Organizational Behaviour

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance....................................................................................................3
TASK 2............................................................................................................................................5
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organisational context......................................5
TASK 3............................................................................................................................................7
P3 Explain what makes an effective team as opposed to an ineffective team.......................7
Effective Team.................................................................................................................................8
TASK 4............................................................................................................................................8
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation....................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES...............................................................................................................................11
INTRODUCTION
Organisational behaviour is a term that is used to know about the behaviour of people in
work environment. It is a study of behaviour of workforce who interacts with each other and
shows their ability to work within organisation. Company taken for the purpose of study is Tesco
which is one of the largest retail supermarket chain in world. It has it’s headquarter in UK.
Company provides largest service area in world and employee around 2000 employees. Aim of
this report is to develop level of understanding about organisational culture and workforce
motivation by using different culture within an organisation as well as demonstration of
understanding on how to cooperate with others and lastly application of concepts and
philosophies will be discussed.

TASK 1

P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Organisational culture is defined as culture that an organisation has which describes
working condition within it (ARCHER, and CAMERON, 2013). Culture of an organisation is
dependent on employees and managers who are supervising them. In context of Tesco a study
has been considered which will discuss power and politics culture that a manager uses to
influence the behaviour of team as a whole. Handy has defined 4 types of culture that can exist in
an organisation which are discussed below:
Handy's Typology
It is divided into four types
Power Culture
In this type of culture the power is given to few individuals. If this culture is followed in
Tesco it will help to take quick decisions as power is in hands of single individual. Tesco can use
this culture to overcome its problems and employees will get influenced and performance can be
increased.
Role Culture
This type of culture defines roles and responsibilities of employees working in
organisation. If Tesco uses this culture then it can help them to assign duty to employees so that
they will do task in better way.
Task Culture
This culture defines task to a particular group. In this culture power of group is
determined in completing task. Tesco with the help of this culture will to complete specific job at
specific time.
Person Culture
This type of culture defines individual behaviour. In this individual find himself to be
superior to others. If used by Tesco this culture will help them to motivate employees to achieve
goals and objectives as defined.
Power of managers
This is the power of the mangers to influence the thought of employees. As in case of
Tesco this will enable them to influence motivational level among employees so that pre-set
objectives of company can be achieved.
Legitimate power
It is power of manager that has been arrived because of position that it holds. In case of
Tesco legitimate power is in hands of few managers that enables them to control working of its
employees.
Expert power
This is a power that has been derived from skills and expertise that an individual has in
organisation (BY and BURNES, 2013). It will help Tesco as if individuals who have the skills
and the knowledge can be made the leaders who can lead the team.
Referent Power
This is derived from interpersonal relationships that an individual has. This is the power
which employees follows because of its references. If there is referent culture followed in Tesco
then it will influence organisational culture in positive way.
Coercive Power
This is a power that has been derived by creating threat in organisational environment.
This is generally used on junior employees. If Tesco follows this type power will help them
creating culture that influence organisational environment and motivate employees to work in
good manner.
Reward Power
 This type of power helps employees to get motivated by achieving rewards while
performing their task on time. If Tesco culture has this type of power than it will help them
achieve targeted plans on time and employees satisfaction.
Political behaviour of managers
Political behaviour is conclusion of power and political influence of the managers in
company. This type of behaviour lowers productivity of employees who possess political
behaviour in an organisation.
Hofted’s Dimensional Theory
This is a cultural dimension that defines behaviour of individuals working in company.
This theory defines various dimensions that influence working environment. These dimensions
are:
Power distance index: This is referred to as degree of inequality that exists in an organisation.
Individual versus collectivism: This is the strength employees have over their group.
Masculinity versus femininity: This refers to distribution of roles between men and women.
Uncertainty avoidance index: This type of dimension describes how people will cope with their
anxiety.

