Delivery in day(s): 5
Unit 3 organisations and behaviour assignment CAPCO & McDonald’s assignment with the organisational scenario as well as behavioural aspect that is related with the understanding of the relationship amongst cultural as well as structural aspect of an organisation, to understand various approaches for management as well as leadership, to understand the methods for using organisational theories related to motivation and also to understand the systems for the development of productive teamwork in respect of the organisation. Taking into consideration all these matters, two well-known organisations are being considered which are CAPCO as well as McDonald’s.
The structure of the organisation will be encompassing the cultural aspect, internal and external environment , leadership and so on. All the organisations are consisting of a particular type of organisational structure. CAPCO and McDonald’s are considered as two big companies that possess an official structure of organisation as well as adhere to the following of strict rules.
The hierarchical structure of CAPCO is taken into consideration as formal since it possesses a basic chain of command as well as line for execution of command. At CAPCO, there is the existence of huge section of staffs who reports to more than one individual. There is the existence of stage for multiple command level and stage for making decisions. The major challenging aspect that is faced by CAPCO is related with the aspect that the staffs that are collectively functioning are on a similar stage irrespective of the hierarchy they possesses. (Harrell, 2011). For McDonald’s, there is a more formal structure that is present which is standard as well since McDonald’s is a huge company and it is operating throughout the world. In addition to that, the management is trying to increase the ability of the organisation by using active scenarios to make decisions. It is reducing the gap within the Chief Executives as well as the Managers. (Kotler, 2014)
The organisational culture is considered as the assortment of the method, approaches as well as values of shared thoughts. These issues will strongly navigate the staffs of the company in relation to the methods with the help of which the work needs to get completed. Culture also considers the internal environment as well as organisational customs that will be having a very significant functional aspect in respect of success for the organisation. (Lancaster, 2010)
The success for CAPCO is majorly affected by the rich organizational culture. It possesses a very influential cultural aspect associated with empowering the organisational staffs. It explains different methods through which the staffs are assisting their clients and the means through which they are behaving with each other. CAPCO believes in the aspect that all the stakeholders of the company will assist in developing the company in the most effective way.
The structural aspects as well as cultural aspect of CAPCO are considered to be two significant organisational issues for achieving success. CAPCO’s organisational structures are as follows,
There exist certain varied outlooks that are existing in respect of the relationship between the cultural aspect of the organisation and performing capability that are mentioned as under,
The staffs are working for CAPCO solely because they receive a fixed salary as well as other work related benefits. They are also considered as internal stakeholders. There is the need to have a large number of productive staffs for carrying out the business of the organisation in an effective manner. There is a difference in the structure of the salary in accord with age, qualification, abilities as well as work type. (Kotler, 2014)
The factors that impacts personal behaviour for CAPCO are mentioned as follows,
The senior officials of CAPCO are having the commitment for providing services to the customers that are excusive as well as better and in making the company to be a better workplace. The CEO of CAPCO is trying to concentrate on the scenarios that are although considered to be of very less importance, but will be having a significant influence on the business and will also assist in making the staffs have a feeling of better achievement as well as appreciation. (Harrell, 2011)
The circumstances that are focused on are mentioned as under,
Leadership is considered as the scope for transforming a vision to reality. The style of leadership is generally the approach that a leader perceives for leading his staffs. The style of leadership that exits in McDonald’s is considered as supportive. McDonald’s followed the traditional style of leadership that was getting utilised for a long time period that was very much focused, administered, used for reduction in staff response, neglect in respect of junior staffs and many more. This leadership style has now been transformed to a supportive leadership style. In this style of leadership, appropriate mentoring takes place in relation to career as well as training that is taken into consideration as the means in respect of satisfaction of the staffs.
This style of leadership will be building a trustworthy environment amongst the management as well as the staffs. In the current context, the managers are possessing the ability for effective communication with the staffs and proving them the motivation that is needed. They will be allowing the staffs in developing an idea and permitting the staffs for using their personal viewpoint as well as carefulness when they are taking an important decision. A support system was created by the managers for getting shared assistance outside the official structure of the organisation. Whereas, the staffs are required in seeing the means by which their work contributes in relation to the complete organisational development. (Clay, 2013)
At McDonald’s, the style of leadership as well as motivation are following the below mentioned circumstances,
The impact of the theory of human relations on the practices of management are mentioned as under,
There is the presence of three types of approaches to management which are as follows,
It is evident that, CAPCO is following a working culture that is participative. There exists no fixed line of command and staffs are having the ability for reporting to more than one single line manager. The capacity building approach is considered to be that sort of approach that is related with facilitative management that relies hugely on individual capabilities. The approach identifies the requirement to possess external stimuli to have an improved ability for performance. (Clay, 2013) The approach of management that is being followed by CAPCO is generally considered as capacity building approach due to the below mentioned circumstances,
Whereas, McDonald’s follows the management approach associated with the staging of high control that is common in respect of particular as well as scenarios that depends on physical result. The organisation possesses the knowledge that efficient navigation requires a huge amount of preparation as well as development procedures. Appropriate processes of planning as well as regulations that is prearranged are also considered to be essential. (Fernando, 2011). The major circumstance related with management approach that is used by McDonald’s are mentioned as under:
Motivation is the term that is used to stimulate the employees in the perspective of the organisation for accomplishing the task or the goals. The management of the organisation aims to create interest and willingness in the employees in order to increase the productivity. (Alvesson, 2012).
