Organizational Culture and Success

This assignment delves into the critical relationship between organizational culture and success. It examines different theoretical perspectives on organizational culture and explores how these theories contribute to an organization's overall effectiveness. The analysis will encompass diverse aspects of organizational culture, including its impact on employee motivation, teamwork, innovation, and customer satisfaction. Furthermore, the assignment will investigate real-world examples of organizations that have successfully leveraged their culture to achieve remarkable outcomes.

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TABLE OF CONTENTS
AC 1......................................................................................................................... 1
AC 1.1 Compare and Contrast different organisational structures and cultures. .1
AC 1.2 the impacts on the performances of the relationship between OTICON
structure and culture........................................................................................... 4
AC 1.3 Factors which influence individual behaviour in OTICON and BENEFITS
AGENCY................................................................................................................ 5
AC 2......................................................................................................................... 6
AC 2.1 Effectiveness of the different leadership styles at GSK with any other
similar organisation.............................................................................................. 6
AC 2.2 Explain how organisational theories (Scientific management, Human
relations, contingency underpin (strengthen or support) the practice of
management in Nice Cars.................................................................................... 8
AC 2.3 Evaluation of different approaches to management used by Nice Cars
and the Shin-Gijutsu group..................................................................................9
AC 3....................................................................................................................... 11
AC 3.1 The impact of different leadership style in motivation within the
organization in changing period.........................................................................11
AC 3.2 Comparison of the application of McGregor & Herzberg theories within a
benefit Agency................................................................................................... 13
AC 3.3 Usefulness of Motivational theories to Managers....................................14
AC 4....................................................................................................................... 16
AC 4.1 The nature of groups and group behaviour............................................16
AC 4.2 Factors that promote and inhibit the development of effective teamwork
........................................................................................................................... 17
AC 4.3 Evaluation of impact of technology on team functioning........................18

LIST OF TABLES
Table 1: Similarities in structure.......................................................................................... 1
Table 2: Comparison of structure......................................................................................... 2
Table 3: Similarities of culture............................................................................................ 2
Table 4: Comparison of Culture........................................................................................... 3

LIST OF FIGURES
Figure 1: How human relation theory works............................................................................8
Figure 2: Scientific management model.................................................................................9
Figure 3: Types of leadership............................................................................................ 12
Figure 4: Herzberg motivational theory................................................................................14
Figure 5: MASLOW'S Theory........................................................................................... 15

AC 1
Introduction
Organisational behaviour is to int. Organizational behaviour is the set of approaches to
manage the people in the organization and try to motivate them to do better. This eract with
people within the group and to interact with the individual at work place approach of
management is used for the Human Resource Management and developing the culture of
organization. In the given case, OTICON organisation has defined organisational structure in
different ways like study of human behaviour etc. The ways and their impacts and benefits would
be further highlighted in the report.
AC 1.1 Compare and Contrast different organisational structures and cultures
Organisational structure and cultures are inter-related with each other. The structure
works in a hierarchy to assigns roles, authority and responsibility according to their position in
the organisation. Moreover, it helps in managing communication and coordination effectively to
achieve the objectives.
Table 1: Similarities in structure
PARTICULARS OTICON Hilton hotel
Hierarchy structure The organisation is following the
hierarchy structure for proper
functioning.
The hotel organization is also
using the same hierarchy structure
for proper management and use of
resources.
Work specialisation The organisation prefers
specialisation in the services and
products the organization produce.
Hotel organization prefers work
specialization by providing
advance training to staff to give
expertise in their workings.
Flexible Functioning Organisation is providing flexibility
through better business process in
every department.
Hotel is also following the same
functioning in all departments like
HR, accounting, sales and
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marketing etc (Aydin, 2015).
Table 2: Comparison of structure
PARTICULARS OTICON Hilton hotel
Structure The given organisations
structure is well defined and
formal but with flexibility in
working. The matrix structure
is followed in the company
where workers have reporting
relation with both product
manager and functional
manager.
The structure of Hilton is
informal. The organisation is
divided into smaller groups and
more of free environment exists
between the employees.
Entrepreneurial structure is
followed and all the workers
including CEO, managers,
labours etc. work together to
increase the efficiency of
services offered to the
customers.
