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Importance of Organisational Culture

University: Angila Ruskin University

  • Unit No: 8
  • Level: Undergraduate/College
  • Pages: 15 / Words 3653
  • Paper Type: Assignment
  • Course Code: MAN201
  • Downloads: 126
Question :

Question- Assessment will cover certain following areas like:

  1. Evaluate culture, power and politics on the behaviour for company
  2. Explain the ways to motivate individuals in teams to achieve a goal.
  3. What are the ways for managing co-operate effectively with others?
  4. Elaborate concepts and philosophies in the effective organisation
Answer :
Organization Selected : BBC

INTRODUCTION

Organisation behaviour can be defined as the study of the behaviour of an employee in a company. it is the study of the behaviour of the employees and the way if interacting with each other in the organisation, interacting with the organisation. Organisational behaviour assists the management in creating more efficient business environment for their employees. The present report will help in understanding the importance of organisational culture and behaviour in BBC in order to improve the efficiency of the business performance. the present study will help in understanding the organisational culture, power and politics that may affect the performance of the employee and the overall team. Further, the report will help in understanding different content and process theory of motivation and different techniques of motivation. Moreover, the report will discuss different characteristics that an effective team posses and the difference in the ineffective team. Furthermore, the report will help in understanding different concepts and philosophies of the organisation behaviour in different organisational situation.

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TASK 1

a). Analysing how the culture, politics and power of an organisation can influence individual and team behaviour and performance.

Organisational Culture:

Each company has various culture which helps in defining a set of rules and the way of interacting with each other and with the company. The theory of Charles Handy, Handy’s model or organisational culture can well defined the culture in organisation. According to the Handy’s model, there are 4 types of culture in an organisation.

Power culture: the organisation where some specific employees are having the power in the organisation are said to be the power culture. they are assigned to this special power on the basis of their performance or the qualification (Mohr, Young and Burgess, 2012). they are the main decision maker in the company. Because of the power culture, employees has to follow the instruction strictly. The employees feels and freedom to express their view and ideas. It can affect their performance and hinder the efficient productivity of the team

Task culture: in such work culture, the team is being prepared in order to perform a specific task or in order to solve a critical problem. in such organisation, the employees with common skills, interest, experience in order to achieve a common organisational goals.

Role culture: It is a culture, where employees are delegating the roles and responsibilities according to their skills, specialization and educational qualification. It helps the company to take out the best from the employees(Carlstr¶m and Ekman, 2012). Employees feel motivated in working in such culture.

Person culture: The organisations where the employees of company feel more superior to themselves in front of the organisation are following person culture. In such culture, employees feels that they are important than the organisation. Employee’s works for accomplishing their personal goals and not for the organisation.

Organisational Politics:

Political culture in the organisation is happens with the use of the power and networking which helps in some kind of benefits or power in the organisation (Cadden, Marshall and Cao, 2013). Sometimes, it can be considered to be good in having to have a political culture in an organisation as it helps in increasing the efficiency of the employees. Politics helps in making clear policies and effective chain of commands that is not so possible in hierarchy culture. Employees using negative politics like involving in dishonesty and the unethical behaviour that can results in decreasing in personal performance and affect the overall productivity in the company.

Organisational power:

As discussed earlier in power culture, power in an organisation is when some individual are assigned specific power in hand of few people. They are authorised for making decision and power in order to delegate the task and responsibilities to other employees. Power culture in an organisation is important, where the employees misuses their power for motivating other employees and instruct them in order to perform their job in order to achieve the goals of the organisation. In contrary to that, negative power will leads to threatening the employees that leads to negative impact on the performance of the employees.

TASK 2

a). Explaining the importance of content and process motivational theory in achieving individual and team performance.

It is essential of having an motivated employee order to increase the performance level of an employee (Nuttin, 2014). It is the factor which helps in increasing the willingness of the employee in order to achieve their best efforts in performance. There are various theories of motivation which are differentiated on the basis of the factors. BBC can adopt the content and process theories to achieve the increasing in the motivation in employee.

