BBC Organisational Behaviour: Analysis of Culture, Power & Motivation

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List of Tables
Table 1: Task v/s Relationship Leadership....................................................................................15
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List of Figures
Figure 1: Charles Handy’s Cultural Theory....................................................................................4
Figure 2: French and Ravens Power Theory...................................................................................6
Figure 3: Alderfer ERG Theory.......................................................................................................9
Figure 4: Maslow Hierarchy Theory............................................................................................. 10
Figure 5: Vroom Expectancy Theory............................................................................................11
Figure 6: Lotham and Locke Theory............................................................................................. 11
Figure 7: Goleman Emotional Intelligence Theory.......................................................................13
Figure 8: Tuckman Team Development Theory...........................................................................16
Figure 9: Belbin Team Role Theory.............................................................................................. 18
Figure 10: Path-Goal Theory......................................................................................................... 20
Figure 11: Positive and Negative Aspects of Path-Goal Theory of BBC......................................22
3

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INTRODUCTION
Organisational Behaviour (OB) is the study of the human behaviour in the organisational roles
and is concerned with the understanding, influencing and predicting the behaviour of an
individual within an organisation (Kitchin, 2017). A case study of British Broadcasting
Corporation (BBC) has been taken into consideration so as to understand the concept of OB.
BBC is one of the oldest and largest broadcasting companies in the world which provides world-
class contents for informing, educating and entertaining its younger audience (Newbert and
Craig, 2017). The given study is based on OB and aims to describe the influence of the politics,
culture and the power within BBC and the behaviours of its people. Besides, there would be
further discussion on different teams, team dynamics and different aspects involved in the
business of the BBC.
4

Task1
P1 ANALYSIS OF THE INFLUENCE OF CULTURE, POLITICS AND
POWER ON THE BEHAVIOUR OF EMPLOYEES IN BBC
Organisational culture consists of different tools which define the beliefs, behaviours and values
of an employee so as to bring improvement in its productivity. Moreover, the organisation must
take into account this changing pattern of culture so as to help the employees to accomplish the
objectives clearly. In order to evaluate this, the impact of culture, politics and power would be
the employee's behaviour on BBC would be evaluated to a certain extent (Lewis and Cushion,
2017). In the companies like the BBC, it helps in maintaining a healthy culture for better
working of the employees in its environment.
Classification of Culture
The culture for any organisation could be classified using Charles Handy Method which
describes four type of culture:
Figure 1: Charles Handy’s Cultural Theory
Source: [Schroeder, 2018]
Power Culture:
This type of culture is utilised where the power to manage the employees is under full control of
a leader and guides them to get a significant result. BBC used such type of culture to create a
healthy environment where the employees would feel motivated due to fewer rules and provide
their feedback to the leader who then takes quick decisions for the welfare of the company
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(Newbert and Craig, 2017). The flipside of such culture is that the leader develops little
disrespect towards the employees of the given organisation.
Role Culture:
This type of culture is used where specific employees perform multi-tasking by playing different
roles altogether in an organisation. BBC uses this culture so as to have a positive influence on the
company and helps them to create a sense of responsibility for the employee performing different
roles. Its drawbacks are that they take much time to recognise the need for change (Silva and
Gomes, 2015).
Person Culture:
It implies that there are employees with a different cultural background working together in an
organisation to achieve a single main goal. BBC has employees coming from different cultures
and all work together to fulfil the company's objectives and enhance their career growth. In this
type of culture, employees are difficult to manage and the organisation has little influence on
them (Kitchin, 2017).
Task Culture
The task culture is used for searching some specific solutions occurring during the
implementation of the project within an organisation. A proper team would be required by BBC
to achieve their objectives so as to attain their common goals (Gordon, et al. 2016).
So, it could be said that BBC largely opts for task culture as it minimises the misuse of power by
employees and allows them to quickly change themselves as per the organisational requirement
and find appropriate solutions for every issue.
