MBALN701: Applying Organizational Behavior to Problem-Solving

This report delves into the organizational behavior practices of Banks DIH Ltd, analyzing a specific problem-solving scenario involving a marketing manager's misuse of company resources. It examines the company's leadership structure, organizational culture, communication systems, and human resource management policies, including motivation, job design, and diversity initiatives. The report identifies a key dilemma and tension arising from the situation and discusses the development of crucial competencies such as intrapersonal and interpersonal skills, analysis and research skills, decision-making skills, communication skills, and risk management. The analysis highlights the importance of ethical conduct and adherence to company policies in maintaining organizational integrity and mitigating potential risks to revenue and brand reputation. The report concludes by emphasizing the significance of effective problem-solving skills in addressing organizational behavior issues and ensuring the company's continued success.

Running head: Management
MANAGEMENT
By (Student's Name)
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Teacher
Name of the School
City
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Table of Contents
Introduction...............................................................................................................................................2
1. Problem-solving situation scenario...................................................................................................2
2. Current organizational behavior practices......................................................................................3
2.1 Banks DIH Ltd Leadership................................................................................................................3
2.2 Organizational culture.......................................................................................................................4
2.3 Organizational communication..........................................................................................................4
2.4 Human resource management............................................................................................................5
2.4.1 Banks DIH Ltd Motivation policies............................................................................................5
2.4.2 Banks DIH Ltd Job design policies.............................................................................................6
2.4.3 Banks DIH Ltd Diversity policies...............................................................................................6
2.4.4 Disciplinary procedures and policies..........................................................................................6
2.5 Organizational decision making........................................................................................................7
2.6 Organizational Risk management......................................................................................................8
3. Basic dilemma and tension................................................................................................................8
4. Developed competency......................................................................................................................9
4.1 Intrapersonal and interpersonal skills.................................................................................................9
4.2 Analysis and Research skills............................................................................................................10
4.3 Decision-making skills....................................................................................................................11
4.4 Communication skills......................................................................................................................11
4.5 Risk management............................................................................................................................12
Conclusion................................................................................................................................................12
Reference..................................................................................................................................................13

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Introduction
Problem-solving skill plays a vital role in responding to various situation especially the
organizational behaviors issues. Banks DIH Ltd has current organization behavior practices that
include organizational culture, organizational communication, organizational decision-making
process, leadership, human resources management, motivation, organizational policies, and
practices. Organizational behavior practices have some issues that normally require proper
problem-solvingskills to ensure that the company remains to focus on goals and vision. The
organizational problem-solving skills that remain an important aspect of organizational behavior
that has a role to play in settling the ethical problem. Working at the human resource
management department of Banks DIH Ltd, I participated in various problem-solving situations
that help me develop some competency problem skills.After the problem-solving situation, I
develop various competency skills such as intrapersonal and interpersonal skills, decision-
making skills, research and analysis skills, communication skills and risk management. The
following paper analyses a problem-solving scenario where I participated in a problem-solving
situation and competency skill I developed.
1. Problem-solving situation scenario
The marketing manager for Banks DIH Ltd wasmisusing company resourcesfor personal
business and was reported to the senior management. The manager was engaged in marketing of
personal product using the company resources and when the matter reached the senior
management the manager was summoned and the question on the allegations of exploitation of

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the company resourceswhich has both ethical and legal implication. Being a senior employee of
the Banks DIH Ltd, the marketing director also owns a firm producing almost similar products to
the company’s soft drinks. The marketing manager used company communication resources and
platforms such as social media to market personal products and this was against the standard of
practice, code of conduct and company’s policies (Edelman & Singer 2015).
The human resources management together with the board of directors constituted a team
of employees to investigate the problem and gather the information. The company came up with
a human resource team to conduct an investigation on the matter to establish the conduct of the
employee. Research and investigation were used to define the problem in the organization and
the risk associated with the problem that includes the loss of revenue and brand damage.
Moreover, the investigation also considered the information that was presented through the
management information system. As a member of the human resource management, I was also
part of the team that prob the conduct of the manager to gather information and present to senior
management of Banks DIH Ltd (Chevon 2012).
2. Current organizational behavior practices
The current organizational behavior of Banks DIH Ltd consists of various aspects that
include leadership, communication, organizational culture, decision making, human resources
management, motivation, and diversity.
2.1 Banks DIH Ltd Leadership
The current leadership of the organization consists of various directors forming the board
of directors which is the senior management of the company. Each of the directors is tasked with

