Employee Motivation and Workplace Culture

This assignment delves into the complexities of human behavior within organizations, focusing specifically on employee motivation. It argues that effective management hinges on fostering a positive organizational culture and structure while implementing suitable leadership styles to enhance staff engagement and productivity. The study draws upon various academic sources to support its claims about the relationship between workplace factors and employee motivation.

Organisation Behavior

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1a) Organizational structures and cultures ................................................................................3
2b) Relationship between an organization's structure and culture .............................................4
3c) Factors influence individual's behaviour at workplace ........................................................4
TASK 2 ...........................................................................................................................................5
a) Compare the effectiveness of three leadership styles in different organisations ...................5
b) Organisational theory underpins / provides the......................................................................5
1 basis for the practice of management ......................................................................................5
c) Approaches to management ...................................................................................................6
TASK 3 ...........................................................................................................................................6
a) Impact of three different leadership styles .............................................................................6
b) Application of different motivational theories within the......................................................7
1 workplace ................................................................................................................................7
2c) The usefulness of a motivation theory for managers ...........................................................8
TASK 4 ...........................................................................................................................................8
3a) Nature of groups and group behaviour within......................................................................8
4 organisations ...........................................................................................................................8
b) Factors that may promote the development of effective teamwork in organisations ............9
c) Effect of technology on a team functioning within a selected organisation.........................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
The term organization behaviour is basically the study of performance and activities of
individuals within an organization. This study describes that how human behaviour gives its
impact on the communication, motivation, job performance and organisational structure (Child,
2008). The present report will help to understand the concept about relationship between
organizational culture and structure. It also includes the description about factors which
influence individual behaviour at work place. Further, this report also helps to understand the
concept about different types of leadership styles and organizational theories that underpin the
practice of management. This report will also help to understand the ways of using different
types of motivational theories in the organization. Further, in this context, it also helps to
understand the mechanisms for developing an effective teamwork in the organization.
TASK 1
1a) Organizational structures and cultures
I) Hindustan Uni-lever- It is a multinational company which has a divisional type of
organisational structure. In this, various types of different divisions are made according to the
types of roles and responsibilities (Fleck and Kraemer, 2014). Cited firm follows task culture in
which teams approaches are used to complete tasks.
ii) Department of culture, media and sport- This is a government department in the UK
which adopts centralisation type of organizational structure. According to this structure, head
office retains major powers and responsibilities (Ford, 2014). Further, cited firm has adpted role
culture in which department splits into many functional sections and each individual has a
particular responsibility.
iii) Xerox- Cited organization is recognized as a leader in the world of document
technology and this organization has decentralization type of organizational structure (Wiley,
2012). Further, its working culture is more friendly because it allows employees to work freely.
So, it defines that cited firm has person type of organizational culture (Linstead, Fulop and
Lilley, 2009).
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2b) Relationship between organizational structure and culture
I) Centralised organisational structure with power culture- In this, decision making
process is concentrated by only higher manager without making interaction with lower level
employees (Harrison, 2011). With the help of this structure, decisions and strategies are executed
in a fast manner and in this, higher manager has power only so, it also reduces conflicts.
(ii) Decentralised organisational structure with culture of support and trust- Process of
decision making distributes in hierarchy of firm and with the help of this type of structure and
culture, employees feel themselves as an important part of organization (Edwards, Sieminski and
Zeldin, 2014). Employee’s motivation towards their work and trust towards the organization also
increase.
(iii) Product-based organisational structure with task culture, as in Innov8- In Innov8,
employees and work are effectively managed according to different types of products (Cho and
et. al., 2006). Performance of business increases because to complete the tasks on time, various
project teams are formed.
3c) Factors influence individual's behavior at workplace Self and self-image- This factor describes that how an individual sees himself or herself
in the organization and according to that, his or her behaviour also influences. For
example, if employee sees himself or herself as a dedicated and confident person then on
this basis, employee will effectively accomplish their tasks (Hoque, 2013). Ability and aptitude- This factor describes the skills and knowledge of employee.
