ORGANISATIONAL BEHAVIOUR.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Identification of culture within Starbucks...................................................................................1
TASK 2............................................................................................................................................3
Exploration of how culture improves organisational effectiveness in relation to
communication............................................................................................................................3
TASK 3............................................................................................................................................5
Evaluation of role of culture on employee motivation in Starbucks...........................................5
RECOMMENDATIONS.................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organisational Behaviour is an effective area of study and practice, which is associated
with analysis and evaluation of behaviour of individuals within the context of a company. it is a
highly essential aspect for a firm as it helps in assessing the actions of individuals within an
organisation that is very much directed by their behaviour (Secchi and Neumann, 2016).
Furthermore, it is beneficial for a company as it could help them towards anticipating the
behaviour and controlling the same to achieve organisational objectives effectively. Hence, in
this context, the report is based on Starbucks, which is one of the renowned and preferred coffee
manufacturing and distribution organisations within the United Kingdom. The assignment would
be covering a detailed insight onto the culture prevailed within the company, that is related to
human behaviour within the workplace. Furthermore, the report covers an appropriate
understanding of how the culture adopted by the organisation influences the communication as
well as employee motivation.
TASK 1
Identification of culture within Starbucks
Organisational culture is a system which is relies on the values and attitudes and also
helps in arranging the staff of company. Every company has it own unique culture which helps
them in order to analyse the behaviour of employees and also make various contributions in
business environment (Lindebaum and Geddes, 2016). Moreover, it is helpful in order to manage
and control the people who are working in an organisation as it impacts many factors such as
product, technology and many more. In order to define the culture for Starbucks, Handy's model
is used which carry four cultures as it is mentioned as under: Person Culture:
As per this culture, the employees of an organisation are consider themselves as the
significant part as they are only worry about themselves rather than other employees. In this,
employees focus on only fulfilling their goals and objectives. It depicts that the individual goals
are more important than organisational and because of this, the organisation get suffer and it can
eliminates the productivity. In this, cooperation and coordination among employees are very low
and if Starbucks select this culture, then it would negatively influence the organisation as
because of this, employees cannot share their work with each other.
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 Task Culture:
Those organisations who wants to achieve their goals and objectives will adopt this
culture. As per this culture, teams are made of those people who are willingly want to achieve
the goals and targets of organisation. As when the organisation get success then it automatically
leads to the achievement of individual objectives. Here, teams are made by considering those
employees who are expertise in specific knowledge and skills. It put positive impact on the
performance of employees of Starbucks as the coordination and cooperation is high and
increases the level of motivation among employees. In addition to this, it is helpful in increasing
the sales and maintaining the healthy relationship with employees (Shin and et. al., 2017). Role Culture:
It is based on the rules and responsibilities of an organisation. Here the power of
employees are defined with the help of their specific position or structure of an organisation. It is
useful in large organisations as it increases the productivity and performance of an organisation.
In Starbucks, powers are assigned to them according to their responsibilities. It positively and
negatively influences company as employees have power to choose their task as per their skills
and negatively because the level of coordination is low by which decision making delays.
 Power Culture:
According to this culture, powers are in the hands of individual and they have right to
take decisions by considering their authority and these people are work at the top level of
management. They take important and complex decisions for the betterment of an organisation.
Here, duties are assigned to individuals by considering the specific time period. It positively
impacted because decision making process goes smooth and the level of cooperation and
coordination is high in nature. It also put negative impact because the powers and authority are
in the hands of individual by which demotivation can arise in among employees (Gelfand and et.
al., 2017).
Organisational culture adopted by Starbucks:
Out of all the cultures described above, Starbucks adopt role culture as its primary and
effective type of culture that is effectively adopted within the organisation. The reason for this is
because the firm emphasises upon certain rules and responsibilities, which appropriately serves
as guidelines for individuals within the organisation to operate effectively. In addition to this, the
authorities and distribution of power are very much provided in relation to the position of the
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individual within the company. In addition to this, within Starbucks, the skills are quite
effectively audited which allows the managers within the company in putting right person for the
job. Moreover, another essence within adopting this type of culture is that the organisational
structure of the company is rather complex. This is because a matrix structure is adopted by the
company, which causes delay in decision making due to multiple orders and complex structure
(Starbucks Coffee’s Organizational Structure & Its Characteristics, 2019).
TASK 2
Exploration of how culture improves organisational effectiveness in relation to communication
Culture of an organisation has a prominent and effective role to play within an
organisation towards its effectiveness onto several fronts. In addition to this, the distribution of
power and acceptance of authority reflects how smooth and effective the working environment
of the organisation is.
Organisational culture contributes towards enhancing effectiveness of the company upon
several fronts. One such aspect within the organisation is Communication. Role culture of the
company is very much effective as it helps in appropriately resolve conflicts and ensure
facilitation of communication within closed clusters.
