Impact That Individuals Groups And Structure Have Management Essay

Organizational behaviourA is a field of survey that investigates the impact that persons, groups and construction have on behaviourA within organizationA for the intent ofA using such cognition toward bettering an organisation ‘s effectivity. ” ( Robbins )

An understanding ofA organisational behaviourA is valuable for bettering human behavior in positive way, on the one manus and the entire organisation clime, A on the other manus. It tries to advance our apprehension of theA processA of human behavior and the alterations that takes topographic point in the ends, functions, values and involvements of the organisation members during the class of their association with organisations.

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Undertaking 1: Understanding Organizational Structure and Culture

Structure in one sense is the agreement of responsibilities used for the work to be done whereas civilization is the complex whole which includes cognition, belief, art, ethical motives, imposts and any other capablenesss and wonts acquired by members of a society.

Different Organisational constructions and civilizations

Organizations are set up in specific ways to carry through different ends, and the construction of an organisation can assist or impede its advancement toward carry throughing these ends. Following are some of the different types of organizational constructions and civilizations.

Functional Structure and Culture

Functional construction is set up so that each part of the organisation is grouped harmonizing to its intent. In this type of organisation, for illustration, there may be a selling section, a gross revenues section and a production section. One of the drawbacks to a functional construction is that the coordination and communicating between sections can be restricted by the organisational boundaries of holding the assorted sections working individually. ( Writing )

Divisional Structure and Culture

Divisional construction typically is used in larger companies that operate in a broad geographic country or that have separate smaller organisations within the umbrella group to cover different types of merchandises or market countries. The benefit of this construction is that the demands can be met more quickly and more specifically ; nevertheless, communicating is inhibited because employees in different divisions are non working together.A ( Writing )

Matrix Structure and Culture

The 3rd chief type of organisational construction, called the matrix construction, is a loanblend of divisional and functional construction. Typically used in big transnational companies, the matrix construction allows for the benefits of functional and divisional constructions to be in one organisation. This can make power battles because most countries of the company will hold a double direction. ( Writing )

Relationship between Organisational Structure and Culture

If we assume that organisational construction is measured by four dimensions ( specialisation, standardisation, formalisation, and centralisation ) and civilization is defined besides by four dimensions ( individualism/collectivism, power distance, uncertainness turning away, and masculinity/femininity ) , relationships between these dimensions will depict the relation between organisational construction and civilization. ( J.D, 1966 )

Consequence on Tesco ‘s activities


Tesco is a hierarchal construction because it has a batch of beds and besides a batch of people describing into more than one individual before that information acquire to the foreman. A hierarchal construction has many degrees. Each degree is controlled by one individual. A hierarchal concern construction would intend that the concatenation of bid expressions like a pyramid, with a big base of workers, who are straight supervised by the smaller degree above them, who are in bend supervised by the degree above them, go oning on to the top ranking officer such as CEO Terry Leahy in Tesco ‘s Circumstance. This type of construction allows the workers in Tesco to cognize precisely what they have to make so they do n’t wait around until they are told. There is clear authorization and duty within the administration that makes certain that everybody knows what they are making and cognize that there will be effects if the undertakings are non finishedA on clip. [ 1 ]


TescoA hasA aA veryA friendlyA andA supportingA approachA inA the everyday ways that staff at Tesco behaves towards each other, and towards those outside the company that can do up the ways people do things. The control systems and measurings are invariably under the direction reappraisal to supervise the efficiency ofA the staff and directors ‘ determinations. Ongoing meetings and communicating at every degree of the company ‘s hierarchy represent a strong internalA environment so all the activities of Tesco Ireland are ever streamlined and decently controlled. [ 2 ]

Factors Affecting Individual Behaviour at Tesco

Harmonizing to John Ivancevich and Michael Mattson, the major factors that influence single differences in behavioral forms are demographic factors, abilities and accomplishments, perceptual experience, attitudes andA personality. They are as follows:

Demographic Factors

The demographic factors are socioA economicA background, instruction, nationality, race, age, sex, etc. Tesco prefer individuals that belong to good socio-economic background, good educated, immature etc as they are believed to be executing better than the others. Peoples working in Irish Tesco belong to different backgrounds, so demographic factors will impact their single behavior. [ 3 ] A

A Abilities and Skills:

The physical capacity of an person to make something can be termed as ability. Skill can be defined as the ability to move in a manner that allows a individual to execute good. TheA single behaviourA and public presentation is extremely influenced by ability and accomplishments. As Tesco is a multi-skilled administration, so single behaviors are affected by accomplishments the persons possess. [ 3 ] A


The cognitiveA processA meant for construing the environmental stimulations in a meaningful manner is referred to as perceptual experience. Every person on the footing of his/her referenceA can form and construe environmental stimulations. There are many factors that influence the perceptual experience of an person. [ 3 ] A


Harmonizing to psychologists, attitude can be defined as a inclination to react favorably or unfavorably to certain objects, individuals or state of affairss. The factors such as household, society, A civilization, equals and organizational factors influence the formation of attitude. The employees can execute better in the administration if they form a positive attitude. [ 3 ] A

Undertaking 2: Approachs to direction and leading

Different leading manners

Following are three different leading manners that General Electric, Microsoft and Nissan have.

