Impact of Motivation on Organizational Culture

This assignment delves into the crucial connection between employee motivation and organizational culture. It examines different motivational theories and their influence on shaping an organization's values, beliefs, and practices. The analysis incorporates academic research, real-world examples, and theoretical frameworks to understand how motivation contributes to a positive and productive work environment.

ORGANISATIONS
AND BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Comparing and contrasting different organizational structures and culture for two different
organization..................................................................................................................................3
b) Explaining the relationship between an organization's structures and culture and the effect
of both on the organizational performance..................................................................................5
c) Evaluating various factors influencing the behaviour of an employee....................................5
TASK 2............................................................................................................................................6
a) Comparing the effectiveness of different leadership styles and impact of each style.............6
b) Explaining the link between organizational theory and style of management........................8
c) Evaluating different approaches to management.....................................................................8
d) Discussing the impact of leadership styles on the behvaiour of employees............................9
e) Comparing the application of different motivational theories.................................................9
f) Evaluating the benefits of the motivational theories..............................................................10
g) Explaining the nature of groups and group behaviour..........................................................11
h) Identifying the factors making the team effective or inhibiting the teamwork.....................11
i) Evaluating the impact of technology on team performance...................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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ILLUSTRATION INDEX
Illustration 1: Flat and Tall Structure...............................................................................................5
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INTRODUCTION
Organizational behaviour is basically a study about the way in which people interact
within a group. This also studies the impact which have been put by the individual, groups and
structures on the behaviour of human in a company. Further, OB is an interdisciplinary area that
involves sociology, psychology, communication as well as management (Aasland and et.al.,
2012). It is essential for the management to study this concept because the business environment
is dynamic and the changes can be identified with the help of organizational behaviour of a
company. In a present report organizational behaviour of City College and Enterprise have been
emphasized. Moreover, discussion has been made on the relationship between the structure and
culture of the organization. Furthermore, the report covers the different approaches to
management and leadership. Along with that, several ways of using motivational theories have
been described. In addition to this, development of effective teamwork in a organization has been
done.
TASK 1
a) Comparing and contrasting different organizational structures and culture for two different
organization
There are generally two types of organizational structure either of which is adopted by
the management as per the size and nature of the company (Akanbi, 2011). It is a very crucial
aspect of the business organization because there are some factors which are depended on the
structure that are communication flows, efficiency, control, innovation and many more. Two
major type of structure is described as follows: Tall Structure: It is that type of structure which have large number of hierarchical levels.
In this power is distributed among the managers of several department. The Enterprise
has this kind of structure as there are many departments in this organization and every
manager have power to control their employees or team (Ayres and Malouff, 2007). The
significance of having this structure is that managers have greater control on the
employees which help in reducing the errors in the performance. However, in this
structure slow decision making is done and higher cost are incurred by the company.
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 Flat Structure: The company having this type of structure has fewer managerial levels.
The City College has this kind of structure because the firm has few departments and less
managerial layers (Buitendach and De Witte, 2005). The benefits of having this structure
help on mitigating the cost of managerial overheads and salary. Along with that,
communication is done at fast rate. On the contrary, the roles of the individual is not clear
so it leads to the confusion among the staff members.
Illustration 1: Flat and Tall Structure
Along with that, there are several culture prevails in the both the organization and as per
the Charles Handy Model, organizational culture has bee described as follows: Role Culture: In this, organization mainly focuses on rules, task and procedures that are
required to be followed by the management and employees. Further, the job descriptions
and job specifications are the roles of the employees which are included within this
culture (Cui and Hu, 2012). City College has this kind of culture and this helps in
carrying out the performance in an efficient manner.
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 Power Culture: The top management possess all the power for taking decisions in this
kind of culture. In a City College principal has all the power of taking decisions. Person Culture: This type of culture is mainly for the human resources. It exist in the
company in order to provide benefits to them in the company so as to feel safe at
workplace (Hoon Yang, Lee and Lee, 2007). Therefore, Enterprise has adopted this kid
of culture at their workplace.
 Task Culture: It is mainly a goal oriented culture which helps in motivating employees to
work hard in order to accomplish the task ad get reward for the same. In Enterprise, the
company follows this culture because the CEO of the company is focused in providing
quality services to their customers (Ismail and et.al., 2011).
b) Explaining the relationship between an organization's structures and culture and the effect of
both on the organizational performance
The structure and culture of the organization are related with each other. According to the
structure of the company, culture get developed automatically (Jing and Avery, 2011). The
relationship between the organizational structure and culture have been described as follows:
 Flat structure with a power culture: In a City College, flat structure is followed where
less managerial levels are involved. Due to the few levels, company can adopt the power
culture so that single manager can easily manage the employee's performance. If power
culture is maintained then employees will carry out the working in an efficient manner as
there are less number of people working in an organization (Nohria and Khurana, 2013).
