Analyzing HRM, Organizational Structures, and Employee Behavior

This report provides a comprehensive analysis of Human Resource Management (HRM) within organizations, focusing on organizational structures, employee behavior, and the impact of legislation. It compares and contrasts different organizational structures like tall & centralization and flat & decentralization, using Treehouse Company and British Gas as examples, highlighting their impact on company operations and culture. The report then delves into factors influencing individual behavior at work, including stress, conflict, skills, perception, and personality. It explains how HRM contributes to an organization's objectives through managerial functions (planning, organizing, directing, controlling) and operational functions (procurement, development, compensation, integration). Furthermore, the report assesses the role of line managers in HRM, outlining their responsibilities in areas such as employee recruitment, training, and performance evaluation. Finally, it analyzes the impact of legislation on HRM in the UK, referencing acts like the Sex Discrimination Act, Race Relation Amendment Act, and Equal Pay Act, emphasizing their role in promoting fair employment practices and a diverse workforce.

Task 1
1.1 Compare and contrast different organizational structures and
culture, and their impact on the organization.
The culture and the structure with which all the activities in company are operated are important
factors in respect of showing the ways by which the management is carry operating activities. The
people perception about the company depends on the type of the culture and the structure under
which the company is operating by the management of company. Treehouse Company and British
Gas are two companies which are operating in the market with higher level of the effecieny and the
culture and the structure by which these companies are operating are based on objectives which
these companies have created. The chart given below is showing the culture and the structure of
these companies:
Organizational structures
Tall & Centralization

Flat & Decentralization
Organizational Structures
The managerial activities of the Treehouse Company are managing by directors which are hired by
the shareholders of the company. The CEO of the company is the Ryan Carson who is managing
all the operating activities in the company. The order is given by these to the subordinates and
managers working at the middle level of the hierarchical structure of the company. The strategic or
upper level management of the company is managing the activities perform by the employees by
implementing well organized control system is the company and the hall the operating activities are
carry out by the employees and the managers under an organized form of the culture ad structure
of the company. The firm of the structure under which the companies is current operating is based
on the decentralization and flat structure opposite to the structure which the British Gas is using in
the company. it ash been evaluated that most of the management of companies in modern time are
giving focus on the reduction of the hierarchical level and making the structure of the company
more flatter cause of creating more attractive span of control in the company. The basic objective of
the flatter structure is to reduce the level of the responsibilities form different managers and the
employees to certain level of the manger who can implement more attractive control on the
activities operating by the company. Treehouse is one of the companies which is using foot
structure form the start of its operation which eventually have create a lot of efforts both for the
employees of the company and the shareholders of the company. Strategic management of
company took the step to adopt flat structure by unemployed the employees of company only for
giving the responsibilities of performing activities and operations in the company by more skilled
people. The company is giving focus to recruit high skilled people in the company in order to
reduce the level of cost which will be require for giving the training to the new employees on
company. The recruitment of the high skilled people in the company enables the managers to
complete the tasks in more fast and attractive way. In contrast to it the British Gas is operating by
the centralization structure under which the company is creating different jobs for the people so in
this it could be see that to the companies are operating with different structure and cultures
according to the needs and nature of the business.
Organizational Culture:
Organizational culture also one of the important areas of consideration because the culture is
something by which the company’s; management can ensure the customers that products which

the customers using are produce by the company for attractive and sound culture. There are
different categorize of the projects which the employees in company do and the projects are short
term projects and the long term projects which are conducted by the employees of company. The
coloration of the employees with each other is very important because it help the employees to
complete the tasks on time. Role culture is o of the example of those culture whichever most under
consideration by the companies. Rational culture is one of the cultures which is currently using by
the management of Treehouse Company while the management of British Gas is using the task
cultures and the role culture.
1.2 Explain the factors which influence individual behavior at work.
It is the fact that achievement of the goals and objectives by the management of company is very
difficult when the employees and the people working in the company are not satisfies from the
strategies of the company’s strategic management. The behavior of the employees of the company
could be accepted by different level of the factors. Stress and change, conflict, attitude; abilities and
skills, perception and personality are some of the important factors which can affect the behavior of
the employees at working environment:
The conflicts, stress and charge are important aspect regarding the behavior of the employees of
company because it is the fact that if employees are working under pressure environment in the
company that the level of the commitment and the motivation of the employee could be affected
which create negative impact on the behavior of the employees of company.
Abilities and skills through the execution of a person at work because the skills of the employees
are consider as the affective factor in changing the behavior of the employees of company. This
implies that workers can perform well or not depends on the basis of his / her abilities and skills can
occupation prior coordination or not. The management of currently using a “stack ranking" system
in the company in respect of the skills and the capabilities of the employees. The manager of
company is assessing the performance of the employees in order to identify the skills and
capabilities and then training is given to the employee to enhance e the capabilities. .
Perception is the way in which it solves individuals and environmental aspects. There are many
variables likewise choosing the right perception of the person. The creation of attractive
environment is very important of enabling the employees of company to perceive that hey are
important for the company.
The personality of the individual is one of the important factors which can effect of the individual
because the way by which the individual think about doing wok and perform activities is depend on
the personality.
The way by which the response is given by the individual o the certain situation is called as the
attitude of the individual and this attitude is one of the factors which show the behavior of the
individual in respect of performing the activities in the company. If the attitude of the person is
attractive and positive than the mangers of the company can identify that that individual is ready to
take any tasks and responsibility in the company.

