Organisational Behaviour Report: BBC Culture and Motivation

This report provides a comprehensive analysis of organisational behaviour, using the British Broadcasting Corporation (BBC) as a case study. The report begins with an introduction to organisational behaviour, emphasizing its significance in achieving business efficiency and strategic goals. Task 1 delves into organisational culture, explaining Handy's culture typology (power, task, person, and role culture) and its influence on employee satisfaction and operational effectiveness. Task 2 explores motivation theories, detailing the process of motivation, including identifying unsatisfied needs, tension, actions to satisfy needs, goal accomplishment, and feedback mechanisms. The report also discusses improved levels of motivation such as security, incentives, affiliation, and development. Task 3 examines different types of teams within an organisation and their impact on achieving objectives. Finally, Task 4 focuses on organisational theory and its effects on organisational behaviour. The report concludes by summarizing the key findings and referencing relevant literature.

ORGANISATIONAL BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P.1 Organisational culture......................................................................................................3
TASK 2............................................................................................................................................5
P.2 Motivation Theory ...........................................................................................................5
TASK 3 ...........................................................................................................................................7
P.3 Types of team...................................................................................................................7
TASK 4 ...........................................................................................................................................9
P. 4 Organisational theory......................................................................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organisational behaviour is a very vast topic as it involves many factors that may affect the
business in all the way possible. Sometimes these factors are controllable and uncontrollable so the
organisation needs to be prepared for all the situations and make a definite strategy for each and
every situation. In very simple words the organisational behaviour is refers to the culture carried by
the organisation to achieve efficiency in every operation done by them so that they can achieve
their goals and objective on time. . BBC is the discussed in this whole report and by giving
importance to BBC many factors should below. The main factors that influence the organisation is
the main consideration in this topic as these factors decides the future of business. Organisation
behaviour varies from organisation to organisation as there are many types of culture adopted by
different organisation. Every factor should get considered as these decides the growth and how
much an organisation is gonna expand in the targeted market.
TASK 1
P.1 Organisational culture
Organisational culture refers to the culture carried by the organisation in order to make the
effective work force and efficiency in the every operation at the workplace. There are many kinds
of cultures opted by the organisation according to the needs and required according to the situation
as they know what they can do the best for their employees so that they can satisfy then from the
core. Organisational culture will help the employee si that they can enjoy their work and stay stress
free (Dartey-Baah and Amoako, 2011) . Handy culture typology is a cultural model which help the
organisation to analyse all the factors that may affect the business in all the way possible. Handy
culture typology has some factors that are discussed below : Power : In simple words powers refers to the authority held by the organisation or given by
it in order to ensure that every thing is running smoothly in the organisation . Power gives
the right to the senior officer of the organisation that they can make their subordinates work
according to their plan of action. Power helps in controlling all the work done by the
employees in a very effective way. Authoritative person is very important for the
organisation as at last they are the most responsible of all the happened things. Earlier BBC
was under many restrictions as there were no communication between the management and

the employees and employees were also not satisfy with the decision taken by the senior
authority of their organisation. Task culture :Task culture refers to the culture that is related to the task carried by the
employees of the organisation as in organisation there are many teams according to their
skills required for a particular task so that they can achieve the organisation goals on with
the help of their skills and department. Earlier BBC was not following the task culture that
includes the team management as these teams will help the organisation to perform the
particular task to achieve the organisational goals and objective on time that's why its work
was not efficient as their workforce was not effective. Person Culture : Person culture refers to the human behaviour in the organisation as this
the thing that affect the work mostly. This culture defines that the employees are free to
express their felling and ideas before the management of the organisation. This culture
boosts the morale of the employee so that they can work more efficiently and serve the best
of him to the organisation. Earlier BBC was not using the person culture as they were used
to thinking that it is the waste of time and this is the only reason their employees were not
satisfied with them and because of inefficient workforce the organisation was not getting
recognition in public.
 Role culture : Role culture refers to the roles played by the employees of the organisation
according to their profile. Roles are the definite as this decides the position that is going to
be achieved by the organisation in the market. In organisation every employees has a role
according to his specialisation, qualification and interest as all these factor help the
organisation in its growth and upliftment. Earlier BBC was not giving priority to role
culture as they used to think that the work assigned to the employees by them that should be
completed no matter what are the other factors that are affecting the business (Misra. And
Puri 2011.) .
Effects of culture, power and politics
There are many factors that may affect the culture, power and politics as these are the main
elements that is used by the organisation for growth and upliftment. These factors highly influence
the organisational behaviour as these decides that the company is gonna survive or not. These are
as follows :

