Organizational Behavior in Telstra: Culture, Issues, Theories and Solutions

This paper analyzes the organizational behavior of Telstra, focusing on its culture, structure, issues, and leadership theories. Telstra is the biggest telecommunication company who maintains effective and unique corporate values within the organization. However, the company is facing organizational culture issues that affect the success and growth adversely. The paper recommends promoting diversity, open communication, and cross-cultural training to mitigate the cultural issues and obstacles at the workplace.

Running head: Organization behavior
Organization behavior

Organization behavior
Table of Contents
Introduction.................................................................................................................................................3
Organizational culture and structure............................................................................................................4
Organizational behavior issue......................................................................................................................6
Theories of organizational behavior and leadership....................................................................................7
Appropriate solutions and recommendations...............................................................................................8
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10
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Introduction
The primary objective of this paper is to outline and analyze the business activities and
operations of Telstra. The paper discusses that how the company is maintaining strong culture
and structure at the workplace. Telstra is the biggest telecommunication company who maintains
effective and unique corporate values within the organization. In today’s modern world, the
company is increasing and enhancing the profits and outcomes quickly by rendering attractive
telecommunication services to the customers. On the other hand, the paper explains the culture
issue that is entertained by the firm while functioning. Here is the discussion about the
organizational behavior and leadership theories that can be applied by the corporation to handle
the corporate culture issues. Lastly, some suggestions have also have been elaborated in the task.
More detail of the paper is discussed below.
Telstra corporation ltd is an Australian biggest telecommunication company that provides
voice, pay, internet access, mobile and other products and services to the customers. The
organization was incorporated in 1975 having headquarter is situated in Melbourne Australia.
Telstra operates and manages its business operations with having around 36,165 employees. It is
one of the biggest and leading telecommunication companies across the world. In Australia,
Telstra provides approx 17.6 million retail mobile services, 5.1 million retail fixed voice services
and 3.5 million retail fixed broadband services to the customers in the competitive market. In the
21st century, the firm provides various opportunities belong to connected governments,
communities, businesses and individuals. The company is proud to be supporting the wide range
of customers in order to improve and enhance the ways in which they live and work through
connection (Telstra, 2018). It is the largest and biggest provider of e-health services in Australia
and the organization also offers services to healthcare providers in Asia. The main mission of the
company is to create a brilliant future for the people by rendering unique and effective internet
services to them. The core values of the firm include care, together, simple, courage and trust.
The vision of the firm is to improve and enhance the way people live and work together. The
corporation has unique and effective culture that helps in gaining competitive advantages in the
global market. In this way, Telstra has been able to fulfill the needs, requirements and demands
of the customers in the global market (Telstra, 2015).
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Organizational culture and structure
The culture of the company is excellent and effective that motivates the workers for
performing roles and responsibilities effectively and efficiently. It is a great place where people
can start the work and they can also learn potential if they put in the hard yards. Telstra provides
a great and attractive working culture to the staff to ensure that they have a good work/life
balance. Currently, the firm is digitizing and modernizing in order to improve and enhance the
culture and workplace. The employees learn ample of knowledge and skills in the workplace
while working and operating in the company. It is a great company with flexibility and culture. It
is a high pressure environment where deadlines are paramount and the collaborative culture is
first class (Telstra, 2015). The firm is promoting diversity and inclusion across the firm helps
people improve and enhance the business results, encourage reputation, attract, retain and engage
talented people in the workplace. Along with this, having a diverse range of workers better
enables the employees to understand and analyze the needs, requirements and wants of the
customers (Telstra, 2017). The company also provides a excellent services and experiences to the
customers in the international market. Flexible and suitable working hours are provided by the
company to the staff to make happy and encourage them towards attainment of long term goals
and targets. Aside this, the organization is also committed to render employment pathways for
the applicants with diverse backgrounds and requirements. Apart from this, Telstra is committed
to developing and boosting a value based health and safety culture. Physical health, safety and
wellbeing is a key driver for reducing workplace safety risks. There is no discrimination at the
workplace between male and female staff. Telstra also provides equal growth opportunities to the
workers in the workplace. In this way, it is assumed that Telstra maintains a strong and effective
culture in the workplace to attract maximum number of clients and employees as well (Telstra,
2015). The company provides opportunities for skill development and learning to its employees.
