Understanding Compliance with BYOD Policies

The provided document is an assignment that delves into the understanding of compliance with Bring Your Own Device (BYOD) policies using Protection Motivation Theory. It aims to bridge the intention-behavior gap, which occurs when individuals intend to perform a certain behavior but fail to do so. The assignment likely discusses how this theory can be applied in real-world scenarios, such as organizational settings, to improve compliance with BYOD policies.

ORGANISATION AND BEHAVIOUR

Organisation And Behaviour
Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................3
1.1 Comparing and contrasting different organisational structures and cultures............................3
1.2 Importance of relationship culture and structure influencing the business performance..........3
1.3 Factors influencing individual behaviour at work and the issues of manager faced for
developing new policies..................................................................................................................4
LO2..................................................................................................................................................5
2.1 Effectiveness of different leadership styles in different organisations......................................5
2.2 Functions and nature of management suitable to sales department...........................................6
2.3 Different approaches to management skills and theories for sales department.........................6
LO3..................................................................................................................................................7
3.1 Impact of different leadership styles on motivation and employees’ performance in sales
department.......................................................................................................................................7
3.2 Application of different motivational theories within the sales department and its effect on
employees........................................................................................................................................8
3.3 Usefulness of motivation theory for sales managers.................................................................9
LO4................................................................................................................................................10
4.1 Effective team to carry out the task within the HRM department...........................................10
4.2 Barriers preventing the development of an effective team in HRM Department and the
cohesive team performance...........................................................................................................10
4.3 Impact of technology on team functioning within the HRM department................................11
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
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Introduction
The impact of Human Resource department (HRM) in an organisation can be analysed with the
level of performance delivered to their target market. The information collected in the following
assignment shed lights upon the techniques and reason related to the motivation and job
satisfaction of the employees within organisations. However, the role played by the HRM
department has been discussed within every possible context of organisation and its culture.
Moreover, there are application of style and theory marked for leadership and motivation that
tends to influence the quality of performance delivered by each of the employees of the firm.
LO1
1.1 Comparing and contrasting different organisational structures and cultures
Organisational structures may take various forms by depending on the purpose served by an
organisation to their potential market. As suggested by Blacher et al. (2014), the components that
affect the organisational structure deals with organisational purpose, size, the complexity of the
assigned job roles, and the culture along with the external environment. However, in comparison
to the organisational structure, the influence of organisational culture is also efficient to analyse
the quality of services delivered by the firm. That is the organisational culture deals with
individuality, openness along with integrity in the work environment. The cultural and structural
differences keep fluctuating as per the specified aims and objectives set by each of the
organisation. As indicated by Venieris et al. (2015), the structure and culture of a organisation
tends to highlight the flexible and creative elements generated within an organisation for making
their target aims and objectives to get achieved efficiently for long-term vision. In addition to the
above made discussion, it can further be analysed that the success of a business depends on its
management. Thus, the emphasis led by the HRM manager can affect the development of the
quality within the concerned firm by analysing the structure and culture of the firm.
Organisational culture and structure are always related to each other and further makes efforts on
the business performance.
1.2 Importance of relationship culture and structure influencing the business performance
In an organisation, the two effective elements that impact the performance of the overall business
are marked as the culture and the structure of the organisation (Agarwal 2014). Thus, there
always lies an interconnected relation between the structure and culture of a company per an
organisation as a whole. However, as argued by Pereira et al. (2015), the importance of culture in
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the performance of business deals with the social behaviour learned and transmitted within
organisations. As the culture of an organisation guides the employees in terms of ways that must
be followed for performing a task, the efforts thus practised are always high in quality. The core
value of a company starts with its leadership and further involves the application of suitable
leadership style to deliver the expected quality from their customers. Thus, as an when a strong
unified behaviour, beliefs and values are developed, the strong organisational culture is thus said
to generate emergence. However, the importance of organisational structure is also vital as it
segments the whole firm into separate departments each with their specified target and aims. An
organisation that works well with the collaboration of both culture and structure of their firm, the
employees on that note creates a positive source of motivation for staying competitive in the
field of competitive market across the globe.
1.3 Factors influencing individual behaviour at work and the issues of manager faced for
developing new policies
As indicated by Kearney and Kruger (2016), the teamwork expected in an organisation depends
on the level of commitment and individual behaviour of the employees related to that particular
firm. However, there lie different factors that affect the individual behaviour of employee. In
addition to the discussion, there are both internal and external factors affecting the behaviour of
an employee. The following are some of the mentioned factors of influence:
Work Culture
An individual working in an organisation always requires feeling comfortable so that a positive
and happy atmosphere can thus be generated for working. However, as suggested by Elliot et al.
(2017), the application of rules and regulations must be delivered equally by the manager of the
firm. The manager also faced issues for encouraging their employees and thus requires
transparency at all levels of functioning.
Leadership
The leader of the firm also plays a vital role in order to affect the performance of their
employees. The leaders have their responsibilities to set a direction for the team members. As
there are different case reports for negligence of employee for their quality delivery of
performance to get affected with the strict atmosphere within the firm.
