Content and Process Theories of Work Motivation - Doc

Organisational Behaviour

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
P1 Impact organisational culture, power and politics on individuals and team behaviour and
performance............................................................................................................................1
M1 ..........................................................................................................................................5
TASK 2............................................................................................................................................5
P2 Content and process theories of motivation and motivational techniques .......................5
M2 Critically evaluation ways to influence the behaviours of others through these theories.7
TASK 3............................................................................................................................................8
P3 Things that makes effective team as opposed to ineffective team....................................8
M2 Analysis of team and group development theories to support the development of dynamic
corporation. ............................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is the study of an individual's behaviour in business settings,
interface between individual's behaviour and the enterprise itself. Individuals in an organisation
behave differently when they acting separately from their business enterprise. One of the main
objectives of organisational behaviour is revitalization of organisational theory and building a
better conceptualization of corporate culture (Pinder, 2014). Present report is based on analysis
of Intercontinental Hotel group (IHG), which is a British multinational Hospitality company
regulating its business across various countries. Corporate culture within Hotel is recognised to
understand the flow of authorities and responsibilities between staff at workplace. IHG has major
growth and recognition in hospitality industry of UK and other countries by promoting
appropriate culture within enterprise.
Study aims to determine the ways through which culture, politics and power influence
individual’s and team behaviour as well as performance in Hotel Group. Further, different
content and process theories of motivation have been analysed to determine their support in
accomplishment of organisational goals. At last, different aspects have been discussed that
makes an effective team as opposed to an ineffective team within enterprise.
TASK 1
P1 Impact organisational culture, power and politics on individuals and team behaviour and
performance
Various kinds of cultures have been followed by individual and organisation to regulate
their business operations by creating a specific relationship with workforce. According to
Handy's cultural typology, there are usually four kinds of organisational culture, which can be
utilized by organisation for smooth regulation of business operations and accomplishment of
organisation objectives (Robbins and Judge, 2012).
Workplace politics is analysed as the process and behaviour of human interactions that
involves authority and power. Culture within enterprise can be stated as system of shared values,
beliefs and assumptions, which usually governs the behaviour of people. Moreover, various
kinds of culture can be adopted by IHG Intercontinental Hotel Group PLC such as:

 Power culture: It implies to the organizational culture in which authority to make
decision and formulation of strategies have been transferred to those who have potential
and ability to perform these tasks. This culture will be effective in an organisation where
employees are not competent to make strategies and provide support in decision for
achievement of organisational objectives (Miner, 2015).
In IHG Hotel group, power culture can also be adopted as it aids the manager in taking
appropriate strategic decisions for smooth regulations of business. Google and BBC
have also adopted power culture which provided them support in achievement of growth
in market. Individuals at lower level in management within IHG Hotel Group must be
provided specific responsibilities so that will achieve a sense of belongingness towards
enterprise.
 Role culture: Organisation's having this kind of culture provides more focus on rules and
standard of business. In this, specific set of roles and responsibilities have been provided
to every individual within a team, which needs to be performed by them. Power in role
culture is stated by individual's position in the organisational structure (Wagner III and
Hollenbeck, 2014).
In IHG, this can be effective to raise motivation of individual and team members
as they will get appropriate roles and responsibilities according to their competencies.
However, A consequence is that decision making within role culture can often be
painfully slow and organisation will less likely to take risks.
 Task Culture: Specific task and activities are delegated to individual's or team members
in organisation who adopted this culture for identification of employee's capabilities at
workplace. These tasks are required to performed within specific time duration for
achievement of goals and objectives. HBSC bank is a major example that follows task
culture as employees at different levels in Hierarchy have been provided specific tasks to
achieve objectives of organisation (Greenberg, 2014). Further, team of 2 to 4 employees
have been formulated with abilities to perform tasks and achieving set standards
effectively. In IHG Hotel Group, Division of team usually rely upon the capabilities and
skills possessed by team members so that goals can be achieved appropriately. Personal culture: Every personnel within enterprise posses own capabilities which
helps them in accomplishment of their roles and responsibilities at workplace. In
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organization having personal culture, individuals usually consider themselves as unique
and superiors to the business enterprise (Moore and et.al., 2012). Impact of adopting this
culture can be both positive and negative as employee believe themselves to be superior
from company and may provide focus on accomplishment of personal objectives rather
than organisational goals.
