Organisation and Behaviour Report: Leadership and Motivation in CAPCO

This report provides a comprehensive analysis of organizational behavior, focusing on leadership styles, organizational culture, and motivation theories. It contrasts and compares the organizational structures and cultures of CAPCO and HSBC, highlighting the influence of these factors on individual and group behavior. The report delves into the effectiveness of different leadership styles, such as autocratic, democratic, and laissez-faire, within these companies. It also explores how organizational theories impact management practices and evaluates the approaches used by CAPCO and HSBC. Furthermore, the report discusses the impact of leadership styles on motivation during periods of change, examines motivational theories within CAPCO, and emphasizes the importance of managers understanding and applying these theories. The report also covers the nature of groups and group behavior, factors promoting effective teamwork, and the impact of technology on team functioning within CAPCO, offering valuable insights into organizational dynamics.

ORGANISATION
AND BEHAVIOUR

TABLE OF CONTENTS
ORGANISATION AND BEHAVIOUR.........................................................................................1
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Contrasting and comparing different organizational culture and structure...........................3
1.2 Relationship between organization's structure and culture....................................................5
1.3 Factors influencing individual behaviour at workplace.........................................................6
Task 2...............................................................................................................................................7
2.1 Compare the effectiveness of leadership styles at CAPCO and HSBC.................................7
2.2 Explain how organizational theories influences the practice of management.......................9
2.3 Evaluation of different approaches to management used by CAPCO and HSBC..............10
Task 3.............................................................................................................................................10
3.1 Discuss the impact that different leadership styles may have on motivation in organizations
in periods of change...................................................................................................................10
3.2 Comparisons of motivational theories in CAPCO...............................................................11
3.3 Necessity of managers to understand and apply motivation theories within the workplace
...................................................................................................................................................13
Task 4.............................................................................................................................................14
4.1 Explain the nature of groups and group behavior in CAPCO.............................................14
4.2 Discuss the factors which are promote to the development of effective teamwork of
CAPCO......................................................................................................................................15
4.3The impact of technology on team functioning in CAPCO..................................................18
Conclusion.....................................................................................................................................19
References......................................................................................................................................19

Illustration Index
Illustration 1: Hierarchical structure................................................................................................6
Illustration 2: Flat structure..............................................................................................................7
Illustration 3: leadership styles......................................................................................................10
Illustration 4: Management theories..............................................................................................11

INTRODUCTION
From the last decades, competition has been immensely increasing in the business world
(Costa, Passos and Bakker, 2014). All corporate bodies are laying their concern over organising
the behaviour of individuals and groups in the workplace. In the present scenario, the structure
and culture of small and large multinational companies are continuously varying with the
changing environment of business industry (Robbins and Judge, 2015). Each organisation is
different in terms of size, workforce availability, culture and structure. The present report hereby
focuses on the impact of implications of different structure and culture within an organisation.
Moreover, it will also emphasize on the key factors that significantly contribute to
motivating and encouraging workforces of all levels. By adopting appropriate motivation
theories and leadership strategies, the organisation will be able to gain sustainability and
profitability in the competitive marketplace. In addition to this, to attain success, it is require to
maintain employee engagement. The module also develop a comprehensive understanding of
different group and individual behaviour within the organisation by examining the application of
current theories and models with the reference of CAPCO. This organisation is multinational
company that renders consultancy, manage technology solutions and services for financial
industries.
TASK 1
1.1 Contrasting and comparing different organizational culture and structure
The structure and culture of an organisation entirely depends upon the purposes it serves
for. Organisational structure can be defined as coordination and management of different
activities and allocation of tasks according to different hierarchy of management level within the
organisation. CAPCO has different structure and culture within its workplace, in accordance to
varied functions and, business unit has split its department. Both companies, that are HSBC and
CAPCO are finance companies, which are providing broad range of financial services to
customers. There is flat structure in the CAPCO, which is considered as suitable for employee
engagement. Moreover, the employer and employee are directly linked with each other, with the
influence of flat structure (Aasland and et.al., 2012). Flat structure is the kind of structure, in
which there are fewer level of management rather than having multiple level of management,

