reference.......................................................................................................................................17
List of figures
Figure 1: Herzberg's two factor theory............................................................................................8
Figure 2: Maslow's hierarchy needs theory.....................................................................................9
Figure 3: Tuckman's theory of team development........................................................................12
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Introduction
Businesses growth depends on effective organizational behaviour that enhances a company's
productivity by reducing time and cost. Organizational behaviour is the process of developing a
friendly workplace within the organization through best performance. The understanding of
organizational behaviour is the essence of a successful as well as sustainable business firm. The
report will provide a thorough understanding of organizational behaviour in order to achieve
success. The report will identify the significance of OB. Besides that, the importance of cultural
influence, motivational influence for achieving organizational goals, will be discussed in this
report. On the other hand, part two of the report will evaluate the significance of teamwork by
the application of different theories and concepts. The entire report will be discussed according
to an organizational context. The author has chosen Tesco plc. which the largest British
multinational retailing industry that is dominating the UK market.
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Section 01 (LO1 & L02)
Influence of culture
Culture is one of the major factors that influence organizational performance. The combination
of an individual's values, ethics, norms, perspectives and behaviour can be defined as an
organizational culture that is shared in the workplace. Therefore, it impacts decision making,
innovation, the adaption of theories and the planning of the firm. On the other side,
Organizational culture varies from organization to organization according to their goals and
objectives. However, Tesco plc. Is one of the largest industries that have more than 4.5 million
employees of different cultures (Tesco plc, 2021). The organization has successfully developed
common cultural values among the employees to achieve the organizational goals. Below
cultural topologies are practised in the organization:
Classification of culture
Power: This type of culture is practised in large organizations such as Tesco Plc. Power
culture is practised for controlling a large number of employees. As this type of culture
seems autocratic leadership approach, the employees are less motivated. Therefore, the
authority of Tesco plc, never brings power of culture to the workplace of the
organization.
Role: the power that practices employees' skills and qualities within the organization.
according to this culture, the employees of the firm will get roles as per their skills,
merits and capabilities (Shaughnessy, Moffitt and Cordova, 2018). The practice of
Role culture can ensure increased output level for the firm.
Task: this cultural practice influence employee to be organized according to the task or
particular projects. In the task culture, the most skilled person gets the responsibilities
of the given project. Task culture also enhances the company's efficiency by getting the
best performance.
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Influence of power
The practice of Organizational power in Tesco has made it easier to influence the employees for
accomplishing given responsibilities. Organizational power is one of the significant influencers.
Power can be varied according to organizational values. See below dimensions of Power:
Legitimate: according to Abdul Rehman, Sehar and Afzal (2019), legitimate power is to make
employees for complying the formal responsibilities of the firm. This power is also named
administrative power. Legitimate power is often practised in Tesco's workplace.
Reward & Compensation: When one employee will gain the power to reward or compensate
others based on their performance. Reward & compensation is some of the significant
influencers. The HR manager of Tesco plc. provide reward with the employees if they fulfil the
target as reward and compensation motivate employees to provide better performance.
Expert: the power that one has gained through skill and qualities, in the workplace. For
example, Tesco can assign the best employee to monitor other employees of the department.
Therefore, other employees might be influenced to produce the best performance to attain the
power. in such cases, Tesco offers promotions for the expert one.
Referent: the employee who has come to the workplace on the reference of some celebrity or
top-level manager or high-social status, can use referent power such as extra value, extra care or
extra power.
Coercive: the power of punishing other employees for failure or unsuccessful projects (Cooper,
2018). This power is practised in Tesco, therefore, the employees provide the best performance
to avoid such punishment or compensation.
Influence of politics
Organizational Politics are distinguished through an individual's personality, personal
characteristics of employees and managers, organizational structures, organizational skills etc.
As politics is one of the essential parts of human rights, organizational politics is also practised
for accomplishing several objectives (Franco and Svensgaard, 2018). In such a case, according to
employee's concepts and values, they are divided into groups. Several groups work in the
organization according to their philosophical differences. However, organizational politics has
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both positive and negative impacts. Besides that, organizational politics may influence
employees individual and team performance. For example, a group that have similar concepts
and philosophies can work together and perform well. (Shaughnessy, Moffitt and Cordova,
2018) On the other hand, a team that have employees of different ideology can affect
organizational output. Therefore, organizational politics have a significant influence on better
performance. Teams that are built on employees who have similar concepts can influence
positively performance.
