Organisational Cultures and Workforce Motivation Part 1 and Part 2

This report analyses the impact of organizational culture and motivation on performances and behaviour of individuals in their workplaces. It also discusses various motivational and organizational culture theories and the benefits of working in a team. The report concludes with a critical reflection on the value of effective team working for influencing behaviour in the workplace.

ORGANIZATIONAL
CULTURES AND
WORKFORCE
MOTIVATION PART 2

Table of Contents
INTRODUCTION.................................................................................................................................3

INTRODUCTION
The report provides deeper insight into organizational behaviour. It is titled as organizational
cultures and workforce motivation and is segregated into Two tasks mentioned below as part
1 and part 2. Firstly the research focus on preparing a case study report on organizational
culture and motivation. The research analyses the impact of organizational culture and
motivation on performances and behaviour of individuals in their workplaces. The discussion
also focuses on analysing various motivational and organizational culture theories in order to
identify which one may be suitable in the context of selected organisation. The analysis will
provide deeper information about the culture, power and politics of chosen organization and
will be stating relevant examples for the same. Along with it the research will be emphasising
the ways to achieve goals by motivating individuals and team. Furthermore, task 2 will focus
to develop understanding in order to corporate effectively with others. The research will
attempt to determine the benefits of working with a team while identifying the mix of
experience, skills and knowledge for functioning efficiently in an organization. The research
will shed light on two group development theories with discussing the benefits of working in
a team. At last the analysis of report will determine reflection of effective teamwork for
influencing behaviour of others in the workplace.
Assessing the benefits of working in team
The collaborative efforts of group of individuals in order to achieve the desired goal
or to complete the given task is termed as team work.
Benefits of team work:
Improves productivity: Working in team eliminates friction and delay and helps the team
members to be more motivated towards achieving goals and leads to high quality inputs
which results in achieving successful accomplishment of goal(Tripathy, 2018).
Better synergy: teams are developed with diverse level of knowledge, background and set of
skills. When all these diversities comes together it results in creating greater sum than the
individual efforts(Driskell, Salas and Driskell, 2018).
Innovative ideas: Collaboration of analysis, ideas, suggestions of all employees in workplace
results in innovative and productive ideas that may give new direction to the team.

Some working in team theories such as Tuckman and Belbin are listed below:
Tuckman theory of group development: The main focus of the model is on the ways in
which team completes all the tasks starting from forming up the team to completion of the
whole project(Kiweewa and et.al. 2018). Involvement of team work is a major step in
completion of tasks. Tuckman presented 5 stages in his model which are listed below:
Forming: In this stage formation of team takes place in a polite and positive atmosphere.
Guidance is required by the facilitator for the team as tasks are not clearly defined yet.
Storming: Guidance is needed by the facilitator as conflicts starts emerging along with it
lack of progress results in frustration among the group members
Norming: Team members start appreciating the strengths of their colleagues and resolve all
the differences Behaviour of storming and norming phase may overlap when new tasks starts
emerging.
Performing: Team confidence make tasks more easy and new tasks may be delegated by the
hep of facilitator. It is all the result of hard work, as it goes hand in hand with teams progress.
Adjourning: Successful completion of all the tasks are important to be celebrated with team
to felicitate their long period of intensive hard work with their fellow team members and for
recognizing their collective efforts.
The Belbin’s team roles theory
In this theory Belbin attempts to explain that by understanding the role of an individual in
particular team they may develop strengths and manage to overcome their weakness as a
team member(Driskell and et.al., 2017). This model is used by team development
practitioners and team leader in order to create team balance. He identified nine team roles
and categorized them into three groups as listed below:
Action Oriented roles
Shaper (SH)
 Shapers are dynamic and extrovert people who challenges the team for improvement.
 They stimulate others and find best approaches in order to solve any problem(Nair,
2020).

 They usually shake things up and push others when they feel like quitting. The only
have the weakness of being argumentative and offend the feelings others.
Implementer (IMP)
 They are the ones who turn team’s concepts and ideas into actions.
 Typically they are conservative and work in a systematic and organized manner.
They are the one’s who may be counted for getting the job done.
Completer-Finisher (CF)
 They are the one’s who ensure that the projects are completed thoroughly and pay
attention towards the smallest detail.
 These people are also highly concerned towards the deadlines and make sure that the
task is completed on time.
People Oriented Roles
Coordinator (CO)
 They are the ones who take the role of team leaders and are referred to as chairmen.
 They lead the team towards their goals and perspectives.
 They are calm and delegate the tasks effectively and are considered to be excellent
listeners.
Team workers
 They are the one who make sure that the team members are working effectively and
provide support to make everyone work together.
 They retain the tendency to be indecisive an have uncommitted position in decision
making.
Resource Investigator (RI)
 They are curious, innovative and negotiate on behalf of the team for resources.
 They are often optimistic and tend to loose enthusiasm quickly.
Thought Oriented Roles
Plant (PL)