Features The organisation employs adult
only so that they can act
reasonably to any situation.
The organisation follows
formal structure which has
benefits of better flow of
communications and roles and
responsibility are clearly
defined (Carlson, 2013).
The informal structure is very
flexible in the organisation and
there are more personal
communications.
There are no defined roles and
responsibility and the chain of
communication is not proper.
Comparison and contrast between organisation cultures
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Table 3: Similarities of culture
PARTICULARS OTICON Hilton hotel
Innovation Organisation believes in
innovation in his services and
products.
Hilton also leads on the way
of creativity and new look of
services.
Emphasis on people Organisation duly emphasis
on customers and the
employee.
Hotel also gives value to
customer and produce goods
according to need of customer.
Team work Team work leads to efficiency
of the employee and collective
strength of the team.
The same is with Hilton team
work helps to achieve the
objectives (Cummings and
Worley, 2014).
Table 4: Comparison of Culture
PARTICULARS OTICON Hilton hotel
Culture The organisation follows
Academic culture
While Normative culture is been
followed by Hilton hotel to meet the
organization objectives at different
locations.
Characteristics  Culture is concerned with
highly skilled employed.
 The culture is consumer
friendly which supports the
structure. The employees
are free to work and they
are able to take the
 The culture in very strict with
predefines rules.
 Guidelines are followed for the
operations and functional activities
to meet the satisfaction of staff.
Hotel Hilton has very declined kind
of working structure that affects the
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decisions as per their
responsibility that kind of
working culture is present
in OTICON.
moral values of the employees.
AC 1.2 the impacts on the performances of the relationship between OTICON structure and
culture
In Oticon, the structure and culture are inter-related. The structure works in hierarchy i.e.
the work and duties are assigned in the downward position in order to achieve the objectives. But
sometimes the structure differs from organisation to organisation as the culture and values of
management used for developing the work. The top management is defining the structure
according to culture that helping to train the staff and maintains the effectiveness in the
operational activities. The performances of the individual are very much affected by the culture.
The reason may be due to the differences in behaviour, perception, and attitude. Behaviour may
be defined as the way the individual reacts or express his emotions in different ways. The
OTICON which is engaged in the hiring aids is successful organisation, though the organisation
have both positive and negative impacts but with the initiatives taken by Knur to adapt a flexible
workplace environment with the advancement in technology which also helps them to reduce
chaos within the individual but also improvement in organisation’s performances by 10% per
annum.
The culture that organization is using has positive impact on the performance of
organization as it helping to meet the standard according to requirements and proper utilization
of resources. The healthy working environment and competition level at workplace has positive
impact on the business outcome of organization. Moreover the culture reflected in OTICON is
flexible which redesign its workplace to allow maximizing disturbance tolerance i.e. to provide
mobile office but after providing this much flexibility the lower level is less flexible means they
are not provided rights and powers in the structure which affects the work culture directly
(Harmon, 2015). Apart from that, the structure should be such that it manages the responsibility
and authority and promotes work culture. The current structure of organization is helping to
monitor the effectiveness of individual at workplace and offer them proper guideline to meet the
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objective. For organization prospective, current structure is helpful in planning and consideration
of individual performance to meet the objectives of OTICON. Both structure and culture
influence the employees to work effortlessly and it may have negative impact also due to conflict
in individual’s behalf.
The new structure was Matrix .The new culture was Task effect profit increase 10%.
OTICON always try to develop that kind of culture that always tries to keep the employees
motivated by providing monetary and non-monetary benefits. The structure is classified from top
to bottom hierarchy. Sometimes it may affect the policy of management by which employees are
not able to give their best. The performance of the cited organisation is affected very much by
the interrelation of its structure and culture. This interrelation determines the effectiveness of the
products and services offered. It aids in attracting many consumers. It also enhances firm’s
ability in implementing the changes. An effective culture helps in planning proper structure
which aids the company to adapt the changes and move towards success. This in turn helps the
company its increase its efficiency and performance. In the contemporary world critical
management of culture and structure is a must as evaluation of companies’ takes place on this
basis.
The structure and culture together shapes the efficiency, productivity and profitability of
the company. If the organisations are able to manage a good synch between culture and structure
then the overall performance of the organisation is boosted up and the organisation is able to
conduct all the procedures and task in an effective manner. The company is able to maintain a
good command over all its functionalities which in turn help to enhance the quality of the
products and services it is offering to its consumers.
