Organizational Behavior and Structure

This assignment examines organizational behavior and structure within the context of City College and a Rent-a-Car enterprise. It explores how leadership styles influence employee motivation, team dynamics, and overall business success. The analysis delves into different organizational structures and their effects on power dynamics and employee behavior.

ORGANISTION AND
BEHAVIOUR

INTRODUCTION
Organization behavior is the behavior shown by the employees in the premises of the
company or firm. Organization behavior of company defines the organization rules, culture and
norms which are followed by the sharing of behavior of the employees and other stakeholders in
the enterprise. Organization structure is the defining feature of the organization culture and the
leadership style to have followed by the enterprise or the company. Organization behavior
defines the company mission, vision and goals to be achieved in the life cycle of the firm.
The organization behavior is the study of behavior of individual as single and the
behavior in a team work. Good organization environment encourages employees and managers
to work passionately (Walsham, 2012). Organization behavior helps in setup of good
communication within the company between the managers and their sub-ordinates. The
organization behavior leads to the flexibly in the company to adapt for any change faster.
TASK 1
AC 1.1 Different type of organization culture and organization structure
The employees , all other stake holders and the company norms and values all makes up
the culture in the organization. The organization may have its own natural culture or it can be
made up by the higher authority and implementation of decided guidelines and rules in the
organization by managers.
Handy’s divided the organisation culture in four type i.e. 1. Power culture act like a
spider web. All the powerful people are located in the centre with high power and provide
guidelines downward with the line of control. As the size of organization increases the
communication system become less effective in the organization culture. 2. The individual are
divided with differently with a well defined role and responsibility in the premises of the
organization. There is well defined structure and the departments to carry out different roles of
the organization and coordinated by few no. of upper management people. 3. Task culture is like
an net ever person in the organization assigned with different task and work as a group to
enhance the working efficiency of the firm (LA, 2013). The middle and lower management
follows this culture that leads to team work and make the organization an flexible 4. Person
culture is specifically not followed in any of the organization completely. It is followed
somehow according to the interest and the capability of individual employee in the enterprise.
This culture if followed buy the free lancer and the business established in the basis of sole
proprietorship and partnership.
The edger iceberg model defines that the organization culture depends on the three
underlying factors: A) Artifacts are defined as the aspects of an company which are visible to
everyone like the company logo, company furniture, dress of employees and ID cards and the
architecture of the organization. B). Espoused values are made by the shared nature, behavior

values within the boundaries of the organization and the rules and regulation of the firms.
Assumptions are like the unconscious behavior shown by the employees like the inherited nature
and qualities inherit in the female and the male employees, between the nature of different age
old employees.
The organization structure refers to the line of authority and division of employees
according to position, role and responsibility within the organization. Organization structure can
be divided according to the people positioned at different location and type of hierarchy
followed. In tall structure the people are organized at the different levels of hierarchy. The tall
organization is having more no. of employees and many management peoples located at different
line of control (del Mar Alonso-Almeida and Rodríguez-Antón, 2011). The taller organization
has long chain of command with having narrow span of control. Every individual have to
coordinate less no of individual. The tall organization focuses on the provided guideless and the
controlling the people at different levels by decisions.
The flat structure of organization is followed by the smaller firms where the no of
individual working within the organization is less. The flat structure is having broader breadth of
control i.e. the large no. of individuals are coordinated by the singe upper senior level of
management. The flat structure in the organization follows short chain of command that is there
is ales no of levels at different level in the management hierarchy of the organization.
AC 1.2 Relationship between organization culture and the organization structure
Organization structure defines the levels of management the distribution of the authority
at various levels of heirarchy and the different leadership styles followed by the organization.
The organization structure defined in the company regulates the communication system of the
organization and the which reflects to the organization culture developed in the boundaries of the
firm. For the smooth functioning of the enterprise the company should follow formal structure
and defined rules and regulation for maintain good environment on the organization and good
culture in the firm. The different organization structure the leadership style defines the attitude
and nature of the individual response and the organization culture.
The manager style defines the task oriented culture or the power oriented culture in the
organization. The organization structure and the organization culture is complimentary to each
other and completes each other. The organization structure and the mission and vision of the
company regulates the organization culture and the behavior of the individual. The tall functional
structure of the organization follows the task oriented and the role oriented culture in the
organization (Suppiah and Singh Sandhu, 2011). The company following the functional
organization structure depends on the span of control and the flow of the communication
between the various management levels and the between different departments which defines the
organization culture to be followed in the company premises. Line of control followed in the
organization stricter shows the power and authority distributed in different levels and hence
defining the motivation level of employees and the culture of the company.

