Analysis of Organisational and Behavioural Issues within the NHS since Brexit

This study analyzes the impact of Brexit on the culture, policies, power, and motivation within the NHS. It explores the influence of culture, politics, and power on the behaviour of individuals and teams in the NHS. The study also discusses various theories of motivation to achieve personal and organisational goals. Recommendations are provided to address the issues arising from Brexit.

Analysis Of Organisational And
Behavioural Issues Within The NHS,
Since The Announcement Of Brexit On
The 23rd June 2016
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Table of Contents
INTRODUCTION...........................................................................................................................1
2:Influence of culture, policies and power on the behaviour of others in an organisation..............1
3: Brexit has impacted on the culture, politics, power and motivation within the NHS.................2
4: Behaviour of an individual and team working in the NHS..........................................................3
5: Theories of motivation to achieve personal and organisational goals………………………….4
6: Maslow, Mintzberg and Mayo…………..……………………………………………………..
7: Recommendations……………………………………………………………………………....7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational behaviour is the study that helps in improving understanding of people’s
behaviour while performing various activities in the organisation. Through this complex nature
of human beings in the organisation is analysed that helps in understanding reason behind
behaviour of individuals at workplace. It provides a direction to business houses for motivating
employees and to maintain interrelations in the company. Personal skills an ability of an
individual is improved by understanding their behaviour that ultimately leads to enhancement of
efficiency. For this project organisational and behavioural issues that arises within NHS, since
the announcement of Brexit is mentioned (Bastos and Mercea, 2019). National Health Service
organisation is established in the year 1948 on the principal that services should be
comprehensive, universal and free at the point of delivery. The project comprised of report on
culture, policies and power in organisational context with various motivational theories to
achieve individual and team goal. The vision and mission provided by NHS aims to keep people
healthy and reduce health inequalities.
NHS VISION: NHS vision is to deliver health, better care and better value.
MISSION: NHS mission statement reflects to provide quality of care to every person
every day.
AIMS: NHS is established with aim to maximise health and well-being and prevent
illness. It is all about trying to keep people well by delivering them better care through quick
access to Morden services.
2: Influence of culture, politics and power on the behaviour of others in an organisation
National Health Service (NHS) is one of the largest healthcare systems in the world
provided by the British Government. It is a publicly funded healthcare system which provides
free services to patients and funds are raised from the amount of tax paid by the general public.
NHS is established with a vision to ensure that all the patients received best possible care all over
the world. NHS works on its mission to care, achieve and innovate through providing improved
quality services and at the same time embracing innovation to deliver enhanced productivity and
improved services.
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Culture, power and policies established in an organisation helps in formation of working
environment for the employees which suites them most to work on the greatest efficiency. As
culture in the business environment keeps on changing due to new innovations and with the
passage of time (Bernstein, 2017). Brexit has become one of the important factor for member
state of European Union for influence organisational behaviour. That culture that is followed in
National Health Service organisation is affected in such manner-
Handy’s culture model
Power Culture: Power culture grants decision making rights into few hands. This gives
power to lie in few hands and those individuals hold preferential position over others. Workforce
of the organisation becomes follower of what is instructed to them (Chung and Kim, 2019).
Task Culture: In this culture all the rights and responsibilities related to a particular
department or project is granted to leader of the project. Through this culture quick decisions are
made and employees working in the team are given opportunity on the basis of their skills and
talents. As NHS is governed by the government regulations but to perform various activities
several departments are formed and they are granted with rights to take every action required to
perform activities in most flexible manner.
Person Culture: In this form of culture whole organisation used to follow one leader
who takes all the decision for the business. This organisation culture leads to concentration of
power and do not give employees chance to give their opinion on any issue. This form of culture
is not implemented in NHS as it is one of the largest health care organisations all over the world
and reliance on individual skills and knowledge will not be beneficial for business objective.
Role Culture: This form of culture is most suitable for NHS organisation as speciality is
required for providing services to patients (Ford and Goodwin, 2017). Granting roles to
employees as per their skills and qualification will enhance their efficiency and best treatment
will be provided by NHS.
