Organizational Behavior Analysis

This assignment requires a critical analysis of various theories in organizational behavior, including motivational theories like Maslow's Hierarchy of Needs and Herzberg's Hygiene Theory, as well as Tuckman's Forming Storming Norming Performing model for team development. Students are expected to examine how perceived organizational justice (Fuchs & Edwards, 2012), creative industry management (Hotho & Champion, 2011), workplace spirituality (Kazemipour & Mohd Amin, 2012), and organizational culture (Suppiah & Singh Sandhu, 2011) influence employee behavior such as job satisfaction, organizational commitment, and citizenship behavior. The assignment should also discuss how these factors relate to the management of sport organizations (Kellison & Mondello, 2012). Students are encouraged to use evidence from the provided academic sources to support their analysis.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Influence of culture, politics and power of an organisation on individuals' behaviour and
team performance........................................................................................................................1
TASK 2 ...........................................................................................................................................4
P2 Content and process theories of motivation and techniques..................................................4
TASK 3............................................................................................................................................6
P3 What makes an effective team as opposed to an ineffective team.........................................6
TASK 4 ...........................................................................................................................................8
P4 Theories of organisational behaviour and obstacles that affect performance........................8
CONCLUSION..............................................................................................................................10
References......................................................................................................................................11

INTRODUCTION
In an organisation, people's behaviour regarding what they think, work and feel at
workplace can be stated as Organisational Behaviour. Recognize, stating and anticipating
employees action towards any specific activities is also included in this process. To create
effective and dynamic environment, managers need to realize the activeness of worker to trade
with them. Along with this, it assists in knowing tangled nature of mankind and enhancing
dealings to labours. The growing and profitability of an enterprise totally depends on systematic
management and therefore, judgement makers citizenry various thoughts in order to manage
group at work. For this assignment, BBC is the chosen organisation which is a British
corporation of broadcasting that broadcasts gathered news and current affairs. Its main objective
is to deliver data to entire universe. Apart from this, the things which will be discussed below are
the effect of organizational society, political relation and cognition on single person and
performance of squad. Several motivational concepts and hypothesis are also discussed below.
TASK 1
P1 Influence of society, politics and power of an institution
Institutional workplace can be outlined as a common place where multiple person work
jointly to attain a communal objective or aim and structural behaviour is the way people interact
in groups for the purpose of making business more efficient. Behaviour and values that exist in
business environment can be stated as organisational culture (Adeniji, 2011). Huge affect on the
behaviour of employee is another result of such values and beliefs and these values states the
dressing style or the performance. Moreover, various MNC like BBC creates as well as hold to
an equal to ethnic that renders guidance towards action of grouping. It can be classified in
following ways:
 Power: When power is give in a single hand then it is very easy to manage things and
form a culture and help staff members to adjust in new environment.
 Role: To decide role of an employee within organisation, Culture plays a vital role as it
can help managers to decide what can be best for which employee.
 Task: On the basis of tasks operated by employees company's culture can be
differentiated and division in done in between employees.
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 Person: On the basis of person culture is also divided. Person applies his\her culture from
which they belong as many people from different culture works together is same
workplace, so it can be another way of classification.
Apart from this, in BBC an organisational behaviour can improve the performance as it totally
depends on flow of work and supervisory relations (Alfes and et. al., 2013). Therefore, it can be
said if staff members gets healthy and ease environment, their performance level will improve.
On the other hand, politics and power also plays a vital role in business organisation. In
order to interact with employee, better decisions are being regulated in whole organisation. In
multinational entities, to influence subordinates managers use their power in positive and
negative manner.
In most of the organisation different types of politics are used including BBC too. When
a particular power is used and put into activity, it is called as politics. Political relation is advised
as effective as it is done for institution's welfare. There are some certain situations which creates
obstacles in organisational and employee relations because when an employee is not satisfied
with organisation then they create political environment by getting into it for their own gainful
state.
Motive behind Institutional politics is to obtain motives of an individual and putting them
into priority. Politics is factor is used correctly can prosper organisation or else can create
problems for everyone working. Ability is regarded as an quality to get something finished as per
desire or a way it should be done for society or organisation benefit. It should be ensured that
power used is in positive manner so that chances of forceful work can be avoided for staff
members (Burnard and Bhamra, 2011). It is essential for BBC to use their abilities in optimistic
mode. There are some particular elements which are concerned in organizational culture of BBC
LTD. Such as stated below: Skills: According to the knowledge and skills of an employee differentiate is done as per
individual behaviour so to avoid partialities , equal treatment should be done. Leadership: Managers and leaders plays an important role in influencing behaviour of
people as they are accountable for setting guidelines of directions to their subordinates.
