BTEC HND Business Unit 12: CEO Talk on Organizational Behavior Report

This report analyzes the influence of organizational culture, politics, and power on individual and team behavior, as discussed in a CEO talk format. The report uses Masan Consumer Joint Stock Company as a case study, examining its culture, politics, and power dynamics. It evaluates how content and process theories of motivation and motivational techniques are applied to enhance employee performance and achieve organizational goals. The report includes an analysis of different organizational cultures (power, role, task, and person) and their impact on behavior, drawing on concepts like Maslow’s hierarchy of needs. The study concludes with recommendations for improving staff performance and meeting organizational goals within the Vietnamese context, as presented in the CEO talk.

ASSIGNMENT 1 FRONT SHEET
Qualification BTEC Level 5 HND Diploma in Business
Unit number and title Unit 12: Organizational Behavior
Submission date Date Received 1st submission
Re-submission Date Date Received 2nd submission
Student Name Tran Chi Thuc Hien Student ID GBS17591
Class Assessor name
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.
Student’s signature
Grading grid
P1 P2 M1 M2 D1

 Summative Feedback:  Resubmission Feedback:
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Signature & Date:

ASSIGNMENT 1 BRIEF
Qualification BTEC Level 5 HND Diploma in Business
Unit number Unit 12: Organizational Behavior
Assignment title CEO talk with the topic “Organizational culture and motivation”
Academic Year 2020 - 2021
Unit Tutor
Issue date Submission date 11/10/2021
IV name and date
Submission Format:
Format: This assignment is an Individual assignment and specifically including 2 main components:
(1) A case study handout that provides specific information on the organization. The
recommended word limit is 1,000–1,500 words, although you will not be penalised for
exceeding the total word limit.
(2) A CEO talk in class or video taped and shared in class.
You must use font Calibri size 12, set number of the pages and use multiple line spacing at
1.3. Margins must be: left: 1.25 cm; right: 1 cm; top: 1 cm and bottom: 1 cm. The reference
follows Harvard referencing system. The recommended word limit is 2.000-2.500 words.
You will not be penalized for exceeding the total word limit. The cover page of the report
has to be the Assignment front sheet 1.
Submission Students are compulsory to submit the assignment in due date and in a way requested by
the Tutors. The form of submission will be a soft copy posted on
http://cms.greenwich.edu.vn/
Note: The Assignment must be your own work, and not copied by or from another student or from
books etc. If you use ideas, quotes or data (such as diagrams) from books, journals or other sources, you
must reference your sources, using the Harvard style. Make sure that you know how to reference
properly, and that understand the guidelines on plagiarism. If you do not, you definitely get fail
Unit Learning Outcomes:
LO1 Analyze the influence of culture, politics and power on the behavior of others in an organizational
context

LO2 Evaluate how to motivate individuals and teams to achieve a goal
Assignment Brief and Guidance:
You have been invited to attend the program of CEO talk hold by Vietnam Television. The discussion
topic of this volume is on organizational culture and motivation. You are to choose an organization of
your choice, to research and to discuss as a case study in the volume. This will be facilitated and
monitored by a staff member and will have a time constraint. The forum will have 5–6 members per
group.
The purpose of the discussion will be to establish the influence that organizational culture and
motivation has upon behaviors and performances within the workplace.
You will be required to discuss and analyze the various organizational cultures and motivational theories,
and to identify which ones can be found in your organization. The discussion must then evaluate how the
above-mentioned theories influence behaviors within organizations and how this affects the
performance of each organization. You will conclude with recommendations on how your organization
could improve the performance of their staff to meet goals.
You are required to produce and submit a case study handout and this will be submitted with recorded
evidence of your group discussion. Your case study will be an overview of your chosen organization’s
culture, politics and power, with relevant examples of how these aspects of organizational behavior have
influenced behavior in the workplace. It should also include how motivational theories and techniques
have been applied in your organization, supported by relevant examples.
Structure of the assignment:
PART 1: A case study handout
- Introduction on the company: the name, the head office, the address, the website address and
the structure of the ownerships, shareholders.
- Describe the culture of that company, with critically emphasized analysis on the culture, politics
and power impacts on behaviors and performance of teams and individuals within the workplace
- Critically analyze and evaluate how content, process theories of motivation and the motivation
methods/techniques the leader applies to enhance working spirit of employees
- Critically evaluate the relationship between culture, politics, power and motivation that enables
teams and organizations to succeed providing justified recommendations that are relevant in the
context of Vietnam
- Conclusion
PART 2: A CEO Talk
- Before submitting the individual assignment, you will join a discussion called “CEO talk” specified
in the above scenario.
- Option 1: The CEO talk is performed in class and group members briefly share lessons learned

