Business Report: BBC Organisational Culture and GLT Implementation

This business report examines the organisational culture of the British Broadcasting Company (BBC), focusing on the shift from traditional practices to the implementation of Global Leadership Teams (GLT). The report identifies key issues arising from this cultural change, including communication problems, difficulties in adopting new practices, and challenges in managing power dynamics and uncertainty. Using Hofstede's cultural dimensions theory, the analysis explores power distance, uncertainty avoidance, individualism vs. collectivism, masculinity vs. femininity, long-term vs. short-term orientation, and indulgence vs. restraint within the context of the BBC. The report concludes with recommendations for improving organisational culture, such as enhancing communication channels, implementing 360-degree feedback, and using role and power cultures effectively. It suggests training programs, workshops, and the active involvement of all employees to foster a more cohesive and productive work environment, with a focus on both short-term and long-term goals.

Business Report

Table of Contents
INTRODUCTION...........................................................................................................................3
Organisational Culture............................................................................................................3
CONCLUSION................................................................................................................................5
RECOMMENDATIONS.................................................................................................................5
REFERENCES ...............................................................................................................................6

INTRODUCTION
Business report is process for preparing formal document for entity setting which is
written in professional and formal manner (Cadden, Marshall and Cao, 2013). Here, discussion is
about organisational culture which means values and behaviours that contribute psychological
and social environment of entity. It helps in influencing people and their interaction which
represents collective values, principles and beliefs. In this report, case study on British Board
Casting Company (BBC) has been chosen. It was founded on 1822 at London which is public
service broadcaster providing service of radio, television and online. Here, will discuss about
issues where culture change from normal to GLT (Global Leadership Teams) in BBC and
providing them solutions as well as recommendations to get rid of problems. Such issues
decrease productivity and profit of business.
Organisational Culture
Organisational culture refers to assumptions, underlying beliefs, ways of interacting and
value which contributes to psychological and social environment of business (Elo, Benjowsky
and Nummela, 2015). It is a unique style of every organisation that represents collective values
and beliefs for running of business. BBC has faced issue due to change in culture which creates
problems in organisation. On August 20114, new director appointed for business and change
culture plan where audience and customers were kept first and took risk. Before they apply
normal culture and suddenly accepted GLT (Global Leadership Team) culture for smooth
running of business. The issue related with culture are communication, problem in adopting new
culture and controlling problems. It can be explained with Hofstede Theory which is described
below:
Power Distance- BBC has used this culture as it provide power to effective employees in
organisation (Case study – BBC Worldwide, 2015). It creates unequal power distance among
employees which creates demotivation to them for doing work. Under GLT, only skilled and
experienced employees were given opportunity to conduct meeting. This creates issue among
employees working in entity. As every staff working in organisation possess equal right and
power.
Uncertainty Avoidance- When uncertainty occurs in BBC, employees took decision on
their own favour by using of power culture which is not beneficial for them. Through using of

GLT culture, it can avoid uncertainty if there are effective staff working under it. Sometimes,
uncertainty cannot be predicted in business and actual solution cannot be found which creates
problems in running business.
Individualism vs. Collectivism- This means when individual preform task then they
cannot achieve results. Similarly, when work is done is performed in group then goal can be
attained. BBC has faced problem when group work is assigned to staff as they started conflict
because of using their power culture. The following of GLT culture, has faced issues because
every employees thought that they are more skilled and experience and provide solution which is
not accepted by all. Thus this create clashes among staff working in enterprise.
Masculinity vs. Femininity- Masculinity means achievement, rewards and assertiveness
whereas femininity base on modest, cooperation and care (Wang, 2014). In context to BBC, two
cannot exist without each other as work cannot be performed in effective manner. The
introduction of GLT culture rises problems in organisation because during meeting time only
male were given more focus and problems heard but women were not given priority. This creates
issue among each other.
Long Term vs Short Term Orientation- In this some employees focus on short term
orientation while others on long term. It creates problems as organisation need to focus on short
term in order to achieve long term goal and objectives. This type of culture is not suitable for
business. When meeting conducted through out GLT, employees focus on shore term rather than
long term. As in order to achieve goal, staff as well as organisation both should focus on short
and long term goal.
Indulgence vs Restraint- It means measuring happiness where indulgence is fulfilling
basic and human needs in which life is enjoyed and have fun (Pandey, 2012). Here, employees of
BBC perform work according to their need and requirement. It has created issue where important
tasks are not fulfilled. Due to change in culture from normal to GLT, it has faced issues due to
employees and their way of thinking for organisation.
In order to solve such situation, BBC should improve their organisational culture among
their employees. BBC manager should use power culture so that proper guidance can be
provided to employees for better work performance. It can use 360 feedback on leadership
behaviours to support change in culture at organisation. It can arrange workshops in order to
make GLT members to participate actively and accept changes made successfully in their areas.

It can effectively implement Clutch control for process and systems controlling in order to run
business successfully. For their employees, it can use role culture so that every employees know
about duties and responsibilities which need to be performed. Before implementing any change
in organisation, it is very necessary to discuss with their working members and take suggestion
and plan accordingly.
CONCLUSION
From above report it can be concluded that BBC has faced various issues in order to run
their business successfully in terms of organisational culture. In order to solve such issues, it can
use particular methods which is preferred by every individual working in organisation. BBC
need to arrange training and development programmes for their staff. In order to solve culture
issue, it need to use power as well as role culture for running of organisation. Also it need to
build strong relationship with their staff and members working under GLT and taking 360
feedback from their subordinates.
RECOMMENDATIONS
There are some recommendations which are helpful to BBC for running business
effectively. In order to run business in competitive era, it need to improve communication
channel so that productivity and profit can increased. All staff working in organisation should
communicate with each other in proper manner for achievement of goal and objectives. There
are many issues arise because of organisational culture so in order to overcome that it can use
role, power and 360 feedback within business. As BBC has change organisational culture to
GLT for effectiveness of business but it creates issues so it need to be analysed and provide best
solutions.

REFERENCES
Books and Journals
Cadden, T., Marshall, D. and Cao, G., 2013. Opposites attract: organisational culture and supply
chain performance. Supply Chain Management: an international journal. 18(1). pp.86-
103.
Carlström, E. D. and Ekman, I., 2012. Organisational culture and change: implementing person-
centred care. Journal of health organization and management. 26(2). pp.175-191.
Cosgrove, W. J. and Rijsberman, F. R., 2014. World water vision: making water everybody's
business. Routledge.
Elo, M., Benjowsky, C. and Nummela, N., 2015. Intercultural competences and interaction
schemes—Four forces regulating dyadic encounters in international business. Industrial
Marketing Management. 48. pp.38-49.
Pandey, S., 2012. Using popular movies in teaching cross-cultural management. European
Journal of Training and Development. 36(2/3). pp.329-350.
Wang, H., 2014. Nonviolence and education: Cross-cultural pathways. Routledge.
Online
Case study – BBC Worldwide. 2015. [Online]. Available through:
<https://www.cipd.co.uk/Images/landing-transformation-change_2015-case-study-bbc-
worldwide_tcm18-9055.pdf>.