You may visit at: Organisational Behaviour of BBC

Content theories:

These theories are focuses on the factors that can help in achieving the motivation of the employee. Content theories are also known as need theory as it focuses on the determinants which will help in motivating an employee in the organisation (Latham, 2012). Content theory of the motivation are discussed below:

Herzberg's two factor theory: this theory is also known as Motivation-hygiene theory. It is mostly being adopted in various organisation. In this theory, motivating factors of the employee has been divided in two main factors which will help the BBC managers in evaluating the satisfaction and dissatisfaction of job in employees. These are some motivational factors and hygiene factors in workplace.

Hygiene factors: these are some factors of job that may not motivate the employees, but if these factors are not there in job the employee will not be satisfying with their job (Shafritz, Ott and Jang, 2015). BBC company should evaluate the hygiene factors that will help in satisfying the short-term needs of the employees. Some of these factors as follows:\

  • the payment or the salary of the employees should be according to their job.
  • The company's policies regarding working hour and dress codes should be clear.
  • There should be appropriate programme the health care, benefits to the family members of employees.
  • Working condition in the organisation should be safe, clean and hygienic. The company should provide proper safety measures and equipment in case of emergency.
  • There should not be any discrimination in the company on any basis. There should be healthy relationship[ of the employees in the company.
  • There should be job security provided to the customers.

Motivational factors: These are those factors that helps BBC in motivating their employees. These are the factors that satisfies the employees from their job (Majnemer, 2011). These factors helps in encouraging the employees in enhancing their work performance which will help them in achieving their goals as well as the goals of BBC. Some of the motivational factors which will help in increasing the motivation of the employees in BBC are as follows:

  • The employee should given a chance to achieve a sense of achievement from their jobs.
  • The company should plan to recognition to the employee with greater performance level.
  • The employee should given a chance to explore their skills and ability by providing them opportunities to completing some task on themselves.
  • The company should provide opportunity of growth and promotion in future.

Process Theories:

These theories are focuses on how the personal needs of the employees help in influencing their behaviour in work (Logan, Medford and Hughes, 2011). These theory concentrate on the psychological and behavioural processes that helps in motivating the employees in BBC. Following are the process theory that will help BBC in evaluating of the psychological factors that helps in increasing the performance of their employees.

Adam's Equity Theory:

These theory ids based on the general relationship where give and take are equal. Adam's theory is also known as equity theory, which sates that, with an input of skills and efforts of the employee in their job they expect an equal outcome. These outcomes can be expressed in terms of salary, status and recognition in company (Process theories of motivation , 2018). As per these theory, the employee who perceive that they are receiving more outcomes from their job than their efforts or equal to their efforts will tends to more motivated and also experience satisfaction regarding their job. As per this theory, the employee will began to create a perception of having a fair balance of their job by comparing the situation with their team mates.

The Adam's Equity theory will help BBC managers in evaluating the perception of their employees with the changing situation of other employees. This will help the manager in understanding the view of their employees about the fairness or equity in their working. If the employees of BBC feels that they are getting equal output from their job as per their input of efforts they will feel motivated and satisfying from their job. In such condition they will improve their performance in getting more productivity from their work which will also help in achieving organisational goals.

b). Explaining the importance of motivation in employees which will help in achieving the organisational goals.

There are some motivational techniques which are essential to be adopted by BBC in order to motivate their employees:

Extrinsic motivation: It is the factor which helps in evaluate the behaviour of employees in BBC which will help in motivating the employees in order to perform a task in to earn reward or in order to avoid the punishment of not completing task. in this techniques employees are not motivating because of their job satisfaction (Hollenbeck, Beersma and Schouten, 2012). But because of getting some rewards in return or not getting something unpleasant. It will help in increasing the motivation of the employee which will increase their productivity in order to achieve the organisational goals.

Intrinsic motivation: it is the techniques that will help in driving the internal rewards that will help in influencing the behaviour of the employees. These motivations are also arises from within the individual as it will help in naturally satisfying a personal needs and desire.

TASK 3

a). Explaining different types of team in BBC and their importance.