- Option 2: The CEO talk is performed at home. If so, the talk will be video-taped, uploaded to
Youtube, and briefly shown in class. Group members briefly share lessons learned in class.
Grading criteria
LO1 Analyze the influence of culture, politics and power on the behavior of
others in an organizational context D1 Critically evaluate
the relationship
between culture,
politics, power and
motivation that enables
teams and
organizations to
succeed providing
justified
recommendations that
are relevant in the
context of Vietnam
P1 Analyze how an organization’s
culture, politics and power influence
individual and team behavior and
performance.
M1 Critically analyze how the
culture, politics and power of an
organization can influence
individual and team behavior and
performance.
LO2 Evaluate how to motivate individuals and teams to achieve a goal
P2 Evaluate how content and process
theories of motivation and motivational
techniques enable effective
achievement of goals in an
organizational context.
M2 Critically evaluate how to
influence the behavior of others
through the effective application
of behavioral motivational
theories, concepts and models

Introduction
Masan Consumer Joint Stock Company Founded in 1996, the company ranked 7th in Vietnam's most
valuable 50s brand and 2nd in the consumer goods industry in 2016. Masan produces and distributes
various food and drink products such as soy sauce, extracts, chili sauce, ramen, instant coffee,
instant cereals, and bottled beverages. Masan Consumer's brand value has increased 113% to about
$ 350 million, making it one of the fastest growing companies. In 2016, Masan dominates Vietnam
with a market share of 70% fish sauce, over 70% soybeans and 40% instant coffee, with revenues
achieved in 2016 of nearly VND5804 billion.
P1 Analyze how an organization’s culture, politics and power influence individual and team
behavior and performance.
Individuals are known to refuse to coordinate cultural power and politics in an
organizational environment for all intent and purpose to calculate control, cultural and
political influence. Organizational culture revolves around having a common home and
general information that individuals fully share. I was basically overwhelmed by the political
information among the workforce. Individuals who are capable of influencing their agents
can use control at work.
Power Culture – When one person controls everything that happens within an organization.
With a strong person in the center, few rules and systems, you can make quick decisions
and communicate personally.
Role culture is based on a structure with more rules and bureaucracy. Work is determined through
rules and regulations. Power is based on the level of hierarchy, that is, job title.

Task culture is teamwork in which people come together to form a team to solve a project. This
means that the people on the team have different abilities to use on the project. No one is in a
better position than anyone in this type of culture because they have a variety of skills that people
use together to complete a project. Tasks matter, not individuals or rules. Individuals are more free
and flexible to always complete tasks without telling them what to do. The outcome of the project is
better because each one can unleash their personal power while working.
Person culture is the focus of an individual's business, and he has the power to make all
decisions about a particular task or activity. The person uses their expertise to complete
their work. Organizations, not hierarchies, exist only to serve the interests of the people
among them.
P2 Evaluate how content and process theories of motivation and motivational techniques
enable effective achievement of goals in an organizational context.
Motivation
The motivation of Locke (cited by Saari and judges, 2004, p394) Motivation was defined as
simply an impressive or constructive state of mind by the evaluation of knowledge in the
affairs of others. A low learning score may indicate that an employee who does not maintain
a sufficient score may be dissatisfied. Employee motivation is likely due to external
(external) reasons, such as compensation or private (internal) intentions to minimize it.
(Badubi, R.M., 2017)
Job Satisfaction
Depending on the rewards and developments the agent receives, the employees react to
create inspirational, regulated, and compelling work-strategic jobs in an environment.

