Organisational Behaviour Assignment : Barclays Banks

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1. Effect of culture, power and performance on the organisation.............................................3
M1. Analysis how Power, culture and politics can affect the performance of the employee.....4
P2 Content and process theory of motivation ............................................................................5
M2 & D2 Explain How to evaluate the performance of other in the team.................................8
P3. What makes Effective Team oppose to Ineffective Team....................................................9
M3. Explain Different Team Development Theory..................................................................10
P4. Explain Different Organisational Behaviour Theory..........................................................11
M4 & D2. How organisational behaviour approaches can affect the performance both in
negative and positive way.........................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisation behaviour is the study of the human behaviour in the organisation Present study is
based on Barclays bank which is the leading firm in banking industry and has many branches
across the world. Current assignment will describe influence of culture, power and politics on
individual behaviour. Study will evaluate various motivational theories such as expectancy,
Maslow theory. Assignment will define the factors that make an effective team. At last, report
will apply philosophies of organisation behaviour within an organisational context
MAIN BODY
P1. Effect of culture, power and performance on the organisation
Organisation's culture has variety of attributes to offer to a business and which in general are
very dynamic to the business nature. Barclays Banks being one of the most trusted and oldest
bank in the UK has already gone through various number of changes in the past and still requires
undergoing it. Not just culture, Power and Politics are also two other elements of Barclays Bank
which is performed in the organisation (Onik and Fielt, 2016).
Culture: Hofstede's Model and Handy's Model are the two cultural model
Hofstede's Model: Model given by Geert Hofstede shows that there are five different type of
culture dimension in an organisation. Low power v/s high power the first one shows that there is
no equal distribution of power in between different authority, Individualism v/s collectivism
shows that the power is distributed in between individuals and community. Masculinity v/s
femininity shows that there is inequality on the basis of gender. Low v/s high uncertainty in
avoidance explains the degree till which employee can avoid the anxiety. Short term v/s long
term orientation is the culture in which decision are evaluated on basis of Time.
Figure 1Hofstede model
Source: (Hofstede cultural dimension. 2018)
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At Barclays Bank there is Low power distance almost all the employee are given the
equal power in the organisation depending upon the capability of the employee which help in
building good working environment. Barclays always believe in collectivism by promoting the
team dynamic in the organisation, which help the firm in building a trust among the employee
(Rivers, P., 2018). Barclays bank lower the difference between the male and female by
promoting women in power in the organisation, Barclays always believe in lowering the
avoidance level of employee by providing job satisfaction to them and always believe in thinking
about the future and uncertainty about the future at the same time it also affects the firm in
negative way such as when in the team dynamic two employees with different culture and
background exist there is chance of conflict. And also it is very difficult for the organisation to
satisfy the need of all the employee as the need used to differ.
Handy's Cultural Model: There are four type of cultural model:
Power culture: These model explains that in all the organisation there are some employees who
enjoy the power of taking the decision in the organisation and have the special advantage and
enjoy the decision making right. In the case of Barclays Bank all the employee has the freedom
to share their view but and decision is taken by the senior authority as in Banking service any
wrong decision can affect very badly but the decision taken always contain the suggestion of
subordinate (Hazelzet, 2017).
Role Culture: It is the culture in which all the employee are specified about their role and
responsibility in the organisation. Barclays bank also follow these culture as in the bank all the
employee are clear about their role and responsibility according to their skill and ability.
Task Culture: It is the culture in which team are formed to complete the specific task and role
and responsibility used to change depending on the status of the Work. In Barclays also team are
form to complete the specific task more efficiently.
Person Culture: These culture explains about the employee in the organisation, in this activity
various step and activity are conducted to make employee feel comfortable about the
organisation. Barclays also conduct informal meeting or program to keep employee comfortable.
