CAPCO is a worldwide recognized technology based consulting farm. This well-known farm is flat structured where every stuffs works under their own immediate seniors. CAPCO follows democratic leadership where every employee gets equal chances to take part in the decision making process. Here managers are very much careful of applying different motivational theories among their employees. Organizational functions, clear communication, achieving goals sector get influenced by the CAPCO’s flat structure and ongoing culture.

1. Table of Contents
Introduction:...............................................................................................................................2
Task 1:.........................................................................................................................................2
1.1 Comparison of CAPCO & PA Consulting Group on terms of structure and culture .........2
1.2 Explain how the relationship between CAPCO’s structure and culture can impact on
the performance of the business? ...........................................................................................5
1.3 Discuss the factors which influence individual behaviour in CAPCO?...............................5
Task 2..........................................................................................................................................6
Task 2.1:..................................................................................................................................6
Compare the effectiveness of the different leaderships at “CAPCO” and “Martha Stewart
Living Omnimedia”..................................................................................................................6
Task 2.2:......................................................................................................................................7
Explain how organizational theories (e.g. scientific management and human relations theory)
have had influence on the practice of management? ..............................................................7
2.3 Evaluate the different approaches to management used by CAPCO and PA Consulting Group
(chosen origination). ...................................................................................................................8
Task 3........................................................................................................................................10
3.1 Discuss the impact that different leadership styles may have on motivation within period
of change? ................................................................................................................................10
3.2 Compare the application of two motivational theories (e.g. Maslow’s & Herzberg
theories) within organizational setting? ....................................................................................12
3.3 Explain the necessity of managers to understand and apply motivation theories within
the workplace. ..........................................................................................................................17
Task 4........................................................................................................................................18
4.1 Explain the nature of groups and group behavior within CAPCO......................................18
4.2 Discuss factors that may promote or inhibit the development of effective teamwork
within CAPCO. .......................................................................................................................19
4.3 Evaluate the impact of technology on team functioning within CAPCO..........................22
Conclusion: ...............................................................................................................................22
References:...............................................................................................................................23

2. Introduction:
CAPCO is a worldwide recognized technology based consulting farm. This well-known farm is
flat structured where every stuffs works under their own immediate seniors. CAPCO follows
democratic leadership where every employee gets equal chances to take part in the decision
making process. Here managers are very much careful of applying different motivational
theories among their employees. Organizational functions, clear communication, achieving
goals sector get influenced by the CAPCO’s flat structure and ongoing culture. Having
customized project based software, extremely efficient teams, proper managerial policies
CAPCO has become one the distinctive name for tech based consulting sector as well as its
competitors.
Task 1:
1.1 Comparison of CAPCO & PA Consulting Group on terms of structure
and culture
Consultancy Organizations are built to help other regarding industries on specific issues.
Organizational structures are influenced by elements, for example, its motivation, estimation,
the many-sided quality of the undertakings it plays out in the organization.
Differences:
Conventional consulting farms like the PA Consulting Group have a Hierarchical leveled
structure. This structure is made of multifarious layers and a long levels of leadership from the
top to the base layer. This structure has got some demerits too. Long Hierarchy structure
prevents rapid communication among the members. Although if the communication among the
company is very good but it also takes quality time to reach to the lower level to the upper
level. In traditional Hierarchy organizations we see there is huge bureaucracy & power
centralization. But in PA Consulting Group there is little existence of such demerits.

3. Figure: Hierarchical structure of PA Consulting Group
CAPCO basically runs on Flat organizational structure. The main aspect of this structure is, it has
decentralized power & rapid communication then Hierarchy structure. As there is fewer level of
management so that it’s a very cost efficient structure. There are SBU (Strategic Business Units)
which runs according matrix structure for the both organization. These are small enough to fit
in any project but strong enough to foster any senior decisions in the organization. Basically
they react when unexpected external situation arises in the organization.
Junior Supervisors
Middle Mentors
Senior level
Senior
Management
Middle
Management
Junior
Management
Staff
Junior
Management
Staff
Middle
Management
Junior
Management
Staff

