Organisational Behaviour Report: BBC, Team Dynamics and Motivation

This report provides an in-depth analysis of organisational behaviour, using the British Broadcasting Corporation (BBC) as a case study. It explores the impact of power, culture, and politics on employee behaviour within the organisation, referencing Handy's cultural typology to identify the prevalent culture types. The report evaluates content and process theories of motivation, such as Maslow's hierarchy of needs and expectancy theory, and assesses their application in improving employee effectiveness at BBC. It also examines the features of effective and ineffective teams, along with different team types. The report concludes by applying organisational behaviour concepts to a business situation, specifically focusing on the path-goal theory to improve team performance and addresses potential barriers to team effectiveness. The report aims to provide insights into managing employee relations and increasing productivity within the broadcasting industry.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Impact of power, culture and politics on behaviour of an organisation............................1
a) Handy's cultural typology for identifying the culture in BBC...........................................1
b) Analysis of power, culture and politics and its impact on BBC........................................2
TASK 2............................................................................................................................................4
P2 Evaluation of content and process theories of motivation................................................4
a)Definition of content and process theories..........................................................................4
b) Evaluation of motivational techniques in improving the effectiveness in BBC................6
c) Role of motivation in achievement of organisational objectives.......................................6
TASK 3............................................................................................................................................7
P3 Features of an Effective team against ineffective one.......................................................7
a) Different types of teams ....................................................................................................7
b) Elements that make a team effective..................................................................................7
TASK 4............................................................................................................................................9
P4 Application of concept and philosophies of organisational behaviour on business situation9
a) Application of path-goal theory to improve team performance.........................................9
b) Barriers to team performance.............................................................................................9
CONCLUSION.............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
An organisation cannot achieve its success without contribution of human resources.
Workplace of a company consists a large number of people who have different perception,
values and opinion based on culture they are belong to. But all are work with common purpose
i.e. to achieve objectives of enterprises. In context with organisational behaviour, it is defined as
how people associated with industries interact with each other and cooperate in completing the
various tasks within in a given period of time (Demir, 2011). Therefore, if employees and
management behave in a positive way then such firms have attain targets in a successful manner.
In this context, present report discuss about how management helps enterprises in managing the
relation among employees and increase their productivity. Managers use various application of
scientific and leadership theories for improving the behaviour of workers. For understanding all
these concepts, BBC Company has been taken in this assignment. It is a multinational firm of
UK deals in broadcasting business.
TASK 1
P1 Impact of power, culture and politics on behaviour of an organisation
a) Handy's cultural typology for identifying the culture in BBC
In a company, all people at individual basis greatly influenced by the culture, politics and
power within a firm. For understanding this concept deeply, Handy's cultural typology has been
used. This typology has stated that culture is a set of ideas and behaviour of people who are
associated with firm (Fisher and To, 2012). This theory was proposed by Charles Handy who has
classified culture into 4 major components that are discussed below:-
Power culture: This concept shows the most important part of organisation which impact
on behaviour and relationship of employees either in positive or negative ways. In this context,
power refers as an authority used to get productivity of workers i.e. it influences the people to
work accordingly as per order of centralised person. These persons have power to organise and
control the work of others as well as take the liberty to express opinion and make decision. Apart
from this, whatever strategies they made has to follow by others.
Task culture: In this typology, authorisers used to build strong teams and assigned tasks
accordingly in order to achieve success of business in high manner. They adopt various theories
in order to develop team and engage people to work with each other. Since BBC has large
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working organisation having near about 21000 employees in total, therefore, its managers
generally assigned work by collaborating people in group.
Person Culture: It defines the strengths and weaknesses of person within an organisation
along with their behaviour. Therefore, orientation practices of employees comes under category
of personalised culture. In addition to this, such type of culture concerns more about developing
own skills rather then improvement of organisational growth (French and Holden, 2012).
Therefore, giving priorities to self-goals foster or hinder productivity of enterprise.
Role culture: In a company, every individual whether employee or employer has own
role and responsibilities as well as contribution in increasing the productivity of business.
