Organizational Behaviour: Influence of Power, Culture, Politics and Power on Behaviour of Others in an Organization Context

This report discusses the influence of power, culture, politics and power on behaviour of others in an organization context through the case study of British Broadcasting Corporation (BBC). It covers topics such as organizational culture, impact of politics and power on behaviour within BBC, motivation and innovation theories, different types of teams within BBC, team performance and communication barriers.

Organization behaviour 1
ORGANIZATIONAL BEHAVIOUR
BBC case study
Student’s name
Professor’s name
Institutional
Date

Organization behaviour 2
EXECUTIVE SUMMARY
Organization behaviour is mainly concerned with deeds and characteristics of employees in
separation: the process and characteristics which form part of the company itself and
behaviours and characteristics that results from people with individual motivations and needs
when working within the organizational structure. It is difficult to understand individual
behaviour without learning something from the organization settings where the individual
work. Likewise, it is difficult to understand the operations of an organization without
examining the people that form the organization. Thus individual influences an organization
and the vice versa is true.
In this report our case study would be British Broadcasting Corporation (BBC). The key
elements that would be discuss are: Culture power, politics and power of others in an
organizational context, motivation by application of relevant theories that relate to BBC,
different types of teams within BBC & team management theories, Team performance and
BBC and the communication barriers that exist within BBC.

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Table of Contents
Influence of power, culture politics and power on behaviour of others in an organization
context.......................................................................................................................................4
Introduction..........................................................................................................................4
Organizational culture.........................................................................................................4
Importance of organizational culture.................................................................................4
Impact of politics and power on behavior within BBC.....................................................6
Past verses future BBC based on the theories..................................................................10
Types of power....................................................................................................................11
Past versus future of BBC on power.................................................................................13
Motivation and innovation theories......................................................................................14
Introduction..........................................................................................................................14
Importance of motivation..................................................................................................14
Theories of motivation.......................................................................................................15
Summary.............................................................................................................................18
Motivation...............................................................................................................................18
Introduction........................................................................................................................18
Motivation and goals achievement....................................................................................19
Different types of team within BBC.....................................................................................20
Introduction........................................................................................................................20
Importance of teams that exist in BBC.................................................................................21
Importance of having teams in organisation........................................................................23
Reasons why there are different types of teams with in BBC..............................................23
Requirements of an effective team in BBC......................................................................24
Team management theories...............................................................................................24
Team performance.................................................................................................................29
Introduction........................................................................................................................29

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How team performance can be improved within BBC by applying Path-Goal theory........29
Team performance & productivity in Team within BBC.....................................................30
Style of leadership to adopt...............................................................................................30
Summary...............................................................................................................................31
Communication barriers.......................................................................................................32
Introduction........................................................................................................................32
Barriers of effective communication within BBC............................................................32
Imbalance communication....................................................................................................33
Communication failure......................................................................................................33
Cultural barriers....................................................................................................................33
Summary...............................................................................................................................34
Conclusion...............................................................................................................................34
Reference..................................................................................................................................35

Organization behaviour 5
Task 1:
Influence of power, culture politics and power on behaviour of others in an organization
context
Introduction
Organization attributes and culture always vary in many organization. BBC is one of the
organization that have gone through significant changes over the past few years. According to
the research that are based on the given setting diverse aspects have been evaluated and
examined in the BBC context with reference to pertinent motivational and cultural models
and theories ((Van &Hogg, 2018).
Organizational culture
Culture is the know-how used by individuals in interpreting experiences and helps guides
them on their behaviour (Yusoff, Kian & Idris, 2013)
Organizational culture refers to a combination of values which is meant to explain in details
the stand of an organization, and its mode of operation together with what it considers
important (Driskill, 2018).
Importance of organizational culture
It increases trust of clients to the organization- the BBC culture makes decisions that is based
on their values, the employees stick to their decision and take it to be their responsibility, this
culture of the BBC has made the organization to be trustful among their clients.
It boost creativity in the organization – the organization culture has made BBC to be brave,
innovative and ability to demonstrate their creative ambitions.

