Assignment Submission is entirely my own work

ASSIGNMENT 2 FRONT SHEET Ngoc Diploma in Business Unit number and title Unit 12: Organizational Behavior Submission date Re-submission Date Student Name 27th, April, 2022 20th, May, 2022 Do Xuan Vu Date Received 1st submission Date Received 2nd submission Student ID 27th, April, 2022 20th, May, 2022 GBH200808 Class GBH1004 Assessor name Le Thu Hang Student declaration I certify that the assignment submission is entirely my own work and I fully understand

ASSIGNMENT 2 FRONT SHEET
Qualification BTEC Level 5 HND Diploma in Business
Unit number and title Unit 12: Organizational Behavior
Submission date 27th, April, 2022 Date Received 1st submission 27th, Apri
Re-submission Date 20th, May, 2022 Date Received 2nd submission 20th, May
Student Name Do Xuan Vu Student ID GBH2008
Class GBH1004 Assessor name Le Thu H
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of pla
making a false declaration is a form of malpractice.
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Contents
I. Introduction ............................................................................................................................................................. 3
II. The team’s overall introduction and an overview of the project ....................................................................... 4
III. Facilators and obstacles that the group faced during the project ................................................................... 5
3.1. Facilitators ........................................................................................................................................................ 5
3.2 Obstcales ............................................................................................................................................................ 7
IV. Critically analyze the team experience with theories and concepts of team dynamics and organizational
behaviors ...................................................................................................................................................................... 9
Forming ................................................................................................................................................................... 9
Storming .................................................................................................................................................................. 9
Norming ................................................................................................................................................................... 9
Performance .......................................................................................................................................................... 10
The Adjourning ..................................................................................................................................................... 10
V. Widening knowledge ............................................................................................................................................ 11
VI. Video .................................................................................................................................................................... 11
VI. Conclusion ........................................................................................................................................................... 12
VII. References .......................................................................................................................................................... 12
I. Introduction
All modern societies require high levels of production, which means that everyone must be able to
coordinate their efforts. With other individuals, teamwork is essential. Teamwork is a working approach

that needs cooperation with other members to provide the optimum development and efficiency. Any
reckless, reliant attitude of any individual impacts others and the overall work output. The goal of teamwork
is to instill a sense of responsibility in everyone. According to this report, six members of the marketing
department of Hai Ha confectionery company, including Ha Quoc Vuong, Tran Thanh Thuong, Do Xuan
Vu, Nguyen Pham Ngoc Anh, Nguyen Minh Phuong, and Le Thuy Trang, have separate roles in the
department to highlight the company's achievements in the future. With cooperation and effortsII. The
team’s overall introduction and an overview of the project
II. The team’s overall introduction and an overview of the project
Group was established with the purpose of completing Assignment, the Organizational Behavior subject.
The group consists of 6 members of equal age, the leader is Nguyen Pham Ngoc Anh. The remaining
members of the group include Do Xuan Vu, Le Thuy Trang, Ha Quoc Vuong, Tran Thanh Thuong and
Nguyen Minh Phuong. The members knew each other before and had the same opinion on the direction of
completing Assignment, so the group was formed. The focus group creates a short video showing the
existing problems in groups and organizations such as differences between group members, how to resolve
conflicts, thereby better understanding the strengths and weaknesses of each group individual, helping the
group work more effectively.
The video will talk about a Marketing department of Hai Ha cake company preparing for a new product
launch project. In the process of planning the project, the members had conflicts, leading to the work being
difficult and not completed. Ha Quoc Vuong as the head of the department. The staff members are Do Xuan
Vu, Nguyen Minh Phuong, Le Thuy Trang, Tran Thanh Thuong, Nguyen Pham Ngoc Anh.
Vu is an employee in the Marketing department with the ambition to be promoted to the position of deputy
manager, along with his unhealthy rivalry in the process of working with the rest of the members. Thanh
Thuong is a designer cum programmer in charge of post-production work of new projects. Must be able to
work well alone and have to coordinate with colleagues to complete the assigned work well. Ngoc Anh is
an SEO employee, an important member of a new project to bring new products to reach more customers
with articles on her social media pages. Thuy Trang is a content marketer. Thuy Trang is a creator of articles
with creative content to be able to carry out marketing activities towards customers, audiences, and insights
into customers and audiences. Minh Phuong, event organizer. Minh Phuong will work under the direction
of superiors, equivalent to the role of a secretary, handling most of the work in the department, conveying
the superior's opinions to other employees from the collection of ideas to conduct the event smoothly.

