On the other hand, organizational structure is defined by the perceptions, norms, values and characters shared by members within an organization. In other words, it is a set of shared, taken for granted assumptions of a group that determine its thinking or perception. Just like the structure, the organization culture is also in different forms and varies from organization to organization. it is also prudent to note that there are varied bases upon which such organizational culture are developed. For instance, power culture is a common culture in most organizations. This describes a culture where power in the organization is concentrated at the top of the hierarchy and the decision making process is restricted to few individuals. The decisions made are then transferred to the subordinates who should obey. This culture does not value the opinion of the subordinates.

Task culture is another common culture and is a contrast of the power couture. Under such culture, the employees are encouraged to participate in decision making process.  Every member of the team is treated as equal partners who should make equal contribution towards achieving organizational goal or the task at hand. Another common organizational culture is referred to as the person culture.   This describes a culture whereby individuals make decisions based on their individual interests disregarding the interest of the organization.  It is a culture that should be discouraged just like the power culture since its self centered and fails to look at the broader picture and serve the interest of the organization.

 Organizational culture and structure are known to have a very close relationship. Different organizations have different organizational structures and culture depending on the roles and goals of the firm. It is known to provide the norms, attitudes and culture within a distinct organization. It has been difficult to determine what among the culture and structure affects the other. Nevertheless, it is said that organizational structure gives more of the organizational culture. For instance, the size, hierarchy, goals, vision and mission reflects the organizations culture. Also, structures and cultures of organization have major influence on the way people look at each other at the organization. In essence, the structure and culture of the organization will have major effects on the productivity and efficiency of the organization.

As aforementioned, different organizations will have different types of organizational culture and structures. Nevertheless, there are some common organizational structures adopted by different organizations. This is evident in the case of British airways and ASDA PLC. The two business organization offer different products to their customers thus explaining the difference in structure and culture. While the airline company offer transport and courier services, ASDA PLC is a multi product company. In addition, British Airways is recognized internationally while ASDA PLC is just a local entity. Though there are some similarities in terms of structure, there are also some distinct features that distinguish the two companies.

1.2: Explain how the relationship between an organization’s structure and culture can impact on the performance of the business

The organization’s culture and structure have a significant effect on the performance of the organization.  This is because t has major impact on how the company presents itself and its mode of operation which has major impact on the overall performance of the organization.  both the organizational culture and structure determines either a positive or a negative influence on the performance of the organization. For instance, ASDA PLC, which was formerly a subsidiary of Wal-mart, has in the recent years become a leading retailer in the UK market. Although the company has a centralized decision making under a tall hierarchy, the company at times follows decentralized decision making system. This woks to the advantage of the organization since some decisions are urgent and need quick fix.

The culture of any organization refers to how the organization handles its internal and external affairs. It is evident that the organizational culture and structure at SDA PLC has a positive influence n the overall performance of the organization. Over the years, the level of efficiency and productivity has been on a tremendous rise which can be attributed to effective organization structure and culture. Besides the decentralization in decision making, the organization has developed a culture of hiring highly trained staff who promotes the organization’s culture of success. Most employees in this company are very skilled and work under minimum supervision. This culture of hard work and determination has consequently brought about increased productivity in the organization (Alvesson, 2013). There is also the tendency of training the employees through workshops and capacity building on the best ways to enhance customer satisfaction. As a result, the employees in this outlet have astute customer handling techniques which have lead to increased market share in the country.  It is also worth noting that the company’s organizational culture has ensured a situation whereby agency problem has never been an issue. The company upholds high ethical and moral standards thus promoting cohesion both within and without the organizational boundaries.