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Culture enables an organization’s employees to respect one another and celebrate their
diversity, all employees of BBC show a lot of respect to one another, they are honest and
courteous and they always challenge ideas but they respect the final decisions once it is made.
The culture that exist in the BBC help the employees to be the good ambassadors of the
organization. (BBC, 2018).
Impact of politics and power on behavior within BBC
The BBC corporate culture has been affected by political scenario and the external power of
UK. Models of organization culture and the cultural norms implemented has been influenced
by politics of the country. The present political situation of the BBC has been customized for
the company to cope favourably with the condition (Driskill, 2018).
After political condition changes, the BBC management also changed. The management of
the organization fused new theme in the culture of the organization so as to enthuse creativity
and innovation. One of the BBC controllers also introduced a policy that help the company to
have a direct connection with its audience. Changes also that has been made in the
organization include the transformation of the company to be a continuing control policy of
the clan (Zhang, Warren, Lei, Xing Q. & Li, 2018).).
The three factors discussed above that is power, politics and culture have many impacts on
the organization behaviour of the company.
The BBC Company have realized significant changes within its culture and structure. The
internal structure of the organization.
Hofstede’s work model
Geer Hofstede suggested that regional and national factors contribute to a culture of an
organization and finally affect employee behaviour in an organization. According to Hofstede
five factors which affect culture of a work place, these are:

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I. Power distance
Index of power distance is the differences that exist in a work culture according to the power
that is given to employees. BBC Company believe in team managers and team leaders, the
two are responsible for their allocated team and their role is to extract the best out of their
team members. Team members in BBC work together and they give due respect to their
leaders and managers and perform their duties according to the advices given ((Mackie,
2018).
II. Masculinity vs Feminity
This is the influence of variation in values of female and male in the basis of
organization culture. Female employees are higher in BBC Company compared to
men employees. Female employees in BBC are not very aggressive in performing
duties.
III. Individualism
BBC Company strongly rely on team work to perform most of their task. The
organization believes on team work since it in n help in generation of more innovative
ideas.
IV. Index of uncertainty avoidance
It is a culture whereby employees understand how to tackle unforeseen and unusual
circumstances. BBC have tried very hard to avoid uncertainly in the organization by
preparing employees to adjust accordingly to a given situation (Inglehart, 2018).
V. Long-term orientation- BBC focuses on maintain a long relationship with its
employees. The employees in BBC work very hard in order to meet the expectations
of the company.
Handy’s typology

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There are four types of culture that was given by Handy, these are:
I. Power culture- this types of power is dominated by few individuals in an organization.
They are the one who make decision in an organization. BBC culture is controlled by
power and personality (Lim & Apple, 2018).
II. Role culture- this culture mainly focuses on rules, they are controlled by anyone in an
organization as long as roles and responsibilities are not interfered with. The key
competitive strengths and products in BBC are deeply rooted in beliefs that common
to their employees ((Deater et al. 2018).).
III. Task culture- these are created to address certain issues in an organization for
example issues of information breakdown within BBC
IV. Person/support culture- culture that protect interest of employees. BBC protect both
the interests of people and that of the company.
Deal and Kennedy's cultural theory
Deal and Kennedy suggested that, in their culture task, an interlocked set consisting of six
elements is the basis of organizational culture (Qrunig & Qrunig, 2016). This set of elements
are shown in the figure below.

