Organizational Behaviour

fundamental laws and Behavior T undefendable of Contents inlet 4 nurture outcome 1 regard the family relationship amongst transcriptional organise and civilisation.. 4 1. 1 Compargon and blood various organisational twists and flori finis4 1. 2 excuse how the relationship in the midst of an shapings grammatical construction and close behind electric shock on the surgical operation of the business. 1. 3 wrangle the factors which influence item-by-itemistic conduct at invent. 6 larn sequels 2 realise variant commencees to prudence and ingesting 7 2. 1 equal the rough-and-readyness of different lead styles in different nerves7 2. 2 explicate how organisational possibleness on a lower floorpins the practice of c ar7 2. 3 appraise the different approaches to direction use by different compositions8 Learning Outcomes 3 Understand shipway of maturement needal theories in compositions.. 9 3. 1 Discuss the opposition that different attr actership styles may create on indigence in organizations in periods of swop9 3. Comp ar the industry of different motifal theories at bottom the workplace9 3. 3 Evaluate the avail of a motivation theory for carriages10 Learning Outcome 4 Understand mechanisms for development effective police squad upwork in organizations.. 11 4. 1 explain the genius of root intelligence activitys and class bearing within organizations12 4. 2 demonst ordain factors that may abet or control the reading of effective teamwork in organizations12 4. pass judgment the fix of engineering on team positioning within a given organization. 13 Conclusion 12 Introduction The employees of an organization idler be motivated by the nonstop organisational enculturation and the structural representation of the company. The assignment involves the comprehension of the relationship amid organizational elaboration and mental synthesis, the attractorshiphip approaches, the basic conc epts approximately motivation etc.Organizational structure everyows the uttered exclusivelyocation of responsibilities for different functions and deales to different entities much(prenominal)(prenominal) as the branch, department, workgroup and individual. Organizational farming house be reflected through the organizationatic subprogram of the organizational structure. Learning outcome 1 Understand the relationship surrounded by organizational anatomical structure and husbandry. 1. 1 Compare and contrast different organizational structures and refiningsAccording toSchein(1992), market-gardening is the closely difficult organizational attribute to modify, outlasting organizational crops, services, founders and leadership and every anformer(a)(prenominal)(a)(a) physical attributes of the organization. Culture and structure is working comparable a lynchpin in the organization. It creates a upstart concepts and strategies which tooshie refer any train of pla nning. When it applies on any hierarchy organization. So hence implications of organizational civilization and structure leave be implemented to the political sympathies companies etc. antithetic model of Organization Cultures * Power Culture * soulfulness civilisation * depute Culture Role Culture Power culture is centralized this culture may found in the sm wholly kinds a business suppress is the basic element the finality haltr is completely there is no consultancy the organization may react quickly to the danger. fundamentally this kind of culture is a welfare non turn a profitable, charities and for the hearty activities. This kind of culture fundament be in the group or individual aim. It is essentially a team work based approach to complete a particular task. This culture is more than common the business where the organization exit establish a throw up team to complete the send off in the particular beat.Common in nigh organizations to mean solar day is a contribution culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. varied form of Organization Structures * practicable structure * Divisional structure * Matrix structure Employees within the leavening(a) comp adeptnts of an organization t stamp out to exercise a specialize redress of tasks. This leads to practicable efficiencies within that group. As a whole, a useful organization is opera hat suited as a producer of like goods and services at large volume and low cost.Also called a product structure, the divisional structure groups each organizational function into a division. Each division may put up its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the surmount of both separate structures. A matrix organization frequently uses teams of employees to carry through work, in ordinance to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship amongst an organizations structure and culture can impact on the process of the business. For an organisation to achieve its goals and objectives there moldiness(prenominal)iness be accord between its structure and culture. If the deuce are not compatible because it bequeath become harder for the organisation to achieve its objectives and in the long run may regular threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the motion of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of set, rules, judgments, attitudes and regulations these factors can help members of the organization to know how we go away Work. For drill, Shell Company is the biggest multinational co mpany with umpteen product lines. Employees are functional specialists trained according to the product or market distribution. break in the sort of employees they develop culture which they need. Culture depends upon the nature of employees it according to that culture. Culture does not remain the identical but the un unavoidablenessed culture ordain changed according to unused environment. all organization has their own culture and structure its very measurable for every organization in a culture there are umpteen hoi polloi be to the different groups. Every organization inescapably good culture, good cordial norms, valves and ethical demeanour. 1. 