Organizational Behaviour and its Impact

This assignment delves into the core concepts of organizational behaviour, examining influential theories related to motivation, leadership styles, and group dynamics. It explores renowned theories like Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory to understand employee motivation. Different leadership styles, including autocratic, democratic, and laissez-faire, are analyzed for their effectiveness. Furthermore, the assignment discusses formal and informal groups within organizations and highlights factors influencing team effectiveness. Students are expected to demonstrate a comprehensive understanding of these concepts and their practical implications in the workplace.

Organization Behaviour
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Table of Contents
IINTRODUCTION ..............................................................................................................................3
TASK 1.................................................................................................................................................3
1.1 Compare and contrast different organizational structure and cultures .....................................3
1.2 Impact of relationship between organization structure and culture on the performance of Blue
Rubicon ...........................................................................................................................................3
1.3 Factors which influences individual behaviour of Blue Rubicon ............................................4
TASK 2 ................................................................................................................................................5
2.1 Comparison of effectiveness of different leadership styles.......................................................5
2.2 Organisation Theories for support and underpin the different management practices of Blue
Rubicon............................................................................................................................................6
2.3 Different approaches to the management of Blue Rubicon and Mischief PR...........................6
TASK 3 ................................................................................................................................................7
3.1 Impact of different leadership styles on motivations.................................................................7
3.2 Comparison of different motivational theories with the workplace of Blue Rubicon ..............8
3.3 Evaluation of usefulness of motivational theory for managers.................................................8
TASK 4.................................................................................................................................................9
4.1 Explanation of nature of groups and group behaviour .............................................................9
4.2 Factors that may promote or inhibit the development of effective teamwork within Blue
Rubicon............................................................................................................................................9
4.3 Impact of technology on team functioning in Blue Rubicon ..................................................10
CONCLUSION .................................................................................................................................10
REFERENCES...................................................................................................................................11
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IINTRODUCTION
Organization behaviour (OB) is a kind of study of both the individual and group
performance as well as their actions within company. By using this, it is simple to analyse the
behaviour and activities of employees at workplace in various situations (Aquinas, 2006).
Generally, OB is used to develop a more effective business unit and directly apply for the
management of staff members. The purpose of following study on OB is to understand its different
roles and importance within the organizations. Objectives that will cover under the present research
are related to understand the effectiveness of leadership behaviour theory and practice, impact of
organizational structure and culture on company, methods that can used by firm to improve
employee effectiveness so that they can responses on business opportunities etc (Bissell and Dolan,
2012). Along with this, different approaches in organizational decision making will also explain
under the study.
TASK 1
1.1 Compare and contrast different organizational structure and cultures
Blue Rubicon is a public relation company of UK and works as a strategic consultancy for
different reputed companies such as Virgin, Facebook, Coca-Cola etc. It has set some strategic
directions of communication that help its clients to achieve sustainable growth by taking
competitive advantage (French, 2011). Organization structure of Blue Rubicon is flat because there
are few levels of management and whole structure is divided into top, middle and lower level
management. On the other hand, culture of company is role where every single worker has specific
duties and roles. It has minimized the duplication of work and responsibilities at the time of
allocating task.
Mischief PR is a UK base firm where it connects its business clients with the customers. It
has worked with the prestigious companies such as Kellogg's, Virgin Atlantic etc. It has developed
creative business objectives for its clients (McKenna, 2000). Organizational structure of company
is functional because managers need to directly report to the head of firm. Every manager has to
supervise the work of one or more employees. Further, business entity follows power culture
because large organization cannot run by single person decision (Parikh, 2010). With the help of it,
firm is able to take different business decisions by just a small consultations.
1.2 Impact of relationship between organization structure and culture on the performance of Blue
Rubicon
There is a strong relationship between organizational structure as well as culture and it
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directly puts impact on the performance of company. It can be understood by the example of Blue
Rubicon (Ranganayakulu, 2005). The present organizational structure and culture of company has
improved decision making process. It has reduced the duplication of allocating work at the time of
distributing roles and responsibilities to the employees. Less hierarchical level within the company
has decreased the time of taking different decisions. On the other hand, existing organizational
structure and culture of Blue Rubicon have improved the level of task processes (Reddy, 2004).
Working procedures of firm has reinforced with the time which increased the productivity and
effectiveness of employees. Beside this, teamwork has also promoted by present organizational
structure and culture of company. It has built team working spirit among the staff members and it
has led to reduce the timing of solving client’s issues (Carr, 2002). It has also raised the
collaboration in between team members and it has make them able to take better decisions. In
addition to this, it has enhanced communication between the workers as well as management.
