UNIT 12 OB-sample 4.docx - Introduction There are numerous...

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Introduction There are numerous factors and schools of thought that can affect a business' operations, both negatively and positively. The right combination, with the proper execution, can all but guarantee the long-term success of a business. One of the more important and significant aspects that can affect a business is organizational behavior. A well-formed organizational behavior model carries with it a degree of flexibility that allows it to be implemented regardless of the situation or environment, or the size of the organization that it is present in. As a result, it can be a valuable tool for any kind of organization, business or otherwise. The aim of this assignment is to discuss various aspects of organization culture in context to A W Holding Company Limited. A W Holding Co Ltd. is headquartered in England. The Company's line of business includes holding or owning securities of companies other than banks. LO1 P1. Analyze how an organization’s culture, politics and power influence individual and team behavior and performance. Organisational Culture is defined as the way in which members of A W Holding relate to each other, their work and the outside world in comparison to other organisations. It can either enable or hinder an strategy of A W Holding. Culture is the sum of attitudes, customs and beliefs that distinguish one group of people from another. Organizational culture is no different from ethnic culture except it usually includes people from all different backgrounds and histories. Charles Handy provided his model of organizational culture which involves four types of culture that the business organization may follow. This model of culture identifying the four types of culture of a business organization will make someone understand why employee feel comfortable working in a particular business organization. Charles Handy developed an Model of Culture that divides organizational cultures into the four categories: role, task, power, and person cultures.
Organisations with role culture tend to be reliant on formal rules and regulations. In role culture organisations formal job descriptions of positions are more important than personal traits and characteristics of individuals taking these positions. In task culture organisations, on the other hand, the levels of skills and competencies to deal with tasks in hand are perceived to be the most important factor to exert influence. Task culture organisations tend to operate in project-based manner with specified deadlines for each project. Disadvantages of task culture organisations include conflicts of interests within teams and other relationship problems due to not clearly specified roles and responsibilities for team members. Power culture organisations tend to be highly autocratic, with a top executive exercising great power towards all organisational processes. The advantages of power culture in organisations can be listed as high speed of decision making and implementation of organisational changes.

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