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a particular role to play ranging from the managing director who is also the chairman of the
board of directors. Among these directors, there is a human resources director who is in charge
of the employees and was at the forefront of handling the problem (Banks DIH Limited
2019).Other directors that were also part of the team working on the problem were the
information system director and operations director (Kilburg& Donohue 2011). Some other
leaders that were involved in the case also include a risk management team that analyses the risk
associated with the problem and marketing leadership was the implicated department of the
organization. This was due to the implication of the marketing manager in the misuse of office
resources, company resources for personal gain (Chin 2015).
2.2 Organizational culture
The business culture of the organization values employees and instill the quality of being
a responsible employee at the company. The communication culture of the organization through
formal and follow the company's procedure and chain of command, there is also an interactive
aspect. In addition, the company culture is laid upon the foundation of the corporation where the
management is ready to solve any issues in a more open way based on the business policies
(Shockley-Zalabak 2015). Interaction with other employees and the management foster harmony
when there is a problem within the company. This is important when handling the problem that
was affecting both the organization and the human resources department. Personal accountability
is another organizational culture that the company value as each employee is expected to behave
in an ethical, responsible manner is more accountable to personal behavior (Flamholtz& Randle
2014).

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2.3 Organizational communication
Communication system within the organization is based on the management structure
that includes various department headed by directors and departmental managers. The company
has various forms of communications ranging from internal communications to marketing
communications (Fill 2013). Marketing communication involves various marketing channels and
policies and this also includes different type of media that are used for product marketing and
promotion as shown in the figure below. For instance, the problem that resulted in high tension
involved one employee marketing personal product using the company resources and trademarks
(Ferguson &Terrion 2014). Marketing communication of the company follows certain policies
and strategy without personal products as was the case except for company products. One of the
organizational issues that affect the organization is staff using company resources to market their
product alongside those products of the company (Modaff, DeWine & Butler 2011).
Furthermore, the marketing department assists the team probing the misconduct case to gather
information based on past marketing events, campaigns, and activities to help in defining the
problem. Some of the information that was being gathered include videos and products sales that
directly implicate the manager personal product promotion as oppose to company marketing
policies (Dahlen, Lange & Smith 2010).

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Communication channel
2.4 Human resource management
The human resources management of the organization has elaborated policies that
involve employee’s remunerations, motivations, and job design. Firstly, the organization has
policies that control or give guidelines on the standard of practice for each employee that may
lead to suspension or fired from position or employment. Secondly, the human resource
department has policies that pertain to employee’sremunerations and this has been viewed as a
company giving competitive compensation to employee according to the position. In addition,
employees are paid a good salary or wedge to ensure that they don’t participate in other activities
other than what their role is within the company (Scouller 2011).
2.4.1 Banks DIH Ltd Motivation policies
Department of
marketing
Products
promotion
Marketing
campaigns
Sales
Director of
Marketing

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Theorganization has motivation policies that enable employees to work towards the
company set goals. This motivation strategies may include remuneration systems, appraisal or
promotions to increase employee’s morale to work effectively. The motivation of employees
within the Banks DIH Ltd company is designed to enable these employees to work hard in order
for the company to achieve its objectives (Parker 2014).
2.4.2 Banks DIH Ltd Job design policies
Job design is another area within the organizational human resources management is the
job design as each employee within the company has a particular job role and position served
within the organization. For instance, the problem that occurred in the organization involved the
marketing management and the senior or director of marketing department was the core
victim.As a member of the human resource management, there are policies that guide operation
leading to the suspension of the employee (Schmitz 2013).
2.4.3 Banks DIH Ltd Diversity policies
Banks DIH Ltd has a diverse culture and practice that aims to offer employment and
management privilege to people from the diversified background. Thediversity culture plays an
important within the organization that involves offering a job to people from various background
and from a different culture. The company has a practice that considers the disadvantaged people
in the community and offers service or employment to such people. This is also important for
forming the team that was investigating the conduct of the marketing manager where people
from different concerned departments and culture were incorporated into the committee(Solis
2011).