like tall structure. In contrast to this, in HSBC, which is banking industry which offers varied
financial services, like, savings, investments, loans, credit cards and online banking having
hierarchical structure, which comprises of long chains of command and has many layers. (About
HSBC). HSBC has tall structure, there is different level of hierarchy of management systems .
On the other hand, CAPCO is also arranged according to matrix structure, different functions are
performed according to specific tasks and short chain of command from top to bottom.
Culture also play vital role in the success of the company. The CAPCO has adopted role
culture in the workplace. In this culture, employees are provided with different roles and
responsibilities according to the organizational purposes. Moreover there is innovative and
entrepreneurial culture, whereby employees have freedom to perform their roles and duties. In
contrast to this, in the case of HSBC, task-oriented culture has adopted, whereby employees are
required to attain specific target according the requirement of organization (Ahmad, Zaman and
Shah, 2015). Moreover, in flat organizations, like CAPCO, there is advantage to motivate
employees because of the larger span of control. However, in HSBC, having tall structure, there
Illustration 1: Hierarchical structure
Sources: Saame, Reino and Vadi, 2011

is more opportunities for employees to get promoted. An organization culture determines the
values, attributes and beliefs, which may vary according to size, workforce availability and other
factors. CAPCO is adopting modern strategy, which tend to enhance its sustainability and
profitability in the competitive market.
1.2 Relationship between organization's structure and culture
There is direct link between organisational culture and structure. CAPCO is required
match its structure according to the kind of culture, such that all strategies should be in line. The
flat structure within the workplace tend to maintain employee relationship, It also follows
functional organisational structure, whereby company is laying its concern over expertises of
employees, as they are assigned with specific roles and responsibilities according to their
qualifications and specifications, which will tend to increase to the profitability of the company
(Baumann-Pauly and et.al., 2013). In the competitive marketplace, there are various issues and
challenges, which need to tackle in an effective manner.
So, the company is aimed to create positive environment in the workplace, which will
spread positivity among employees. They are likely involved in the decision making process,
their views and opinions are taken so that they can feel the sense of involvement and concerned
within the workplace. Moreover, they are not bound by any strict regulations, they are allow to
place their point of view and show their creativity. As a result of which, CAPCO tend to attain
Illustration 2: Flat structure
Source: Schein, 2010

success. In addition to this, by adopting role culture within the workplace, employees will feel
motivated and encouraged to participate in the decision-making process. The independent culture
and structure will also affect the behaviour of employees within a team and as individual (Bloisi
and Hunsaker, 2010). Thus, there is direct link between organizational structure and culture, it
will tend to influence the behaviour of employees in the workplace.
1.3 Factors influencing individual behaviour at workplace
There are different factors which affect the behaviour of individuals and groups within
the workplace. Some of these factors are stated below:
 Motivation: It is the foremost factor which affect the behaviour of employees. There are
many models and theories are available, which can be adopted by CAPCO. In order to
increase the efficiency and productivity of employees, it is very necessary to fulfil their
needs and demands (Brooks, 2012). If they are provided with rewards, then they will
certainly tend to behave accordingly.
 Communication process: It is also an important factor, which influence the behaviour of
employees (Belbin, 2012). By implementing open communication policy in the
workplace, the employees of CAPCO will be easily able to share their views and
opinions for different purposes.
 Working environment: Organisation having positive work environment will highly
influence employee's mindset, they will be able to grow and progress and seek many
career opportunity in the positive work environment (Gabriel and et.al., 2015).
 Flexibility: It is also an important factor highly affect the mindset of employees.
Nowadays, in the realm of changing environment, employees expect flexible work
environment within the workplace. They should be provided with flexible working hours,
so that they will be motivated and encouraged (Perc, and et.al., 2013).
 Abilities and Skills: The individual behaviors in CAPCO is affected by the ability and
skills of individuals working in the organization which also affects the work of
individual. The people working in the organization possess with different skills hence,
share their knowledge to each other, from which performance is positive manner. The
employees who possess higher skills and qualities likely to perform well and if they share
these qualities with others it affects productively (Gupta, 2015). The sharing of skills