Furthermore, the employees will not get confused as they are given order by single
person.
 Tall Structure with person culture: Enterprise is having the tall structure because there
are large number of managerial levels in the company. Along with that, there are 75,000
employees employed in this company which is necessary for the company to spread
person culture in the firm (Nongo and Ikyanyon, 2012.). This culture is helpful in
improving the performance of the employees as this makes the individual feel the part of
an organization. They are not in direct contact with the CEO therefore, it is necessary for
the management to create person culture in the organization.
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c) Evaluating various factors influencing the behaviour of an employee
Evaluation of various factors which influence the behaviour of an employee at workplace
has been described. In City College and in Enterprise, many factors have affected the behvaiour
of an individual and those factors have been described as follows: Work Culture: The power culture at City College make the behvaiour of employees
accordingly. If there will be an exercise of task culture then people's behaviour will get
affected as they will get motivated by this structure and this way performance can be
enhanced (Olson, Slater and Hult, 2005). Job Responsibilities: At City College there is an overburden of job responsibilities as the
staff employees are required to deliver the courses which must be in a qualitative manner.
Further, the administrative department also have over responsibilities because the payroll
and other works related with students are to be performed by them only (Reeve, 2014).
This makes the negative behaviour of individual towards the work. On the other hand, job
responsibilities at Enterprise are defined to each employee therefore, this factor shape the
employee's behaviour in a positive manner. Personality and Work Behaviour: There are two types of personality which individuals
of City College and Enterprise possess that is pessimistic or optimistic. This factor shapes
the behaviour of employees accordingly (Rego and Cunha, 2008). Moreover, this factor
is important because as per the behaviour of a worker manager has to manage the
working in an organization.
 Communication Process: At Enterprise, the communication flow is smooth and every
employee get clear information. Therefore, this factor shape the behaviour of employees
in a positive manner (Wilson, 2013). Further, this factor also affects at City College
because of the flat structure people get the information at fast pace which helps in taking
decision faster. This is an important factor and must be enhanced at Enterprise because
this helps in avoiding errors and chaos at workplace which will eventually develop the
efficiency of an employee in carrying out the work in an effective manner (French, 2011).
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TASK 2
a) Comparing the effectiveness of different leadership styles and impact of each style
Comparison of the effectiveness of various leadership styles have been done which are
being exercised in both the company. Those three types of leadership style have been compared
as follows: Democratic Leadership Style: In this style, leaders share the decision making power
with the team members by promoting the interest of the team members. This is effective
to be employed in the company because this style involves every members of the
company into the decision making which motivated them to do work in an efficient
manner (Schein, 2010). Further, this increases the production and all the capabilities are
utilized in an effective manner. However, this style delay the decision making process
and it is less competent. This style puts a positive impact on the City College and
Enterprise because the employees get motivated by such leadership style practice. The
workforce tend to work hard for achieving the goal because their suggestions and ideas
are also involved in this decision. In order to accomplish some complex style,
management must adopt this style to carry out their working (Nohria and Khurana,
2013). Authoritarian Leadership Style: This kind of leadership is focused on creating
professional relationship. The leader commands their group members and the members
are required to follow their instructions. In this leadership, control can be done in an
appropriate manner and also disciplined is maintained. Furthermore, people learn
efficiently and quickly (Aasland and et.al., 2012). On the contrary, employees get
demotivated under this leadership because their concern is never taken. Further, work
burden get increased and it is not effective for the highly skilled and self motivated
workers. Moreover, this style has a negative impact on the working of Enterprise but a
positive impact on the City College due to less number of people involved. Furthermore,
in certain situation the Enterprise must adopt this style so that their working could be
carried out in an efficient manner (Importance of Motivation, 2013).
 Laissez-faire Leadership Style: All the rights and power of making decision lies in the
hands of employees. It is effective because the burden upon the leaders get lower down.
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Further, the critical situation among the workers encourage the people to come up with
the potential leadership traits. Whereas, this leadership lower down the quality of work
and personal growth get restricted. This sometimes put positive as well as negative
impact on both the organization (Leadership Theories, 2013). People mainly get
demotivated because they do not have clear direction of carrying out the working.
Therefore, it is important to have some leadership control so as to work in an efficient
manner.
b) Explaining the link between organizational theory and style of management
The organizational theory and style of management is linked with each other. The theory
of 4 principles given by Taylor helps in managing the work at organization. If this theory is
adopted by the City College and Enterprise then better utilization of resources can be done at
both organization (Buitendach and De Witte, 2005). Further, harmonious relation can be made
between management and employees. Along with that, cost of production get reduces which
enhances the profitability of the company. This theory can be mainly applied on the City College
due to its small size.
