People in Organisations

This report discusses the role of leadership, culture and motivation in Zoopla Property Group (ZPG) and how it supports effective transitional change. It also analyzes and evaluates ways to build effective teams through motivation and team development attributes that contribute to ZPG's success. The report covers Maslow's Hierarchy of Needs and Herzberg's Motivation Theory to explain the concept of motivation.

People in organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Explain the role of leadership that may exist within ZPG and how the structure and culture ........3
of the organisation may support effective transitional change........................................................3
Leadership Roles.........................................................................................................................3
Organisational Culture of ZPG ..................................................................................................4
ZPG's focus on holistic and inclusive approach in it's benefits strategy.....................................5
Organisational Structure of ZPG.................................................................................................5
Role of structure and culture of ZPG in driving transitional change..........................................6
Analyse and evaluate the ways in which ZPG may build effective teams through ........................7
motivation; identify team development attributes that may contribute to ZPG's success. .............7
Present your main findings in a presentation suitable for ZPG's managers.....................................7
Concept of motivation 300..........................................................................................................7
Theories of motivation 500.........................................................................................................7
Effective Team-building through motivation 300.......................................................................7
Team development attributes for ZPG's success 200..................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Managing people in an organisation is a complex task and needs astute standards of
leadership as leaders are responsible for driving change and extracting productivity from
individual and groups at every level of organizational hierarchy (Al-Hoorie, 2019). This report
and presentation will be executed under the organizational context of Zoopla Property Group
(ZPG) Ltd which is a British real estate company founded in 2007 by Alex Chesterman and
Simon Kain with it's headquarters being in London, England. The dimensions of leadership and
the culture and structure of the company will be described in detail along the standards used by
ZPG to maintain effective teams through proper motivation.
MAIN BODY
Explain the role of leadership that may exist within ZPG and how the structure and culture
of the organisation may support effective transitional change
Leadership Roles
Leaders are needed in every business organization as the roles performed by them are of
paramount importance due to the delicate nature of people management where there must be
careful and measured decision making and behavioural approaches powered by modern and
ethical standards of leadership (Anderson, 2018). From dealing with employee problems,
aligning the workers with the organisation's vision to keeping the personnel focused and driven
towards work, there are a plethora of roles that leaders perform at ZPG which are explained
below.
 Motivator – Workers in a company cannot be productive consistently over a long period
of time if they are not satisfied with their current job roles and do not feel appreciated by
the company in the long run. The leaders at ZPG inculcate strong values of motivation
among their subordinates and teams by installing a helpful and cooperative culture where

the input of every employee is valued and they also help in unbiased implementation of
the company's robust benefits package.
 Strategist – Formulation of plans and policies which help drive the efficiency of the
business operations and keep human resource in check is also an important role of leaders
at ZPG as being one of the market leaders of property survey and technology solutions,
the company was hit hard by the pandemic during which the leadership drove the
company through turbulent waters by designing policies for safe working for employees
and implementing systems of remote work.
 Communicator – Business is conducted through multiple variables such as employees,
top management, suppliers and customers to name a few and having proper and well
defined standards of communication with all these parties is one of the most important
roles played by leaders at ZPG as they relay information about homes and properties to
customers and arrange houses and bungalows on demand from various property dealers.
Organisational Culture of ZPG
ZPG is one of the best and most renowned companies to work for in the UK and has been
featured in multiple lists and surveys detailing companies with the best business climate and best
employee benefits (Flanagan and Wilkie, 2018). An organisational culture is the collective set of
beliefs and way of behaviour that is considered as the norm to follow in a firm. The overall
dynamic of the culture prevailing at the company has been better explained below by using
Charles Handy's model of organisational culture which segregates the company's culture into
various parts.
 Power – Certain high ranking officials in powerful organisational positions are
responsible for sole decision making and the flow of power and autonomy in the
organizational hierarchy rest in their hands. This type of culture needs to constant
bickering and dissatisfaction of subordinates towards their superiors. ZPG managers are
regulated by top management and no employees form the crux of decision by themselves.
 Task – ZPG works in teams and cooperative culture is thoroughly promoted in the
company as it leads to quicker achievement of set objectives (Guttenberg, 2020). The
company introduced an initiative called “Everyday Flex” which gives teams unparalleled
freedom to perform business operations which has led to a favourable and positive
environment.

