Contents

Introduction:..........................................................................................................................................2
Different organisational structure and culture:.....................................................................................3
Functional structure:.........................................................................................................................3
Hierarchical Organisational structure:...............................................................................................5
Matrix structure:...............................................................................................................................6
Matrix structure table for City College..................................................................................................6
Relationship between Organisation’s structure and culture and the effects on business performance:
...............................................................................................................................................................7
Factors that influence individual behaviour at work:............................................................................9
Knowledge of the managers:.............................................................................................................9
Belief on the work place:...................................................................................................................9
Employees training:.........................................................................................................................10
Explain responsibilities:...................................................................................................................10
Leadership style that recommended:..................................................................................................10
Authorisation leadership style:........................................................................................................10
Democratic or participative leadership style:..................................................................................11
Douglas McGregor leadership theory:.............................................................................................11
X Theory:......................................................................................................................................11
Y Theory:......................................................................................................................................12
Organisational theories and emphasize the practice of management:...............................................12
Herzberg theory of motivation:.......................................................................................................13
Maslow’s Hierarchy of Needs:.........................................................................................................14
Physiological needs:.....................................................................................................................14
Safety:..........................................................................................................................................15
Social relationship:.......................................................................................................................15
Esteem:........................................................................................................................................15
Self-actualisation:........................................................................................................................15
Different approaches to management:...............................................................................................15
Classical approaches:.......................................................................................................................16
Different leadership styles that helps organisation to motivate their employees: (Lo 3.1)...................16
Autocratic leadership style:.................................................................................................................17
Democratic leadership style:............................................................................................................18

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Motivational theories that applied by Egg and Taylor Woodrow’s workforce: (LO 3.2 and 3.3)........18
Maslow’s Hierarchy of Needs:........................................................................................................19
Alderfer’s ERG theory:...................................................................................................................20
McClelland achievements need theory:...........................................................................................21
The need for achievement:...........................................................................................................21
The need for affiliation:...............................................................................................................22
Need for power:...........................................................................................................................22
Nature of group and group behaviour within the organisation:............................................................22
Factors that may promote or inhibit the development of effective teamwork......................................23
Supportive supervisor:.....................................................................................................................23
Stakeholder’s expectation following:...............................................................................................24
Smart Goal:.....................................................................................................................................24
Commanded leadership:..................................................................................................................24
Mutual trust:....................................................................................................................................24
Group members’ mentally engagement at their work:.....................................................................25
Impact of technologies for the organisation:........................................................................................25
Conclusion:..........................................................................................................................................26
References:..........................................................................................................................................26
References:..........................................................................................................................................27

Introduction:
Employees are the most important part for an organisation that leads the
organisation towards their goal. Management of an organisation set up the
strategy and employees brings the organisation into the strategy to reach to their
goal. Therefore it is important for the management to motivate their employees
to get full outcome from them. Motivation at workplace is depends on the type

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of organisation and there are lots of things also related with employees
motivation. Therefore it is important for the management to keep an eye on all
parts of the organisation at the time of decision making process.

This report is mainly based on two organisations. Both of the organisations are
large and well repudiated but their strategy and goals are different. From this
report will show clear understanding the way of using motivational theories in
organisations and the audience of this report will understand mechanisms for
developing effective teamwork in organisations. Therefore the audience of this
report will clearly understand the impact of modern technologies that helps to
motivate the employees and helps the organisation to finish their projects on
time as well.

Different organisational structure and culture:

Basically the organisational structure and culture depends on its way of

working and the size of the organisation. Other factors are also being
considered at the time of choosing the organisational structure. Those are,
geographical structure, products and services, employees’ numbers etc.

There are different types of structure that different organisations follow. They
are

 Functional structure
 Hierarchical structure
 Matrix structure etc

Functional structure:
According to functional structure, the organisation will divided in different
groups and there would be one group manager who will directly inform to

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CEO. In case of City College, three division’s Head inform to principle about
their progress and barriers.

Functional structure normally follows by large organisations like City College.

Therefore they can follow functional structure style.

