Organizational Behavior - The Culture and Structure of A Company

ORGANIZATION AND
BEHAVIORS
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TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
1.1 Organizational structure and culture......................................................................................3
1.2 Relationship between an organization structure and culture.................................................5
1.3 There are various factors which affect the behavior of people at Marriott-..........................5
TASK 2UNDERSTAND DIFFERENT APPROACHES TO MANAGEMENT AND
LEADERSHIP ................................................................................................................................6
2.1 Compare the effectiveness of different leadership styles in different organizations.............6
2.2 Explain how organizational theory underpins the practice of management..........................7
2.3 Evaluate the different approaches to management used by different organizations..............8
TASK 3...........................................................................................................................................9
1. How do leadership styles affect employee motivation? (3.1)..................................................9
2. Why should managers know about motivation? (3.3)...........................................................10
3. Outline and define Maslows 5 Hierarchy of Needs (3.2).....................................................11
4. Under Maslows theory what can chronic frustration of a persons needs lead to (3.2)........11
5. Define and outline McGregors theory X and Y (3.2)...........................................................12
6. Outline Herzbergs Hygiene theory (3.2)...............................................................................13
7. List Herzbergs 6 motivations (3.2).......................................................................................13
8. Outline and define Vrooms expectancy theory (3.2)............................................................14
TASK 4..........................................................................................................................................14
4.1 Explain the nature of groups and group behavior within organizations..............................14
4.2 Discuss factors that may promote or inhibit the development of effective teamwork in
organizations..............................................................................................................................15
4.3 Evaluate the impact of technology on team functioning within an organization.................16
CONCLUSION .............................................................................................................................17


IINTRODUCTION
The organizational behaviors are crucial in todays scenario. The culture and structure of
company affects the behavior of people within the workplace (Waltz, 2009). The present report
aims to explain the relationship between organizational structure and culture in context with
Marks and Spencer. The British multinational retailer was founded in 1884. It is engaged into
selling of home and food products, clothing, etc.
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The relationship between an organization structure and culture has been defined while
assessing its impact on business performance. Further, a factor influencing the behavior of an
individual at work has been identified while focusing of personality and traits. There are
changing conceptions of the nature of management and leadership has been seen so the report
presents the different approaches to management and leadership and its impact of organizational
performance. Motivation has been seen as an important factor in all aspects of success therefore
various motivation theories have been explained. Further, it has been explained that how
organizational theory underpins the practice of management. To perform these tasks various
evidences of real organizations have been shown in the report.


1.1 Organizational structure and culture
Table 1: Organization Structure
Tall Flat Hierarchical

Suitable for large and Suitable for small, large Suitable for large business
complex business enterprises. and newly formed business requirements that have many
organizations. functions.
Managers have many ranks Few management levels Employees are ranked at different
but each have small area of but each have more and levels and have greater span of
control (Ordiz and et.al., wide area of control. control.
2003).
It has a long and single chain Focus on empowering Authority is organized in the form
of command. employees. of chain of command (Ahmad,
2009).
Employees are expected to It encourages self direction Specialized managers are
follow set procedures and and autonomy to tap appointed at important
have less say to provide new creative talent of designations.
ideas. employees.
Less flexible and does not flexible and better able to
easily accept changes adapt to changes
(Densten, 2008). (McGinnis, 2014).
Responsibilities are Higher management rests the
concentrated at the top and power to take decisions and orders
decision flow from top to follow from top to down.
down.
Poor communication across Good communication Communication is good at
different departments (Ashraf, among departments. departmental level but cross
2005). functional teams does not have
good communication (Brewis,
2007).
Marks and Spencer follows tall organizational structure given the size and scale of
business. Decision power rests at the top and employees at the lower level follows the order. The
structure is suitable for the business because it operates huge network of stores across multiple
locations. So it must that there is a single chain of command for better order and management.
Table 2: Organization Structure
Centralized Decentralized
Suitable for organizations that still follow Suitable for modern organizations.
traditional methods of operations.
Few senior officials retain the power for major Power and authority is delegated from head
responsibilities and decisions. Do not delegate office to local levels.

