Understanding Group Dynamics and Motivation

The assignment delves into various aspects of group dynamics and individual motivation within an organizational context. It requires students to analyze different theories of motivation, such as Herzberg's two-factor theory and Maslow's hierarchy of needs. Additionally, the assignment examines leadership styles and their influence on team performance and innovation. Students are expected to critically evaluate these concepts using academic sources and provide well-supported arguments.

Organizations and
Behavior

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison on the organizational structure and culture of CAPCO and Tesco company....3
1.2 Explain the impact of culture and structure on business performance of CAPCOapco.......4
1.3 Discussion on the factors which influencing individual behavior at CAPCO ......................5
TASK 2...........................................................................................................................................6
2.1 Compare the effectiveness of the different leadership style at CAPCO and Tesco..............6
2.2 How organizational theory influenced on practice of management .....................................6
2.3Evaluate the different approaches to management used by CAPCO an Tesco......................7
TASK 3............................................................................................................................................8
3.1 Impact of the different leadership style on the motivation in the change period...................8
3.2 Compare the application of two motivational theories..........................................................9
3.3 Analyzing the necessity of motivational theories to managers and to apply in the
organisation................................................................................................................................10
TASK 4..........................................................................................................................................11
4.1 AnalysingAnalyzing the nature of the group and group behaviourbehavior within CAPCO
....................................................................................................................................................11
4.2 AnalysingAnalyzing the factors that inhibit the development and promote of the teamwork
....................................................................................................................................................12
4.3 Impact of the technology on team functioning....................................................................13
CONCLUSION..............................................................................................................................13
Reference ......................................................................................................................................14
2

