Running head: EBRYX 1

Organizational Behavior of Ebryx – Final Report

Muhammad Ahmad 16L-4705
Mehwish Amjad 17L-4976
Anmol Asif 17L-4969
Farjmand Malik 17L-4910

BBA-C
FAST-NU

Author(s) Note
This paper is the Final Project of the course named Organizational Behavior, Submitted to
Ma’am Fatima Omer.
Word Count: 2883
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Organizational Behavior
FAST School of Management
Marking Criteria –Project

Group: ______

1. Format and Organization - 10

Abiding by Word Count
Referencing System is consistent and accurate
Proper format followed
2. Individual 10
Any 2 significant topics from this section.
3. Group 10
Any 2 significant topics from this section.
4. Organization 10
Any 1 significant topics from this section.

Comments:____________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

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Quality of application and analysis will also be considered. Therefore, reports should focus on

application and analysis rather than theoretical discussions.

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Table of Contents
Introduction ................................................................................................................................ 4

Background ................................................................................................................................ 4

Services: ................................................................................................................................. 5

Individual Assessment ............................................................................................................... 5

Attribution Theory ................................................................................................................. 5

Problem-Identification in Ebryx ........................................................................................ 5

Analysis.................................................................................................................................. 6

The Rational Decision-Making Model .................................................................................. 6

Analysis.................................................................................................................................. 7

Group Assessment ...................................................................................................................... 7

Expectancy Theory ................................................................................................................ 7

Analysis.................................................................................................................................. 8

Equity Theory ........................................................................................................................ 8

Analysis.................................................................................................................................. 8

Organizational Assessment ........................................................................................................ 9

Myers-Biggs Type Indicator .................................................................................................. 9

Analysis.................................................................................................................................. 9

Goal-Settings Theory ............................................................................................................. 9

Analysis................................................................................................................................ 10

Conclusion ............................................................................................................................... 11

References ................................................................................................................................ 12
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Ebryx Organizational Behavior

Introduction
Organizations, no matter how well designed, can only be as good as the people that run it.
moreover, in order to run a successful organization, certain parameters must be followed. For
instance, if an organization decides to no longer care about the values and beliefs of its employees,
chances are they would not stay in the business much long. This paper will analyze and the identify
the organizational behavior and structure within the IT company Ebryx.
Mission Statement: Our philosophy is to put customers first and empower them to leverage
our solutions to fast-track their success.
Vision Statement: Choosing Ebryx will help you reduce operational costs since our
technology services help to cut down the technology expenses spent on operations. Moreover, to
provide solutions to every department in an organization to manage operations by implementing
robust technology solutions.

Moreover, this paper is divided int three parts, the individual assessment, group assessment,
and the organization as a whole. Within the individual section we will discuss their attitudes and
behavior towards the problem-solving aspect using the attributional theory and the rational theory.
Moreover, in the group assessment, we will analyze the company’s group behavior using the
expectancy theory and the equity theory. Lastly, the organizational assessment would include their
culture and decision-making process using the Myers-Briggs Type Indicator, and the goal setting
theory.
Background
Ebryx was founded in 2008 is a top cyber security and engineering solutions company. Ebryx
is an information technology and services industry. They provide services to the customers worldwide
(Ebryx, 2019). Ebryx provide its services to different countries that include the gulf, North America
and South East Asia. Moreover, they have achieved their objectives in the field of technology
competing with many countries and achieved success by satisfying their customers including Fortune
100 and other developing companies. Ebryx provide services to different departments of organizations
through their technology solutions that eventually reduce the operational costs. Their basic services
include Security Product Engineering, Malware Research and Managed Services, Enterprise
Applications, Mobility, Big Data/BI, Staffing Services, and Cloud Solutions. Additionally, they also
offer pre-built solutions in a number of key areas, including anti-counterfeiting and brand protection.
Ebryx is an engineering consultancy offering systems engineering and software development
services in telecom, security and Web applications. Their services include requirements specification;
technical product evaluation; vendor qualification; system architecture definition; software design,
development, testing and support. They also offer software design and code quality assessment
services including architecture and design review and source code analysis and review from software
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design quality, code quality and security standpoint. Its specialties are Team Outsourcing, System
Testing and Verification, Mobile Applications, Web Applications, Custom Development Projects, and
Security Services. According to similar web Ebryx is a leading in services and solution company with
experience in information security, software and hardware engineering and cybersecurity (Ebryx,
2019). Their services that they provide their customers include
Services:
Ebryx’s basic services include the following:
1. Cyber security
2. Security product engineering
3. Custom engineering
4. Technology solutions
Cyber security: In cyber security they offer wide range of services including security
assessment services, cloud security services, managed security and bespoke cyber security services.
Security product engineering: In this field they offer services including security product
development, malware and threat research, security product engineering and security product testing.
Custom engineering: In custom engineering they provide cloud solutions, web solutions,
embedded systems, enterprise applications, Q&A and testing service, situational awareness
applications, mobility solutions and big data and machine learning.
Technology solutions: Ebryx also provide a wide range of technology solutions. These
solutions combine technology with engineering to create a more efficient workplace.

