Motivation at Work: A Ghanaian Perspective

This assignment delves into the concept of motivation at work, specifically focusing on a Ghanaian perspective. It reviews several research articles that examine employee motivation, leadership roles, and team performance improvement. The studies analyze various factors such as knowledge type, instruction, and assessment conditions, regulatory focus, approach/avoidance motivation, and the moderating effects of these factors on job satisfaction and performance. Additionally, it touches upon the role of leadership in shared mental model convergence and team performance improvement, as well as the importance of multiple team membership and its effects on productivity and learning for individuals and teams.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Handy Cultural typology.........................................................................................................1
b) How culture, power and politics is affecting the behaviour of individual..............................2
TASK 2............................................................................................................................................3
a) Theories of motivation along with their process and content..................................................3
b) Motivational technique will assist to entity in improving effectiveness of team....................4
c) Improving level of motivation within BBC.............................................................................5
TASK 3............................................................................................................................................5
a) Different types of team in reference to BBC...........................................................................5
b) Tuckman model for the development of team.........................................................................6
TASK 4............................................................................................................................................8
a) Improvement in team performance and productivity..............................................................8
b) Main barriers to effective performance...................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisation behaviour is the field of study which examine the impact that groups,
individuals and structure have on behaviour within organisation. For improving the purpose of
organisation effectiveness BB studied three main determinates of behaviour within
ammonisation i.e. individual, group and structure. It is essential for organisation to keep healthy
relation with employees which will also enhance the productivity of their performance. Along
with this they have maintain sturdy relation with them so that manager a reduce the conflicts
which are arising among them (Adeniji, 2011). In this assignment, theory of Handy’s cultural
typology has been discussed in context of BBC company. Apart from that, different theories of
motivation are discussed which enable to organisation in improving the existing performance of
employees and encourage them towards to target main motive of entity. Furthermore, few
barriers are also explained in context of BBC which are facing by this company.
TASK 1
a) Handy Cultural typology
In organisation power and politics are having essential role which is also impacting upon
employee performance. As organisation culture of entity helps to manager how the business
function will be operated by them, what kind of strategies will be adopted through which they
can improve their existing performance. For evaluating all this, Handy’s Culture typology is
discussed because he linked the organisational cultural with organisation structure. This theory is
bifurcated into four parts i.e. role, task, person and power. Their descriptions are as below:
Task Culture – In this type of structure, teams are formed within organisation in order to
address the specific problems or issues. This task is considered as important so power is also
delegated according to the project or issue (Buelens and et. al., 2011). In BBC company, while
forming this team the specialisation or common interest of individual are considered so that they
can do more efforts to cope up with organisation objectives.
Role culture – In this, few roles and responsibilities are delegated to individuals in order
to get fruitful result from them. In BBC, responsibilities to individual are assigned on the basis of
their specialisation so that they can execute the task in effective manner. Also they are having
authority to give their work to subordinates in order to maintain effective relation with other
employees.
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Person culture – In entity, there are certain number of employees who feels that they are
more important than their entity. In this, individual is more concerned about the own needs and
requirements which has to be fulfilled in anyway. It entity will follow this structure, then they
suffered from loss or will give negative impact on their reputation.
Power culture – In this, few number of employees are having special power. In BBC
company, those who get the special privileges have to also take an effective decision for the
benefit of employees as well as entity (Chemolli and Gagné, 2014). Here, other employees who
get work from the higher authority have to strictly follow them.
However, in BBC company they are mainly focusing on the role and task culture.
Through this they can maintain positive relation with employees and retain them for a longer
period of time. Ultimately, it will assist to organisation to target their objectives as well as beat
their competitors.
b) How culture, power and politics is affecting the behaviour of individual
Organisation culture has to considered and behaviour of individual which are available at
workplace. Nowadays, an organisation goals and objectives is also affecting by individual beliefs
and values. A sense of disbelief is occurring at workplace when managers are taking decision for
their benefits. Culture is having huge impact on BBC growth and success. When decision is
taken by manager, then it is essential for them that employees involvement should be there. On
other side, when the power is delegated to someone, then work should be allocated to employees
in appropriate manner. The manager is having major responsibility that whatever decision which
are taking by them does not impact on the individual performance (Cadario, 2014). If any
employee is facing issues regarding anything, then it should be resolved on immediate basis.
Along with this, regular monitoring on the performance of employees should be done so that
they will not found any deficiency in executing the task.
Furthermore, politics at workplace is also having major impact on the organisation
performance. The motive behind playing politics at workplace is that to achieve their targets
within time period. Also to work with rules and regulation which are implemented by entity. In
BBC company politics is having both negative and positive impact on the performance of
employees. Higher authorities should eliminate the negative impact of politics from workplace
so that their existing performance can also improve by adopting new tools and techniques.
