Programme: BTEC Higher National Diploma (HND) in Business
Title: Organisations Behaviour
Unit Level: QCF Level 4
Submitted by:
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Table of contents
Page no.
LO 1 Understand the relationship between organisational structure and culture 3-5
1.1 Define and explain any three organizational structure and cultures
1.2 Explain how an organization structure and culture can impact on the performance of a business.
1.3 List and briefly discuss the factors which influence the behaviour of an individual at work
LO 2 Understand different approaches to management and leadership
2.1 Compare the effectiveness of different leadership styles in different organizations.
2.2 Explain how organizational theory underpins the practice of management
2.3 Evaluate the different approaches to management used by different organizations
LO 3 Understand ways of using motivational theories in organisations
3.1Discuss the impact that different leadership styles may have on motivation in organisations in periods of change
3.2Discuss the application of Maslow’s motivational theory within the workplace
3.3 Evaluate the usefulness of a motivation theory for Managers.
LO 4 Understand mechanisms for developing effective teamwork in organisations
4. 1 Explain the nature of groups and group behaviour within organizations
4.2 Discuss factors that may promote or inhibit the development of effective teamwork in organisations
4.3 Evaluate the impact of technology on team functioning within a given organization
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Introduction:
In this study the author will emphasis upon the organisational structure and culture. In
addition to the determinants that have significant impact upon the individual behaviour in the
workplace will be also taking into consideration. Finally the study will emphasis upon the
employee motivation and job satisfaction based on effective leadership and teamwork in
organisational context.
1.1 Define and explain any three organizational structure and cultures
Organisational structure:
Flat structure: In this structure that employs things the opportunities to perform the given job
responsibilities. In addition to the structure influences to establish effective communication
process between the employee and management. In this stage the organisational decision-
making process is conducted in an efficient manner through the participation of the
employees.
Hierarchical structure: The organisational structure emphasis upon the wide span of control in
context of Hierarchical structure. In addition to it is also observed that the chain of command
within the organisation now reflects the differentiated layers of management and team
members. Finally to focus upon the wide range of operational activities in this structure the
group of employees are directed under the individual leadership concept.
The Tall structure: The Tall structure wedges with the organisational activities based on the
functions related to the products and services. In addition to the structure often leads lower
communication channel and decision-making process within the organisation.
Organisational culture:
Power culture: The power culture is observed in reading the small groups related to the large
organisations. In this stage there is less opportunities for the employees to participate as the
decision-making process requires less consultation process.3
The role culture: According to this culture it is observed that the individual’s develop their
work in accordance with their skills and expertise of the employees. In this stage the role
culture is suitable for the project management as well as sales and marketing forecasts
activities.
Task culture: In this culture it is observed that the individual team members are provided with
specified tasks. It develops problem-solving ability and creativity among the team members
1.2 Explain how an organization structure and culture can impact on the performance
of a business.
The organisational structure and culture is considered to be the significant determinants to
words the success and improvement of the organisation. At present in competitive business
world it is observed that the importance of organisational structure and the organisational
culture are increasing in a tremendous manner. In this stage the role culture is usually
observed in tall organisational structure. On the other hand the short organisational structure
enables the employees direct involvement in organisational decision-making process.
Moreover it is also observed that the decision-making process can be longer time period as
the organisational structure and culture may be less responsive towards the market changes.
The Matrix culture has emphasis upon the tall organisational structure. In it merely takes into
account the activities of project management.
1.4 List and briefly discuss the factors which influence the behaviour of an individual at
work
There are some significant determinants which may have influence towards the individual
behaviour in the workplace
Employee perception: the employee perception and believes are also needs to be taken into
account in order to get the best possible outcome from the individuals in the workplace in
addition to perform it is significant to focus upon the working environment of the employees.
Employee attitude: employee attitude can be positive or negative based on the given situation.
In this stage the social, cultural and other relevant factors within may also impact upon the
individual attitude
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Personality : Personality can be defined as one of the important determinant of the individuals
in the workplace. It also influences to devil of interpersonal relationship within the group of
employees. It is observed by the researchers that personality of the employees in the
workplace is very complex to measure and analyse. Therefore to conduct the survey is
considered to be one of the most venerable investigation to reach it is possible to get the
relevant information.
The skills and expertise: in order to designate the right people for the right job it is crucial for
the management to focus upon the individual skills and abilities. It is a crime measurement
criteria to last the efficient use of the human resources.