to local levels (Dailey, 2012).
Greater control, consistent policies and Flexibility in decision making at the local
standardized procedures. levels.
Branches are identical, so customer knows Products and services are customized as per
what to expect. local levels.
FedEx organization is structure into hierarchal set up in which employees are ranked at different
levels. It enjoys task culture wherein separate team are formed to compete various tasks.
Microsoft, the technology company is structured into flat set up wherein management levels have
wider span of control. It enjoys power culture to ensure business operations are strictly managed
and overlook with least waste (The UK best companies, 2014).
Organizational culture
Table 3: Organizational Culture
Power Culture Role Culture Task Culture

Control is the key elementBusiness activities are key Teams are formed in organizations to
at this type of organization
elements. Individual are complete tasks.
(The Sunday time, 2014). assigned specific jobs or
roles.
Decision making power Employees are involved in Employees feel motivated as they are
rests at few people only. decision making. empowered to make decisions in
team. allow creative problem solving
(Ordiz and et,al., 2003).
Suitable for large and Suitable for large Suitable for newly established and
small organizations. organizations. organizations that prefer creativity.
Decisions are made Collective decision Collective decision making.
quickly as there is no or making.
less consultation.
Marks and Spencer enjoys power culture wherein decision power rests at few people
only. Employees are also involved in decision making in matters concerning to them.
1.2 Relationship between an organization structure and culture

The relationship between organizational structure and culture defines the hierarchy and
level of decision making at different levels. The two terms are very much in common to drive the
management and employee behavior towards the attainment of goals. as structure clearly set the
roles and responsibilities of employees and culture describes the way they behave in appropriate

manner to produce final business outcomes. Organizations that fail to clearly define structure and
culture often fails at customer satisfaction and generating profitable business opportunities. The
process of management, complaint system and management are directly linked with
organizational structure. the structure also defines the way different departments of organization
are linked with each other to ease the communication and coordination process (Ahmad, 2009).
It is also important organizational structure and culture must match with each other to ease
smooth execution of business activities. For example, a hierarchical structure will best suit with
task culture to divide the various tasks among the teams formed. The teams will coordinate with
each other and involve in decision making. The structure and culture both correspond to each
other and are targeted towards achievement of common goals. Similarly, the power culture at
Marks and Spencer will match with flat organization structure as decision making rests at the
senior level that strictly monitors and controls business operations (Densten, 2008).
1.3 There are various factors which affect the behavior of people at Marks and Spencer-
Abilities and Skills- It is one of the most important factors that can easily influence any
individual at workplace. People who have good grasping power, learning behavior can easily
work efficiently as compared to people who are less skilled and with less abilities. Managers at
Marks and Spencer also have big responsibilities to match the standard of people according to
their work.
Personality- This factor also influences individual at work place as there are various
kinds of personalities in people like optimism/pessimism and all these things can easily affect
any person. It is one of the most important duty of manager to analyze the personality of an
individual and if he founds that personality of any individual is not good then various efforts
should be made to improve that (McGinnis, 2014).
Attitude- Different factors like family, society, etc can also affects a person in different manner.
If a person is tension free than he will be able to complete all the task in most appropriate
manner. So it is the duty of manager to understand all these factors and create positive
environment in an organization (Ashraf, 2005).


TASK 2UNDERSTAND DIFFERENT APPROACHES TO MANAGEMENT
AND LEADERSHIP
2.1 Compare the effectiveness of different leadership styles in different organizations
Leadership plays an important role in success of organization. In present scenarios it is
all about designing a new way so that people can contribute in the organizational goals. On other
words it is an art to motivate employees of an organization towards attaining common goals.
Using effective leadership styles, a leader can encourage can help others to work enthusiastically
for achieving goals. There are various leadership styles that are adopted by managers of different
organizations to encourage their employees to work efficiently.

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Autocratic leadership: An autocratic leadership style is style in which leader takes all
the decisions. It can be said that all the decision making powers are centralized in leaders. They
do not involve the suggestions of employees or subordinates. However, the kind of leadership
style is used at the place where employees do not any experience and they require supervision.
As a positive aspect the leadership style is profitable to train new employees. But sometime it
can reduce the employees' participation as they bee de- motivated. Let's have an example :
Barchester Healthcare is the UK bases health-care organization and considered as 10th is
top hundred companies (Zhang and Li, 2012). The leaders of business entity use autocratic style
as employee need lots of supervision. It allows organization to take quick decision and
considered as the best style that motivates the employees of Barchester. It is valuable in some
types of business where decisions need to be made quickly and decisively.