 Culture : Culture refers to the ambiance maintained by the employees and the organisation
as well in order to achieve goals and objectives. Culture is maintained or developed by the
organisation just to ensure that employees are working efficiently or not so if there is
anything left then they can take corrective measures. Culture can be of any type and highly
influence the employees so that they can work accordingly. In the recent past BBC was not
using the appropriate culture to influence its employees in a positive way as their attitude
towards their work was not good. Power : Power refers to the authority that is given by the organisation to its employees in
order to balance efficiency at all levels of management. Power can be used in both the ways
negative and positive and they influence the employees accordingly as both affects the
employees in a very different way. In the recent past the power used by the senior authority
Of the BBC was highly negative as they were only focused on themselves and the
employees were ignored by them . This spreads the in-satisfaction among employee and
this leads to inefficiency in their work (Walsham, 2012) .
 Politics : Politics are the general strategies adopted by the senior authority of the
organisation in order to achieve efficiency in the work of the employees. Politics can be
used in both the ways positive and negative . Positive politics will help the organisation to
grow and expand in the targeted market as this includes the most definite plans made by the
organisation for the growth and upliftment of the company. Negative politics made by the
senior for only their own benefits so that they can satisfy themselves only. In the recent past
BBC was not using the appropriate politics as it was not at all working for them and they
were unable to get the recognition in the market.
TASK 2
P.2 Motivation Theory
Motivation refers to the thing done by the management of the organisation to boost the
morale of the employees as this is needed by all employees at all level as this is the only thing that
can help the employees to work more efficiently. Motivation boosts the morale of the employees so
that they can work more efficiently and helps the organisation in achieving organisational goals on
time. This action of management helps the employees in communicating more smoothly with the
higher authority of the organisation (LA, 2013). This satisfy the needs and motives of the
employees that helps in goal accomplishment. BBC motivates its employees so that they can more

efficiently than now so that they can achieve the goals faster than others. This satisfy them from the
core and full fills all their motives.
Process of motivation
The process of motivation are as follows : Identify unsatisfied needs and motives : The first thing that should be done by the
organisation is that they need to find all the unsatisfied needs and motives of the employees
so that they can take corrective measures accordingly. Unsatisfied needs and motives can be
any nature internal and external as that depends on the factors on that they are focused. Tension : Unsatisfied needs and motives creates tension in the mind of the employees as
these things trouble them from the core. Tension leads to inefficiency in the work done by
the employees as they are not focused and lack of attention by the employees may create
further problems for the organisation (*Adeniji 2011.) . This can be of any nature physical,
psychological and sociological and in this the management find the ways to relax their
employees. Action to satisfy needs and motives : In motivation there are certain actions that are taken
by the management to satisfy the needs and motives of the employees as that they can make
effective work force which will help them in achieving their goals and objective. This
action removes the tension of the employees so that they can work easily. Goal accomplishment : The main motive of the management behind motivation process is
to achieve the goals on time so that they can retain in the market for a longer period. Only
by solving the above problems and taking corrective actions against then will lead the
organisation to accomplish its goals. This can be achieved in any way means by giving
reward and punishment according to the condition at that time.
 Feedback : Feedback is given by the employees to the management on its motivation
process so that they will get to know that their way of motivating them was useful or not.
This will also help the management to take the corrective measures on the wrong things that
was not needed in this process (Sailer, 2010.) .
BBC motivates its employees in order to create a effective workforce so that they can bring the
positivity in the environment in their organisation. All the above terms will help the management
to remove all the renaming unsatisfied needs and motives so that the employee can pay attention on
his work .