Therefore, this type of culture is said to be an ideal form as it reflects the positive side of persons
associated with firm. Along with this, every employee works in proper manner and followed
instructions appropriately as per task assigned to them.
As per John Smith point of view, by analysing the data he depicts that culture of BBC has
seemed to be failed because of lack of communication and management skills. In addition to this,
its management also proves ineffective in context with make an investigation on a serious topic
i.e. child abuse. Further, managers have also failed in delivering a high communication channel
through which they can aware people of such a serious issue.
b) Analysis of power, culture and politics and its impact on BBC
Power, culture and politics play an important role in determining the behaviour of
employees at individual level. Working environment of enterprise depicts the manner in which
people work and interact with others (Griffin and Moorhead, 2011). In context with BBC, it has
a centralised system of power in which, authorises make decisions as well as formulate policies
in order to control and manage work of all departments. Generally, behaviour of all persons are
affected by culture, power and politics. Politics in an enterprise includes informal and unofficial
effort of some people who make strategies in order to express their ideas, raise power, influence
people and more. The main purpose behind all these segments is to any how achieve success of
business in a short interval of time.
Impact of culture
An enterprise having diverse culture as well as equality in environment then it would
create positive impact on the behaviour and performance of employees (Lazaroiu, 2015). Along
with this, it also helps in the reducing the gap of cultural differences. But as every factor has its
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own benefits and limitation, therefore, major drawback of culture is that it gives rise to politics
and biased approaches (Miao and et. al., 2013).
Positive impact Better communication: When employees work in good atmosphere and culture then they
make a better communication with each other.
 Team-building: Different culture helps in formulating a strong team of employees.
Negative impact
 Negative atmosphere: Diversity shows a big gap between culture of people within an
organisation. This will sometimes lowers down the capacity of employees who have less
skills as compared to others.
Impact of power
When authorisers use their power in proper and right manner, then under supervision of
them, employees feel more enthusiastic. It also aid them in getting high commitment of workers
and contribution in achievement of business success (Martinko, Harvey and Dasborough, 2011).
While, if centralised persons use their powers in negative way then whole situations goes in
opposite direction.
Positive impact
 Motivation: Centralised person has a duty to provide proper direction to employees and
motivates them to work well. This will help in increasing productivity of workers as well
as organisation too.
Negative impact
 Creation of mistrust: Usage of power in negative way, generates resistivity in staff
members.
Impact of politics
Politics is generally played by all employees in order to proof them better in front of
management for getting appreciations and other type of appraisals (MacKenzie, Podsakoff and
Podsakoff, 2011) . Therefore, it generally creates negativity only as this factor reduces the
productivity of workers at individual level, effect on concentration power as well as increase
stress level.
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TASK 2
P2 Evaluation of content and process theories of motivation
a)Definition of content and process theories
Every person who is working in a company has own needs and desires therefore,
management is need to identify the same and complete on time. In context with BBC, its human
resource management utilises this technique to examine the strengths and weaknesses of
employees in a proper way. HR managers of this firm use various theories in order to boost
morale of employees as well as motivate them to work well (Luthans, Luthans and Luthans,
2015). Some important theories used by them are given below which are categorised on the basis
of process and content theories:-
Content theories: This theory is used to examine the behaviour of employees and
identifies elements through which managers can motivate them. This process of identification
and motivation, helps in achieving goals and objectives set by employers in a given period of
time. The main purpose of this conceptual theory is to fulfil desires of staff members who either
work on individual basis or in team so that they can contribute efforts in completing the same. It
has given following type of process motivation:
Maslow’s Hierarchy of needs: This theory is used to identify the main need of individuals
which are categorised on the basis of occurrence. It includes psychological, safety and security,
belongingness, self-esteem and actualisation type of needs.
Illustration 1: Maslow’s Hierarchy of
needs
(Source: Maslow’s Hierarchy of needs, 2018)
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Alderfer’s ERG theory: It is an extended form of Maslow’s hierarchical theories
according to which needs of a person in organisation can be categorised on the basis of
existence, relatedness and growth (Kinicki and Kreitner, 2012).
