Understanding Organization and Team Roles

This assignment delves into the world of organizational behavior and team dynamics, exploring the concept of team roles as developed by Richard M. Belbin. By applying the Team Roles at Work model, individuals can gain insight into their strengths and weaknesses, making them more effective contributors to a team. The BBC (British Broadcasting Corporation) is cited as an example of how understanding team roles can be beneficial in creating high-performing teams that are capable of achieving shared goals. The assignment emphasizes the importance of trust, collaboration, and open communication among team members, highlighting the need for organizations to become learning institutions that adapt quickly to changing circumstances.

Organizational Behavior and Culture
Name
Institution

Organizational Behavior and Culture
Table of Contents
Background to Organizational Behavior, Culture and the BBC......................................................3
Impact on Employees' Behavior......................................................................................................5
The Organizational Theory and the Practice of Management.........................................................7
Different Motivational Theories and the BBC................................................................................8
Maslow's Hierarchy of Needs:.....................................................................................................8
Hertzberg's Two Factor Theory:..................................................................................................9
McGregor's X and Y Theory:......................................................................................................9
Potential Ways for Teamwork Improvement and Performance Advancement.............................11
References......................................................................................................................................14

Background to Organizational Behavior, Culture and the BBC
The behavior of an organization in the form of authoritative conduct is the investigation as to or
assembling conducts and arranging the aspects precisely in the affiliation structures to progress
in various leveled execution and ampleness. Definitive direct is stressed over the examination of
the lead of people inside a context that has various levels. The aspect incorporates the
understanding, figure, and controlling of the individuals' lead (Mullins, 2002). On the other hand,
the organizational or authoritative culture can be considered as an idea which has been created
from human studies. To be precise, the aspect refers to the manner in which tasks are completed
around the organization (Atkinson, 2006). The aspect depends on customs, value propositions,
strategies, convictions, and state of mind alongside the advancement of the person for all that we
do and think in an association.
Associations structure is the different levels of strategy regarding aspects of imperativeness,
right, duties of a connection and exchanges. Authentic structure picks how the parts, power, and
commitments are alloted, controlled and made. It besides delineates the streams between the
obvious levels of association. Affiliations have two sorts of structures tall and level structures.
Tall structure affiliations have different levels of chain of command of authority with constrained
explore of control in which the administrators have not a considerable measure of staff under
them and there supervision is uncommonly controlling tall structure the line of correspondence is
long, uncovering the firm lethargic to change. Level structure affiliations have few levels of
pecking solicitation and line of correspondence is short taking off it more receptive to change.
The cross of control is wide as the assignments must be vicarious and administrators can feel
over-stack. In tall association the vast majority of choices are taken by senior boss and after that

go down the alliance development, at any rate in level connection the master is down the chain of
significance of activity in this way diminishing the speed of fundamental expert.
The association societies are a few composes as inspected namely the power culture, role culture,
errand culture and person culture (Mullin, 2002). According to the suggestions of Handy (1993),
the thoughts and propositions recognize different fundamental sorts of hierarchical societies
Power based Culture – The aspect concentrates energy to abnormal state or a little gathering and
its controlled like a web. This needs few standards and little organization.
Role based Culture – This is more in view of the energy of the individual who assigns inside an
exceedingly characterized structure.
Task-Errand based Culture – Regarding the aspect, the power is gotten from a specific group
with the ability to execute against assignment. This culture is bound to little group where
individuals are talented and worked in there claim specialized topic. This is regularly utilized as
a part of Matrix Structure.
Person based Culture – The aspect takes the shape when an individual trusts he trusts himself
better than the association. Since the thought of the affiliation recommend that a social occasion
of likewise contributed particular look for after various leveled goals. Some master associations
function admirably as individual culture, in light of the fact that every assistant passes on a
particular client or authority to the firm.
The BBC can be considered as the openly operating association blooming with the tall affiliation
structures. In the association, all delegates are solidly managed, as the navigate of control is thin
and each boss is responsible for couple of specialists. This is remote to changes and is more