2.1 Compare the effectiveness of different leadership styles in different organizations.
That leadership style has significant impact towards the success of the organisation. The
different mode of leadership styles are mentioned as follows:
The participative leadership style: This is the opposite style of autocratic leadership style. In
this stage the management encourages the individual staff members of the organisation by
offering them guidance. In this stage the decision is made by the leaders although the
feedback, ideas and information’s received from the different levels of the organisation in the
form of participative management.
Delegative leadership affects: The delegate leadership affects can be also defined as the
Laissez and faire leadership. In this leadership style the leaders delegate the decision-making
power towards the in members in the organisation. The form of leadership affects has
significant contribution towards the employee motivation and job satisfaction in the
workplace.
Autocratic style: The autocratic style can be also identified as the authoritarian leadership
style. In this style of leadership there is a risk of communication gap between the employee
and the management in the organisational context.
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2.2 Explain how organizational theory underpins the practice of management
The organisational and underpinned the practice of management in order to achieve the
organisational objective in an efficient manner. At present the advancement of information
technology has made possible to emphasis upon the theories and concepts based on the
organisation in order to facilitate the activities of the management. Therefore it can be
observed that the practice of management can bring overall success for the organisation by
creativity and innovation in the workplace. In this stage it is answer that can influence the
individual behaviour in the workplace and to determine the organisational structure and
culture it is essential for the management to emphasis upon the organisational theories and
concepts.
2.3 Evaluate the different approaches to management used by different organizations
The different approaches to the management are mentioned below:
The scientific management approach: The scientific management applause emphasis upon the
improvement of the workforce by increasing the productivity in the workplace. According to
this approach it is observed that the employees should buy from their job in an efficient
manner based on the technical structuring of the given job responsibilities.
The classical management approach: The classical management approach takes into account
the rational and logical behaviour in the workplace. It also takes into account the planning of
the work based on the requirements and nature of the organisation.
Bureaucratic approach: The bureaucratic approach is based on the size and complexity of the
organisation. It is also associated with the hierarchy organisational structure. In addition to it
is also observed that the complexity and size of the organisation has significant influence
towards the bureaucratic approach.
Human relations approach: The human relations approach is based on the oversimplified is
and concepts. It is also identified as insufficiently scientific approach that ignores the role of
organisation itself.
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System approach: The system approach to management can be defined as the consent in
which the activities of the companies are interconnected based on the purposive system. In
this stage input, process and outward are three prime determinants in order to apply the
system approach in the organisational context.
Contingency approach: The contingency approach has significant influence towards the
improvement of the organisational performance. It is also defined as the extension of system
approach by the previous researchers while identifying the management approach. In this
stage it is observed that the contingency approach highlights the possible means of
differentiating among alternative forms of organisation for the management.
3.1Discuss the impact that different leadership styles may have on motivation in
organisations in periods of change
Autocratic leadership: the autocratic leadership can be also defined as the election the
leadership approach. In this stage the decision-making process is centralised. That the team
members has less opportunity to take part in the decision-making process. In this leadership
style their reserves of degrees obscenities and employee turnover in the workplace.
Bureaucratic leadership: the bureaucratic leadership takes into account the implication of
organisational rules and regulations in an efficient manner. It is also absorbed by the
researchers that you follow the appropriate style in organisational context the bureaucratic
leadership laser significant role where there is a risk of serious safety.
Charismatic leadership: this is that transformational leadership style. In this stage the team
members opinion are less considered dealing the decision-making process. The leaders is the
only person who deals with the overall success of the organisation. In this stage there is a risk
if the charismatic leader leaves the organisation or responsibilities.
Participative leadership among the participative leadership encourages the participation of the
employees in the decision-making process in this stage the leadership style emphasis upon
the employee motivation in the workplace. Finally to get the best possible outcome from the
workforce it is significant to take into account the participative leadership style.
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Task oriented leadership: In this stage the leaders are signed to mark on a specific task in
context of the organisation. It acts as a suburb of autocratic leadership style. In this stage the
leaders are not much worried about the employee management relationship. Therefore there
is a lack of employee motivation and job satisfaction in the workplace.
Transactional leadership: In this leadership style it is crucial to a significant knowledge based
on creation and innovation in the workplace to deal with the specified situations.
Transformational leadership: In this leadership style the summer minutes and England was
are encouraged to share their views towards the achievement of organisational success.
3.2 Discuss the application of Maslow’s motivational theory within the workplace
Maslow’s Hierarchy needs Theory:
Psychological needs: these are the basic needs of the individuals. That means may include
food, water, air and shelter. In this stage when is psychological needs are fulfilled then that
employs more to words the next stage which is the safety needs.
Safety needs: in order to motivate that employs in the workplace it is crucial to focus upon
the safety needs of the individuals.
