This report discusses the influence of organisational culture, politics, and power on individual and team behaviour and performance. It also evaluates how content and process theories of motivation and motivational techniques enable effective goal achievement in an organisational context. The impact of Brexit on the NHS is also examined.
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Organisational Cultures and Workforce Motivation
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Table of Contents INTRODUCTION................................................................................................................................3 P1 Analyse how an organisation’s culture, politics and power influence individual and team behaviour and performance............................................................................................................3 P2 Evaluate how content and process theories of motivation and motivational techniques enable effective achievement of goals in an organisational context..........................................................6 CONCLUSION...................................................................................................................................9 REFERENCES...................................................................................................................................10
INTRODUCTION organisation culture can be explained as the way in which employees interact with other employees & complete their work in the company. The paradigm of culture includes various points which governs the operating style of employees in the company i.e. beliefs, symbols, rituals & values. For providing the direction to the organisation, the corporate culture binds the team members together. Changeincultureisthebiggestchallengeforanyorganisation(Omotayo,2015).Strong organisational culture enhances the performance of the employees. Moreover workforce motivation is to motivate the workers regularly in order to enhance their productivity. So that it will directly reflect to the overall growth of the organisation. In this report we have discussed about NHS vision, mission & aims along with the various organisational cultural, power and politics and its impact on NHS. P1Analyse how an organisation’s culture, politics and power influence individual and team behaviour and performance. Introduction to NHS and their vision, mission and aims. The NHS is the national healthcare system. The full form of NHS is National Health System which was publicly founded for United Kingdom. The National Health Services includes NHS whales, NHS Scotland, NHS England & health & social care in Northern Ireland. NHS vision The vision of the organisation is to establish a partnership among clinics & patients of the populations of Islington so that they together contribute to the highest quality of health service, which is good value for their money (DelCampo and et.al, 2017). NHS mission The mission of the organisation is to ensure that with the available resources, the communities get the best possible care by committing to work together as Clinical Commission Group. It also ensures that the patients’ views should be heard & they had a comfortable journey through local health system. NHS aims Ensuring that starting of life of each child should be best Improving well being & mental health Delivering the most efficient service with the highest quality Organizational culture, power and politics & their impact on NHS
Organisational culture There are basically four types of organisational cultures popularised by charles Handy I.e . power culture , role culture, task culture & person/support culture. Power culture In power culture all important power is situated in the centre,and then surrounding by the various circles of department and with employees of various influence level in an organisation. The closer the employee is to the centre the more influence it will have (Pollack and Pollack, 2015). These employee attract the superiors with high in power & take risks. The main power base of this culture includes elements of personal power as well as control of resources at the centre. Organisations in which performances are judged on results uses this type of culture. Such organisations quickly resound to events, but their success is mainly dependent on the ability of people at the centre. The main problem of this culture is size. Rather than the committees, this culture is mainly relies on individuals. Role Culture this culture is similar to how columns and beams supports building, where both of them plays specific role, similarly individuals are role occupants in the organisation mut even though the individual leaves the organisation the role of its continues. Thus role culture can be explained by functional & specialized work culture, which is managed by seniors under the high degree of standardization. Its main power source is position. The main methods of influence in this are rules and procedures Organisational power There are various types of power in an organisation, which influence managers and leaders in making decisions. Basically five sources of power are present in an organisation, i.e. expert power, legitimatepower,rewardpower,coercivepower&referentpower(Valmohammadiand Roshanzamir, 2015). Powers mainly dependent on how it influenced employee i.e. either in positive or negative manner from position & authority. Possessing knowledge show expert power, interpersonal relationships show referent power, thus , interpersonal relationship can be defined as the power to change the behaviours of employee in order to get the task done. The National Health Service uses referent power as it is not compulsory that the employee must have positional power in the organisation. In this employees are influenced by the results, admired, respected and well regarded by the others. This technique generally long time to develop but a referent power employee will be the one whose opinions will always be valued and is the one who give innovative ideas for the organisational success. Organisational politics
