Organisational Behaviour Analysis: BBC Culture and Team Dynamics

This report provides a comprehensive analysis of the British Broadcasting Corporation's (BBC) organisational behaviour. It begins by identifying and discussing the earlier organisational culture within BBC using Charles Handy's cultural typology, examining how power, role, task, and person cul...Read More

ORGANISATIONAL
BEHAVIOUR

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
Identify and discuss earlier organisational culture within BBC using Handy's cultural typology
................................................................................................................................................1
Analysis, culture power and politics has affected the behaviour within BBC in present and
past..........................................................................................................................................2
TASK 2............................................................................................................................................3
Explain content theory and process theory of motivation......................................................3
Improving the effectiveness of BBC team with the motivational theories............................5
Improved level of motivation helps in achieving organisation goals.....................................6
TASK 3 ...........................................................................................................................................7
Identifying and explaining different types of teams...............................................................7
What makes an effective team in BBC and relating it with Belbin's team roles....................8
TASK 4............................................................................................................................................9
Improving team performance and productivity in BBC with appropriate theory..................9
Effective performance barriers within BBC.........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Organisational behaviour is the study in which people from different groups in the
organisation interact inside and outside with each other to develop business activities more
effectively. It is important for the organisation and employees to set organisation goals and
objectives by human interaction. It helps in understanding the importance of culture, politics and
power on the behaviour of the individual inside different departments of an organisation. The
stated report is based on BBC (British Broadcasting Corporation),that studies the relevant
changes due to the child abuse cases against the news presenters. It was found over the years that
there has been failure in maintaining proper culture, communication and management system of
BBC. The culture issue was the main barrier that it was facing and influencing the effective
performance of BBC. Therefore, it was found that the organisational behaviour impacts on the
brand image and popularity of BBC and also the profitability of the firm.
TASK 1
Identify and discuss earlier organisational culture within BBC using Handy's cultural typology
Charles Handy was one that understood that to have a healthy work culture it is important
to provide employees with good workplace to complete their given task. He has developed four
culture models that relate to Greek gods. They were classified as power culture, role culture, task
culture and person or support culture (Coccia, 2014).
 POWER CULTURE- In this culture the power remained within the hands of few people
and they had the authority to take decisions. They were enjoying the special privilege at
the workplace, they were given importance and were the major decision makers. They
delegated the decisions to other employees and in this type of culture the subordinates do
not have any other options rather than following the orders. They were not allowed to
give ideas and their views and had to follow their managers orders (Kitchin, 2017).
 TASK CULTURE- In this culture organisations are that forms the team to achieve their
targets to resolve critical issues always follows task culture. In these organisations
individuals with same interest and special skills come together to make a team. There are
mostly four to five members in every team, and in such teams every member has to
contribute to achieve the task in the best advanced style.
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 PERSON CULTURE- In these culture employees feels that they have more importance
than the organisation and do their works as per their satisfaction. In this type of culture
individuals are moreover concerned about themselves than the company, due to this the
organisation takes a back-seat and suffers mostly. Employees comes to attain their basic
needs and do not worry about organisation and its culture (Pereira, Pereira and Froese,
2017).
 ROLE CULTURE- In this type of culture employees are given duties and their roles
according to their qualification, skills and abilities to bring the best out of it. In these
techniques employees willingly provide what they can do best for the organisation. Every
employee works for the growth of the organisational benefit and take self-responsibility
for the work assigned to him.
Analysis, culture power and politics has affected the behaviour within BBC in present and past
The work culture of BBC is official in terms of business and the decision-making power
of the organisation is within the management and no employees is concerned in this process.
This was also same in past and in the present as well, they were allowed to do business in the
return of money and no requirement of employees to think about companies’ behaviour (Russo,
Tomei and Santos, 2013). Culture- The objectives and goals of the company become more effective and the culture
of BBC started giving importance to the employee’s beliefs, values and not only thinking
about the targets. In BBC, the work culture that is in trend is that employees concentrates
on their self-goals and leaving behind the organisation goals and objectives. Power- The organisational behaviour is affected because the power remains with the
management itself. The employees then are only focused on achieving their own targets
and not concerned about company’s targets. The employees also not value about the
company and so did the company also did not bother about their employee’s values and
beliefs and was focused on targets and goals.