Social needs: in order to create proper working environment it is crucial for the individuals to
balance between the work and family life. Therefore the social needs are emphasis upon the
individuals in the society in which they reside.
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Maslow’s Hierarchy needs Theory:
Esteem needs: in this stage the individuals are motivated based on praise and recognition of
the job completion. Therefore it can be observed that the esteem needs are associated with the
self performance admiration from black colleagues in the workplace.
Maslow's hierarchy need theory plays a significant role in the workplace in order to get the
best possible outcome from the employees. In addition to it is the prime responsibility of the
management to focus upon the individuals needs and requirements. Therefore by satisfying
the needs and requirements of the individual employees it is possible for the organisation to
achieve the overall success.
3.3 Evaluate the usefulness of a motivation theory for Managers.
Employee motivation and the purity to application in the workplace are considered to be the
strategic tool for the management it enhances the management to reduce the budget on the
recruitment and selection through the application of inflation motivation policies. At present
competitive business world it is crucial to create job satisfaction in the workplace. It will
create worlds success for the individuals individuals in the workplace along with the
management. Therefore to deal with the employees in the workplace in an efficient manner it
is significant to focus upon the application of the motivation theories.
Finally to focus upon the usefulness of motivation theories it is significant for the manager to
deal everybody relationship between the employee and the management. It can be defined as
employee management relationship. It leads towards the improvement of customer service
and service quality for the organisation.
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4. 1 Explain the nature of groups and group behaviour within organizations
In order to achieve the organisational goal it is also that working in the work is much more
effective rather than working in an individual basis. Therefore it can be defined as the
interaction among the individuals to words the attainment of the specific goal. In addition to
the interaction between the group members are defined as group dynamics. In addition to
achieve the organisational objective in an efficient manner it is crucial for the management to
take significant initiative in order to devil that effective groups. In addition to it is also
observed that to improve the employee management relationship it is significant to emphasis
upon the reward and group behaviour within the organisation. In this study it is observed that
there are three crucial stages such as, dynamics emission concepts of the techniques related to
brainstorming, will play, team building and finally training.
4.2 Discuss factors that may promote or inhibit the development of effective teamwork
in organisations
In order to promote effective team work it is crucial to is yet the following determinants
effective communication:
It is important to establish effective communication among the team members. It will
enhance the team members to share their vision to words the attainment of the same
organisational objective.
Praise and recognition: the members should recognise and raise the completion of their given
responsibilities. It will provide better interaction among the team members
Respect for individuals: it is one of the important determinant in order to devil that effective
team work. Without respect for individuals it is not possible to bring success through
effective team work
Reward scheme: in order to make the teamwork successful there should be monetary and
nonmonetary reward system. It will influence the team members to work within the given to
get in order to bridge the gap between the expectation then the actual circumstances.
The factors that hinder that effective team work
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Communication problem: The lack of appropriate communication between the team members
making hinder that effective team work in the organisational context
Attitude of the employees: In this stage you the attitude of the employees are not in line with
the other team members then there is a gap between the members of the team.
4.3 Evaluate the impact of technology on team functioning within a given organization
At present the advancement of information technology has given a significant scope for the
team to act in an efficient manner. The technological advancement has made possible for the
team members to communicate with each other through the electronic media. In addition to
devil of interpersonal communication and team members also use the benefit of differentiated
social media such as Facebook and the related media. On the other hand to manage the
project and to emphasis upon the overall organisational activities information technology can
influence the team members to focus upon the Gantt chart. The Gantt chart emphasise upon
the completion of their given job responsibilities within the given period of time frame.
Therefore it can be observed that the information technology has significant impact towards
the overall activities of the team in a given organisation.
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Reference
Burns, J.M. (1978), Leadership, Harper and Row, New York, NY. Coad, A.F. (2002), “Not everything is black and white for falling dominoes”, Leadership and Organisation Development Journal, Vol. 21 No. 6, pp. 311-
Baldwin, T. T., Bommer, W. H., & Rubin, R. S. (2013). Managing organizational behavior: What great managers know and do (2nd ed.). New York: McGraw-Hill/Irwin.
Dunham, J. and Klafehn, K.A. (1990), “Transformational leadership and the nurse
executive”, Journal of Nursing Administration, Vol. 20 No. 4, pp. 28-34.
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Reference
Armstrong,M. (2009), Handbook of Human Resource Management, 10th edition, London: Kogan Page
Beardwell,I. , Holden, L & Claydon, T ((ed.) 2004) Human resource management: a contemporary approach (4th Edition) . Harlow: Pearson Education Ltd.
Boxall, P & Purcell, J (2008), Strategy and human resource management. Basingstoke: Palgrave Macmillan
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