Analysis of Work and Organisation Effectiveness at Ubisoft

This report analyzes the organizational effectiveness of Ubisoft, a French video game company. It explores the impact of globalization on the company's operations and examines the rational organizational structure, including the roles and responsibilities of employees. The report discusses the types of power exercised within Ubisoft, the company's androcracy culture, and its Laissez-faire leadership style. It also delves into the use of the Tuckman model for team development, motivational theories like Theory X and Theory Y, and the principles of job design. The report concludes by summarizing the key factors contributing to Ubisoft's organizational effectiveness, providing insights into its approach to work and employee management.

Effectiveness of work
and organisation at
the French game
company Ubisoft

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
The Organisational Context........................................................................................................3
The whole organisation...............................................................................................................4
Groups and teams........................................................................................................................5
The individual level.....................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
.........................................................................................................................................................1

INTRODUCTION
The organisational effectiveness refers to the ways in which the organisation can attain
the high performance. Any organisation can achieve the high effectiveness in its working
through 5 grounds and they are leadership, systems, decision making abilities, culture and
people. Through these factors mentioned above, the organisation could be able to achieve the
effectiveness in their working and operations. Ubisoft is a video game company originated from
France. The company was founded in the year 1986 and serves worldwide. This report discusses
about the organisational context in terms of globalisation, power and policies, organisational
culture and leadership. Apart from this the motivation and job design concept is also discussed in
this report.
TASK
The Organisational Context
The organisational work environment gets impacted by many factors like the regions it is
serving, the customers they are targeted, technology used and much more. One of such factor is
globalisation. Globalisation is a process through which the integration and exchange of resources
take place among the economies. These resources may include technologies, workforce labours,
capital, knowledge, ideas, finances, machineries and much more. The globalisation has impacted
the operations of organisations at a large scale. As the Ubisoft company serves worldwide, they
have to undertake any change which is taking place in the regions where they are operating. The
company has planned its work and operations in a way which is suitable to the external
environment (Donnelly, 2008). The craze among the people for video games derives the
company to get its operations globalised. The company has to formed its games in such a way
that is suitable for all the regions or countries it is targeting for. The company gets impacted by
globalisation in the following ways:
Impact of technology: The technology is getting advanced every minute. The increase in the
technological advancement is putting the pressure upon the company in getting itself upgraded in
the terms of their technologies. As in the case with Ubisoft company, if they want to survive in
this competitive world they have to cope up with the external environment by bringing the new
innovative technological games.

Increase in competition: As the company is fighting at the global level, the level of competition
does gets increases for the company. They need to organise or plan their organisational activities
in such a way that they ca stand alone and strong in the competition. They can do so by bringing
up the new and innovative technologies in their video gamings, provide the games which are new
and competitive in the market and much more (Memon and et al., 2018).
The whole organisation
The rational organisation is such in which the formal structure gets formed by the
organisation which leads to the achievement of organisational goals and objectives. Here the role
of each member working with the organisation are very much clear. As in the case with Ubisoft
company, they follow the rational organisational structure where the company has the formal
hierarchy in which the positions, roles and responsibilities of an individual working there are
clearly defined. Such structure are formed in a way that contributes to the success of the
company's objectives. This approach helps the organisation in setting the clarity about the tasks
which needs to get performed. It also enables to form a strong base for the company and its
activities. Apart from this this structure also has some demerits like it lacks the ethical
considerations in it as the employees follows the rules and the command set by the top level of
management people.
Power refers to the degree to which an individual can influence the others. The power can
be of following types:
Legitimate power: When the power is exercised by the person who has the higher position in
the organisation and has the capacity to give directions to the people belongings to the lower
position.
Expert power: When an influential person gives the advice to people and then a lot of people
gets then influenced by him, this is called the expert power. That individual has to be a specialist
in his field of work.
As in the case with Ubisoft company, the company exercises the legitimate power more
where the people or employees get influenced by the people belongings to higher positions.
Organisational culture is the set of values, missions and practices exercised by the organisation.
As in the case with Ubisoft company, they follows the Androcracy culture where the atmosphere
and the environment is very dynamic and risk taking. The organisation is also very risk taking
and believes in the philosophy of “doing the things first”.

Leadership is a quality of influencing the clan in the direction through which the organisational
goal can be achieved. There are various types of leadership style which can be inculcate by
leader. As in the case with Ubisoft company, the leaders follow the Laissez fair style. In this
style the leader allows the employees to use their own creativity in performing the work. They
provides the target and the work which they require to done and then employees uses their own
caliber and potential in performing the task.
Groups and teams
The Unisoft company tries their best to bring the effective teams in their organisation.
They takes the help of Tuckman model for nurture the team and its members. The model is
consists of 5 stages which can be as follows:
Forming: At this stage the members of a group knows each other. The members at this stage
would try to know each other.
Storming: At this stage the conflicts occur between the members to a team as they all have
different personalities. There personalities and opinions clashes with one another.
Norming: At this stage the conflicts get resolved among the members by providing proper
coaching and mentoring (Razi and More, 2012).
Performing stage: At this stage the members performs their work according to the needs of
group. Here the members become very mature and serious performs their work.
Adjourning stage: This is the last stage, where the goals and objectives of the group gets
completed and all the members gets the dispersed.
The individual level
Motivation is the ability of the organisation to willingly motivates the employees to
perform the work. Motivation is very necessary for any employee if he has to attain his high
productivity. As in the case with Ubisoft, the company has adopts various motivational theories
which can bring high level of motivation among employees. One of such theories is Theory X
and Theory Y. According to this theory employees who are careless and less intelligent with
their work comes under this category and the managers uses the strategy of carrot and stick to
make them work. In the theory Y the employees who are very intelligent and motivates in
performing their work gets include. The manager uses various techniques like reward,
promotion, increase in status etc for motivating them more.

Job design is the activity in which an organisation creates a job which help the
organisation in achieving its goals and objectives in a proper manner. The jobs which are
designed by the Ubisoft company are only set by analysing both the internal and external
environmental analyses and needs (Taylor and Bain, 2006). The job designs are designed in such
a manner through which the employees motivation and satisfaction also gets achieved.
CONCLUSION
From the report presented above, the work and organisational effectiveness has been
mentioned about ubisoft company. The company follows the rational organisational structure, in
its culture it has implemented the androcracy culture, and the leadership styles followed by the
company is Laissez free where the employees are provided with freedom to perform their work.

REFERENCES
Books and Journals
Donnelly, R., 2008. Careers and temporal flexibility in the new economy: an
Memon, M.A.,and et al., 2018. Person-organisation fit and turnover intention: the mediating
Razi, N. and More, E., 2012. Employee firm-specific knowledge and the Anglo‐Dutch
comparison of the organisation of consultancy
Taylor, P. and Bain, P., 2006. Work organisation and employee relations in (54-75). Routledge.

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