Organisational Behaviour and Leadership Styles

The assignment provides an in-depth analysis of organisational behaviour, discussing its effects on employee performance and team dynamics. It examines various leadership styles, including autocratic, supportive, and transformational leadership, and their respective positive and negative impacts. The document also references relevant theories and research studies to support the discussion, offering a comprehensive understanding of organisational behaviour and its significance in business organisations.

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
Influences of culture, power and politics on the behaviour of individual and team performance
.....................................................................................................................................................3
Evaluation of motivating individuals and teams to achieve goals..............................................6
LO3..................................................................................................................................................8
Understanding of co-operation effectively with others...............................................................8
LO4................................................................................................................................................10
Concepts and philosophies of organisational behaviour ..........................................................10
CONCLUSIONS............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour is the study of understanding human resources and their
behaviour in business environment. Organisations adapt to this study so that they can understand
factors which influences human behaviour and their performance. British Broadcasting
Corporation(BBC) is an organisation providing services related to broadcasting. It broadcast in
various countries on radio, television and on internet. BBC sells its programmes to various other
companies of broadcasting in world-wide. In this study report, influences of culture, power and
politics on behaviour of individual and team performance is explained. Ways of motivating
individuals to achieve organisational objectives are also discussed. Different types of teams and
their importance is shown in the report. The report further explains concept and philosophies of
organisational behaviour.
LO1
Influences of culture, power and politics on the behaviour of individual and team performance
Organisation's culture, power and politics greatly influences behaviour of employees and
team performance. BBC believes that creativity is the lifeblood of company and therefore it tries
to establish creative ambition and attempt new things and also embrace advance technology.
Influences of culture on individual behaviour and team performance
Various culture adopted by organisation have various effects and influences on
performance of employees as everyone has different perception. Handy's typology explains four
types of culture are being followed by the organisation and it is explained as follows:
Role culture: this culture basically follows rules and regulations provided by the organisation.
Roles and responsibilities are distributed among employees according to their position and BBC
follows this culture to manage proper work flow.
Task culture: organisation adapt to this culture in order to perform some specific or complex
task. Task culture aims at completing task and roles are distributed among employee's
accordingly(Coccia, 2014). BBC adopting to task culture may brings negative behaviour from
employees as management only focuses on completing the task and avoids employees
contribution and behaviour.
Power culture: Authority and power remains with top management or higher authority of
organisation and they bring influences to performance and behaviour of employees. Top

management may do favouritism with employees and neglect providing opportunities to capable
one, this leads to creation of dissatisfaction among employee(Steers, 2016).
Person culture: personal culture adopted by organisation aims at treating every individual
employees with uniqueness and respect, this makes them comfortable and satisfied towards job.
But this culture makes employee dependent on leader and lacks innovation and effectiveness in
business activities.
BBC aims at adopting to culture that motivates and encourages people and leads to
achieve overall objectives(Kuhlman, 2015). Hofstede's cultural dimensions are adopted by
organisations which are explained as follows:
Power distance: this dimension explains that employees with less power and authority assumes
that power is distributed unequally in the organisation.
Individualism Vs. Collectivism: this dimension aims at questioning i9f people like to work in
individual or collectivism. Individualism refers to loose-knit framework and socialism relates to
tightly-knit framework.
Uncertainty Avoidance: employees feel uncomfortable when treated with uncertainty and
ambiguity. Organisations with low uncertainty avoidance makes its employee happy and
satisfied towards job, whereas BBC failed to maintain and resulted in high employee turnover.
Short-Term Vs. Long Term Orientation: lont-term orientation generally deals with virtue of
society and short-term orientation aims at having strong and great concern with truth. BBC
follows short-term orientation as truth is the foundation of BBC and they treat everyone
impartially.
Masculinity Vs. Femininity: this dimension refers to values which are considered essential in
society. Masculinity explains preferences such as heroism, material rewards and appraisal.
Femininity explains preferences for modesty, cooperation, taking care of weak and also quality
of life.
Influences of power on individual behaviour and team performance
The power of individuals or top management of an organisation make great influences on
individual behaviours and also on their performance level(Hunter and et.al., 2018). According to
French and Raven, there are five forms of power and described as following:

