Effective Team Development and Organisational Culture

This assignment explores various models of team development, including Tuckman's model, and their application in overcoming barriers to effective performance. It also discusses organisational culture, using Handy's model as a reference, and examines the role of trust in team development. The assignment touches on leadership patterns, employee motivation, and the effects of m-learning on motivation and achievement.

Organisational behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1:...........................................................................................................................................1
Factors that affect the behaviour of staff within BBC in recent past and today:....................1
1a ) Organisational culture:....................................................................................................1
2b) Power and political behaviour of managers.....................................................................3
TASK 2:...........................................................................................................................................3
2 a)Content and process theories of motivation:....................................................................3
2 b)Improve level of motivation that help BBC to achieve its goal:......................................4
TASK 3............................................................................................................................................6
3 a)Explain various types of team and its importance............................................................6
3 b)what are the factors that makes an effective team with tukmans and Belbins model.....7
TASK 4............................................................................................................................................8
4 A) Methods of improving team performance and productivity of an organisation.............8
4 b) difficulties that affects effective performance in an organisation:..................................9
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Organisation behaviour (OB) is considered as set of activities that influence emotional
state of individual and influence their behaviour towards the brand. Organisation behaviour can
be defined as the attitude and behaviour of the persons in an organisation towards each other and
towards organisation too. In this report it can be discussed about the organisational behaviour of
the BBC company. Its cultural and political behaviour towards the employees and level of
influence which affect power and organisational culture within organisation. Level of motivation
that is created to achieve the goals. Philosophies and theories given on business situation to
improve the work environment in an organisation. Furthermore, it will be discussed the
performance and productivity that cam improved within BBC and main barriers to achieve the
effective performance within BBC.
TASK 1:
Factors that affect the behaviour of staff within BBC in recent past and today:
1a ) Organisational culture:
Organisational culture indicates the values and beliefs which shared by the peoples in a
business environment. As per the given case study it has been identified that culture of BBC was
not good, people were having fear of reprisal. They have to work under pressure and they have
fear of losing job. BBC is having culture of drinking and bullying, senior authorities bully other
workers. Some of the staff members see women with wrong eyes and they humiliate them.
Handy's culture explains four types of culture in business:
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Illustration 1: types of culture
(source: Handy's model of organisational culture,2018)
 POWER: under this culture, power is distributed among few members. During past times
the power was so influencing of higher authorities, that staff in times of SMITH does not
able to complaint their issues. Because of this employees becoming negative towards
BBC. But as of now during director general(2015), scale was reorganised and people
respecting each other and employees started turning positive towards organisation. BBC
follow this culture because seniors misuse their power and they crates fear at workpalce.
 ROLE: in this culture power is derived from persons positions. Roles of culture in past
times of BBC was so bureaucracy. Roles to employees was not allotted as per their
qualification. And this leads negative impact members started loosing their trust. But as
of now honesty and trustiness has taken place in organisation and members started to
work in BBC (Nuttin, 2014). BBC follows this type of culture and power is in the hand
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of few people thus, employees have fear of losing job. Dame Janet review report states
that employees have to work under pressure and due to hierarchical bureaucracy, people
are unable to directly coordinate with the higher authorities. This impacts on their
motivational level and sometimes discourage people to perform their work efficiently.
 TASK: under this culture particular problem is solved by making teams in an
organisation. During the past times, team work is not there in BBC, people can not able
to share their views and this impact turning members to leave their job. But as of now
they are heart of everything they want to do they can share their views with members.
 PERSON: in this culture power lies in each group of individuals. Employees cannot feel
safe and secure in the BBC in past times, there was bullying and harassment of
employees this leads them to leave the BBC but after 2015 policy of BBC so secure that
members love to work here.(Scott, and et.al., 2018.)
2b) Power and political behaviour of managers
Regarding the past environment of BBC there was a high rude behaviour of the managers
towards staff, they are not respecting the employees and threatening with the job loss.
(Knoke,2018. ) Employees are so irritated that they leaving BBC but as of now environment and
policies are so secure that peoples started working in team management and does effortlessly.