4. Figure: Flat Structure of CAPCO
AS there is less hoops, fast decision making, flexible primary changes can be done through small
span of time. CAPCO’S organizational structure contains least dominance & higher supervision
which makes work relative struggle more acute & existence of satisfaction at personal level.
Similarities:
There are multifarious similarities between CAPCO & PA Consulting Group
on the perspective of structure & culture. Some of the similarities are as following:
Team working: Success of a business mostly depends on the team works of their employees
particularly in the consultancy farm. So both structure in the respective farms got teams that
support the vision of the firm.
Informal teams for respond to flexibility: Every consulting firms got informal teams outside the
organization. In reality, such informal groups respond more rapidly to the flexibility of
unexpected situation than formal teams of an organization.
Open communication: Open, clear & relevant communication exist in both the structures.
Greetings innovation: As CAPCO is itself a consulting farm, it faces numerous challenges every
single day. So there are always greetings for the new innovative methods. Such greetings can
also be found in PA Consulting Group.
Owner(MD)
Stuff Stuff Stuff Stuff
Office Manager

5. 1.2 Explain how the relationship between CAPCO’s structure and culture
can impact on the performance of the business?
Organizational structure & culture plays a huge role in the performance of an organization in
general & CAPCO in particular. Organizational functions, clear communication, achieving goals
sector get influenced by the CAPCO’s structure and culture. The regarded impact on the
performance of the business by CAPCO’s structure and culture can are as following:
Communication between employees and management: In flat structure like CAPCO
communication is more rapid & enhanced than tall structure. Here every employee knows
where to respond & report for their action. Efficient communication among the managers & the
employees leads the firm, towards materializing their visions & objectives.
Flexibility in Decision Making: In reality there might be emergence of unexpected situation
from uncontrollable external environment. Such situation can’t be predicted. In that case
flexible decision making plays a vital role in solving the problem.
Performance, Production and Profitability in CAPCO: Culture built in a company for years of
struggle, alteration & productivity. Here Flat Level structures in CAPCO have empower little
organizations to settle on snappier choices, as they are regularly becoming quickly with new
items and need this adaptability.
Achieving Organizational Goals: Flat structures basically more focused on the goals &
objectives which they need to accomplish rapidly. In CAPCO office employees are responsible
for designating undertakings and activities to employees so the division of work by the seniors
can meet desired venture by the employees on due dates (Capco.com, 2016).
1.3 Discuss the factors which influence individual behaviour in CAPCO?
Organizational behavior basically depends on the behavior of the individuals & group
performance. Employees ways of behavior can be influenced by both inherent and external

6. variables. The factors which influence individual behavioural aspects in CAPCO are described as
following:
Personality: The personality differs as per their experiences, demeanors and abilities of
employees. Another factor is the racial foundations of various individual’s workers, which will
have a huge impact in deciding their qualities and mindset during regarding organizational
works.
Status: The respective status of the employees influences organizational behavior in a great
extent. Every employees holds different bred, manners, norms, guide lines, which makes
individuals to behave differently in a group.
Behavioral traits: the behavioral qualities of the supervisor in CAPCO who facilitates and directs
the group will be different to those of the general employees who work under him, because of
the distinctions in their ability level, status, educational background & force. This is a big factor
which influence individual behaviour in CAPCO.
Task 2
Task 2.1:
Compare the effectiveness of the different leaderships at “CAPCO” and “Martha
Stewart Living Omnimedia”.
In CAPCO democratic leadership theory is followed whereas in Martha Stewart Living
Omnimedia authority leadership theory is followed. Cap comprises of flat structure whereas
every employee works directly under its respective supervisor. As CAPCO follows democratic
leadership so that every employee has equal rights in decision making of the firm. On the other
side Martha Stewart Living Omnimedia which is a craft making, weeding organiser, paints
making organization follows autocratic leadership styles. In Martha Stewart the
correspondence style of an autocratic leader is typically depicted as one way. They tell their
immediate seniors precisely what they need done. The input got from this kind of leadear
would for the most part be impromptu. On the other side, In CAPCO a democratic pioneer
permits others to add to the basic leadership process, directing them to give their info and
share their thoughts. Be that as it may, the pioneer eventually has the last say. This initiative
style likewise supports workers' confidence in light of the fact that their imagination is
energized and compensated, and they can contribute in the basic leadership process so that
every employee feel that their consent & decisions are important for the organization CAPCO.

