MG414: Organisational Behaviour Report on British Heart Foundation

This report examines organisational behaviour within the British Heart Foundation (BHF), exploring its culture, communication strategies, and impact on employee motivation. The report identifies the BHF's culture, focusing on its dynamic and welcoming environment, and analyzes how this culture improves organisational effectiveness through communication, encompassing employer-to-employee, employee-to-management, and employee-to-patient interactions. It further evaluates the role of culture in motivating employees, highlighting the importance of an easy-going atmosphere, clear purpose, and potential for growth. The report concludes by assessing how the BHF can leverage its culture to further enhance its success, emphasizing the need for continuous improvement in communication, employee engagement, and patient care to eradicate heart diseases.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
ORGANISATIONAL CULTURE..................................................................................................3
CULTURE IMPROVES ORGANISATIONAL EFFECTIVENESS WITH A FOCUS ON
COMMUNICATION......................................................................................................................4
ROLE OF CULTURE ON EMPLOYEE MOTIVATION..............................................................6
CULTURE OF THE ORGANISATION TO FURTHER ENHANCE ITS SUCCESS..................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Organisational behaviour is defined to be one of the entity that is managed by every company or
an industry in and around the world. It is necessary that every organisation will have to follow
the aspects are the strategies that are important to improve the qualities of a good working
culture in the farm. It is said to be a representative asset for the company that will determine the
pace of the organisation. Organisational behaviour is an important quality that is to be followed
by every organisation and it is a set of different components that are carry forwarded by the
various departments of the organisation (Wood and et.al, 2019.). Organisational behaviour will
represent a culture that is being followed by every company such that the standards that are
maintained by the organisation and are therefore enhanced by the work their committing. This
entire report deals with the organisational behaviour and the set of different entities that are
mentioned in organisational behaviour which will bring forth the essence of different cultures
and varied management that are to be followed by every organisation. The organisation that is
chosen in this regard is British hearts. This organisation is entitled to be one of those health
professionals which deals with heart and circulatory diseases. The organisation is moving ahead
with an aim that the heart diseases and the outbreak of heart diseases will have to be forever
eradicated. The organisational behaviour of British heart's is explained in this report with regards
to its culture as well as the components that are listed in cultural aspect.
ORGANISATIONAL CULTURE
Organisational culture is composed of different expectations values and practices which are
necessary for the company to move into action by developing different strategies that are
essential to guide its employees. Organisational culture will define the standard of a company
and the level in which the organisation is fulfilling the Expectations while dealing with the
customers. There are different types of organisational cultures that are dealt by every industry
(Balwant, 2018). The power culture which is indicated by the organisation will probably revolve
around the productivity level of the organisation that is necessary to be enhanced by taking care
about the positive as well as the negative factors that are revolving in the environment of the
organisation. The culture with regard to British heart is said to be one of the dynamic one which
is being maintained by the organisation. The organisation is involved in providing an atmosphere
which will make its people who are visiting the organisation will feel its to be a good one. It is
bound to be extending its hand to welcome everyone and to address every problem that is being

brought to the organisation. The employment at British Heart Foundation is said to be one of the
most valued one with people who are intelligent and hardworking. The management of the
organisation values every ethical practices that are to be initiated by the organisation because it is
a health foundation and probably will have to take care about every identity that will determine
the pace of the foundation (James, 2017). The employees in the organisation are said to be
involved in dealing with a hectic work schedule that are allotted by their management.
Task culture: the task culture is defined to be one of those entities where the teams are formed
in an organisation that will work towards solving every problem. The task culture will help the
organisation to tackle with different formulations of the organisation with regard to the formation
of teams. The teams that are there in the organisation will have to deal with the set of practices
that are being performed by the organisation. Task culture in the organisation British hearts deals
with different set of teams that well contain professionals which are highly intelligent and talking
with the problems of heart diseases. Task culture is also defined to be such that people that are
engrossed in treating the individuals that come up with a heart disease are kept as a major
priority (Kim and et.al, 2017).
CULTURE IMPROVES ORGANISATIONAL EFFECTIVENESS WITH A
FOCUS ON COMMUNICATION
Culture is regarded to be a refining aspect of the organisation where there are different effective
policies that can be improved by every management of the organisation such that the employees
can work in a pace of development. There will be a havoc in few aspects where there are
implementations that are to be taken care about with regard to an effective functioning of
organisational policies. The main focus of culture in terms of communication is to maintain a
good conduct which will deliver the ideas to all the factors of the organisation. Every
organisation is composed of small units which will be entitled with different categories such that
the work can be divided among the employees of each category and can be completed in a
stipulated time. This probable strategic culture will have to be implemented in every organisation
such that all the policies that are in due of the organisation can be completed without any delay.
The British hearts organisation being a health industry it is supposed to be tackling or dealing
with different health aspects and therefore the organisation will have to communicate its policies
with the employee is such that they will not miss every detail that is regarded in the
organisational prospect. Communication is the key role in every organisation that will end title