BBC follows tall organisational structure, entity does not give authorities to individual to directly
deal with higher authorities. Seniors cause reluctance at workplace and do not resolve their
complains (Deci and Ryan, 2014).
M1
Culture influences individual and team behaviour to great extent. If company has good
culture and if it allots responsibility to all people as per their capabilities then it makes people
positive towards brand. Task culture helps in making employee feel comfortable, by this way
they will perform their duties well. Whereas if entity does not give respect to its staff and
improper treatment is occur then it may create negative culture. Power culture decreases
satisfaction level of employees. By this way individual don’t perform well in company that
ultimately affect team performance in BBC as well (Vandenabeele and Coursey, 2015).
Negative power creates conflict situation and decreases commitment of employees. By
this way, people don’t perform their duties well. Whereas positive power helps in raising
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commitment and making them positive towards brand that helps in increasing profitability of
company. All people perform team appropriately.
TASK 2:
2 a)Content and process theories of motivation:
Content theory of motivation:
This is one of the earliest theories of motivation, they had large impact on management
policies and practises. This called to be an 'needs' theory identify what motivate us. One of them
is MASLOW THEORY OF NEEDS, where BBC has to focused on the needs like physiological,
social, safety, social, esteem, and self actualization needs where members are motivated and do
their work in both team management and individually. If managers gives job security to
employees then it will help in fulfilling their safety need (Jeno, and et.al., 2017.) By this way
they will feel satisfied and will perform well in BBC. In addition, if individual is performing own
duty well then person will be able to coordinate with team members as well. As in the case BBC
line manager was unable to meet the needs of staff members, due to hierarchical structure
employees was unable to discuss their problem with their seniors. Furthermore, management
behaviour was very inappropriate that created problems at workplace. BBC, as the report of
Dame Janet states that culture of BBC is not good and people have fear, can apply Maslow
theory in firm to motivate people and minimise their fear of job (The Dame Janet Smith review
report. 2016). As here most of the employees are not satisfied because they are thinking that
there is no job security. But by fulfilling this need of workers entity can encourage its staff and
can retain them in firm for longer duration.
Process theories of motivation:
This theory of motivation explains the factors that determine the degree of efforts such as
continuous, modification etc. BBC to be focused on this theory which include equity, expectancy
and porter-lawlers theory. Where workers assess their level of efforts, their motivation
satisfaction and expectancy which helps them to work in both environment of individual and
team management. Such factors motivate employees to work effortlessly and continuously and
performing their duty with better coordination that raise a team performance as well.(De Vito,
and et.al., 2018.) As per the Dame Janet review report it is found that BBC has lack of concern
for protection of their employees. But nor BBC has satisfactory child protection policy,
employment practices has been changed. This has helped firm in retaining its staff member in
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business for longer duration and creating safer workplace atmosphere for them. Company has to
implement this theory by understudying the demand of employees and has to fulfil their
expectations and motivational needs for encouraging them and creating healthy workplace
environment (The Dame Janet Smith review report. 2016).
2 b) Improve level of motivation that help BBC to achieve its goal:
Main objective of BBC is to retained their employees in an organisation to satisfy them in
terms of safety and security. In the previous history of BBC members leaving their job because
of they are bullying and harassing by the top authority which makes them turning negative
towards organisation. Objective is feel them safe and secure in an organisation. Employees does
not leave organisation is the main motive. This certain points which help them to achieve them
their goals are:
Firstly BBC build their trust and impartiality among employees. They deal in faithful and
fair dealing so that employees cannot feel any partiality in an organisation. Managers started
behaving with integrity and take responsibility towards employees.
Secondly, BBC focused on what adoption to be taken so that employees needs get
fulfilled and what changes makes them feel motivated to work in an team spirit as well as
individually.
Thirdly, BBC started making investment on the needs which are to be there in an
organisation. Started spending money for providing better quality of service and challenge
themselves for the better earnings in near future.