1.3: Discuss the factors which influence individual behavior at work

It is worth to note that all organizations are formed by the individuals who work within those organizations.  These individuals have the responsibility of ensuring that the organization’s mission and vision become a reality. It is therefore prudent for such organizations to assemble a group of individuals with a common objective. It is also imperative noting that these individuals may fail to fulfill their potential or meet the expectations of the organization due to several underlying factors that affect their behaviors. Individuals’ behavior at workplace can be influenced by both innate and environmental factors and this will have a significant impact on the level of efficiency and productivity. Job security, salary, compensation, work environment, promotion, organization’s policies and principal agent relationship are some of the factors that affect employees. Demographic factors, attitudes, perceptions abilities and skills are also capable of influencing individuals at work.

For instance, ASDA PLC has a total of 150,000 part-time and full time employees.  The company has maintained a good relationship with its employees over the years and this can explain its tremendous growth since its inception.  A good principal-agent relationship enjoyed at the company has been the backbone of increased efficiency and effectiveness in the organization. Over the years, the employees’ performances have been very bright and the trend is likely to continue in the coming years (Knights & Willmott, 2007). The organization has developed a culture where every employee is greatly valued.  There is a tendency in the organization to refer to one another as ‘’colleague’’ despite the different job titles.  This serves a great motivation to the employees in the organization and hence increased productivity.

The management of the organization has developed a culture where people with different personalities feel embraced and part of the organization’s success. It is prudent to note that the company has employed people with different personalities, skills and competencies. Embracing diversity within the workplace has served to the advantage of the organization as the employees feel motivated.  Every employee in the organization feels welcome and part of the organization in spite of the different backgrounds. The organization has also developed a culture of dialogue and discussion among the different hierarchy levels in the organization. Such consultations make the employees of the company feel part of the organizational goals and objectives.

Another issue of paramount importance is the work environment that the organization upholds. ASDA PLC has its goals, objectives, mission and vision aligned to the benefits of the employees. The employees in this organization are assured of job safety, better compensation and are also fully recognized thus providing them peace of mind. Such a good working environment has consequently brought about huge market expansion and profitability of the organization (King & Lawley, 2012).  Employees also receive bonus and incentives which have also made positive contribution to the overall efficiency and effectiveness of the employees.

Age is another important aspect that affects the individual’s performance in the workplace. It is prudent for the managers of organizations to ensure that they maintain an age that is productive and matches the objectives of the organization. Although young employees may be classified as inexperienced, they have a good health that can lead to increased productivity. It is imperative for organizations to strike a balance between the old and the young people in the work force. As earlier mentioned, an organization should embrace diversity in the work place. Minor issues such as gender, color and family backgrounds should not be used as basis for bias and segregation. The ability to problem solving, analyzing skills and competitive attitudes should be the basis of recruitment.

In essence, there are various factors that can affect individual behavior at organization’s workplace. The above mentioned factors are paramount in deciding the success, the ability of a person as well as the business.  These factors have direct impact on the performance of organizations. It is therefore essential for organization managers and human resource department to ensure that they have a good workforce that is least affected by such factors. Employees should be considered as the most important asset in any organization since they help in fulfilling organizational goals and objectives. They should be motivated and sensitized on their worth towards achieving organizational goals.

2.2: Explain how organizational theory underpins the practice of management

Organizational theory is another important aspect in organizational behavior.  It is defined as a statement between the numbers of units observed in the empirical world. It involves the analysis of the organizational designs and the relationships of the organization to the external environment. In addition, it is also involved with the analysis of the organization’s employees’ behavior. It is imperative to note that the organizational theory has a significant role of providing the organization solution to deal with changes (Knights & Willmott, 2007).  The theory is derived from several frames such as the political frame, cultural frame, humane frame and structural frame.

ASDA PLC and the British Airways can be said to embrace both theory X and theory Y. from the above analysis, it is crystal clear that the two organizations have a special place for their employees. They are very concerned with what their employees feel and what matters to them.  It is evident that the workers from these organizations are highly skilled and smart such that they understand what is expected of them in the organization. The level of commitment, ambition and passion for work amongst these employees is undoubtful.  Besides the high expectations and job pressure at British Airways and the ASDA PLC, there are still many people who still want to work for this organization. This is a clear indication that the work environment and the plight of the employees is adequately catered for. The organizations are known to offer good salaries and also offer incentives and promotion to the hardworking employees.

