Welcome to our guide on Unit 3 Organisational Behaviour, a crucial topic for students pursuing a degree in business management. In this unit, you will learn about the inner workings of organizations, including their structure, culture, and leadership styles. Understanding organisational behaviour is vital for success in both academic and professional settings. However, we know that assignments related to this complex topic can be challenging. That’s where our UK College Unit 3 Organisational Behaviour Assignment Help comes in. We provide expert assistance to ensure that you can fully comprehend and conquer this subject. Our dedicated team of professionals is ready to help you achieve academic success and thrive in your future career. Let’s dive into the fascinating world of organisational behaviour!

Introduction: UK College Unit 3 Organisational Behaviour Assignment Help

Uk College Unit 3 Organizational Behaviour Assignment Help Organisational behaviour refers to the study of how individuals and groups behave within an organisational context. It encompasses a range of concepts, including organisational structure, culture, and communication. Understanding organisational behaviour is vital for individuals in leadership positions, as it allows them to devise effective strategies for managing employees and improving organisational performance.

One key aspect of organisational behaviour is the structure of the organisation itself. This refers to how individuals and teams are arranged within the organisation, with various positions and levels of authority. A hierarchical organisational structure, for example, is one in which there is a clear chain of command, with decision-making authority concentrated at the top of the organisation.

Advantages of Hierarchical Organisational StructureDisadvantages of Hierarchical Organisational Structure
Clear lines of authority and accountabilityThis may create a lack of flexibility and adaptability
Well-defined roles and responsibilitiesMay create a lack of flexibility and adaptability
Can promote greater consistency and conformity in decision-makingMay stifle creativity and innovation

Another important aspect of organisational behaviour is organisational culture, which refers to the shared beliefs, values, and practices that characterise an organisation. The culture of an organisation can significantly influence employee behaviour and motivation and ultimately affect organisational performance.

To summarise, a thorough understanding of organisational behaviour, including both the structure and culture of an organisation, is essential for anyone in a leadership position. Effective communication and employee engagement, as well as the ability to motivate employees through suitable rewards and recognition, are important components of managing organisational behaviour. By effectively leveraging these concepts, organisations can improve employee morale, increase productivity, and achieve long-term success.

The Role of Leadership Styles in Organisational Behaviour

Uk College Unit 3 Organizational Behaviour Assignment Help Leadership style plays a significant role in shaping the behaviour of an organisation. Different styles of leadership can affect the motivation, job satisfaction and commitment levels of team members.

The hierarchical structure of an organisation may influence the leadership style that is adopted, with some leaders being more autocratic and others being more democratic. An autocratic leadership style may create a culture of fear and subservience, while a democratic leadership style encourages employee participation and collaboration, resulting in a more positive work environment.

The motivation of employees is also affected by the leadership style adopted. For example, the transformational leadership style inspires and motivates employees by encouraging them to adopt a shared vision and sense of purpose, whereas a transactional leadership style motivates employees through a system of rewards and punishments.

Factors Influencing Organisational Behaviour

The behaviour of individuals in an organization can be influenced by a variety of factors, both internal and external. In this section, we will explore some of the key factors that underpin organisational behaviour, including levels of management, employee motivation, and individual behaviour.

Levels of Management: Uk College Unit 3 Organizational Behaviour Assignment Help

The hierarchical structure of an organization can have a significant impact on the behaviour of employees. Upper management can set the tone for the entire organization, while middle management can play a crucial role in implementing policies and procedures. Lower-level management can also influence individual behaviour by providing guidance and support to employees on the front lines.

Employee Motivation

Employee motivation is another critical factor that influences organisational behaviour. Motivated employees are more likely to be productive and engaged in their work, while unmotivated employees may become disengaged and apathetic. Factors that can influence employee motivation include rewards and recognition, job security, and opportunities for growth and development.

Individual Behaviour

Organisational behaviour is also influenced by the individual characteristics of employees. Some employees may be naturally more motivated or productive than others, while others may require more guidance and coaching to perform their duties effectively. Additionally, individual attitudes and beliefs can impact how employees interact with each other and respond to directives from management.

Factors Influencing Organisational BehaviourDescription
Levels of ManagementThe hierarchical structure of an organization can impact employee behaviour
Employee MotivationRewards, recognition, and job security can influence employee motivation
Individual BehaviourThe individual characteristics of employees can impact organisational behaviour

Understanding these factors is essential for any organization seeking to improve its overall performance. By addressing issues related to levels of management, employee motivation, and individual behaviour, organisations can create a more positive work environment and improve productivity and profitability.

Organisational Structure and Culture

The organisational structure and culture are fundamental elements that shape the behaviour, motivation, and productivity of the workforce. The structure defines the hierarchical relationship of roles and responsibilities within the organisation, while the culture consists of shared values, beliefs, and behaviours that characterise the workplace environment.