Keeping in mind that there are male and female workers of various ages in a heterogeneous
environment, companies remove disputable components to ensure credibility and perform
maintenance. , You need to support the authorities in your daily work. The strength of the
times and (basically levels) is the lack of change, encounters and scores. brittle. Numbers
that make up the all-inclusive consent or group disappointment hypothesis.
Rewards for worthy employees
Anyone who recognizes an employee's achievements must recognize his or her own
achievements. Whether it's for personal achievement or whatever, it would be about work.
Recognizing a job well done by a senior supervisor will be crueler to the workers than you
think. We always have in mind to offer credit when the credit term comes.
It can take more than justifiable time to tap employee rewards and the like. If you're
rewarding employees for attending, try basic motives. There are always no money-related
rewards. Basic things such as a one-week personal drop-off are sufficient. Enhancing
representatives can also be part of the company's interests.
(Gkorezis, P., & Petridou, E. 2008)
( Source: researchleap, 2020).
Importance of Motivation in the Workplace
The stimulus can start with a representative who has a passion and a desire to work and
create. The design of this motivation is controlled by the person in charge to polish the
emotions. Literally, it does not use outsiders as rewards for outside inspiration to advance

the desire to work with moral workers. Authorities trade in exchange for hard work, as they
do on a regular basis, but how much they depend on their inspiration.
M1 Critically analyze how the culture, politics and power of an organization can influence
individual and team behavior and performance.
3.1 Critically analyze how the culture, politics, and power of an organization can influence
individual and team behaviors and performance.
The politics, culture, and power involved in an organization have a lasting impact on people and herd
behavior and practices. In organizations, four types of culture are common, depending on their part,
duties, management and participation of local partners. According to Professor Geert Hofstede's
hypothesis of culture, culture has six measures or angles, and Hofstede perceives culture as an
appropriate program of human intellect, characterizing it, and thus perceiving a particular group as a
bunch of other.
It is tedious to have modern thoughts and activities in the workplace whenever a director or
president needs them, and these individuals must contact their supervisors about organizational
changes. Without that advantage, they can't do their job properly. It not only affects power and
people, but also affects the general execution of an organization. When controls are used in positive
ways, they spur workers, and when used for negative purposes, they destroy brands and workplaces.
Project management assignment help
Maslow’s hierarchy of needs
Each individual has a different level of requirements system. Individuals will not be able to meet
higher demands until current requirements are met. Hydrophilicity was made to meet the need. Due
to the psychological requirements of employees, the organization has responded to ways to raise
salaries and bonuses for successful employees. It offers additional safety requirements such as
health, insurance and safety benefits. Staying on the move provides employees with safe and
hypothetical benefits if they really need them. Chinsu employees work in teams and it is Chinsu's
responsibility to ensure that employees are always able to work in professionally supported schools.
McClelland’s Theory

This theory gives not only Maslow's but also three push factors based on Maslow's theory of
demand. The three driving forces are attainment coordination and power. Motivation refers to the
need to first achieve and demonstrate competence. It includes the individual's own requirements for
acquiring skills and values and success. Internal action drivers affect this specific need. Low
motivation to achieve a goal results in an individual reducing the risk of failure. (Royle and Hall,
2012)
Skinner’s Reinforcement Theory
It can be affected by and as a result of actions and outcomes such as audits or overestimations. For
example, when Susumu's staff receive feedback from management about the benefits of completing
the work, these enhancements help employees repeat these actions. However, if management does
not explain their expectations, they will approach actions that are expected to be strengthened.
Positive reinforcement in integrated theory is a perfect motivational technique that helps explain
goals and the benefits of achieving them to employees.
Vroom’s Expectancy Theory
According to the recognition of this theory, motivation develops from the belief that decision-
making leads to desirable outcomes. Involvement in an individual's behavior is determined by three
factors: motive, expectation, means, and valence. (Parijat and Bagga, 2014). An assessment of the
expected factors is developed based on one's own abilities and certain self-assessments. The second
factor refers to online personal beliefs that there is an existing relationship between an action and a
given goal. The evaluation of this factor is based on the accuracy and effectiveness of the mark.
Chemotherapy refers to the degree to which an individual evaluates the gratitude and rewards that
result from success. According to Vroom's perception, motivation is equivalent to an exponential
function of three factors. If one of the factors is zero effort, the result of motivation is usually also
zero.
M2 Critically evaluate how to influence the behavior of others through the effective application of
behavioral motivational theories, concepts and models
3.2 Motivation effect to the company
Motivation is a fundamental part of each of us and provides assurance to achieve something.
Motivation is becoming more and more important to any business. Also, workers' associations often
offer higher profitability. Therefore, it is not surprising that the association places great