Individual Assessment
Attribution Theory
The study of assigning causes to one’s behavior and events is known as attribution theory.
Moreover, the Harold H. Kelly’s version of the attribution theory is used in this paper. In this theory,
we interpret the causes of other behaviors in two types, which are situational, and Dispositional
(Hewett, 2017). Situational attribution occurs when the behavior has a main external reason in such a
way that the action is a result of some situational incident. While if the behavior is caused by internal
characteristics of a person then it will be the dispositional attribution.
Problem-Identification in Ebryx
Problems are the part of any system, so the best way to prevent them is to stay ready for them.
Ebryx follows a very precise step by step method to handle issues and problem within the company.
The problem identification process is divided into three particular steps. The first step to solve any
problem is identifying the problem. It includes searching the problem thoroughly to make sure it’s a
genuine problem worth to spent time and effort solving. It prevents any time and resource wastage on
unimportant issues. With the problem identified, the manager then starts to look for the reasons and
causes of the problems; which may be human error, environmental and situational etc. These factors
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causing problems can be divided into internal or external factors. These internal and external factors
can be identified using the 3 interpretations of attribution theory:
• Distinctiveness
• Consensus
• consistency
According to attribution theory, If the distinctiveness of behavior or event is high then it is
likely to have happened due to some external or situational factor. Whereas, if it is low then the
behavior is rooted from an internal cause (Aytac, 2017). Similarly, if the consensus of the problem is
high it is likely to be an externally caused problem and vice versa. However, if the consistency of a
problem is high then the problem is mainly internally caused. In regards to their said management, the
operations manager at Ebryx said:
“Failure to manage is the manager’s fault, NOT the employee’s
fault.”
Third and last step of solving a problem in Ebryx is dependent on the analysis of the problem
as if the problem is external it will be fixed by fixing external factors, if possible. However, if the
reason for the problem is internal it must be narrowed down to the employee(s) who caused the
problem. Furthermore, they investigate and study as if the problem was intentional or unintentional. If
it was deliberately made by an employee, he must get a warning. With three warnings added to an
employee’s record, the management would decide whether to keep him/her or let them go
Analysis
Ebryx has an understanding and supportive environment for their employees. Ebryx is well
adjusted with its employees, which creates an organizational loyalty, resulting in lower dispositional
causes of problems. All the steps Ebryx use to identify a problem have their own essential value.
Furthermore, classifying the behavior in two general types of external and internal give a fair way to
face the issue. Moreover, it also helps to specify the cause of an error. Therefore, if it's situational, the
management should become aware of its external needs which require attention so that no more
problems will arise from the same source. However, if it's dispositional then management should keep
an eye its employees. Narrowing the problem fairly helps to solve it precisely, and using attribution
theory for the purpose is a competent choice.
The Rational Decision-Making Model
Ebryx follows a rational decision-making process, rather than intuition. Moreover, Nigel
Taylor “the rational decision-making model” is used in this paper. The reason for following this
approach is that they are like to focus on the work and make sure under all circumstances that they
provide the quality of work which they have promised (Uzonwanne, 2016). Moreover, they first
identify that there is in fact a criteria on which a decision is needed to begin with and define it. The
second step is that the manager sits with the relevant team which is facing the problem and
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brainstorms various ideas which may solve the problem. Moreover, then it is up to the manager to set
specific standards regarding the success and the failure of the solutions identified in the second step.
The fourth step is that the manager and a few members of the team which are not working on
a project, develop possible results for each solution that was described in the second step.
Furthermore, before making the best possible solution a part of their work, they do a test run on a
significantly less important project. The next step involves tracking and analyzing the results of the
trial to see if it was a success or not. In case it did not work as expected, they test the other solutions.
On the other hand, if it did solve the problem, they implement as a part of their process.
Analysis
Although their model is not an exact match of the rational decision-making theory, it is quite
similar to it. Instead of just one manager focusing on the problems and their solutions, they allow all
of the employees who are facing that problem to provide critical intel and their solutions as well.
Moreover, one of the limitations of the rational decision-making model is that there is a limit to one
person’s ability to collect information (Hewett, 2017). However, with the technique that Ebryx
follows, it eliminates that limitation in such a way that the manager can collect a lot of information
regarding the problem as well as collect possible solution in a very short time interval.
In addition to that, it was also found that their test run of possible solution, prior to
implementing it throughout is a rather beneficial approach to the teams as well as the organization. It
was mentioned during the interview by Mr. Haroon Akhtar that this habit encourages the employees
to communicate their problems better and come up with creative solutions as well. Therefore, it is safe
to say that Ebryx’s decision making process is rather effective in solving problems as well as testing
them.
Group Assessment
Expectancy Theory
Ebryx, is an effective software house when it comes to motivating their employees.
Their management is continuously focused on keeping their employees satisfied and
motivated. Although that did not work out a few times, they learned from their mistakes and
perfected their motivating practices. Moreover, Ahrar Naqvi used the Expectancy theory
which was developed by Victor H. Vroom in 1964 (Friedman, 2008). It is because he would
encourage the team all together rather than just controlling his staff. He believed that his
workers would work with their full potential if given the right drive which may also be why
he cared for them harshly. He believed his employees could be great and he wished to see
them do well.
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Analysis
It is analyzed that their goal setting strategy is in fact quite effective because the
employees seemed to exhibit extreme levels of OCB and were also very motivated.
Moreover, the employees also showed a high level of motivation and dedication to their task.
An additional recommendation that can be made for Ebryx is that they should allow the
teams to develop personal relations along with their professional relations. For instance,
celebrating the birthday of a team member in the team. This practice cannot be done
throughout the company for a single employee because the costs would be too high.
Moreover, it would also increase their team coordination as well.
Ebryx utilizes the expectation theory to inspire their employees to reach for the goals
set out for them. These goals are measurable, conceivable and highly specific. With the help
of this, employees attempt to boom their job overall performance to get the desired rewards.
But it seems to be idealistic because almost all of the people understand high degree
correlation among overall performance and rewards. So, Ebryx also offers its employees
various welfare benefits. Moreover, this enhances their overall performance level even is
these rewards aren't as the employees would have liked them to be. Furthermore, Ebryx may
additionally make certain that the employee can attain the directed performance level by
discovering their own potential to make the organization's operations more seamless.
Equity Theory
Ebryx also uses the equity theory developed by J. Stacy Adams in 1960 (Kilbourne,
1994). At Ebryx the HR team is responsible for monitoring the progress of each employee
and developing their rewards and other outputs as a function for those. They understand that
every employee is different and therefore develop an employee output system accordingly.
When analyzing the said system, they take into account an employee’s loyalty, commitment,
skillset, adaptability to new situations, flexibility, determination, and support of colleagues.
However, they do not take into account their hard word, effort, and enthusiasm.
Analysis
Due to their output system’s effectiveness, most of the employees are satisfied with
their services. However, the more aged employees, that believe in hard work are not. The
reason being that Ebryx focuses on smart work and getting things done creatively and
efficiently. So, there is room for improvement in their employee output system. A
recommendation would be to hire only individuals who focus on smart work.
Moreover, in the interview with Mr. Akhtar, he said a statement to justify this act
which is:
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“There’s a difference between being friendly and being a