all the proportions that are to be taken care about (Collins and et.al, 2020). When there is a havoc
that is going on in the organisation it is a communication aspect that will solve every problem.
With regard to patients that are approaching the organisation with heart disease it is to be ensure
that the proper care that is stipulated for the patient that is approaching with heart disease will
have to be discussed with the team such that the prior operations will therefore be carry
forwarded. communication in the organisation is of different forms. They are as follows:
Employer to employee communication: this set of communication is rather an important factor
which is to be carry forwarded in every Organisation. All the employees of the organisation will
have to stay connected to each other such that the issues that are highlighted pertaining to the
cases of the disease as that are being approach to the organisation will therefore be discussed and
proper implementation can be done based on aspects that are being discussed. Therefore this
communication plays a crucial role in determining the stage of the organisation (Verma and
Mohapatra, 2020). It is not until when the employees have a proper rapport with each other that
they get to know the kind of treatment that is being imposed to a particular individual and in case
if there is a necessity for another employee to guide the same case then it could be easier for the
one that is dealing with. Lack of communication between employees will lead to unresolved
issues that will later be highlighted as main problems for the organisation.
Employee to management communication: communication between management and
employee is essential in order to know the aspects that are being dealt by the organisation. This
communication is essential in order to highlight the factors through which employees can gain
confidence about the work they are committing in the organisation. The management at times
will have to identify different areas where employees are facing difficulties such that they can be
solved in no time. The British heart organisation management is such that every implementation
that is made by the management is known to all the employees of the firm such that they will
take care of the regularities that are to be performed to an individual that approach the
organisation. This particular communication has evolved to be a great achievement for the
organisation where there is a strategic and a systematic culture that is followed by the set of
employees that will standard reference for many other organisations.
Employee to patient communication: every health sector will have to deal with lots of patients
on a daily basis that are approaching the organisation for their need. These activities with regard
to British hearts organisation deals with the heart diseases and their major vision is to eradicate

the number of diseases that are taking place with regard to heart. On this prospect the patient that
are approaching this organisation will first have to be communicated in the ways at the
professionals that are dealing with the patient will get to know the aspects of what they are
dealing with. Every criteria that is mentioned by the patient will have to be taken into
consideration by the professional such that a proper treatment can be given (Anagnostopoulos
and Papadimitriou, 2017). This communication is very important in earth and stands as one of
the preliminary diagnosis with the patient and a level of comfort can also be achieved. The
professionals provide patients with utmost confidence such that there will not be any panic that is
oriented with the treatment that is being given by the organisation.
ROLE OF CULTURE ON EMPLOYEE MOTIVATION
Motivation is regarded to be that conceptualization that is being taken care about by every
organisation such that employees in the organisation will not get affected by the terms and
policies of work that is stipulated by the management. Every organisation works upon the
research methodologies in order to shape workers in terms of motivation such that there can be
better results that are obtained with the work that is being committed by individuals in the
organisation. On an average when employee works for a percent more than the work that is
stipulated to them then a sense of dissatisfaction will therefore be attained by the individual and
they cannot complete the work with the same enthusiasm that is gained for the stipulated work
area. This is when the organisation will have to identify the choices that are to be taken care
about by employees such that their framework can be enhanced and employees will not feel it as
a burden to work and they will not be a work pressure that is exerted upon them. Motivation will
imbibe the qualities that are required on two individuals such that they can put up potential
higher than that before and can move ahead with completing tasks in a more enthusiastic manner.
The organisational culture in terms of motivation are as follows:
Easy going: organisation will have to improve the quality of providing an atmosphere where
employees can work easily without getting pressurized (Sahoo, 2020). Taking example from the
organisation British hardware people in the organisation deals with the different heart related
problems and issues therefore they will have to have a peaceful atmosphere to deal with the
circumstances such that they can stay dedicated and healed results that are important to be
achieved. That is not until when the employee is provided with a space that he can put forth