Fourthly, BBC started innovating the new things and adopting the technologies which an
organisation is in needs. They started creating new ambitions, prospective, ideas and opinion to
achieve the goals in best proper way they can.
Fifthly, now it is the time where environment of BBC has now changed, they started
respecting each other and their colleague. Ideas which are shared by other colleague is to be
respect and if something is not good they speak out for better deal (Vandenabeele and Coursey,
2015).
Sixthly, BBC focused on working together. In previous members are not feeling safe and
secure but as of now they has started giving their opinion, ideas and their points in front of all the
members which deals in doing work in proper coordination and in a better team spirit. This types
of development in an organisation make them feel motivated and effortless work.
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M2
Maslow motivational theory is great concept that aids business in understanding needs of
individuals and fulfilling their requirements. If BBC does not pay attention on requirements of
workers then it will influence their behaviour and they will be negative towards brand.
Sometimes fulfilling all needs of staff makes them more demanding; in such condition, they do
not perform well and expect more from organisation. There are various factors that impact on
individual emotional state, BBC has to ensure creating healthy workplace environment so that
employees feel comfortable. This can make them positive and can raise their efficiency level as
well.
D1
There is strong relationship between culture, politics, power and motivation. As if entity
creates healthy workplace environment then it helps business in motivating its workers. But if
there is poor culture then people will not like company that will demotivate them. Higher
authorities contains power in their hand, they have to utilise their power properly. Positive power
aids in developing healthy relationship with staff and encouraging them to retain in firm for
longer duration but negative power makes the person negative and decreases their moral as well.
BBC should give timely rewards and recognition to its employees so that they feel happy
and perform well in organization. Entity should involved workers in decision making process
this will make them feel valuable and will raise their commitment towards brand (Deci and
Ryan,2014).
M2
Motivational theories are helpful in determining elements that encourage people in
business unit.BBC has to give recognition to workers so that they feel happy and work in
company for longer duration. Job enrichment is helpful in influencing individual performance
and making them positive towards brand. But if entity fails to motivate them then it may impact
on staff retention and their performance as well.
TASK 3
3 a)Explain various types of team and its importance.
For an organisational behaviour team performance is very important as a entities growth
totally depends upon the group of teams. A team is made of two or more person which together
executive companies goals. In BBC organisation there are four different types of team with
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unique importance within it, which work together in order to achieve the targets of firm. These
different types of team are given below.
 Problem solving team: the main priority of this team is that it gives instant solution to a
specific problem within a very short period of time .And for this authorities from
different department with different knowledge and skills together comes to a particular
solution which supports the other employees to strategies there plans.
 Virtual team:this team basically communicates through social media like conferencing
and all. the benefits for this type of team is that it can always be in touch with the others
members of the BBC organisation no matter where they are. The main importance of this
team is that through communicating online most of the news,reports or any other incident
can be analysed with a very short period of time from different sources and by this BBC
organisation is able to collect small news from different areas and than telecast it for the
public (Vandenabeele and Coursey, 2015).
 Functional team: this type of team consists of group of people from different departments
like people from finance, marketing, operations and human resource in order to deal with
the common goals. It includes workers from all levels of an organisation. The importance
of this team is that it involves the numbers of employees in its decision making,it also
build a good communication skills between the different authorities and staff members.
By this functional team organisation is able to meet its objective within less conflicts.
3 b)what are the factors that makes an effective team with tukmans and Belbins model.
An organisations growth ,performance and its sustenance in the market totally depends
upon a team work in a firm. For executing a strategy,plans and objective of an organisation an
effective team plays a very important role in it. BBC(British broad casting company)which is a
British public service broadcaster spread over a wide area with generating a high revenue for its
firm. Its main motive is to make people aware about knowledge, latest information and also to
entertain people(Butchibabu and et. al ., 2016). The success behind BBC is its effective
team. An efficient and effective team of BBC is build over the following parameters.