consideration and assets on its representative motives. Regardless of the size of the organization,
worker inspiration is consistently the number one goal of possible management. Also a little while
ago, there are many categories of inspiration bottles that fall into two categories. Intrinsic
motivation and extrinsic motivation (Amabile, 1993).
Intrinsic motivation comes from within, while extrinsic motivation arises from external factors. When
you are essentially willing, you engage in activity because you enjoy it and you get personal
satisfaction from doing it. When you have an external motive, you do something to get an external
reward. Consider how each type considers both motives and goals.
Intrinsic Motivation: Because it is internally rewarding, it motivates you to take action. Because it
can be fun, enjoyable and satisfying. Your goals originate from within, and the consequences of your
goals meet your basic psychological needs for autonomy, ability, and relevance.
Extrinsic Motivation: You are motivated to do activities to obtain external rewards in return. Your
goal is to focus on results and not meet your basic psychological needs. Rather, it involves external
interests such as money, fame, power, and avoidance of consequences. You've probably
experienced both types of motivation throughout your life, and often your motivational goals can
remain the same regardless of whether the outcome is something internal or external.
Motivation employees in Masan- Chinsu
Due to the fierce competition and lack of well-qualified staff, Vietnamese organizations are
experiencing many difficulties in recruiting and retaining the right number of talented professionals.
Masan Group's 2012, According to the annual report, business development depends entirely on the
ability to maintain enlistment training and retain qualified workers as key managers. This idea has
welcomed many highly disguised people who have worked for many years in global organizations,
including Vietnamese and outsiders, for quite some time. Currently, most individuals at Masan
Consumer have many years of experience working in organizations around the world., for example,
P&G, Unilever, Nestlé, Kraft Food, Pepsi, Kimberly-Clark, Philip Morris International .
( Masanconsumer, 2020)
Masan is constantly looking for ways to expand the interests of our partners, work with individuals,
and figure out how to use your abilities to further action to build the results that can be achieved
through individuals. Despite the fact that the position of the representative may depend on the task,
it is necessary to acquire the ability to use it. As such, Masan involves building access in

organizations to welcome constructive influences on the behavior of others. Awareness and change
that can be used in new initiatives to improve profitability to acquire and understand others using
persuasive relational skills to use with mastered data about activity itself about peers as experts in
the first and second Representing your readiness to fulfill your obligations to fulfill your commitment
to making important choices in an appropriate way, meeting and agreeing to respond quickly to
strategies and methods that are rational and equally, you get more support and awareness of
helping individuals do their best Help them win at work. Self-control is central to progress. Masan's
authority is to ensure a decent sense of control for all of his colleagues, as it is essential to show off
his skills around life and in the life of a professional. Giving your colleagues an obligation, helping
them to recognize what they need to do and creating the ability to do so, and urging them to take
responsibility for their use of guidance. You are recognized for two important qualities that make it
possible to take advantage of your position, which deserves praise. Do not forget about these
qualities when supervising cooperation with workers. Always treat your colleagues with pride and
respect. A relentless reaction or discipline creates a short-lived concern. This kind of force,
sometimes called coercion, can change behavior in an instant, but regularly injures and angers co-
workers. Sometimes a person with this outlook has self-control. Interestingly, people who are
definitely guided by how the modifications, changes as needed are bound to inspire their inner self
and take responsibility for accomplishing things. Masan will take remedial steps to refocus his peers
on action. Leave brutal analysis and discipline when someone does not follow the format
constructed or meets their profitable needs. Rather, Masan focused on the act and distinguished the
most appropriate corrective activities so that his colleagues could be scheduled back to execution
(Amabile, 1993). So it's not surprising that Masan named it one of the 100 best working companies
in Vietnam (according to Anphabe and Nielsen) in 2016. The salary for working in Masan is not
disclosed, but according to the percentage of employees working at the company, the number is not
small compared to the common denominator as a trainee. The difference between the Masan and
other multinational corporation (MNC) recruitment programs is that they are not transferred to
other departments when they join the company. Masan, unlike other multinational corporations,
does not have a standard human resources education process. In return, when you participate in a
project, you can be most creative, from the ideas you have made to achieve your boss's goals to the
way you do them. This will also teach you how to manage your budget effectively and invest
strategically (masanconsumer, 2020).
Conclusion