Organisational Behaviour and Management

The provided document appears to be a compilation of various academic sources related to organisational behaviour and management. It includes references to articles, journals, and books that discuss topics such as organisational citizenship behaviour, pro-change behaviour, workplace spirituality, and green behaviour. The sources cover different aspects of organisational behaviour, including its impact on employee knowledge-sharing behaviour, organisational learning, and sustainability policies. The document also mentions the Shannon and Weaver Model of Communication. It seems to be a study guide or resource compilation for students looking to understand various concepts related to organisational behaviour and management.

ORGANISATION
BEHAVIOUR

EXECUTIVE SUMMARY
Organisation behaviour refer to the study of human within an organisation that helps the
business to operate successfully. The report comprises of various model of organisation culture
such as Handy's model of organisation culture that include role, culture, task and power culture.
Moreover, it include communication and motivation model that helps the organisation to operate
progressively. Further, there are various factors of culture such as retain employee and
counteragent them which helps to achieve success.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1: Identify culture with the help of theoretical model..........................................................4
TASK 2..........................................................................................................................................10
P2: Culture improve organisation effectiveness with a focus on communication...............10
TASK 3..........................................................................................................................................13
P3: Role of culture on employee motivation........................................................................13
TASK 4..........................................................................................................................................14
P4: Evaluate how company uses the organisation culture to enhance success....................14
CONCLUSION..............................................................................................................................15
REFRENCES.................................................................................................................................17

INTRODUCTION
Organisation Behaviour is an essential part of management that emphasize on the
behaviour of people within the organisation (CHEN and et. al., 2013). Thus, it is essential for the
business to estimate, understand as well as control the behaviour of human by setting favourable
and structured policies. To better understanding this report Morrison industry has been selected
which is one of the fastest growing retail store of UK that offer various grocery item, electronics,
necessity item and so on within a roof. This report cover following topics like identifying the
culture with the help of theoretical model. Evaluation culture enhance the organisation
effectiveness with focus on communication. Moreover, role of culture to motivate employee and
explore the company that uses culture to enhance the organisation in order to gain success are
covered in this report.
TASK 1
P1: Identify culture with the help of theoretical model
Organisation culture: An organisation comprises the role of an employees where they
coordinate their efforts and function together to achieve the desirable output or common
objective. Further, business comprises of specific value, policies or guidelines which needs to be
abide by internal member as it helps to differentiated one organisation from the other (Chumg
and et. al., 2016).
Handy's model of organisation culture: This model was given by Charles Handy that
comprise of four different types of cultures. Further, these culture are defined below:
Power culture: Within this culture power recites in the hands of few privileged managers
who have decision making authority. These responsibilities are further delegated to other
employee where performance are judged based on the result rather than process. Herein,
Morrison company can follow this culture as it compromises of certain rules and regulation
where subordinate has no other option instead of following the instruction or guidelines of
superior. Therefore, employees do not have liberty to participate in decision making and put
their views forward.
Role culture: The responsibility is delegated to the staff of an organisation based on the
specialisation, interest and qualification in order to achieve best possible result. In context to
Morrison company if adopt role culture then their employee have the ownership of their work

due to which they accept the changes to perform their task successfully within stipulated time
period. On contrary, it includes the involvement of employee to put their views forward which
slower down the decision making process (Coccia and Cadario, 2014).
Task culture: Task culture comprises of team within common objective and participate
together with the motive to achieve the common goal of an organisation. An ideal team includes
four to five member which makes equal contribution that creates synergy by attaining task in an
innovative manner. In relation to Morrison company can adopt this culture to address the
problem by mixing the people same skill set to produce creative idea.
Person culture: Under this employee think that priority or preference should be
considered first as they are more essential than the organisation. Here employees motive is to
just earn the remuneration without being attached to company due to which they are not loyal
towards the company and switch if they find other better opportunity. In context to Morrison
company if adopt this culture then they have to design favourable policies for their subordinate
as they considered themselves as a unique entity that help organisation to attain overall goal.
Therefore, they are not loyal toward the organisation so the manager can offer desirable
incentive in order to retain the employees.
Therefore, among the various culture, Morrison company adopts Role culture where each
and every employee are assigned specific task based on their capabilities. Along with that they
have the idea how to tackle the things and accept the changes as well as challenges. Hence,
within this culture the power or position comes with the responsibility that internal staff follows.

