Structure And Culture Of Organisation Behaviour Assignment
Unit 1 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
This structure and culture of organisation behavior assignment talks about relationship between structure and culture of the organisation that has vast impact on the operations of the organisation. In this report we will also talk about the individual behaviour and Leadership styles that affect the organisation culture and its employees. Different approaches like human relation approach and others have great impact on the management of the organisation also will describe with the supportive examples. Need of technology in the organisation is also described that makes organisation culture more challenging and better.
Task 1
1.1 Compare and contrast CAPCO’s structure and culture with another organisation of your choice. Show the differences and similarities in these two organisations.
Capco is the prominent leading brand in consulting, information technology solution for financial services. Capco is unique brand which is fully dedicated to financial services at global level. Capco provides financial services which are related to financing, banking and investments. CAPCO’s organizational structure is influenced by so many factors. These factors include size of the organisation, objectives, purposes, goals and intricacy of tasks of the organisation. Hierarchical structure of the organisation includes so many layers and chain of command as well i.e. at the top level it has senior management, than middle management, junior management and lastly staff members. It has flat hierarchical structure because a tall structure cannot fit in this organisation. CAPCO’s inventive culture supports its structure. The culture of the organisation mainly supports respect for the diverse workforce of the organisation, integrity they say that whatever they do, they do with professionalism, commitment towards their work, excellence in quality of the services they are providing and knowledge by sharing their insights to mould the finance future (Shypulina, 2010). On the other hand the Wal-Mart is the largest retailer as well as a huge earning revenue company. It has highly structured organisation but needs to improve its culture. Wal-Mart has the hierarchical functional structure at the organisation. That includes CEO, directors and middle managers and has departments like HR, finance and research and development etc. culture of the Wal-Mart includes the services to the customers, respect for employees as well as customers, more focused towards the quality management of the products and integrity. Difference between the two organisations can be that they are less focused towards knowledge and commitments in terms of solving the critical problems of the employees as well as customers. The organisation structure of the Wal-Mart is best suitable for the global market. By including belief in the culture it can move up. The organisation has to be more focused towards its basic or fundamental business philosophy.
1.2 Explain how the relationship between CAPCO’s struture and culture can impact on the performance of its operations.
Culture of the Capco consisting respect for the individuals by listening them directly, integrity that shows them right path not the easiest path and they work with pride as well as professionalism, commitment of providing the best quality to their clients and customers, excellence in their work and knowledge that make them different from others. At Capco the employees are inspire towards to new challenges and to shape the future market of finance. They believe in four pillars of the culture these are named as opportunity to the employees for growth, performance of the employee, challenging work and learning by sharing their insights. Structure of the organisation includes is not tall because the environment of the organisation is entrepreneurial and more innovative so flat structure suits best. For different projects matrix structure is required for the variety of skills and knowledge. After completing the project, employees of the organisation move on to another project with different strategy (Momeni, et. al., 2013).
Organisational cultural and structure have forthright link with the organisational performances. Structure provides the frame work for the culture on the other hand the organisation culture act as a charter or path provider for the structure of the organisation. The culture of the organisation frame the management of the organisation that is helpful in accomplishes the goals of the organisation effectively. If adequate structure provided to the good performance employees of the CAPCO the productivity can be increased. Structure of the organisation is helpful in strengthen the capability of the CAPCO (Shypulina, 2010). As in CAPCO the employees are free to communicate that can motivate the employees innovative employees are also help in capturing the huge pie in the market. Culture of the organisation provides sustainable competitive advantage to the CAPCO. Additional, the culture of the CAPCO will also help the employees to understand the objectives which will enhance the efficiency of the organisation. Strong culture of the organisation increases the confidence as well as commitment towards the job or works and create ethical environment in the organisation and it is also helpful in decreasing the stress of the job (Wartini, et. at., 2014). So we can say that culture and structure of the organisation plays a vital role for the growth and development of the organisation.
1.3 Discuss the factors which influence individual behaviour in CAPCO or in any organisation of your choice.
There are certain factors that can affect the individual behaviour at the CAPCO because each and every individual have their own capabilities, ambitions and motives. That may include the work culture, four pillars and corporate social responsibility of the organisation (Rossi, 2014). The culture of the organisation includes respect for the employees that create the feeling of dignity in the mind-set of the employee; integrity creates the honesty at the work culture; commitments that enhances the performance of the employee because it foster employee’s performance upward, excellence work environment leads the employees towards professionalism and work diversity. For promoting the diversity at the work culture the organisation has started the campaign that is “Be Yourself at Work” that also influences the individual behavior by preventing the barriers and promoting individuality at the CAPCO (Momeni, et. al., 2013). The organisation also supports and encourages the entrepreneurial activities that inculcate the leadership characteristics in the employees. Other than this personal development opportunities, performance rewards and recognition given by the CAPCO to the employees also influence the individual behavior in positive direction. Challenging work at the organisation also has great impact on the behavior of employees because that helps in increasing the skills, knowledge and handling stress issues etc. CAPCO also believes in direct communication at the work that influences the behavior in positive aspects of the employees. Managers acknowledge the long haul employees that create a positive impact on the personality of the employees of the organisation. CSR policy of the organisation also create ethical working environment at the CAPCO, which create belonging in the minds of the employees to the organisation (Trevithick, et. al., 2012).
