Managers in organisations.

Assignment Brief

Question 1
Mullins (2016, p73) states that “All organisations have their own individual character, culture and sense of identity, and differ in their attributes, processes and methods of working.” Given these differences, critically discuss the usefulness of studying organisational behaviour.

Question 2
Discuss the role of effective communication in managing a diverse workforce and critically analyse how cultural factors might influence communication patterns in contemporary organisations.

Question 3
Critically discuss how a knowledge and understanding of Belbin’s team roles can help managers in organisations.

Sample Answer

Question 1

“All organisations have their own individual character, culture and identity… Given these differences, critically discuss the usefulness of studying organisational behaviour.”

Organisational Behaviour (OB) is the study of how people, groups, and structures interact within an organisation. While it’s true that every organisation is unique in its culture, values, processes, and people, studying OB remains highly valuable for several reasons:

1. Understanding and Predicting Behaviour
   OB equips managers with models and theories, such as Maslow’s Hierarchy of Needs or Herzberg’s Two-Factor Theory, that help explain why employees act the way they do. Even though organisations differ, these patterns are generally applicable, allowing leaders to predict and influence behaviour.

2. Improving Performance
   Insights from OB encourage better team management, motivation strategies, and communication methods. For instance, understanding that praise and recognition boost morale can improve productivity across different organisational cultures.

3. Managing Change and Conflict
   Organisations must continually evolve. Studying OB, including models like Lewin’s Change Management or Tuckman’s Team Development stages, helps managers guide teams through change and resolve conflicts effectively.

4. Enhancing Adaptability
   While each organisation is unique, the same human factors, stress, motivation, group dynamics, appear everywhere. Understanding these allows flexibility in applying concepts to different settings.

5. Developing Leadership Skills
   OB highlights what makes effective leadership, such as transformational leadership or emotional intelligence, traits that matter regardless of the organisation’s specific culture.

Although critics argue that OB can be too general or theoretical, the field remains practically useful. It provides managers with tools and frameworks they can adapt to fit their own organisation’s character and culture, making it worth studying.

Question 2

“Discuss the role of effective communication in managing a diverse workforce and critically analyse how cultural factors might influence communication patterns in contemporary organisations.”

Effective Communication in a Diverse Workforce

Good communication is the foundation of managing teams well. Within a diverse workforce, which may vary by age, gender, ethnicity, or background, it is essential to:

• Ensure clarity and avoid misunderstandings
  Use simple, jargon-free language. Make information accessible to everyone.

• Build trust and inclusion
  Encourage open dialogue. Show empathy and understanding.

• Enhance teamwork and engagement
  Listen actively, value different perspectives, and encourage collaboration.

• Support remote and flexible work
  Use various tools like video calls or messaging platforms to connect and update the team regularly.

Cultural Factors That Influence Communication

Different cultural backgrounds affect communication styles:

• High-context vs low-context cultures
  In high-context cultures (e.g., Japan), meaning is conveyed through context, non-verbal cues, and relationships. In low-context cultures (e.g., UK), people communicate more directly and explicitly.

• Power distance
  Cultures with high power distance (e.g., India) are more comfortable with formal authority and hierarchy, whereas cultures with low power distance (e.g., Sweden) favour equality and open dialogue with leaders.

• Attitudes to feedback
  Some cultures value direct, critical feedback, while others consider it disrespectful and prefer a more sensitive approach.

Managers need to adapt their style, combining directness with sensitivity, and use inclusive practices, like active listening, confirming understanding, and tailoring messages, to improve effectiveness.

Continued...