TASK 2
P2: Culture improve organisation effectiveness with a focus on communication
Communication refer to the exchange of information, idea or view from one entity that is
sender to another. The role of sender is to encode the message which is further decoded by
recipients. Thus, the effectiveness of communication is achieved when receiver gives
constructive feedback and whole interaction process does not get hindered by external factor or
noise. Therefore, this process helps to enhance the culture of Morrison organisation as it leads to
transparency and helps to maintain the coordination among the members of an organisation.
Shannon weaver model of communication: This model was designed by Shannon to
maintain the effective communication among the various entity by controlling the external factor
that creates disturbance. It include various sources which are defined below:

Sender: Sender is one who formulate the message as well as transmit the message
through suitable channel .
Encoder: Encoder is the machine that helps to convert the message into the data so that
recipient can understand it in a same manner as it is suppose to interpret.
Channel: Channel simply refers to the medium through which the message is exchanged
between sender and receiver (Shannon and Weaver Model Of Communication, 2018).
Decoder: The data or signal are converted into the message so that recipient can
understand the message significantly.
Receiver: Receiver is one to whom the message is transmitted based on which feedback
is provided.
Noise: Noise is a part of disturbances that affect the entity or environment by not
transmitting the message appropriately.
Application of Communication model within Morrison company
The top level management of Morrison company encode the message for employees or
other level of an organisation like increase the sales target of retail store by 20%. This message is
further transmitted through the most suitable channel or medium among various channel such as
telephone, face to face conversation, placing the notice on notice board, telegram etc. For
instance, as respective message requires the attention strong emphasis and quick action of an
employee for which manager can select direct channel or face to face communication.
Additionally, sender or the manager of respective company encode the message which is further

decoded by receiver. Thus, manager make sure the environment should be disturbance or noise
free so that receiver will give constructive feedback. Therefore, this process helps to eliminated
the chances of barrier or problem associated with noise to maintain the quality of message
(Emami and et. al., 2012).
Transactional model of communication
Transactional model is transformational or continuous change model where each and
every component so whether it is people, medium or an environment keeps on changing. It
include the participation of both sender as well as receiver that know each other and helps to
maintain effectiveness of communication. Along with that medium through which message is
transmitted plays an essential role. Like, same message can be perceived in different manner if it
is transmitted through phone as it does not include the gesture of sender (Hyde, Harris and
Boaden, 2013).
Factors that affect Transactional model
There are various factor that can affect the communication that may not be in control of
an organisation but precaution should be made by selected company to handle them effectively.
Social context: It refer to values or law of an organisation that bind the people to
communicate effectively like greeting other people at the time of meeting. Thus, people even
learn about these method by observation or facing embarrassment. Thus, respected company not
not communicate with the motive to share or transmit the message but also to build the
relationship among each other.
Cultural context: It include caste, religion, race, gender and ethnicity that enhance the
communication like people who belong to same geographical region can have better
communication (Fuchs and Edwards, 2012). Hence, Morrison company make sure cultural
difference should not be arises within the organisation and people should not hesitate while
interacting with intercultural group.
Relational context: Communication also gets affected on the basis of relationship shared
by people. Like, people establish the norm as well as rules with whom they interact for the firsts
time and later on this breaks the norm or rule. Therefore, this creates the difference among the
people on the basis they interact. Thus, organisation must make significant effort to maintain the
formal communication so that these differences can be controlled.

Therefore, this model does not include the the response of receiver in form of review of
feedback which makes it an effective as until unless sender does not receive the feedback they
will not come to know whether the message has been decoded effectively.
TASK 3
P3: Role of culture on employee motivation
Employee motivation: Motivation refer to the intrinsic as well as extrinsic factors that
pushes the employee by influencing their behaviour to achieve the objective of an organisation in
a desirable manner. Thus, if the culture of an organisation helps to maintain job satisfaction then
it lead to job satisfaction as well as encourages an employee to remain committed towards the
organisation (Norton, Zacher and Ashkanasy, 2014).
Herzbery motivation hygiene theory: This is a two factor theory which was given by
Fredrick Herzberg. As per this theory the opposite of satisfaction is not dissatisfaction and vice
versa. Like, if the dissatisfying factor gets removed from the job then it does not makes the job
satisfying for an individual. This theory comprises of two factors known as hygiene and
motivation factor. Hygiene factor includes working condition, interpersonal relationship,
working hours etc. absence of these factor may cause dissatisfaction but an individual do not quit
the job because of it. On contrary, motivation factor include recognition, growth, achievement
and advancement thus lack of these factor in an organisation can lead to switch of personnel to
another organisation.
Application of theory to motivate employee
Motivation factor: In order to retain the employee for longer duration Morrison company
should make favourable plan related to future growth and development of employee. This help in
maintaining positive working culture and give tough competition to the competitor (Odetunde,
2013).
Hygiene factor: Respected company should maintain feasible working hours, allot
desirable salary and incentive so that they will remain motivated to put additional effort and
derive them satisfaction.
ERG theory: This was given by Alderfer, which include three need that is Existence,
Relatedness and Growth. It is basically frustration regression where if a need is met then it is not
essential that an individual will always achieve those need.

