Organizational Behavior Report: BTC Leadership and Change Analysis

This report provides a detailed analysis of Baud Telecom Company (BTC), a UAE-based telecom conglomerate. It examines the company's vision and mission, corporate structure, and control systems. The report identifies areas needing planned change, potential resistance, and conflict resolution strategies. It explores the company's corporate culture, leadership style, organizational strategies, and key stakeholders. Furthermore, it discusses the impact of Information Technology and globalization on BTC's operations. The report concludes with recommendations for the company's continued development and improvement, highlighting the importance of employee engagement, cultural diversity, and strategic alignment to achieve organizational goals. The analysis covers various aspects of organizational behavior, including leadership, change management, and stakeholder influence, all within the context of a real-world business case.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behavior
Name of the Student:
Name of the University:
Author note:

1ORGANIZATIONAL BEHAVIOR
Executive Summary
The report throws light on the mission and vision of an organization named, Baud Telecom
Company and being the CEO of the company, what changes would I make for a planned
structure of the organization. Baud Telecom Company or BTC, was founded in the year
1975, which is an UAE based telecom conglomerate. The report highlights the mission and
vision statement of the organization, description of its corporate structure and the visible as
well as invisible control systems. In addition to this, it consists of the area which needs
planned change and the types of resistance the CEO would come across.
It gives detailed information regarding the corporate culture of the organization, the areas of
conflict and how to resolve those. Moreover, it discusses about the organizational strategies
and the stakeholders’ identification. Last but not the least; it gives a brief explanation on how
the organization is affected due to Information Technology and what positive as well as
negative changes occurred.
Moreover, the ever increasing globalization and decentralization of the work procedures have
helped in the dynamic development and improvement of the organizations, through the use of
information as well as communication technologies. Globalization has helped in huge
transformation of the market structure. Innovative technologies are used for marketing the
products. BTC utilizes Facebook, Twitter, Instagram, LinkedIn to promote their services.

2ORGANIZATIONAL BEHAVIOR
Table of Contents
Introduction................................................................................................................................3
Background............................................................................................................................3
Aim/Objectives......................................................................................................................3
Scope......................................................................................................................................3
Discussion..................................................................................................................................4
The Vision and Mission Statement........................................................................................4
The Corporate Structure of the Company..............................................................................5
Identification of the area of planned change in the organization...........................................7
Description of the Corporate Culture and Leadership Style..................................................8
Visible and Invisible Control Systems...................................................................................9
Types of resistance one would encounter............................................................................10
Area of Conflict and how to resolve it.................................................................................11
Strategic Selection................................................................................................................12
Key Stakeholders and how to influence them in the decisions............................................13
Information Technology and its effects on the organization...............................................14
Conclusion and Recommendation............................................................................................15
References................................................................................................................................17
Appendix..................................................................................................................................21

3ORGANIZATIONAL BEHAVIOR
Introduction
Background
An organization can be defined as an individual or a group of people who collaborates
together to achieve some specific commercial goals. Some business organizations are set up
in order to earn money for the owners and some non-profit organizations are for the public
purposes. In other words, an organization can be defined as a structured group of people need
to pursue a collective goal. It is important to maintain a cordial relationship with those people
who work in the same organization and interact with them, mainly for the progress of any
work (Alotaibi 2013).
Aim/Objectives
The report throws light on the mission and vision of an organization named, Baud
Telecom Company and being the CEO of the company, what changes would I make for a
planned structure of the organization. Baud Telecom Company, often abbreviated as BTC,
was founded in the year 1975, which is an UAE based telecom conglomerate (Ali 2012).
Scope
The report highlights the mission and vision statement of the organization, description
of its corporate structure and the visible as well as invisible control systems. In addition to
this, it consists of the area which needs planned change and the types of resistance the CEO
would come across. It gives detailed information regarding the corporate culture of the
organization, the areas of conflict and how to resolve those. Moreover, it discusses about the
organizational strategies and the stakeholders’ identification. Last but not the least; it gives a
brief explanation on how the organization is affected due to Information Technology and
what positive as well as negative changes occurred.