On this note, theory Y is also concerned with trust. As aforementioned, the two companies have a flat structure where authority is transferred from one level to others through a chain. This calls for trust between the subordinates and the top managers in the organization. Effective flow of information and authority demands mutual respect between the managers and the workers within these organizations (Truskie, 2010). The theory is essential as it enables building of a strong relationship among workers and managers and consequently a strong organization. This gives an explanation as to why the two organizations have strong cultural, structural and financial position.

It is however wise noting that there is slight difference between the British Airways and ASDA PLC when it comes to scientific management. While this form is very prevalent in the British Airways, ASDA PLC acts in total disregard to this theory. Employees in the British Airways have their responsibilities broken down to the smallest possible components parts.  This has promoted specialization and increased productivity amongst the employees in this company. However, this is not the case in ASDA PLC where employees are given an opportunity to explore and work even on behalf of fellow employees. This has reduced boredom in the work place since employees are not required to do the same ob every day. Although this fails to promote specialization, the approach is critical especially in an organization like this where innovativeness and creativity are badly needed. The rise to prominence of the retail outlet can to some extent be explained by the high level of innovativeness by the organization’s employees.

Another crucial theory applied at the ASDA is the Mayo’s human relations approach. As discussed in other parts of the chapter, the organization has great value for its employees. The organization ensures that the employees are part of the decision making to enhance the overall good of the company. Employees in this organization are given an opportunity to give ideas to make the quality of service at the organization world class. This works to the benefit of both the organization as employees as well as the organization. While the company enjoys continuous improvement in efficiency and productivity, the employees get an opportunity to develop their careers. Herzberg’s neo-human relations theory is also famous in the ASDA PLC. This theory is concerned with the employees’ satisfaction of basic needs. The organization has continuously ensured that the employees’ basic needs are adequately addressed. As a result, the level of motivation among the employees has always been high.  Satisfied employees will give the best to the organization and hence increased productivity.

Both British Airways and ASDA PLC have been a success story due to their ability of turning theories into actions. This flexibility has been the explanation why the two organizations are moving from one level of success to another very year. This approach has helped the two organizations to conquer employees, customers as well as their partners   the application of existing theories in managing the affairs of an organization remains an integral part to the success of the organization.

2.3: Evaluate the different approaches to management used by different organizations

Management is an integral part of organizational behavior and makes significant contribution to the success of the organization the management style varies from one organization to another depending on the structure, culture, mission, vision, goals and objectives of these organizations.  It is therefore prudent for business leaders to craft the best management approach that will ensure that the objectives, goals, vision and mission of the organization are realizable (Alvesson, 2013). Organizations should strike a balance between scientific management and administrative management to ensure that the success of these enterprises is not compromised.
One of the major roles of the management in an organization is decision making. As a result, the Decision theory approach is a major approach present in most organizations. This is an approach that is concerned with the processes and the persons making decisions. Decision making is considered as the basis for all activities within and is instrumental for managers to improve communication and other managerial roles (Knights & Willmott, 2007). Nevertheless, the approach is quite narrow and fails to look at the broader picture of management. System approach is the other approach and views the organization as group of interrelated parts that should always maintain equilibrium. Though it is a strong approach, the applicability of this approach in all organizational setup remains a major challenge. Sociotechnical systems and the contingent approach are other approaches prevalent in different organizations.

There are four basic management styles adopted by the modern organizations. Firstly, autocratic style is a form of management whereby the manager has all the power in regard to decision making and policy in the organization. In such management style, no one can question the authority of the leadership.  Bureaucratic style is another approach common in the business world. The management ensures that all rules are enforced.  Democratic management style on the other hand involves collaboration and discussion among all the interested parties. Lastly, Laissez-faire style is another management style used in managing the affairs of an organization. This is a form of management that allows the subordinates to make decisions in their absence. It is therefore prudent for business leaders to have a management style that accomplishes the organizational goals and objectives.