Organisational structure and culture strongly influence employee behaviour, morale, and job satisfaction. A well-designed structure and positive culture can motivate employees to perform well, contribute to the success of the organisation, and create a more satisfying work environment.

The structure and culture of an organisation must support and align with the company’s goals and objectives. Incompatible structures and negative cultures can hinder productivity and decrease employee satisfaction, making it vital to establish a suitable structure and culture that benefits the organisation.

Organisational Structure

Organisational structure refers to the way an organisation is designed to achieve its goals. Traditional organisational structures include hierarchical, flat, and matrix. Hierarchical structures have a clear chain of command, while flat structures have fewer layers of management and emphasise collaboration and teamwork. Matrix structures combine the advantages of hierarchical and flat structures by integrating cross-functional teams.

The organisational structure can significantly affect employee behaviour and motivation. Hierarchical structures often emphasise top-down communication and decision-making, while flat structures place more value on employee engagement and participation. Ideally, the structure should promote communication and collaboration between employees and managers, creating a positive and productive work environment.

Organisational Culture

Organisational culture is a set of shared values, beliefs, and behaviours that characterise the workplace environment. It influences how employees interact, make decisions, and approach their work. A positive culture can increase employee motivation, job satisfaction, and productivity, while a negative culture can have the opposite effect.

Leadership plays a critical role in shaping organisational culture. Leaders who embody cultural values and set a positive tone can inspire employees to perform at their best. On the other hand, leaders who neglect or undermine cultural values can create a negative culture that diminishes productivity and employee well-being.

Related Assignment: UK College Unit 3 Organization And Behaviour 2 Assignment Help

The Relationship between Culture and Structure

The UK College Unit 3 Organizational Behaviour Assignment Help structure and culture of an organisation are closely interrelated. Organisational culture can determine the success or failure of the structure, depending on whether it aligns with the goals and objectives of the company. Similarly, organisational structure can shape and reinforce cultural norms and values, defining how they are communicated and implemented.

The relationship between structure and culture highlights the importance of creating a suitable structure that supports and aligns with the company’s culture. The right structure and culture can encourage employee engagement and productivity, contributing to the overall success of the organisation.

Effective Communication and Employee Engagement

Effective communication is an integral component of any successful organisation. It fosters an open and transparent work environment, where employees are encouraged to share ideas, feedback, and concerns with their superiors. This transparency helps to build trust and loyalty among employees and can positively influence employee engagement.

However, it is essential to note that the hierarchical organisational structure can sometimes hinder effective communication. Employees may hesitate to share their thoughts or feedback if they feel intimidated by their superiors or fear retribution. To overcome this challenge, organisations need to establish clear communication channels and create a culture of open dialogue. Leaders should also adopt a participative leadership style to encourage employee involvement in decision-making processes and make them feel valued.

Employee engagement is critical to the success of any organisation. Employees who are highly engaged tend to be more productive, motivated and committed to achieving the organisation’s goals. Effective communication plays a vital role in fostering employee engagement as it promotes a sense of community and encourages collaboration. Leaders who communicate openly and frequently with their employees can also make them feel connected to the organisation’s values and mission.

Tips for Effective Communication

Listen activelyPay attention to what the speaker is saying, ask relevant questions, and provide feedback to demonstrate your understanding.
Be clear and conciseAvoid using jargon or technical terms that employees may not understand. Use simple language to communicate your message effectively.
Choose the right channelSelect the appropriate communication channel depending on the urgency and complexity of the message. Face-to-face interactions are ideal for complex or sensitive information, while email or messaging apps can be used for routine communications.
Practice empathyPut yourself in the other person’s shoes and try to understand their perspective.
Provide constructive feedbackAvoid criticism and focus on providing constructive feedback to help employees improve their performance.

Motivating Employees for Organisational Success

The success of any organisation is largely dependent on the productivity of its employees. However, to achieve sustainable productivity, motivation is a crucial factor that cannot be overlooked. The task of motivating employees falls within the scope of the organisational structure, which is tasked with several important responsibilities, including:

  • Ensuring a positive work environment
  • Providing adequate rewards and recognition for outstanding performance
  • Fostering a culture of collaboration and open communication

By creating a work culture that emphasises these attributes, organisations can motivate their employees successfully and achieve high levels of productivity.

Motivational Influences on Productivity

Organisations can motivate their employees by providing various incentives, such as financial rewards and flexible work schedules. These incentives provide employees with the necessary motivation to achieve their targets. Through this, employees will be motivated to put in their best efforts, achieve their goals, and increase output, which eventually results in the overall success of an organisation. By adopting motivational tools like coaching, mentoring, and training, employees can develop new skills, enhance their performance, and ultimately, improve productivity.

