Running head: Elements of Organizational Behavior

Topic: Elements of Organizational Behavior

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Running head: Elements of Organizational Behavior

Contents

Introduction......................................................................................................................................3
Overview of the organization..........................................................................................................4
Background......................................................................................................................................4
Strengths and Weakness..................................................................................................................6
Factors serve to Benefit or Hinder Organizational Culture.............................................................7
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................12
References......................................................................................................................................14

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Elements of Organizational Behavior

Introduction

As I write this final paper, I will reflect my journey of working at DSSC Solutions. When

I started working in this company, I found a few strengths and weaknesses within the

organizational culture. I feel that any organization's foundation is its organizational structure or

culture. The structures establish the guidelines and rules that shape the organization's culture.

This program encourages me and give me confidence to believe in my strengths and skills to

understand organizational culture is importance at the workplace. I came to learn that to be

successful, the culture and structure should be very adaptable, imaginative, and creative,

permitting people to rapidly adjust to and be satisfied with their work environment. During this

program I come to learn the link, comparison, and contrast between organizational culture and

structure will be examined in this program on Organizational Structure Culture.

This research paper is my final paper and this research paper help me to understand the

concept of organizational culture element of organizational behavior. In this research paper I

identify organizational culture elements which are noticed in my course. In this research paper I

will outline the organizational culture of the DSSC SOLUTIONS COMPANY where I worked.

When I am working there, I found a few strengths and weakness in DSSC solutions

organizational culture.

The technique in which my company successfully raises awareness about issues of

labeling, bias, as well as discrimination by presenting the rationale behind the line of attack. In

this research paper I will also discuss the variables that contribute to or detract from a

corporation's organizational culture. A census of the information gathered about the organization

will result in suggestions that may be implemented to assist the firm in efficiently managing

workplace variances based on personality, individual, or gender. The purpose of this study is to
give information that will assist organizations in implementing various organizational culture

principles.

For the purpose of this research paper, I have come to specifically look at how we can

improve the Culture and organizational structure. An organizational structure establishes the

attitude, policies, framework, tactics, and moral values that contribute to the development of the

work/organizational culture. For instance, if a company adheres to a strong hierarchy as well as

decision-making power is fixed/assigned to top management, there will be a lack of flexibility

and worker engagement, resulting in a less productive and restrictive culture. However, if the

organizational structure is decentralized, meaning that authority, duty, moreover decision-

making authority are shared between all workers, the culture will be fascinating, inventive,

autonomous, and responsible. This report puts together the strengths and shortcomings of my

company as it pertains to organizational behavior and presents feasible suggestions, pointing out

what we can do to move ahead and how we can contribute to the future success of my company.

Overview of the organization

DSSC SOLUTIONS COMPANY has developed an innovative worldwide strategy

framework for this new age of diversity that will enable the company to handle developing

difficulties in the 160 regions in which it operates. There long-standing dedication to workforce

diversity, affirmative action, equal opportunity, cultural sensitivity, or work-life balance has

matured into a legacy that has become trendy, politically acceptable, and, most importantly,

required by law. DSSC SOLUTIONS COMPANY achieved one of the most significant

improvements in workforce diversity when it created eight diversity administrative task forces

and transformed the problem into a marketplace problem about talent and hiring the best

individuals. Asian, black, Hispanic, and Native American members of these task forces, as well
as people with disabilities, men, and women. The task groups have been headed and staffed by

representatives from that constituency. Each task force's purpose is to boost DSSC SOLUTIONS

COMPANY's market success by concentrating on the different constituencies as customers.

Additionally, task force leaders assist make sure that our diversity training is current, well-

received, or a business priority. Diversity and the notion of workforce inclusion are critical

factors in defining how we conduct business in today's environment, enabling us to compete for

the finest talent, retain workers, gain clients, and sustain our market leadership.

Background

DSSC SOLUTIONS COMPANY trains its workers, supervisors, and executives.

Workers will study diversity goals beyond the standard race, sex, national origin, and religious

themes. The training will assist in comprehending staff diversity in terms of age variations, work

styles, work philosophy, and ethical standards. Additionally, there is a form that any employee

may complete and submit to management if they believe they are being subjected to stereotypes,

discrimination, moreover prejudice. There is a time limit during which that work will be

provided with the opportunity and location to address this concern with top management.