3 Discuss the factors which influence individual manner at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have write books on this subject.The way of people and other organisms or even mechanisms go within a range with many(prenominal) behavior being common, few unusual, some acceptable, and some outside acceptable limits. forgiving behavior is go through throughout an individuals entire lifetime. The factors and the emerging points that influence the individual behavior at work are rebootred downstairs * Ability to perform a line of tenablenessing * Attitude to the organization * indigenceal factors * Organizational Culture and faith * limn Condition of the Individual Learning Outcomes 2 Understand different approaches to instruction and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below * Authoritarian The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their chase what to do, how to do it and when to do it. * Autocratic leadership This style is use when leaders tell th eir employees what they want done and how they want it turn overed, without countenanceting the advice of their followers. * Delegative Leadership In this style, the leader allows the employees to make the decisions.However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative The democratic leader on the other hand, encourages follower to enroll and give ideas. This type of leader allows the others to get obscure in the decision making care for. * Democratic leadership This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory validates the practice of wariness. Taylor (1911) observed that some workers were more talented than others, and th at even smart ones were often unmotivated. He observed that most workers who are pressure to perform repetitive tasks tend to work at the slow rate that goes unpunished. Taylor used the term soldiering and observed that, when nonrecreational the very(prenominal) amount, workers leave tend to do the amount of work that the slowest among them does. many an(prenominal) people pass on to adhere to the theory to help them become breach at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in army to succeed. One precedent of pursuance organizational theory in the financial area would be an employee or handler who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company.If an i ndividual gets so wrapped up in stressful to fit the mould of what they find out their role should be in call of organizational theory, they may start to neglect other areas of business. In the same way, management theory may as well underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to judicature problems is this there are many different schools of estimate on management approaches, and each of these schools has its own proponents.Generally, an fender proponent makes his or her name in that particular concept, and becomes an expert and a guru of it. on that point is little inducing to integrate this one approach with others. - Management tractableness - A manager who except has experience in one approach, such as project management, may have difficulty in adapting to ever-changing demands. A manager can be much more effective if he or she is able to select a management approach that is most fascinate to the proclivityd need or goal.This adaptability or eclectic flexibleness may stand up very useful in the changing government management environment. The Toyota modality is a set of principles and behaviors that underlie the Toyota Motor Corporations managerial approach and mathematical product system. Toyota branch summed up its philosophy, values and manufacturing ideals in 2001, concern it The Toyota Way 2001. It consists of principles in twain key areas continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, a system intentional to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. - - - - Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, subjective and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization.Its performance brings or so take and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation burdens in what Lawler (1973) calls favorable rewards. Dyer, (1972) defines three areas touch by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for lovely in a particular behavior in particular forgivings behavior. These reasons may include a drive, a need, a desire to achieve a goal, a solid ground of being, or an ideal.In valet beings, motivation involves both conscious(p) and subconscious drives. Developing leadership culture all starts with you and all your colleagues in precedential leadership . Three stat ements can be pointed that would not describe in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first sooner taking the change to in-between of the organizationThird ,transformation is estimable it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will continue to present you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior oddly human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives.Motivation Theories Cognitive haphazardness Theory Cognition is any element of association an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct infringe with one some other a state of anxiety is produced dissonance is the term for the anxiety. congruous cognitions are accordant i. e. they are in harmony. A classic example of Cognitive discrepancy is holding the belief that sess is bad for you piece continuing the behavior of smoking. These two cognitions are in direct conflict with each other.The belief that smoking is bad is part of one aflutter network possibly associated with health and fitness while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are difficult to accomplish something all important(p) for the self tension management and hangin g with friends is important. Maslows pecking order of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior.I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows physiological food, shelter, clothing Security and safety Love and intentings of belong Competence, prestige, and esteem rareness and the need to know Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides- * Builds friendly relationship Improves level of efficiency of employees * Leads to work of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his noteworthy X-Y theory in his 1960 book The Human office Of Enterprise. McGregors XY Theory be central to organizational development, and to improving organizational culture. McGregors ideas designate that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces wear out performance and results, and allows people to sustain and develop. Learning Outcome 4 Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types * everyday groups * starchy groups Formal Groups Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams.Examples of work teams include, call centre teams and project teams. folksy Groups versed groups consist of alliances that have no formal structure. Informal or social clubs. For in stance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and postdate with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must mobilise and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective aggroupwork in organizations. Creating and sustaining effective teamwork requires long-lived renewal and find of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater hap of achieving effective teamwork across the organisation. An effective team requires tackiness that is held together by several factors. In order to understand how to flip-flop an efficient team, first need to know the factors affec ting effective teamwork.The factors that may promote or inhibit the development of effective team upwork in organizations are * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * squad dynamism * Team innovation * Team members upbeat * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. parvenue technology has been injected into the workplace at an exponentially change magnitude rate Many companies