Power at IHG Hotel
Power and politics usually plays important role in business, from governing the ways
through which decisions are made to how employees interact with each other. Power is analysed
as authorities associated with formulation of strategies, implementation of plans and taking
decisions for regulation of business. Organisational power and politics involves resources,
people, time, funds and authorities (DuBrin, 2013). Power has been established within business
enterprise through social responsibilities, organisational culture, behaviour and the management
terms. Delegation of power to employees or team members provides influence on their
behaviours as they will get motivation from supervisor and managers at workplace.
In IHG Intercontinental Hotel group, employees have appropriate power and resources to
perform their specific roles and responsibilities. This will influence their behaviour positively
and helps in improving their performance at workplace. Further, there are various kinds of power
which can be achieved by employees in IHG such as: Reward Power: It implies authority to provide rewards and recognition to other people.
Leaders and manager in IHG Hotel must contain this special power in comparison with
other people because they provide values and rewards to their employees. However, this
will provide motivation to them and creates positive behaviours team members at
workplace (Greenberg, 2013). Coercive power: It implies to the ability to inflict punishment which is termed as
influencing other to perform task against his desire. In this enterprise, this kind of power
is usually posses by dictators, financial investors, experts and top level management
(Bolino, Klotz, Turnley and Harvey, 2013). This power usually provide both positive
and negative influence on employee's performance at workplace as they will consider
them as superiors to the organisation. Also affects team members and decreases their
morale or motivation towards their job.
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 Legitimate power: It is considered as formal rank or role which implies to resources,
technical skills, understanding and assess to others. It usually comes from the coercive
power and higher authorities. Managers are major example of legitimate power as they
hold over subordinates (Carpenter, Berry and Houston, 2014). In IHG Hotels group,
Legitimated has been possessed by managers in the organisation to promote various
important skills and competencies at workplace. This aids manager to make influence on
team members and also provide influence on their behaviours at workplace.
 Expert power: It implies to the power of superior knowledge and skills which is useful
for business towards achievement of objectives and resolving work based on issues.
Delegation of expert to employee at IHG Intercontinental Hotel will also affect their
behaviours towards management.
However, it can be different kinds of power which is provided by organisation provide
both positive and negative influence on their behaviour and performance at workplace.
Politics at IHG Hotel
It is concerned with the culture within business enterprise, personal structure as well as
managerial position along with the essential personal values. Organisational politics usually
involves an individual who posses work in his hand of a leader to get team members who
accomplish its work in appropriate manner and also considered as desire of that individual who
posses authority (Chance, 2013). In IHG Intercontinental Hotel, Staff or group members who
learn to navigate politics of business enterprise and more productive rather than other employees.
By developing appropriate as well as clear policies and flow of authorities, organisation can
make it easier for employees to identify solution they require and spending more time on
performing quality work. It provides positive influence on behaviour of employees at workplace.
However. Organisation that have created climate of negativity and unethical behaviour can also
affect the performance and motivation of employees at workplace.
However, it can be effective for IHG Hotel Group to implement power culture at
workplace as it helps them in making correct and strategic decision. It helps in achievement of
objectives by increasing employee morale and motivation at workplace (Nahavandi and et.al.,
2013). All power must transferred to employee on the basis of competencies of handling and
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experience of using power for taking correct decision. Positive organisation politics should be
raised by organization to increase employees competencies and collaborations between team
members at workplace.
M1
Different cultures adopted by organisations have both positive and negative influence on
business operations that may affects their individual at workplace. Adaptation of democratic
culture will embrace motivation of individual which helps in increasing their responsibilities at
IHG Hotel. Further, equal distribution of power to team members or individual will also affect
their strengths and provide them motivation to perform duties and responsibilities at workplace
(Nelson and Quick, 2013). Appropriate delegation of power enable manager to correct and
strategic decision for increasing contribution of employees towards achievement of organisation
goal. However, positive organisational politics influence individual or team members in IHG
Hotel groups towards accomplish roles and responsibilities appropriate in order to accomplish
organisational goals.
TASK 2
P2 Content and process theories of motivation and motivational techniques
Motivation has been analysed as most essential components which enables individuals or
team to perform their roles and responsibilities in appropriate manner. In present scenario,
increase in employees is also essential for organisation to attain roles and responsibilities at
workplace. In this case, issues have been resolved through the issues with the employees and
accomplishment of goals. IHG group can also require providing motivation to its employees.
These are important theories have been required in organisation to increase performance level of
employees (Altman, Valenzi and Hodgetts, 2013). There are some strategies applied by
organisation so that they will be able to increase motivation level of individual at workplace.
Below given are some process and content theories of motivation which can be applied by IHG
intercontinental Hotel to improve efficiency and motivation of their employees at workplace.