Improved levels of motivation
There are many levels of motivation that helps the organisation in improving the
performance level of the employees so that they can achieve their goals and objectives in a definite
manner. Motivation can be possible when the employees have very good communication with the
management as if the communication is proper that this will help the employees to work more
efficiently. Some improved levels are as follows : Security and Safety : This is the first and the most important level of motivation as this
ensures that the employees are safe in the organisation and their data that they have given to
the organisation for verification is also secure in all the way possible (Suppiah and Singh
Sandhu, 2011) . Incentives : This is the most beneficial way to motivate the employees so that they will
work with more attention to achieve more efficiency in their work to earn incentives. This
can be in any form as this always leads the employees towards the development. Affiliation : This term refers to the belongingness factor among all the organisation as there
is a conman goals and objectives that has to be achieved by all. In this each and every
employee of the organisation help each other in their work as they work as a team and have
one goal.
 Development : All the above discussed factor along with the motivation will help the
employee in his own development as development refers to the success that is achieved by
the employees by having faith in their work and by providing development the management
ensures the satisfaction among all the employees.
BBC shows its level of motivation according to their needs in the organisation as different
motivation level will be needed according to the situation occurs in the market. All the above levels
of motivation will definitely help in achieving organisational goals on time.. This satisfy the needs
and motives of the employees and will show the mission and mission of the company.
TASK 3
P.3 Types of team
There are many teams of teams that are made by the organisation according to their needs
so that they can perform a particular to achieve the organisational goals collectively. They are as
follows :

 Functional team : Functional team refers to the team that are related to the functions of
management and ensures that every thing is going right according to the plan (Christina,
2014.) . It looks after all the work done by the functions of management. BBC has
functional team that looks after all the work that is done by the management so that they
can manage the whole organisation. Problem Solving : Problem solving teams refers to the team that solves all the problems of
the organisation as the basic purpose of this team is to maintain balance in whole
organisation by solving organisation. BBC has problem solving teams who sorts their all
the issues weather they are internal or external and manages all the things on behalf of the
organisation. Project team : This team is made by the organisation to ensure that the projects are held by
them is managing by their team in a very good manner. They handle all the project that are
assigned to them by the organisation BBC has project team who handle all the different
project at a time as it has different project heads who ensures every thing is under control so
that they can retain in the market by performing well (Kitchin 2017) .
 Virtual team : Virtual teams are those teams who are engaged in the organisation digitally
as they are the professionals who have all the information about the system. IT department
relates to these terms as all the work done by them is all about computers. BBC has virtual
team who handles all the work done by the organisation digitally. This teams promote the
programme digitally as they have specialised work in them.
Effective team
Effective team can be made only when there is efficiency in the work of each and every
employees of the organisation. Team spirit is the main thing that has to be carried by each and
every team member for the common goal accomplishment. BBC has very effective team as they
belong to each other and help in the work of each other. They pay full attention to their work to
achieve their common objective and defeat their competitors so that they can retain in the market
for long period.
Training and development
Training and development are inseparable as they are like two side of a coin that completes
each other in all the way possible as these are for the growth and upliftment of the organisation
(Thomson and Van Niekerk, 2012.) . Tuck man model has following points and they are as follows :

 Forming : This is the first step as this includes identifying the similarities which refers to
finding the common things among all the team members. This develops the basic trust and
establish the base level for the expectations. Storming : This is he next after forming as it includes communication that is very important
between the team member and this also identifies what resources are available for the team
to perform a task. In this team head guides all according to their specialisation, qualification
and skills. Norming : This is something that the whole;team agree on the same thing like ideas,
processes so that they can together solve the existing problem of the organisation. This is
done by all the members of the teams on a continuous basis.
 Performing :This is the last step of team development as this identify the whole work
collectively so that the whole team will be able to achieve results in a most effective and
satisfactory way. In this all members of the team care about each other (del Mar Alonso-
Almeida. and Rodríguez-Antón, 2011.) .
Belbin team roles Action oriented roles : For every action there is equal and opposite reaction and in this the
roles are based on the actions. Implementer is the person who implements all the plan.
Complete finisher is the person who completes his work by considering each and every
point. People oriented roles :These are the roles played by the employees which is related to the
people of the organisation. Coordinator is the chairperson of the organisation who manages
all the things. Team leaders encourages the team spirit so that the members of the team can
easily coordinate with each other.
 Thought oriented roles : This refers to the taught of the employees of the organisation as
they include the plant who presents new ideas and approaches towards every thing.
Specialist is the person who provide specialise knowledge to its department.
TASK 4
P. 4 Organisational theory
Organisation theory of every organisation is different from each other as every organisation
is differed from each other in all the ways. In this the considered theory is goal theory that refers to
specifying leadership style as leaders are the person who influence the employees in such a way

