Organisational Behaviour and Performance

This assignment assesses the significance of organisational behaviour in providing high-level job satisfaction, maintaining a positive culture, and finding the right people within the British Broadcasting Corporation (BBC). It analyses how theories like Herzberg's two-factor motivation and Vroom's Expectancy theory can be applied to improve job satisfaction and performance. The study also examines barriers such as lack of motivation, ineffective communication, and poor management, which can hinder effective performance within the BBC.

ORGANISATION
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
The way organisational culture, power and politics affected behaviour of staff within the BBC
in recent past and today...............................................................................................................1
TASK 2............................................................................................................................................4
a) Explaining the way content and process theories of motivation can help to achieve the best
out of employees, both in an individual and a team capacity......................................................4
b) The way improved levels of motivation within the BBC help to achieve its organisational
goals.............................................................................................................................................6
PART 2............................................................................................................................................6
TASK 3............................................................................................................................................6
a) Different types of teams within the BBC and the reason behind their importance.................6
b) Factors that make a team effective in the BBC using an appropriate theory..........................7
TASK 4............................................................................................................................................9
a) Suggesting ways to improve performance and productivity within the BBC using an
appropriate organisational concept/theory...................................................................................9
b) Main barriers to effective performance within the BBC.......................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

LIST OF FIGURES
Figure 1: Types of Organisational Culture......................................................................................2
Figure 2: Five Forms of Power........................................................................................................3
Figure 3: Herzberg's Two Factor Theory.........................................................................................5
Figure 4: Expectancy Theory: Motivational Force Formula...........................................................6
Figure 5: The Nine Belbin Team Roles...........................................................................................8

INTRODUCTION
The study of behaviour possessed by humans in organisation is mainly referred as OB
(organisational behaviour). It is a study in which the way people at workplace interact with each
other is analysed and accordingly, decisions are made for having better conceptualization of
organisational life (Organisational Behaviour, 2018). In the present study, impact of
organizational culture, power and politics on the behaviour of staff will be discussed. Also, role
of content and process theories of motivation in getting best out of the employees will be studied
along with highlighting different types of teams and the reason why they are important. Further,
factors making an effective team will be explained using an appropriate theory. All these
concepts associated with organizational behaviour (OB) will be given with reference to provided
case scenario of the BBC.
PART 1
TASK 1
The way organisational culture, power and politics affected behaviour of staff within the BBC in
recent past and today
In the BBC, as per case provided, there has always been a huge impact of culture, power
and politics on the behaviour of staff in recent past as well as at present too. Earlier, there were
serious failings in the BBC’s culture and its systems with respect to communication,
management and investigation. The workplace culture was not at all positive and also, politics
were being played on due to which morale of staff got lower down (Scott and et.al., 2018).
Misuse of the power was being done by managers as well because of which there were concerns
around bullying and harassment of staff complaints that were not listened by the management.
Apart from that, in the BBC, in recent past, there have also been criticism about the pay/gender
gap between staff. These all have affected the behaviour of staff negatively and so as the
performance and productivity of business (Mathew, 2018). As per Handy’s typology, there are
mainly 4 types of organisational cultures among which the best suitable one can be adopted by
the BBC to get desired outcomes. These are like:
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Figure 1: Types of Organisational Culture
(Source: Charles Handy Model of Organization Culture, 2018)
 Power – In this type of culture, power is held by only a few individuals in firm who are
capable enough to influence others. Very less rules and regulations are present in this
culture. Whatever decisions are made by those with power have to be accepted by all.
 Role – This culture is based on the rules and firms adopting same are highly controlled
where everyone is having a clear idea about his/her responsibilities. Here, power is
possessed as per the position/role of a person in the organisational structure (Charles
Handy Model of Organization Culture, 2018).
 Task – Firms that require teams to be formed for addressing some issues or to complete a
project generally adopt this kind of culture. Here, power shifts from one person to another
in team depending on the status of issue and skills of members.
 Person – Under this culture, employees take themselves as a unique as well as superior to
the organisation. Firms following same are mainly a collection of individuals who work
and perform their tasks to attain the common goal of business (Charles Handy Model of
Organization Culture, 2018).
