Organisational Behaviour: Understanding Human Dynamics

This assignment delves into the intricacies of organisational behaviour, exploring key concepts such as emotional intelligence, trust in organisations, and perceived organisational support. It also touches upon Maslow's Hierarchy of Needs and Tuckman's forming-norming-storming-performing model, highlighting their significance in understanding human dynamics within organisations. The five dysfunctions of teams are also discussed, providing insights into how to overcome common challenges that can hinder team performance.

Organisation Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Handy Cultural Typology...................................................................................................1
b) Way in which culture, power and politics affect the behaviour of BBC...........................2
TASK 2............................................................................................................................................3
a) Content and process of theories of motivation...................................................................3
b) Motivational technique that will assist organisation in enhancing team effectiveness......5
c) Contribution of Improving the level of motivation within BBC........................................6
TASK 3............................................................................................................................................6
a) Identifying and explaining different types of teams in BBC..............................................6
b) Methods of making effective team in the BBC.................................................................7
TASK 4............................................................................................................................................9
(a) Organisational theories for improving team performance................................................9
(b) Barriers that can effect team performance......................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
The companies are made up of different types of components which allow it to tackle
various threats and weaknesses. The main element that allows an organisation in operating in a
well-defined manner is workforce. It is the people element that allows a company in achieving its
goals and objectives This single element is very dynamic and can affect the whole working as
well as productivity of organisation (Arnolds and Boshoff, 2012). This is reason because of
which it is necessary for managers to ensure that they are analysing the behaviour of people who
are employed by organisation. There are different scientific approaches that can be used by the
managers for establishing a standardised environment. This report is based on British
Broadcasting Corporation which is a global news and entertainment company. It is a public
venture funded by the government of United Kingdom. In this assignment, the typologies are
stated with a view point of different authors. Along with that, motivational theories are covered
briefly that can be used to boost organisation’s ability to achieve goals and objectives.
Furthermore, there are certain issues which exist in company that will be sorted out.
TASK 1
a) Handy Cultural Typology
This is a model which enables individuals in improving their understanding regarding the
question as why people feel more comfortable in some companies while they feel discarded in
others. Many scholars have given their viewpoints on this that describes about the cultural model
followed by BBC. But Handy's typology is the one that assists users in improving understanding
as how organisation functions while managing people in a proper manner (Bissell and Dolan,
2012). There are 4 types of culture that are followed by companies which are stated as below: Power culture: There are organisations where power as well as authority are centralised
and used by small group of individuals or a single person. Wherever this type of culture
is followed, employees are guided with the things that they have to do in priority. This is
an effective method of improving conditions of sick units where there is need of faster
decision making. Also, a strong standardised culture can be formed using this. It is very
good for companies which are huge in size and scope. It basically, allows institutions in
engaging with companies and ensuring that each task is properly completed. In BBC it
ensures that all people are managed and programmes are prepared as per regional
requirements.
1

 Task culture: These are the organisations that have an environment which supports in
improving organisational capabilities. In BBC, teams are made for ensuring that task are
completed in an efficient manner. There are usually four to five members in a team who
have special interest, experience and abilities to do something specific. This is the best
culture for company where people are loaded with more work. Person culture: This is the culture which is developed due to lethargic approach of a
company. In this, people consider their own person interest a priority while the
company’s objectives are left behind (Hashim and Wok, 2014). The managers in these
organisations need to be specific and ensure that they are able to manage people and
attain objectives on time.
 Role culture: It is a culture where individuals are assigned with a set of duties and
responsibilities. Basically, managers need to ensure that individuals are clear about their
roles in the process which is possible only when the managers have specified knowledge.
Also, a certain level of decision making powers need to be delegated to people so that
they can choose right variables to boost the growth of business. This is a way for making
individuals more responsible and accountable. For example, in BBC, individuals are
assigned with their duties and responsibilities in the beginning which assures that they
have a path to follow.
In BBC, managers are assigned with the duty for making sure that employees are stated
about clear terms regarding their roles and responsibility as per the task that they have to do. This
assist in establishing and maintaining a better employee relationship in organisation. the power
culture is prevalent in the BBC as all the authority lies in the hands of a small group of people
which is controlling all the activities of organisation. this is important for managing various task
that are there in front of organisation. it also assists in boosting the quality of service delivery in
market.
b) Way in which culture, power and politics affect the behaviour of BBC
There are various variables that can influence organisation’s ability to survive for long
term. Workers as well as other factors are impacted if there are sudden changes in the external or
internal environment. BBC is a world-wide known broadcasting company that is offering its
services in more than 130 countries (Burnard and Bhamra, 2011). It has a highly diversified
workforce which comes from different race, creed, caste, background, gender and religion. The
2