masked. In BBC, the organization structure and commitments of each executive are clear and
described. The perspective moreover displays the power and part culture over the tall structures
affiliation. As in tall affiliation, the accomplishment of every laborer and director is clear,
subsequently, tall affiliation structures have clear extraordinary venturing stool and reward. As
one may realize that the BBC has lost some bit of the general business due to the tall structures
and as demonstrated by Harrison (1972) the power and part social orders can't modify the market
designs. The specialist is about watched and the amount of people offering an explanation to one
boss is less. In the BBC that is a tall structures affiliation, the component has weak culture. The
association has confined navigate of control with more empowered specialist. As the boss has
not a lot of staff to direct and agents are given standards and controls the general population need
to consent to. The components moreover rely upon the headings given by the manager in charge.
The decisions occur at top organization. The association has undertaking society and as the
agents are at risk to certain task and charge in the affiliation is at cut down levels of motivation.
The association is direct in altering a change. As a result of the tall structures, the association
sends grid amass over the levels. The exercises involve the ace gatherings which work in the
inside field. Matrix structures support the tall structures acting compliment with errand
orientated wander gatherings. Tall structures being inside focused and perhaps missing business
area openings while compliment structures have motivated workers who support more external
fixation and search for promote openings.
Impact on Employees' Behavior
The BBC accepts everybody welcome and accepts on the off chance that a man is energetic,
trying, driven, given, willing, chose, induced, adaptable, flexiblly oriented and conferred can
work with Tesco PLC. The people accept that the game plan and changes program after

graduation can assist any person with working with the association. Then again, the authority at
Tesco PLC is all the more free because of its undertaking society. Self diversion centrality in the
vocabulary is the condition of or incline toward being absolutely or fabulously worried over and
impelled by one's own particular mental life. A man falling under the characteristics is called
sharp person. Reserved individuals are obliged individuals that are less orchestrated to joint
effort. Their activities and choices are exceptionally discrete.
The point of view of the association of the BBC accept that all authorities are obliged to their
assignment under their standard and every last inventive thought are shared and examined in the
best association. The affiliation's approach is hypothesis X expecting that normal individual is
tired and has a trademark outrageous abhorrence of work. It besides says that common individual
keeps up an essential detachment from commitment, likes to be created and needs want and
qualities. The BBC has a substitute approach toward the agents' dedication. The association in
like way equips a bundle with social insurance, and a program called supporting the way of life.
In perspective of the nonappearance of the focus on the trades out of the United Kingdom, the
affiliation has recorded that the substance has tumbled to some degree in past years.
Nonattendance of help to assign has made the substance less affected at work, which has
influenced a large number of the customers to move to contenders.
Upsetting perspective can be considered as a muddled and powerfully arranged idea; this is the
consequence of different factors single distinction, sorts of identity if a man in dissident or genial
individual, nature of business and occupation. Stress is by and large caused when a wrong
individual is alloted to a wrong occupation. In the event that a pulled back individual is assigned
to the outgoing person condition as he/she will be not proficient attract the development in light
of the individual properties. This has been a test as the workers are supervised about and are not

given any space to take choice for their favorable position. The affiliations culture is the standard
factors that impact the worry on the person. Comprehending the specialist and doling out to the
movement can roll out the positively identified improvements. Furthermore executing the
imperative continues with changes might help the individual with bringing down the sentiment
nervousness and be more productive, as the technique is a more prominent measure of on
workplace learning and would the ad be able to lib nearby the cross of time.
The Organizational Theory and the Practice of Management
One can find different structures for separating the sorts of methodologies the connection takes
the essential are the ordinary (predictable association and affiliation), human relations,
frameworks, and credibility. As per exemplary association hypothesis, it emphasizd issues, for
example, the solidarity of summons, different leveled specialization, the explore of control and
the utilization of intelligent association as this components identifies with the X hypothesis. In
the structure's approach, it sees an association general and a touch of the more prominent
alliance. The thought is that any piece of an alliance's exercises impacts every last other part.
Then again Human affiliation underscores that the necessities of specialists ought to be happy
with a definitive goal for them to be more profitable in the association. Probability takes the view
that the best style of association relies upon the components dynamic in the particular condition.
In any case, one can't utilize developed association approach in the BBC as the approach is mind
boggling in tall structure association with the X hypothesis. Since the BBC gets human
associations, the point of view identifies with the Y theory. Notwithstanding, one may
comparatively watch credibility in the BBC in overall workplaces. As the party structure
continues as before the way of life changes because of the circumstance and the urbanity, the
BBC accept that if essentials of the individual are not fulfilled it de-goads the experts to play out