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From the above, it can be said that task culture proves to be the best for BBC as in this,
power distribution and cooperation; both are high which will make the new goal of company
successful i.e. to revamp the culture in a way that people coming to work would desire to
perform the best as they can. In order to improve the impact of power, the BBC is redefining its
structure at present as per which fantastic programming and content will be there at workplace
(Van de Walle, Kiss and De Meester, 2018). On the whole, for having better now, presently the
BBC has set some values like maintaining trust in all its dealings, putting the needs of audience
first, delivering high quality and value for money, etc.
As per French and Raven, there are five forms of power that depending on the situation,
BBC can use at workplace. These are like:
Figure 2: Five Forms of Power
(Source: French and Raven's Five Forms of Power, 2018)
 Reward Power – This power is possessed by a leader in the form of providing rewards
that are mainly financial like giving bonuses or raises and gaining their attention in
return. Under this, it is assumed that team members can work well and leaded in a better
way if they have chances of getting rewards for their performance.
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 Expert Power – When a person comes in position of expertise on the basis of skills,
experience and knowledge he/she has regarding work, expert power is achieved by
him/her (French and Raven's Five Forms of Power, 2018). In the BBC, if an employee is
working on a project in which he has the maximum knowledge and experience in
comparison to others, then he is believed to have expert power.
 Legitimate Power – It is commonly termed as “title power”. This power is gained by a
person when he/she is being appointed to a specific position in firm. In this case, because
of the title or designation a person holds in firm, legitimate power or authority is gained
by him/her.
 Coercive Power – This is exactly opposite of what is being perceived under reward
power. Under coercive power, it is believed that if manager or leader can fire someone
due to poor performance, it will certainly influence their actions (French and Raven's
Five Forms of Power, 2018).
 Referent Power – This power does not come for any specific or obvious reason. It is
possessed on the basis of attitude, looks or charm of person who has it basically without
any logical reason. People possessing this power are mainly liked by others.
TASK 2
a) Explaining the way content and process theories of motivation can help to achieve the best out
of employees, both in an individual and a team capacity
There are many theories of motivation that can help the firm to achieve the best out of
employees for gaining effectiveness in both; individuals and teams. However, these approaches
of motivation are bifurcated into content and process theories. Content theory always tries to
identify the needs of people and to explain what motivates and demotivates an employees. On
the other hand, process theory is concerned with the way of achieving motivation among
workforce (Marques and et.al., 2018). One of each content and process theories is given as
below:
Content Theory: Herzberg’s Two Factor Theory – As per this theory, there are mainly two
kinds of factors, that is, Motivators/Satisfiers and Hygiene/Dissatisfiers. It is also known as dual
factor theory that is entirely related to the motivation and job satisfaction of employees.
Motivators are those factors that lead employees to have positive satisfaction like performance,
opportunities for growth, responsibilities, recognition, etc. If employees in the BBC will have all
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these factors present at their workplace, they will get highly satisfied and as mentioned in case
study, company will be able to have a more open and transparent place to work that will result in
increasing the capacity of individuals as well as teams (Dubinsky, 2018). While, on the other
hand, Hygiene factors are those that does not provide satisfaction for long term. However,
absence of these may lead to dissatisfaction among employees like working conditions, salary,
relationship of employer-employee, fringe benefits, etc. The BBC is required to focus on hygiene
factors as already the manager-employee relationship in firm is not so good and needs to be
improved so that the best out of individuals and teams can be gained.