Health and safety of the workers are more significant for the firm (Kumar, 2014).
The organizational structure of Telstra is unique and effective. Telstra international
leadership team is proud to be a part of one of the leading technology companies in the Asia
pacific region. The leadership team of the company is working for the welfare and interest of the
consumers in the competitive market. Andy Penn is the CEO of Telstra as he is resposnbile to
operate and manage the business actvities and operations successfully and effectively. Martijn
Blanken is the group managing director and chief customer officer and Ellie Sweeney is the
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global sales executive dircetor. David burns is the group managin director and Marje Andriesse
is the head of enterprise, Asia. Apart from this, Rosanne Suarez, Upendra Kohli and Amy Rosen
are also working in Telstra and performing tasks and duties successfullly (Telstraglobal, 2015).
(Source: Ross & Bamber, 2000)
(Source: Telstra, 2014).
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Organizational behavior issue
Although, Telstra is providing unique and attractive internet services to the customers
still ample of organizational issues are being faced by the employees in today’s competitive
world. The ample of issues are being faced by the company including leadership, power,
conflicts, communication, employee retention and high turnover. One of the significant issues
that encountered by the company is organizational culture (Dalkir, 2013). In today’s modern
world, the company is facing organizational culture issue that affects the success and growth
adversely. It also may influence the long term profitability and outcomes of the firm negatively.
The environment and culture of the firm is becoming toxic and ineffective. The toxic
environment Telstra fosters is supported by blind management who only look after about their
own seats on the board and their own stock options. They do not understand that culture and
workplace can only grow and flourish organically as it cannot be forced. They do not realize the
machine they have designed in the workplace. It is affecting the morale, trust and loyalty of the
workers adversely. Apart from this, it also affects the long term mission and vision of the
company. The corporate culture is often hard to define its soft concept. The company is failed to
reduce and prevent the misunderstandings and issues of the employees thus it creates culture
issues in the workplace. Culture ignorance and insensitivity is ongoing in Telstra (Medcraft,
2016).
Apart from this, the firm is unable to provide cross cultural training to the workers due to
lack of adequate resources and money. It increases illness and misinterpretation within the
organization. Culture plays a significant role in each and every company to enhance and grow its
business operations and activities globally. No company can increase the profitability and
outcomes without maintaining effective and unique corporate culture. It has been found that
Telstra is using new and innovative technologies to be a leader in the telecommunication
industry. Thus, the employees are not ready to use new and innovative technology and resources
in the workplace. As a result, it is affecting the culture of the company adversely. It has been
noted from the various analysis that Telstra management operates business in an extremely
traditional manner thus, it is failing the customers in the international market. It also is affecting
the corporate culture of the organization negatively. The firm appoints employees who are from
different backgrounds and countries but it is quite complex for the company to provide them a
favorable culture and working environment. Due to poor and toxic culture, the employee
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retention issues are being also faced by the corporation. The corporate culture might affect the
efficiency and effectiveness of the workers as it also has direct impact on the outcomes and
results of the company (Kent & Zunker, 2013). Discontentment and dissatisfaction is growing
speedy due to lack of strong and heavy culture. Culture issues also increase anxiety, stress and
frustration among the workers and they are failed to perform roles effectively and efficiently.
Culture issues arise in the workplace due to lack of proper and open communication. The
external factors also affect the corporate culture of the company adversely. Telstra needs to focus
on the corporate culture and working environment to stand out against the competitors in the
international market (Mitra & Fyke, 2017).
Theories of organizational behavior and leadership
There are ample of theories can be used by the company while conducting business
activities and operations globally. Along with this, leadership also plays a vital and effective role
in the organization to assist and guide the workers successfully. Some of the organization
behavior and leadership theories are discussed below.
Human relations behavioral theory: The human relation behavioral theory is one of the
significant theories that can be used by company. This theory is based on the studying employee
productivity under ample of work situations. This theory focuses on the satisfaction level of the
workers. It states that if the company satisfies the needs and requirements of the customers then
it increases efficiency and productivity of the company as well as employees. This theory
emphasizes that top management and leaders should provide favorable working environment and
other benefits such as incentives, bonus and awards to the employees for boosting and uplifting
their efficiency and performance. This theory revealed that when employee believes that
management care about their wants, desires and needs they feel happy and greater sense of
loyalty at the workplace. It will always lead to a augment in productivity.
