Organizational Culture, Leadership, and Motivation: BT Group Report

This group report provides an analysis of organizational behavior within BT Group, a major telecommunications company. It explores BT's business profile, organizational culture, leadership styles, and employee motivation. The report delves into the impact of organizational culture, referencing Edgar Schein's model and analyzing employee survey data on collaborative working, communication, and engagement. It examines leadership through the lens of Goleman's leadership styles, highlighting the coaching style and the importance of goal setting. The report also discusses motivation, linking it to Maslow's hierarchy of needs and exploring factors that contribute to employee motivation, such as decision-making participation, workplace relationships, and a supportive climate. The report concludes with recommendations to improve organizational performance.

CW1 Group Report

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Business profile (BT)..................................................................................................................4
What is organizational culture....................................................................................................4
Leadership:..................................................................................................................................6
Motivation...................................................................................................................................9
Recommendations.....................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
APPENDIX....................................................................................................................................15

INTRODUCTION
Organisational behaviour plays a vital role in the company's success basically is the
academic study of how employee working in the firm interact with each other within groups.
With the study of organisational behaviour the company can easily make business operation
more effectively. The present study will be based on BT UK, which is one of the biggest
telecommunication company and network providers for attracting customers. With the help of
models and concepts, the study will provide details on human behaviour in the workplace. These
further will explain about how people behave and how it will impact the organisational culture.
MAIN BODY
Business profile (BT)
BT is one of the largest and most famous telecommunication company in the world, who
ensure that people have the better digital lives. The major purpose of the company is to promote
technology as it ensures people have the digital skills they need for the better future and success.
The aim of the company is to connect people and gain confidence and unlock their potential this
is how the company achieve success. The firm provides solutions related to technology in order
to integrate modern life of people (De Sousa Sabbagha, Ledimo and Martins, 2018). The major
purpose of the firm is to achieve goals in making connection between people for good. With the
changing technology in the world, connection are becoming even more essential to everyday life
says owner of the firm. The firm provide effective services' and gives faster speeds. Not only has
this firm protected the customers from cyber-attacks. With the help of cyber security system the
firm protect customer networks and important data in order to maintain well-being.
What is organizational culture
Organisational culture is collection of certain values, expectations and the practices that
guide and inform the actions of the team members in the long run. Moreover, organizational
culture helps in maintaining best values within the firm and maintains the motivation level
among the target employees (Chauhan, Goel and Arora, 2018). Furthermore, for the British
telecom company it can be said that it is focused on developing the best solutions to various
problems such as climate change, pandemic and much more. Moreover, the current culture of
B.T might be linked with Edgar Schien model of organization culture that states that culture is
developed over period and therefore certain internal and external problems are solved on the

basis of assumptions. Also, this culture is based on the three distinct levels that is artefacts,
values and assumptions. Moreover, in the case of the artefacts are the ones that carry certain
values that might be viewed and followed by various individuals within the workplace such as
furniture, code of employees, facilities and much more. Another one in this theory is values
where the individuals have certain thoughts and feelings about certain aspects. Last ion this
model is assumed values where there are certain thought and values that remain hidden, but they
do affect the working of the organization. Thus, through this model the top management of the
B.T analyse the working environment of the business and make required changes wherever
needed.
Moreover, with the positive work environment the firm is able to decrease the employee
turnover at the workplace and also it is able to target the right audiences within limed timeframe.
Also, through increased productivity within the workplace and adopting best organisational
culture British telecom is been able to build strong brand image in the target market.
Furthermore, healthy team environment helps in building leaders that are able to handle large
group of employees in well-defined manner (Bishwas and Sushil, 2020). Also, through
developing the best culture the firm is able to develop top performers within different levels for
department that would further allow the firm to face stiff competition in the market in most
efficient manner. However, providing lot of freedom to the employees to take independent
decisions might also decrease the efficiency in due course of time as chances for taking poor
decisions increases. Moreover, through continuous efforts and fulfilling certain requirements in
timely basis the firm would be able to make the employee feel more motivated and build up the
organisational culture that is not only unique but is different from competitors so that it is able to
reach to greater heights of success.
Theme: Organizational culture helps in achieving increased employee engagement that helps in
conducting roles and responsibilities delegated to employees of the firm
Particulars Respondents Percentage of respondents
Collaborative
working culture 2 20.00%
Effective
communication 1 10.00%
Increased 4 40.00%

