HND UNIT 3: ORGANIZATIONS AND BEHAVIOR Assignment

HND UNIT 3: ORGANIZATIONS AND BEHAVIOR
Table of Contents
LO 1.1: Compare and contrast different organizational structure and culture:...........1
LO 1.2: Explain of the relation between an organizations structure and culture can
impact on the performance of the business:..............................................................3
LO 1.3: Discuss the factors which influence individual behavior at work:...................5
Demographic Factors:............................................................................................. 5
Ability and Skills Factors:......................................................................................... 6
Attitude Factors:...................................................................................................... 6
Personality Factors:................................................................................................. 6
Perception Factors:.................................................................................................. 7
LO 2.1: Compare of the effectiveness of different leadership styles in different
organizations:............................................................................................................. 7
Autocratic Leadership:............................................................................................. 7
Participative/Democratic Leadership:......................................................................7
Delegative/Laissez-Faire Leadership:.......................................................................8
LO 3.1: Discuss the impact that different leadership style may have on motivation in
organizations in period of change:.............................................................................8
Example of Leadership styles- TESCO, UK:..............................................................8
LO 2.2: Explain of how organizational theory underpins the practice of management:
................................................................................................................................... 9
Contingency Theory:............................................................................................... 9
Classical Theory:.................................................................................................... 10
Scientific Management:......................................................................................... 10
LO 2.3: Evaluate the different approaches to management used by different
organizations:........................................................................................................... 10
LO 3.2: Compare the application of different motivational theories within the
workplace:................................................................................................................ 12
Vrooms Expectancy Model:.................................................................................. 14
LO 3.3: Evaluate the usefulness of a motivation theory for managers:....................16
LO 4.1: Explain the nature of groups and group behavior within organizations:.......16
Nature of Group:.................................................................................................... 17
Formal Groups:................................................................................................... 17
Informal Groups:................................................................................................ 18

LO 4.2: Discuss factors that may promote or inhibit the development of effective
teamwork in organizations:...................................................................................... 19
Forming:................................................................................................................ 20
Storming:............................................................................................................... 20
Norming:............................................................................................................... 20
Performing:............................................................................................................ 20
Adjourning:............................................................................................................ 20
LO 4.3: Evaluate the impact of technology on team functioning within a given
organizations:........................................................................................................... 21
References:............................................................................................................... 23
LO 1.1: Compare and contrast different organizational structure and culture:

Burger n Boost based on flat, simple and informal organizational structure. Burger n Boosts
decisions making processes are centralized. There are no scope to take any decision by other
person except owner. Burger n Boost is loosely structured that influence their employees
performance. Burger n Boosts structure based on simple and flat organizational structure as
follows:
OWNER
STORE
MANAGER
TEAM
MEMBER
Figure: Burger n Boost organizational structure. [Source: http://www.burgernboostbd.com/]
On the other hand, McDonalds is a very big organization based on tall and formal organizational
structure. McDonalds decisions making and management process is centralized and
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divisionalized. For divisionalized organizational structure, McDonalds has succeeded to explore

their expertise worldwide and accomplish customer expectation. McDonalds structure based on
Tall, divisionalized and formal organizational structure as follows:
Figure: McDonalds organizational structure.
Because of the organizational loosely structure Burger n Boost lack of ideas, how to expand their
business worldwide. No consolation taken from others. Burger n Boost is a small organization
there are less chance to training and tendency to copy from other organization. In addition, the
requirement process is in formal that can influence towards the progression of the whole
2
organization. In that part McDonalds is more professional training of employees and system of
check and balance to everyone make McDonald globally recognized. For divisionalized section
helped, McDonald has to expand their business by taking ideas from different management.
Cultures of organization is created on based on values, expectations, basic attitudes of all
employees and the formal and informal interaction among management, employees, customers.
In addition culture created by founder or owner of the organization. For example, Bill Gates has
always work for long hours for this reason worker of the Microsoft have the same sense of
culture. Likewise, Late Ray Kroc founder of McDonalds have sense of culture that provide good
food with friendly and family oriented restaurant and cleanliness. In Burger and Boost, owners
created culture is very nonprofessional and stressful. Burger n Boost follows Power Culture
where everything is centralized. McDonalds follows Power Culture, Role Culture, Task Culture
and Person Culture. McDonalds culture is very friendly and professional where employees can
empathies with each other. Employees attitudes towards McDonalds and customer is dedicated.
McDonalds has culture to serve their guest within 120 second. And have a system name
GABUSTER time where every Thursday inspector come to the store and check that weather
service and behavior of employees are positive during work time or not. Organizations is known
by their culture like McDonalds team member are trained, friendly to customer and with each
other, can share their ideas to management and all team member has job security. In Burger n
Boosts employees does not get proper training, does not right to take any decision and does not
have professional approach towards customer and the organization.
In sum up, I believe that lack of organizational culture and structure in Burger n Boosts growth
is slow. However, if Burger n Boost follow proper organizational culture and structure like
McDonalds it can be a leading chain restaurant worldwide.
LO 1.2: Explain of the relation between an organizations structure and

