OTICON and Benefits Agency: Organizational Behavior Report Analysis

This report provides a detailed analysis of OTICON's organizational structure and culture, comparing and contrasting them with the Hilton hotel. It examines the impacts of the relationship between structure and culture on OTICON's performance, and the factors influencing individual behavior within OTICON and the Benefits Agency. The report delves into leadership styles, organizational theories, and management approaches, evaluating their effectiveness. It further explores the impact of leadership styles on motivation, comparing the application of McGregor and Herzberg theories, and assessing the usefulness of motivational theories for managers. The report also investigates group dynamics, factors affecting teamwork, and the impact of technology on team functioning, offering insights into how these elements shape organizational behavior and performance. The study provides a comprehensive overview of key concepts in organizational behavior, leadership, and management, offering practical insights into how to manage and motivate employees effectively.

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TABLE OF CONTENTS
AC 1......................................................................................................................... 1
AC 1.1 Compare and Contrast different organisational structures and cultures. .1
AC 1.2 the impacts on the performances of the relationship between OTICON
structure and culture........................................................................................... 4
AC 1.3 Factors which influence individual behaviour in OTICON and BENEFITS
AGENCY................................................................................................................ 5
AC 2......................................................................................................................... 6
AC 2.1 Effectiveness of the different leadership styles at GSK with any other
similar organisation.............................................................................................. 6
AC 2.2 Explain how organisational theories (Scientific management, Human
relations, contingency underpin (strengthen or support) the practice of
management in Nice Cars.................................................................................... 8
AC 2.3 Evaluation of different approaches to management used by Nice Cars
and the Shin-Gijutsu group..................................................................................9
AC 3....................................................................................................................... 11
AC 3.1 The impact of different leadership style in motivation within the
organization in changing period.........................................................................11
AC 3.2 Comparison of the application of McGregor & Herzberg theories within a
benefit Agency................................................................................................... 13
AC 3.3 Usefulness of Motivational theories to Managers....................................14
AC 4....................................................................................................................... 16
AC 4.1 The nature of groups and group behaviour............................................16
AC 4.2 Factors that promote and inhibit the development of effective teamwork
........................................................................................................................... 17
AC 4.3 Evaluation of impact of technology on team functioning........................18

LIST OF TABLES
Table 1: Similarities in structure.......................................................................................... 1
Table 2: Comparison of structure......................................................................................... 2
Table 3: Similarities of culture............................................................................................ 2
Table 4: Comparison of Culture........................................................................................... 3

LIST OF FIGURES
Figure 1: How human relation theory works............................................................................8
Figure 2: Scientific management model.................................................................................9
Figure 3: Types of leadership............................................................................................ 12
Figure 4: Herzberg motivational theory................................................................................14
Figure 5: MASLOW'S Theory........................................................................................... 15