1.3 Explain how HRM contributes to an organization’s objectives.
Operational functions and managerial function are the two basic functions which the human
resource management performs in the company. The functions under managerial level include:
Planning: It is the basic step which is performed in order to attain the future goals of the
organization. This step includes the planning of requirement of human resource, recruitment,
selection and after that training will be provided. This function also includes the personal needs
forecasting, behavior and attitude of the employees and impact of all these things on the
organization.
Organizing: In order to attain the goals of the organization, organizing function is adopted after
planning. This function includes the formation of structure and distributes the responsibilities or
tasks, based on the ability of every employee of the organization.
Directing: The main aim behind this function is to activate, lead, motivate and command the
employees in order to attain the goal of the organization. This function basically provides the proper
direction to the employees so that predetermined goals can be achieved. It helps in building proper
human and industrial relations besides protecting employee assistance.
Controlling: With the help of this function, organization can constantly improve the activities of
management or administration. It is the technique by which competency of every individual and
teams involved in attaining the target is evaluated.
The responsibilities and the functions of the human resource management in respect of the
operational level include the management of the skills and the capabilities of the employees of the
company. There are certain level of the activities regarding which the operational functions of the
human resource management are consider as important. These activities are given below:
Procurement: It is related with employing and securing the appropriate and accurate amount of
people vital for attaining the objectives of the organization. It includes various activities like human
resource planning, job analysis, recruitment, placement, selection, orientation or induction.

Development: the most important responsibility of the human resource management of company
includes the creation of different opportunities for the development of the skills, values, knodlge and
working capabilities of the employees of company so this development is very important to e
consider by the human resource management. This function includes factors like training, career
planning and development, performance and potential appraisal and executive development.
Compensation: the motivation of the employees of company is directly link with the compensation
which the human resource management provide to the employees on the achievement of the
targets given to the employees. The human resource management is responsible to assess the
performance of the employees and then incentives, bonus and compensation should be given to
the employees for enhancing their motivation.
Integration of HR: the human resource management of company has to perform a very attractive
function which is based on the integration of the department objectives with the life objectives of the
employees of company. There are different ways by which the encouragement of the employees
could be increase by the management of company such as by giving them financial and non-
financial incentives.
1.4 Assess the role of line managers in HRM.
Although there is different function which a line manager performs in company but taking reports
from the employees and the groups working in the company is the main function of the line
manager in company. Following are some of the basic responsibilities of the line manager:
 Dealing with clients or customers.
 Managing operational cost.
 Managing operational performance.
 Checking quality.
 Providing technical proficiency.
 Supervising or observing the work process.
 Distribution of the work among employees.
 Day-to-day management of the people.
Line managers are also responsible for recruitment and selection of employees at lower position.
They provide training and assistance to the employees. Line managers also take care of
performance evaluation of employees and deals with grievance as well as discipline.
1.5 Analyze the impact of legislation on HRM in the UK today.
Importance of HRM is heating day by day because of the global business. Every business owner
desires its company to trade internationally. International business and domestic business requires
the important assets i.e., human assets. To comply with the government standards of rule and
regulations there are many acts which prevent the employees to exploit at workplaces. Mentions
below are some of Acts which is mandatory for the organization to follow and employees as well:
 Sex Discrimination 1995/97 Act is very helpful and provides parity among the employees
they are not subjected against any gender, caste, colour, and creed discrimination.