4ORGANIZATIONAL BEHAVIOR
Discussion
Established in the year 1975, Baud Telecom Company or BTC, is UAE based telecom
conglomerate which is led by the Saudi Binladin group. The company is famous for its
renowned service of mobile phones and transmission networks division in the Kingdom of
Saudi Arabia. The primary owners of the company’s shares are the Saudi Binladin group as
well as the General Organization of Social Insurance. The remaining shares are basically
owned by the public and the investors. The company received huge acclamation and in just
around 90 days its consumers’ base exceeded to about one million. Baud Telecom Company
has various market segments like government, military, private, finance, health care,
education, gas, oil and many more clients (Al Saud and Khan 2013).
The Vision and Mission Statement
The Vision statement of the company is to enrich the lives of the people and to meet
up their expectations, by being the choice partner and leader of the telecom companies. They
take full care regarding the demands and desires of their target consumers, by attaining their
trust and faith. They encourage their employees to work as a single unit by maintaining peace
and harmony. Their leadership strategy has inspired many and sustained the competitive
approach. The mission statement is to exceed the level of expectations of their employees as
well as the target customers and remain one of the largest telecom companies in Middle East.
It has successfully managed to provide the employees and associates with a better working
life (Al-Aali and Kamel 2015).
The company gives preference as well importance to other non-monetary factors, like
balancing personal as well as professional life, great opportunities of progress and growth,
good leadership development and a better as well as friendly environment at the workplace
and good training facilities. Interaction with employees and associates have revealed their
working conditions and the non-monetary factors. They are happy working there and the

5ORGANIZATIONAL BEHAVIOR
company takes care of their welfare. The company’s guiding culture and principles have a
major impact on their Human Resource policies and practices, which include the planning of
the manpower, recruitment and selection, training facilities as well as employee development
schemes, welfare initiatives along with others, which has made the business an attractive one
(Alangari 2013).
Being the CEO of the company, it is important to be open to the employees and listen
to their views and opinions. The telecom company recruit superior, energetic, enthusiastic,
experienced and talented people from various countries and ethnic groups across the world
(Alotaibi 2013). The leadership also provides new ideas and strategies which are actually
beneficial for the company’s growth and progress. It also helps the company to upgrade and
improve their services for their customers. The employees are offered with professional
training, which encourages and motivates them. This also helps them in building a good
relationship with the leader. Their values and traditions are respected, along with a
progressive mentality which never discourages the employees. Being a renowned company, it
always seeks new ways and procedures for its betterment and it never stops improving as
well as learning (Alwazae and Kjellin 2013).
The Corporate Structure of the Company
The Corporate Structure of the company is justified through the organization’s size
and their need to have some specialized sources in few particular areas. The company has one
executive director, Mr. Alawi M. Baroum and one general manager, Mr. Amer M. Kabbara.
The organization has assigned some Saudi nationals in the leadership positions, which is a
part of the efforts the company made (Armstrong et al. 2015). In addition to this; the
company has five country managers. They are effectively contributing for the development of
the company and its business strategy. The company’s Human Resource Chief Executive
mentioned that empowering the Saudi staffs in the leadership positions of the company, has

6ORGANIZATIONAL BEHAVIOR
helped in improving their strategic objectives and also by reaching the company goals
(Bahrawe, Haron and Hasan 2016).
A company’s success depends on how a person is treating his/her employees. It must
not be taken casually or lightly as treatment given to the employees acts as some powerful
energizer which can take an organization into something huge and great. The Baud telecom
enterprise always undertakes innovative and new measures while hiring, training or
developing their employees or associates. Moreover, they are provided with various benefits
and opportunities which enhances the profitability and productivity of the company (Bagheri
and Ghomi 2016). They encourage their associates to solve organizational problems, which
arises. This motivates them and helps the company gain some innovative and creative ideas.
Furthermore, the company encourages their associates to voice their valuable opinions as
well as share their personal views, without having the fear of being scold or punished. This
gives the company a clear idea of the issues faced by their employees. In addition to this, they
mentor their associates and offer them counseling related to their career, individually. This
kind of approach has helped the organization gain media attention and consumer appreciation
(Baker 2014).
The corporate structure of the organization consists of a Managing Director on the top
position who is responsible for managing the Corporate Affairs and Internal Audit Section.
Under his/her supervision the following groups operate; the finance or account section,
operations division like customer care services, power section and more, marketing division,
internet operations service or internet protocol service, personal or administrative division,
stores section, B mobile division and others (Barak 2016).

