UKCBC Unit 3 Business Environment-2

UKCBC Unit 3 Business Environment-2

08-04-17 Maddox Smith 0 comment

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UKCBC Unit 3 Business Environment-2

P3.1 Explain how market structures determine the pricing and output decisions of Tesco plc the UK.

Deciding the price and output of any organization is the most critical decision to be made. This decision impacts the success of any business and should be taken after considering a number of factors. These decisions are highly influenced by the market structure. A market is defined as a place where buyers and sellers interact with each other to exchange goods and services. Market structure is basically the way in which these interactions between the seller and the buyer happen. The seller themselves does not the liberty to decide the output and final price on their own rather they have to consider the market structure before doing the business research. Market structure is basically characterized by the number of producers in the market and the type of products sold in the market. If the numbers of sellers are more and they produce similar kind of products, then, in that case, the price and output of the products and services are decided by the supply and demand mechanism. But in the market structure where the goods and services offered are distinct from each other, the decision making lies with the producers. They can decide whether to substitute a product with other and how much to produce (Spar, 2006). Same is the case with Tesco plc. The market structure where the Tesco is operating, for example in the UK, there are many other players in the market which are offering the same products as the UK, hence the price and output of the products offered by Tesco is being decided by the supply and demand mechanism. The decisions are made by Tesco after taking into considerations the strategies and practices followed by the competition. On the other hand in a perfect competition market structure, the number of buyers and sellers are too high so any individual cannot fix the price and output and the decision is made according to the market sentiments. The buyers and sellers can easily enter and exit the market. They have to follow the market pricing in order to be alive in the competition. In other market structures, the producers have the total control over the price and output of the products and services offered by them.

P3.2 Illustrate the way in which market forces shape Tesco plc responses using a range of examples

The market forces are very much responsible in the way a particular organization behaves in a market. Market forces are responsible for deciding the pricing of the products as we have seen in the above segment. Similarly, these market forcesare also involved in another business-related decision-making process. The market forces communicate with each other in order to have better profits and this depends on the market structure. For Tesco plc, the decision making is done depending upon the market preferences i.e. the customer preferences, the competitor analysis, price elasticity, supplier relations, etc. All these forces drive the way Tesco behave in the market. In a perfect competition, the number of buyers and sellers high and they play a crucial role in deciding the prices of the commodities traded on the market. This is often termed by the economists as the price taking property rather than a price making the property as the sellers get to know that at what price they should sell their products instead of deciding it themselves. Are the products being sold in the market are similar then the producers cannot bargain over their product as they are similar to other available in the market. Due to this, the sellers are forced to accept the price prevailing in the market and decide the same price for their products. The market forces decide the trend of the market and interact with each other. The sellers then have to act according to of the conditions set by these market forces. Another form of market structure is a monopoly, where the seller has the complete control over the market and have the liberty to decide the output and price of the commodities offered by them. The pricing of the products is non-elastic and producer has the complete control over it.

P3.3 Judge how the business and cultural environments shape the behavior of Tesco plc the UK.

The business management and cultural environments are very much responsible for shaping the behavior of much organization. Same is the case with Tesco a well. The businesses in the current times are not autonomous and operate under different cultural environment. The behavior of the organization in different markets heavily depends on the culture of that market which may include the society ideologies. This differs from one location to another and while doing business companies like Tesco which is present all over the world have to incorporate in their business practices. The culture of the UK where the Tesco is based is inherited from ancestors and the customer preferences define the behavior of any organization. Different regions of the UK market differ in their business and cultural environment. The retailers in the UK have to deal with different cultures and the beliefs and encapsulate that in the business. The UK has a diverse culture and the businesses like Tesco behave accordingly. In Tesco, the competitor strategies are formulated very carefully taking account the different market environment and different culture in different regions of UK. The regulation and competitive laws of the UK are responsible for making the firms compete with the competitors fairly.