However, in order to understand it in a better manner, there are several theories which
could be utilised and implemented within the same in order to understand how culture improves
organisational effectiveness of the company in context of communication.
One such model is Transactional Model of Communication, which refers to an effective
model that is related to an effective exchange within the organisation that is associated with
exchange of information between senders, as well as receivers, where each individual
appropriately and effectively take chances to either receive, or send messages. The role reversals
within the same are very much frequent as the communication within this model requires
simultaneous feedbacks (Carnevale, 2018).
There are several features of this model of communication which are required to be
analysed to assess and explore the role of culture of Starbucks in context of enhancing the
effectiveness of communication. Some of the effective features are elaborated below:
 Interpersonal Communication:
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One of the most appropriate and effective feature of this model is related to interpersonal
communication. This kind of communication happens within two individuals in a company,
where one is required to provide instructions to the organisation, the other is needed to receive
them. Additionally, a constant channel is required to be established within the organisation or
subordinates and superiors to coordinate and communicate in this model of communication. In
context of Starbucks, the culture adopted by the firm is apt for quite a strong functional structure
of the firm (Mo and Shi, 2017). Furthermore, rules and procedures are adopted by the superiors
and subordinates to exchange information and communicate with one another. Hence, this aligns
perfectly with this model of communication, which reflects the enhancement of effectiveness
within the performance of the company. This is because the culture of the company facilitates
information within specific group and clusters of individuals which enhances the speed as well as
convenience of individuals towards providing and understanding instructions in a better manner.
 Simultaneous Feedbacks:
Within this model, the speed of exchange of communication is quite rapid, requiring
spontaneous feedbacks in order to ensure that the work is being commenced and accomplished as
per the set standards possible. Furthermore, managers and subordinates are required to be in
constant loop for information to be shared in an effective aspect manner. For Starbucks, there is a
lack of coordination within individuals as mentioned above, which has also somewhat hindered
the communication happening within the organisation. Hence, in this context, the culture of the
firm is very much effective in facilitation of messages and feedbacks appropriately. This is
because a very rational distribution of power is adopted by the company as per its culture, that
highlights the ease which managers or subordinates face while providing spontaneous and
simultaneous feedbacks, hence, keeping up with the requirement of the communication within
the organisation.
 Interchangeable Roles:
The notion upon which the transactional model of communication works is that
simultaneously the roles of senders and receivers interchange throughout the communication as a
two way channel is established by this model. However, one particular aspect that is reflected
within the same is that the discrimination within sender and receiver is mitigated through
implementation of this problem, as where on one end the information is sent by an individual, the
other end has another individual providing a new data (Vibert, 2017).
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In context of with the culture of Starbucks, it is enhanced the firm's performance
effectively as far as interchangeable roles are concerned. This is because role culture preaches
effective and essential exchange of information, that is associated with adherence to the rules and
regulations set up by the company, along with the authority and responsibilities owned up by an
individual. Thus, it facilitates the communication in a way that roles within the communication
are flexibly changed and appropriate results are achieved (Klotz and Neubaum, 2016).
TASK 3
Evaluation of role of culture on employee motivation in Starbucks
Motivation refers to a positive reinforcement that is required to be provided to employees
in order to get the work done by them in an effective and desired manner. For an organisation
like Starbucks, employee motivation is highly essential and necessary to achieve better returns
and higher customer satisfaction on daily basis.
Hence, to reflect upon the role of culture within employee motivation in Starbucks,
Maslow's Motivational Theory is implemented below:
 Physiological Needs:
This need within the model is related to the basis amenities and needs that are required by
an employee to survive, i.e., food, oxygen and shelter. In an organisational context, a regular pay
and basic services like personal space within the organisational facilities are also included. The
culture of Starbucks is very much effective in context of providing each employee with regular
payment and locker spaces to keep their personal belongings, which is a necessity of each
employee to work within the organisation. Hence
 Safety Needs:
These needs are associated with provision of secure and safe environment to employees.
This is one of the most basic requirements which needs companies to ensure that an employee is
physically and mentally secure while working within their organisation. Hence, in context of
Starbucks, the culture of the company is very much protected towards their employees, as the
culture is slightly inclined towards their perspectives to get the work done in an effective
manner. To fulfil this need of employees and ensure motivation, the firm provides several
pension schemes, along with adherence to the Workplace health and safety laws as directed by
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the government to ensure that each employee feels secure within the organisation (Devece,
Palacios-Marqués and Alguacil, 2016).
 Social Needs:
As per this need, employees are required to feel wanted and must experience a sense of
belongingness within the company that is necessary to motivate them to work in a proper and
desired manner. As evaluated above, Role culture is adopted within the organisation, which
requires the social interactions to be as per the rules and regulations of the firm. Moreover,
despite this rigidity, the firm works for its employees off the radar. This means that social
activities are very much included within the culture of the company that helps employees to
acquaint themselves socially. Moreover, social inclusion is also an effective part of its culture,
where each employee, despite of different cultural orientations (Chen, Chen and Sheldon, 2016).