M1. Analysis how Power, culture and politics can affect the performance of the employee
Power and politics are the two big factor which always influence the working and performance
of the employee in the organisation as these are the two factor which attract the attention and
also divert the employee from their work. There is always a tough fight between employee in the
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organisation to have a power as power is the thing which defines the level of control which
employee is having under his belt and politics is the power of influencing the work of other
toward the individual interest. Coercive power, Legitimate power, Reward power, Referent
power and Expert power are the example of the type of Power (Adeoye and et.al .,2017).
Power: In the organisational like Barclays bank almost all type of power is exercised by
the employees. Types of power are
Coercive Power- Coercive power explains the power in which employee are supervised and
terminated due to their bad performance as all the other firm Barclays always look for best
resources.
Legitimate power - Senior authority are so supportive in the Barclays that they always guide the
employee which reflect the legitimate power.
Reward power- Reward power is always reflected in the organisation as attractive salary is
offered to them and increment in salary is also done on timely basis but on the other end these
power affects the employee in negative way also as the power like reward always create a
uncertainty in the mind of the employee as increment of one individual can create a conflict in
the team. Same in the Legitimate power authority used to direct whole team and the performance
of the individual is overlooked.
Politics: Politics is the factor which affects the company in negative way as the Politics
always laid to the manipulation of the work and facts in the organisation as politics always
influence the performance of the employee. Due to Large scaled services which is offered by
Barclays bank there is always present of the politics in the team. Politics influences the
performance as one employee is always favoured by the employee it creates the uncertainty in
the mind of other employee which is big reason of conflict in the organisation whereas in the
Barclays leader and authority always try to handle this situation with developing good trust
among the employee but it is always difficult for them to handle it (ÖZGÜZEL and
ÇETİNTÜRK, 2017).
Impact of culture, politics and power
Rise in globalization can allow company to hire and recruit diverse people from different culture.
This can There are a number of negative impacts globalization has had on cultural diversity,
including the influence multinational corporations have on promoting a consumer culture,
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exploitation of workers and markets and influencing societal values. This increased availability
of commercial media and products can "drown out" local cultural influences.
P2 Content and process theory of motivation
Motivation is the process that aids firms in encouraging employees and making them positive
towards the firm and build confidence in order to achieve goal. Intrinsic factors: This includes
giving power to employee, giving them honour or in dependency. Barclays bank gives rights to
all its workers to take their own decision in order to complete the task in significant manner. This
aids in encouraging them and retaining them in organisation for longer duration.
Extrinsic factor: This includes monetary benefits such as bonus, incentives, etc. Barclays
provides all compensatory benefits so that they perform their task in effective manner this aids to
increase in sales which further benefits the organization.
Content theory
Maslow theory: This theory includes the needs of an individual at different stages of life.
 Psychological needs: This includes air, water, food, shelter, clothing,etc. Barclay
provides a hygienic environment for the employees which fulfil their needs and this aids
to employees satisfaction.
 Safety needs: this need includes, job security, shelter, health, law and order thus Barclay
bank provides job security to employees so they can work without any fear and this aids
to their long term survival.
 Love and belonging: this includes friendship, relationship, family therefore Barclay
bank solves the queries of customers this indicates their friendly nature of employees so
customer sustain more.
 Esteem needs: it includes an individual quality such as confidence, achievement, ego
Thus Barclay bank involves manager in decision making therefore it creates a positive
feeling of self worth which further brings pride in their work.
 Self actualization :It includes personal growth, peak, experience, creativity, problem
solving, etc. Top level managers of Barclays bank help the lower level manager by
solving their issues and helps them in decision making
Advantages:
 This accounts human nature.
 This theory is simple to understand.
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Limitations:
 Not all individual thinks same. Difficult to measure.
Herzberg theory: this theory includes two factors which are
 Motivators :it includes achievement, recognition, work itself, responsibility,
advancement, growth, Barclay bank managers provides training session and various
opportunities this aids to skill and knowledge development of an employee (Kaur and
et.al., 2017).