LO4: Be able to assess the significance of the global factors that shape national business activities

P4.1: Discuss the significance of international trade to Tesco plc UK

In the recent times globalization has become very popular and the companies have realized the importance of going global. They have realized the benefits from expanding the business to different geographies. There are a lot of forces which motivate the companies to go global. These are the cheap labor present in certain parts of the world. There are also many geographical locations which are technologically very advanced so opening business in those geographies will help the business to take the advantage of those advanced technologies and use it all over. There are places where the cost of production is very low; the cost of raw materials is very low, so opening business in those locations will be very profitable for the businesses. Same is the case of Tesco plc. This company has also realized that doing business in more than 1 nation makes the organization use its resources optimally that are present in different locations. It makes the utilization of resource management with the company in a more optimal way. On the other hand expanding the business to foreign locations can also take the advantage of international trade policies. These days for being successful and make huge profits it has become a necessity for many organizations to expand globally. It gives the organizations like Tesco plc the opportunity to make use of the diverse workforce. These will bring better profits to Tesco plc.

P4.2 Analyse the impact of global factors on Tesco plc

There various global factors which are present in the market which has a huge impact on the organizations which are operating in the global space. Tesco plc is one such organization which had to face many such global issues. One of the most common is the political system and its regulations imposed on Tesco in expanding its business in different geographies. The UK-based businesses which are operating at global scale face two major challenges in coping with the dissimilar business environment. Any sort of hostile transformation in government policies or structure in any of the major economy will have a far-reaching impact on the UK business. Political factors including the policy changes by the European Union plays a major role in reshaping the UK business. The political changes affect fundamental economic drivers of the countries, and hence, the tax rates, interest rates, etc. get affected. Tesco has to deal with all these factors while doing business and expanding worldwide. The political factors in the EU have a huge impact on the working of the company Tesco plc.

P4.3 Evaluate the impact of policies of the European Union on Tesco plc

The policies of the European Union have a great impact on the Tesco plc. As discussed in the above segment, changes by the European Union plays a major role in reshaping the UK business. The European Union had a great impact in influencing the political regulations and policies. UK is one of the most important members of the European Union and the policies set by the European Union have to be obeyed by the UK industry also. So Tesco has to follow the policies set by the European Union. There are many factors and policies set by the European Union which affect the Tesco plc. Some of these are the taxation policy, interest rate policy, process of business operation, etc. Higher the tax rate, higher is the amount paid by Tesco plc which in turn decreased the profit margin and demotivates the company to expand its business in new geographical areas. The treaties being signed by the European Union is not factorable for the Tesco plc to expand its business in Europe. The most common example is the Common Fisheries policy. This is one of the most controversial policies till date set by the European Union. This policy had a great impact on the fishing industry and prevented the fishing companies from expanding.

Conclusion

Here we can conclude this paper by stating that the market structure, policies set by the government, market forces, etc. play a very key role in shaping up a business and in deciding its future. In the current scenario, it has become very necessary for companies to go global and expand enormously but the global factors sometimes act as roadblocks to them. Hence, the government should keep this in mind and should formulate such policies which should prove to be a win- win situation for both the government organization and behaviour like Tesco plc. These policies can have the form of monetary and fiscal policies and should favor the businesses and motivate them to expand in new geographical regions. These policies should not affect the profit margins of companies and should prove to be beneficial for the companies to expand.

Reference

Helpman, E., & Krugman, P. R. 1989. Trade policy and market structure. Cambridge: MIT press.

Holden, M., & Garrod, D. 1996. The Common Fisheries Policy: origin, evaluation, and future (No. Ed. 2). Oxford: Fishing News Books Ltd.

Spar, D. L. 2006. Markets: Continuity and change in the international diamond market. The Journal of Economic Perspectives, 195-208.

Whitley, R. (Ed.). 1994. European business systems: Firms and markets in their national contexts. New York: Sage.

Börzel, T. 2003. Sharing and Taking EU Policies: Member State Responses to Europeanization (No. p0035). Belfast: Queens University Belfast.