On the other hand, there are some disadvantages as well to following

functional structure. If communication between groups do not happens
effectively then the organisation will find difficult to achieve some of the
objectives at the end (tutorialspoint, 2014).

The City
College
Management

Teaching Functional Functional

Operation Manager Manager

Staff Staff Staff Staff Staff Staff

Fu
nctional organisational structure of City College

From the Case study it is clear that, City College organisation structure follows
functional organisational structure which is suitable for them. By following this
structure, City College is operating their whole organisation in a systematic
way and all the division of City College is operating in under control of City
College Management. City College staffs are also following the chain of

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command. Therefore all the divisions are working effectively (tutorialspoint,
2014).

Hierarchical Organisational structure:

Hierarchical organisational structure is effective for large organisation as well.

If City College follows this structure then principles work load would be
decrease. On hierarchical structure, employees will report to their immediate
senior officer and by this way management will control the organisation. Chain
of command will be followed for this structure.

There are some disadvantages of hierarchical organisational structure. Lower

level employees rarely meet to their upper management employees so that in
most of the time, they cannot express their opinions (Borsky, 2010).

Pri
nci
pl
e
Teaching
Operation
Human Resource
department
Administration

Hierarchical Organisational structure for City College

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However at present, City college organisational structure is not suitable for
Hierarchical organisational structure. It is because of their three parts are not
connected to each other (Borsky, 2010).

Matrix structure:
Matrix structure is the structure that combines the traditional departments
seen in functional structures with project teams. In this structure, an employee
work across teams and projects as well as within their own department or
function.

Administration Human Resource Teaching

Department Department Operation
Higher education Higher education Higher education Higher education
students students students students
English and math Higher education Higher education Higher education
adult literacy students students students
students
Other Students Higher education Higher education Higher education
students students students

Matrix structure table for City College

Matrix structure has some advantages which City College can be utilise by
adopting matrix organisation structure.

Matrix structure helps to break down department barriers within an

organisation and it also influence employees to communicate with other

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departments. This method also allows an employee to use exacting skills with a
variety of contexts. This method is also helps to build employee relationship
within the department and with other departments of an organisation. (Riley,
2012).

On the other hand, there are some disadvantages to adapt Matrix structure.
City College and Enterprise can keep an eye on those problems as well at the
time of decision making process.

For City College, student representatives can face huge work pressure because
at a time they have to report to three department managers. It would be
applied for Enterprise as well. It is because if Enterprise adopts Matrix
structure then their project leaders will report to several department
managers.

This method is complicated. Project leaders normally take some time to get
used to with this method (Riley, 2012).

Matrix structure is very effective for small or medium organisation. Large

organisation like City College and Enterprise will face difficulties if they adopt
this structure.

Relationship between Organisation’s structure and culture and the

effects on business performance:

In an organisation, its structure and culture has a dependent relationship with

each other. In an organisation, management structure determines attitude,
behaviour, and ethics that create the work culture. For example, if City College
management follows the hierarchal structure then the decision making power

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would be only on management’s hand and in that case employees could not
express their opinion and by that way they might not be motivated to work
after a certain period. On the other hand, if the organisation’s structure is
decentralized then the power would be in all departments and if the
organisation does not accept all the departments’ opinion then they might be
disappointed as well. However, by following decentralized structure,
relationship between City College employees might be improve and if their
opinion is effective and the principle follows that then they would be
motivated and City College will get great outcome from the employees.

(Wisegeek, 2014)

On the other hand, management of City College can individually look on each
and every department by adopting functional structure for City College. By this
ways management can evaluate performance of each and every department.
Therefore if management find any gap of performance in any division then
they can take steps to solve that problem.

City College is a big organisation and their aim is to provide number 1

education. Every employees of City College know about that and they want to
provide their best for their work. Although an organisation’s culture depends
on management. So it is very important for City College to choose perfect team
leader so that the working environment does not polluted.

If City College adopt Matrix structure then one department will be related with
another department. In that situation City College management will take extra
care so that the entire department perform well (Wisegeek, 2014).