friend. As a boss, I need to b friendly, but never a friend.”
He further mentioned that as a software house, they need to focus on the tasks and
their deadlines. If they begin to care about what everyone feels, they won’t be able to get the
job done.
Organizational Assessment
Myers-Biggs Type Indicator
The Myers-Briggs type Indicator was developed by Isabel Briggs Myers and
Katharine Cook Briggs in 1980 (Yang, 2016). Their MBTI attributes have the following
values:
Where you focus your attention – Extraversion (E)
The way you take in information – Intuition (N)
How you make decisions – Thinking (T)
How you deal with the world – Perceiving (P)
Analysis
Ebryx solves problems creatively and is regularly progressive of their way of
thinking, seeing connections and identifying various patterns in their system. Moreover, they
experience a growth strategy and regularly spot and capitalize on new opportunities that
present themselves (Editorial, 2016). However, the culture of Ebryx is such that the
employees from time to time are often hesitant from making decisions and can grow to be
enthusiastic about thoughts that aren't feasible because of constraints on time or other
resources. Therefore, the culture at Ebryx is definitely innovative and creative, however, they
can sometimes lack timely decisions.
Goal-Settings Theory
The goal-setting theory was developed initially by Edwin Locke in 1968 to determine
how organizations develop their goals (Locke, 2006). Ebryx believes heavily on providing
their employees with an achievable reward system. However, the employees themselves are
not a part of the goal setting strategy. Moreover, they have two ways through which the
employees can earn rewards. Firstly, if employees show an above average job performance,
they get rewarded. Secondly, the company promote Organizational Citizenship Behavior
(OCB) in such a way that any employees that helps others and goes out of their way for the
benefit of the company gets a reward as well. It is not necessary that the rewards be in terms
of financial benefits. For instance, employees that stay in the company for more than seven
years are eligible for their car reward in which Ebryx pays the installments of the car on their
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own behalf under the name of the employee. Furthermore, the employees themselves are not
a part of the goal-setting strategy because Ebryx believes that if the employees decide their
own goals or even have a say in it, they would not push themselves further.
Analysis
When talking about Ebryx, it’s quite evident that they are a metrics-driven
organization. Moreover, this technique is far from perfect, it works for Ebryx because of the
culture that they have maintained. At the point of hiring employees, they begin their analysis
of the employee’s capabilities and performances. Based on that they set out specific, and
smart goals for their employees. The reason they make it work is that they communicate
everything, even why they do not include employees themselves in the goal-setting strategy.
Moreover, this technique is done by the HR team at Ebryx.
Hofstede’s Cultural Dimensions Theory