7ORGANIZATIONAL BEHAVIOR
Identification of the area of planned change in the organization
Any organization faces some kind of challenges, which includes the three following
segments; firstly, the technical design problem, secondly the political allocation problem and
thirdly the cultural and ideological mix problem. The technical design problem is when the
company faces issues related to the production or the operations of its products and services
(Block 2016). The political allocation problems arise when the company faces issues while
allocating resources as well as power. Last but not the least, the cultural and ideological mix
issues arise when the organizations’ members start thinking in a different way and their
beliefs varies. The company’s success depends on how the employees work together by
sharing their beliefs, in order to achieve a common goal or aim, that is, the organization’s
success (Brunetto et al. 2013).
Effectiveness of company completely depends on the way the team members are
working in order to achieve a common organizational goal. Efficient team members maintain
peace and harmony, while working in an organization. Generally, it doesn’t happen by
accident. Excessive amount of hard work, cooperation, struggle and commitment results into
a better team, which is the key to success. A team is only productive when it is committed to
a specific goal and the members are able to complete the goal by using their own resources
(Carter et al. 2013). When a team is introduced to a goal, all the members should come
forward and work as an individual unit in order to finish the task. Each of the members
should equally participate in the given task and shared their efforts in order to get good
results as it is essential for the team’s success. Moreover, diverse workforce can be regarded
as a reflection of changing marketplace and the world. Cultural diversity helps in introducing
high values to the work. Respecting the differences of every individual proves to be
beneficial, by creating competitiveness and increasing the work productivity as well (Goetsch
and Davis 2014).

8ORGANIZATIONAL BEHAVIOR
Description of the Corporate Culture and Leadership Style
The corporate structure of the organization consists of a Managing Director on the top
position who is responsible for managing the Corporate Affairs and Internal Audit Section.
Under his/her supervision the following groups operate; the finance or account section,
operations division like customer care services, power section and more, marketing division,
internet operations service or internet protocol service, personal or administrative division,
stores section, B mobile division and others. The structure is flat with fewer levels of
management and each and every level is being controlled by the broad area or the Managing
Director (Harter et al. 2013).
Edgard Schein offers an important factor to the definition of organizational corporate
culture. It is divided into three levels; first is the artifacts, second is the espoused values and
lastly the basic values and assumptions. The “artifacts” refer to the visual organizational
processes and structures which at times, become hard to decipher or understand. The
“espoused values” refer to the strategies, philosophies and goals with espoused justifications.
Lastly, the “basic values and assumptions” refer to the essence or core of the corporate
culture, which lies beneath its assumptions and values. They exist at the unconscious level,
perceptions, taken for granted beliefs, feelings and thoughts (Harvey and Allard 2015).
The company’s leader must have the required qualities to influence his/her followers
and be responsive towards his/her followers. Being a leader is not easy; he/she needs to think
out of the box and choose the best option. A leader acts as an inspiration to many people.
Therefore, he/she must provide constant support and motivation to the followers. Good
leaders help in creating a team to achieve a common goal or vision. In order to create a team,
a leader at first must be able to understand the team dynamics (Herbst, Dotan and Stöhr
2017). Moreover, a leader has the responsibility for bringing in high values to any
organization. Respecting differences of each and every individual proves to be beneficial at