Finally, Quoc Vuong, the role of Marketing Manager always urges and reviews the department's activities,
helps employees do their best in each person's role to achieve the best results.
III. Facilators and obstacles that the group faced during the project
3.1. Facilitators
There are several components that smooth the project's progress throughout the teamwork process, which
may be viewed via the members' emotional intelligence. Employees who are skilled in recognizing and
managing their emotions are sought by companies that place a significant focus on leadership, risk
management, and customer experience. Employees that are good at self-management are goal-oriented, big-
picture thinkers who can blend logic and emotion. They patiently maintain a laser-like focus on corporate
objectives, avoid gossip, skillfully manage disagreement, and instill professionalism in the workplace.
Quoc Vuong, the Marketing Manager, had the highest EQ score in the department: 14, for self-awareness,
self-management, social awareness, and relationship management (4, 4, 2 and 4). This score demonstrates
why Quoc Vuong was chosen as Manager. Quoc Vuong can set precise goals, both short and long term,
which helps him know what to accomplish and readily leads people. Quoc Vng is a straightforward member
who will not hesitate to make remarks to other members if he notices that they are not totally focused on
the project. He looks to be an inspiring leader, as well as a good mentor, role model, and authoritative
person. Aside from social awareness, Quoc Vuong's position as department head puts him at a disadvantage.
Quoc Vuong understands emotional self-control, which is an important aspect of emotional development;
regulating his emotions and/or demonstrating them in appropriate settings is a valuable. In terms of
accomplishment, he always offers his best effort, is goal-oriented, and can strive towards his goal. For
illustration, Quoc Vuong would always remind and criticize people who hand in their tasks later than the
given deadlines.
Xuan Vu received a 13 on the following scales: self-awareness, self-management, social awareness, and
relationship management (4, 4, 3 and 2). He is an excellent prospect for the present role of deputy. Always
the team member with the finest ideas, confident in presentations, and extremely communicative,
demonstrating that he is a very calm and serious person with whom to work. Throughout the production, he
maintains a sense of peace and harmony. He has never missed a deadline, and his work is always nice, tidy,
and organized. Vu's strength is in IT, which is highly valued by Manager in the current digital transformation
era. In addition, in life, Vu is also quite kind, often helping people. However, great ambition makes Vu seem
inappropriate in meetings with people around.

