Motivating Employees and Promoting Team Work in an Organization

To increase productivity and efficiency in a firm, management must use appropriate motivation theory to motivate employees. This can be achieved by promoting team work, removing factors that create issues, and motivating employees. By doing so, an organization can grow rapidly in its respective industry.

ORGANIZATION
BEHAVIOUR

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1Organization structures and culture.........................................................................................3
1.2Impact of relationship between organization culture and structure on performance of the
business........................................................................................................................................4
1.3 Factors that affects individual behavior at the workplace and reason due to which manager
must understand an individual behaviors.....................................................................................4
TASK 2............................................................................................................................................5
2.2 Way in which various management theories underpin practice of management and Henry
Fayol principles............................................................................................................................5
2.1 Comparison of leadership style of two leader........................................................................6
2.3 Different approaches to management used by different organizations..................................6
TASK 3............................................................................................................................................6
3.1 Impact of different leadership styles on motivation of employees........................................6
3.2 Comparison of applications of motivational theories............................................................7
3.3 Usefulness of motivation theory for managers at Tesco........................................................7
TASK 4............................................................................................................................................7
4.1 How groups are formed and nature of group.........................................................................7
4.2 Factors that promote and inhibit teamwork in an organization..............................................8
4.3 Impact of technology on team functioning............................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organization behavior is a field that helps managers in understanding human psychology
and way in which employees must be treated. In respect to this, Walmart is taken for study which
is the largest retailer in UK in terms of revenue and size. In this report, organizational structure
and culture are included that play a key role in the organizational success. Along with this,
various management theories are reviewed and their practical applications are studied as well.
After that, various motivation theories are also reviewed and the best theory is selected that can
be practically applied in an organization. Along with this, positive impact of their practical
application is also discussed in detail. At the end of the report, impact of technology on
teamwork is also discussed in detail.
TASK 1
Organization structures and culture
Organizational structure refers to the system in which activities such as allocation of task and
coordination are directed towards the achievement of specific goals. This means that as per the
structure, supervision will be given by the superior to the subordinates. There are following
organization structures: Functional based structure- In this, on the basis of several functions, finance and
marketing activities are arranged in a single department which are similar in nature. This
is used when business is small in size. This is done to pay due attention on the
functioning of each and every department. Product based structure- In this; all activities related to single product are organized in a
single structure. By doing this, a company focused on each and every product in a proper
manner (Khoo, 2006). Geography based structure- Under this system, divisions are prepared like east division,
west division, etc. All activities related to east will be organized on east division. By
doing this, a firm will easily focus on all geographical areas in which it is operating its
business.
Organization culture

It refers to organizational value system in which it is decided the way in which an
employee will perform his job is decided. There are many types of organizational cultures. Some
of them are given as below: Power culture- This is seen in case of small organization where there are few people for
decision making. In this culture, employers do not take any advice from employees. They
take their decisions at their own level. Hence, this culture has its own limitations. Role culture- In this culture, roles and responsibilities of an individual are determined
and they have to perform their duties as per their job descriptions (Furnham, 2005).
Hence, in this culture, there is no duplication of activities.
 Task culture – In this culture, teams are formed and a specific task is performed by that
team. Hence, efficient performance of that task depends on efforts of all team members.
Impact of relationship between organization culture and structure on the performance of business
On the basis of review of various literatures, it has been found that there is a great
relationship between organization culture and structure and it affects the organizational
performance. If organizational structure is good and culture is best for working, then in that
structure, it positively affects the business. In Walmart, organizational structure is geographic
based because it is operating in so many cities and trends of sales are different in distinct areas.
Hence, different strategies are required to boost the sales in different areas (Clegg, 2006). For
this, focus on geographic areas is required. Hence, firm follows geographic organizational
structure. Now, discussion is carried out on culture. At Walmart, role culture is followed and
under this, roles and responsibilities of each and every employee are determined. This helps in
performing control function. Hence, employees cannot make others responsible for their failure.
This forces employees to give good performance. As a result, on geography based structure, an
organization is able to do performance appraisal of employees region wise and can communicate
with zone manager when specific domain employees are not performing well (Goulson, 2010).
Conclusion is that culture followed in Wal-Mart matches with its organizational structure. Due to
this reason, mentioned organization is enjoying a leading position in the industry.
1.3 Factors that affects individual behavior at the workplace and reason due to which manager
must understand an individual behaviors
Following are the factors that shape individual behavior at work:

 Leadership- Leadership greatly affects the individual behavior. If leadership is good and
supportive then individual gives his hundred percent efforts. On the other hand, if
leadership is not good then employees also show lazy behavior at the workplace. Hence,
leadership affects the employee behavior while perfoprming job (Coghlan and Brannick,
2014). Work culture- Work culture also plays a prominent role in shaping the employee
behavior at workplace. If there is politics in an organization then everyone will abstain
from helping others. On contrary to this, if working culture is good like we see in
Walmart then employees will show positive behavior at the workplace.
 Family life- If family life is not good then an individual is not able to concentrate on his
work. Due to this reason, quality of work eroded. On the other hand, if family
environment will be good then individuals will be happy and his work will be excellent.
Hence, family life also affects the employee’s behavior.
An individual must understand individual behavior because monetary and non-monetary
rewards for the enhancement of productivity (Palphramand, Newton-Cross and White, 2007).
There may be some special reasons due to which employee are not performing well. That reason
can be eliminated only by understanding reasons due to which employees are not performing
well. Hence, broad understanding of individual behavior is inevitable for the managers.
TASK 2
2.2 Way in which various management theories underpin practice of management and Henry
Fayol principles Classical theory – It contains theory given by a Henry Fayol and FW Taylor as well as
other intellectual scholars. These scholars researched that an organization must focus on
full utilization of its human resources. To some extent, it must support employees and to
some extent must, indirectly make an attempt to make higher efficiency and productivity
level. Neoclassical theory- These theories put stress on understanding employee’s
requirements. Abraham Maslow’s and Vroom’s expectancy theory come under this. They
stated that after understanding employee’s requirements, ways must be identified to
satisfy their needs. By doing so, they can be motivated to work hard.

 Modern theories- These theories stated that management must focus on improving the
quality and must initiate learning process in an organization in order to develop
individuals in the organization. This theory also lay down stress on promoting team work
in an organization (Russina and et.al., 2011).
Hence, all theories go in different directions and suggest different ways in which
management can be done in a better way. Hence, management theories underpin the
management practice. Division of work- Work must be divided among employees equally Authority and responsibility- Authority must be given in proportion to responsibility Discipline- Employees must follow orders of boss Unity of command- Who will receive command from whom must be determined Unity of direction- Direction must be given by the manager and must be directed towards
achievement of objectives Subordination- Interest of individuals must be below organization’s interest Remuneration- remuneration must be fair Centralization- Power must be flow from top and there must be two way communication Scalar chain- Chain of communication must be determined and if there is any emergency,
then subordinate must be allowed to directly contact management (Zhou and et.al, 2005). Order- everything must be arranged in a systematic manner. Equity- discrimination must not be done among employees. Stability of tenure- There must be planning to fill vacancies as soon as possible. Initiative – Employees must be given with an opportunity to participate in decision making
 Esopirit de corps- promote team spirit in an organization
2.1 Comparison of leadership style of two leader
Mike coupe is a CEO of Sainsbury and he follows a situational leadership style under
which he as per situation brings changes in his leadership. On the other hand, there is a C.
Douglas Mcmillon a CEO of Walmart. He follows a participative leadership style under which
he invites employees to give their suggestions. If both are compared then it can be said that Mike
coupe is giving good leadership because in order to give good leadership, every time specific
approach cannot be followed (Shahnawaz and Jafri, 2009). By following mentioned leadership

