Impact of Organisation Culture, Power, and Motivation: BBC Report

This report analyzes the organizational behavior within the British Broadcasting Corporation (BBC). It explores the impact of organizational culture, power dynamics, and political influences on individual and team performance. The report examines various motivational techniques, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Expectancy Theory, and how these can be applied to improve employee performance. Furthermore, it identifies the characteristics of effective and ineffective teams, and discusses the different types of teams within the BBC, such as functional, project, and virtual teams. The report also applies various organizational behavior concepts, such as cultural dimensions and leadership styles, to the BBC context, offering insights into how the organization can improve its management practices and foster a more productive work environment.

ORGANISATION
AND BEHAVIOUR

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Impact of organisation culture, power and politics on individuals and team performance. .1
TASK 2 ...........................................................................................................................................4
P2. Different techniques of motivating teams and individuals to achieve objectives.................4
TASK 3............................................................................................................................................7
P3 Identify what makes effective team as opposed to ineffective teams....................................7
TASK 4..........................................................................................................................................10
P4 Apply various conceptions of organisation behaviour on BBC...........................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisation and behaviour is a crucial concept that consists of several techniques in
which employees interact in a company in an ethical manner. It is concerned towards various
attributes that are used to manage the staff in a scientific way. This term is essential in order to
create dynamic and efficient business. This report is about BBC which is a British public service
broadcaster and it is headquartered in London. In this study, impact of organisation’s culture,
politics and power on the behaviour of workers will be discussed. There are several motivational
theories that are required to bring better performance from them. Role of teams and ways to
make effective groups will be the key part of this research. There are several risks involved in
team development and so, there are some ways in which such problems could be reduced. This
report will help in analysing the way in which various approaches in organisation behaviour will
be applied on BBC.
TASK 1
P1. Impact of organisation culture, power and politics on individuals and team performance
Organisation culture is a set of behaviour, values, beliefs and assumptions that are
followed by employees in an organisation (Ashby, 2013). Such elements have in-depth influence
on the working, dressing sense, performance and behaviour of people in BBC. Every company
sets their own guidelines about the culture to be followed in working environment. This
organisation have systematic policies regarding culture that is to be adopted by its employees.
Handy's cultural typology could be used to classify various civilisations-

Power culture- This culture consists of power that remains with some people who are
given with responsibilities to take decisions (Bird, Saalfeld, and Wüst, eds., 2010). Such
authorised individuals can delegate their special powers to subordinates. In this type of
civilisation, staff members cannot take decisions as they are not allowed to share their ideas and
thoughts.
Task culture- Companies that are established in order to solve some specific problems
usually follow this type of culture. People from different qualification backgrounds collaborate
and form a team to give the best possible solution to issues. Normally, six to seven employees
are employed in such firms who are equally responsible for achieving common targets and
objectives through creativity and innovation.
Person culture- In this type of work culture, staff members are considered as the key
parts of organisation and they are given with more importance rather than just focussing on
company's goals and interest.
Role culture- In this type of culture, people are given with opportunities to deal with
certain factors as per their specialized fields and skills in order to get the best results (Fernández-
Muñiz, Montes-Peón, and Vázquez-Ordás, 2012). Everyone is accountable for the
responsibilities provided to them and therefore, power comes with job roles in such kind of
culture.
Illustration 1: Handy's culture typology