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2.4.4 Disciplinary procedures and policies
The organization has elaborateddisciplinary procedure and policy that involves a number
of activities such as investigation, research, analysis, problem reporting and decision on the
problem. Upon identification of the problem within the organization the concerned person or
department leader is summoned and questioned about the problem (Hung 2013). This was the
case where the marketing director was summoned by the board of directors and questioned
concerning misconduct in the marketing of personal products.A team comprising of leaders from
the human resource department, marketing department, information department, and senior
management form part of a problem-solving team (Walinga, Cunningham & MacGregor 2011).
Being a member of the team, the team conducted various research and analysis of information
from the marketing department to define and quantify the problem (Offord2011). Upon
completion of the investigation and research, the team report back to the board of directors that
make a decision based on the recommendations from the problem-solving team. Some of the
ground of the decision making include the policies of the company that prohibit an individual use
of company resources for personal gain. As in the case, the employee was found to use company
resources to market personal products and the most misused resources was telecommunication
where the manager was using a company or office telephone to market his products at the
expenseof company products (Billikopf 2014).
2.5 Organizational decision making
The decision-making process normally follows the organizational core values, vision, and
culture. The decision concerning the conduct of an employee is dealt with based on the company

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policies, leadership principles and labor laws. In addition, the standards of practice for the area of
expertise are also used in making a decision concerning employees. In the case of the misconduct
of the employees that misused company resources the standards of practice and company
policies were used to make a decision (Stefanovitch, Alshamsi, Cebrian&Rahwan 2014). For
instance, the company has various policies that guide decision making when an employee
misused company resources or misused company trademark and reputation for personal gain
(Tonelli 2011). This was the case in the problem that brought tension in the organization.
Furthermore, the decision-making process within the organization involves research and analysis
leading to more information on the problem. The overall decision was to fire the marketing
manager and another person be appointed based on company human resource policies
(Brockmann& Anthony 2016).
2.6 Organizational Risk management
The company has a risk management strategy that is also incorporated with other
departments to ensure that risk is assessed at the department level. Marketing manager
misconduct has a high risk to the company especially on the revenue loss and possible company
image damage (Wagner & Hollenbeck 2010). Marketing personal products in the name of the
company may result in the selling of substandard products under the trademark or company
brand. This has the risk of losing revenue and brand reputation in the market. In addition, the
case of firing the marketing manager has negative and positive implication or risk to the
company. The decision to fire a marketing manager can result in a legal risk that needs a
comprehensive risk management strategy that will help prevent any risk from affecting the
company (Boddy 2011).

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3. Basic dilemma and tension
The employee that was involved in the situation threatens to sue the company over the
suspension since the employee viewed marketing behaviors as justifiable. The technical part of
the decision that the problem-solving team arrived on was the implication of the decision. The
marketing manager resorted to following the legal channel to appeal for the decision to fire the
employee (Shimizu 2016). As a result, the dilemma and tension from the manager as the
marketing manager decision to follow the legal channel to revert the decision of the company
could lead to damage of the company image in the market leading to loss of revenue. In addition,
if the case is fairly prosecuted in favor of the manager company fear losing revenue to pay the
manager (Levy et al., 2011).
Based on the research the decision to fire the marketing manager is informed and the
management stood for their decision. This has importance in future dealing with such case and
therefore a strong stand was made in terms of the decision of the management (Wang
&Chiew2010).Moreover, misconduct is against the standard of practice and has legal implication
on the employee. Therefore, the decision of the marketing manager to appeal the management
verdict does not affect the company, especially management. The decision also considered the
risk management strategy for the company that will cater to any legal risk following the decision
(Guazzini et al., 2015).
4. Developed competency
Participating in the problem-solving situation in the organization assisted me to develop
many different problem-solving competency skills. I developed a problem-solving intrapersonal
and interpersonal skill that was able to help in understanding the situation and eventually reached

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the solution. Some of the skills that I developed include intrapersonal and interpersonal skills,
decision-making skills, research and analysis skills, communication skills and risk management.
Application of the competency I developed are shown in the decision-making process figure
below
4.1 Intrapersonal and interpersonal skills
Firstly, I analyzed the situation at the intrapersonal level leading to a broader perspective
of the organizational behavior. I came to consider the various option for reaching the decision on
organizational practice. For instance, being a member of the management, the employee was
well aware of the organizational culture and practice hence require various options for solving
the problem. The problem-solving situation enables me to learn many different intrapersonal
skills that are important for ensuring future problem-solving efficiencies. In the course of team
problem-solving situation, my individual input is contributed to personal intrapersonal skills that
were based analysis of the whole issue and decision.
I developed interpersonal skills that play an important role during the group problem-
solving situation as was the case in the organization. Interpersonal skills that in developed
include interaction with other people or team members to establish the cause of the problem and
the decision on the problem solution. Interpersonal skills play a role in interaction with people
and teamwork, especially when gathering information concerning the problem. For instance,
interaction with various people within the organization is very resourceful and help reach the
goal of the problem-solving team. Moreover, I developed interpersonal skills particularly
interpersonal communication that assisted us in dealing with other staffs that are not part of the
company. When gathering information from the company owned by the marketing manager,