Exploring Organizational Behavior and Culture at Tesco

Executive Summary

The paper is all about the Tesco’s organizational behavior and their culture that describes a proper infrastructure for them. Several of the motivational theories in Tesco are seen and determine the impact on employees, providing the most valuable insights for business dissertation help. The use of these motivational theories in Tesco is defined here easily. Effective and ineffective team works are easily seen here so that the proper method can be found out easily for the business perspective here. Finally the organizational behavior is being demonstrated in this paper for Tesco. Several theories and philosophies are being discussed here in this paper. Team building and structure to the organization are provided by the help of this organizational behavior here.

Introduction

Tesco is the organization selected or understanding the organizational culture, politics and power that is present. The organizational culture, politics and powerful impact on each individual or the team is being understood here clearly in this paper. Motivational theories that are applied in Tesco are being understood here properly. The task is better understood for the effective and ineffective team here. Finally the organizational behavior of Tesco is being understood in this paper.

Organization culture, power, and politics in Tesco

Every individual in Tesco is being affected by the Organizational culture, power, and politics. These organizational culture, power, and politics provide a proper structure and work distribution for the employee. A proper organizational culture can be observed in Tesco. Decisions as well as the employee behavior are to be understood here by the help of organizational culture. This organizational culture especially determines the effect of this organizational culture on the environment as well as on the motivation of individuals in Tesco. The achievement of goals and proper infrastructure can be gained easily by the help of this organizational culture and behavior in Tesco. Some several sectors and areas can be affected by the organizational culture in Tesco. A rivalry can be seen between two sectors such as sales and production. These two sectors are poles apart but still have to work hand in hand for the proper functioning of the business (Chadwick, A., 2017). But the organizational culture, power or politics can be an effective one for creating a discrepancy between these two sectors.

Several of the training, practice and other supports by the government are seen to be presented due to the political issues here in Tesco. VAT or other fiscal activities were seen to be a part of this political activity here in Tesco. Workplace politics can be based on the diversity, differences and other influences that are seen in Tesco. Proper information that is oriented from one to another is being affected in this case due to the discrepancy and other differences due to politics. Job performance and leadership are being affected in the organization (Wood, 2017). Workplace conflicts and other disputes are possible to be seen due to the politics. These politics can easily affect the individual and its work in a work environment.

Power is also an influencing part of the individuals in Tesco. The misuse of these powers can be a harmful one in the organization for the working of employees. Power in Tesco is shared properly so that every individual can get inspiration for the work. A division of power is retarded power, referent power and expert power in Tesco for the work or task to proceed properly. This power-sharing is a point that can work in two ways and is needed to be taken properly so that it can help in motivating the individuals present in the organization. Obeying the powerful leaders toto complete their task properly can be seen to be an authoritarian part of Tesco (Bolman, 2017). Leader decisions are required to be followed by the employees so that the tasks can be completed easily and their relationship can be carried positively in the future.

Not only individual but the team or group is also affected by the organizational culture, power and politics that are present in the organization. Organizational culture is built ethically so that it can fit the individuals and whole employees there. Thus the collaboration and togetherness for the work are highly required so that the task can be completed easily. Innovative and different ideas are being produced by the help of this organizational culture here for the whole team in the company. In Tesco the group and individuals both work properly and ethically so that they can give a proper businessman and marketing structure. A distribution of tasks among the group can be preceded by the culture and power in the organization. An effective and efficient teamwork is done by these groups (Awadari, 2019). Power-sharing in the group can be beneficial as well as negative for the organization because if power is given to any wrong person in an organization then he will misuse it by imposing rules on other group members. This power-sharing in Tesco is seen to be positive because power-sharing is done properly and the task is also properly distributed among the organization. Not a single employee is seen to be burdened with extra work here. A proper expectation of performance can be understood here in this part easily.

Motivational theories in Tesco

A motivational theory is highly required and initiated in Tesco so that each individual can get a good market and business aspect. These motivational theories generally give inspiration to them so that they can precede their work properly. Employee's performance can be easily enhanced and evaluated by the help of these motivational theories in Tesco.