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Organisational politics can not only be terms as it will have negative impact on the organisation. Moreover, if the organisational politics is applied accurately at the correct point it will definitely serve as beneficial for the complete organisation and enhance organisation growth. There are various types of organisational politics which can be classified as organisational, structural, decisional & personal change. Factors such as merging, reconstructing etc. comes in organisational change whereas transfers due to personal issues & job assistance such politics come in personal change. Structural and decisional change mainly influences the organisation (Prause and Mujtaba, 2015). As decisional change is dependent on organisational overall goal & purpose while structural change includes changes that affects the growth of the organisation. Organisational politics in NHS can be applied by establishing network, by thinking before acting, by leaving the lasting positive impression & by reading the situations properly. Brexit impacted on the culture, politics, power and motivation within the NHS. Brexit has impacted on the various cultural, political, power & motivational on various terms. Brexit has brought challenges related to healthcare delivery. Brexit has damaged the UK's reputation on international scale, which brought the fear of freedom of movement of services, goods and people. Thus, Brexit will make it difficult for cross border collaborations, cultural exchanges etc. thus , NHS has to face cultural issues due to Brexit as for the surgeries of the children of Ireland has to travel to Dublin for treatment. Brexit has impacted as policymakers, advisors & UK politicians as the have the benefits of continue access to single market in contrast to complete freedom from EU. Moreover, in place of existing EU's existing bilateral trade, due to Brexit the government has to recreate the capacity to renegotiate trade arguments. Brexit has brought various power issues such that the issue of electricity. Earlier, with the coordinated energy trading arrangements the government of great Britain found that collaboration helps in lower the price along with the benefit of supply with improved security. Thus it has very adverse impact on NHS as the price of electricity increased it has increased the cost of treatment. Due to Brexit the motivation of the employees has broken on a great extent. Brexit has brought adverse impact on employee motivation (Earl and Taylor, 2015). In NHS, most the employee has left the job as they faced discrimination issues in the organisation. Impact on motivational factors would be management of workforce will be more important than ever. There would be pressure of the HR of the organisation to cope up with the changes in the laws all the engaging in all the tasks surrounding it.
Individual and team behaviour influenced by culture, power, politics and motivation and its affect on performance since Brexit. Different employee has different effect on organisational culture. The culture has basically four effects on team performance i.e. creative culture, collaboration culture, competitive culture & controlled culture. Creative culture is best suited for smaller technical industries that are mainly dependent on agile framework. Collaborative culture can be explained as the framework which is not basically for start-ups, but for existing companies striving to scale up. In competitive culture, the industries mainly focus on individual results. Controlled culture is basically for the established companies that value highly organised & structured team, which follows rules. The power has influenced the individual and team behaviour in many aspects. As power is basically of base, reward, coercive,legitimate, referent & expert types. Power is the ability to influence someone, thus its impact on individual as well as on team behavioural is been worst after Brexit. Because the EU employees are tortured by the UK employees, many bullying activities were came into notice after Brexit. The political changes it brought on individual as well as on the team behavioural is that in various organisation the main influencer & advisorswere from England & they had to left the job since Brexit. Political impact of Brexit is in the EU's political system the stock of network capital held by member state & these member states has the capabilities to build the new network capital another political impact was the lack of structure in policy positioning of the member states. Which means states which are aggred with some issues of each other are now disaggering each other on some issues. The affect on motivation on performance since brexit would be there could be war for talent in UK, the HR's of the organisation will have to be creative in attracting & retaining the talent. P2 Evaluate how content and process theories of motivation and motivational techniques enable effective achievement of goals in an organisational context. Motivational techniques that can be used to enable teams and organisations to succeed in achieving their goals The content theory of motivation mainly focuses on identifying what are the needs and the relation of motivation in fulfilling those needlessness theories are also called needs theory. This theory has the most impact on policies & practices of the management. These are generally related with importance of what motivates people. The various types of content theories are Mallows Hierarchy
of needs, ERG theory, McCelellands needs theory & Herzberg’s two factor theory. The process theory of motivation mainly focuses on 'what' motivates .this type of theory includes equity theory, expectancy theory & the porter lawer model..this theory mainly focus on to address how the process will be going to work & sustain itself overtime (Scott and et.al, 2018). The process theory includes the factors such as modification of efforts, continuation of effort & degree of efforts. To effectively achieve the goals NHS must use content theory of motivation as it mainly focus on needs and how those needs will be fulfilled. Behavioural motivational theories, concepts and models and analysis on how they can influence positive behaviour within the NHS Maslow hierarchy of needs theory it is one of the type of content theory. This theory includes hierarchy of needs which consists of 5 levels in order. Needs from lower order to the higher order are expressed by this needs theory. The employee starts from the