Presence of both these factors allows employee to act in manner that they are able to take
decisions in an effective way (Kurse, 2013). For example: if employees think that they
have the capacity and knowledge to accomplish the specific task, then according to that,
they will act in front of senior employees. Behavioural problems- Behavioural problems like bad attitude, anxiety and
aggressiveness influence the behaviour of individuals. On this basis, employee responds
in favourably and unfavourably according to the situation (Linstead, Fulop and Lilley,
2009). Personality and work behaviour- Personality of employee like friendly in nature or
having the influencing power also effect the behaviour of him or her. For example:
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marketing manager has an influencing nature and according to this, he or she handles the
queries of customer in a positive manner (Cole and Kelly, 2011).
 Traits and types- Types of personality traits are -A behaviour, locus of control,
machiavellianism and self-monitoring. Employees have the control sense over life and
have the urgency to complete work. These four types influence human resources to act
and behave accordingly (Carlopio and et.al., 2012).
TASK 2
a) Compare the effectiveness of three leadership styles in different organizations
Opportunist- According to autocratic leadership style, leaders of Innov8 adopts this style.
On the basis of this style, leaders make decisions without considering the opinions of sub-
ordinates working in team or department (Storey, 2007). Here, leaders have various opportunities
because they are only responsible for the result of decisions.
Achiever- Managers of Mark and Spencer are the type of democratic leaders because
they involve their sub level of fashion designers to share their ideas and suggestions. Innovative
and creative ideas may come from sub ordinates which could be beneficial for the organization
(Hoque, 2013).
Strategist- Strategist type of manager handles the conflict situations in more effective and
comfortable way. They make effective strategies based on vision and logics.
b) Organizational theory underpins/provides basis for the practice of management
Organizational theory mainly represents the structure and behaviour pattern of
organization which they used to maximize efficiency and solve the problems. It also defines
various approaches that help to attain the objectives of organization. Human relation approach
mainly focuses to develop both the healthy and resourceful relationship among all level of
employees (French, Rayner, Rees and Rumbles, 2008). However, scientific management
approach uses practical approaches methods to attain the specification by completing tasks in a
systematic manner (Clegg, Kornberger and Pitsis, 2011). Managerial roles like decisional,
interpersonal and informational influence the management practices by giving impact on the
performance level of others. However, managerial authority should be utilized in an effective
manner so that conflicts could be resolved in an effective manner and responsibilities could be
followed effectively.
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c) Approaches to management
There are basically four types of approaches such as:
 Interpersonal behaviour approach- It focuses on developing interpersonal relationship
that is based on the psychology of individuals. This approach ignores controlling,
planning and organizing methods by the manager.
 Empirical approach- With the help of various cases, manager tries to understand the
concept about management principles. Manager identifies the situations where firm has
failed or succeed (Schein, 2010).
 Group behaviour approach-It is based on both the social psychology and sociology and it
focuses on the behaviour of employees in a team. Here, manager considers the planning,
controlling and staffing methods.
 Cooperative social system approach- This approach concerns about the system of
cooperation by using both type of aspects such as interpersonal and group behavioural
(Hoque, 2013).
TASK 3
a) Impact of three different leadership styles
During the period of change in Innov8, three types of leadership styles can be used.
These are as follows:
(i) Autocratic leadership style-
This type of leadership style defines the difference between higher level and lower level
employees because high level employees unilaterally make decisions without considering low
level of subordinates. In this context, lower level employees feel demotivated because at the time
of decision making, they do not have right to share their ideas and suggestions (Hoque, 2013).
This type of leaders make decisions related to firm's operations and strategic plans which are
beneficial for the company. But due this style, sub-ordinates feel that they are not an important
part of organization and this leadership style does not motivate them. Old CEO of Innov8 was
also following the autocratic leadership style (Clegg, Kornberger and Pitsis, 2011).