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TASK 2
a) Theories of motivation along with their process and content
Many experts stated that for the better growth and development of organisation, it is
extremely significant to understand the behaviour of workers towards the task. For achieving
this, employees can be encouraging or motivated in different manners. As it is responsibility of
managers that how they boost employees in attaining their pre-determined goals and objectives.
Motivation of employees are considered as intrinsic and extrinsic value. In BBC company,
managers are applying different theories of motivation i.e. Maslow Hierarchy and Herzberg
Motivation-Hygiene theory. There explanations are as below:
Maslow’s Hierarchy theory – Here five level of need are considered which has to be
fulfilled by organisation as well as employee themselves (Creed, 2011). These level include;
physiological, safety, esteem, society and self-actualisation. These stags are divided into two
parts i.e. growth and deficiency.
Physiological need – Here, requirements of individuals are considered as highly
important. If these needs are not satisfied, then they can do anything in their life. As it in loves
food, air and water. These are metabolic requirement which keeps the people alive.
Security and safety need – The needs and wants of individual are become little more
complex. Here, yearning about security and safety come which has to be fulfilled by the
organisation. For example, financial security, insurance against injury and many more comes
here.
Social need – These are concerned about the acceptance, belongings or love which has to
be given to employees at workplace. Here, employees expect from the organisation that they are
respecting their values and beliefs.
Esteem need – These are related with respect and appreciation. Here employees in BBC
company will feel confident if higher authorities are respecting them (Dartey-Baah and Amoako,
2011). Moreover, it will assist to organisation in attaining their goals and objective in effective
manner.
Self-actualisation need - It is at peak point where all the desires of employee are
considered here.
Herzberg’s Two-factor theory of motivation – This theory is introduced in respect of
maximising the job satisfaction of employees by increasing their roles and responsibilities in
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terms of promotion, achievement etc. This is considered as positive impact on the employee
performance. Apart from that hygiene factor which is concerned about the job factor and
sometimes this is considered as negative impact for long period of time. Some of variable which
are involved in that job security, pay, fringe benefit and many more.
Furthermore, Process of Motivation is also applied by the manager in BBC company in
order to boost the employees. As it will assist to organisation to operate their business function in
smooth manner and satisfy the customer need in appropriate way. This process of motivation is;
reinforcement, expectancy, equity and goals setting. In reinforcement theory, the behaviour of
employees is likely to be repeated at workplace (del Mar Alonso-Almeida and Rodríguez-Antón,
2011). But in case of expectancy theory, employee motivation level is depending upon the
rewards which they are imagining from the organisation. Another is equity theory; the perception
of employees is being compared with others who are working at same level or position. In last,
goal setting; some hypothesis goals are set by the entity in order to improve the existing
performance of employees.
b) Motivational technique will assist to entity in improving effectiveness of team
In BBC company managers are trying to motivate employees in different ways. So, for
this different theories are applying by them which will also support in creating positive relation
with employees. Herzberg’s two-factor theory, is used by organisation when many of workers or
staff are not satisfied with their job profile. Here higher authority is offering opportunity to
employees where they can improve their existing skills and capabilities. Two factor are there
which encouraging and demotivating the employees in several ways. As motivational factor is
considered as positive through which in BBC company employees get self-motivated.
Maslow’s hierarchy theory, this theory is applied when organisation think that there is
something lack in entity. Five level of need are there; but if basic need is satisfied by BBC
company, then it became easy for entity to retain them in organisation for a long period of time
(Ferris and et. al., 2013). For doing all these thing, higher authority need to also improve their
existing performance by adopting different tools and techniques.
Expectancy theory, it recognised that whatever efforts are doing by employees will
definitely result in fruitful outcome. Here managers are giving reward to workers and staff in
order to improve their existing performance and to motivate them.
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c) Improving level of motivation within BBC
Nowadays, managers are liable for analysing the level of motivation of employees so that
they can also determine the issue which are facing by them. the level of motivation of employees
can be improved in different manner which are enumerated as below:
Improved efficiency level of employees – Level of efficiency of employee are not only
reliable on their capabilities and skills. To increase their efficiency, manager need to focus on
their needs also and has to be fulfilled so that they will perform task in effective manner.
Increase in employee satisfaction – It is considered as important factor which has to be
satisfied by organisation on time–to-time. In BBC, if employee is satisfied with their job, roles
and responsibilities, then it will beneficial for organisation to attain growth and development.
