How does culture, power and politics affect the behaviour within BBC

ORGANISATIONAL BEHAVIOUR INTRODUCTION 1 TASK 11 P1a) Handy's culture typology model and identify the earlier organisational culture of organisation within BBC. Ways to make effective team within BBC6 TASK 47 P.4.a) Organisational theory for improvement in team performance and productivity within the BBC. This report will analyse the influence of culture, politics and power on the behaviour of others in BBC as well as this report will also evaluate importance of motivation in building team in

ORGANISATIONAL
BEHAVIOUR

Table of Contents
INTRODUCTION..............................................................................................................1
TASK 1.............................................................................................................................1
P1a) Handy's culture typology model and identify the earlier organisational culture of
organisation within BBC. .............................................................................................1
b) How culture, power and politics affects the behaviour within BBC..........................2
TASK 2.............................................................................................................................2
P.2.a). Determine the examples of content and process theory..................................2
b). Ways to improve the level of motivation within BBC...............................................5
TASK 3.............................................................................................................................5
P.3.a) Different types of team with BBC.......................................................................5
b). Ways to make effective team within BBC...............................................................6
TASK 4.............................................................................................................................7
P.4.a) Organisational theory for improvement in team performance and productivity
within the BBC............................................................................................................. 7
b) Barriers of effective performance.............................................................................8
CONCLUSION................................................................................................................ 8
REFERENCES.................................................................................................................9

INTRODUCTION
Organisational behaviour is concerned with understanding, controlling and
predicting of behaviour of people and interactive relationship is influenced by their
culture. Behaviour of organisation is an attempt to understand people on the basis of
meeting the needs and wants of people as well as achieving the goals and objectives
In this present report, British Broadcasting Corporation (BBC). It is the world’s
largest and oldest national broadcasting company founded by John Reith. Its turnover in
2017 is about £4.954 billion. It provides its services on television, radio and online. This
report will analyse the influence of culture, politics and power on the behaviour of others
in BBC as well as this report will also evaluate importance of motivation in building team
in company. Furthermore, content and process theory will also discuss in this report.
TASK 1
P1a) Handy's culture typology model and identify the earlier organisational culture of
organisation within BBC.
The way in which any person in the organisation behaves in the company is
entirely depends on their culture where the person came from. In BBC, operations and
functions depend on their behaviour that depends on their culture, experience and
background.
BBC is an international company that serves across the world to understand their
behaviour by using some models of theories which makes it easy to analyse. Charles
Handy's model is the best model to analyse and determines the behaviour of BBC.
Management of BBC is using these models, which assist in understanding
behaviour of people working. Charles Handy's is a well-known philosopher who has
expert in the culture of organisation (McAdam, Miller and McSorley, 2016).
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Charles Handy's culture model has four types of models that BBC follow-
 Power
 Task Culture
 Person Culture
 Role Culture
Power- There are some organisations where power remains in the hands of only few
people. They have the authority to take decisions as well as they are the person who
enjoys special advantages at work place. Those people who hold power are the most
essential people of the company as they take all the major decisions.
They have the power and authority to deliver roles and responsibilities to other
people but sometimes they utilize their powers in wrong way. In these situations,
subordinates have no option rather than following those instructions. Subordinates have
no liberty to express their view and ideas on an open platform.
Task Culture- This is the best culture that company follows as it focuses on building
team. Team are formed to achieve the targeted goals and objectives as well as solve
the critical issues and problems coming in the organisation. In such companies, people
with common interests and specialism come united in order to form a team. In this type
of culture, there are majorly four to six persons in a team and each member of the team
has to contribute equally to execute task in the most creative and innovative manner.
Person Culture- This is the culture where each and every employee's of an
organisation feels they are valued for organisation. They feel they are more valued than
organisation. BBC follows this culture to make their employees satisfied and happy but
it is not good all the time, employees must also think for the sake of organisation
because of this tendency of always thinking for they suffer company in large. They
came to work only for money; not for any attachment with company. Therefore,
company tries to evoke the thinking of organisation on first priority (Kaur, Sharma, and
Verma, 2016).
Role Culture- This is the most common culture which is followed by all organisations. In
this culture, duties and responsibilities are delegated to employees according to their
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skills and qualities and education as well as the most important is interest they have.
This culture is somewhat similar to the power culture as delegation of roles and
responsibilities is assigned by the people who have authority and power in their hand
(Serrat, 2017).
1.4
The allegations against Savile included allegations relating to his
conduct when working for the BBC. On 12 October 2012, the BBC
set up an independent review to investigate the allegations made
against Savile and the culture that existed at the BBC during the
relevant period (“the Savile investigation”). This Review would be
conducted by Dame Janet Smith.