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Factors that influence individual behaviour at work:
Behaviour of the employees is attitude and action of individual or groups
toward the organisation or toward each other. Behaviour of the employees
effects on organisation’s function and performance. As City College is well
named organisation so it is very important for them to keep an eye on the
employees so that they do not get any chance to miss behave. There are lots of
ways to control an organisation’s employees from their miss attitude. City
College can consider some factors that influence employees’ behaviour at work
(360solution, 2011).

Knowledge of the managers:

Knowledge of the managers is effective to influence employees to their work. If
managers are experience and skilled then they can influence their employees
effectively. Therefore, City College can be careful to choose the right leader for
right department. Moreover, if an employee is more experienced and more
educated than their leader then that employee might not agree to accept his
leader’s command. Therefore it is very important for City College to recruit
well experienced and well educated team leader (360solution, 2011).

Belief on the work place:

Belief on the work place influences the employees to work. Belief comes from
the environment of the work place, job security, management’s behaviour,
organisation’s goodwill etc.

City College is well known college. SO their employees might be happy to work
in that organisation. However City College management can keep an eye on
their behaviour and decisions because sometimes employees influence in their
work after getting a good direction (360solution, 2011).

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Employees training:
Employee training is important to influence them to work. Skilled employees
will provide better outcome than unskilled employees. In this case, City College
can arrange a training session for each and every department and they can
provide training to newly appointed employees so that they can understand
City College’s culture easily and provide their best performance as well
(360solution, 2011).

Explain responsibilities:
City College management can explain their new project to the employees so
that they can understand about the purposes that they are doing their work.
By that way the employees might be influence in their work (360solution,
2011).

Leadership style that recommended:

Leadership style is the way that leaders work in an organisation to
implementing plans, providing direction and motivating employees. Different
organisations’ leaders follow different leadership styles.

Authorisation leadership style:

Authorisation leadership style follows where strict, close control leaders
required where leaders take care to the employees and makes them feel like
those works need to be done. Direct supervision is what the leaders believe to
reach to success for that project. Authorisation leadership style followers are
also known as autocratic leaders (Cherry, 2014).

Democratic or participative leadership style:

By following democratic leadership style leaders shares their ideas with the
employees and employees has right to share their opinion as well. By this way

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10
employees become motivated in their work. Employees become motivated
and creative by getting power to participate in decision making process. This
leadership style could be followed by City College so that the employees
become motivated automatically. Although all the employees of City College
are educated so City College management might get good ideas from them.
(Cherry, 2014).

Douglas McGregor leadership theory:

Leadership style is very important for an organisation. Different author has
given different leadership theories. Douglas McGregor’s leadership theory was
first published in 1960. His theory is known as XY theory. In this theory the
author has shown that, there are two kinds of leadership exist in an
organisation. It is up the leaders that which one they should prefer. In some
cases leaders has to decide their leadership style on the base of employees’
behaviour (McGregor, 2008).

X Theory:
In X theory Leaders assumes that, employees always try to avoid their work. So
in that situation, they push employees to work hard and they try to get 100%
effort from their employees.

In X theory leaders tell employees about their work and every time supervisors
supervise their work. This reflects an autocratic style. This theory also involves
using strict control within the organisation (McGregor, 2008).

City College and Enterprise both are well known organisation and their aim is
to provide best services. In that situation, if their employees get strict treats
from their leaders and managers then they could not provide best services as
their natural work would be disturbed. So in this situation, both of these
organisations could not use Theory X leadership style (McGregor, 2008).

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11
Y Theory:
In contrasted, Y theory is totally different than X theory. Managers keep trusts
on employees in Y theory. They believe that the employees always motivated
to do well. City College and Enterprise both of the organisations are well
known and big named organisation. In these organisations their employees are
automatically motivated because of their organisation’s goodwill and their
organisations are providing good facilities and their salaries (McGregor, 2008).

Employees get opportunities to get control in their work if their managers

follow Y theory. By that way the employees can provide their best service for
the organisation.

Relationship between employees builds when their leaders follow Y theory

which is very important for an organisation. Moreover, the employees become
responsible for their work because of to keep their team leaders faith on them.
In case of City College and Enterprise, it is very important to motivate their
employees to their work and by following X theory they can get 100% of
contribution from their employees (McGregor, 2008).