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(Crane, 2017)
1. History; A good foundation of organizational culture is being laid by a narrative being
shared concerning the past. They further explained that the past and its traditions are what
keep people being anchored to principle values in which the organization was brought up
on.
2. Beliefs and values: shared beliefs concerning what is very much attached to importance
are the basis of identifying culture. These beliefs are also what BBC follow.
3. Ceremonies and rituals; A simple definition of a ceremony is that deed or act performed
by the BBC staff on a regular term e.g., daily, monthly or on annual basis so as to bring
them together so that they can perform a certain task. A simple utterance of a goodbye by
an employee to other staffs before he or she leaves for a particular day is an example also.
4. Stories: Organizational stories do a typical task of exemplifying the values of BBC
Company and give a dramatic capture which portrays an exploit of the staff who perform
these tasks at personal level or are the one concerned with the real action (Miner, 2015).
They allow staff to get to know the expectations required of them by the organization,

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BBC in this instance. Stories also enhance the employees' knowledge on knowing what
such business really stands for.
5. Heroic figures; in relation to stories, are the people who are employed and are the
organization's management with status which are given an elevation slimy because they
embody the firm's values. These are the heroes who serve as icons within the BBC and
their deeds or words act as a signal of an ideal to be given an aspiration within the
organization (Seib, 2012).
6. Cultural network: This concerns the informal form of network that exists within the BBC
company which is often the path of learning the information which has so much
importance. These informal players in an organization include: the story tellers whose
work is to give an interpretation of what is currently happening in the organization and
create stories which are passed to people for initiating a culture ((Seib, 2012)
Past verses future BBC based on the theories
Organization attributes and culture are subject to change. BBC is among the organization that
is significantly changing with time. Based on the provided case study different various
aspects of culture has been scrutinized and analysed in BBC context.
Using Kennedy's and Handy’s typology provided a chance to review the interior BBC
organization culture. The model that was used before Dyke was a bureaucratic model. The
model was not suitable to the organization because it only aim at efficiency through
constructing strict rules and codes of conduct that govern the employees. This culture did not
give employees a chance to give their views. The future culture of BBC would give interest

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not only to the company interest but also the interest of the employees would be taken care
of.
The management process model in future would increase management productivity for
instance managing, budgeting and decision making. If the Hofstede’s work is adopted for
instance Index of uncertainty avoidance would help to protect the company from unpredicted
future challenges.
Types of power
Power is the prospective ability of a group or a person to inspire another group or person.
They are 3 types of per that exist in an organization as shown in the diagram below.
Power as property
In the year 1959, French & Raven outline five power bases, these are:
I. Legitimate- it originates from a belief that an individual has got a prescribed right to
create demands and he/she expects other people to obey. BBC has prescribe certain
rights and expects its audience to adhere to it.

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II. Reward- this occurs when an individual receive a reward after compliance to certain
rights. BBC rewards it audience through certain promotions so as to expand its
market.
III. Expert- power is based skills and knowledge of an individual.
IV. Referent- this happens when an individual’s perceived appeal, right and worthiness to
respect of others, in the case with BBC it should respect its audience.
V. Coercive- it originate from the believe that a person may take an action to penalize
other people for noncompliance.
Face to power
Stephen Lukes describes the three faces of power which include;
a) First face; issue; it gives power as the relation existing among people. This is seen
when BBC as an organization makes decisions which demands obedience from all the
staff. (Kiing ,2012)
b) Second face; Agenda: it gives that power is not all about decision making but also
includes creating the agenda that channels other factors to decisions. BBC gives their
customers to participate in decision making.
c) Third face: Manipulation; it defines power as the ability of controlling people’s
psychology and can sometimes lead to acceptance of the decisions which are biased
without even a single question. Programs that are offered by BBC may motivate
audience and influence their decision making.

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Disciplinary power
Disciplinary power came into existence when Foucault brought a discussion about the way
and possibly the means of how power is carried out. He comprehended that' power is the
interaction which exists between the warring parties and also as that subjugation conducted
on a bodily counterpart. Through application of the power by BBC it has influence
performance of the company positive because the employees are being monitored closely.
(Drewer, 2009).
Summary
Several thoughts and theories have given different stands concerning the organizational
culture. Deal and Kennedy mainly simplified the all content into six parts or elements as
discussed above. Power possessed by the managers of the BBC, affects the way and the
performance rate of the employees. A poor power scheme tends to hinder quality
performance and the vice versa is valid (Seib, 2012).
Past versus future of BBC on power
In the recent times, a lot of complaints have been raised concerning the size and the
dominance in which BBC has over the British media. The changes to be made include
making changes in the board by selecting new members. Organizational culture transparency
and a deep focus on the ethnic minorities are some of the past norms which are to be changed
in the future of BBC.
The past working culture of BBC reflected the current culture and the power culture after
facing many challenges reveals working culture. The change from power to a working culture