 Person – Cultures where workers treat themselves with superiority over the concerns of
the company seldom work and this attitude is not tolerated in ZPG at all as the property
business has cut-throat competition and workforce alignment towards the company vision
is necessary to succeed in this industry.
 Role – This aspect of the Charles Handy model is used widely among modern businesses
and ZPG also uses this approach extensively as the roles of employees are defined in a
clear cut manner and every personnel is properly trained to function in an optimum
manner. Individual responsibility and accountability is attached with every home and
house deal made by ZPG.
ZPG's focus on holistic and inclusive approach in it's benefits strategy
The property dealing sector of UK is highly regulated and suffers from intense
competition and constantly changing customer buying trends which makes the existence of a
dedicated workforce a necessity to attain sustainability in this industry as the entire business
depends upon convenience and types of properties recommended to customers. ZPG has
consistently been a major presence in the property market and is known for having a committed
and extremely professional workforce with high levels of motivation (Hodnett, 2019). The
company has a positive work culture and has routinely featured as a treat place to work in
reputed surveys such as the Glassdoor employer research in 2017 and the firm has completely
revamped it's employee benefits strategy to employ modern and highly inclusive ways to ensure
satisfaction among it's workers at each and every level whether physical, emotional or mental.
The approaches and changes through which ZPG has incorporated holistic and inclusive
measures in it's employee benefits and compensation strategies has been listed herein.
 The company has come up with small personal loans available to all it's employees which
can be used independently to freely finance any purpose of their choice such as purchase
of car, house and even funding their own marriages.
 In order to foster care for mental health, ZPG has generously increased the amount of
leaves permitted to it's staff and have also come up with fixed hours for recreational
content to discourage overworking and work stress.
 Employee convenience and inclusiveness has been put at the forefront of benefits strategy
planning as the entire list of perks available to every employee is duly listed on their web
portals and personal weekly sessions with the HR department is conducted to answer all

employee queries religiously of varied nature (Kao, Tsaur and Huang, 2020). These
changes to it's overall package of workforce compensation has made ZPG become a cool
and trendy place to work at.
Organisational Structure of ZPG
The way in which flow of information is governed in an organisational hierarchy and the
process through which business operations are conducted on a daily basis are all subject to the
structure which is employed by the company (Kumar and Aithal, 2019). Organisational structure
is the framework through which activities take place, communication is facilitated and chain of
command is formed in a firm. ZPG is a highly technical company operating as a middleman
between customers looking to buy properties and land owners and landlords hoarding lavish
plots of land and employees a decent number of people which makes the choice of structure
chosen very important as a determinant of it's current and future success.
ZPG follows a centralised structure as property law is very intricate and strictly regulated
by multiple legal and governmental bodies which adds extra weight to every business decision
made. The company has a CEO, Charlie Bryant under which there is the CCO, CMO and CPO
and the firm is divided under them in terms of specialisation of staff such as human resource,
finance and marketing which indicates a functional structure. The departments are also clearly
regulated by their respective heads who divide duties and responsibilities among employees and
delegation also takes place as many entry level engineers work on the company's property
showcase website.
Role of structure and culture of ZPG in driving transitional change
Changes are the norm in conducting business as the environment at play contains various
disruptions for companies which has to be combated by being adaptive and creative in designing
and altering the plans and policies of an enterprise at a quick notice. Such sudden changes can
also be detrimental to the growth and environment in the company as the workforce always
resists changes in some capacity as employees are inadvertently pushed out of their comfort
zones (McCarthy, Sammon and Alhassan, 2021). Changes are of various types and they all have
to implemented carefully with due consideration to employee feelings and well being but
Transitional changes in particular are very turbulent as they occur during large scale business
events such as replacement of technical processes, merges and company acquisitions.