9ORGANIZATIONAL BEHAVIOR
any workplace. It is the duty of the leader to promote cultural diversity at the workplace by
applying proper management tools, in order to have a successful behavior. Therefore, an
effective and good leader requires all these qualities and skills to succeed; and it is actually
very exciting in taking part in this wonderful journey (Jian 2012).
Visible and Invisible Control Systems
The visible control systems can be also called the Interactive system that helps in
maintaining the work flow each and every day. It includes reporting events and interactions
that take place inside as well as outside the organization. The visible control system can be
presented briefly by the following controls; firstly, the output control which calculates all the
measurable outcome of the organization. In an output control, the executives of the company
decide the performance level that is acceptable. They also communicate all the necessary
information and general expectations to their associates, keeping the track record of their
performances and then make changes, if needed (Jobber and Ellis-Chadwick 2012).
Secondly, the behavioral control focuses on the controlling of actions. Specific processes and
rules are used in this scenario to dictate the behavior. For instance, the Baud Telecom
Company have this rule that requires the finger prints of the employees before entering the
office and at the end, so as to measure their working hours and maintain an attendance record
(Kazemipour, Mohamad Amin and Pourseidi 2012).
The invisible control system comprises three types; that is, the diagnostic system,
boundary system and the management fads. Firstly, the diagnostic system monitors as well as
measures the profitability and performance of any enterprise, like clan control, that is a non-
standardized control type. It mainly depends on the shared expectations, norms, values and
traditions. Clan control is very particular and common in the industries, where the creativity
of employees plays a very vital role (Khan 2017). For example, the company works at high
tech businesses. Secondly, the boundary system helps in keeping the activities’ scope within

10ORGANIZATIONAL BEHAVIOR
targeted spots of the customer’s segment and market. Thirdly, the management fads are
closely tied with the organization’s control systems. Management by Objectives or MBO is a
process where the managers and their associates work all together in order to attain and create
the organizational goals. The management fads include a quality circle and sensitivity
training groups (Kazemipour, Mohamad Amin and Pourseidi 2012).
Types of resistance one would encounter
There are various organizational resistances which one may encounter. The following
are the types of resistances which can occur anytime. Firstly, the fear of failure can cause the
workers doubt their own capabilities. This questions their self-confidence as well as
undermines their personal development and growth. The employees oppose cultural changes
as they like the usual way they do things (Lam and Lau 2012). They also fear that the
changes can cause them lose their positions. Secondly, the fear of status loss also mars the
organizational progress and growth. New recruitments and structural as well as cultural
changes threaten the positions of the existing associates or even eliminate them which creates
strong resistance. Restructuring as well as reorganization involves elimination of the
managerial jobs (Lange 2015).
Thirdly, the non-reinforcing reward system results into resistance. The employees
resist when they do not receive positive rewards even after changing the work routines.
Associates expect some positive improvement at their work to readily accept the changes. An
associate will not support the change which results into longer working hours as well as
increased pressure of performance. Fourthly, the incongruent dynamics groups develop
conformity and enforce a set of norms which guide the behaviors of the employees. This
discourages the employees to accept the organizational changes (Madsen and Mabokela
2013).

11ORGANIZATIONAL BEHAVIOR
Last but not the least; breaking routines can prove to be disadvantageous for any
company. People are the creatures of their usual habit; they find it difficult to abandon the
behavioral routines which the company considers inappropriate. They like to stay at their own
comfort zones and avoid changes (Palmer 2012). They want to continue their routine patterns
which they used to follow. They are resistant to any organizational changes and like doing
what they did before. Hence, they resist the cultural and the structural changes of the
organization, which forces them to move out of their comfort zones or areas and requires
more time and energy investment (Mata and Quesada 2014).
Area of Conflict and how to resolve it
There are various conflict types, which include interpersonal, intrapersonal as well as
intergroup conflict. However, moderate amount of conflict can a necessary part of the
organizational life of Baud Telecom. It is regarded as a healthy part too. Despite the negative
and common perception of conflicts, it is not necessary that a negative conflict would mar the
progress of the organization. It can even raise the level of performance of the organization.
The thing which is more crucial is the context of the conflict and how to deal and cope with
the whole thing (Patrick and Kumar 2012).
Management techniques of the conflicts include the changing structure of the
organizations. It is done to avoid the built in conflicts, by changing the team members and
maintaining peace and harmony. The styles of conflict management include accommodating
new employees, avoiding conflicts, competing, collaborating as well as compromising.
People have the tendency of dominating others and at times, it is better to build some
conflicts over the ideas. There are various styles of conflict resolution which will help in
resolving the conflicts, when arises in any organization (Kazemipour, Mohamad Amin and
Pourseidi 2012). Firstly, the hierarchical referral uses the command chain for the resolution
of the conflicts. Secondly, decoupling or taking actions in order to eliminate and reduce the