culture can impact on the performance of the business:
To achieve their objectives adequately organizations constantly need to have a formal structure.
This is essential to appropriate assignments into diverse groups to guarantee that no two
individuals are chipping away at the same extend or undertaking so, we get the most yield for our
information. Since organizations cannot be run without individuals, this has a tendency to make
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different casual structures or situations in the organizations which prompts distinctive mentality,
recognitions, practices and attributes with parts distinctive sorts of aptitudes.
Business execution in a Functional Organization structure can be extremely influenced when it
takes for the stream of correspondence through the diverse levels of the chain of command
making the association moderate to hold fast to the innovation, the political circumstances, the
economy, social changes or social components and legitimate issues. The level of motivation
employees have will influence their yield influencing business execution. Employees may not
comprehend the greater situation and the significant of their individual work. Employees may
have a terrible observation towards work or in light of the fact that everything are characterized
and correspondence is restricted, this could bring about an indifferent nature and state of mind
much more prominent influencing representative relations, influencing motivation, bringing
about low business performance.
Cultural aspect are those that advance in discourse and are in change, always adjusting.
Numerous cases hierarchical society portrays what things connote, whether great or terrible, right
or wrong, and how to gain them when cannot be set-up by formal step.
Then a Divisional Organizational structure has more noteworthy adaptability because of low
levels of administration. This quick ascribe to change makes it focused, ready to conform to
clients needs and providing for it better performance. Better correspondence supports individual
through activity and force to settle on choices giving the inclination of adaptability toward
oneself, bringing on exceptionally energetic representatives, which influences business in a
decent manner.
Matrix being the more up to date authoritative structure, it is a bit unique in relation to the old
thinking about the commonplace supervisor; it likewise rethinks the thought of progressive
system or people utilization of hierarchical force to settle on choices however that of skill force
of employees.
LO 1.3: Discuss the factors which influence individual behavior at work:

Human behavior is very complex and reaction depends on situations. If we understand how
people behave on different situation then we can manage people on workplace for achieving set
goal in organizations. In an organization, management use the existing resources for given task
and have to understand individual behavior. Individual behavior at work depends on five factors
according to John Lvancevich and Michael Mattson. These are:
Figure: Five Factors of Individual Behavior at Work