Organisational theories and emphasize the practice of management:

Organisational theories are very helpful to manage the employees in an
organisation. There are lots of theories. However, following 2theories are been
suggested for “City College” and “Enterprise” to manage their employees.

Herzberg theory of motivation:

Herzberg theory of motivation shows that, satisfied employees become
productive employees. Herzberg theory shows 2factors. One is Hygiene factors
and Motivators.

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12
 Hertzberg theory of motivation

According to Hygiene factor, Herzberg shows that, excessive work pressure or

same working environment in an organisation for long time might make the
employees unhappy and their work speed goes down. City College and
Enterprise can keep an eye that; their employees are not getting lots of work
load (Business studies, 2014).

Herzberg motivation of the employees is all about employees’ job satisfaction.

Herzberg theory shows that, permanent job, promotion, less work pressure
makes the employees satisfied in their work and makes them more productive.
First of all City College managers and Enterprise managers can make sure that
their employees are getting permanent position in their organisation. So that
they becomes stress less and fully concentrate in their work (Business studies,
2014).

Maslow’s Hierarchy of Needs:

Maslow has shown employees Hierarchy of needs in his theory of motivation
and the author has shown that, it is almost impossible to fulfil employees’
demands from work. However Maslow has also shown that, all of their

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13
demands do not comes at same time. So the organisation can provide their
certain demands to motivate them to their work.

Maslow’s Hierarchy of Needs

Maslow has divided peoples’ need in 5 stages.

Physiological needs:

At this stage, employees seek for their basic demand. When a new employee
joins in an organisation then they looks for some basic demand. E.g. Home,
cloth etc. If their salary is well enough for those demand then they become
happy and contribute their full ability to work. City College and Enterprise
managers can keep an eye on employees’ basic salary rates and facilities so
that they become happy on their work (Business studies, 2014).

Safety:

When employees get their basic needs then they looks for their life security.
For example, City College and Enterprise employees’ job is secure. So in that
situation, the employees will motivate to work to keep their position.

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14
Moreover as their job is secure so they will try to show well performance to
get promotion.

Social relationship:
At this stage the employee wants to build up social relationships. He wants to
make some new friends, want to go for holidays with family etc. So in this
situation City College and Enterprise can provide holiday facilities, bonus
facilities etc to make sure that the employees are satisfied with their work
(Business studies, 2014).

Esteem:
At this stage employees feel that they have enough experience and
qualification to get promotion. In this case, City College can promote their
employees if there any sits available. According to present situation, there
would be some posts empty because of the extension. So in that situation, City
College can promote their existing employees to boost their work speed
(Business studies, 2014).

Self-actualisation:
Finally at this stage, an employee wants to take part in decision making
process. Employees want to express their opinion as well (Business studies,
2014).

Different approaches to management:

Mainly there are three approaches to management.

1. Classical
2. Neo-classical
3. Modern approaches.

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15
Classical approaches:
According to classical view “An organisation is the structure of the
relationships, power, objectives, roles, activities, communications and other
factors that exist when persons work together”.

Classical thoughtful managers want to make the organisation structure formal.

Managers want to place emphasis on planning of work. According to this
approach, managers want a formal structure, Hierarchy of management. City
College and Enterprise both organisations can chose classical approaches to
manage their organisation.

http://catalogue.pearsoned.co.uk/assets/hip/gb/hip_gb_pearsonhighered/samplechapter/0273757
342.pdf

Different leadership styles that helps organisation to motivate their

employees: (Lo 3.1)
From the beginning of the organisations study to till now, there are lot of
leadership style theories has been given by different authors. Mainly it depends
on the type of organisations and the culture that the organisation follows.
Organisation chose their leadership style on the base of their structure and
mission and vision as well. (GN Root 2013)

On the base of different characteristics, leadership styles can be divided by two

groups. Organisations mainly chose their leadership styles from following two
groups.