7. Task 2.2:
Explain how organizational theories (e.g. scientific management and human
relations theory) have had influence on the practice of management?
Organizational theory highlights future prudent steps. Organizational theories help to gather
individuals cooperating to accomplish prime objectives through a division of work. Individuals
structure associations since hired employees have restricted capacities. An organization
provides a method for utilizing singular qualities inside a gathering team to accomplish more
than can be refined by the total endeavors of gathering individuals working separately.
Application of scientific management and human relations theory on the practice of
management is as following:
Scientific management theory:
At first Scientific management theory was approached by Frederick W. Taylor in approximately
1911. The application of this theory is diversely found in practically every modern business
operation around the world. Scientific management theory looks to enhance an association's
productivity & profitability by efficiently enhancing the proficiency of assignment finish by
applying logical, building, and numerical examination (Study.com, 2016). The main objective of
this theory is to decrease labor turnover, expand the procedure and strategies for generation,
and increasing productivity.

8. Figure: Core principals of Scientific Management(self-creation)
Human relations theory:
The main focus of this theory is when employees feel them important for the organization they
work in, then the values & productivity rise high. The human relations administration
hypothesis is an explored conviction that individuals yearning to be a piece of a strong group
that encourages advancement and development to a great extent. Along these lines, if
representatives get unique consideration and are urged to take part, they see their work has
centrality, and they are roused to be more profitable, bringing about top notch work. This
theory was first approached by Professor Elton Mayo's Hawthorne studies.
2.3 Evaluate the different approaches to management used by CAPCO
and PA Consulting Group (chosen origination).
Success of an organizational vision muchly depends on the managerial approach it follows.
Management approach give an organization the combined focus from within the organizational
effort should strive. The most common approaches to management used in CAPCO is as
following:
Gather detailed time & othion information
Teach to all works the new method
select workers whose skills match the rules
workers should benefit from igher output

9. Figure: common approaches to management in CAPCO(self-creation)
Classical Approach:
Classical Approach intend to give specialists the devices important to expanding their
effectiveness and yield on the respected fields, it is additionally reprimanded for making a
"mechanical production system" climate for the organization, where workers do just modest
employments. This is the fundamental managerial approach in management theories.
Neo-classical approach:
Neo-classical approach manages the human relationship management. Human relations
development manages the variables which support higher execution with respect to laborers.
Modern approach:
The present day business ideologists have perceived the social obligations of business exercises
and thinking on comparable lines so that it can encourage Corporate Social Activities(CSR). The
modern approach Aids with concentrating on the elements of complex structures and it is the
fundamental base design for the new sorts of organization.

10. The most common approaches to management used in PA Consulting Group is as following:
Figure: common approaches to management in PA Consulting Group (self-creation)
This approaches in PA Consulting Group requires the specialists to perform at some standard
rate to acquire their base wages. In this case Norms are chosen utilizing the time and
movement study. In the event that specialists can deliver all the more. Organizational theories
help to gather individuals cooperating to accomplish prime objectives through a division of
work. This serves the enthusiasm of the specialists and in addition the administration, as the
laborers feel spurred to amplify their profit to a great extent, while the administration gets the
upper advantage of expanded profitability. Eventually the more motivation employees get from
the organization the more enthusiasm they get in finishing their works.
Task 3
3.1 Discuss the impact that different leadership styles may have
on motivation within period of change?
Modern
approaches
Quantitative
school of
thought
Management
science
approach
Operations
management
approach
Management
systems
approach
Systems theory
approach
Contingency
theory

