Workplace Deviance: Causes & Effects Among Secretaries

This assignment investigates the reasons behind and consequences of deviant behaviors exhibited by secretaries within state university environments. It draws upon various organizational behavior theories to provide a comprehensive analysis of this phenomenon.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Earlier organisational culture followed within BBC by using Handy's cultural typology......1
b) Influence of power, culture and politics on behavior of BBC.................................................2
TASK 2............................................................................................................................................3
a) Content and process theories of motivation............................................................................3
b) Contribution of motivational techniques in increasing the effectiveness of team within BBC
.....................................................................................................................................................5
c) Contribution of improved level of motivation in attaining goals of BBC...............................6
a) Different types of teams and how they are important within BBC.........................................6
b) Methods utilized in making effective team in BBC................................................................7
TASK 4............................................................................................................................................8
a) Process of improving team performances and productivity....................................................8
b) Main barriers to effective performance within BBC...............................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organizational behavior can be simply defined as study of the way in which a person
interacts with another one in an enterprise having the motive of achieving some aims and targets.
Usually, it denotes the smooth way via which a venture is going to operate its business by
considering of micro as well as macro factors and its influences (Adeniji, A. A., 2011). In
addition to this, the working of firm is also impacted by culture, power and politics at greater
extent. Thus, it can be said that organizational behavior is the summary of both employees as
well as organization itself. The present report is based on the organizational behavior of BBC. In
this report, the effect of administrative culture, control and policies has been described in detail.
In addition to this, various theories of motivation such as process and content theories has also
been clarified so that the cited enterprise can adopt this and develop the motivational level in
their workers so that upgrade their whole performance.
TASK 1
a) Earlier organisational culture followed within BBC by using Handy's cultural typology
According to the Handy's model, the earlier culture followed by BBC is described below:
 Power culture: The power is provided to a small group of people or a single person
within the corporation. This culture is so advantageous as decisions are taken in very less
time due to the presence of power in few hands (Bissell and Dolan, 2012). In addition to
this discipline is also maintained here because workers present in lower level has to
follow the order of their supervisors. So, goals and objectives can be easily achieved by
adopting this tradition.
 Task culture: In this type of culture, groups or teams are formed in order to solve the
critical issues of venture. People work together for achieving a mutual goal and this is the
reason, work are performed with in given time frame efficiently.
 Person culture: Some of the firms follows person culture where employees feel
themselves as very important part of their company. Here venture takes a back seat and
ultimately suffers. People consider themselves superior than firms and only visit work
place of having the notion of earning money. They do not take their responsibility
seriously and this is the reason of facing losses by the corporation.
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 Role culture: This is the tradition where workers consist of some specific roles and
obligations as per their educational qualification, skills, expertness, talents, etc. In this
culture, personnel have the power to decide their roles that he or she can perform well
even by facing challenges (Braccini and Federici, 2013). Each and every employee are
responsible to his performance and should handle all the types of conflicts emerges at the
time of doing job.
Smith has done the investigation of BBC's culture and has observed so many serious fall
down in their organisational culture, its communication system and management. He stated that
BBC is not taking seriously even after listening the complaints of their workers. Furthermore,
they are also giving different pays or non-equivalent wages to their employees as they are doing
discrimination on the ground of gender. According to Handy's theory, such activities can only
occur in “persons culture “as here employers are not taking their duties seriously. Each and every
person is thinking about their profits and are considering themselves more superior than the
company. It can be said that BBC should follow “Task culture and Power culture” where power
is given in the hand of some workers so that discipline can be maintained and complainants of
personnel are taken seriously and should also be resolved by giving it more priority. BBC can
also engage themselves in forming team and doing their tasks by allocating to a particular team.
b) Influence of power, culture and politics on behavior of BBC
Culture is a collection of customs, principles, morals, rules and protocols which is followed by
society or team for achieving targets in specified time frame (Burrell and Morgan, 2017). Impact
of official culture on individual and team of BBC is described as follows:
 Behavior of each staff is prominently affected by regulation of management because
it shapes their working capability in diverse manner. For example, if a worker is
going to follow guidelines of enterprise in a given way then it spontaneously forced
them towards attaining spare income as well as protect an individual from any type
of punishment.