style, he is making full utilization of resources. On the other hand, C. Douglas Mcmillon to some
extent utilizes his human resources. Hence, leadership style of Mike is better than Philip.
2.3 Different approaches to management used by different organizations
Walmart leaders are using human behavior approach in UK. As per this approach,
employer must assume employees as their valuable resources. Hence, they must treat employees
in a well manner. This approach advocates that employee’s productivity must be enhanced by
building strong inter-relationship with them. Moreover, by motivating them, their productivity
can be enhanced. Motivation, communication and participative leadership style are core
component of this approach (Luthans and et.al, 2008). This approach matches with Wal-Mart
because its CEO is following participative leadership style. In compliance with the participative
leadership style, top management of Wal-Mart gives its employees an opportunity to participate
in the decision making process. By doing this, they get valuable suggestions from employees and
implement these advices at the ground level for the benefit of firm. In return, employees get
monetary and non monetary rewards for the suggestion given by them to the top management.
Hence, this leadership style is benefiting both employees and the firm. On the other hand, CEO
of Sainsbury is giving situation leadership and due to this reason, contingency leadership
approach is used by the firm. As per this approach, with change in situation, leadership style
must change. This is because; suppose workers are on strike and if in that situation manager
show angry behavior, then this will raise the problem. On the other hand, if employees are not
doing work properly and in that case, if manager show angry behavior, then they will start
working. Change in the leadership style is the essence of this approach. Managers as per the need
of situation bring changes in their leaderhsip style. This approach of leadership benefits the
stakeholders but also bring dissatisfaction among some (March, 2013). Hence, by following this
leadership style, managers can not treat all employees in a well manner. This is the major
limitation of this leadership style. Thus, it can be said that participative leadership style is much
better then situational leadership style. If both are compared then it can be said that Mc Million is
giving good leadership then Mike coupe because by following situational leadership style,
manager cannot treat employees effectually (Shahnawaz and Jafri, 2009). By following the
mentioned leadership style, he is making full utilization of resources. This is because; in
participative leadership style, Mc Millon is taking advice from its employees who are working at
the ground level. Hence, Mc Millon is in position to make perfect business decisions in order to

run enterprise in a smooth manner. On the other hand, Mike coup by following situation
leadership style can handle specific situation effectively but through this, he cannot maintain
good relation with the employees. Hence, Mc Million is performing better than Mike coup.
TASK 3
3.1 Impact of different leadership styles on motivation of employees
Leadership styles greatly affect the motivation of employees. If leadership style is
autocratic then manager will not consult employees in decision making process. He will take a
strict action against employees if they will commit any mistake. Now, if managers will not
include employees in decision making process then negative message will be send to the
employees. They will think that top management does not value them. This will make employer
and employee relationship weak. Due to negative response from managers, motivation level of
employees will fall (Travelet and et.al., 2008). This case is opposite in case of participative
leadership style. In case of this style, employers give opportunity to the employees to participate
in the decision making process. As a result employees feel that organization assume them as
valuable assets. As a result, they will get motivated and do hard work for the benefit of an
organization. So, it can be concluded that leadership style affects the motivation level of
employees. This is because; style reflects the behavior of management and psychology. Behavior
of the managers shows that whether they are in support or against to the employees (Jennings,
Seymour and Dunstone, 2006). If they will be in support, employees will be motivated. On the
other hand, if they will ne against employees then motivation level of employees will fall.
3.2 Comparison of applications of motivational theories
Classical theory of motivation includes theories of Abraham Maslow, MC Clelland and
other psychologists. Among them Maslow theory is most popular. He states that human beings
have five kinds of needs like basic, social, safety and self-actualization needs. These needs come
in existence step by step. When basic needs will fulfill then social needs will comes in existence.
Maslow states that employees must be motivated by identifying and fulfilling their needs
(Nonaka, Von Krogh and Voelpel, 2006). On the other hand, there is a process theory of
motivation. In this theory, Vroom expectancy theory is very popular. This theory states that any
person is motivated only when he thinks that objectives determined for him is achievable in
nature. Moreover, he also has necessary skills that are required to achieve that objective. If

employee will not have required skills then he will not be motivated to achieve the determined
objective. There is one more theory which is known as goal setting theory. This theory was given
by Edwin Locke and under which he stated that an employee is motivated by the objectives. If
objectives are determined for the employees then their commitment towards achievement of
objectives comes in existence. Their commitment motivates them to work hard for the
achievement of objectives.
On comparison of these three theories, it can be said that Vroom and Edwin Locke theory
are applicable at the workplace. It is because; one of them lay down emphasis of determination
of objective. However, other put emphasis on determination of objective by considering several
factors. Expectancy theory has wide application then Edwin Locke theory because objective
determined by the management without considering anything that may be unachievable in nature
(Petrides, 2005). Whereas, in Vroom theory, employee’s current skill set is considered while
determining the objective. Hence, Vroom theory has wide application then Edwin Locke theory.
3.3 Usefulness of motivation theory for managers at Walmart
Motivation theory has a great importance for the managers at Wal-Mart. This is because;
only by motivating employees, productivity can be increased and efficiency level can be
improved. In various researches, it has been seen that many times, employees feel job
monotonous and less interesting. Due to this reason, their productivity also declines. Hence,
managers by using motivating theories like Vroom expectancy theory or Edwin Locke theory
can motivate employees to work hard at the workplace (Richards, 2012). Motivation theories
also state a way to the managers in which they must motivate employees. Simply by declaring
financial and non-financial incentives, employees cannot be motivated. Employees must feel that
organization is determining targets for them that they have to attain (Krieg, 2008). Hence,
motivation theory has lots of significance for managers at Walmart. These motivational theories
have some advantages and limitations. The major limitation is that single motivation theory
cannot be applied by all companies because level of income and working conditions are different
in all the firms. The major advantage of these theories is that by using the same, employees can
be motivated in a legitimate manner and productivity from their side can be increased. These
theories are very useful for the managers because by applying of the same, they can evaluate lots
of factors that play a key role in employee’s motivation. Hence, it can be said that these theories
give an accurate direction in which managers need to work for the welfare of organization.