At DSSC employee stereotyping refers to remarks made about workers from various

generations of workers with varying philosophical ideas on work. Nonetheless, the inclination to

stereotype stems mostly from discriminatory actions that are prohibited by federal as well as

state laws against discrimination in the workplace. DSSC SOLUTIONS COMPANY prohibits

discrimination moreover stereotyping among workers. Fundamental workplace rules should be

based on federal or state anti-discrimination laws, for instance, those enforced by the Canadian

Equal Employment Opportunity Commission (EEOC), and must be posted in common locations

accessible to all workers.

 DSSC SOLUTIONS COMPANY is a multinational firm with operations in more than

160 countries throughout the globe, including Brazil, Israel, Thailand, Singapore, and Hungary.

DSSC SOLUTIONS COMPANY's organization does not have a single global culture; national,

regional, cultural, and language variances abound. Nevertheless, by concentrating on DSSC

SOLUTIONS COMPANY's organizational culture in the Canada my company's origin and

headquarters. Perhaps we will have a firm basis for DSSC SOLUTIONS COMPANY's

worldwide organization's behavior.

DSSC SOLUTIONS COMPANY's culture is successful because it places a premium on

internal education. Culture functions because it has always functioned. DSSC SOLUTIONS

COMPANY does not want to pioneer a new business model as a fundamental value. DSSC

SOLUTIONS COMPANY just establishes a very rigid culture that places a premium on

consumer satisfaction as the primary objective of your organization. With the customer's values

in mind, DSSC SOLUTIONS COMPANY has developed a culture where workers are expected

to return.

Strengths and Weakness

Strengths

While working in my organization I found out that my organization's vision is to produce

a high-quality product at an affordable price, on schedule, and with a high level of

responsiveness to client requests. Oftentimes, details consume the majority of meetings and work

time; yet, the outcome is a high rate. This working group has been charged with the task of

precisely defining the goals to be accomplished. These objectives represent the intended outcome

or must be reached to avoid a negative consequence. I also found that our management is very

dedicated to its employees and equipment. One-on-one talks are widespread and occur often.
These one-on-one discussions are intended to help each employee and first-line manager build

personal and professional ties. Our staff and discuss work-related issues, objectives, and solicit

feedback. Additionally, meetings were conducted on camera, phone calls were not answered, and

pagers were turned off. Collaboration is emphasized, and cross-functional groups are the norm.

Additionally, many of the many departments collaborate on a shared objective, and meetings

often involve conference calls with other relevant personnel or locations. Additionally, my

company has filled five non-management roles this year and has two open positions. In general,

DSSC SOLUTIONS COMPANY's corporate culture promotes a healthy and enjoyable work

environment. There is undoubtedly a common meaning since each firm benefits from a broad

range of control, strong cross-functional groups, and empowered people. Additionally, recruit

socialization is often informal, communal, more fixed than variable, serial, and investiture.

Weakness:

My company has a very low level of stability. Personal and career transitions are

unavoidable. The previous line manager served in the role for less than a year before being

moved to a second line position in a separate program. When it comes to acting out of character,

in DSSC solutions few workers indulge in outlandish conduct. Everyone is generally well-

groomed, dressed in business casual attire, and conducts themselves professionally. To

summarise, my company corporate culture is supportive, technologically advanced, and

promotes employee empowerment.

Factors serve to Benefit or Hinder Organizational Culture

Leadership:

The first area of attention for CIOs as they evolve their job is leadership, not only inside

their own IT department but also throughout my company and even beyond. A clear vision, the
capacity to drive change, and the ability to build strong relationships with providers and

consumers are blurring conventional IT functional lines and requiring skills and expertise that

extend beyond them. Leadership with several facets: It is self-evident that CIOs must exhibit

established leadership qualities both inside their own IT organization and throughout my

company they serve. The ability of a CIO to articulate a compelling business vision, collaborate

and develop and execute smart business choices all contribute to a solid skills portfolio.

Nevertheless, if the CIO needs to further grow this function, he needs to acquire numerous other

talents to effectively shift to a larger leadership position.