(ii) Democratic leadership style-
This style is also known as participative style and in present time, this type of leadership
style is considered by many companies. It is just opposite of the autocratic style because in this
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style, sub-ordinates and lower employees are also invited in decision making process. With the
help of this leadership style, lower level employees get highly motivated towards their work and
organization because they feel themselves as an important part of organization. In this style,
leaders reserve their decision making rights but they also ask their sub ordinates to share their
creative and innovative ideas.
(iii) Laissez-faire leadership style-
Basically, it is an absence of leadership style because in this style, leaders do not involve
with their members or followers. However, leader also does not take decisions or set policies, so,
they have less authority towards the work. According to this style, group members are
responsible for making decisions, setting goals and solving problems. Leader brings highly
trained and skilled persons in the group so that they could make effective decisions. On the basis
of this leadership style, leaders are more successful in present time as compare to other because
they have highly skilled persons to accomplish tasks effectively (Clegg, Kornberger and Pitsis,
2011).
b) Application of different motivational theories within the workplace
In Innov8, during the period of change, few motivational theories could be implemented
within workplace. Application of few motivational theories is briefly explained below:
Maslow’s hierarchy of needs theory defines the connection between human needs as well
as motivation and on this basis, hierarchy is presented which includes 5 stages such as
psychological, safety, belongingness, self-esteem and self-actualization. This theory is based on
human needs and satisfaction level, whereas Hertzberg's theory is basically based on the use of
motivators and hygiene factors which are causes for job satisfaction or dissatisfaction in
employees. In this context, hygiene factors are basically the dis-satisfiers whereas motivators are
presented to motivate the employees. Nature of Maslow's theory usually based on the long-time
of experience in respect to human needs and this theory is used widely in the organization to
motivate the employees. It could be considered that Herzbertg's two factor theory is extension of
other motivational theories. Further, Maslows defines that any type of need could act as a
motivator for any employees but hygiene factors in two factor theory are the lower level needs
and they could not act as motivators for employees (Clegg, Kornberger and Pitsis, 2011).
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1c) The usefulness of a motivation theory for managers
For the managers, motivational theories are very useful because with the help of these, manager
can motivate their employees effectively. For this purpose, manager of the organization
conducts motivational programs for the employees. These motivational programs encourage
employees to work hard so that their productivity and performance can increase to a great
extent. For example, human resource manager of Innov8 adopts various motivational
theories at workplace which will help to encourage employees in an effective manner. For
this purpose, HR manager could use Herzberg's two factor theory which defines two factors
such as hygiene and motivators. With the presence of both these factors in the organization,
employees can feel motivated. It is important for HR manager to focus on hygiene factors
because it includes the elements such as growth, opportunity, achievement, pay benefits, job
security and salary of employees. If, these elements are not considered in an effective
manner by the manager then it could lead to dis-satisfaction among employees which would
also affect the performance and productivity of both employees and organization (French,
Rayner, Rees and Rumbles, 2008). In this context, job satisfaction among employees is
basically influenced by the motivators so, increment in motivator factor also increases the
satisfaction level in employees. On the other side, HR manager could also use Maslow’s
hierarchy of needs theory at workplace. With the help of this theory, manager has to focus
on the needs and desires of employees in order to motivate them in a positive manner.
When, needs and desires of human resources are fulfilled, them it motivates them to perform
the best (Linstead, Fulop and Lilley, 2009).
TASK 4
2a) Nature of groups and group behavior within organization
Generally, the term group behaviour refers to the situation in which people start to
interact and communicate with other people in large or small group. Behind forming group, there
can be a target or goal and for this purpose, persons come together and start to work with each
other in order to accomplish objectives in an effectual manner. For the same, group member
meet at particular place in decided time and discuss things related to work and after that they
work accordingly with coordination. Basically, groups are needed to organize actions effectively,
motivate every individual and achieve goals. In Innov8, there are various types of group based
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on the structure. These are as follows: Informal group- Such type of groups are made by two or
more employees of Innov8 to fulfil the social needs and requirements. In this type of group,
members interact for communicating with each other on their personal grounds like picnic or get
together (Edwards, Sieminski and Zeldin, 2014).
