Organisational Behaviour: A Case Study of BBC
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This study explores the influence of culture, politics, and power on employee behaviour within the BBC. It delves into various motivational theories, team dynamics, and leadership styles, analyzing their impact on team effectiveness and individual performance. The study also examines barriers to effective performance and how path-goal theory can be applied to inform and influence employee behaviour in positive and negative ways.
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Table of Contents
INTRODUCTION........................................................................................................................... 5
TASK 1............................................................................................................................................ 6
P1: ANALYSIS OF THE INFLUENCE OF CULTURE, POLITICS AND POWER ON THE
BEHAVIOUR OF EMPLOYEES IN BBC..................................................................................... 6
INFLUENCE OF POWER, CULTURE, AND POLITICS ON THE BEHAVIOUR WITHIN
BBC................................................................................................................................................. 9
M1: CRITICAL ANALYSIS OF THE INFLUENCE OF THE CULTURE, POLITICS AND
POWER OF ON THE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE IN
BBC............................................................................................................................................... 12
TASK 2.......................................................................................................................................... 13
P2: INFLUENCE OF CONTENT AND PROCESS THEORIES OF MOTIVATION TO BRING
IMPROVEMENT IN THE EFFECTIVENESS IN THE TEAMS WITHIN THE BBC..............13
M2: CRITICALLY EVALUATION OF THE INFLUENCE OF THE BEHAVIOUR OF
OTHERS THROUGH THE EFFECTIVE APPLICATION OF BEHAVIOURAL
MOTIVATIONAL THEORIES, CONCEPTS AND MODELS...................................................16
TASK 3.......................................................................................................................................... 18
P3: IDENTIFICATION OF TEAM AND ITS TYPES AND ITS IMPORTNACE WITHIN BBC
....................................................................................................................................................... 18
APPLYING GROUP DEVELOPMENT THEORIES TO FIND EFFECTIVE TEAMS IN BBC
....................................................................................................................................................... 20
M3: ANALYSE GROUP DEVELOPMENT THEORY TO SUPPORT THE DEVELOPMENT
OF DYNAMIC COOPERATION IN BBC...................................................................................22
TASK 4.......................................................................................................................................... 24
P4: APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN ORGANISATIONAL
CONTEXT AND A GIVEN BUSINESS SITUATION...............................................................24
MAIN BARRIERS TO EFFECTIVE PERFORMANCE WITHIN BBC....................................26
1
INTRODUCTION........................................................................................................................... 5
TASK 1............................................................................................................................................ 6
P1: ANALYSIS OF THE INFLUENCE OF CULTURE, POLITICS AND POWER ON THE
BEHAVIOUR OF EMPLOYEES IN BBC..................................................................................... 6
INFLUENCE OF POWER, CULTURE, AND POLITICS ON THE BEHAVIOUR WITHIN
BBC................................................................................................................................................. 9
M1: CRITICAL ANALYSIS OF THE INFLUENCE OF THE CULTURE, POLITICS AND
POWER OF ON THE INDIVIDUAL AND TEAM BEHAVIOUR AND PERFORMANCE IN
BBC............................................................................................................................................... 12
TASK 2.......................................................................................................................................... 13
P2: INFLUENCE OF CONTENT AND PROCESS THEORIES OF MOTIVATION TO BRING
IMPROVEMENT IN THE EFFECTIVENESS IN THE TEAMS WITHIN THE BBC..............13
M2: CRITICALLY EVALUATION OF THE INFLUENCE OF THE BEHAVIOUR OF
OTHERS THROUGH THE EFFECTIVE APPLICATION OF BEHAVIOURAL
MOTIVATIONAL THEORIES, CONCEPTS AND MODELS...................................................16
TASK 3.......................................................................................................................................... 18
P3: IDENTIFICATION OF TEAM AND ITS TYPES AND ITS IMPORTNACE WITHIN BBC
....................................................................................................................................................... 18
APPLYING GROUP DEVELOPMENT THEORIES TO FIND EFFECTIVE TEAMS IN BBC
....................................................................................................................................................... 20
M3: ANALYSE GROUP DEVELOPMENT THEORY TO SUPPORT THE DEVELOPMENT
OF DYNAMIC COOPERATION IN BBC...................................................................................22
TASK 4.......................................................................................................................................... 24
P4: APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN ORGANISATIONAL
CONTEXT AND A GIVEN BUSINESS SITUATION...............................................................24
MAIN BARRIERS TO EFFECTIVE PERFORMANCE WITHIN BBC....................................26
1
M4: INFORMING AND INFLUENCING EMPLOYEES BEHAVIOUR IN POSITIVE AND
NEGATIVE WAYS THROUGH PATH-GOAL THEORY.........................................................27
CONCLUSION..............................................................................................................................28
REFERENCES.............................................................................................................................. 29
2
NEGATIVE WAYS THROUGH PATH-GOAL THEORY.........................................................27
CONCLUSION..............................................................................................................................28
REFERENCES.............................................................................................................................. 29
2
List of Tables
Table 1: Task v/s Relationship Leadership....................................................................................16
Table 2: Positive and Negative Aspect of Path-Goal Theory........................................................26
3
Table 1: Task v/s Relationship Leadership....................................................................................16
Table 2: Positive and Negative Aspect of Path-Goal Theory........................................................26
3
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List of Figures
Figure 1: Charles Handy's Theory................................................................................................... 7
Figure 2: Hofstede Dimension of Cultural Theory..........................................................................9
Figure 3: French and Ravens 5 Power Theory..............................................................................11
Figure 4: Maslow Hierarchy Theory............................................................................................. 13
Figure 6: Aldefer ERG Theory...................................................................................................... 14
Figure 7: Emotional Intelligence...................................................................................................16
Figure 8: Tuckman Team Development Theory...........................................................................20
Figure 9: Belbin Team Role Theory.............................................................................................. 22
Figure 10: Path-Goal Theory......................................................................................................... 24
4
Figure 1: Charles Handy's Theory................................................................................................... 7
Figure 2: Hofstede Dimension of Cultural Theory..........................................................................9
Figure 3: French and Ravens 5 Power Theory..............................................................................11
Figure 4: Maslow Hierarchy Theory............................................................................................. 13
Figure 6: Aldefer ERG Theory...................................................................................................... 14
Figure 7: Emotional Intelligence...................................................................................................16
Figure 8: Tuckman Team Development Theory...........................................................................20
Figure 9: Belbin Team Role Theory.............................................................................................. 22
Figure 10: Path-Goal Theory......................................................................................................... 24
4
INTRODUCTION
Organisational Behaviour (OB) could be defined as the study of the behaviour of humans in the
organizational setting, especially in the organisational roles. Furthermore, it is also concerned
with the predicting, understanding and influencing the behaviour of an individual within an
organisation (Kitchin, 2017). The given study is based on OB and aims to describe the influence
of the politics, culture and the power within an organization and the behaviours of the people. In
addition to this, the unit will also help to understand different teams, team dynamics and
different aspects involved in the business. To analyse it effectively, a case study of British
Broadcasting Corporation (BBC) has been taken into consideration so as to effectively
understand organizational behaviour with the help of different theories and concepts.