Reduced level of communication gap between them has minimized the chances of
misunderstanding. Along with this, it has promoted good working environment at workplace for the
employees of Blue Rubicon (Curtis, 2003). Therefore, it has shown that there is a strong and
positive relationship between organizational structure and culture of company.
1.3 Factors which influences individual behaviour of Blue Rubicon
There are many factors that can influence individual behaviour of Blue Rubicon which are
as follows.
Personality: It can be explained in terms of examining the qualities and attributes of
individual person. Personal characteristics of employees have changed the responses of his or her in
different situations. Blue Rubicon needs to understand that unfavourable environment may impact
the reactions of individuals towards work. If, employees of company try to maintain their
personality, then it will promote new creation at work place.
Perception: Mental capacity of a person to understand things from different perspective is
called perception. In case of Blue Rubicon , it varies from person to person and affects the working
environment of company. So, it is important for the firm to understand the individual perception and
take actions accordingly to maintain good environment.
Attitude: Employees of Blue Rubicon need to carry out positive attitude towards the work
so that more improved and productive services can be easily provided to the business clients.
Conflict, stress and change: If, employees of Blue Rubicon are not able to manage new
changes as well as stress, then it will affect the working style and approaches. It also affects the
individual behaviour of staff members of the company in a negative manner.
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TASK 2
2.1 Comparison of effectiveness of different leadership styles
Comparison between the leadership style for both Blue Rubicon and Mischief PR is as
follows.
Elements Blue Rubicon Mischief PR
Leadership Style Autocratic Style Democratic Style
Reason behind selection Manager of the firm can take
decisions themselves which will
help them in taking right and
appropriate decisions as per the
situation (Hashim and Wok, 2014).
As they have the complete
authority so they can impose their
decisions on the employees for
working properly according to the
objectives of the company. Results
to the growth and success of the
organisation in proper manner
Employee participation in the
decision making process makes
them feel confident and
motivated which results to
improvement in their
performance. It also helps in
boosting the morale and values of
the workers which results to
create friendly and open
environment (Hosie and Smith,
2009).
Advantages It is good and effective for
inexperienced and unmotivated
employees. Quick decision making
which is most useful in emergency
situations (Mutshewa, 2007). It
yields better results at the time of
great speed.
Exchange of ideas results to
enhance skills, knowledge and
abilities. Reduction in labour
turnover and labour absenteeism.
Improved quality of decision
making process (O’Keeffe,
2002). Enhancement in the
human values due to time to time
recommission.
Disadvantages It creates frustration and conflicts
among the employees. Reduction in
the initiatives of the subordinates
Time consuming process. Lack
of employee participation results
to make it less effective.
Consulting with the workers
sometimes leads to make
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decisions against the capabilities
of the leader (O’Rawe, 2001).
2.2 Organisation Theories for support and underpin the different management practices of Blue
Rubicon
Organisational theory is study related to the type and structure of the companies which they
used for solving their problems, increasing their profitability and for meeting their objectives. There
are various types of organisational theories which supports and underpin the different management
practices of the Blue Rubicon (Okurame, 2012). These theories are as follows. Scientific Management Theory: This theory is given by the Taylor for maximizing the
output in minimum input. Blue Rubicon can use this theory for improving the outcomes
within least amount of the resources (Aquinas, 2006). With respect to this theory, firm needs
to divide the work between managers and employees, improves its reward system for
enhancing the performance of the workers, conduct training for them, proper time and team
management (French, 2011). With the help of these management practices, company can
able to achieve its goals and objectives in minimum and proper utilization of the resources.
 Contingency Theory: According to this theory, company needs to try to increase their
performance by minimising the effect of changing environment and internal constraints. It is
most effective theory for the Blue Rubicon as it help it in enhancing its performance which
will result to accomplish the objectives in effective and efficient manner (Parikh, 2010). The
factors which play important role in this theory are size of the organisation, adoption of the
environment, determination of the resources and operation activities. Each management
practice such as leadership, decision making, organisational structure, etc has its
contingency theory (Reddy, 2004). With the help of this theory, Blue Rubicon can improve
its leadership and decision making process.
2.3 Different approaches to the management of Blue Rubicon and Mischief PR
Elements Blue Rubicon Mischief PR
Management Theory Scientific Theory Contingency Theory
Reason behind the
selection
With the help of this theory, it is easy
for the management to train their
employees with the effective division
of work (Curtis, 2003). It also helps
By using this theory, company can
improve its leadership style,
decision making process,
organisational design and its sub
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in time and team management of the
company which will results to proper
cooperation and coordination among
the team members. With the help of
this, firm will able to accomplish its
objectives regarding the consultancy.
systems. This will help the firm in
improving its management
practices for achieving its goals in
best possible manner (Hosie and
Smith, 2009).