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Classification of Power
French and Ravens Theory
Figure 2: French and Ravens Power Theory
Source: [Chae, et al. 2017]
This theory implies a significant impact on the behaviour of the individual as well as the team in
the organisation such as BBC which is explained by:
Reward Power: In BBC, this power is used to provide rewards to the employees for their
valuable contribution to the company (Wood, 2014).
Expert Power: BBC used it by employing an expert who handles the project planning and the
makes different management strategies so as to help the company to get a respectable position in
the market.
Legitimate Power: BBC utilises it by hiring an individual who takes decisions and helps the
company to achieve its goals and increase its growth prospects.
Coercive Power: This is utilised by the BBC to punish and charge penalties against those
employees who are unable to perform their task efficiently (Savage, et al. 2018).
Referent Power: The individuals with extraordinary qualities are allotted powers with which
they can perform task excellently in BBC.
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Classification of Politics
In order to understand political behaviour, Chanlat characteristics related to the political
behaviour is explained. It states that politics is the use of power in influencing the decision
making the process so as to achieve the objectives (Eisenstadt, 2017). The political behaviour
could be explained by:
Personal Characteristics: In BBC, it is utilised by those leaders who consider themselves as a
champion and are motivated by personal values and influence others to work passionately. This
commitment is shown in the new corporate strategy, redesigning if the work and change in the
organisational culture of BBC.
Decision Characteristics: They are of two types namely structured and unstructured. The BBC
utilises unstructured behaviour as it requires fewer rules to be followed and thus results in fewer
conflicts. Moreover, the manager of the company using this characteristic could carefully plan
the strategies which would help them to win the support of the employees (Wood, 2014).
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M1 CRITICAL ANALYSIS OF THE INFLUENCE OF THE CULTURE,
POLITICS AND POWER OF ON THE INDIVIDUAL AND TEAM
BEHAVIOUR AND PERFORMANCE IN BBC
Influence of Culture
There has been a significant impact of culture in the working of BBC as an efficient work culture
would help the employees to work as per their capacity and helps in attainment of goals and
objectives of BBC in an efficient and effective way. Moreover, it would also help in providing
satisfaction to the employees so that it would help the company to bring a reduction in
employees’ turnover (Menke, et al. 2018).
Influence of Politics
The working of the BBC is affected by various government policies, negotiations, diplomacy and
public affairs which result in either increased or the decreased power of some individuals. With
the support from the government, the BBC is able to provide a good business environment for its
employees. These further have enhanced their performance, attitude and individual behaviour
with the changing political environment of the BBC (Steel, et al. 2018).
Influence of Power
The influence of power has helped the individual to accomplish the tasks of the BBC in a
significant way. In order to check the changing behaviour and attitude of the employees, BCC
utilizes the services of rewards power techniques so that there would be no impact on the growth
of the company. The performance of the team and behaviour is enhanced by the BBC leaders by
their powers and skills (Mazanec, et al. 2015).
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TASK 2
P2: INFLUENCE OF CONTENT AND PROCESS THEORIES OF
MOTIVATION TO BRING IMPROVEMENT IN THE EFFECTIVENESS
IN THE TEAMS WITHIN THE BBC
The individual is motivated via intrinsic and extrinsic motivation. Intrinsic motivation signifies
the working of the employees to achieve their goals effectively and get rewards. Extrinsic
motivation implies that the employees accomplish a definite task and achieve their objectives in
order to avoid penalties (Eklöf and Knekta, 2017). Various motivational theories (content and
process-based theories) are utilised for employees’ welfare so as to achieve the goals of the
organisation in an efficient way. These theories are concerned with the needs and demand of the
individuals and try to improve their satisfaction level and hence their working capability. There
are different types of content based theories which are explained below:
Alderfer ERG Theory
Figure 3: Alderfer ERG Theory
Source: [Kuppuswamy, et al. 2017]
Alderfer ERG theory helps the BBC to provide satisfaction for the present needs of the
employees in an effective way. The relationship between the growth needs and the relationship
constitutes the understanding so as to fulfil the specific objectives of the employees. BBC
believes that the present needs of the employees are fulfilled; they would be less tensed and
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frustrated and would then work for their best to achieve the significant results (Alshmemri, et al.