5
Organisational Behaviour (OB) could be defined as the study of the behaviour of humans in the
organizational setting, especially in the organisational roles. Furthermore, it is also concerned
with the predicting, understanding and influencing the behaviour of an individual within an
organisation (Kitchin, 2017). The given study is based on OB and aims to describe the influence
of the politics, culture and the power within an organization and the behaviours of the people. In
addition to this, the unit will also help to understand different teams, team dynamics and
different aspects involved in the business. To analyse it effectively, a case study of British
Broadcasting Corporation (BBC) has been taken into consideration so as to effectively
understand organizational behaviour with the help of different theories and concepts.
5
TASK 1
P1: ANALYSIS OF THE INFLUENCE OF CULTURE, POLITICS
AND POWER ON THE BEHAVIOUR OF EMPLOYEES IN BBC
Organisational culture consists of the beliefs, behaviours and values. There are different factors
such as tools that employees need to perform their functions, working areas and other task and
responsibilities which are supervised with assigned works and behavioural effect with the
employee behaviour. In order to evaluate this, the impact of culture, politics and power would be
the employee's behaviour on BBC would be evaluated to a certain extent.
Influence of Culture
Classification of Culture
Organizational culture could be defined as different types of values, attitudes and behaviours
followed within an organisation. In the companies like the BBC, it helps in maintaining a healthy
culture for better working of the employees in the environment of the given organisation. There
are different types of influences of the organizational culture on the team of BBC which could be
analysed using Charles Handy's theory so as to explain the behaviour of an individual employee
in an effective way.
It consists of four theories which have a strong impact on the thinking of the management of
BBC. By the utilisation of the Charles Handy's theory an effective organizational culture,
development and leadership are maintained in the BBC (Harper, 2018).
6
P1: ANALYSIS OF THE INFLUENCE OF CULTURE, POLITICS
AND POWER ON THE BEHAVIOUR OF EMPLOYEES IN BBC
Organisational culture consists of the beliefs, behaviours and values. There are different factors
such as tools that employees need to perform their functions, working areas and other task and
responsibilities which are supervised with assigned works and behavioural effect with the
employee behaviour. In order to evaluate this, the impact of culture, politics and power would be
the employee's behaviour on BBC would be evaluated to a certain extent.
Influence of Culture
Classification of Culture
Organizational culture could be defined as different types of values, attitudes and behaviours
followed within an organisation. In the companies like the BBC, it helps in maintaining a healthy
culture for better working of the employees in the environment of the given organisation. There
are different types of influences of the organizational culture on the team of BBC which could be
analysed using Charles Handy's theory so as to explain the behaviour of an individual employee
in an effective way.
It consists of four theories which have a strong impact on the thinking of the management of
BBC. By the utilisation of the Charles Handy's theory an effective organizational culture,
development and leadership are maintained in the BBC (Harper, 2018).
6
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Figure 1: Charles Handy's Theory
Source: [Schroeder, 2018]
Power Culture
In this type of culture, the real power to manage the employee is in the hands of some leaders
which guides others and have a full control over them. It is a strong decision culture and is
adopted by the BBC to maintain a healthy environment. It helps in the generation of positive
power in the office so that the employees would be motivated and provides their valuable
feedbacks for effective decision making. However, its flip side is that it results in disrespect of
the employees in the BBC (Schroeder, 2018).
Role Culture
This type of culture is used where an individual employee holds a special significance and play
different roles in the organisation. BBC effectively implements the role of culture in the
organization to designate certain roles to their employees so as to have a positive influence on its
growth (Newbert and Craig, 2017).
Person Culture
Different individuals are currently working in the BBC which has different skills and
characteristics yet all work together to achieve the main objectives of an organisation. By doing
this, they would be able to enhance their career growth and help them to reach a higher position
to BBC (do Carmo Silva and Gomes, 2015).