Application of ERG theory
Existence need: It include basic and security need of an individual so the manager of
Morrison company must offer desirable package as well as job security in order to engage the
employee and make them committed towards the job.
Relatedness need: In order to perform the operations of business successfully selected
company must interact with their employees through meeting or decision making process
(Wong, Wong and Ngo, 2012). This led to the emergence of belongingness need by which an
employee consider them a valuable part of organisation.
Growth need: An employee enters the organisation with the growth and achievement
perspective. Thus, the manager must provide both monetary as well as non monetary incentive
such as recognition, salary hiker, promotion and so on. This helps the personnel to work in
favour of an organisation and decrease the absenteeism or turnover rate by maintaining smooth
working culture.
TASK 4
P4: Evaluate how company uses the organisation culture to enhance success
Culture is one of the most essential aspects of business that help to gain the long term
success by creating the synergy among the team members within the workplace of an
organisation. There are various ways by which business can use the culture in an efficient
manner to enhance success which are defined below:
Attract fresh talent: To maintain the culture of well established organisation fresh talent
is required that can assist the organisation by performing all the roles and responsibility
significantly. Thus, the manager of HR must hire the most suitable candidate that can act as an
asset for company.
Retain existing employee: The whole recruitment as well as training and development
process include huge money as well as cost of company. These expenses can only be favourable
if they retain the employee for long duration. Thus, stronger the culture, less likely will be
employee to quit the job due to which both the factors are self sustaining that helps the comp[any
to grow.
Encourage the employee: The culture must be beneficial for all the member who are
associated with the business (Wood and et. al., 2013). Thus, manager of Morrison company

always encourage the efforts of an employees through positive reinforcement which helps in
sustainable development of business.
Communicate as well as appreciate the effort of an employee: The organisation culture
should be relationship oriented where both manger as well as employee feel free to interact with
each other regarding the decision, strategy , policy and so on . Management must also praise the
employee in form of monetary or non monetary incentive to maintain as well as upgrade the
performance of internal member (Kazemipour and Mohd Amin, 2012).
Collaborate among various department: To maintain the progressive work culture the
various department of an organisation must interconnected with each other. In context to
Morrison store as its size grow or expand company must maintain the transparency along with
that the internal environment of company must be collaboration as well as cooperation which act
as a comprehensive approach.
Accept changes: Business can only operate effectively if the internal culture accept the
changes. This can help Morrison company to run their retail business with more effective tool
and technique that keep them ahead of their competitors by building team effectively.
Development of employee: In order to establish the culture of realization and curiosity
respective organisation can run various training programme as well as conferences. These
session will groom the personality of an employee and help them to enhance their skill to attain
the standard successfully.
Self awareness: The growth of the organisation depend upon the realistic approach of
people towards the strength and weakness. The culture of selected company must be mapped in a
manner the individual makes effort to accept the changes and self improve their effort. Hence,
this culture helps to fill the gap between actual ans standard position of firm (Coccia, 2015).
Improve employee independence: The employee of an organisation must be motivated in
such a manner they remain encourages to take the small decision regarding their job by their
own. Requirement of less supervision by enhancing the skill helps to saves the time and effort of
both employee and leader. Therefore, the culture must prepare the team to take collective
decision effective to attain shared objective.
CONCLUSION
From the above report it has been determined that there are various type of organisational
culture each culture has its purpose that helps the business to function smoothly. Along with that

communication must be conducted effectively so that the message gets interpreted in the manner
it was planned for which measures are adopted to eliminate external disturbances. Moreover,
motivation theory must be applied by organisation to maintain the interest and make the
employee satisfied to achieve the task successfully. Further, optimistic culture helps to encourage
the employee in order to adopt the changes that helps the organisation to gain long term growth
and sustainable development.

REFRENCES
Books and Journal
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organisational citizenship behaviour among male nurses. Journal of Nursing
Management. 21(8). pp.1072-1082.
Chumg, H. F. and et. al., 2016. Factors affecting employees' knowledge-sharing behaviour in the
virtual organisation from the perspectives of well-being and organisational behaviour.
Computers in Human Behavior. 64. pp.432-448.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. Int. J. Innovation and Learning. 15(2). pp.115-129.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions under
unstable growth of human resources. Coccia, M.(2014)‘Structure and organisational
behaviour of public research institutions under unstable growth of human resources’,
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Emami, M. and et. al., 2012. Antecedents and consequences of organisational citizenship
behaviour (OCB). Interdisciplinary Journal of Contemporary Research in Business.
3(9).
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organisational justice and organisational identification. Human Resource Management
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Hyde, P., Harris, C. and Boaden, R., 2013. Pro-social organisational behaviour of health care
workers. The International Journal of Human Resource Management. 24(16). pp.3115-
3130.
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.
Norton, T. A., Zacher, H. and Ashkanasy, N. M., 2014. Organisational sustainability policies and
employee green behaviour: The mediating role of work climate perceptions. Journal of
Environmental Psychology. 38. pp.49-54.
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.
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).
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Wood, J. and et. al., 2013. Organisational behaviour: Core concepts and applications. John
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Online
Shannon and Weaver Model Of Communication. 2018. [Online]. Available
through:<https://www.businesstopia.net/communication/shannon-and-weaver-model-
communication