Autocratic leadership style:

In autocratic leadership style, employees directly get command from their
employees and they do not get chance to provide their work related opinion to
their management. Normally large organisations follow autocratic leadership

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16
styles. In large organisation, employees become motivated from the reputation
of the work place and they have trust on their management. Management ability
and experience helps them to keep employees’ trust on them. Leaders’ show
confidence on their decisions and employees feel comfortable on management’s
decisions and command. Continuously development helps organisation to
motivate employees. Employees become happy to contribute on the
development of the organisation and it helps employees to build confidence on
management decisions.

According to the case study, Egg’s organisation mainly focused on services.

They always try to provide excellent customer services. Autocratic leadership
style does not motivate their employees properly to serve the customers
perfectly. Therefore Egg does not follow autocratic leadership style. (GN Root
2013)

Tailor Woodrow is also a service provided organisation. However they mainly

focused to finish the work on time. Therefore they put their employees in time
bound and they do direct supervision to finish the work within the time bound.
Tailor Woodrow do not give any work related award to their employees and
therefore they needs to push employees towards their work. As a result it could
be said that, Tailor Woodrow follows autocratic leadership style. By following
this leadership style, the organisation has become benefited and that helps them
to gain goodwill as well. (GN Root 2013)

Democratic leadership style:

In democratic leadership style, employees get chance to provide their opinion to
their management. Employees’ opinions are considered at the time of decision
making process as well. Leaders and management discuss with the employees
about work and organisation and that makes employees to become responsible
for their work. As employees almost take part at the time of decision making

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17
process, therefore they always try to finish the project perfectly as well.
Employees training and promotion also motivates them towards their work.
Friendly relationship with the management also helps them to make a bonding
with the organisation. Silent leaders also motivated as they do not have to push
employees to their work.

Egg’s follows democratic leadership style. Egg’s allow their employees to make
work related changes at the time of serving the customers. They also take
opinion from their employees. They provide training and they also give
opportunities to their employees to get promotion which helps them to reach to
motivate their employees. (GN Root 2013)

Motivational theories that applied by Egg and Taylor Woodrow’s

workforce: (LO 3.2 and 3.3)
Different organisation follows different motivational theories on their
employees. Motivation theories are mainly the activities that organisations
follow to get full effort from their employees. By using motivational theories
the organisation can get good work from their employees and it helps to reduce
their employee turnover as well.

Egg’s and Taylor Woodrow both follows motivational theories as well. Their
mission and vision are different, so they use different motivational theories for
their organisation.

Motivational theories mainly can be divided by two categories. One is content

theories of motivation and another one is process theories of motivation.
Content theories mainly shows the way an organisation can motivate their
employees and process theory shown how the motivational theories work.
Different authors have given their theories of motivation on the base of content

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18
theory and different author has given their theories of motivation on the base
process theory. (JB Miner 2002)

Maslow’s Hierarchy of Needs:

In 1943, Maslow has given his theory of motivation which is known as
“Maslow’s Hierarchy of Needs”. In his motivation theory he has mainly focused
on the needs that an employee can feel during the life time experience on his
professional life. Maslow’s Hierarchy of needs theory’s diagram is as follows,

Self
act
uali
zati
on
Self-Esteem

Belonging

Safety

Physiological

The author has also insisted that, an individual do not feel all of their needs at a
time. As soon as their work experience goes up, they feel different needs from
their organisations as well. (JB Miner 2002)

Tailor Woodrow put their employees in time bound and their leaders always
push employees to their work. Therefore it is important for them to motivate
their employees and they follow Maslow’s motivational theory to motivate their
employees. (JB Miner 2002)

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19
Alderfer’s ERG theory:
Alderfer has also given his motivational theory in 1969 which is known as
Alderfer’s ERG theory of motivation. ERG fully stands on Existence,
relatedness, and Growth.

Literally, Alderfer’s ERG theory of motivation is the summary of Maslow’s

theory of motivation. In his theory he has summarised Self-actualisation and
Self-Esteem in Growth, he has shown Belonging in Relatedness and
physiological and safety needs in Existence. (JB Miner 2002)

Therefore it could be said that, Tailor Woodrow also could follow Alderfer’s
theory of motivation for their organisation.

