Organizational Behavior - BBC's Assignment

Organizational Behavior

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1........................................................................................................................................3
a. The organizational culture within the BBC, using Handy's cultural typology........................3
b. The affect of power and politics on the behavior in the BBC organization............................4
M1................................................................................................................................................5
M2................................................................................................................................................5
TASK 2............................................................................................................................................6
a. Presenting the contribution of content and process theories of motivation in improving the
effectiveness of teams within BBC..............................................................................................6
b. Assessing how levels of motivation within the BBC help to achieve its organisation’s goals
.....................................................................................................................................................7
TASK 3............................................................................................................................................8
The objective of creating a team is to bring the people together with complementary skills to
work towards a specific target or goals. There are four types of team in BBC organization:.....8
TASK 4..........................................................................................................................................10
a. Presenting the manner in which team performance and productivity could be improved
within the BBC..........................................................................................................................10
b. Assessing main barriers to effective performance within the BBC.......................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organizational behavior is the study of the human behavior in the organization and the way
they interact with each other. It is very important concept for an efficient business organization.
This theories is used for human resource purposes to maximize the output from individual group
member. The present report is based on the case study of the BBC organization and the review
given by Smith in 2016 about the BBC's organizational behavior. This reports presents influence
of culture, politics and power on the employees of BBC with the help of Handy's cultural
typology model. This reports presents the content and process of motivation with motivational
techniques to be used by BBC. This report presents different types of team and the stages to
make an effective team and its importance. The reports give the idea to the BBC to improve the
productivity and performance of the team.
TASK 1
a. The organizational culture within the BBC, using Handy's cultural typology.
There are several models which explain the organization culture. According to the Charles
Handy's model, there are four types of culture which an organization has to follow:
 Power Culture: There are few people in the organization which has more power than
others and they are responsible for taking the decisions and the working of other
employees. In this type of culture the other employees have strictly follow the decisions
by their superiors instructions.
 Task Culture: where the organization have to achieve a task or specified project follows
the task culture (Armstrong and Taylor, 2014). In this task the team is prepared with the
specialized employees who can performed the task, every team member will perform
equally and will complete the task in most innovative way.
 Person Culture: in the power culture, the employees take themselves superior than the
organization. The organization eventually suffers in this culture. The employees are only
concerned about the money and not the organization.
 Role Culture: in this culture every employees have their different roles and
responsibilities assigned by their superior according to their qualification. In this way the
employee do their job in best possible way.

As the review given by the smith, the BBC' culture is failing having lot of problems
between employers and employees. While studying the Smiths review it can be said that the
BBC organization is following Power culture. In this culture all the powers are in the hands of
few individuals who are spreads in the organization, they are the decision makers and all
subordinates have follows their decisions (Bamberger, Biron and Meshoulam, 2014). There is a
disadvantage to this culture as the manger can be biased to someone which can affect other
employees also. It can leads to the problem of communication gap between employers and
employees, a major issues can be faced by the management. This is what the BBC was facing in
its organizational culture.
b. The affect of power and politics on the behavior in the BBC organization.
In the organization power, culture and politics are the three keys which derives the
behavior and governed the organization. These three keys may have positive or negative impact
on the organization. According to the review of the Smith in 2016, In BBC organization, there is
an adverse affect of the culture, power and politics on the behavior of the working in the
organization. The affect on the behavior of the organization is discussed below: Culture:Culture represents beliefs policies and value of the organization. It gives the
control and direction to the employee to with each other. BBC has the power culture
which gives the whole control on few people who makes the decision and control the
management. It leads to the problem of communication gap also the gender gap between
the staff as the manager can be biased to someone. Power: Having a power in an organization can either make a person leader who will
motivate the employee for better working and try to set a healthy behavior in the
organization. But the power can have adverse affect also, If a person with a power will
not respect the employees and started threatening them, bullying and started harassing
them will leads the organization to suffer (Bloom and Van Reenen, 2011). In BBC the
managers were using coercive power that leads to unhealthy behavior in the organization
and dissatisfaction at work. The leaders often uses threats measures in their managing
style.
 Politics:The person who has the power will directly be influences the politics in
organization. To increase the productivity, organization should develop a political culture

easy for employees to understand. But if the employees are encouraged to engage in
dishonest or unethical behavior it will have an adverse affect of politics on the employee
and to the organization.
M1
Power culture :
Advantages Disadvantages
 Employees will be in control.
 There will be one authority to report.
 The supervisor can take advantage of
the power
 there will be healthy environment to
work in organization (Boxall and
Purcell, 2011).
Power:
Advantage Disadvantage
 A leader can use the power to motivate
the subordinates.
 Power gives ability to influence people
towards organizational objectives
 A leader can use the power to threaten
the subordinates.
 The decision making in organization
will become poor.
Politics:
Advantage Disadvantage
 The positive political culture will
increase the productivity in the
organization.
 Political culture will provide security of
employees .
 Politics in the organization leads to
partiality.
 Politics leads to demotivate the
employees
M2
Monetary techniques:
Advantage Disadvantage

