INTRODUCTION Organisation behaviour is defined as internal aspects of organisation consists of cultural aspects, organisational power along with motivation to their employee's. Also, sum of all three recognised as an effective organisational behaviour (Christina and et. al., 2014). Culture, power and motivation has put down major impacts on structure & business workforce by adding of the negative values. In current erapurpose of organisational culture & power is linked to development of structure and focused to growth and stability in case of performance. This report is cover organisation named as “NHS” headquartered in UK including England, Scotland, Wales and northern Ireland and affiliated to health and social care to the people. With this, analysis will be put down to organisational and behavioural issues happened since Brexit. Report will put light on analysis culture, political along with power influences to the Business. Furthermore, such assessment will put content & process theory of motivation to link it to rise courage and focus to accomplishes organisational productivity. MAIN BODY a) Introduce the NHS and their vision, mission and aims NHS stands for national health service headquartered in UK including England, Scotland, Wales and northern Ireland and affiliated to health and social care to the people. They are highly committed to health growth for people with intention of their well being and care. Currently, NHS is employing 1.7 Million worker across entire England and currently recognised as fifth largest firm across the world (National Health Service, 2017). Principle of foundation is based on service should be universal and free along with comprehensive to serve to its prospective people at longer stage. Vision:The major vision of the NHS is to connect people and health care organisation to develop environment enables innovation and creativity to treat people health or well-being. Mission:Mission of the NHS is to gather together those who can use, commission along with providing services to improves outcomes for patients. NHS is focused onto highlight on the variation in health care.
Aim:The focal aim of NHS is to advise on enabling standard of care, advising on care pathway, engine for change across complex system for care. Also, to develop health oriented leadership and medical improvement system. TASK 1 In every organisation, role of culture, power, politics is quite high, as influences is mainly putting down forces on organisation to being behave or act in favour of an organisation. Organisational behaviour is a non-stop process within which study of human behaviour is used to be take place into the firm (Robbins and et. al., 2013). With the help of the OB, effective evaluation to the human behaviour has been done in favour of an organisation to built its profitability and effective operation in less point of time. Organisation behaviour is the sum of culture, power and politics, whose influences is much higher and even proved as coin with two side i.e., positive and negative. Power is an ability to led things happen as per one's perspective by getting someone else to do it for you. Moreover, it can be defined ability to impact behaviour or might be attitude of a subordinate with having control on the complete resources. Also, its conversation relationship which happens transaction between agent & targets. Culture is term as internal influence within any organisation to support employees within thoughts, value, idea and belief to develops out productivity within firm. Within NHS, culture is being classified with help of Handy model of organisational culture is explained as follows: Organisational culture Power culture:In this, mainly power is held with few person within organisation, whose influences can be seen in both positive and negative way (Unsworth and et. al., 2013). Those people pursues decision even without taking anyone opinion and view to being act as godfather for the company. Such people with this culture wants to be stay in limelight and reflect upon biggest contributor for firm. Power culture is strong culture, even it can swiftly turn upon into Toxic. NHS as health care sector is fitting under this culture. Role culture:Organisation with role culture is mainly based on rules along with everyone aware of their roles & responsibilities are having. Power around role culture is being
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determined by an individual person position or role within organisational structure. This type of culture is being built on detailed organisational structure which is typically tall with longer chain of command. NHS centre mainly use this culture once, organisation is facing continuous conflict or issues within their premises. Task culture:Such culture is being form when teams are being formed to address specific problem or critical projects. Task is very important concept, so power within team will often shift depending onto mix member and status problems. Moreover, this type of culture has proved effective, while in case of determining team dynamic (Alfes and et. al., 2013). With right skill, competencies or ability, it is possible to work with task culture. NHS centre is right one to follow such culture in order to enables growth oriented productivity. Person culture:While in organisation with person cultures, individuals has seen them as unique and superior to the organisation. Also, organisation simply exists with purpose to work. Entity with person culture is just really a collection of an individual to be working for same firm. Even this culture can be fit for NHS centre, but limited only till extent of individual person. Impact of the Brexit:Brexit is heavily putting down impact to NHS centre asked to overseas people, who are being employed in UK and NHS centre. NHS trust is employing people out of the Britain and as a result, EU citizens are being forced to leave their employment which has led workload pressure on NHS trust to deals (Carlström and Ekman, 2012). Hence, task culture with rewards to existing employees will be best option to motivates them to ease down organisational pressure or burden. Moreover, influence of the task culture has very much proven right to build firm capability to ensure better treatment or taken care of the people. Power in the organisation: Reward power:In this type of power, manages used to give reward to their employees to motivate them to increase their ability or capacity to perform and contribute to goals or targets of an organisation. Such power has ability to influence performance & ability of a people. NHS centre is best one to adopt such power to maintain their employee even after occurrence of Brexit or removal of Britain from EU. Coercive power:Such power is mainly comes out of a threat, harassing or physically and mentally torturing someone to fulfil task to do or might be completes. Such power is source of negative influences to an organisation along with effecting culture to harmful internal culture or environment.