The pacesetting leaderA expects and theoretical accounts excellence and autonomy. If this manner were summed up in one phrase, it would be “ Do as I do, now. ” The pacesetting manner works best when the squad is already motivated and skilled, and the leader needs speedy consequences. Used extensively, nevertheless, this manner can overpower squad members and squelch invention. Jack Welch began his calling at General Electric in 1960, and by 1981 he was named the company ‘s 8th Chief Executive Officer.A While Jack Welch was besides known for his informal attack that allowed him to interact with employees at all degrees in his organisation, he was besides a persistent and demanding executive. He sets the illustration of a pacesetting leading manner. [ 5 ]

Autocratic leading manner works good if the leader is competent and knowing plenty to make up one’s mind about each and everything. Authoritative is considered one of the most effectual leading manners in instance there is some exigency and speedy determinations need to be taken. If there is no clip left for treatment or weighing assorted options, so this type of leading gives the best results.A Authoritarian leading manner illustrations can be found in the existent universe in people like Bill Gates and John F Kennedy. Bill Gates followed the autocratic manner and steered Microsoft towards incredible success.A [ 4 ]

The democratic leaderA physiques consensus through participation.A If this manner were summed up in one phrase, it would be “ What do you believe? ” The democratic manner is most effectual when the leader needs the squad to purchase into or have ownership of a determination, program, or end, or if he or she is unsure and needs fresh thoughts from qualified teammates. Carlos Ghosn is a successful concern leader who employed democratic leading rules and is credited for the singular turnaround of Nissan in 2000. [ 6 ]

Organisational Theory

Organization theory represents a immature and complex field of survey related to the behavior of organisations and companies. Through peculiar methods like analysis, generalisation and observation, organisation theory specializers try to find how companies and organisations will act in certain state of affairss. Organisational theory supports the direction of Practice in Irish Tesco by saying that the people in Tesco belong to different backgrounds and countries, so their single behaviors can be different, so there is a demand of proper planning for squad work and to accommodating proper manner of leading here which I would propose should be a democratic manner.

Different Approaches to direction

Following are four different attacks to direction in different administrations

The empirical or instance attack: In this attack, one attempts to understand direction rules with the aid of instances. It besides identifies the state of affairss, wherein organisations have either succeeded or failed by following this attack. Its restriction is that state of affairss are all different and this attack does non try to place rules. There is besides a limited value for developing direction theory.

The interpersonal behavior attack: This attack is based on single psychological science and focal points on interpersonal relationships. It ignores be aftering, forming, and commanding. Critics besides say that psychological preparation is non plenty to go an effectual director.

The group behaviour attack: This attack is based on sociology and societal psychological science. It stresses on the behavior of people in groups. This attack is frequently non integrated with direction constructs, rules, theory and techniques and there will be a demand for closer integrating with administration construction design, staffing, planning and controlling.

The concerted societal systems attack: It advocates a system of cooperation utilizing both interpersonal and group behavioral facets. One restriction of this attack is that it is excessively wide a field for the survey of direction and at the same clip it overlooks many managerial constructs, rules, and techniques.

Undertaking 3

Leadership manners and employee motive

Transactional leaders achieve conformity from subsidiaries through an exchange of wagess for services. For illustration, transactional leaders will offer rises or publicities for higher work productiveness. The failing of this leading manner is that employees are non invested in their work and one time wagess become unavailable, it is hard to go on to actuate them. ( Johnson, 2006 )

Transformational leading is the leader ‘s ability to actuate followings to lift above their ain personal ends for the greater good of the organisation. “ Transformational leaders go beyond transactional leading and are characterized as airy, articulate, assured and able to breed assurance in others so as to actuate them to excel their usual public presentation ends ” ( Schwarzwald, Koslowsky, & A ; Agassi, 2001 ) . The transformational leaders attempt to excite the undeveloped or hibernating demands of their subsidiaries and hence their motive degree is enhanced and their public presentation is bettered.

As a director I will utilize the transformational leading manner and therefore will be able to use different altering environments and at the same clip maintaining the degree of motive of employees at Tesco at a high degree in order to maintain the quality of work done.

Different motivational theories and their application

Personal Manners

In their theory on actuating different types of people, Merrill and Reid place four personal manners:


Major Drivers

Prefers to


Action Oriented: Focus is on present clip frame, direct action. Minimum concern for cautiousness in relationships. Tends to reject inactivity.

Control, Tell


Intuition Oriented: Focus is on affecting others, future clip frame. Minimum concern for modus operandi. Tends to reject isolation.

Emote, Tell


Relationship Oriented: Focus is on associating, back uping ; present clip frame. Minimum concern for impacting alteration. Tends to reject struggle.

Emote, Ask


Thinking Oriented: Focus is on cautious action, “ acquiring it right ” , historical clip frame, and cautious action. Minimum concern for relationships. Tends to reject being incorrect.

Control, Ask

Application: A To assist people experience connected per se with their work, construction their work so these personal manner demands are met.


