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Organizational Behavior Analysis

In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:

Type of culture (Pluralism, Dualism or Salad bowl)

Modes of communication in the organization (i.e., written or verbal)

Nature of authority (i.e., recognized social rank)

Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)

Areas of EQ (emotional quotient) embraced by the organization

Virtual elements (i.e., teleworking and virtual offices)

Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center

Writing the Final Paper?The Final Paper:

Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.

Must include a title page with the following:

Title of paper

Student?s name

Course name and number

Instructor?s name

Date submitted

Must begin with an introductory paragraph that has a succinct thesis statement.

Must address the topic of the paper with critical thought.

Must use headers

Must end with a conclusion that reaffirms your thesis.

Must document a minimum of four scholarly sources, in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.

Thanks,

Alonda

ORGANIZATIONAL BEHAVIOR ANALYSIS

Organizational Influences
Alonda Martin
Business 610: Organizational Behavior
Instructor: Diane Hamilton
May 9, 2016

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ORGANIZATIONAL BEHAVIOR
Organizational behavior concentrates and investigates behavioral factors that affect
modern organizations and their management at the individual, group, and organization-wide
levels (Baack, 2012). Organizational behaviors goal is learn as much about human behaviors to
support the human resources with the knowledge and abilities to hire, train and develop the right
employees to carry out the vision of the organization. Understanding employee?s behavior allows
management knowledgeable information to effectively communicate with each other, executing
company culture and motivating employees for high performance. My current employer, MAC
Cosmetics, has a strong organizational culture that is contagious and attractive to candidates and
employees worldwide. The culture is true to our core principles and sets us apart from our sister
brands and other cosmetics lines in the industry.
TYPES OF CULTURE
Organizational culture is shared values that guide employees towards rewarding and
acceptable behaviors. The culture of an organization is implemented in the formative years. It
gives the management and employees their organizations own language and code of conducting
business. The culture of an organization is also used by workers to guide the meaning of the
work developed in the institution[Gar15]. There are three types of organizational cultures, which
are pluralism, dualism and salad. Cultural pluralism is when two or more distinctive groups exist
equally and separately with no expectations of interdependency and without losing each identity.
Dualism culture is a simplistic concept that all issues can be divided into categories such as
good/bad, right/wrong and does not recognize a continuum of values and cannot explain
complexity (Business Dictionary.com) and salad bowl culture is a concept that is accustomed to

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explain the integration of numerous cultures which mixes like a salad. With regards to MAC
Cosmetics the organizational culture is a pluralism culture. MAC Cosmetics is apart of the Estee
Lauder Company that has several other cosmetics brands. Each brand co exists and operates
using Estee Lauder store operational guidelines; however, each brand has their own unique
identity within the organization. Within the organization, MAC is definitely the rebel brand that
was established when the brand was founded in Toronto, Ontario, Canada in 1984. MAC set out
to be a leader in the industry but also service and address the needs and welcome every race, all
ages and sexes. The culture is quickly established when a newly hired employee within 3 months
of their hire date.
When the company was founded, it supported runway fashion shows and took the love of
fashion to its employees. Today, fashion is still apart of our culture through the company?s dress
code. The dress is very distinctive with employees wearing all fashionable black clothing. The
fashion aspect is so embedded in the culture that most employees continue to wear mostly black
clothes during their time off from work. Although, today many other cosmetics brands have
adopted an all black dress code, MAC has allowed their employees to include elements that are
not considered professional such as shorts and sleeveless shirts.
MODES OF COMMUNICATION IN THE ORGANIZATION
Communication is essential within an organization and daily life. For any organization to
be successful it must effectively communicate to leaders, managers, employees and also to the
customer that receives the organizations goods or services. Baack (2012) defines communication
as consisting of transmitting, receiving and processing information. Poor communication skills
and communication barriers leads to conflicts within the organization. For MAC Cosmetics, the

