Employee Motivation and Organizational Culture

This assignment explores the relationship between organizational culture and employee motivation. It requires students to apply Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs to understand how different aspects of organizational culture influence employee satisfaction, motivation, and performance. The analysis draws upon various academic sources to provide a comprehensive understanding of this crucial topic.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A) Handy Cultural Typology......................................................................................................1
B) How power, culture and politics is affecting the behaviour of BBC.....................................4
TASK 2............................................................................................................................................6
A) Concept and process of theories of motivation......................................................................6
B) Motivational technique will assist to entity in improving team effectiveness.......................9
C) Contribution in improving level of motivation within BBC..................................................9
TASK 3..........................................................................................................................................10
A) Demonstrating an effective team an opposed to ineffective team.......................................10
B) Effective team in BBC based on Tuckman’s team role.......................................................11
TASK 4..........................................................................................................................................13
A) How team performance and productivity could be improved within the BBC...................13
B) Barriers to effective performance in BBC...........................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Organisational behaviour is mainly study of people that how they interacting with each
other and group while working within the organisation. To maintain positive and healthy
working environment, it is important the desired goals which company required to achieve. In
this project report there is various kind of model as well philosophies of organisational behaviour
which considered by company to maintain good relations with employees (Creed, 2011). Also,
comprises different motivational theories which is used by organisation to enhance employee’s
performance in organisation.
TASK 1
A) Handy Cultural Typology
This model states that how employees will perform their task at workplace which is based
on their skills and capabilities. As there are many workers in organisation who are trying to do
their best in order to attain goals and objectives. There are numerous scholars who has given
various theories in regard to understand the behaviour of employees so that entity can delegate
some roles and power to them (Aronowitz, 2016). This theory of culture model has been
explained in context of BBC Company. As this contain four parts i.e. task, role, power and
person.
Power culture – There are several type of organisations where powers and authorities
are delegated to few number of person. As they are highly centralisation but they do not delegate
1

their power to anyone. This type of culture is to be considered as strong because it will help to
organisation to take fast decision for the benefit of their employees.
Person culture – Here people are considering themselves above as compare with
organisation reputation. As there are many entities who are following this structure and due to
this they are suffering from large amount of losses and creating conflicts among them. So, it
becomes major responsibility of manager to make positive relation with employees so that they
can easily engaged with organisation goals and objectives.
Task culture – In this type of culture teams are formed for a particular period for
attaining specific goals of company. Here teams are made on the basis skills and capabilities of
2

employees so that any conflicts will not arise among them. Along with this, all team members
are making equal contribution for accomplishing with the aims of company.
Role culture – This culture is likely to be considered as important among four of them.
In this, employees are getting own roles and responsibilities which has to be performed by them.
These are based on the abilities and skills of people who are working in organisation (Baumeister
and Masicampo, 2010). With the help of this employees also get opportunity to give their best
and take best decision for enhancing the productivity. Moreover, it is also to beneficial for
organisation to retain employees for a longer period of time.
3

As in BBC Company, mainly role and task cultural are employed with that because it
allows because allows them to smooth run their functions and complete the task in effective and
creative way. Along with this, it will also help to organisation to maintain healthy relations with
employees.
B) How power, culture and politics is affecting the behaviour of BBC
In the 1970's, Dr. Geert Hofstede wanted to know that whether we can understand the cultural
difference or not. He just wanted to know if we can learn, then through mistakes or training we
can learn. If it is learning through training than what could be the guidelines to understand that?
Whether clear classes or hierarchies is involved in learning process.
What were the things followed by Labeled Hofstede's in Five dimensions of culture?
Understanding those five dimensions helps you not only to get the cultures of others, even it
helps you to get your own culture in a new way.
Hofstede spend a decade (10 years) on researching over a single global company and
interviewed their employees. He collected the cultural data from more than 40 countries and he
founded four clear lines for his four dimensions. Later on he added the fifth one too. After this he
rated each country within the scale of 0 to 100, so that he can create a place in each dimension. If
the society is higher in rating from. Then particular dimension is displayed in that society.
4