Demographic Factors:
Individual
behavior
at work
Abilitie
s and
Skills
Person
-ality
Demog
r-aphic
Attitud
e
Percep
t-ion
The demographic variables are financial foundation, training, nationality, race, age, sex, and so
on. Organizations favor persons that have a place with great financial foundation, decently
taught, youthful and so forth as they are accepted to be performing superior to the others. The
youthful and element experts that have great academic foundation and powerful relational
abilities are constantly in incredible interest. The investigation of demographic components is
noteworthy as it helps managements to pick the suitable employer for a specific occupation.
For example, In KFC there are no discrimination for requirement of employees. There are no
rules for individual employees. KFC follow international labor law. In addition, there is no
certain rules for particular race, sex, color etc. For this reason, KFC is an organization where we
can find different types of people where everybody are willing to share their knowledge
according to their ability. Nowadays KFC is giant leading organization in the world of
hospitality. In KFC every employees consider as a potential candidate for providing ideas and
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employees friendliness makes KFC internationally recognized and different from other
organization.
On the other hand, in Burger n Boost, Bangladesh has some problem about sex. In Bangladesh,
female are not contributing properly on hospitality industry because of abuse and discrimination
& salary issue. Male get paid more than women are though women work same job and hours.
Ability and Skills Factors:
The physical limit of a single person to do something can be termed as capacity. Ability can be
characterized as the capacity to act in a manner that permits an individual to perform well.
Such as in KFC management know, individual ability and skill, which will help KFC, achieve
goal and fulfil expectations.
Nevertheless, in Burger n Boost employees are work only for money so they do not have any
permission to talk over management or showing their knowledge because of informal and
centralized organization system.
Attitude Factors:
According to psychologists, attitude can defined as a tendency to respond favorably or
unfavorably to certain objects, persons or situations. A positive attitude can reach an organization
to its desired point.
Likewise, KFC arrange training session for their every single employee. This training can
improvise the negative attitude of an employee and grow can do attitude on them.
There no formal training session arranged by Burger n Boost management to examine the
attitude of employees.
Personality Factors:
Personality depends on different aspect in different individual. It can be social, economic,
religion or geographic.
Personality is very personal factor in workplace because we only see people from outside, we
measure people by their personality that heading to whether he/she can fulfil the task or not.
Sometimes well-groomed person has poor personality. Negative personality can be barrier of an
important task, which will effect on the job performance.
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Perception Factors:
The cognitive methodology implied for deciphering the ecological boosts in a significant manner
alluded to as recognition. Each person on the premise of his/he reference can compose and
translate ecological boosts. Numerous components influence the impression of a single person.
The investigation of observation assumes critical part for the directors. It is vital for troughs to
make the great workplace with the goal that workers see them in most positive way. The workers
are prone to perform better on the off chance that they are going to see it in a positive manner.
Perception, whether misunderstanding the situation or there any awkward information avoiding.
LO 2.1: Compare of the effectiveness of different leadership styles in different

organizations:
Leadership is a vital subject that will dependably pull in consideration because of its importance
in molding the fortunes of organizations as everywhere as possible. Leadership is defined as the
process of influencing others to understand and agree about what needs to be done and how to do
it, and the process of facilitating individual and collective efforts to accomplish shared
objectives by Yukl. The requirement for leadership styles may contrast as per the circumstances
and organizations. There are so might initiative styles we can consider like Autocratic,
Democratic/Participative, Delegative/Laissez-Faire.
Autocratic Leadership:
The autocratic leadership style permits managers to settle on choices alone without the info of
others. Managers have absolute power and force their will on workers. Nobody challenges the
final decision of autocratic leaders.
Participative/Democratic Leadership:
Frequently called the democratic leadership style, participative initiative values the data of
colleagues and other workers, yet the obligation of settling on an official choice rests with the
participative leader. Participative leadership supports worker resolve in light of the fact that
employees settle on commitments to the choice making methodology. It makes them feel as
though their feelings matter. At the point when an organization needs to roll out improvements
inside the association, the participative leadership style helps workers acknowledge changes
effectively because they assume a part simultaneously. This style meets challenges when
organizations need to settle on a choice in a very short time.
Delegative/Laissez-Faire Leadership:
This style, likewise called laissez-faire leadership or delegative leadership style, which is
commonly viewed as the slightest compelling alternative. A glaring difference to the next
essential styles, delegative leaders seldom decide, surrendering this capacity over to the team.
These leaders occasional offer direction to the group and employee choice making to trusted
colleagues. While offering few focal points, this style frequently makes a few weaknesses.
LO 3.1: Discuss the impact that different leadership style may have on
motivation in organizations in period of change:
Example of Leadership styles- TESCO, UK:
Tesco is a client-orientated business. It plans to offer items that give quality to cash for its clients
and to convey astounding administration. To keep at the highest point of its amusement what's
more to keep up its number one spot in the business sector, the organization needs talented staff
whatsoever levels and in all parts. Tesco plans to build up the authority characteristics of its kin
all through the association, from executives and client aides to the leading group of chiefs.
Authority is about impacting, persuading and motivating individuals. It is about instructing and
creating individuals, approaching them with deference yet difficult them. Pioneers look to make
solid groups, with individuals focused on the association's general objectives. The business
journalists Tannenbaum and Schmidt categorized different leadership styles. They suggested that
Figure: Leadership Styles of TESCO PLC. [Source: The Times 100 ]
leadership
styles
could
be
explained
on
scale
ranging
from
Autocratic,
Democratic/Participative, Delegative/Laissez-Faire.
Some Leadership approaches interest up to a point. Nevertheless, the managers claims all
authority to settle on an official choice. Managers receiving an 'I sell' rationality will attempt to
convince their groups to acknowledge their perspective. Managers adopting an I consult
methodology will look for the suppositions of subordinates before taking a action. The votebased methodology is described by an 'I share' reasoning. Choices are made inside groups, with
every part having equivalent information. Stephen's favored initiative style is to take a
democratic methodology. He counsels broadly, as he feels that staff react better to this
methodology. Case in point, when arranging a significant stock diminishment program, he urges
his managers to advance thoughts and create plans. This expands group inspiration and energizes
imagination. A few oversights may be made, however they are utilized as a learning knowledge.
Laissez-faire is at the other side of the range from autocratic. Laissez-faire managers take a
hands-off approach and trusts groups to take fitting choices or actions with expansive
concurred limits. Case in point Martin, Tesco's Program Manager for Education what's more
Skills in the UK may leave an accomplished departmental supervisor to build up a preparing
plan. This could be because of he trusts that the supervisor has a decent information of the needs
of the division and of the business.
LO 2.2: Explain of how organizational theory underpins the practice of

