Structure And Culture Of Organisation Behaviour Assignment

Unit 2 Structure And Culture Of Organisation Behaviour Assignment

Program	BTEC Higher National Diploma in Business
Unit Number and Title	Structure and Culture of Organisation Behaviour
QFC Level	Level 4

Introduction

3.1 Discuss the impact that different leadership styles may have on motivation within period of change.

Effective leadership is very essential to achieve the organisational goals. In today’s changing era the organisation have to ensure that organisation is effective and efficient enough to achieve the organisation goals. Managers require excellent approach to motivate the employees which is very important to motivate the employees and to make their optimum benefaction to the organisation. Motivated employees at the work perform far much better. There are so many kinds of leadership styles that play a vital role in motivating the employees. Certain democratic styles are described below which are foremost to motivate the employees. These are named as autocratic leadership, democratic leadership and laissez faire leadership. (Ali, et. al., 2013)

• Autocratic leadership- Autocratic leaders are the leaders who are the only decision taker at the organisation. Autocratic leaders always show the path to the employees that what they have to do and how they have to do. Other than this the dictator leaders gives the right and clear path and at the same time also motivate to achieve the organisational goals. At the CAPCO this approach is used at less level. (Nwokocha, .et, al., 2015).
• Democratic leadership- This leadership style is totally different from the autocratic leadership. Such leaders involve employees in decision making regarding the organisation. When this approach is used in the organisation employees get motivated to their work. They feel committed to their work. It is an open approach to the employees because in this there is involvement of employees and their values in decision making. At the CAPCO this style is used to make employees esteemed. This approach makes employees more hard working.
• Laissez faire leadership- In this approach the managers of the organisation gives all the decision making power in the hands of employees in which the employees set their goals and targets and problem solving is also done by them only. This approach motivates employees to enhance their skills related to work and loyalty as well. At the CAPCO team leaders and manager use this approach only when they have to improve the level of productivity and commitment level of the employees.
• Transformational leadership style- Transformational leaders seeks for change in the organisation. Such leaders are strongly desired and motivate their employees to work in the same direction. In CAPCO leaders’ foster creative thoughts in decision making and more committed to customer services in the employees.

3.2 Compare the application of two motivational theories (e.g. Maslow’s & Herzberg theories) within organizational setting.

Motivation theories are used to build behaviour of the employees. Most of the organisations are adopting motivational theories because motivated employees are more efficient, more effective and more productive. The steps in the motivation theories were developed by Abraham Maslow. If positive feedback is given by the managers to employees the employees will get motivated. If the basic or fundamental needs are fulfilled than second level of needs takes place that is safety needs. Whereas the Hertzberg talks about the two factors that motivate employees at the work. First factor is called as hygienic factor which is not much effective in motivation of employees. If in the CAPCO organisation there is lack of motivation factors that can lead to de motivation of employees. Second factor is motivators. This theory is mainly focused on satisfaction of unsatisfied needs of the employees.  On the other hand Hertzberg’s theory is talks about the intrinsic factors of motivation that includes recognition, growth and achievement (Heckhausen, et. al., 2010).

There we have certain differences between Maslow need hierarchy theory and Hertzberg’s motivation theory.  Maslow talks about that higher level of satisfaction level of the employees increase only when the basic needs fulfil whereas Hertzberg does not talks about the hierarchy in motivation level. It suggests that there are mainly two types of individual needs that include intrinsic and extrinsic motivation (Sengupta, 2011). Intrinsic motivation includes interests, satisfaction, pride and sense of achievement. Extrinsic motivation includes rewards at the organisation, competition and career etc. In organisation theory X and Y used to represent the managers style. X type managers are mainly considered as influenced by the negative aspects. And Y type managers are influenced by the positive aspects.

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3.3 Explain the necessity of managers to understand and apply motivation theories within the workplace.