A friendly and dynamic environment should be created in order to determine needs and
wants of employees by supervisors of BBC Ltd. . Leaders of an organisation have to stay
by employee’s side so as to guide them through day to day operations.
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 Attitude: Decision of an individual can be highly affected by the attitude of the manager
regarding any decision making process. Working Environment: Individual working in an organisation always expect to feel
riskless and homely so it is right duty of BBC Ltd. to supply and assured working
situation to all workers as they can give finer productivity (Coccia, 2014).
Handy Culture typology:
Theory of structure culture was proposed by Charles Handy in 1999. Choosing structure
as per requirement of organisational culture. Theory is classified into four parts, such as stated
below:
 Role Culture: In this, as per abilities and specialisation managers divides certain roles
and possibilities. Main aim of role culture is to get optimum utilisation of allocated
resources is efficient and effective manner. As per this structure, staff members of BBC
Ltd. Are willing to face certain challenges and tries to do best. Moreover, everyone
working is interlinked with another and has to fulfil own responsibilities (Teh and
Sun, 2012).
 Power Culture: Within multinational enterprise institutions like BBC , only few people
have power to create and execute decisions. Effective power can influence organisation
and can provide various privilege within environment. In power culture, decision makers
delegate duties to subordinates so that activities can be completed before its time period.
BBC used to follow this kind of factor within workplace and management used to
encourages it so that better decisions can be taken but this was too way ineffective.
 Task Culture: Basically teams are created to attain desired goals and objectives in
companies. Moreover, task culture is helpful in resolving business issues and other as
well. It occurs when individuals come together with common interests. But to make this
culture successful within organisation, every person has to contribute equally and share
their innovative ideas for completing task fast and efficient manner. When the new
management came into act within company, then this kind of task culture was being
applied so that along with responsibilities, certain activities can be delegated. (Wood
and et. al., 2016). This kind of culture is being followed and developed within BBC
for high level of motivation for activities attainment.
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 Individual Culture: In such culture employees are aerated as valuable possession. In
person cultural, employees focuses on their own benefits and desires rather than of
organisation (Collings, Scullion and Vaiman, 2011). They de-attach themselves from
company's motive and thus it brings negative effect on productivity.
TASK 2
P2 Content and procedure hypothesis of motivating and techniques
In order to improve performance of individual and skilfulness, certain theories are there
which can be adoptive by trainer. These hypothesis are able of designing effectual institutional
culture; it can also examine overall structure of the company. Moreover, regarding enhancement
of working activities suggestions are being provided by the help of theories.
(Sources: Theories of Motivation, 2017)
There are two main organisational theories that must endorse by BBC so to get desired
outcomes, which are stated under below:
1. Content Theory: Content theory explains why human needs change with time. Content
theory includes the work of David McClelland, Abraham Maslow and other
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Illustration 1: Motivational Theories

psychologists as they attempted to explain why human needs change, but not how they
change. Content theories explain the specific factors that motivate behaviour.
 Maslow's need hierarchy: It is hypothesis of human motive which states that if
primary wants of an idiosyncratic is getting fulfilled then he\she can work in an
effective manner. It contains five various level in which basically starts from basic
need of grouping; air, food, water, shelter etc. which helps them to go on next level.
Second one is guarding of an individual (Del Mar Alonso-Almeida and Rodríguez-
Antón, 2011). It refers to getting innocuous and assured situation of living consisting
of occupation, morality, origin , home , health and belongings. Moreover, needs
increases according to pyramid progress. Emotional needs like love, friendship and
intimacy is an essential factor for people and along with that self-esteem involving
confidence and give take respect. At last, hypothesis focused on substance of self-
realization, I.e ethics, creativeness, resolution of problems and spontaneous. There are
various kind of employees within the BBC who juts does not focus upon the
appraisals but also seek for verbal appraisal including rewards, certificate and many
more. So this kind of theory mainly works for almost every kind of individual.
 Herzberg's Motivation-hygiene Theory: Through several responsibility and
advancement this theory can be implemented to maximise job satisfaction. Several
factors like company policy, salary, working conditions, recognising, growth and
responsibilities and relation with peers etc. can lead to dissatisfaction within
workplace. There are several other factors which can affect employee performance
and behaviour according to this theory within BBC. So, director have to identify such
contents and make effectual in order to absorb them (Farndale, Hope-Hailey and
Kelliher, 2011).
 Alderfer's ERG theory: It is bifurcate into three elements which are stated: creation
needs, connection needs and growing needs. Furthermore, beingness wants
comprehend all basic demands should be fulfilled of an employee in effective manner
whereas relatedness needs to be emphasised to get cultural and outer honour by
keeping healthy relations with family, employers and colleagues.