AC 1
Introduction
Organisational behaviour is to int. Organizational behaviour is the set of approaches to
manage the people in the organization and try to motivate them to do better. This eract with
people within the group and to interact with the individual at work place approach of
management is used for the Human Resource Management and developing the culture of
organization. In the given case, OTICON organisation has defined organisational structure in
different ways like study of human behaviour etc. The ways and their impacts and benefits would
be further highlighted in the report.
AC 1.1 Compare and Contrast different organisational structures and cultures
Organisational structure and cultures are inter-related with each other. The structure
works in a hierarchy to assigns roles, authority and responsibility according to their position in
the organisation. Moreover, it helps in managing communication and coordination effectively to
achieve the objectives.
Table 1: Similarities in structure
PARTICULARS OTICON Hilton hotel
Hierarchy structure The organisation is following the
hierarchy structure for proper
functioning.
The hotel organization is also
using the same hierarchy structure
for proper management and use of
resources.
Work specialisation The organisation prefers
specialisation in the services and
products the organization produce.
Hotel organization prefers work
specialization by providing
advance training to staff to give
expertise in their workings.
Flexible Functioning Organisation is providing flexibility
through better business process in
every department.
Hotel is also following the same
functioning in all departments like
HR, accounting, sales and
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marketing etc (Aydin, 2015).
Table 2: Comparison of structure
PARTICULARS OTICON Hilton hotel
Structure The given organisations
structure is well defined and
formal but with flexibility in
working. The matrix structure
is followed in the company
where workers have reporting
relation with both product
manager and functional
manager.
The structure of Hilton is
informal. The organisation is
divided into smaller groups and
more of free environment exists
between the employees.
Entrepreneurial structure is
followed and all the workers
including CEO, managers,
labours etc. work together to
increase the efficiency of
services offered to the
customers.
Features The organisation employs adult
only so that they can act
reasonably to any situation.
The organisation follows
formal structure which has
benefits of better flow of
communications and roles and
responsibility are clearly
defined (Carlson, 2013).
The informal structure is very
flexible in the organisation and
there are more personal
communications.
There are no defined roles and
responsibility and the chain of
communication is not proper.
Comparison and contrast between organisation cultures
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Table 3: Similarities of culture
PARTICULARS OTICON Hilton hotel
Innovation Organisation believes in
innovation in his services and
products.
Hilton also leads on the way
of creativity and new look of
services.
Emphasis on people Organisation duly emphasis
on customers and the
employee.
Hotel also gives value to
customer and produce goods
according to need of customer.
Team work Team work leads to efficiency
of the employee and collective
strength of the team.
The same is with Hilton team
work helps to achieve the
objectives (Cummings and
Worley, 2014).
Table 4: Comparison of Culture
PARTICULARS OTICON Hilton hotel
Culture The organisation follows
Academic culture
While Normative culture is been
followed by Hilton hotel to meet the
organization objectives at different
locations.
Characteristics  Culture is concerned with
highly skilled employed.
 The culture is consumer
friendly which supports the
structure. The employees
are free to work and they
are able to take the
 The culture in very strict with
predefines rules.
 Guidelines are followed for the
operations and functional activities
to meet the satisfaction of staff.
Hotel Hilton has very declined kind
of working structure that affects the
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decisions as per their
responsibility that kind of
working culture is present
in OTICON.
moral values of the employees.
AC 1.2 the impacts on the performances of the relationship between OTICON structure and
culture
In Oticon, the structure and culture are inter-related. The structure works in hierarchy i.e.
the work and duties are assigned in the downward position in order to achieve the objectives. But
sometimes the structure differs from organisation to organisation as the culture and values of
management used for developing the work. The top management is defining the structure
according to culture that helping to train the staff and maintains the effectiveness in the
operational activities. The performances of the individual are very much affected by the culture.
The reason may be due to the differences in behaviour, perception, and attitude. Behaviour may
be defined as the way the individual reacts or express his emotions in different ways. The
OTICON which is engaged in the hiring aids is successful organisation, though the organisation
have both positive and negative impacts but with the initiatives taken by Knur to adapt a flexible
workplace environment with the advancement in technology which also helps them to reduce
chaos within the individual but also improvement in organisation’s performances by 10% per
annum.
The culture that organization is using has positive impact on the performance of
organization as it helping to meet the standard according to requirements and proper utilization
of resources. The healthy working environment and competition level at workplace has positive
impact on the business outcome of organization. Moreover the culture reflected in OTICON is
flexible which redesign its workplace to allow maximizing disturbance tolerance i.e. to provide
mobile office but after providing this much flexibility the lower level is less flexible means they
are not provided rights and powers in the structure which affects the work culture directly
(Harmon, 2015). Apart from that, the structure should be such that it manages the responsibility
and authority and promotes work culture. The current structure of organization is helping to
monitor the effectiveness of individual at workplace and offer them proper guideline to meet the
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objective. For organization prospective, current structure is helpful in planning and consideration
of individual performance to meet the objectives of OTICON. Both structure and culture
influence the employees to work effortlessly and it may have negative impact also due to conflict
in individual’s behalf.
The new structure was Matrix .The new culture was Task effect profit increase 10%.
OTICON always try to develop that kind of culture that always tries to keep the employees
motivated by providing monetary and non-monetary benefits. The structure is classified from top
to bottom hierarchy. Sometimes it may affect the policy of management by which employees are
not able to give their best. The performance of the cited organisation is affected very much by
the interrelation of its structure and culture. This interrelation determines the effectiveness of the
products and services offered. It aids in attracting many consumers. It also enhances firm’s
ability in implementing the changes. An effective culture helps in planning proper structure
which aids the company to adapt the changes and move towards success. This in turn helps the
company its increase its efficiency and performance. In the contemporary world critical
management of culture and structure is a must as evaluation of companies’ takes place on this
basis.
The structure and culture together shapes the efficiency, productivity and profitability of
the company. If the organisations are able to manage a good synch between culture and structure
then the overall performance of the organisation is boosted up and the organisation is able to
conduct all the procedures and task in an effective manner. The company is able to maintain a
good command over all its functionalities which in turn help to enhance the quality of the
products and services it is offering to its consumers.