 Race Relation Amendment Act 2000 enables the organization to create diverse workforce.
It tells that skills is not bound to any race, it is the human skill which is being utilized to
achieve the target. So this act does allow any discrimination. Promotes the good relations,
and equal opportunity among different racial groups.
 Equal Pay Act 1970, it is mandatory for every organization to pay their human
resource according to the industry standards and on the basis of relative worth of the job.
This act eliminates the pay scale differences between men and woman and provides equal
rights to both of them.
 The impact of Employment Relation Act 2004 strengthens the relation between the
workmen and the worker of the organization. To construct harmony and healthy
relationships.
 Data Protection Act states about genuine data collection which adheres to legally and
proper security measures should be taken in order to secure the information. Employees
have the right to seek the information from the organization and can be alter if it differs.
 These acts has substantial impacts in Human Resource Management activities because the
work of the HR manger is to continuously monitor these acts so that it can be applied in the
organizational rules and policies so he/she have good control without any inequity.
Task 2
2.1 Describe the stages in recruitment and selection of staff in the
selected organization. Construct a new strategy for the
organization.
British Gas recruitment process:
Initially, with the help of workforce planning table, the company establishes the likely demand for
the new staff and considers the managerial as well as non-managerial positions to be filled. After
gathering the total requirements, company tries to fill it with the internal talent plan by filling
maximum number of requirements internally i.e. transferring or promoting existing employees. If,
appropriate candidate is not found than company uploads the requirement on intranet for the time
period of two weeks. After that the company advertises requirement on its website as well takes the
help of media like radio, television, Google and magazine like The Appointment Journal and also
advertises offline by accepting direct CVs in order to recruit suitable candidates.
British Gas selection process:
Selection process is carried out by initially screening most suitable applicants based on their
curriculum vitae according to the requirements of the organization. Selected applicants are further
called for the interview process. Preferred candidates are than sent to the assessment center
where team activities and problem solving exercises are performed to assess every candidate.
Successful candidates are further called for final interview, which is conducted by manager. Based
on that, offer letter are distributed to the selected individuals by the organization.

2.2 Explain the ways organizations motivate workers.
The motivation of the employees of company is the main responsibility of the human resources
management of company because the achievement of the goals and objectives of company
depend on the level of the motivation of the employees of company. There are different theories
and approaches which have been presented by the researchers for giving help to the human
resource management of company to motivate the employees. Some of these are given below:
Maslow's hierarchy of needs
Maslow's hierarchy of needs is basically a humanistic approach which is based on a basic theme
that there are different level of the needs of the people working in the company so if the need of the
employees of company are fulfill than the targets and the goals of the company could be achieve
by the company is possible in very productive way. It is the fact that when people start working
from the lower level in the company than the level of the demands and needs increases when the
responsibility level of the employees increases in the company. The human resource management
of company needs to assess the level of the needs and demands of the employees at different
stages and duration of working in the company. The management of British Gas need to develop a
structure in the human resource department o company by which the needs of the employees
should be identify and then the actions which must be taken by the HR mangers of the British Gas
to fulfill the need and enhance the motivational level of the employees working in the company
because the motivation and satisfaction of the employees is very important for retaining the
employees in company for longer period of time.
Expectancy theory of motivation
It is one of the attractive and affective theory for motivating the employees in the company because
mental processes in respect of the selection and the level of the expectation by the employees if
align by the human resource management with the rewards than the motivational level of the
employees could be develop by the HR management of company.
Herzberg's motivation theory