Motivation:

Motivation is a critical aspect that has been shown to increase the productiveness of

workers in a business. Employee motivation helps my company increase its production while

also assisting the organization is operating as a system. The most critical part of the motivation is

aligning the goals, purpose, as well as values of employees, teams, or the whole business with

the firm's culture. There are organizational and individual incentive approaches that are critical

for an institution's productivity to increase. Personal motivation strategies are important because

they contribute to a motivated workforce that is well integrated into the existing objectives.

Money is a significant component in the inspiration of the most significant motivator,

according to Maslow's hierarchy of needs. Nevertheless, according to Hertzberg's two-

component model of motivation, it has been found as a significant influence on the total

motivation of the workforce. These firms have been using this strategy at the top levels of their

hierarchy, where praise, esteem, acknowledgment, as well as empowerment, are emphasized, by

assuring that they acknowledge their employees' performance. One of the most significant

factors that several motivation theories have examined about employees is that motivation is
mostly determined by the amount they are paid.

DSSC SOLUTIONS COMPANY has validated, in particular, the importance of

cooperation in motivation, as defined by the McGregor XY Theory. DSSC SOLUTIONS

COMPANY has placed a premium on the development of good communication among its

employees, fostering healthy team competitiveness. Both have guaranteed his superiors'

successful involvement in my company, which, according to the Johari window theory, ensures

that people like their job. This contributes to the development or expansion of the labor force by

fostering good communication between employees and their superiors.

Employee motivation is critical for increasing the workforce's total productivity. To

maintain an engaged workforce, a firm must use a variety of measures to guarantee that global

development is not driven by labor. The three firms have implemented initiatives aimed at

ensuring a highly engaged staff. They have all taken the employee's aims into account since one

of the most critical aspects is also strongly related to income. It's consistent with the theories

discussed before, which indicate that money is likely the most significant element driving

employees.

DSSC solutions must develop capabilities:

The second area of concentration for emerging CIOs inside their IT companies is divided

into two components. One is made up of the IT team's procedures, methodologies, and tools. The

other component is the IT staff's skills and competencies. Implementation of a Highway Code If

leadership is the trip to the IT organization's ideal, developed destination, the Highway Code that

explains how to get there is the IT procedures, strategies, and tools that define the driving

Convention's guiding principles. The growing CIO will ensure that all of these are in place to

support his own and his IT organization's tasks as they evolve. By establishing strong
relationships with customers as well as suppliers and optimizing its sourcing model, the IT

organization may gain the knowledge and confidence necessary to lead my company through a

similarly drastic change of business processes, methodologies, and technologies.

Recommendations

My company will encounter people from several different cultures. It is critical to have

the information as well as social skills necessary to engage and work with people who have

varying personalities, individual variations, and gender variances. To connect effectively with

such folks, it is necessary to possess strong social skills. Additionally, one must understand how

to connect with such individuals. To guarantee that co-workers work well with individuals who

have varying personalities, personality factors, or gender disparities, I would propose that the

firm provide classes on how to work more effectively with individuals and their differences.

These workshops may educate workers about collaboration and diversity, as well as how to

create strong work relationships and operate more effectively with diverse people. To begin, a

person must possess the necessary social skills to connect effectively with both colleagues and

customers. Employees should possess strong social skills, both verbal and non-verbal, that

enable them to interact, connect to, and associate with people from diverse cultural backgrounds.

A shared platform where people work in harmony to produce profits or a living for

themselves is termed an organization. A location where people achieve the aspiration of making

it large is termed an organization. My company has its particular method of functioning which

frequently adds to its culture. The ideas, philosophies, principles, as well as values of my

organization, define its culture. The culture of the workplace governs the way workers act

amongst themselves moreover with those outside the firm. The culture dictates that people

engage at my company. The workers must be treated equitably and no one must feel mistreated
or left out in the workplace. The work culture connects the personnel who are otherwise from

various backgrounds, families and have varying views and mentalities. The culture offers the

workers a feeling of solidarity within my company. Certain firms maintain a culture where all the

workers irrespective of their designations have to come into the workplace on time. 3uch a

culture promotes the workers to be timely which finally helps them in the long term.

