Culture & Motivation Analysis: A Case Study of Chapel House PZ

This report provides an in-depth analysis of organizational culture and employee motivation within Chapel House PZ, Penzance, a UK-based hotel. It explores various organizational cultures such as power, role, task, and person cultures, and applies Hofstede's cultural dimensions to understand the company's approach to power distance, individualism, masculinity, uncertainty avoidance, long-term orientation, and indulgence. The report also examines motivational theories, including Maslow's hierarchy of needs, Alderfer's ERG theory, and Vroom's expectancy theory, to assess how Chapel House PZ motivates its employees. The analysis emphasizes the impact of organizational culture and motivation on employee behavior and performance, highlighting the importance of a positive culture and effective motivational strategies for achieving organizational goals and maintaining a competitive advantage. The report concludes that by implementing motivational theories, organizations can positively influence behavior and improve overall performance.

Organization behavior
Introduction
The report will highlight the overall concept of culture and motivation. It is important to
maintain the culture of the organization so that it can be easy to boost the overall productivity

Chapel House PZ, Penzance
level of the employees in the competitive market. The company which will be selected for the
task is Chapel House PZ, Penzance . So, the overall discussion will be made by the taking
Chapel House PZ, Penzance into consideration for this paper.
Chapel House PZ, Penzance Company
Chapel House PZ, Penzance is one of the companies of hotel sector. The company is situated
UK. The detail of the company is related to elegant lodging in Georgian townhouse. The rooms
of the company are airy with the sea view. It is analyzed that company emphasizes on
maintaining the culture of the company so that it can be easy for the employees to efficiently
manage the overall activities of the company. Also, motivation can help to boost the overall
productivity in the competitive market and it is considered by the company so that competitive
advantage can be maintained.
Organizational cultures
Power culture
It can be seen that there are various organizational culture. The first culture of the organization is
related to Power culture. In this, it can be seen that there are few rules and regulations in the
power culture. The workers of the company are judged by what they attain and that how they
manage the overall activities. One of the major consequences of this can be related to the quick
decision and also the decisions cannot be best for the long term interest of the company. It can
be seen that power culture is concerned with strong culture (Alvesson and Sveningsson, 2015).
Role culture
The next type of the culture is related with role culture in which it has been seen that it is based
on the entire rules. They are managed and controlled in the workplace and also it focuses on the
roles and responsibilities. The power in relation to the role culture is related with the position of
the person in relation to the structure of the organization. Role culture is created on the overall
structure of the organization which can be tall and have the long chain of command. Also, it can
be slow and the company does not take any risks. The overall culture of the company is
bureaucratic. In role culture, it can be seen that people have proper authority delegated with the
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highly focused structure. There is hierarchical bureaucracy and also the power derives from the
position of the individual. In this culture there is little scope present in the expert power.
Task culture
It can be seen that task culture forms when teams in the workplace are made to focus on the
specific issues. The main task is essential but the power can be shifted depending on the overall
combination of the team members. In task culture it can be seen that teams are made to resolve
the issues which are specific. The power derives from the expertise as long as the team needs the
expertise. There is no single power in the workplace and also matrix organization is followed.
Team also creates own objectives which can have risk involved in the overall process (Alvesson,
2016).
Person culture
In this structure it can be seen that people believes in themselves to be superior to the company
and also the business can full of the individuals with training and backgrounds. There are
common in companies of the professionals like accountants and lawyers. The power also lies in
the group of people as it can help in accomplishing the overall goals and objectives in the
competitive market (Driskill, 2018).
Hofstede’s culture
Power distance index (High v/s Low)
In this it can be seen that if there is high PDI score, then society can accept an unequal
hierarchical distribution power. The low PDI is related with the share of the power and also it is
widely dispersed. In Chapel House PZ, Penzance, there is low PDI as there is flatter
organization. The supervisors and employees are also considered as equals. They can suggest the
top management to take the right step so that activities can be managed effectively.
Individualism versus Collectivism
It is related with the strength of the ties that people have for others. It has been seen that IDV
score show the weak interpersonal connection between those who are the part of the family. In
Chapel House PZ, Penzance, there is low IDV as the focus is given on building the skills and
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also to be trained in something. In this people work for intrinsic rewards and also emphasize is
given on maintaining harmony among the group members which overrides the moral issues.
Masculinity versus femininity
This is related with distribution of roles between the women and men. The role of men and
women overlap less and also the men want to behave in assertively. In this sector there is no
distribution of work. Women and male work with own responsibilities and duties. In this there
are low MAS, as people are relationship oriented and also focus on maintaining the quality of
life.
