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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY

Faculty of Law BATCH 2019-2024 TOPIC: MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY. SUBJECT: ORGANIZATION BEHAVIOUR (OB). SUBJECT CODE: 10BC0409. Submitted to:

Submitted by:

Dr. Krunal Purohit.

Jainam Shah

Assistant Professor

Roll No: -91901041010

Faculty of Law, Marwadi University

B.com LLB Hons. (Semester IV)

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY

DECLARATION I JAINAM SHAH certify that the work embodied in this project work, entitled “MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY”, is my own bona-fide work carried out by me under the supervision of Assistant professor Dr. KRUNAL PUROHIT of Faculty of Law, Marwadi University. The matter embodied in this Project has not been submitted for the award of any other degree/diploma. I declare that I have faithfully acknowledged, given credit to and referred to the authors/ research workers wherever their works have been cited in the text and the body of the project. I further certify that I have not willfully lifted up some other's work, para, text, data, results, figures etc. reported in the journals, books, magazines, reports, dissertations, theses, etc., or available at websites and included them in this project work and cited as my own work.

SIGNATURE OF THE STUDENT DATE: PLACE:

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY

SUPERVISOR’S CERTIFICATE This is to certify that the work embodied in the accompanying project entitled “MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY”, has been carried out entirely by Jainam Shah under my direct supervision and guidance and that the candidate has fulfilled the requirements of the regulations laid down for the partial fulfillment of B.COM. LL. B (Hons.) Degree examination in the course Organization Behaviour (Semester IV), Faculty of Law, Marwadi University.

Dr. KRUNAL PUROHIT. Assistant Professor (ORGANIZATION BEHAVIOUR) Faculty of Law, Marwadi University

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY

ACKNOWLEDGEMENT I would like to express my thanks to the people, who have helped me most throughout my project, be it directly or indirectly. I am most grateful to my teacher Dr. KRUNAL PUROHIT who inspired to do this project by providing this opportunity. A special thank of Mine faculty sir Dr. Krunal Purohit Sir who helped me out in completing the project, where they all exchanged their own interesting ideas, and made me realize both the perspectives to the issue and thus made it possible to complete my project with all accurate information. I wish to thank my parents for their personal support or attention who inspired me to go my own way. Last but not the least, I would also extend my appreciation to those who could not be mentioned here but well played their role to inspire the curtain.

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY INDEX

CHAPTER-I INTRODUCTION.

06.

1.1 ORGANIZATION BEHAVIOUR.

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1.2 NATURE OF ORGANIZATION BEHAVIOUR.

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CHAPTER-II MOTIVATION IN BEHAVIOUR.

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2.1 INTRODUCTION TO MOTIVATION IN BEHAVIOUR.

08.

2.2 THEORIES

08.

CHAPTER-III CASE STUDY (TESCO COMPANY)

12.

3.1 BRIEF INTRODUCTION TO THE CASE STUDY 12. 3.2 BACKGROUND OF COMPANY

12.

3.3 CASE STUDY (MOTIVATION IN BEHAVIOUR)

12.

CHAPTER-IV FINDINGS AND CONCLUSION

16.

REFRENCES

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TOPIC: MOTIVATION IN BEHAVIOUR: AN CASE STUDY OF TESCO COMPANY. CHAPTER-I

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY INTRODUCTION. Everything Changes When You Change. 1.1 ORGANIZATION BEHAVIOUR: Basically, the study of organizations and of the collection of people within them together comprises the field of organizational behaviour. Organizational Behaviour is concerned with the aspect of human behaviour which is very pertinent and relevant to Organizational Performance. So, it studies human behaviour at an individual level, group level and organizational level. It applies the knowledge gained about individuals, groups and the effect of organization structure in behaviour towards the end of making organizations work more effectively. The study of Organization Behaviour performs multiple tasks which improve people’s understanding and the ability to work together as a team and to achieve organizational goals effectively and efficiently.1 DEFINITION: According to Robbins, Organizational Behaviour is a field of study that investigate the impact that individuals, groups and structure have, on behaviour with organization for the purpose of applying such knowledge towards improving organization’s effectiveness. According to Aldag and Brief, Organizational Behaviour is a branch of the social sciences that seeks to build theories that can be applied to predicting, understanding can control behaviour in work organizations. According to Moorhead and Griffin, Organizational Behaviour is the study of human behaviour in organizational settings, the interface between human behaviour and the organization, and between the organizations itself. Furthermore, there are many famous personalities like Newstrom, Joe Kelly, Callaham, lvancevuch, Knonopaske, Matteson who has defined Organizational Behaviour. 1.2 NATURE OF ORGANIZATONAL BEHAVIOUR:

1 Organizational Behaviour - Meaning, Definitions, Nature, Evolution, available at, www.simplinotes.com/management/organizational-behaviour-concept/.