One of the most compelling and empirical theories regarding the motivation of the employees is the
Herzberg's motivation theory. When this theory is adopted by the management of HR department
of company than the key context is to identify the demotivating factors and splitting them from the
high skilled motivators. The research by the Herzberg was conducted by considering huge number
of employees working in different companies and at need he came to determine that many of the
companies are using this type of context for motivating their staff.
2.3 Explain how organizational theory underpins the practice of
management.
As there are different organizational theories regarding the practices of the management of
business operations of the company? The practices which are adopted by the management of
company and the organizational theory have a direct relationship with each other.
Contingency Theory:
According to this theory there are different situations in respect of which the human resource
management has to take decisions. This theory is based on the Distinctive circumstances in
respect of which the mangers of the company adopt the style according to the level of needs. The
basic them of the Fred E. Fiedler’s contingency theory is based on the fact that there is no proper
style and approach which a manager take for managing the practices of the company. It may be
possible the approach which a manger is taking regarding the environment may not suitable for
other situations.
Classical Theory:
Frederick Winslow Taylor was the person who presented this theory and this theory is asked on the
fact that there is one best way for completing the activity which the management of company is
considering in the company and that best way can be finding out by the management by using and
adopting scientific method.
Fayol’s hypothesis has been working on all parts of the general premise of the company. Fayol did
on the other hand does not recognize that there is a provision of the amounts of ways to deal with
the management of associations and has been built up the insight and experience of what has
worked very well relating to the measure of Individuals responsibilities in company. In any case,
there have proposed fourteen management standards. There is some rule also taken after:
connection, discipline and solidarity of the burden, of supposed solidarity, individually dependency
and conspiracy, bonds, and a number of numerical, initiative and equity and stability for the
acquisition of Team, the system, the spirit of teamwork.
Scientific Management:
The scientific management theory is one of the important theories in respect of the management of
human resource in the company. This theory is based on the micro viewpoints in the context of
which the performance of the human resource in the company is measure by the evaluation of the
physical exercises of the employees at the working environment by considering the time which is
taking for completing the tasks.

2.4 Analyze the link between motivational theories, job evaluation
and rewards.
One of the factors with the help of which the human resource management of company encourage
the employees regarding the achievement of the goals of the company with higher level of the
commitment and enthusiasm is called as the motivation. There is attractive relationship among the
theories regarding the motivations of the employees, the assessment of the jobs and the reward
which are given to the employees of company. the motivation is basically a way by which the
behavior of the employees could be identify which means that if the employees of the company are
highly motivated than the behavior of the employees regarding the work will be positive. There is
higher level of the complexity regarding the motivation concept.
There are different level of the methods and techniques with the help of which the managers in the
human resource department of company a motivate the employees of company. The creation of
sound working environment, the creation of career opportunities and giving the training and
development for enhancing the skills of the employees and fair reward system in company are
some of the attractive methods for motivating the employees and encouraging them to retain in the
company for longer period of time.
The rewards are the best source of motivating the employees which, must be given by the
evaluation of the jobs done by the employees and the mangers in fair environment. The reward
must be given to the employees on the performance based achievment and on equal basis
because the motivation of all the employees in company is very important for the achievement of
the goals of the company.
2.5 Evaluate the effectiveness of recruitment and reward
strategies in different organizations.
Effectiveness of Reward System
The motivation of the employees of the company is important for the success of the company
because the motivated staff in company can help the company to achieve the goals in more
prominent way. The rewards system in company and the motivation of the employee of company
have a direct relation with each other. The reward giving to the employees on achievement of
certain targets attract the employees to work with more commitment and efficiency and working in
the company for longer period of time. There is different ways by which the human resource
management of company can give the rewards to the employees. The reward could be given on
the hourly rate of pay or it may be given to the employees on annual, weekly, or monthly bases.
Reward power will compensate for the two variables. First, indirect pay that comes through the
provision of ventilated, free living or diminished medical benefits reduces admission to retail price
and center staff and arranges refutation of stock options. Also prizes, the money is relevant are the
innate rewards that have been identified with the needs of the individuals and their desires, for
example, they gave any form of association involving open to the advancement of the profession
and self-development, giving a few Career opportunities. Achievement, and approve of duty and
share of other possible rewards. The key point of rewards system is given below:

• Attract enough of the appropriate qualities and capacities achieved by hierarchical needs.
• Retaining workers with the skills and abilities required by the company for the achievement
of the goals and objectives.
• Motivate employees in order to improve the execution of company work for achieving more
success.
The HR department of the company is operating by the human resource management play
important role in enhancing the effectiveness of the reward system of the company. The HR
manager assesses the level of the needs and expectations of the employees working in different
departments in order to select suitable reward system in company.
Evaluation of recruitment
Strengths:
The biggest strength of the British recruitment policy is that the cost of recruitment is reduced as
most of the recruitments are done internally which helps in avoiding investing money on
advertisement or various other recruitment procedures. Due to promotion, the existing employees
get motivated; this helps in yielding better results for the company. It further increases the morale of
the existing employee and strengthens their commitment towards the company. Because of
maximum internal recruitments, less training and orientation is required.
Weaknesses:
Weakness of this type of British Gas recruitment policy is that due to open invitation via
advertisement, huge number of candidates may apply which further leads to time consuming
screening process of the application. Huge emphasis laid on recruitment through internal sources
whereas young blood or new candidates are provided less chance to work in the company whereas
Sainsbury provides more preference to recruit from external sources than internal sources.
Task 3
3.1 Compare the effectiveness of different leadership and
management styles in different organizations.
The role of the leaders of the company is consider as very important in respect of the achievement
of the goals of the company because the shareholders of the company have to take the decisions
regarding the ways by which the employees and the managers will carry out the work in the
company. The decision making process of the leaders of the company depend in the style which
the leaders of company use for managing the workers and the mangers of the company. The
behavior of the leaders of the company indicates that how the company is operating and managing
by the management and how the activities are perform by the employees of company. The
importance of the style of the leadership is high because the style of the leaders directly impacts
the attitude and commitment of the employees of company. Both the British Gas and Tree House
leaders could adopt different level of the leadership styles for managing the behavior of the
employees working in the companies.