A list of following motivational theories can be seen in Tesco:

Maslow's Theory: Maslow's theory is based on the needs of humans so that they can engage themselves in the work.

These needs are:

Physical needs: Food, money and another requirement that can be fulfilled are seen here.

Security needs: Insurance, policies and other demands that are to be filled are seen over here.

Heisenberg’s theory: This theory determines the motivating and inspiring the employee so that they can get a good business aspect in the future. Opportunities, recognition, increment, and bonus are some of the things that are helpful for the growth of organization values (Gagné, M., 2018). Strategies and decisions are to be made here properly so that initiatives can be taken easily.

Adams equity: Reward system is followed in this theory for the fair and equal opportunity that is to be achieved here.

Adams equity has the following opportunities and applications:

Success share: A share of happiness and success between the organization's member and employee is an important part here. Money-saving and keeping for the future is also seen here.

Bandura's self-efficiency: Tesco's training and practice sessions get a self-efficacy and appreciations. The employment of talented and skilled ones in the organization can be seen to be a helpful one for Tesco to gain a good name and structure in the market.

Self-determination theory: A transformational part for the employee and workers are seen to be observed here in the organization.

A proper infrastructure and company value is gained by the help of these theories as discussed above. Inspiration and motivation is gained here to the employee so that they can precede their work properly (Al-Salim, 2018). Globalization and the international market aspect for the business can be gained here easily. Tesco's diversifying and gaining a good position in the future is highly required for their organization. Employees in Tesco enjoy learning, job satisfaction and discipline. The business structure and methodology can be evaluated here in this part easily. Techniques to implement new tools and technology in Tesco are to be initiated so that they can gain a good business structure here. Several new tools that can be applied here are salary increments, approvals, rewards or others that can be applied here (Unkelos-Shpigel,2018). Risk and the milestones for the Tesco can be evaluated and solved easily to gain a good market phase. The productivity for the Tesco can be easily gained and enhanced by the method of the implementation of this new tool. Thus the involvement of all stakeholders and employees in Tesco is highly required so that they can gain a good business structure in the future. For the successful working and the completion of tasks in Tesco clarity for the future and risk are required to be analyzed before proceeding. A better performance in work can be easily gained by the help of effective communication and methodologies available (businesscasestudies.co,2020).

Effective and ineffective teams in an organization

Two teams are generally seen in an organization that precedes the task. One of them is an effective one and the other is an ineffective one. The effective one is highly efficient regarding the completion of the task. They are good at making strategies and decisions regarding the tasks that are generally assigned to them. Barriers or risks are not be able to tackled by the organization when there is an absence of these kinds of effective teams. Tesco consist of a good and effective team member that helps in decision making and division of work among the group members. Collaborative work is initiated here that helps in reducing the work pressure present. A proper meetings and communication can be enhanced here easily so that Tesco's goal can be easily achieved. Innovation and ideas are generally seen in their work and strategy that is being followed. Many analyses are prepared and the conclusions are made before proceeding for the task available (Levi, D., 2015). A good decision is generally formed by the help of healthy debate and logical arguments among the team members in Tesco. Sharing a common set of goals so that it can be achieved easily is seen over here, ineffective team members. The leadership according to the situation can be initiated here properly (www.ukessays, 2020).

Ineffective team members are generally seen to be a negative one in the organization. They are mostly involved in the improper decision making in organizations. A discrepancy or politics is easily seen in this kind of ineffective team. A quick result is highly required by them and thus for such a result the success rate can be seen to be degrading. Several tasks are generally preceded without having a proper understanding of the cause of the task. The agreement for task is not there and the conflicts are easily seen in their work environment. A clash o views are generally seen in this ineffective groups. Proper communication and meetings are not preceded here and the team members don’t listen to each other in any decision making. The strategies are also not prepared properly regarding the origination (Helfrich, 2018). The minorities re already gets excluded here in these scenarios as their conversation does not listen properly in the group. When the comparison of these two teams is done then it can be easily seen that an effective team had to compete very less as compared to the ineffective one. Team member's contribution to an ineffective one is very low as compared to that of an effective one. The skills and techniques are high in the efficient groups as compared to that of an inefficient one. Thus they can proceed with a proper strategy and decision that is to be formed in the organization. The risk and milestones for the tasks are generally evaluated by the effective team members while it is not analyzed by ineffective one before proceeding in the task. Moreover the division of work and satisfaction of work is seen for the employee of effective team members, whereas it is not divided properly in an ineffective group. Thus it can be concluded that effective team members are highly efficient more than an inefficient one (sociosphera.com, 2019).