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has not been well with BBC. The organization is significantly changing within structure and
culture.
Task 2:
Motivation and innovation theories
Introduction
Motivation is the process of prompting the overall performance of employees in an
organization by providing motivation in order to increase the aspiration, drive and need to
undertake a given task. This would help the organization to realize its objectives and achieve
better productivity. There exists a universal relationship between effective motivation and the
general degree of performance. An organization should not blindly attempt to apply the most
popular theories of motivation without identifying and investigating the end results. Because
of the hyper competition existing in the market place, a great understanding on the actions
that will forward and foster the motivation of the staff to enhance quality performance
(Shepard, 2016
Importance of motivation
1. it helps an organization to compete excellently with other similar organizations in the
market
2. A well- targeted effort of motivation when provided to the staff enhances quality
performance by the employees.
3. It emphasises on an excellent management as it is a major factor contributing to
individual effectiveness as well as providing success techniques to the organization
and at long last, provides efficiency in the performance process.

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4. It provides an easy management criteria for different sectors or levels within the
organization.
Theories of motivation
Content theories majorly focuses on WHAT whereas process theories greatly give a
clear focus on HOW the humanitarian behaviour will be motivated. Also, content motivation
is the most alien and are also known as the needs theory. They give an identity to our needs
and it relates motivation process to the fulfilment of these needs. Content theories however,
do not entirely give an explanation of the things that motivate or even demotivate us. Process
theories majorly advocate on 'HOW' the occurrence of motivation process results as well as
the process kinds which have ability to alter our task of motivation.
Examples of theories of motivation
 Maslow's needs hierarchy
 Aldermen’s ERG theory
 McClelland's achievement theory
 Herzberg's two-factor theory.
Content theory: Maslow’s hierarchy of needs
This theory was developed in the early 1940's by Abraham Maslow's and is the earliest
motivation theory (Schunk &Zimmerman, 2012). It is applied by condensing needs into 5
basic categories. These needs were ordered by Maslow with psychological needs being the
first. Basing on this theory, the lowest need which is satisfied was placed as the dominant or
the one with less power and significance while the need with the most dominance will
activate a person to first fulfil it. Also, no motivation is attached to a satisfied need. The five
categories of the Maslow's theory are as shown in the diagram below (Trembley, Blanchard,
Taylor, Pelletier &Villeneuve, 2009).

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1. Physiological needs. An inclusion of the basic needs needed by human beings for their
survival is of major concern here. These basic needs include air, water together with food.
Abraham Maslow gave an emphasis that human bodies and even their minds will not
perform their required functions well if there exist absence of these basic needs.
However, if in an organization, all needs of the staff become unsatisfied, this condition
will be overruled with physiological desires.
2. Safety and security. With the well contented physiological needs, the so called new safety
needs will automatically arise. This is the desire of a staff to have protection or security
surrounding his or her works. A working environment that is peaceful, has safety

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measures and full of certainty makes the staff of BBC feel safe from risks e.g. criminal
threats, murder, catastrophes of nature which are unbelievable and so on
Attaining safety needs will demonstrate a need for insurance policy, job securities amongst
others. Examples of these safety needs include financial and health security, illness and its
adverse impacts and others.
3. Belongingness and love. After the fulfilment of both the physiological and safety needs,
love together with belongingness come into being. It was claimed by Maslow that individuals
want to belong to a social group and expect to be accepted fully there. They also want to love
as well as being loved toxin terms of sexuality and non-sexuality matters. Therefore,
management of BBC ought to show love to its staff and make them feel that they belong to
the organization
4.Esteem.; in an organization or society, people or staff in this case, expect and long for high
self-valuation and stability, for other's esteem and self-respect. It means feeling valued,
appreciated together with being respected by others. Abraham Maslow gave a 2-division
mode of esteem; the lower and the higher version. Lower version shows those who need
respect from others while the higher version shows those in need of self-respect.
5. Self-actualization; Maslow gave that anything humans would like to be, then for sure, they
must be. It reflects the desire for a person to have growth and potentially develop his or her
growth.
Process theory: Skinner’s reinforcement theory.
This theory gives that there is a possibility of a behaviour being generated by its own
consequences. Positive reinforcements in BBC have increase replication of the rewarded
behaviour’s possibility. It encourages the staff in ensuring there is a reoccurring behaviour of