distorted dedication on to the work by experimenting as well as exploring the challenges that are
ahead of him.
Knowing the purpose: the management of the organisation are in line of employees and are
always connected with them such that their motives will clearly be explained to them and the
employees of the organisation will work upon the purpose of management. The purpose will
have to be identified and highlighted by the management such that employee finds it as a target
to be fulfilled as a part of our objectives.
Potential: the organisation cannot allot tasks that are beyond the potential of employees. This
can affect their work culture and they might feel pressurized which will in written affect the
work that is being stipulated to them. Based on the amount of work that can be tackled by an
individual the management will have to allot the same in order to build quality results from the
employees.
Emotional pressure: emotional pressure is when the employee gets threatened by external
factors and the work that is committed by him. The organisation British heart stills with all the
diseases that are related to heart problems and therefore every aspect is to be clearly known.
Sometimes employees might feel the pressure of taking cases that are beyond their knowledge
and therefore the management will have to train every employee in the aspect of dealing with
every case in a manner they are to be (Odor, 2018). An employee without getting trained cannot
tackle with the patient and that in return seems to be illegal. The organisation will have to
identify this emotional pressures such that they can be tackled and the employer can be
motivated.
CULTURE OF THE ORGANISATION TO FURTHER ENHANCE ITS
SUCCESS
Culture in an organisation shape the organisational entity and will bring a reputation to be
company. Culture will stand as one of the most prominent aspects that will help to determine the
organisation and its space of development. The management will have to draw choices that ought
to be inherited by the organisation will have to probably reflect culture in all the prospects right
from management till the onset of functional duties that fall up on development aspects. The
organisation British heart is said to be one of the most prominent health sector that deals with
heart diseases and there for the management of the institution will have to take care about the

cultural aspects. The different cultural aspects that revolve around the organisation British hearts
are as follows:
Providing better treatment: the treatment that is to be offered to patients that are suffering from
heart diseases will have to be given in a more transparent manner such that patients will feel the
level of comfort that can be gained from the onset of professionals that are dealing with their
diseases. It is not until when the management develops the employees of the organisation in such
a manner to carry forward effective communication between the patients as well as the
professionals that the management will reflect a good cultural aspect.
Providing conflict free environment: conflicts are a part of organisation. An organisation that
is implementing strategies in order to eradicate conflicts among employees will stand form in
operating its choices. conflicts will arise because of the misunderstandings that take place
between employer to employee relation and employee to management relation (Al Ali, 2019).
The management will have to provide a clear entity between the work for such that there cannot
be an issue that is generated between the employees and that can also develop conflict free
environment.
CONCLUSION
The report concludes upon highlighting the aspect of organisational behaviour. Through this
report one can easily understand that organisational behaviour is an important trait that is to be
contained in an organisation or a company which is operating in its field. The report also
explains that organisational culture will inhibit fat and components that are required to tackle
with employees such that they will in no case be de-motivated in the works that they are doing.
The report also explains culture as one of the most important quality in an organisation that can
deal with motivation of the employees. Motivation is an essential factor that is to be carry
forwarded in the organisation such that the work pressure that is seen in most of the organisation
can be eradicated.

REFERENCES
Books and journals
Al Ali, 2019. Leadership and Its Impact on Organisational Behaviour in a Nuclear Power Plant
(NPP) (Doctoral dissertation, The British University in Dubai (BUiD)).
Anagnostopoulos and Papadimitriou, 2017. Positive organisational scholarship and behaviour in
sport management. International Journal of Sport Management & Marketing,, 17(1/2).
pp.1-6.
Balwant, 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher Education.
42(3). pp.389-401.
Collins and et.al, 2020. Looking back and looking ahead: Applying organisational behaviour to
explain the changing face of work.
James, 2017. Organisational Behaviour, 1e. Pearson Education India.
Kim and et.al, 2017. Positive organisational behaviour in NCAA Division I football: a head
coach's authentic leadership and assistant coaches' psychological constructs. International
Journal of Sport Management and Marketing. 17(1-2). pp.121-143.
Odor, 2018. Organisational change and development. European Journal of Business
Management. 10(7). pp.58-66.
Sahoo, 2020. Organisational Behaviour.
Verma and Mohapatra, 2020. Strong Identification, Weak Ideology, Organisational Culture or
All: Unethical Pro-organisational Behaviour in India. In War, Peace and Organizational
Ethics. Emerald Publishing Limited.
Wood and et.al, 2019. Organisational behaviour: Core concepts and applications. John Wiley &
Sons Australia, Ltd..
Online
Organisational behaviour: [Online]. Available through: < Organisational Behaviour: Meaning,
Scope, Nature, Models & Importance (economicsdiscussion.net) >
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