Participative leadership: This style is also called as demographic leadership style. The
leaders who adopt this kind of leadership styles generally favor decision making by groups. The
positive aspects pf such leadership is that leaders involve the suggestions of subordinates and
employees. In this way people of an organization can be motivated positively towards common
goals. The employees whether they are from top middle level or from upper level management
can participate in decision making process by giving their suggestions. However, this leadership
style can be used to organization whose employees are qualified and experienced. This style is
considered good compared to autocratic leadership style. This helps leader in thinking on
different ideas and take an optimal one. It increases the effectiveness of decisions (Downs,
2004). For an example : Marriott International hotel is the organization working in UK
hospitality sector. In this industry it is very important to take the views of employees as they
have direct connection with the customers. The management of Marriott hotel use participative
leadership style. In this way , it involves employees in decision making process.
Laisser-faire: In Laisser-faire leadership style, leader allows maximum freedom to the
subordinates. The workers develop their own policies and methods of working. They are free to
make target which provide them flexible environment in their work. Sometimes such leadership
style can become risky for the leaders as they give authorities to employees fort making decision.
This kind of leadership style is required where creative ideas are important (McIntyre,
2007). However, the people of such organization are highly motivated as they have control over
their working. For example : Iceland Group is the global sales and marketing company for frozen
food based on UK. It offers online services across the UK. The leaders and managers of Iceland
use the Laisser-faire leadership style to encourage their workers towards achieving common
goals.
2.2 Explain how organizational theory underpins the practice of management

Organization theories are crucial for business entities as they can influence the
performance of companies in all aspects. These theories are used to study the interrelationship of
corporate entities with their external and internal business environment. However, such theories
are used to understand the organizational structure and culture but there are number of changes
have been made in organizational theories and approaches so the role of mangers and leader can
be understand in the organization and effectiveness can be introduced in organizational

operations. The roles of organizational theories are important in gaining business effectiveness
and success. Management theories include different ideas and general rules that help managers at
workplace. It helps managers in understanding the goals of organization (McLean, 2012). For an
example : The companies develop their vision and use management theories to link it with
organizational objectives. Addition to this. It helps managers in managing people in the
organization and enhancing organizational effectiveness.
They can plan their work according to achieve the goals in the best effective manner.
This can reduce the wastage of resources and can provide better results to the organization.
Using such theories at a same time will be helpful in motivating people towards the goals. There
are different management theories such as classical, Neo- classical and bureaucratic theories.
Classical theories are the oldest one that is dated back to the industrial revolution. These focuses
on work planning, balance between authority and responsibility and logical behaviors at
workplace (Barua, 2012). Neo-classical theories emphasis on developing better human relations
with management therefore these are called as human relations theories. Both the theories are
used at workplace to boost the efficiency. Management uses these theories because it helps in
grooming their job practice and become successful in life. Although, it is difficult to use the
theory in a particle scenario but managers need to create an environment to adopt such theories
in corporate practices. For an example : the employees can understand the process of identifying
the ways to achieve their goals. They follow a set structure to attain the goals. These theories also
support management to make effective decisions for organization. Addition to this , the
workforce can understand the need of change in change the structures and practices of company.
In this way role of individual can be identify at workplace and management can interpret roles in
terms of organizational theory. For an extant these theories can underpin the personal values of
individuals at the workplace. Sometime the member of organization can disagree with the rule or
regulation but they need to move away from their principles in order to manage their jobs
effectively and professionally. However, it is difficult to execute both management and
organizational theories for employees and employers but they need to maintain interrelation with
their practices and organizational structure (Cabrera, 2006). For this it is important that
employee treat the company fairly. Further the employers have to treat their employees in better
manner. Therefore, it needs to develop a valuable organizational culture.

