Unit 12 Organizational Behavior Assignment at HND in Business (GC0969)

Introduction

The aim of this unit is to develop a student’s understanding of the influence culture, politics and power have on the behavior of others in an organizational context. Students will be in a position to apply the principles of organizational behavior to a variety of business situations.

On successful completion of this unit, students will have an understanding and awareness of key influences that affect the behavior of individuals, teams and organizations as a whole. They will be able to use this knowledge to make an immediate and positive contribution in the workplace, whether that role is as part of a team or as a team leader. This will be achieved through a strong appreciation of working in a team, having a more profound perspective of what makes people and organizations do what they do, and how to adjust one’s own behavior to reflect the circumstances and situation.

By the end of this unit students will be able to:

LO1.       Analyze the influence of culture, politics and power on the behavior of others in an organizational context.

LO2.       Evaluate how to motivate individuals and teams to achieve a goal.

LO3.       Demonstrate an understanding of how to cooperate effectively with others.

LO4.       Apply concepts and philosophies of organizational behavior to a given business situation.

Case Study: TESCO

Tesco began in 1919 with one man, Jack Cohen, a market stallholder selling groceries in London. TESCO was formed out of a merger with T.E. Stockwell from whom he purchased tea for sale on the stall. The first store opened in 1929.

Since then, Tesco has expanded across the world. It now has over 2,200 stores including hypermarkets and Tesco Express outlets to meet different customer needs. As a conglomerate, Tesco also offers alternative goods and services such as insurance, banking and online shopping. With net profits of around £3.4 billion, Tesco has become the largest British retailer and one of the world’s leading retail outlets on three continents. Tesco’s growth has resulted in a worldwide workforce of over 468,000 employees.

To support its growth, Tesco needs staff that are motivated, flexible and well-trained and who recognize customer needs. In turn, Tesco’s employees are supported by the company in their various roles and at different levels – from customer assistants in stores to department managers; from warehouse employees to office and logistics staff. Tesco recognizes that employee motivation is important for the continued growth of the company.

This case study looks at how Tesco motivates its employees by increasing their knowledge, skills and job satisfaction through training and development and providing relevant and timely rewards and recognition.

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What is motivation?

Motivation may stem from personal interest such as keeping safe or from external factors such as praise and reward.

Different theories have been suggested for motivating employees. Pay is considered a primary motivator. Other motivating factors include

• appreciation of hard work
• a sense of achievement
• responsibility and empowerment
• opportunity for advancement
• A sense of challenge and enjoyment.

Benefits of motivated staff

A motivated workforce will work harder and achieve greater output in less time, therefore reducing labor costs. It requires less supervision and demonstrates pride in its work, making a greater impact on the customer.

Motivated employees have greater concentration and are less likely to make mistakes, cause accidents, or be involved in the conflict. They are also likely to show greater loyalty to the company and have less absenteeism. An unmotivated workforce will be the opposite, being dissatisfied with its role in the work environment. This can negatively affect both the quality of the work as well as how efficiently employees carry out their jobs.

Tesco considers that the business depends on two groups of people customers and staff. It appreciates that staff are unique and have diverse lifestyles outside of work. To this end, Tesco supports staff with a work/life balance and offers reward through:

• flexible working
• free or reduced rate health benefits
• discount gym membership
• competitive salaries
• staff discount
• company share options.

Valuing employees

Tesco has discovered that it is important to create trust and respect. It has found that valuing employees, providing realistic goals and an interesting environment for them to work in, increases employees” motivation.

At Tesco, a motivated member of staff ‘works in partnership with others to achieve individual and team objectives’. This means that he or she focuses on customers, treats people fairly, and is determined and devoted to receiving feedback from others……………….

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