Cadbury Company: Organizational Behavior and Culture Analysis Report

This report provides an in-depth analysis of Cadbury's organizational behavior, focusing on its culture, communication strategies, and impact on employee motivation. The report begins with an introduction to organizational behavior, defining its core concepts and objectives, and highlighting its relevance within the context of Cadbury, a prominent British multinational confectionary company. It then delves into the main body, exploring key theoretical models of organizational behavior, including Bureaucracy Theory, Scientific Management Theory, and Process Management Theory, providing a comprehensive understanding of their applications within the company. The report emphasizes the crucial role of effective communication in shaping organizational culture, and how this culture impacts employee motivation, productivity, and overall success. It also outlines how Cadbury can leverage its organizational culture to further enhance its performance and achieve its strategic goals. The report concludes by summarizing the key findings and implications, offering a comprehensive overview of Cadbury's organizational dynamics.

Organizational
Behavior

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
TASK..........................................................................................................................................................3
Organization Behavior and its culture and theoretical model..................................................................3
Culture improves organizational effectiveness with a focus on communication......................................5
Role of Culture on Employee Motivation................................................................................................6
The company could use the culture of the organization to further enhance its success............................7
REFERENCES..........................................................................................................................................9
Books and journals:.................................................................................................................................9

INTRODUCTION
Organization Behavior explains a systematic study and application of knowledge of both
individuals and groups within the organization. It designs how individuals and groups should act
during their work at the workplace. This facilitates in the creation of work environment which
examines human behavior and focus on the impact of their job structure, leadership,
communication or motivation (Rohman, A. and Et.al., 2020). A passionate understanding of
human behavior can also help manager ability to manage conflicts and builds team spirit. This
report is going to based on the Company Cadbury which is a British multinational confectionary
company established in Birmingham, London, UK. The company was founded 197 years back in
1824. The company headquartered their business in Uxbridge, London and founded by John
Cadbury. After Mars, it is the second largest confectionary brand in the world. The company is
well known for its Dairy Milk products, Roses selection box, the crème egg and many more
products in their confectionary product. It spreads their business in more than 50 countries. The
founder John Cadbury, a Quaker started business by selling tea, coffee and chocolate drinks in
Bull Street in Birmingham, UK. Organization Behavior researchers examines the behavior of
employers in their particular job roles. The main objective of OB (Organization Behavior) is to
rejuvenate the theory of organization and develop the understanding of organization life.
MAIN BODY
TASK
Organization Behavior and its culture and theoretical model.
Organization Behavior is a concern of prediction, understanding and control of human
behavior within the company (Cadbury). It illuminates to grow better relationship in terms of
whole person, group, system or firm (Akram, T. and Et.al., 2020). It clarifies the systematic
approach to the organization OB aims to achieve to organizational objectives, individual
objectives as well as social objectives by building better relationships with individuals and
organizations.

Objectives of OB: OB is determining the relationship between humans in the organizations, how
they behaving or interacting in the organization, the level of satisfaction and motivation, how
they deal with the situations arise and find ways to increase productivity for the organization
 To satisfy the job they doing.
 To increase the productivity.
 To hire right people to the right job.
 To resolve conflicts arise in the situation.
 To understand and interact with the employees.
 To maintain good team spirit and leadership.
Theories of Organizational Behavior: OB theories helps in evaluation of real world as well as
managing group of people in the organization. The study has been shown the three stream of
classical organization behavior are discussed below:
 Bureaucracy theory
 Scientific Management Theory
 Process Management Theory
Bureaucracy Theory: The theory of Bureaucracy was introduced by the Max Weber. Max has
been majorly contributed with the concept of authority, its inter relationship and structure.
Bureaucracy refers the large scale business management by fixed rules, hierarchy, impersonal
relationship, steady devotion to procedures and highly specialized division of employees (Kim,
W. G. and Et.al., 2020).
Features of the Bureaucracy:
 Specialized labor
 Defines a formal set off rules and regulations.
 Impersonality in the application of rules.
 Well explained hierarchy within the company.
Principles of Bureaucracy Theory:
 A formal hierarchy structure- The Cadbury Company using this type of theory where
lower level is controlled by the above level. Central planning and centralized decision-
making are the basis of their formal hierarchy.
 Impersonal- Cadbury Company treated their employees and customers equally as they
ignore and does not permit individual differences to divert them.
 Up focused or in focused mission: When the company’s mission is focusing on to serve
board, stakeholders and any of the other authorities that entitled it, is up focused (Felicia,
A., 2017). While, if the mission is focusing within the organization like generating
profits, then it would called in focused mission.
 Employment based on technical qualifications: This theory suggest the company that
hiring should be based on the technical skills and qualifications.
 Rule based Management: It facilitates the rule to exercise control in the company. So
the lower line have to follow the decisions made by higher authorities.