More Effective

Less Effective


aˆ? Get things done rapidly that are traveling to be effectual, even if they are n’t perfected.

aˆ? Spending clip in contemplation and consideration, in an effort to hone.


aˆ? Make work a party while you ‘re acquiring material done ; breathe life into work.A

aˆ? Spend 3 hours in a room consecutive making a bit-by-bit checklist.


aˆ? Include efficaciously when a group tackles a undertaking, and non merely the “ good-humored ” coworker ; they ‘ll experience others ‘ “ hurting ” if their input is excluded.

aˆ? Try to acquire consequences through bullying and application of emphasis.


aˆ? Give them infinite to acquire grounded – to acquire it “ right ” – before they proceed to action.

aˆ? Use struggle to seek to acquire best consequences.

McClelland ‘s Theory of Motivation


More Effective

Less Effective


Seek: To stand out ; may avoid both low- and high-risks as a consequence, in order to prosecute meaningful success.

Work entirely or with other high winners


Seek: Either personal or institutional power. Either manner they want to direct others, but the institutional power is in service to the establishment ‘s success, so those with that focal point tend to do better directors.

Direct others


Seek: Harmonious work relationships, to accept, to be accepted, and to include others. They can be more comfy conforming to group norms.

Work in scenes with important personal interaction


Application: A To assist people link per se with their work, construction their work so their major demand is met. What ‘s new here is the “ Achievement ” demand. It can cut across all the Merrill and Reid personal motive manners. The key here is to environ high winners with other high winners. To be their best, they need to cognize they ‘re on a squad capable of drawing off a worthwhile, come-at-able mission.

Money as a De-Motivator

Frederick Herzberg was a clinical psychologist and innovator of “ occupation enrichment. ” He proposed the Motivation-Hygiene Theory, besides known as the two factor theory of occupation satisfaction. Harmonizing to his theory, people are influenced by two sets of factors:

Incentive Factors

Hygiene Factors

aˆ? Work itself

aˆ? Duty

aˆ? Promotion

aˆ? Growth

aˆ? Accomplishment

aˆ? Recognition

aˆ? Pay and benefits

aˆ? Company policy and disposal

aˆ? Relationships with colleagues

aˆ? Physical environment

aˆ? Supervision

aˆ? Status

aˆ? Job security

aˆ? Salary

Application: A To make an environment where people motivate themselves, we must adequately take attention of the hygiene factors. If we do n’t, demotivated employees will probably ensue. The key here is that “ equal ” is adequate ; we do n’t necessitate an outstanding physical environment because it wo n’t increase employee motive perceptibly. In amount, the “ hygiene factors ” have a downside if non done good, but non much of an upside possible impact on employees, even if they ‘re done really good.

Utility for Irish Tesco

By the usage of different motivational theories, Irish Tesco provides chances for its directors and staff to take a portion and a greater involvement in their ain employment. Since every employee is an single, with different demands and aspirations, the procedure of reappraisals and personal development programs allows acknowledgment of their abilities and accomplishment, every bit good as possible development. This benefits the person by supplying calling patterned advance. It besides benefits Tesco by guaranting the concern can present high degrees of client service through its skilled employees.

Undertaking 4

Nature of Groups and Group behaviour

Group behaviourA refers to the state of affairss where people interact inA largeA orA little groups. The field ofA group dynamicsA trades with little groups that may make consensusA and act in a co-ordinated manner. Groups of a big figure of people in a given country may move at the same time to accomplish a end that differs from what persons would make moving entirely. A big group is likely to demo illustrations of group behavior when people gathered in a given topographic point and clip act in a similar way-for illustration, fall ining aA protestA or March, take parting in aA fightA or actingA patriotically.

Factors Affecting effectual teamwork

Teamwork in any organisation is of import and indispensable for it to win. For an organisation to accomplish its ends, it needs to run like a well-oiled machine composed of different parts working together. Different factors that affect effectual teamwork include:

Good Communication

Shared Duty

Shared Motivation and Praise

Concentrating on Goals



Deal With Conflict [ 7 ]

Impact of Technology on Teamwork in Tesco

The usage of new engineerings can better and in some instances hinder squad operation. As engineering alterations squads must update and keep their cognition in order to work efficaciously. Technologies which have improved squad maps in Tesco include

electronic mail

nomadic phones


E-mailA allows asynchronous communicating which means squad members in Tesco do non necessitate to be in the same topographic point at the same clip in order to pass on efficaciously. E-mail besides has its negative facets in footings of pull offing e-mail and the abuse of electronic mail.

Mobile phonesA allow squads to pass on even when squad members are out of the office, on the route or otherwise unavailable. Sometimes holding ever entree to team members can impede squad operation.

GroupwareA enables squads to be after meetings, collaborate, depute all within a practical environment which can frequently be accessed remotely from anyplace in the universe.

PersonalA computersA allow squad members to transport out assorted undertakings and pass on more efficaciously. Laptop computing machines allow you to make this anywhere. In Tesco Ireland, Personal Digital Assistants ( PDA ) now have much of the same functionality as their bigger cousins, but are smaller, more portable and have a longer battery life.


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