Thanh Thuong is the next member. The EQ test resulted in a score of 11. Thanh Thuong got the best score
in the group for Self-management, indicating that she is a highly calm and responsible person to work
around. She is a very excellent emotionally manager in particular, and she understands how to moderate any
stress in the group, so everyone in the group feels really thankful after a hard dispute. She has never missed
the deadline, and she takes everything assigned seriously, especially when pressed by the department's
director; perhaps this is also why she strives to grow every day. She also always hands in her tasks in time,
and the tasks are always done carefully. Phuong Anh is also a very entertaining and caring person, she
always knows how to cheer people up during hard and stressful time. For example, she always
reminds members to sleep early, to drink water frequently, and to stay healthy, especially during the
pandemic.
On the EQ exam, Thuy Trang had the same score of 11 as Thanh Thuong. Thuy Trang is self-assured,
understands how to promote ideas and traits, contributes to the organization's success, and is extremely
nimble. Aside from that, Thuy Trang is frequently indolent, and even when the deadline is "neck," he still
doesn't finish the assignment. However, once done, it is intensely focused and seeks to be the best before
reaching the department head. She also understands how to care for everyone in the group. This person is
also a very friendly and active, which can be shown by the way she always willing to help members almost
instantly
Minh Phuong has the lowest EQ test score of the squad of ten. Phuong's flaw is that she is frequently late.
Even when an important meeting for a new project is scheduled, Phuong is still late, impacting everyone.
When it comes to work, Phuong is incredibly adaptable and fast to solve challenges. As an event staff
member, you must be able to propose effective, unique ideas. She is continuously trying to bring everyone
together so that everyone may grow to their full potential. When she is missing project knowledge, she
constantly does his best to catch up with the members. She is also a highly considerate and compassionate
member, as seen by her concern for other members' sleeping hours and health.
Finally, Ngoc Anh has a total EQ score of 12 with 4 points 4, 2, 4, and 2. Ngoc Anh is unable to manage
her time well, allowing the deadlines of many assignments to overlap. As a result, she is often exhausted
and works late. Ngoc Anh has a pleasant attitude and is constantly cheery, although he takes his profession
extremely seriously. Ngoc Anh's SEO content job necessitates ongoing learning in order to stay current and
help the firm attract clients interested in the product. For example, how to create truly interesting content,
or how to market your material to users through SEO keyword optimization.

In addition, other facilitators influence the working process including the cost provided to the project. This
is important because with different costs the marketing department can have a different result. Or whether
everyone is working to the best of their ability, whether they are on the same page or not. Without the same
vision and goals, it is difficult for members to work together and produce the best results.
3.2 Obstcales
Quoc Vuong has the personality of the ENFP type, which is an acronym of 4 words: Extraverted, Intuitive,
Feeling and Perceving. This personality type is defined as having inherent leadership qualities, as well as
being inventive and communicative. Persons with this personal characteristics are affable, active, and self-
sufficient. Quoc Vuong is a creative person who thrives in settings that allow him to be creative and original.
ENFPs account for around 5% to 7% of the population. ENFPs, on the other hand, have a tendency to
become easily stressed. Furthermore, this sort of person is prone to being highly emotional, and it is possible
that he frequently perceives bad intent. This type of person can easily be hypersensitive, which means he
may often perceive bad intentions that don't really exist.
Xuan Vu has an ESTP personality, which is an abbreviation for four words: Extraverted, Sensitive,
Thinking, and Perceiving. This sort of person is distinguished by the fact that they seldom prepare
comprehensive action, frequently hurry to work, notice flaws, and respond quickly. They are not scared to
go back and repair their mistakes if required. ESTPs can quickly identify subtle changes in someone's face
expression, attire, conduct, and so on. Other personality types lack this enigmatic skill. For example, as
previously said, Minh Phuong might be sluggish at times, therefore Vu can be easily provoked by Minh
Phuong, leading to irritation and despair.
Ngoc Anh is an ISTP, which is an abbreviation for four words: Introverted, Sensing, Thinking, and
Perceiving. ISTPs are extremely private people, making it even more difficult for others to comprehend
them. ISTPs may be obstinate and noisy at times, especially when their values and practices are questioned.
ISTPs are also highly amusing, which aids in the defusing of stressful circumstances or the resolution of
unpleasant situations. However, because ISTPs are not sensitive, they have a difficult time judging the
boundaries of what is permissible and expected in emotional circumstances, and as a result, they might
unwittingly hurt sensitive individuals feel more. Ngoc Anh may be very possessive of her own space,
solitude, routine, and way of life, which can lead to conflict with others. This may be noticed in her reaction
to statements made by other members of her team.