Limitations of Bureaucratic Organization:
 There is no flexibility in the rules. Hence, there is too much control on rules and
regulations.
 As it gives importance to the technical employees, the company ignore the commitment
of their workers and dedication too.
 Communication and Coordinating is difficult.
 There is no major scope for HRM.
 This involves lots of paper work. Hence, it leads to wastage of time, money and efforts.
Scientific Management Theory: This theory was generated by the F.W. Taylor. This theory
helps to provide scientific rationale for specialization of jobs and mass production. It will also
believes that employees of the organization get motivated by money increment. Taylor suggests
the cooperation among employees as against the disorganized individualities (Miao, C.,
Humphrey, R. H. and Qian, S., 2017).
Process Management Theory: This has been also known as Administrative Theory. Fayol, the
founder has focus on the administration rather than management emphasis as there is a unity of
science of administration. This theory is focused on the problems of top level management.
Culture improves organizational effectiveness with a focus on communication.
A good communication creates a impactful organization culture, it depends on the way
information is shared and exchanged in the organization. Effective communication can be seen
when internal organization runs with smoothness and also helps to build strong and positive
interpersonal relationship. This is a two way process which allows sharing of thoughts and ideas
to make effective organizational behavior (Ramdhani, N., Ancok, D. and Adrianson, L., 2017). It
is essential for organization to make good communication otherwise it will leads to conflicts
when communication breaks down in the company. The Cadbury Company needs to create good
effective communication with their employees, otherwise it tends to fill in the blanks and also
often are not correct in assumptions.
Importance of Communication in Organizational Culture:
 Communicate what the culture currently is, and where it needs to be: The first
necessary step is to create a line of vision between the company’s current cultures and
where it wants to be in future or the end transformation. The Cadbury Company must be
straight forward to share their objectives and vision with their employees, must provide
identity of their employees. The language should be clear with each and every employee
so that they can work on it with an effective manner to fulfil company’s desires and
makes it productive.
 Communicate early and often as appropriate: Every organization transformation is
troublesome, no matter how well it is managed. But that troublesome can be minimized
with a good and effective communication about the change or will happen in near future,
should be communicate early before it actually happens with in the company. It will help

