Literature Review and Analysis

This assignment requires a comprehensive literature review of 10 articles and journals related to social work and organisational studies. The articles cover topics such as emotional intelligence in leadership, customer behaviour forecasting, design for adaptive behaviour, tokenism in Chinese work organisations, and more. The student is expected to analyse the key themes and concepts presented in these articles, identify patterns and relationships between them, and provide a summary of their findings.

ORGANISATION
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
P.1 (a&b) Handy's Culture typology,Analyse the influence of culture,politics and power on
the behaviour of other in BBC................................................................................................1
Task 2...............................................................................................................................................2
P.2 a) content and process theories of motivation..................................................................2
b) Motivational techniques, may have helped to improve the effectiveness in the teams within
the BBC. ................................................................................................................................4
c) improved levels of motivation within the BBC help to achieve organisation’s goals......5
Task 3...............................................................................................................................................5
P.3 a) the different types of teams, within the BBC having different types of teams is
important.
................................................................................................................................................5
b) effective team in the BBC according to the Tuckman and Jensen’s model of team
development...........................................................................................................................6
Task 4...............................................................................................................................................7
P.4 (a&b) Organisational concept/theory suggest team performance
and productivity and main barriers to effective performance within the BBC.....................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisation behaviour refer to the better working environment and all the employee fell
motived to achieve the organisational objectives. As in the BBC some of the issues has been
arise which will focus on the poor communication and ineffective of top management. In the
organisation their are different types of culture and in which the power will in the hands of top
authority and political will influence the organisation behaviour. Content theory and process
theory will help to motived the employees in terms to fulfil the needs. As in the BBC the
communication barrier are more which has to important to solve for better organisation
behaviour.
P.1 (a&b) Handy's Culture typology,Analyse the influence of culture,politics and power on the
behaviour of other in BBC.
In every organisation the most important aspect is the culture., as the culture form with
system and people who work with enthusiasm from proper co-ordination and bring working
environment more better (Ashby, 2013.). As the power in the organisation have different role in
to make certain decision. Most of the organisation have power remain with higher authority. In
the BBC culture have form in a different manner and the power of organisation in the hands of
new appointed director. The culture and power influence the organisation and it brings politics
among employees. according to Handy typology suggest different culture such as:
 Task culture: The task culture in every organisation play an important role as the
employee who focus on the organisational objectives by contributing in different work.
As in the BBC the employee also focus on the task which makes their culture more
enthusiastic (Tourish, 2013). But in the task culture employee form as group which has
the more influence for the organisation that brings a politics.
 Person Culture: As the employees are the most important aspect in the organisation.
On person culture all the employee give more priorities on to the organisation rather than
their focus on self interest (Yang, Wu and Jing, 2017). In the BBC there such employee
think organisation is important for them and they can do anything to achieve the
organisation objectives.
 Role Culture: in every organisation each and every individual have roles and
responsibility tom perform. As the role culture have the significance structure in which
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employee try to do their best according to allocating the role in specialises groups which
they are more expert and has skill to accomplish task (Park and Lunt, 2017.).
The above all the are types of culture but in every organisation the culture always bring
the positive aspect and it can be symbolise from different culture when the employee perform
and work with better coordination to make the certain changes. The culture have the different
role while the person culture brings only onesie benefited that is to the organisation. In BBC the
culture is most adverse impact as the employee are not clear their role from which they are not
able to perform different work. Also the culture of the BBC also influence on the employee
behaviour as they are not focus on organisation task.
Influence of the Politics: as in the every organisation politics will influence the organisation ion
the positive and negative manner. If the employee form a culture but it has more politics the it
will directly affected on the behaviour of other team embers. But sometime it is good when the
politics have right intention for the betterment of employee as well the organisation. In the BBC
the politics has been play to decrease the value of organisation by the top management . As they
have high demand to bring the more changes in the organisation for their self interest (Du
Plessis, Wakelin and Nel, 2015.). Where the employees are not happy with these politics of top
level management as the culture is more influencing on the behaviour of BBC employees.
Influence of Power: Power refers to all the control of the organisation from taking big decision
to bring changes in the organisation. In BBC the more of the power on in the hands of higher
authority of the organisation and they had taken some decision which are most important for
BBC but employee are not ready to accept the decision of management but it was taken by key
person which is final after than no changes can be made. For such instance employee crate more
conflicts in the organisation. But with the power of the new appointed director the certain
decisions has been change for the employee so that a healthy behaviour can be made.