AC 1.3 Factors which influence individual behaviour in OTICON and BENEFITS AGENCY
Individual behaviour refers to act and initiative of person that define its personality and
process of working by adjusting with the surrounding and limitations of working environment.
There are many factors which influence the behaviour of individual but the three main factors
are: personal factor, organisational factor and environmental factors. Personal factor influences
the individual behaviour because human beings are born with different qualities have different
perception and attitude. Thus all characteristics are related to each other. The behaviour cannot
be changed actually it can only modify according to the human personality. The second major
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factor is organisational factor. According to analysis, it includes the individual behaviour as the
every individual has own perception and values to deal with the situation and manage the work.
The third influencing factor environmental factor (McLaren and Struwig, 2015).
In the given scenario, OTICON is having influence of the personal factor. Personal factor
includes different perception, attitude, ability and intelligence. Within organization team
members from different background and values come together to perform the activities. The
perception of individual plays critical role in the behaviour of individual which could not be
managing by HR of organization. In addition to this, level of skills and personality also has
major impact on the behaviour of individual as it encourages the performance of staff. Even the
organisation was first to provide redesign workplace with mobile office where each workstation
consisted of desk without drawer and with inbuilt powerful PC’s where all work was done.
However the organization is offering facilities to staff members but still it faces attitude
problems in the individual. In case of Benefit Agency economic factors are having major issues
as organization is having financial problems and not able to offer the satisfactory wages and
salary to staff members. At the workplace of Benefit Agency gender and culture of individual
has significant impact on the behaviour as process of analysing and understanding get influenced
according to gender and cultural background from the individual belong (Pooch and Gerhard,
2014). Top management needs to consider these factors for understanding the behaviour and
offering the guideline accordingly that encourage the performance.
CONCLUSION
The above study explains the structure and culture of OTICON and explains the factors
that affect the individual behaviour by which they are not able to give their best towards the
management goals. The organization always tries to expand the business my attracting the new
clients towards the organization. The above study explains the cultural background of the
employees in the OTICON
AC 2
Introduction
Nice Cars is German automobile organization those has faced failures but grows with
effective management. This task will assess the effectiveness in leadership styles which can
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sustain and grow a business in competitive situations. The task will also cover the organizational
theories those are used by Nice Cars to manage employees and other resources. The task will
also discuss the different management approaches like human relations and contingency to
illustrate the effectiveness of Nice Cars and Shin-Jujutsu Group.
AC 2.1 Effectiveness of the different leadership styles at GSK with any other similar
organisation
Different leadership style has different advantages or benefits and disadvantages or
demerits. It differs from organization to organization depending on the requirements of the
individual organization. The leadership style may help the business to guide the employees and
also help the business to eliminate the problems that are faced by the employees. The leadership
styles may assist the business to achieve the management goals on time. It has been seen that
basically there are three types of leadership style that are autocratic, transactional and
transformational. In autocratic leadership style the decision making and right to attend the
meetings were only to top management, the employees do not participate in any functioning of
the organization (Saarijärvi.et.al. 2013). Choice of the correct leadership style is very important
at the work place if leader select the wrong leadership style then organization may not able to
motivate the employees. The effectiveness of this style is not proper and works on strict formal
approach even the organizations do not prefer to use this style of leadership due to reduction in
their growth and profits. For instance leaders in military always focused towards the discipline
and maintain the decorum at the work place.
Transactional leadership is quite effective in encouraging the employees and directing them to
complete their task. With this style the employees evaluate and the correction are done by the
management. And in transformational leadership, the employees are motivated and their
feedback is included in their meetings and even their leaders have been given a right to attend the
meeting and participate in the decision making.
In the given case, in before 1990’s Nice Cars were using autocratic leadership style but with the
downfall in the profits and sales they adopted different style i.e. human relationship style with
that there loss making organization changes in profit making in just four years. It’s not necessary
that the style which benefited to the Nice Cars would also be beneficial to the competitors of the
same car industry this is because different organization has different core competencies. For
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example in 1990’s the BMW M5 were the biggest competitors of Nice Cars but they are using
different leadership style and were generating high profits (Zhu.et.al. 2013). By using this type of
leadership style the manager will able to encourage the participation of staff members in
planning and development of activities by using the new trends.