Task 2
2.1 Compare the effectiveness of the different leaderships at CAPCO and any other organisation of your choice.
Leadership is the activity done by the leader for creation of the vision of the organisation and make involvement of the employees with that vision. An effective leader is able to get the best of the employees. At the Capco the transformation leadership is more effective rather than any other leadership style like- Autocratic style i.e. leader who rarely involve employees at the time of decision making , democratic style i.e. in all decisions employees of the organisation take participation, quiet leadership style in that leader sit back and all decisions are made by the employees of the organisation and transformation leadership style the leader belief in creating vision for the organization and also make his/her employees success. At the Capco organisation the transformation leadership style is much effective because here leader is the charismatic personality and involve with the employees of Capco to identify the requirements of the employees and generate vision for the organisation (Ameziane El Hassani, et. al., 2015). By adoption of that kind of leadership-
- Style a fair and integrity model can be generated at the CAPCO,
- Clear goals can be set for the organisation,
- Encourage and inspire employees to achieve the goals of the organisation,
- Support is provided and recognition is given to the employees at the organisation,
- Such leaders make employees to look beyond the self-interest,
- Leaders also inspire workforce of the CAPCO to reach at the peak.
Other than this if any other style is adopted that cannot be more affective like that style. If auto critic leadership is adopted in CAPCO than the culture of the organisation can degraded. This leadership is helpful only when decisions are taken on daily basis for the daily operational activities. Such organisations which have adopted that style is seem to be less innovative. Sometimes employees may lose their affiliation with the organisation. So by above discussion we can conclude that for CAPCO transformational leadership style is best suitable (van der Voet, 2014).
2.2 Explain how organizational theories (e.g. scientific management and human relations theory) have had influence on the practice of management.
Scientific management theory which is given by the Frederick Winslow Taylor influences the practice of management. This theory has four principles which are described below-
- Work can be replace by the “rule of thumb” this focus on the using the common sense at the work to perform the efficient task rather than using most typical scientific ways. CAPCO can also increase its performance by implementing rule of thumb.
- Matching the employees on the basis of jobs according to their capabilities and skills. And make them more effective by motivation, training and development programs. At CAPCO if right people get right job that will reduce the cost of training and development programs at the organisation.
- Employee’s performance should be monitor or we can say employees should be work under supervision. That will ensure efficient performance of the employees. CAPCO can monitor and supervise their employees to make them more efficient (Brazer, et. al., 2014).
- Work or tasks should be allocated between top management and employees at the Capco. So that proper planning and drafts can be designed by the managers and employees can perform them more efficiently as well as effectively.
By implementing that scientific management the positive effects can be seen on the productivity that can be enhance at vast level (Ameziane El Hassani, et. al., 2015). This theory provides important contribution to the management. This theory more focuses on the systematic selection and training and development programs at the organisation that has vast impact on the efficiency of the work force and also helps in creating systematic design of the organisation. In this approach the tasks are allocated in small parts by this the employees of the CAPCO will be able to perform in specialised way.
2.3 Evaluate the different approaches to management used by CAPCO and your chosen organisation.
- In CAPCO Total quality management (TQM) approach is adopted. Total quality management approach is focused on the more customer satisfaction with the employee’s growth and development. As CAPCO’s culture is more focused towards the fulfilling the commitment of the clients inefficient manner with the highest professionalism. Other than this approach is totally process centred that takes inputs from the society that is human resources and as output provide financial information technology solutions. Total quality management approach mainly focuses on the continuous improvement of the quality services as well as employees of the organisation. Same in CAPCO the management provides the insight knowledge to mould the financial market in positive way. Total quality management is the fact based decision making. In CAPCO the decisions are also made on the basis of the facts and figures of the financial market. (Schneider, et. al., 2010). In TQM approach communication has a vital role, in CAPCO there is open and direct communication between the top management and employees of the organisation. That is helpful in increasing the confidence of the employees that further increases the productivity of the organisation. TQM approach is an integrated system that inculcates so many departments at the same organisation. At the CAPCO there is a flat organisation structure or horizontal organisation structure that has less levels of middle management so by this direct communication is possible in this organisation. By adopting this approach the organisation is able to reduce the defects and able to provide high quality services to the clients and customer satisfaction level has increased.
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