 Culture influence on performance of workforces by inspiring them toward their
private as well as professional aims without abusing any policy.
 Furthermore, it also polishes their endowment.
 Encourage them towards decency and politeness.
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Power and politics also plays an important role in BBC because all the decisions which is
made by leading bodies as well decision-making team impacts on employee’s performance and
its behaviors. The effect of corporation-al power and politics on BBC behavior are specified as
follows:
 Firm rules and instructions create equivalence among followers and diminishes
discrimination at workstation (Carlström and Ekman, 2012).
 Achievement of allotted tasks in a prearranged time frame without wasting time.
 Produce maximum revenue in a lowest time period by attaining objectives.
TASK 2
a) Content and process theories of motivation
Existence of motivation is very essential in each and every company as it increases the
enactment of workforces and in turn production as well as profitability of venture gets improved.
Thus, BBC should follow some motivational models in order to inspire their personnel for
attaining their aims and objectives. Content theory is one of the motivational scheme that
clarifies why human being needs some modifications with time. This is also famous as theories
of needs as it normally concentrates on the importance of explaining what motivates a person.
Maslow’s hierarchy of needs fall under the content theory which is described below:
 Psychological needs: This shows the elementary requirements of a person that is
nutrition or food, clothing and accommodation (Chirasha and Mahapa, 2012). Without
this, a human cannot survive. So, it should be provided by any venture.
 Safety needs: After meeting psychological necessities, a person desires security and
safety of themselves at working locations. For example, every worker desires to work at
safe and hazard free place so that they do not face any kind of problems.
 Social needs: Workers requires some social relations such as friends, family members,
love, etc. so that they maintain balance between their mind and emotion, and give
attention towards their daily work.
 Esteem: Employees wish to be respected and esteemed by their coworkers at working
place in order to feel decent or good and give their 100 % in reaching objectives.
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 Self-actualization: It is the top most level of hierarchy where by staffs become
successful in achieving all above requirements and desires.
Herzberg’s two factor theory: This model was given by Fredrick Herzberg. This perception
highlights between factors that offers satisfaction and pleasure to labours and aspects that
generates dissatisfaction in them (Creed, 2011). Herzberg said that job satisfaction is linked with
five factors that are listed below:
 Attainment
 Appreciation
 Work itself
 Obligation
 Development
On other hand, he explained that job dissatisfaction is interrelated to following factors:
 Administration
 Working conditions
 Interpersonal relationships
 Company rules and management
 Pays
Process theory attempts to describe how behaviour is strengthened, sustained, motivated
and stopped. Some of the process theories are defined below:
 Vroom’s expectancy theory: This concept accepts that behavior is the consequence that
comes from practical choices among opportunities whose aim is to rise pleasure and to
diminish discomfort. Vroom said that performance of workforces can be influenced by
individual’s factors like abilities, behavior, experience, skills, awareness, etc. He said that
willpower, performance and inspiration are allied with motivation of person. He used
variables like Instrumentality, Expectancy, and Valence regarding this (Norton, Zacher
and Ashkanasy, 2014). Expectancy can be simply denoted to enhanced effort that will
lead to amplified presentations. This is influenced by assets accessible, abilities, etc.
Instrumentality is the belief that if an individual performs well then a worthy result would
be attained. This is impacted by strong indulgent of the relationship between enactment
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and consequence. Valence can be described as the significance that someone places upon
the expected result.