Laissez faire leadership Style
The manager of supervisors of Nick can use the Laissez faire leadership style to meet the
changes when business operations and processing are same but needs the improvements in
quality and performance. The motivational speeches and rewards are helpful to meet the
changes. The employees can be directed towards the addition of changes in work. The
motivation to individual helps to enhance the performance and quality. For instance, the
appearance of urgent projects to complete under the minimum time, organization can encourage
the employees to meet the changes as challenges to complete. This kind of leadership will help to
address the performance and participation of staff for improvement in the production and
development of business. The managers in organization use the Lasses Faire leadership style to
improve the production process and keep the employees updates towards the latest technological
equipment’s.
AC 2.2 Explain how organisational theories (Scientific management, Human relations,
contingency underpin (strengthen or support) the practice of management in Nice Cars
Nice Cars needs the organizational practices with standard theories which indicate the
role of management personalities to retain the skills and productivity of employees. Organization
uses the following theories to motivate the employees for their work and performance so that
organizational objectives can be achieved parallel to employee development and satisfaction.
Human Relation Theory: Nice Cars follows the practices towards the better human relationship
in workplace as it treats the employees as part of organizational family. The communication
among managerial units and under control engineering and working group is informal so that
they can share their challenges and experience in work effectively. With the implementation of
human relation theory, organization has promised Japanese engineering staff for life time
employment. The reward system for high productivity and quality is improved with more
transparency and accurate measurement. Nice Cars also use the training and development
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programs to achieve the accomplishment of objectives in informal manner (Greedy, 2013).
Human relations are used in workplace to motivate the employees and to direct them in
competitive culture.
Figure 1: How human relation theory works
(Source: human relation theory, 2016)
Systems Theory: System theory applied to the organization to develop the activities in the
particular system and also help the business to develop perfect discipline at the work place. A
central theme of systems theory is that nonlinear relationships might exist between variables. The
most important point about the system theory is that is most rigid theory in the organization.
Scientific management theory: Nice Cars also implements scientific management theories as it
has reduced the time and cost on resource utilization and assets are management effectively for
better productivity. Japanese work approaches are used to reduce the effort about to 50%.
Organization has arranges the process in piping manner and reduce the dull time in workplace.
Also the proper inventory management has reduced the misuse of resource. The management of
Nice Cars is measuring the performance and quality of work with scientific tools so that
partiality can be reduced and employee’s trust can be achieved for sustainability of organization
(Aragón, 2010).
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Figure 2: Scientific management model
(Source: Scientific management model, 2016)
AC 2.3 Evaluation of different approaches to management used by Nice Cars and the Shin-
Jujutsu group
Human relation approach is used by Nice Cars and Shin-Jujutsu Group use contingency
approach to manage the business. Both the organization overlaps the approaches for better
management of resources and employees in business objectives. Management approaches helps
to enhance the employee interest and productivity so that organizational objective can be
achieved effectively.
Human relation approach: Nice Cars has informal relations with employees which is effective
to manage the business with engagement of employees in decision making process. Human
relation helps organization to estimate the requirements and demands of employees. The major
advantage of this approach in motivating the employees with personal relations and
communication so that higher productivity can be achieved
To strengthen the relation with high quality and profit, Nice Cars also use training and
development programs along with organization of events to increase the productivity
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(Pless.et.al.2012). However, the informal relations react sometime as the barrier in quick
decision making process and reduce the performance on over communication and friendliness.
Scientific approach: The scientific method is a continuous process which usually begins with
observations about the structure and procedure of the work place. The approach requires high
control over the employees and also helps the manager to identify the talented employee at the
work place. The theory was proposed by the Taylor and theory focused in the performance of the
employees and eradicates the hurdles in the management.
Contingency Approach: Shin-Jujutsu Group use contingency approach in which management
observe and enhance the utilization of human resources as well as assets of organization for high
performance and quality. Organization measures the individual’s performance and contribution
in accomplishment of objectives. The performance measurement is only effective tool to
motivate the employees with rewards and benefits. The culture of workplace is forced to become
competitive for benefits and facilities. Apart from that use of this management approach has no
engagement of employees in decisions and itself observe the influencing factors on business
environment (De Souza, 2013). Training and development programs are organized to shape the
talent of employees according to working standards and practices.