Illustration 2: Alderfer’s ERG theory
(Sources: Alderfer’s ERG theory, 2017)
Process theory: This theory of motivation is used to find behavioural pattern of
employees in order to find on which level people need encouragement as well as the way through
they get motivated (Lu, 2014). It includes following type of theories as:-
Reinforcement theory: This type of theory is used to identify the behaviour of people how
to encourage them for better result as well as get their retention for longer perspectives. For this
assistance, managers can either give appraisals or punishment to people as per performance of
them.
Illustration 3: Reinforcement theory
(Source: Reinforcement theory, 2017)
Expectancy theory: Under this concept, employers used to provide rewards rather than
punishment to employees in order to get their morale up and encouraged to work well.
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Illustration 4: Expectancy theory
(Sources: Expectancy theory, 2018)
b) Evaluation of motivational techniques in improving the effectiveness in BBC
As present scenario, it has seen that managers of BBC needs to adopt motivational theories
for identifying the demands of employees. It has seen that this firm has lack of communication
and motivational skills, which impacts on the behaviour of people as well as on organisation too.
Along with this, above process results to bring morale down of employees. Therefore, using
process and content theories, managers can identify all desires of people at individual level and
complete it on time as much as possible (Colquitt and et. al., 2011). In addition to this, after
completing the desires employers further used to track records of all staff members and examine
their performance as well as contribution in completing a task. This would help in measuring the
capabilities of each person. Thus, after measuring the performance, seniors used to give
appraisals and punishment as per their role in achievement of business success.
c) Role of motivation in achievement of organisational objectives
Managers of BBC have taken several steps and motivational practices for encouraging
employees to work in a proper manner so that better outcomes have occurred. Through this
process, they can achieve the goals and objectives on time. This mega-broadcaster company
always aims to provide high qualitative services to people all around the world. For completion
of this goal, employers are needed to engage employees in group, whose collaboration and
cooperation help in attaining the same. In this context, Maslow's hierarchy theory is primarily
use to complete basic needs of company members (Demir, 2011). While other theories like
Expectancy, Alderfer’s ERG, and Reinforcement aid firm in raising the productivity and
performance of employees. Apart from this, these theories help in following ways:-
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 Increased employee commitment
 Employee contentment
 Personal development
 Employee efficiency
TASK 3
P3 Features of an Effective team against ineffective one
a) Different types of teams
In large working organisation, managers generally used to collaborate workers to work in
group. For this process, they used to build strong team of members who have high skilled
qualifications and abilities (Choi, 2011). Team work help in completing a task in a short period
of time as well as in short period of time. In addition this, due to various functions, roles and
responsibilities, there are various types of team occur within an organisation as given below:
Cross-Functional Teams: In this type of team, professionals of different departments
used to cooperate each other and work in group for special task which generally relates with
expansion of business growth. For example: Opening a new outlet or channels require cross
functional teams for successful establishment of the same.
Problem solving teams: In this type of team, all group members are expert in resolving
issues of business which occur at big level (Carpenter, Berry and Houston, 2014). These persons
engage in identifying the problems which impact the behaviour of organisation and on people
along with measuring the same in a proper manner.
Virtual Teams: It includes the virtual members in team who are expert in making
communication with outsiders through means of digital technology rather than face-to-face
conversation.
Project Teams: In this type of team, all members coordinate each other to work for a
special project. Therefore, for being a part of such team, members are needed to gain skills like
high focus, enthusiastic, creative and more.
b) Elements that make a team effective
In big organisations, it has seen that without employee engagement, management cannot
gain success in completing various tasks on time. When people work in team, then this will helps
them in developing relationship with others as well as gain knowledge in a particular field. In
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addition to this, from employers point of view, through formulating team and assign work to
them accordingly aid them in increasing productivity as well as profitability of business.
Therefore, BBC used to assign work mainly by engaging people in group so that whole process
of work will done in proper manner (Bolino and et. al., 2013). At present this broadcasting
company seeks to launch so many communication channels for enjoyment and acknowledgement
of people of all over the world. Therefore, for this purpose it provides employability to workers
on the basis of part-time, full-time as well as in flexible working hours. Through this process, it
has achieved success in giving employment to 32,250 workers in which 21000 employees are
worked on full-time purpose.