Advantages Proper utilisation of the resources.
Regular training to the workers.
Peaceful and harmonious relation
between the mangers and workers.
Reduction in the production cost
(O’Keeffe, 2002).
It helps in identification of the
effective leader. It is flexible
enough to implement in any kind
of situation. Proper expertise and
research results to get effective
results.
Limitations It focuses on individual performance
and divides employees according to
the effective and ineffective working
category.
Inadequate literature. It is a
complex and time consuming
process. It is reactive rather than
proactive (Okurame, 2012).
TASK 3
3.1 Impact of different leadership styles on motivations
Selection of appropriate leadership style increases motivation level of employees in terms of
productivity, effectiveness of working, ability to solve problems and develop new core
competencies. In the case of Blue Rubicon, the impact of different leadership styles on motivation
is as follows.
Impact of democratic leadership style on motivation: The positive impact of the following
leadership style of motivation of workers of Blue Rubicon is increase the participation of
employees, effective utilization of capabilities and skills, able to resolve complex problem and
develop creative and positive environment for work (Rasel, 2013). But the negative impact on
motivation of staff of Blue Rubicon is delay in taking decisions, increase uncertainty of conflicts,
more time consuming and does not give some powers to individual employee for take decisions on
own level.
Impact of autocratic leadership style on motivation: Autocratic leadership styles has motivated the
employees of Blue Rubicon with the help of giving them monetary and non monetary rewards. It
leads to, it has increased the decision making capabilities of staff and develop a good chain of
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command within the workplace (Rasel, 2013). On the other hand, the impact of autocratic
leadership style on motivation of employee's of Blue Rubicon is increase conflict between the staff
members, decreased morale, increase work burden in the organization and it leads to create
misunderstanding between the team members.
3.2 Comparison of different motivational theories with the workplace of Blue Rubicon
Motivation is a very difficult task for the management of every kind of organization. It is
essential for the companies to select appropriate motivation styles to motivate the employees in the
right direction. Comparison of different motivational theories with the workplace of Blue Rubicon
is as follows.
Parameters Maslow's Theory Herzberg's Theory
Meaning Concept is relate to human needs and
satisfaction level.
Based on achievement, opportunities
for growth and recognition of work.
Nature Simple and descriptive.
Required long experience and time to
understand human needs (Akrani,
2011).
It is prescriptive and easy to motivate
the employees.
Easy to identified dissatisfies factors.
Applicability When workers are not getting the basic
needs which start to affect their
performance and productivity.
When some basic motivating needs
are completing by company which are
essential for motivate the employees
(Bissell and Dolan, 2012).
Motivating
factors
Different level of Maslow's hierarchy. Only higher order needs such as
recognition, achievements etc.
3.3 Evaluation of usefulness of motivational theory for managers
Blue Rubicon manager apply Maslow's and Herzberg's motivational theories within the
workplace with the intention of motivating the employees then it will give different benefits to the
company. From the evaluation of both the theories, it has been found that these are very useful for
the organization in the terms of put the employees skills and core competencies into the actions
(Importance of Motivation, 2016). The different motivational theories have build willingness of the
staff members. On the other hand, these have also raised the level of efficiency of employee's in
terms of productivity, performance, develop new skills and learning habits etc. In addition to this,
these have reduced the overall cost of operations of Bule Rubicon by achieve organizational goals.
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It has build a cooperative and coordination between team members (McKenna, 2000).
Maslow's and Herzberg's motivational theories helps Blue Rubicon company to increase the
turnover i.e. increase retention of the employees at lower level. It has leads to develop a stable
workforce within the organization by increase their participation. It will leads to build a good image
of the company in the market which attract new applicants (Chand, 2016).
But there are some limitations of Maslow's and Herzberg's motivational theories for Blue
Rubicon company manager. First is it has slow down the process of change in behaviour of
employees towards accepting new modifications. It has required a lengthy preparation and specific
attention to manager that change (Carr, 2002). Second is, these have increased the distraction in the
employees from the learning and ineffective for long time.