The influence of power and politics are interlink in the BBC in such a manner the employees are
not able to manage their work according to the decision has been taken by the higher authority.
Power change the organisation decision and politics will change the decision of the top
management. The more the power will be influence politics will play the major role in BBC.
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Task 2
P.2 a) content and process theories of motivation.
Content theory also called need theory. as it suggestion that each and every individual
have different need in the organisation. From the process theory of motivation concern with how
motivation will be occurred and what type of motivation can be impact on individual. It is
propaganda by different psychologist which create certain need of model fro the human being.
These needs are most important to motivate them and give more better result in their personal
and professional work. As such different need are as follows:
Abraham Maslow: he suggest the different need of human beings which can be the important
aspect as well it will motivate to them. According to maslow human beings have different need
such as:
 Physiological needs: as the every individual have the basic need which can be food,
water, shelter, sleep which is the physiological needs. It is important for the employee to
meet these needs. As the organisation have context they have to satisfies these need to
give better income so that all the need of the employee can be satisfied.
 Safety needs: the most important perceptive is the safety of the employees in the
organisation as they get proper working environment that will be safe. Also the
organisation has to think about the person life win which they feel safe, as they get
insurance other facility from the organisation.
 Social need: it is the most important need for the employee which fulfil for the
organisation as the employee have the social life such as their family and friend. So it is
responsibility of the organisation to brings such policy in the organisation soi that
employee can give time to their love and belongingness.
 Esteem need: as each and every individual need respect in the organisation. It
responsibility of the organisation to give proper recognition to the employee according to
their contribution in the organisation.
 Self-actualisation need: as each and every organisation have the individual desire which
they will fulfil by their potential and other skill in them. If the roles and responsibility
allocated proper by management they can achieve lot of things for the organisation as
they have self acctulizastion need which is important to fulfil by organisation.
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The above need are either deficiency needs or the growth needs.
Deficiency needs are such as:
physiological needs
• safety and security needs
• social needs – belongingness and love
• esteem needs
Growth needs such as:
 self nationalisations needs
Process theory of Motivation:
 Skinner's Reinforcement theory:
As these theory based on the operant conditioning theory in which the behaviour can be form in
the organisation. It can be the positive and negative reinforcement
 Positive Reinforcement
as the organisation will focus on the reward and recognition to the employee will be help full for
the better motivation. It brings the positive behaviour in the organisation all the other employee
will try to get the reward from the employees.
 Negative Reinforcement:
It can be describe as the organisation will provided the food to the employee but when they are
hungry. As in these case the meal will be negative reinforcement for the employees will
beneficial.
 Punishment can brings the reinforce undesired behaviour which is negative Impact.
b) Motivational techniques, may have helped to improve the effectiveness in the teams within
the BBC.
 Share the organisational vision with team: as the organisation has to share their
vision to the team members. As the employee will be motivated and they have to
work according to the vision of the organisation (Green and Peloza, 2014). In the
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BBC employee don't have aware about the vision but the out comes are not able
to fulfil.
 Better Communication with team: As the communication is the important
aspect in the organisation. The team should be motivated though the proper
communication from the higher authority. In the BBC top management is nit able
to communicating to the employee which has to change to improve the team
performance.
 Appreciated the team: as the improve the team performance the organisation
has to appreciated the employees. so that employee will work better to get more
appreciation from the organisations. In BBC organisation is not valued to the
employee. So the proper appreciations has to give which will enhance the team
performance.
 Give More Responsibility: As the organisation will give more responsibility to
the employees has to effective team performance.
c) improved levels of motivation within the BBC help to achieve organisation’s goals.
As the level of motivation in the BBC help to achieve the organisational goals by
delivering the motivation techniques. If the proper communication will be made with the
employees which brings bonding with top management. If the organisation will share the vision
to the team which will make effort to achieve the vision of the BBC (Du Plessis, Wakelin and
Nel, 2015). As the BBC has to give more responsibility to the employee which makes the
organisation more effective because all the team members will try to accomplish the work in a
proper manner. If the organisation will use the content and process theory in a better way to
achieve the organisation. The most adverse issues in the BBC is the policy which has to avoid so
that each and every individual has to work according to the organisational goals. If the
organisational structure will be improve employee will easy to share other idea to make changes
in the organisations. If the team will work with proper coordination to achieve the organisation
gaols that will be key result for the BBC.