1.5
In the light of the publicity surrounding Hall’s arrest and charge on 5
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December 2012, further complaints about Hall were made to the
police.
As a result he was re-arrested, interviewed, and, on 22
January 2013, he was charged with 15 additional charges alleging
sexual assaults, involving 11 complainants spanning the years 1967
to 1986.
The ages of those complainants ranged from 10 to 22
years. Hall had denied all the allegations in the interviews conducted
by the police.
From this above report, it was find that the culture of BBC was not good for
sometimes which created many problems. But after some time, BBC makes some
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policies and rules to make the culture of organisation happy and healthy. BBC also
takes actions against the people who do any misconducts within the organisation.
b) How culture, power and politics affects the behaviour within BBC
The behaviour of people working in BBC is largely affects the culture, power and
politics. In pastime, employees are not able to say something; they are not able to raise
their issues and problems with their seniors in BBC. However, not in present time BBC
is following Handy Culture Model which majorly focuses on employees needs and wants
as well as it also controls the power and authority of senior managers. Employee's
engagement survey conducted which reported that employee engagement is increased
by 3% to 69% and about 93% of employees feel proud to work in BBC which shows that
BBC has better culture and behaviour (Linda, 2016).
According to that report- Past BBC culture seems to be a sophisticated approach to
understand the beliefs and attitudes of individual members about their respective
organisations.
Present- Human resource's management is very flexible at present. BBC culture is the
distinctive norms, beliefs, principles and ways of behaving that combine to give each
organisation its distinct character.
TASK 2
P.2.a). Determine the examples of content and process theory.
In order to motivate employee's working in company, there are two theories
which is used by BBC. There are two factors of content and process theory that can be
attached with specific objectives and goals to motivate employees working in the
company (Lavergne and Pelletier, 2016).
Content Theory- It is the theory which directly linked with the needs and wants of
individual or person. It deals with what encourage and motivate people which is directly
and indirectly related with there needs and wants. This theory includes Abraham
Maslow, David McClellan and other psychological theory.
Maslow's hierarchy of need theory- This theory is given by Abraham Maslow in 1943.
This theory has direct focus on motivation of people. According to this theory there are
various types of needs which people have during there life span. This is the most
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primary needs of a person as without fulfilling these needs, people will not allow moving
forward (Maslow's hierarchy of need theory. 2017).
Needs are written below-
Physiological need- This is the most essential needs of the employee's. This is the first
priority of each and every individual as it is basic needs of employees. A person do work
or job in order to satisfy his/her need which are food, cloth and shelter. In order to
motivate employees BBC should fulfils the needs and wants of there employees.
Safety needs- This is another needs which has to be fulfil by organisation. Safety needs
includes provident fund, medical insurance, health and safety needs and many other
needs which individual needs while working in the organisation (Brown and Capozza,
2016).
Social needs- This needs also play an essential in the organization. Only work is not
enough, it is very necessary to create the Eco-friendly atmosphere and environment in
the administration. It is the basic need of employee's to have friends and family while
working in the company.
Self-satisfaction- This is also the primary need of an employee as it is very important to
give chance to them as all employees has potential to accomplish the task.
Self-esteem- This is need also plays a vital role in the organisation as every one needs
respect and honour while working in the company whether he/she is manager or
sweeper. Each one deserve respect.
5

Process Theory- This theory deals with the procedure of motivation and it has focus on
how motivation occurs. Motivation is very essential part of a company as It states
energy that stimulates an individual to act towards the completion and reaching of
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Illustration 1: Maslow's hierarchy of need theory
(Source: Maslow's hierarchy of need theory, 2017)

targeted goals and objectives of company. Herzberg, Maslow, Alderfer and McClellan
theories are included in process theory.
Frederick Herzberg's theory- This theory was given by Frederich Herzberg in 1959.
This theory is also called as motivation-hygiene theory or intrinsic vs. extrinsic
motivation (Rudolph, 2016). There are majorly two factors included in this theory i.e.,
motivation and jib satisfaction. This theory summarized that there so many elements at
the workplace that cause satisfaction of job and separate set of elements that could
cause dissatisfaction.
Alderfer’s ERG Theory- is the extension of Maslow’s Needs Hierarchy, wherein the
Maslow’s five needs are categorized into three categories, Viz. Existence Needs,
Relatedness Needs, and Growth Needs.
Presence Needs: The presence needs involves every one of those necessities that
identify with the physiological and well-being parts of individuals and are an essential for
the survival. Accordingly, both the physiological and well-being needs of Maslow are
gathered into one class due to their same nature and a comparable effect on the
conduct of a person.