employees to accept the change and prepare their mind according to these changes
happens in the company. It can be advantageous to employees as well as for the
organization:
 it will provide time to prepare
 it will provide time to understand the rationale
 it will help to prepare mindset to accept change
 it will help in find out opportunities to ask questions about the change
 Involve employees in decision-making process if possible: It is the another effective
reason to communicate with employees is that they can give the company more
suggestions and feedback so that managers can work on it and also to get more options in
the decision-making process (Lin, H. C. and Lee, Y .D., 2017). This will not acceptable
in every situations but involvement boosts the energy level of work they do and helps to
run business smoothly.
For the success of an organization, the company must initiate a step with well defined
objectives that can be communicate and understand by everyone in the organization.
Everyone needs to be open to share their thoughts and opinions with their co-workers and
managers so that they can come up with a good and effective decision that helps in increase
in productiveness for the Cadbury Company (Ellis, A.M. and Et.al., 2017).
Role of Culture on Employee Motivation.
Culture of Organization is very complex. Each and every company is unique in its own
way just like human have their own. The Cadbury Company also has their unique features that
makes to stand out. The culture is not invisible but similarly group of people who work together
in the company, is influence their behavior for the organization. This includes expectations,
philosophy, experiences and values of organization; comes with a inner workings, self-image,
future expectations and also interactions with the practical world. Organizational culture is based
on the beliefs, assumptions, attitudes, written and unwritten rules, customs, traditions that have
been growing over ages and are considered valid. Culture facilitates guidelines and boundaries
for the behavior of their employees in the company.
Features of Culture to motivate employees:
 Management Support: The degree in which managers of the company provide
clear communications, warmth, assistance, support to their employees.
 Structure: This provides clear structure to the company to create aims and
expectations regarding performances. It facilitates the direct supervision to the
employees.
 Identity: It clarifies the employees that organization as a whole rather taking as an
individual or group.
 Risk taking: A good culture of organization can motivates the employees towards
risk taking and makes them innovative to the next situation.
Roles of Organizational Culture to motivate employees:

Culture of the organization is very important for any company. The Cadbury Company
develops a strong corporate culture in the organization that not only creates strong goodwill, but
also got strong position in the industry and overall world (Karolidis, D. and Vouzas, F., 2019).
There are various roles of organizational culture mentioned under below:
 Helps to build up mutual trust and cooperation.
 It facilitates with a set of organizational norms, rules, regulations and limitations that
enables employees to function in the company.
 A shared understanding.
 It will motivate the employees to know their worth and motivates each and every
employee that they have their own unique personality which is different from each one.
 It will also provide informal control mechanism and open communication with employers
so that they can discuss their problems, share their thoughts and many more.
 It provides an identity to the employees working in the organization puts them together
and motivates towards the work.
 It takes some commitments towards work from the employees.
 It lacks the few disagreements and provides more effective decision-making process.
 It guides employees towards their behavior and facilitates with justification for their
behavior.
 Organization Culture becomes important specially in a project based organization. When
the hierarchy is flat and decision making focused on the project purpose departments.
Culture helps employees to achieve aims and objectives.
 It creates brand image, the culture of organization helps to create strong impact in the
market.
The Cadbury Company motivates employees by creating good corporate culture, that can
inspires people in the organization by which productivity increases and employees turnover
reduces. The culture of Cadbury is strong and powerful (Brawley, A. M. and Pury, C. L.,
2017). It can impact in both positive and negative manner whether its on sales, profits,
recruitments as well as employee morale. There are many ways by which employee can be
motivated such as; focus on transparency, clear communication, celebrating team winnings,
provides feedback on time, dynamic in nature and many more.
The company could use the culture of the organization to further enhance its success.
The importance of culture of organization is getting lot of attention now a days especially
in a startup world. Companies like Cadbury is making their existing in customer’s mind by
offering their unique products or sometimes benefits them with luxurious products. Every single
components like values, beliefs, objectives, targets, mission can align employee under a single
and identifiable manner. The culture is the most significant factor within the organization for the
long term goals and success, and another is the structure of the business. These priorities can be
applicable on both top-down level as well as bottom-up level. Employees who keep their mission
at core heart will be more likely to stick with it as well as helping company to build their identity
and purpose.