Significance of awareness of various cultures-
Organisations like BBC are emphasising on cultural awareness to achieve competitive
advantages. It is essential to improve communication, integrity and efficiency in company. This
is important to provide solutions to problems of multicultural groups formed for business
purpose. It helps in building strong and healthy relations in between people. Several barriers and
obstacles at workplace can be reduced through this study (Kloch, and et.al., 2011). This assists in
transforming negative thoughts of stereotype employees into positive ideas that will be beneficial
for organisation.
This could be understand through Hofstede's cultural dimension which explains values of
various backgrounds. These dimensions are as follows-
 First dimension is Power distance which assists in identifying the employees with less
power. It emphasises on equal distribution of power to maintain equality.
 Uncertainty avoidance is other dimension that focusses on understanding staff members
who are unable to handle risks and contingencies.
 Individualism vs. collectivism is another conception which believes in priorities of people
to work alone or in groups.
 Another essential approach is long term vs. short term orientation that explains interests
of people to achieve targets.
Globalisation and technology in culture-
Globalisation and technology are very important to expand business and attain
competitive advantages. Both these factors influence organisation’s culture since various
changes occur in these scenarios (Kollmannsberger, and et.al., 2011). Management of BBC is
required to enhance their knowledge that could help in handling business environment changes
and surviving in new market place. Advancements in technologies is very important for
companies in order to achieve competitive advantages. BBC needs to adopt such changes by
developing new plans, policies and cultural attributes for employees.
Influence of power on organisation behaviour-
Power is concerned with special authorities given to superiors. It influences the behaviour
of employees in different manners. If a person is using power in a positive way then they will
focus on motivation and efficiency of employees in order to improve their performance. It assists
in increasing the confidence level and creativity of people. Apart from this, if someone is using

authorities in a negative manner then they will focus on threatening staff members with issues
like job loss and other punishments so that they will work better. But, sometimes, it results in
more employee turnover which is not good for company.
Politics and behaviour-
Politics conducted in positive manner will assist in improving productivity of employees
and setting clarified goals and effective chain of command whereas negative politics could result
in unethical issues and disputes at workplace due to practices involving favouritism and
inequality.
TASK 2
P2. Different techniques of motivating teams and individuals to achieve objectives
Motivation refers to the process of encouraging workers to achieve goals and objectives
through several psychological tools (Leary-Joyce, 2010). Personal requirements of individuals
are identified in order to make their interests in favour of organisation. It is required to have
motivated workforce as they could work more effectively for attaining the objectives of an
enterprise. Some of the motivational theories that could be used by BBC are as follows-
Maslow’s hierarchy of needs- This concept of motivation focusses on the basic needs
that are required to be fulfilled as then only, an employee could be motivated. There are certain
levels arranged in pyramid shape model.

Illustration 2: Maslow's hierarchy of needs
(Source 1: Saul McLeod, 2017)
 Physiological needs includes food, home, and basic survival needs.
 Safety is concerned with personal and financial security.
 Love, friendship and family needs comes in belongingness.
 Self confidence, respect etc. are part of self esteem needs.
 Self actualisation consists everything that could be achieved by an person.
This theory states that, an employee could be motivated if all these needs are fulfilled.
Hertzberg's two factor theory-
This model consists two components that are required to be fulfilled for motivating
workers. Motivator factors includes satisfaction at work place, future growth opportunities and
recognition (Mills, Dube, and Zulch, 2013). Hygiene factors are related with remunerations,
benefits for future, organisation's policies and relationship between managers and workers. As
per this theory, if these elements are not fulfilled at work place then it may lead to lack of
satisfaction and motivation. Fulfilment of such components will help in satisfying employees and
making them more focussed towards goals and objectives of company.

ERG theory-
This theory involves three types of needs of individuals that are as follows-
 Existence needs are concerned with food, shelter, cloths, love and affection etc. which
are essential for existence of humans.
 Relatedness needs are external desires such as family, employers, colleagues, friends
etc. and such requirements are generally recognition and safety at workplace. Internal esteems such as self actualisation are covered in growth needs. These are
related with wish to enhance efficiency and creativity.
Expectancy theory- This model of motivation believes that performance of workers is
dependent on results and outcomes they are expecting in returns (Nafz, and et.al. 2011). For
example, more payments for working in extra time after working hours. Its elements are as
follows-
 Expectancy is the first component which states that hard work is required to gain desired
goals.
 Instrumentality states that performance could be improved if employees thinks they will
get rewards in if they will follow all the standards.
 Another element is valence that rewards must be the expected values.
Hence, this theory states that if employees will get their desired rewards then only they
could be motivated. If given reward does not matches their expectation then it may lead to
demotivation and dissatisfaction.
Equity theory-
Principles of balance and equity are main factors in this theory. As per this, equity,
fairness and justice is required at work place in order to increase motivation level of employees.
If all the staff members will be treated in equal and fair manner without any partiality then it will
motivate them to perform better and attain goals and objectives of organisation in effective way.
Locke and Latham theory-
As per their theory difficult targets could result in better performance of employees. This
model states that, if workforce will be assigned tough targets then they will work more
efficiently in comparison with those workers who are given easy tasks. Goals are very important
to encourage employees to perform better and this helps in achieving organisational goals.