 Hygiene factors: This factor includes job security, compensation, work environment and
relationships thus, Barclays bank provides certain benefits to employees when sales is
higher, this leads to job satisfaction which further builds an individual confidence to
achieve goal.
Advantages:
 Barclays bank can focus on the problem of employees.
 Money is treated as secondary as, the factor relationship, job promotions, recognition
equally matters.
Limitations:
 The relation between job productivity and job satisfaction was not proved.
 Ignores the external factor money and money plays an important role.
Advantages of vroom expectancy theory:
 Managers of Barclays bank are benefited as expectancy theory helps them to understand
the psychological process I.e. sensation, perception, attention, learning and memory Thus
it helps to understand the organizational behaviour as well.
 It brings the link between efforts and performance, performance and rewards, rewards
and personal goals therefore managers are successful to create a working environment,
climate, culture that aids to increase in motivation level of employees.
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 It explains the phenomenon of Barclays bank employees related to employees effort,
employee motivation and work performance.
Disadvantages of vroom expectancy theory:
 Barclays bank employees do not have so much of time, favourable situations,
willingness, resources to calculate motivation. And sometimes managers also lack these
parameters which impacts on decision making (Farber and et.al., 2015).
 Employees does not value rewards and motivation due to lack of trust, therefore Barclays
bank guides their teams behaviour in order to build trustworthy relationship.
Process theory
This theory states that how working process of company impact on motivation level of
employees. If process is not good then people sometimes feel unhappy which affect their
working performance to great extent.
Vroom expectancy theory
This model explains that there are three major factors that influence behaviour of person
in organisation in positive or negative manner. Expectancy, valence and instrumentality are
considered as three major components.
 Expectancy: This is the expectation of employees on efforts made by them.
Sometimes difficulty face by people and they fail to get satisfied. In such
condition Barclays bank provides training staffing members and arrange all
facilities for them so that workers can complete their task effectively. This helps
in meeting with the expectation of staff members which raises their performance
as well. By this way organisation can retain its skilled employees and can
accomplish its goal successfully (Saeb Steinmann and Javili 2018).
 Instrumentality: It is the material which is received by employees because of their
good performance. Most of the workers want extra incentives and bonuses for
their hard efforts. Barclays bank always provides promotional opportunities,
bonuses, Incentives to all its bank employees, firm believe that good incentives
motivate people and make them positive towards the brand. If performance of
employee is good, then Barclays bank appreciates performance of workers which
makes them positive towards the firm.
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 Valence: Each individual has different needs such as some have money
requirements or others have appreciation needs. Company has to understand it and
have to treat its workers accordingly so that people perform their work
significantly.
M2 & D2 Explain How to evaluate the performance of other in the team
Employees are the key player in organisation, it is very important for companies to make
them positive towards the firm. Barclays bank always ensures providing incentives, recognition
to the staff members so that they feel happy and become positive in the firm. Maslow theory
ensures that all needs of human being get fulfilled in the organisation so that they behave
positive and work more effectively in business unit. But it is very difficult for the company to
make changes in its reward system every time because needs of different persons are different
hence it is not always possible to address requirements of all persons. Expectancy theory states
that if firm meet their expectation and provide them support and training then people will be
happy and they will perform well in business unit. This thing motivates employees and they like
to retain in the entity for longer duration.
P3. What makes Effective Team oppose to Ineffective Team
Team: Team is the group of the employee in which all the employee with common interest or
not come together to achieve the goal of the business. There are various types of team that
includes project team, virtual team, self-managed team and operational team. Project team
consists of people who have different functions but work together on same project. Virtual team
is that team who perform online. Self-managed team is that team where members do not need
assistance from any one. Operational team manages all the operations which are going on in
organization.
Effectiveness:
 Effective team is the team where all the member of the team uses different innovative
ideas, skill and knowledge to complete the task which increases the efficiency of the
work is done in the team dynamic.