McClelland achievements need theory:

McClelland has published his book named “The Achieving Society”. In his
book he has shown different types of motivational theory which is called
“McClelland achievements need theory”. His theory’s diagram is as follows,

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20
The need for achievement:
In large organisation, employees want to get a fixed contract and want to get
promotion as well. Employees seek for relevant training to extend their work
related knowledge to get promotion as well. Organisation’s goodwill also works
as motivation for them. Egg’s can follow this theory of motivation and they can
motivate their employee by providing permanent contract and appropriate
training. (JB Miner 2002)

The need for affiliation:

After getting a permanent position, the employees seek to make good relation
with their colleagues. Egg’s has good opportunities at this point as they follow
democratic leadership style. Their management can discuss with their
employees about the work and personal life to make friendly environment at
their work place. (JB Miner 2002)

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21
Need for power:
After been working long time, employees want to take control of the group that
they works. At that point the organisation can train their employees and
promote them as team leader to motivate them to their work. By that way the
organisation can get experienced team leaders as well. (JB Miner 2002)

Nature of group and group behaviour within the organisation:

Group is the bunch of people that work together in a same project with same
target. Nowadays all the organisation provides group work to their employees.
Every group get team leaders. In group, all the members work for group success
and organisations also focus on groups rather than individual performance. All
group members provide feedback to other group members and group leaders
also works to motivate their group members to finish the work perfectly.

Egg’s and Tailor Woodrow provides group work to their employees. Different
organisation’s different groups get different target. However, nature of groups
and groups’ behaviour are same in some points. One employee’s misbehaviour
may effect in whole group performance and one group’s performance may
effect in whole organisation’s performance. Therefore Tailor Woodrow
evaluates their performance on employees’ individually, as a group and as
whole organisation. (Teamworkdynamics 2013)

Common nature of group and group behaviour within an organisation are as

follows,

 Every group get a team leader and team leader leads the group towards
the destination.
 Team leader gets command and provides report on behalf of the group.
 All team members in a team works for same target.

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22
  All team members will have clear idea about other team members’ work
abilities in the same group.
 Group members will focus on group performance. They will not only
focus on individual performance. (Teamworkdynamics 2013)

Egg’s group works to provide excellent customer services and Tailor

Woodrow’s group works to finish the work on time with good work
performance. Both of the organisations can evaluate their work by following
routine wise. By that way they can monitor the progress of the project easily.
(Teamworkdynamics 2013)

Factors that may promote or inhibit the development of effective teamwork

Above statement has already informed that, Both Egg’s and Tailor Woodrow
organisations’ employees work as group. However during the work all the
organisations face different challenges and different groups work to overcome
those challenges. According to the nature of the group, all the team members
are liable for their group works. There are different factors that affects on the
group during the work. Following points will show the factors that may promote
or inhibit the development of effective teamwork. (Teamworkdynamics 2013)

Supportive supervisor:
Every group gets a supervisor and supervisor leads the group towards the goal.
Supervisor always motivates their group members and they get commands and
provide reports on behalf of the group. It is important for every group to get a
good supervisor who can give clear commands and provide feedback to
motivate their employees. Otherwise supervisor’s bad performance will effect
badly into the group. Tailor Woodrow’s group gets time bound to finish their
work and therefore their group leaders would have to push their employees to
their work. (Teamworkdynamics 2013)

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Stakeholder’s expectation following:
Stakeholders are one of the most important parts of an organisation. The groups
will work to fulfil the expectation of the stakeholders. For example, Egg’s
stakeholders expect to get excellent customer service from them. Therefore their
groups will work to provide excellent customer service. Friendly relationship
between the group members required at that situation. (Teamworkdynamics
2013)

Smart Goal:
Every group will get a specific goal and that goal would have to be
challengeable for the group. Otherwise group members will lose motivation at
their work. Tailor Woodrow’s groups get smart goal and that is finish the
project on time. By that way employees get passion to their work and group
works get faster. (Teamworkdynamics 2013)

Commanded leadership:
All group members will be committed to follow their leaders’ command and
instructions. Leaders will also provide clear command to the team members so
that they can follow the command and trust on the command as well.