 Politics- The politics taking place inside the company has and will always make an
impact on the performance of the employees and the organisation as a whole. They adopt
the power culture in BBC and there is a requirement of using role culture in the
organisation so that every employee is defined with their role and responsibility. The
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leadership in BBC need to be effective to improve this work culture to and attain success
(do Carmo Silva and Gomes, 2015.).
Work culture need to be established so that every employee in the organisation is delegated work
according to their specialisation and skills. Management must make its employee feel important
in the organisation and provide opportunities to develop in the company. They work must be
appreciated by the superiors and this will help organisation to grow and motivate employees and
develop healthy work culture.
TASK 2
Explain content theory and process theory of motivation
The process theory of motivation includes the behavioural way of the individual and help
them to fulfil their requirement and needs in the organisation. The theories that are included in
this process are reinforcement, expectancy, equity and goal setting theories. The content theory
of motivation provides reasons for what the motivation is required for an individual and it
includes Herzberg two factor theory and Maslow need hierarchy theory. They give the factors
that affect the motivation level of individual and also involves achievement and power of
individuals.
o Process theory of motivation:
This theory helps in getting the description and analysis of sustaining the individual behaviour
and how it is energized and directed. The theory includes following process:
Reinforcement and goal setting- This theory is based on the operant conditioning of the
individual such as:
.a Positive reinforcement- This includes the situation or personality that enhances
the strength of response and increases the repetition of the behaviour (Miner,
2015).
.b Negative reinforcement- This includes the removal of negative reinforcer that
enhances in taking away something.
.c Punishment- This is the unwanted consequences of the situational behaviour.
o Expectancy and equity theory:
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In this theory, the employees compare their work with other employees in similar work
situations. This suggest that individuals are extremely motivated when treated equally in the
organisation.
Expectancy model shows that how the action and the outcome will be achieved. The individual
has choices to make for completion of the task, whether outcome will occur as performing the
result and whether the outcome will be desirable (Firestone, 2014).
o Content theory of motivation:
This theory is also called as need theory as it is concerned with the factors that motivates the
most.
Maslow's hierarchy of needs- This is widely known as theory of motivation, he has put forward
the ideas of need hierarchy that are based on the five levels. These needs are classified as for
motivation.
Illustration 1: Maslow's hierarchy model
(Source: Maslow Theory of motivation, 2017)
Deficiency needs- These needs are classified as the basic needs for survival and security that
includes Physiological needs, safety needs and social needs.
Growth needs- These needs are classified with the personal growth and to fulfil personal
potential it includes esteem needs and self-actualisation needs (Thornley, Chang and Hall, 2017).
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Herzberg's two factor theory- This theory is mostly given importance at the workplace, this
theory attempts give suggestion to differentiate between the factors that satisfies the employees
and that dissatisfies them.
Job related satisfaction includes:
Achievement
Recognition
Work itself
Responsibility
Advancement
Job related dissatisfaction includes:
Company policy and administration
Supervision
Salary issues
Working conditions
Interpersonal relations at the workplace.
Improving the effectiveness of BBC team with the motivational theories
Improving the effectiveness and work culture within BBC with the help of motivational
theories here are the factors that shows the increased efficiency of the teams:
These theories have successfully taken into consideration the factors of dissatisfaction and
eliminated them they are:
 They have accomplished in fixing their poor policies that were against its work culture.
 Provided effective, supportive and motivating instructor to the team.
 The management has introduced supportive culture in the company for the employees
(Kusurkar, Artino and Ten Cate, 2015).
 Management has ensured to enhance the competitive wages to the employee's
satisfaction.
Theories have developed job satisfaction conditions:
 These theories have managed to create motivational techniques for management and also
give opportunities to the employees for better achievements.
