Organizational Behavior
Introduction:
In
this assignment, there have discussed the differences and similarities in
organizational structure and culture between two organization one is automobile
Company and another one is Capco Company. Different types of organizational
structure are discussed and also the impact on the motivation to the employee.
The culture of an organization can be many types, there are discussed in the
assignment. Influencing factors that affect an organization is also discussed
in the assignment. Different approaches that organizations like Nissan and
Capco can use for management. The leadership style and its impact on an
organization was the discussion topic. An organization has to maintain both
structure and the culture so that the employees can easily lead to a certain
time for getting utmost result. The motivation is also the important factors to
an organization. By motivating employees, an organization can easily get the
touch of success.
Task 1:
1.1 Discussions on the differences
and similarities in organizational structure and culture
An
organization’s structure provide direct indication about the actual mission,
vision and goal. The leadership structure can also be understood from the
organizational structure. The culture refers to the information about the
pattern of norms, manners, behavior and attitude. An organization’s structure
and culture vary from the other organizations. After identifying an
organization’s culture, it can be said that what kind of organization it is (Armstrong,
2014) .
For instance, the difference between Nissan the automobile producing Company and
Capco Company. Nissan automobile Company produce different types of cars on the
other hand Capco Company, a consulting Company, has six service sectors those
are capital markets sector, risk and compliance sector, finance sector,
insurance wealth and investment management sector, technology sector and banking
sector. Nissan automobile producing Company’s culture and structure is totally
different from the Capco Company. Because Nissan is automobile producing
Company and on the other hand Capco is consulting Company. Different kinds of
organizational structures and cultures are discussed below.
Hierarchical or tall organizational
structure:
In
the hierarchy organizational structure, there are many managers and every
managers bear small control. The boards of directors have the supreme power in
the organization. The tall organizational structure is more complicated than
other organizational structures. In this structure, the respond is slow because
of the less control by the managers.
Flat organizational structure:
In
the flat organizational structure, the communication become strong between
managers and workers. The team spirit is maintained well in the flat
organizational structure and also maintain easily decision making. The cost
management is also possible through this structure (Carpenter,
2009) .
Matrix organizational structure
In
the matrix organizational structure, where there are more than one boss that an
employee has to maintain them. The reporting relations between the managers and
the employees are set. An employee can easily set strong relation with the many
people of the organization.
Nissan
automobile Company follows tall or Hierarchical organizational structure. As an
automobile Company, Nissan has to follow tall organizational structure. Because
an automobile Company has to maintain control from top to bottom as position. To
maintain the total work of an automobile Company, the employee of the Nissan
Company are given power as top to bottom otherwise the total task of the
organization will not be accomplished successfully. On the other hand Capco
Company follows matrix organizational structure because Capco has many
consulting firm. Every consulting Company like Capco has to study themselves
before consulting in different areas of the society or any other organization. The
employees of the consulting Company get touch of the different managers and also
can gain knowledge from them.
Organizational culture:
Organizational
culture can be defined as four types. Those are discussed below.
The
flow of information go through upper level to lower level in the hierarchy or
tall structure and authority also maintain upper level to lower level. In the
flat structure, the management system different from the tall structure. On the
other hand in the matrix structure, the information is flow both vertically and
horizontally. The role of a manager is also different and versatile also. An
employee has to maintain many managers (Fincham, 2005) . The culture of
different organizations like Nissan automobile Company and Capco consulting
Company are almost same though Nissan automobile Company follow tall or
hierarchical organizational structure and Capco consulting Company follow
matrix organizational structure.
1.2 Explanation of the relationship between an organization’s
structure and culture and then its impact on the business performances
The relationship between an organization’s culture
and structure has greatly impact on business performance. An organization’s
structure give direction to the pattern of management task, authority and the
power of the employee of that organization. Whereas on the other hand, an
organization’s culture give direction to the pattern of behavior, manner and
attitude of the employee of that organization. An organization’s employees and
managers are totally interrelated to the some common principles, morals and
customs (Fischer, 2007) .