Thuy Trang has the personality of ISFP, which is an acronym of 4 words: Introverted, Sensing, Feeling, and
Perceiving. Another dominant characteristic of ISFPs is their love of freedom - ISFPs are very independent
and fiercely resistant to all forms of control. People with this personality type are seen as the supreme "free
spirit", they view all regulations, guidelines and traditions as self-imposed limits that make life dull and
boring. ISFPs live completely in the present, not clinging to the past or preparing plans for future expansion
- they take things as they come, they'll experiment and adjust behavior as needed. ISFP has no concept of
irresponsibility or recklessness.
Thanh Thuong is someone who possesses the persionality ESFP. Thuong loves communicating with other
people and they can spend hours chatting about a variety of topics. There is no more telling sign of an ESFP
person than spending an hour talking about everything else but the topic that is supposed to be the main
reason for the conversation. This trait tends to be very common in the extrovert type.
Minh Phuong has the same personality as Ngoc Anh. However, there is a difference between the two in the
way they present themselves. Phuong is the type of person who likes to work in a professional and technical
environment, passionate about mastering and controlling tools, mechanical equipment or business tools and
modern technology. They value efficiency and logic and want flexibility in their work. Phuong often uses
actions more in a conversation. They want to quickly need to do what has to be done and are impatient if
not to act quickly. However, they are also very flexible, good at observing, grasping the details of the current
situation and evaluating information appropriately.
In addition to the very different personalities in the group, there are many Obstacles such as not knowing
how to listen to other members, which is one of the most common difficulties when working in groups. The
cause of ineffective teamwork stems from the fact that team members consider their opinions to be correct
and do not listen to others. In this case, Vu didn't listen to people.
Ineffective interaction and information exchange also makes completing work difficult. This project
requires excellent coordination between members of the Marketing department, but there is no quick
exchange between members, making each member not clear on what needs to be done, causing
disagreements opinion.
In the end, the Manager had to stand out to solve the problems that existed in the group work process because
the members had a heated argument. According to the overall assessment, the new project encountered

many difficulties, but the members finally found a common voice. Although there is no excellent
performance, the project has been implemented well.
IV. Critically analyze the team experience with theories and concepts of team dynamics and
organizational behaviors
The team used Tuckman Theory to build an effective team structure consisting of 5 stages: Forming,
Storming, Norming, Performing and Adjourning.
Forming
This is the established stage, the team members are unfamiliar with each other and begin to get to know
each other to collaborate for the immediate work. At this stage, members may not understand the overall
purpose of the group as well as the specific tasks of each person in the group. The group can make decisions
based on consensus, there are rarely sharp conflicts because people are still cautious with each other. The
general psychology at this stage is: Excited with new work; be cautious in approaching and sharing with
other members; Observe and probe people around; Position yourself within the structure of the group.
This is the stage where the team feels unnecessary because the members already know each other and there
is no shyness in the process of getting to know each other.
Storming
This stage occurs when members begin to reveal themselves and may break the established rules of the
group. This is a very difficult period for the team and leads to bad results.
At this stage, there may be conflicts between members due to different causes such as working style,
behavior, arguing over problems or solutions, culture, etc. may not be satisfied with each other's work, easy
to make comparisons between themselves and others, etc. It is difficult for the group to come to decisions
based on consensus.
During this stage, members find it most difficult to begin to pile on established rules, wanting to modify,
experiment, and possibly break those rules. Some members may appear uncooperative, uncommitted in their
work, and not satisfied with the current way of working. The exchange of information and support in the
group is not really good. Everyone has a different personality, so they did not get along.
Norming
This stage comes when people begin to accept each other, accept differences, try to resolve conflicts,
recognize the strengths of other members, and respect each other.

After the Manager, Vuong had to stand out to resolve the conflict between the team members. Members
began to communicate more smoothly with each other, consulting with each other and asking for help when
needed. More constructive comments began to be made. People begin to look at common goals and have a
stronger commitment to work. New rules have been formed and adhered to to minimize conflicts and create
a favorable space for members to work and collaborate. This is considered the most important stage leading
to the success of the New Project.
Performance
This is the stage when the team achieves the highest efficiency in work. The work goes on easily without
any conflict. This is a stage that the team has reached after successfully completing the previous Norming
stage.
At this stage, the rules are followed without any difficulty. The mutual support mechanisms in the group
work well. The enthusiasm and commitment of the members to the common goal is unquestionable.
The members feel very comfortable working in the group. Newly joined members will also quickly integrate
and work effectively. If a member leaves the group, the group's work efficiency will not be seriously
affected. The dominant spirit expressed at this stage is teamwork.
The Adjourning
This happens in different situations, for example, when the project has ended, when most members leave
the team to take up other positions, when the organization is restructured, etc. For members group's
enthusiasm, this is a period of "sorrow", "nostalgia", "regret"... especially for the members who have not
seen a better future. This phase does not take place with the team as the members will continue to work
together on upcoming projects. Instead, after completing a project, members can sit together and talk about
issues more openly, as a basis for implementing upcoming projects.