Motivation theories are necessity to understand by the managers for achieving the organisational goals effectively. Motivation theories also build the friendly relationship at the organisation. In the CAPCO motivation plays a crucial role. The role of the manager is to motivate the employees and to make them more efficient at work. Other than this the usefulness of the motivation theories is giving rewards to the employees at CAPCO who perform extraordinary which is beneficial for the organisation. As stated in Maslow’s need hierarchy employees can not motivated only by the monetary rewards, there are so many factors that influence the behavior of the employees at work. Other reasons can be using of  motivation theories  are to make CAPCO’s employees more hard working. However the motivational theories help the manager of the CAPCO in implementing the professionalism which leads employees to achieve the organisational goals. The CAPCO Company exists to accomplish the objectives and employees are working in the organisation for the benefits in achieving the companies’ objectives (Ali, et. al., 2013). In organisation like CAPCO it become crucial to keep motivates their employees as well as for improving the performance of the employees. By this the organisation becomes more innovative and creative. However in organisation like CAPCO for providing the excellent services to their clients usually the managers has to follow the participative team management system. The reason behind this the manager of the CAPCO organisation is that they also have certain roles, responsibilities and duties to perform and they also responsible for the confidence of the organisation’s employees. Managers of the CAPCO believe in the form of economic reward which is more fruitful and leads the organisation towards its objectives and goals (Heckhausen, et. al., 2010).

Task 4

4.1 Explain the nature of groups and group behaviour within CAPCO or your chosen organisation.

Group is the way of involvement of employees of the organisation who are with different skills but come together to perform the organisational tasks. A group is the collection of two more employees who come together to achieve the same goal. When individuals come to work together the organisational goal can be achieved easily and in effective way.  However working in a group is the dexterous task. Working together in the organisation as a group is very essential for the social treats of the employees in the CAPCO. Nature of the groups in the CAPCO is that, there are so many groups with so many different skills and capabilities. The teams who are performing tasks at the CAPCO become dependent on each other. Team members have mainly three views at the CAPCO that is normative which tells how to perform and organise team, second view consist of group building and roles which have to be played in the organisation and third view is team dynamic that includes the internal nature of the employees of the CAPCO. At CAPCO there are mainly two types of groups these are formal and informal groups. In formal group tasks and assignments are assigned to the teams and in informal groups people come together for need, supports and interests. At the CAPCO organisation the five stage model for the group formation that includes forming, storming, norming, performing and adjourning.

• Forming- It is the first step where groups creation takes place (Frölich, et. al., 2013).
• Storming- It is the second step in group formation. In this step people disagree because of their personal values and ethics.
• Norming- In this step people comes together for cooperation and motivation.
• Performing- In this fourth step, employee’s work or perform together to achieve the common goal of the organisation.
• Adjourning-In this last step groups are adjourned after achieving the mission of the organisation. Some get happy because of accomplishment of goal and some get sad because of losing their friends.

Other than this the impact of technology also has a vast impact on the team functioning of the CAPCO because by using vast technology the CAPCO will be able to provide better IT solutions to shape the financial market.

4.2 Discuss factors that may promote or inhibit the development of effective teamwork within CAPCO or your chosen organisation.

Team can perform more effectively at the CAPCO if the employees are satisfied enough with the organisation. Here we have so many factors that play a vital role in successful management. These factors can be proper communication at the each level, effective leadership in the organisation and adequate planning for the diversity etc. team leader not only in CAPCO only but also in each organisation play a crucial role. Leaders are the individuals who are capable to manage the motivation level of the employees and make affirmative environment at the work. Motivation of the team members makes organisation to achieve goals easily and effectively (Choi, et. al., 2010).

Such as, CAPCO follow an effective leadership style. Leaders at the CAPCO help employees to motivate. They also encourage their employees to create a friendly environment. Group leaders of the CAPCO always give priority to their group members so that they can share their views and make the performance of the organisation better. The staff members of the organisation are also encouraged to create high morality at the work environment of the CAPCO. The organisation also provides training and development to their employees for leaning effective and impressive communication skills because communication is the vital factor for the interpersonal relationship at the organisation as well as outside the organisation (Nelsey, et. al., 2012). Other than this another factors at the CAPCO can be open and direct communication between top management and employees. By that open communication team of the CAPCO is able to express their plan, feelings and ideas. Diversity at the CAPCO organisation also promotes the creativity and innovation and also grows up CAPCO’s goodwill and awareness among people which help to support effective team work.