 A theory of goal setting by Locke & Latham: According to this theory, persons who
have more challenging but attainable goals give better performance in relation to those
individuals who have less problematic objectives. Goals can either be directional or
accuracy goals. The former one are those aims where someone work towards reaching
that without knowing any specific steps and thus they are motivational. On the other
hand, accuracy goals are those which are accomplished by somebody by doing
appropriate planning. Goals can inspire persons towards reaching them based on the
degree to which they have experiment, criticism, clearness, obligation and task
complexity.
b) Contribution of motivational techniques in increasing the effectiveness of team within BBC
BBC can use some of the motivational techniques in order to inspire their workers for
giving their best so that they can attain aims and objectives. Some important motivational
techniques are mentioned below:
 Need satisfaction: BBC should attempt to full – fill all the requirements and need of
their personnel so that they give their 100 % in attaining aims and objectives of venture.
This aids in motivating workers as they are receiving everything desired by them.
 Job satisfaction: This is another factor that can impact on the performance of BBC. So,
the cited firm should allocate jobs to their workforce as per their wish or examining their
skills and talents (Odetunde, 2013). As a result, people enjoy while doing their job roles
and this lead a positive impact on the quality of goods and services provided to customers
by the company.
 Productivity: The level of inspiration goes higher and higher when employees receive
motivation like increment in their salary, additional holiday, etc.
 Learning: BBC should offer appropriate facilities of learning to their staffs by designing
a training and development activity for them. This also encourage personnel as they feel
special and think that they are important part of their organisation.
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c) Contribution of improved level of motivation in attaining goals of BBC
The contribution of better level of motivation while achieving targets of BBC are listed
below:
 Volunteering: When workers are not satisfied with their duties then they will not do
participation in extra curriculum activities as well performing additional works.
Ungratified staff members generally not offered to volunteer for the commissions who
create plan of activities like picnic in every year and also not helps in moving sector from
location to other. But when the firm provide improved motivating levels, then extra work
can be performed by workers.
 Job duties: If the cited enterprise provides increased level of motivation to their
personnel in context of their job roles, then they would give their best and in turn
production of the company increasing drastically (Kitchin, 2017).
 Customers service: Workers give efficient customer service their users when improved
motivational techniques are offered by BBC. As a result, more number of consumers get
attracted towards the services given by firm and also creates a positive relationship with
them.
 Work accomplishment on time: If all the workers get inspiration, they will surely
complete their project on the given time frame allocated by the company. This generates
a good image of cited venture in front of their clients.
TASK 3
a) Different types of teams and how they are important within BBC
There are several types of team members that work in the BBC for acquiring the goals.
Some of the important one are discussed below:
 Problem solving teams: These are special teams which are used by cited firm to solve
critical issues. Their presence is not permanent as they are eliminated after solving the
problems. They are very essential for BBC as they give solution of those problems which
are commonly not solved in normal circumstances.
 Functional team: They are so special team that perform especial functions within the
organisation. They generally play roles of team heads, record keeper, progress chaser and
document controller. They are present on permanent basis in the firm and do their job
regularly.
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 Project team: All of the members present in this group play different functions or duties.
But they work together for accomplishing the similar project. They normally work for a
fixed time period and are removed after completion of a project.
 Virtual team: These groups are firmed by suing the modern techniques and are given
very importance. They do not exist physically at work place but do the tasks online. For
completing their job, they do communication through social media tools like face book,
what's app, Gmail, etc. and access the project done by their group members via those
tools.
b) Methods utilized in making effective team in BBC
Tuckman had developed a theory where he defined various stages of creating a well-
organized team. The influences of its development stages on different team member’s
development are discussed below:
 Forming: This is the first phase where duties and accountabilities of team members are
not designated or openly explained (Lumley and et. al., 2011). So, team leader is playing
a dynamic role in this stage. Here workers act or do their work politely and confidently
and give more effort in knowing one another by working together on a shared or mutual
project.
 Storming: The is the second step and formed when conflictual state appears inside
members of team as persons work in by using different techniques and this dissimilar
style of functioning construct some unexpected problems and this causes feeling of
frustration among all of them.