A mix of power and role culture is most suitable for National Health Service organisation
as this will leads to establishment of positive organisational atmosphere. Aim and objective of
NHS to keep each individual healthy by providing best medical services will be achieved in this
culture.
3: Politics
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Politics in an organisations like NHS have a negative impact on other who are working in
the organisation so that objectives can be achieved. When politics are more in an organisation in
that case preference is given to employees who have good relation with their superiors and no
real talent is appreciated. When employees are not rewarded for their hard work than motivation
to work hard and contributing towards organisation objectives is shattered. Politics can not be
removed form any organisation but NHS needs to maintain a balance so that all the employees
receive fair rewards.
Power
Allocation of power and usage of them by the leaders have a great influence on the
behaviour of individuals working for the NHS. As power is one of the factor that influences
workforce to perform all the activities that contributes towards achievement of organisational
objectives. Type of power that is used in an organisation is important to know decision making
ability of an individual. There are several types of power that is used in NHS that are as-
Legitimate Power: Power that lies with position or role is termed as Legitimate power.
This power follows “Control and Command” structure. Establishment of NHS structure based on
Legitimate power will act as a formalized way of ensuring that there is someone to make
decision and to take responsibility.
Expert Power: When an individual possesses in-depth knowledge, information or
expertise in the area that they are responsible then a power is granted to them is termed as expert
power. As NHS provides various healthcare services to large number of public and an individual
who is professional and working with the organisation will eventually gain this expert power.
Brexit have a negative impact on the organisational culture as basis on which decisions
are made in power culture has collapsed (Gupta and Papaioannou, 2017). Their is no political
stability in the country the economy of whole nation is about to collapse and this leads to rise in
one of the major issue of arrangement of funds for services. Appointments of nurses and
professional doctors have reduced through Brexit and through this role culture on which NHS
used to perform its activities have reduced. Formation of policies and allocation of power in
NHS become ineffective for conducting operations in best productivity manner. As availability
of resources (human and financial) that are served as the basis for policy formation and
allocation of power has reduced to great extant. NHS is not able to conduct its operations in
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productive manner which results in low motivation of workforce to work hard and attain all the
objectives.
4: Behaviour of an individual and team working in the NHS is influenced through
culture, policies, power and motivation tools used in the organisation. When Brexit is announced
then it hinders role culture that was followed in NHS for performing all the activities. As lack of
availability of qualified professionals and adequate funds leads assignment of powers and
responsibilities in few hands. Operations are not performed by the individual who is best suitable
for the task will reduce the productivity of overall business. Employees will be demotivated
when no proper opportunity is provided to them for growth and development. High amount of
insecurity among the workforce will make them self-centred and misuse of power can be made
due to unstable economic conditions in UK.
In the event of BREXIT role and power culture helps in adopting new working conditions
for business by helping all the workforce to understand whole scenario. Expert power is used in
NHS helps all the subordinates to understand the new business situations and motivate them to
work hard and attain objectives. Politics at the time of BREXIT is used in such manner that
business is able to sustain and achieve objectives. Motivation in form of growth of individual
carrier acts an an effective tool to establish a hard working team.
5: Theories of motivation to achieve personal and organisational goals
A motivated workforce performs all the activities in the organisation in the most effective
manner that helps in achievement of business objectives (Theories of Motivation, 2017).
Motivation is a process that influences individuals working in NHS to enhance their performance
by accomplishing their desires and needs. Each individual working in the business belongs to
different background and motivational tool for each one can be different. Human resource
manager of NHS needs to identify needs and desire of individuals and helps in satisfying them to
enhance motivation. Motivational theories implemented in National Health Service organisation
are as-
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Source: Theories of Motivation, 2017
Content Theory: This theory provides explanation regarding needs of an individual and
why it changes with passage of time. To understand this concept Maslow's need Hierarchy
Theory is used by NHS organisation that helps to understand importance of individual needs
satisfaction to motivate them. Five stages of this theory are as follows-
Psychological Needs: These are the universal needs of an individual that considers basic
needs such as food, shelter and cloths. These are the essential requirement demanded by an
individual. Fulfilling these requirement of NHS workforce will create positive psychology
regarding work.