Task vs. relationship leadership-
Leadership plays an important role in motivating employees. There are various styles of
leadership as some are task oriented and few are relationship oriented (Nutbeam, Harris, and
Wise, 2010). Leaders who are focussed towards tasks encourages workers through effective
policies and procedures whereas relationship oriented interacts and forms relations with
workforce in order to motivate towards work.
Emotional intelligence-
It is an skill to understand others feelings and emotions in order to develop healthy and
effective relations with staff members. Emotional intelligence is an critical tool to increase
motivational level of employees identifying their feelings and emotions.
Soft skill is another important part of behavioural psychology. It is style of
communication that includes body gestures and inflections in voice which makes
communication more effective which is very important in process of motivation.
TASK 3
P3 Identify what makes effective team as opposed to ineffective teams
Teams are groups of people formed to accomplish specific task. Every person comes
from different qualification background, expertise, ans skill sets that are required to achieve
desired objectives. Its main features are shared authority of team members, responsibilities, high
degree of interdependency and accountability of every person in team. These groups may be
temporary or permanent in nature. Various types of teams in BBC are as follows-
Functional teams- Such teams are incorporated with members who are experts in
particular function that are performed in the process of attaining company's goals. These groups
are basically permanent in nature as their role is continuous. Marketing department, finance
team, sales unit etc. are few examples of functional teams.
Project teams- These teams are formed to accomplish an particular project of BBC and
these are temporary in nature. In this group members are given different works that are as oper
their skills and knowledge (Punjaisri, and Wilson, 2011). These teams gets dissolved when their
objectives of formation gets fulfilled. It could be divided into sub parts if it is required.
Problem solving- These groups are established to solve particular issues by providing
solutions. Such teams are temporary because after solving the problem, it gets dissolved. Experts

from different fields works collaboratively in order to use their knowledge ans skills to solve the
issue with effective solutions.
Self managed- In this type of teams every member is given power of decision making
which makes it strong group. This team is managed without any supervision as individuals
manges the working themselves.
Virtual teams- These teams are very important in current working environment. It is
formed digitally as members in this group are connected through virtual platforms.
Technological advancements has made such teams more effective in favour of company as
organisations are not restricted to local talent. Through digital modes various experts from
different countries becomes part of virtual teams (Sailer, 2010). Technology has helped in
making communication in such groups much easier than before. Along with that, there are proper
records of messages that allows everyone to know what activities are occurring in organisation.
This information can also be used as an evidence in case any problem takes place. It also
ensures the consumers that they can solve their doubts and confusions anytime as virtual teams
works 24x7.
Tuckman's team development model-
It is very important to make effective teams in order to achieve goals and objectives in
effective manner. Effective groups generates better outcomes and there are less chances of
conflicts and other barriers that affects performance of overall group. Tuckman's model includes
five stages of forming a team in effective manner.
Forming- In this stage, team has just started due ton which members are cautious in
nature and they don't get too much involved in order to make good impression on others and
avoid any type of dispute.
Storming- In this stage, members gets understanding about their tasks and roles so, here
conflicts and sense of competition arises.
Norming- At this stage, every team member is clear about their roles and responsibilities
so, in this phase team members starts building cooperation and coordination in order to attain
desired objectives. Sense of community and trustworthiness amongst employees takes place
here.
Performing- Members begins to perform their assigned jobs at this stage.