In the case of ASDA PLC and the British Airways, the two companies have adopted management styles that can promote their business fortunes.  As we have repetitively asserted, the ASDA PLC has great concern for the employees. The company is very sensitive on the plight of the employees and as a result they have a role to play in the management of the affairs of the organization. As a result, the organization has embraced human relation approach where the views of the employees are integrated in the managing of the organization. Workers in this organization are allowed to use their creativity for a better organization. The management engages the employees in the management process with assumption that the workers will be objective in their thinking.

Also, a contingency management style is popular amongst the ASDA PLC and the British Airways.  This is a management style that is concerned with getting only what is required for improving the organization. It is concerned with what is suitable to manage rather than the right way to manage.  The approach has been pivotal to the organizations success especially in such moments when there are several dynamics in the business world. This approach has been of particular interest to the British Airways which has to deal with turbulent economic times in most parts of the world (Truskie, 2010). The airline has to have a hybrid of scientific and quantitative management approach to design the management practices that will lead to better customer service. The stiff competition in the airline sector makes it essential for the organization adopting a contingent approach that will ensure competitiveness and sustainability of the business. in essence, contingent plan serves for the common interest of the two organizations.

TASK TWO

2.1: Compares the effectiveness of different leadership styles in different organizations

Leadership is an important aspect in the study of organizational behavior. It is defined as an art or a process through which a leader provides direction, offer guidelines and influence a team towards achieving a common objective. The leadership styles vary from one leader to another and also from one organization to the other.  The choice of leadership style across the different organizations is defined by the cultural and structural set up of the organization. The goals, objective, vision and mission of the organization also determines the leadership style in the organization. It is nevertheless essential understanding that leadership styles are very different from the management styles.

To get the distinction between the two concepts, it is imperative we get to know the difference between a leader and a manager. For instance, a manger has the role of practicing stewardship, directing and being held accountable for resources. On the other hand, a leader is expected to motivate, influence and change behavior. A manager has the role of executing plans, implementing and delivering goods and services while a leader is expected to inspire, set the tone and articulate the vision and objective to other members of the team. It is also prudent noting that a leader is expected to manage people while a manager is expected to manage resources. Besides the difference in functions, the leader must possess certain traits such innovativeness, visionary, responsibility, transparency, charismatic and decisiveness among others. The major functions of a manager involve planning, organizing, directing and controlling.  However, both leaders and managers have the obligation of empowering employees to make decisions that improve the efficiency and effectiveness of the organization. It is prudent to note that each type of company adopts a different leadership and management style depending on culture, structure vision and mission of the organization.

One of the most common forms of leadership style is the directive or the authoritarian style. This is a kind of leadership whereby the leader dictates to the followers what to do.  Under such circumstance, there is no room for consultations and the followers must readily obey the directives from the leader. All the decisions in such a situation are a prerogative of the leader.  Although this kind of leadership is criticized by many, it is prudent to note that there are instances where it remains the best option (Alvesson, 2013). Leaders must be decisive especially when dealing with emergencies. Authoritarian approach is the best approach to use in the military and disaster management agencies.

Another important leadership style used in most business organizations is the participative leadership style. This is a form of leadership where consultation and seeking of opinions from the followers is encouraged. It is a leadership style envied by many but at times it may be difficult to implement. A case example where this style is used is in the management of Microsoft Inc. Bill Gates has shown this leadership style as he constantly used the subordinates in making major decisions for the organization. As good leader, he is able to portray essential traits such as innovativeness and vision in providing leadership to the organization. He is also said to have a strong motivating power as well as a strong personality that proved vital to the success of the company. It is however wise noting that Gates was also somehow autocratic as he was obsessed with gaining full control in the management of the company. Nevertheless, his leadership qualities cannot be faulted since the company’s performance has been on an upward trend over the years.