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY Organizational Behaviour is an emerging concept as a separate field of study. Therefore, its nature will be likely to change frequently over the period time. However, its present nature is as follow: OB is a field study and not a discipline, OB predicts human behaviour, OB has an interdisciplinary approach, OB has multiplicity, OB is a science and art, OB is Normative Science, OB is humanistic and optimistic, OB is an orientation towards Organizational objective, OB has pervasive nature, OB is perpetual, OB is Adaptability. Thus, these all things are considered as a nature of OB. Organizational Behaviour is intended to explain behaviour and make behavioral predictions based on observations. If you can understand behaviour, you can better understand how an organization works. In addition, organizational behaviour studies how an organization can affect behaviour. So, if you think about it, behaviour affects an organization and an organization affects behaviour. Therefore, in order to have a healthy and successful organization, it is extremely important to understand the ins and outs of Organizational behaviour. Furthermore, Organization behaviour was evolved through different approaches initiated by the different theorist. OB provides a road map to our lives in organizations. OB uses scientific research to understand and make an organization life, as it helps to predict what people will do under various conditions2. Organizational Behavior is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a systematic approach. Thus, it interprets people-organization relationships in terms of the whole person, the whole group, the whole organization, and the whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives.3 Organizational Behaviour works as per levels and it deals with three-level and they are: 1. Individual Level

2. Group Level.

3. Organizational

Level.

2 Chapter 1 Organizational Behaviour, available at, https://www.slideshare.net/rajasshire1/chapter-1-OB 38248150. 3 Organizational Behavior Explained: Definition, Importance, Nature, Model, available at, https://www.iedunote.com/organizational-behaviour.

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY CHAPTER-II MOTIVATION IN BEHAVIOUR. 2.1 INTRODUCTION TO MOTIVATION IN BEHAVIOUR. Basically, the concept of motivating people (employee) will help the company with the great performance of the employees, higher than their normal physical and mental capacities, and to keep them satisfied is a very complex function of management. Motivation defines as an inspirational process that impels the members of the team to pull their weight effectively to give their loyalty to the group, to carry out the tasks properly that they have accepted, and generally to play an effective part in the job that the group has undertaken. The concept of Motivation in Behaviour deals with multiple theories. Through such theories, by implementing or after executing, the organization can perform Motivation in Behaviour to bring or develop the Organizational Behaviour of any company. There are many theories such as Maslow’s Hierarchy of Needs Theory, Herzberg’s Motivation Theory, ERG Theory of Motivation and Goal Setting Theory of Motivation. All these theories are common theories of motivation but there are certain theories which are developed by the great personality such as Intrinsic Motivation Theory by KEN THOMAS and Expectancy Theory of Motivation by VICTOR VROOM. So, these are the theories that will be explained in detail in the research project4. 2.2 THEORIES: 1. MASLOW’S HIERARCHY OF NEEDS THEORY: Abraham Maslow is well renowned personality for proposing the Hierarchy of Needs in 1943. This theory is a classical depiction of human motivation. This theory assumes that there is a hierarchy of five needs within each individual. The urgency of these needs varies. These five follows: Self-Actualization (desire needs are as 1. to become the most that one can be) 2. Esteem (respect, self-esteem, status, recognition, strength, freedom) 3. Love and Belonging (Friendship, Intimacy, Family, Sense of Connection) 4 Motivation: Introduction, Definition and Characteristics of Motivation, available at, https://www.yourarticlelibrary.com/human/resources/motivation-introduction-definition and characteristics-ofmotivation/32389 .

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY 4. Safety Needs (Personal security, employment, resources, health, property)

5. Physiological Needs (Air, Water, Food, Shelter, Sleep, Clothing. Reproduction) 2. HERZBERG’S MOTIVATION THEORY: This theory is also known as Two Factor Theory, argues that there are two factors that an organization can adjust to influence motivation in the workplace. These factors are: 1. Motivators: Which can encourage employees to work harder. 2. Hygiene Factors: These won’t encourage employees to work harder but they will cause them to become unmotivated if they are not present.

3. ERG THEORY OF MOTIVATION: To bring Maslow’s need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms. His rework is called as ERG theory of motivation. He recategorized Maslow’s hierarchy of needs into three simpler and broader classes of needs: 

Existence needs- These include the need for basic material necessities. In short, it includes an individual’s physiological and physical safety needs.

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Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslow’s social needs and external component of esteem needs fall under this class of need.



Growth needs- These include the need for self-development and personal growth and advancement. Maslow’s self-actualization needs and intrinsic component of esteem needs fall under this category of need.

4. GOAL SETTING THEORY OF MOTIVATION: This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. Simply, this theory indicates and provide direction to an employee about what needs to be done and how much efforts are required to be put in. There are some advantages as well as limitations of this theory. This theory provides an advantage or help to raise incentives for employees and further this theory also helps us to leads to better performance by increasing

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY motivation and efforts, but also through increasing and improving the feedback quality. This theory lacks at certain points like sometimes goals conflict with the managerial goals, which inflict detrimental effect on the performance. Further, sometimes goals contain some riskier behaviour when they are very difficult and complex. And there is no evidence to prove that this theory improves job satisfaction. 5. INTRINSIC MOTIVATION THEORY: The author of this theory “Kenneth Thomas” expressed this theory into Four Intrinsic Rewards, and they are: 1. A Sense of Choice: The Sense of Choice provides the ability to anyone to free choose and self-select their task or work and perform the activities of the selected task.