Figure 3: Herzberg's Two Factor Theory
Process Theory: Vroom’s Expectancy Theory – This theory is related with motivation within
work environment. As per this theory, when employees have multiple choices in their work, it
leads them to select the one by which they get motivated to utmost level. There are three
elements in this theory i.e. Expectancy, Instrumentality and Valence. Expectancy is all about
what employees expect in return from the efforts made by their own. It is basically the level of
difficulty they experience. In this condition, the BBC should find out factors by which
employees can be motivated like organising effective training sessions, support from supervisors,
etc. (Taylor, 2018). Instrumentality is related with employee’s performance that is supposed to
be effective enough so that set targets can be effectually achieved. The BBC can achieve this by
making employees believe that if they will perform their tasks well, they will get additional
benefits like bonuses, promotion, appreciation, etc. Company needs to be very transparent in
their reward process to make the employees motivated. The third one is Valence which refers
that final outcomes gained by the workforce are valued in a different manner by each person
working in organisation (Balwant, 2018). Thus, by assessing that what an employee values along
with his personal needs, the BBC can motivate and gain best out of individuals as well as team.
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Motivation
Factors
Hygiene
Factors Results

Figure 4: Expectancy Theory: Motivational Force Formula
b) The way improved levels of motivation within the BBC help to achieve its organisational
goals
If level of motivation of employees within BBC will increase, it will lead to attain the set
targets of organisation effectually. It can be justified as in the BBC, many campaigns were laid
on better management visibility, simplification of complex processes and effective collaboration
between teams that lead to create a positive culture at workplace. As a result of same, high level
results were gained by the firm like currently, employee engagement is raised by 3% to 69%.
Almost 93% of staff now believe that being working in the BBC make them feel proud as well as
passionate. Also, motivated employees within firm resulted in reducing the cost of HR by 20%
by which firm has become able to reinvest in providing high satisfaction and quality services.
Moreover, with motivated HR team in the BBC, 90% of the queries of users are now answered
on call only as well as company has reduced cost and time of hiring by 27% and 21%
respectively. Overall, 30% of the total cost of human resources has been saved by the
organisation.
PART 2
TASK 3
a) Different types of teams within the BBC and the reason behind their importance
Variety of teams are present in an organisation depending on the work they are allotted
with. Likewise, the BBC is also having different types of teams in it which have their own
importance for the running of business. Among them, some are given as below:
 Functional teams – When permanent set of employees work from the same department
but with distinct responsibilities, they are called as functional teams. Under the same,
there is one higher authority or can say the manager who gives orders and everyone in
team is responsible for the reporting to him (Mickan and Boyce, 2018). For sections of
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Expectancy Instrument
ality Valence Motivational
Force

the BBC where traditional project management is run like marketing or R&D, these types
of teams are important.
 Problem solving teams – It is basically a cross functional group of people who work in
different units of the firms and come together with an aim to solve a specific issue. These
members possess distinct skills, expertise, interests as well as roles that are required to
solve the problem. In the BBC, these teams are important to take fast and permanent
solution for some specific issue like in case when new culture was required to be
developed (Grove, 2018).
 Project teams – These teams are basically the group of employees who come together
and coordinate with each other for some specific purpose and attain a shared and
common goal assigned by the organisation. Under the same, employees are allowed to
perform their tasks in a measurable and time constrained way with clearly assigned roles
and deadlines. In BBC, these teams are highly important at the time when certain projects
are required to be accomplished within specific time-frame with the cooperation of
employees with different set of skills and expertise.
 Virtual teams – It consists of individuals that do not work at same place but deal
separately by distances and generally in contact through computers via internet (Martin,
2018). They communicate through online medium. Such teams prove to be highly
important for the BBC as they are planning to have at least 50% of its role based outside
London. Firm is deciding to relocate the specialist HR teams to Birmingham for which
virtual teams will play the lead role as teams operating in London would require to
interact with those working in Birmingham.
b) Factors that make a team effective in the BBC using an appropriate theory
There are many factors that can make a team effective in the BBC. This can be justified
with the help of The Nine Belbin Team Roles which are given as below:
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Figure 5: The Nine Belbin Team Roles
 Resource Investigator – It states that in a team, to make it effective, a person who is
outgoing and enthusiastic as well as who can explore opportunities is required so that in
firms like the BBC, new ideas can be brought and contacts can be developed.
 Team worker – It refers to the person who is always ready to identify work required and
take initiatives to complete same on time on the behalf of team. In the BBC, these kind of
team members are needed who can listen and avert friction as well as co-operate with
others (Barbaranelli and et.al., 2018).