management:
A contingency approach to administration is focused around the hypothesis that administration
viability is contingent, or dependent, upon the interchange between the application of
administration practices and particular circumstances. As it were, the way you oversee ought to
change relying upon the circumstances. One size does not fit all.
Contingency Theory:
Fred E. Fiedler's contingency theory focuses on the conviction that there is no ideal path for
administrators to lead. Distinctive circumstances make diverse initiative style necessities for
directors. The style that works in one environment may not work in an alternate. According to
the hypothesis, we can evaluate situational idealness by three elements: Leader-member

relations, Task structure and Position power.
Classical Theory:
The Scientific school hypothesis was produced by Frederick Winslow Taylor, the hypothesis is
focused around the accept that there is one best way to do a job and the scientific methods can
be
used
to
determine
that
one
best
way.
An alternate donor of the scientific management is Henri Fayol (1841-1925). A French engineer,
he built his own particular study in light of the Managing Director and worked downwards.
Fayol's hypothesis was focused around "general theory of organization". Fayol then again did not
accept that there was a situated of quantities of approaches to deal with the organizations and its
employees; he constructed an individual perception and experience of what functioned admirably
as far as association. Nonetheless, he proposed fourteen standards of administration. There are
some principle as follows: Authority, Discipline, Unity of Command, Unity of Direction,
Subordination of individual interest, Remuneration, Scalar Chain, Initiative, Equity, Stability of
Tenure of Personnel, Order, Esprit de Corps.
Scientific Management:
The third stream is the scientific management. However, organization and authoritative theory
concentrated on macro parts of the structure and techniques of human organizations, scientific
management worried about micro viewpoints, for example, physical exercises of work through
time-and-movement study also examination of men-machine connections. Dissimilar to in the
other two, the scientific management and built its inductive prevailing upon respect to point-bypoint study and observational proof. In juxtaposition, the standards of organization and
authoritative theory were formed by synthesizing knowledge and perception with unique
thinking.
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LO 2.3: Evaluate the different approaches to management used by different

organizations:
Both McDonalds and Burger n Boost take after two or more management approaches as some of
them change relying upon the circumstance, when we say Classical approaches is underscores on
the organizations formal structure, specialized necessities and set of standards and in both
organizations we can see the formal structure furthermore the standards on how everything is
carried out. There is a guideline for everything and a standard way that things are carried out. In
McDonalds, management team always take care of other employees or guide them to achieve
given goal. McDonalds is a very large organization so it has strong management approaches to
it. Beside Burger n Boost is a very small organization which is based on informal structure so it
management approaches is not that much strong like McDonalds.
Forecasting and Planning

Organizing
Drawing
Commanding
action
Building
plan.
Coordinating
up.
Maintainin
Controllin
g activity.
Unifying g
and
Rules and
harmonizi
instructio
ng activity ns.
and effort.
Figure: Management approaches of McDonalds

