MGT100: Organizational Behavior and CSR Analysis Assignment

This assignment delves into organizational change management, exploring the interplay of organizational culture, employee behavior, and corporate social responsibility (CSR). It begins by identifying and discussing the core arguments, assumptions, and limitations within the provided article, focusing on how organizational culture shapes behavior. The assignment then examines key ideas relevant to MGT100 themes, such as adaptation and ethics. A significant portion is dedicated to a real-world business example, specifically the Carlsberg Group, analyzing its CSR approach and strategy, including recommendations for improvement. Furthermore, the assignment includes two peer-reviewed journal articles on CSR, presented in APA 6th referencing style, and provides paraphrased and direct quotes from the articles. The student identifies the relevance of the articles to the assignment's themes and provides a detailed analysis of the subject matter, highlighting the importance of CSR in modern business practices and organizational success.

Running head: ORGANIZATIONAL BEHAVIOR 1
Title: Organizational Change Management
Assignment Name:
Student Name:
Course Name and Number:
Professor:
Date:

ORGANIZATIONAL BEHAVIOR 2
1. In your own words, identify and discuss the main argument (also known as a thesis
or line of reasoning) presented in this article.
The main argument can be ‘The role of organizational culture in shaping
organizational behavior.’ The theme of the whole article revolves around organizational
culture and the way people behave in different cultures. People and productivity rely
heavily on the culture of the organization. In fact, it presents the image of the company to
the outside world. It also binds the members together as one. Robbie Katanga specified
culture as a way to do things in a company. It is true because an organizational culture
provides a framework that is to be followed by all the members alike and that is what
unites them as one. In short, it shows the ‘way’.
Moreover, organizations that have a diverse culture are more successful and
motivated. Such an organizational culture promotes a healthy working environment and
thus encourages the employees to outdo themselves (Gabriel, 2015). On the contrary,
negativity towards people from different backgrounds is a hindrance to personal and
organizational development. Discrimination and exploitation at the workplace create
mental stress and people often feel demotivated. Therefore, the culture of an organization

ORGANIZATIONAL BEHAVIOR 3
has a huge role in shaping the behavior of any employee and as a result the success of the
enterprise.
2. In your own words, identify and discuss the assumptions and limitations of the
research in the article, that readers need to be aware of.
In the given article, I identified two assumptions and the limitations by
Hsaverstick and Watkins.
According to Alec Haverstick, culture is an outcome of compensation. It implies
that incentives are the foundation of the organization behavior and thus, culture.
However, I believe that this is not the case. Organizational behavior might get influenced
by the incentives, but it is not a product of them. In fact, the culture in the organization
determines whether the incentive will encourage people to do better or not. It is not
always possible that if people are incentivized they will become productive. Leadership
has a strong role to play in this regard (Biliavskа Y., 2017). The second assumption is the
portrayal of organizational culture by Michael Watkins. He stated that culture is made
from the situational pressures which cannot be said for all the organizations. The pressure
from society is not the only reason that people have followed a specific culture in any
organization rather it is a way to develop and enhance their skills and productivity. A
positive culture motivates people to perform better and generate favorable results. It is
not a way to protect the company, it is a system that people live and abide by.
Both Haverstick and Watkins perceive and present the organizational culture as a
burden, and it is not true. It is often seen that the organization that follows a positive

ORGANIZATIONAL BEHAVIOR 4
outlook towards its members and promotes diversity is more likely to succeed instead of
the one that treats it as a means to an end (Darden, 2012).
3. In your own words, identify and discuss the main conclusions of this article.
In my opinion, the following can be inferred from this article. The organizational
culture provides a module or framework to follow. It is meant for every member of the
company, be it a leader or a subordinate. It unifies the company as one entity. The culture
of the organization is a strong attribute that determines success or failure. As discussed,
employee behavior is greatly influenced by the type of culture that exists in any
organization. For example- the culture in Samsung is an innovation-oriented. The focus
of the company is on the skills, knowledge, and abilities of the employees that help in
creating new and better quality products. This indicates that the organization values the
employees and their ideas (Walentynowicz, 2014). This example reflects that the culture
in different setups provides varying outcomes, but it is an important factor in
organizational success. In addition, culture is a representation of the morals and values
that are shared by the organization. It is a factor that joins the members of the company
together.
4. In your own words, identify and discuss the main ideas in this article relevant to the
themes and/or concepts taught in MGT100.
The main ideas in the article as taught in MGT100 are that of the varying ideas of
organizational culture and the outcomes depending on those concepts. In this article,
Abdi Osman Jama is of the view that organizational culture has a tendency and capability