The first dimension is power/distance, accounts for the degree of power in between
people ion society and how it is accepted as norm. A country with a high PD score means that
society is okay with unequal distribution of power, whereas low score means power is evenly
distributed.
The second dimension is individualism, it measures how strong the tie up is there in
between society and people. If score is high than sense of community is not there and
interpersonal connection is lacking. If score is low than strong connection is there in between
community with loyalty and respect for one another.
Third dimension is masculinity which means how a society is stick with traditional roles
in between men and women. If score is high in this dimension than men are more powerful and
holds a position of bread winners. If score is low than women hold equal position or status with
men.
Fourth dimension mean how society behaves with change and uncertainty. It is referred
to uncertainty. If countries score is high than they have collective truth along with rules and
regulations. A low score means society enjoys novelty and changes with few rules.
The fifth dimension says, Long Term Orientation, is a reference to its country traditions
and values, how much they are attached or respected. A high scale means strict attachment and if
scale is low than lower the respect for values and traditions.
Understanding these dimensions and how countries and cultures fit into this scale can add
you to move from expatriate to compatriot, thus it is valuable tool in adaptation. Knowing what
culture holds allows to blend, respect and assimilate faster in more acceptable to new community
members. Determining their cultural norms will make feel more comfortable along with this
journey.
In modern era, there era there are several factors which is affecting company’s
performance in order to target their goals. At workplace, performances of workers are impacted
negatively when wrong decision has been taken by the manager at some point of time. As BBC
is having highly diversified workforce which are belonging from different religion, caste, and
background and also following their ethics and values. In this major responsibility of managers
arises which have to ensure about the yearnings of each and every employee so that fruitful result
can be achieved by them.
5

The power in organisation is given as per the requirements so that there will be a less
chance not to create conflicts and activities can be performed in appropriate manner (Rowlands
and Handy, 2012). In addition to this, top management top management has to also ensure about
that these tasks do not impact upon the culture and environment of employees from which they
are belonging.
Apart from that, when employees are working together politics may take a place. So, it
also impacting upon the needs, motives of people from which they are expecting from
organisation. If there is a constantly interference of ruling parties, then it will definitely be
affecting workers who are working in BBC. As it may also lead into indifference and disputes
among them.
However, power and politics are equally impacting upon the behaviour of organisation.
For example, power is creating indifference at workplace, then role of politics will also negative.
But, it will assist to top management to take right decision and actions so that these both affect
will have positive at workplace.
TASK 2
A) Concept and process of theories of motivation
Motivation is that technique which are using by managers to improve or increase the
abilities of employees. These motivation forces can also be determined with the help of intrinsic
and extrinsic values. Nowadays, it became significant for entities to boost and encourage
employees in different ways through which their performance will also increase. As there are
many different motivational theories which can be applied by manager to get best result from
employees.
Theories of motivation that focus on the goals to which we aspire. They place emphasis on the
nature of needs and what motivates.
Some of the theories are explained as below:
Maslow Need Hierarchy Theory – This model is stating about different level of five
needs of each and every individual.
6

This theory also described that if basic needs of employees are fulfil then it will considered that
there will be increase in level of motivation in them. As this model is explained as below:
Physiological needs – This need is to be considered as basic where individuals want vital
components for their own survival (Cao and et. al., 2013). For example, it includes shelter,
cloths, food are basic needs which are required here.
Security and safety needs – This is considered as second level of need which has to be
satisfied by organisation or anyone else. In this, need of individual are increasing and reaching to
high level of satisfaction. As individuals are concern with own safety and job security.
Social needs – Here requirements are related with acceptance, love or belongings of
individuals. With the help of this behaviour of human is driven as well as emotional
relationships. For example; social groups, friends, families and so on.
Esteem needs - This is fourth phrase of requirements which are related with appreciation
and respect their job and society (Kaur, 2013). In mentioned BBC Company, it is duty of
managers have to ensure about that no individual will not face from any harassment or insult at
workplace.
Self-actualisation needs – This is at point where person wants to reach at high level. At
this phrase where employees want to earn everything and make their life better.
7