TASK 2

P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivation is defined as a way that influence employees of an organisation to work in
more efficient and profitable manner. It helps an organisation to achieve its goals. It effectively
manages employees performance so that the task can be done in efficient and on timely manner.
In context of Tesco motivational theories that can improve culture in an organisation are:
Content Theory of Motivation
Content theory describes requirement for motivating employees. In this Maslow’s
hierarchy needs is considered. This is hierarchical needs of employees which is derived from
lower to higher end (Coccia, 2014). As lower needs are fulfilled tendency to meet higher needs
derived from this. This theory are divided into following:
Physiological needs
This is first tunnel that has to cover in this hierarchy. This defines basic needs of
employees in an organisation. This can help employees of an organisation as they will be able to
fulfil their basic needs first and will fell motivated to do work. Employee will concentrate more
towards work that has to be done.
Safety and Security
When basic need of employee is fulfilled need of safety and security appears. Need of
personal security, job security, health security are key of this stage. These needs should be
fulfilled by an organisation so that employee gets motivated and will work in an organisation
with full potential.
Social Needs
This is need of people where they want to get loved and love others. This is social
requirement need of employees. if employees of Tesco get environment where their social needs
are fulfilled then it would help them to get rid of loneliness or social isolation.
Esteem Motivators
This type of need describes behaviour of employee where employees wants to get some
attention. Here employee need to be valued such as being useful. Manager of Tesco should form
way which helps their employees to get themselves feel important.
Self-actualization
At this stage of hierarchy individuals should get chance to develop themselves.
Employees have to prove themselves and to gain the position of self-actualisation. In case of
Tesco this will help company to retain employees with them.
Process Theory of Motivation
This is psychological way of motivation of employees where employee of an organisation
act in particular way so as to achieve an organisational goals (HUCZYNSKI, and BUCHANAN,
2013). This theory gives way that resources should be distributed among employees in fair
manner. Managers have to bring equality among input that employee is making in product as
compared to output. In Tesco it increases productivity of employees in positive way so that
overall organisational objective can be achieved.
Vrooms expectancy theory describes that employees in organisation wants to get motivated by
getting what they expects. Managers of organisation should use this theory so as to meet
expectancies of their employees.
Improved Level of Motivation
 With help of above mentioned theories company would be able to resolve queries of
employees and would be able to motivate employees to achieve overall objectives. As managers
has fulfilled demands and desires of employees, employees would work in positive manner.
These theory helps employees to attain confidence and bring performance back to an
organisation. This leads to identification of best team member and team group that will lead an
organisation to fulfil their objectives.

TASK 3

P3 Explain what makes an effective team as opposed to an ineffective team.

In an organisation there are various types of teams. Task is divided in a manner so that
they are able to achieve organisational goals accordingly. In Tesco various teams would help in
handling various functions in an organisation. These teams are stated below:
Functional Team
This is a type of team that is permanent in an organisation and have various members
from different functional areas (Hyde, Harris and Boaden, 2013). If Tesco creates this team then
it will help in performing specific task in proper manner.
Problem-Solving Team
This team is build by an organisation to resolve current role, in an organisation. It is
generally temporary in nature. If this of team is created in Tesco then it will help them in
resolving problems on time and making environment problem free.
Project Team
Project team is a type of team which performs their job which is assigned to particular
project. Different individuals are brought together so as complete desired project on time. In
Tesco this team will help in getting project done on time and with accuracy.
Virtual Team
This is a team which is not physically present in an organisation but is connected
virtually. As the team is virtually connected this helps an organisation to perform their task from
different parts of world in an effective way.
Effective Team
Effective team performs task accurately and in effective manner so that organisational
goals are achieved. So for this Belbin’s team role theory is analysed. There are different roles
given by Belbin that team has which are discussed below:
The Implementer
These are the main performing individuals who uses different tools to implement theories
and the concepts that will help in achieving pre-set goals of an organisation. In Tesco this team
will help in clarifying objectives of an organisation
The Co-ordinator
They are the one who are responsible for coordinating functions of different department
so that they are able to achieve shared goals effectively. In Tesco this will help in achieving
productivity from employees.
The Shaper
Managers who are shapers in organisation are considered as motivated employees in an
organisation who have desire to achieve actual goals of an organisation. In Tesco they will help
in setting pre described goals. And will shape functions of employee’s effectively.
Creating the 'Ultimate Team'
In this managers has role of creating an ultimate team which is capable of performing
every task in effective way. Every member of this team is able to complete task effectively. If
Tesco creates this type of team then it will help them to meet the way a task is desired by
customers.