[Source: http://www.ukessays.com/essays/management]
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The Human Resource viewpoint to management proposed that occupations ought to be intended
to meet more elevated amounts needs by permitting laborers to utilize their maximum capacity.
In McDonald's they treat all employees similarly, open doors are given to everybody, the
employees thoughts, and new advancements are taken into thought. The individuals working
under McDonald's is persuaded by the protected workspace, benefit offer pay and different
profits. They additionally verify that the workers are issue free from any viewpoint at all times,
as though any individual issue it will influence the execution of the worker. Nevertheless, in
Burger n Boost, they do not treat employees equally because of centralized and small
organization. Burger n Boost does not take any decision from general employees. The
contingency approach to management is an augmentation of the humanistic point of view, which
is in light of the thought that in an organization there is nobody ideal path in the management
process (organizing, leading, planning and controlling) to effectively resolve any customized
circumstances. On the grounds that organizations, individuals and circumstances change and
change over the long haul. Therefore, the correct thing to do relies on upon a complex mixture of
basic ecological and interior contingencies. In the food industry numerous things rely on upon
the client needs and needs consequently numerous circumstances vary starting with one client
then onto the next so relying upon the sort of issue the arrangement will be based and this
approach is regular in McDonalds and Burger n Boost.
LO 3.2: Compare the application of different motivational theories within the

workplace:
Motivational scholars consider that for every single thing we do there is a principal reason; as
such it impacts our conduct', our decision of conduct and its permanence, and the measure of
effort put into it. Employees additionally accept that energy about the reasons will empower
expectation and consequently take into account impact on those practices or actions.
Motivational research today concentrates mainly on the determination of what goads motivation
- what boost is obliged to expand motivation - and takes both inborn and outward motivation into
thought. Inborn motivation as per Oudeyer & Kaplon (2007) is best comprehended when
appeared differently in relation to outward motivation, which identifies with any movement that
is attempted due to some of sort of prize or discrete result. Inherent motivation by helpful
12
definition alludes to exercises that are attempted exclusively for joy with no value or quality
forced on it. There are diverse motivational theories for work environment to execution
management, which are talked about in impending discourse.
Maslows hierarchy of Needs Model:
Personal Growth, Problem
Solving.
Higher
Order
Respect, Recognition.
Love, Family, Friendship.
Job security, safety at

workplace.
As indicated by A. H. Maslow human need are not of equivalent quality,

they
riseshelter,
in a clearfood
Basicand
need
like,
succession. Specifically, as the essential needs get to be sensibly decently fulfilled,etc.
an individual
places more accentuation on the secondary needs.
Maslow's progressive system of requirements centers consideration on five levels, such as:
Sel
fAct
uali
sati
onNeeds
Esteem
Social Needs
Lower
Order
Safety Needs
Physiological Needs
Figure: Maslows Hierarchy of Need Model [http://www.ukessays.com/essays/management]
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Herzbergs Two Factors Model:

On the premise examination with engineer and accountants, Frederick Herzberg added a two
factors model of motivation. He solicited his subjects to think from time when they felt
particularly great about their occupation and time when they felt uncommonly awful about their
employment. He likewise requested that they portray the condition that prompted those
emotions. Herzberg found that employees named diverse sorts of conditions that created great
and awful emotions. Herzberg reason that two different sets of elements that affected motivation
at work environment. Those are:
Source: www.practical-management-skills.com
Vrooms Expectancy Model:
Vrooms hope expectancy theory accept that conduct result from conscious choices among
choices whose reason it is to amplify joy and to minimize pain. Vroom understood that a
worker's execution is in light of individual variables, for example, skills, personality, experience,
knowledge and abilities. He expressed that effort; execution and motivation are connected in an
individual's motivation. He utilizes the variablesEffor, performance and reward to record for this.
Source: Google
Motivational factors in workplace depends on organizations size, employees, environment etc.
Maslows motivational theory are more demonstrated briefly than Herzberg and Vitor Vrooms
motivational theory.
14
The greatest quality of Maslow's need theory identifies with its natural nature. It just simply
understandable well that one will most likely be unable to appreciate higher-order needs when
they have no spot to live and nothing to eat. While one may briefly seek after a more elevated
amount require, the craving for sustenance and asylum would most certainly turn into the
essential concentrate once more. Maslow fail to possess the cement meaning of the needs, the
importance of safety, steem, and different components that make up Maslow's theory making it
hard to test. Additionally, generally as standards between people fluctuate, so do standards
between societies. Components like esteem and self-actualization may have immensely
distinctive implications crosswise over diverse societies making it tricky to sum up Maslow's
hypothesis. Because of these difficulties, there is minimal experimental confirmation that
backings Maslow's theory.
On the other hand, the two-element theory ignores situational variables. Herzberg expected a
relationship between satisfaction and productivity. In any case the exploration directed by
Herzberg focused upon satisfaction and overlooked productivity. No far reaching measure of
satisfaction is used. A worker may discover his employment adequate in spite of the way that he
may despise/question an aspect of his responsibilities. The two factor theory is not free from
inclination as it is in view of the characteristic response of workers when they are enquirer the
wellsprings of fulfillment and disappointment at work. They will accuse disappointment for the
outer elements, for example, pay structure, organization strategies and companion relationship.
Additionally, the workers will offer credit to themselves for the fulfillment component at work.
Vroom's expectancy theory varies from the substance theories of Maslow and Herzberg in that
Vroom's expectancy theory does not give particular recommendations on what motivates
organization individuals. Rather, Herzbergs two factors model gives a methodology of cognitive
variables that reflects singular contrasts in work motivation.
For example, TESCO PLC started its journey in 1991. Now TESCO has 2,200 with 468,000
employees. Being a world largest organization TESCO has to follow different types of
motivational theory to motivate its employees. Mostly TESCO use Frederick Herzberg two
factors model of motivational theory. Herzberg demonstrated that to motivate an employee a
business needs to make conditions that make him or her vibe satisfied in the work environment.
Tesco expects to motivate its employees both by paying attention to hygiene factors and by
15
enabling satisfiers. Case in point, it motivates and empowers its employees by fitting and
communicating, by designating obligation and including staff in choice making. It holds
discussions consistently in which staff can be a part of the discussions on pay climbs. Tesco
always ensure employees safety on workplace. Tesco always give its employees benefit who are
able to work hard for it. Likewise TESCO has pay system, who works after 11:00 pm means
night sift they will be paid 11.67 per hour but who are working in normal sift get 7.64 per
hour. On other hand TESCO, employees get FREE SHARE as benefit who work hard and fulfil
TESCOs desire goal.
LO 3.3: Evaluate the usefulness of a motivation theory for managers:

Motivation makes human assets accessible for activity, as every activity obliged physical,
financial and singular contribution. Through utilization of Motivation managers can turn assets
vigorously in this manner they can use those assets for advancement and development.
Motivation enhances the level of effectiveness in organization as employee's puts full efforts
disregarding their capabilities and learning they are included to pick up the advantages of
motivational factor. In this manner, motivation in organization enhances execution level for
upper level employees. It helps in increment in productivity, enhances the proficiency of staff
and lessens the expense for operations. It drives organizations and managements to attain to the
set organizational objectives by the usage of accessible assets adequately and in better way.
Builds collaboration at work, makes better workplace and functions as empower for higher
execution level. Motivation assembles inviting relationship among supervisors and staff as staff
meets a few advantages for their execution. It builds the staff fulfillment level at work and
creates trust and certainty at working environment because of financial and non-financial
motivations. So also, motivation gets to be essential for business on the grounds that it motivated
staff, engages director and teams, makes collaboration environment, makes feeling of having a
place and obligation among staff, diminishes operational expenses and sets aside time effective
activity.
For example In TESCO PLC store there are devisionlized managers everyone follow different
types of motivational theory. TESCO managers mostly follow Maslow's Hierarchy of Needs
because they believe in self-actualization needs because managers get many benefit, which
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motivate them to do their job properly and influence other employees to work, heard. TESCO
always value hard worker who deliver unquestionable world class service to its customer.
LO 4.1: Explain the nature of groups and group behavior within