Apart from that Herzberg Two Factor Theory is also discussed. In this, two variables are
used where managers are motivating and encouraging individuals within organisation. These two
factors are enumerated as below.
Hygiene factor – This is concerned with the job factor which are essential for motivating
the employees. But this factor does not lead into the long-term satisfaction of employees. Some
of the factors which are included in this; pay, job security, fringe benefits, status and many more.
Motivational factor – This is positive satisfaction where employees get motivated (Park
and Ryoo, 2013). Some of the example, sense of achievement, promotional opportunities,
responsibilities and so on.
Furthermore, process of theory involves with reinforcement, expectancy, equity and goal
setting.
Process theory includes:
Reinforcement theory, employees are rewarded for a certain period of time. This will assist in
motivation level of individuals.
Expectancy theory, employees are relying on desirability of rewards which are given by BBC.
Equity theory, it indicates that where individual perceptions are made and compare with the
similar level of position.
8

Goal setting, where employees are specifying the targets and goals and these are used for
measuring the performance of individuals for a long term.
B) Motivational technique will assist to entity in improving team effectiveness
There are several theories which are stated several authors and also using by managers of
BBC for improving the existing performance of employees. Maslow need hierarchy theory is
used by manager where there is lack of satisfaction among employees. Employees who are BBC
are expecting lot from company to fulfil needs. With the help of this model, it will support to
manager in properly identifying the needs of workers and fulfil their needs accordingly.
Herzberg two factor theory are used for ensuring about that if there are any deficiency are
found, then managers are identified are the solution for satisfying their needs (Zeffane, 2010).
These theories will help the BBC employees to get self-motivated and identified level of
benefits which are attached with that. Such as; learning skills will increase; job satisfaction will
lead into the performance and many more.
C) Contribution in improving level of motivation within BBC
High level of motivation is playing role in BBC Company which is assisting in
accomplishing their targets and to overcome with the threats which are facing by them. Here are
some benefits are enumerated and making contribution in motivation.
Job duties – There are some employees who making lots of efforts for attaining goals and
objectives. If people are satisfied with their job, then they will serve best quality of services to
customers.
Customer service – This is that part where company can get best result from employees if
they see that they are satisfying the needs and happy with that.
Increased in employee efficiency – An efficiency of employees will ultimately increase
if they are satisfied with their job (Guha, 2010). For getting fruitful result from employees, it is
essential for BBC Company to make study relation with employees and also delegated some
roles according to their willingness.
Decrease in turnover of employees - Reducing employee turnover is dependent on the
total work environment which are offer to employees. To reduce this rate, organisation has to
provide opportunities for worker’s employees so that they can share their knowledge on-the-job
through presentation, team assignment, training session.
9