2.3 Evaluate the different approaches to management used by different organizations
Human Behavior Approach
Human behavior approach is also called as human relationship approach in which
managers focus on dealing with employees in most effective manner. It says that employees
have psychological needs rather than economic needs. Example : Softwire company based on
UK is the example who use this kind of approach at workplace. All these organizations care for
their employees and provide them passion and convenient facilities for working. This approach
focuses towards employees behaviors and thinking about managers (Smith, 2003). However, the
companies adopt this approach to create image in employees mind. And making good relations
with them. For this kind of management the organizations adopt democratic or participate
leadership styles.
Social system approach

According to social system approach management, people working in business create a
social system that creates a link between internal and external environment. It focuses on
developing a harmony between organizational goals and its employees. The business entities
have a goal to conduct good relationship between them and their customer (Taber, 2010). Lets
have an example : JW Merritt is the organization working in the hospitality industry uses social
system approach. There are various departments in the business that works together for achieving
goals. In this particular system the interest of all groups is to be inserted. In this way employees
can be motivated to work effectively.
Decision theory approach

Decision making approach is used in the scenario where operations are very critical and
needs proper systems and procedures. Addition to this approach can develop innovative ideas so
that organizational effectiveness can be increased. However, it also provides suitable tools for
decision making by covering entire human activities and macro conditions. For an example :
Mark & Spencer adopts decision theory approach for gaining innovative ways to develop
product and services (Allio, 2013). Management and employees together make plans to resolve
the problem. Employees of the organization are provided information that can help in providing
suitable solution for problems.


The contingency approach
The contingency approach is considered as the best management approach finds one best
way to manage the things. However, the approach depends of circumstances and situations.
Although it is the one of best approaches but business entity need to develop understanding of
constitutional variables and external factors. Organizational structure and management is to be
developed as per environment and system of technology (Bergin, 2009). For an example : Next
Ventures which is one of the top 100 companies in UK is the example of company which adopts
contingency approach. The major aim behind adopting this approach is to find out the ways to
manage work. This is considered as the new way of management. Further, the organizational that
are newly established can use this particular approach for managing their operations. Overall it
can be said that, contingency approach is the correct choice for management.

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TASK 3
1. How do leadership styles affect employee motivation? (3.1)
To lead the people in a company whether it is large or small managers need to adopt
various management styles. Such styles are crucial for success and achieving motivation at
workplace. The major role of leader is to motivate people towards common goals. There are
various styles of leadership that have been discussed in above tasks. Democratic leadership is the
way to motivate employees in a positive manner while having their participation in decision
making. A democratic leader allows employees suggestion and views on particular problem.
They feel themselves as the part of organization and work efficiently to achieve the best results.
On the other hand in laissez faire style managers delegate their responsibilities to the employees


and provide them changes to make their decision (Budd, 2014). They can work freely and can
input their ideas and can complete the task their own way. The skills of workers can be
developed through providing them opportunity to work as their own ways. While having
responsibility to managers work, people can be motivated towards organizational goals. These
are the ways to develop two-way communication between the managers and employees. The
workers can share their issues and problems with managers and they can have proper solution.
Leader follows the rules and regulations thus employees are motivated for following the same. In
participative leadership styles the employees are considered as an important part of the
organization that brings lots of motivation in the people. In this way they can be motivated for
gather efficiency.
2. Why should managers know about motivation? (3.3)

Motivation is a psychological process that is used for providing direction to people for
better performance. The major function of managers is to get things done through employees.
The managers need to motivate its employee for achieving organizational efficiency. The
understanding of motivational theories enables managers to understand the factors that make an
employee perform better (Cohen, 2001). The managers are provided with the tools manage
people and their working. Employee retention is important for organization that can be achieved
by managers. Motivated workers can be retained at work place for long time. In addition to that,
motivation has a major an impact of employees performance. In case a worker is fully motivated
he / she will perform well as will give 100 percent to job. Thus, organizational efficiency will
also increase. The managers, who are not aware with the motivational theories, believe that
financial incentives are the only way to motivate staff, buts such theories help them to
understand the needs and wants of individual at the workplace. They need to identify the role of
motivation at the workplace (Dion, 2012). Motivation is important in all aspects of success as
without motivating people organizational goals cannot be achieved. Performance of individual
can be increased through using motivational theories. Further, motivation helps in retaining
talent pool at the workplace. Motivated employees can complete the task faster and at given
time that reflects organizational efficiency. Therefore, for it can be said that managers should
managers know about motivation and its theories as it can increase the individual as well as


organizational performance. It also helps in developing systems so that work can be done
quickly. In this way organizational goals can be achieved through motivation.
3. Outline and define Maslows 5 Hierarchy of Needs (3.2)