The change can be the staff rotation, change in the working hours, shuffling of the groups etc. So with this change leadership styles can play a major role on the ground of motivation for the employees. There are mainly 4 types of leadership style which can be linked with the motivation by assessing the positive and negative side which are as follows:
Thus we can say that different leadership styles have different impact in the level of the motivation which is needed to analyse before implementing certain changes in the organisation.
Motivational theories can be related with the organisational settings or the structure which can be compared in the following way.
Maslow’s theory of need: gives the glimpses of the human needs which are structured in the format of the pyramid. These are the needs that are required by the human beings to keep them motivated and satisfy. The first need is the physiological needs which are very basic to the human beings for the sake of living. In CAPCO the basic needs are satisfied by giving them the employment and the salary which is as per the standard of the market. The second need is the security needs which are fulfilled by CAPCO by providing job security, permanent employment and medical benefits to their employees. The third need is the psychological needs which are also fulfilled by the management of CAPCO by forming a team of the consultants who used to work as a group and that satisfies the sense of friendship. The fourth need is the self esteem need which derives when the human beings wants some achievement in their lives. CAPCO recognises this need and supports the employees by giving promotion, rewards like the best employees award etc. The last is the self actualisation need which is also linked with the delegation of the challenging work to the consultants or to the Principles Consultants for managing the high values clients. (Wood, Zeffane, Fromholtz, Wiesner and Creed, 2010).
Herzberg theories: of motivation give emphasis on two aspects which are hygiene factor and other one is motivational factor. Hygiene factor includes certain aspects like pay structure, benefits, job security which are very much needed to deliver the satisfaction to the employees. For example in Mc Donald’s several opportunities like incentives, food coupons and family insurance are given to satisfy the employees. On the other hand it is the motivational factors like growth opportunities, recognition and achievements are mainly focused to motivate the employees for the sake of high productivity. At Mc Donald’s we know that the company is providing growth opportunities, development opportunities from their university, employees recognition schemes like the best employees to motivate the employees.
From the two theories we have observed that Maslow’s need theory is focused on the five needs which the human being require to live his/her life. Other than that Herzberg theory gives emphasis on the two aspects which includes the pay structure as well as working environment of the organisation. But it lacks the situation variables. Both the theory aims to provide motivation but the approach is different which can be observed from the above explanation.
The role of a manager is to coordinate the team and to ensure that the work process is running smoothly. The team consist of the employees who are moved by the emotions and for that motivation plays a major to make the team productive in the organisation for achieving the target. Motivation theories like Equity theory can help to understand the necessities of the manager to understand the motivational theories for increasing the productivity of the organisation. As per John Stacey Adam’s equity theory gives emphasis on the factor equity or fairness in the organisation structure. This theory claims that if one employee gets promotion and the other does not get then it will affect the motivation level of that employee. Thus fairness in the organisation structure can help to motivate the employees equally. The two variables in the theory are the input and output. Input is the effort that is given by the employees in the organisation which involves the hard work, loyalty, commitment, flexibility etc and the output is the job security, recognition, reward, praise which the employees must get for the inputs they used to deliver (Alvesson, 2012). Thus a manager needs to understand the equality or transparency in the organisational policies which must ensure the sense of equality and fairness in the organisation. For example if the employee feel that they are being fairly treated in their workplace then they will get the motivation for giving their best efforts as per the inputs which in turn will increase the productivity level. It is very common that increase in the productivity will also maximise the profitability of the organisation as the targets or the objectives are get fulfilled due to the positive effort of the motivated employees. Other than that if we relate one more motivational theory like Hackman and Oldham’s characteristics theory in the organisation then it highlights three aspects which are the meaning of the work, delegated responsibilities and outcomes. The developing manager needs to ensure that the employee has understood their work and they perform it by taking immense care. Secondly, the management has to ensure the freedom or the empowerment for the employees to ensure high productivity and lastly is the outcome which is the feedback that is needed to be shared with the employee both in the case of target achievement or target unachievement. (Your Coach, 2016).