7
Source: [Schroeder, 2018]
Power Culture
In this type of culture, the real power to manage the employee is in the hands of some leaders
which guides others and have a full control over them. It is a strong decision culture and is
adopted by the BBC to maintain a healthy environment. It helps in the generation of positive
power in the office so that the employees would be motivated and provides their valuable
feedbacks for effective decision making. However, its flip side is that it results in disrespect of
the employees in the BBC (Schroeder, 2018).
Role Culture
This type of culture is used where an individual employee holds a special significance and play
different roles in the organisation. BBC effectively implements the role of culture in the
organization to designate certain roles to their employees so as to have a positive influence on its
growth (Newbert and Craig, 2017).
Person Culture
Different individuals are currently working in the BBC which has different skills and
characteristics yet all work together to achieve the main objectives of an organisation. By doing
this, they would be able to enhance their career growth and help them to reach a higher position
to BBC (do Carmo Silva and Gomes, 2015).
7
Task Culture
The task culture is used by those organizations that are a search for some specific solutions
which occurs during the implementation of the project within the working environment. A proper
team would be required by BBC to achieve their objectives so as to attain their common goals
(Gordon, et al. 2016).
8
The task culture is used by those organizations that are a search for some specific solutions
which occurs during the implementation of the project within the working environment. A proper
team would be required by BBC to achieve their objectives so as to attain their common goals
(Gordon, et al. 2016).
8
INFLUENCE OF POWER, CULTURE, AND POLITICS ON THE
BEHAVIOUR WITHIN BBC
Hofstede’s dimensions of culture theory and application
Figure 2: Hofstede Dimension of Cultural Theory
Source: [Mazanec, et. al. 2015]
This theory describes the effect of the culture of the society on the employees of a company and
relates these values to their behaviour in the given organisation (Tekeş, et al. 2018). There are six
dimensions of the Hofstede’s that impacts the behaviour of the people with different culture
along with the manners in which the individuals potentially behave in the BBC.
Power Distance
The extent that the BBC employees accept the power inequality in the workforce (Beugelsdijk, et
al. 2015)
Uncertainty Avoidance
The extent of the employees of BBC that are not at ease in relation to the uncertainty
Collectivism (Individualism)
It includes a major question that the BBC employees like to work in close knitted network or
likes to be left alone (Callahan, 2018).
9
BEHAVIOUR WITHIN BBC
Hofstede’s dimensions of culture theory and application
Figure 2: Hofstede Dimension of Cultural Theory
Source: [Mazanec, et. al. 2015]
This theory describes the effect of the culture of the society on the employees of a company and
relates these values to their behaviour in the given organisation (Tekeş, et al. 2018). There are six
dimensions of the Hofstede’s that impacts the behaviour of the people with different culture
along with the manners in which the individuals potentially behave in the BBC.
Power Distance
The extent that the BBC employees accept the power inequality in the workforce (Beugelsdijk, et
al. 2015)
Uncertainty Avoidance
The extent of the employees of BBC that are not at ease in relation to the uncertainty
Collectivism (Individualism)
It includes a major question that the BBC employees like to work in close knitted network or
likes to be left alone (Callahan, 2018).
9
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Short and the Long-Term Orientation
The short-term prospect of the employees is towards the absolute truth of securing their job and
long-term goals are to search for their designated goals at a better position in the company.
Restraints and the Indulgence
The extent of BBC employees to control their impulses, demands and the desires (Rong and Cao,
2015)
Femininity and the Masculinity
The weak individuals of BBC are given the quality of life and care under the femininity and the
rewards are given in the masculinity for the attainment of success (Blau, 2017)
Influence of Politics
The working of the BBC is affected by various government policies, diplomacy, negotiations and
public affairs results which result in either increased or the decreased power of some individuals.
With the support from the government, the BBC is able to provide a good business environment
for its employ. These further have a significant impact on the performance, attitude and
individual behaviour with the changing political environment of the BBC (Steel, et al. 2018).
Influence of Power
The power and the work of individual help in maintaining the tasks of the BBC in a significant
way and provide efficiency among its employees. In order to check the changing behaviour and
attitude of the employees, BCC utilizes the services of rewards power techniques so that there
would be no impact on the growth of the company. The performance of the team and behaviour
is enhanced by the BBC leaders by their powers and skills (Mazanec, et al. 2015).
10
The short-term prospect of the employees is towards the absolute truth of securing their job and
long-term goals are to search for their designated goals at a better position in the company.
Restraints and the Indulgence
The extent of BBC employees to control their impulses, demands and the desires (Rong and Cao,
2015)
Femininity and the Masculinity
The weak individuals of BBC are given the quality of life and care under the femininity and the
rewards are given in the masculinity for the attainment of success (Blau, 2017)
Influence of Politics
The working of the BBC is affected by various government policies, diplomacy, negotiations and
public affairs results which result in either increased or the decreased power of some individuals.
With the support from the government, the BBC is able to provide a good business environment
for its employ. These further have a significant impact on the performance, attitude and
individual behaviour with the changing political environment of the BBC (Steel, et al. 2018).
Influence of Power
The power and the work of individual help in maintaining the tasks of the BBC in a significant
way and provide efficiency among its employees. In order to check the changing behaviour and
attitude of the employees, BCC utilizes the services of rewards power techniques so that there
would be no impact on the growth of the company. The performance of the team and behaviour
is enhanced by the BBC leaders by their powers and skills (Mazanec, et al. 2015).
10
French and the Ravens Theory
Figure 3: French and Ravens 5 Power Theory
Source: [Chae, et al. 2017]
According to the theory of French and Raven, there are five different powers that have a
significant impact on the individual as well team’s behaviour which is used in BBC to enhance
the work techniques and motivate the individuals to perform their tasks better.