Apart from that, some other factors are also there which has to be considered by
managers such as flexible working environment should be there among employees and team
members (Gegenfurtner, 2011). So, it will also aid in maintain the transparency the work which
are performing by employees.
TASK 3
a) Different types of team in reference to BBC
Team working is always vital for any organisation. It makes working easier and faster.
Team working creative positive environment which helps in open communication and delegation
of responsibility. It makes employees more familiar and thus, helps in accomplishment of
individual, teams and organisation.
Functional teams - Functional teams are responsible for smoother functioning of
organisation. Various functions are performed by professionals and thus, possibility of errors are
lesser. A typical functional team will have several subordinates and managers who are
continuously performing tasks. BBC also appoint experts for performing various functions such
as information gathering, interviewing expert, broadcasting expert, financial expert and
networking experts. These professionals always play a key role in BBC.
Problem solving teams – Problem solving is essential for any business organisation. A
group of professional assemble to resolve some issues arising at work. This team continuously
engaged in solving various issues relating to organisational environment and culture. Also
hindrance can be eliminated or reduced in due course of time (O'leary, Mortensen and Woolley,
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2011). Unfortunately, managers fail to recognise need of problem solving team and this highly
impact performance of business organisation.
Project and virtual teams – The project and virtual teams are teams responsible for
specific projects needs to be broadcast. Any issues arising in such projects are tackle by these
teams. BBC also have their virtual teams who are responsible for project issues.
Importance of team can be described by the following points-
Delegation of responsibility - A team has different team members. Tasks are assigned to
several team members. The responsibilities are shared among members. The responsibility helps
employees to grow and improve themselves.
Support each other – The biggest benefit of team working is that it helps in formation of
mutual understanding among team members. Coordination and cooperation will obviously help
in attainment of organisational goals.
b) Tuckman model for the development of team
To sustain in competitive market for a long period of time, it is crucial for organisation to
build an effective team. In BBC, managers are creating and making the team according to the
skills and capabilities of employees so that they can perform their task in efficient and effective
manner. Else there is little bit difference in the team and group is there. Team are created for the
specific purpose and groups are created for attempting any task with major roles and
responsibilities (Korzynski, 2013). While developing the team in BBC company, manager need
to apply the concept of Tuckman model for the development team at workplace. This considered
five stages which are briefly explained below.
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Figure 1: BRUCE TUCKMAN’S GROUP DEVELOPMENT MODEL
(Source: Team Roles, 2015)
Forming – In first stage, team are assembled and formed according to their capabilities
and skills. Proper guidance is giving to team members so that they can all the answer of their
issues.
Storming – In second phase, to perform the task team start to address them by evaluating
new and creative ideas. Along with this, they are also trying to identifying different strategies
through the task can be done in more efficient and effective manner.
Norming – Higher authorities are delegating some roles and responsibilities to
employees on which they have to work upon it (Team roles, 2015). Also, it allows them in
making their own process and strategies that the task will be executed by them.
Performing – In this phase, here team are making so many efforts and trying to eliminate
the conflicts with other members. Team members are having high degree of autonomy for the
achievement of their goals and objectives.
Adjourning – This is last stage, where team members are at high level and think that
they have performed the task in best manner and also get fruitful outcome from that. In BBC,
managers are giving reward to employee because they had performed the task in best manner.
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Furthermore, effectiveness of team development is significant because it is considered
key factor for the success of the entity. In BBC, it can be build and created by the higher
authorities while adopting different theories.
TASK 4
a) Improvement in team performance and productivity
Team performance and productivity plays a key role in making a team best among others.
The path goal theory of leadership considers impact of leaders and their behaviour on inducing
employees towards work, improving their productivity. Each leader’s behaviour defines
productivity of their workers. If leader has coordination with the employees then, workers can
give him feedback about their issues at work place. Thus, helps in problem solving and
attainment of goals. A leader does have participate, achievement focused, directive and support
type of behaviour. For the improvement of team performance, leader always make an effective
contribution
Participative leader- A participative leader work with the team goals. Leader take part in
team and set an example for the other members. Participative leader always consults with his
subordinates about performing job requirement. Workers also takes part in decision making and
give their positive responses in solving critical issues.
Achievement focused leader- Achievement focused leader always want high performance
work culture and regularly motivate employees to perform well. Such kind of leader always
looks for opportunities available and takes advantage of such those possible areas (Dionne and
et. at. 2015). Such leader set different goals of subordinates and challenge them to achieve target.
Directive leader – Directive leader give direction to workers. Such leader does not take
part in working with teams. Direction are given to subordinate’s ton perform well. Regular
monitoring is the work of leader.
Supportive leader – Supportive leader primary concern is to support subordinates in
performing different tasks assigned. They support workers in their psychological well-being.