Tesco organizational behavior

Three of the organizational behavioral levels are seen in Tesco here. These are meso, macro and micro levels. A proper management of the workforce is initiated in this case for the proper output of the tasks initiated. This organizational behavior is generally composed of the monitoring process, leadership, power-sharing, organizational culture and others that affect the individuals as well as the group's presence in the organization. Tesco has great management and infrastructure that can be understood in its organizational behavior. An effective teamwork can be easily analyzed by the organizational behavior here. A proper distribution of power and abilities are shared among the employees so that work can be initiated easily here. Employee responsibility, job satisfaction and nature of jobs are easily analyzed in this organizational behavior of Tesco. Tesco has three leadership styles that are autocratic, democratic and Laissez Fire (ijbssnet.com, 2019).

A small scale expansion value is gained easily by Tesco here. A single theory is initiated in this part so that it can gain a good competitive advantage in business and market. Selling the products online by use of private websites can be a helpful method for Tesco to gain a good name in the market. The addition of a one-day delivery system with this online selling system can be one of the useful methods for them to gain a good business name here. Every individual are seen to be involved in the completion of the task provided. This collaborative method is present in the employee so that tasks can be completed easily and in less time in Tesco. A great leadership quality is achieved here in Tesco easily and to gain a good business value. A proper recruitment, selection and training of the employee are seen to proceed in Tesco so that a good team can be built up and tasks can be completed easily. An efficient teamwork and collaboration is generally seen in Tesco. Moreover the use of new technologies and tools is highly imposed here so that their work efficiency can be enhanced easily (accountlearning.com, 2020).

Reference List

Levi, D., 2015. Group dynamics for teams. Sage Publications.

Chadwick, A., 2017. The hybrid media system: Politics and power. Oxford University Press.

Journals

Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational behavior. International Journal of Management Reviews, 20, pp.S83-S104.

Al-Salim, A.A.S.A., and Jawad, S.N., 2018. Organizational learning and its impact on the quality of creative performance. International Journal of Scientific Research and Management, 6(08).

Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Awadari, A.C. and Kanwal, S., 2019. Employee participation in organizational change: A case of Tesco PLC. International Journal of Financial Accounting and Management, 1(2), pp.91-99.

Wood, S., Wrigley, N. and Coe, N.M., 2017. Capital discipline and financial market relations in retail globalization: insights from the case of Tesco plc. Journal of Economic Geography, 17(1), pp.31-57.

Unkelos-Shpigel, N. and Hadar, I., 2018, May. Leveraging motivational theories for designing gamification for RE. In Proceedings of the 11th International Workshop on Cooperative and Human Aspects of Software Engineering (pp. 69-72).

Helfrich, C.D., Rose, A.J., Hartmann, C.W., van Bodegom‐Vos, L., Graham, I.D., Wood, S.J., Majerczyk, B.R., Good, C.B., Pogach, L.M., Ball, S.L. and Au, D.H., 2018. How the dual process model of human cognition can inform efforts to de‐implement ineffective and harmful clinical practices: A preliminary model of unlearning and substitution. Journal of evaluation in clinical practice, 24(1), pp.198-205.

Online Article

sociosphera.com, 2019, ETHNOCULTURAL IDENTITY AS A STRATEGIC RESOURCE OF CONSCIOUSNESS OF SOCIETY IN THE CONDITIONS OF GLOBALIZATION Available

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