1. Coerice power: Leaders with coerice power often threaten employees to cut the pay,
suspension, job security, etc. BBC following these coerice power results in employees
getting dissatisfied towards and job and leads to increase turnover of employees.
2. Expert power: this is known as power of knowledge and it comes from skills and
knowledge. Leaders with in-depth knowledge and expertise skills enables to have expert
power and this brings positive influence in organisation as they combine power of reward
in right manner(Rao, 2016).
3. Referent power: It is known as personal power and power of personalities. Leaders have
the personality which attracts employees and they follow leaders because it influences
and attracts them. BBC has some referent power leaders who manages to influence their
behaviour and performance in positive way.
4. Legitimate power: It is considered as official power and generally comes from higher
level of management of organisation. BBC aims at giving high authorities and
responsibilities to skilled people who can manage to make great things work.
5. Reward power: this kind of power aims at motivating employees to do work which
generally does not interest them and they also provide them with rewards. BBC aims at
providing values and benefits to its employees for their performance.
Influences of politics on individual behaviour and team performance
Political behaviour of managers in an organisation brings changes in performance level of
employees and team as well(Gorsuch, 2014). Chantal's characteristics of political behaviour of
managers followed in an organisation are explained as follows:
1. Virtue theory
2. Nature and will
3. Divine attributes
4. Augustinianism
The politics played in organisation influences behaviour of employees and process or
activities as it involves power and authority. Behaviour and characteristic of manager or leaders
towards its employees greatly influences their performance. The use of power by higher
authorities leads to effective use of work and human resources and brings effective outcomes and
results in achieving overall objectives. Whereas, if higher authorities makes negative use of

politics and power, it leads to dissatisfaction of employees and also fails to attain innovation and
creation.
LO2
Evaluation of motivating individuals and teams to achieve goals
Various content and process theory aims at motivating employees so they feel satisfied
towards job and lead to put their best potential and efforts in business operations and
activities(Bratton and Gold, 2017). BBC aims at facilitating and motivating employees to get the
best outcomes and achieve overall objectives. BBC follows content theory Maslow which aims
at motivating employees by using extrinsic methods.
Physiological needs: this is the first level of hierarchy of needs, and it explains that employees
feel motivated and satisfied when basic needs are being provided by organisation. If basic needs
of individual employees are satisfied by BBC then it makes them satisfied towards job and lead
to gain effective utilization of their skills.
Safety needs: this are related to safety and security of employee's and their working
environment. Employees feels satisfied and motivated when they have safe and secure job and
working conditions. BBC aims at maintaining safe working environment and provides
employees with job security, pension, etc.
Social needs: according to maslow's hierarchy of needs, employees expect to get interacted with
other employees and team(The Five Levels of Maslow's Hierarchy of Needs, 2016). This makes
them feel accepted and motivates them. BBC aims at satisfying social needs of employees by
arranging meeting, events, get-together to make employee comfortable and accepted by team and
other employees.
Esteem needs: This need explains that employees expect to get recognised and attention for their
contribution in business and its related activities. BBC provides proper attention, rewards and
performance appraisal to its employees and make them satisfied.
Self-actualization needs: this needs refers that employees expect to get complex and essential
task that can result in putting their full knowledge and skills. Self-actualized employees aims at
putting their best potential and skills in to task and business activities so that they can achieve
personal and professional development.
Maslow's hierarchy of needs aims at motivating employees by satisfying their needs and
wants. This makes employees feel satisfied and motivated for job and they tend to put their best