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Task 3
P.3 a) the different types of teams, within the BBC having different types of teams is important.
In every organisation there is different types of team which is work to bring the better
operation for the organisations.
 Functional: As in the organisation have different function for that organisation has made
division such as human resource, marketing, operation and production team which can be
the important for BBC. Human resource is the most important function to maintain the
employee relations (Green and Peloza, 2014). Also the marketing team will be function
to promote the organisation.
 Problem solving: the problem solving team will form to solve the different problem in
the organisation which is the most important aspect. As they have been continues work
on the organisation will and their are such conflicts may be arise and it is responsibility
of the problems solving team in which the innovative solution will be help to avoid the
problems
 Project: These types of the team will be form when there is a particular project has be
assigned. It the project team have main motive to complete the project in the
organisations in limited time. Once the project has been accomplish team will be
dissolved.
 Virtual teams: These type of team are relocated in the remote area which can be work
with coordination from the technology and other sources. These can be team from the
different branch of the organisation in BBC has been working to accomplish the task.
As in the BBC the different team have been evolved due to the employees (smith
review,2016) . The more important aspect is the project team and virtual team in the BBC which
has the major impact on organisation behaviour.
b) effective team in the BBC according to the Tuckman and Jensen’s model of team
development.
As in the organisation team development will be depends on the different stages describe
by the Tuckmans and Jensen model such as follows:
 Forming: these the first stage of the team development in which the formation take will
be based on the leader direction and in which the leader will allocated the task to
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different individual (Green and Peloza, 2014). But in BBC it is important team formation
is based on the perception which create confusion among the employee and they are not
able to recognised their roles and responsibilities.
 Storming: The second stage of the team development where the decision in the hands of
the leader which can not be come easily. These will be impact on the outcome of the
organisation. These the stage need to put more effort to achieve the organisation
objectives. The more the team will work the better the outcomes. In the storming stage
the leader has to focus on team as they have to motivate team for better performances.
 Norming: These the third stage of the team development where the more chance of
conflicts may arise in which the team will be questioning on the leader role and
responsibility and these will be hindrance to the organization objectives (Ashby,, 2013).
It is important for the BBC to bring the better style of leadership so that team will
performed better.
 Performing: These the fourth stages of the team development where the all the task will
accomplish in the systematic manner as the team will be performed better. They will put
more effort to achieve the organisational objectives. Also the team will be motivated in
the organisations.
 Adjourning: it is the last stage of the tuckmen team development mode as it suggest that
the work have been complete successfully as they are satisfied with their contribution
towards to achieve the organisational objective (Kalliath and Kalliath, 2014).
Task 4
P.4 (a&b) Organisational concept/theory suggest team performance and productivity and main
barriers to effective performance within the BBC.
organisational concept-
Organisation system it may be define as relationship between technology and humanity.
Organisation behaviour having they study of in a company how to employ behave with each
other and company (Hollebeek, 2013). In this show the employ how to show attitude and
behave. In other words we can say study of a person how to behave in group and individual and
in organisation system.
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Path goal theory is use in BBC company the team work performance
Path goal theory is the showing relationship between a leader ow to motivate employ and what
replies come from subordinate BBC company know a leader how to maintaining relationship
with subordinate. In BBC company a leader knowing about how to treat with subordinating in
different situation. Its work in four type- directive, supportive, participative achievement
oriented
 Directive- in this a leader give the task for subordinating. BBC is giving task on leader
and leader guide the subordinate the direction of how complete the task. BBC company
using different style of motivation by reward, incentive, permission after complete the
task.
 Supportive- in this condition BBC company leader friendly with subordinator and
team. The help to team to achieving goal. In BBC company leader not behave different
wit team member the behave equal with all team member (Solomon, Russell-Bennett and
Previte, 2012.).
 Participative: in the BBC company leader use the subordinating in taking team related
decision and they treat like they also team leader.
 Achievement: in this condition the team leader also sharing opportunities with team
member. A team member also give the credit of all achievement with team member and
subordination company member also give the support and work hard to compete the task
and increasing the productivity.
Path goal theory is the also work in increasing productivity because BBC company
also give the motivation of team member like reward, permission, incentives, extra money, gift
etc. they employ will motive and do the best and increasing compaction and do work hard.
Barrier of effective performance- BBC company leader also having most of barrier of
effective performance like goal setting, they don't what is good for team member and what is
not good for that, time management, non communicative with team members, multitasking.