INTRODUCTION
Organization behavior is the study of both group and individual performances and
activity within an organization. Presentorganization. The present report, is based on the CAPCO,
it is one of the leading international provider consulting, managed services and technology works
for the financial service industry.
In this report, comparing the relationship structure and culture of Capco is compared
with Tesco companyCompany. Discussion on the factors which influences behavior of individual
in an organization. Along with that Further, it also emphasizes on evaluating e the different
approaches ofto management and effective leadership style used by management. Further, in
this the report, focuses on the necessity of manager at workplace for motivating the
employees.and also apply motivation theory. Along with that, researcher studiesy the factors that
promote or inhibit the development of effective team work in firm.
TASK 1
1.1 Comparison onf the organizational structure and culture of CAPCO and Tesco
companyCompany.
CAPCO has adopted hierarchical structure, ithists structure can take many forms. It can
be influenced by many factors such as by it size, purpose, the complexity of task performs and
complexities of business operations. There can be positive and negative effect of thischosen
structure on the business unit. in which company operates all its function. The structure is has
many layers and long chain of command formfrom top to bottom layer. According to this
structure, roles of employees are clearly defined within the organization. and i It also t reflects
the nature of their relationship with other among employees at CAPCO. Since, this The structure
is tall with narrow span of control and ensuresd effective command of the organization (Wind,
Thomas, and Sheth, 2014). At CAPCO, the proper accountability and responsibility is
determined at various levels through adoption of hierarchical structure. On contrary, Tesco has
adopted line structure which is the simplest method of administrative organization. Command is
carried out from top to bottom in this type of structure. At Tesco, Fixed responsibilityies are
fixed and power of authority is given to every line executive. Due to fixed responsibility ,fixed
responsibility, and unity of command promote decision that can be taken by authority.
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CAPCO supportsCAPCO supports entrepreneurial, innovative and normative culture
supports its structure. This company culture have integrityunity and openness in the working
environment. Employees can freely express their aspiration andaspirations and views. Capco
culture stands on three keys;
 EmployeesEmployees’ growth opportunity: According to this culture, employees are
given opportunity for growth and development through training facility. CAPCOapco
give provides free environment to workers for sharing their views andviews and ideas.
 Performance and reward: CAPCO company gives reward to employees for on their
best pefomanceperformances . on the best performance of employee it also and motivate
thememployee to work hard (Lilien, 2014). ThisaccordingAccording to normativeto
normative culture companyculture, the company has flexible working environment.
Itwhich supports worker of CAPCOcompany and promotes them according to their work
performance.
 Experience and learning: Emplopyeeorganization give value to The organization
values its employee this which leadled to higher satisfaction among them. Employees can
freely give their innovative ideas to manager for changes in company if required
(Borman, and Motowidlo, 2014). All employees share their experiences with each other
and learn with each other. which provides them good learning experience.
On the other hand, Tesco has adopted a club culture in which employees are very skilled
and competent in their work. Workers of the company are very much capable for of facing the
challenges and solving any issues that arise in a at work place. Employees are hired according to
their qualification, experiences and even personal interest. According to this In this type of Due
to adoption of club culture, culture employees are paid on the basis of their hard work .
andWorkers of company are treated strictly in Tesco. .
1.2 Explain the impact of culture and structure on business performance of CAPCPOof
CAPCPOapco
Structure is a framework for the culture to be implemented. It can be also said that also
say that culture is described on the basis ofprescribe the structure of company. CapcoCAPCPO
structure and culture shows the flexibility and creativity. Culture of company is set according to
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the structure of organization. When structure and culture of the company does not support the
employees, working environment then it effects the business performance in a negative manner
(Donnelly, 2013). according Due toThrough adoption of normative culture, of
CAPCPOorganization showsit come to know the roles and respectability of employees are fixed .
fixed. Rules and regulation of the company are set according to the t he this culture of adopted
within company. If there is change in the culture of firm, then structure will also change. changes
in structure also change. If Cculture of company is strict employees are treated strictly and there
is noor no flexibility in. The lack of flexibility workingin working environment with strict
norms it has great impacts on performance of the business in a negative manner. However,
CAPCO provides adequate level of space to its employees for conducting business operations.
The CAPCOapco company has followed normative culture in , while by adopting this
which structurein this employees are provided with high growth and opportunitiesy so it has
positive impact on performance of the organization. With Eemployees’ skill development also
increase overallincrease overall profit of the company companyprofit also increases. According
to hierarchical structure, of company employees’ roles are set and not changed byany from time-
to-time. When employees know their responsibilityresponsibility to work they performthey
perform best to for accomplish the work. iIt has overall positive impact on performance of
business (Bratton, and Gold, 2012). In this type of structure, there is a direct communication
between lower level and upper level management, so employees can van freely share their
innovative ideas with management which leads to success eed of the business.
1.3 Discussion on the factors which influencing individual behavior at CAPCO
Factors which influencing that influences the behavior of individual at CAPCOapco are
as follows:
 Leadership: CAPCPO lLeaders at of company CAPCO play an important role in
influencing the individual behavior. They have Responsibilityr esponsibility are provided
to lLeaders are made responsible to set direction for team members. Team leader alsoare
need to stand for team member in their support it influences which motivates employees.
(Kagitcibasi, 2013). Workers of company not like to work with strict boss. CAPCPO
Role of mManager at CAPCO plays an important role to guide their employees and help
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them in solving their problemtheir problem in accomplishing their task. It influence
employeeinfluences employee to work hard for the company.
 Work place: At CAPCPO, work place if employees are not treated properly, itf
influences their behavior. They cannot perform best for their company because if they do
not feel comfortable within the company (Kitchin, and Tate, 2013). Culture of CAPCPO
company also eaffects individual performance because strict culture of the company
demotivate the employee and lead down their performance.
 Skill and ability: At CAPCO, the company employee knowledge of employees
influences them to work at the best. Mental and physical capabilities within the
organization improves with training and development activities. capacity to perform
task,. IIt comes from learning, knowledge and experiences. Employees of company are
delegate work according to their skill. When workers are satisfied work given to them
and it was not overburden, then it help to upgrade their skills.
 Job responsibility: Employees of CAPCPO company are delegated work according to
their skill. When workers are satisfied with work given to them, they don’t and it was not
overburdenfeel overburden which in turn , then it helps them to upgrade their skills.
 Relation at work: Relation at work also influences the individual behavior because
workers need someone around to talk, discuss and for sharingshare their experience. At
CAPCO ifCAPCO, if employees are not allowed to interact with other workers, it leads
to frustration and stress at workplace.
TASK 2
2.1 Compare the effectiveness of theof the different leadership style at CAPCO and Tesco.
Leadership style have great effects on both the organization. This styles effects not only
team member but also senior management of company (Spreng, and et.al., 2013.). They also
create corporate culture that influence performance of employee firmleadershipLeadership. style
adopted by CAPCPO is democratic style in which team member are supported by their leader
(Spreng and et. al., 2013). On other hand, While at Tesco autocratic leadership style is followed
in which leader control all deceiondecision makinmaking power in group. .. At CAPCO
democratic leadership style adopted while at Tesco followed autocratic leadership style.
Effectiveness of both the leadership styles at CAPCO and Tesco are as follow:
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Democratic leadership style Autocratic leadership style
Democratic leadership style is characterized
bycharacterized by ideas moveing freely
among the group member and discussed
openly.
Autocratic leadership style is defined by is
control of individual over all decision of group.
At CAPCOAT CAPCO, decision is taken in
the group by u consulting with group member.
At Tesco leaders, leaders control all the power
in group there is no input from team members.
According to this style, IN CAPCPO
employees at CAPCO can easily communicate
with their team leaders and can share their
views and ideas with them.
Responsibilities y and work is delegateds by
leader without taking any view and suggestion
from other person in Tesco.
Leader listens to their team workers and
resolve their problems and support them in
their work.
Quick decision taken by leader so that
employees can perform specific task without
worrying about taking any decision.
At CAPCO, the leadership Tthis style helps in
improving enhancing employees’ job
satisfaction. A and motivateing them for
performing better.
Rolesbetter Roles and responsibility given to
worker after discussing with team member.
This leadership style also helps employee to
improve their skill by performing certain duties
and responsibility at Tesco
2.2 How organizational theory influenced on practice of management
Human relation theory influencesd the practice of management atmanagement at
CAPCO. According to this theory some, some positive actions taken by the company that leads
to employee motivation and improved performance. By imparting giving training tanning to
employees, they get motivated because their performance and knowledge improved they work
hard for company (Cooper, 2012). At CAPCO , mMmanagementmanagementanagement is
required to share their objectives and aim with workers sco that they come to know, how to
7