Cannon, C. M. 1978. International trade, concentration, and competition in UK consumer goods markets. Oxford Economic Papers, 130-137.
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edexcel hnd business assignmentsHNC Assignment Helphnd assignment help reviewsHND ASSIGNMENT SAMPLEhnd assignments in businesshnd assignments in computinghnd business assignment helphnd business sample assignmentUKCBC Unit 3 Business Environment-2

Unit 3 Organizational Structure And Behavior Assignment – CAPCO

10-04-17 Maddox Smith 0 comment

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Unit 3 Organizational Structure And Behavior Assignment – CAPCO

Introduction

In this Unit 3 Organizational Structure and Behavior Assignment CAPCO I have discussed about the various structures of Capco and any other organisation. It is seen that the different leadership styles has always a different impact on organisations. So it is very important to acknowledge each style and choose the best so that the employees working can be the urge to work. , moreover I have also discussed about the importance of different motivational theories   and its implications

Task 1

1.1 Compare and contrast CAPCO’s structure and culture with another organisation of your choice. Show the differences and similarities in these two organisations.

The two types of organisation chosen are namely CAPCO and British gas, each of these organisations has their own set of policies and rules.

British gas: British Gas being the largest producer of gas provider has to abide by certain structures. This kind of organisations mainly consists of numerous numbers of division and sub divisions, whether there exists a department head and under which has, lots of employees. There exists departments and each head of the department is the sole decision taker.

Advantages:

• There is clear identification of the objectives
• Every member of the each department is always entrusted with each amount of work
• There are gradation in the promotions work
• Due to huge volume of employee , each employee are being employed under a specific department and under that department is a specific leader , whom employees has to report to .

Disadvantages:

• This kind of cooperation can be bureaucratic , here  each employees can of interfering nature
• The workers or employees has no authority , they had to abide by the decision made by the leader
• Due to its structure, the communication tends to be very slow and not open, this can create dissatisfaction among employees.

CAP CO: It is a wide known a renowned business investmentconsultancy. It is not a huge structure, and it uses a flat structure of organisation.

The advantages are to be precise:

• There exist a very small; channel with less amount of employees in it
• Due to a flat organisation , there are prompt responses from employees regarding any other thing
• The commands are generally very small
• Due to its small network ., it helps in implementing the policies easily without any hindrance
• The leadership is usually very strong.
• Due to its small association of employees it becomes easy to communicate freely.

The disadvantages are:

• Due to no strong authority , sometimes it becomes difficult for the employees to take proper decision
• The is no specific line of control
• Due to non maintenance of proper outlook and influence, it often happens that people doesn’t care much about the total specific goal.
• There can be occurrence of loss

1.2 Explain how the relationship between CAPCO’s structure and culture can impact on the performance of its operations.

The flat structure of CAPCO is a boon, since it helps the employees in various contracts other ways. CAPCO being a investment consultancy it mainly specifies that all its member or employees are satisfied with the work they are being confined with. The flat structure makes it more advantageous, since there employees can be ale to depict its ideas and can work independently. CAPCO‘s owner and the authority always makes it sure that whenever, one employee has finished with one work, they should be depicted with the other. This is done in order make them more challenging, and pushing their limits to highest level. The workers tend to feel that they are more important to the organisation and their inner sense of morale is being motivated instantly. They can work more freely and the owners guides their way of work, encourages taking the decisions on their own. Capco always tends to see that they built an healthy environment, they live in, the workers should be comfortable and feel the work as their own, this helps to work more positively. It also tends to help in establishing their own personal goals to meet their career prosper, advance more in any form this feature

British gas: It is one of the most renowned companies. it is imparts important decisions by directing proper guidelines in them . Being in a tall structure which has both pros and cons in it. Huge company like British always tends to maintain its hierarchy. Here the objectives of the company are mentioned specifically but it is sometimes very difficult to see the perspective of each and every employee, so it tends to divide its employees into department and under which one leader is being assigned. But the leaders actually doesn’t allow the employees to take part in any kind of decision making , but they tend to only divide and allocate the task. In British gas there is scope of promotions, getting high, but there are also difficulties to actually reach them. There is a poor communication system which tends to make the employees more insecure. As their voices are not being heard properly, it creates a sensed of dissatisfaction and turnover rate increases. British gas uses high techniques, but the people employed are not so skilled, so a huge investment is incurred on their training process, sometimes it becomes challenging for t6he authority to employee right amount of employees who are well aware of the system and procedures.