TASK 4
4.1 How groups are formed and nature of group
Following is group formation process. Forming- In this stage, a group is formed in order to achieve a specific objective. Here,
people are unknown from each other and come to know about each other through
introduction process. Storming- This is a second stage of group formation and under this stage, conflict arises
among employees. As mentioned in the above stage that people are unknown from each
other, as a result, misunderstanding happens among group members (Singh. and Singh,
2009). Ultimately, conflict happens among group members. Norming- Conflict that comes in existence in the above stage is solved at this stage. With
respect to this, a process is started under which grievances of team members about each
other are listened carefully and ways are identified to solve these issues. After this, norms
are formed that each and every group member has to follow for working in a group. Performing- In this stage, group commence its operations and perform each and every
task that leads to achievement of objectives (Crampe, 2007). Roles and responsibilities
are determined in the earlier stage and all tasks are performed by keeping in mind these
roles and responsibilities. In this, entire project is performed. Group elimination- After achievement of objective, group is eliminated because
objective for which it was formed is already achieved. Thus, people in that group can
work and perform separately.
Characteristics of group
 Values, beliefs and attitudes are shared among group members.
 Objectives are achieved by making combined efforts.
 In group, there may be two or more people.
 In formal group, roles and responsibilities of each and every employee is determined.
4.2 Factors that promote and inhibit teamwork in an organization
Factors that promote teamwork are as follows:

 Leadership- Quality of leadership affects the teamwork in group. If leadership will be
good then each and every team member will cooperate with each other. This will lead to
promotion of teamwork in a group.
 Mutual understanding- Mutual understanding also affects the teamwork in a group. If
mutual understanding will be good then relationship between team members will be
good. This will promote the teamwork in group (Kohonen, 2012).
Factors that impede teamwork are as follows: Politics – In many groups, politics are prevalent. As a result, there is a lack of unity in
such groups and team members do not trust on each other. Due to this reason, teamwork
is very poor in these groups.
 Poor communication – In some of the groups, there is lack of proper communication
among team members. As a result, poor coordination is observed in such a group
(Nonaka, Von Krogh and Voelpel, 2006). Hence, this factor greatly impedes the
teamwork in a group.
4.3 Impact of technology on team functioning
Technology to a large extent affects team functioning in an organization. Use of
advanced technology makes communication effective. By using such technology, face to face
communication can be done and documents can be sent. Hence, due to use of such kind of
technology, coordination among employees gets better. Due to effective coordination, entire
team work smoothly and in a proper manner without any problem (Shahnawaz and Jafri, 2009).
Hence, use of technology put a positive impact on team functioning. There are many advanced
tools like whatsapp, Skype and Microsoft outlook that are widely used by the managers in order
to manage large number of activities in short duration. Due to use of such kind of technology,
manager does not need to talk each person individually. By seating on same seat, they can
contact multiple people and in this way, their time is saved. Hence, technology put a positive
impact on team functioning.
CONCLUSION
On the basis of above discussion, it is concluded that organizational structure and culture
are interrelated. Both affect the organization properly if used in a proper manner. Motivation is
necessary to increase the productivity and efficiency in a firm. But for this, mere declaration of

incentives is not sufficient. Management needs to use appropriate motivation theory in order to
motivate the employees to work hard. Team work must be promoted in a group and for this; all
those factors that create issues must be removed in an organization. Finally, it can be said that by
motivating employees and promoting team work, an organization can grow rapidly in respective
industry.

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Process theory of motivation. 2015. [Online]. Available through: < http://www.strategies-for-
managing-change.com/process-theories-of-motivation.html>.[Accessed on 5th December
2015].