AC 1.3 Factors affecting the individual behavior in the workplace
The employee behavior is the major aspect that defines the organization culture. The
factors which influence the individual behavior in the workplace are described in this report. The
employee behavior depends on the leadership style, work environment and the interpersonal
relations etc. The leadership style affects the individual working efficiency and his nature to the
large extent (Inesi, et.al., 2011). The employee is motivated and work in proper direction if the
guidelines are given to them are well defined by the leaders and properly coordinated with
leadership style. The work environment of the organization is the other facto that influence and
regulates the employee nature. The safe and calm environment provides the employee to work
with concentration and enhance the effectiveness of their work. The communication system if the
company defines the employee behavior. Faster flow of information leads to the person finish
their work within the quality and time constraints leads to the increased efficiency of the
employee. Job responsibility of individual results in higher dedication and to be more passionate
about the work. Higher the responsibility of individual the higher mature behavior is required in
the workplace by the employee. The interpersonal skills the behavior of team work also affects
the individual behavior of the person in the organization.
TASK 2
AC 2.1 Different types leadership styles
The different type of leadership style depends on the no. of followers. The leadership
style defines the how the individual motivates his sub ordinates. The different ways of leadership
styles are defined in which affects the organization behavior and the structure. The various type
p/of leadership style are autocratic, democratic, laissez faire, transformational, transactional
leaderships.
The autocratic type of leadership style defined as main authority of decision making is in
the hand of the boss only or leader only. There is no involvement of the sub ordinates in the
decision making process of the organization. This leadership followed in making the decision
faster. The leaders communicate the decision the others follows. There is less motivation level in
the employee of the organization structure following the autocratic type of leadership style.
The democratic leadership style follows the decision making strategies with the
discussion with their subordinates. This leadership style have major role of followers in decision
making. Hence this leads to the motivated, hardwork and the creative person in the organization.
Democratic leadership style most followed leadership style in the organization structure (Creed,
2011). This leadership style is having lower command of control hence slower in decision
making but the decision made are good and effective for the organization with the participation
of sub ordinates also. This structure have involvement of subordinates, but the final decision is
made by the leader itself.

Laissez faire leadership gives authority only to the employees. The employees is having
full power in making decisions for the organization. The employees is free to decide the time of
work and the amount of work. This laissez faire leadership is having least control over the
employees. This is least efficient type of leadership. The leader following this type of leadership
should have self-motivated and self-passionate workforce working for the organization.
Transformational leadership mainly emphasis on the development of employee by
enhancing their capabilities. The leader motivates the workforce to work out from the boundaries
and set the goals for increasing their capability. This style is more liked by the employees for
their internal and carrier growth and development.
Transactional leadership us followed by the leaders to carry out task by employees in
return of achieving the bonus and rewards from the leader. The rewards provide motivation to do
task to the employee.
AC 2.2 Organization theory underpins the management style
The different type of organizational theory defies the implementation of different type of
leadership style to be followed in the organization structure. The different theory like
buerocracy, theory of rationalization, theory X and theory Y are defining feature of the
management style to be followed by the organization.
The theory x says that the people don’t like to do work. The person has to be continuously
motivated to carry out task. While the theory y defines that individual is passionate and self
motivated to carry out their task. The person is only needing the direction to o work and the
person will work passionately (Hafenbrack, Kinias and Barsade, 2014).
The theory X requires the more supervision of the leader and followers the autocratic and
the transactional type of leadership style the employees are continually motivated by the leaders
to carry out task within the quality and time constraints.
The theory Y is followed by the transformational and the democratic type of leadership.
That the employees are self motivated and want to develop their carrier. The employee are
flexible to changes and creative and passionate towards work. The leaders only have to gave
small direction and the employee will carry out third task efficiently and effectively. Hence the
different organization behavior and theories leads to development the various kind of supervision
and management strategy of their sub ordinates.
AC 2.3 Different leadership style followed by the organization
The organization Rent a car follows the autocratic leadership style at top level
management to make important decision effective and faster related to the enterprise. While the
middle and lower management handle their task by own responsibility and with less interference
of upper management (Dobrow, 2013). The lower management people complete their task
independently and follows democratic type of leadership. The City college has their own