Negative attitude – The manager of BBC company has to treat all employees with
fairness and consistency. Along with this, manager has to provide opportunities to employees in
order to take decision about their job and can also express their opinion about the workplace
policies and procedures. As, it will motivate the employees to execute task in effective and
efficient manner.
Acceptance to change – If there is suddenly change in organisation goals and objectives,
then proper training should be provided to employee so it will easy for them to accept the
changes which are made in the management. Along with this, level of motivation should be
increase by offering them different opportunities.
TASK 3
A) Demonstrating an effective team an opposed to ineffective team
Team is a group of people who come together to accomplish high growth and success.
Also, help organisation in gaining huge competitive advantage. A team has been pulled together
from different departments of organisation to work on any particular improvement project to get
better result. With the help of effective team BBC can enhance its level of financial profit and
improve the image brand image in market place. Nowadays every team set some set of goals
without this any company cannot achieve its desired goals and objectives in specific time period.
There is bifurcate team in BBC company they set goals so that it become easy for them to
achieve in systematic manner. For effective working environment manager mainly focus on
strong strategies and plan. There are so many team which are formed in organisation for growth
and development in market place. Some of them are as follows:
Problem solving team: This type of team formed in organisation with five to six
members who come together as a team to solve any specific problem. It is temporary kind of
team which dissolve after solving problem. They also help to maintain positive working
environment at workplace by solving issues and problem in certain period of time (Dartey-Baah
and Amoako, 2011).
Functional team: This is permanent team of organisation it includes employees from
same department of the organisation to get best result. In this all members have their own roles
and responsibilities to achieve organisational desired goals.
10

Virtual team: The member of this team use computer technology to keep in touch with
other as, all members are separated from each other. They are physically dispersed and
collaborate with each other through online to give strong quality services to peoples by using
social site. They make team to accomplish their common goals or objectives.
Project team: This kind of team formed to work on any specific project work in the
organisation. It is also temporary team which dissolve after completing the project work. People
come as team to get best result and outcomes in effective manner.
BBC has different teams to get the work done in a very effective manner. These teams
come together to work according to their duties and responsibilities. Each team of BBC has
different work to complete and they do the same, each team tries to complete their work on time.
Organisation has problem solving, virtual team, project team and functional team to have great
work together and somewhere they believe to satisfy the people of society. These all teams help
company to work effectively and achieve their goals and objectives. Each team works with
different departments but they have a cordial relation among them, this is what makes a BBC a
great company in UK
B) Effective team in BBC based on Tuckman’s team role
There is several difference between team and group but both play important role in the
organisation. At work place teams are formed on the basis of their common goals where member
have similar types of knowledge and skills. For team's development and growth Tuckman's
model is used by company which help to establish relationship within organisation.
11

The model is defining below:
Stage 1: Forming - In this phase team is formed where all employees get many opportunities to
show their skills and abilities. In this positive environment is provided to boost up employees to
increase outcomes. There should be proper guidelines provided to employees so that they can
work according to it (del Mar Alonso-Almeida and Rodríguez-Antón, 2011).
Stage 2: Storming- In this phase team member start working on their task and projects which is
given to them. In this employee exchange their ideas and thoughts to get best result. With the
help of strong idea, they can make innovative plan to complete task in effective manner.
Stage 3: Norming- The team member of BBC company start working on their problems and
solve them by using appropriate method. Also, motivate each other’s strengths to achieve goals
in fixed time period.
Stage 4: Performing- Employees of BBC company do hard work to achieve best result by
effective team work. In this employees get more task and project so that their level of confidence
increase to perform any task at workplace.
Stage 5: Adjourning- It is final phase in team development where employees complete their
task and projects. In this all team members celebrate their success and achievements for gain best
result.
12

This model helps to enhance employee’s skills and abilities so that they can work
effectively in organisation. It also helps to make strong relationship between employees at
workplace. Ultimately, this will assist to BBC company to operate their functions well in proper
manner and also retain employees in organisation for long time period (Fulk, Bell and Bodie,
2011). There are some important characteristics of team which are opposed to an ineffective
team. There is proper distribution of task and project among employees through proper
communication. Team member ants to work together in which they share their numerous skills
and knowledge with each other for best result. To avoid conflicts and complex among them they
maintain positive relationship at workplace (Lester, 2013).
TASK 4
A) How team performance and productivity could be improved within the BBC.
Team performance and productivity could be improved within BBC by following path-
goal theory, as this theory guides management about how to move towards its goal in an efficient
way and how does it can achieve its goals in short time (Sadri and Bowen, 2011). Thus there are
various steps by which management can improve team performance and productivity through
adopting Path-goal theory:
13