positively affects individual behavior in the organization feel demotivated, however,
training can be provided to them, to encourage the moral of employees. It can be seen
that the employees of CAPCO are highly qualified hence, have positive work attitude.
 Style of leadership: The leadership skill possessed by the leaders affects the behaviors of
individuals. In CAPCO leaders provide equal chance to individuals to take part in
decision hence, the employees are motivated. This is the reason they possess a positive
attitude hence, leadership pay an effective role in modifying the behaviors of individuals
(Mullins,2009). The democratic leadership used in CAPCO positively influences
behavior of employees and they come with new ideas hence, organizational performance
enhances in the organization due to style of leadership adopted.
TASK 2
2.1 Compare the effectiveness of leadership styles at CAPCO and HSBC
Leadership is the art of influencing people in effective manner and this is also necessary
in terms of developing number of followers (Nancarrow and et.al., 2013). Leadership is effective
at CAPCO because through this, employees are able to get suitable directions for their work and
this also assists them to contribute in achieving organizational aims and objectives. In the below
mentioned section, diverse styles of leadership are discussed that are most commonly used in the
organization: Autocratic leadership style: At CAPCO, autocratic leadership style has been followed in
which leader seems to follow centralized way of managing things and no assistance is
taken from the followers (Myers, 2016). Autocratic leadership is beneficial for employees
of CAPCO in many ways such as it aids in managing disciplinary aspects in the work
processes. Similarly, the style is also for directing the employees to reach towards the
aims and objectives. In the style, leader of CAPCO do not allow the employee to
participate in decision making process as the entire decision is taken by leaders only.
However, sometimes the style demotivated the employees also as leader do not consider
the views of employees. Democratic leadership style: Democratic leadership style is the one in which leaders
allow all the team members to participate in decision making process. This is useful for
the purpose of enhancing creativity and innovation in organizational processes.

Motivation as well as encouragement can be provided to the employees through this
theory (Osuchukwu, 2016). For example- leader of HSBC has been following democratic
leadership style in which all the employees are allowed to participate in decision making
process as that also enhances decision making ability.
 Laissez-faire: In laissez-faire style, followers of the team delegates the duties to others so
that they can perform all their roles and duties in prominent manner (Silk and et.al.,
2014). At the same time, responsibilities remain with the leader itself; however followers
can only undertake all the decisions on behalf of leaders.
The leadership style of HSBC is more effective as compared to CAPCO because the style
highly motivates and encourages the employees towards better productivity and performance.
Further, it also improves decision making processes as well since that allows the employees to
participate in organizational decision-making processes.
Illustration 3: leadership styles

2.2 Explain how organizational theories influences the practice of management
Illustration 4: Management theories

2.3 Evaluation of different approaches to management used by CAPCO and HSBC
As per the present CAPCO has been using Contingency Organizational theory in which
different strategies and techniques are prepared so as to manage the changed circumstances. This
also brings numerous transitions in organizational structure and cultural values (Schein, 2010).
The approach is also useful in helping the employees to involve themselves in decision-making
procedures and along with this, organization can show the concern towards employee welfare
and motivation. Nonetheless, the approach innovates new things in CAPCO's management
because probably all the employees are integrated in decision-making process. Further,
employees also get ready to cope up change management in successful manner.
On the contrary, HSBC has been getting assistance from Scientific Theory of managing
things. The organization is able to develop quality standards for the employees through changing
the entire structural values and dimensions. Business can also adopt new things for more growth
and success; thus as a result, performance and efficiency level can be amended. Moreover,
several skills and capabilities of the organization can be increased through this. Apparently,
proper utilization of resources is essential for every organization and this can be done through
adopting new patterns of work processes (Deci and Ryan, 2012).
According to the description of both the management approaches, it can be said that
CAPCO is more concerned about structural and cultural aspects so as to underpin the practices of
management. Employees are also involved in decision making process which aids them to show
greater productivity towards the management practices. This not only increases ability of
decision making system; but also aids in focusing on better employee management. However,
the management style of HSBC is more feasible as compared to CAPCO because the tasks are
result based and employees have to maintain all the standards while managing their business
aspects. The style is more useful in developing employee and organizational capability.
TASK 3
3.1 Discuss the impact that different leadership styles may have on motivation in organizations
in periods of change.
Behaviour of the individual in the organization is influenced by the leaders. Leadership
can be defined as inspiring, influencing and motivating employee in organization (Kleinert and
et.al., 2012). If employees are not motivated by leaders, then human resources will not be