Reward Power: The employees are given rewards and benefits for their hard work so as to make
them feel that are valuable assets in the BBC (Wood, 2014).
Expert Power: An expert handles the project planning and the makes different management
strategies that help in the attainment of a valuable position in the market.
Legitimate Power: For a particular time period an individual from outside is hired to take
decisions of the company and helps the BBC in the attainment of organizational goals and
increase growth.
Coercive Power: Under such power, a person can take back the work of other individuals and
can also punish them for their deeds and can charge penalties against them (Savage, et al. 2018).
Referent Power: The individuals with extraordinary qualities are allotted powers with which
they can perform task excellently.
11
Figure 3: French and Ravens 5 Power Theory
Source: [Chae, et al. 2017]
According to the theory of French and Raven, there are five different powers that have a
significant impact on the individual as well team’s behaviour which is used in BBC to enhance
the work techniques and motivate the individuals to perform their tasks better.
Reward Power: The employees are given rewards and benefits for their hard work so as to make
them feel that are valuable assets in the BBC (Wood, 2014).
Expert Power: An expert handles the project planning and the makes different management
strategies that help in the attainment of a valuable position in the market.
Legitimate Power: For a particular time period an individual from outside is hired to take
decisions of the company and helps the BBC in the attainment of organizational goals and
increase growth.
Coercive Power: Under such power, a person can take back the work of other individuals and
can also punish them for their deeds and can charge penalties against them (Savage, et al. 2018).
Referent Power: The individuals with extraordinary qualities are allotted powers with which
they can perform task excellently.
11
M1: CRITICAL ANALYSIS OF THE INFLUENCE OF THE
CULTURE, POLITICS AND POWER OF ON THE INDIVIDUAL
AND TEAM BEHAVIOUR AND PERFORMANCE IN BBC
Power, politics and conflicts are considered to be an important part of any company's
organisational culture and are considered as the most valuable one. They have significantly
impacted the working capacity of the employees of BBC. The role of the power and culture in
the organisation could be best explored by the decision-making process of an organisation. It has
been found that the goals of an organisation are the collection of a proper culture which has been
deployed in an organisation. They help in reduction of the conflicts within the BBC. The power
of the sources comes from the French and Ravens five sources of the power through which the
dependency on each other within the organisation, centrality of the system and financial resource
and instability in the working practices are recorded. These activities help in minimising political
clashes occurring in any organisation and provide better products for the employees of the
company.
12
CULTURE, POLITICS AND POWER OF ON THE INDIVIDUAL
AND TEAM BEHAVIOUR AND PERFORMANCE IN BBC
Power, politics and conflicts are considered to be an important part of any company's
organisational culture and are considered as the most valuable one. They have significantly
impacted the working capacity of the employees of BBC. The role of the power and culture in
the organisation could be best explored by the decision-making process of an organisation. It has
been found that the goals of an organisation are the collection of a proper culture which has been
deployed in an organisation. They help in reduction of the conflicts within the BBC. The power
of the sources comes from the French and Ravens five sources of the power through which the
dependency on each other within the organisation, centrality of the system and financial resource
and instability in the working practices are recorded. These activities help in minimising political
clashes occurring in any organisation and provide better products for the employees of the
company.
12
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TASK 2
P2: INFLUENCE OF CONTENT AND PROCESS THEORIES OF
MOTIVATION TO BRING IMPROVEMENT IN THE
EFFECTIVENESS IN THE TEAMS WITHIN THE BBC
The motivation for an individual is of two types; intrinsic and extrinsic motivation. Intrinsic
motivation signifies the working of the employees in BBC to accomplish their goals and get
rewards. Extrinsic motivation implies that employees get themselves involve in a definite task
and achieve their objectives in order to avoid punishments (Eklöf and Knekta, 2017). For the
welfare of the employees, companies require the utilisation of various motivational theories so as
to get a fruitful result. These theories are concerned with the needs and demand of the
individuals and try to improve their working and satisfaction level. There are different types of
content based theories which are explained below:
Maslow Hierarchy Theory of Needs
Figure 4: Maslow Hierarchy Theory
Source: [Vassileva, J., 2012]
As per this theory, the individual first satisfy its basic or psychological needs such as food,
water, a shelter which is at the first level. In the second level, it tries to satisfy its safety needs for
its personal belonging as well as for health and property. At the third level, it satisfies its needs
13
P2: INFLUENCE OF CONTENT AND PROCESS THEORIES OF
MOTIVATION TO BRING IMPROVEMENT IN THE
EFFECTIVENESS IN THE TEAMS WITHIN THE BBC
The motivation for an individual is of two types; intrinsic and extrinsic motivation. Intrinsic
motivation signifies the working of the employees in BBC to accomplish their goals and get
rewards. Extrinsic motivation implies that employees get themselves involve in a definite task
and achieve their objectives in order to avoid punishments (Eklöf and Knekta, 2017). For the
welfare of the employees, companies require the utilisation of various motivational theories so as
to get a fruitful result. These theories are concerned with the needs and demand of the
individuals and try to improve their working and satisfaction level. There are different types of
content based theories which are explained below:
Maslow Hierarchy Theory of Needs
Figure 4: Maslow Hierarchy Theory
Source: [Vassileva, J., 2012]
As per this theory, the individual first satisfy its basic or psychological needs such as food,
water, a shelter which is at the first level. In the second level, it tries to satisfy its safety needs for
its personal belonging as well as for health and property. At the third level, it satisfies its needs
13
related to love, friendship and belongings and in the fourth, it satisfies its self-esteem. The last
level is the satisfaction of the self-actualisation which represents the highest level of needs
(Robertson, 2016).