And
for this reason, the organization get positive result. By sharing common
customs and morals between the managers and employees, an organization can
share organizational goals and thereby the organization get achievement from
its targeted object. Common interest inspires people to think themselves as a
part of the organization. The structure of an organization refers that the
ranks, positions and power of authority of an individual. The structure of an
organization can be documented or can be undocumented. Undocumented structure
explain the interaction between the participants. An organization’s strong culture
reflects its high performance occurred by the employees. For the collective
principles and customs, there are no argument on an organization’s well
performance. To reach the actual goals, an organization should set a formal
structure. A formal structure indicates the proper decision making and running
out the organization’s goals. So it can be said that an organization’s culture
and structure is interrelated to each other (Freeman, 2010) . When Capco’s
culture and structure can be connected to each other, the organization can
easily get better performance than before. So it can be said that an
organization like Capco, a consulting Company, will get better performance if
it is possible to match between an organization’s culture and structure.
1.3 Discussion of the factors which influence individual
behavior at work
Human behavior is complicated. An individual’s
behavior vary from other behavior. An individual’s behavior can be changed, if
the environment in which is changed or even the exposer of the organization.
Different people behave different because they grow up in different
environment. The birth place affect much in term the change of the behavior.
There are discussed below the factors that influence individual behavior at
work (D, 2012) .
Personal
factors:
Personal factors can be divided into two types. One is
biographical characteristics and another one is learned characteristics. Biographical characteristics are physical
characteristics, gender, age, religion, marital status, experience,
intelligence and ability. Learned characteristics are personality, perception,
attitude and values. Physical characteristics are considered a person’s skin,
height, weight, complexion etc. religion influence a person to be highly moral
person. Highly religious person contain high values. Personality discusses
about personal traits like persistence and so on. Attitude refers a person’s
tendency to act. Environmental factors are economic factors, socio-cultural
factors, political factors and legal factors. An individual greatly affected by
economic factors like wage rates and employment level. Rules and regulations
are the formal standards of behavior. Organizational factors are physical
facilities, organization structure and design, leadership and reward system. Leadership
refers that the system of providing advice, direction, coaching and assistance
to the subordinate. On the basis of performance employees are to rewards. Human
behavior can be driven into systematic way towards the plan and thereby it can
be possible to attain goals (Goodpaster, 2007) .
Task 2
2.1
comparison of the effectiveness of different leadership styles in different
organizations.
Leadership styles are consists of five styles. Those
are autocratic, domestic, laissez fair, transactional and transformational.
Every leadership style shows different style when the respective style is used.
The effectiveness of the different leadership style is discussed below:
Autocratic
leadership:
Autocratic leadership also called authoritarian
leadership. In the autocratic leadership style, it is specifically identified
that only leaders will take the decision and plan of the organization. This
type of leadership style is not much popular and also oldest leadership style.
By taking immediate decision by the leader, it is easy to define clear message
and also it is not time consuming. Wal-Mart, McDonald, and Oracle Company is the example
of successful autocratic leadership style (Griffin, 2012) .
Democratic
leadership:
Democratic leadership style also known as
participative leadership style. Most of the organization follow this leadership
style. By following democratic leadership, an organization can easily get touch
of success. Leaders discuss the matter before taking final decision. Gateway, Microsoft and apple is the example of
successful democratic leadership style.
Laissez-faire
leadership:
Laissez-faire leadership style is also known as delegate
leadership style. This leadership style is the least effective leadership
style. In this leadership style, leaders seldom guide the team members and also
team members can hardly participate in the decision making.
Transactional
leadership style:
Transaction leadership style is closely related to the
transformational leadership style. Small business organization get more benefit
by using transactional leadership style. Transactional leadership style has
some benefits those are simple and low cost, clear and easy to follow and
powerful motivator (C, 2011) .
Capco follows democratic or participative leadership
as it is consulting Company. As a consulting Company, Capco has to discuss with
the group for providing better decision to the other business organization. The
group decision is better than the single person’s decision. After group wise
discussion, the leader take the final decision. On the other hand Nissan
automobile Company follows the autocratic leadership. As an automobile Company,
Nissan has to follow autocratic leadership. By following the autocratic
leadership, the Company get the benefit. Automobile Company has to maintain total
control over the employee that’s why Nissan follows autocratic leadership.
2.2 explanation
of how organizational theory underpins the practice of management
Organizational theory is applied in many sectors of
business. Beside organizational theory, management theory is also applied in
many business sectors. Many people want to adhere themselves with the theory
for their betterment in the job and in the real life. Theories helps an
employee how to achieve the organizational goals. By following the theories a
manager lead his subordinate to the actual direction to an organization’s goal.
