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In an organization, the behaviour of employees plays an important role in the success of the organization. The organization behaviour is used to create more efficient business organization using appropriate approaches for managing the workforce in order to obtain maximum level of output from an individual as well as from group members. The unit 3 organization & behaviour assignment CAPCO & Next plc would compare the culture and organizational structure of Next plc and CAPCO. CAPCO is an organisation working in financial sector. The organisation has international presence. It employee strength of the organisation stands at more than two thousand. This report also discusses the effectiveness of different leadership styles and their impact on motivation. Report has analysed the groups and their behaviour in organisation.
Figure 1: Logo of CAPCO
An organization is identified in the market through their responsibilities, employee relationship and authorities. The structure of an organization plays a significant role in development of a company. The structures of an organization are to keep flow of work and bring profit to the organization (Chen.et.al, 2010). The similarities and comparison between the structure and culture of CAPCO and Next plc are as follows:
Table1: Similarities between CAPCO and Next plc
CAPCO and Next plc
Hierarchical form of structure
Both CAPCO and Next plc follows the hierarchical structure. The distribution of authority and responsibility is in hierarchical manner.
To enhance the productivity per employee both, the CAPCO and Next plc use task based culture. The culture followed by these organizations supports motivational and personal growth of the workforce.
Type of communication
The formal communication is followed in CAPCO and Next plc in order to meet the goals and objectives and informal communication is used to make more flexible and responsive the culture followed in CAPCO and Next plc (Colquitt.et.al, 2011).
The roles and responsibilities of the leaders’ management, employees are similar in both the organization. Employees are provided flexibility in order to manage their work and achieve the set goals and objectives of the organization.
Table2: Comparison between the structure and culture of CAPCO and Next plc
CAPCO follow decentralized decision making process. Means everyone’s participation is allowed in the decision making process.
Next plc follow centralized decision making process. This means the power of making decision is limited to only the top level of management and employees are not allowed to participate in decision making process.
Span of control
It supports the flat and wide span of control which means that there is a more power at each level to manage the task with less communication with the managerial staff (Schein, 2010).
Next plc supports tall and narrow span of control this means that the employees make direct communication with the managers because the employees in Next plc are less in number.
Structure of work process
CAPCO uses the division method in which it divides the work among the group of employees.
The employees of Next plc follow the bureaucracy structure and are grouped for a static purpose.
Uses democratic leadership style.
Uses autocratic leadership style.
The performance of the CAPCO’s business can be affected by the relationship prevailing between the structure and culture of CAPCO. If the structure of CAPCO is not leading to a healthy and understanding work culture then the organization will be unable to meet all its goals and objectives. The culture at CAPCO is driven by its structural flexibility and strategies. The structure of CAPCO is based on the objective to meet the organizational goals with personal growth of the employees working over there. The culture of CAPCO is fully depended on the outlook and behaviour of the employees (Alvesson, 2012). Therefore, CAPCO uses the horizontal and vertical distribution of the roles and responsibilities so that in each level more freedom can be delivered.
CAPCO believes that motivated employees are more productive as compared to other normal employees. Thus, CAPCO uses the innovative and motivational culture which helps the organization in achieving its goals and objectives efficiently and effectively. CAPCO uses the flexible and dynamic workforce in order to meet the dynamic requirements of the organization. Employees are also provided with the high skill training and development programmes so that their skill and abilities are enhanced and to prepare them for the dynamic nature and roles in workplace (Naranjo-Valencia.et.al, 2011). The structure of CAPCO is of modular type so that any changes in the strategies can be formed and implemented easily according to the needs and expectations of the employees. The flexible communication helps in forming and maintaining the better culture for achieving the set objectives efficiently. With flexible communication employees are made free to be in touch with the management for improving the culture of the organization (Jones, 2010). Effective group norms introduced in the workplace helps in achieving the consistency in presence, integrity in work and trust among the employees.
There are several internal and external factors such as company structure, values, benefits, objectives, etc which influences the employees while they are at work. If there not well established structure and supportive attitude from the top management then, the employees doesn’t feel good and they started losing the work interest. Similarly, if the culture of the organization is not well defined and developed, the employees started feeling lazy about the work and they try to escape the work. Following are the factors which influences the individual behaviour in CAPCO:
Leadership plays a vital role in the organization. A good leadership helps in dealing appropriately the prevailing situation and taking effective and better decisions. Leadership helps managers to handle and make optimum utilization of available human resource in the organization (McShane and Von Glinow., 2015). The effectiveness of leadership styles used in CAPCO is as follows:
The effectiveness of different leadership style used in Next plc is as follows:
The organizational theory examines the organization in order to identify the structure and pattern for resolving the issues faced by the organisation. The theory helps in resolving problems like meeting the stakeholder objectives and enhancing the production capacity. Applying the organizational theory correctly has several benefits for both the organization as well as to society also (Jogulu, 2010). The solutions to the business problems and business strategy are governed by the organizational theories. Some of the theories which are used by CAPCO are
There are many fundamental approaches which is used and followed by the business management in different sectors according to their requirements (Burke, 2013). Some of the commonly used approaches by CAPCO and Next plc are:
Leadership is the process of motivating, providing direction, implementation and planning in the organization in order to achieve successful attainment of the goals and objectives. There are many types of leadership styles used in CAPCO for achieving the set business targets. Motivation is the process used for encouraging the workforce to be more effective and productive (Van de Ven.eyt.al, 2013). The leadership styles such as authoritarian, participative and transformational leadership styles are used for showing the right direction to the employees and motivating them to work harder and dedicatedly at the workplace.