Relatedness Needs: The relatedness needs allude to the social needs, that an
individual tries to set up associations with those for whom he wants to think about it.
These necessities cover the Maslow's social needs and a piece of regard needs, got
from the association with other individuals.
Development Needs: The development needs cover Maslow's self-realization needs
and also a piece of regard needs which are inward to the individual, for example, a
sentiment of being one of a kind, work force development, and so on. In this way,
development needs are those necessities that impact a person to investigate his
greatest potential in the current condition (Linnenbrink-Garcia, and et.al., 2018).
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b). Ways to improve the level of motivation within BBC.
There are so many ways which helps in improving level of motivation at BBC. It is
very important for each and every organisation to improve and develop motivation which
are as follows-
 Provides reward and incentives- In order to motivate employee's, BBC is can
provide reward and incentives for their work. Management of company should
set or create reward and incentives to motivate employees as a group (Fransen,
and et.al., 2017).
 Share Profits- In order to motive employees BBC should share profit with there
employees once in a year by giving bonus to them. By this technique, employees
work will be increases as well as there motivation level too. It also makes
employee's feel pride in ownership which results in improving there performance.
 Recognize achievements- BBC should recognize achievements of employees
once in a month. Company should announce a program for celebrating there
achievement. Employees will surely be motivated if company will follow these
techniques.
TASK 3
P.3.a) Different types of team with BBC
Team is a group of people who has a common goal to achieve. Different peoples work
under a roof. Where no specific face appear. Every organisation has its own team to
perform different task to achieve their goal. There are different type of team which are
working with BBC are below:
Functional Team: To run organisation smoothly every organisation has different
functional area like production department, sales department, quality department,
accounts etc. Every functional zone has a team to run system properly. BBC also has
his functional team to run corporation without any problem. BBC's technical team work
for broadcast without any technical problem (Natvig and Stark, 2016).
Problem solving Team: This type of team work as temporary for solving the issue.
Issue may come from any department like accounts, technical etc. Members of this
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team are able to solve any department problem. If in BBC face some technical
temporary problem, in this situation technical person of problem solving team solve the
problem.
Project handling Team: Completion of a project, a project team hand behind it.
Members of different- different department make a project team. Usually project team
has to complete their project below the deadline. Experts of department are members of
the team. BBC's project team work when it has to finish specific task within short time
period (Yue, Zhang and Fong, 2018).
Virtual Team: Communicate via media like digital communication rather than person to
person is the work of virtual team. This team work together from different location. BBC
mostly having a conversation(mail, video conversation) with the help of its virtual team.
Allocation of team makes work so easy. Every team is responsible for their work not a
single person. So having different team is important. With the team allocation right
person place in the right department according to his/her quality (McLarnon, 2017).
According to that report, all these team are very important for BBC as it is very
big company, there are huge number of staff. But problem solving team and functional
team must be formed as they play most crucial factor in development and growth of
company as well as it also reduce labour turnover rate.
7. The second complaint was made by C13 (see paragraphs 5.61 and 5.350 of
my Report). In 1969, Savile sexually assaulted C13 by grabbing her breasts
with both hands; he was then rude to her. She told her immediate managers
(who were both men and women). The reaction of one of her managers was
to show no surprise and to suggest that it would have been more surprising if
Savile had not tried to touch her. That was an inappropriate reaction but one
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which is not surprising given the culture of the times.
BY reading the report, it was found that there is complained coming in BBC
which is very bad for BBC image as it is against women's rights. Sexual assaulted of a
girl is done in BBC. But BBC has improved its culture of women within organisation as
they make rules and regulations for women's to feel them safe and secure.
b). Ways to make effective team within BBC
Work in groups makes working environment friendly. Benefits of group working are
complete work below the deadline, saving per person cost and efficiency of work. Four
stages searched by Tuck-man to make group work effective. These are :
Forming: Forming is the first stage of group development. In this stage group come
together. Members focus on what they will do. In this stage members come to know
each other and purpose of group. In forming stage responsibilities divided. According to
quality of members, rules of group discussed, resources availability for the group and
how they use these resources.
Storming: Second stage of group development is storming. Argue, competition,
conflicts between groups are on pike. In the second stage every group become familiar
with their role, responsibilities towards the group. Issues will be arise. Questions on
leader, responsibilities. Resolve the issues of this stage group can move on to the next
coming stage.
Norming: After solving the all previous issues the next stage is norming. In this stage
group work as a team. Members work with their skills, talents and experience. Members
have their focus on group objects. Work with flexibility to achieve the group's object with
the help of each other (Graham, Dalke and Jones, 2017).
Performing: At this stage group members have trust and ready to work with each other.
They are able to take decisions without help of leader. Members know clearly about
their goal, what and why they are doing. They work like a team and avoid conflicts.