performhow they can work toforperform for achieve that objective. At CAPCO d, dDecision
making power is sometime given to employee so that can independently can handle any
situation. Workers ideasIdeas and viewsand views of worker should be listened by manager and
importance should be given to them for motivating employeestheir ideas . ideas. They should be
treated as part of organization so that they can work more effectively for their organization.they
can work freely and effectively without any feeling any insecurity.
At CAPCO, employees are provided proper training and development facility for
improving their skill and performance. Hence, through training facility employees overcome
from their weaknessto the upper level. Recognition and rewards areshould be given to employee
on their best performance or when they achieve company goal. A regular communication
Communicating with employees and listen their problem is also important for making them feel
important that importance are given to their ideas and viewscomfortable in organization (Wind,
Thomas, and Sheth, 2014). Carrying out one to one meeting with employees, reviews their
performance and set personal team objective increases employee satisfaction level.
PlaningPlanning with team members relaetdrelated to objective itto ensures long term
performance by workers.increase. Workers are important part of the organization that should be
viewed not like a bundle of skill and aptitudes. For increasing their satisfaction level, manager
should show interest in employees However, because employees are more productive when they
are satisfied. According to the human relation perspective, in organizationCAPCO management
notes that it would be easier for manager that they if they could just to make decision and have
all subordinates d follow them. Through this theory it, it can be suggested that manager can do
muchmight do better thento wastinge time in discussing the problem with subordinate, and
accept suggestion that may be less efficient for company.
2.3Evaluate the different approaches to management used by CAPCO and Tesco.
There are many approaches which is used by every organization for operating their
business function and management activities. Different approaches have their own
characteristics and principal which has great effect on business performance. Some approche4s
such as human behavior approach, scientific management approach, etc. Human behavior
approach is followed by CAPCO for operating business function and management activities; on
8