 Norming: This is the third phase and happened when people steadily try to resolve their
variances. All person appreciates other employees for their decent work and also give
esteem to their team leaders (Bissell and Dolan, 2012). As team members are now aware
with each other, they can frequently ask for assistance from others and provide them
positive feedbacks for that.
 Performing: At this phase, group member become thoughtful or serious about their
mission and perform powerfully for achieving goals and purposes of association without
generating any kind of friction.
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 Adjourning: Most of the team would touch this final stage lastly as this is the last phase
where labors bind up their work (Wilkinson and et. al., 2014). For example, project is
assigned for a specific time frame and after accomplishment of that, team is vanished.
TASK 4
a) Process of improving team performances and productivity
Some of the perceptions and ideas are present that should be adopted by BBC. Path goal theory
of leadership is one of them. It climaxes the effects of behaviour of leaders on the job
gratification, success and inspiration of workforces. This theory delivers four leadership
behaviour which are clarified below:
 Achievement oriented behavior: This behavior of leadership focusses on promoting
good performances by building some objectives that would dare personnel. Goals of
assistants are framed for encouraging high level presentations and the job of front-runners
is to grow self-confidence level in teams so that they get enthused and obtain the goals
and intentions.
 Directive path-goal clarifying behavior: This type of behavior is having the intention of
diminishing job uncertainties or doubts. Here, controller keeps specific hopes from
personnel in terms of enactment of assignment (Salin and Hoel, 2011). The explanation
of working or roles of workers is done here for giving high degree of belief or faith
regarding rules, principles, strategies and events. Leaders make perfect job timetables and
organization of work so that misperception can be detached from the mind of team
associates. Team heads also provide them some prizes like increase in wages, etc. for
attaining any target.
 Supportive leader behavior: The main concern of this behavior is to provide mental
support to different workers so that they do not feel compelled all time. The main task of
team leaders is to decrease pressure and frustration from the thoughts and mind of
employees so that they can work easily and do their job of attaining goals.
 Participative leader behavior: This leader behavior consists of director consulting with
staff members in terms of preferences in job requirements. In this technique, allies
directly take part in procedure of decision making. This lead an optimistic effect on the
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institute as this provides a good sensation in labors as they also understand themselves as
an important part of company.
 Social capital theory: This is another idea of making social connections with personnel
within an association. Social capital resources consist of belief, network and customs of
venture demonstrating any team which meets steadily for a common purpose (Lumley
and et. al., 2011). One rule is belief in equivalence of citizens that encourages formation
of cross cutting groups. Thus, it can be determined that this theory emphasis on
achievement of task by producing mutual understanding and a social network where
persons help one another in doing their job.
b) Main barriers to effective performance within BBC
Some of the existing barriers to effective behaviors in BBC are described below:
 Lack of communication between superior and lower level staffs: There is a big gap
observed in junior and upper levels of workforces in cited firm which harmfully disturbs
the performance of BBC. Decisions are made by managers without consulting staffs due
to this conflictual situation rises in corporation that in turn hinders working ability of
their employees (Kitchin, 2017)
 Negligence of issues faced by workers: Employees are not pleased by their work as well
as functioning hours and they had protested for this several times. But no action is taken
by the administration of association to the wellness of personnel.
 Lack of motivation: There is no motivation atmosphere in organization and that is why
they are roaming to other enterprises. So, Human resource department and management
should think and enforce some motivational actions like incentives programs, increase in
wages, etc. in order to inspire staffs towards their responsibilities.
CONCLUSION
From the above based report, it has been determined that maintenance of organizational
behaviour is very essential in every organization as it effects significantly on the performance
of workers as well as overall venture. So, BBC should also continue maintaining a positive
relation with their workforces. Otherwise it negatively impacts on their production as
personnel will not contribute in attaining their goals and purposes. Therefore, supervisor
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should implement some motivational programs in order to encourage their teams so that they
can give their best while accomplishing organizational targets and objectives.
REFERENCES
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