organizations:
Teams are vital and significant feature of business associations. Work at organizations is isolated
into sub-units that are comprises of bureaus of groups. These groups shape the conduct of
organizations and are in charge of exercises at organizations. It is critical for management to
create seeing about the way of groups inside organizations. The collaboration level among
groups indispensable for organization exercises. Along these lines, individuals with distinctive
aptitudes and conduct designs with in groups influence the level of group execution. The
administration style of managers is having vital impact over these groups and prompts
achievement or disappointment of groups endeavors. The arrangement of groups advances
cooperation, coordination, collaboration, experience imparting, direction accessibility for new
staff and collective outcome of business action.
Nature of Group:
Organizations create groups for an assortment of reasons. Diverse traditional theory of groups
endeavor to clarify why supervisors form groups. The theory of nearness proposes worker's
closeness as the reason in light of the fact that people who working at spots placed near to each
other have a tendency to structure groups. As indicated by balance theory, group arrangement
results from the similarity of state of mind and values between individuals. People with normal
investments maintain their relationship by an equivalent harmony between their demeanor and
common interests. An alternate theory of group development is the trade theory. It recommends
reward-cost results of cooperation as the reason. By getting to be individuals from groups, people
finish their requirement for affiliation. Groups can be build two way within organizations
likewise:
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Figure: Nature of groups within organizations.

Formal Groups:
These are the units that are secured by management of an organization as a component of an
organizational structure. They are characterized as far as their motivation and parts. They are
official as in they have fitting power and they are given financial and physical resources to
achieve certain goal.
Informal Groups:
Informal groups, structured by the staffs themselves. The purposes behind the development of
Informal groups can be the requirement for closeness, customary hobbies, growth or support.
There are two sorts of Informal groups: friendship groups and interest groups. Individuals from
friendship groups have a benevolent association with one another, regular diversions and are
comparable in age and perspective, yet interest groups are structured to deal with a movement
and are brief.
For example, In BURGER n BOOST can define two types of group like nature of groups.
However, being a small organization it is very hard to find any formal group within BURGER n
BOOST. Nevertheless, there is existence of informal group where employees share their
emotions, interest etc. All staffs are very much cooperative among them to job done. In
Think of
Organizations.
Formal
Work for
Groups
organizations goal
acheivement.
Less
permane
nt.
Informal
Emotiona
Groups
l
Bonding.
BURGER n BOOST there is a small formal group which form every year during the winter
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season to change their menu by conducting all three store managers. That formal group is small
but effective to the BURGER n BOOST.
LO 4.2: Discuss factors that may promote or inhibit the development of

effective teamwork in organizations:
French & Bell said that the enthusiasm for teamwork has expanded in the later past, and there is
added weight to create managed toward oneself and coordinated groups to enhance quality,
Adjourning
Performing
Norming
Storming
Forming
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adaptability and employee morale. Numerous components, for example, physical, social and
mental make individuals unique in relation to each other, and this may cause challenges in team
building successfully. Comparable hobbies and foundations among the colleagues would result in
the cohesiveness of the group to increase, and build the possibilities of accomplishment inside
the groups. Similitude in foundation would clear path for more compassion and understanding
among the colleagues. The steadiness and permanency of the group as well, assumes some part
in this. A perpetual group would be more likely to get on well with one another. Comparable
expertise levels and preparing are likewise positive contributors in assisting the groups to get.
There are some stages about group or team building like:
Figure: Group Formation. [Source: http://www.ukessays.com/essays/management/organisationand-behaviour-report-management-essay.php]
Forming:
In this stage, after completing the

task group or team stop to exist.
Forming is the first stage is making a group, it is the choice process and can be, as we would like
to think be a standout amongst the most imperative steps when searching for individuals. People
The team works and trust
each other and achieve desire
not totally opengoal.
up and carry on with
make inquiries of each other to make sense of whether a select number of individuals would be
useful to the group. Individuals at this stage do
professional
skill as they are searching for acknowledgement in the group.

Storming:
Team members try to come close

and think theoretically about
given assignment.
Amid this stage, individuals are starting to voice their individual contrasts, join with other people
who offer the same beliefs, and racer for position in
the group. Subsequently, it is essential for
In this stage, team members
changes and
individuals to keep on being profoundly includeddecide
with leader,
one another,
including to voice any
objective of the team
concerns to feel spoke to and caught on.