Safety Needs: At this stage an individual requires physical, environmental and emotional
safety. By providing job security, family security through health and life insurance and through
taking all the safety measures at workplace employees of NHS will be motivated to enhance their
productivity (Maslow's need Hierarchy Theory, 2019).
Social Needs: Each individual while working in an organisation requires love, affection,
care and friendship from superiors and subordinates. A good relation among all the members at
the workplace keep them motivated by working in a positive environment.
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Esteem Needs: Individual possess two types of esteem need one is internal that includes
self-respect, confidence and competence. External esteem need includes power, recognition and
administration. When individuals while working in NHS organisation will accomplish this need
they will be highly motivated to perform well to get admiration.
Self- actualization Need: This need include an urge/desire of an individual what he/she
wants to achieve through this job. This includes need for growth and development by gaining
more knowledge and experience. When employees of NHS will fulfil this need then they become
more focused for their work and high level of motivation will be generated (Jackson, Thorsen
and Wring, 2016).
ERG motivational theory:
ERG motivational theory focus on three basic needs that are necessary for motivation.
Existence, Relatedness and growth. Existence needs include all the material desire that are
required to survive such as food, water, air, clothing etc. When this need is achieved then
employees of NHS moves towards relatedness needs. To be motivated employees social and
external esteem is required. Through this they will feel secure and part of the organisation. As
per this motivational theory last element is growth need an employee of NHS will feel motivated
only if in long run there is chance to grow and develop.
Process theory: In this theory a system is defined that explains how an entity and
employees in the organisation are developed and motivated in the changing environment. In
NHS organisation in terms of organisation and team motivation Goal Setting Theory of
Motivation is used. Edwin Locke put forward this theory in the year 1960, specifying that goals
in an organisation are set for a particular task performance. It mentions that providing
challenging goals with appropriate feedback will lead to better performance. A clear direction
will be provided to employees regarding what needs to be performed and how much efforts
needs to be made to achieve set goals. The goals should be clear and specific and employees
participation in setting of goals must be considered. When goal setting theory will be used in the
NHS organisation the it will leads to motivate individuals to attain the desired goal by
performing best. Employees are aware regarding what they needs to achieve and and a set
process they needs to follow. Proper plans of NHS will help in accomplishing the desired results.
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Vroom expectancy theory:
As per this theory internal needs and resulting efforts of an employees have a good
relationship. Behaviour of an individual results form choice made among various alternatives
available to them. Individual performance is based on personality, skills, knowledge and
experience of an individual. Expectancy of an individual in NHS organisation increases efforts
which will leads to increase performance. Instrumentality is the belief that if performance is done
good then valuable outcomes will be received. Valence in this theory plays important role
through helping employees by checking present results upon the expected outcome. When this
theory is applied to NHS employees will enhance their performance and goals of business will be
achieved.
6: Management theory of Henry Mintzberg: As per Henry management an
organisation is a complex process. To cope up with the issue he recommends breaking down of
management roles and responsibilities and organising the workplace in the simplest concept.
This helps business organisations to develop a culture which is more efficient and allows each
member of the organisation to use and develop new skills in the organisational context (Kerr and
Śliwa, 2019). Implementation of this theory in NHS will reduce involved in the management
structure. Each task will be made simplest to perform and overall efficiency will take a hike.
When employees are provided to perform a job role which is best suitable to them in that case
their performance gets improved and high amount of motivation generated among them.
Management system of NHS become quite simple and effective when each employee is aware
regarding their job role and goals to achieve.