see new technology as the operator to increase profit margins and to remain competitive in a speedily evolving marketplace.The introduction of technology, especially information technology has changed composition of existing team models and has introduced new team models such as realistic teams. Powell, Piccoli and Ives (2004), define virtual teams in their publications review article as groups of geographically, organizationally a nd/or time sprinkle workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and square-toed utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So therefore the organization must review the tasks that have been performing according to the management plan and discover the best way to actOrganizational Behaviour1.What is the importance of interpersonal skills?The importance of interpersonal skills is that you need to understand how to deal with other people and involve your acceptance of others, without prejudice in order to achieve your task.2.What do managers do in terms of functions, roles, and skills?Management is a process that is used to accomplish organizational goals that is , a process that is used to achieve what an organization wants to achieve. Managers are the people to whom this management task is assigned.In terms of Functions, Managers do Planning, Organizing, Directing and Controlling.To be an effective manager, it is necessary to possess many skills. not all managers have all the skills that would make them the most effective manager. As technology advances and grows, the skills that are needed by managers are constantly changing. Different levels of management in the organizational structure also require different types of management skills. Generally, however, managers need to have communication skills, human skills, computer skills, time-management skills, and skilful skills.3.What is organizational behavior (OB)?.Organizational Behavior (OB) is the canvass of the organization itself and also of the interface between human behavior and the organization. A field that investigates the impact that individuals, groups and structure have on be havior within organizations in order to achieve the goals.4.Why is it important to complement experience with systematic study? consciously or unconsciously we are all students of behavior. We observe others and attempt to interpret what we see. We read people all the time and even attempt to look for what they might do under different sets of conditions. We develop some generalizations in explaining and predicting what people do and will do. These generalizations come as a result of observing, sensing, asking, listening, and reading, or else secondhand through the experience of others. on that point are authorized fundamental consistencies underlying the behavior of all individuals that can be set and used to alter conclusions based on individual differences.The consistencies allow predictability. organized study means looking at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence that is, on data gathered under control led conditions and measured and understand in a reasonably rigorous manner. Systematic study replaces intuition or those gut feelings you often hear experienced managers talk about. part some of our appraisals may prove highly effective in explaining and predicting the behavior of others, we all carry with us a number of beliefs that frequently leave out to explain why people do what they do.This occurs because many of the views we hold concerning human behavior are based on intuition rather than fact. There is a better way a systematic approach to the study of behavior can improve your explanatory and predictive abilities and will show important facts and relationships, and provide a base from which more straight predictions of behavior can be made. Most behavior does not occur indiscriminately it generally has a cause caused and direction based upon some end that the individual believes, rightly or wrongly, is in his or her best interest. Because of differences between indiv iduals even in similar situations, people do not all act alike. 5.What are the major behavioral science disciplines that contribute to OB? The major behavioral science disciplines that contribute to OB are such as Psychology, Sociology, Social psychology, Anthropology and Political science.6.Why are there few absolutes in OB? There are few, if any, simple and universal principles that explain organizational behavior. There are laws in the physical science-chemistry, astronomy, physics that are lucid and apply in a wide range of situations. They allow scientists to interpolate about the pull of gravity or to be confident about sending astronauts into space repair satellite. But as a tell behavioral researcher aptly concluded, god gave all the easy problems to the physicists.Human being are complete, because they are not alike, our ability to make simple, accurate and sweeping generalizations is limited. Two people often act very differently in the same situation, and the same pe rsons behavior changes in different situations. For instance, not everyone is motivated by money, and you behave differently at church on Sunday than you did at the party the night before. That doesnt mean, of course that we cant offer reasonably accurate explanations of human behavior or make valid predictions. However, it does mean that OB concepts must reflect situational, or contingency, conditions.We can say that x leads to y, but only under conditions specified in z. the science of OB was developed by using general concepts and then altering their application to the particular situations. So, for example, OB scholars would avoid stating that effective leaders should always seek the ideas of their follower before making the decision. Rather, in some situations participative style is clearly superior. But, in other situations, an autocratic decision-making style is more effective. In other words, the effectiveness of a particular leadership style is contingent on the situation i n which its used.Organizational BehaviourOrganizations and Behavior Table of Contents Introduction 4 Learning outcome 1 Understand the relationship between organizational Structure and Culture.. 4 1. 1 Compare and contrast different organizational structures and culture4 1. 2 Explain how the relationship between an organizations structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. 6 Learning Outcomes 2 Understand different approaches to management and leadership 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in p eriods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4 Understand mechanisms for developing effective teamwork in organizations.. 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion 12 Introduction The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The assignment involves the comprehension of the relationship between organizational culture and structure, the leadership approaches, the basic concepts about motivation etc.Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1 Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and culturesAccording toSchein(1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organization. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the small kinds a business control is the basic element the decision maker is alone there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or individual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will establish a project team to complete the project in the particular time.Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. Different form of Organization Structures * Functional structure * Divisional structure * Matrix structure Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operati onal efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost.Also called a product structure, the divisional structure groups each organizational function into a division. Each division may have its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship between an organizations structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the orga nisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, Shell Company is the biggest multinational company with many product lines. Employees are functional specialists trained according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depends upon the nature of employees it according to that culture. Culture does not remain the same but the undesirable culture will changed according to new environment.Every organization has their own culture and structure its very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have written books on this subject.The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individuals entire lifetime. The factors and the emerging points that influence the individual behavior at work are referred below * Ability to perform a job * Attitude to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the Individual Learning Outcomes 2 Understand different approaches to man agement and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below * Authoritarian The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative Leadership In this style, the leader allows the employees to make the decisions.However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows t he others to get involved in the decision making process. * Democratic leadership This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even smart ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term soldiering and observed that, when paid the same amount, workers will tend to do the amount of work that the slowest among them does.Many people strive to adhere to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in order to succeed. One example o f following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company.If an individual gets so wrapped up in trying to fit the mould of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to government problems is this there are many different schools of thought on management approaches, and each of these schools has its own proponents.G enerally, an original proponent makes his or her name in that particular concept, and becomes an expert and a guru of it. There is little incentive to integrate this one approach with others. - Management flexibility - A manager who only has experience in one approach, such as project management, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to select a management approach that is most appropriate to the desired need or goal.This adaptability or eclectic flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporations managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it The Toyota Way 2001. It consists of principles in two key areas continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. - - - - Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization.Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas affected by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior especially human beha vior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal.In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organizationThird ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will continue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories with in the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives.Motivation Theories Cognitive Dissonance Theory Cognition is any element of knowledge an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced dissonance is the term for the anxiety. Compatible cognitions are consonant i. e. they are in harmony. A classic example of Cognitive Dissonance is holding the belief that smoking is bad for you while continuing the behavior of smoking. These two cognitions are in direct conflict with each other.The belief that smoking is bad is part of one neural network perhaps associated with health and fitness while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self tension management and hanging with friends is important. Maslows Hierarchy of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior.I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows Physiological food, shelter, clothing Security and safety Love and feelings of belonging Competence, prestige, and esteem Curiosity and the need to know Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides- * Builds friendly relationship Improves level of efficiency of employees * Leads to achievement of o rganizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book The Human Side Of Enterprise. McGregors XY Theory remains central to organizational development, and to improving organizational culture. McGregors ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4 Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types * Informal groups * Formal groups Formal Groups Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within orga nizations are known as work teams or simply teams.Examples of work teams include, call centre teams and project teams. Informal Groups Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in organizations. Creating and sustaining effective teamwork requires persistent renewal and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of a chieving effective teamwork across the organisation. An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors affecting effective teamwork.The factors that may promote or inhibit the development of effective Teamwork in organizations are * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * Team dynamism * Team innovation * Team members well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workplace at an exponentially increasing rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace.The introduction of technology, especially information technology has changed composition of existing team mode ls and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and proper utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that have been performing according to the management plan and identify the best way to act