 Companies who does not believe in forming team always suffers as the effectiveness of
the work done in the organisation is always decreased.
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 Top management of the Barclays bank always look to open the door for the employee to
share their point of view and innovative idea which can improve the efficiency of the
work as communication in the team always help in solving the problem for the business,
as leader get proper information about the status of the work in the team
 Status of the current situation should be defined in the team
 Mutual understanding should be their in between the team member as there is trust factor
in them and member should have a séance of carrying about each other which help the
team in improving the effectiveness of the team (Alhujali and et.al., 2019).
Ineffectiveness
Ineffective team has miscommunication in between them.
They do not have adequate members to complete task
Ineffective team has unclear job roles.
Ineffective team work environment is also negative
Ineffective team employees are not efficient
There are many factors which influence the effectiveness of the team. Some of these factor are:
Leadership: Leadership is the skill, tool or quality of the leader to influence the work of the
employee by showing them the path and direction on which employee can go and achieve the
goal. Leadership tool includes the motivation tool which helps the leader to motivate the
employee to accomplish the goal. Leader at Barclays bank uses the situational leadership style in
the organization which helps the leader to influence the work of employee depending upon the
situation in which business is dealing and all the leader at Barclays have the transformation
leadership quality as transformation leader are more focus on the innovation, make the norms,
focus on organization culture which helps them to achieve the organizational goal more
efficiently. Transformation leader and their follower requires the trust factor among them and in
case of any criticize or dominate behavior by the leader can laid to the employee suffering and if
employee suffers company is the one who is impacted and loose the growth opportunity. Thus,
for achieving the growth leader should use correct leadership style.
Organizational Communication: Communication is the process of exchanging the thoughts
and opinion to each other by the way of vocally. Understanding and interpenetration of the
thought is very necessary for the team member to understand as by the help of that only there
will be clarity of thought in the team as every one will be believing on each other.
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Communication always help in the team dynamic as poor communication in the team dynamic
laid to increase in tension and anxiety and also can proved to be the big reason for occurrence of
conflict in the organization, whereas the effective communication helps the business in
decreasing the stress level and negative thoughts in the organization and which eventually builds
a good working environment in the team which always laid to increase in effectiveness of the
work in the organization.
Organizational Culture: Organizational culture is the element of all the internal and external
environment under which organization used to dealt. Organization culture always focus on
seeing the employee satisfaction in the organization. If there is failure in the organizational
culture than it laid to difficulty in decision making and also the discussion in the group takes the
time and these are the two main thing which is required in the effective team so for effective
team work organizational culture is must (Adeoye and et.al .,2017).
M3. Explain Different Team Development Theory
Belbin team roles
Resource investigator- They search for opportunities so that the firm can grow.
Team worker- They lay emphasis on working together so that problems of any individual can be
analyzed.
coordinator- These people are engaged in coordinating the activities which takes place in firm.
Tucuman's theory: This theory explained that in reality there are four stages in the team
development process these stages are named as Forming, storming, morning and Performing.
Forming: It is the stage at which employee are not having any knowledge about the job to be
done and the responsibility. Employee is nervous in it and feel uncomfortable at these stage
leader at Barclays used to develop the good relationship among the employee and with the use of
different tools makes the employee understand their task.
Storming: This is the stage where individual in the team started trusting on each other and tries to
help each other and solves the problem by themselves only but sometimes in this stage conflict
occurs but leader at Barclays teaches the employee how to behave in the team.
Forming: It is the stage where duties and responsibility is given to the employee and employee
focus on achieving the goal. Employee start giving their best to achieve the goal.
Performing: It is the stage at which employee used to follow the set norms and rules to achieve
the organizational goal. Till these stage the employee feel motivated in the organization.
