Table of Contents
1.1 Compare and contrast Capco’s organizational structures and cultures with Sainsbury’s.
Compare and contrast Capco’s organizational structures and cultures to Sainsbury’s.
1.2 Explanation of how the relationship between structure and culture impacts Capco performance
1.3 Discuss the factors which impact individual behavior in Sainsbury’s.
2.1 Compare the effectiveness of different leadership styles in different organizations.
2.2 Organisational theory underpins the practice of management
2.3 The different approaches to management used by Capco and Sainsbury’s.
3.1 Impact different leadership styles on motivation within a period of change.
3.2 Compare the application of two motivational theories within an organizational setting.
Maslow’s Hierarchy of Needs.
Hertzberg two factor theory.
3.3 Necessity motivational theories for managers in the business.
4.1 Nature of groups and group behavior within Sainsbury’s.
4.2 Factors that may promote the development of teamwork effectiveness in business.
4.3 Impact of technology on team functioning within Sainsbury’s.
Organizational behaviors are one of the key issues in the way of the success of the business organization. According to Mullins (2014), organizations’ behavior refers to the behaviors of individuals and groups in organizations focusing on the structure and culture of the organizations. This coursework focuses on a number of factors related to organizations and behaviors based on two particular organizations, Sainsbury’s and Capco. The first part of this coursework outlines the relationship between organizational structure and culture. The second part of the coursework focuses on management and leadership approaches in Sainsbury’s. The third part emphasizes the motivational theories applied in Sainsbury’s. The fourth part of the coursework discusses the mechanisms for developing effective teamwork in the organization.
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1.1 Compare and contrast Capco’s organizational structures and cultures with Sainsbury’s
Organizational structure is the way of setting individuals and groups together to gain the business goals and objectives. Organizational structure focuses on the business mission and vision, aims and goals, and hierarchy and culture. According to Mullins (2014), organizational structures are classified as tall structures, flat structures, and matrix structures.
The tall structure includes a number hierarchy, where the communication between the employees and management take a long time. Thus, the organizations which follow this structure lead to delay in the process of jobs and business functions.
The key aim of the flat structure is to deliver a tall structure that reduces the employee number leading to unemployment. In this structure, the communication line is short, which supports the business to make a quick decision and faster business functions (Mullins, 2014).
Matrix structure the combination of the functional and divisional structure. This structure decentralizes the business functions in different departments which increase the administration costs and conflicts between management and employees (Mullins, 2014)
According to Mullins (2014), four kinds of organizational cultures are widely used in the current business world, which is described as follows:
- Power culture: in this culture, almost all the decisions are made by a particular person, where there are fewer rules and bureaucracy. The managers hold decision-making as well as problem-solving power (Mullins, 2014).
- Role culture: in this culture, hierarchical bureaucracies are practices, where power is distributed to individuals, rather than to a single person (Mullins, 2014).
- Task culture: teams are build up in this culture. Thus, skilled and experienced team members are arranged in this culture (Mullins, 2014).
- Person culture: this culture focuses on beliefs. Thus, individuals are superiors to promote organizations’ aims and objectives in this culture (Ruiz, 2015).
Compare and contrast Capco organizational structures and cultures to Sainsbury’s
The study on Capco shows that it practices a team-driven structure. This structure focuses on a variety of skills to meet specific objectives. When the objective has been met, the employees move towards another project with different employee groups. Regarding culture, Capco focuses on little bureaucracy means a mix of tasks and role culture. This is because Capco believes that the more the employee skills and success, the more the business success. Thus, Capco motivates its employees towards learning through training and development and provides tools to develop their passion to meet the challenges faced (CAPCO, 2015)……………………