I think they must follow THINK organizational culture. This organizational culture is

founded on Thomas J. Watson Srattempts.'s to combine the corporation, known officially as the

Computing-Tabulating-Recording Company, which was established via the merger of four

businesses. Watson's objective was to bring the corporation together and secure its lasting

prosperity. His initiatives laid the groundwork for DSSC SOLUTIONS COMPANY's present

think-first my company culture. The cultural traits have been explicitly redefined the industry's

technique of explaining core standards via employee engagement. At the moment, the following

components of DSSC SOLUTIONS COMPANY's corporate culture stand out the most:

 Radical thinking

 Dedication to each consumer’s success

 Invention that matters

 Trustor personal duty in all relationships

Radical Thinking. DSSC SOLUTIONS COMPANY's company culture is defined by

radical thinking. This cultural attribute has remained a significant factor in the company's growth

throughout its over 100 years in the IT sector. DSSC SOLUTIONS COMPANY management

encourages workers to think in ways that might disturb the status quo and vary from established

business practices. Thus, my company culture fosters creative and inventive thinking, which

results in technical advancements. For instance, the corporation created the DSSC SOLUTIONS
COMPANY System/360, the first readily upgradeable computer system family for clients,

particularly industries, relying on contributions from forward-thinking workers. This technology

advancement is consistent with DSSC SOLUTIONS COMPANY's vision moreover purpose

statements. The cultural traits also impact human resource support for the firm’s attempts to react

to opportunities and dangers in the external factors. In the case of DSSC SOLUTIONS

COMPANY, for instance, the corporate culture influences workers and expands to other parties,

including business partners.

Dedication to Every Client’s Success. This characteristic of the business culture places

a premium on customer needs, which influences workers' business growth choices. In this

regard, my company seeks to maintain a high level of customer service to meet the IT industry's

demands. This cultural characteristic demonstrates the critical role of client relationships in

determining a firm's profitability. Concern for customer service quality is a sociocultural external

aspect that is significant in the sector, as DSSC SOLUTIONS COMPANY's PESTEL

investigation found. For instance, consumers are likely to create a good view of and respond to a

business depending on the efficacy of the product and the quality of service. Thus, this factor of

DSSC SOLUTIONS COMPANY's corporate culture contributes to the corporation's aims of

consumer loyalty or a rising or steady market share.

Innovation that Matters – for Our Company & the World. This corporate culture

characteristic places a premium on meeting market demand via product growth, which is the

corporation's intense growth or competitive advantage strategies. To guarantee that innovation is

meaningful, this cultural trait emphasizes quality as a critical component of success in the

information technology industry. For instance, superior computer systems assist clients in the

long run by resolving their business challenges. Thus, organizational culture adds to the value of
the corporate name, which is identified as a competitive advantage in DSSC SOLUTIONS

COMPANY's SWOT analysis.

Conclusion

In conclusion, the purpose of this study is to present information about the firm and how different notions

of organizational culture should be integrated. The DSSC SOLUTIONS COMPANY Corporation's

business model is built on offering broad possibilities to people in various parts of the globe, as well as

providing services to nations' philanthropic initiatives aimed at eradicating hunger and granting profit

shares in the corporation. The corporation raises awareness about prejudice, stereotyping, as well as labels

through The Global Ethics Office, which educates employees about ethics policies and provides

anonymous channels for reporting ethical concerns. The Global Ethics Office is also responsible for

developing an internationally credible ethics education system and incorporating ethical content into

current functional areas of training. The information gathered has aided in the development of suggestions

for DSSC SOLUTIONS COMPANY that may increase its efficacy when interacting with people that

have varying personalities, gender identities, and cultural backgrounds. Based on the examination of

DSSC SOLUTIONS COMPANY and culture, it can be stated that they are critical to the organization's

success. DSSC SOLUTIONS COMPANY structure clearly outlines staff functions and lines of authority.

DSSC SOLUTIONS COMPANY has achieved this by adhering to a divisional organization strategy. The

flat construction offers a broad range of control. Effective communication and coordination among

workers are critical for developing positive relationships between superiors and subordinates. DSSC

SOLUTIONS COMPANY statements define the company's culture. DSSC SOLUTIONS COMPANY's

objective is to deliver products and services at a cheaper price than competitors.

References