Job Responsibilities
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Moreover, the job responsibilities assigned to the employees must be of their comfort area. That
is, before making the employees perform a specified task; their approval is highly required for
delivering the job with high quality and appreciation.
Family and Personal Life
There must exist a positive relationship with the family members of an employee. This would
make the mental and emotional; situation of an individual to stabilise and thus would effort to
work efficiently.
Effective Communication
Another factor that influences the behaviour of the employee depends on the effective
communication to be held within an organisation. The moment an employee feels left out may
tend to lose their interest in assigned work.
LO2
2.1 Effectiveness of different leadership styles in different organisations
In order to analyse the suitable style of leadership for an organisation, the HR managers are the
sole person responsible for comparing the different leadership styles with the organisational
behavior and culture of an organisation. As commented by Nuttin (2014), there are three main
style of leadership marked as the following:
Figure 1: Leadership Styles
(Source: Created by Self)
However, from the above-mentioned figure, it can be identified, that the need for these styles of
leadership varies as per the prevailing situation within an organisation. As for instance, an
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organisation that suffers from crisis may adapt the authoritative style of leadership. Moreover, an
organisation that involves itself more with the modern applications and innovation to their
workforce may acquire the democratic style of leadership. Thus, by involving the democratic
leadership style, the concerned firm can involve the employees in the activities of organisation
depending on the decision making process. As for instance, reference can be made for the Nissan
automobile.
2.2 Functions and nature of management suitable to sales department
In an organisation, there are different department allocated for completing each of the specified
tasks related to their delivered service or products. However, from all the different departments
of an organisation, the emphasis led by the Sales department is most important as it accounts for
the accurate sales of the services and proceeds that are delivered by an organisation. As argued
by Maslow (2013), there are four management functions marked with respect to the sales
department. These are marked as
Planning: It comprised of the essentials steps required to formulate a concrete plan related to the
goal set for overall firm.
Organising: It further relates to the accumulation and distribution of the resources availed by an
organisation as per the set planning steps.
Leading: This phenomenon deals with the interpersonal interactions required for create a
transparent relationship among the employees and manager in terms of motivational speech,
communication and such others.
Controlling: It relates to the ability of the manager to balance the goals set along with their actual
results with respect to the set goals.
Therefore, from the above made discussion, it can further be analse the sales department plays an
important role in order to mould the future business of an organisation by consulting the
discussed functions. However, the manager related to the sales department gain the actual
situation of the level of benefit and los catered by the efforts of the employees in the competitive
market.
2.3 Different approaches to management skills and theories for sales department
Organisational behaviour has been marked as a discursive subject as it keeps fluctuating with the
change occurred in the tastes and preferences of the target market across the globe (Walsh 2017).
The different approaches made in terms of management theories and related skills tends to
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develop the thinking of the overall management. That is it further helps the managers to
understand the development of management thinking and the process of management. In
addition to the above made discussion, there are four main approaches marked for the
management activity in an organisation. These approaches involve Classical approach, Human
relation approach, the Systems approach along with the contingency approach of management.
Figure 2: Different Approach of Management
(Source: Crossler et al. 2014)
Hereby, from the provided figure, it can further be analysed that each of the management
approach performs their specific responsibility in a department. The Classical approach gives
emphasis on the planning of work and the related technical requirements of the organisation,
logical behaviour, rational along with the suitable principles of management. However, as
commented by (Crossler et al. 2014), the human relation approach cus more on the formal
structure of an organisation. The system approach further shed light upon the integration of both
human relations and classical approach. Moreover, the contingency approach focuses on the
management and their success as per the range of situational variables.
LO3
3.1 Impact of different leadership styles on motivation and employees’ performance in sales
department
The activities related to the retention and attraction of more employees in this competitive world
is a challenging task for an organisation. However, the contribution made in respect to
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globalisation and multinational factors contributes to develop the human resources to care more
demand. As stated by Girma (2016), the managers and leaders in an organisation plays an
important role in order to generate an environment of enthusiasm and productivity among the
employees. In addition to the above faced situation, the provision of motivation to each of the
employees is highly appreciated. However, there are different motivational factors related to the
employees of a department specially the sales department of the firm. The effectiveness of the
leadership style as per the changing time depends on the type of leadership style that has been
adapted by an organisation for achieving their future goals (John 2017). In addition to the
discussion, the impact of leadership styles on motivation and the performances delivered by the
employees is efficient enough to either benefit or hamper the organisational behaviour as a
whole. Each of the leadership style effects in their individual manner. As for instance, the
democratic style of leadership motivates the employees as per the owner that has been provided
to each of them for achieving the goals.
3.2 Application of different motivational theories within the sales department and its effect
on employees
In order to motivate the employees of an organisation, the application of motivational theories
are quite adaptable by the responsible managers of the firm. As indicated by Renko et al. (2015),
there are different theories related to motivation and its provision to the employees within an
organisation.
Figure 3: Performance of Employee
(Source: Renko et al. 2015)
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In addition to the above discussion, the application of motivational theories within rte workforce
of a company deals with the main motive to enhance the quality of service or product being
delivered to the potential customers of the firm.
