Analysing Organisational Culture and Workforce Motivation in the NHS

This report delves into the organisational culture, power dynamics, and workforce motivation within the National Health Service (NHS). It begins by outlining the NHS's vision, mission, and aims, followed by an analysis of how organisational culture, power structures, and political influences impact indivi...Read More

Organisational Cultures and
Workforce Motivation

Table of Contents
INTRODUCTION................................................................................................................................3
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance. ...........................................................................................................3
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context. .........................................................6
CONCLUSION ...................................................................................................................................9
REFERENCES...................................................................................................................................10

INTRODUCTION
organisation culture can be explained as the way in which employees interact with other employees
& complete their work in the company. The paradigm of culture includes various points which
governs the operating style of employees in the company i.e. beliefs, symbols, rituals & values. For
providing the direction to the organisation, the corporate culture binds the team members together.
Change in culture is the biggest challenge for any organisation (Omotayo, 2015). Strong
organisational culture enhances the performance of the employees. Moreover workforce motivation
is to motivate the workers regularly in order to enhance their productivity. So that it will directly
reflect to the overall growth of the organisation. In this report we have discussed about NHS vision,
mission & aims along with the various organisational cultural, power and politics and its impact on
NHS.
P1 Analyse how an organisation’s culture, politics and power influence individual and team
behaviour and performance.
Introduction to NHS and their vision, mission and aims.
The NHS is the national healthcare system. The full form of NHS is National Health System which
was publicly founded for United Kingdom. The National Health Services includes NHS whales,
NHS Scotland, NHS England & health & social care in Northern Ireland.
NHS vision
The vision of the organisation is to establish a partnership among clinics & patients of the
populations of Islington so that they together contribute to the highest quality of health service,
which is good value for their money (DelCampo and et.al, 2017).
NHS mission
The mission of the organisation is to ensure that with the available resources, the communities get
the best possible care by committing to work together as Clinical Commission Group. It also
ensures that the patients’ views should be heard & they had a comfortable journey through local
health system.
NHS aims
 Ensuring that starting of life of each child should be best
 Improving well being & mental health
 Delivering the most efficient service with the highest quality
Organizational culture, power and politics & their impact on NHS

Organisational culture
There are basically four types of organisational cultures popularised by charles Handy I.e . power
culture , role culture, task culture & person/support culture.
Power culture
In power culture all important power is situated in the centre,and then surrounding by the various
circles of department and with employees of various influence level in an organisation. The closer
the employee is to the centre the more influence it will have (Pollack and Pollack, 2015). These
employee attract the superiors with high in power & take risks. The main power base of this culture
includes elements of personal power as well as control of resources at the centre.
Organisations in which performances are judged on results uses this type of culture. Such
organisations quickly resound to events, but their success is mainly dependent on the ability of
people at the centre. The main problem of this culture is size. Rather than the committees, this
culture is mainly relies on individuals.
Role Culture
this culture is similar to how columns and beams supports building, where both of them plays
specific role, similarly individuals are role occupants in the organisation mut even though the
individual leaves the organisation the role of its continues. Thus role culture can be explained by
functional & specialized work culture, which is managed by seniors under the high degree of
standardization. Its main power source is position. The main methods of influence in this are rules
and procedures
Organisational power
There are various types of power in an organisation, which influence managers and leaders in
making decisions. Basically five sources of power are present in an organisation, i.e. expert power,
legitimate power, reward power, coercive power & referent power (Valmohammadi and
Roshanzamir, 2015). Powers mainly dependent on how it influenced employee i.e. either in positive
or negative manner from position & authority.
Possessing knowledge show expert power, interpersonal relationships show referent power, thus ,
interpersonal relationship can be defined as the power to change the behaviours of employee in
order to get the task done.
The National Health Service uses referent power as it is not compulsory that the employee must
have positional power in the organisation. In this employees are influenced by the results, admired,
respected and well regarded by the others. This technique generally long time to develop but a
referent power employee will be the one whose opinions will always be valued and is the one who
give innovative ideas for the organisational success.
Organisational politics