4.3 Evaluate the impact of technology on team functioning within CAPCO or your chosen organisation.

Outside influences at the CAPCO’s organisation like technology affects the working of the organisation. If there is any change in technology that also influences operation strategy of the organisation. Technology is very broad term it can be adopted in the organisation to control and to change the working environment. Technology innovations help in increasing productivity and efficiency of the workforce at the CAPCO. In today’s competitive era modern technology is introduced and adopted by CAPCO. It is think that modern technology is helpful in reducing cost of the organisation and also benefitted in so many terms like to attract the clients and customers. At the CAPCO most of the working is dependent on the technology because it is providing information technology services to the clients and also providing innovative tools to mould the financial market. Because of adoption of innovative technology CAPCO has reduced their staff member that is helpful in reducing the cost of the man power and developed roles and responsibilities of the members at the organisation and has also mount the satisfaction level of the employees at work. By using innovative and modern technology at the work working environment of the organisation has improved and reduces the group functions. Technology change also updates the knowledge of the working members of the CAPCO and maintains the creative working culture. As we see that because of vast use of emails, mobile phones, computers and internet the performance of the organisation has increased to peak level. CAPCO’s employees are able to communicate at any time and at any place through social media and mobile phones that reduces the wastage of time and update them effectively (Choi, et. al., 2010).

Additionally, CAPCO use personal computers that encourage employees of the organisation to find out innovative tasks and communicate more effectively. CAPCO also increase the security at the work by setting up of security equipment’s like CCTVs etc.

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Conclusion

By this structure and culture of organisation behavior assignment we can conclude that how individual as well as group behavior at the organisation influence the working of the organisation. This reports also talks about the culture and structure of the organisation and their impact on the individuals and organisation. Additionally, it also described that different leadership styles are adopted in organisation according to the structure of organisation and how different leaders motivate their employees to accomplish the goals of the organisation effectively and efficiently. Nature of groups and their behavior also impact on the organisation and how team functioning is effected by the technology.

References

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Brazer, S.D., Kruse, S.D. & Conley, S. 2014, "Organizational Theory and Leadership Navigation", Journal of Research on Leadership Education, vol. 9, no. 3, pp. 254-272.
Choi, S.Y., Lee, H. & Yoo, Y. 2010, "The Impact of Information Technology and Transactive Memory Systems on Knowledge Sharing, Application, and Team Performance: A Field Study", MIS Quarterly, vol. 34, no. 4, pp. 855-870.
Frölich, S., Johnson, M., Robinson, M., Entzeroth, R. & Wallach, M. 2013, "The spatial organization and extraction of the wall-forming bodies of Eimeria maxima", Parasitology, vol. 140, no. 7, pp. 876.
Heckhausen, J., Wrosch, C. & Schulz, R. 2010, "A Motivational Theory of Life-Span Development",Psychological Review, vol. 117, no. 1, pp. 32-60.
Momeni, S., Zohoori, M., Happy Andira Musriyama Musram & Hosseinipour, S.J. 2013, "RELATIONSHIP BETWEEN ORGANIZATIONAL STRUCTURE AND KNOWLEDGE SHARING
CULTURE", Interdisciplinary Journal of Contemporary  Research Business , vol. 5, no. 2, pp. 518.
Nelsey, L. & Brownie, S. 2012, "Effective leadership, teamwork and mentoring--essential elements in promoting generational cohesion in the nursing workforce and retaining nurses", Collegian (Royal College of Nursing, Australia), vol. 19, no. 4, pp. 197.
Nwokocha, I. & Iheriohanma, E. 2015, "nexus between leadership styles, employee retention and performance in organizations in nigeria",European Scientific Journal, vol. 11, no. 13.