Human Relations Theory by Elton Mayo: As per this theory importance is given to
people to enhance productivity at organisational level. Workforce of an organisation works as a
support team that facilitates growth and development of business. Effectiveness of any
organisation depends on the quality of relationship among the employees working in NHS. When
human relations in NHS at all the levels of management is good then it will help in retaining
effective employees and developing a efficient team. This theory helps NHS organisation to give
personal attention to each individual and motivating them towards more and more contribution.
Maslow Need Hierarchy theory: Motivational theories used by NHS can influence
positive human behaviour of employees epically with the Brexit happening. When individuals
working in the organisation are able to satisfy their personal needs using Hierarchy theory
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Maslow Need then they will be motivated to perform well and contribute towards organisational
objective. Epecially after Brexit insecurities among workforce has evolved an using various
theories of motivation employees can be influenced positively and their insecurities can be
minimised through providing them a clear goal to achieve developed through goal setting theory
(Macnamara, 2018). A good human relation and management theory will eventually form a
motivated workforce for NHS organisation.
7: Recommendations
As Brexit leads to insufficient staff for NHS organisation due to insecurity of job at the
workplace in the UK leads may staff members to quit the job and no new recruitments can be
made with insufficient funds. Introduction of motivation theories in the organisation for
individuals and team will help in resolving the issue of qualified employees in the organisation
by retaining the existing one. Due to Brexit skilled medical professionals find it difficult to
emigrate to the UK and NHS needs to retain existing employees so that services can be provided
on time without any delay. By adopting suitable culture, policies, motivation and power in the
NHS effect of Brexit on the organisation can be minimised.
Together with this it is also recommended to NHS to understand importance of human
relations by applying Human Relations Theory by Elton Mayo. Through this human resources
will become more effective and employees in long run can achieve their objective. This will
work as an motivational tool and helps NHS to sustain after BREXIT.
CONCLUSION
From the above project report it has been concluded that organisational culture, policies
and power influences individual and team behaviour. Implementing best suitable practices in
organisation in rest to culture, policies and power team behaviour can be influenced in positive
manner to enhance productivity. NHS organisation needs to cope up with the Brexit effect and
motivational theories will be used to get effective workforce. Management theory and human
relation theory when implemented in the business all the issues related to management structure
and human relation will be resolved. NHS will manage its organisational behaviour at the time of
Brexit to sustain and for long-term success.
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REFERENCES
Bastos, M. T. and Mercea, D., 2019. The Brexit botnet and user-generated hyperpartisan news.
Social Science Computer Review. 37(1). pp.38-54.
Bernstein, A. S., 2017. The effect of political misperceptions during the Brexit referendum
campaign (Doctoral dissertation, San Francisco State University).
Chung, S. W. and Kim, Y., 2019. The Truth behind the Brexit Vote: Clearing away Illusion after
Two Years of Confusion. Sustainability. 11(19). p.5201.
Ford, R. and Goodwin, M., 2017. Britain after Brexit: A nation divided. Journal of Democracy.
28(1). pp.17-30.
Glynn, J. and Menon, A., 2018. Brexit. In The British General Election of 2017 (pp. 21-40).
Palgrave Macmillan, Cham.
Gupta, S. and Papaioannou, T., 2017. Anti-Austerity Protests, Brexit and Britishness in the
News. In Media Representations of Anti-Austerity Protests in the EU (pp. 153-172).
Routledge.
Jackson, D., Thorsen, E. and Wring, D., 2016. EU Referendum Analysis 2016: Media, Voters
and the Campaign.
Kerr, R. and Śliwa, M., 2019. When the political becomes (painfully) personal: Org-studying the
consequences of Brexit. Organization, p.1350508419855705.
Macnamara, J., 2018. Toward a theory and practice of organizational listening. International
Journal of Listening. 32(1). pp.1-23.
Books and Journals
Online
Theories of Motivation. 2017. [Online]. Available through:
<https://businessjargons.com/theories-of-motivation.html>
Maslow's need Hierarchy Theory. 2019. [Online]. Available through:
<https://inspiredtrait.com/2019/02/22/motivation-theories-content-theory-maslows-
hierarchy-of-needs/>
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