1.3 Discuss the factors which influence individual behaviour in CAPCO or in any organisation of your choice

The different features which tend to control the behaviour of individuals are:

• The different culture: Culture is the association with various features like the way one communicates, the surrounding they are. IN CAPCO, there exists a free flow level of communication, where the employees are allowed to express freely at their own will (Plotnikoff , Lippke, Trinh , Courneya, Birkett, Sigal,2010)
• Diversification: It mainly signifies the different diversified culture and environment we are in . it relates to different race, the different religion etc in a work place . so at Capco , people comes from different culture and these diversities helps the entire team as whole to work properly and together . (Garvare, Johansson, 2010)
• Attitude: It is the process by which an individual person thinks about his own ideas. In British gas, the employees are not given the freedom to think on their own, rather they are given forced decision. While at Capco, they employees are given the right to depict their own decision without any other influence,
• Perception: It is inner talent to see and properly acknowledge and understand thereafter. At British gas , all the decisions are being taken by the head of a department , where as in Capco , the CEO always tends to encourage each and every employee to do their best , to use their own imagination , to bestow with challenge so that they can achieve more .

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Task 2

2.1 Compare the effectiveness of the different leaderships at CAPCO and any other organisation of your choice

CAPCO and MC Donald’s being both a big brands, they tend change their style of leadership, this is because they have huge number of employees, so it is necessary to applies different kinds of styles every time.

• The charismatic or transformational leader: At Mc Donald’s, CEO Jim skinner has always laid more focus on the customers, because they are the people who are the main concentration of company. Customer who has helped Mc Donald over the years to be successful and it is being continuing over the years. It helps in employees to tend to be more challenging and entrusts with a positive attitude (Jadoon, 2016)
• Democratic or participative: CAPCO being a financial company it was mainly a sense of decency in planning, making decisions. Since finance involves loads of pressure, so it readily involves its employees in all its decision making process so that, everyone gets a chance in giving their suggestion. The unique aspect being the communication process is very open , the employees at CAPCO gets a fair amount of work , gets challenged and to work more intensively . (Garvare, Johansson, 2010)

Other styles being:

• Autocratic: This style is generally seen as that organisation where only the top boss is has the all power. Organisation like Trump organisation, generally follow this style, where he is the sole decision maker and the solution giver. Without any consultation with their subordinates, decisions are being given
• The laissez – faire: This is most free flowed leadership style where the employees are the sole decision maker. The management relies completely on the employees to make judgements. There is no authority or line of control. Due to this there might be a trouble for getting proper amount of productivity and the work might get hampered resulting is low production.
• Cross cultural leadership: These can be leadership is seen in those organisation where exist lots of different cultures. It is sometimes difficult to maintain so many cultures, so the managers have to come up with different forms to control these cultural. In UK, this kind of leadership is in widespread amount.

2.2 Explain how organizational theories (e.g. scientific management and human relations theory) have had influence on the practice of management

Scientific management which is being revised by Taylor is states that an organisation can be made better if proper utilisation of resources is being done. It stressed that there should less stress on the wastage on the resources. it mainly postulated four main principle :

1. It is the responsibility of the managers to collect proper  information and knowledge  regarding their work place and after collecting it , they should review it effectively .
2. the managers should always select or choose different scientific methods to coach  their employees in a proper way
3. It further stressed that the methods should be abided as per mentioned
4. It is the sole responsibility of the managers to properly allot work in between the workers.

Taylor in his theory laid more emphasis on the scientific way of working, where employees should be given proper rewards and appropriate way of achieving it.