This theory is utilised in the BBC so as to motivate its employees to increase their work quality
and performance level within the organisation. Once the basic level needs are fulfilled then the
attainment of the higher level needs are looked by the individuals. A sustainable culture in the
BBC is built by following the Maslow’s hierarchy of needs theory.
The motivational theories are utilised in the BBC to motivate the employees of the organizational
and to maintain the operational structures to attain the organizational goals.
Alderfer ERG Theory
Figure 5: Aldefer ERG Theory
Source: [Kuppuswamy, et al. 2017]
Alderfer ERG theory helps the BBC to satisfy the existing needs of its employees in an
appropriate manner. The relationship between the growth needs and the relationship constitutes
the relatedness which is used to fulfil the individual specific objectives. BBC believes that if
these needs of the employees are fulfilled, it would result in a decrease in regression and
frustration among the employees and would increase their growth and development (Alshmemri,
et al. 2017).
Process-based motivation theories are as follows:
Vroom’s Expectancy Theory
This theory assumes that the behaviour of an individual result from their conscious choices so as
to minimise the pain and maximise the pleasure. The attitude and the behaviour of the employees
14
level is the satisfaction of the self-actualisation which represents the highest level of needs
(Robertson, 2016).
This theory is utilised in the BBC so as to motivate its employees to increase their work quality
and performance level within the organisation. Once the basic level needs are fulfilled then the
attainment of the higher level needs are looked by the individuals. A sustainable culture in the
BBC is built by following the Maslow’s hierarchy of needs theory.
The motivational theories are utilised in the BBC to motivate the employees of the organizational
and to maintain the operational structures to attain the organizational goals.
Alderfer ERG Theory
Figure 5: Aldefer ERG Theory
Source: [Kuppuswamy, et al. 2017]
Alderfer ERG theory helps the BBC to satisfy the existing needs of its employees in an
appropriate manner. The relationship between the growth needs and the relationship constitutes
the relatedness which is used to fulfil the individual specific objectives. BBC believes that if
these needs of the employees are fulfilled, it would result in a decrease in regression and
frustration among the employees and would increase their growth and development (Alshmemri,
et al. 2017).
Process-based motivation theories are as follows:
Vroom’s Expectancy Theory
This theory assumes that the behaviour of an individual result from their conscious choices so as
to minimise the pain and maximise the pleasure. The attitude and the behaviour of the employees
14
of the BBC are impacted by the conscious choice between the available alternatives which
results in a decrease in dissatisfaction level and increase in satisfaction level among the BBC’s
employees (Lazaroiu, 2015).
Latham's and Locke Theory
This theory implies that an individual with more difficult but achievable goals is more likely to
perform better than those individuals who get easily achievable goals to accomplish. According
to this theory, the employees of the BBC can easily set their individual goals that result in their
increased motivation. However, if the task is harder to achieve, the employees who take the risk
are able to get towards clear goals which would allow them to obtain suitable feedback and thus
would put more hard work to fulfil the given task effectively (Latham, et al. 2018).
15
results in a decrease in dissatisfaction level and increase in satisfaction level among the BBC’s
employees (Lazaroiu, 2015).
Latham's and Locke Theory
This theory implies that an individual with more difficult but achievable goals is more likely to
perform better than those individuals who get easily achievable goals to accomplish. According
to this theory, the employees of the BBC can easily set their individual goals that result in their
increased motivation. However, if the task is harder to achieve, the employees who take the risk
are able to get towards clear goals which would allow them to obtain suitable feedback and thus
would put more hard work to fulfil the given task effectively (Latham, et al. 2018).
15
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M2: CRITICALLY EVALUATION OF THE INFLUENCE OF
THE BEHAVIOUR OF OTHERS THROUGH THE EFFECTIVE
APPLICATION OF BEHAVIOURAL MOTIVATIONAL
THEORIES, CONCEPTS AND MODELS
Emotional Intelligence and its importance of soft skills for team and managers
Emotional Intelligence (EI)
This term could be defined as is the ability of an individual to understand the thoughts and
emotions of other people and how they have a significant impact on the given individual.
According to Goleman EI theory, EI is based on five elements which are; motivation, self-
awareness, self-motivation, empathy and social skills (Serrat, 2017). These elements with their
importance for BBC have been shown below:
Figure 6: Emotional Intelligence
Source: [Serrat, O., 2017]
16
THE BEHAVIOUR OF OTHERS THROUGH THE EFFECTIVE
APPLICATION OF BEHAVIOURAL MOTIVATIONAL
THEORIES, CONCEPTS AND MODELS
Emotional Intelligence and its importance of soft skills for team and managers
Emotional Intelligence (EI)
This term could be defined as is the ability of an individual to understand the thoughts and
emotions of other people and how they have a significant impact on the given individual.
According to Goleman EI theory, EI is based on five elements which are; motivation, self-
awareness, self-motivation, empathy and social skills (Serrat, 2017). These elements with their
importance for BBC have been shown below:
Figure 6: Emotional Intelligence
Source: [Serrat, O., 2017]
16
The employee relationship is properly managed in BBC by utilising this theory which has a
significant yet positive impact upon the behaviour of individuals.
The importance of soft skills for managers and teams
It could be explained as follows:
Building effective communication skills
Development of leadership capability to inspire the people (Yukl, 2011)
Influencing the people to achieve the goals efficiently
The managers, as well as teams of the BBC, possess excellent soft skills which allow them to
interact in a convenient manner both at professional and personal level.