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 They have also managed to delegate advanced and important responsibilities to every
individual.
 Introduced and provided opportunities to individuals for promotions.
 These theories have helped management to know the actual contribution of individual in
the organisation.
Increase in productivity of employee's:
 Motivating employees has given rise to increase in the production rate of the employees.
 Increased the working capacity of teams in the organisation.
 Increase in willingness of employees to work.
 Increase in learning techniques of the employee's.
 Promotion of self-actualisation in the organisation through motivation (Svoboda, Rozek
and Destin, 2016).
 They have successfully developed connection with the management and organisation.
 Actualisation of self-strength and weakness in the organisation and employee's.
Improved level of motivation helps in achieving organisation goals
For every organisation, it is important to motivate their employees so as to increase their
tendency in the achievement of its goals. Sharing values of organisation and including supportive
nature in the work culture will also make employees more focused and help them to understand
their responsibilities effectively and provide support in organisational development. The
motivation also increases the employee's performance in achieving the organisational goals, it is
important to motivate employees so that they can work effectively and also organisation work
culture can be developed. BBC also has many employees that perform their duties to accomplish
the requirement of future and enhance various strategies in the workplace (Mathieu,
Tannenbaum and Alliger, 2015). Moreover, there are few essential points that relate to the
understanding the need of increasing the level of motivation.
 Job satisfaction- Motivating helps in enhancing job satisfaction among the employees and
also in fulfilling their needs and increasing their recognition at the workplace. It is one of
the important factor to increase the employee's effectiveness in achieving the organisation
goals. Providing effective motivation to the employees also encourages their interest in
the organisation and job satisfaction as they are pleased with the workplace environment.
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 Improving productivity- Increasing the level of motivation also increases the production
rate in the organisation that helps in achieving the organisation goals. Individual
contribution in the organisation is also important as they feel motivated that helps them to
work effectively and interest to achieve the organisation goals. Motivating and rewarding
employees in BBC increases the interest of other employees and work effectively that
helps in achievement of organisation goals for the company (Mone and London, 2014).
 Need satisfaction- The perspective of increasing the motivation of employees is that they
work effectively and work to satisfy their needs. It is also essential that employees are
motivated in the direct direction so that they work to satisfy the needs of organisation and
theirs as well.
TASK 3
Identifying and explaining different types of teams
There are various types of teams that exist in BBC and are as follows:
 Informal teams- It includes all the department and the members of every department that
come together to achieve and satisfy their social needs and support at the workplace. It is
adopted by BBC so to gain every employee's interest and ability to work together for the
social purpose. These teams also creates positive work culture and healthy relationship
between the staff members in the organisation (Ruch, Platt and Hofmann, 2016).
 Problem solving teams- These are the task forces that work to resolve the organisation
work based problems. This team concludes members from all the department and it is
cross functional environment. They are selected from the management and have major
responsibility to resolve the problems.
 Virtual teams- Technology has given an impact on how the teams carry out its function.
Collaborative software's and conferencing systems have effectively improved the
worker's ability to meet business needs and it helps them to transfer documents in no time
and take necessary decisions from their locations. BBC also have virtual teams that
operates from different locations and get in touch easily from their position to provide
information (Sugden and Punch, 2014).
 Project teams- These teams are appointed in the organisation for specific task and
projects. For completion of tasks in BBC they effectively appoint members who are
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specialised in accomplishing the various task and responsibilities in the given time. These
teams are developed in the organisation to carry out the specific task and functions. They
have their own significance in the organisation and in BBC they are selected because of
their effectiveness to complete the projects.
What makes an effective team in BBC and relating it with Belbin's team roles
In BBC, they have made their work culture more effective where employees are given
opportunities to stand up and talk freely and raise their questions. The company promotes to
develop an environment where employees are encouraged and are most welcomed to give their
ideas and any issues relating to the work and these problems are heard and also effectively
addressed. Employees feel motivated by the techniques that the company implements their ideas
and they engage employee's in the decision-making process and verbalize their reports and also
presenting them in effective manner (Zhang, Yang and Hasna, 2014). BBC has implemented
techniques that are essential to develop an effective team and also respect every employee's
diversity in the work environment. To work in a team effectively they work nationally over
boundaries and also share their information and ideas to improve and generate for their
audiences.