Organisational politics can not only be terms as it will have negative impact on the organisation.
Moreover, if the organisational politics is applied accurately at the correct point it will definitely
serve as beneficial for the complete organisation and enhance organisation growth. There are
various types of organisational politics which can be classified as organisational, structural,
decisional & personal change. Factors such as merging, reconstructing etc. comes in organisational
change whereas transfers due to personal issues & job assistance such politics come in personal
change.
Structural and decisional change mainly influences the organisation (Prause and Mujtaba, 2015). As
decisional change is dependent on organisational overall goal & purpose while structural change
includes changes that affects the growth of the organisation.
Organisational politics in NHS can be applied by establishing network, by thinking before acting,
by leaving the lasting positive impression & by reading the situations properly.
Brexit impacted on the culture, politics, power and motivation within the NHS.
Brexit has impacted on the various cultural, political, power & motivational on various terms.
Brexit has brought challenges related to healthcare delivery.
Brexit has damaged the UK's reputation on international scale, which brought the fear of freedom of
movement of services, goods and people. Thus, Brexit will make it difficult for cross border
collaborations, cultural exchanges etc. thus , NHS has to face cultural issues due to Brexit as for the
surgeries of the children of Ireland has to travel to Dublin for treatment.
Brexit has impacted as policymakers, advisors & UK politicians as the have the benefits of continue
access to single market in contrast to complete freedom from EU. Moreover, in place of existing
EU's existing bilateral trade, due to Brexit the government has to recreate the capacity to renegotiate
trade arguments.
Brexit has brought various power issues such that the issue of electricity. Earlier, with the
coordinated energy trading arrangements the government of great Britain found that collaboration
helps in lower the price along with the benefit of supply with improved security. Thus it has very
adverse impact on NHS as the price of electricity increased it has increased the cost of treatment.
Due to Brexit the motivation of the employees has broken on a great extent. Brexit has brought
adverse impact on employee motivation (Earl and Taylor, 2015). In NHS, most the employee has
left the job as they faced discrimination issues in the organisation.
Impact on motivational factors would be management of workforce will be more important than
ever. There would be pressure of the HR of the organisation to cope up with the changes in the laws
all the engaging in all the tasks surrounding it.

Individual and team behaviour influenced by culture, power, politics and motivation and its
affect on performance since Brexit.
Different employee has different effect on organisational culture. The culture has basically four
effects on team performance i.e. creative culture, collaboration culture, competitive culture &
controlled culture. Creative culture is best suited for smaller technical industries that are mainly
dependent on agile framework. Collaborative culture can be explained as the framework which is
not basically for start-ups, but for existing companies striving to scale up. In competitive culture,
the industries mainly focus on individual results. Controlled culture is basically for the established
companies that value highly organised & structured team, which follows rules.
The power has influenced the individual and team behaviour in many aspects. As power is basically
of base, reward, coercive,legitimate, referent & expert types. Power is the ability to influence
someone, thus its impact on individual as well as on team behavioural is been worst after Brexit.
Because the EU employees are tortured by the UK employees, many bullying activities were came
into notice after Brexit. The political changes it brought on individual as well as on the team
behavioural is that in various organisation the main influencer & advisors were from England &
they had to left the job since Brexit.
Political impact of Brexit is in the EU's political system the stock of network capital held by
member state & these member states has the capabilities to build the new network capital another
political impact was the lack of structure in policy positioning of the member states. Which means
states which are aggred with some issues of each other are now disaggering each other on some
issues.
The affect on motivation on performance since brexit would be there could be war for talent in UK,
the HR's of the organisation will have to be creative in attracting & retaining the talent.
P2 Evaluate how content and process theories of motivation and motivational techniques enable
effective achievement of goals in an organisational context.
Motivational techniques that can be used to enable teams and organisations to succeed in
achieving their goals
The content theory of motivation mainly focuses on identifying what are the needs and the relation
of motivation in fulfilling those needlessness theories are also called needs theory. This theory has
the most impact on policies & practices of the management. These are generally related with
importance of what motivates people. The various types of content theories are Mallows Hierarchy

of needs, ERG theory, McCelellands needs theory & Herzberg’s two factor theory.
The process theory of motivation mainly focuses on 'what' motivates .this type of theory includes
equity theory, expectancy theory & the porter lawer model..this theory mainly focus on to address
how the process will be going to work & sustain itself overtime (Scott and et.al, 2018). The process
theory includes the factors such as modification of efforts, continuation of effort & degree of
efforts.
To effectively achieve the goals NHS must use content theory of motivation as it mainly focus on
needs and how those needs will be fulfilled.
Behavioural motivational theories, concepts and models and analysis on how they can
influence positive behaviour within the NHS
Maslow hierarchy of needs theory
it is one of the type of content theory. This theory includes hierarchy of needs which consists of 5
levels in order. Needs from lower order to the higher order are expressed by this needs theory. The
employee starts from the lower level and move towards the higher level after satisfying at the each
level one by one. Thus , mas-low hierarchy of need theory can further be classified into five
categories. Physiological needs, safety needs,social needs, esteem needs & self-actualization needs.
An employee can never ran out of the Maslow theory of motivation as on its very top level, the
level is of self-actualization, which could never be met as it is related to full achievement potentials.
Application of Maslow's Hierarchy of needs theory to NHS
For instance, by examining the physiological & safety need of ICU patient at NHS depending upon
the Maslow's modified Hierarchy of need critical care determines the various requirement to change
usual care practice at both after & during the ICU care. This will allow the team of ICU to move
patients need into three tiers of Maslow's Hierarchy that includes self-actualization, esteem,
belongings & love.
Mintzberg model
mintzberg divided managerial works in 3 category : decisional roles, informal roles & interpersonal
roles (Cross and Payne, 2018). Allocating resources, making decisions, establishment of
information networks, resolving conflicts, subordinates, motivations, carrying out negotiations &
developing peer relationships are required by these roles.
Interpersonal roles
figurehead: ceremonial duties are performed by these
leader: responsible for encouraging and motivating employees
liaison: it is responsible for maintaining contacts i.e. with the representatives of trade organisations,
government officials etc.
Informational roles