1. Autocratic leadership
This type of leadership is a state initiative based on exceptional value, which is a leading
organization or senior managers using to control for negotiation and workers. Staff has little
opportunity to give proposals and choose as it shows. This type of leadership cannot operate with
expansive associations. However, it is little useful for company, especially when there is a work of
untrained staff or unionization and incompetent. Whatever the large organization that can be paid
to a slow shares, the amount of the highest non-attendance and turnover. In the event that
research an autocratic leadership style of Tree House manager, on the contrary, it affects the
employee. Employees begin to think segregated. They have a sense that they are not part of the
organization, as they are excluded from the decision making choices.
2. Bureaucratic leadership
Bureaucratic leadership is the way that rules are taken completely after work is done in the rules of
the book. It is very popular even with the change management style and focus of this day on all
organizations that found this kind of leadership at any level. This is useful for work, where there is
no joke work include the risk of human life and treatment of the device, but in the management part
of it could pay the disaster, where staff will try to implement the Decision will then require that the
book and circumstances to differences in activity and interaction.
3. Charismatic leadership
It is the leadership that rises with the quality of the type of identity, and makes a greater amount of
recognition among employees. It transmits the power, the appeal, and the quality and makes a
living environment. The disadvantage of this style of leadership is the leader can turn final and can
cause the mixers to work with anyone there to prove him or her. In addition, dependence on the
use of the leader fall from the box after it is cleared out.
4. Democratic leadership
It is also called participatory leadership to which space per worker and manger there to give their
input authority and make a commitment to improve the work. Promotes with the option that has the
care and full integration of employees. In any case, now and then could pay the duty and the
opposition met in the light of the quality of commitment. Moreover, the existing law and participatory
style of British Gas makes a very positive outlook for the spirit of the workers, who begin to feel at
home, as they were included in the options, which phases. In addition, over time awakens them to
do this work with a little bit more enthusiasm, as they know that families towards the end of the day
are working and others are not.
5. Laissez-faire leadership
French word meaning “leave it be," is the colleague's way of progress for his own private and
assume the primary responsibility of leadership and commitment to work, as they focused on the

profitability place means. . It is succeeded in every situation dominated over professional
environment, but could afford to let the staff is not ready and fully capable.
3.2 Analyze methods used to monitor employee performance in
the selected organization.
The measurement of performance of the employees in company is one of the important functions of
the human resource management. For the measurement of the performance of the employees the
human resource management need to monitor and evaluate the way by which the employees are
working in the company the accurate monitoring of the performance of the employees is very
important. Following are some of the methods by which the performance of the employees by the
human resource management of British Gas is measure in company.
 Self-Evaluation: according to this methods the human resource management of British
Gas is distributing a from in which the HR manager includes different questions which are
answer by the employees and in this way the employees of company an measure their
performance through self-evaluation. For this purpose the important thing for the human
resource management is that all the questions must be selected according to the level of
the knowledge of the employees of company after the self-evaluating the important step are
taken by the human resource management to reduce the level of the weaknesses in the
employees.
 360-degree Evaluation

The way by which the performance of the employees of company is measure by conducting the
services and interviews from the stakehdeolsr instead of employees. The feedback of the people in
this way enables the human resource management of company to measure the level of
performance of the employees in company.
Checklists: a form in which the different aspects are written down and the HR anger use the form
for the assessment of the performance of the employees of the company.