In order to build a strong team as well as engage people to work with each other in a
proper manner, its management use Tuckman's model. This model has constituted four type of
stages for team development. All these stages can be described as:-
Tuckman’s stages of group development:
Forming: It is the first stage of development in which managers used to focus on
introducing each member to other and bring them together to work in team (Avey, Palanski and
Walumbwa, 2011). In addition to this, team persons also reveals skills and capabilities as well as
past performance to each other. Therefore, roles and responsibilities of all does not declare by
manager of organisation.
Storming: In this second phase, managers distribute roles and responsibilities to each
person. After then, every member shows capabilities and best part of them to prove better from
others. Therefore, competition arises in this phase which generate further conflicts also.
Norming: In this stage, team-members are used to come on normalisation and start
developing a relation with each other. Along with this, they share skills and knowledges with
each other and start making collaboration.
Performing: In this section, members are used to perform in best manner and with clear
description of roles and responsibility. Therefore, through contribution and commitment of all
persons, organisation gets success in achieving the success.
Adjourning: It is the last stage of team development stage in which all members enjoy
the success of completion of project they have assigned.
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TASK 4
P4 Application of concept and philosophies of organisational behaviour on business situation
a) Application of path-goal theory to improve team performance
After building and developing a team, it is necessary for management of organisations to
provide a clear objectives to members. Along with this, they also give clear instruction and
proper direction to workers so that they can work in an appropriate manner. For this purpose,
managers are required to understand the ways through which they can help team-members in
attaining the objective. In this context, they can use Path Goal Theory. The concept of this theory
is used to identify the ways through which they can influence team-members to work according
to business perspectives. It entails the managers to adopt leadership style in them like
democratic, situational, contingency and more. This would help in turning negative behaviour of
employees in positive. In context with BBC, this theory has suggested that its managers are
needed to change their leadership style and adopts a new one.
b) Barriers to team performance
There can be various hinders or barrier which is assisting as major issues that is needed to
perform within team in context of BBC which are mentioned as below:
Centralised Control: It is main team non-performance cause. Members of team should
carry out the participative approach which should be undertaken for making decision (Ashkanasy
and Humphrey, 2011). This approach does not deliver proper freedom to work as per their
potential.
Direction Lack: It is another barrier to perform effective team work. This is fundamental
which team member effort that are leading toward target to reduce demotivation and lost, The
direction sense is fundamental in team performance management.
Poor Communication: Communication increase consideration level among team which
is fundamental to realise ideal performance of team. Communication distribution can create end
up with confusion declining team performance that BBC deliver.
Culture: A team consist of individuals complying distinct beliefs and value that majorly
acts as obstacles to team performance. The determine the style in which the activities are
operated.
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Feedback and Communication: this constitutes one of the fundamental elements of team
building. Lack of feedback activities and communication among the members of team can direct
the entire team toward performance constraint. The dearth of channel of communication major
issues which is needed to be resolved in significant manner (Andersson, Jackson and Russell,
2013). The major conflict that emerge cause of interaction are quality issues, conflicts and
mistakes etc.
Lack of respect and trust: Dearth in proper credibility among members of team build a
team performance barrier decreasing the productivity of entire team. This can lead to the one
another vulnerability, This condition can direct the investment of entire condition. There are less
problems and issues which helping the members of team leading to reduce in the aggregated
team performance.
Hence, this is fundamental for BBC to evolve and improve the activities of team in order
to accomplish their set standards and goals along with achieving the outcome in significant
manner.
CONCLUSION
This can summon from above mentioned report that organisational behaviour is
fundamental factor assist in directing and managing performance of employee. This can ensure
and ascertain that efforts of organisation contribute positively in the objectives of company.
Team can be defined as the unit members that are classified on the grounds of functions
similarity performed by individuals. There are some certain barrier which a team performed that
can be resolved through team performance in effective and efficient manner.
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REFERENCES
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reported and other‐reported organizational citizenship behavior. Journal of
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