Task v/s Relationship Leadership
The relationship between task and relationship leadership theories affects the behaviour of the
employees in BBC in a significant way. The difference between these theories are explained as
follows:
Table 1: Task v/s Relationship Leadership
Task-Oriented Leadership Theory Relationship Oriented Leadership Theory
Focus on structure, task and roles Focus on relationship, motivation and well-being
Priority is to achieve desired results Priority is to foster a positive relationship
Emphasis on work facilitation (By and Burnes,
2013)
Emphasis on interaction between management and
team members
Emphasis on goal setting Emphasis on effective communication within the
company
The improved levels of the motivation with the help of the different theories have persuaded the
employees to face the most difficult situations and perform their best in such drastic conditions.
With the fulfilment of the needs of the employees, there has been an enhancement of their self-
confidence which has allowed them to achieve their objectives effectively. Thus with the
satisfaction of the employees at the professional as well as personal level, the BBC was able to
achieve its goals.
17
significant yet positive impact upon the behaviour of individuals.
The importance of soft skills for managers and teams
It could be explained as follows:
Building effective communication skills
Development of leadership capability to inspire the people (Yukl, 2011)
Influencing the people to achieve the goals efficiently
The managers, as well as teams of the BBC, possess excellent soft skills which allow them to
interact in a convenient manner both at professional and personal level.
Task v/s Relationship Leadership
The relationship between task and relationship leadership theories affects the behaviour of the
employees in BBC in a significant way. The difference between these theories are explained as
follows:
Table 1: Task v/s Relationship Leadership
Task-Oriented Leadership Theory Relationship Oriented Leadership Theory
Focus on structure, task and roles Focus on relationship, motivation and well-being
Priority is to achieve desired results Priority is to foster a positive relationship
Emphasis on work facilitation (By and Burnes,
2013)
Emphasis on interaction between management and
team members
Emphasis on goal setting Emphasis on effective communication within the
company
The improved levels of the motivation with the help of the different theories have persuaded the
employees to face the most difficult situations and perform their best in such drastic conditions.
With the fulfilment of the needs of the employees, there has been an enhancement of their self-
confidence which has allowed them to achieve their objectives effectively. Thus with the
satisfaction of the employees at the professional as well as personal level, the BBC was able to
achieve its goals.
17
TASK 3
P3: IDENTIFICATION OF TEAM AND ITS TYPES AND ITS
IMPORTNACE WITHIN BBC
The business world comprises different types of organisational teams which have become its
essential part. It has been believed that the collaboration of the working environment can rely on
the creative thinking and problem-solving aspects which would thus enhance the outcomes of the
business. The types of the teams are:
Functional Team
This team consists of employees which belong to a particular department within the organisation.
Here, the employees focus on achieving the goals of the company which are outlined in their
mission statement (Yukl, 2011). One such example is of BBC where its content development
team present the news so as to enhance the public interest and helps in achieving the goal of the
company to have a wide reach to the viewers.
Problem-Solving Teams
These teams lay emphasis on solving issues which are occurring in the organisation. During the
financial crisis faced by the BBC in 1984, several organisations with the help of government
prepared some problem-solving teams. The guidelines were set by the government for the
company which later helped the company to overcome the impact of crisis effectively (Gupta, et
al. 2017).
Virtual Teams
They are those teams which handle any project through digitally communication with the
manager and thus strengthen the skill of the workplace of an organisation. With the arrival of
digital media, BBC could use this service to allow the employee to work at distant places without
coming to office (Levi, 2014). This helps in promoting the community practices among the team
and beyond the organisation.
18
P3: IDENTIFICATION OF TEAM AND ITS TYPES AND ITS
IMPORTNACE WITHIN BBC
The business world comprises different types of organisational teams which have become its
essential part. It has been believed that the collaboration of the working environment can rely on
the creative thinking and problem-solving aspects which would thus enhance the outcomes of the
business. The types of the teams are:
Functional Team
This team consists of employees which belong to a particular department within the organisation.
Here, the employees focus on achieving the goals of the company which are outlined in their
mission statement (Yukl, 2011). One such example is of BBC where its content development
team present the news so as to enhance the public interest and helps in achieving the goal of the
company to have a wide reach to the viewers.
Problem-Solving Teams
These teams lay emphasis on solving issues which are occurring in the organisation. During the
financial crisis faced by the BBC in 1984, several organisations with the help of government
prepared some problem-solving teams. The guidelines were set by the government for the
company which later helped the company to overcome the impact of crisis effectively (Gupta, et
al. 2017).
Virtual Teams
They are those teams which handle any project through digitally communication with the
manager and thus strengthen the skill of the workplace of an organisation. With the arrival of
digital media, BBC could use this service to allow the employee to work at distant places without
coming to office (Levi, 2014). This helps in promoting the community practices among the team
and beyond the organisation.
18
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Team Dynamics
Team dynamics are the psychological forces and unconscious state which helps in the
management of behaviour of the team by influencing them towards the right direction. It ensures
the performance of the team within the working environment.
Team Work
This concept is defined as an important step in any working environment which is carried out to
accomplish the objectives of the given organisation.
Definition of terms-Group and Team and the differences
Basis of Comparison Group Team
Definition A collection of individuals
working together to achieve a
specific goal.
A joint working group of persons
working together to accomplish
the goal of the organisation.
Leadership One Leader More than one leader
Working with members Works independently Interdependent on each other
Focus on Achieving individual goals
(Huczynski and Buchanan, 2013)
Achieving team goals
19
Team dynamics are the psychological forces and unconscious state which helps in the
management of behaviour of the team by influencing them towards the right direction. It ensures
the performance of the team within the working environment.