Content theories: It is analysed as need theory because it is identified as the important and
earliest theories related with the concept of motivation. It usually outlines the reason for
motivating some individuals which implies that it determines requirement and desire significant
for motivating employees at workplace.
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Maslow's hierarchy of needs
It is most important part of content theory which has determined that organisation can
increase motivation of employees through fulfilment of their basic requirements at workplace.
These specific needs are to be fulfilled by management of hospitality organisation to raise
employee efficiency and behaviour at workplace. Further, it involves five levels of needs that
starts from lower level and organisation should focus on satisfying each level in ascending
order. These specific needs are physiological needs, safety and security, love and belonging,
self esteem and self-actualization etc (Borkowski, 2015). It has been identified that rate of
employees turnover in organisation in very high at IHG Hotel. For reducing turnover, manager
must fulfil physiological needs to employees at workplace. It is essential for cited firm to make
use of Maslow's hierarchy of requirement so that they will be able to cover all important areas
with the help of which worker within enterprise can be motivated. Usually employees at different
level in management have different needs and if organisation fulfil those needs then will
increase motivation of employees at workplace.
Further, there are some specific roles and responsibilities that needs to be performed by
each of employees in organisation. Employees with low motivation will not perform their
responsibilities in appropriate manner which affects business popularity and brand image in
market which tends to raise employees recognition at workplace. It is essential for business to
ensure that reasonable demands of employees must be fulfilled at workplace to attain high
recognition at workplace.
Process theory: These theories are utilized for outlining employees behavioural patterns for
analysing their needs which can be fulfilled for achievement of needs and expectation. IHG
Hotel group also needs to consider this theory to identify specific needs and expectancy of
individual or team members which motivates them at workplace.
Vroom's expectancy theory
This motivation theory is based on assumption that behaviour usually results from the
conscious choices among alternatives which aims at maximizing the pleasure and reducing pain.
This theory provides understanding that employee's performance is based on individuals factors
such as personality, skills, knowledge, experience and abilities (Podsakoff and House, 2013). It
also uses the variables such as expectancy, instrumentality and Valence. This theory helps in
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improving employees motivation through accomplishment of employee's expectation at
workplace.
In this theory, company assumes that they will attain success by increase efficiency to perform
roles and responsibilities at workplace. It implies that IHG hotel groups can provide motivation
to their employees through increasing their efficiency at workplace (Vroom expectancy
motivation theory, 2017).
From the above analysis, it can be said that content theories provides focus on increasing
employee's motivation through accomplishment of their specific at different level in
organisation. Process theories provide focus on expectation of employees that must be
accomplished by IHG group through development of strategies at workplace (Huczynski,
Buchanan and Huczynski, 2013).
M2 Critically evaluation ways to influence the behaviours of others through these theories.
As per study, behaviour is integral part of employees which gets affects positively in
organisation when company aims or fulfil basic needs desires of individuals. These
requirements are physiological needs, social, safety and security, love and recognition, self
esteem and self-actualization. If management fulfil these requirements of employees, then they
will be able to improve their performance and participation towards accomplishment of
organisational objectives (James and Williams, 2013). Mashlow's theory of motivation provides
clear understanding that managers tends to attain recognition of employees at workplace. High
employee motivation tends to attain business objectives at workplace. It also enables manager to
attain responsibilities at workplace.
Significance of soft skills for managers and team
It is analysed as the character, skills and attributes which enable employees to
appropriate perform their roles and development of positive relationship at workplace. It is
important for managers that they must posses an appropriate amount of skills and competencies
such as team work, appropriate communication and techniques for problem solving etc. With
appropriate communication, management of IHG Hotel can resolve workplace conflicts between
managers and staff (Miao and et.al, 2013). It is also important for managers to use soft skills
while delegation of roles and responsibilities and performing task of strategic decision making
within enterprise. IHG Hotel group needs to organise training for their employees at top level
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management with an aim to generate soft skills who are at managerial posts and for those who
have desire to reach at the managerial posts.
TASK 3
P3 Things that makes effective team as opposed to ineffective team.
As per the give scenario, there are various essential roles and responsibilities which are required
to accomplished within specific time duration. Teams are developed by managers within
enterprise to complete roles and responsibilities within stipulated timed duration which helps in
accomplishment of roles and responsibilities (Baldwin, Bommer and Rubin, 2012). High
employee potential tends to raise efficiency of team to attain roles and responsibilities at
workplace. In IHG group, there are various teams have been made by managers in different
departments to achieve roles and responsibilities at workplace. There are some essential things
that differentiate effective team with other ineffective team within enterprise such as: Clear direction: It is considered as most important quality which has a clear vision
towards the work that needs to be performed by team members in group tasks. Leaders in
effective should always provide positive and appropriate information to team members
related to organisation strategies and plans that needs to be followed by them for
regulation of business and sustaining high position in market (Kulik and Olekalns, 2012).