2. A Sense of Competence: This is the sense of accomplishment and job-well-done that an employee feels after skillfully performing responsibilities of performing the task which they have choosen. 3. A Sense of Meaningfulness: The sense of Meaningfulness provides motivation to the person who is performing any task. The employees must feel that the task which he/she is performing has some meaning and the task must be meaningful. 4. A Sense of progress: This sense of progress provides motivation in completion of any task. The feeling of progress is significant to evaluate the advancement in achieving the task’s purpose. 6. EXPECTANCY THEORY OF MOTIVATION: This theory was proposed by Victor Vroom of Yale School of Management in 1964. The author of this theory stresses and focuses more on outcomes and not on needs. This theory completely differs from Maslow and Herzberg theory. The Expectancy theory states that an employee’s motivation is an outcome of how much an individual wants a reward (valence), the assessment that the likelihood that the effort will lead to expected performance (expectancy) and the belief that the performance will lead to reward (Instrumentality). This theory also contains advantages and limitations, advantages are it emphasizes rewards and pay-offs further it is based on selfinterest individual also this theory stresses upon the expectations and perception what is real and actual is immaterial. The Limitation of these theory are it seems to be idealistic and the

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY application of this theory is limited as reward is not directly correlated with performance in many organizations. Basically, Motivation can be described as the internal force that impacts the direction, intensity and endurance of a person’s voluntary choice of behaviour. It consists of three key elements and they are: 1. Direction- focused on goals. 2. Intensity- the bulk of effort allocated. 3. Persistencethe amount of time taken for the effort to be exerted5. Motivation is an internal feeling; thus, it defines the psychological state of a person. It is a continuous process and we should make sure that it is not gets disturbed. A person should be encouraged completely. Motivation is important because after executing the theories of Motivation in the organization it brings Motivated employees with more quality-oriented, also it brings highly motivated employees which are more productive as compared to other employees. Furthermore, Motivation in Behaviour helps in achieving three behaviour dimension of human resource and they are: Candidates must be attracted not only to join but also remain in the firm, next employees must perform task in a dependable manner and lastly employees should be creative, spontaneous and innovative at work. So, all theories mentioned in the first para, all these theories are known as a source or factors of Motivation6.

5 Organizational Behavior – Motivation available at, https://www.tutorialspoint.com/organization_behaviour/organizational_behaviour_motivation.htm 6 Theories of Motivation in Behaviour available at, https://granite.pressbooks.pub/mgmt805/chapter/theories -of-motivation/.

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY

CHAPTER-III CASE STUDY (TESCO COMPANY). 3.1 Brief Introduction of TESCO Company: Before acknowledging the case study of TESCO company, the researcher would like to brief about the company, TESCO is a business which built with a large number of customers, staff or employees, high-quality assets around the world and multiple opportunities for growth. The company has a strong employee team which is over 4,68,000. The company is expanded over 13 countries outside the UK and entered new markets such as online retailing and financial services. The name of the CEO of the Company is Tesco Terry Leahy. Furthermore, the company believes that “we know that if we look after our staff, they will look after our customers. Work can be a large part of our lives, so our people deserve an employer who cares. That’s why one of our values is ‘Treat people how we like to be Treated’.” The reason behind becoming successful is that TESCO company has got an advantage over its competitors by incorporating innovation in its supply chain like point of the sales data7. 3.1 Background of the Company:

7 Introduction to TESCO company, available at, https://www. Slideshare.net/AshutoshSIngh39/tesco-12875122.

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MOTIVATION IN BEHAVIOUR: A CASE STUDY OF TESCO COMPANY TESCO was founded in 1919 by a great personality named “Jack Cohen”. The very first private label product introduced by Jack Cohen had the TESCO Tea. In the year 1929 the company opened its first store. The Mantra of TESCO for running a business was “Pile it high and sell it cheap”. In the year of 1947, TESCO went into a public and a year later, TESCO started selfservice stores like supermarket8. 3.2 Case Study (Motivation in Behaviour): Basically, this case study is of TESCO company where the Motivation in Behaviour program was exercised. This company was initiate in 1919 by a man named Jack Cohen. Since then, TESCO has expanded and developed across the whole world. It has approximately 2,200 stores including hypermarkets and TESCO helps by expresses the outlets to meet different needs of the customer. TESCO company also offers alternatives goods and services such as insurance, banking and online shopping. TESCO has become the largest British retailer and one of the world’s leading retail outlets on three continents with net profits of around 3.4 billion. The workforce of TESCO company has resulted in worldwide around 4,68,000 employees. So basically, now to maintain this establishment of the company and to support its growth is such a difficult task which was the requirement for TESCO company, TESCO needs staff that are motivated, flexible and well-trained and who understand and recognised customer needs. Further it was also important that TESCO’s employees gets support from the company by playing various roles at different levels from customer assistants in stores to department managers...