Maslows 5 Hierarchy of Needs is the famous theory that is also known as theory of
human motivations. It says that employees can be motivated by satisfying their needs. It
describes the stages of growth in human. Various needs of individuals have been divided into
different levels. The lower needs are to be satisfied before higher needs (Edgar, 2007). These are
formed in a pyramid to enlighten the fundamental level of motivation process. These needs are
physiological, safety, social, self esteem and self actualization needs.
Physiological needs: In the first stage, physiological needs are to be satisfied which
includes all the physical requirements. These needs are foremost to survive such as: air water and
food.
Safety needs: After physiological needs, safety needs are to be satisfied. These are
requires getting free from physical and emotional harm. It includes the needs such as providing
safe environment for living, Job security, medical service and all (Ellington, 2007). The
managers can satisfy such needs through providing better pay scales.
Social needs: Social needs include recognition in marketplace and appraisal for
performance. If the employee is performing well from other and is providing better results to the
organization can get appraisal for his / her work. These needs are those related to interactions
with others like: friendship, belongingness to a group, etc.
Self esteem needs: Self esteem needs includes self respect, achievement, attention,
recognition and reputation.
Self actualization needs: These needs are at higher level of Maslows 5 Hierarchy. To
achieve these needs' employee need to have skills to perform particular task in an appropriate
manner (Rasche, 2011).
4. Under Maslows theory what can chronic frustration of a persons needs lead to (3.2)
Before using Maslows theory the managers need to identify the needs of people in the
organization. The employees working at various levels have their individual needs ht area to be
satisfied in a proper manner so that they can be motivated. The managers need to maintain better


relationships with people so that they can understand their needs. In case the needs of people
cannot be satisfied they become de-motivated towards work. It affects their efficiency and
performance may decrease. In case basic needs are not satisfied they may leave the jobs (Cooper,
2000). The individual looks for job security for this the employers should satisfy their safety
needs. Better pay scales are to be provided to the people that they can improve their living
standards. Under Maslows hierarchy theory first four needs are to be satisfied to make employee
happy and motivated, otherwise they may leave the jobs. If they are not satisfied they will not
perform well conflicts may be arisen at workplace. In this, way overall efficiency of
organization can be decreased and it will not able to active the success and organizational goals.
5. Define and outline McGregors theory X and Y (3.2)

McGregors theory X and Y has been developed by Douglas McGregor in 1960. This is
the theory of human motivations which describe the models of workforce motivation. It defines
the common and natural rules for managing people (Daft, 2010). There are two fundamental
approaches have been presented in the theory that are related to manage the people at the
workplace. Theory provides poor results whereas Theory Y has extraordinary results in terms of
employees performance.
Theory X ('authoritarian management' Theory Y ('participative management' style)

style)
Theory X says that the people are not Theory Y suggests that employees are
motivated and they dislike the work. In this motivated and they like to work in the
kind of situation the managers need to adopt organization. The managers need to use
'authoritarian management' style. Further, participative or democratic leadership styles.
managers have to actively interfere to get Employees are self motivated and that are able
things done (Darzi, 2008). to take responsibility (Forshaw, C., 2006).
The employees working at lower levels are to
As per this theory people are to be forced or
be4 involved in decision making process.
punished to work towards organizational
Delegation of authority is possible at workplace
objectives. Therefore, leader has to be
as the motivated employees always seek for
autocratic one.
opportunities.


6. Outline Herzbergs Hygiene theory (3.2)
In order to understand the attitude and motivation of employees at the workplace Sir
Frederick has giver the theory that named as Herzbergs motivation or Hygiene two factor
theories (Perkins, 2013). There are two types of factors that are explained in the theory that
results satisfaction and dissatisfaction in employees. These all factors can motivate people for
work well.