It is also worth noting that some organizations adopts hybrid of leadership styles. For instance, FedEx is said to use a complex leadership style. The organization combines democratic and participative style in the management of the organization goals and objectives. Its fat structure makes it necessary to pass information from the authority to other subordinates through chain (Knights & Willmott, 2007). By passing such information, the leadership in this organization may seem authoritative. However, the interaction and collusion amongst employees and the management proves a participative or democratic leadership style exists in the organization.  It is imperative to note that the organization has been able to effectively use the two approaches for the overall good of the organization.

3.1: Discusses the impact that different leadership styles may have on motivation in organizations in periods of change

As aforementioned, a leader has an obligation of influencing and motivating the employees of the organization. A motivated employee will automatically be more productive and consequently the profitability and effectiveness in the organization will also be pleasant. In fact, the success of an employee career depends on the motivation ability of the leader.  Any leadership style would either have a positive or negative impact on the employee and hence the overall productivity in the organization. For instance, an authoritarian leader may not e able to foster a good relationship with the workers and hence this may adversely affect their morale. On the other hand, if a leader opts for laissez-faire approach the worker may become bored and reluctant in their work. However, a participative approach may boost the employees’ morale since they feel that their views and efforts are recognized in the management of the organization. In fact it is said that a decrease in transformational leadership has a negative impact on the employee motivation.

The leadership styles at both the ASDA PLC and the British Airways must be more transformational. The ever increasing productivity and profitability within these organizations clearly explains presence of motivated workers. In fact, for ASDA PLC, it is evident that decision making in the organization is at times decentralized. Such instances give opportunity to employees of the organization to contribute to the decision making within the organization. This will consequently lead to enhanced motivation among the employees.

Lack of quality leadership in the two companies would have adverse effects on the profits and effectiveness of the organizations. For instance, if the top managers sets the budgets and targets and impose them to the employees in an authoritarian manner, they may become disinterested in work. it is prudent to note that most of these employees have direct contact with the customers and hence authoritarian leadership would adversely affect the businesses. However, involving the employees in making vital decisions such as the target ad budgets will make them feel encouraged and consequently motivated. Authoritarian leadership style may bring about rebellion in the work place and consequently low productivity and efficiency in the organization. On the other hand, a lenient laissez-faire approach would also not be very effective if not properly utilized. Giving employees exclusive rights of making organizational decisions could be suicidal since they can chose to do things that are good for them without the interest of the organization. it is therefore prudent for leaders to adopt a leadership style that will improve employee’s confidence, motivation and enthusiasm necessary for utmost productivity.

3.2: Compares the application of different motivational theories within the workplace

Most organizations have understood the importance of employee motivation and are striving to ensure that the best level of motivation is always maintained. The increased competition in the modern dynamic business world has made the issue more popular as firms tend to increase productivity and results. Different organizations adopt different motivational theories in pursuit of the much needed employee motivation. For instance, Maslow’s hierarchy of needs is one of the most common motivation theories in the modern business (Alvesson, 2013). It is a theory based on the need for human being to satisfy the basic wants in a sequence. Maslow argues that human needs are arranged in order of necessity and form a pyramid. The bottom of the pyramid is concerned with deficiency needs (must have) while the top needs are signs of satisfaction.

In the case of ASDA PLC, the Maslow’s hierarchy of needs would be an appropriate theory to enhance employee motivation. This approach will help the organization get the best from the employees who will be able to give the best after satisfying their needs.  To achieve this, the organization must first ensure that they offer all the employees a good work place conditions and safety.  This entails having a good enumeration and benefits that will enable the workers concentrate on their duties at the workplace.  After satisfying good work environment, the organization must then go to the social needs of interaction and team building as well as applying strong culture. The peak of the pyramid requires one fulfill the self actualization needs of growth and development and this means that the level of motivation is high.