organisation structure and the self managed different departments. The different mangers of
different department handle their problems independently and follows democratic leadership.
TASK 3
AC 3.1 Effect of leadership style on behavior of staff
The different type of leadership style regulates the behavior and the nature of the
individual working in the premises of the organization. The autocratic type of leaders does not
allow the employee participation. Hence the employees is having less trust and the respect
towards the boss. The relationship between the leader and the employee is not good and the
trustworthy. There is only downward movement of communication of information which leads
top dissatisfaction of employees towards the job. The employees are not motivated to carry out
task and there is high rate of employee turnover in the company
The democratic type of leadership style leads to the development of employee. The
employee is involved in the brain storming activities in the making decision for the organization
and the hence more motivated to do work. The employees respects their leaders. The
communication is active in both direction between the leader and the sub- ordinates which leads
to the decision making easy and formulation of creativity within the organization. The employees
are passionate and self esteem in the workplace.
The transformational leadership crates goals and objective to enhance the performance of
the employee (Bratton, et. al., 2010). Hence the employee is motivated, creative, innovative and
passionate to do work. The leaders develop the career of their sub ordinates.
AC 3.2 Different type of motivational theory
The motivational theory affects the working of the employees to the large extent. There
are many factors which affects the motivation of the employees. Researchers define any
motivational theory which is great impact on the behavior of the individual and working of the
organization.
The Maslow theory of motivation define that every person have their own type of
motivation and desire to do work. The person desires are divided in 5 types dependent on the
requirement of the person. The employee is having basic needs as fulfill requirement of the food,
shelter etc. that is first line of motivation to do work. The other is the need of security and safety.
Other needs are like self actualization and self esteem (Gold, et.al., 2013). The self esteem leads
is the desire of to be popular and the to be known by other, having social status. This desire is the
high motivation to do work with passion and dedication.
The Herzberg defines the two factors of motivation as motivate in his theory of
motivation. The Hzerberg defines the two factors as motivators and the hygiene factors. The
motivators for the employee are bonus, salary, status symbol other needs. While the hygiene

factor the thing that dissatisfies the job. The factors like punishment autocratic leadership style,
pay deduction, work environment etc. the hygiene factors are which to be take care by the
employees. The employee should make balance between the hygiene factor and the motivators to
enhance his performance and work efficiency.
AC 3.3 Implementation of motivation theory in organization by manager
The organisation following the various motivational theory affects the person behavior
and the working of the organization differently. The Rent a Car enterprise defines the Herzberg
factors to motivates the people. They provide good and elite club membership for the employee
to motivate them to do work properly (Llewellyn and Hindmarsh, 2010). Being a professional
work in the city college all the teachers are ensured by the management to fulfill their esteemed ,
safety and basic needs while carrying out job in the premises of the City group.
TASK 4
AC 4.1 Nature of groups and their behavior within workforce
There are two classifications of groups within the organization that are differentiated under
basis of their formations and members in them:
 Formal Groups: These are the groups made in the organization under the authority of
superiors in order to complete certain official tasks. Formal groups are formed in the
organization as a part of official duties assigned to them as for the accomplishment of the
objectives of the firm. The group is formed and each members are assigned with certain
tasks to be fulfilled within a given time period, called ads deadline. The meetings of these
group members take place under the supervision of the authorized officials and the
communication that occurs is purely based on the tasks assigned and organizational
information.
 Informal Groups: These are those groups built by the members themselves. These types
of groups are built within the firm itself but never consist of any official assignment or
project behind its creation. Informal groups are created in the company because closeness
and similar interests among the members of the group (Kalliath, et. al., 2010). These
groups are not only active in the organizational premises but they also meet up outside
the firm. Members of such groups stay in contact with each other even though if they are
not assigned a similar task, even without the authentication of any organizational
authorities.
AC 4.2 Different factors prompting and hindering the team effectiveness
The team is efficiency depends on the various factors. The team efficiency can be
enhanced by the motivation strategy implemented by the leaders and the different leadership
style. The efficient communication between the various groups and the team leads to the
effective working and motivated team. The goals and the objective of task motivates peoples to

work with concentration and dedication. The team of Rent a Car enterprise works with high
dedication and motivated by their management and leaders to provide good services to their
customers (Misra and Puri, 2011). The city college works in a team to carry put the smooth
functioning of such a huge organization.
AC 4.3 The technology factors that affects the performance of team
The different type of technology up gradation leads to the effectiveness of organization.
The organization like the in City College the different department of organization such as the
human resource and the administrative department have central database information system that
shares information with the help of technology (Wood. et. al., 2016). The Rent a Car is having
such a huge customer base have well upgraded system to organize orders that ensures the proper
and quality delivery of the organization services to the customers. Both City College and the
Rent a Car enterprise uses technology to carry out the task and job responsibilities by the
employees efficiently and effectively contributing in a successful business.
CONCLUSION
The organisation behavior and the structure highly influenced by the leadership style. The
motivation in the employee leads to the efficient team work and contributes in the success of
business. The Rent a car follows well defined leadership style to motivate their employees and
enhance their motivation and fulfill their needs by various schemes. The organization behavior
defines the organization structure and the organization mission and the vision statements. The
organization follows different structure that defines the power culture, role culture within the
organization that also affects the employee behavior.

REFFERENCES
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