12ORGANIZATIONAL BEHAVIOR
contact between the conflicting parties. Thirdly, buffering is used when one group’s inputs
becomes outputs of some another group. Fourthly, linking pins are used to help work well in
groups and accomplish the mutual tasks. Last but not the least; focusing on the liaison groups
helps in enhancing cooperation and drawing a desirable conclusion of the organization
(Proctor 2014).
The most probable solution for the conflicts would be the hierarchical referral. It
seeks advice from the higher authority and resolves the conflicts. The problems are reported
to the higher authority and senior managers in order to resolve those. Moreover, cooperating
with each and every members and drawing a desirable mutual conclusion would also help in
avoiding and solving the conflicts (Salem et al. 2015).
Strategic Selection
The following steps can be conducted for selecting the strategy of the company Baud
Telecom, using the Force Field Analysis model; firstly, a team meeting should be organized
all across the company, which will include their staff members and employees with all other
relevant people who have a single target of achieving the organizational goals
(Venkataramani, Labianca and Grosser 2013). Changing the structure of the company can
bring in new values and help in the company’s growth and progress. The team meeting helps
in announcing and agreeing on the organizational tasks and performance levels. Secondly,
identification of the barriers in order to become a successful organization and taking care of
the individual requirements of the team as well as crew members (Walsh, Huang and Halgin
2014).
Thirdly, Baud Telecom Company’s Human Resource Management policies and
procedures are highly admirable. It has successfully managed to provide the employees and
associates with a better working life. The company gives preference as well importance to

13ORGANIZATIONAL BEHAVIOR
other non-monetary factors, like balancing personal as well as professional life, great
opportunities of progress and growth, good leadership development and a better as well as
friendly environment at the workplace and good training facilities. Individuals or associates
must attend meetings and set up an agenda for the company. Moreover, their participation
and feedback is necessary for the betterment of the company (Venkataramani, Labianca and
Grosser 2013).
It is important to analyze the strategies in accordance with the company goals and
aims. The main objective of the company is to reach the global platform in order to get more
and more customers, and also serve them with their best services. The marketers need to
sharpen their focus (Proctor 2014). Their priority is marketing and hence, they shouldn’t
change their focus from that. If a marketer is not focused on his/her work then he/she may
end up doing something wrong which will mar the organization’s image. Unique and
innovative strategies undertaken by any company, contributes in the company’s betterment.
Digital Marketing must be done in order to reach the global platform in a very short span of
time (Patrick and Kumar 2012).
Key Stakeholders and how to influence them in the decisions
The stakeholders are the individuals or a group of individuals or even an organization,
who have common concern or interest in a company. The stakeholders can be affected or can
affect the organization’s objectives, policies and actions. Some major examples or
stakeholders are the creditors, employees, associates, government, directors, government
agencies, shareholders or owners, unions, suppliers as well as the community which draws
the resources of the business. All stakeholders are different; they are not equal. A company’s
consumers are confined to the fair practices of trading and not to those same consideration as
that of the company’s employees (Lam and Lau 2012).

14ORGANIZATIONAL BEHAVIOR
The telecom company’s key stakeholders are the concerned directors, government and
its agencies, marketers, VPs and executives, legal and internal affairs, human resource top
management and board of directors. It is important for any company’s CEO, to maintain a
smooth and consistent relationship with all the stakeholders. Stakeholders play a very crucial
role for the progress and growth of the company. The CEO of the company should be very
particular about the organizational goals and focus on those. The stakeholders must know
about the organizational plans and goals. It is necessary to speak to them in terms of business
(Jobber and Ellis-Chadwick 2012).
The company’s CEO should be clear about the goals of the organization. It is
important for building trust and faith in order to gain the attention of the stakeholders. It will
prove to be disadvantageous, if the stakeholders are forced to invest in the company. Being
confident is a necessity. Confidence and good communication skills help in gaining the trust
and faith of the stakeholders (Jian 2012). Moreover, identifying the right stakeholders also
play a vital role for the company’s success. A company’s CEO must have an eye to all these
things and identify them correctly. Therefore, being clear and confident regarding the
organizational goals can help the company’s CEO to influence the stakeholders in their
decisions (Herbst, Dotan and Stöhr 2017).
Information Technology and its effects on the organization
Ever increasing globalization and decentralization of the work procedures have helped
in the dynamic development and improvement of the organizations, through the use of
information as well as communication technologies. The positive changes are; globalization
has helped in huge transformation of the market structure. Innovative technologies are used
for marketing the products. Baud telecom utilizes Facebook, Twitter, Instagram, LinkedIn to
promote their services (Harvey and Allard 2015). It has its own Facebook and Twitter pages
as well as Instagram followers which helped the company reach the global platform. It also

15ORGANIZATIONAL BEHAVIOR
helps in developing trust and faith among the consumers as well as the team members. It has
enabled the employees to capture strengths. Moreover, Information Technology helped in
introducing e-learning for the telecom company. It helped in sharing the experiences all
around the world. Information Technology has also helped in making easier for the company
to build innovative and modern streams in order to gather correct information related to its
rivals (Harter et al. 2013).
The negative issues include the threats which the information technology brings in. At
times, information technology can be harmful to any organization. Information technology’s
security is a major topic which should be dealt with utmost care by the companies using it.
Baud telecom should use the technology with utmost care and spread awareness regarding the
security issues which come along with the technology (Bagheri and Ghomi 2016). Employees
must be well trained and know how deal with computer systems and laptops. They must be
very critical while storing information in the laptops or the computer systems. It should be
taken care that the company’s secrecy is maintained and not mishandled (Alwazae and
Kjellin 2013).
Conclusion and Recommendation
To conclude, the company Baud Telecom Company can increase its employees’
efficiency by enhancing the utilization of the resources. It can also explore new areas of
improvements and modifications. There is also a potential area of improvement in the human
resource management. The company has a strong base of resources which is beneficial for its
growth and success. Team meetings should be organized all across the company, which will
include their staff members and employees with all other relevant people who have a single
target of achieving the organizational goals.

16ORGANIZATIONAL BEHAVIOR
Moreover, the ever increasing globalization and decentralization of the work
procedures have helped in the dynamic development and improvement of the organizations,
through the use of information as well as communication technologies. Globalization has
helped in huge transformation of the market structure. Innovative technologies are used for
marketing the products. The telecom company utilizes Facebook, Twitter, Instagram,
LinkedIn to promote their services. It has successfully managed to provide the employees and
associates with a better working life. The company gives preference as well importance to
other non-monetary factors, like balancing personal as well as professional life, great
opportunities of progress and growth, good leadership development and a better as well as
friendly environment at the workplace and good training facilities. Individuals or associates
must attend meetings and set up an agenda for the company. However, their participation and
feedback is necessary for the betterment of the company.

17ORGANIZATIONAL BEHAVIOR
References
Al Saud, A.A. and Khan, M.R., 2013. Role of social media in brand development in Saudi
Arabia. European Journal of Business and Economics, 8(1).
Al-Aali, A. and Kamel, M.M., 2015. Saudi Telecom Company: Rapid International
Investments and Divestments. Journal of Competitiveness Studies, 23(3), p.38.
Alangari, A.S., 2013. Measuring the Service Delivery Quality: Baus Telecom Company in
the Western Region of Saudi Arabia as a Case Study. GSTF Business Review (GBR), 2(3),
p.140.
Ali, M.F.E., 2012. The Interdependent Relationship between Balanced Scorecard (BSC) and
Strategic Planning: The Case of Saudi Telecommunication Company (STC).
Alotaibi, H., 2013. Strategic planning: a practice perspective on strategic initiatives an
applied study on Saudi telecommunication companies (Doctoral dissertation, University of
Southampton).
Alwazae, M.M. and Kjellin, H., 2013. Creating Best Practices in Saudi Arabia. Advances in
Business Related Scientific Research Journal (ABSRJ), 4(2), pp.113-125.
Armstrong, G., Kotler, P., Harker, M. and Brennan, R., 2015. Marketing: an introduction.
Pearson Education.
Bagheri, G. and Ghomi, A.B., 2016. The effect of relationship between self-esteem and
organizational silence (Case study: Baud Telecom Company).
Bahrawe, S.H., Haron, H. and Hasan, A.N.B., 2016. Corporate Governance and Auditor
Independence in Saudi Arabia: Literature Review and Proposed Conceptual
Framework. International Business Research, 9(11), p.1.
Baker, M.J., 2014. Marketing strategy and management. Palgrave Macmillan.

18ORGANIZATIONAL BEHAVIOR
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Block, P., 2016. The empowered manager: Positive political skills at work. John Wiley &
Sons.
Brunetto, Y., Xerri, M., Shriberg, A., Farr‐Wharton, R., Shacklock, K., Newman, S. and
Dienger, J., 2013. The impact of workplace relationships on engagement, well‐being,
commitment and turnover for nurses in Australia and the USA. Journal of Advanced
Nursing, 69(12), pp.2786-2799.
Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational
leadership, relationship quality, and employee performance during continuous incremental
organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Harter, J.K., Schmidt, F.L., Agrawal, S. and Plowman, S.K., 2013. The relationship between
engagement at work and organizational outcomes. Gallup Poll Consulting University Press,
Washington.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Herbst, U., Dotan, H. and Stöhr, S., 2017. Negotiating with work friends: examining gender
differences in team negotiations. Journal of Business & Industrial Marketing, 32(4).
Jian, G., 2012. Does culture matter? An examination of the association of immigrants’
acculturation with workplace relationship quality. Management Communication
Quarterly, 26(2), pp.295-321.

19ORGANIZATIONAL BEHAVIOR
Jobber, D. and Ellis-Chadwick, F., 2012. Principles and practice of marketing(No. 7th).
McGraw-Hill Higher Education.
Kazemipour, F., Mohamad Amin, S. and Pourseidi, B., 2012. Relationship between
workplace spirituality and organizational citizenship behavior among nurses through
mediation of affective organizational commitment. Journal of Nursing Scholarship, 44(3),
pp.302-310.
Khan, T.N., 2017. Evaluating Saudi Corporate Companies Online Recruitment. Journal of
Business Theory and Practice, 5(1), p.9.
Lam, L.W. and Lau, D.C., 2012. Feeling lonely at work: investigating the consequences of
unsatisfactory workplace relationships. The International Journal of Human Resource
Management, 23(20), pp.4265-4282.
Lange, J.S., 2015. Promoting Social Interaction Skills to Influence the Transition to
Employment for Youth with Autism Spectrum Disorders.
Madsen, J.A. and Mabokela, R.O., 2013. Culturally relevant schools: Creating positive
workplace relationships and preventing intergroup differences. Routledge.
Mata, F.J. and Quesada, A., 2014. Web 2.0, social networks and e-commerce as marketing
tools. Journal of theoretical and applied electronic commerce research, 9(1), pp.56-69.
Palmer, A., 2012. Introduction to marketing: theory and practice. Oxford University Press.
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and
challenges. Sage Open, 2(2), p.2158244012444615.
Proctor, T., 2014. Strategic marketing: an introduction. Routledge.
Salem, B., AL-Rawashdeh, A., Hamad, A. and Almugarry, H., 2015. What is the importance
of financial analysis at STC and Baud Telecom to predict failure, for the financial period.

20ORGANIZATIONAL BEHAVIOR
Venkataramani, V., Labianca, G.J. and Grosser, T., 2013. Positive and negative workplace
relationships, social satisfaction, and organizational attachment. Journal of applied
psychology, 98(6), p.1028.
Walsh, I.J., Huang, Z. and Halgin, D., 2014, January. Work friends forever? Understanding
why former employees maintain prior workplace relationships. In Academy of Management
Proceedings (Vol. 2014, No. 1, p. 11176). Academy of Management.

21ORGANIZATIONAL BEHAVIOR
Appendix
Figure: The organizational chart of Baud Telecom Company
2012 2013 2014 2015 2016 2017
0
100,000,000
200,000,000
300,000,000
400,000,000
500,000,000
600,000,000
Profitbility
Profitbility
Figure: The organization’s profitability