Team Work
This concept is defined as an important step in any working environment which is carried out to
accomplish the objectives of the given organisation.
Definition of terms-Group and Team and the differences
Basis of Comparison Group Team
Definition A collection of individuals
working together to achieve a
specific goal.
A joint working group of persons
working together to accomplish
the goal of the organisation.
Leadership One Leader More than one leader
Working with members Works independently Interdependent on each other
Focus on Achieving individual goals
(Huczynski and Buchanan, 2013)
Achieving team goals
19
APPLYING GROUP DEVELOPMENT THEORIES TO FIND
EFFECTIVE TEAMS IN BBC
Tuckman’s Team Development Theory
Figure 7: Tuckman Team Development Theory
Source: [Northouse, 2018]
This theory helps in assessing the dynamics of cooperation among the employees working in an
organisation. With procession to each stage of the given model, there is an enhancement of team
development within the organisation. In order to reorganize the BBC and its division of work,
the different stages of the team development can be utilised using this model. These stages are:
Forming
In this stage, communication is established among team members to achieve the mission of the
BBC. In this stage, the dominant role is played by the leader.
Storming
This stage presents the roles and responsibilities of each member of the team so as to meet the
expected result for the business of the BBC. This stage comprises conflict among team members
and the formation of strong bonding with each other (Zoogah, et al. 2015).
Norming
There is an establishment of trust among the members which helps them to support team
behaviour and provide a positive environment in BBC.
20
EFFECTIVE TEAMS IN BBC
Tuckman’s Team Development Theory
Figure 7: Tuckman Team Development Theory
Source: [Northouse, 2018]
This theory helps in assessing the dynamics of cooperation among the employees working in an
organisation. With procession to each stage of the given model, there is an enhancement of team
development within the organisation. In order to reorganize the BBC and its division of work,
the different stages of the team development can be utilised using this model. These stages are:
Forming
In this stage, communication is established among team members to achieve the mission of the
BBC. In this stage, the dominant role is played by the leader.
Storming
This stage presents the roles and responsibilities of each member of the team so as to meet the
expected result for the business of the BBC. This stage comprises conflict among team members
and the formation of strong bonding with each other (Zoogah, et al. 2015).
Norming
There is an establishment of trust among the members which helps them to support team
behaviour and provide a positive environment in BBC.
20
Performing
There is an increase in performance of the team as a whole due to increase in motivation and
responsibility sharing among members of a team of the BBC and thus helps in completion of its
project (Fiore and Georganta, 2017).
21
There is an increase in performance of the team as a whole due to increase in motivation and
responsibility sharing among members of a team of the BBC and thus helps in completion of its
project (Fiore and Georganta, 2017).
21
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M3: ANALYSE GROUP DEVELOPMENT THEORY TO
SUPPORT THE DEVELOPMENT OF DYNAMIC
COOPERATION IN BBC
Belbin Team Role Theory
Figure 8: Belbin Team Role Theory
Source: [Mathieu, et al. 2015]
Belbin's team roles have different team roles which help an organisation like BBC to form an
effective team. These roles are as follows:
Action Oriented Roles
It includes:
Shaper: Challenges the team to improve
Implementer: Put ideas into action
Complete finisher: Ensure timely collection of the task (Belbin, 2014)
People Oriented Roles
It includes:
Coordinator: Act as a chairperson
Team worker: Encourages work cooperation
Resource Investigator: Explores opportunities
22
SUPPORT THE DEVELOPMENT OF DYNAMIC
COOPERATION IN BBC
Belbin Team Role Theory
Figure 8: Belbin Team Role Theory
Source: [Mathieu, et al. 2015]
Belbin's team roles have different team roles which help an organisation like BBC to form an
effective team. These roles are as follows:
Action Oriented Roles
It includes:
Shaper: Challenges the team to improve
Implementer: Put ideas into action
Complete finisher: Ensure timely collection of the task (Belbin, 2014)
People Oriented Roles
It includes:
Coordinator: Act as a chairperson
Team worker: Encourages work cooperation
Resource Investigator: Explores opportunities
22
Thought Oriented Roles
It includes:
Plant: Presenting new approaches and ideas
Monitor Evaluator: Analyses different work option
Specialist: Provision of specialized skills (Mathieu, et al. 2015).
Benefits of Belbin Team theory to BBC are:
Provision of a better solution to the situation
Managing the quality of work to hold the team effectively
Thus utilising Belbin Theory, BBC would be able to achieve dynamic cooperation due to good
coordination among leaders and employees, better communication network between
management and employees and provision of quick solutions to mitigate the issues. Therefore,
the BBC has been able to achieve its objectives and enhance its growth.
23
It includes:
Plant: Presenting new approaches and ideas
Monitor Evaluator: Analyses different work option
Specialist: Provision of specialized skills (Mathieu, et al. 2015).
Benefits of Belbin Team theory to BBC are:
Provision of a better solution to the situation
Managing the quality of work to hold the team effectively
Thus utilising Belbin Theory, BBC would be able to achieve dynamic cooperation due to good
coordination among leaders and employees, better communication network between
management and employees and provision of quick solutions to mitigate the issues. Therefore,
the BBC has been able to achieve its objectives and enhance its growth.
23
TASK 4
P4: APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN
AN ORGANISATIONAL CONTEXT AND A GIVEN BUSINESS
SITUATION
The working structure of the BBC focuses on improving the performance of the organisation and
enhancing its productivity. So in order to bring more improvement in performance and
productivity of the BBC, the theory to illustrate this is:
PATH-GOAL THEORY:
Figure 9: Path-Goal Theory
Source: [Dinh, et al. 2014]
The path-goal theory helps the leader of an organisation to select a specific trait to bring
improvement among employees as well as the working environment. With the precise leadership
style, it determines the characteristics of the employee within the given environment. There are
four path goal types of leader’s behaviour such as directive, supportive, participative and
achievement.