Before practicing a set of direction, the theories are set as a guideline. Many
matters are to think before set the theories. Most of the organizations do not
set the theory on the contrary they follow the renowned expert’s theory which
is effective to them (Hill, 2008) .
2.3
evaluation of the different approaches to management used by different
organizations
The different approaches to management used by the
different organizations are discussed below.
Scientific
management approach:
F.W. Taylor is the founder of the scientific
management. In the scientific management Taylor emphasis that the necessary of
the planning at work for achieving efficiency, specialization, simplification
and standardization with the help of the science’s application in an
organization.
Classical
administration approach:
Henry Fayol was the founder of this classical
administration approach. Fayol explain the theory like that the management
performance is the combination of planning, training, coordinating and
organizational functions. The administration is the key to take decision and to
control the organization (Huczynski, 2013) .
Bureaucratic
approach:
Weber was the founder of this bureaucratic approach. Weber
explain the theory like that the organization consider something those are
rationality, democracy, structure, stability, predictability and specialization
as a matter of principle. The rules and regulations are severely maintained and
also followed by an organization.
Human
relations approach:
Elton Mayo was the founder of this human relations
approach. In the human relations approach Elton emphasis that the
responsibility to a manager to motive the employee. Manager sis only the
responsible person if he failure to motivate the teams.
Systems approach:
System approach indicates that an organization has to
consider the functions performed by the management. This functions is done with the resources an
organization have (Jackson, 2000) .
Contingency
approach:
Contingency approach is also known as the approach of
situational approach. The most updated approach is contingency approach.
Task 3:
3.1
discussion of the impact of different leadership styles that may have on
motivation in organizations in periods of change
Motivation is the set of behavior both inter and
external that a person should carry on up to the certain period. An employee
should willingly do a course of action. An employee’s desire that stimulate
himself to do an action for gaining a specific goal. Employee motivation is
much important to gain organizational goals or to get voluntary response. An
employee is motivated by considering some factors those are leadership style,
reward system, in which place an employee is working and the types of work.
Most of time an employee can be motivated or not it depend on the leadership
style. Each leadership style has positive or negative effect on providing
motivation (Katz, 2007) .
In the autocratic leadership style, employee has no
opportunity to express their opinion. The employee contain lower motivation in
the autocratic leadership style because the freedom and the work flexibility
are bind to the leaders. In the democratic leadership style, employees can
participate in the decision making and also has flexibility in the work. By
democratic leadership, an employee can easily motivated. Employees are
considered as value to the organization. Transactional leadership is almost the
same leadership style like autocratic leadership. Where there are imposed
strict rules and regulations on the employees. In the transformational
leadership style, employees are motivated emotionally (Keller, 2011) .
3.2 compare
the application of different motivational theories within the workplace
Different scholars has invented different theory of
motivation. Those theories are discussed below.
Equity
theory:
J. Stacy Adams was the developer of the equity theory.
The theory was developed considering some facts that are employee tend for
judging fairness by contrasting the outcomes that they receive from the inputs.
Inputs are the elements that an employee gain from the nature like experience.
By providing input, an employee wants to be rewarded (B, 2013) .
Expectancy
theory:
Victor Vroom developed the expectancy theory. In the
theory Vroom explained that employees will motivated through their feelings and
will be rewarded. An employee’s performance is compared with the strength of
preference and on the basis performance an employee is rewarded.
Herzberg’s
Motivators &Hygiene theory:
Herzberg’s motivation of theory consists of two
factors. One is maintenance factors and another one is motivational factors.
The factors of maintenance indicate that employee expect the job and also
perform the job. On the other hand motivational factors explain that an employee
does not expect to do the job and get the job as a motivation.
Maslow’s
Hierarchy of needs:
From the need hierarchy model one thing can be said
that if one need is fulfilled then other need come to near. Maslow’s hierarchy
need consists of five elements those are biological or physical needs, safety
needs, belongingness needs, esteem needs and self-actualization needs.
The management department of Nissan automobile Company
can use this motivational theories and using this motivational theory an
organization can easily achieve the goals (Schein, 2010) .