the other hand Administrativeadministrative approach is adopted by Tesco companyCompany
for performing business activities.
 Human behaviors approach: Human behaviors approaches is the approach which is
used b used by management at CPACO. This approach is used learned to learn the
human behavior and treat them as part of organization (Lilien, 2014). By using this
approach company can motivate their employee and encourage them to perform better
forbetter for accomplishing the objective of company. Relationship between employee
and management should be strong so that employees do not feel uncomfortable while
communicating with them. CAPCO MmManagement at CAPCO also requires to listen
the problem of employees and resolve them them efficiently. in solving it. Hence, it
effects the productivity and profitability of business. Employee should also coordinate
with their team leader in managing business operations. management activity and
function.
 Administrative approach: Tesco used has adopted the administrative approach of
management. In this approach, it is a process of creating information systems is
andcreated and supervision ng it flows in the hierarchical organization manner.
According to this approach, employees of company follow the instruction of their
manager. Various task in organization are defined within a complex division of labor.
Tesco mManagement at Tesco They implement theimplements the plan that facilitated
unity, flexibility, command and control. They are distilled from this objectivethis
objective (Bratton, and Gold, 2012). Each department in the company are responsible
related to their objectiveto relate their efforts with business objectives. It also focuses on
identifying the principal to coordinate the activities of company.
TASK 3
3.1 Impact of the different leadership style on the motivation in the change period
Leadership can be defined as the leading power of the individual which they used to
influence and in motivating the people (Shajahan, 2007). In order to do the effective
management of the human resources' motivation is very much essential. In CAPCO there, there
are varieties of leadership style and each style have give its impact on the motivation of the
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employee. These different leadership style are autocratic, democratic, laissez-faire etc. and there
impact are as follows:
 Autocratic style :style: This leadership style can be defined as the style in which all the
decisions are taken by the top management. Management of the company do not involve
any employee in their decision making. In thisthis style, all the employees work in the
organisation as per on the guidance of the top management. For example, in CAPCO the
autocratic leadership style is adopted so as in order to motivate the employees. Further,
the autocratic style helps in that they building confidence among employees in their
work because manager is providing guidance. They guide the employees in the direction
of achieving the goals and objectives of the company. Sometimes, the impact of this style
on motivation of employee is also negative because employee are not involved in
decision making and their morale will down (Einarsen, Aasland and Skogstad, 2007). At
CAPCO, some of decisions that are taken by top management are implemented after
proper communication.
 Democratic style: In this leadership style all, all the decisions are taken by participation
of the employee in managerial and top decisions of the company. This leadership has
created high motivation among the employees. This style also helps the company in
encouraging teamwork and various kind of the creativity among team members.
 Laissez-faire style :style: Under this style all the decisions are taken by the employees
the manager of the company would not participate in their decisions they only observe
them. This style of leadership gives high motivation to employee. This style improves the
communication style of the leader and crates the loyalty among the employees about the
work (Hooke, 2007). At CAPCO, decisions at middle level management allows high
employees’ participation. This in turn motivates employees at work place.
3.2 Compare the application of two motivational theories
There are various theories which are used by the management of the CAPCO in
motivating their employees and in their organizational setting. For example: two motivational
theories like Maslow's hierarchy of needs and Herzberg theories have different viewpoints.
According to the Maslow there, there are five level of the needs in the human which employees
want them to fulfill on their work. This needs are psychological, safety, security, self
10