effectively used in the organization. There are different types of leadership style which impact on
employee behaviour. They are given below:
Democratic style: At Capco democratic leadership styles adopted by managers and
Leaders. In this style the employees get involve in decision making process of organization. In
major decisions of organization employees are involved for giving their views and ideas. The
CAPCO company involves their employees in all important decision (Sevi, 2010). The leaders of
company solving employee problems related to work. The leader motivates the employee to
work hard and give their best performance in an organization.
Autocratic style: In this style managers not involve employees in decision making
process. This kind of management style can be effective when company is required to make
decision quickly for daily work task. In this style employees are sometimes DE-motivated
because of strict leaders (Miller and Rollnick, 2012).
Transnational style: When CAPCO leaders used this leadership style the goal set by
managers. Certain task perform by employees in organization for which workers are rewarded
for best performance and sometimes punished for bad performance. According to this style
leaders not encourage employees to think creative and enhance their capabilities. The leaders are
happy with existing system and they can take creative action when required (Deci and Ryan,
2012).
3.2 Comparisons of motivational theories in CAPCO
Maslow's theory of motivation considers that humans are motivated by a basic survival
needs before addressing more advanced needs. All requirements of humans are classified in a
hierarchy level (Costa, Passos and Bakker, 2014). As compared to this, Herzberg's two factor
theory of motivation consist of two factors that is motivator and the hygiene factors. This theory
states the satisfaction and dissatisfaction towards the job of employees. Maslow's theory is
represented in the followings five steps:
 Physiological needs
 Safety needs
 Social needs
 Esteem needs
 Self-actualization needs

Following are the factors includes in Herzberg’s two factor theory:
 Hygiene factors Motivational factors
Comparison between Maslow's Hierarchy theory and Herzberg's Two factors theory:
Physiological needs are the basic needs of human. This basic needs helps to survive life
of human such as air, food, cloth and shelter (Deci and Ryan, 2012). These requirements can be
fulfilled by providing comfortable working conditions to the employees in CAPCO. Safety needs
consist of providing a security to person for their job and life. As a manager of CAPCO, the
organization provides safe working conditions to the employees. As compared to this, Hygiene
factors are those which help to motivate employees (Dunlop, Falk and Beauchamp, 2013.).
These hygiene factors are not runs for long-term, but if these factors are absent then employees
will lead to dissatisfaction. In this, it includes pay skills, company policies, physical working
conditions, status of employees, interpersonal relation with subordinate, superiors, and peers and
job security. CAPCO manager have to provide these things to their employees for giving them
satisfaction in their working conditions.
In comparison, Maslow's theory can also be applied by focusing on Social needs. This
needs refers to the feels good belonging to the society. Friendship with people, groups in society
etc. fulfill this needs (Fausing and et.al., 2013). It helps to encouraging the employees in their
work. In CAPCO, it is applicable by manager for making sure to each other to know one another
person and promoting good work-life balance. Similarly, Esteem needs refers to the need for
self-esteem and respect. It helps to admiration from others person (Kleinert and et.al., 2012).
Manager of CAPCO have to fulfill this need by offering praise and recognition when they work
well. As compared to this, according to Herzberg’s hygiene factors cannot be regarded as the
motivators. Motivators factors helps to make positive satisfaction towards their job by the
employees of the organization. In this, it includes recognition, sense of achievement, growth and
promotional factors, responsibility and meaningfulness of the work (Miller and Rollnick, 2012).
In CAPCO, if manager provides these aspects to employees it will be helps to enhance the work
performance of the workers towards their job.
In comparison to this, application of Maslow's theory also comprises of fulfilling Self-
actualization needs (Nancarrow and et.al., 2013). This theory is applicable to the CAPCO