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Following points represent the factors of motivation and de-motivation as per Herzberg
theory:
Motivator: Motivates are the factors that provides positive satisfaction to the employees
and motivate them to perform well. Such factors include company policy, supervision,
employee relations, working conditions and salaries (Ranganayakulu, 2005).
Hygiene factor: Hygiene factors are de-motivators for the employees, in absence of this
factors employees can be deactivated. These are responsibility, growth, advancements
and all (Forsyth, 2009).
7. List Herzbergs 6 motivations (3.2)
There are different motivation factors which are very much necessary for an organization
to adopt because these factors not only boost the morale of employees but they also force them to
work more efficiently and effectively. Some motivation factors are-

Sense of Personal Achievement- Each and every employee wants to feel a sense of
personal achievement while working in organization because it fulfills his self actualization
needs. It encourages employee to prove himself by working hard in organization (Singh, 2009).
Responsibility- Providing important responsibility to employees will help them to feel
that they are also one of the most important parts of an organization. It not only makes an
employee proud but it also forces him to work hard in order to get promotion (Arrow, 2000).
Promotion- Each and every employee works in an organization so that he or she can
grow to get higher positions in company. Providing promotions as per the performances of
employees will motivate them to work more hard. Further it will also encourage other employees
to prove themselves in order to get promoted (Cooper, 2000).
Growth- It is also important for company to provide regular growth to all their
employees so that employee can be made satisfied. It will also help company to retain all
employees which will increase their work performance (Andriopoulos, 2014).
Status- It is one of the most important need that is also called as esteem. It is inner
objective of every employee to get a respectable status in society so that all people can recognize
him or her. So if organization will provide status to employees then they will work more
efficiently and will e loyal to company.
Challenging Work- Giving challenging to employees will create a sense of pride among
them and will force them to complete that work with more efficiency. It is one of the most crucial
motivating factors (Carnall, 2007).
8. Outline and define Vrooms expectancy theory (3.2)

Vroom's Expectancy theory is based on employee motivation. It says that the employees
can be motivated by outcome that an individual wants in the form of reward. The theory is based
on the approach that employee motivation is the result of outcome that an individual wants. The
major aim of this theory is to maximize pleasure and to minimize pain. As per this theory there
are various factors on which the employees performance is based (Kozlowski, 2009). These are
such as personality, skills, knowledge, experience and abilities.
Following are the factors that influence employee perforce are:
Expectancy The beliefs of employees are referred as expectancy that they produce at the
workplace to perform task.

Valence Individual belief that task will generate significant benefits to them as well as
organization (West, 2012).
Instrumentality The profitability of outcome of task will be as per the expectations of
individuals who are performing the task.
TASK 4
4.1 Explain the nature of groups and group behavior within organizations
There are two types of groups in the organization such as formal and informal. Formal
groups are created for doing specific task in the organization. Google is the organization which
people are involved in more and more technical work. Formal groups are created to perform
specific task whereas informal groups are to be created to perform normal task in the
organization (Armstrong, 2003). Formal groups are formed for specific purpose therefore the
time limit depends on the task. They have to follow specific norms and regulations. The
performance of individual depends on his or her skills and behaviors of other in a team. There
are five stages that reflect group behavior.
Forming: This is the starting stage in which group formation in which people interact to
each other.
Storming: In this stage, comparatively clear structure of positions in the group emerges.
Norming: This is the stage where people increase their sense of comradeship and develop
close relationships.
Performing: In this stage all the members perfume their duties to achieve aims of group.
Adjourning: The effectiveness of groups is supposed to increase through the stages and
people may leave after completion of task.
4.2 Discuss factors that may promote or inhibit the development of effective teamwork in
organizations
Factors that promotes effective teamwork are-
Diversity- It is one of the most important factors that facilitate proper and effective
teamwork in an organization. It is very important for Marriott to consider this in order to
complete all their tasks in proper manner. This particular factor allows different people to work

with each other and it also help to bring innovation and breakthrough in companies. It allows
employees to learn from each other that help organization to create learning and positive
environment (Bratton and Gold, 2003).
Communication- It is also one of the major factors that can help Marriot to establish
effective teamwork. Clear communication among team members will allow them to help and
understand each other in much better manner. They will be able to share their feelings and get
proper support which s must in any company. People will be able to cover each other's
weaknesses in order to bring out the best and appropriate results (French, 2011).
Leadership- It is another factor that will allow Marriot to manage an effective teamwork.
If team leader is efficient, then he will be able to guide and motivate employees in much better
manner which will allow a team to work in perfect harmony (Hall, Torrington and Taylor, 2004).
Factors that hinders team effectiveness are-