Rewards and Recognition

Rewards and recognition schemes can play a pivotal role in motivating employees to perform at their best. When employees are publicly recognised for their efforts, they are more likely to feel valued and motivated; this, in turn, leads to an increase in productivity levels. Rewards can range from bonuses and promotions to tokens of appreciation such as certificates and plaques. These schemes should be consistent, clearly communicated and transparent so that employees know what to expect, how to track their progress, and what they need to do to achieve rewards and recognition.

Different Leadership Styles and Their Impact on Organisational Behaviour

The success of any organisation depends on a variety of factors, including the leadership style adopted by those in charge. Leadership styles play a crucial role in shaping organisational behaviour and employee morale. In this section, we will compare and contrast different leadership styles and their impact on organisational behaviour and team motivation.

Democratic Leadership Style

Also known as participative leadership, this style involves engaging team members in the decision-making process and considering their views before making final decisions. The democratic leadership style can create a sense of empowerment among team members, as they feel their opinions matter and that they play a significant role in the organisation’s success. In turn, this can lead to a more positive work environment and increased employee motivation.

Autocratic Leadership Style

This leadership style involves centralising power with the leader and making all decisions without consulting team members. The autocratic leadership style can create a sense of fear and disempowerment among team members, leading to low morale and reduced productivity. However, in some situations, such as during a crisis, this leadership style can be useful in making quick and decisive decisions.

Laissez-Faire Leadership Style

The laissez-faire leadership style involves delegating responsibilities to team members and giving them the freedom to make decisions without interference from the leader. While this style can be effective for highly skilled and motivated teams, it can result in confusion and lack of direction if team members are not adequately trained or lack experience. This can lead to reduced organisational performance and employee morale.

Transformational Leadership Style

Transformational leaders inspire and motivate their teams to achieve exceptional results and foster team collaboration. They lead by example, focusing on creating a positive work environment that encourages growth, innovation and creativity. This leadership style can lead to increased employee engagement, empowerment and improved organisational performance.

Situational Leadership Style

The situational leadership style involves adapting the leadership style to the specific needs of the situation. For example, an organisation may require a more authoritative style during a crisis but benefit from a democratic style in normal circumstances. Effective leaders are those who can recognise and adapt to the needs of the situation and the skills of the team members.

Leadership StyleImpact on Organisational Behaviour and Employee Morale
DemocraticPositive impact on employee morale and organisational performance
AutocraticNegative impact on employee morale and organisational performance
Laissez-FaireCan have a negative impact if team members lack experience and motivation
TransformationalPositive impact on employee engagement and organisational performance
SituationalEffective if the leader can adapt to the needs of the situation and team members

Effective leadership can create a positive work environment that fosters collaboration, innovation and creativity. However, it is essential to recognise that there is no one-size-fits-all leadership style, as different situations and team members require different approaches. By understanding the impact of different leadership styles on organisational behaviour, leaders can identify the most effective strategies to improve employee morale and organisational performance.

The Influence of Organisational Factors on Individual Behaviour

Employee behaviour is heavily influenced by various organisational factors that exist within work cultures. Organisations that foster a positive work culture through rewards and recognition programs are more likely to have employees who exhibit positive behaviour and higher levels of performance. Similarly, a negative work culture is more likely to lead to employee dissatisfaction and a decline in productivity.

Organisational FactorsInfluence on Employee Behaviour
Leadership styleThe style of leadership exhibited by management can have a significant impact on employee behaviour. A democratic leadership style, for example, is more likely to encourage employee participation and commitment to organisational goals.
Organisational structureThe hierarchical structure of an organisation can dictate employee behaviour. A flat organisational structure is more likely to foster a culture of collaboration and teamwork, while a highly hierarchical structure may create a competitive work environment.
Rewards and recognitionA rewards and recognition program that acknowledges employee achievements can positively impact employee behaviour. Employees are more likely to be engaged and motivated when they feel their work is appreciated and valued.

Organisational factors play a crucial role in shaping employee behaviour and overall organisational performance. Organisations that understand this relationship and take steps to create a positive work culture are more likely to achieve success.


In conclusion, organisational behaviour plays a critical role in the success of any organisation. By understanding the various factors that influence employee behaviour, such as leadership styles, organisational structure, and culture, organisations can create a positive work environment that fosters employee engagement and productivity.

Effective communication is essential in creating a positive work environment and ensuring that employees are engaged in their work. Additionally, motivating employees through rewards and recognition can help boost productivity and contribute to the overall success of the organisation.

In academic settings, such as Unit 3 Organisational Behaviour, seeking assistance for assignments related to this subject can be beneficial in gaining a deeper understanding of the theories and concepts that underpin organisational behaviour. By leveraging this knowledge, students can excel academically and later in their professional careers.

Overall, it is crucial to recognise the significance of organisational behaviour and how it can influence the success of an organisation. By taking a holistic approach to employee behaviour and leveraging the various factors that contribute to it, organisations can achieve their goals and thrive in today’s competitive business landscape.

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