In IHG Hotel, clear direction of team members will always make effective as opposed to
ineffective team. Qualified and potential team: Teams within enterprise are considered as effective when
they posses specific skills, knowledge and abilities which are required to perform to roles
and responsibilities assigned to them. Potential and skilled employees helps organisation
by increasing their performance continuously and resolving issues such as effective
utilization of resources, reduction of cost, appropriate management of tasks and reducing
influence of competitors in market. In Hospitality industry, it is essential for hotel to hire
qualified employees which helps them in providing efficient and appropriate customer
service. However, training can also be provided by managers to employees in IHG hotel
for increasing their competencies at workplace. Whereas an ineffective team does not
contain qualified employees which affects their performance within enterprise. Interpersonal relationship: It is an essential aspect which clearly determined that team
within IHG Hotel Group consist of diversified employees which have different
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background. It is essential that team members in enterprise should have positive
interrelationship with each other which helps them in achievement of roles and
responsibilities at workplace. Leaders in team should provide focus on development of
coordination and cooperation between diversified team members so that task can be
accomplished effectively along with achievement of objectives. Interpersonal
relationship between team members is an essential factors that makes an effective as
opposed to an ineffective team within enterprise.
 Specified power and authorities: In an effective team, authorities and responsibilities of
members must be specified by leaders which helps in achievement of specific
organisation objectives. Specific results will be achieved by members through
accomplishment of roles and responsibilities at workplace. However, member in an
ineffective team does not have information about the power within team which creates
dissatisfaction and conflicts between employees and team leaders.
M2 Analysis of team and group development theories to support the development of dynamic
corporation.
Tuckman and Jensen Model or theory of team development have been analysed to
determined the ways through which effective teams are formulated within enterprise. This theory
is mainly focused on different ways in which effective team manages their task from initial
formation to the completion of activities. It particularly determines that members within a team
should develop appropriate relationship and leaders is requires changing the style of leadership
(DuBrin, 2013). In this context, teams within an organisation can be developed by following
these stages such as;
Forming: At this, people which belong to different culture, backgrounds and education are
selected for development of team. This stage also considered as development stage because team
members in IHG will share their opinions and idea about task they needs to perform at
workplace.
Storming: It implies to stage in which the different ideas and concepts of team members are
merged together for completion task (Chance, 2013). At this stage, there are always some
chances of conflicts between team members. Leader in team should try to resolve these conflicts
bye generating some ideas for completion of tasks effectively.
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Norming: At this stage, when all the team mates have already been involved in the conflicts,
they reach to a common strategy for which everyone agrees (Nelson and Quick, 2013).
Members must follow the ideas and opinions of leaders for completion of their roles and
responsibilities at workplace. Roles and responsibilities are assigned by leader to its team
members so that they will apply strategies on which they are agreed and should coordinate with
each other to achieve specific results.
Performing: Stage of completion that implies to situation in which team members implement
the action plan which they have formulated after deciding common strategy. Further, they will
start to accomplish tasks for achievement set standards and objectives.
Adjourning: It is stage revival stage on which team occurs when they achieve success in their
task after application of appropriate strategy (Borkowski, 2015). If they have not achieved
success then they will start again with the forming stage.
From the above analysis, it can be said that team can be developed by management in Hotel by
following this model as it helps them development of coordination between diversified team
members and achievement of success.
CONCLUSION
From the above report, it is clear that there is requirement of positive relationship
between employees and management as it helps in achievement of organisational objectives.
IHG intercontinental Hotel Groups helps can adopted power culture as it provides support to
manager in development of strategic directions for employees at workplace. Organisational
Politics is analysed as the process and behaviour of human interactions that involves authority
and power. Culture within enterprise can be stated as system of shared values, beliefs and
assumptions, which usually governs the behaviour of people. Teams are developed by managers
within enterprise to complete roles and responsibilities within stipulated timed duration which
helps in accomplishment of roles and responsibilities. High employee potential tends to raise
efficiency of team to attain roles and responsibilities at workplace.
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Online
Vroom expectancy motivation theory, 2017. [Online]. Available
through:<https://www.yourcoach.be/en/employee-motivation-theories/vroom-
expectancy-motivation-theory.php>
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