Tukman's model of team development: this model is based on four stages for a team growth
which are Forming, storming,norming and performing. According to this theory
for a team growth first an firm needs to face challenges than tackle the problems,after it find the
solutions,plan there work and than comes to a better result for an entity. By using this models
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stages BBC can make a effective and efficient team which in turn would support them to achieve
the goals of the firm (Nuttin, 2014).
Belbins theory of team development: according to this theory belbin introduced nine team
roles which support an organisation to built a effective as well as efficient team for the growth of
a firm. These nine team roles are coordinators, resource investigator, plants,monitor evaluate,
shapers,implementers,complete finishers,team work and specialists. As per given role ,each
authority is well known by its roles and responsibilities which makes an effective team.
The factors that makes an as effective team in BBC organisations are as follows
◦ effective communication: communication supports the team members to analyse the
conflicts,and than strategies there plans according to it.
◦ appropriate leadership: as the leader is the main body of a team , it totally depends
on the mentor to guide and supervise the employees for achieving the goals of a firm.
◦ Support and trust: if there is trust between the employees and the leader than this
makes a effective team which results in the growth of a BBC.
M3
Tuckman theory of team development explains for phases: Forming, storming, norming
and performing. It helps in developing dynamic team. By this ay team members feel
comfortable and understand their role in firm. This aids in raising team efficiency.
TASK 4
4 A) Methods of improving team performance and productivity of an organisation.
Organisational behaviour refers to the concept of individuals and team members or
subordinates who interact with each other in order to perform the different activities that support
the firm to achieve its goals.
Adam’s equity theory is based on two factors: input and output. Efforts, time, flexibility,
commitment of individual are input component that affects team performance. if people are not
loyal towards brand or not committed then it might create difficulty in reaching to organisational
goal. On other hand, output includes: reputation, enjoyment, responsibility, interest etc. Leaders
have to create good environment where people can enjoy and have to give them job security that
helps in raising team performance and productivity as well.
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For achieving a particular objective by a firm there are various models which had been
explained to accomplish a entities goal .for example path goal theory which is based upon the
leadership behaviour that ensures that his collogues, employees and team members should
always be satisfied and motivated about there work(Yang 2014). The leader can use four styles
of path goals theory which are as follows
 Directive leadership: a directive leader let the employees aware about what is expected
by them for the organisation, and than guide or supervise them according to that only.
 supportive leadership: it is very important for a ,leader to be friendly and supportive to
there employees. And the leader should treat each employees equally so to gain trust and
this supports the whole team to achieve a particular target.
 participative leadership: a good leader always takes views and thoughts of the
subordinates that allow him to execute their plans according to their decision making.
 achievement oriented leadership: a leader always expects best performance by his team
in order to achieve the goals of a firm . So , leader sets challenges and goals and expect
to do best by their employees. For this ,leader use to motivate the team as well as
individual in order to get better results for an entity.
With the support of this path goal model BBC would be able to build a effective team the
supports the whole organisation to increase its productivity(Tannenbaum and Schmidt, 2017).
For example by a good leader would make sure that he involves employees in decision making
which helps the whole team to analyse the conflicts and also capable enough to find the solutions
which supports the whole entity to increase its productivity and team performance. A supportive
leader would always make sure that there employees are equally treated and motivated so that
the subordinates are able to meets the BBC goals.
4 b) difficulties that affects effective performance in an organisation:
There are many times when a organisation faces decline in their standards , this decline
occurs due to various barriers which affects the effective performance of a BBC. Social capital
theory explains that norms, trust, interpersonal relationship impact on performance of employees
to great extent. If norms and relationship is not strong then it may create negative situation for
organisation. It may work as barrier in effective performance.
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These barriers are as given below.
 Communication: this was t5he major barrier for BBC. As due to lack of
communication ,the staff of BBC was not able to recognise there clear objectives and
because of this the employees get demotivated and this affected the whole team as well
leader to focus over there particular target which in turn affected the productivity of BBC
organisation (Deci and Ryan, 2014).