Herzberg’s theory of hygiene and motivational factors is another critical theory used by modern organizations. According to Herzberg, motivation is two dimensional and each of the two dimensions has distinct factors. The first dimension is concerned with hygiene factors that include safety and adequate remuneration.  On the other hand, motivator factors such as recognition and responsibility satisfy need for growth. Both the airline and the retail organization should first create a god working environment and provide a team work suitable for culture and policies. The hygiene factors can be embraced by providing recognition and opportunities for career development.  Fulfilling such things for the employees will lead to increased motivation.

McClelland’s achievement motivation theory is another critical theory used by organizations to enhance motivation amongst their employees. According to this theory, external pressure and intrinsic drive to succeed are also sources of employees’ motivation. This connotation can be used to increase employee motivation at ASDA PLC and British Airways. For instance, these organizations can install feedback system, link remuneration to performance and also increase level of responsibility of the employees. This will provide the necessary pressure and drive that will lead to increased motivation. Other motivational theories commonly used include the expectancy theory of motivation and theory X and Y. use of the expectancy theory of motivation would not be the most appropriate one since it would prove difficult to get the expected output from individual employee. On the other hand theory x and Y would be a good one if properly utilized.

3.3: Evaluates the usefulness of a motivation theory for managers

As discussed above, the motivation theory can be very useful to the managers of the above organizations. A group f motivated employees will definitely lead to increased performance and productivity within such organizations. It will therefore be prudent for the manager of ASDA PLC to use different motivational theories for the overall improvement of the organizations. For instance, the manager could employ the Herzberg two factor theory to ensure that all the employees’ needs are addressed adequately. With increased employee satisfaction, then the manager would experience more output and profitability within the organization (Alvesson, 2013). it is wise for managers of such organizations to ensure that employees are guaranteed of their job safety, better remuneration,  human resource technique and promotion just to mention a few. Employees who are safe in their workplace will be able to enhance the overall productivity of the organization.

Also, the Maslow’s theory of hierarchy needs would also be an appropriate step towards achieving a motivated workforce. The pyramid can be instrumental tools that can help the manager identify the needs with the order of urgency. It will be essential ensuring that the employees are in a situation whereby all their basic, social and need for growth are adequately addressed. The achievement theory would also provide the guideline for introducing new remuneration that will be in line with performance, and also provide recognition to new ideas and improved efforts. The utmost product of a motivated workforce is improved performance and better results which would make the managers proud. Motivational theories will be instrumental in any organization as it would be essential in transforming attitudes and behaviors of the employees in the organization.  Also, this would lead to increase in performance, profits as well as customer loyalty. The long term objectives of sustainable and competitive enterprise will be a result of motivated employees.

Conclusion

Organizational behavior is an important aspect especially in the modern business which is becoming increasingly competitive. Issues of leadership and management are also equally important in the fulfillment of the organization objectives. It is prudent to distinguish the different roles of these important people in the development of a successful organization. Leadership styles, motivational theories, and the factors that affect employees in an organization require an extensive scrutiny to ensure that the organization remains sustainable and competitive. The management has the obligation of ensuring a structure and a culture where the management and employees are in harmony and the objective of the organization match the vision and mission.

References

Alvesson, M. (2013). Understanding organizational culture. Los Angeles: Sage.

Child, J., & French, R. (2012). MBA managing people in organisations. West Sussex: Wiley Custom Services.

French, R. (2011). Organizational behaviour. Hoboken, N.J.: Wiley.

Kandola, R. (2009). The value of difference. Oxford: Pearn Kandola.

King, D., & Lawley, S. (2012). Organizational behaviour. Oxford: Oxford University Press.

Knights, D., & Willmott, H. (2007). Introducing organizational behaviour and management. London: Thomson Learning.

Schein, E. (2010). Organizational culture and leadership. San Francisco: Jossey-Bass.

Stimpson, P., & Smith, A. Business management for the IB Diploma.

Truskie, S. (2002). Leadership in high performance organizational cultures. [Pittsburgh, PA]: MSD Leadership Consultants, Inc.

(Alvesson, 2013) (French, 2011) (Kandola, 2009) (King & Lawley, 2012)

 
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