that it leads to improve the performance and productivity of the employees so that they can achieve
the organisational objectives by motivating and satisfying them from the core (j Mullins. and Christy
2013.).
BBC adopts this theory just to ensure that all the employees are working efficiently to
achieve their objectives. This theory improves the team productivity and also the performance of
the employees by providing them proper resources according to the needs of the situation in the
organisation.
Main barriers to effective performances Communication This is the most important thing that relates all the employees to each
other and if the communication is not proper than this leads to the biggest barriers in the
organisation as miscommunication leads to many unwanted drastic change which can't get
controlled easily in the organisation. Policies : Policies can also trouble the employee's performance as inadequate policy by the
organisation may create the problems for the employees and this may affect the efficiency
of the employee in the organisation (Buelens, 2011.) .
 Skill gap : In a team skill coordination is very important and if the skills of the employees
are not coordinated then that will definitely affect the performance given by the team in the
organisation. This is also the barrier to the effective performance given by team as they
wont be able to perform the assigned task.
CONCLUSION
Organisational behaviour includes all the factors that are essential to be carried if the firm
wants to survive in the market as it begins with the organisational culture that includes task,
power and roles that are having by the employee to perform his work according to his profile in the
organisation. BBC motivates its employees so that they can work more efficiently and helps them
to achieve their goals on time. Team performance is the biggest thing that is done by the
organisation as different skills and knowledge are brought together by the employees so that they
can serve the best to their customers and retain in the market for longer period.

REFERENCES
Books and Journals
Adeniji, A.A., 2011. Organizational climate as a predictor of employee job satisfaction: Evidence
from Covenant University. Business intelligence journal, 4(1), pp.151-166.
Buelens, M., Et al., 2011. Organisational behaviour. McGraw-Hill Higher Education.
Christina, S., Et al 2014. How organisational behaviour and attitudes can impact building energy
use in the UK retail environment: a theoretical framework. Architectural Engineering and
Design Management, 10(1-2), pp.164-179.
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor theory
in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management, 3(9), pp.1-8.
del Mar Alonso-Almeida, M. and Rodríguez-Antón, J.M., 2011. Organisational behaviour and
strategies in the adoption of certified management systems: an analysis of the Spanish hotel
industry. Journal of Cleaner Production, 19(13), pp.1455-1463.
j Mullins, L. and Christy, G., 2013. Management & Organisational Behaviour. Pearson Education.
Kitchin, D., 2017. An introduction to organisational behaviour for managers and engineers: A
group and multicultural approach. Routledge.
LA, B., 2013. Will prescriptions for cultural change improve the NHS?. BMJ, 346, p.19.
Misra, S.K. and Puri, V.K., 2011. Indian economy (p. 174). Himalaya Publishing House.
Sailer, K., 2010. The space-organisation relationship. On the shape of the relationship between
spatial configuration and collective organisational behaviours (Doctoral dissertation, TU
Dresden, Germany).
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit knowledge-
sharing behaviour. Journal of knowledge management, 15(3), pp.462-477.
Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security, 20(1),
pp.39-46.
Walsham, G., 2012. Are we making a better world with ICTs? Reflections on a future agenda for
the IS field. Journal of Information Technology, 27(2), pp.87-93.

ONLINE
Organisational Behaviour, 2017. [ONLINE] available through <
https://www.investopedia.com/terms/o/organizational-behavior.asp >