Formal group- This type of groups are basically created by the organization in a
structured way. The main motive of this type of group is to perform organizational work
effectively. Such group involves managers, sub-ordinates and assistants which work together in
the organization. Such type of groups are carried out to provide training about something or
motivating employees (French, Rayner, Rees and Rumbles, 2008).
Behaviour of group could be described by the following elements which are defined
below:
Coordination- In groups, it is very important for all the members to effectively coordinate
with each other. Reason for the same is that all group members have to work with each other
respectively to accomplish the targets and objectives which are set by the group leaders.
Communication- To perform task effectively and work with each other, effective
communication is essentially required. If in case, communication among team members is not
effective then it may create confusion related to work or communication gap could be raised.
With the presence of communication gap, objectives could not be achieved in an effective
manner.
Leadership- Effective leadership style adopts by the leader could lead team in an
effective manner which would help to attain objectives properly. Further, it will help leader to
deal with employees in an effective manner (French, Rayner, Rees and Rumbles, 2008).
b) Factors that may promote the development of effective teamwork in organisations
In respect to Innov8, to promote the development of effective teamwork, few factors are
considered which are stated below:
 Communication- With the help of open and clear communication among members, team
could become more effective. It is essentially required for all the team members to
present at same level in respect to vision, understanding, timelines and responsibilities.
With the open communication, employees could easily share their ideas and problems
with each other in an effective manner (Carlopio and et.al., 2012).
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 Focus- In team, it is essentially required to spell out the clear meaning of vision and
objective in front of team members, so that they could understand their roles and
responsibility in an effectual manner (Linstead, Fulop and Lilley, 2009).
 Compensation- If, both the efforts and work of team members are compensated then it
would be more effective for improving the performance. For this purpose, Innov8 has to
essentially focus on the compensated plan (Edwards, Sieminski and Zeldin, 2014).
 Team building exercise- To encourage team members in order to perform well and to
communicate with each other, it is required to conduct some team building exercises.
These team building exercises would help to improve the productivity and performance
of employees.
c) Effect of technology on a team functioning within a selected organization
Innov8 is basically a software game development and distribution company. In this
regard, cited firm has already invested highly to develop attractive and advance featured games.
Effect of technology on team functioning is briefly defined below. With the help of updated
technology, cited firm is able to meet the expectations and demands of customers (Linstead,
Fulop and Lilley, 2009).
For the purpose of team functioning, cited firm could use effective techniques and tools.
However, it could use electronic mail option to convey information to all the employees. Cited
firm also distributes soft-wares so with the help of technology, distribution could be made
effectively. By using technology, Innov8 could develop networking site to communicate with
each other. Effective communication could be made with the help of communication software
(Carlopio and et.al., 2012). To convey information to other members of organization in an
attractive way, presentation option could be used which includes both text and graphics. By
using the worksheet tool, leader could record daily activities in a managed way. For this purpose,
Excel option is used and budget formation could also be done in this. Use of technology saves
the efforts and time of team members. In this context, use of mobile phones also allows staff
members to connect with each other and in this, they could also use video conferencing method.
CONCLUSION
From the above study, it has been concluded that it is essential for the organization to
focus on organizational behaviour at the time of managing human resources at workplace.
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Organization behaviour is considered as a study that is focused on understanding the human
behaviour while working in the organization. By considering this aspect, it is necessary for the
management of company to focus on motivating their employees. For that, they need to maintain
an effective culture as well as structure at their workplace. In addition to this, a suitable
leadership style should be used by the managers of company while dealing with their staff
members.
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[Accessed on 20nd February 2016
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Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
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