Determine the employee and environmental characteristics: First step is to determine
characteristic of employees and business environment, as motivational level of every employee
are dependent on behaviour a leader. So leader needs to understand the characteristic of every
employee to motivate him for instance some employees like team appreciation and some wants
only individual appreciation (Russo and et. al., 2013). Whereas in task and environmental
characteristics, leader needs to help employees in overcoming his obstacles so that team’s
productivity can be improved. Some of the characteristic of difficult tasks:
Design of the task: If the task is difficult than leader has to support their employees, and
this helps an employee to learn how to that task in next attempt which will improve his
productivity (Schwitzgebel and Cushman, 2012).
Formal authority system: Leader can provide straight forward goals and decentralised
some of the authorities to him, so that he can develop his skills by handling that situation.
Work group - If the team is non-supportive, then the leader needs to be
cohesiveness and espouse esprit-de-corps that provides comradeship, enthusiasm, and
devotion to all team members.(did not change)
Leader behaviour or Style: Leadership styles also affects performance and productivity
of a team as their different leadership styles:
Directive: Leader has to guide the task which a team has to perform, he should also
support the team to direct them how to achieve this task in best way.
Supportive: Without support a team can't give productivity and performance, so a leader
should support their team, so that they will be motivated by helping and friendly nature of the
leader (Patnaik, 2011).
Participative: A leader should always participate in complex and tough task so that
employees get motivation and starts giving effort more than 100%.
Achievement-oriented: Leaders set challenging goal for their followers and do expect from them
to perform at their maximum level best, and leaders shows much more confidence on their ability
to meet up expectation. Though, it is more effective in professional environment, such as
(technical, scientific etc.) and in achievement environment to like (sales etc.).
Focus on motivational factors that will help the employee succeed: There are many
motivational factors such as: compensation, incentives, benefits, recognition, etc. so leader needs
14

to focus on only those factors which can motivates employees to improve team’s productivity.
This factors should match their behavioural characteristic of motivation.
B) Barriers to effective performance in BBC
In an organisation employee from different backgrounds work together which makes it
difficult for the management to maintain good relation at the work place. Ever individual has
their own beliefs and desires which led to the main reason of conflict and issues that take place in
BBC. Apart from this another major drawback is of the complex structure which is being
followed here (leary, Mortensen and Woolley, 2011). In order to understand the barriers more
effectively each needs to be studied under different headings like in the following manner.
Inappropriate communication – due to the big and complicated structure of the
organisation it is difficult to communicate the required information to all the concerned
individuals on time which has its direct impact on the results. It is very much crucial that the
right message is being conveyed to the right person on the correct time. In the given organisation
the message has to travel through various stages which ultimately effects the quality of same as it
loses its importance when the same is not provided on time.
Lack of training – employees in a big number work under the given organisation which
makes it difficult to get the desired work done from them. Apart from this management also fails
to provide effective training to the work force which is very much important to get the full
utilisation of the available resources (Maynard and Gilson, 2014O). It is a fact that employees
working after receiving tough training can bring far better results to the organisation in
comparison to those who are not given the education regarding their work at the business.
Ineffective leadership – Another drawback which was faced in BBC was of less
appropriate leading qualities of the leaders. They are not successful in motivating the work force
to work as per the requirement. If the leader is good at its designation than he can influence the
employees to work with a common goal and get their maximum contribution in achieving the set
targets.
The five main dimensions of social capital theory are as follows:
Network: Connection is used in between individual and groups to communicate.
Reciprocity: It is something people ought to repay in kind for what other has provided to
them.
15