There are many differences between management approaches of Japanese and Europeans.
Mostly the working hours of Japanese are more than that of Europeans. The Europeans leave
offices or work places till 5 pm or 6 pm but most of the Japanese do over time. The time given to
management is more in Japan. In Europe they believe in a balance between working life and
private life which is not so in Japan. Another difference is that the style of work or the process of
work is same for everyone in Japan whereas Europeans are okay if someone innovates a new
process which is less time consuming. Both are result oriented but procedure followed is given
more importance in case of Japanese and the Europeans are more of product oriented and seek
efficient and quick processes.
On the other hand discussions with Japanese turn into debate as everybody negotiates.
Whereas Europeans are more direct regarding their perceptions and opinions. The management
of customer is different in both cases. Japanese tries not to let their customers keep waiting
whereas Europeans are expected to queue their consumers.
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Conclusion
The task has been concluded the effectiveness in leadership style along with
organizational theories to manage the resources. Different management approaches have been
discussed in context of Nice Cars and Shin-Jujutsu Group.
AC 3
Introduction
In any organisation, whether it is production sector or the service sector. The need for leadership
style is there to meet the benchmarking standard as well utilization of resources to achieve the
goals and objectives. In the given scenario, the different styles that the leader should follow and
how it would be useful for the Security Agency services in achieving the productivity and
growth and would be the impact of not using appropriate style of leadership in the agency and
the brief discussion on motivational theory of Herzberg’s and Maslow’s theory and how to use
these theory and which one to use. So the organisation could achieve its objectives by motivating
their employees through proper training, promotions and incentives.
AC 3.1 Discuss the impact that different leadership style may have on motivation in
organisations in period of change
For the purpose of direction in an effective manner, organizational team is applying
leadership style. Organization can adopt many of the leadership style such as: - autocratic
leadership style, democratic, transformational, charismatic and transactional leadership style.
These approaches are important to motivate employees in an agency organization for
achievement of the set objectives and build their knowledge.
Following are some leadership style which can motivate the employee of the organization:-
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Figure 3: Types of leadership
(Source: About leadership, 2016)
Transformational leadership:
Transformational leadership is a style where the employer work with their employee to
recognized needed changes in an organization. This leadership style motivate to employee to
implement changes and work with new vision according to new requirements.
Autocratic leadership:
In this leadership style individual person controls all over decision and very less or no
contribution to another team members in any decision. In this style all the decision making
authority has only on a single person. Here in this style the top management or manger of an
organization are wholly liable to make any decision (Hu and Liden, 2015). There is no
contribution of any low level authority or employee. This type of leaders takes decision based on
their ideas and judgment. This leader rarely accepts advice from another team members or
subordinate. Hence this type is not good at using motivation to influence change.
Democratic leadership style:
This type of leadership includes all the group members to take more participative role in
decision making. Here in all team members exchange their ideas or views with the management
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or employer. The members also assist to management in determine the activity as what need to
be done and how it to be done. In all final decision is taken by top management. This style is
very good at using motivation in periods of change.
In the given scenario, the organization follows hierarchal structure and leadership is
based on autocratic leadership where top management takes decision but with the appointment of
Derrick (chief executive) the style has been changed from autocratic to democratic and
transformational style where lower management also participate in decision making, promotions
were give, innovative ideas are welcomed and working as a team. But again with change of chief
executive with Peter the old autocratic leadership was coming in the picture that created the
problem for skilled staff (Carroll and Bocholt, 2014).
Different theories of leadership also impacts motivation. By Maslow’s hierarchical theory
states that managers and leaders seeks motivation in order to manage staff members and their
functionalities in the modern world. The needs of humans are prioritized in the theory. In real
time work it is essential for leaders the priority of the needs. In Herzberg’s theory two stages are
considered for motivation. First one is removal of dissatisfactions and second is aid them seek
satisfaction. In accordance to expectancy theory every individual has different goals and
perceptions. To motivate them certain level of expectation needs to be fulfilled.