employee
engagement
All of above 3 30.00%
Total 10 100.00%
Thus from the above chart it can be said that out fo the survey that is been conducted
among th 10 employees within the firm the maximum employees feel that incrase in emeployee
engagement is one factor that helps them to build the positive orgnistional culture and achive
certain goals on timely manner. Furtehmore, three people feels that apart from this other factors
such as effective communication, collbartive woking culture are also the mjor reson due to which
the employee remian motiavted and feels positiev work culture within the bsuiness (Silva,
Magano, Matos and Nogueira, 2021). Thus, it can be said that orgnisational culture is wide
concept and for the firm like british telecom that is continuously aiming to reach greater heights
of success it is importanat that employee e]opinionms are collected on timely baisis so that thre
is no job dissatisfaction in later times and alos company si abelt to develop new ways of
acrrying out the wok without facing much resistance from other and creating the enviornment fo
conflicts.
Leadership:
Practising the right leadership is very crucial so that employees are able to perform well
in all daily tasks and also they are ready to face all the future challenges in positive manner.
Furthermore, the right leadership style allows the top managers to develop the best relationships
with the employees and also it helps in achieving the unexpected targets within the specified

time frame. Moreover, it can be said that best leaders are ones that understands employees issues
and establish the best communication with them so that greater efficiency is archived in the
future course of events. Furthermore, the leadership within the cited firm might be best
understood through six Goleman Leadership Styles which includes styles such as coercive,
authoritative, affiliative, democratic, coaching, pacesetting leadership style. Moreover, the one
that is currently followed within British telecom is the coaching style of leadership where the
top management of cited firm is focused on not only achieving the organisational goal’s but it is
also concern towards the overall employee development within specified timeframe (Liu, Tsui,
and Kianto, 2021). Furthermore, through adopting such style the cited firm is able to the
encourage more learning and development within the firm and also efficient enough to find
certain strengths and weakness of each individual so that corrective actions might be taken on
time.
Theme: It is strongly disagreed that employees need to be supervised closely or else they are
not likely to do their work
Particulars Respondents Percentage of respondents
Strongly
disagree 5 50.00%
Disagree 3 30.00%
Agree 1 10.00%
Strongly agree 1 10.00%
Total 10 100.00%

Thus, based on the above collected data and chart it can be said that all the respondents
that are been surveyed strongly disagree on above statement as employees feel that the company
had devised strong training programs and adopted best leadership style that does not require
daily supervision from the company leaders. Furthermore, the leaders of the company re good
enough that might be easily approached at difficult times or for any queries by the employees.
Moreover, supervision of the leaders is replaced by the certain key performance indicators that
further helps in analysing each individual employee thus decreasing the wok of the leaders to
greater extent in British telecom.
Theme: Goals and target set by leaders of the firm helps in measuring the regular progress from
time to time
Particulars Respondents
Percentage of
respondent’s
Yes it helps in staying motivated 3 30.00%
Agreed as it helps in measuring
progress 4 40.00%
Aggressive goals affect the
working environment 2 20.00%
Creates more dependency and
reduce creativity 1 10.00%
Total 10 100.00%