V. Widening knowledge
To create the best performance, Apple's leaders have had to work to create a positive impact on the
company's own employees. Apple highly values teamwork to produce the best results of the whole team.
According to Tuckman's theory, each stage of group formation is very important and it is important to find
the stage that works for the whole group. Apple leaders also mentioned this in forming teams and
departments for employees to work together according to the right process, achieving the desired
performance. Talking about the best thing about working at Apple , the people you work with are always
the most mentioned factor. The camaraderie that develops with colleagues and the sense of community that
comes with working at Apple is a major reason why people love working here. In addition, Leader also
provides a number of benefits policies to help pay the costs of buses, railways and other modes of
transportation for employees (Fiegerman, 2012). Quote from Apple: "We are passionate about our work,
but we believe in taking the time to replenish, relax, and provide for others" (Apple, 2021). Apple leaders
do not not only provides its employees with a healthy, non-toxic, encouraging and respectful work
environment, but also declares that gender equality is guaranteed in the organization.Moreover, Apple
University creates an environment The school helps people develop and hone skills through online classes
(Apple, 2021).The highest level is self-actualization.According to Jen, an Advanced Manufacturing
Engineer, Apple offers many resources for her employees to push the boundaries, she also claims that there
is no discouragement in the company and no idea is too crazy at Apple.Apple also encourages creativity and
feedback employees, feedback will be received to improve the quality of the working environment in the
best way.(Apple, 2021) Employee motivation is also a competitive component. Essentially helping Apple
employees improve productivity and complete assigned tasks. First, leaders met the physiological
requirements of their employees by setting an average salary of $98,438. Furthermore, Apple also provides
employees with “onsite doctors and nurses at their wellness centers that collaborate with their nutritionists,
acupuncturists, and fitness centers.” to provide everything from intense workouts to calming pills (Apple,
2021).
VI. Video
https://www.youtube.com/watch?v=CPk7gWmICbQ
The initial working process of the group went smoothly, the members had coordination with each other on
planning and deadlines for each specific job. The team always strives to achieve the set results. However,

in terms of content ideas, the team had some disagreements, causing the work to be delayed, not according
to the original plan.
VI. Conclusion
In conclusion, the report has mentioned the outstanding problems in the Marketing department, through
Theory to solve those problems. Thereby finding breakthroughs, motivating employees of Hai Ha Company,
eliminating weaknesses and contradictions to achieve the expected results.
VII. References
Apple, 2013. Environmental Health and Safety Policy Statement. [Online] Available at:
https://www.apple.com/environment/reports/docs/EHS_policy2013.pdf [Accessed 20 May 2022].
Apple, 2021. Apple Leadership. [Online] Available at: https://www.apple.com/leadership/ [Accessed 20
May 2022].
Apple, 2021. How We Work. [Online] Available at: https://www.apple.com/careers/us/work-at-apple.html
[Accessed 20 May 2022].
Fiegerman, S., 2012. Why Working At Apple Is A Dream Job. [Online] Available at:
https://www.businessinsider.com/heres-what-employees-really-love-about-working-for-apple-2012-6
[Accessed 20 May 2022].
Maples, M.F., 1988. Group development: Extending Tuckman's theory. Available at:
https://www.tandfonline.com/doi/abs/10.1080/01933928808411771 [Accessed 20 May 2022].