Furthermore, the other theory that is Human Relation Theory which have been
propounded by Elton Mayo (Cui and Hu, 2012). By using this theory, companies can handle the
the employees in a more better manner and also their errors can be removed by understanding
their behaviour. This theory best apply on the Enterprise because of the large number of people
working in an organization and for the company they are most essential asset. Therefore, these
theories helps in adopting either autocratic or permissive style of management (Nongo and
Ikyanyon, 2012).
c) Evaluating different approaches to management
The leadership theories adopted by the Enterprise is Trait Theory which states that people
are born with the certain leadership qualities (Jing and Avery, 2011). At the time of recruitment,
HR manager search for the candidates which have leadership qualities because the company
consider it as core competencies and to lead others is essential for business growth. Whereas,
City College have adopted the Participative Leadership Style because they encourage the
employee's participation in decision making process y taking their ideas and suggestions.
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On the other hand, the Enterprise have adopted the Scientific Management approach.
They are concerned with that manpower should know everything and want to to carry out the
work in most effective manner in order to satisfy the customers (Hoon Yang, Lee and Lee,
2007). This approach is efficient because tools and physical activities can be balanced in a better
manner and in the same manner organization of activities could be done. It also encourages
managers to seek for the best way of doing a job. However, this is a rigid approach which
demotivate the workers to carry out the working in an efficient manner. Whereas, City College
have adopted the contingency approach of management which have helped the company
managing the human resource in a best manner. It is efficient because it is based on the situations
and circumstances as it is known that the business environment is dynamic and does not remain
stable (Shahri and et. al., 2015). Therefore, decisions can be changed accordingly so this
approach is most suitable in present era.
d) Discussing the impact of leadership styles on the behvaiour of employees
It has been acknowledged that there are 3 leadership styles and those styles have distinct
impact on the behaviour of employees at both City College and Enterprise. The styles and their
impact have been described as follows:
 Autocratic Leadership Styles: In this style of leadership, leaders of both the
organization solely make the decision and impose it on the followers or group members.
This kind of leadership does not work all the time because employees get demotivated
and their behaviour towards the work get change in an negative manner (Reinholt,
Pedersen and Foss, 2011). Further, the motivation of employees get reduce and they tend
to resist for the change.
 Democratic Leadership Styles: Leaders are chosen by the group member of City
College and Enterprise in this style of leadership. Furthermore, the leaders encourage the
participation of employees by way of taking ideas and suggestions and involve them in
the decision making process (Wood and.et.al., 2010). This is the best method to change
the behaviour of workforce in a positive manner. In such cases, motivation of the staff
members are highest and they never resist for the change because their ideas are also act
as the input into the new decision (Jing and Avery, 2011).
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 Laissez-Faire Leadership Style: At City College and Enterprise this kind of leadership
have no supervision where people possess all the right for taking decisions. Such free
environment leads to the reduction in motivation level among the employees because the
clear guidance are not provided and employees get diverted from the path (Wilson,
2013). This leads to the errors and reduction in quality work. Thus, the behaviour of
employees get down in such leadership.
e) Comparing the application of different motivational theories
Comparison of motivational theories have been done as follows. There are several
motivational theories which have been propounded by various authors. The most famous theory
of Maslow need hierarchy where 5 needs in a hierarchical form have been described. The
employees must be motivated to satisfy the needs one by one. This helps in raising the
motivational level of employees (Reeve, 2014). This theory is beneficial because this provide
summary of human behaviour which helps in determining their needs which can be motivated by
the management by providing incentives and other rewards. However, this model is too simple
and same product or service cannot satisfy the need again. Further, the needs of all the
employees differ which makes it complex for the management (Importance of Motivation, 2013).
Furthermore, the other theory is of Herzberg two factor theory where two factors
motivators and hygienic factors are involved. The intrinsic and extrinsic factors help the manager
to provide challenging jobs to the employees, responsibilities, authority, etc. Moreover, the
extrinsic factors that are fringe benefits, bonuses, monetary rewards, etc. This theory is
significant for providing motivation to the employees because these factors help in identifying
that there are some factors which will motivate or demotivate the groups of employees (Aasland
and et.al., 2012). Some factors are in control of managers and some are out of control. However,
this theory overlooks situational factors and it assumes the correlation between satisfaction and
productivity.