Human relationship theory: This is namely known as relation of the people. Elton mayo in his theory he laid more stress on the human factor. According to him, human element is the richest element, which should be properly preserved. People should be nurtured, provided with proper training and more stress should be given on their hygiene factor which will automatically help them to motivate from inner self. He laid stress on:

• People should be given the chance to communicate freely
• Which will in turn help in increasing their productivity
• There should mores tress on their societal factors
• Men are most important element and they should be seen as a tool. (Plotnikoff , Lippke, Trinh , Courneya, Birkett, Sigal,2010)

2.3 Evaluate the different approaches to management used by CAPCO and your chosen organisation

CAPCO being a huge investment capital it mostly uses the approach relating to scientifically; where it stressed more on the guidelines ad disciplinary factors are kept in mind. It is believed that under this, people can be trained properly, with fewer amounts of time and also inhabiting a good environment. Under this approach, equal and proper work is being given to each of the employees in a proportionate way. Mc Donald’s being a big brand it always tends to think from the employees perspective before imposing any decision.

• Approach relating to administration:Under this it is believed that, the management practice always differs in a roundabout way than expected. CAPCO, always looks at these principles are modern and tend to apply these.
• Approach relating to bureaucratic way: This type of way is being followed in the renowned British gas, where exists huge command system. Sometimes due this long chain game, it can make employees dissatisfied, because employees feel their hard work is being unrecognised and no sense of confidence remains.

Whereas in Mc Donald’s more emphasis is being given on the employees and customers , so before taking any decision it is being seen whether the consumers are happy or not . Or their employees are getting the vibe to work.

Task 3

3.1 Discuss the impact that different leadership styles may have on motivation within period of change

The different forms of leadership are as follows:

1. Autocratic leadership: In this kind of  leadership style, the manager is all in all. He takes all the decisions. The autocratic leaders they do not give any authority to their employees, So there is little or no place of bestowing their suggestions. This kind of leadership can make employees dissatisfied and results in employee turnover. e.g.: Donald trump (trump organisation)
2. Democratic leadership: This is the most widespread and useful leadership , used by many organisation , it is depiction of the competition , involving the employees , helping them decide their goals , and also has some amount of vigil check from employers as well .  It builds more amount of valour within them.
3. Bureaucratic leadership: Under this leadership, the leader has to go by the books, he tends to abide by the guidelines set and consequently. It also takes a close look on how their employees are performing and if the rules which are being set are being followed or not. Sometimes in factories like in British gas, safety factor is must, where the leader plays an strict role in paying attention with the prescribed policies.
4. Strategic style: It is all about thinking in a strategic way. it always tends to pile up the gap which is being created due to some previous conflict . it is leader who works hard to make plans which will be beneficial for the organisation , and depicts new range of prospects .
5. Laissez – faire style: This kind of style simply puts all the decisions on its team members, it is known as delegative leadership. But often this kind of leadership is not much successful, because due to low involvement of any higher authority these organisations tend to be swallowed away and resulting in low productivity. (Plotnikoff , Lippke, Trinh , Courneya, Birkett, Sigal,2010)

3.2 Compare the application of two motivational theories (e.g. Maslow’s & Herzberg theories) within organizational setting

Maslow need theory

Abraham Maslow has depicted in his model where he has explained the level of variation in terms of each individuals needs. In his theory he described five important hierarchy of need which are;

1. Physiological needs: These needs form the foundation for survival. Without these basic necessities an individual wants to fulfil before stepping out to its next level of need. These are food, lodging, sleeping and the air, etc
2. Safety or security needs: The next is the safety requirement. people always seeks for protection , they want a reliability , protection from the economic structure , adequate place to live in , the surrounding , adequate resources etc
3. Belonging needs: These refer to the relationships which makes life beautiful. Without these social needs a man cannot survive, it creates a balance, so it is important that employees should be given with adequate time for fulfilling its societal needs. E.g.: family, bonding, friendships, intimacy etc.
4. Esteem needs: As the need goes higher so does its need, this needs tells about the sense of achievement which a person tends to feel as it goes higher up. They are important for the survival. e.g.: superiority, promotion, recognisable, self – confidence, truth etc. (Duymedjian, Rüling , 2010)
5. Self – actualisation: It is final stage, it is the highest level where people gets this realisation that they have already reached their highest goal. They tend to believe in achieving the most like the creativity , helping in solving problem etc

Herzberg in his theory proposed that, the needs are mainly the hygiene factors which is the cause of motivation and the motivating factors which can dissatisfy a person at work.