industry by providing challenging work to employees, inviting them to participate in decision
making and given them flexibility in their job.
3.3 Necessity of managers to understand and apply motivation theories within the workplace
Motivation has been defined for achieving the corporate objectives and goals of the
organization by influencing to the people of the organization (Pays and et.al., 2012). In today's
era, it has become more important for the managers of CAPCO to motivate their staff and helps
in optimizing their performance. It can be helps to the CAPCO that stimulate the employees
desire and actions to be continually committing in the job. The significance of motivation in the
workplace is high because it puts human resources into action and improves level of efficiency
by the employees of CAPCO. Following are the necessity of managers to understand and apply
motivation theories within the workplace of CAPCO: Puts human resources into action: Every organization requires physical, financial and
human resources for achieving goals of the business (Ren and et.al., 2012). For this,
motivation plays a vital role in the organization. This can be done by building willingness
in employees in their work of the CAPCO. This is through motivation that the employees
can be utilize to making full used of human resources by the managers. This will help the
mangers of CAPCO in effectively using the resources. Improve level of efficiency of the employees: The level of the employees is not dependent
on their education, qualification and abilities. For getting best of the work performance
by the workers, the managers should cover the gap between abilities and willingness in
CAPCO. It is important for the organization to improve the level of performance of the
employees. It will result in increasing productivity of the employees. it will help in
reducing cost of operation of the organization and improving overall efficiency of
employees (Silk and et.al., 2014). Leads to achievement of the CAPCO’s goals: Motivation theories assists to the mangers
for achieving the goals of the organization from the taking best possible utilization of
resources (Belbin, 2012). Further, they will become co-operative in the work
environment. In the organization employees are lead for goal directed by the managers
and leaders and they act according to the purposive manner. It will overall help in

achieving the organizational goals. It is also assist in building co-ordination and co-
operation between the employees and managers of the CAPCO. Build friendly relationship: Motivation is important factor which will assist in bringing
employees satisfaction. The workers can be satisfied by making an incentive plan for the
benefit of employees of CAPCO. Other than this it will aid in making friendly relation
between the managers and employees of the organization. Mangers have to provide the
incentive plans for employees such as monetary and non-monetary incentives. It is also
essential for providing promotion opportunities for the employees (Carlton and Perloff,
2015).
 Leads to stability of work force: Stability of workforce is an important element from the
point of the reputation and goodwill of the organization. The employees can remain loyal
to the CAPCO when they feeling equal participation in the management of the business
as to the other members. The skills and effective performance of the employees always
gives an advantage to the workers as well as managers (Coghlan and Brannick, 2014).
This will assist the CAPCO for making the good image in front of public in the market
which will attract the qualified people in the organization (Importance of Motivation.
2016).
TASK 4
4.1 Explain the nature of groups and group behavior in CAPCO
Nature of groups: group is a defined as a two or more individual communicate with each
other in order to accomplish a common objective. There are 2 kind of nature of groups they are
as follows:
 Formal groups: These nature of group is created in organization by managers to achieve
business goal or to achieve assign task objectives. For example: product development
team or financial department team (Klarsfeld and et.al., 2014). The formal group are
selected by an organization as a means to an end. These groups appointed through
management for long term purpose. In CAPCO the management appoint formal teams
and assign projects to achieve project goal.
 Informal groups: The such kind of group are created by employees or managers
themselves to meet their own needs or interact each other to meet their social needs.