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performance and it gives a motivation of acquiring an anticipated reinforcement concerning
the required behaviour.
A negative reinforcement is used, for example, when a meal is served to a person faced with
hunger if he or she behaves in a particular manner. The meal means a negative reinforcement
as it tries to eliminate hunger (unpleasant taste)
As per this theory, positive reinforcement gives a better technique of motivation than the
negative simply because punishment: it attempts to prevent undesired behaviour without an
alternative, create unpleasant feelings or even negative attitudes on a particular task and it
does not fully eliminate a behaviour. A conditioned behaviour via a repetitive reinforcement
will reduce the process of motivation.
Summary
Motivation plays a great role in both instilling of new information and boosting the strategies
in existence to ensure that both the management and employees work in unison for the
purpose of goal attainment. The ability of BBC to apply any suitable theory of motivation
will entirely depend on the management and the targeted purpose.
Motivation
Introduction
For an organization like BBC to improve its productivity of various teams, there is need for
the management team to motivate its employees so as to work effectively in the existing
teams. Motivation provide employees with a force that enable them perform better. It is very

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crucial for BBC to motivate its employees in order to increase communication and enable the
team members to work effectively.
Motivation and goals achievement
The relation existing between the process of motivation and goal attainment is a paramount
consideration in which BBC must take into account. The direct link connecting the
performance of employees, which is a resultant feature of motivation, and attainment of the
BBC goals is well defined in broad terms.
Goal theory which was developed by Lathe in 1979 gives 4 techniques that link goals to the
outcome of performance. These techniques channel attention to priorities and give a
challenge to individuals for bringing their knowledge and skills
People are more motivated when they have an expectation that there is a possibility of an
action leading to goal attainment and value reward (Holmes, 2015). These can be generalized
in the following ways:
1. Achieving a goal - the desire to change by an organization results to a goal. Both
negative and positive things motivate an organization to achieve its goals.
2. Motivation will help BBC to prioritize. Whatever the organization wants to achieve,
motivation helps it give priorities on what it should first do and what to wait.
3. Action. An improved level of motivation helps BBC not only to set a new goal bit
also to have a consistent and decisive action towards attaining the goals.
4. Overcoming setbacks. The challenges facing the attainment of goals are in abundance
but with a well-defined bevel of motivation, BBC will overcome this challenge
because each individual staff member will be self-guided by the motivation so as to
overcome such setbacks at the lowest level of occurrence.

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5. Staying within the course. Most of the goals, of BBC as an organization, require a lot
of time for them to be accomplished and this means loss of motivation and insight of
objectives. With an improved motivation level, the organization is encouraged to stay
and keep consistent course of action and reinforce their modes of motivation regularly
(Miner, 2015).
Summary
The main purpose of providing motivation to the employees of BBC is to encourage them to
increase their productivity efforts which will result in goal attainment. Therefore, enhancing
motivation helps BBC to stay within the course path despite the challenges it might face.
Task 3
Different types of team within BBC
Introduction
Team may be define as a group of people that are united to do a common business operation
and are committed in achieving the organizational goal. Teams in an organization help the
organization in solving problems or doing the primary tasks. In this paper seven kinds of
team found within BBC will be discussed. At least four types of teams exist in BBC, that is
problem solving team, the functional team , virtual team and the project team ((Chae, Seo &
Lee, 2015).
).