Adjourning- Last phase in this phase is also known as mourning stage because groups
gets dissolves as purpose of group has been fulfilled.
Belbin's typology of effective team-
Team members are responsible for driving best outcomes from overall group. It is
essential that, every single person will work with full efforts in order to generate best possible
results. Belbin has described some roles that makes an team effective and helps in achieving
higher performance. These roles are as follows-
 Resource investigator is an wide minded person who seeks for innovative ideas.
 Implementer is the person who organizes and manges team in ethical manner.
 Monitor is the one who thoughtful mind which helps them in giving best judgement.
 Plant is that member of team who is most innovative in group.
 Shaper seeks for challenges and works hard towards meeting objectives on deadline.
 Complete finisher is the perfectionist who is able to do the task in perfect manner.
 Coordinator is responsible for maintaining coordination and cooperation in amongst team
mates.
 Team worker is the one who is very sensitive and works to maintain healthy environment
in group.
 Specialist refers to the person who gives advices in group due to their high knowledge
base and skill sets.
Conflict resolution-
Resolving the disputes that arises in teams helps in maintaining efficiency in team
performance. It could be done by managing adequate communication, setting norms for working
and timely evaluation of performance. There should be fair judgement in case any dispute.
Therefore, these are various tools to make teams more effective (Suppiah, and Singh
Sandhu, 2011). These methods could be adopted by BBC in order to ensure proper attainment of
company's objectives.
Advantages of team-
 It ensures best solution for problems as various persons works collaboratively to deal
with that issue.
 Working in teams results in more productivity.

 It allows the organisation to focus more deeply on different groups to motivate them for
attaining organisational objectives.
Disadvantages-
 Chances of conflicts are high while working in a team since every member have different
opinion towards particular topic.
TASK 4
P4 Apply various conceptions of organisation behaviour on BBC
Leaders are responsible for maintaining efficiency in behaviour of employees in BBC
(Tsai, and Wu., 2010). There are various concepts of leadership that will help in bringing
productive results from followers.
Path goal theory- This theory describes four leadership styles that are helpful to
motivate employees at workplace. These styles are as follows-
 Supportive leader is the one who emphasises on supporting members of team so as to
create positive environment in company.
 Directive style is for those leaders who believes in giving directions to subordinates
rather then connecting with them personally.
 Participative style is for those leaders who allows members to participate in planning and
decision making process.
 Achievement style includes those leaders who gives challenging tasks to members and
expects to deliver best possible outcomes.
Therefore, above mentioned styles could help in making leadership of BBC more effective and
maintain strong organisation behaviour.
Contingency theory- It is another important conception of organisation behaviour. This
states that there are different behaviours for different situations. This model focuses on
maintaining all dependent and interdependent variables. This helps in making organisation
behaviour strong and effective as employees are highly motivated and they works much harder to
achieve goals of this company to ensure future growth (Wong, Wong, and Ngo, 2012).
Social capital theory- It is another important concept which helps in making
organisation behaviour effective. It emphasises on making social relations in work place that
results in more productivity and in favour of this company. This states that there should be

proper communication between workforce and manage pleasant environment in organisation. It
reduces chances of conflicts and disputes as employees gets personally connected with each
others due to which there is sense of belongingness amongst them.
Barriers of effective behaviour-
There are several obstacles that may affect organisation behaviour. These barriers
includes emotional, language and cultural issues. It is essential for this company to make
adequate strategies to eliminate such problems (Yaniv, Lavi, and Siti, 2010).
Therefore, these are some conceptions and theories that could be applied on BBC in order
to make sure effective teams and positive work culture in this organisation.
CONCLUSION
From the above report it can be concluded that, organisation and behaviour is very
important for success of any business concern. Culture, power and politics has high influence on
behaviour of individuals and teams of BBC. So, it is required to use it in positive manner. There
are several theories of motivation that could be applied by this organisation to encourage
workforces to improve their performance and attain objectives of company in effective manner.
Motivation is helpful for personal and professional development of workers. It is essential to
have effective team to generate productivity and best possible outcomes from overall group.
Management of BBC can apply various conceptions like path goal theory, contingency theory
and social capital theory. This will assist in making organisation behaviour effective and ensures
future growth of company.

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Online
Saul McLeod, 2017 [Online]. Available through :<https://www.google.co.uk/search?q=maslow
%27s+need+hierarchy&source=lnms&tbm=isch&sa=X&ved=0ahUKEwjonoPFltfXAh
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