 It is easy motivational technique by
giving incentive or bonus to employees
 it can improve employment attitude
towards work and will improve
working atmosphere.
 Monetary motivations does not last for
long.
 It will be costly measures to the
employers to give incentive or bonus.
Non-Monetary Techniques:
Advantage Disadvantage
 It helps employees to be recognized in
the organization.
 Recognition is beyond expectation
while cash reward is expected one.
 It can promote too much competition
which leads to unhealthy working
environment.
 It leads to increase in cheat and
dishonesty in employees (Bratton and
Gold, 2012).
TASK 2
a. Presenting the contribution of content and process theories of motivation in improving the
effectiveness of teams within BBC
Content theories
The theories look for the cause, sustain and stop behavior. They look at how human needs
change but does not explain why their needs change. The focus is to motivate employees. BBC is
based on Maslow hierarchy of needs theory in which the company focuses on satisfying the
psychological needs of the employees starting from the basic to complex needs of the employees.
It includes psychological needs(food, shelter, cloth), safety and security needs, belongingness
and love, self esteem (status, promotion, respect)and self actualization(skills and abilities)needs.
Process theory
The theory is based on the concept that how human behavior is motivated in the workplace
and what motivates the people at workplace. BBC follows the Adam's Equity theory which states

that people gets motivated only if they are treated equally and receive what they consider best for
their efforts (CHUANG and Liao, 2010). At workplace people put their knowledge, abilities,
education and skills to work and expect the outcome in form of salary, transfer, promotions.
They expect that their efforts should match with their outcomes.
The company can motivate their employees by 2 methods:-
 MONETARY BASIS
Some workers get motivated only if they are paid higher. Managers provide fair wage to their
employees on the basis of hours they have worked, overtime, piece rate basis, profit sharing,
fringe benefits, commissions etc (Dessler, 2016)
 NON-MONETARY BASIS
Some gets motivated not with the money but with other incentives like promotions, job
rotation, transfers, empowerment, job enlargement by giving them challenging task, chasing
them to work in a team etc (Process theories of motivation, 2018).
b. Assessing how levels of motivation within the BBC help to achieve its organisation’s goals
Levels of motivation
Level 1: Security and safety
A fear free environment is created at BBC which helps to motivate and encourage employees. A
security in form of insurance. The company also provides the employees, a status and position in
the organisation.
Level 2: Incentives
It is important to recognize the work of the individual and a team on regular basis. The
company organizes parties to encourage their employees who have worked for betterment of Bbc
as a team and also an individual (Gruman and Saks, 2011). This level is known by every
individual and most of the people don't work after getting a huge amount of money.
Level 3 : Affiliation

BBC tries to develop sense of belongingness in the working environment. It tries to
familiarize the employees with the organization and help them to work as a team. They
encourage their employees to speak and give their reviews on the work. They build and maintain
positive atmosphere in the organisation.
Level 4: Development
Training helps to develop knowledge but an employee after entering into the organization
will want to develop his skills in other field too. So BBC provides its employees to develop their
skills and knowledge in other fields too (Guest, 2011). But if there is no employment
opportunities employees will think of running off to another companies. Employees feel
motivated only when they are needed, inspired and valued.
Level 5: Life or work harmony
BBC focuses on fulfilling the needs and desires of its employees. BBC tries to create a
mission driven organisation by motivating their employees. They listen to employers problems
ideas and complaints.
These all theories will help in achievement of organizational goal.
TASK 3
a. Different type of teams in BBC and its importance.
The objective of creating a team is to bring the people together with complementary
skills to work towards a specific target or goals. There are four types of team in BBC
organization:
 Problem solving Team: it a temporary team which is made for a specific reason
and to achieve a specific target. its a group of people who come from the different
department of the organization who poses the different roles skills and interest in the
departments. This team is important for an organization as different people with
specializes skills are together to solve a particular problem. It will help to solve the
problem in less time (Burr and Pearne, 2013). It is the main objective of creating the
team to get the permanent the specific solution of the problem in less time with the help
of different perceptive of people from different department.

 Virtual Team: Its a team created digitally regardless of the geographical situation
of the people. Technology helps the people within the organization to participate in
activities or project of the organization. It can be done through internet, the virtual team
can connect through online , through various conferencing and collaboration
technologies. Virtual team is important as team member can communicate and work with
less supervision.
 Functional Team: this team includes people from same department but with
different responsibilities. These are permanent team with a manager who will responsible
for every thing and all the reporting will be done by him. This type of tea,m has the
power of decision making.
 Project Team: it is a group of employees who work collectively to attain a shared
goals. The employees are assigned with a clear roles and responsibility (Harzing and
Pinnington, 2010). This team is important as both experienced and non-experienced
workers will enable to do both informal coaching and mentoring.
b. the requirement of making an effective team in BBC organization.
Forming a new team and to make sure that it works effectively will take different stages. To
make a effective team in the BBC organization, the following stages should be followed: Forming: this stage all the members of the team are bring together. They get to know
each other, agree on the purposes and the goals of the team making the normal rules of
the team and for the task. It is introduction stage that also includes with various
uncertainty, so a manager should be there so that the team can be controlled at the
formation time. Storming: In this stage the team members started having conflicts because of different
opinions and working styles. Storming can happens in many situations, its important for
the manager to defines clearly the working of team, reduced the workload so they cant
be uncomfortable with the approach of method using (Boxall and Purcell, 2011). Forming: This is the stage where the people started to adjust in the team as well as the
working of the team. in this stage the member started knowing each other, helping eachg