Process Theory: This approach states about applying motivation within working environment.
From this point of view, some process theories are defined as below:
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 Vroom's Expectancy Theory: This theory tells that every member working within BBC
has its own personal goals and aims to achieve. A need should be strong enough to put
effort while in order to satisfy a desire. There are various aspect which Vroom realised
that is needed for performance and efficiency and that is basically based on skills,
knowledge and experience. (Fuchs and Edwards, 2012). Adam's Equity Theory: Staff members should be fumed in equivalent mode by the
authority of an organisation which will be proved as benefit regarding productivity.
Along with that, theory states that resources distribution have to be fair for everyone if
better outcomes are the expectations. By comparison ratio of welfare and contribution of
each individual , equity can be evaluated.
Ways in which improved level of motivation within BBC help to achieve its organisational
goals:
BBC which is an multinational company obtains the motivational theories so that effective
outcome can be seen. To make employees work in their best mode, high motivation is highly
required so that aims can be attained. Moreover it helps an organisation to make their employees
high skilled workers who can achieve the task in allotted time. For example: basic wants needs to
be satisfied by the Maslow theory staff members for enhancement their effectiveness. Every staff
member has different desires so it is the primary duty of the manager to fulfil the requirement of
every employee in satisfactory manner. Lets make it more clear by an example BBC news must
provide job security or the assurance of staff members.
TASK 3
P3 Effective team as opposed to an ineffective team
To put all employees together, managers need to build up an effective team. A group can
be stated as small figure of being who have sound knowledge and skills as such group are
pledged towards presentation aims of firm. Along with this, BBC has hefty and progressive
squad which motivates multi disciplinary activity therefore institution can achieve its end and
objectives. Moreover, team work also helps in resolving complex problems and not only
resolving but innovating new ideas for similar future problems (Hotho and Champion, 2011).
Chances of ineffective work reduces which help a firm to attain goals and objectives. Such
members who are totally depend on their leader and can not take business decisions individually
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needs to provide training so that they can experience work and thus can provide effective
production. Team work provides support for generating commitment within organisation.
Different types of team are: Department of functional teams: This kind of team are kind of permanent team which
plays a long term role in a business goal. In departmental teams, for the achievement of
goal and objectives all individuals contributes as per their skills and capabilities. Problem solving teams: These squad are focus on problems and conflict arises within
organisation. Leaders of such team should have innovate mind sets along with
improvising skills and before effective decision making they should analyse and research
(Kazemipour and Mohd Amin, 2012). Cross Functional Teams: To handle major business activities like product launch ,
implementation of strategy, individuals who belong from different fields comes together
to attain it. They mostly requires an effective communication between internal
departments.
 Virtual teams: This type of team consists of those people who lie in different locations
but they highly depend on each other for completion of tasks in better way. In this, free
flow of communication happens so that task can be performed easily by communicating
(Kellison and Mondello, 2012).
In order to make efficacious groups, BBC has adopted several team management hypothesis.
These are helpful in utilising strong squad which has capabilities to gain future results.
(Theories of Motivation. 2017). The two most popular theories of team development are
described as follow:
In Bruce Tuck-men model of group development four stages are included such as : forming,
disturbance, norming and performing.
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(Source: Tuckman Forming , Norming, Storming performing model, 2017) Forming: In this stage, groups needs to be polite, patience and positive towards practical
tasks. Furthermore, leaders plays a vital role due to blurred responsibilities. Authority
needs to set up particular aims and goals in order to deal with middle and lower division
of work. Storming: This is the second stage in which groups are centred to determine required
tasks which needs to be performed. For this motive, it is must for group members to
provide various thoughts to attain certain goals and objectives of firm (Lumley and
et. al., 2011). Norming: This approach is all about regulating working activities so that subordinates
can agree on certain policies on tasks which needs to be done.
 Performing: In this period, specific strategies and policies are created and executed by
team members in order to clear what and why is to be done. They share a common vision
and try to attain it in effective manner.
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Illustration 2: Model of Team developement

TASK 4
P4 Hypothesis of institutional behaviour and obstacles that impact execution
For predicting and controlling human behaviour Organisational
behaviour is responsible. OB helps managers to motivate efficiency of
people to reach higher level of productivity. BBC leaders will get effective
outcome with the help of effective management. Its main objective is to
train and improve worker's knowledge and skills so that healthy
relationships can be maintained and can become imperative part of the
company (Kitchin, 2017). It is also an essential part of improving existing
marketing strategy so that customers behaviour can be understood by
employees. BBC will be able to create healthy and ethical working to people
if they imply strong organisational cultural. OB focuses on available
resources in order to achieve business mission and vision. Managers needs
to adopt particular theories so that team as well as an individual
performance along productivity.