the errands palatably. It utilizes limit association to organize the limit with the undertaking to
pass on high ground. Limit association rolls out them empower work improvement and
occupation progression. The operators are equipped with the heading and support to accomplish
the most extraordinary points of confinement. Hence, gainfulness would be suitable and
profitable. The approach persuades the organization into accepting a more distinctly perceived
movement in expert. It in like manner adds to enter changes in the physically arranged working
environment for the worker (Mullins, 2013).
Different Motivational Theories and the BBC
Motivation or inspiration can be considered as the main thrust inside a man which impacts the
indiduals to achieve a few focuses with a specific genuine goal to satisfy some need or need. One
can see two or three sorts of inspiration: outward inspiration which identifies with rewards that
are significant like a salary increase, the work environment, and condition at work. Trademark
inspiration is more identified with mental prizes things that are immaterial, for example, the
chance to utilize once limit, feeling of test and fulfillment and being overseen in an objecting to
manner.
Maslow's Hierarchy of Needs:
It has been suggested that the requirements of the individuals are composed as per the standards
regarding centrality. The expert recommended that individuals have required and the necessities
will expand in context of what they have refined and satisfied. It begins with physiological
necessities, security, Love, regard, and self-satisfaction. It gathers that first human sweeps for a
fundamental need like needing and thirst, rest, significant fulfillment and sex. By then it's the
success of being shielded from all risk and any danger. Thirst level is the Love or social need is
affiliation, warmth it is giving and enduring affection. Beginning ahead, respect takes after a

feeling of self and suggests the aching for quality, assurance, and opportunity. The biggest sum is
self-finishing when cutting down level needs are no more start. The later measurement is the
demand satisfaction. As all affiliations outfit basic pay with a living settlement, lodging reward,
and therapeutic administrations. The fundamental remuneration and living reward are for
physiological need. The cabin and social protection is for security require. The socially oriented
requirements are met with the get-together or partners and association. Regard is on an extremely
essential level content with the regard and thought is given to an association. Self-consummation
is basically the time when a man can self-spur he has an effective point of view of this present
reality. It is the time when a man is more grounded and more settled than at later (Maslow,
1970).
Hertzberg's Two Factor Theory:
Herzberg's (1987) speculation can be considered as a well beyond of the past theory. The theory
prescribed that one can locate a couple of factors. In the tidiness factor, the ace focused that
nonattendance of social relations, director, association procedure, working condition and expert
solidness can propel dissatisfaction. This has in like manner been suggested as setting of work.
Motivation Factor, The edge prompts the cosmetics of the ranges driving from the nonattendance
of fulfillment to fulfillment. The shimmers are the development being stimulating,
accomplishment, perceiving confirmation, and achievement. As to BBC, the parts are given
unbelievable immensity as limit association near to the master methodologies of the association
are the certifiable points of view to drive.
McGregor's X and Y Theory:
The X and Y speculations rely upon motivation in individual humanly direct. The theoretical
approach relies upon a few unprecedented possible practices. On a fundamental level X

affiliations, the masters are aloof, unmotivated and will keep up a vital separation from work in
all possible ways. The delegates inherently detest work in like manner comprehensive
monitoring is required for productivity. A bound cross of controlling is required at all gauges of
the structures that has various levels. Theory X chief tend to end in censuring some individual.
Their singular inspiration is cash. The general open need, loathe obligation and should have been
driven. The comprehensive group require security. It has been seen that the X make experts are
in sureness when in doubt in humble number yet then in a mass relationship, for example,
expansive scale age the elements are awkward specialists. On a fundamental level Y affiliations,
the laborers are self-instigated and succeed with commitment. The association approach is more
participative and they join the delegate in central expert. The Y frame specialists are requested to
make expert and make recommendations. The appraisal is ordinary and urged to raise their
inspiration. Y Type of ace is capable and the approach is all around made. These sorts of pros are
by and large found in level structures affiliations which assume that the laborers are inventive
and prepared to manage the capacities to benefit the affiliation (McGregor, 1960).
With respect to BBC, one can see that each one of the levels prescribed by Maslow regarding the
pecking request and Herzberg's speculation are more appropriate. The affiliation possess the
more critical measures of Y make designate, due to the fact that the entity has a restricted explore
of controlling. The specialists are self-enlivened and are gifted laborers. The overseers in the
BBC are more a touch of the get-together than an autocrat. The connection utilizes different
strategies for examination of the specialists.