efforts and skills in business operations and activities and it brings positive outcomes and
achievement of overall gaols and objectives.
BBC follows process theory of Skinner to motivate its employee and brings influences
in their performance level(Chung, 2017). This facilitate BBC to achieve its organisational goals
and objectives. Skinner describes reinforcement theory of motivation through extrinsic
methods and says that influences in behaviour can be made by its consequences. According to
this theory of motivation, manager uses various methods for managing performance and
behaviour of employees and drives effectiveness in business activities.
Positive reinforcement
Organisation providing performance appraisal, rewards, appreciation, increment in salary,
bonus, good grades, monitory benefits, promotion, etc. and recognition to its employees makes
them satisfied and motivated towards job and it leads to increase and improve performance level
of employees. If BBC provides it employees with positive feedback and rewards for their
contribution and efforts, it leads to reinforcement encourages in performance and behaviour of
employees. Positive reinforcement helps in motivating employees to get expected reinforcement
which is required by organisation to achieve its overall goals and objectives.
Negative reinforcement
Negative reinforcement is contrary to positive, and it leads to eliminate unpleasant
behaviour or undesired forces. Negative reinforcement provides rewards and performance
appraisal to employees by eliminating negative consequences. Removal of negative or
undesirable consequences facilitate in increasing desirable behaviour of employees. This helps
employees to limit and stop negative behaviour(Clegg And et.al., 2015).
Punishment
Punishment reinforcement aims at removing positive consequences so that it leads to
lowering down possibility of undesirable behaviour and mistakes in the future. Puishment is
given to undesirable and unwanted consequences so that it can result in positive outcomes next
time. Punishment reinforcement can be equalised through positive reinforcement by using
alternative or optional sources.
Positive reinforce factors brings more effectiveness than negative reinforcement and punishment
as explained as below:

 Negative reinforcement and punishment leads to stop undesirable behaviour but does not
facilitate in offering alternative behaviours of employees.
 Punishment develops bad feelings, negative attitude for business and related activities.
 It facilitates in suppresses behaviour of employees but it does not lead to permanent
elimination(Coccia, 2014).
BBC applies the reinforcement theory to bring motivation and increase performance level of
employees and team so that it facilitate in achieving overall objectives.
LO3
Understanding of co-operation effectively with others
Business organisation aims at achieving its goals by utilizing skills and knowledge of its
employees and bring effectiveness in business operations. BBC is big multinational corporation
which requires various types of team to handle its business operations, some are explained as
below.
Functional team
This team is the permanent team of organisation. Functional team is formed by employees
within same departments and aims at achieving common goals of company. Some examples of
forming functional teams are explained as follows:
 Research and development team is formed to identify feasibility of new product in target
markets.
 Production team aims at producing products and services according to needs and wants of
customers.
 Marketing department focuses on providing details or making target market aware about
new product or services(Gorsuch, 2014).
Importance of having functional team in BBC:
 functional team works co-operatively towards common objectives
 it leads to bring encouragement and motivation to other functional team or departments
 results in innovation and creation as different members of team comes up with different
ideas and suggestions
 Relying on common objectives by team members facilitate in achieving overall
objectives.
Problem-solving team

This type of team are generally temporary in nature and focuses on solving a specific
problem or task. Employees from different departments of organisation forms problem-solving
team and brings up with different solutions. BBC forms the problem-solving team in order to
solve specific problems and to get quick solution for it. Team focuses on arriving a solution
through working cooperatively.
Importance of problem-solving team for BBC:
 It increases co-operation in team members as they work together to come on effective
solution(Hunter and et.al., 2018).
 Problem-solving team facilitates quick decision making and quick solution to problems
 members from different department forms this team and facilitate effective ideas and
suggestions which can lead to bring effectiveness in business operations
project team
Project team is formed by taking employees from various functional departments of
organisation and they are assigned with specific responsibilities and duties. Project team focuses
on completing a task or project therefore it is generally a temporary team in nature. BBC forms
project team to handle a specific project and which aims at working co-operatively and achieving
a common objective.
Importance of forming project team in BBC is explained as follows:
 member are from different functional areas which facilitates innovative ideas and
effective solutions and suggestions
 project team benefits organisation in resulting positive outcomes as variation happens in
activities
 Different opinions of different employees brings effectiveness in operations and
activities(Kitchin, 2017).
Virtual team
Virtual team is formed by using advanced technology, and not in person. Virtual team co-
ordinates and communicates through technology and aims at achieving common goals. BBC
aims at forming virtual team so people from different locations can collaborate and make things
better. Generally experts are selected from various locations from world-wide and formed a
virtual team that work towards achievement of targeted goals. Virtual team is created to achieve

