Professional Documents
Culture Documents
Table of Contents
Topic
Page
Introduction
Task 1 - Explore organizational structure and culture
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Factors that lead to effective teamwork and the influences that threaten success
Impact of technology on team functioning within a work team and organization
Conclusions and recommendations
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References
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Introduction
Organization is a specific shape of social infrastructure. Therefore, we can realize the
presence of organization in every aspects of our day to day life. We cannot imagine anything
to accomplish without organization now a day (Robbins and Judge, 2013).Today, the
development that we see has been possible by the help of organization. Typically, modern
society is fully dependent on organization to maintain the flow of development and for its
survival. Basically, an expert and experienced manager must have enough knowledge
regarding social organization and about its influence. Nandos and Dominos are very famous
worldwide. They deliberately follow their distinct organizational structure. Leadership and
Motivation theories are also very essential for the survival of a business. Without proficient
leadership practice, an organization cannot reach to its target or goal (Walker, 1986). Overall,
clear understanding of organizational behavior is one of the key point for a manager to drive
his/ her business to the goal.
Organizational
structure
Informal organizational
structure
Formal organizational
structure
Line
organization
Line and
staf
Functional
Committee
Matrix
really impossible. There are various advantages of formal organization. People usually cannot
break the rules in a formal organization. As result, there is a small chance of creating a mess.
Besides, where discipline is very important, there is no alternative of formal organization, for
example; army, navy etc. The main disadvantage of formal organization is, people always feel
pressure in this organization. They cannot work spontaneously. They consider work as a
burden and they are obliged to do that. As a consequence, there is no spontaneous
participation is not seen in a formal organization. There are a very few application of this
structure in Nandos but it is quite common in Dominos.
Informal organizational structure:
Informal organization is a specific type of organization where two or more people can
communicate more friendly on mutual effort without any deliberate structures of authority.
Understanding among higher authority and subordinates, kinship, friendship, good relation,
regional factors etc. are the base of informal organization (Lichtenstein and Brain, 2006). In a
real life scenario, there is no existence of the informal organization. This type of
organizational structure are quite noticeable in Nandos. The main advantages of the informal
organization is; people feel free for working and thus they work spontaneously (Harrington,
1991). They do not feel the task as a burden. On the opposite, maintaining discipline is
sometimes very difficult in informal organization. There is a high chance for creating a mess
in it.
Organizational Culture:
Organizational culture is the set of behavior of people within the organization. It means the
people attach to their actions. Organizational culture of Nandos and Dominos.include its
values, norms, visions, working language, rules, regulations, systems, symbols, thoughts,
beliefs and habits of the people who are part of an organization (Lichtenstein and Brain,
2006). Organizational culture is also an approach of collective and collaborative behaviors
with each other in the organization.
Robert E. Quinn and Kim S. Cameron at the University of Michigan in Ann Arbor said; there
are four types of organizational culture: those are:
Clan: Clan is an oriented cultures with a strong focus on mentoring, nurturing, and more
specifically doing things together. It is almost family like.
which influence individual behavior at work in Nandos can be categorized into three groups.
Those are:
A. Individual variables: Factors of individual variables are:
1. Perception
2. Attitude
3. Aptitude
4. Intelligence
5. Personality
6. Age
7. Sex etc.
B. Situational variables: Sometimes in some cases, people are influenced by the situational
variables. Factors of Situational variables are
1. Working environment
2. Supervision
3. Plant layout
4. Types and models of job.
C. Organizational and social variables: Some organizational and social traditions, customs
etc. are mainly responsible for changing individual behavior. Those are:
1. Rules of the organization.
2. Training facilities
3. Types of leadership.
4. Types of motivation etc.
Behavior is a complex thing. To handle all employers in the organization better understanding
about individual behavior is so crucial. It makes thing easy to operate and control them
efficiently. This is because, giving same motivation to the all individual does not give
expected result (Verbeke, Volgering and Hessels, 1998). It is possible to make everybody
satisfy in a same manner.
v. Situational: Situational leadership style ensues best leader as per situation demands. When
the problem arises, there is a fruitful decision will be taken by the leader. It is the main theme
of situational leadership.
vi. Transactional: It is a leadership style where give and take policy reflects. If you follow
the leader, you must get something in return. Promotion, reward, changes in duties etc. are
given priority.
vii. Transformational: Transformational leadership represents knowledge, expertise, and
creativity of the leaders. They want to bring a significant change to the organization.
Transformational leaders are more committed to contribute to the organization using their
knowledge and expertise in accordance to the vision of the organization.
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2001). People usually conduct and maintain a friendly behavior in the group while working in
Nandos. It is not very uncommon that, there is a chaos to the group. However, leaders are
mainly responsible to resolve the chaos and create a friendly environment to the group
activities.
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are some part of that system (Harrington, 1991). Organizational behavior is nothing just
understanding the people within an organizational shade. What Nandos and Dominos do is
just they implement a good management practice which has make these organization more
successful.
References
Robbins, S. and Judge, T. (2013). Organizational behavior. 1st ed. Boston: Pearson.
Walker, W. (1986). Changing organizational culture. 1st ed. Knoxville: University of
Tennessee Press
Harrington, J. (1991). Organizational structure and information technology. 1st ed.
McGraw-Hill.
Winkler, I. (2010). Contemporary leadership theories. 1st ed. Heidelberg: Physica-
Verlag.
McGregor, D., Bennis, W., Schein, E. and McGregor, C. (1966). Leadership and
USA.
Chung, K. (1977). Motivational theories and practices. 1st ed. Columbus, Ohio: Grid.
Isaac, R., Zerbe, W. and Pitt, D. (2001). Leadership and motivation: The effective
York: AMACOM.
Allport, F. (1955). Theories of perception and the concept of structure. 1st ed. New
York: Wiley.
Fincham, R., Rhodes, P. and Fincham, (1999). Principles of organizational behaviour.
Oxford University Press New York, NY.
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