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Importance of teams that exist in BBC
Functional team
The team is responsible for giving support to the director and the chairman, the team manage
the duties of the management to ensure that they get appropriate advice and briefing. They
are responsible also for management of the general trust unit including induction
accommodation, IT, business continuity and training (Katzenbach & Smith, 2015)
Governance team
This team provides policy advice and professional support to BBC Trust. They also perform
secretariat roles to the board and manage the business. The team is responsible for job of
stakeholder management and Trust’s audience, the team warrants that Trust team achieve its
role to perform with great standards of transparency and openness (Gilson, Maynard, Jones
Young, Vartiainen & Hakonen, 2015).
Problem solving team
The group resolve issues that arise within the BBC. The team takes the following steps when
resolving on some issues

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I. issue identification
II. understanding the interest of others
III. listing of the possible solutions
IV. evaluation of options
V. selecting of the appropriate options to use
VI. agreement documentation
VII. agreement on monitoring and evaluation
Project team
The project manager of the BBC plays a crucial role in managing projects of the organization,
the manager is responsible for
Virtual teams
The BBC virtual teams work together from different locations. The team rely on
communication technology like emails, video conferencing and Fax.
BBC vision statement: ‘To be the most creative organisation in the world’
BBC values
 The foundation of BBC is trust, the organization is impartial, independent and honest
 The organization take pride in delivering high quality of services
 The livelihood of the organization is the creativity.
Importance of having teams in organisation
Team that exist in BBC have helped the company to get higher level of performance and
better generation of ideas because the employees work effectively and efficiently even in
tough circumstances.

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Reasons why there are different types of teams with in BBC
Achievements of goals - Team of people help the organization to achieve more than what an
individual person can perform. Therefore, a team has help BBC to achieve more than a single
person.
Motivation- team members are able to motivate themselves, this would help BBC
management in meeting the set goals because motivated employees are more productive
hence higher output would be realized.
Invention and innovation- team members of BBC have been able to generate more ideas
which may lead to inventions and innovation.
Support – team members support each to focus on goals, encourage each other and create the
team mission and vision. The BBC Company would be able to achieve its mission and
support because of the willingness of existing team members to assist one another.
Summary
Team members in BBC plays a crucial role in performing day to day operations of the
organization and hence they are the determiners of growth of the company.
b) Introduction
In BBC Company an effective team may be define with the assistance of many theories
which exist in the current business market.
Requirements of an effective team in BBC
Top-down collaboration- creating collaboration in a work place as not as easy as just
advising employees to work as a team, BBC managers should give teams explicit tools and
thereafter oversee how it is being utilized.

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Managers and directors of BBC should show how virtuous ideas come out of working as a
team.
Delegation trust - for managers to delegate crucial task in BBC it takes a lot of faith, trusting
of employees when delegating such duties give workers an opportunity to work hard to
achieve required standards.
Trusting intuition within BBC- staff and employees should follow their heart and the
intuition as long as it would influent the company positively. Intuition is the ability of the
subconscious brain to pick up hints and clues.
Team management theories
Tuckman theory
Tuckman theory is a team-development model which consist of five group development
stages. The organization has applied Tuckman model in making the organization team to be
effective. Formation of the team members in an organization takes some time, and members
usually undergo stages that are recognized by the organization so as to make the members
change from ordinary person to a group that is united to achieve a common goal ((BBC,
2018). The stages that the group members undergo are shown in the diagram below

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(Nicolini, 2018)
Forming- most of the members in this stage are polite and positive. Some are excited about
work there are a head while others are anxious. Leader of BBC plays an important role of
making up the people to be members because at this stage most of the members are unaware
of the responsibilities. This stage always last for some time at the BBC, people initiates their
assign task at the same time trying to know about new colleagues.
Storming- the next step is the forming phase, in this phase people initiate working against
their boundaries that is established in this stage. Storming occurs when there is conflict
between there team members because of their difference in working style naturally.it may
also occur when team members challenge BBC authority against their assigned task.
Norming- the team members of the BBC the gradually moves to the norming stage. In this
stage the people usually commence resolving their differences, respects the BBC authority
and appreciate the strengths of other colleagues.
Performing- eventually the members reach the performing stage, the success of the team
members are realized without any friction.