When individual in a workplace with common goals, interest, skills need come together in order to perform a task is called team. In any organisation there are various types of team. These team are formed with different motives, some of these team are temporary while some are permanent. In BBC there also various types of team which perform in order to achieve a certain task. Following are various types of team in an organisation:

Functional team: these team are permanent that includes members of the same department but are signed different responsibilities (Wang, Waldman and Zhang, 2014). A manager of the team is responsible and accountable for everything. All the team member will report to the manager of the team. These team are common in the hierarchy cultural in organisation. Some of the example of functional team are sales team, accounting team, operational team etc.

Problem solving team: these types of team are usually temporary in nature and are formed to solve a critical problem in any function or activity. These team are formed by employees of different departments and level in organisation that posses the skills and knowledge in order to resolve the problems of the team.

Project team: these are the team that are having group of the employees who will work together in order to attain a common shared goals. This are permanent teams that allows the works to get structured in specific, measurable, and time constrained way. A manager is responsible to handle the team, he will assign clear roles, responsibilities and deadlines to his subordinates in team.

Virtual team: these team consist of the individual that are separated by the distance or in different locations , they are usually connected through computers and internet. internet is the source of connecting and communicating through each others (Mitchell and Golden, 2012). Virtual team are managed by a leader, communication tool will in order to build that are based on strength and weaknesses of team members.

It is important of having team in BBC. Team will help in bringing the different employees from different levels that posses same skills, knowledge. Different team will help in sharing of skills and knowledge of employees, it helps in interacting different employees in BBC. It is important for maintain healthy relationship in employees. A well planned team will also help in increasing motivation in an employee. Different team will also help in improving the work equally that will improve the product and service BBC.

b). Explaining the importance of an Effective team with an relevant group development theory.

A team in organisation is formed from two or more employees who come together in order to perform a specific task or roles. All the team members has to perform their task and role with full productivity which will help in making a team an effective team. An effective team is based on the level of performance and the interaction of employees in the team. An effective team is one where the employees are tend to increase their performance level which will help in providing better output from the team (Yang, 2014). All the members are focused in order to achieved their common goal. In an effective team, all the team members have healthy communication between them. The manager take formal and informal meetings to take feedbacks and discuss various issues regarding work from the team members. The management of BBC needs to be ensure that there are proper communication within the team members. Team member should properly be communicated about goals that they have to achieved.

It is essential for BBC to develop an effective team in the organisation in order to increase the performance of employees and getting better productivity. It will helps in achieving the organisational goals and objectives efficiently (Locke and Latham, 2013). Below are the group development theories that will help BBC in making an effective team:

Tuck man's model of team development

This model help in evaluating different ways so that team can handle the task from the starting point of the formation to the completing of the task. The theory focuses on the different challenges that a tea members and leader faces during their development process as a team. Following are the team formation stages:

Forming: It is the first stage in which all the employees from different organisational level gather in order to prepare a team . The team members are highly dependable on the leader for their proper guidance. In this stage, the team members are not aware about their role and team motive. Most of the time in this stage is taken for planning, collecting information and bonding of team members.

Storming: the team members start discussing about the process of doing the task. Each team member will share his idea and leader will evaluate the ideas (What different types of teams are in the workplace? ,2018). It is the most risky stage also, as conflict can also be arises because of different opinion of the team members. the leader has to manage with his skills so that the team can move forward to another stage.

Norming: the team will start performing the task, the rules and process of performing task has been clear to all the team members. In this stage, the team member start trusting each other and healthy discussion has started between them. The team member required less guidance from the leader in this stage.

Performing: In this stage, the team member are aware about their role in completing the task. The team has determines their vision and mission in order to accomplished the goal of team. The team member start taking decisions regarding ant problem in team.

Adjourning: it is the final stage, where the team will broken up as the task of the team has completed and goals are achieved. The team member can move to their earlier work or for the new purpose in the organisation.