2017).
Maslow Hierarchy Theory of Needs
Figure 4: Maslow Hierarchy Theory
Source: [Vassileva, 2012]
The first phase of this theory is providing satisfaction to the basic or psychological needs of the
employees such as food, water, a shelter. In the second level, the safety needs of the employees
related to the personal belonging as well as for health and property are satisfied. At the third
level, it satisfies its needs related to love, friendship and belongings. The fourth level helps in
providing satisfaction for their self-respect. The last level is the satisfaction of the self-
actualisation which represents the highest level of needs (Robertson, 2016).
BBC utilises this theory to motivate its employees so that they would bring improvement in their
quality of work and performance within the company. With the fulfilment of basic needs,
employees then opt for fulfilling a higher level of needs as per the Maslow theory.
Process-based motivation theories are as follows:
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Vroom’s Expectancy Theory
Figure 5: Vroom Expectancy Theory
Source: [Kiatkawsin and Han, 2017]
This theory assumes that the behaviour of an individual result from their conscious choices such
as expectation, instrumentality and valence so as to minimise the pain and maximise the
pleasure. As per the expectancy, the employees believe that if the right resources and skills are
provided to them they would be able to enhance their performance. As per the instrumentality,
employees believe that their good performance would help them to get good rewards. The
valence step would enhance the sense of responsibilities among the employees towards the
reward for their good attitude. Thus this theory would help the employees to increase the
satisfaction level among the BBC’s employees and allow them to work for their best (Lazaroiu,
2015).
Latham's and Locke Theory
Figure 6: Lotham and Locke Theory
Source: [Serrat, 2017]
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This theory states that employees who aim to achieve difficult goals are more likely to
accomplish it effectively than their counterparts. According to this theory, the employees of the
BBC can easily set their individual goals that result in their increased motivation. However, if
the employees who achieved those tasks which have been proved to be difficult to achieve by
other employees, they are rewarded and results in their promotion (Latham, et al. 2018).
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M2: CRITICALLY EVALUATION OF THE INFLUENCE OF THE
BEHAVIOUR OF OTHERS THROUGH THE EFFECTIVE APPLICATION
OF BEHAVIOURAL MOTIVATIONAL THEORIES, CONCEPTS AND
MODELS
Emotional Intelligence and the importance of soft skills for team and managers
Emotional Intelligence (EI)
EI is the ability of an individual to understand the emotions and ideas of other people and
implement it to have a substantial effect on that individual. According to Goleman EI theory, EI
is based on five elements which are; motivation, self-awareness, self-motivation, empathy and
social skills (Serrat, 2017). These elements with their importance for BBC have been shown
below:
Figure 7: Goleman Emotional Intelligence Theory
Source: [Serrat, 2017]
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The employee relationship is properly managed in BBC by utilising this theory which has a
significant and positive impact to understand the behaviour of their employees in an effective
manner.
The importance of soft skills for managers and teams
It could be explained as follows:
 Building effective communication skills
 Development of leadership capability to inspire the people (Yukl, 2011)
 Influencing the people to achieve the goals efficiently
The managers, as well as teams of the BBC, possess excellent soft skills which allow them to
interact in a convenient manner both at professional and personal level.