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best type of communication is written, whether memos or emails communicate it. Written
communication is preferred because it gives the managers and employees something tangible to
reference and information is streamline for consistency. The company does very well with
communicating information in a timely manner for internal direction as well as information
regarding customer practices. For example, for customers that celebrate Passover, certain
products cannot be utilized due to religious beliefs. Before the season begins, the company
communicates via email the suitable Passover products to all locations and field management for
reference. Each employee must read and sign a printed form of the email and all members of
management must place the document in the communication binder for their reference. Once
every member of staff have read and signed the document, the field managers will receive
communication through email that all employees were notified. Written communication has
proved to be successful with the company because it allows management to hold employees
accountable for their actions for coaching purposes.
NATURE OF AUTHORITY
MAC Cosmetics has an easily identifiable top-down authority rank system within the
company. A top-down authority is based at the top of an organization and flows downward
(Baack, 2012). The President of the company embodies the essence of the company?s culture
and a charismatic leader. Presently the President sends video messages to employees in North
America during trainings where you can feel her energetic spirit and charm that invigorates and
inspire about the company and their job.
The company?s chain of command is essential to the production and continued growth
opportunities. The hierarchy of authority within the company allows management accountability

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and identifies areas of improvements. The hierarchy of authority also helps an employee to
understand whom to receive guidance form, and it helps that employee to see where their
manager is getting their career development (Root III). The hierarchy at my location has three
forms of authority. I am responsible for the development of 17 employees that consist of
cashiers, sales, shift managers and an assistant manager. Therefore, since I am responsible for the
effectiveness and development of the team and have the authority to discipline, I have staff
authority over the location. Each member of management is responsible for certain duties and
led certain projects such as collection events, seminars, inventory and merchandising. Each day
I follow up with the member of management or the assigned employee responsible for the
execution of the task project, which is functional authority. The regional manager oversees all
location management and sales behavior in South Texas and advises location managers in the
territory.
The organization have a clear line authority and every five years revisit the current
structure to ensure it management and training department positions support the store locations
and field management to achieve maximum results. The current hierarchy works very well;
however, the right management in certain leadership roles and frequent district territories
changes have caused frustration with location managers. For example, from August 2011 to July
2012 South Texas region included all 25 locations from Austin to Brownsville. From July 2012
to March 2014 the region was changed again to include all locations from San Antonio to El
Paso and Midland. Presently our region consists of San Antonio, Mc Allen and Midland. With
all alignments changes, the bond between line authority and staff authority has been inconsistent.
Therefore, this has caused confusion among managers because each regional manager
communication expectations are different.

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MOTIVATIONAL TECHNIQUES
Employees doing their jobs just because that?s what they?re paid to do and the joy of
exceeding job expectations and continuous learning is intrinsic motivation (Harackiewicz and
Sansome, 2000). Leaders should motivate their employees so they want to do their job. Instead,
sometimes employees need an extra boost to accomplish company goals. MAC Cosmetics also
encourages managers to utilize extrinsic [Har00]motivation, which includes anything outside of
your need that motivates you such as money, gift cards and makeup gratis. For example, MAC
Cosmetics sells 7 lipsticks that 100% of the selling price goes to the MAC AIDS Fund to help
men, women and children living with or affected by HIV/AIDS. Because it?s a charity lipstick
for a good cause, managers use extrinsic motivation to excite the team with the Viva Glam sell
thru to contribute to their local AIDS organizations. Managers will utilize Starbucks gift cards,
movie tickets and Visa gift cards to motivate the team because intrinsic motivation does not work
for all employees. At my location, there are several employees who focus on selling the Viva
Glam lipsticks because they want to contribute to the fund or for personal reasons, such as a
friend or family member was affected by the disease. The intrinsic employees often volunteer to
be ambassadors for the Viva Glam collection. The ambassador encourages the team to sell Viva
Glam by assigning makeup looks using Viva Glam, selling techniques to introduce the lipsticks
to customers and create inspiration boards for visual appeal. The Viva Glam ambassador does
this additional work sometimes on their personal time, although it is not encouraged, and assist
the store manager with volunteering initiatives throughout the year.
Although, Viva Glam is a good cause, managers have difficulty inspiring employees to
sell the lipstick because employees feel forced and the colors may not represent trend colors
throughout the year.