ZPG has acquired quite a few noteworthy firms such as Upmystreet, Globrix and Uswitch
which have all led to noticeable changes in it's operations and internal workings which were
spearheaded by the robust structure and culture prevailing in the company. The departmental
heads overseeing performance and acting as leaders curbed changes by making employees
comfortable and the relaxed culture which prioritizes the happiness of employees helped in
easily convicting them to adopt the necessary changes in their work profile.
Analyse and evaluate the ways in which ZPG may build effective teams through
motivation; identify team development attributes that may contribute to ZPG's success.
Present your main findings in a presentation suitable for ZPG's managers.
Concept of motivation
The biggest asset that any business can posses is it's workforce but simply having
personnel at disposal is not enough to meet the requirements of the modern day business
environment as the workers have to be committed to their jobs inside and out and work diligently
towards achieving the goals of the business. This burning individual desire that makes people
work hard and exert efforts towards a particular task with the hope that their effort will satisfy
some of their personal needs is called motivation (Tang, 2019). It is of extreme importance for
any company as it forms the backbone of the company's public and private image along with
their standards of internal environment and workplace efficiency which is why corporates go out
of their way to establish proper systems of grievance redresses and compensation packages to
keep their employees happy. There are 2 broad categories of motivation which are both targeted
by firms like ZPG to ensure their employees are satisfied which are explained herein.
 Intrinsic Motivation – This form of motivation is not generated from any materialistic
desire or from any outside influence as the commitment towards a goal and drive to
succeed in an endeavour comes from inside an individuals mostly as a sense of pride,
accomplishment or challenge. Playing a sport because it looks fun rather than thinking
about winning a trophy is a great example.
 Extrinsic Motivation – In a stark contrast to internal factors of motivation, this type of
motivation is generated and subjected to materialist desires and rewards mostly of a

financial nature. External motivation is very powerful for short term but not enough to
satisfy employees complex demands in the later stage of their careers as the needs of
people gradually change and they become more self conscious. Salary, bonuses,
commissions and employee stock option are universally popular examples.
Theories of motivation
Maslow's Hierarchy of needs
Maslow's hierarchy of needs refers to a theory of motivation which describes different
categories of human needs which affects an individual behaviour in the organisation. These
needs are classified into lower to higher level which describes basic and important is lower and
other are higher. In context of ZPG, these categories of human needs that affects its employees
behaviour are described below:
Physiological needs- It describes those needs which is most important for human
survival which includes sufficient rest, food and water, clothing and shelter. The management of
ZPG uses effective strategy in order to fulfil their employees basic needs for motivating them
effectively. The company provide free breakfast, snacks as well as drinks to their employees in
order to make them highly motivated.
Safety needs- This makes management of ZPG to provide protection from violence and
emotional stability to their employees as well as maintain their well being and health security.
The company uses various methods in order to maintain their employees health and safety are
health cash plan, private medical insurance, eyecare vouchers and dental care vouchers and many
more (Tasselli and Caimo, 2019).
Love and belonging needs- In this need the management of ZPG needs to maintain their
employees interpersonal relationships, connectedness, affiliating and other belonging needs in
order to make them highly motivated to perform their task.
Esteem needs- This makes management of ZPG to provide respect as well as maintain
reputation of their employees in order to make them highly motivated.
Self actualization needs- This will make management of ZPG to help their employees
for achieving their personal potential, self fulfilment as well as seeking their personal growth in
order to make them to motivated in the organisation.
The company provides many more benefits to their employees which includes group
personal pension scheme, life assurance and critical illness insurance which helps them to

motivate their employees effectively. The company also provides bonus to their employees
according to their performance in order to make them motivated in order to give their best in the
organisation.
Herzberg's Motivation Theory-
The Herzberg's motivation theory refers to a two factor theory which describes that there
are two elements that an enterprise can adjust in order to influence motivation in their working
area. These two factors of the company either makes their employees highly satisfied with their
job or other factors cause dissatisfactions in among the employees (Vveinhardt, 2018). In respect
of ZPG, the factors of its company that help its management to motivate their employees are
described below:
Motivators- It describes those factors which help management of ZPG to encourage
their employees in order to work more harder in the organisation. These factors include
recognition, achievement, responsibility, advancement and growth.
Hygiene factors- It describes factors which does not encourage employees but will
describes those factors which may cause unmotivated among the employees. The factors of ZPG
that affects its employees motivation are company policies, relationship, supervision, salary,
status, security and working condition.
Effective Team-building through motivation
Motivation is a key element when it comes to formation of effective teams and extracting
high standards of productivity from team members as simply forming groups is not effective in
today's ultra competitive business environment and every team should consist of highly
motivated individuals who are synergistic with each other as this combination enables the
business to extract more work and efficiency from people in limited working hours(Wang, and
et.al., 2022). In order for business teams to be effective, the morale of the group must be high
and there must be positive and proactive relationships in the internal environment which is only
possible through motivation.
Through establishing standards of motivation, the following listed methods can help in
effective team building and functioning at ZPG.
 Setting an ambitious yet achievable business target which can aid in making
individuals work together for better and more efficient work