 Goal setting – if a leader don't know how to set goal of team how to give the direction
of the team and they don't know actually want a company a want. Tat time a leader how
to give performance better and effective when leader are confused.
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 Time management – BBC company want the time base task and every team done on
time basically some team leader are not complete work on time tat time they didn't
mange the and not work complete on time.
 Having lots of egos and attitudes- in this condition an employ don't talk to each other
and don't sharing problem and ideas. Some time employ having shy nature that's why
they not sharing problems and not taking direction in condition there performance going
on spoil.
 Unclear mind- in this condition an employee not focusses on a particular task there mind
is going on different conduction (Tourish, 2013). BBC company employs not having
clear mind that condition ow to do work and achieve target.
CONCLUSION
It can be concluded from the project report that organisation behaviour is very important
part of the venture. It is the study of different people in the firm which are engaged in the
different activities and operations of the company. It can be summarised that culture, policies
and power have great impact over the organisation, some of them have positive and some of
them are negative. If the venture is able to reduce the culture difference in the organisation, then
proper co-ordination and communication can be maintained between the employees. There are
several theories have been explained in the report, where Maslow's theory state that individual
needs increase step by step and employees are motivated with the help of their needs and wants
in the organisation and outside the premises. Other than that it can be concluded that employees
are motivated with the help of rewards, which can be negative and positive. The workers which
are working beyond the standard level, will be provided different rewards and the employees
which are not working in effective way will be punished. This theory state that reinforcement is
very much important in the venture. There are different teams in the venture, employees need to
maintain their behaviour and attitude in such a way that he or she can work effectively in the
team.
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REFERENCES
Books and Journals
Ajala, E. M., 2015. The influence of organisational justice on employees' commitment in
manufacturing firms in Oyo State, Nigeria: Implications for industrial social work. African
Journal of Social Work. 5(1). pp.92-130.
Ashby, W., 2013. Design for a brain: The origin of adaptive behaviour. Springer Science &
Business Media.
Audzeyeva, A., Summers, B. and Schenk-Hoppé, K.R., 2012. Forecasting customer behaviour in
a multi-service financial organisation: A profitability perspective. International journal of
forecasting.28(2). pp.507-518.
Cronin, L. and Müller, A., 2012. From serendipity to design of polyoxometalates at the
nanoscale, aesthetic beauty and applications. Chemical Society Reviews.41(22). pp.7333-7334.
Du Plessis, M., Wakelin, Z. and Nel, P., 2015. The influence of emotional intelligence and trust
on servant leadership. SA Journal of Industrial Psychology. 41(1). pp.01-09.
Gaggiotti, H., Kostera, M. and Krzyworzeka, P., 2016. More than a method? Organisational
ethnography as a way of imagining the social. Culture and Organization. pp.1-16.
Green, T. and Peloza, J., 2014. How do consumers infer corporate social responsibility? The role
of organisation size. Journal of Consumer Behaviour.13(4). pp.282-293.
Hollebeek, L. D., 2013. The customer engagement/value interface: An exploratory investigation.
Australasian Marketing Journal (AMJ). 21(1). pp.17-24.
Kalliath, P. and Kalliath, T., 2014. Work–family conflict: Coping strategies adopted by social
workers. Journal of Social Work Practice. 28(1). pp.111-126.
Park, S. and Lunt, N., 2017. Productive Resistance within the Korean Public Sector: Exploring
Organisational Culture. Public Organization Review. pp.1-19.
Paull, M., Boudville, I. and Sitlington, H., 2013. Using sensemaking as a diagnostic tool in the
analysis of qualitative data. The Qualitative Report. 18(27). p.1.
Piteira, M. C. and Gomes, J. F., 2017. Organisational Narratives of Applied Knowledge in
Technology-Based Organisations. International Journal of Knowledge-Based
Organizations (IJKBO). 7(1). pp.19-31.
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Solomon, M., Russell-Bennett, R. and Previte, J., 2012. Consumer behaviour. Pearson Higher
Education AU.
Tourish, D., 2013. The dark side of transformational leadership: A critical
perspective. Development and Learning in Organizations. 28(1).
Yang, S., Wu, J. and Jing, R., 2017. Tokenism in Chinese work organisations? Subordinate-
supervisor gender combination and worker's organisational commitment in China.
International Journal of Chinese Culture and Management. 4(1). pp.1-18.
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