Organisational Behaviour Assignment Solved - BBC

Added on -2020-11-23

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Organisational Behaviour
INTRODUCTIONOrganisation behaviour is defined as study of behaviour of human in company. It is way of interaction of people within groups. The assignment is based on context of British BoardCasting Corporation (BBC) which is British public service was incorporated in 1922 at Westminster, London. Here will discuss about influence of organisation culture, power and politics behaviour of manager at BBC. It is also discussed about content and process theory which helps in motivating staff at workplace. There are different types of team within organisation which assist in goal and objective of firm. It will also explain organisational theory through which performance and productivity could improve and barriers which decline result (Andersson, Jackson and Russell, 2013).TASK 1Organisational CultureIt refers values and behaviour which contributes to psychological and social surrounding of business. It helps in influencing people interact within organisation. As per the context of BBC theory for culture has been explained below:Handy’s TopologyThis theory has defined four types of culture within organisation which is described below:Power- When power remains in the hands of few people then it is called power culture. There are less rules and regulations in such power which lies to limited individual. In the context of BBC it has created lots of problem to employees. The decision making was very quick and issues were not heard by authority. After appointment of new HR all problemswere solve out by the company.Role-In this type of culture people is delegated authority within organisation hierarchy and derives power from position of an individual. The higher authority assigned any work to any staff which created issue for them. But now as per skill of employees work isdesigned for them.Task- In this to solve particular problem team is formed and power derived through expertise. BBC also formed this culture to solve out problem but condition of company was not good so many expertises resigned. But later on improved condition assist for solving issues.Person -When people think themselves important for organisation then this culture is formed. The accountant and lawyer are common for all types of business. There are many staff who though themselves very significant for BBC and did not perform task assigned. After improvement of situation BBC follows policies and regulations (Ashkanasy and Humphrey, 2011).Hofstede’s workThis theory has divided six dimensions of culture which are described below:
Power distance index- It is type of degree inequality exist which is accepted between people without power and with power. In BBC the power person give orders to subordinates without seeing any other factors.Individualism versus collectivism-In this type of culture dimension when individual performs work issues may arise but is performed with team and collective result is achieved. There are many people with various skills which give good output to firm by doing wok collectively.Masculinity versus femininity-This culture has been faced by BBC staff on the basis of gender pay. The female were getting less money as compared to male. This results in labour turnover in business (Avey, Palanski and Walumbwa, 2011).Uncertainty avoidance index- It means coping up with dynamic environment. Every firm need to make such plans to avoid from uncertainty. Here, BBC has faced issues because of ineffective plans and policies which harm organisation.Long term versus short term orientation- Every organisation should make plans and policies for long term which should focus on short term for achievement. This helps in sustainability and survival.Indulgence versus restraint- There should be more indulgence in activities and less restraint. Indulged helps in achieving result for firm whereas restraint is pessimistic behaviour and more controlled. If BBC has followed culture of indulgence then it does not have to face any issue.PowerIt is the way of doing something in different way. It is also ability or capacity which influences others. Every person with good position has power to impact others.French and Raven’s powerThis theory was given by French and Raven in 1959 which divides power into five categories which is described as below:Legitimate- This arises from belief in which people has right to demand and expecting others for compliment. The rewarding and punishing is part of this power. This helps in motivating staff at BBC for accomplishment of goals and objectives.Reward -When employees get price and compensation for work then it is called reward power. If staff is getting rewards for the performance then they work for goal achievement. BBC condition gets worse because they didn’t provide rewards to their employees.Expert- The person possesses high skills and knowledge then it is called expert power. This is required in every firm for solving complicated task. BBC also requires such power for achieving output.Referent- This is the affiliation which is made for known group or person. This can bring positive and negative output. The BBC employees can use this power for others to provide them job through their reference which may leads to skilled and unskilled staff hiring(Bolino and et. al., 2013).
Coercive- When someone is forced for doing work against their will then it is called coercive power. It is type of punishment (Carpenter, Berry and Houston, 2014). Most of employees at BBC worked against their permission.Political behaviour It is the way through which one individual influence others. It is subset of human behaviour which involves politics and power. Every organisation faces political behaviour in their organisation.Chanlat’s Characteristics’According to Chanlat’s characteristics of political behaviour such issues arises of not fulfilment of worker demands. It includes riots, strikes, lay off and lock out. These arise because of gender pay gap, salary, payment not paid, etc. Thus company should use tools for solving issues and retaining employees at workplace. BBC organisation also saw these behaviour of staffs because of not fulfilment of demands. TASK 2a) Content and Process Theory of MotivationMotivation is the way to achieve goal which pushes hard to work. It provides strength to the people for achieving goals and objectives.BBC goal was to emove all clashes which happened in organisation and achieve their goal and objectives effectivly and efficiently.Content TheoryIt focuses on internal factors which energize and human behaviour. There are various theories under this out of which BBC has followed Maslow’s hierarchy need theory describedbelow:Malow’s Hierarchy need theoryIt describes higher and lower needs. It is classifies into five needs such as:Physiological needs- These are basic needs such as food, cloth, shelter, water etc. Every employees at BBC should get pay to fulfil their needs. Without this no person can live their life. After solving issues at BBC, employees were attracted towards firm and give their best.Safety needs- Employees should get healthy and clean environment for working such as safe, relative, freedom from threats and job security. The employees at BBC did not get safety needs which leads job quit and labour turnover increases.Employees also attracted towards company after appointment of new manager at BBC. Safety provided to employees in terms of health, security.Social needs- The people live in society so they should be provided all those societal needs which include belonging, respect, and acceptance. In context of BBC it was not seen socondition got worse (Choi, 2011).Employees got respect after solving issues in BBC and labour turnover was decline.

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