3.3 Evaluate the impact of employment-related legislation on
employment termination arrangements and analyze termination
procedures used by your selected organization, and one other
organization of your choice.
There are different legal terms regarding the employment in the UK. All the companies must need
to follow the employment related legislation. The main objective of the laws and regulation was to
protect the rights of the employees and there are certain laws according to which the employees
are able to do work with ethics and fulfill all the rules and regulations of the company.
The laws ad regulations created regarding the employees termination are based on certain level of
the legal terms on the basis of which the employees could be terminated by the company. Proper
assessment and the deep knowledge of the employment acts regarding the employment is very
important for the company to protect form any legal actions taken by the terminated employee. The
termination process according to the legal laws is based on provision of proper notice to the
employee regarding the termination on timely basis. The reasons on the basis of which the
termination is carry out by the company must be asked on the legal terms which means that the
reason must not biased. Termination must be carrying out due to fair reason. Sexual harassment,
unethical behavior and low performance are some of the examples of that reason on the basis of
which the company can terminate the employee.
All the laws and regulation regarding the employment are important specially when a company is
terminating the employees than the importance of the laws and regulation is increases.
British Gas
Termination procedure plays the crucial role for the company. It tells about the company reaction
and employee reaction. It not only helps the company to understand the needs of the employees
but also it helps employee to understand the weakness and lack of areas.
Exit policy contains the several steps. It is a planned activity of the organization:
 Resignation is the preliminary step of exit procedure.
 Exit Questionnaire is the secondary step. It is used to collect the information from the
employee’s reason to leave the company.
 Clearance refers when the employee get the termination letter.
Tree House
 Notice is given to the employee and then a private meeting is conducted for discussion the
matter
 The disabling the network access of the employee who is going to be terminated
 Take back all the accessories using by the employees
 Conduction of terminated interview
 The latter is sent to the employees by the human resource manager as a final terminated
notice.

Task 4
4.1 Explain the nature of groups and group behavior within
organizations.
There is diverse level of the group working in the British Gas and Tree House for creating an
interest in the company affairs. There are four categories of the group how are working in the
companies which are given below:
 Formal Groups –the groups which are created by the management itself for achieving
certain level of the targets in the markets. The formal groups propel have different level of
skills in order enable the group to get the targets on time and with higher level of the
efficiency.
 Informal Groups – common interest is consider by the different number of employees to
create a group which is called as the informal group.
 Associative Groups – there are some of the groups which are create by the employees in
order to achieve some targets in life are called as the associate group.
These are some of the external factor which play very important role in respect of the changing
nature of the employees of company because the behavior of the employees the nature of the
factors have a direct relationship with each other.
4.2 Explain factors that may promote or inhibit the development of
effective teamwork in organizations.
There are different factor which have an impact on the development of the effective team working
environment in company. Some of these factors are given below:
Factors that promote effective teamwork in British Gas and Tree House are:
 Diversity – when there is diversity in the team working in the company than the new idea
could be brought by the senior members of the team which create more benefits.
 Communication – effective functioning of the team could be assess by the communication
so this is the reason that the communication is consider as important factor.
 Leadership – the working the capability of the team depend on the nature and attitude of the
leaders of the company. The level of the working and the ways by which the members of
the team work are directly linked with the behavior and the decisions and commitment of the
leaders of the group or team.
Following are the factors which is reducing the level of the team working both in British Gas and
Tree House are:
 Lack of communication – if there is no accurate and reliable communication system so the
creation of attractive working is not efficient in the companies
 The performance of the team working could be affected by the lower level of the control by
the leaders and if the leaders are aggressive.

4.3 Evaluate the impact of technology on team functioning within
your chosen organization.
The changes in the technology with the passage of time is directly impacting the ways by which the
companies are operating in the market because the evaluation of the technology has created a lot
of new method for conducting the activities in the company. Team functioning is important aspect in
the company and use of the technology can enhance the proficiency level to double to the original
level because the technology atomize the functions of the team by which the profitability could be
increase with reduction of cost. The manager of the British Gas working as a team could achieve
the following advantages:
 Better communication: there are new advanced tools of commutation which can enable
the company to transfer the important information in very efficient way.
 Business Strategies: the more detailed strategy which could be gain by the manger by
using technological tools for assessing the market and the company business operation.
 Better Organization Culture: the culture in the context of technology enable the
management of company to attract more customers and encourage the employees that
there are a lot of opportunities for the people to expand their earnings.