 Plant is the innovator who approaches with new ideas. They want to be praised but
criticism is something that which is difficult for them to deal with.
Monitor-Evaluator (ME)
 They are best in evaluating ideas that comes to other people.
 They are shrewd and weighs pros and cons of all alternatives before coming towards a
decision.
 They are unemotional and highly strategic towards their approach.
Specialist (SP)
 They are specialized in knowledge that is required to get a job done.
 On the basis of skills and abilities they tend to pride themselves and work hard to
maintain their status.
Discussing and demonstrating the benefits of working in as team leader and team member
When colleagues work together for specific goals it results in improved productivity,
and improvement in overall quality of the work of organization. It also maximizes the
effectiveness of organization and with the help of teamwork they may improve every aspect
of performance of the organization.
It may even result in rising the morale, learning, expertise, initiative, planning and
customer service with collective performances of the team members. Below mentioned are
the benefits of team work that have been developed with the help of team development
theories.
Maximised involvement:
Effective teamwork utilizes the efforts of each team member and make strategic decisions in
order to involve the team members strengths and distributes the workload and responsibilities
among all.
Problem solving:
A good team collaboration results in bringing out wide range of possible solutions for the
problems faced by the organization. With the help of interaction and collective input of
members of team individuals result in having problem solving attitude which may benefit the
organization by increasing its revenue,

Improved outcomes:
Teamwork results in producing better end results because better functioning of team results in
presenting better quality of performance. It is benefitted by the collaborative efforts of team
members to improve the outcomes and make me better decision which may benefit the
organization.
Wider risk taking:
When individuals belong to effective team they are likely to take risk as they are supported
by the opinion and decision making of others. This help in wider risk taking attitude of
individuals belonging to a team.
Positive attitude to solve complex problems
Being the member of a group in order to complete tasks individuals may result in gathering
opinions and suggestions of all team members which results in having wider prospect
The Tackman and Belbin’s model is helpful in addressing the strengths and weaknesses of all
members of the organization and it provides basic structure to overcome the problems that
comes in effectual team making.
Critical analysis of group development theories for discussing effectiveness of teamwork in
achieving goals
There are some theories related to team working like Belbin and Tuckman these team
development theories. These theories help in resolution of conflicts and problems related to
collaboration and are helpful in overcoming conflicts between individuals and segregating
them on the basis of their potential, For instance in the Belbin’s theory he identified nine
team roles and categorized them into three groups depending upon different roles to identify
the weaknesses and strengths in workplace. Along with it Tackman in his theory suggested
the team members to go from 5 stages which begin at the time of forming groups and ends up
by felicitating the team members for their successful completion of desired goal.
Therefore these theories have resulted in effective functioning of team member’s

Examining how effectively team relates to two models of organizational behaviour within the
context of marks and spencer
Path goal theory was bought into existence by Robert House. This theory is based upon the
principle that employees perception between his performance and effort is affected greatly by
the behaviour of leaders. They are helpful in clarifying the path of success to group members
by giving them rewards. They tend to do this by providing support, information and other
resources required by employees for completion of task It all depends upon the leadership
styles. They are listed below:
Directive: In this the leaders work is to provide guidance and let subordinates know what is
expected from them, sets the standards of performance which is required by them, and
maintain controlling behaviour when the expected performance standards are nor met.
Supportive: In this the leader shows concern towards the subordinates for their welfare and
needs and maintains a friendly behaviour with them
Participative: He knows the importance of decision making and discusses al the task
oriented things with subordinates in order to resolve the path towards goal.
Achievement-oriented: They believe that their employees are responsible to complete the
challenging goals given by them and set very challenging goals to them and encourage his
employees to offer peak performance.
Contingency theory of Leadership: The theory says that effectiveness of leader is
contingent and an individual may be a successful and productive leader in one situation and
may come up to an ineffective leader in some other situation. The theory also suggests that no
matter how matter a leader is they may come across challenging situation they may develop
skills in order to come across all situations in a effective manner. The main variables of
leadership are:
Concluding the analysis with critical reflection of value and effective team working for
influencing behaviour in workplace.
Behaviour of an individual reflects their personality in the workplace. Therefore, effective
behaviour of individuals reflects their positioning in the work environment. Different theories
and models are beneficial in developing the leadership quality in individuals which may lead
their path towards success. Effective leadership holds its roots in team building as team

members are main ingredient to make projects successful. The team work is essential in order
to make projects or tasks successful as team holds more potential than individuals and their
potentiality increasing by multiplying efforts of team members. To make a straight path
towards success effectual leadership is important. Therefore the above mentioned theories are
presented in order to state the objective of team work. To conclude, team work is essential
component in making the projects successful by collective efforts of all individuals and
utilizing each other’s capabilities in order to achieve the desired goal. Path goal, contingency
theories are presented in order to explain the organizational behaviour, Along with it
Tuckman and Belbin’s theories are important in conceptualizing team work.
REFERENCES
Tripathy, M., 2018. Building quality teamwork to achieve excellence in business
organizations. International research journal of management, IT and social sciences. 5(3).
pp.1-7.
Driskell, J.E., Salas, E. and Driskell, T., 2018. Foundations of teamwork and
collaboration. American Psychologist .73(4). p.334.
Kiweewa, J.M., and et.al. 2018. Tracking growth factors in experiential training groups
through Tuckman’s conceptual model. The Journal for Specialists in Group Work. 43(3).
pp.274-296.
Nair, D., 2020. A Review of Prominent Models of Team Roles and Conceptualizing a New
Model. Nair, D., & Rani, NM (2020). A REVIEW OF PROMINENT MODELS OF TEAM
ROLES AND CONCEPTUALIZING A NEW MODEL. Humanities & Social Sciences
Reviews. 8(3). pp.1341-1349.

Driskell, T., and et.al., 2017. Team roles: A review and integration. Small Group
Research. 48(4). pp.482-511.