Decision making behavioral theory: The decision making behavioral theory is mostly
applicable to leaders and managers because they make more of the daily decision that influences
the firm. This theory helps the leaders and managers to make effective and unique decision in the
workplace. The leaders and managers collect important and effective data, information and facts
to make effective decisions within the organization (Dinh et al, 2014).
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Trait theory: It is one of the significant theories of leadership that can increase and enhance the
outputs of the firm. The trait model of leadership is based on the characteristics of many leaders.
This theory helps in predicting leadership effectiveness and efficiency. It is naturally pleasing
theory and it also provides detailed knowledge and understanding of the leader factor in the
leadership process (Kehoe & Wright, 2013). The trait theory provides constructive information
and facts about leadership. It can be applied by leaders at all level in all the types of organization.
The leaders or managers can use the information from the theory to analyze and evaluate their
position in the firm and to measure how their position and image can be made stronger and
effective in the firm (Argyris, 2017).
Participative leadership theory: It is one of the effective and unique leadership theories that
help the employees to contribute in the decision making process. By using participative
leadership theory, the leaders and managers are invite employees to take a part in organizational
decision making process. This leadership theory also facilitates the conversation and it also
encourages people to share their ideas and opinion (Metcalf & Benn, 2013).
Autocratic leadership theory: This theory can also be applied in the organization to gain
competitive benefits and to make positive working environment within the organization. The
autocratic leaders do not include employees in the decision making process (Parris & Peachey,
2013). They maintain control over the workers to meet the long term requirements of the firm
and employees as well. The top management is responsible to take significant decision related to
the growth and progress of the firm. All these theories can be used by Telstra to reduce and
prevent the various organizational and cultural issues within the organization (Giltinane, 2013).
Appropriate solutions and recommendations
A diverse workforce plays a significant role to prevent and handle the cultural issues in
the workplace. The company needs to focus on the diversity and communication to overcome the
cultural issues and to expand the business globally. Promoting and encouraging diversity in the
workplace essential efforts by each and every person. The company should implement a diversity
training program to encourage the subordinates within the organization. Telstra should also
promote and encourage the open communication to maintain reciprocal relationship with
customers in a large extent (Rast III, Hogg & Giessner, 2013). This will also motivate the
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workers to carry out the business activities successfully and effectively. The level of
communication may also analyze and determine a business life or death. To reduce the cultural
issues, foster strong relationship among the workers shall be promoted by the top management
and leaders. It will help to keep everyone engage in their work and they perform group tasks in a
hassle free manner. Apart from this, the organization should also focus on the high employee
turnover and their consequences to build an effective and unique financial position in the global
market. In addition, positive attitude shall be maintained by the workforce to avert the cultural
issues and challenges. In addition, the organization should align the human resource functions of
global mobility, recruitment and talent management. In this way, Telstra can reduce and mitigate
the culture issues and obstacles at the workplace (Kurtessis et al, 2017).
Now it has been recommended that the company should provide cross cultural training to
the employees to understand and analyze the culture of different countries in the workplace.
Collaboration and cooperation must be maintained by the human resource management to boot
confidence and level of satisfaction of the workers. Along with this, effective and unique
policies, strategies and plans shall be used by the firm to run the business functions effectively.
Furthermore, the company should not discriminate between man and women to provide equal
growth opportunities to each and every person. Also, it is suggested that effective methods of
communication must be used and initiated by the firm to reduce the language barriers within the
organization. Moreover, the top management and leaders should maintain reciprocal relationship
with subordinates to reduce and handle their personal conflicts and issues at the workplace.
Encouraging employees towards the achievement of goals and objectives is one of the significant
ways to eliminate the cultural barriers and issues. All these recommendations help Telstra to
cope with the rivalries and to handle cultural issues within the organization.
Conclusion
On the above mentioned limelight event it has been concluded that Telstra is one of the
biggest brands in the world who renders telecommunication services to the customers in the
competitive market. The above mentioned analysis shows that how culture and structure could
affect the profitability and outputs of the organization. Culture is considered is one of the
significant factors that plays an empirical role to stay in the competitive market. On the other
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hand, the paper indicates that culture issue is serious issue for the firm that can hamper the long
term mission and vision of the firm. At the end, appropriate solutions and recommendations to
handle and eliminate the culture issues also have been explained in the task.
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