people who are working for BBC follows a different code of ethics and culture. Managers have
power to take decision to maintain the quality of work by fulfilling needs and wants of
individuals employed. The power and authority given to middle level are needed to be used for
aligning people and organisation’s objectives. This will lead to expansion of company. Also,
delegating a part of authority and power will boost the motivation level of people.
Basically, it is very important that people have some power in their hands to take right
decisions. This will also ensure that there are less conflicts in between people and they are able
to achieve their goals on time. There are times when individuals are given with insignificant
power due to lethargic planning (Burrell and Morgan, 2017). This leads to issues and problems
in between employees as the person with power tries to use it in exploitation of peers.
Whenever a group of people come together for some specific reasons, there is struggle
for power via politics. This has both positive and negative impact on the organisation’s
environment. People might get demotivated and feel discarded if the type of politics is negative.
This might even lead to higher rate of employee turnover. In BBC, internal politics has caused a
lot of issues. This is due to the interference from government and other parties that company has
certain groups. But there are certain benefits of it too. The organisation has higher level of
employee participation in decision making process. It is also able to cater to the needs of people
as well.
Power and politics; both are inter-related and have a direct impact upon organisation. If
there are some inequalities between these two then there will be massive issues in between
people. Top management has to ensure that they are able to take decision as per the environment
and establish a standardised process for doing every task (CHEN and et. al., 2013). They need to
distribute power in between people in an appropriate manner so that they will get motivated
instead of getting demotivated.
TASK 2
a) Content and process of theories of motivation
It is very important for an organisation to maintain a higher level of motivation among its
people so that they are able to deliver better results. Managers are tasked to make sure that they
are able to analyse various intrinsic and extrinsic values and are able to target market in an
effective manner. When the workforce is highly motivated then their performance levels
3

improves drastically (Chevallier and et. al., 2012). There are different frameworks and theories
which can be used by managers for making sure that employees have good morale and are ready
to overcome issues. There are two main concepts which can be used by the administrator and
they are: Maslow need hierarchy theory, two factor Herzberg theory and various others. Below
they are described in a brief manner:
 Maslow need hierarchy theory: This a framework which was developed by Abraham
Maslow to state about phases from which a person goes from in his lifetime (Ifinedo,
2012). He described these factors as a need that has to be fulfilled for ensuring a higher
level of motivation in an individual. There are five stages which are stated below:
Illustration 1: Maslow's Hierarchy of Needs.
(Source: Maslow’s Hierarchy of needs, 2017)
◦ Physiological needs: These are the need related to basic amenities where a person
need food, shelter and cloths.
◦ Security and safety needs: Once physiological needs are completed a person tries to
develop a safe environment for himself and needs security of job.
◦ Social needs: An individual grows when he is able to earn good money. He develops
relationship with other environmental factors and needs love, acceptance as well as
belongingness from society.
4

◦ Esteem needs: This is a level where a person has achieved a lot of things and now
needs appreciation and respect from society.
◦ Self-actualisation: This is where an individual grows and starts serving society.
When managers will know that at which level an employee is as well as what a4re his needs,
then they will be to target them in a proper manner and ensure that he motivated in a desired
manner.
According to Smit, BBC had to implement a system of motivation so that they can enhance
employee performance to a further height. This will need them to follow Herzberg theory of two
factors.
 Herzberg two factor theory: Fredrick Herzberg stated about two variables that can be
used for enhancing motivation level of individuals. They are described below:
◦ Hygiene factor: These are the factors that needs to be available in a job or else people
will be highly dis-satisfied with the working environment. In BBC the managers need
to ensure that all important variables are available and also maintain a level so that
quality is boosted.
◦ Motivational factor: on the other hand, these are the factors that gives good feeling to
people if they are present but does not lead to dissatisfaction if they are absent. In
BBC they are given to individuals who show case exemplary performance in front of
people. also individuals will know that they can furthermore improve their skills and
capabilities.
According to Herzberg, managers need to ensure that they provide hygiene factors so that
people are motivated.
There are some other theories too which can be used by managers in BBC. It is important
to boost people motivational levels and for that a proper framework is required (Kazemipour and
Mohd Amin, 2012). There is another theory which is called as process that has three different
aspects, Reinforcement, expectancy, equity and goals setting.
In Reinforcement approach, an employee is given more task and responsibility which
boost their motivation. While in expectancy theory, individuals are given rewards for the
performance that is delivered by them. On the other hand in equity theory, where perception of
employee is changed to achieve objectives. Last but not the lease goals setting is an approach
where long term goals are divided into small objectives to make it easy for people. In BBC, the
5