ORGANIZATIONAL BEHAVIOR 5
to adapt. This is true because the age of technology presents new developments every day
and in order to gain a competitive edge, one has to follow the trends and be updated. The
quality and the ability to adapt is very crucial for survival and to stay on top. Moreover,
organizational culture depicts how the members are supposed to behave and act. This
provides simplification in complex situations. One is able to deal according to the
existing organizational norms and culture and behave accordingly. The ethics are a vital
part of organizational culture and following those ethics is equally important (Trong
Tuan, 2012). Organizational culture is not just a single term, it is a description of many
small parts, such as- ethics, values, norms, code of conduct, attitude towards diversity,
etc. All these components together make up the culture of an organization.
Furthermore, the culture of the region is a critical attribute in any organization. A
company that has set its foot in a new country has to keep in mind the norms of that
society otherwise it might lead to failure. For example- Sainsbury is a top food retail
chain in the UK, but in Egypt it failed badly and had to withdraw. This was due to the
social and religious differences. The culture of the host country and the country of origin
were very different and thus the failure.
5. In your own words, discuss an example of a real business, either a place you have
worked at or a workplace you are aware of. What CSR approach and strategy does
this business follow? Justify your response and include some recommendations.
In the present business scenario, CSR is an inseparable part of the culture. A
socially responsible organization is the first choice of people. The main elements of
corporate social responsibility are environmental factors, economic factors, and social

ORGANIZATIONAL BEHAVIOR 6
factors. In order to be socially aware and responsible, paying attention to these three
components is mandatory. Every business owner is focused on increasing the rate of
profit and being socially responsible is the key to the same. Eco-friendly enterprises are
more likely to do well in the business environment as compared to the companies that do
not consider environmental factors. Thus, while formulating policies and strategies,
companies keep in mind the value of CSR. It is an established fact that organizations that
wish to be at the top need to be in people’s good books. The customers have the power to
make a business fail or succeed. A perfect example of this is the Carlsberg Group’s
‘winning behavior’ strategy. Under this, the company focuses on the interests of the
shareholders and stakeholders (Søderberg, 2014). This behavior enhances the
performance and motivates the organization to produce increasingly better results.
Prioritizing customers are one of the most popular attitudes in the company and this is
what CSR is all about, i.e. people.
Focusing on CSR has given recorded increased profits and the company has also
been able to gain a competitive edge. Carlsberg Group has paid sufficient attention to the
issues like reduction in carbon-di-oxide emissions, reducing costs, and controlling the use
of water. Every company has a responsibility towards the people and society. Success is
inevitable for the organizations that adopt CSR practices and pay emphasis to the people.
The employees are a crucial part of the CSR as they work to produce good results.
Carlsberg Group in this regard has been successful so far. They promote work-life
balance (Todd & Binns, 2011). The culture of the organization helps people to be more
competent and perform better.