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P4. Explain Different Organisational Behaviour Theory
There are two main theories of the organisation behaviour which is used by the authority in the
organisation. Two theory are as follows:
Path goal Theory: This is the theory in which leader used to show the direction and path on
which employee need to go to achieve the organisational goal. In this theory generally leader
used to take the decision in the team and expect the team member to follow the same direction
(Adeoye and et.al .,2017).. There are generally four different style that have been used by the
leader:
Directive leadership Style: It is the theory in which leader used to set the path and expect the
employee to go on that path to achieve the organisational goal and in these type of style
employee are taught how they can achieve the organisational goal as in these style leader used to
give the perfect training about the training to be used to achieve the organisational goal (Farber
and et.al., 2015).
Achievement leadership Style: It is the leadership style in which leader set a benchmark for an
employee and challenges them to achieve the same, leader used to judge the ability of the
employee by supervising their work.
Participative leadership Style: It is the leadership style in which leader used to hear the
suggestion of the team member and takes them into consideration before making any decision in
the organisation. Leader also used to help the subordinate by taking part in the working.
Supportive leadership style: In this leadership style leader used to look at the needs and
requirement of the employee and then takes the decision to full fill there needs and requirement.
Social capital theory: Social capital theory lays emphasis on that each individual working in an
organization must be treated well and equally on the basis of their values, beliefs, attitudes and
thoughts. This can assist firm in retaining employees and will also help in maintain healthy work
culture. It also lays emphasis that interpersonal relationship between employees are enhanced so
that their work efficiency can be improved. This can help firm in increasing their operational
efficiency. Social capital theory also helps in face-lifting communication. This can improve the
relationship between organization and employees. It can help them in creating employee
belongings. It also helps workers in having the feeling of trust, safety and consistency. This can
help Barclays bank in creating goodwill in society and also can assist them in enhancing their
market share. It can increase profitability aspects of firm and reduce their operational cost. They
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can attract and hire new and efficient talent because of the goodwill(Saeb Steinmann and Javili
2018)
M4 & D2. How organisational behaviour approaches can affect the performance both in negative
and positive way
Work place environment: At the bank like Barclays is well known for the working
environment which bank offer to the employee and as working environment is the main part of
the organisational behaviour it can affect the performance of the business also as good
organisational behaviour brings the clarity of thoughts in the mind of the employee and also
brings the good trust factor in the team and leader which helps the business in making a good
working environment for the employee, but at the same time some employee in the
organisational become dependent on other as there is seance of help in the organisation.
Growth and Production: Organisational behaviour can affect the growth of the employee in
both negative and positive as organisational behaviour theory helps the employee to understand
the work to be done and also in the good organisational behaviour employee are given the
direction and support to complete the task which helps then in increasing their efficiency which
eventually result in growth of the employee and growth of employee is always related with the
increase production for the organisation but at the same time as in the organisation behaviour
whole team is taught together and the individual performance is overlooked.
Motivation: Organisational behaviour helps the company in improving the motivation level of
the employee as in the good organisational behaviour they are supported and guided by the
leader and also there are many policies or tool like reward are used by the leader to improve the
efficiency which eventually increase the motivation of the employee, but at same time sometimes
employee have a feeling in the organisation that there is inequality among the employee as in the
good organisational behaviour some employee build a good relationship with the leader which
creates uncertainty among other employee in the organisation (Farber and et.al., 2015).
CONCLUSION
From the above study it has been summarized that culture of organization has laid impact on
working of employees. It has promoted healthy competition at workplace and has assisted
company in retaining employees. Efficient work culture has supported firm in creating employee
belongings. Also work culture was hampered because of politics. Many workers were involved
in back-biting about each other that has hindered working environment. They have provided each
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person with specific role in job. Right person has been placed at right job. Company has also
made use of various motivational techniques to motivate workers. They have made use of
monetary and non-monetary incentives. Furthermore, benefits have also been given to workers.
Also effective team has helped firm in completing the task and achieving objectives on time.
They have fixed number of members in team. Path goal theory has helped firm in making
leadership effective and achieving objectives. It has helped firm in growing.
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