• Hygiene factors: These factors mainly refer to the basic necessities which mainly boost the inner satisfaction of an employee. If these factors are not being properly attained the workers or people can get de motivated at work. E.g.: the job satisfaction, the different types of policies, the relationship with exists in a workplace, adequate salary and working state.
• Motivating factors: These factors are mainly concerned with the work inheritance. These are also known as satisfiers. They are mainly influenced only in a work place. They are namely providing adequate benefits, the promotions, the responsibility given, the career development of individual employees etc.

3.3 Explain the necessity of managers to understand and apply motivation theories within the workplace.

Mangers are the persons who are responsibility for creating a harmonic relation between their employees and maintain a balance between the two atmospheres.

• Building strong communication: If employees are not motivated, they won’t be able to express freely which will hinder their process of communication and ultimately can result in absenteeism, job dissatisfaction. So it is the duty of the managers to realise it.
• Proper career growth: Employees will automatically elevated if they see that their career is being upgraded too. So it is the managers who can actually pull their strings up in taking proper interest in each employee’s career structure.
• Proper training and development: Opportunities can make employees to be more motivated to work. The manager’s needs to understand and see what their individual employees are lacking and who needs proper  training and development, depending on which they will be able o provide proper facilities related to training.
• Adequate compensation: Money is the most powerful motivating factor. We all know that. So managers should abide by it and provide rewards to employees in the form of bonus, extra hike, free office coupons etc. There are namely two types: the inner motivation and external motivation.
• Identification of the gap: The mangers need to realise where his employees are suffering a hunch. As in where are laying back, so he has to understand the gap and critically analyse each of the assumptions related to it.

Task 4

4.1 Explain the nature of groups and group behaviour within CAPCO or your chosen organization.

The organisation which I have chosen is the famous food chain CAPCO and British gas. Both organisations have been constructed in a different way and it usually depends on the type of group they are in due to certain reasons:

• The opinion of different people in a team might vary
• All the team member are in charge in an equal proportion
• Working jointly in order attain the success (Carsrud, Brännback , 2011)

The formation of a team: Teams are generally a group of people which are hailing from different background, culture in order to attain the objective of an organisation in main and their own personal development underneath.

The types of groups are: 

These types are group refers to those organisation which runs under a specific and collaborative effort of the predetermined rules and regulation. Hugely under the supervision of the higher management and authority. It always depicts some amount of challenges to every member to push their limits to a higher level. (Carsrud, Brännback , 2011). Examples are such group command and task group.

Informal or unofficial groups: These groups are totally out of the organisation arena. They are the non – guideline follower.  They are generally close colleagues who doesn’t really follows the strict rules. They reply promptly as and when required. Examples of such groups are interest group and friendship group.

4.2 Discuss factors that may promote or inhibit the development of effective teamwork within CAPCO or your chosen organization

It is important to have an efficient group of people so that they can bind the structure of an organisation and work to the core for achieving the much needed success. CAPCO and British gas the aspects necessary for promotion are:

1. Cohesiveness of a group: It is very important to maintain a high amount of adhesiveness in a team. It is the bonding that will help the different people to finally adjoin and work towards the fulfilment of an organisations purpose. It is the degree to which each member of a team interacts with each other
2. Communication: it is very important that each member of a team have the free flow and open communication with other.  It is a indicator which simply depicts how well a team is being able to respond in attaining the company’s goal and purpose. So it is important to boost the process by given more independence, more duties etc.
3. Size of a group: The group of an organisation is very important. But it is sometimes becomes hard to maintain/. Size refers to the volume, where there exit both complex both and simple mind, so the managers had to play an important role in the process of deciding how to amalgamate such groups.
4. Group standard: These are the silent belief which tends to make things more reliable. They also refer to the policy or the schemes which are being picked up. They also indicates who regular the employees are , how they interact with each other , and how well they maintain their code of attire .
5. Synergy: It is the proper alliance which tends makes the work of nay organisation more efficient. It is proper maintenance of the cost associated with the technological advances used and the efforts of individual team members.
6. Steadiness: It very rightly depends on all above functions like proper communication, efficient work, performance which helps to go with a rhythm or in other words to hold on to the success, the efficiency etc.