TASK 4

P4 Apply concepts and philosophies of organisational behaviour within an organisational context

and a given business situation.
Path goal theory helps in understanding team productivity (LEVI, 2014). This theory
specifies leadership style of an organisation. In Tesco this will help in increasing performance of
workforce.
Leader Behaviour or Style
This theory focuses on leadership style and its behaviour. The leader in an organisation
should perform task in efficient and effective manner so as to achieve overall objective of
company. The four types of leader ship styles are endeavoured which are:
Directive
In this type of leadership style leaders gives direction to employees so that they are able
to do work in desired and pre specified path as described by managers. In Tesco this will help
them in coordinating and scheduling given task to employees.
Supportive
This is a style of where employees in organisation are supported by their managers. Here
employees also supports each other so as to achieve the organisational objective. Managers
should be supportive to workforce so that they are able to perform every difficult task in efficient
and smooth manner.
Participative
This is a style where employees of an organisation are given flexibility to help leader in
taking decision. This type of leader ship is effective in increasing job satisfaction level among
employees.
Main Barriers to Effective Performance
Tesco has faced many barriers because of which they are not able to perform task to the
fullest. The main barriers to the effective team in Tesco are:
Leadership Failure
Main barrier that company can have is failure of leadership (Robbins, et. Al., 2013). In
case of Tesco as it is large organisation managers have to perform task in effective manner so
that they can achieve their pre-set targets. If employees does not consider the work seriously then
it will lead them to failure in achieving an organisation objectives. Organisation should
overcome this barrier using a way in which subordinates listen to their manager effectively and
fulfil the desired task as wanted by leader.
Gender Pay Gap
Gender pay gap is one of the main issue that can arrive in an organisation. As if gender
gap is established then it will lead them to unsatisfied employees and labour turnover will
increase because of this. Organisation should provide equal pay to each and every employee so
that this type of problem does not arrive in work culture.
Diversity
 If staff is highly diversified then it will lead them different types of person in an
organisation which will become very critical to handle. Therefore company should avoid
diversity in recruiting employees.

CONCLUSION
As in report it is concluded that organisation behaviour effects working of the people in
work environment in both positive and negative way. Managers and leader should form culture
that brings consensus among employees. This will help them in motivating employees to do
work efficiently. Organisation may come across different barriers that effects working of
company so managers should form policies that will help them to improve team performance and
their productivity.
REFERENCES
Books and authors
ARCHER, D. and CAMERON, A. (2013) Collaborative Leadership; Building Relationships,
Handling Conflict and Sharing Control. 2nd Ed. London: Routledge.

BY, R.T. and BURNES, B. (2013) Organizational Change, Leadership and Ethics: Leading Or-
ganisations Towards Sustainability. London: Routledge.

Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.

HUCZYNSKI, A. and BUCHANAN, D. (2013) Organisational Behaviour. 8th Ed. Harlow: Pear-
son.

Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management. 24(16). pp.3115-
3130.

LEVI, D. (2014) Group Dynamics for Teams. 4th Ed. London: SAGE.

Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013. Organisational behaviour. Pearson
Higher Education AU.

Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Secu-
rity. 20(1). pp.39-46.

Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R. and Seet, P.S., 2012. Organisa-
tional behaviour: Core concepts and applications. John Wiley & Sons Australia, Ltd..