TASK 4
4.1 Explanation of nature of groups and group behaviour
There are two types of groups exist in Blue Rubicon organization: formal and informal
group. Formal groups are created by itself organization with the intention of complete specific work
or a task. It is large in size and its duration depends on the needed time to finish work. Here, the
importance is giving to the position and the relationship between the team members are professional
(Surbhi, 2015). The communication between the staff members and management of Blue Rubicon
are well defined and only in one set direction. In the firm, the formal groups can be command, tasks
forces and committees. The group behaviour of workers of company is governed by rules and
regulations which have already been set by management (Hashim and Wok, 2014).
On the other hand, in the case of informal group, such type of grouping are done by itself
employees of company. But the size of this type of group are small as compare to formal groups.
The relationship between the workers of Blue Rubicon are personal and here the importance gives
to person rather than professional or position (Mutshewa, 2007). The group behaviour of informal
groups are governed by beliefs, norms and values of group people which are varying person to
person. Such type of groups are settled on the basis on common habits, liking, languages, attitudes,
personality, culture etc. These are either friend group or interest group.
4.2 Factors that may promote or inhibit the development of effective teamwork within Blue
Rubicon
Teamwork of Blue Rubicon can be promote or inhibit via different factors which are as
follows.
Group size: It has hard for the company to identified the optimum group size. Small size of groups
are more effective as compare to large ones. Small sized groups helps the organization to take quick
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and good decision (Chand, 2016).
Group norms: These are informal code of conducts and guidelines that are help in execute group
work. With the help of it, the employees are learn those behaviours which are require to perform
specific task. It has increased the effectiveness of team working in terms of improved performance,
develop new interpersonal skills, increase regular presences, more interaction between the team
members, follow different instructions etc.
Group synergy: For meet the objectives of Blue Rubicon, employees have to show collective
performance. It will produce better outcomes in terms of improved productivity (O’Rawe, 2001). It
has promoted development of effective team working by giving various advantages to the company
in terms of advancement in technology, reduce operating cost, increase bargaining power etc.
Group knowledge: Group knowledge of Blue Rubicon has helped in solve the complex problems of
clients. Along with this, team members have increased own knowledge by share the good and bad
experience. It has leads to promote team working within the workplace (Ranganayakulu, 2005).
4.3 Impact of technology on team functioning in Blue Rubicon
Technology advancement has positively affected the functioning of team of Blue Rubicon.
With the help of new and advance technologies has improved the working process and procedures.
It has reduced the time of completion of the tasks and reduced the errors in the work. It has helped
the company to manage the work in more effective manner (Aquinas, 2006). Another hand, by
using new technologies like PPT, displaying video etc, it has easy to train the staff. Along with this,
with the use of new technology devices, a virtual world of learning can be created where the
employees of Blue Rubicon can enhance existing skills and develop new core competencies. On the
other hand, different technologies such as email, phone calls, fax, text massages, video conferencing
etc has develop effective team communication between team members (French, 2011). It has
reduced the unnecessary preparation of paper documentation and miscommunication situations.
Blue Rubicon has operated its business across the world and it that case, the impact of technology
of company is it has easy to build a network where all the branches integrated with each other. The
virtual teams have also created which help the organization to execute the different business
operation without going to the field (Parikh, 2010). So, it has been found that impact of technology
on team functioning of Blue Rubicon company has positive.
CONCLUSION
From the above study, it has been concluded that organization behaviour has a kind of study
that helped the company to understand the behaviour and action of an employee in a particular
conditions. Maslow and Herzberg's motivational theories have helped the Blue Rubicon
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organization managers to motivate the workers. In the firm, there have two formal and informal
groups formed. There are different factors which promoted development of effective teamwork
within the company.
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REFERENCES
Books and Journals
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Curtis, S., 2003. Lies, damned lies and organisational politics. Industrial and Commercial Training.
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French, R., 2011. Organizational Behaviour. John Wiley & Sons.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational behaviour
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Hosie, P. and Smith, R., 2009. A future for organisational behaviour?.European Business Review.
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Mutshewa, A., 2007. A theoretical exploration of information behaviour: a power perspective. Aslib
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O’Keeffe, T., 2002. Organisational learning: a new perspective. Journal of European Industrial
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O’Rawe, M., 2001. Mastering Organisational Behaviour. Leadership & Organization Development
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Okurame, D., 2012. Impact of career growth prospects and formal mentoring on organisational
citizenship behaviour. Leadership & Organization Development Journal. 33(1). pp.66 – 85.
Parikh, 2010. Organisational Behaviour. Tata McGraw-Hill Education.
Ranganayakulu, K., 2005. Organisational Behaviour. Atlantic Publishers & Dist.
Reddy, R., 2004. Organisational Behaviour. APH Publishing.
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effectiveness-in-an-organisation/3490/>. [Assessed on: 29th February, 2016].
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