Reducing work load and tension, bringing positives from employees are always plays a key role.
The different leadership aspects can be followed by a leader to improve team
performance and individual's productivity and efficiency.
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b) Main barriers to effective performance
An effective performance will always lead business towards its goals and objectives.
Small business firm rely more on their workers to achieve targets within predefined set of time.
While large organisation has different set of functions which is managed by professionals who
work and get best results. Team working always create positive environment and make
coordination among team members. However, barriers in the same will lead to failure of
business. Effective team work will definitely make work easier and faster. The barriers to
effective performance can be described as under-
Communication – Communication is the life blood of any organisation. Without
communication organisation cannot run (Suppiah and Singh Sandhu, 2011). BBC is also known
for their networking. Ineffective communication will lead to failure of business.
Unclear strategy – Unclear strategy is not acceptable in any case. Every employee should
know what they have to do and in what time frame. Unclear strategy create confusion among
employees. They will become ineffective. BBC is always clear in its strategy what they need to
follow. All functional teas need to be monitored time to time and guidelines to be issued which is
to be followed by every employee working in an organisation.
Ineffective senior team – senior team always has key role. Seniors regularly gives
directions to subordinates as how they can save their time and energy by concentrating lesser on
the minor issues.
Poor coordination – poor coordination among employees will create confusion among
employees. Individual hesitate to talk with each other and thus, will lead business towards failure
of business.
Ego – Any person possessing ego is not suitable for an organisation. It is something that
creative negative environment (Wigfield and Guthrie, 2013). Even manager should not possess
any ego, they continuously communicate their subordinates and help them grow.
CONCLUSION
It has been comprehended from above report that the performance of employees is
affected by many factors which need to be studied by organisation. to determine the nature of
employees, it is essential for BBC company to allocate the task according to their skills and
capabilities. Along with this different motivational theory are also applied by the firm in order to
improve the existing performance of employees. As, it will assist to organisation in targeting
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their goals and objectives within time period. Apart from that, Tuckman model is beneficial for
BBC company in developing the best team for accomplishing their targets.
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REFERENCES
Books and Journals
Adeniji, A. A., 2011. Organizational climate as a predictor of employee job satisfaction:
Evidence from Covenant University. Business intelligence journal. 4(1). pp.151-166.
Buelens, M. and et. al., 2011. Organisational behaviour. McGraw-Hill Higher Education.
Chemolli, E. and Gagné, M., 2014. Evidence against the continuum structure underlying
motivation measures derived from self-determination theory. Psychological
Assessment. 26(2). p.575.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in
turbulent context. International Journal of Innovation and Learning. 15(2). pp.115-129.
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Dartey-Baah, K. and Amoako, G. K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: A Ghanaian
Perspective. European Journal of Business and Management. 3(9). pp.1-8.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J. M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Dionne, S. D. and et. at. 2015. The role of leadership in shared mental model convergence and
team performance improvement: An agent-based computational model. The Leadership
Quarterly. 21(6). pp.1035-1049.
Ferris, D. L. and et. al., 2013. When is success not satisfying? Integrating regulatory focus and
approach/avoidance motivation theories to explain the relation between core self-
evaluation and job satisfaction. Journal of Applied Psychology. 98(2). p.342.
Gegenfurtner, A., 2011. Motivation and transfer in professional training: A meta-analysis of the
moderating effects of knowledge type, instruction, and assessment
conditions. Educational Research Review. 6(3). pp.153-168.
Korzynski, P., 2013. Employee motivation in new working environment. International journal of
academic research. 5(5).
Lukes, M. and Stephan, U., 2012. Nonprofit leaders and for-profit entrepreneurs: Similar people
with different motivation. Ceskoslovenska psychologie. 56(1). p.41.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and teams.
Academy of Management Review. 36(3). pp.461-478.
Reiss, S., 2012. Intrinsic and extrinsic motivation. Teaching of Psychology. 39(2). pp.152-156.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management. 15(3). pp.462-477.
Wigfield, A. and Guthrie, J. T., 2013. Motivation for reading: An overview. Motivation for
Reading: Individual, Home, Textual, and Classroom Perspectives: A Special Issue of
Educational Psychologist. 32(2). pp.57-58.
Online
Six Ways to Improve Work Performance and Motivation. 2017. [Online]. Available through:
<https://youearnedit.com/blog/six-ways-to-drive-employee-performance-and-
motivation/>. [Accessed on 9th November 2017].
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Team roles. 2015. [Online]. Available through:
<http://gw4.ac.uk/guidetoresearchcollaboration/further-reading/team-roles/>. [Accessed
on 9th November 2017].
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