Task v/s Relationship Leadership
The relationship between task and relationship leadership theories affects the behaviour of the
employees in BBC in a substantial manner which could be explained as follows:
Table 1: Task v/s Relationship Leadership
By utilising different motivational theories, employees in the BBC would be able to handle all
drastic circumstances and would tackle them so as to arrive at positive a conclusion that is the
accomplishment of goals in an efficient manner. When the needs of the employees are achieved,
they are filled with confidence which would then allow them to go for accomplishing further
objectives steadily and with great enthusiasm. Thus with the satisfaction of the employees at the
professional as well as personal level, the BBC was able to achieve its objectives.
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TASK 3
P3 IDENTIFICATION OF TEAM AND ITS TYPES AND ITS
IMPORTANCE WITHIN BBC
There are different types of organisational teams which play a significant role in an organisation.
These teams help an organisation to increase creative thinking and problem-solving ability in
order to efficiently accomplish their objectives. It helps the organisation to business goals in the
desired manner. The types of the teams are:
Functional Team
This team have employees which are working in a particular organisation within a given
enterprise. The main objective of such a team is to accomplish the goals and objectives of the as
outlined by the company (Yukl, 2011). For example, the content development team of BBC
represent that news which is able to reach the viewers and enhance the public interest and thus
achieve its objectives.
Problem-Solving Teams
These teams focus on solving issues which are found while working in an organisation. During
the financial crisis faced by the BBC in 1984, several organisations with the help of government
prepared some problem-solving teams. The guidelines prepared by the government helped the
company to overcome the impact of crisis excellently (Gupta, et al. 2017).
Virtual Teams
They are those teams which work from anywhere except office and communicate with the
manager using digital mode so as to enhance the skills in any given organisation. With the arrival
of digital media, BBC could use this service to allow the employee to work at distant places
without coming to office (Levi, 2014). This helps in promoting the community practices among
the team and beyond the organisation.
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APPLYING GROUP DEVELOPMENT THEORIES TO FIND EFFECTIVE TEAMS IN
BBC
Tuckman Team Development Theory
Figure 8: Tuckman Team Development Theory
Source: [Northouse, 2018]
This theory increases the dynamics of cooperation among the employees within an organisation.
This would then result in an increase in team development which in turn helps in creating a sense
of responsibility among them. In order to reorganize the BBC and its division of work, the
different stages of the team development can be utilised which are as follows:
Forming
In this stage, BBC achieves its objectives by establishing a good communication with their
teams. In this stage, a leader plays a central role.
Storming
In this stage, there is a role and responsibility for each team members which would help the BBC
to complete their task and achieve the results as it was expected. This stage comprises conflict
among team members. However, it also results in the formation of strong bonding with each
other after completion of the task in an effective manner (Zoogah, et al. 2015).
Norming
In this stage, a sense of trust has been established among the team members which would help
them to support the team and provide a positive environment in BBC.
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Performing
In this stage, there has been an enhancement of performance among team employees so that they
would be able to achieve their objectives easily. Thus increased performance would result in an
increase in motivation and sense of responsibility among them. This would, in turn, help them to
repeat their performance in future in order to accomplish the projects in BBC in an effective way
(Fiore and Georganta, 2017).
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M3: ANALYSE GROUP DEVELOPMENT THEORY TO SUPPORT THE
DEVELOPMENT OF DYNAMIC COOPERATION IN BBC
Belbin Team Role Theory
Figure 9: Belbin Team Role Theory
Source: [Mathieu, et al. 2015]
Belbin’s team roles have different team roles which help an organisation like BBC to form an
effective team. These roles are as follows:
Action Oriented Roles
It includes:
Shaper: They help in providing challenges to team members so that they could bring
improvement in their work.
Implementer: They provide new innovative ideas which would be utilised by converting it into
action so as to reach the objectives and goals as per the mission of the organisation
Complete finisher: They ensure timely collection of the task in an efficient manner (Belbin,
2014)
People Oriented Roles
It includes:
Coordinator: They act as a coordinator and helps in assisting the employees in their work
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Team worker: They encourage the employees to work as a team and increase cooperation
among them
Resource Investigator: They explores opportunities and utilise it into the completion of the
goals via employees
Thought Oriented Roles
It includes:
Plant: They present new ideas and approaches and help the team to achieve its objectives clearly
Monitor Evaluator: They analyse different options available for completion of the tasks in a
suitable manner
Specialist: They help in the provision of specialized skills (Mathieu, et al. 2015).