ORGANIZATIONAL BEHAVIOR 7
The company failed to succeed in Malaysia and Australia due to several factors. It
is recommended that the companies use PESTEL analysis to identify the threats and
challenges beforehand. Australia has a culture of drinking, which could have been used to
the advantage. In addition, the promotion of diversity is an attribute that should properly
be focused on. Using the host country’s diverse population will achieve CSR as well as
company goals. The quality of the delivered product is also a strong determinant of the
company’s image. A socially responsible company is preferred and valued by society and
its people. Carlsberg’s ‘winning behavior’ strategy is a good one because it actively
involves the employees in helping the company become socially responsible and
generating better revenues (Trong Tuan, 2012).
6. Find two peer-reviewed journal articles on corporate social responsibility
(CSR).These articles can be used in Assessment Item 4, which will be a report.
Present these articles using the APA 6th referencing style and briefly explain why
you believe these are relevant articles.
These articles are relevant because they highlight the importance of CSR in an
organization. The article ‘A review of corporate social responsibility (CSR) and Inclusive
Growth in India’ signifies the value that CSR holds in Indian companies. The main
objective of any enterprise is to earn greater revenues, but lately social welfare has
become equally crucial (Nayak, Devraj & Mohammad, 2015). In other words, CSR
indicates how a business acts responsibly towards society. Any organization that follows
this practice is ethical and abides by national as well as international law. The CSR has a
major role in society and the progression of the company is noticed as per societal norms

ORGANIZATIONAL BEHAVIOR 8
and legal responsibility. Further, the second article ‘Business Ethics and Corporate Social
Responsibility- Is there a dividing line?’ illustrates the importance of morality in decision
making and at the same time following CSR (Capaldi, 2016). The article also points at
the similarity that appears between the CSR and business ethics. These articles are very
relevant to the organizational culture because the organization that follows ethics and is
socially responsible is often preferred by suppliers, customers, etc. It gets a good name in
the society and people recommend the brand to others (Goel & Ramanathan, 2014).
7. Provide two sentences and appropriate citations. In the first sentence, provide one
indirect (paraphrased) quote from one of the peers reviewed journal articles shown
in Q6 (directly above). In the second sentence, provide one direct quote from the
other peer-reviewed journal article shown in 6 (directly above) (up to 100 words +/-
10% @ 0.5 mark each = 1 mark).
Paraphrased quote:
CSR and business are closely related but in the past few decades, the adoption of
CSR practices has been quite significant. The organizations today focus on the welfare of
their stakeholders and shareholders (Goel & Ramanathan, 2014).
Direct quote:
Matten and Moon, (2008) at the heart of CSR it is the concept that it replicates the
social vital role and the social consequences of corporate achievement (Nayak, Devraj &
Mohammad, 2015).

ORGANIZATIONAL BEHAVIOR 9
References
Biliavskа Y., Y. (2017). The vital cycle of the organizational culture of the trading
enterprises. The Vital Cycle Of The Organizational Culture Of The Trading
Enterprises, 1(10), 3-11.
Capaldi, N. (2016). New (Other?) Directions in Corporate Social Responsibility. International
Journal Of Corporate Social Responsibility, 1(1).
Darden, D. (2012). Diversity in the Workplace. SSRN Electronic Journal.
Gabriel, K. (2015). Organizational Development, Organizational Culture, and Organizational
Change. SSRN Electronic Journal.
Goel, M., & Ramanathan, M. (2014). Business Ethics and Corporate Social Responsibility – Is
there a Dividing Line?. Procedia Economics And Finance, 11, 49-59. Retrieved from
https://www.sciencedirect.com/science/article/pii/S2212567114001750
Nayak, Devraj, & Mohammad, U. (2015). A Review of Corporate Social Responsibility (CSR)
and Inclusive Growth in India. Samzodhana, 4(1). Retrieved from
https://www.researchgate.net/publication/322500355_A_REVIEW_OF_CORPORATE_SO
CIAL_RESPONSIBILITY_CSR_AND_INCLUSIVE_GROWTH_IN_INDIA/citation/
download

ORGANIZATIONAL BEHAVIOR 10
Søderberg, A. (2014). Recontextualizing a strategic concept within a globalizing company: a
case study on Carlsberg's ‘Winning Behaviours’ strategy. The International Journal Of
Human Resource Management, 26(2), 231-257.
Todd, P., & Binns, J. (2011). Work-life Balance: Is it Now a Problem for Management?. Gender,
Work & Organization, 20(3), 219-231.
Trong Tuan, L. (2012). Corporate social responsibility, ethics, and corporate governance. Social
Responsibility Journal, 8(4), 547-560.
Walentynowicz, P. (2014). Lean Organizational Culture as an example of a Positive
Organizational Culture. Journal Of Positive Management, 5(1), 67.