process theory is used for ensuring that there are no jobs left that are vacant. Also to motivate
people for improving their skills and abilities.
b) Motivational technique that will assist organisation in enhancing team effectiveness
There are different concepts and theories that are there due to constant research
conducted by researcher. These are used by BBC for boosting its productivity and effectiveness
in market. The managers are also able to develop relationship with people as well as boost the
flow of communication. Various theories are used by managers in BBC for ensuring a better
performance level, they are stated below:
Maslow need hierarchy theory: It is the one that is concerned with understanding people
requirements and fulfilling them as per the level they are on (Latham, 2012). It is a very effective
method of treating people and providing them with the things that they need. It will be really
helpful for BBC as it will ensure that each task is completed in a set period of time. it will assist
managers in understanding as how they can boost their level of motivation.
Herzberg two factor theory: There are two prime variables that exist in an organisation.
The manager in BBC tries to maintain Hygiene factors so that people motivation level is boosted
and they are able achieve their goals and objectives. Also, keeping motivators will defiantly
assist organisation environment. There are two different factors that can be used by BBC
managers as they will be able to boost motivation of people by simply maintaining the quality of
products and services.
Expectancy theory: This is states about the things that a person needs from its company.
Managers need to understand this and provide them with incentives as well as bonus or other
facilities which will satisfy their needs and boost their morale. There are certain benefits to BBC
which are associated with the application of these theories and they are:
 Learning: With establishment of good environment, people are more motivated to learn
more for improving their capabilities.
 Discipline: They are committed to follow guidelines if they are motivated.
 Productivity: When motivated, people tend to achieve more goals and that too efficiently.
 Job satisfaction: With application of theory and development of good culture, people are
motivated hence satisfied with job.
6

c) Contribution of Improving the level of motivation within BBC
BBC has been benefited by higher level of motivation. It has boosted organisation
productivity and profitability which was required to over come issues existing within company
(Odetunde, 2013). There are certain benefits of higher level of motivation to the company and
the ways it contributes to its growth, they are stated below:
 Job duties fulfilment: When employees are motivated then they tend to perform better
and fulfil all the task that are assigned to them this way they are able to fulfil their
responsibilities in a desired manner.
 Increase in Volunteering: With a satisfied workforce, individuals are ready to serve
company more. They tend to volunteer for activities.
 Enhanced customer service: This is section where the productivity of employees is
registered. They are able to cater to the needs of people.
 Higher level of efficiency and effectiveness: Increased motivation leads to better
productivity and performance.
There are certain additional theories which can be used by BBC for boosting the motivation
level within organisation. this can be understood by using path goal theory, where various
objectives are set and with time when people start achieving them their motivation levels starts to
improve. It is essential for ensuring that each task is completed in a proper manner.
TASK 3
a) Identifying and explaining different types of teams in BBC
Team building is very important and needs to used by companies for getting things done
in a set period of time (Ramachandran and et. al., 2011). It is a concept which has allowed
organisations in getting things done as per the set parameters. To understand this process in a
proper manner, it is essential to know about the definition of team.
“A team is a group of people who have a set of qualities in them which enables them in
completing task in more effective manner”.
In BBC, there are different types of teams which are functioning at the moment. They are
mentioned below:
 Problem solving teams: They are the one who keep on conceptualising and analysing
various issues as to solve them with a efficient approach.
7

 Virtual teams: These teams do not exist physically, but they are engaged together by
internet. For example in BBC shows many experts are called in for reviews (Thomson
and Van Niekerk, 2012). This is done by video conferencing. This is a very effective
method of getting things done in a proper manner.
 Functional teams: They are the ones who perform specified task. People from various
departments are engaged taken to form a team as to accomplish a task. This is a very
effective way of getting complicated task done in a set period of time.
 Self managed teams: These are formed by managers but does not requires his guidance or
any assistance for doing a task. These teams usually are made at the top level and have
power as well as authority (Unsworth, Dmitrieva and Adriasola, 2013). They are the ones
who prepare policies and get things done as per requirement.
b) Methods of making effective team in the BBC
There are different methods that are used by BBC for forming teams in a more effective
manner. The managers of organisation prefer Tuckman team building approach which is most
simplified and reliable model. There are five stages in this method which allows a person in
understanding ways a team is formed. For BBC, they are stated below:
Illustration 2: Tuckman (forming, norming, storming, performing).
(Source: Tuckman, 2012)
 Forming: This is stage when people are got together and they meet for the first time.
8

 Storming: Once people know each other, they develop differences as per human nature
and tend to fight with one another.
 Norming: This is a stage where very few teams reach as most break off in the storming
stage. This is where things normalise and people accept one another.
 Performing: At this stage people know one another and they start performing with each
other.
 Adjourning: Once the task is complete, teams tend to break off.
The model was stated by Tuckman as he stated about team forming and working he also
mentioned ways this can be done. Taking lead from the work of researches, Belbin described
various team roles that are played by people (Unsworth, Dmitrieva and Adriasola, 2013).
According to Smith, there are different roles that were stated in the review, they are mentioned
below:
 Co-ordinator: This person ensures that all activities are being conducted as per the
requirements.
 Source investigator: He is the one who searches for various sources that will provide
crucial support to people in completing their task.
 Shaper: He is the one who plans out every policy and ensures that each task is completed
in a set peridot of time.
 Evaluator: This person has the task of analysing each and every situation to ensure that
there are no variances left in system.
These are the roles people play in the teams. Belbin mentioned them for assisting
managers in defining task that has to be completed by members of a group. BBC will be able to
form teams and state about various roles to all the members in a proper manner. All the stated
roles allows members in completing their task in a more effective manner.
TASK 4
(a) Organisational theories for improving team performance
Team building and working is a very strong concept that aids organisation in improving
its productivity and performance to a greater extent. Basically, managers form these groups for
getting a complicated task completed within a set period of time (Chevallier and et. al., 2012). If
team members are not motivated then they will not attain required goals. In BBC, various
9

strategies are used to adopt improve team working and boost performance of organisation. There
are certain changes that have to be made for bringing every individual together and direct their
efforts on same path. According to Smith, there are various issues which are prevailing inside
BBC, these need to be managed in an effective manner. Below are some of the task that can
improve team working to a certain extent:
 The first action that will be taken is to conduct diversity training forb people so that their
level of acceptance is improved. It is important for the managers to understand the
behaviour of people so that right decision can be taken. This type of training programme
is required to ensure that people start respecting one another.
 The second thing that will be done is that, team leaders will have to develop a flexible
and smooth process of communication. This will assist people in interacting with one
another and generate new and innovative idea (Burrell and Morgan, 2017). Overall, this
will boost the performance of team as members will be participating in decision making
and will be responsible for outcomes.
 Third is, a clear set of goals and objectives are required with a proper time management
approach. The team leaders will have to ensure that people have clarity regarding as what
has to be achieved.
 The managers need to focus on developing a culture that is supportive to BBC activities.
If employees are able to work in an environment that is good for them then they will
deliver higher value to company.
 Additionally, the managers can use path goal theory which will allow them in ensuring
that each and every task is properly stated and bifurcated. There are various ways this can
be done, and path goal theory is the best way to complete task in a more effective
manner.
There is another way which can be used and that is adaptation of Path goal theory. In this,
managers will be required to choose an effective leadership style that will improve culture and
environment within business enterprise. This will be a best method as he will be leading people
with example. Basically, there are multiple issues which needs to be addressed for enhancing
team working within organisation. it is important to make sure that each activity is supported
with resources and managerial assistance.
10

(b) Barriers that can effect team performance
In the current competitive environment, there are different types of barriers which
hampers team effectiveness and productivity (Wood and et. al., 2016). These problems can lead
to reducing skills and ability to perform of members in group. There are certain barriers that can
impact BBC working teams performance:
 The first issue is bad communication that is there between level of management in BBC.
Basically, this is due to the channels which are used by organisation. This leads to
misunderstanding between people and managers that can further grow bigger and form a
formidable crisis. Also, the teams tends to break off if they are not informed regarding
their task as each member will do something that will lead to conflict. Basically, there is
requirement of a strong communication channel that has less noise.
 The second issues if over burden of work. People are engaged in two or three task at once
which impacts their ability to perform well (Wong, Wong and Ngo, 2012). The managers
need to check work pressure as to make sure that employees are happy and not over
burdened.
 Lack of employee involvement in decision making is the third issue that is hamper team
performance in organisation. Basically, management needs to include people in various
activities as to boost their morale and to gain their commitment.
There is another way which can hamper effectiveness of teams that are working in BBC. They
can be understood with the concept, 5 dysfunction of teams:
11