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The leaders of the BBC delegate much of the work and concentrate more on developing
members of the team. In this stage the people who live or join the organization do not disrupt
the performance of the organization any way.
Adjourning
This stage is the final stage of Tuckman. The adjourning stage is where team members are
finalizing their current projects. Usually the projects teams in BBC only exist for a short
period of time. Also the permanent team members may be separated via an organizational
restructuring. The members who are used to their routine find this stage to be unfriendly to
them because their future would look uncertain.
Belbin theory
This theory emphasis on using talents of team members to improve performance. The team
members of BBC can be improve if the team members work together effectively.
Team role and talent according to Belbin
(Abdulrahman, 2016).

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Implementer-An applied instructor within the squad. Well behaved, organised and motive-
oriented. He\She puts plans and thoughts into lightly executable chores. An implementer in
BBC should be logical and conformist when the convenience when new ideas are not
abruptly perfect.
Resource investigator- demonstrative individual employees within BBC with lots of
external as well as internal contacts outside the organization. He\She is audacious and open-
minded always aiming for new ideas. He\She is naturally smart at mounting and sustaining
contacts.
Coordinator-BBC coordinator is responsible with overseeing procedures, summaries and
clarity intentions within the squad. Has the ability to utilize optimum capacity of an
individual in a team. He \ she has the nose talent which help him\her to conquer and deliver
the best.
Team worker- Team worker in BBC is the most vital player in a team, cooperative,
accommodating and aimed and boosting togetherness as well as a pleasant atmosphere in the
squad. A key player when trouble taking decisions at perilous times.
Plant-An original philosopher of the crew. Inventive and unique. He\she needs space to
visualize about fresh and surprising solutions to complex complications within BBC
Company.
Monitor evaluator- monitor evaluator in BBC Provides a valid eye, making unbiased
judgements where required and balances up the team's options in a detached way. Sober and
discerning. Unfortunately may be slow to come to verdicts.
Specialist-Has an inestimable source of knowledge in his\her field. A mentor in BBC is
gladly consulted and provides knowledge on specific subject with pleasure and affluence.

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Shaper-A person driven by passion and willingness to perform and figures out encounters
and gets things moving. BBC shaper always makes sure that targets are achieved and goals
met, one way or the other.
Completer- Has the capacity to sense what could go incorrect. Completer in BBC monitors
the value and safety, but can sometimes be domineering and find it tough to deputy things to
others.
Summary
Dr Bruce Tuckman theory help an organization like BBC elegant and effective in explaining
the team behaviour and development on the other hand Path-glory theory on the other hand
Belbin theory helps the organization to understand roles of particular team hence strengths
and weakness can be managed easily.

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Task 4
Team performance
Introduction
Application of Path goal theory with in BBC shows that team performance is crucial for the
company. The reason for this is that the theory is based on employee behaviour and the
organizational working environment. The achievement of the organization of objectives is
attain if this theory is applied in the company (Northouse, 2018).
How team performance can be improved within BBC by applying Path-Goal theory
It is important for the organization to apply Path-Goal theory. This theory is based on
stipulating leader’s behaviour or style which fits well employee and the environment so as to
achieve the set objectives. Path-goal-theory be describe as the process by which leaders of the
organization specify behaviours which would best suit their employees and the working
environment (Goswami, Li, Beehr & Goffnett, 2014).
Based on the Path-goal theory, the BBC leaders have engaged in variety of leadership
behaviours depending on demand and nature of situation. A leader role is to assist employees
to attain goals, direct and support them to ensure that the employee’s goals are compatible
with the BBC goal. The figure below summarises the Path theory (Tengtrakul & Fernando,
2016).