Potential Ways for Teamwork Improvement and Performance
Advancement
With a particular true objective to grasp reasonable participation, one should be aware of the
differences among gathering and assembling. Assembling in the workplace usually contains a
couple of delegates who see themselves as a specific unit or division, yet who truly work freely
of each other to achieve the definitive goals. A gathering incorporates a couple of agent who may
begin from different divisions inside a business, yet they collaborate after some an opportunity to
achieve some set reason or wander. It has been said that a gathering is a bit of social occasion of
people with correlative aptitudes, who participate as a unit to achieve a run of the mill purpose
behind which they see themselves as all things considered mindful (Duchanan and Huczynski,
2013). Social event contains two or three sorts formal and easygoing gatherings. The formal
social occasion is made by a relationship to serve a task or a wander anyway easygoing gathering
is to satisfy individual or mental needs of a man.
Belbin (1996) has thoroughly comprehended the association amongst personality, limit and the
reasonability of organization gatherings. The ace portrays a gathering part as the slant to go
ahead, contribute and interrelate with others particularly. The ace depicts the gathering part for
instance of social traits of the way by which one partner speaks with another associate, where the
execution supports the progress of the gathering general. The whole idea of Belbin was that by
understanding the parts inside a particular gathering an individual can develop the claim
characteristics and manage the deficiencies as a partner consequently upgrade the manner by
which he/she adds to the gathering. Gathering pioneers consistently use the models to help make
more balanced gatherings. Gatherings can end up disproportionate if all partners have relative
styles of gathering parts or lead. If associates have a similar weakness, the gathering as a rule
may tend to have the inadequacy or if the general population have near collaboration quality they

may tend to strive for the gathering errand rather than cooperate. As ought to be self-evident, the
BBC is a gathering arranged relationship in which each errand is executed through gatherings or
get-togethers as the point of view redesigns gainfulness as all partner address a substitute
dominance to the wander. Convincing collaboration can be master using the gathering parts
models. Dismembering the associates using the gathering parts as checks for potential
characteristics and inadequacy inside the BBC. Solitary people from the gathering ought to be
believed to see the direct, duty and moreover the lead of the gathering.
The bosses are required to form the associate's characteristics and traits or inadequacy as viewed.
Characteristics and inadequacies of each person from the gathering must be associated with the
most correctly delineated in the depiction of gathering parts. By then, it is possible to dismember
what the gathering's characteristics are or the nonappearance of certain limit. Various shapers can
incapacitate a gathering if each shaper needs to pull the gathering in a substitute heading. The
affiliation assumes that the specialists are truly drawn in with the business and are a bit of the
accomplishment it will goad. The BBC under the all inclusive community flawlessness, this is
assumed that trust drives the world class culture. Partners in the BBC tackle a typical goal as a
social occasion. The delegates have a sentiment shared commitment with respect to the common
target to achieve the objectives. The viewpoints are by and large possible to the procedure of the
BBC to make the perfect use of the specialist's capacity. Thusly, the association needs to center
around the blueprints angles and in addition the potential weaknesses to adjust their techniques
according to the recently created strategies and methodologies. The BBC is required to take in
more than whenever in late memory to confront the forces; the affiliation must transform into a
learning affiliation. The approach can help the BBC's agents with developing flexibility, energize

open talk and think completely and foundationally. The edge will help the BBC to catch up on
the irregular quickly as compared to the contenders.

References
Belbin, R.M. (1981). Management Teams: Why They Succeed or Fail. Oxford: Butterworth-
Heinemann.
Belbin, R.M. (1996), Team Roles at Work. Oxford: Butterworth-Heinemann.
Chemers M. (1997). An integrative theory of leadership. Lawrence Erlbaum Associates,
Publishers
Coulson-Thomas, C. (1998). ‘Knowledge Is Power’, Chartered Secretary, pp. 24-5
DeCarvalho, R. J. (1991). The growth hypothesis in psychology: The human psychology of
Abraham Maslow and Carl Rogers. San Francisco: EM Text.
Handy, C.B. (1993). Understanding Organizations 4th Edition. Penguin cited in Mullins L,J
(2002) Management and Organisational Behaviour 6th Edition.
Lewin, K., LIippit, R. & White, R.K. (1939). Patterns of aggressive behavior in
experimentally created social climates. Journal of Social Psychology, 10, 271-301.
McGregor, D. (1960). The Human Side of Enterprise. New York: McGrawHill.