Path Goal Theory: It is the imprint of certain leadership styles which
suits best on on the job situation within workplace to attain goals.
Maximising employee’s encouragement, satisfaction and empowerment in
order to make them productive is the prime objective. Moreover, path goal
theory is based upon Vroom's expectancy theory which states that an
individual will give reactions differently to attain the outcomes. It is the best
procedure selected by leadership for ceratin behaviour meeting workers
requirement and day to day operations. Basically it follows 3 steps :
 Task and Environmental characteristics- Leaders are focused on
determining external factors that will effect company's
performance in order to get rid from obstacles. It involves
designing of task, group work and authority system .
 Employee features in which employees follow their leaders
behaviour for improving skills and knowledge-sharing. It is also
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important for managers to know best way of employee's
motivation.
 Leadership styles can be followed by leaders for improving team
performance and efficiency like direction, support, participative
and achievement oriented leadership styles.
Barriers affecting individuals and team performance:-
 Poor Communication: Poor communication will affect team
work in negative manner whereas good communication will
improve team work efforts. It is front-most barrier in
developing working ambiance and along with this worker who
interact with each other, can make aware each other about
certain plans and policies of the team as well as overall
institution(Suppiah and Singh Sandhu, 2011).
 Lack of Managerial Involvement: It is the main responsibility of
authority to participate in corporate activities so that their
presence can make employees remain in limits and their
performance graph will not go down.
 Attitude or Ego: Some staff members due to their dissatisfaction spreads
negative vibes around workplace and that can affect performance of existing and
new employees as it is a dynamic threat in teamwork (Tuckman Forming
Storming Norming Performing model. 2017).
CONCLUSION
As per the above report, it can be concluded that essential role needs to be played by the
organisation so that growth and success can be attained in effective manner. Knowledge and set
of skills can be enhanced by an individual by the organisational behaviour so that it can provide
smooth platform for high possession in professional career. Report consists of different
motivational theories so that motivation can be provided to the staff members in order to gain
expected outcomes. In order to avoid and remove the barriers effective strategies needs to be
adopted like path goal theory through which managers can make path forb their team leaders in
systematic manner.
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References
Books and Journals
Adeniji, A. A., 2011. Organizational climate as a predictor of employee job satisfaction:
Evidence from Covenant University. Business intelligence journal. 4(1). pp.151-166.
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Burnard, K. and Bhamra, R., 2011. Organisational resilience: development of a conceptual
framework for organisational responses. International Journal of Production Research.
49(18). pp.5581-5599.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management. 20(4-6). pp.251-266.
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Collings, D. G., Scullion, H. and Vaiman, V., 2011. European perspectives on talent
management. European Journal of International Management. 5(5). pp.453-462.
Del Mar Alonso-Almeida, M. and Rodríguez-Antón, J. M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Farndale, E., Hope-Hailey, V. and Kelliher, C., 2011. High commitment performance
management: The roles of justice and trust. Personnel Review. 40(1). pp.5-23.
Fuchs, S. and Edwards, M. R., 2012. Predicting pro‐change behaviour: The role of perceived
organisational justice and organisational identification. Human Resource Management
Journal. 22(1). pp.39-59.
Hotho, S. and Champion, K., 2011. Small businesses in the new creative industries: innovation
as a people management challenge. Management Decision. 49(1). pp.29-54.
Kazemipour, F. and Mohd Amin, S., 2012. The impact of workplace spirituality dimensions on
organisational citizenship behaviour among nurses with the mediating effect of affective
organisational commitment. Journal of nursing management. 20(8). pp.1039-1048.
Kellison, T. B. and Mondello, M. J., 2012. Organisational perception management in sport: The
use of corporate pro-environmental behaviour for desired facility referenda outcomes.
Sport Management Review. 15(4). pp.500-512.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
Lumley, E.J. and et. al., 2011. Exploring the job satisfaction and organisational commitment of
employees in the information technology environment. Southern African Business
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Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Teh, P. L. and Sun, H., 2012. Knowledge sharing, job attitudes and organisational citizenship
behaviour. Industrial Management & Data Systems. 112(1). pp.64-82.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
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Tuckman Forming Storming Norming Performing model. 2017. [Online]. Available through:
<http://www.businessballs.com/team-management/tuckman-forming-storming-norming-
performing-model-234/>. [Accessed on 18th October 2017].
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