Mutual trust:
Group members will trust on each other’s work abilities and they will provide
feedback on each other’s work. Group members will also be liable to provide
their best for the work. Egg’s group members also trust on each other’s working
abilities. As a result, they get chances to provide their work related ideas at the
time of decision making process. (Teamworkdynamics 2013)

Group members’ mentally engagement at their work:

Group members will mentally engage on the commitment to finish the work.
They will engage mentally at their work and they will be liable to finish the

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24
work perfectly. They will believe on their supervisor’s command and will
believe on other team member’s performance. (Teamworkdynamics 2013)

Impact of technologies for the organisation:

At present, modern technologies plays important role for an organisation’s
success. Only team work and employees motivation is not well enough for an
organisation to get competitive advantages. All the developed organisations use
modern technologies and it helps organisation to become sustainable developed
organisation among other same time of organisations in the market. Modern
technologies also help organisations to finish the work quickly and comfortably.
It reduces employees turnover for an organisation and it helps organisation for
communication and for information process at the time of decision making
process. (I. Macloghlin 1999)

According to the case study, both organisations have different branches in

different parts of the world. However they mainly control all the branches from
the centre of the organisation. Tailor Woodrow monitors their group
performance from the centre of the organisation as well. They use different
modern technologies to communicate with their different groups and they
receive report from their group leaders by using modern technologies as well. (I.
Macloghlin 1999)

Tailor Woodrow has taken steps to develop their technologies as well. One
report has already shown into the case study that, they have recruited an IT
specialist into their central branches. By developing IT section into the
organisation, both organisations can improve their internal communication
systems as well. Finance department also can keep their report into the spread
sheets and that will help them to save time and costs.

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25
Conclusion:
In conclusion it could be said that, organisations cannot reach to their success
without following formalized method of leadership styles and formalized
method of motivation theories. However it is important for every organisation to
choose appropriate methods. Otherwise the methods may works badly and that
could cause for the organisation to become failure on their success. Modern
technologies help organisations in different ways and it makes the management
work easier as well. Above statements has shown all the methods and theories
by using two different types of organisations. It will help the audience to
understand deeply about the methods that they can use for the organisations.

References:

1. http://books.google.co.uk/books?
hl=en&lr=&id=k92qMQUIgxgC&oi=fnd&pg=PR9&dq=self+managed+l
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References:

1. Introduction. Information obtained from

http://businesscasestudies.co.uk/business-
theory/strategy/organisational-structure.html. Last visited 12/11/2013

2. Functional organisation structure. Information obtained from

http://www.tutorialspoint.com/management_concepts/organizational_structures.htm .

Last visited 07/11/2013

3. Hyrachical organisation structure. Information obtained from
http://sixrevisions.com/web_design/using-power-structure-and-gestalt-for-visual-hierarchy/

Last visited 08/11/2013

4. Metric structure and culture. Information obtained from
http://www.tutor2u.net/business/people/org_matrix_structures.asp Last visited
08/11/2013
5. Organisation structure and culture. Information obtained
fromhttp://www.wisegeek.com/what-is-the-relationship-between-organizational-
structure-and-organizational-culture.htm Last visited 08/11/2013

6. Factors that influence individual behaviour at work. Information

obtained fromhttp://www.360solutions.com/blog/blog/5-factors-that-influence-
behavior-at-work Last visited 10/11/2013

7. Leadership style that recommended. Information obtained

fromhttp://psychology.about.com/od/leadership/a/leadstyles.htm Last visited 09/11/2013

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8. X theory.Information obtained from
http://www.psgoodrich.com/pc/docs/ARTICLES/HumanSideOfEnterprise.PDF Last visited
9/11/2013
9. Y theory. Information obtained from
http://www.psgoodrich.com/pc/docs/ARTICLES/HumanSideOfEnterprise.PDF Last visited
10/11/2013
10.Hertzberg’s theory of motivation. Information obtained
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motivation/herzberg.html#axzz2kKzCtplG Last visited 10/11/2013
11.Maslow’s hierarchy of needs. Information obtained
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of-needs/ Last visited 10/11/2013
12. Different approaches to management. Information obtained from
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273757342.pdf Last visited 12/11/2013

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