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AREAS OF EMOTIONAL QUOTIENT
The ability to read body language and non-verbal cues during interpersonal
communication are an advantage that the best leaders should posses. A good empathic listening
helps them create a better rapport with the other party (Dabke, 2016). Having the emotional
capacity to solve internal and external conflicts is a daily occurrences working for any company.
In store locations, managers interact with customers, employees and vendors daily and must
detect emotional cues to solve conflicts. For example, two employees had a verbal conflict on
the sales floor. The employees elevated their voices and argued about merchandising while a
customer was in the store. The manager on duty did not witness the incident, but the manager
had to address the situation when both employees clearly upset came in the office and still acting
unprofessional. The manager had to be self-aware and not inject her personal feelings or
emotions and manage her emotions to get the details of the incident from each employee. While
actively listening to each employee?s recount of the incident separately, the manager had to
showcase empathy for each employee?s point of view and the social skills to cope with their
emotions (Baack, 2012). Because of the incident between the two employees the manager had to
be persistence to rebuild their relationship for the benefit of the other employees. By the
company providing store leadership with the training to properly handle conflicts, it allowed the
manager to resolve the conflicts between each other and rebuild their relationship.
Therefore, providing advanced leadership training to management has proven to be
invaluable to the company and a requirement when promoted to leadership roles. Emotional
quotient has been found to improve decision making, creativity, well-being, conflict resolution,
quality of life and enables you to take advantage of future opportunities (Woods, 2014).

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VIRTUAL ELEMENTS
In today?s technology driven world, organizations have adopted certain virtual elements
as a means for faster communications such as teleworking, online web meetings, mobile business
applications and smartphones for employees. Telephones are a huge part of conducting everyday
business to communicate with customers and other locations nationwide. While store locations
job function only allows their job to be conducted in store, field managers work from their home
office when they?re not in store. The district manager stays in contact with store locations via
telephone, email and video conferencing if the location has the technology to support it. The
company also provides field managers with laptops and smartphones to access files and
communicate with remote locations when the field manager is not in store locations. Video
conferencing such as Microsoft Lync has been an added level of communication with field
management and different company departments outside the region. Microsoft Lync has helped
reduce communication barriers between managers and employees with training materials that
allow employees to receive training within the store.
CONCLUSION
Understanding organizational behavior should be at the forefront when hiring employees.
Employees help execute the organizational vision, sustain the culture and equipping them with
the training to handle everyday interactions is a necessity for any organization. The culture of
MAC Cosmetics is embedded in the core of every employee at the beginning of their career. By
instilling the organizational culture in the beginning, it allows the employees to know the
hierarchy and who is directly responsible for the development of their career. Furthermore,
understanding organizational also informs leaders how to communicate and what mode of

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communication best works for the company. In the case of MAC Cosmetics, written
communication has allowed the organization to utilize written communicate to enforce company
policy changes, initiatives and accountability with employees and leaders. The knowledge of
organizational influences has allowed leaders to use intrinsic and extrinsic techniques to increase
productivity and performance. The motivational techniques have proved to be asset for
motivating employees to assist with sell thru merchandise and place emphasis on special cause
products.

References

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Baack, D. (2012). Organizational Behavior. San Diego, CA, USA: Bridgepoint Education.
Dabke, D. (2016). Impact of leader's emotional intelligence and transofrmational behavior on
perceived leadership effectiveness: a multiple source view. Business Perspectives and Research ,
4 (1), 27-40.
Garcia A., M. V. (2015). Influence of organizational culture on participatory management in
health organization. Journal of research Fundamental Care Online , 7 (2), 13.
Harackiewicz, J. S. (2000, september). Intrinsic and Extrinsic Motivation. Retrieved May 7,
2016, from Retrieved from http://www.ebrary.com.
Root III, G. (2016). Why is the hierarchy of authority important in an organization? Houston
Chronicle .
Woods, W. (2014). Emotional intelligence: your key to greater success at work. OOHNA Journal
, 33 (2), 3.