 Coordinator – They always focus on the goals of team and accordingly choose team
members and then on the basis of same, delegate responsibilities and work. The BBC
requires these kinds of members to make its team effective as they are mature and
confident enough to attain the set goals on time.
 Plant – According to this role, an effective team in the BBC requires a member who is
good in creativity and imagination to generate fruitful ideas and solve difficult problems
which is referred by this role (Javed, 2018).
 Monitor Evaluator – These members in team make an impartial judgment wherever
needed along with some logic. In the BBC, for having effective teams, this factor is
highly important to be present to see all available options accurately.
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Belbin Team
Roles
Resource
Investigator
Team
worker
Coordinator
Plant
Monitor
Evaluator
Specialist
Shaper
Implementer
Completer
Finisher

 Specialist – These people bring in-depth details as well as information about key areas to
be focused on by the team. The BBC always requires specialists and dedicated people in
team with specific knowledge and skills so that they can dwell on the technicalities.
 Shaper – They are people in team who ensure to keep the focus of all members on set
goal and have the drive as well as courage to deal with complex situations and overcome
obstacles. The BBC needs to have members having thrive on pressure to make an
effective team (Scott and et.al., 2018).
 Implementer – These members in a team are those who plan a workable strategy and
implement it in the most efficient way. They turn their ideas into practical actions and so,
needed by the BBC to make its effective to bring change at workplace successfully.
 Completer Finisher – This is also one of the most important roles in a team as per
Belbin according to which an effective team always have a member who is responsible to
polish and scrutinize the work for detect errors, if any. In order to gain highest standards
of quality control, the BBC requires this role in its team the most (Mathew, 2018).
TASK 4
a) Suggesting ways to improve performance and productivity within the BBC using an
appropriate organisational concept/theory
For the purpose of improving performance as well as productivity within the BBC, Path-
Goal theory of organisation can be used according to which leader always selects specific
behaviours depending on the needs of employees as well as working environment in the firm.
With the help of this theory, leaders can guide employees in the best way so make them
accomplish their daily activities effectually (Organisational Behaviour, 2018). As per this
theory, there are mainly four styles of leadership which are given as below:
 Directive – As per this leadership style, leader gives instructions, direction and
guidelines to employees to improve their performance and productivity get the best out
from them with meeting the set standards of assigned tasks. Also, leader controls the
behaviour of employees under this style in case of set benchmarks of performance are not
met. Thus, using this leadership style in the BBC will prove to be beneficial to get
effective outcomes.
 Supportive – In this leadership style, leader is friendly with the subordinates and
maintains a healthy relation with them. Also, he is concerned with the needs and welfare
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of employees which increases their level of and job satisfaction and so they perform well.
Thus, it can be said that if this leadership style will be used in the BBC, increased
performance and productivity will be gained (Van de Walle, Kiss and De Meester, 2018).
 Participative – This leadership style allows employees to take active participation in the
decision making which increases their level of motivation, satisfaction and morale as they
feel recognized and valued in the firm. So, in case if the BBC will use this leadership
style, productivity and performance of employees will be improved.
 Achievement-oriented – Under the same, leader sets challenging goals for employees
and make them able to reach at their highest level of performance (Marques and et.al.,
2018). Therefore, in order to perform complex tasks in the BBC, this leadership style will
prove to be helpful.
Contingencies
As per this theory, it is clear that each kind of leadership style is not suitable in all
situations as there are some variables on which suitability depends like characteristics possessed
by employees and the environment in which people are working.
b) Main barriers to effective performance within the BBC
As per the given case scenario of the BBC, there are several barriers that hinder the
effective performance of organisation and generated need to bring change on immediate basis.
Major barriers to effective performance within firm were like:
 Communication - Earlier, management was not listening to the issues or complaints of
staff and ignoring interaction that created communication gap in between employer and
employee which ultimately affected performance of the BBC negatively (Dubinsky,
2018).
 Culture - Further, there have also been pay/gender gap between the staff that decreased
the morale as discrimination in any way is not good for organisation. The culture being
following in company was highly ineffective as employees were not in interaction with
their higher authorities and being dominated by them.
 Structure - One more barrier behind effective performance within the BBC was of
ineffective senior team as it was criticised for bullying which made employees not to
perform well and so, it hampered the workflow of organisation. This is the reason that
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structure of the BBC was supposed to be revised on urgent basis (Van de Walle, Kiss
and De Meester, 2018).
 Lack of trust – As behaviour of senior management was not good towards employees
earlier in the BBC, thus, main barrier at that time was lack of trust on higher authorities
which hampered their work performance.
 Resistance to change – There was not motivation for employees in the organisation like
neither they were given with any kinds of rewards, nor appreciation for what they have
performed in the BBC. This is the reason, at the time of bringing changes at workplace,
employees resisted to change which was the barrier to effective performance (Balwant,
2018).
 Changes in expectations from staff – Along with all barriers, there was one more
important one change in the expectations of staff members. As they were getting bullied
by the senior management as well as there was communication gap, instead of having
desire of higher pay and status, they were expecting to have a healthy and positive
working environment where they could freely share their thoughts and ideas (Marques
and et.al., 2018).
CONCLUSION
From the above study, it can be concluded that for providing high level of job
satisfaction, maintaining a positive culture at workplace, finding the right people and
understanding employees in a better way, it is significant for the BBC to give due emphasis on
organisational behaviour. It can be articulated that by using suitable theories of motivation like
Herzberg’s two factor and Vroom’s Expectancy theory, satisfaction level of employees at
workplace can be maintained. Also, organisational concept like Path-Goal theory will prove to
be the best for BBC in order to raise its performance as well as productivity. Moreover, it has
been assessed that to gain an effective performance within the BBC, firm needs to remove
barriers like lack of motivation, ineffective communication and poor management.
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REFERENCES
Books and Journals
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context: lessons from organisational behaviour. Journal of Further and Higher
Education. 42(3). pp.389-401.
Barbaranelli, C. and et.al., 2018. Positivity and Behaviour: The Mediating Role of Self-Efficacy
in Organisational and Educational Settings. Journal of Happiness Studies. pp.1-21.
Dubinsky, A., 2018. Innovation. The Currency of the 21st Century: Shaping an Organisational
Culture of Creativity and Innovation. GRIN Verlag.
Grove, A.S., 2018. Teamwork in 21st century South African organisations: understanding the
expectations on multiple levels (Doctoral dissertation).
Javed, S., 2018. DOES ORGANISATION BEHAVIOUR AFFECT PERFORMANCE OF
AUDITING FIRMS?. International Journal of Engineering Technologiesand
Management Research. 5. pp.90-98.
Marques, I. and et.al., 2018. Development of an instrument to measure organisational culture in
community pharmacies in Great Britain. Journal of health organization and
management. 32(2). pp.176-189.
Martin, L.H., 2018. Organisations & Management in Social Work: Everyday Action for Change,
Mark Hughes and Michael Wearing. The British Journal of Social Work.
Mathew, J., 2018. Organisational culture and effectiveness: a multi-perspective analysis on
Indian knowledge intensive firm. Employee Relations.
Mickan, S. and Boyce, R.A., 2018. Organisational behaviour: understanding people in healthcare
organisations. In Key Topics in Healthcare Management (pp. 164-179). CRC Press.
Scott, T. and et.al., 2018. Healthcare performance and organisational culture. CRC Press.
Taylor, S.P., 2018. Organisational behaviour, leadership and change. International Journal of
Housing and Human Settlement Planning. 4(1). pp.21-36.
Van de Walle, D., Kiss, P. and De Meester, M., 2018. 153 Organisational social capital: the
missing link between organisational culture and safety awareness.
Online
Organisational Behaviour. 2018. [Online]. Available through:
<https://www.edx.org/course/organizational-behaviour-ubcx-busobhr1x>.
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Charles Handy Model of Organization Culture. 2018. [Online]. Available through:
<https://www.managementstudyguide.com/charles-handy-model.htm>.
French and Raven's Five Forms of Power. 2018. [Online]. Available through: <http://www.free-
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