Group support each other, have a healthy working environment, use their knowledge
and energies for goal achievement.
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Division of department, build team according to requirement, understand their work
responsibilities, effective leadership, mutual co-ordination, support, two way clear
communication are the factors which makes an effective team. Different team but all
have a common goal which is company growth. BBC has different types of team but all
team have a single goal. Members comes from different- different zone but with the help
of above define stages they know why and what they have to do (Lemons and Strong,
2016).
TASK 4
P.4.a) Organisational theory for improvement in team performance and productivity
within the BBC.
This theory states as the relationship between the organisation and its external
environment. It refers the behaviour of an individual or group who interact together to
conduct various activities in order to complete a common goal and target. In this
context, it means it is a study of social relationship in between a single person to the
organisation (Yang and Lim, 2016). In addition to this the effects of inside and outsiders
business environment. For improving in productivity and team performance the
organisational approach is the best solution and it has various element for improvement
there is a special theory in this context, describes below:
Path–Goal Theory – It is refers as the leadership approach that the leader has a skill to
directing all activities in the right way. In this theory, the leader sees the best path that
needs to be tread and it is leads to the accomplishment of a target. It is a special model
based on the leadership style and behaviour that fit into work environment. The BBC
use this technique as the business tool and achieve many desired objectives. By using
this the leaders can improvement their team member's productivity (Phillips and Phillips,
2016).
The performance of BBC is effective in present, they recruit skilled and well knowledge
staff. Technical team are also there in BBC. The performance of BBC is uprising day by
day. There is very healthy and happy relationship in between company and their
employees. There improvement is fantastic.
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b) Barriers of effective performance.
 Biased supervising ability – It is an essential element of barrier in effective
performance and in the organisation, the supervisor is fond of showing special
treatment for his or her employees (Beenen, 2016). There is a situation comes
that the supervisor may be biased or subjective in the process of performance
appraisal and he or she appraises only those employees who likes him or her.
 Employee's appearance – It is the way where an employee dresses to task can
perform very crucial role in the influencing the performance appraisal.
 Time and expenses involved – many things that are not effective because the
money and time takes to arrive very objective. Different tools or methods needed
for effective performance appraisal that are been quite expensive (Anderson and
Sun, 2017).
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Report 1. AN INDEPENDENT REVIEW INTO
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THE BBC’S CULTURE AND PRACTICES DURING THE JIMMY SAVILE AND
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STUART HALL YEARS
Toward the beginning of October 2012, the nation was profoundly stunned about disclosures that
Sir James Savile, the outstanding and very much adored TV character and philanthropy pledge
drive had in actuality been a productive sex guilty party. A portion of his offenses were said to
have occurred regarding his work for the BBC. Soon thereafter, I was welcomed by the BBC to
explore Savile's sexual Wrongdoing and the BBC's attention to it. In synopsis, reprimand the
BBC for an absence of general concentration in the association on the prosperity and insurance
of kids at the applicable time, censure its reaction and disposition to such issues when they
emerged. The BBC seems to have been substantially more worried about its notoriety and the
probability of antagonistic remark in the media than in really focussing on the need to ensure
helpless youthful groups of onlookers. Enquiries he induced through Mr Chinnery what's more,
Mr Collins, Mr Muggeridge did not hold some waiting worries about the hazard that Savile may
harm the BBC. Undoubtedly, if all the data had been gathered and if that had been imparted to
TV, there would have been sufficient material to offer ascent to genuine reason for nervousness
that Savile may harm the BBC's notoriety and that there was a youngster insurance issue as well.
Report 2. THE STUART HALL INVESTIGATION
REPORT
The Hall examination was set up by the BBC on 4 June 2013 to explore the direct of Stuart Hall
regarding the BBC. Lobby had joined the BBC in 1959 and had since turned into a family name
in the UK. At the time the examination was set up, Hall had conceded to 14 charges of foul strike
including young ladies matured in the vicinity of nine and 17 years of age over a time of three
decades. As a feature of the examination, we tried to construct an unmistakable photo of the
degree of the wrong sexual direct by Hall regarding his work with the BBC, and how it was
feasible for him to hold on in his improper sexual lead for so long. 84 The Hall examination
reached 147 significant people, consisting of individuals who gave confirmation of unseemly
sexual direct by Hall in association with his work for the BBC, and individuals who worked for
or with the BBC amid the time that Hall worked there.
CONCLUSION
From the above report it was summarized that behaviour of people in the
organisation matters for each and every organisation. Handy's culture model is also
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discussed in the above assignment. Tuck-man model is also understood in this report.
Further-hence, barriers of motivation and ways for improving level of motivation.
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