The goal setting theory is aimed to determine the goals which serve as a good
competition for increasing motivation level of the staff members. Goals and targets help the
employees to increase their efficiency and hence improve their performance. This is the reason
for which managers should know which target will motivate employees and which may not.
There are times when depression roots in the minds of the employees if they are not able to fulfil
the desired goals. Thus goal should be done properly to motivate work force.
AC 3.2 Compare McGregor & Herzberg theories indicating the one which can be more effective
when applied in the case of Benefit Agency
There are varieties of theory which make easy to leaders for motivating members of the
team and increase their productivity. The following is the difference in the theories:
McGregor: The theory assumes that employees are of two types motivated and de-motivated.
The theory is classified in X & Y category that divides the employees for their betterment.
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Theory X assumes that employees always dislike the work and always unhappy with the work by
which they are not able to perform well (Mangi.et.al. 2015). On the other hand theory Y
proposes that employees are always motivated towards the work and eager to take the
responsibility.
HERZBERG THEORY
According to Herzberg, in any organization basically two factors which motivate an
employee to work for achievement of the desired goals. Job dissatisfaction is affecting various
factors present in organization. This theory is mainly made of hygiene and motivation factors.
The hygiene factor includes salary, benefits, job security, working condition etc. whereas
motivation factor depends on the requirement of an individual such as recognition, promotion,
growth etc which can be satisfy or dissatisfy.
Figure 4: Herzberg motivational theory
(Source: Herzberg motivational theory. 2016)
In the given case study, the both can be applied on the choice of the agency but it would
be better to use Herzberg theory of hygiene and motivation factor as it cover the maximum issues
which the staff faces in the workings. And with the appointment of derrick these theory has been
seen too much extent which promotes staff and increased their productivity.
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AC 3.3Evaluate the usefulness of motivational theories to managers
The motivational theories in the organizations need to be implemented and monitored.
Motivation in simple term means to stimulate, move or induce. It is important for managers to
well aware about motivational theories. According to the Maslow’s theory the needs and
requirement of the individual are considered necessary and the managers should keep in mind the
requirement of every employee to achieve the desired objectives of the business. And the serious
effort should be made by the managers to fulfil the needs of the employee by providing
incentives and promotions.
MASLOW’S THEORY
According to Abraham Maslow each human in this world have some basic requirements
and these needs, motivate them to achieve a desired goal. According to these theory, the need of
an individual’s are classify into five stages i.e. basic or physiological needs, safety needs, love
and belonging needs, esteem needs and self-actualization needs. An organization can motivate to
an individual by fulfilling their needs. An individual can work more efficiently if their needs are
fulfilled by organization. An organization can accomplished their objective to satisfy their
employee need.
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Figure 5: MASLOW'S Theory
(Source: Maslow’s Motivational Theory, 2016)
It has been noticed that if the management follow top down approach in their working or
in communications without giving chance to lower management to give feedback it would de-
motivate the lower management by following the instruction given by top management.
Operational staff should be motivated by the managers by actively involving their participation
in decision making and considering their feedback in their outcomes (Robbins.et.al. 2013). This
approach would help in productivity and growth both of the employee and management.
Conclusion
From above task, the main focus is on leadership style and motivational theories. In the given
case study, the agency is applying leadership style in his working and also motivational theory.
The only working it has to do that to use it in the appropriate manner so that it would be effective
for the organization growth.
AC 4
Introduction
Zico Computers will be discussed as the organization for the study of nature of groups
and behaviour of groups. The task will also assess the factors influencing the development of
effective teamwork in an organization. The technological impacts also will be determined in Zico
organization for team functions.
AC 4.1 The nature of groups and group behaviour
There can be different types of teams and groups they may be formal or informal. In
formal teams or groups members are expected to behave in a more professional and proper way.
Whereas in informal teams members are expected to behave in more casual and non-professional
way. In informal groups members are freer and can express their views and opinions in a way
they want but in formal group proper manner is followed and more discipline is adapted. In Zico
Computers, the team members are skilled and work together to share their knowledge and
17

experience with others. The collaborative working is required to enhance the quality and
productivity in workplace. For better management of resources, organization has two types of
groups in workplace: formal and informal group. Grouping of employees helps Zico to manage
the business operations and activities in effective manner.