3.3
evaluation of the usefulness of a motivation (Maslow’s Hierarchy need) theory
for managers
The Hierarchy need consists of five elements those are
biological or physical needs, safety needs, belongingness needs, esteem needs
and self-actualization needs. Maslow’s Hierarchy need developed 1940-50s in USA
and it is also known as Maslow’s motivational theory. There are shown a diagram
below-
Maslow’s hierarchy need is applied in the management
field for motivating the employees. In a survey it is proved that Maslow’s
hierarchy need works more effective than the other motivational theory of need.
Physiological needs refers that an employee’s basic need to survive those needs
are accommodation, food, sex, cloth and education. By money all need can be
fulfilled of an employee. After fulfillment of the physiological needs an
employee safety in his life and in the work place. If safety need is completed
then belongings or social needs are felt. Belonging or social needs are friends
and intimate relations with the colleagues. In the fourth stage of Maslow’s
hierarchy model, there are discussed esteem and status needs. Esteem and status
needs consists of prestige and feeling of accomplishment. At the last stage,
there are discussed self-actualization and fulfilment needs. Self-actualization
needs refer that achieving full potential with creative activities (Sinclair,
2005) .
Task 4
4.1 explain
the nature of groups and group behavior within organizations
Every groups communicate with each other for attaining
common interest and objective so that the organization can reach the goal. Groups
are two types formal and informal group. Management organization creates formal
groups and to maintain regular employees informal group is created. A number of
stages of group established the group behavior. The behavior of groups are
discussed below.
In
the stages of formal group or team development, forming refers that sharing of
information among the members. For this reason, group members come closer to
each other for group task and understand each other easily. In the storming
stages members vie for status and in this stage external compulsion interfere
group. In the third stages, norming refers that employees are work together
cooperatively and also group custom continuously increase. Corporate feelings
also increased in this stage. Groups come to the maturity phase in this
performing stage and gain knowledge to take challenge at work. The task that
group does is a complex work accomplished efficiently. At the last stage of
formal group, there are discussed adjourning stage. Most effective team or
formal group are vanished sooner or later in his stage (Steers, 2004) .
4.2 Discussion on the factors that may promote or reduce the
development of effective teamwork within the organizations:
Effective
teamwork can be developed within the organization by promoting or reducing
various factors. This is a challenging term for management to find out how to
use team more effectively (Stockdale, 2004) . There are few factor that the Walmart develop of effective
teamwork can be promoted or reduced in the work place of Walmart. Discussions
are given below—
ü Organizational
structure and culture: Effective teams are constituted by a diversity of
cultures and structure in the organizations. Diversity can promote creativity,
innovation and awareness which will support effective teamwork.
ü Management
and leadership style: which leadership style followed by the leaders that may
reduce or promote effective teamwork’s development within the organizations.
Leaders provide inspiration and direction, assistance and maintain discipline
to ensure that everyone is performing to their highest possibility.
ü Communication
system: Effective teamwork is based on clear and open communication system.
Every team members should feel pleasant when asking questions regarding
responsibility, timelines. When a conflict arises effective teams will overcome
it by well communication system, rather than avoiding the issue.
ü Organizational
rules and regulations: Effective teamwork may be developed through organization
rules and regulations. These rules and regulation may be concerning attendance,
performance, interpersonal interaction, dress code and so on.
Technology
has direct impact on functioning team work. In the modern era, without the
technology it cannot be thought of a single second. Technology plays an
important role in the business organization like Nissan automobile Company for
completing team work. There are different types of information technology those
are mobile phone, internet, e-mail and social media. The employees of the Nissan
automobile Company can interact with each other by using different
communication medium. They can also transfer information using information
technology and also communicate with each other. For instant communication among
the team members some effective communication medium are used. Those effective
communication medium are messaging, videoconferencing, groupware etc. so it can
be said that the employees of the Nissan automobile Company can communicate
easily and successfully complete the team work. And thereby the Companies goal
can be attained through the strong communication system (Thompson,
2001) .
Conclusion:
When
an organization run its business activity according to organizational structure
and culture, the organization faces some problem like how to motivate employee,
how to train them and so on. These type of organizational problem can be solved
by determining the accurate leader style and setting the organization’s norms,
attitude and customs. Through following the organization’s structure and
culture, an organization like Nissan automobile Company can get the touch of
success. Motivational theories can be applied easily and also the management
approaches. An organization can also underpins the organizational theory to
practice management.
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