 Attracting new talent: Every business needs talent but need to attract new talent as well,
as they come up with a new and different mindset that could be better for the
organization. Attracting new talented employee could be the challenging sometimes for
the long run business. The Cadbury Company could spend money to recruit new
employees, posting new jobs advertisements, organizing events for the job, hire new
professionals recruiters, but sometimes it could be easier by inbound approach (Tefera, C.
A. and Hunsaker, W. D., 2020). The most talented employees know their worth and they
are picky for the company.
 Encouraging passion: The corporate culture should be created in such a way that
employee working in the company will not try to quitting his job and is satisfied with his
current job. If employee is happy and love their job where he is appreciated for his
hardwork, feels safe where he is working and also get motivated, will feel excited and
passionate about their work. Most passionate employee will increases productivity,
creates more innovative and creative environment from their work in the organization.
 Retaining Employees: It is hard to find new and deserving employees for the company
and reducing employees turnover. Recruiting new employees, provide training,
integrating them is not easy, as it requires costs, time, may lower overall morale. A strong
culture can reduces excessive turnover of employees that encourages employee to not
leave the organization and come on daily basis and retention numbers for employees will
grow up every day. The stronger the corporate culture will lead to reduce the number of
jobs quitting in the company.
So a successful organization will tie to bond between employees and the company. The
culture of the Cadbury will decide expectations of how workers will behave and work
mutually in the organization that will cost to company (Joo, B. K. B. and Bennett III, R. H.,
2018). The corporate culture may be complex but the benefit of disciplined culture will see
clearly through it productivity.
CONCLUSION
As per the above report it has been concluded that Organization Behavior is very
essential for any company. It is a complete systematic subject to learn but to apply this approach
we must accept the whole reality that whether it improvise the whole organizational behavior but
it cannot remove the unemployment. OB cannot alternate the poor planning, inadequate controls
or will not make up any deficiencies. But it is a discipline as well as a study that has been
adapted or operating by any firm whether it is small or large. OB helps in maintaining cordial
relations within the organization or industry with a motive to increase productivity. It will also
help managers to apply appropriate techniques of motivation and leadership according the
individual personality who has different learning perspectives.

REFERENCES
Books and journals:
Rohman, A. and Et.al., 2020. Individual and organizational factors’ effect on knowledge sharing
behavior. Entrepreneurship and Sustainability Issues, 8(1), p.38.
Akram, T. and Et.al., 2020. The impact of organizational justice on employee innovative work
behavior: Mediating role of knowledge sharing. Journal of Innovation & Knowledge, 5(2),
pp.117-129.
Kim, W. G. and Et.al., 2020. Hotels’ environmental leadership and employees’ organizational
citizenship behavior. International Journal of Hospitality Management, 87, p.102375.
Felicia, A., 2017. Pengaruh komitmen organisasional terhadap organizational citizenship
behavior di Hotel Gunawangsa Manyar Surabaya. Jurnal Hospitality dan Manajemen Jasa, 5(2).
Ramdhani, N., Ancok, D. and Adrianson, L., 2017. The Importance of Positive Affect: The Role
of Affective Personality in Predicting Organizational Citizenship Behavior. Makara Hubs-
Asia, 21(2), pp.62-69.
Lin, H. C. and Lee, Y .D., 2017. A study of the influence of organizational learning on
employees’ innovative behavior and work engagement by a cross-level examination. Eurasia
Journal of Mathematics, Science and Technology Education, 13(7), pp.3463-3478.
Brawley, A. M. and Pury, C. L., 2017. Little things that count: A call for organizational research
on microbusinesses. Journal of Organizational Behavior, 38(6), pp.917-920.
Joo, B. K. B. and Bennett III, R. H., 2018. The influence of proactivity on creative behavior,
organizational commitment, and job performance: evidence from a Korean
multinational. Journal of International & Interdisciplinary Business Research, 5(1), pp.1-20.
Tefera, C. A. and Hunsaker, W. D., 2020. Intangible assets and organizational citizenship
behavior: A conceptual model. Heliyon, 6(7), p.e04497.
Karolidis, D. and Vouzas, F., 2019. From PSM to helping behavior in the contemporary Greek
public sector: The roles of organizational identification and job satisfaction. Public Performance
& Management Review, 42(6), pp.1418-1447.
Ellis, A.M. and Et.al., 2017. Newcomer adjustment: Examining the role of managers’ perception
of newcomer proactive behavior during organizational socialization. Journal of Applied
Psychology, 102(6), p.993.
Miao, C., Humphrey, R. H. and Qian, S., 2017. Are the emotionally intelligent good citizens or
counterproductive? A meta-analysis of emotional intelligence and its relationships with
organizational citizenship behavior and counterproductive work behavior. Personality and
Individual Differences, 116, pp.144-156.