TASK 4

a). Evaluating the different concept and philosophies of organisational behaviour

Organisational behaviour can be defines as the study of the human behaviour or employees working in an organisation. Management of BBC has to study interaction of employees as it is very important in to know how employees are behaving while working in organisation. There are various concepts of organisational behaviour that will help in increasiung the performance of employees in BBC:

Path Goal Theory:

As per this theory, the leader in an organisation can choose a specific style that can be best suited for the employees and the organisation. This theory helps a leader on order to motivate their employees in order to accomplish their daily operations efficiently. As per the path goal theory, the main objectives of a leader is to motivate their employees to perform better in order to increase their productivity (Logan, Medford and Hughes, 2011). As stated in the theory, the behaviour of a leader refers to the situation under which he communicates to his employees in organisation about the business activities and instruct them properly about their job. The leader behaviour also sets a situation of assigning the challenging job to their subordinates in order to increase their productivity in their performance. The leader also has to engage their employees in order to share their view and getting feedbacks. It will help in motivating the employees to perform more efficiently which will help in increasing the overall productivity of organisation.

b). Explaining the main barriers in effective performance in BBC.

The main obstacles or barriers in effective performance in BBC are as follows:

Qualities of human resource: it is the main element in the success of BBC. The manager has to be aware about the skills and capabilities of the employees. It manager are not capable enough in finding the poor performance of his employees , it will lead to affect the organisational performance (Stevenson and et.al., 2011).

Poor-communication: the management of BBC should ensure the better communication in the organisation. Lack of communication between the employees or employees to the management will leads to increase in the conflicts and will create a negative working environment. It will leads. to affect the employees performance and overall productivity of organisation.

CONCLUSION

By summing-up the present report, it can be concluded that organisational behaviour is significant in increasing the performance of an employee. The management of any organisation must study about the behaviour of their employees, the way they are interacting with each other. The present report has helped BBC in understanding the importance of organisational behaviour. The report has concluded the way organisational culture, power and politics can affect the performance of employees. The report has underlined content and process theories of motivation. The present report has concluded the importance of effective team in increasing the productivity with a team development theory. Organisational behaviour's concept has been concluded in the report.

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REFERENCES

  • Cadden, T., Marshall, D. and Cao, G., 2013. Opposites attract: organisational culture and supply chain performance.Supply Chain Management: an international journal.18(1). pp.86-103.
  • Carlstr¶m, E. D. and Ekman, I., 2012. Organisational culture and change: implementing person-centred care.Journal of health organization and management.26(2). pp.175-191.
  • Hollenbeck, J. R., Beersma, B. and Schouten, M. E., 2012. Beyond team types and taxonomies: A dimensional scaling conceptualization for team description.Academy of Management Review.37(1). pp.82-106.
  • Latham, G. P., 2012.Work motivation: History, theory, research, and practice. Sage.
  • Locke, E. A. and Latham, G. P. eds., 2013.New developments in goal setting and task performance. Routledge.
  • Logan, S., Medford, E. and Hughes, N., 2011. The importance of intrinsic motivation for high and low ability readers' reading comprehension performance.Learning and Individual Differences.21(1). pp.124-128.
  • Majnemer, A., 2011. Importance of motivation to children's participation: A motivation to change.Physical & occupational therapy in pediatrics.31(1). pp.1-3.
  • Mitchell, P. and Golden, R., 2012.Core principles & values of effective team-based health care. National Academy of Sciences.
  • Mohr, D. C., Young, G. J. and Burgess, Jr, J. F., 2012. Employee turnover and operational performance: The moderating effect of group‐oriented organisational culture.Human Resource Management Journal.22(2). pp.216-233.
  • Nuttin, J., 2014.Future time perspective and motivation: Theory and research method. Psychology Press.
  • Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015.Classics of organization theory. Cengage Learning.
  • Stevenson, M. and et.al., 2011. The theory and practice of workload control: A research agenda and implementation strategy.International Journal of Production Economics.131(2). pp.689-700.
  • Wang, D., Waldman, D. A. and Zhang, Z., 2014. A meta-analysis of shared leadership and team effectiveness.Journal of applied psychology.99(2). p.181.
  • Yang, I., 2014. What makes an effective team? The role of trust (dis) confirmation in team development.European Management Journal.32(6). pp.858-869.
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