 Presenting physical and mental challenges to teams in order to boost and set standards
of intrinsic motivation and there must be rewards attached at the end upon successful
completion of objectives.
 Setting parameters of team performance where achievement of goals and overall
productivity of groups is regularly monitored and proper system of recognition and
financial incentives must be attached to drive performance.
ZPG employs a highly effective workforce which primarily works in teams as most of the work
happens on offside property dealing and tours along with traffic and enquiries directed at their
websites which is why the company has set unique standards to keep them driven and committed
everyday. Under the “everyday flex” program, ZPG provides a great degree of operational
freedom to various team members to indulge in recreational activities, informal sessions and they
even get to gather in the office according to their own convenience which helps keep them stress
free, productive and happy with their freedom which breeds cooperation and synergy.
Team development attributes for ZPG's success
There are certain behavioural and business management oriented variables which are
responsible for proper development of efficient teams in a company as there are many different
stages which a team goes through in it's business life cycle. ZPG can further develop it's already
effective workforce by identifying the various stages of teams and the attributes associated with
them using Tuckman's model of team development which is explained in detail herein.
 Forming – This is the first stage of team development when the team is initially formed
and the attributes that can be identified here are that most members are either optimistic
or nervous and they all decide to avoid conflict. The managers of ZPG need to analyse
these attributes and work towards proving them with operational guidance and rules.
 Storming – Here the team members are involved in interpersonal conflict and the roles
and responsibilities of individuals are not clear which results in loss of efficiency.
Managers should quickly reaffirm rules and regulations to the teams and aim to resolve
conflicts through punishment and regulation.
 Norming – The attributes at play here include formation of shared leadership and
development of coordination standards among the team. The top management of ZPG

can boost chances of the firm's success by providing teams at this stage with operational
freedom and robust compensation.
 Performing – The attributes include high class coordination and respect among team
members and clarity of roles and duties which makes this stage the most efficient in both
personal and professional aspects. Managers of ZPG must evaluate and reward such
performances to motivate other teams to do the same.
 Adjourning – Here the team finally disbands and members cope with a sense of loss in
terms of companionship and authority. The managers at ZPG must ensure that such
attributes of loss and sadness be dealt with by being empathetic towards teams and letting
them terminate on their own terms gracefully.
Summary of main findings
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CONCLUSION
The above concluded report and presentation detailed the complex processes and models
involved in managing people in organisations such as motivation, team development and
leadership standards. The report included the definition and scope of leadership which is a
compulsion in modern business landscape to ensure a firm's continued success along with the
various roles that leaders play in big corporations such as motivators and communicators. The
detailed explanation of organisational culture and structure was also included with the help of
Charles Handy model which divides and identifies various elements and types of cultures present
in a firm along with the role of both in driving transitional change in a company. The
presentation which supplemented the report was mainly focused on motivation and team
development and it highlighted the concept of motivation and it's 2 main types being intrinsic
and extrinsic along with widely used theories such as Maslow's hierarchy of needs and
Herzberg's model. The presentation also described the role played by motivation in facilitating
proper development of teams and was completed by suggesting measures for managers for
studying and identifying key attributes of team development by using Tuckman's development

model. It was concluded that managing people in organizations is a complex task involving
multiple business dimensions.

REFERENCES
Books and Journals
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Flanagan, H. and Wilkie, V., 2018. Team leadership. In How to Succeed as a Leader (pp. 47-54).
CRC Press.
Guttenberg, J.L., 2020. Group development model and Lean Six Sigma project team outcomes.
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Kao, C.Y., Tsaur, S.H. and Huang, C.C., 2020. The scale development of organizational culture
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Vveinhardt, J. ed., 2018. Organizational culture. BoD–Books on Demand.
Wang, and et.al., 2022. The impact of authoritarian leadership on employee creativity: the joint
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