Uncertainty avoidance index
In this focus is given on minimizing up with the anxiety. In this there is low UAI as the company
focuses on accepting the new change and also considers innovation. They are more inclined
towards the open ended learning (Minkov, 2018).
Long term orientation and short term orientation
In this the focus is given on time horizon of the people in the society. In this the focus is given on
short orientation as people have strong convictions and also the focus is given on values and
rights.
Indulgence versus Restraint
The sixth step is related with gratification of own drives. In this it has been seen that there is
high score of IVR as people focuses on their emotions and drives (Minkov, 2018).
Motivational theories
There are various motivational theories that are considered by the company in the competitive
market. It has been seen that without motivation it will not be possible to accomplish the desired
goals and objectives in the competitive market. The motivational theories are Maslow hierarchy
of needs and Alderfer ERG theory.
It can be seen that without motivation it will not be possible to accomplish the desire set of goals
and objectives. Motivation is the best concepts that can help to boost the overall motivation level
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of the employees in the workplace. It is important for the company to focus on the motivating the
employees so that it can be easy to achieve the set targets and goals in the competitive market.
There are various motivational theories that should be considered by the company so that it can
be easy to boost the overall growth of the employees in the market.
The first motivational theory that is considered by Chapel House PZ, Penzance is Maslow
hierarchy of needs. It is important for the company to manage the overall needs of the employees
so that it can be simple to boost the overall productivity level of the employees in the
competitive market. In this the focus is given on various stages. Like the first stage is related
with physiological needs that should be considered so that it can be easy for the employees to
give their best towards the overall operations of the company. The second stage is related with
safety needs that focus on security of the employees and also it is necessary as it can help to
attain more profits in the competitive market. The third stage is related with belongingness and
love needs that should be there so that trust can be maintained in the competitive market. It is
important for the employees to maintain trust in the workplace as it can help in boosting the
overall working structure of the employees in the competitive market (Bolman and Deal, 2017).
Esteem need is the next stage that focuses on the prestige and feeling of accomplishment. It is
necessary for the company to maintain prestige of the employees so that it can be simple in
accomplishing the desired goals. The last stage is related with self-actualization needs that can
help in enhancing the potential of the employees in the workplace.
The next theory is related with Alderfer ERG theory that should be there so that it can be easy to
enhance the motivation factor of the employees in the competitive market. The first is existence
needs that focus on the basic needs and it is important as it can help in maximizing the
satisfaction level of the employees.
In Chapel House PZ, Penzance , the company focuses on the Maslow hierarchy of needs that
should be there so that it can be easy to satisfy the basic needs of the employees in the
competitive market. Chapel House PZ, Penzance also focuses on satisfying the needs of the
employees as it can help in motivating the employees to give their best towards the overall goals
in the market. The incentive policy is offered to the employees so that it can be simple to satisfy
basic needs of the employees in the competitive market. It is the best strategy that is considered
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Chapel House PZ, Penzance
by the company and it helps to boost the overall confidence level in the competitive market
(Elsbach and Stigliani, 2018).
VROOM Theory
This theory focuses on the overall motivation of the employees and it is the overall outcome of
the requirement of rewards by the employees. In this the company has the expectancy of the
boosting the overall performance in the workplace. In this the performance of the employees is
related with the overall factors of the individual like personality, skills and experience.
Also, the instrumentality is one of the factors that emphasize on the overall valued outcome that
will be attained. In this the focus is given on proper relation between the performance and
outcome. Trust in the people is also one of the factors that will be considered to take the
decision. In the hotel sector, trust between the employees is important so that it can be easy to
attain positive outcome in the competitive market. Also this theory emphasizes on the overall
perception of the employees which is important to be maintained so that positive outcome can be
attained in the market (Miner, 2015).
It has been seen that organizational culture impacts the overall behavior and performance of the
company. If the culture of the organization is positive then it can help in generating positive
behavior and also it boosts the overall performance of the employees in the competitive market.
Also motivation is the important factor that can help in boosting the overall performance level of
the employees in the competitive market. It is seen that motivation brings modification in the
overall behavior of the employees. It can be seen that performance is also one of the factor that
can help to manage the overall performance of the employees. As through motivation the
employees feel good and happy and also it is the best way that can help to improving the overall
quality of the company (Hogan and Coote, 2014).