11. Years of years, leadership has an immediate circumstance. Leaders always tend to decide
values, society, change resistance and worker inspiration in an organization. They shape &
curve institutional methodologies including their execution procedure & timing. The impact of
leadership changing in CAPCO are immense in nature. Here leaders can show up at any level of
an establishment. leadership styles have noteworthy impacts in little organizations as well as on
the planet's biggest corporations like Amazon, Twitter, E-bay. They try to make the corporate
society that impacts the association and its execution properly.
Figure: organization’s leadership(self-creation)
Participative/ democratic Leadership Effects:
Participative leadership is completely opposite of autocratic leadership; this leadership
administration offers one direction to its groups by the top seniors to the employees. Here
leaders maintain whatever authority is needed to settle on conclusive choices yet support input
& of course proposals from all representatives. Eventually here power is centralized, decision
making is very rapid & the workers job is to materialize the decisions only.
Delegate/ laissez-faire Leadership Effects:
Participative Leadership
Delegative Leadership
Autocratic leadership
Corporate Culture

12. This is a distinct difference to the next level leadership styles, delegate leaders once in a while
decide. laissez-faire leaders at times offer direction to the group and deliver basic leadership to
trusted employees. Here of course power is decentralized & employees have the right to take
part in decision making process of the organization.
Autocratic/ authoritarian leadership Effects:
Autocratic/ authoritarian leadership settle on choices with practically no participation from the
respective representatives. These leaders are especially certain obligation regarding
organization working key arrangements. Here power is centralized & employees can’t take part
in decision making process.
Corporate Culture/ organizational culture leadership Effects:
organizational culture has application little in corporate society since workers tend to act in
ways that reflect their pioneers. It can help or hurt operations, regularly subject to the quality
and effectiveness of administration. organizational culture leadership heretical goes on from a
long time in respective organizations.
3.2 Compare the application of two motivational theories (e.g.
Maslow’s & Herzberg theories) within organizational setting?
the discussion of both theories & then their comparison is given below:
Maslow’s motivational theory:
Abraham Maslow told that people are influenced by five fundamental needs. He invented a
pyramid where he shown the chain of needs in an upward order. Here the pyramid starts with
the primary needs like food, clothing, education & safety. Then gradually the need becomes
more & more acute, when one need this fill up the second one comes into mind. In this process
the need reach to the self-actualization apex.

13. Figure: Maslow’s motivational theory
• Physiological Stage:
– This stage comprises of food, clothing, education, minimum safety & other bodily
needs without which we can’t survive in society.
• Safety Stage:
– This stage comprises of security, insurance & primate safety in society.
• Social Stage:
– This stage of needs comprises of affection from family, belongingness,
acceptance from our beloved persons.
• Esteem Stage:
– This stage comprises of pride, self-governance, and accomplishment, social
status, people acknowledgment and respected consideration.
• Self-actualization Stage:
Physiological
Safety
Social
Esteem
Self
-
actualization

14. – This is the final stage of needs pyramid. This stage comprises of fames, desire to
remain permanent in history & self-actualization.
Herzberg theory Herzberg theories:
Frederick Herzberg developed the Two-Factor theory of motivation approximately in 1959. In
his theory he talked about two types of factors, one is intrinsic & the other one is extrinsic factor.
The main theory is when one of the variables from the factor is missing then the dissatisfaction
arises. On the other side when the variables are being met then satisfaction arises among the
employees of the organization.
Hygiene factors –are the sources of dissatisfaction
Outward elements (setting of work)
I. Organization strategy and organization
II. Troubled association with worker's boss
III. Bad behavior with organizational stuff
IV. unhygienic working environment.
Intrinsic factors (Existence of satisfaction)
Arises the sources of satisfaction
I. Accomplishment
II. Acknowledgment
III. Testing, changed, or fascinating work
IV. Duty
V. Headway.
In the Two-Factor theory of motivation particular variables were the certified flashes or
satisfiers. Cleanliness variables, on the other hand, made dissatisfaction in case they were lost or

15. lacking. Frustration could be expected by changes in cleanliness considers yet these overhauls
would by all account not the only one give motivation.
Hygiene factors –are the sources of dissatisfaction
Outward elements (setting of work)
V. Organization strategy and organization
VI. Troubled association with worker's boss
VII. Bad behavior with organizational stuff
VIII. unhygienic working environment.
Intrinsic factors (Existence of satisfaction)
Arises the sources of satisfaction
VI. Accomplishment
VII. Acknowledgment
VIII. Testing, changed, or fascinating work
IX. Duty
X. Headway.