Benefits of Belbin Team theory to BBC are:
 A better solution to mitigate the issues in an organisation
 Managing work quality by effectively holding the team together
Thus utilising Belbin Theory, BBC would be able to achieve dynamic cooperation due to good
coordination among employees and management, providing better communication network
between them and finding quick solutions to minimise the impact of issues in accomplishing the
goals. Therefore, the BBC has been able to achieve its objectives and enhance its growth.
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TASK 4
P4: APPLY CONCEPTS AND PHILOSOPHIES OF OB WITHIN AN
ORGANISATIONAL CONTEXT AND A GIVEN BUSINESS SITUATION
The working structure of the BBC focuses on enhancing its products to bring improvement in its
performance. So in order to bring more improvement in performance and productivity of the
BBC, the theory to illustrate this is:
PATH-GOAL THEORY:
Figure 10: Path-Goal Theory
Source: [Dinh, et al. 2014]
The path-goal theory brings out an important train from the leader which would help them to
bring improvement in the working environment as well as the behaviour of employees within an
organisation. Furthermore, it helps them to identify certain characteristics from the employees
through their leadership style so that they would be able to accomplish the given objectives in an
effective and efficient way. There are four path goal types of leader’s behaviour such as
directive, supportive, participative and achievement.
21

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According to a case study of the BBC, its leaders are supporting a path-goal theory so as to find
out some specific characteristics from among the employees so as to enhance their proficiency
and guide them to achieve their objectives in a significant manner. The necessary procedures are
provided by the leaders of the teams to face the different problems and overcome them by
accepting challenges and thus accomplish the work effectively.
MAIN BARRIERS TO EFFECTIVE PERFORMANCE WITHIN BBC
There are different barriers which affect the performance in the BBC. These are:
Reward System
BBC provides rewards and other benefits for those employees doing an exceptional performance.
However, it might happen that some may feel de-motivated for not getting these rewards which
would then lead to lower performance affecting the team as well as organisation badly.
Work-Life Balance
The employees have to work more and during peak season, they have to work even during night
time. In such cases, there has been an increase in cases of stress and depression as employees are
unable to have their work-life balance and thus results to the downfall of their performance
(Ghobadi and Mathiassen, 2016).
Ineffective Communication
If there is not a proper channel of communication between employees and management, it would
significantly affect the working within BBC and might halt results in its growth to come to
standstill.
Compensation Package
It is the received by the employees in lieu of the services they have given to the given
organisation. It helps in bringing improvement in their financial level and fulfils their needs.
However, due to some policies, there is a restriction in paying off salaries which might impact
the performance of employees and thus affects the growth and performance of the organisation
(Sinelnikov, et al. 2015).
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M4: INFORMING AND INFLUENCING EMPLOYEES BEHAVIOUR IN
POSITIVE AND NEGATIVE WAYS THROUGH PATH-GOAL THEORY
Figure 11: Positive and Negative Aspects of Path-Goal Theory of BBC
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CONCLUSION
The study had proved that there has been the significant importance of behaviour practices which
could either positively or negatively have an impact on the working of organisations such as
BBC. There had been different concepts, models and philosophies of the organisation behaviour
which have been found to be beneficial for increasing the growth within the BBC. Effective
working and motivating the employees had found to be helping BBC in managing its daily
activities. The study configured the approaches that are made to enhance the efficiency, accuracy
and productivity in the BBC's business. Thus the study had proved that BBC had been able to
satisfy the needs and aspirations of its employees so that they would be able to achieve the goals
and objectives as prescribed by the BBC effectively.
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