other ask each other for the constructive feedback. In this stage the team started making
good progress towards the team goal. Performing: in this stage the team works hard to the achievement of the team's goal. As
a leader you can delegate your work and can concentrate on developing team members
(Bratton and Gold, 2012). Adjourning: this is the stage where team disbanding because of organizational
restructuring.
TASK 4
a. Presenting the manner in which team performance and productivity could be improved within the
BBC
Path goal theory
To improve team performance and productivity, BBC adapts the path-goal theory method
that is based on the concept that the right man should be appointed for the right job and in order
to achieve a goal right man should be placed for the right job. This increases employees
motivation and satisfaction level as they are placed in what they like.
This works on 4 styles:-
 Directive refers to a style where the leader clarifies what is to be achieved by its
employees and instruct them how to achieve. This works on the situation where the
leader is to guide the subordinates about the task to be achieved by following specific
instructions.
 Achievement refers to situation where the employer set difficult targets in front of the
employee like collection of news at a fire spot to be achieved for appraisal (Guest, 2011).
This theory helps to cope with unclear and confusing jobs. This is suitable when there are
challenging tasks.
 Participative refers to one in which the leader ask for the ideas and suggestions from his
employees. In this style the leader is highly involved in motivating people to participate
in the job. This situation is suitable where the leader can't take decision properly, and
posses poor power of decision making so he involves ideas and concepts from its
employees.

 Supportive refers to style which works for the fulfillment of wants and needs of
employees and satisfying those needs and wants. The fulfillment if psychological needs
helps in motivating the employees and work pro-actively in the organization and face any
adverse situation (Jiang and et.al., 2012). This works with the situation when the company
is new, less experienced and people lack confidence.
b. Assessing main barriers to effective performance within the BBC
An effective performance appraisal helps an employee to get motivated and fulfill his
expectation from the working environment. BBC tries to applause their employees to fulfill long
term goals of the oragnisations.
DISREGARDING INTERACTIONS
People of the organisation sometimes get so much involved in the process of appraisal
that they ignore the factor of interaction with the employees. In order to create evaluation and
review, it is important that the organisation and the employees gets involved for the effective and
efficient work. Employer and employee both lose opportunity to feel involved in the
organizations by ignoring the interaction aspect.
GENERALIZING
This concept is based on the assumption that leader assumes that worker is skillful in a
task if he is performing competently in the other related task. Like, if a person is fluent in
communicating messages to its employees, the manager will assume that he posses a skill in
communication and appoints him as a reporter but his assumption was proved wrong because he
was unable to deliver his message to the audience (Jackson, Schuler and Werner, 2011). So
managers should not work on the basis of generalization.
LACK OF PREPARATION
The employer of the organisation should spend time in evaluation of the performance of
there employees of the organization by comparing the past and the present performance of the
employees. By comparing the past and the present performance, the working of the employee
can be calculated as to how he is performing in the organization (Chang, 2010). Has he
progressed and reached the goal or not. Employers should keep a record of employees

performance throughout the year so that they can appraise there employees. For an effective
review both the parties should work with their best efforts.
CONCLUSION
By summarized the above report that organizational behavior is very important for the any
organization. In this report work culture in the BBC organization is mentioned, and the effect of
type of cultures, politics and power on the behavior of organization and its performance is
summed up. In this report different theories and techniques of motivation to improve the
effectiveness of the team is discussed with different models and concepts. This reports
mentioned different type of teams in the BBC and the the measures to make an effective team is
given. This report gives the idea to improve the performance and productivity of the team with
the help of parts-goal theory. This reports explored and evaluate different concepts and
philosophies of organizational behavior in BBC organization. The report also access the
barriers to effective performance within the BBC.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and
innovation. 39(4).
Chang, H.J., 2010. How to ‘do’a developmental state: political, organisational and human resource
requirements for the developmental state. Constructing a democratic developmental state in South
Africa: Potentials and challenges. pp.82-96.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Dessler, G., 2016. Human resource management. Prentice Hall.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp.123-136.

Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Online
Process theories of motivation. 2018. [Online]. Available through: <
https://sielearning.tafensw.edu.au/MBA/9791F/BusinessServices/LO/1207_020138_605F_02_wi/
1207_020138_605F_0205_wi.htm>.