Motivation
The influencing power on others to finish the tasks properly for accomplishing the goals and
objectives can be referred to as Motivation. Motivation is essential for enhancing the company's
productivity and profitability as well. As the productivity level depends on employee's
performance, it is very much essential to motivate them for bringing their best efforts
(International Journal of Organizational Leadership, 2020). Employees are significant resources
of a company, therefore, they need inspirational words as well rewards to make them satisfy their
needs. This can grow employee's confidence. However, the managers of Tesco Plc. are always
aware to satisfy their employees (Juhn, 2019). They believe that employees satisfaction is a must
for retaining employees, on the other hand. Motivation is an essential factor that can make it
easier for the firm to achieve organizational goals and objectives.
Extrinsic and intrinsic Motivation: There are two types of motivation, the first one is extrinsic
and the remaining one is intrinsic motivation. The motivation that comes from accomplishing
external demands, can be called extrinsic motivation. In such a case, the HR manager of Tesco
provides rewards, bonuses, promotions, double wages for overtime etc. to the employees. These
kinds of motivation are much effective than intrinsic motivation (Karabenick and Urdan, 2019).
Employees expect extrinsic motivation mostly in order to provide their best performance. On
another side, intrinsic motivation prefers fulfilling the inner demands to satisfy the employees. In
such motivational approaches, the HR manager will provide a friendly environment for the
employees. However, The HR manager of Tesco ltd. always provide the best and workplace for
their employees. Both extrinsic motivation and intrinsic motivation is required for accomplishing
organizational goals.
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Motivational theory
Different cultural people work together in the organization. They may have different- cultural
values, perspectives, needs and demands. Motivational theory is used in such cases by
identifying an individual's satisfaction level (Levi and Askay, 2019). Tesco has a diversified
workforce who are from various cultures they apply two types of motivational theories (given
below) for satisfying the employees.
Content theory of Motivation
The motivational theories that are applied to identify employees needs and requirements, in the
workplace can be defined as the content theory of motivation (Mishra, 2016). However, there are
different types of content motivational theories such as Maslow’s Needs Theory, Herzberg Two
factor theory, Alderfer’s ERG theory, Mayo’s Motivational theory etc. Among these, Tesco
follows below two theories for employee’s motivation:
1.1 Application of Herzberg Two Factor Theory
There are two types of motivational factors that needs human resources to be satisfied with their
organization. Motivator factors and Hygiene factors of needs should be fulfilled for getting the
best performance from the employees of the organization. As Tesco plc is one of the largest
retailing industries that is dominating the international market, it will be much more effective to
satisfy the employees through fulfilling their motivator factors and the hygiene factors. This
theory is used in the Tesco’s workplace to determine the factors that can motivate the employees
for getting better performance. However, the HR manager of Tesco, use this theory to improve
employees’ skills. on the other hand, the application of Herzberg’s two factor is sometimes
discouraged by the HR, as it overlooks situational variable.
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Figure 1: Herzberg's two-factor theory
Source: (Shaughnessy, Moffitt and Cordova, 2018)
Hygiene factors: Tesco fulfils their employee’s basic needs and demands at the workplace. For
example, the HR manager of the firm fulfils employee’s basic employment needs such as salary,
medical leave, health and care, friendly working environment etc. besides that, the company
provides discrimination free workplace to encourage international employees. Therefore, Tesco
has a large number of loyal employees.
Motivator factors: after fulfilling hygiene factors, the company fulfil employee's expectations
through providing promotions, rewards, bonuses etc. Motivator factors encourage employees to
perform better. For such purposes, the HR manager of Tesco plc. always provide extra facilities
to the employees to motivate them. motivator factors also encourage employees to enhance
organizational productivity.
1.2 Application of Maslow’s Hierarchy Need theory
Abraham Maslow developed this theory on human behaviour for identifying their level of needs
and expectations at different stages. Tesco plc. follows Abraham Maslow's hierarchy needs
theory in terms of identifying its employees' needs and expectations at different stages of
working life.