actualizationself-actualization and self esteemself-esteem needs. In order accordance to motivate
the employees the, the CAPCO manager first have to fulfil the needs of the employee one by
one. First, they have to fulfil their lower need i.e. psychological need and if this need is fulfilled
by the employee then company have to try to full fill the higher level of demand. This gives
various kinds of the benefits to the organisation in increasing the productivity and profit of the
company. This result is arisa rising second level of need en because the demand of all the
employees are fulfilled by the company and due to this they give their 100% to the company
(Brooks, 2009).
On the other hand according to the herzbergHerzberg theory there are only two needs of
the consumer i.e. hygiene factors and motivational factors. This both the factors are arises by
asking to the individual that what gives the satisfaction to the employee on the workplace. In this
theory, one factor satisfiesy the employee and other factor gives dissatisfaction to the employee
(Nanjundeswaraswamy, Swamy, 2014). The motivational factors include achievement, growth
opportunities, advancement and increase in the responsibility of the employees. This factors give
highgives high motivation and satisfaction to the employees on the workplace. In compareAs
compare to that, hygiene factors include policy related to the company, work environment,
salary, security etc. this factorwhich created dissatisfaction among employees; but if
management of the organisation tries to fulfil that factors it will create high motivation among
employees (Nagy and et.al., 2010).
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3.3 Analyzing the necessity of motivational theories to managers and to apply in the organisation
Motivational theory is very helpful for the manager in motivating and encouraging the
employees for work because it is the foremost duty of the manger to get things done by the
others (Ball, 2012). Motivational theory that are used in the CAPCO is focuses on giving high
platform to the managers so that they can guide the workers in correct way and try to motivate
them which in return gives the result in the fulfilment of all the goals of the organisation. By
using the motivational theory manager understand the needs and desire of the employees and try
to encourage the employees according to the demands of the employees (Kark and Van Dijk,
2007) . In CAPCO the foremost duty of their management is to improve communication skill of
employee, team building, providing various kind of the training related to the work of the
company. This all the duties of the management is fulfilled by applying various motivational
theory. This motivation theory also helps the manager in increasing the performance
improvement of the employee. All the organisation are situated to fulfil the organisation
objective and this can be fulfilled by encouraging the employee to achieve that target and this
can only be possible if employees are motivated. By the use of Maslow hierarchy of need the
mangers of the organisation.
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Illustration 1: Herzberg two factor theory
(source:FieldingSource: Fielding, McDonald and Louis 2008)

Different theories of motivation gives various suggestion to employee that how they
motivate the employee to enhance the productivity and performance of employee (Dale and Fox,
2008). Motivation theory basically gives an in-depth knowledge to manager that by what
techniques they encourage employee to perform better on job. It also helps the management in
managing their staff on the organisation or workplace. If the manager have not proper knowledge
of the motivation theory then they thought monetary benefits are only form b y which they
motivate the employees. But by the use of motivation principle they can easily motivate the
employee without nayany kind of the financial or monetary benefits.
TASK 4
4.1 AnalysingAnalyzing the nature of the group and group behaviourbehavior within CAPCO
A group can be defined as the accumulation of two or more people which shares the
common goal within the organisation and their behaviourbehavior is known as the group
behaviourbehavior (Somech, 2006). Nature of the group and group behaviourbehavior is very
helpful for the manager in influencing and motivating the team and group. In CAPCO the nature
of the group and group behaviourbehavior is very helpful in achieving success.
There are two types of the group exists in the organisation i.e. formal and informal group.
A formal group is formed in the organisation on the direction of the employee. On the other hand
informal group is formed naturally without any kind of the guidance of the top management.
Their nature are:
 It helps the organisation in completing all the tasks on the regular basis.
 AAn effective group in any organisation increases the level of performance and the
soundness in group.
 Group is also very helpful in understanding the human and social relationship within the
organization.
 Their main role in any organisation is to perform the task work and achieve all the goals
in a team.
 Groups in the CAPCO is also very helpful in forming the policies and doing their
operation work (Capozza and et.al.,et.al, 2006).
Apart from that for the CAPCO betterment the nature of the group behavior is also very
much essential. When any team or group is formed in the organisation it is very much essential
13