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30
Path-Goal leadership (Greve, 2018)
Team performance & productivity in Team within BBC
Path goal theory application in BBC shows that team performance is vital for the company.
This is due to the fact that BBC have already adopted the theory that is based on employee
behaviour and the organization’s working environment. This theory has help the organization
to attain its goal and hence employees would be more productive and will lead to growth and
development of the company (Sosik & Jung, 2018).
Considerations of the theory
-The characteristic of employees
- Environmental and task characteristics
Style of leadership to adopt

Organization behaviour
31
 Give directives to the employees, if employees are directed accordingly it would be
easy for them to know what is expected by giving them guidance of how to perform
duties. The theory suggests that the behaviour has a positive impact when the
demands of the roles of employees are vague and intrinsically satisfying (Raes,
Kyndt, Decuyper, Van, Bossche & Dochy, 2015).
 Provide necessary support. This is directed towards satisfying the preferences and the
needs of the employees. Leaders should be concern the well-being of the employees.
 Employee Participation –leaders should involve the employees in making decisions
that may have impact to them.
 Leaders should also be achievement oriented. In this case leaders of the organization
should set goals that are challenging to the employees and anticipate good
performance. The leaders should also show that they are confident with the outcome
of the employees (Tengtrakul & Fernando, 2016)
Summary
The use of the above type of leadership will be enabling leaders to comprehend resent
complexity that exist within the team members when it comes to achievements of
BBC goals. This is because of leaders have unique style of leadership which may be
used to examine the working team. By applying leadership theory leader would be in
a position to understand ways that may be used to resolve issues that exist within team
members.
B)

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Communication barriers
Introduction
There are many barriers that exist and are very effective in employee performance in BBC.
Barriers of communication are factors that hinders effective communication. Such barriers
include: imbalance communication, communication failure and cultural barriers (Chung, Lee
& Han , 2015).
Barriers of effective communication within BBC
In our everyday life communication is a primary concept and it takes in each and every
settings of an organization or place. There is no work that may be carried out if effective
communication does not exist. Within communication process, it is ostensible that obstacles
and barriers which exist and may or may not be avoided. The following are communication
barriers that exist within BBC (Haque & Kumar, 2018).
(Namhata & Patnaik, 2019)

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33
Imbalance communication
There is a need to balance in communication between the staff and the management. If the
communication is insufficient the staff would be left in the dark and it would be
demotivating. Excess communication within BBC have caused information overload, for
instance, there are some cases where hundreds of messages are received in tray every day
(Cathryn, 2017).
Communication failure
Communication fail issues have been experienced within BBC, this has happened where the
communicated message is unclear and the receiver is not in a position to comprehend the
technical jargon (Montague & Jones, 2017
Cultural barriers
Communication within BBC happens among people that belong to different nations,
religions, races, creeds, ethnicities, races and many others. When the organization passes an
information it reaches people with the different cultural background which may not be
suitable for them (Weller, Boyd & Cumin, 2014).
Summary
In BBC different communication barriers are prevalent because of the presence of diversified
employees that influence the performance of teams in the organization. It has been shown
that barrier like culture is prevalent in BBC company because of the diversity of cultures
among the employees. All these barriers affects the general performance of the organization
and it should be addressed accordingly.

Organization behaviour
34
Conclusion
Organization behaviour helps an organization like the BBC to investigate the consequences
that specific groups individuals and structure have on the behaviour in the organization in
order to assist the company to adopt such knowledge and skills towards in improving the
effectiveness of the organization (Barry & Wilkinson, 2016).
Motivating the employees is a crucial element that must be considered by BBC if they intend
to increase productivity and achieve higher revenue since motivated employees always work
hard to achieve the organization goal (Steinmetz, 2018)
Teams assist in solving problems that exist in an organization, when people brainstorm their
minds better idea and solution are achieved (Johnsson, 2018).
BBC should initiate appropriate measures that would help the organization to overcome the
prevailing communication barriers.

Organization behaviour
35
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