monitor: for collecting new information it scans the environment
discriminator: directly passes the privileged information to subordinates
salesperson: sharing of information outside the of organisation to other people
Decisional role
entrepreneur: seeking to improve the units by initiating project.
disturbance handler: involuntarily responding to the pressures which are need to be ignored
resource allocator: decides to gets what.
Negotiator: from the available information roles with the board informations committing
organizational roles in real time.
Mintzberg model application to NHS
For instance, a manager at NHS will shy away from some roles that it doesn't favour, which may
tends the manager to avoid monitoring & handling of disturbances. By recognizing its strengths &
weaknesses depending on its various roles can help the manager to develop its skills & knowledge
to become all-rounder manager.
Mayo's theory of motivation
according to Mayo, in the productivity of the employee positive relation factors plays a greater role
than that of employees motivation through pay & environmental factors. This theory suggests that
group working cant be over stressed. This group does not pay & process but determines
productivity (Belias and et.al, 2015). Mayo also identified the psychological elements of
workstation motivation. To show the productivity changes in different situation Mayo created a
matrix.
By using this model productivity can be boosted by:
strong communication: strong communication will surely bring the effective productivity in the
employees. This can be done by regularly communicating with the team members
group working: working in the group helps in encouraging group cohesiveness, this will definitely
increase the productivity of an employee
increased involvement: for keeping the right autonomy, productivity of the employee could be
enhanced
Mayo's theory of motivation application to NHS
Motivational theories helps in giving tools which are based on researches, thus it eventually helps in
raising the performance of the team. For NHS, strong communication can be established by
communicating regularly & giving the regular feedback to team members is the important part of
this. Group working can benefit NHS as instead of working individuals, the team should be working
as a group. NHS must avoid people working individually. Either they must add elements of the
bonus to the results achieved by contribution of team work. This will increase group cohesiveness if

NHS.
For increased involvement to NHS the organization should have great involvement in each team
members' life. Thus, this suggests that there must be right balance between being supportive &
alloying team to take responsibility.
Recommendations, and evaluation to improve the practice of the NHS after Brexit and to
sustain their long-term development and success
for the long term development of the National Health Services of UK and to overcome the negative
impact of Brexit on this organisation. The company initial must use Maslow needs theory of
motivation in order to motivate the employees by recognising their need and by how those need can
be fulfilled. Along with it the organisation must use the Mintzberg model which demonstrates the
various essential role to the particular employee. Mintzberg model divide managerial work into
three categories which enables the smooth flow of the organisation by reducing conflicts,
establishing information networks, motivating employees and establishing peer relations among the
employees of the organisation. More over for sustainable development of the organisation the
company must follow Mayo theory of motivation which suggests the productivity of the employee
can be increased or enhanced by establishing strong communication, group discussion and
increasing evolvement of the employees in the various decision makings of the organisation. These
above mentioned various techniques would help to increase the efficiency and effectiveness of the
organisation along with the productivity of the organisation. As Brexit adversely affected the
various organisation of UK, thus to overcome these adverse impacts NHS must use following
methods.
CONCLUSION
In this report it has been concluded that the way in which employees interact with other
employees & complete their work in the company is called organisational culture. The various
vision mission of National Health Services of UK has been described. Moreover, this report also
explains about the various impact on the organisational cultural, power & politics due to the inpacts
of Brexit. Lastly, the recommendation is given in order to make following changes such that all the
negative impacts of Brexit can be overcomed.

REFERENCES
Books and journals
Belias and et.al, 2015. Organizational culture and job satisfaction of Greek banking
institutions. Procedia-Social and Behavioral Sciences, 175, pp.314-323.
Cross, M. and Payne, G., 2018. Work and the enterprise culture. Routledge.
DelCampo and et.al, 2017. Managing the multi-generational workforce: From the GI generation to
the millennials. Routledge.
Earl, C. and Taylor, P., 2015. Is workplace flexibility good policy? Evaluating the efficacy of age
management strategies for older women workers. Work, Aging and Retirement, 1(2), pp.214-226.
Omotayo, F.O., 2015. Knowledge Management as an important tool in Organisational
Management: A Review of Literature. Library Philosophy and Practice, 1(2015), pp.1-23.
Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational
change program: Presentation and practice. Systemic Practice and Action Research, 28(1), pp.51-
66.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse
workplaces. Journal of Business Studies Quarterly, 6(3), p.13.
Scott and et.al, 2018. Healthcare performance and organisational culture. CRC Press.
Valmohammadi, C. and Roshanzamir, S., 2015. The guidelines of improvement: Relations among
organizational culture, TQM and performance. International Journal of Production
Economics, 164, pp.167-178.