Referent power:This power is mainly used to refers some other person for any role within an organisation. The purpose of referent power is to bring skilled person or an entity within organisation, who is actual in knowledge of company. But also, negative impacts of being working under referent power can be reason for rise of the conflicts or issues. Impact of the Brexit:Due to Brexit, existence employee who were belongs to other countries have left out their job and after hiring on urgent, some bad power has arrived to the firm who are use force of coercion to threat and bringing instability within NHS trust. To settle workload, NHS trust should go for reward and remuneration to their employee within reward power to stop staff turnover, motivation to offload work pressure within NHS trust. Since from announcement of the Brexit, peoples who were working in NHS centre out of the Britain are forced to leave Britain and their jobs (Xerri and Brunetto, 2013). In response to such, staff shortage, work-load, increase of the malpractice has comes into knowledge of the NHS trust manager. Due to this culture, power & motivation has been affected to negative side and which has led to decline of individual and team behaviour to accomplishes their targets or goals into the desired way. TASK 2 Motivation is one of known psychological process. Its one of the important factor which helps to encourage people to contributes its best efforts and performance and helps to reach goal or targets. With organisational motivation, individual can go for development of their values, idea and opinion to rise annual output of a firm (McLennan, 2013). Motivation is mainly arrives out of satisfaction of employee needs, wants or desire and with help, a well structured team can be builds upon. A positive motivation is mainly comes out need and want satisfaction of people which is cover under content theory of motivation:
Physiological needs:These are some of the basic needs such as food, clothings, shelter, air, water etc., to ensure survival of the human life. Safety needs:These needs are being important for human beings. Such needs are consists of job security, protection against danger, safety to the property etc., are being to protect interest of the people. Sources: Maslow’s Need Hierarchy Model, 2018 Social needs:Such needs has proved emerging from societies viewpoint. For example: love, affection, belongingness, friendship, conversation etc. Self-esteem needs:These needs are being linked to desire for self-respect, recognition and respect from others. Illustration1: Maslow’s Need Hierarchy Model
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Self-actualisation needs:Such needs are founded in those person whose all given 4 needs are already satisfied. For example: social service, mediation etc. With satisfaction of basic needs of the employee's, a kind of relax and job safety will be seen into the NHS trust people to work within team formation along with positive influences & culture for longer time (Gabriel and et. al., 2015). After Brexit, where NHS centre abilities and operations has been diluted and profitability is downsize, Maslow needs will assist NHS trust to build employee's confidence and ability to bring back NHS into the business. Process theory:It is a current era theory which in reality puts down focus on system of an idea that is useful to explain how motivation work and develops (Mester and et. al., 2018). The purpose is to realise how motivation is generates and it is something being different out of Maslow need theory. In context of NHS, motivation apart from basic needs can be arises out of working roles as a resultof appreciation to the skills and competencies. Mintzberg theory of management is best suit to encourage people to work with additional efforts. Analysis of given process theory as follows: Interpersonal rolesInformational rolesDecisional roles Figurehead:One who is able perform ceremonial duties Monitor:One who scans new environment to new collection of an information Entrepreneur:One who seeks to improve unit by initiating projects. Leader:Having responsibility forworksubordination, motivationandencouraging people in authority. Disseminator:Pass privileged information directly to all of the subordinates. Disturbancehandler:One who responds involuntarily to the pressure too severe to be ignored. Liaison:One who responsible for making of contacts outside verticalchainofcommand among company, government or union. Spokesperson:Responsible forsharinginformationwith people outside of organisation Resource allocator:One helps to decides who get what. Negotiator:Committing firm resources into “real time”.
With this table, focus is to motivate employees of the NHS trust by promoting to roles such as leader, being as an entrepreneur, monitor, spokesperson, liaison etc., with intention to recover company from severe impact of the Brexit. In this real time, as leader: motivation can be build to develop productive team, spokesperson to take initiative to present firm on global stage etc. Such roles are being as sufficient to enable NHS trust to face off Brexit in strategic manner along with achieves organisational goals. b) Recommendations: It is recommendable for NHS centre to put their focus to build workforce and accomplish capability in order to face-off impacts of the Brexit to ensure long term development of a health and social care firm. Also, it is essential to look over building culture, where equality as well as prosperity is also exists. Task culture along with working into collectivism is a best option for NHS centre. Reward power is right consideration to put down emphasis to bring at-least activity and performance of each and every onto equal state. All explained recommendation are aim to protect organisation like NHS centre from impact of the Brexit.
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