Norming:
Team members come together and

try to express their interest and find
the aim of forming team.
In this stage, individuals are starting to impart a typical responsibility to the motivation behind
the group, including to its general objectives and how each of the objectives can be attained to.
Performing:
In this stage, the group is working viably and productively to accomplishing its objectives. Amid
this stage, the style of leadership gets to be more indirect as individuals tackle stronger interest
20
and contribution in the group process. Preferably, the style incorporates helping individuals to
think about their encounters and to gain from them.
Adjourning:
Adjourning is called Closing and celebration. Adjourning is a final stage of group function
process, which was included in 1977. Adjourning is the last stage and is the group meets up to
praise the endeavours of each other for finishing the undertaking. Adjourning group will
dependably meet up towards the end of a project and complement one another for their
performance, in light of the fact every comprehends that parts of the undertaking cannot be
finished without the other.
Case in point, McDonalds have great leadership and this helps them to propel and even motivate
the colleagues to get included in making a positive workplace, alongside high levels of
commitment. McDonalds group leader not just focus all alone point and bearing of the group,
additionally verifies that alternate individuals from the group share this interest. Likewise, they
are able to advance a high level of morale between the colleagues with the goal that they feel
upheld and esteemed. McDonalds train their workers to have great and successful
communication in light of the fact that communication is an imperative variable of interpersonal
connection.
On the other hand, BURGER n BOOST does not follow such group dynamic to form a group.
There are no such formal group who work for particular objective but some informal group can
be seen in BURGER n BOOST, which is built by nature or by organization needs. For this reason
TESCO PLC are more successful than BURGER N BOOST. All assignment given by
organization in McDonalds, there will be a group, which are combination of different, colour,
and race or can be different successful people. Therefore, they can share ideas, feelings or
knowledge that can boost the given objective to be fulfilled.
LO 4.3: Evaluate the impact of technology on team functioning within a given

organizations:
Work environments are adjusting new innovation at an exponentially expanding rate throughout
the most recent few decades. Organizations see innovation as a game changer to build their
benefits. Organizations use advancements likewise mobile phone, messenger, Email, Personal
21
desktop partner, tablets and live conferencing applications etc. for consistent communication in
their organizations. As innovation has its merits, additionally has its disadvantage and faults.
Virtual collaboration has been consolidated by the greater part of the organizations.
E-mail is based on internet which is most quickly spreading manifestation of communication
which organizations are embracing quickly to help their groups. The utilization of email helps
groups to impart and hold data for best execution.
Mobile phones additionally have their immense effect on business and groups inside
organizations, as it is speediest and dependable approach to impart in the middle of groups and
get help on time.
Groupware are new innovative apparatus help groups in arranging meetings, build coordinated
effort and work in a virtual domain with preferred results over emails and telephones.
PCs are mainstream in business as apparatus for administration, communication and record
keeping. The utilization of laptop is extremely famous in business group and helps the ceaseless
organization among colleagues through utilization of internet and its ability is greater and better
than beforehand said devices.
Burger n Boost use many types of technological equipment that help in communication among
employees. Most effective source is smart phone because todays smart phones contain
everything. Now Burger n Boost use only one PO system entry order which is effective for
running the in store operation. Nevertheless, McDonalds has PO system, which, is connected to
all internal stakeholders, which helps it tracking everything. McDonalds has a system name
smart messengers, which is used for communicating with management within a second.
McDonalds use employees entry system to track who are going off or who are coming to the
work. Burger n Boost is way behind compare to McDonalds in term of technological uses in
workplace.
In this way, one can plainly propose from all the above talks that undoubtedly a sound
organizational culture and organizational structure plays the deciding variable for the
achievement or disappointment of the organizations. In this focused business environment, all
22
the organizations are continually attempting to enhance their organizational culture so they can
have an edge over their competitors. Employees are an imperative part of organizational culture
and hence there are different elements that impact singular conduct at the working environment.
By analyzing multinational organizations likewise McDonalds, Tesco Plc. very organized in
term of professionalism. They have functional organization culture and structure and their
leaders are much more concern about how to operate the organizations and how to be in business
field respectfully. Though Burger n Boost is based on loosely structured and leadership skill of
leader has lack of knowledge because, Burger n Boost is centralized in one point. McDonalds
follow Maslows motivational theory on the other hand Tesco Plc. follow various theory to
motivate employees who are main engine of their success.
In sum up, I want to suggest Burger n Boost, if Burger n Boost want to expand its footstep to
worldwide Burger n Boost has to concentrate on organizational structure, and motivate the
employees by offering benefit, job security, hire knowledgeable employees and safe work
environment. Burger n Boost has an option to be a world renewed food chain.
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