16. Figure: Hygiene factors & Intrinsic factors (DX-FLEET,2010)
Comparison between these two are illustrated as below:
Figure: Factors of comparison between Maslow’s & Hygiene factors motivational theory

17. Intrinsic Meaning between these two theories:
Maslow’s theory of needs basically focuses on the gradual increase of the needs & on the other
side Hygiene factors motivational theory explains the satisfaction & the no dissatisfaction
reasons among the organizational stuff.
Nature of Theory:
Maslow's theory is descriptive on the perspective of gradual increasing needs whereas
Hertzberg’s hypothesis is more prescriptive.
Applicability of Theory:
Maslow's theory is applicable where cash is the prime component. Herzberg's hypothesis is
nothing but the enhancement of Maslow’s theory of needs inspiration.
3.3 Explain the necessity of managers to understand and apply
motivation theories within the workplace.
The need of motivation in organization is indirectly one of the most important factors. In
general, any organization always tries to give their best to their employees. They may
provide insurance facilities, transportation, private flat, short vocational leave or seasonal
bonus. But after doing all of that sometimes organization may not able to satisfy all the
needs of some employees When that happen, employees suffer from the lack of inspiration
from the immediate seniors. On that case motivational theories can perform a huge role. It
makes them to believe that they are not ordinary to the organization rather they are most
valued respected people over here. When motivational theories are on action, employees
get more inspiration & honorable valuation for their job & they try their heart & soul to
materialize organizational vision & objectives with great endeavor. From these discussions
the necessities of applying motivational theories among the stuff by managers are
immense.

18. The reasons why should managers emphasize motivational theories among stuff are
described as following:
Figure: necessities of motivational theories in the organization.
From the former passages it can be reasoned that it is basic for supervisors to have a careful
comprehension of the inspiration hypotheses. Be that as it may, it is simpler said than done.
There is no straightforward answer of how to spur individuals, however a comprehension of the
hypotheses helps. It empowers the directors in upgrading the person as well as the hierarchical
execution.
Task 4
4.1 Explain the nature of groups and group behavior within CAPCO.
Group working in associations is quite typical. Work environment groups can be formal in that
individuals working in the organization are united from various capacities or offices to deal with
a particular task. There are likewise casual groups in the work environment. It has a group chief

19. with whatever remains of the group having particular positions or parts with the reason for
scoring or averting objectives. Casual groups could be a gathering of companions who meet
outside of school or school who offer a typical intrigue, for example, cycling. A group is more
than a gathering of individuals who happen to cooperate. CAPCO uses social networking sites
like Facebook, twitter, link din, Pinterest, WeChat for further communication. After joining the
ATP, new employees face unknown preparing course, including working in different teams
comprising different members. Viable correspondence is at the heart of CAPCO's preparation
program. Their conduct change intercession will give stature flexible workstations
supplemented by extra conduct change systems. This is a two stage study which comprises of
an improvement stage to build up the conduct change methodologies, utilizing a group based
participatory examination approach, that sit close by the stature customizable workstation, and
the mediation conveyance and assessment stage to test adequacy and cost-viability of the
intercession. The course offers a prologue to the worldwide monetary administrations scene,
current dangers and directions, and the establishments of counseling and venture conveyance.
4.2 Discuss factors that may promote or inhibit the development of effective
teamwork within CAPCO.
As a level organized association, CAPCO energizes representatives of its organization to
encourage innovation, new initiatives, flexibilities. There are frequently many inner and outside
components that different viable and insufficient groups. Some of the factors are explained as
following:

20. Figure: factors that may promote effective teamwork within CAPCO
Diversity:
Most companies in UK recognize that there are significant advantages to diversity in the
workplace. This happens in today’s global marketplace, as companies interact with diverse
cultures and clients. By integrating workers from culturally diverse backgrounds into their
workforce companies become much stronger. Above all diversity nourishes new measures to
solve problem which is crucial for any kind of organization & consulting farm like CAPCO in
particular.
Clear & Open Communication:
Great correspondence is a vital instrument in with regards to the point of view of expanding
profitability and keeping up solid working connections at all levels of an organization like
CAPCO. Vague correspondence in the association will definitely prompt unmotivated staff that
may start to scrutinize their own trust in not so distant future. Great correspondence exercise
resolve, traditions, holding among the stuff.
Effective Leadership:
Diversity
Clear And Open Communication
Effective Leadership
Dedicated Individuals
Optimal Group Size
Group Norms

21. Leadership is urgent in guaranteeing the good running of the association according to the
established bench mark towards its vision as a whole. Leaders are assignment situated done by
the representatives. They oversee and in some cases direct work process for most extreme
proficiency. In the end they have a tendency to be more worried about the procedure and the
outcomes. Keeping in mind the end goal to guarantee that happen representatives are
monetarily repaid in a reasonable and opportune way though stockholders are fulfilled by their
interest in the capital of with respect to association. CAPCO is such an consulting farm where
powerful initiative is unimaginably performed.
Dedicated Individuals:
Being a committed worker show dedication for the employment. So few organizations were
worked by a solitary individual who had no help. Employees WHO don't waver to voice their
suppositions or emotions in a gathering setting WHEN IT COMES TO DEPRIVATION are likewise
devoted members. There are Loyal representatives who impart their insights among the
prompt seniors about their choices, despite the fact that they know they won’t value their
contentions.
Optimal Group size:
Group size and also its structure dependably influence respected group procedures and results.
The ideal size and organization of groups for the most part relies on upon the goal of the team.
The diverse blend of information and experience on a group is additionally urgent for finishing
the objective. People who are chosen for groups ought to shoulder as a primary concern that
the entire gathering must have all the skill expected to accomplish its group objectives. In
addition, clear correspondence and great comprehension among the group is likewise essential
for group working.
Group Norms:
Groups are made of various people having different abilities and knowledge, these folks have
their own arrangements of norms. Setting regular standards in a groups does not mean
controlling each part of gathering communication. it can be accepted as an open door for the
colleagues to express their qualities. These sets create as the gathering develops and
collaborates and fundamentally can change a man's conduct that may be new to the group
when it necessary. Eventually standards can be composed which comes convenient for
potential mates and those newcomers who need to rapidly get a feeling of how this
organizational group works already.

22. 4.3 Evaluate the impact of technology on team functioning within CAPCO.
Innovation permits CAPCO counseling firm to better encourage correspondence among the
stuff of a group. It additionally lessens the time, cost connected with gathering work. It likewise
expands working productivity in a gathering. The prime advantages of utilizing innovation as a
part of CAPCO is that it permits divergent gatherings OF THE association of individuals with
various calendars and areas to all the more adequately cooperate and diminishing finishing
times too costs. Some of the technology used in CAPCO are given below:
Figure: technology used in team functioning
CAPCO use video conferencing, cloud computing, ISD, webinars, portable documentation
format & even customized project management tools. Such gadgets are extremely useful for
the employees to work efficiently for the organization.
Conclusion:
The Capital Market company (CAPCO) is a global tech based consultancy monetary
organization. This specialized organization is growing so fast that it has clients approximately
world’s 70% financial services. With hygienic working environment, rapid communication
system, advanced use of technology CAPCO has gained one of the best workplace rating in
Canada(Wikipedia.2014). CAPCO always energizes its representatives to encourage innovation,
new initiatives, flexibilities according to its changing situation. Eventually in CAPCO the impact
e-mail
mobile phones
blackberry
groupware
asynchronous communication

23. of leadership changing in CAPCO are immense in nature. Here leaders can show up at any level
of an establishment.
References: