Report on Organizational Behavior and Development at EY, 2020

This report provides a detailed analysis of organizational behavior and development within Ernst & Young (EY). It explores the significance of organizational culture, development, and their impact on employee behavior and performance. The report examines the driving factors behind human resource management (HRM) strategies, considering political, legal, economic, social, and cultural influences. It investigates the linkages between organizational performance, structure, culture, and teamwork at EY, highlighting the role of culture in leading change and identifying key HRM strategies for employee development and engagement. The report utilizes academic resources, including journal articles, books, and company websites, to provide insights and recommendations for improving human resource strategies and achieving long-term organizational goals. The findings emphasize the importance of aligning organizational structure and culture, fostering employee engagement, and adapting to global business environments. The report concludes with recommendations for enhancing employee satisfaction and organizational success.

RUNNING HEAD: ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 0
2020
Organizational Behavior and Development
Student’s details-

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 1
Executive Summary
Organizational behavior is an important part of the organization which builds interactions make
the culture efficient. This can be seen from the corporate culture which can determine the set of
values and beliefs that the organization maintains. The aim of the report is to focus on the
organizational culture which can be influenced by the shared values and attitude of the
employees and which can lead to higher performance levels of the employees. The purpose of
the report is also to make the analysis of the link between the organizational development and
culture which is helpful in the identification of the organizational behavior which gives rise to
the culture and the values of interactions made. The research is made from the journal articles,
academic books and the website sources of the company.
The results are helpful in the identification of the organizational culture and the improvements in
the human resource strategies that the company can make to achieve profits in the long run. Also,
the results have also stated the driving factors in the human resource management which the
organization carefully determines and makes the human resource strategies successful. The
findings also state that there are linkages between the organizational structure and the culture
wherein the form of structure can have an impact on relationships and thereby impacting culture.
Also, there are results for the human resource strategies for the employee engagement and
employee development which can make the increased employee satisfaction.

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 2
Contents
Introduction......................................................................................................................................3
Organizational Behavior, Development and Organizational Culture..............................................3
Driving Factors for Human Resource Management Strategies.......................................................5
Linkages between Organizational Performance and Structure, Culture and Teamwork.................7
Role of Culture on Leading Change..............................................................................................10
Key HRM Strategies Responsible for Employee Development and Engagement........................11
Recommendations..........................................................................................................................13
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 3
Introduction
Organizational behavior is related with the concept of examining the employee’s behaviors and
the significant ways in which people interact and behave within the workplace. There is
influence of organizational structure and culture of the organization which can majorly affect the
behavior of the employees (Dong, et al., 2017). Moreover, organizational behavior is an
important aspect of the organization as it provides the significant ways by which the employees
can be motivated and are focused on performing better into the organization. Here, the report is
based on the examination of organizational culture and development of Ernst and Young which
is the multinational professional services of the world (Miner, 2015). The report will discuss the
organizational culture and organizational development which might have impact on the
organizational behavior. Also, the report has discussed the factors which drive to human resource
strategies in global business environment and the linkages between the organizational culture and
teamwork at E & Y company. Lastly, the role of culture in leading the change and the
identification of the key HRM strategies which are responsible for the employee development
and engagement.
Organizational Behavior, Development and Organizational
Culture
Ernst and Young is a global professional services company which has the vision of giving the
value to the customers that can provide meaning to the employees. The organization in this
context provides support and guidance to create enthusiasm and commitment. The company
therefore has an approach for the changing in the organizational culture which later has an
impact on the organizational behavior of the organization. Moreover, organizational behavior is
the study which focuses upon the various aspects of human behavior within the organization
(Lăzăroiu, 2015). This gives an insight of how the organization’s employees behave and perform
within the organization and creating lasting relationship with the employees. Further, this can
certainly lead to organizational development which can lead to the high-performance results and
creating a supportive organizational culture.
Organizational Behavior

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 4
In context with EY, organizational behavior has impact on certain factor which can include the
motivation, leadership and the organizational performance. Organizational behavior is an
important aspect of the organization which seeks to motivate the employees by providing the
ways for the leaders to make recognition of the various kinds of motivational tools. Further,
organizational behavior can be crucial for the organization with respect to the structure of the
organization which defines the way people interact and ongoing communication within the
organization (Graham, et al., 2015). There are various external factors which can have influence
on the people’s attitude and behavior within the organization and which can also shape the
organizational culture. The internal settings of the organization can also have an impact on the
behavior and reaction of the employees which might have effect on the overall productivity of
the organization (McShane & Glinow, 2017). This is related with the organizational performance
wherein the behavior of the employees can lead to have an impact on the organizational
development.
Organizational Development
Organizational development is related with expansion of the business through the utilizing of the
resources of the organization. It is an important part of the organizational behavior in the sense
that the positive attitude and behavior of the employees can lead to the improvement in the
overall performance which will certainly lead to the organizational development. Further,
organizational development is seen as the aspect of working of professionals to determine the
work environment and anticipate the changes which can be helpful in the sound organizational
development (Gul, 2015). Moreover, Ernst and Young have led transformational approach for
the development of the company that specifically aligns the leadership and the culture that leads
the organization towards the attainment of business goals. The major aim of the organizational
development is to foster communication through the creation of the environment which can bring
the changes both internally and externally. The organizational development focus upon the
employee’s growth through making improvements into their skills which can drive success
within the organization (Aarons, et al., 2015). Also, bringing innovation into the business
practices can lead to the improvement in the products and services which can also lead to the
reward for motivation and success.
Organization Culture

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 5
Organizational behavior of the organization includes the organizational culture which certainly
influences the behavior and actions of employees within the organization. The organizational
culture is defined as the values, beliefs and patterns which influences the way people
communicate and behave within the organization. Moreover, the organizational culture of Ernst
and Young is changing and the company is majorly stressing upon the integrity, respect and team
work which is the major aspect of company’s corporate values and gain the profits by doing the
right thing. The corporate culture is also influenced by the core values which gives the ways
employees treat each other within the workplace and also using the right ways for treating the
customers and the clients (EY Global, 2017). The corporate culture also encompasses the core
values which guides the ways employees perform day to day activities of the organization and
allow the organization to move in the certain direction. These core values are necessary as it
provides the direction to the employee’s decisions (Valmohammadi & Roshanzamir, 2015).
Moreover, EY has an approach for the organizational culture through the cultural transformation
and core value which addresses the challenges and makes alignment with the vision and
behavioral statement.
Organizational culture is defined as the group of norms, beliefs and the shared values of the
members of the organization which certainly affects the behavior within the organization which
brings stability within the organization. The organizational culture is tun related with the
organizational behavior and leads to the development of the organization. Moreover,
understanding of the organizational culture can influence the appropriateness of the employee’s
behavior and also the organizational performance (Alvesson & Sveningsson, 2015). Effective or
shared organizational culture has effect on increasing the performance which fits the demands of
the organization. Also, this can certainly be used for the controlling of the behavior of the
employees which acts as control mechanism for the examining of the employee’s behavior. This
can be used as the set of rules and regulations. Also, the organization makes the pattern of
customer service which can lead to the encouragement of the customer satisfaction (Lăzăroiu,
2015). Culture of the organization is also maintained by the creation of the inclusive culture of
the organization which can lead to the productivity of the organization and can lead to the
positive workplace. This can certainly make the employees dedicated and loyal towards the
organization.

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 6
Driving Factors for Human Resource Management
Strategies
There are certain factors which have influence on the human resource management strategies.
When the organization operates in the global business environment, the organization needs to be
aware of the certain driving factors which have influence on the human resource strategies of the
organization. Basically, the organization faces certain challenges in terms of the external factors
which shapes the human resource strategies and also the management of those members for the
productivity of the organization (Brewster, et al., 2016). Moreover, Ernst and Young is a
multinational and thus, the company approaches for the recruitment and skill enhancement which
are to be used for the success of the organization. Doing global business, external factors are
seen the obstacles and are needed to be carefully addressed by the company for making the
efficient hiring and successful representation of the employees throughout the world. The
following is the overview of the driving factors which have an impact on the human resource
strategy for the company.
Political and Legal Factors
This factor is related with the stability of the political system and the legal legislations which
have an impact on the human resource strategy. Being, an international firm, Ernst and Young
must have an account for the laws and regulation pertaining to hiring and the appropriate
arrangement between the employees and the employer. The laws can affect in terms of the
employment laws and the legal considerations for managing the employees which can be seen in
case of the laws pertaining to discrimination and sexual harassment affecting the HR strategies of
the company. For example, UK employment law states the laws which are related to the terms
and conditions of the employment, employee discrimination and employee rights which are
carefully seen by the company (ICLG, 2019). This can be the driving force in the human
resource strategies.
Economic Factors
Changes in the economic condition can have impact on the HR strategy in which the
employment rate is seen as the major factor which affects the recruitment process (Ahmad,
2015). Also, the differences in the wage levels have impacted the compensation given to the

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 7
employees which can be the factor for the Ernst and Young which can affect their tendency to
make the appropriate HR strategy to attract the qualified personnel within the organization. Also,
it can be noted that higher unemployment rates can create a good opportunity for the company to
account for the qualified candidates which can certainly make the HR strategy better.
Social and Cultural Factors
The driving factor which affects the human resources and their behavior. This can include the
ethnic patterns, attitudes and motivation of the employees which have an impact on their
behavior into the organization. Social factors can also include the social and ethical views of the
society which has impact on the operation of the human resources. Further, cultural influences
the language preferences and certain beliefs which shapes their perception towards their
respective job. Moreover, being operating globally, it is important for EY company to be aware
of the social cultural factors which can affect the HR strategy. The social factors can differ from
person, the company should adopt the HR strategy that meets their diverse needs and often this
could affect their motivational levels (Shen & Benson, 2016). In this case, the company will
adopt the reward system which satisfies the needs of all the employees with various
backgrounds. Further, culture is an important factor in the global business as it varies from
nation to nation. The company’s human resource approaches can get influenced by the cultural
backgrounds which specifically includes the values, beliefs and ethical practices of the people
which affects the company’s strategies.
Technological Factors
Technological factors are also important factors in the human resources in which can impact the
HR strategy of the company. This can act as an opportunity for the company to gain the talented
and at the same time, this can be challenging for the company. There are certain new trends in
the technology on the basis of which the company can advance their human resource practices.
This can make the company to adopt for the digital hiring and training of the employees which
can make the efficient workforce practices and which can also have an impact on the overall
productivity of the organization (Stone, et al., 2015). Moreover, adoption of such technological
trends can be challenging for the company as it can affect the cost and the efficiency to go for the
digital means.

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 8
Linkages between Organizational Performance and
Structure, Culture and Teamwork
There is link between the organizational performance and structure which has effect on the
culture and building up of the team. Moreover, Ernst and Young has emphasized upon the
organizational performance through the building up of the efficient culture. Also, the
organizational performance can be affected the organizational structure being followed into the
organization (Aarons, et al., 2015). Structure influences the level of relationship made between
the superior and subordinate which can certainly affects the workforce efficiency and which can
also affect the performance. This relationships and interactions are part of the organizational
culture which has effect on the building up of team work which can be possible through the
motivation for doing for the organization being part of the team and building the culture that
drives business performance (Körner, et al., 2015). The following section clearly states the
linkages between the organizational performance, structure, culture and team work.
Organizational Performance and Structure
Organizational structure is determined as the clarifying the roles and responsibilities to the
employees which can affect the performance of the organization. The main objective of structure
is to make the proper alignment of roles and decision-making authorities which leads to higher
productivity of the organization (Aarons, et al., 2015). Moreover, the structure of the
organization has a major role in the business performance as it defines the division of work and
develops the ways for the facilitation of direction towards the organizational goals. The structure
also defines the ways different people can make coordination to achieve the business goals which
can lead to the improvement in the performance of the organization (Mallén, et al., 2016). It can
also be said that the adoption of the culture directly depends upon the nature and the core values
of the company which is the part of the organizational culture. The organizational structure later
defines the communication, coordination and the extent of partnerships made between the
several departments which leads to the organizational performance which is related with the
organizational culture.
Organizational Structure and Culture

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 9
Organizational structure refers to the policies and rules made by the organization to achieve the
goals and objectives of the organization. These policies and norms are formed as a result of the
cultural values of the organization to be driven by mission and vision of the organization. Also,
organizational structure is formed due to the nature and size of the organization which is the part
of the organizational culture. There is direct relationship between the structure and culture of the
organization which defines the moral values, attitude and the strategy of the organization
(Smircich, 2017). Also, when the organization follows the strict hierarchy as an organizational
structure then it affects the organizational culture as there will be lack of employee involvement
creating the less effective culture. Also, the relationships can also be seen when the organization
adopts the decentralized organizational culture where there is participative decision making. This
can certainly make the organizational culture effective as it allows the employees to be
innovative and highly engaged with the organizational goals (Alvesson & Sveningsson, 2015).
This culture directly affects the teamwork when the employees are motivated to perform better
into the organization by thinking collectively not individually.
Organizational Culture and Teamwork
There is relationship between the organizational culture and teamwork within the organization
which later leads to the more effective decisions within the organization. The main aim of the
organization to achieve shared values and beliefs which has later added into the group efforts of
the employees and socially hold the organization together. Organizational culture drives job
satisfaction which makes addition to the tendency of the people to make the effective teamwork
that drives business performance (Körner, et al., 2015). The concept of teamwork is concerned to
be a part of the culture which states the various methods and techniques which can influence the
productivity of the collaborative and shared decision-making values of the employees. Moreover,
teamwork refers to the collaborative efforts made for the achievement of common group goals
efficiently and effectively (Ramdhani, et al., 2017). The concept of team building states the
activities which encourages social relations and make clear definition of their respective roles
within the teams. This can be seen as an important aspect of the organizational culture which
seeks to motivate the employees for making active participation within the team and make the
organization successful.

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 10
Moreover, motivation is the driving factor which can make the employees perform good into the
team and also a crucial part of organizational culture as it ultimately creates job satisfaction. By
the application of Maslow’s theory of motivation, it can be said that there are certain needs of the
employees which are driven by the organizational culture and the satisfaction of their needs can
create job satisfaction and can motivate them to achieve excellence within the respective job
position (Dong, et al., 2017). Thus, level of motivation can also affect the teamwork. However,
the concept of team dynamics can be relatable with the motivation as it states the certain
psychological factors which can influence the behavior of the employee within the team. These
factors can influence the organizational culture and the participation of the employees towards
the team. The team work and culture are interrelated in which the organization can be team
oriented and which can also lead to the achievement of the group goals that can make the
organization effective (Hu & Liden, 2015).
Role of Culture on Leading Change
Culture has an influence in bringing of a positive change and also leading the change which is
driven by the organizational core values. Moreover, there are certain factors in the organizational
culture which can lead to the changes into the business process and make the organization
profitable (Damirchi, et al., 2017). Also, when the leaders make the transformations into the
organization regarding the recruitment strategy and the policies of employee engagement, there
is major role organizational culture. The culture makes the changes in the behavioral patterns and
decision making which can certainly affect the changes to be brought up into the organization.
Further, the role of culture is crucial as it ascertains the certain factors which have a direct impact
on the organizational performance which is leaded by a change (Dickey, 2016). Also, changes
into the organizational culture can be important where the organization wants to change the
communication practice and interaction for making the right fit of certain employee related
factors. Moreover, bringing of a change into the organization in terms of the innovation and the
human resource practices requires the transformations into the organizational culture as it leads
to the successful execution of the change process.
Organization’s culture brings an impact on the ways people interact and behave within the
organization in which employee work together with the other employees for the management of
work. This is often defined as team work which shapes the culture. This culture can have impact

ORGANIZATIONAL BEHAVIOR AND DEVELOPMENT 11
on the leading of a change which brings productivity to the organization. Moreover, EY
company has aligned their core values with the culture and have implemented the cultural
transformation (Damirchi, et al., 2017). The company has been leading a transformation-led
approach which is possible through the leadership practice and the mobilizing of culture which
translates the core values of the company to bring a positive result into the organization. Also,
the culture consists of the core values which are the moral values that can persuade the
organization to make the change in the ways people interact and also the ways they are being
treated. There should be right fit between the changed systems and the culture that encourages
the organization to transform the behavior in which leader uses the power to make the employees
to act in a certain way (Denning, 2011).
Further, culture is seen as the people’s behavior in the sense that the ways by which people
choose their actions individually and collectively. This can have major role in leading of change
as organizational change consists of the factors which have effect on the people’s behavior and
actions and also have an effect on the ongoing communication and acceptance of the change
process (Ahmad, 2015). Moreover, changing of the environmental factors and the changes in the
factors which can lead to the creation of high performing and enriched culture to be driven by the
effective leadership and its participation in the leading and making of the cultural changes and
values and beliefs. This requires the holistic approach of the leaders in the bringing up of change
as this requires the changes in the structures which are the part of cultivation of right culture
(Alvesson & Sveningsson, 2015). Moreover, change requires the ongoing assumption of
modification of organizational core values, changes into the processes and systems which are
important element of organizational culture and are needed to be addressed in the proper way
which can lead to the productivity of the organization and also leading a successful change.
Key HRM Strategies Responsible for Employee
Development and Engagement
Human resource strategies are based on the efforts made by the organization to improve the
human resource operations and make efficient management of human resources within the
organization. Moreover, HRM strategies for the employee engagement seek to make an efficient
workforce through the skill enhancement and making efforts for the creation of engagement with