lower level and move towards the higher level after satisfying at the each level one by one. Thus , mas-low hierarchy of need theory can further be classified into five categories. Physiological needs, safety needs,social needs, esteem needs & self-actualization needs. An employee can never ran out of the Maslow theory of motivation as on its very top level, the level is of self-actualization, which could never be met as it is related to full achievement potentials. Application of Maslow's Hierarchy of needs theory to NHS For instance, by examining the physiological & safety need of ICU patient at NHS depending upon the Maslow's modified Hierarchy of need critical care determines the various requirement to change usual care practice at both after & during the ICU care. This will allow the team of ICU to move patients need into three tiers of Maslow's Hierarchy that includes self-actualization, esteem, belongings & love. Mintzberg model mintzberg divided managerial works in 3 category : decisional roles, informal roles & interpersonal roles(CrossandPayne,2018).Allocatingresources,makingdecisions,establishmentof information networks, resolving conflicts, subordinates, motivations, carrying out negotiations & developing peer relationships are required by these roles. Interpersonal roles figurehead: ceremonial duties are performed by these leader: responsible for encouraging and motivating employees liaison: it is responsible for maintaining contacts i.e. with the representatives of trade organisations, government officials etc. Informational roles
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monitor: for collecting new information it scans the environment discriminator: directly passes the privileged information to subordinates salesperson: sharing of information outside the of organisation to other people Decisional role entrepreneur: seeking to improve the units by initiating project. disturbance handler: involuntarily responding to the pressures which are need to be ignored resource allocator: decides to gets what. Negotiator:fromtheavailableinformationroleswiththeboardinformationscommitting organizational roles in real time. Mintzberg model application to NHS For instance, a manager at NHS will shy away from some roles that it doesn't favour, which may tends the manager to avoid monitoring & handling of disturbances. By recognizing its strengths & weaknesses depending on its various roles can help the manager to develop its skills & knowledge to become all-rounder manager. Mayo's theory of motivation according to Mayo, in the productivity of the employee positive relation factors plays a greater role than that of employees motivation through pay & environmental factors. This theory suggests that groupworkingcantbeoverstressed. Thisgroupdoesnotpay&processbutdetermines productivity(Beliasandet.al,2015).Mayoalsoidentifiedthepsychologicalelementsof workstation motivation. To show theproductivity changes in different situation Mayo created a matrix. By using this model productivity can be boosted by: strong communication:strong communication will surely bring the effective productivity in the employees. This can be done by regularly communicating with the team members group working:working in the group helps in encouraging group cohesiveness, this will definitely increase the productivity of an employee increased involvement:for keeping the right autonomy, productivity of the employee could be enhanced Mayo's theory of motivation application to NHS Motivational theories helps in giving tools which are based on researches, thus it eventually helps in raising the performance of the team. For NHS, strong communication can be established by communicating regularly & giving the regular feedback to team members is the important part of this. Group working can benefit NHS as instead of working individuals, the team should be working as a group. NHS must avoid people working individually. Either they must add elements of the bonus to the results achieved by contribution of team work. This will increase group cohesiveness if
NHS. For increased involvement to NHS the organization should have great involvement in each team members' life. Thus, this suggests that there must be right balance between being supportive & alloying team to take responsibility. Recommendations, and evaluation to improve the practice of the NHS after Brexit and to sustain their long-term development and success for the long term development of the National Health Services of UK and to overcome the negative impact of Brexit on this organisation. The company initial must use Maslow needs theory of motivation in order to motivate the employees by recognising their need and by how those need can be fulfilled. Along with it the organisation must use the Mintzberg model which demonstrates the various essential role to the particular employee. Mintzberg model divide managerial work into threecategorieswhichenablesthesmoothflowoftheorganisationbyreducingconflicts, establishing information networks, motivating employees and establishing peer relations among the employees of the organisation. More over for sustainable development of the organisation the company must follow Mayo theory of motivation which suggests the productivity of the employee canbeincreasedorenhancedbyestablishingstrongcommunication,groupdiscussionand increasing evolvement of the employees in the various decision makings of the organisation. These above mentioned various techniques would help to increase the efficiency and effectiveness of the organisation along with the productivity of the organisation. As Brexit adversely affected the various organisation of UK, thus to overcome these adverse impacts NHS must use following methods. CONCLUSION In this report it has been concluded thatthe way in which employees interact with other employees& complete their work in the company is called organisational culture. The various vision mission of National Health Services of UK has been described. Moreover, this report also explains about the various impact on the organisational cultural, power & politics due to the inpacts of Brexit. Lastly, the recommendation is given in order to make following changes such that all the negative impacts of Brexit can be overcomed.
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