Organisation Behaviour Structure and Culture Assignment - Capco Ltd

Organizational theory helps the business in various situations and adhering to on organization style can help the organization in creating a working environment which is stable and robust in order to promote a conducive working environment.

Weber's bureaucratic approach sees the organization as a society. The organization is based on the principles of:

• Structure; position in the organization, responsibilities.
• Specialization; separate chain of command
• Predictability and stability; operation according to rules and regulations
• Rationality; recruitment and selection
• Democracy. Designation on positions and not persons

The scientific management approach is based on the concept of planning standardization, specialization and simplification efficiency.

• Worker must get advantages of productivity improvement
• Physical stress and anxiety must be abolished.
• Capabilities should be enhanced through training,
• The traditional 'boss' concept should be eliminated.

Taylor developed the following four principles of scientific management for improving productivity:

• Science, not rule-of-thumb 
• Scientific selection of the worker.
• Management and labour cooperation rather than conflict 
• Scientific training of the worker. (Luthans, 1985)

2.3 Evaluate the different approaches to management used by CAPCO and your chosen organisation?

There are basically three managerial approaches. These are:

• Active listening approach or passive management methodology
• Cultivating approach or capacity building approach
• Steering approach or high control level approach

Active management approach follows a very simple and direct chain of command whereas the passive approach follows a linear yet hierarchy approach managers in active are much more participative as compared to passive approach. Cultivating approach is more focused on self-learning and development in the organization through experience, whereas capacity building approach is more focused towards the training organization provides training and skill workshops to employees to be more efficient. Steering approach focuses on the demand and needs of the employees and drives that way whereas high control approach defines the kind of culture and managerial approach the employees need to follow is more of an autocratic command. From the case it can be easily understood that the approach in Capco is participative there is no complex structure rather a flat structure where employees’ report to their direct superiors or line managers, this kind of approach requires good people skills.

• Identification of definite target consumer depending on local area.
• Particular problems and specified solutions should be defined
• Collective and collaborative activity should be performed.

High control approaches are very common in organizations, British airways is on such example of the same, it is collaborative and outcome based approach it focuses on participatory design and depreciation. Organizations like CAPCO and BRITISH AIRWAYS uses different management approaches in order to achieve goals and targets. In order to promote effective organizational structure and relationships, these approaches helps in analyzing the work environment outside the organization.

• The key aspects of the management approach used by BA are:
• Project planning, process and period, objectives are stated clearly.
• Integrated project development with planning process.
• Assessment of project progress.
• Specific task evaluation, correction and reporting. (Taylor, and Gilbreth, 1982)

Need help?

Get Complete Solution From Best Locus Assignment Experts.

Place an order

Task 3

3.1 Discuss the impact that different leadership styles may have on motivation within period of change?

One of the most serious problems for the management of an organization is to keep the employees motivated so that the productivity does not suffer and they effectively does the task, since there are various leadership styles which are followed in capco and various other companies, what might be a motivation for one person may not be for other, some of the motivation factors are money, power, recognition and affiliation depending from time to time the factors of motivation changes from person to person, at some point he may get motivated by money and some other by recognition as a manager it is important to recognize the motivational factors,

There are several approaches available for leaders to lead the changes, many of them based on the employee freedom and leaders authority, at the time of change these are the various options which a leader uses at capco to motivate, When the changes are about to happen at capco the employees are given freedom to deal with the change and take decisions also they can redirect their subordinates on what to do, this is known as authoritarian approach. If the top management wants to go for consultive approach the staff as well as employees are called up for the for the meeting and discussed on points which are impacting the organization and possible solution to it is found out, this enables the employees to better connect with the organization. The management in often uses the team work approach where in employees are given task which they have to perform, they are then asked to take proper control over it so that the get the sense of responsibility this motivates them.

Capco use the approaches, because here the employees feel that they are important and thus they are motivated. No matter which style is followed the importance for this for the leaders is to-

• Be passionate toward what u like
• Participative decision making
• Communicating  the benefits of change
• Communicate closely
• Describe the goals of change clearly.
• Leadership has a direct relation with cause and effect of the organizational achievements. Leaders inculcate motivation and self-confidence in employees. (Germano, 2010)

3.2 Compare the application of two motivational theories (e.g. Maslow’s & Herzberg theories) within organizational setting?

The two of the most widely used motivational theories in the world Is Maslow’s need hierarchy theory and Herzberg two factor theory,

Maslow’s need hierarchy theory

According to Maslow the needs at the lower level are the top priority and before the person moves to next level the needs at lower level needs to be fulfilled, if the need at lower level is not fulfilled the person will not move to higher level, coming back to lower level of motivation according to Maslow is possible if the needs at higher level are not fulfilled.

• Physiological needs - air, food, drink, shelter, warmth. These are the basic needs some people don’t move from this need to another level such as rickshaw pullers.
• Safety needs - protection from security, order, law, stability, freedom from fear. These are the needs which come after the food clothes and shelter, job security is one.
• Love and belongingness needs – This includes friendship, affection and love either from the family or work group, friends, and romantic relationships. This comes from the society after the need of security are fulfilled, need for family is one example.
• Esteem needs - achievement, independence, status, prestige, self-respect. After all the above needs are fulfilled the person now aspires for the social status and recognition in the society. Maslow says esteem needs take two forms: (a) a need for power, achievement, rewards and competence; (b) a need for reputation, status, recognition and appreciation. Fulfilment of these leads to the happiness and value of the world.
• Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth experiences. This could be recorded as the stage which is very difficult to achieve only selected people such as Mahatma Gandhi, mother Teresa have achieved, and people in this stage are no more worried about material life but peace in life.

Herzberg two factor theory

According to Herzberg two type of factors are responsible for the motivation,

• Hygiene factors: these are the factors whose absence motivates buy presence has no perceived effect on the people these things are such if you take them away people try to get them back for ex, a project given to an employee but taken back. Other example include health benefits pay rewards etc.
• Motivation factors: these are the factors which motivates but their absence does not affect much examples of such are the top of the pyramid in Maslow’s theory the are intrinsic motivators.
• So hygiene factors talks about the dissatisfactions and motivational factors talks about satisfaction both the factors are independent can be on the high side.
• Maslow’s theory defines employees’ individual needs whereas Herzberg’s theory defines the causes of satisfaction and dissatisfaction.
• Maslow’s theory has five level of motivational factor and Herzberg’s theory is a two factor theory. Maslow’s theory has five level of motivational factor and Herzberg’s theory is a two factor theory. (Mullins, 2010)

3.3 Explain the necessity of managers to understand and apply motivation theories within the workplace?

To reach the organizational goals managers needs to increase productivity and to increase productivity they need to motivate employees which are highly productive, but motivating the employees is the most difficult and complex task for a manager after understanding how vital motivation is, the managers need to select the proper motivational theory in order to motivate them. These theories are useful because managers have to encourage the employees for their good problems, if there is no incentive for the employees for their good performance such as status, pay, rewards bonuses, recognition, thy feel the need to work because they will get rewarded for their work if they are absent employees will not be willing to work so the need of motivation theory becomes more important.

Since motivated employees are tend to be more satisfied they retain themselves with the organization thus reducing the turnover also helping the organization to reduce the cost of recruitment, since most of the companies prefer their past employees on the key managerial positions satisfied employees are most important part of the succession plans of the organization. Motivational theories explain the nature and behavior of employees and the reasons of their reactions. They define the reasons such as why few employees are more committed than others and how to motivate them accordingly.

Since employees are the direct touch, it actually affects the thinking of customers as them employees are the mediator between customers and company due to which this assumption affects a lot in forming the perception about the company, a satisfied employee will seriously do his work and try to satisfy the customer as well which increases the profits, a dissatisfied employee will always be annoyed and may not serve the customer well which forms a bad reputation for the company. (Aswathappa, 2011)

Task 4

4.1 Explain the nature of groups and group behavior within CAPCO or your chosen organization?

Groups are usually made to get results in an organization. The members have some specified tasks and have some specified set of work to do. They are socially independent of each other. Like any other organizations, several types of groups may exist in Capco. They can be formal or informal, primary or secondary groups etc.

Formal group:These kind of groups are formed by the organization itself. They are formed to achieve some specified task. The management create these types of groups to complete a particular objective, each member of the group have some assigned roles and responsibilities which they need to fulfill to achieve the goals.

They can be further divided into two sub class,

• Command group
• Task group

A command groups have a fixed position in organizational. On the other hand, task groups are formed for a particular specified tasks. These types of groups are temporary in nature. These groups have small impact on organization if it gets compared with informal groups. It is to keep in mind that it has a great impact on organizational performance. If the group formed is not suitable the overall organization effectiveness may suffer.

Informal group: Informal groups are formed not by the organization but by the employees themselves

There are two types of informal group:

Friendship group: riendship group is a group of persons who are in bond with each other in pure friendship. They may have something in common like age, belief or attitude. Friendship groups are basically formed to release the stress from within the employees that they have accumulated over time, it is most seen some friendships also help in building the culture of the organization.

Interest group: Interest groups are formed intentionally and are not permanent. These groups have huge impact on overall business. It helped capco for the betterment of the overall organizational structure. An informal group can contribute a lot in enriching the culture in capco. It has great influence in organizational performance. (Business Case Studies, 2016)

4.2 Discuss factors that may promote or inhibit the development of effective teamwork within CAPCO or your chosen organization?

Lots of problems arise when working in a team in any organization as different members will be from different places and will have different ideas and conclusion about things, so they should focus more on trust and effective team work. There are various factors which promote the development of effective team work in capco or in any organization which are:

Communication: the most important factor of conflict when working in team is the communication between the group members. At CAPCO it is important for the employees to communicate with each other freely and openly. It is always silence which destroys a healthy relationship amongst the peers. The members are free to share their ideas and information and suggest changes in the organization.

Trust: Trust is an essential for an organization without which it seems very difficult to function it is important as a part of the culture of capco to communicate with the employees and promote the culture of trust within the employees, if it is missing they won’t share the information and will not be willing to share risks. Which in turn will create differences which would give negative vibes within the organization and hamper the working of the organization which may lead to losses.

Leadership: the most important factor is the leadership style followed by the leader in the organization it guides them and help solves all the problems and communication gaps which a new employee may be facing, handle the conflicts and solve them.  Good leader is the one who helps the employee achieve their own individual goals along with the organizational goals.

Positive attitude: positive attitude is must when working in groups as it is for sure that problems are going to arise when working in groups if everybody becomes negative and stop doing what they were supposed to do will lead to bigger problems, hence it is advisable to maintain a positive attitude. A person can be given knowledge about the work can be trained but it is next to impossible to change the attitude of the person from negative to positive.

Workforce diversity: another main factor is the kind of work force the more diverse the group the more are the problems associated because of different ideologies, but more u get the exposure to different cultures which can help u mould into any kind of situation in future. The more the diversity the more beneficial for the organization, more working styles and best practices of different  cultures can be assimilated in order to create a right bag of environment.

These were the main factors over and above CAPCO ensure everybody gets training and development as a part of the motivation for the work. (Wolski, 2016)

4.3 Evaluate the impact of technology on team functioning within CAPCO or your chosen organization?

Technology has connected the world and has made it smaller and help the business grow beyond the boundaries of the nation it has enabled the people come closer, technology has made the organizations grow their workforce and increase the diversity, moreover much work is done online these days to help reduce the costs and save time. Technology has enabled Capco to continue their work 24/7 without having Distance as a constraint which increases the effectiveness and profits for the organization. It also impacts different functions and objectives of a team like team structure, trust, coordination, cooperation, leadership, communication, friendship, and effectiveness. So Capco first needs to understand the culture of the team members and their background accordingly they should communicate the benefits of technology to each individual as everybody might have different benefits which would be of different use to different people.

According to a research statistics done in California, the impact of technology varies from organization to organization and team to team as each organization is different from one another and all the teams are not same team members in each group have different self-motivating factors different personal goals problems and background with such diversity comes great insecurities, and cultures which in turn have different aspirations from the job. Each team goes through stages of group formation and gradually moves from forming stage to adjourning stage in the organization. So we have found that, in spite of different problems prevailing in the organization and among the groups the team progresses properly and functions smoothly the contribution of each team member increases as they grow stronger and experienced and mix up with the members moreover the technology makes the members specialized in their respective fields which garner them respect as that specialization is unique to them, one thing that must be get in focus by CAPCO is the distance that they think is not necessary for the progress of the organization they need to reduce the distance among the geographical areas so as to increase the efficiency by asserting more control over the employees. (Gupta, 2010).

Contact us

Get assignment help from full time dedicated experts of Locus assignments.

Call us: +44 – 7497 786 317
Email: support@locusassignments.com
 

Order Now!!

Conclusion    

Learning the individual behavior in an organization and developing them effectively and efficiently is a prime factor for the successful business venture. It is only possible if there is trust and coordination among the team in an organization that is only possible by cultivating such type of culture and structure which overall is effective.  From this point of view, we may say that CAPCO as a whole has a good culture and practices which promote the employee satisfaction, the structure they follow is flat which gives the power to make decisions in the hand of the employees which motivates them, the company is one right task and follow right industry practices and has an efficient reward system to motivate the employees, and increase the profits of the organization which is the prime goal of any business.

References

Aswathappa, R, (2011), Marketing Management and Organisational Behaviour, [Textbook], (Second Revised Edition), Himalaya Publishing House, [Accessed 12 July 2016]
Business Case Studies, (2016), Organisational structure in an innovative environment
A CAPCO case study, [Online], Available: http://businesscasestudies.co.uk/capco/organisational-structure-in-an-innovative-environment/organisational-structures-and-cultures.html#axzz4B5y7SOWj  [Accessed 17 July, 2016]
avoren, J., (2016), Organizational Culture & Employee Performance, [Online], Available: http://smallbusiness.chron.com/organizational-culture-employee-performance-25216.html [Accessed 18 July 2016]
Germano, M. A., (2010), Leadership Style and Organizational Impact, [Article], Available: http://ala-apa.org/newsletter/2010/06/08/spotlight/  [Assessed: 19 July, 2016)
Gupta, A., (2010), Individual Behavior in Organization, [Online], Available: www.practical-management.com/Organization-Development/Individual-Behavior-in-Organization.html [Accessed 19 July, 2016]
Luthans, F., (1985), Organizational Behaviour, [Textbook], Singapore McGraw-Hill, [Accessed 19 July 2016]
Taylor, F. W., and Gilbreth, F. B., (1982), Principles of Scientific Management/Primer of Scientific Management,
Wolski, C., (2016), Factors That Promote Effective Teamwork, [Online], Available: smallbusiness.chron.com/factors-promote-effective-teamwork-1932.html [Accessed 19 July, 2016]