Motivation is the process of stimulating one’s behaviour and actions for successful accomplishment of predetermined goals and objectives of the organization. The motivational theories help in providing proper motivation to the workforce practically. The two main motivational theories used in CAPCO are as follows:
Table3: Comparison of Maslow's and Herzberg motivation theory
This theory is based on the concept of human needs and their satisfaction.
This theory is based on the use of motivators for providing job satisfaction.
Basis of Theory
Based on hierarchy of human needs (Maslow, 2013).
Based on hygiene factors and motivation factors .
Nature of Theory
Simple and descriptive in nature.
Prescriptive in nature.
Human needs act as motivator.
Higher order needs such as achievement, recognition, etc act as motivators.
HR manager of the CAPCO needs to understand the theory of motivation and try to apply them while managing the employees. Motivation is the best way to increase the efficiency of the employees and it will directly affects the production part of the organization. Through motivation manager can boast the morale of the employees. Motivation is the liability of the manager that he needs to perform to improve the performance of the employees. Motivation can be monetary or non-monetary, monetary benefits include incentive, bonus, salary increment etc whereas non-monetary includes convenience facility, house rent allowance, promotion etc. Motivational theories assist the manager to improve the communication skills, performance improvement, boast morale etc. Incentive assists the manager to touch the emotional feelings of the employee and try to solve the problems as a friend. It is best way to identify the needs of the employees and try to fulfil them (Pinder, 2014). As per the motivational theories manager should identify the problems among the employees or team mates and try to solve them as soon as possible. CAPCO needs to maintain the friendly environment in the organization by which employees feel motivated and give their best to achieve the organizational goals. In organization employee think that the leader should understand their problems and sometimes make the work flexible by which employees perform well this all things a manager can understand through motivational theories. Motivational theories assist the manger to maintain the discipline in the organization so the employees perform the task in improved manner. The theories state that manager should treat the employee’s equal by that they did not feel discrimination at the work place (Armstrong and Taylor, 2014).
Team can be formed by two or more than two person for better performance. The group members perform on the equal platform to achieve the same objective. Organization forms the group because when person perform in the groups then easily achieve the task in the prescribed time. CAPCO forms the group to develop the feeling of togetherness among the employees and it will create the good working environment in the organization.
There are various factors that promote the development of good team work in the organization like leadership, motivation, incentive, feeling of competition etc. If team leaders organize the activities to improve the skills of the employees and it directly affects the efficiency of the employees. CAPCO adopts various methods to develop the effective team work in the organization that directly influence efficiency of the employees. Following are the points that depict the development of effective team work in the organization:
Technology upgrades the team functioning in CAPCO it allows the team mates to get in contact with the entire team member within seconds through e-mail, mobile phones, social media websites etc. Technology is very effective medium to raise the profits and easily compete in the global markets. It assists the team leader to float the necessary information with the group members in very less time. Organization can get in contact with the employees who work in different part of country through wireless media, mobile phones, e-mail etc. Technology advancement has improved the work efficiency of the employees with improved quality of work. It decreases the burden of team leaders and motivates them to perform the task on time (Grint and Woolgar, 2013). Emails laptops, computer, mobile phones, internet have made the communication process easy and safe. Top management can communicate with the employees of lower level in very simple way. For example senior manager of CAPCO wants to communicate with the middle level employee then simply sent the mail to the employee or call him on the mobile and deliver the information. Through Information Technology Team mates does not require and common place or auditorium to do the meeting simply all the member can get the mails from the team leader and get the necessary information in the e-mail (Riva.et.al.2012). Team members can easily interact with the clients through video calling, conferencing, mobile phones etc that assist them to deliver the services effectively.
From this report, it is observed that organizational behaviour has a significant impact on the process of working and management of the operations. The report has provided the detailed information about the organizational structure and culture of CAPCO and Next plc organization and the different leadership styles used in CAPCO and its on the motivation during the period of change. This is observed from the report that leadership plays a vital role in business planning and proper utilization of human resources. The comparison of Maslow’s and Herzberg theories as well as nature of group and group behaviour at CAPCO is also discussed. At the end of report, the factor that promotes and inhibits the team working and the technology used for better functioning is discussed.
Books and Journals
Alvesson, M., 2012. Understanding organizational culture. Sage.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Burke, W.W., 2013. Organization change: Theory and practice. Sage Publications.
Chen, C.J., Huang, J.W. and Hsiao, Y.C., 2010. Knowledge management and innovativeness: The role of organizational climate and structure.International Journal of Manpower, 31(8), pp.848-870.
Colquitt, J., Lepine, J.A. and Wesson, M.J., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), pp.1040-1050.
Grint, K. and Woolgar, S., 2013. The machine at work: Technology, work and organization. John Wiley & Sons.
Herzberg, F., Mausner, B. and Snyderman, B.B., 2011. The motivation to work (Vol. 1). Transaction publishers.
Homans, G.C., 2013. The human group (Vol. 7). Routledge.
Hu, J. and Liden, R.C., 2015. Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58(4), pp.1102-1127.
Jogulu, U.D., 2010. Culturally-linked leadership styles. Leadership & Organization Development Journal, 31(8), pp.705-719.
Jones, G.R., 2010. Organizational theory, design, and change. Upper Saddle River:
Keyton, J., 2010. Communication and organizational culture: A key to understanding work experiences. Sage Publications.
Lee, L., Wong, P.K., Der Foo, M. and Leung, A., 2011. Entrepreneurial intentions: The influence of organizational and individual factors. Journal of business venturing, 26(1), pp.124-136.Levi, D., 2016. Group dynamics for teams. Sage Publications.
The Unit 3 Organization & Behaviour Assignment CAPCO & Next plc would compare the culture and organizational structure of Next plc and CAPCO, Locus Assignment Help in UK posting free units solutions so scholars can explore assignment help and get review the quality of our work.