These groups are formed with friendship and to satisfied their social needs (Robbins and
Judge, 2015). These groups formed for short term purpose. In following organization the
informal teams created at workplace by employees themselves according their interest
with aim of friendship or social purpose with their co-workers.
Group behavior
It is an important concept which determine the link between organization culture and
communication. Group behaviour related to the way employees behave in large or small
situations. The individual are forms groups (Costa, Passos and Bakker, 2014). The groups are
important because they influence work and work behavior. The organization cannot be ignored
that group behaviour influence organization performances. Group behavior affects productivity.
In organization group are created because the management know the group efforts are more
effective rather than individual efforts. In organization to achieve business goal or to succeed
their business they must mould group behaviour to achieve goal efficiently. The groups are
created because such task not perform individual where group efforts are required for its
completion (Deci and Ryan, 2012). A group can make better judgment for business rather than
individual. In organization mould group behaviour because all member of the group collective
come together to achieve a common goal. Group behaviour is that all individual in group must
feel they are part of group.
4.2 Discuss the factors which are promote to the development of effective teamwork of CAPCO
When individual gather to achieve the common goals of the organization, many
interpersonal dynamics play a role in the succession of team work (Dunlop, Falk and
Beauchamp, 2013). In CAPCO sometimes team can trap well together and succeed at anything
they attempt. Some factors which helps to demonstrate effective team performance or that may
inhibit team work at CAPCO are the followings:
 Cohesiveness: The first factor is to consider how separated members are wit one
another. If a team is highly cohesive in CAPCO, a members of the organization
commitment and willingness to push for excellence grow. Team cohesion affects the
extent to those members who like one another member, get along with each other and
trust and respect to another person in organization (Fausing and et.al., 2013). Team
work is also cohesive by the abilities and opinions to another member in the CAPCO.

Managers of business also determine whether team members equally participate in team
rather than forming subgroups. However, if there is no cohesive in the members of team
they cannot be achieve the goals of the CAPCO.
 Communication: Effective communication system are insistent to develop effective
teams. It can be helps to understand the scope of goals and path for completing the goals
of the CAPCO. For effective team work communication includes smooth conversation
tones, willingness to consult all options, desire to enhance communication frequently,
effective solutions for conflict and effective decision-making (Kleinert and et.al.,
2012). But if there is no proper communication between the team members they cannot
be able to make effective team performance to the CAPCO.
 Homogeneity: Homogeneity can be defined to those members who are similar or
different to one another in the organization. The difficulty arises to the manager is
finding the right balance between homogeneous and heterogeneous teams in CAPCO.
When evaluating team homogeneity, a manager can consider similarities and differences
in the personal characteristics of the employees, also in education level, skills of the
employees, their abilities, backgrounds and income level (Miller and Rollnick, 2012).
Teams are homogeneous tend to highly cohesive and they can easily develop their
effective communication. However, if there is heterogeneous members in team that are
too diverse in the CAPCO to one another in effective team.
 Role identity: Role identity is the extent to which the employees are capable of
different roles throughout the team structure. Thus, diversifying efforts are helps to
developing subject matter in CAPCO. The diversify skills and knowledge is essential to
the members of the organization. It brings to team a large capabilities necessary to
achievement a goals of the CAPCO. Manager can observe to which team can recognize
the individual potential. It is also helpful to the manger to identify the best role among
the team member (Nancarrow and et.al., 2013). Although, if there is no capacity to
participate in achieve the goals of the organization the members are not effective to the
team work in CAPCO.
 Stability: It is the factor to influence the team workforce. It is helps to the CAPCO to
analysis the degree of stability among members of team. Team that have low turnover