Co-relation- If the relation between employees is not good then they will not be able to
work with each other in proper manner. It is one of the basic needs that are required in an
effective team. Absence of this feature can make team fall apart so it is important for Marriott to
consider this factor in an urgent manner (Hook and Foot, 2005).
Diversity- It is those factors which create and hinders the effective teamwork. If more and
more in team are from diverse group then they will not be able to understand each other and by
the time they will know each other, time limit will be crossed. So Marriott should create diverse
team but seeing this particular factor also.
Lack of training- If employees are not given proper training then all the factors explained
above will be failed completely. Without proper training, employees will not understand each
other and will fail to perform task in an appropriate manner (Marchington and Armstrong, 2005)
4.3 Evaluate the impact of technology on team functioning within an organization

Working within a team is one of the best way through which employees can perform all
their tasks in an effective manner. In today's globalized world most of the companies nowadays
are adopting different technologies in order to gain higher competitive advantage. Marriot is
focused with the impact of information technology as it helps them in gaining team productivity.
With the help of using latest and advanced technologies Marriot can easily provide better quality


of services to their employees (Mullins, 2004). As per the changing technologies the overall
performance of the team is affected. All the employees of the company must update their
knowledge on the basis of advanced technologies. It is the most important task for each and
every employee to increase their knowledge on the basis of given technology. There are various
technologies which have improved the team functioning such as e-mails, mobile phones,
groupware as well as computers. With the help of using these technologies they can easily
communicate with each other and try to perform all their tasks in an effective manner. Further, e-
mail is the best technique in which team members do not need to be in the same place at the
same time. Except this also they can communicate in an appropriate manner. With the use of the
mobile phones team members can properly communicate if they are out of the office premises. In
addition to this, groupware is the best technique through which they can enables team to plan
meetings, collaborate, delegate all within a virtual environment (Purcell and Boxall, 2009).
Working as a team is quite difficult tasks for each and every employee. In this regard, all the
employees need to share their ideas with each other and try to properly communicate with each
other all the teams (Ranganayakulu, 2005). By using several technologies team members can
carry out various tasks and communicate more effectively. It is quite essential to introduce new
tools and technologies in order to come up with the quality services. Marriot can easily generate
several innovations in their business operations(Schwarz, 2002). It also helps them in generating
better services with various innovations to their consumers. In addition to this, it can be easily
determine that various advanced and latest technologies highly contributes towards the team
functioning. It also helps the company in generating more revenues with the help of proper
communication and use of advanced technology.


CONCLUSION
The present reports aims to explain the organizational culture and behaviors and its
impact on organization efficiency. Different approaches of management and leadership have
been defined in different types of organization. In order to compare the different leadership styles
UKs best companies such as Marriot, Iceland Group have been taken. The report concludes that
participative and democratic styles are effective to motivate people in the organization.

CONTACT US:
Further, organizational theories play an important in helping managers to work effectively

Various approaches have been defined such as scientific management approach, human relations
approach, social systems' approach and contingency approach have been while giving example
of real life. It provides evidence that the organization should use contingency approach as it is
new and offers various benefits to the organizations. Motivational theories such as Maslows 5
Hierarchy of Needs, McGregors theory X and Y, Herzbergs Hygiene theory and Vrooms
expectancy theory have been defined. The report shows that Maslows theory says that it helps
management in identifying the needs and wants of employees. The workers can motivate while
satisfying the needs from lower level to upper level. Further the nature of groups and group
behavior within Marriott has been explained. As per the report there are two types groups such as
formal and informal. Various factors such as communication, diversity and leadership affect the
effectiveness of team work in the organization.Moreover, impact of technology on team
functioning have been explained in the reports .


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Organizational Behavior - The Culture and Structure of A Company

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ORGANIZATION AND

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Tall Flat Hierarchical

Table 2: Organization Structure

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Table 3: Organizational Culture

Power Culture Role Culture Task Culture

1.2 Relationship between an organization structure and culture

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2.2 Explain how organizational theory underpins the practice of management

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Social system approach

Decision theory approach

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2. Why should managers know about motivation? (3.3)

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3. Outline and define Maslows 5 Hierarchy of Needs (3.2)

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5. Define and outline McGregors theory X and Y (3.2)

Theory X ('authoritarian management' Theory Y ('participative management' style)

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7. List Herzbergs 6 motivations (3.2)

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8. Outline and define Vrooms expectancy theory (3.2)

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Factors that hinders team effectiveness are-

4.3 Evaluate the impact of technology on team functioning within an organization

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Further, organizational theories play an important in helping managers to work effectively

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