Illustration 3The five Dysfunction of teams
(Source): The Table, 2017
These 5 barriers need to be sorted in an effective manner. if they are solved as per their
issue then BBC will be able to overcome every issue. The stated matters need to be solved.
CONCLUSION
Organisational behaviour is a discipline that is very vital to be understood by managers as
to establish a good relationship between people and management. The groups in an organisation
needs to be controlled so that a standardised environment can be established. Today,
administration in BBC is likewise attempting their best to keep the way of life inside association
kept up and keep the workforce fulfilled. From the above finished up report, one might say that
organizations need to successfully deal with the connection amongst individuals and lead groups
in a proper way. Additionally, they need to utilize different motivational methods that will permit
in upgrading their efficiency. The administrator additionally needs to ensure that the obstructions
are expelled and assignment are finished in a set timeframe.
12

REFERENCES
Books & Journals
Arnolds, C. A. and Boshoff, C., 2012. Compensation, esteem valence and job performance: an
empirical assessment of Alderfer's ERG theory. International Journal of Human
Resource Management. 13(4). pp.697-719.
Bissell, G. and Dolan, P., 2012. Organisational behaviour for social work. Policy Press.
Burnard, K. and Bhamra, R., 2011. Organisational resilience: development of a conceptual
framework for organisational responses. International Journal of Production Research.
49(18). pp.5581-5599.
Burrell, G. and Morgan, G., 2017. Sociological paradigms and organisational analysis:
Elements of the sociology of corporate life. Routledge.
CHEN, S.H. and et. al., 2013. Organisational support, organisational identification and
organisational citizenship behaviour among male nurses. Journal of nursing
management. 21(8). pp.1072-1082.
Chevallier, C. and et. al., 2012. The social motivation theory of autism. Trends in cognitive
sciences. 16(4). pp.231-239.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational
behaviour and involvement in employment. Equality, Diversity and Inclusion: An
International Journal. 33(2). pp.193-209.
Ifinedo, P., 2012. Understanding information systems security policy compliance: An integration
of the theory of planned behavior and the protection motivation theory. Computers &
Security. 31(1). pp.83-95.
Kazemipour, F. and Mohd Amin, S., 2012. The impact of workplace spirituality dimensions on
organisational citizenship behaviour among nurses with the mediating effect of affective
organisational commitment. Journal of nursing management. 20(8). pp.1039-1048.
Latham, G.P., 2012. Work motivation: History, theory, research, and practice. Sage.
Odetunde, O. J., 2013. Influence of transformational and transactional leaderships, and leaders'
sex on organisational conflict management behaviour. Gender and Behaviour 11(1).
pp.5323-5335.
Ramachandran, Y. and et. al., 2011. Emotional intelligence, emotional labour and organisational
citizenship behaviour in service environments. International Journal of Work
Organisation and Emotion. 4(2). pp.136-157.
13

Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security.
20(1). pp.39-46.
Unsworth, K. L., Dmitrieva, A. and Adriasola, E., 2013. Changing behaviour: Increasing the
effectiveness of workplace interventions in creating pro‐environmental behaviour change.
Journal of Organizational Behavior. 34(2). pp.211-229.
Wong, Y. T., Wong, C. S. and Ngo, H. Y., 2012. The effects of trust in organisation and
perceived organisational support on organisational citizenship behaviour: A test of three
competing models. The International Journal of Human Resource Management. 23(2).
pp.278-293.
Wood, J. M. and et. al., 2016. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Online
Maslow’s Hierarchy of needs. 2017. Available through: <https://www.aia.org/pages/22611-
applying-maslows-hierarchy-of-needs-to-human/>. [Accessed on 8th November 2017].
Tuckman, 2012. Tuckman (forming, norming, storming, performing). [Online]. Available
through: <http://www.mspguide.org/tool/tuckman-forming-norming-storming-
performing>. [Accessed on 8th November 2017].
The Table, 2017. The five Dysfunction of teams. [Online]. Avialble through:
<https://www.tablegroup.com/books/dysfunctions>. [Accessed on 17th November 2017].
vgbngbngf
14