The above chart clearly shows that leadership plays an important role in making clarity
among the employees about certain goals that need to be achieved on timely manner.
Furthermore, through the chart it can be said that four employees agrees that goals set by the
leaders are way of measuring certain performance so that employees might be assured that they
are moving in the right direction (Nanayakkara and Wilkinson, 2022). Furthermore, with the help
of goals employees are able to work in effective manners on the basis of which best future
opportunities are identified and provided within the firm. However, some employees even
though feel that having aggressive goals will only negatively affect the working culture as
employees will feel less motivated and would always work in stressful environment.
Motivation
Motivation is important element that helps the employees of any organisation to remain
committed to the work and results in best output within short span of time. Furthermore, it is
very impotent for the leaders of the British telecom to identify each employee needs that best
rewards programs and other strategies might be sued for continuous working and the success of
the firm (Shore, Prena and Cummings, 2022). Moreover, for very individual within the
workplace there are different motivation factors and hence it is very important for top managers
to identify them closely so that based on that wok might be carried out and certain objectives
might be accomplished.
Furthermore, this factor might be linked within the British telecom through Maslow
hierarchy theory that states that there are different levels of motivation such as the basic needs,

physiological needs, safety needs, self-esteem needs etc. and starting from the lower level
employees move towards higher level when each needs is accomplished (Maslow's Hierarchy of
Needs, 2022). Moreover, the highest level need in this theory is self-actualization needs where
the employee seeks for the personal growth and look for various opportunities within the firm.
Hence, if employees are grouped under this category that it becomes easier for the cited firm to
devise various strategies and the make employees motivated so that it is able to maintain the
competitive advantage in long run.
Theme: Positive work culture increases motivation level of employees through resulting in
higher employee work performance.
Particulars Respondents
Percentage of
respondents
Helps in creating more
learning opportunities 1 10.00%
Creates sense of community 1 10.00%
Results in higher employee
performance 5 50.00%
All of the above 3 30.00%
Total 10 100.00%
Thus from the above data it can be clearly said out of 10 employees being survey the
most common answer that is been given is that positive organisational culture helps in
increasing the work performance as employees are assigned the roles and responsibilities in
clear manner and are already aware what is expected out of them (Mou and et.al., 2022).

Moreover, through clear gaols there are lesser conflicts and also employees know that if goals
are achieved in timely manner than the same will be recognised and rewarded by the
organisation in due course of time. Other than this organisational work culture increases the
employee motivation through creating sense of community and creating more learning
opportunities so that greater job satisfaction might be maintained within the workplace.
Themes: Various factors being cause of motivation to organisation in an employee while
working in changing business environment.
Particulars Respondents
Percentage of
respondents
Participation in decision
making 2 20.00%
Good quality relationships
at workplace 2 20.00%
Supportive organisational
climate 2 20.00%
All of the above 4 40.00%
Total 10 100.00%
Thus from the above chart it can be said that most of the employee feel that there are
various factors that results in motivation and also it depends on the business situation and needs
at that particular time so that work might be carried out more smoothly (Seeg and Schütz, 2022).
Moreover, the combination of having the supportive management, participative decision making

approach and good quality relationships all are very impotent for developing the motivation that
is required to carry out certain tasks within the workplace.
Recommendations
 It is recommended to the British telecom that it should focus on analysing the needs of
the employees through conducting the regular feedback sessions ion timely manner so
that all the employees issues are resolved in best of manner (Messner, 2022).
Furthermore, through these sessions the firm would also know the overall organisational
work culture and problems that are faced by any of the department while carrying out
certain tasks. Thus, through such analysis the cited firm would be able to make the best
implementation plan that would ensure that not only the work is carried out smoothly but
also employee remain satisfied with the organisational work and its policies. Also, the
feedback sessions will make employees feel more valued and this would further ensure
strong employee relationships that would allow to carry out any difficult tasks in most
effective manner
 Moreover, it is suggested to the cited firm that it should focus on carrying out the
employee development program that would help employees within the workplace to learn
various new skills and competencies and would also allow them to face future challenges
related to business working in most effective manner. Also, employee development
programs helps in building the right amount of motivation and also the company would
not face any difficulties while making employee carry out certain tasks at times of
complex situations (Zhang, 2022). Furthermore through increased level of competencies
the firm would be able to make best performers and build strong leaders that would
further build the strong brand in the target market. Thus, employee development
programs needs to be conducted on the abs is of the resources and the availability of time
so that greater creativity within the workplace might be promoted and higher goals might
be achieved for the business
CONCLUSION
From the above report it can be concluded that having the best working practice had allowed
British telecom to remain competitive in target market and have ensured greater revenues for the
country in the current era. Also, the report had discussed in detail about influence of best

