The paper "Tesco Plc Company - Organization Behavior" is a good example of a business case study. Organization behavior is the study of the behavior of those working within and outside an organization considering its effect on organizational performance and effectiveness. It entails understanding, predicting, and controlling peoples’ behavior within a company. The way people working within an organization behave depends on the structure which consists of technological, leadership and management, organizational and the culture adopted. As companies progress and grow, a lot of changes have to be incorporated in order to enhance the performance and effectiveness of an organization.
Considering the case of Tesco plc. The company, a lot of organizational changes have been adopted for the overall performance. Though most of these have contributed to the overall success of the company, certain structural and cultural aspect deployed by the company have led to a deterioration in its performance (Mullins 2010). Tesco plc. company was founded in 1919 by Jack Cohen. At the time of its founding, the company specialized in the production and supply of food grocery. As we speak today, the company has undergone a lot of organizational, technological and structural changes it is today dealing with books, clothing, electronic, furniture, petrol, and telecom and finance services.
It is one of the largest company dealing in food grocery and number four in the world according to the food store companies ranking. Though started in the United Kingdom, it is currently operating in more than fourteen countries in the world. Due to its large size, the type of organization structure and culture become very complex as it involves dealing with different groups of people with diverse cultures (Datamonitor (Firm) 2000). Influence of Organization Structure One of the way to consider the behavior of people working within Tesco plc.
Company involve considering its organization structure and culture. Organization structure is the way power, rights and duties are aligned and assigned to different individuals within the company. It affects how people within a given company interact with each other. It determines how roles, responsibilities and power are allocated, controlled and coordinated within the organization. This entails the flow of information between different levels of management within the company (Pugh and Hickson 2007). Tesco plc.
Company deploys the use of tall organization structure. Tesco plc. Employees are closely monitored and supervised since each manager is responsible for a small number of employees. This is because of its large size, and the central kind of management cannot be used to effectively perform. The high position managers have to delegate duties to those below them to supervise and monitors. Though a flat organization structure is the best for company success, its use is limited by the size of the company.
Most large companies such as Tesco Plc. Company in go for a tall organization structure. In the case of tall organization structure as observed in Tesco plc. Company, responsibilities of managers and management structure is well defined and clear with a structure which is remote to change and internalized (Mullins 2010). There is a lot of demonstration of power and role culture with the key decision being made by those in the high position. The success of each manager and employer can easily be recognized and as such, the process of promoting and rewarding them is very easier.
However, there is a lot of loss of market share that Tesco plc. Company has experienced a lot of underperformance and ineffectiveness due to its tall structure. The employees in this system of management are closely monitored since each manager is accorded a few employees to manage and as such, they feel less motivated (Mullins 2010).
Brooks, I. 2009. Organisational behaviour: Individuals, groups and organisation. Harlow, England: Prentice Hall/Financial Times.
Datamonitor (Firm). 2000. Tesco PLC. New York, NY: Datamonitor.
Mullins, L. J. 2010. Management and organisational behaviour. Harlow: Financial Times Prentice Hall.
Pugh, D. S., & Hickson, D. J. 2007. Great writers on organizations. Aldershot, England: Ashgate.
Sadler, P. 2003. Leadership. London: Kogan Page Ltd.