AC 1.3 Factors which influence individual behaviour in OTICON and BENEFITS AGENCY
Individual behaviour refers to act and initiative of person that define its personality and
process of working by adjusting with the surrounding and limitations of working environment.
There are many factors which influence the behaviour of individual but the three main factors
are: personal factor, organisational factor and environmental factors. Personal factor influences
the individual behaviour because human beings are born with different qualities have different
perception and attitude. Thus all characteristics are related to each other. The behaviour cannot
be changed actually it can only modify according to the human personality. The second major
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factor is organisational factor. According to analysis, it includes the individual behaviour as the
every individual has own perception and values to deal with the situation and manage the work.
The third influencing factor environmental factor (McLaren and Struwig, 2015).
In the given scenario, OTICON is having influence of the personal factor. Personal factor
includes different perception, attitude, ability and intelligence. Within organization team
members from different background and values come together to perform the activities. The
perception of individual plays critical role in the behaviour of individual which could not be
managing by HR of organization. In addition to this, level of skills and personality also has
major impact on the behaviour of individual as it encourages the performance of staff. Even the
organisation was first to provide redesign workplace with mobile office where each workstation
consisted of desk without drawer and with inbuilt powerful PC’s where all work was done.
However the organization is offering facilities to staff members but still it faces attitude
problems in the individual. In case of Benefit Agency economic factors are having major issues
as organization is having financial problems and not able to offer the satisfactory wages and
salary to staff members. At the workplace of Benefit Agency gender and culture of individual
has significant impact on the behaviour as process of analysing and understanding get influenced
according to gender and cultural background from the individual belong (Pooch and Gerhard,
2014). Top management needs to consider these factors for understanding the behaviour and
offering the guideline accordingly that encourage the performance.
CONCLUSION
The above study explains the structure and culture of OTICON and explains the factors
that affect the individual behaviour by which they are not able to give their best towards the
management goals. The organization always tries to expand the business my attracting the new
clients towards the organization. The above study explains the cultural background of the
employees in the OTICON
AC 2
Introduction
Nice Cars is German automobile organization those has faced failures but grows with
effective management. This task will assess the effectiveness in leadership styles which can
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sustain and grow a business in competitive situations. The task will also cover the organizational
theories those are used by Nice Cars to manage employees and other resources. The task will
also discuss the different management approaches like human relations and contingency to
illustrate the effectiveness of Nice Cars and Shin-Jujutsu Group.
AC 2.1 Effectiveness of the different leadership styles at GSK with any other similar
organisation
Different leadership style has different advantages or benefits and disadvantages or
demerits. It differs from organization to organization depending on the requirements of the
individual organization. The leadership style may help the business to guide the employees and
also help the business to eliminate the problems that are faced by the employees. The leadership
styles may assist the business to achieve the management goals on time. It has been seen that
basically there are three types of leadership style that are autocratic, transactional and
transformational. In autocratic leadership style the decision making and right to attend the
meetings were only to top management, the employees do not participate in any functioning of
the organization (Saarijärvi.et.al. 2013). Choice of the correct leadership style is very important
at the work place if leader select the wrong leadership style then organization may not able to
motivate the employees. The effectiveness of this style is not proper and works on strict formal
approach even the organizations do not prefer to use this style of leadership due to reduction in
their growth and profits. For instance leaders in military always focused towards the discipline
and maintain the decorum at the work place.
Transactional leadership is quite effective in encouraging the employees and directing them to
complete their task. With this style the employees evaluate and the correction are done by the
management. And in transformational leadership, the employees are motivated and their
feedback is included in their meetings and even their leaders have been given a right to attend the
meeting and participate in the decision making.
In the given case, in before 1990’s Nice Cars were using autocratic leadership style but with the
downfall in the profits and sales they adopted different style i.e. human relationship style with
that there loss making organization changes in profit making in just four years. It’s not necessary
that the style which benefited to the Nice Cars would also be beneficial to the competitors of the
same car industry this is because different organization has different core competencies. For
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example in 1990’s the BMW M5 were the biggest competitors of Nice Cars but they are using
different leadership style and were generating high profits (Zhu.et.al. 2013). By using this type of
leadership style the manager will able to encourage the participation of staff members in
planning and development of activities by using the new trends.
Laissez faire leadership Style
The manager of supervisors of Nick can use the Laissez faire leadership style to meet the
changes when business operations and processing are same but needs the improvements in
quality and performance. The motivational speeches and rewards are helpful to meet the
changes. The employees can be directed towards the addition of changes in work. The
motivation to individual helps to enhance the performance and quality. For instance, the
appearance of urgent projects to complete under the minimum time, organization can encourage
the employees to meet the changes as challenges to complete. This kind of leadership will help to
address the performance and participation of staff for improvement in the production and
development of business. The managers in organization use the Lasses Faire leadership style to
improve the production process and keep the employees updates towards the latest technological
equipment’s.
AC 2.2 Explain how organisational theories (Scientific management, Human relations,
contingency underpin (strengthen or support) the practice of management in Nice Cars
Nice Cars needs the organizational practices with standard theories which indicate the
role of management personalities to retain the skills and productivity of employees. Organization
uses the following theories to motivate the employees for their work and performance so that
organizational objectives can be achieved parallel to employee development and satisfaction.
Human Relation Theory: Nice Cars follows the practices towards the better human relationship
in workplace as it treats the employees as part of organizational family. The communication
among managerial units and under control engineering and working group is informal so that
they can share their challenges and experience in work effectively. With the implementation of
human relation theory, organization has promised Japanese engineering staff for life time
employment. The reward system for high productivity and quality is improved with more
transparency and accurate measurement. Nice Cars also use the training and development
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