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Figure 2: Maslow's hierarchy needs theory
Source: (Rider University, 2019)
Psychological needs: This is the first level of needs that are expected to be fulfilled by the basic
needs of humans. The HR manager of Tesco identifies their employees' basic needs such as
salary, promotion, leave, friendly working environment and such things (Shaughnessy, Moffitt
and Cordova, 2018). Psychological needs are must be fulfilled to get satisfying output.
Safety needs: fulfilling employee's safety needs is the second stage of this theory. As millions of
employees work in Tesco company, they must be assured safety in the organisation
(Shaughnessy, Moffitt and Cordova, 2018). Such as safety in the workplace, health and medical
care, life insurance, job security, financial security etc.
Social needs: fulfilling employees Social need is one of the significant responsibilities of the
firm. For such things, Tesco offers a friendly workplace to its employees (UHL-BIEN, 2020).
Besides that, the HR manager tries to build strong communication among employees,
dependency on each other, love and hospitality for each other, effective communication system
etc.
Esteem needs: this is the fourth stage of Maslow's theory which prefers, employees, need to be
rewarded and promoted after working a long time in the industry. Employees expectations about
reward, promotion, salary increment etc. are included in esteem needs.
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Self-actualisation needs: in this stage, employees demands achieving a higher position in the
organization. At this stage, the employees will expect respect and honours.
Process theory of Motivation
Process theory of motivation implies that; employees should be satisfied by fulfilling the
demands according to them. In this motivational approach, the HR manager will identify, how
the employees want to accomplish their demands (Yukl, 2018). In such cases, employees are
responsible to identify the best system of motivation according to their requirements. There are
lots of process theories such as Vroom's Expectancy theory, Adam's Equity Theory, Locke's
goal-setting theory. Among those theories, the below model is most preferable:
2.1 Application of Vroom Expectancy Theory
Vroom's expectancy theory is mostly used within the organizational workplace for motivating
the employees. This theory is coherently connected with the level of input and output (Abdul
Rehman, Sehar and Afzal, 2019). According to Victor Vroom, the HR manager will have to
identify and understand the behavioural pattern to fulfil their demands.
Expectancy: at first the HR manager will identify the employee's expectation for accomplishing
the job. By doing so, the employees of Tesco ltd. will be motivated and provide the best
performance.
Instrumentality: at this stage, it is believed that individuals will get rewards for fulfilling the
targets of the firm. Thus, the employees of Tesco plc. often get the reward if they can fulfil the
target successfully.
Valence: in this stage, a reward is offered to employees. The person who fulfils the target gets
the reward. Tesco plc. use this strategic motivational approach regularly. For example, the HR
manager provides additional wages when the employee increases production level.
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Section: 02 (L03 & LO4)
Teamwork
Teamwork is one of the significant components that can increase organizational productivity.
Teamwork can produce more output through sharing common goals by two or more people in
the firm. However, Tesco has become one of the world's largest retailing industries by
developing an effective team (Cooper, 2018). At the same time, an ineffective team can bring
failure to the organization.
Different types of organizational teams:
Problem-solving: this type of team of the organization works for solving a particular
problem that arises uncertainly. Dispute management in such cases, solve uncertain
challenges and issues in the workplace of Tesco company.
Functional team: Tesco has a functional team that works for accomplishing particular
objectives. For example, the functional team monitors and evaluates the best performance
for increasing 20% sales in the next few months.
Project management team: the manager of Tesco, will assign a particular project that will
promote frozen food and increase its sales. This type of team is built for a specific
project.
Impact of technology on organizational teams
Technology plays a vital role in business operations within the organization. Advanced
technology can increase the efficiency of teamwork performance as well as individual
performance. For example, the application of e-commerce has increased sales of Tesco plc. On
the other hand, usage of social media platforms has increased brand awareness among customers
(Franco and Svensgaard, 2018). Again, advanced technology has increased the output level of
the firm. However, digital marketing devices, social media platforms, advanced network
technology, machinery etc. has increased the efficiency of the firm. Besides that, employees can
develop better communication and strong relationship among the team members. As a result, the
employees of Tesco can enhance the firm's effectiveness on output by reducing time and cost
(International Journal of Organizational Leadership, 2020). Moreover, the practice of using
advanced technology in the workplace can assure sustainability in the competitive marketplace.