Belbin's team roles-
 Resource investigator- In BBC employees develop their opportunities and also generate
contacts outside and use their wondering nature in exploring ideas and also discuss it with
their teams.
 Team worker- In BBC they all help each other to grow and develop their abilities, they
acquire their knowledge to identify the work to be completed and also do it on the behalf
of every team member. They make an effort to hear the issues and problems of each other
and are also very cooperative to help every member in the organisation (Hutchinson,
Mack and Plastow, 2015).
 Co-ordinator- They also delegate the work by identifying the most deserving and with
the abilities to complete it effectively. They also work in teams and focus on the
objectives of whole team rather than focusing on individual work.
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 Monitor Evaluator- They are enthusiastic in terms of completing the work and makes an
effort to give the best logical reasons for the issues and are impartial in team work and in
making judgements.
TASK 4
Improving team performance and productivity in BBC with appropriate theory
To improve the team performance and productivity in BBC, it can be done by applying
different leadership theories that allows every member of the organisation in completing the
given task in the given time period. They can improve their performance by applying Path-Goal
model that is based on applying a leadership style or behaviour that is most suitable for the
employee's. This theory helps in motivating the employee's, providing employment, and job
satisfaction so that they can increase their performance and productivity in the organisation.
Illustration 2: Path goal theory
(Source: Kandel and et. al., 2013)
It is also based on Vroom's expectancy theory that gives an image that every individual will act
in a particular manner that gives an outcome based on the individual’s effectiveness (Kalliath
and Kalliath, 2014). It is also known as by the leader's action that he selects for the employees
and is the best suitable for them to increase their performance by counselling their requirements
and working environment. BBC can use this theory that will help them to enhance the
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performance of the employees by evaluating the conditions and choosing the best suitable
behaviour and motivating them and directing them so that they can achieve the organisation
goals and enhance their ability to work efficaciously in a team (Kandel, and et. al., 2013).
Employees can also explain their mentors about their requirements and increase their capabilities
to motivate them so that they can work effectively and ensure to achieve the desirable structure
objectives.
Effective performance barriers within BBC
Effective performance barrier in BBC is the key competitive operation that will keep its
performance to decline in the business environment. The barriers that would make it impossible
to perform effectively.
The structure of BBC is that it generates new ideas to delegate the work to its employees
with effectiveness and systematically. This can be demotivating for the employees in the
organisation and their performance can be affected with this process. It is not in symmetrical as
in the organisation employees are kept free and have their rights to give their suggestions and
creative ideas in the particular situation and programs (Krzyzanowski, 2016).
Communication barrier is also a factor that can affect the performance of the employees
in the company. It can fail when the sender's message is not clear and does not reach the other
person effectively or he is not able to understand the message, it can be through technical default
and enable to understand by the receiver. Team work can also be a barrier where employees have
to work in teams and complete the given task assigned to them. Sharing of ideas and giving
direction to complete the task with the help of these ideas and work effectively and if they are
not able to understand the effectiveness of work may create problems and employee’s
performance can be effective.
CONCLUSION
It is concluded from the above that BBC is a worldwide organisation and employees in
the company are free to provide their ideas and thoughts. Employee's here work together by
trusting each other and BBC work culture makes it possible that their tasks are completed
ethically and with trust. They have successfully maintained their trust in their audience and also
keep their needs in first priority. They try to work effectively and provide quality services in
return of their investment. The work culture in BBC is effective and they believe in producing
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with more creativity in their every work. They respect to their colleagues work and to them as
well. They enhance their employee’s performance by motivating them to produce more quality
work and gives them opportunities to speak if something is not right. They believe that great
things do happen when they work together and maintain each and every individual as one.
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