Delivery in day(s): 5
The unit 3 organisation and behavior assignment CAPCO is associated with organisation and behaviour for assessing the understanding of individual as well as group behaviour in CAPCO as well as for examining recent theories as well as their application to manage workplace behavioural aspects. There is a need for addressing as well as exhibiting an understanding of the organisational culture as well as structure in respect of businesses. Then there is the need for addressing as well as exhibiting an acceptance of the various approaches towards management and leadership.
The structure of the company includes the cultures, leadership traits, environments that are internal and external and so on. Companies consist of a specific kind of structure for organisations. CAPCO and TESCO are the two major organisations that consist of a formal structure of organisation and there are strict guidelines that are to be adhered with. The hierarchical structure of CAPCO is regarded to have a formal structure as it’s having a simple chain of command and line regarding command-implementation. There exist a large number of employees working at CAPCO reporting to more than a single person. There exist multiple layers of command level as well as stages of decision making. The major challenging scenario CAPCO faces is associated with the collective functioning of the employees on a related level irrespective of the chain of command that they are possessing. (Lussier, 2011)
In TESCO, there is the existence of a more formal structure as well as standard since, TESCO is a huge organisation and they have their operational base globally. Moreover, the management tries enhancing the organisational ability by utilising current circumstances of making assessments thus lessening the space amongst the CEOs as well as the company’s managers. The culture of the company is being regarded to be the association of combined advancements, values and thought processes. Strong navigation of the staffs in the organisation can be done with these issues in connection with the processes by which the job needs to be done. Cultural scenario considers as well the internal environment and customs related with the organisation having an important operational scenario for the success of the company. The success of CAPCO is mainly impacted through the rich culture of the organisation that possesses an effective cultural circumstance in relation with the empowerment of the organisational employees. It is explaining the various process by which employees supports the clients and the process by which they are behaving with one another. It is believed by CAPCO that every stakeholder of the company is supporting the organisation’s growth in a very significant manner.
CAPCO’s structural aspects as well as the cultural aspects are considered to be the two main issues of the organisation to achieve success. CAPCO’s organisational structure is given below,
Some different mindsets exists towards the relation amongst the organisational cultures as well as performance ability as follows,
Reason for employees to work in respect of CAPCO is to receive a fixed salary as well as additional advantages. They are considered to be internal stakeholders. There exists the need to have a vast percentage of effective staffs for carrying out the organisational business efficiently. There exists diversity in the salary structure regarding the age, capability, work-type and qualification. (Lussier, 2014). The factors that influences the behaviour of an individual in CAPCO are as follows,
CAPCO’s top management is having the assurance to provide services that are considered to be exclusive as well as improved in respect of the customers and for making the organisation an improved place of work. CAPCO’s CEO tries concentrating towards the circumstances that are regarded as matters of lesser significance but produces a major impact in respect of the business of the organisation. These concentrations towards unnoticeable circumstances supports in making the staffs to have a sense of enhanced success as well as appreciation. (Lussier, 2014). The aspects on which concentration is given are mentioned as under,
Leadership is defined to be the opportunity for the transformation of a thought to reality. The style of leadership is normally the step perceived by a leader for leading his/her staffs. The style of leadership prevailing at TESCO is ‘supportive leadership’. marketing of TESCO follows the traditional leadership style, which is utilised for a longer period of time which is regarded being very much concentrated, used towards employee reduction related feedbacks, ignoring the junior employees and so on. This leadership style is presently changed towards ‘supportive leadership’. In this style, appropriate mentoring is provided regarding career and training facilities that are considered being the key for satisfying the employees. The style of leadership is to building a reliable environment amongst the employees as well as the management. In the present circumstance, the information is with the managers to interact in an efficient way with the employees as well as providing them the much needed inspiration. They will allow the employees to develop an outlook as well as allowing the employees to use their individual judgment and sincerity while a significant decision is taken. A support system was made with the help of managers to get mutual support outside the formal organisational arrangement and on the other hand, staffs require observing means through which their work contributes for the entire organisational growth. (Lussier, 2014). At TESCO, the circumstances that are being followed by the leadership style and motivational aspects are stated as under,
Scientific management Theory: It’s regarded as a theory of management for an organisation that evaluates and fuses the workflow. The important objective of it is towards the development of the economical efficiency, especially the efficiency of staffs in the workplace. The aspects by which scientific management theory influences the practices of management are as follows,
Theory of human relations management: It’s regarded as management theory for an organisation, which depends on the studied principle that people possess the need to be part of the supportive team for facilitating growth. Therefore, when special focus is provided regarding the employees and given enough support towards participating, they are considering their job to be very essential and they receive admiration for getting more efficient that will be resulting in better quality of work. (Lussier, 2011).
Aspects by which human resource management theory influences the practices of management are as follows,
3 kinds of approaches for management exists such as,
It’s seen that, CAPCO follows a participative working culture. There is the existence of no permanent line of command and employees have the capability to report to more than one line manager. There is the consideration of the cultivating approach being that kind of approach that is associated with facilitative management to rely exhaustively on personal abilities. The approach is associated with the identification of the requirements towards outer stimuli for having a better performing ability. (Jenkins, 2011) CAPCO follows the management approach that is generally considered to be cultivating approach due to the below mentioned circumstances,
On the other hand, TESCO is following the management approach in respect of enacting high control which is familiar regarding specific situations which depends on physical outcome. The company has the information that productive steering needs a great deal of research and guidelines for growth. Processes related with proper planning and parameters, which are predetermined, are also taken into consideration for being significant. (Johnswon, 2011). The important aspect associated with the approach of management TESCO uses are as follows,
Motivational theories are associated with the aspect of initiation, direction, intensity as well as persisting behavioural aspect of individuals. Motivation is considered to be an idea that is utilised to drive or encourage the people to perform in a better manner. As the staffs are being regarded as the basis for many companies that inculcates high morale, increased self-respect in the staffs for achieving the mission of the organisation as well as factor for success. Leadership is regarded as the individual ability for influencing the individuals for the actualisation of mutual compatibility goal. (Iqbal, 2011). There exist various styles of leadership that are influencing the individuals within the company through various means. An important role is being played by leadership for the implementation of employee motivation. Leaders having effective styles of leadership motivate the peers or the staffs with the help of appropriate ways of communication.
Maslow’s hierarchy of needs Theory: Maslow stated that there exists various need based hierarchy in regard of the desirability of the individuals. The needs are initiated from the lower level and without the successful fulfilment of a lower level need, there is no possibility for approaching the upper stage requirements. It was stated by Maslow that it is the work of the managers for analysing the various need-levels of the staffs. There has been five forces that are explained by Maslow that influences the interest as well as requirements of the staffs which are,
Maslow stated that through the actualisation of the needs in the lower level such as the physiological requirements of the staffs they can move towards the higher level needs such as needs associated with safety and security. Maslow also referred that the needs of the higher level gets functional only through the satisfaction of the needs in the lower level. Maslow also stated that various people are related with various types of requirements that can evaluated by this theory. Involvement of the staffs in the functions of the company by CAPCO is developing the aspect of self-respect as well as self-realization. (Furnham, 2012)
Theory of Herzberg: The motivational theory of Herzberg is depending on the two-factor model stating that the existence of particular factors that invokes fulfilment and discontent regarding motivation. Hygiene factors are enforcing staffs dissatisfaction whereas the motivational factors are increasing the level of satisfaction or motivation. Herzberg stated that every motivational factor can function simultaneously. CAPCO needs to evaluate the motivational factors for increasing the employee satisfaction like salaries, security at job, rewards and recognition and many more. The management of the organisation is doing the placement of effective responsibilities as well as do the involvement of the staffs in the process of decision making for increasing their level of motivation. (Furnham, 2012)
Similarities and dissimilarities between the two theories: The aforementioned two theories confer that a precise set of needs should get actualised for influencing the behavioural trait and the ability to perform for the employees as well as to maintain the standard for motivation. The two motivational models placed their emphasis towards actualising the requirements towards staff motivation. Herzberg did the division of the requirements in two segments viz. hygiene factors that are depending on physical as well as psychological requirements and motivational factors whereas Maslow did the division of the needs amongst five segments although concentrating towards physiological and psychological requirements. (Iqbal, 2011). The most important dissimilarities within Maslow and Herzberg is associated with the fact that hierarchical model of Maslow is placing less concentration towards emotional attributes and different sentiments amongst the psychological requirements and on the other hand, Herzberg is concentrating on the actual areas of emotions associated with the psychological aspects. From the theories related with Maslow’s hierarchy of needs, the issues related with dissatisfaction are not identified whereas there is a clear separation within the satisfying as well as dissatisfying issues in respect of the Herzberg motivational theory.
By applying factors for motivation in a company, management is having ability for navigating the human resources for the actualisation of the company’s plans as well as objectives. Managers are placing higher concentration in respect of the factors of motivation for directing the staffs towards improved effectiveness as well as actualisation of factors related with success. Through the increase in the motivational level, companies such as CAPCO are trying to develop the performance standards as well as approach the trends that are emerging in the market. CAPCO’s management is building a formal team in the company for the performance of particular tasks that will be meeting the goals of the organisation. Through the enforcement of innovative as well as creative aspects, a greater amount of motivational standpoint is being placed by the management towards the managing of human resources. There exists organisational diversity amongst human resources. The organisational management is concentrating on various theories of motivation to motivate the varied workforce as well as leading them towards better service quality. (Boone, 2015)
Satisfaction of the employees – The managers are playing an important part in getting work done by the staffs. For directing the individuals as well as motivating them in respect of improved performing ability, the staffs should get effective motivation. Through the understanding of the theories of motivation, the management of CAPCO will be having the ability for guiding the staffs in an effective manner. The CAPCO management did the implementation of Maslow hierarchical needs Theory. Through the support of this theory, the management will possess the capability in respect of the identification of appropriate satisfactory scores of the staffs. Through the actualisation of the stages of hierarchical requirements, the management of CAPCO will be placing improved staff relation. Because of that, around 85% of the staffs revealed that they are feeling happy as well as satisfied with the career growth. (Boone, 2015) By having employee motivation, the management at CAPCO has been developing the skills of the staffs as well as the capability for achieving higher standards. Since the company is facing a crisis in respect of the financial service industry, the changing aspects within the business environment is influencing the performances in the organisation. The management at CAPCO through the understanding of appropriate motivational scenarios of the people are motivating them in respect of the growth of creative as well as innovative aspects. (Boone, 2015). CAPCO is consisting of a ‘flatter structure of organisation’ as well as culture that is concentrated on staffs. There is a feeling of empowerment amongst the staffs as well as motivation in respect of these cultural as well as structural aspects.