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Application of Tuckman’s team development theory
Tuckman's team development model will be effective to Tesco for increasing its organizational
effectiveness:
Figure 3: Tuckman's theory of team development
Source: (Franco and Svensgaard, 2018)
Forming: according to Tuckman, the very first stage is to form an effective team. Allocating the
right employees for the right job can build an effective team. The manager of the firm should,
identify skilled and experienced employees and build a team for specific tasks. For example,
there are different teams such as the sales team, marketing team, HR department etc. that are
formed to accomplish a particular job.
Storming: after building an effective team, any kind of conflict can arise among the team
members that are known as the storming stage. At this stage, strong relationships and
comfortable communication must be developed among the team members. The different team is
strongly dependent on each other to fulfil the target of the company.
Norming: at this stage, the team members will ensure the best performance according to their
roles. They will accept their roles and always provide the best performance.
Preforming: this stage is the most essential part of developing the best output. All of the
individual's contributions will be the determinants of the output. All of the employees will
contribute their best performance to achieve the common goal.
Adjourning: this is the final stage and team formation will have closed at this stage. However, an
effective team will close the team with achievement.
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Application of concepts and philosophies of organizational behaviour
Concepts and philosophy of Organizational Behavior
The application of different theories and frameworks can enhance organizational productivity as
well as sustainability. According to the organizational behaviour concept, the application of
different models and philosophies can guide employees in the right direction (Cooper, 2018).
Tesco is one of the largest British multinational industries that is dominating the world's retailing
industry. More than 4.5 million employees work in this organization who have different
perceptions, cultures, norms and values, motivations and empowerment. Due to this diversified
Human resources, the individual employees of the firm will require different motivations, powers
etc. These various perceptions will drive the employees to practice different power and politics
in Tesco's business field. However, organizational concepts and philosophies can be effective in
such cases (Karabenick and Urdan, 2019). One common organizational philosophy will drive the
employees to build strong relationships among themselves. As a result, it will be easier to reach
the organizational goals and objectives.
Application of Path-Goal theory
Tesco has an effective team of human resources that plays a significant role in increasing the
firm's efficiency. More than 4.5 million employees work in Tesco’s field, in such circumstances
the HR manager of the firm, makes the employees achieve common goals through the
application of the path-goal model.
Directive: the leadership model that follows the autocratic approach towards the employees is
known as directive leadership theory. In this theory, the HR manager of the firm will provide
directions to the employees and the employees will just follow the orders and instructions (Levi
and Askay, 2019). This type of leadership brings less effective results as the employees are not
enough motivated. The top-level management dominates the employees in such cases.
Supportive: Tesco believes in a supportive leadership approach for achieving organizational
goals. Leaders should be supportive towards the employees so that the employees could share
their ideas, knowledge, experience and opinions with the leader (Mishra, 2016). This type of
leadership increases motivation and lead the employees to provide their best efforts. Motivation
is one of the major determinants of success.
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Participative: in this leadership approach, the employees are willing to provide their best efforts
as the team is built with high-quality employees. as a large international industry, Tesco has
different teams that are formed with the skilled employees. These high skilled employees are
determined to create value for the organization as they are motivated by their leaders. In such a
case, the employees are free to ask opinions from their senior managers. Besides that, the
employees are involved in decision making, planning, providing ideas and opinions (Richard,
2017). This type of leadership approach has created a flexible environment in Tesco's
Workplace.
Performance-oriented: performance-oriented theories are applied in terms of attaining goals
within a short period. In other words, these types of models are followed by organizations that
aim to gain higher profits in a short time (Juhn, 2019). However, the performance-oriented
leadership approach is less effective for employee's motivation as they are not valued properly
rather they are used as productive resources. Tesco never follows this type of theory as it is not
effective for making sustainable business in the competitive global market.
However, different leadership approaches are followed by different firms according to their
employees. In such cases, organizational goals and objectives can be effective determinants for
the application of models and theories.
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Conclusion
The entire report has developed a thorough understanding of organizational behaviour according
to Tesco plc's workplace. Organizational productivity can be increased with the best leadership
approaches to motivate employees for getting the best performance. An effective team that could
be built by establishing proper organizational behaviour in the workplace, can enhance the
company's efficiency. Besides that, using advanced technology is one of the significant factors
for achieving organizational goals. For getting the best performance from the employees, large
organizations can follow Maslow's needs hierarchy model. On the other hand, participating
leadership approach can be effective for employee's motivation.
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