 Self Esteem Needs:
This need is perhaps one of the most crucial needs which employees desire after a certain
level of working within the company. These needs are very much inclusive of gaining self
respect and a prominent status within the organisation. For this purpose, Starbuck's
organisational culture is prominent enough to give ample of opportunities and employee schemes
to provide a certain level of authority and responsibility to the employees under which the tasks
are required to be performed. Hence, to motivate employees within the company, the firm's
culture is very much effective as far as fulfilling self esteem needs are concerned.
 Self Actualisation Needs:
This need reflects fulfilment of intellectual requirements, which requires achievement of
certain targets and potentials of employees, which is yet another appropriate and effective
requirement of an individual. Starbucks offers each and every employee an opportunity and
working environment which helps them in an overall fulfilment of targets and potentials.
Moreover, the role culture also requires each employee to appropriately and effectively achieve
higher expertise to perform in a better manner. Hence, to achieve this, the firm provides
individuals with training and development opportunities which are necessary to achieve better
results and fulfilment of the personal agendas of employees.
Hence, as per the above discussion, it could be said that the culture of Starbucks plays an
essential role when it comes to motivating individuals in an effective manner (Vasu, Stewart and
Garson, 2017).
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RECOMMENDATIONS
There are several ways through which Starbucks could use its culture in context of
enhancing the scope of improvement and success within the organisation. Some of these ways
are as follows:
 The firm must keep on communicating its culture with its departments in an effective
manner, which would help them in understanding their roles and responsibilities in a
better manner.
 Starbucks could also consider modifying the culture in a way which helps in
accomplishing the diverse requirements of the organisation's employees to enhance the
success in potential and productivity of the company (Borkowski, 2016).
CONCLUSION
Thus, it is concluded from the report above that organisational behaviour is required to be
appropriately analysed and assessed within a workplace as it serves as an effective basis onto
which the activities are subjected upon the organisation. In addition to this, it is necessary to
determine what culture is prevailed within the organisation to help in analysing the effectiveness
upon communication and organisational effectiveness. Moreover, appropriate theories and
models must be identified an implemented within a company that would be subjected towards
communication within the company as well as employee motivation. Lastly, several
recommendations in context of how the firm could use its culture to expand the scope of success
amongst the customers in the marketplace.
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REFERENCES
Books and Journals
Borkowski, N., 2016. Organizational behavior in health care. Jones & Bartlett Publishers.
Carnevale, D., 2018. Organizational development in the public sector. Routledge.
Chen, M., Chen, C.C. and Sheldon, O.J., 2016. Relaxing moral reasoning to win: How
organizational identification relates to unethical pro-organizational behavior. Journal of
Applied Psychology. 101(8). p.1082.
Devece, C., Palacios-Marqués, D. and Alguacil, M.P., 2016. Organizational commitment and its
effects on organizational citizenship behavior in a high-unemployment environment.
Journal of Business Research. 69(5). pp.1857-1861.
Gelfand, M.J and et. al., 2017. Cross-cultural industrial organizational psychology and
organizational behavior: A hundred-year journey. Journal of Applied Psychology.
102(3). p.514.
Klotz, A.C. and Neubaum, D.O., 2016. Article commentary: Research on the dark side of
personality traits in entrepreneurship: Observations from an organizational behavior
perspective. Entrepreneurship Theory and Practice. 40(1). pp.7-17.
Lindebaum, D. and Geddes, D., 2016. The place and role of (moral) anger in organizational
behavior studies. Journal of Organizational Behavior. 37(5). pp.738-757.
Mo, S. and Shi, J., 2017. Linking ethical leadership to employees’ organizational citizenship
behavior: Testing the multilevel mediation role of organizational concern. Journal of
Business Ethics. 141(1). pp.151-162.
Secchi, D. and Neumann, M., 2016. Agent-Based Simulation of Organizational Behavior.
Springer, Cham.
Shin, Y and et. al., 2017. Does leader-follower regulatory fit matter? The role of regulatory fit in
followers’ organizational citizenship behavior. Journal of Management. 43(4). pp.1211-
1233.
Vasu, M.L., Stewart, D.W. and Garson, G.D., 2017. Organizational Behavior and Public
Management, Revised and Expanded. Routledge.
Vibert, C., 2017. Theories of Macro-Organizational Behavior: A Handbook of Ideas and
Explanations: A Handbook of Ideas and Explanations. Routledge.
Online
Starbucks Coffee’s Organizational Structure & Its Characteristics. 2019. [Online] Available
Through: <http://panmore.com/starbucks-coffee-company-organizational-structure>
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