Hofstede in 1973 initially developed this theory and perfected it in 2010 by adding the
sixth dimension. In regards, to Ebryx itself, the company focuses on collective approach with
the employees rather than an individual one. The reason majorly is that the software house
requires employees to work in groups which cannot be successful if the employees are not
functioning collectively. Moreover, there exists a moderate power distance between the
management and the employees. In addition to that, their management has created a culture
which focuses on the long-term goals, long-term success, and long-term planning. Ebryx
would rather focus on the bigger picture instead of small clips. In addition to that, they like to
take high risks as long as the rewards are high as well. Similarly, their culture is focused more
towards the femininity side. Lastly, they focus on indulgence of the day-to-day operations
with regards to their employees.
Analysis

It is analyzed that the company likes to provide the employees the freedom to develop
their skills. Moreover, the employees are also encouraged to take high risks and rewards them
verbally or even financially depending upon the success of the project. It encourages
innovation and creativity in their organization and although its effects might not be visible in
the short-run, they are bound to succeed in the long-run. However, the problem that they very
rarely face due to this culture is that once in a while, employees tend to take advantage of this
leniency for personal gains. However, such cases have been reducing in the past five years.
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Conclusion
Ebryx’s internal systems reflect creativity, innovation, and continuous upgradation. In
addition to that, they are also keen towards their problem-solving technique and prior to
taking any action, confirm that there is in fact a problem to begin with. Moreover, they follow
a rational decision-making process, rather than the intuitive one because they require working
on projects that are often completely logic-based. Furthermore, in regards to their group
assessment, they keep their employees highly motivated and satisfied. Although this has
backfired a few times for Ebryx, however, instead of leaving this technique, they perfected it
by learning from their mistakes.
Moreover, their employees are majorly satisfied with their employee output system.
These satisfied employees usually include younger employees, while the older employees in
terms of age are mostly dissatisfied. Furthermore, as a part of their overall culture, Ebryx
solves problems creatively and is regularly progressive of their way of thinking, seeing
connections and identifying various patterns in their system. However, the culture of Ebryx is
such that the employees from time to time are often hesitant from making decisions and can
grow to be enthusiastic about thoughts that aren't feasible because of constraints on time or
other resources. Lastly, the culture also exhibits satisfaction from the employees in terms of
their goal-setting strategy.
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