Improved customer satisfaction – Through the support of the motivational theories, the managers at CAPCO are even understanding the level of satisfaction as well as needs of the clients as well as training or navigating the employees for providing proper services in respect of satisfaction of customers. With the support of the motivational theories, the managers at CAPCO have the ability of delivering services as well as attaining better customer motivation. (Frydman, 2013)
Increased effectiveness – The CAPCO managers are required understanding the theories of motivation as well as do their execution in the working environment in an appropriate manner to increase the effectiveness of the staffs. Since, CAPCO deals within the intricate financial service sector, the staffs working at CAPCO need to develop their effectiveness along with the market changes. The managers at CAPCO are motivating the staffs for adopting consistent growth for enhancing their performing ability as well as effectiveness.
Greater employee commitment – The theories of motivation also assists in employee engagement inside the core objectives of the organisation. The managers through the placement of appropriate motivational aspects will be having better commitment as well as employee engagement. The outcome of this is also reduced turnover. (Frydman, 2013)
Reduced absenteeism as well as staff turnover – With the help of implementing the theories of motivation, the behavioural aspect of the staffs can be guided in respect of programs for wellness. There can be reduction in the absenteeism of staffs by providing them with proper motivation. It is also efficient to reduce the stressful situation in office and to reduce the losses because of absenteeism. (Frydman, 2013) The motivational practices should get appropriately implemented for assisting the managers to reduce the frequency of getting absent within the employees.
Within CAPCO, there is the existence of different types of groups which are,
1. Formal Groups – These are formed by the company with the intention for actualising particular tasks. CAPCO management did the formation of such groups and did the setting of predetermined objectives as well as aims in respect of group attainments. The roles as well as accountabilities are fixed inside the group. There exits again 2 sub-sections of this group, which are,
The management of CAPCO did the creation of bigger groups having formal structure as well as having roles as well as responsibilities that have proper co-ordination. The small teams are accredited to make rapid decisions. For instance, rocket teams are created comprising of three to four individuals. These groups are having the responsibilities for generating ideas.
2. Informal Groups – Such groups are formed by the organisational members. The formation of the group depends on interest as well as friendship. CAPCO has taken into consideration the staffs, customers, various stakeholders who come together in the formation of interest groups. In CAPCO, friendship group is also formed by taking into consideration every employee at all the level of organisation. (Berger, 2011). Group behaviour is depending on the assigned work and the teammates’ behavioural aspect as well as attitudinal aspects. CAPCO’s flat organisational structure and employee oriented culture considers creative and innovative scenarios within team development. CAPCO is planning to form team comprising of mixed skills as well as capabilities to increase the group’s efficiency.
Since CAPCO is functioning in the finance service sector, CAPCO’s business is being influenced by modern technological aspects. The staffs of CAPCO are getting benefit with the help of better technological aspects as they can do the development of better services on the financial industry. By the implementation of new technologies in the channels of communication the performances of the teams can get better. With the help of groupware, the teams at CAPCO will be having appropriate communication with one another as well as do the sharing of knowledge as well as information through it. Through the placement of modern technological aspects inside the communication, there will be the growth in effectiveness in the relationship amongst the customers. (Armstrong, 2014). By the inclusion of new technological aspects in CAPCO’s services, the organisation is shifting towards new users of services. By the addition of social media, the company is placing emphasis on approaches like LinkedIn that is getting utilised in respect of the purposes of communication regarding the beneficial aspects of the Associative Talent Programme aka ATP to attract fresh talents. On the other hand, technologies can also influence in a negative manner in respect of working in a team at CAPCO. (Baines, 2012) By the placement of better technologies for communication in the working of team can impact individual privacy within the teams. The growing use of the online processes of communication does the hampering of individual privacy since they have to be available in online groupware or in social media while they are not present in office.
This assignment is associated with organisation and behaviour in which the different organisational structure and culture is compared as well as contrasted, then the relationship between the structure of an organisation and cultural aspect is explained by which they can influence business performance, along with that the effectiveness of different leadership styles is compared and different approaches in respect of the management that are used by different organisations gets assessed.
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