that first their behaviour is judged. If any organisation wants to understand the group behaviour
then they must consult the Tuchman's theory which includes four development stages i.e.
forming, norming, storming and performing. At every stage their group behaviour is different
like in forming stage all the groupsgroup’s members only interact with each other they do not
perform any kind of the work. Apart from that in storming stage after interaction they began to
do work. In this stage various conflict arises. At norming stage they collectively started working
for achieving the goal of the team. At the performing stage all the team members working very
efficiently in the team (Steel and König, 2006).
4.2 AnalysingAnalyzing the factors that inhibit the development and promote of the teamwork
There are the various factors in the CAPCO that is used to encourage the de4velopmkent
and team of the organisation. This factor may be internal and external in the organisation and it
used for deciding the effective and ineffective team. This factors can also be used for
development among team. Those factors are:
 Diversity: It is very helpful in creativity and innovation among team and create
awareness among the team members. Effective team in any organisation is formed by the
diversity. On the other hand if diversity is not existed in the company then effective team
is not formed in the organisation and various types of the conflict arises between the team
membermembers.
 Communication: The next factor that develop the teamwork is the communication. All
the team members wanted clear and open communication within team. The management
of the company also do the clear- cut communication with staff (Schunk, Meece, and
Pintrich, 2012). If proper communication exists then there will be no conflict arises
between team and management. The team want they comfortably ask anything to the
management and within the group. This all the things led to effective team development.
 Leadership: An effective team is developed when theirthere is should be proper leader
in team. A team can be benefited only when the leader gives them correct guidance and
direction without. Leaders gives various kinds of the support to the team members when
they face any kind of the difficulty. They also measure the performance of the team on
regular basis without and provide measures to increase the performance of team. This all
the things develop the team management.
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 Team building exercises: it is very helpful in building team development. This will be
helpful in effective teamwork. Team building exercises in CAPCO is launched to
increase the performance of team and this include communication, problem solving,
creativity (Furnham, Eracleous and Chamorro-Premuzic, 2009). In team building
exercises various type of the games and management activities are launched. This team
building exercises is also very helpful in improving the relationship, encouraging the
morale and develops understanding within team.
4.3 Impact of the technology on team functioning
Nowadays various kinds of the latest technology is used in CAPCO and put the impact on
the functioning of the team which exists in the organisation. Organisation uses the new
technology by which they increase the profit of the organisation and to gain the competitive
advantage. Like the technology in CAPCO were related to E- mail, mobile phones, computers
groupware computer and all this is very helpful in building the team functioning. By the use of
the computer they do the video conferencing and interact with the team members which are not
in the organisation (Mullins, 2007). E- mailsMails also helps the team member a lot because by it
they can communicate with each other or at any place. They do not want to present physically.
By the use of the mobile phones also they can easily do the communication. This all the
technology is very helpful in increasing and sharing of the knowledge among the team. Capco
also gives personal computers to the employee by which they easily communicate their tasks and
work on the time. This will help the team in increasing various kinds of skills among team
members. By all the technology the team members do not have to present on the same place they
can communicate to each other which when they are on leave and outside of the organisation. It
also gives the team that they do the self serviceself-service among themselves without any kind
of the barrier and problem (Hooke, 2007).
CONCLUSION
After do various kind of the conducting various analysis, ng in the report a a valid
conclusion is drawn. that oOrganisation behaviour is very essential for the CAPCO in order to
know the behaviour of the staff and employee in organisation. This is also very helpful in
achieving the overall success of the business. Organisation structure, culture, leadership style and
nature of the group and group behaviour is very much essential in studying the organisation
15

within CAPCO. From the above report, it can be concluded a conclusion is also drawn that
inthat in order to motivate the employees the manager must know about various kind of the
motivational theory. The study of various kind of the organisational theory and adopting
different management approach is beneficial in knowing the organisation behaviour of CAPCO.
Henceforth, So overall a conclusion is drawn that to enhance the performance and productivity
of employee study of organisation behaviour is very much essential so to enhance the
performance and productivity of employees.
16

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