organisational culture practice in increasing the number of employees and gaining more
knowledge about external business environment. Furthermore, through the best organizational
culture the company had been able to introduce change within the workplace in easiest manner
and build more strong relationships with each other.
Moreover, Goleman’s six leadership styles in British telecom and impact of leadership in
enhancing efficiency in business operations had also been presented in detail. Furthermore,
significance of the motivation through using the Maslow hierarchy theory had also been covered
under this report. Lastly, under this report significance of various employee development
programs and regular feedback sessions had also been provided as suggestion to cited firm so
that business might be made more successful in coming years.

REFERENCES
Books and Journals
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2).
pp.136-140.
Chauhan, A., Goel, M. and Arora, R.G., 2018. Relational study of academicians’ motivation and
organisation performance through graph theory. IIMS Journal of Management
Science. 9(3). pp.218-237.
Bishwas, S.K. and Sushil, 2020. Environmental uncertainty, leadership and organisation culture
as predictors of strategic knowledge management and flexibility. International Journal
of Knowledge Management Studies. 11(4). pp.393-407.
Silva, C. S., Magano, J., Matos, A. and Nogueira, T., 2021. Sustainable Quality Management
Systems in the Current Paradigm: The Role of Leadership. Sustainability.13(4). p.2056.
Liu, G., Tsui, E. and Kianto, A., 2021. Knowledge-friendly organisational culture and
performance: A meta-analysis. Journal of Business Research. 134. pp.738-753.
Nanayakkara, K. and Wilkinson, S., 2022. Influence of dynamic changes of workplace on
organisational culture. Journal of Management & Organization. pp.1-18.
Shore, A., Prena, K. and Cummings, J.J ., 2022. To share or not to share: Extending Protection
Motivation Theory to understand data sharing with the police. Computers in Human
Behavior. p.107188.
Mou, J. and et.al., 2022. A Test of Protection Motivation Theory in the Information Security
Literature: A Meta-Analytic Structural Equation Modeling Approach. Journal of the
Association for Information Systems. 23(1). pp.196-236.
Messner, W., 2022. Cultural Heterozygosity: Towards a New Measure of Within-Country
Cultural Diversity. Journal of World Business, p.101346.
Zhang, J. F., 2022. Cultural diversity and capital structures of multinational firms. Review of
Cooperate Finance.
Seeg, B. and Schütz, A., 2022. Implicit Leadership Theories and their Importance in Coaching.
In International Handbook of Evidence-Based Coaching (pp. 447-458). Springer, Cham.
Online
Maslow's Hierarchy of Needs. 2022. [Online]. Available through :<
https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760>.

APPENDIX
Q.1 In which manner organizational culture helps in achieving the roles and responsibilities
delegated to you?
A. Collaborative working culture
B. Effective communication
C. Increased employee engagement
D. All of the above
Q.2 Do you agree that employees need to be supervised closely, or they are not likely to do their
work?
A. Strongly disagree
B. Disagree
C. Agree
D. Strongly agree
Q.3 Does goals and targets set by leaders feels good to you?
A. Yes it helps in staying motivated
B. Agreed as it helps in measuring progress
C. Aggressive goals affect the working environment
D. Creates more dependency and reduce creativity
Q.4.How do you think positive work culture increase motivation level of employees?
A. Helps in creating more learning opportunities
B. Creates sense of community
C. Results in higher employee performance
D. All of above
Q.5. Which of these is the cause motivation to organisation in an employee such as you?
A. Participation in decision making
B. Good quality relationships at workplace
C. Supportive organisational climate
D. All of above