 Lack of leadership skills: as due to absence skills of the leader, the employees were not
directed and supervised about the clear objectives of the BBC(Datnow Park and Choi, B.,
2018 ). And because of lack of leadership the employees were not able to meet the goals
of company which in turn affects the productivity of BBC. As per the given case leaders
of BBC were not really worthwhile, they were not paying attention on their team
member. Women were not getting equal treatment all these thinsg have made people
negative and they were not able to work in a team effectively.
 Power and politics: most of the times the leader use to treat the employees unequally .
Or it can be concluded that favouritism was the main factor that was responsible for BBC
decline. As the leader used to misuse the power of leadership, due to which employees
get demotivated and this results in reduce the productivity of the firm. Initially BBC
higher authority was misusing their power and not all people were getting equal
treatment. They have create fear at workplace that has demotivated people to perform
better in a team.
 Changes in expectation: Employees and employer both have different expectation from
each other. If there is far difference in expectation then it may impact on performance
within BBC.
M4
Autocratic organisational philosophy influences behaviour of people to great extent.
Under this, higher authorities give instruction to lower employees and people have to follow
their guidance. They have to work under huge pressure. This makes people negative and
adversely influences their behaviour. Supportive philosophy believes that manager has to give
support to all workers so that they feel happy and perform their work effectively. This makes the
person positive and makes them loyal towards BBC (Vandenabeele and Coursey, 2015).
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D2
Tuckman theory is helpful in developing an effective team, it describes four main phases.
Leaders have to evaluate the working of team members. They have to ensure making people
comfortable and making them aware with role and responsibility in organisation. Once they feel
comfortable then they will work in team significantly. Belbin theory explains nine different role
of team leaders. Individual is responsible to coordinate among team members and guide them
well. This supports in developing an efficient team. By forming a good team BBC can influence
team behaviour because by this way team members will perform well and they will feel happy.
This will make them positive towards brand.
CONCLUSION
From the above report it can be concluded that an organisational behaviour totally depends upon
its employees and its team performances ,with the support of a appropriate leader and different
models of team development , the BBC organisation was capable enough to overcome from
barriers that affects the effective performance of an entity. And by using various methods like
tuckmans model they can modify there team performances which supports the whole entity to
meet its goals.
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REFRENCES
Books and journals
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications..
Butchibabu, A. and et. al ., 2016. Implicit coordination strategies for effective team
communication. Human factors. 58(4). pp.595-610.
cott, T. and et.al., 2018. Healthcare performance and organisational culture. CRC Press.
Datnow, A., Park, V. and Choi, B., 2018. “Everyone’s Responsibility”: Effective Team
Collaboration and Data Use. In Cases of Teachers' Data Use (pp. 161-177). Routledge.
De Vito, L. and et.al., 2018. Employee motivation based on the hierarchy of needs, expectancy
and the two-factor theories applied with higher education employees. IJAMEE.
Deci, E.L. and Ryan, R.M., 2014. Autonomy and need satisfaction in close relationships:
Relationships motivation theory. In Human motivation and interpersonal relationships
(pp. 53-73). Springer, Dordrecht.
Jeno, L.M., and et.al., 2017. The effects of m‐learning on motivation, achievement and well‐
being: A Self‐Determination Theory approach. British Journal of Educational
Technology.
Knoke, D.,2018. Changing organizations: Business networks in the new political economy.
Routledge.
Nuttin, J., 2014. Future time perspective and motivation: Theory and research method.
Psychology Press.
Tannenbaum, R. and Schmidt, W.H., 2017. How to choose a leadership pattern. In Leadership
Perspectives (pp. 75-84). Routledge
Vandenabeele, W. and Coursey, D., 2015. Open Conference Systems Construct validity of public
service motivation in four public sub-sectors: multi-group analyses with civil servants,
teachers, police officers and nurses to assess the scope of the theory.
Yang, I., 2014. What makes an effective team? The role of trust (dis) confirmation in team
development. European Management Journal.32(6).pp.858-869.
ONLINE:
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Handy's model of organisational culture.2018 [online]. Available through
<https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy>
Organizational Behaviour.2017[ONLINE] Available
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