Trust: It is something a person has from another person it is kind of faith and relying on
others as another person will help him in his under times.
Social norms: Accepted behaviour that an individual is expected to conform in a
particular group, community or culture.
Personal and collective self-efficacy: It is a belief of an individual in one's ability to
succeed in specific situations or accomplish a task.
Culture: It is ideas, customs and social behaviour of a particular people or society.
Communication and feedback: This is required at every point of your life,
communication is necessary in every field like (organisation, education field etc.). A company
cannot succeed without communication; Feedback is receiver's response back to the sender is
called feedback.
Lack of trust: Having a lack of trust on people will lead you to deception. It is required
to have a trust in great form.
Globalised function of BBC will lead to what Labelled Hofstede's has said it will affect
the culture of different country. Hofstede has described different countries in scale of 0 to 100.
choosing one country on basis of that it will create a problem for a company to make it
globalised as because every country has two bases that is higher range and lower range.
CONCLUSION
From the above report it has been summarised that in an organisation in order to achieve
the goals and objectives it is important that appropriate behaviour is being carried out. With the
help of various typologies observation of BBC culture is done which further helps in
understanding the influence which politics and culture has on the behaviour of employees
working in BBC. Thereafter, distinct theories were also discussed which helps management in
motivating the work force which helps in accomplishing the company’s targets. Finally, the
report summarised with the issues which were faced in the referred organisation which has their
direct impact on the company’s performance.
16

REFERENCES
Books and Journal
Aronowitz, S., 2016. The crisis in historical materialism: Class, politics and culture in Marxist
theory. Springer.
Baumeister, R. F. and Masicampo, E. J., 2010. Conscious thought is for facilitating social and
cultural interactions: How mental simulations serve the animal–culture
interface. Psychological review. 117(3). p.945.
Rowlands, L. and Handy, J., 2012. An addictive environment: New Zealand film production
workers’ subjective experiences of project-based labour. Human Relations. 65(5). pp.657-
680.
Cao, H. and et. al., 2013. A Maslow's hierarchy of needs analysis of social networking services
continuance. Journal of Service Management. 24(2). pp.170-190.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of
Management and Business Studies. 3(10). pp.1061-1064.
Park, S. C. and Ryoo, S. Y., 2013. An empirical investigation of end-users’ switching toward
cloud computing: A two factor theory perspective. Computers in Human Behavior. 29(1).
pp.160-170.
Zeffane, R., 2010. Towards a two-factor theory of interpersonal trust: A focus on trust in
leadership. International Journal of Commerce and Management. 20(3). pp.246-257.
Guha, A. B., 2010. Motivators and Hygiene Factors of Generation X and Generation Y-The Test
of Two-Factor Theory. Vilakshan: The XIMB Journal of Management. 7(2).
Maynard, M. T. and Gilson, L. L., 2014. The role of shared mental model development in
understanding virtual team effectiveness. Group & Organization Management. 39(1).
pp.3-32.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Patnaik, J. B., 2011. Organizational culture: The key to effective leadership and work
motivation. Social Science International. 27(1). p.79.
Russo, G. M. and et. al., 2013. Correlation Between Organizational Culture and Compensation
Strategies Using Charles Handy's Typology. Performance Improvement. 52(7). pp.13-21.
Sadri, G. and Bowen, C. R., 2011. Meeting employee requirements: Maslow's hierarchy of needs
is still a reliable guide to motivating staff. Industrial engineer. 43(10). pp.44-49.
Schwitzgebel, E. and Cushman, F., 2012. Expertise in moral reasoning? Order effects on moral
judgment in professional philosophers and non‐philosophers. Mind & Language. 27(2).
pp.135-153.
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Dartey-Baah, K. and Amoako, G. K., 2011. Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management. 3(9). pp.1-8.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J. M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish
hotel industry. Journal of Cleaner Production. 19(13). pp.1455-1463.
Fulk, H. K., Bell, R. L. and Bodie, N., 2011. Team management by objectives: Enhancing
developing teams' performance. Journal of Management Policy and Practice. 12(3). p.17.
17

Lester, D., 2013. Measuring Maslow's hierarchy of needs. Psychological Reports. 113(1). pp.15-
17.
18

19

20