24
P4: APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN
AN ORGANISATIONAL CONTEXT AND A GIVEN BUSINESS
SITUATION
The working structure of the BBC focuses on improving the performance of the organisation and
enhancing its productivity. So in order to bring more improvement in performance and
productivity of the BBC, the theory to illustrate this is:
PATH-GOAL THEORY:
Figure 9: Path-Goal Theory
Source: [Dinh, et al. 2014]
The path-goal theory helps the leader of an organisation to select a specific trait to bring
improvement among employees as well as the working environment. With the precise leadership
style, it determines the characteristics of the employee within the given environment. There are
four path goal types of leader’s behaviour such as directive, supportive, participative and
achievement.
24
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According to a case study of the BBC, its leaders are supporting it by bringing improvement in
the working of the employees and guiding them to enhance their performance level. The
necessary tools are provided by the leaders on the teams to face the different problems and
overcome the challenges of the work.
25
the working of the employees and guiding them to enhance their performance level. The
necessary tools are provided by the leaders on the teams to face the different problems and
overcome the challenges of the work.
25
MAIN BARRIERS TO EFFECTIVE PERFORMANCE WITHIN
BBC
There are different barriers which affect the performance in the BBC. These are:
Reward System
Rewards and benefits are provided to the employees for the accomplishment of their objectives
effectively. However, some might feel de-motivated for not getting rewards and thus results in a
decrease in their work performance.
Work-Life Balance
There has been a continuous increase in stress among the employees due to increase in workload
due to which they are unable to have a proper work-life balance and thus impact their
performance (Ghobadi and Mathiassen, 2016).
Ineffective Communication
If there is not a proper channel of communication between employees and management, it would
significantly affect the working within BBC and might halt its growth.
Compensation Package
It is the amount that is expected of the employees of the BBC to fulfil their personal desires and
improved financial level. However, due to some policies, there is a restriction in paying off
salaries which might impact the performance of employees and results in no growth (Sinelnikov,
et al. 2015).
26
BBC
There are different barriers which affect the performance in the BBC. These are:
Reward System
Rewards and benefits are provided to the employees for the accomplishment of their objectives
effectively. However, some might feel de-motivated for not getting rewards and thus results in a
decrease in their work performance.
Work-Life Balance
There has been a continuous increase in stress among the employees due to increase in workload
due to which they are unable to have a proper work-life balance and thus impact their
performance (Ghobadi and Mathiassen, 2016).
Ineffective Communication
If there is not a proper channel of communication between employees and management, it would
significantly affect the working within BBC and might halt its growth.
Compensation Package
It is the amount that is expected of the employees of the BBC to fulfil their personal desires and
improved financial level. However, due to some policies, there is a restriction in paying off
salaries which might impact the performance of employees and results in no growth (Sinelnikov,
et al. 2015).
26
M4: INFORMING AND INFLUENCING EMPLOYEES
BEHAVIOUR IN POSITIVE AND NEGATIVE WAYS
THROUGH PATH-GOAL THEORY
Table 2: Positive and Negative Aspect of Path-Goal Theory
Positive Aspects of Path-Goal Theory on BBC Negative Aspects of Path-Goal Theory on BBC
Helps in providing solutions in emergencies arising
due to time constraints
Undemocratic in nature and set high goals for
employees
Flexible in nature Lack of skills among leader may fail this approach
Boost the performance of the employees Leaders might not be rational on the basis of
delusion (Northouse, 2018)
Ideas of this theory are applicable to other
organisation practices
No achievement for the company if no proper
guidance from the leader
27
BEHAVIOUR IN POSITIVE AND NEGATIVE WAYS
THROUGH PATH-GOAL THEORY
Table 2: Positive and Negative Aspect of Path-Goal Theory
Positive Aspects of Path-Goal Theory on BBC Negative Aspects of Path-Goal Theory on BBC
Helps in providing solutions in emergencies arising
due to time constraints
Undemocratic in nature and set high goals for
employees
Flexible in nature Lack of skills among leader may fail this approach
Boost the performance of the employees Leaders might not be rational on the basis of
delusion (Northouse, 2018)
Ideas of this theory are applicable to other
organisation practices
No achievement for the company if no proper
guidance from the leader
27
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CONCLUSION
The given study concludes with the presentation of the positive and negative aspects of the
behavioural practices that are practised in the organisation like BBC. Various different concepts,
models and philosophies of the organisation behaviour have been deeply studied and found to be
fruitful for BBC. Effective working and motivating the employees had found to be helping BBC
in managing its daily activities. The study configured the approaches that are made to enhance
the productivity, efficiency and accuracy of the business of the BBC. Thus the study had proved
that BBC had been able to satisfy its customers by satisfying their needs and aspiration and also
had allowed it to provide efficient services to its customers.
28
The given study concludes with the presentation of the positive and negative aspects of the
behavioural practices that are practised in the organisation like BBC. Various different concepts,
models and philosophies of the organisation behaviour have been deeply studied and found to be
fruitful for BBC. Effective working and motivating the employees had found to be helping BBC
in managing its daily activities. The study configured the approaches that are made to enhance
the productivity, efficiency and accuracy of the business of the BBC. Thus the study had proved
that BBC had been able to satisfy its customers by satisfying their needs and aspiration and also
had allowed it to provide efficient services to its customers.
28
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