Role of motivational theories in influencing behaviors and performance
Organizations implement motivational theories to determine the key factors which affect the
behaviour of employees. These factors either positively or negatively influence the performance
of employees in the workplace which affects the performance of the entire company (Skudiene
and Auruskeviciene, 2012). Therefore, corporations rely on these theories to ensure that they
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positively influence the behavior of their employees. Maslow hierarchy of needs theory evaluates
various needs of employees are necessary to be determined by the company to ensure that they
are motivated to achieve their targets. The corporation is able to improve the team morale by
relying on motivational theories to ensure that they work towards achieving common
organizational goals. Organization behavior policies also assist in increasing motivating among
employees by positively influence their attitude towards their job. For instance, Maslow
hierarchy of needs theory is used by Chapel House PZ, Penzance in order to evaluate the needs
of its employees operating in different levels of the enterprise and the company implements
policies to fulfil those needs. It increases job satisfaction level among employees, and they are
more likely to be dedicated towards their work (Cao et al., 2013). Employees who receive
appropriate motivation from their top-level management are more likely to spread positivity in
the workplace which creates an organisational culture of support. Employees prefer to interact
with others in the workplace, and it promotes employee engagement which is a key factor that
contributes to the success of the company. Herzberg’s two-factor theory is a good example; this
theory defines two types of factors which influence job satisfaction and dissatisfaction of
employees.
Based on these factors, the company can ensure that employees are not dissatisfied with their
job; however, it did not mean that their productivity will be increased (Ghazi, Shahzada and
Khan, 2013). In order to increase their productivity and performance of the organization, it is
important the company provides key factors which contribute to their job satisfaction such as
recognition, appropriation, personal development and the work itself. In case the employees have
a negative workplace environment due to lack of motivation, then it is more likely that conflict
will arise between employees and the management and it hinders the performance of everyone.
The corporations have to understand that positive behavior of employees is a key to increasing
their growth as well because, without support from the workers, it is difficult for the company to
manage its operations in effective manner. The use of motivational theories plays a crucial role
in this approach to ensure that the employees are motivated and encouraged to perform at their
highest capacity. This is also supported by the ERG motivation theory which is also based on the
needs of employees. The categories in which the needs of employees are categorised by this
theory include existence, relatedness and growth (Caulton, 2012). The top-level management has
to ensure that these needs of employees are fulfilled, or else it creates psychological barriers
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which make it impossible for the company to ensure that its employees have a positive attitude
towards their work which also influences the performance of the enterprise.
Recommendations
Following are various recommendations for the management of Chapel House PZ, Penzance
which can assist the company in effectively using motivational theories to form strategic policies
which are focused on motivating employees to improve their performance to ensure that they are
focused on achieving the organizational goals.
Reward and incentives programs
The management of Chapel House PZ, Penzance should understand that reward program is one
of the easier and simplest ways to motivate employees to perform better and reach their target. It
also reaches to a wider number of employees since they all want to earn extra income (Cerasoli,
Nicklin and Ford, 2014). This program should be based on motivational theories such as
Hierarchy of needs theory, two-factor theory or ERG theory to ensure that the management
understands the needs of employees. The rewards program should allow employees to fulfill
their needs by improving their performance in the workplace. For example, the sales department
receives incentives after they achieve their target for a specific period. In offices, the employees
should receive rewards for working efficiently and achieving their targets within the deadline.
The rewards and incentives should not be limited to only specific employees since it may lead to
a negative workplace environment due to competition (Aguinis, Joo and Gottfredson, 2013).
Instead, the rewards and incentives should be available for everyone who performs better which
will encourage employees to help their friends to reach their targets as well.
Training programs
Effective training is a key to build skills and knowledge of employees to ensure that they are able
to perform at their highest capacities. Many times the employees are unable to deliver good work
due to lack of skills and knowledge of the work. Chapel House PZ, Penzance should provide a
training program which focuses on evaluating the current capabilities of the employees and
compares them with required capabilities to develop them. This will assist in motivating
employees to perform better since it is a part of personal development which is a key factor of
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job satisfaction as provided in Herzberg two factors theory (Rajhans, 2012). The company
should focus more on providing on-the-job training since it will assists employees in learning
from their fellow colleagues, and they will also be able to practice their leanings.
Positive workplace environment
The importance of positive workplace environment has increased across the globe which is a
major factor that drives the performance of employees. In case the employees did not receive a
positive and friendly environment, then it creates psychological barriers which stop them from
achieving their targets (Hasle et al., 2012). They are more likely to think about workplace
conflicts rather than finding out way to improve their performance. Similarly, employees are
more likely to get frustrated by the management because they believe that the management did
not care about them and they are not taking appropriate actions to resolve their queries. It also
increases attrition rate in the workplace which is a major factor that slows down the performance
of an organization. Therefore, Chapel House PZ, Penzance should implement a positive work
environment to motivate and encourage its staff members to improve their performance.
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