The organisations are having the group which ensures that the collective working will only ensure the target achievement. Thus a group is the collection of the employees in an organisation who are sharing same or common goal. In the organisation CAPCO the common goal is to assist the clients by giving best solutions for their financial planning. Based on the common goal it is the goal of the groups of the consultants to satisfy each and every client. Thus the interdependence between the group members will be high as well as positive due to the common target that every members of the group has to give equal contribution. But if there is a negative interdependence of the groups then it will hamper the target achievement. Negative interdependence will only arise when the members will pass away their duties or give less contribution or criticise every decisions of the groups. Social interaction also plays a major role in the group where the members of the group used to interact in the structured process. The misunderstandings or the incomplete communication can be prevented from the social interaction. There are different groups which can be observed in CAPCO. The formal groups are the team of the consultants who are given several targets and the responsibilities to manage the clients of CAPCO. But the command groups are the members including the Senior Consultants, Partners and the Principle Consultants who used to delegate the responsibilities to the junior teams. Command groups undertake the strategic decision in the organisation. Informal groups are the friendship groups at CAPCO which are not related with the organisation’s process. But there are the interest groups who are the stakeholders like the partners, investors, clients who are having different levels of interest and power in the business of CAPCO. Group Behaviour is the approach of the groups that can be observed in the organisations. The effectiveness of the group can be linked with the group behaviour (Alvesson, 2012). Task and maintenance role in the group determines the way the members used to behave. In the task role there are some members who will share different creative ideas or they will take initiative to start any process etc. But in case of the maintenance role the there will be some members of the group who will coordinate the team and establish the harmony in the group. Thus both the roles used to deliver a positive impact in the group behaviour.
Teamwork is the collaborate effort given by the members of the team in order to achieve the common goals or targets. Effective teamwork is only possible when there will be an equal contribution of the members of the team which will ensure the positive outcome. The factors that can inhibit or promote the effective teamwork are as follows:
Technology is the scientific applications which the organisation adopts for maximise the productivity of the organisation. The variables like the time, return, cost, benefits are the areas that are associated with the adoption of the technology. Development in the technology and its application influences the management of the organisation to adopt the technology in the organisation.
The applications of the technology used in CAPCO are:
From the application of the technology certain positive and negative sides are also there which are as follows:
Positive side: The positive side is the time that is saved by the application of the technology. The members can communicate at any place they like which smoothen the team functioning. Efficiency will be maximised as the members can coordinate effectively with each other.
Negative side: The negative side is the network problem which will disrupts the communication process. Sometimes the members are overdependence on the technology which affects the efficiency of the individual in the terms of creativity.
The report has highlighted the organisation CAPCO who is catering in the financial sector. The first part of the report has described the structure and culture associated with the factors that may influence the behaviour of the individual. The second part has shown the different leadership styles along with the organisation theories. The third part is the impact of the leadership styles in the period of the change along with the motivational theories. The last part gives the glimpses of the groups at CAPCO and their behaviour. The factors like personal factors, organisational factors have been discussed by aligning the team work.
Alvesson, M., (2012). Understanding organizational culture. Sage.
Clay, M. (2013). Sales Strategies for Business Growth. Thorogood Publishing
Curtis, E. and O’Connell, R., (2011). Essential leadership skills for motivating and developing staff: An empowered team is enthusiastic about its work and will deliver high quality care. Nursing Management, 18(5), pp.32-35.
Edmuds A., A. (2016). How Can Technology Enhance Teamwork & Groups in the Workplace? [Online] Available: http://work.chron.com/can-technology-enhance-teamwork-groups-workplace-1878.html , Accessed on 19.7.16
Frydman, R (2013). Rethinking Expectations: The Way forward for Macroeconomics. Princeton University Press.
Furnham, A (2012). The Psychology of Behaviour at Work: The Individual in the Organization. Psychology Press
Harrell D., G. (2011). Marketing Management.Simon and Schuster Pub.
Kotler., P and Keller L., K. (2014). Marketing Management : Global Edition.
Lancaster., G and Massingham., L. (2010). Essentials of Marketing management. Routledge.
Martin., J. (2011). Organizational Behavior. Thomson Learning.
Miles., R. and Snow c., C. (2011). Organizational strategy, Structure and Process. Mc Graw
Schein, E.H., (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Weiner, B., (2010). The development of an attribution-based theory of motivation: A history of ideas. Educational Psychologist, 45(1), pp.28-36