rates experience, high level of group cohesion, better communication tonne and more
effectively role identified (Pays and et.al., 2012). It helps to the manager to evaluating to
the members who are comfortably inter depend with one another, which comes to
sustain the relationships between the employees. If there is no stability in team
performance the employees are unable to maximize the productivity of the CAPCO.
 Team size: By evaluating the team size managers can find the productivity and
maximizing it to ensure high level of the team performance. Greater number of
members in team the more resources available to achieve the goals of the CAPCO. For
evaluating the team size that is too large or small, manager of the CAPCO considered
effective and harmoniously work by the members. The manager also analysis the
whether the required task efficiently accomplished by the all members of team (Perc and
et.al., 2013). However, as team size increasing number of conflict result are also
increasing if there is no co-ordination between the members of the CAPCO.
 Group think: Group think is a tendency for decision-making tool by the team members.
This is occur when individual team members overcoming desire to be accepted and
want to minimize the conflict of the CAPCO. Other thing which are includes in group
think individual conformity, apathy towards team goals, apathy towards team outcomes,
pressure by the leaders within the team and discussion tend by the members (Ren and
et.al., 2012). Although if there is no group think between the team members of the
CAPCO, has not able to achieve the team exerting by dominating characteristics of an
employees.
 Mutual co-operation: In every member of the organization have mutual co-operation
required to effective team work force. Individuals’ abilities, knowledge and experience
are pooled by the team in CAPCO. There is acceptance of each other strength and
weakness. It can be helps to the maintain co-operation between every employees in the
organization. If there is no mutual understanding between the members that decrease the
effective work by the team members (Seven Factors of Effective Team Performance.
2016).

4.3The impact of technology on team functioning in CAPCO
The following company employees are benefited with well established technology of the
company. The technology help to following company can coordinate with their team which
working for achieve specific objectives. With the option of the technology transfer, the
management and researchers of mentioned company can communicate in well manner. In
company the technology enhance the efficiency of the service system of the organization. The
executives used computers which helps to store data of customer and stakeholders with
Microsoft excel. The merits of technology on team functioning are as follows:
 Better communication: The merits of Technology is improved the communication
between the group members. The communication through technology helps in better team
building. Different members of following are communicate each other even if they are
not at the same place.
 Business strategies: Advantage of Technology is to helps mentioned company
employees to make better business strategies. The technology provide new opportunities
to the team members of cited company to develop creative products and services.
 Better organization culture: The use of technology helps to CAPCO company to
improve organization culture. The cited company provide better organization for their
employees. It is because of this reason, the employees work dedicatedly at work place.
The organization culture rise because the employees are openly communicate with their
team members and their managers related innovation and development of goods and
services.
 Efficient productivity: The use of technology has become the center of every
organization because without technology the company not survive in competitive world.
In company there should be mix of the use of technology and traditional skills to
increase the efficient productivity. The technology used in cited company for research,
gaining information related company, for communication and so on. Which help to
reduce the time, production cost of company and hence, enhance productivity.
 Management process: The merit of Technology is helping the cited company teams
members to perform the functions such as database, e-marketing of company products

and services, market survey and doing business through online websites. This functions
are performed more efficiently in less cost and time, with the help of technology.
Demerits of technology: The demerits of technology is that the the company gives training to
employees to understand technology which increase training cost. The other disadvantage is high
maintenance cost of because the technology constantly improve and upgrade which is costly. If
company buy new technology is also very expensive. Further, demerits are causes distraction at
workplace, affects relationship and makes lazy employees.
CONCLUSION
As the above report it can be concluded that there is different organizational structure and
culture follows by organization. The organization adopt flat and tall structure. It can be create the
impact on employees’ behaviour. It contains the impact on individual behaviour that is
communication process, motivation, flexibility and environment. It is follows the different types
of leadership to leads the employees of the organization like autocratic leadership style,
democratic leadership style. It shows the influence of the organizational theory to the practice of
management. It defines different approaches to the management. It includes the comparison of
motivational theories that is Maslow's hierarchy and Herzberg's two factors theory. Motivational
theories defines the importance to the managers within the organization. It contains the group
behaviour and the nature of the group in the workplace. It considered the factors which are
promote or inhibit the development of the effective teamwork in the organization. This report
defines the impact of technology to the functioning of team building within the business.

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