Formal groups are created and controlled by the top management of Zico. Formal groups
have a leader to guide and measure their performance. Formal groups are set of skilled
employees to perform the certain objectives in workplace. For instance, budgetary committee
and task forces are formal groups in Zico (Stewart and Sham Dasani, 2014). Formal
communication and participation of employees are characteristics of formal groups. The groups
are formed according to requirement of organization to accomplish the specific objectives and
static in nature. The members of formal groups are liable for their responsibility and role in
group and needs to work according to leader’s command.
At other side, informal groups are not official in nature and neither in control of
management. But still, management encourages the employees to form informal groups as they
are effective to share and communicate the knowledge in workplace and helps to determine the
hidden skills of employees. Normally informal groups are based on the interest and events in
workplace. Employees come together in a group due to their similarities in skills, interests,
religion and origin. Informal groups have no liability on members and they are free to add or
join. There is also no specific procedure to withdraw from participation (Gentil.et.al.2010).
Informal groups are effective to create the learning as well as competitive environment in
workplace.
AC 4.2Discuss the factors that may promote or inhibit the development of effective teamwork
in Zico Computers
Effective teamwork is required to deliver high performance and quality in work along
with proper utilization of knowledge and resources available in workplace. Teamwork helps to
reduce the work load on members as they are assisted by other members for requirements in their
processing. There are certain factors those can promote the development of effective teamwork
in Zico Computers:
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Communication: The Zico Computers has effective communication among employees as they
can communicate on mails and instant messages along with meeting and seminars. Zico offers
the formal communication in decision making and work distribution which encourages
employees to participate and suggest an idea. Open communication and interaction with liable
bodies in workplace helps to develop teamwork (West, 2012). Employees come together with
their open ideas, skills and experience to contribute with others in workplace as helps to
determine effective teams.
Leadership: Zico Computers has effective leadership as employees are encouraged to
participate in organizational business processing and management practices. The leaders in Zico
are effective to utilize the potential of employees along with to motivate them for collaborative
working. Leaders help the groups to accomplish their objectives with proper work and
responsibility distribution and encourage them to be connected with others. The leadership style
in Zico helps employees to work with others for sharing of skills and knowledge.
Inhabiting factors
Size of team: the size of grouping in Zico may affect the development of teamwork as larger
size may have big conflictions in thoughts and implementation. The decision making power may
be affected and employees may become less liable for their duties and performance if the
monitoring and controlling is not so effective to handle large groups (DE Church and Mesmer-
Magnus, 2010). In comparison, small group size helps to create effective teamwork.
The work is designed by the manager at the work place and also helps the employees
perform the task as per the given scenario. Proper model is adopted by the manager by which
they are able to perform well. The work is composed as per the demand of the clients and then
performed by the employees.
AC 4.3 Evaluate the impact of technology on team functioning within a given organisation
Technology is helping team members in Zico Computers to work together with effective
communication and sharing of resources. The overall accuracy, efficiency and accessibility are
improved with the use of technologies. For instance, the developers in EMF (Elementary
Management Framework) project are connected to each other with wireless devices and internet.
Also the mails and instant messaging is helping them in communication. The file sharing and
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transmission among team members and branches are effective because the time and cost is
reduced along with effort. The most of work in Zico are being with automation of process. The
backup and security in Zico is handled with automation technologies. The employees are also
free in work performance as they can take help from various sources and team member and work
from remote locations also (Buyl.et.al.2011). The flexibility is increased along with proper
simulation of project with software technology. The accuracy in performance management and
employee details has been improved with implementation of technical equipment’s in workplace.
However, there are some negative impacts of technology on Zico Computers.
Technology has improved the accessibility to business data and process, therefore, there is
always a thread of data loss and security in team functioning. The liability management in team
functions is somehow difficult because the all members have access to specific set of
information. Also the initial cost for technical setup may be not favourable according to
performance and quality of work return form team members. The set up cost may be high or not
practical for workplace conditions (Davenport, 2013). Addition to it, technology makes the Zico
fully centralised on processing of systems and servers.
Conclusion
The task has been addressed the nature of groups and group behaviour in Zico Computers. The
task also has been concluded the factors those are liable for promoting and inhabiting the
development of effective team work. Later task has been identified the impact of technology in
business environment and team functioning.
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