4.3 Evaluate the impact of technology on team functioning within CAPCO or your chosen organization

Life without technology is unimaginable. We can’t think anything without technology, they makes our life easily, fast and simple. CAPCO and British gas they with the help of these modern technologies have reached its market to a global platform Due to use of modern gadgets, things tends to be simpler.

• Emails: It is one the fastest and easiest way which is most dependable to all organisations. Starting from small organisations to huge multi groups, without email, it is difficult to lead on. CAPCO being an investment group uses its each bit of work on email, the share trading and everything is being done by emails. So is British gas.
• Use of cell phones: It is a necessity, can we imagine of surviving without water, so is now the concept of cell phone. It is prompt mode of interaction, no matter where you are, what location is. British gas being mostly on factories and distribution warehouses, all team members are not always present at the office premises , so cell phone helps to connect near and far team members and work doesn’t gets hampered.
• Computers, tablets: It is this modernisation period it is important to look beyond the normal approach. Computer are always the rich assets, without this it is not possible to deliver tasks schedule meeting, assign the work, it is a necessity. While more modern approach is the laptops where are the portable devices lighter and much useful and a more modern version being tablets, which is more compatible and easily assessed.
• Internet  , intranet: All these modern technologies mentioned are useless if there are no internet connection .it is the net connection which within its one click connects with each corner of the world. Can we imagine our life without internet, wife , mobile data ? No we can’t. CAPCO and British gas are globally recognized companies who had to deal with numerous things, and for each internet and e-business connectivity is important. Another being intranet, it is connection which is connected internally and helps in dealing with the day to day activities of a work.

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Conclusion

In this Unit 3 Organizational Structure and Behavior Assignment CAPCO I have learnt most importantly is the importance of organisational structure, the structure of an organisation is very important, since it can affect the employee behaviour and the productivity. Moreover I have learnt about the various styles of leadership which can have different impact on the organisation. I have already critically learnt about how the different management theories which can be very effective for an organisation.

Reference

Carsrud, A. and Brännback, M., (2011). Entrepreneurial motivations: what do we still need to know?. Journal of Small Business Management, 49(1), pp.9-26.
Duymedjian, R. and Rüling, C.C., (2010). Towards a foundation of bricolage in organization and management theory. Organization Studies, 31(2), pp.133-151.
Garvare, R. and Johansson, P., (2010). Management for sustainability–a stakeholder theory. Total Quality Management, 21(7), pp.737-744.
Jadoon, Z. (2016) .Discuss the Behavioural Management theories in Detail. Online available at //www.businessstudynotes.com/hrm/discuss-the-behavioral-management-theories/  . Accessed on 8/6/16.
Employee Motivation: Theory and Practice. Online Available at //www.accel-team.com/motivation/  . Accessed on 8/6/16.
Plotnikoff, R.C., Lippke, S., Trinh, L., Courneya, K.S., Birkett, N. and Sigal, R.J., 2010. Protection motivation theory and the prediction of physical activity among adults with type 1 or type 2 diabetes in a large population sample. British journal of health psychology, 15(3), pp.643-661.
Tamborini, R., Bowman, N.D., Eden, A., Grizzard, M. and Organ, A., 2010. Defining media enjoyment as the satisfaction of intrinsic needs. Journal of communication, 60(4), pp.758-777.
Zhang, X. and Bartol, K.M., 2010. Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of management journal, 53(1), pp.107-128.

In this Unit 3 Organizational Structure and Behavior Assignment CAPCO I have discussed about the various structures of Capco and any other organisation, We are posting HND units solutions so scholars can explore the our Assignment Help  and get review the quality of our work.

Unit 6 Contemporary Issue In Travel And Tourism Assignment Sample