Maslow’s Hierarchy of Needs
The theory is based on the simple concept dealing with human beings to resist their needs as per
a specified hierarchy. Moreover, as marked by Strom et al. (2014), there are five hierarchy needs
marked for an employee. These needs falls under physiological needs, safety needs, social need,
esteem needs along with self-actualisation.
ERG Theory
ERG or Existence Relatedness Growth theory contributes to the literature of Maslow's
assumptions. The Existence responds to the Maslow’s physiological and safety needs, the
Relatedness deals with the social needs, whereas, growth refers to the self-actualisation and
esteem of Maslow.
Therefore, from the two mentioned theories of motivation, it can further be analysed that the
employees get highly influenced from the active participation of the each of the mentioned
theory of motivation.
3.3 Usefulness of motivation theory for sales managers
The motivation theory is beneficial for the sales managers as through motivational theories, the
managers are further able to analyse the needs of each of the employees. As indicated by Vann et
al. (2014), there are different theories of motivation each affecting the organisation in terms of
key support required by each of their employees. Moreover, in case of ERG Theory, the main
contribution of the theory is to provide a clear hypothesis for the individuals that are frustrated in
the delivered atmosphere of their workforce. In such situation, the sales managers are required to
analyse the issues that are creating negative impact of the organisation n front of their employees
and thus get sorted from that aspect. As stated by Gal et al. (2015), the ERG theory tend to
recognise the multiple needs that may drive an individual in terms of their behaviour and level of
motivation they further laps to gain from the organisation. However, from the Two-Factor
Theory, it can be further be analysed that the two factors of Hygiene and motivators deals with
the different and main aims of motivation provision to the hired employees. The sales managers
from this theory of motivation can adapt the related factors related to company policies, salary,
safety along with the recognition and achievement made by each of the employees. In addition to
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the made discussion, it must be noted that the company relates well to their employees in terms
of the appreciation that are further made by the firm as per the achievements made by their
employees.
LO4
4.1 Effective team to carry out the task within the HRM department
The Human resource management has been marked for their increasing performance of
employees corresponding to their role in a company. As commented by Herrmann and Felfe
(2014), the HR team are allotted with several important task to get complete for the qualified
recruitment of each of the employees in the firm. The recruitment process in an organisation
deals with the screening and selection of qualified and potential candidates as per the criteria
mentioned for the particular job. In addition to the made discussion, the objective set by
recruiting employees in an organisation tend to attract qualified applicants towards the firm.
Another important task performed by the HRM department is orientation of the new employees.
It is also known as the fundamental step that further avails new employee to adjust with the
employer and their new job. However, as commented by Onorato (2013), providing intensive
orientation to the employees has been marked as one of the main functions of human resource
management. Another task performed by HRM department can be cited in terms of maintenance
of good working conditions for the employees. That is, by providing the new employee with a
good working condition, the managers may observe the level of excellence delivered by
employees through their tasks. The Managing of the employees’ relation is also effective task to
be delivered by the HRM.
4.2 Barriers preventing the development of an effective team in HRM Department and the
cohesive team performance
HRM department in an organisation connects well to the management of teamwork for the
required aims and objectives. Therefore, teams in a company are developed in order to ease the
pressure of work equally on two or more people for gaining the target within the desired time. As
stated by Zhang et al. (2015), a different component affects the team building in a negative
manner. The situation where an employee gives priority to their personal interests than their
assigned task, the result this caters would be negative in nature. In addition, the misleading of
employees in context of their responsibilities and roles also creates issues in the effective team
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building. Another situation for creating barrier in an effective team marks for the roles and
responsibilities that are not related to the interest of the hired employee. That is, if the manager
do not provide job to employees as per their educational qualifications and specialization may
result to harm the workforce. The barrier to the effective development of a team deals with the
lack of discussion among the team members as per the specified issues.
4.3 Impact of technology on team functioning within the HRM department
In the world of modernisation, application of technology has changed the business world to
much extent. Therefore, in the age of information, the advent of computers and internets has
enhanced the impact of technology. In case of HRM department and their team functioning, the
advent of technology can be observed in the task of recruitment that is, initially the HR recruiters
had to rely on the print publications as newspapers for posting their job vacancies. However,
with the advent of technology, the recruiters have now created their official websites with all the
relevant information related to the job details and schedules, thus, simplifying the complexity
and time-consuming process of print medium. However, in the process of training, the advent of
technology makes the human resource professionals to provide training to the newly recruited
employees in an efficient way. As for instance, the trainers do not further require to access
company information and work with the new hires. Therefore, from the held discussion, it can
be analysed that the advent of technology influenced the effectiveness of the team functioning of
Human Resource Management.
Conclusion
From the above made discussion, the effectiveness of Human Resource Department within an
organisation has been well analysed with the discussion made on the relevant theory of
motivation and the leadership styles. However, the effectiveness of the different leadership styles
has also been analysed with the references made for different organisation. The impact of
organisational structure and culture also influence the different approach of management of a
company. In addition to the discussion, the role played by a manager and a leader is also
evaluated for making the clear approach from the perspective of Human Resource Department as
a whole.
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