common goals of organisation and it also facilitates in generating various effective ideas and
strategies(Kuhlman, 2015).
Importance of having virtual team in BBC:
 this leads to creation of team from different location that work together common
objectives
 cooperation is generated as different employees work together to achieve common goals
 guidance is not required much as experts are recruited from world-wide
Tuckman and Jenson's Theory to Build an Effective Team
Team development theories used by BBC guides in developing an effective team that
leads to effective achievement of goals and objectives. Effective team brings positive outcomes
for BBC by following team development theory and is discussed as follows:
Forming: this is the first stage of team development in which employees get to know about other
team members. They share experience and knowledge and manager clarifies their roles and
duties. Differences may happen between employee as different people have different opinions
which may lead to creation of ineffective team(McKenna, 2018).
Storming: employees start working with other employees. Disputes happen between team as
everyone comes up with different ideas, manager needs to resolve disputes and make them work
with cooperation otherwise it will lead to development of ineffective team.
Norming: team members work co-operatively and effectively in norming stage. Employees
focuses on achieving goals and objectives and they respect views and ideas of other employees.
Manager needs to make focus in decision making and check if employees are going in right
direction otherwise it leads to development of ineffective team.
Performing: this is the last stage of team development in which employees understand and
respect views of other employees and are capable of making decisions which can bring effective
outcomes.
LO4
Concepts and philosophies of organisational behaviour
BBC uses various concepts and philosophies of organisational behaviour to develop team
performance and productivity. Path Goal theory is used to influence behaviour of leaders that
bring influences in performance of employees(Rao, 2016). Different leaders have different

attitudes and style to handle and manage activities and human resources which leads to bring
influences and it is explained briefly as follows:
Supportive leaders: leaders provides full support and guidance to its employees. This makes
employees satisfied and motivated towards job. BBC believes that innovation is the lifeblood of
organisation and supportive leader facilitate in bringing innovation by properly guiding it
employees.
Directive leaders: leaders gives direction to its employees and assign duties, responsibilities to
them. BBC follows directive leadership style in order to complete the complicated and complex
task by providing directions and guidelines. This makes employees to put their best efforts and
bring effectiveness in operations.
Participative leaders: leaders with participative style makes its employees to take part in
decision making and ask for their suggestion(Robbins and et.al., 2016). BBC makes use of this
leadership style to encourage effective involvement of employees in business and related
activities.
Achievement-oriented leaders: leaders with this style are more focused towards achievement of
goals and also on developing high standards of performance level. BBC aims at achieving
innovation and accomplishing business objectives by focusing on completing task and utilizing
skills of employee and their effective performance.
Barriers to effective performance of employees in BBC
Various leadership style has different impacts and influences on behaviour of employees.
Leaders adopting to different styles either improves performance and behaviour of employees
and it also makes them dissatisfied towards job which act as barrier for effective performance.
This is explained below in brief:
Directive leadership style
Positive Impact: leaders gives clear direction and duties to its employees which makes
employees to focus on them and work towards completing the task. This results in increasing
productivity and profits.
Negative Impact: leaders gives direction and guidance to its employees and also provide them
with duties to be performed(Steers, 2016). This makes employees to focus on performing their
duties only and lacks innovation and creation in activities.
Participative leadership style

Positive Impact: leaders take part in decision making and this makes employees motivated
towards job and also taking effective involvement in decision making. This leads to increase
productivity and profits.
Negative Impact: participative leaders take effective part in business activities and makes its
employees lazy and dependent, this lacks innovation and creation in business activities.
Achievement-oriented leadership style
Positive Impact: leaders guides and motivates its employees to achieve targeted goals and
objectives and also ensures effective involvement of employees which facilitate in increasing
profits and productivity.
Negative Impact: leaders with this style are generally autocratic and adopts to strict style which
makes employees uncomfortable and dissatisfied for job. This leads to lowering down the
performance level(Van Seters and Field, 2015).
Supportive leadership style
Positive Impact: leaders encourage and motivates its employees and give full support and
guidance, this makes employees satisfied and results in innovation and increasing productivity.
Negative Impact: BBC is large business corporation which have wide range of employees having
different needs and wants. Leaders fails to provide proper guidance to every employee and this
makes employees dissatisfied to results in low productivity.
CONCLUSIONS
Organisational behaviour brings influences in performance of employees and team.
Different leadership style adopted by organisation has different effects on employees and their
behaviour and performance. Organisation needs to focus on making effective team that leads to
achieving overall goals and objectives. Culture, power and politics followed in business
organisation brings great influences on performance of individual and team.

REFERENCES
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