How Does Tesco Affect Organisational Behaviour

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As indicated by Lewis (2011), values do not directly affect behaviour. Nonetheless, values have an extremely solid impact in the manner a man feels about something, how a man conducts, and how an individual sees. Michaelson, et al (2014) explored on the work motivation theory, which proposes that values encourage people to work for an organisation and this theory tries to adjust qualities to association execution and fulfilment.
Most scholars in organisational behaviour concur that values are principles for picking objectives and those qualities are created through identity. In connecting qualities and identity, Holland introduced a theory known as the personality-job-fit theory of what is thought to be the best expressive path in coordinating
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Tesco does not prefer to make their employees work in a team or group. Instead, they provide individuals tasks to the workers. This depicts the fact that the influence impact of emotional contagion on the group level processes is not implemented within Tesco. They are of the perspective that individual working of the employees is more effective as compared to group working because it would minimise the level of influence on their work performances. However, Tesco implements the model of emotional contagion on individuals because the employee can influence the behaviour and emotion of other employee with the help of use of conscious or unconscious behavioural attitudes and emotional states. Therefore, this model is significant for the manufacturing firms that focus on team or group work. Although, Tesco adopts group work in complex situations but the involvement and use of group processes is not wide in the business in comparison to other businesses (Kimura, et al., 2008; Hammett & McMeikan,
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