The City College can adopt the Herzberg two factor theory and on the contrary Enterprise
can adopt the Maslow need hierarchy theory.
f) Evaluating the benefits of the motivational theories
The motivational theories can be applied by the management of City College and
Enterprise by employing them in their policy. The City College can provide the job challenges,
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responsibilities, authority of taking decisions to their employees who are seniors and working
from long time ago (Ayres and Malouff, 2007). Whereas, the new employees could be provided
with the rewards, monetary incentives which will motivate them to achieve the goals and
objectives of the company.
On the other hand, Enterprise can motivate the lower level workers to achieve the 1st level
need and gradually they motivate the employees to identify and satisfy the needs one after other.
The top level employees must be provided with high end needs which will motivate them
(Nohria and Khurana, 2013).
Furthermore, motivational theories are extremely helpful for the managers of city College
and Enterprise. The reason is that helps in providing assistance to them while motivating the
employees of a firm. It is important for the companies to motivate the workforce in order to take
out effective performance out of them (Olson, Slater and Hult, 2005). Further, this will lead to
success for the businesses and also profitability can be enhanced. For this aspect, Maslow's need
hierarchy and Herzberg's two factor theory shows the direction to the manager where staff
members can be intended towards the work. Therefore, Maslow Theory theory will help the
Enterprise to achieve the competitive advantage because the employees are extremely motivated
and thus it makes them innovative and creative. Similarly in City College, the Herzberg's theory
will assist in maintaining the innovative culture in an organization (Jing and Avery, 2011).
g) Explaining the nature of groups and group behaviour
Generally, group refers to as the interaction among two or more people with each other
for accomplishing the common goal of an organization. There are primarily two types of group
in City College and Enterprise that are formal group and informal group (Reinholt, Pedersen and
Foss, 2011). Moreover, formal group is formed for the purpose of completing a task and they get
dispersed when the task get completed. On the other hand, informal group is formed for the
purpose of having social interaction.
In regards of this, the group behaviour termed as the behaviour of group members which
are linked with the psychological processes of each individual (Rego and Cunha, 2008). The
group members of Enterprise have the optimistic behaviour which leads to group cohesiveness.
On the contrary, the behaviour of group members of City College is not properly shaped up so
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there is low unity within the groups whether it is a formal or informal group (Ismail and et.al.,
2011).
h) Identifying the factors making the team effective or inhibiting the teamwork
Mainly there are numerous factors that help in promoting the development of team work.
In a similar manner the same factors can restrict the development of team work. Some of the
factors which promote or restrict the effective teamwork are described below:
 Team Dynamics: This factor may divert the team in a different direction. It is important
for the management of City college and Enterprise to make avail the intrinsic factors that
may develop the team dynamics (Suddaby, Greenwood and Wilderom, 2008). However,
if these dynamics become negative may lead to inhibition of effective teamwork in these
two organization.
 Cohesiveness: At City college and Enterprise, company can team should have
cohesiveness because the unity among team members will lead to the development of
effective teamwork (Rego and Cunha, 2008). But the lack of cohesiveness will reduce the
effectiveness in the teamwork.
 Communication: There should be proper flow of communication among the team
members. If there are proper flow then employees will remain informed and this way
motivation will get increase (French, 2011). Whereas, the lack of communication may
lead to the errors in the work and team goals cannot be achieved.
i) Evaluating the impact of technology on team performance
Technological changes are impacting the team work because there are many
technological changes going around the world. Similarly, team work is also influenced by the
technological changes (Akanbi, 2011). For this aspects City College and Enterprise has adopted
several new technologies to assist the team functioning. Some of them are described below:
 Virtual Teams: Enterprise has many branches and it is quite important for the company
to develop virtual teams through internet in order to optimally utilize the resources.
Moreover, this inspire the team members to be effective and thus impact the team
functioning in a positive manner (Shahri and et. al., 2015).
 Tele-conferencing: Meting or conference is held on a telephone in this. Moreover, this
helps in doing the work without wasting time. However, this impacts the team in a
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negative manner because, if any point of conversation get missed on the phone than
evidence cannot be generated (Schein, 2010). Interest among the team cannot be created
through this so this technology has negative impact on the team working.
CONCLUSION
Conclusively it can be said that it is highly essential important for the City College and
Enterprise to analyze their organizational behavior so as to cope up with the changing
environment. Moreover, the organizational structure and culture should be selected by taking
immense care as they are interlinked with each other. Furthermore, this can also be concluded
that leadership style adopted by the City College get change as per the situation and
circumstances in order to achieve success while Enterprise has no such style of leadership.
Furthermore, these styles have a straightforward influence on the motivation of individual and
groups in both the organization. Along with that technological aspects has a major impact on the
functioning of a team.
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