The organizational behaviour is the study of how people interact with each other within group. The organizational behaviour study is conducted to create more efficient business organisation. The organisational behaviour theories are used to maximise output from individual group members. It si concerned with understanding, predicting and inducing behaviour in organisation setting. The aim of organisational behaviour is to rejuvenate organizational theory and develop better conceptualisation of organisation (Rezaeegiglo, Sadouni, Aref, Khotbesara & Eslam, 2014). The purpose of this report is to analyse organisational behaviour issues of Nestle. The culture and structure of Nestle have been analysed and described. The organizational behaviour issues of Nestle are identified. The organizational behaviour theories are proven with the application of leadership with the identification of problem. Various alternatives are developed to address the issues identified in Nestle. Further the appropriate solution is identified to address the issues. Finally the recommendations are given for the implementation.
Nestle Ltd. manufactures and markets a range of food and beverage products. The product category of Nestle includes drinks, coffees, chocolates, confectionery products, snacks, baking ingredients, nutritional products as well as nutrition products. The company market it’s products in 130 countries. The mission of company is good food, good life. Nestle is one of the world’s largest food and beverage companies. The company have more than 2000 brands which range from global to local favourites. It inspires people by inspiring people to eat healthy and stay healthy. The value of company is reflected in it’s way of conducting business. Nestle acts honestly and legally to conduct it’s business operations. The business practices of Nestle are governed by integrity and fair dealing and compliance with all the applicable laws of country. The employees at Nestle fulfil their commitment every day and undertake responsibilities. The reputation of company is it’s most important asset. The communication strategies have great role in the organisation behaviour of Nestle. It undertakes internal communication and external communication. The working environment is very informal from the perspective of organisational behaviour. The employees are encouraged to participate and communicate with co-workers. They are also encouraged to take part in the decision making process.
The culture of Nestle reflects from it’s logo that is ‘Good food good life’. It is always attached to the products of the company. The company believes that good food is the main source of good health so the company always put nutrition and health as the core of business (Balwant, 2018). Nestle has developed team focused culture and open door policy which has become the corporate strength of the company. It further focuses on collectivism and performance orientation attitude to encourage employees to work hard. The culture of Nestle can be described as:
The organisation structure of Nestle consists of an executive board which mainly consists company executives and department heads. Both of the authorities are responsible to manage operations of the company. The executives implement policies and strategies which are defined by the Board of Directors (BOD). The organisational structure includes;
Nestle is a decentralised organisation which follows matrix structure in it’s operations.
Nestle has an informal working environment which leads to people to communicate with each other directly. The employees are free to communicate with their superiors. The idea and suggestions of employees are given importance as downward communication takes place in the company. The employees are encouraged to participate in the decision-making process of the company. There is open communication in the company to interact with each other such as mail on phone calls. The behaviour issues faced by Nestle are:
Abusive behaviour: It is seen that managers and supervisors use their position to oppress or disrespect others. If the employees of the company are involved in the gender, race or ethics then the legal action is taken against the abusive behaviour at the workplace (Christina, Dainty, Daniels & Waterson, 2014).
Exhibiting insubordination: Insubordination refers to the intention of employees to refuse employer’s law and orders. Such response of employees underestimates the authority of supervisors.
Displaying insolence: It includes involvement in rude, insolent speech and physical intimidation such as making an inappropriate and disrespectful speech, using abusive words, using angry and hostile tone and throwing things when displeased (Wood, 2015). This behaviour is directed when the employee disagrees.
Illegal acts: Some behavioural issues can also result in illegal acts. For instance, the expert who has authority to maintain book and accounts could practice embezzling funds of the company (Sadia, Salleh, Kadir & Sanif, 2016). A person who has access to the personnel files can commit to using personal details of employees such as bank accounts and credit cards.
Aggressiveness and lack of credibility: Such behaviour of employees undermines the resources from productive work into apologetic operations (Hashim & Wok, 2014). It is overreaction which results in a fight. When employees do not accomplish the things told by them then it results in lack of credibility and promotes mistrust.
Resistance to change: The business environment keeps on changing. It requires continuous adaptation. The rigidity of employees towards resistance to change can cause obsolescence and failure.
The categories given below serve as a guide to the behaviour issues:
At the level of individuals, the organisational behaviour includes motivation, the study of learning, personality, employee retention and job satisfaction. It is a professional approach towards each employee individually. The managers are not biased towards employees and treat equally and do not judge employees other than work. The individual issues can be resolved by:
The behaviour considers the formation, structure and effectiveness of the group. It makes efforts to improve the behaviour of employees and achievement of organisation’s goals. Particularly, it is all about the way a group behaves. At the level of the group, organisational behaviour includes communication, leadership, conflict, power and politics and more (De Nobile, 2016).
In the organizational behaviour, analysis of sociology and political science is made. It covers the aspect of both individual and group. The organisational behaviour includes organisational culture and organisation structure.
There are certain recommendations which address the behavioural issues:
Create a code of ethics
The behaviour of an organisation can be maintained by creating a code of ethics. A code of ethics creates the value which is important to organisation and forms framework to understand the boundaries of the organisation (Paull & Whitsed, 2018). The code of ethics should be should be presented in such a way that it communicates the ethical vision of the company. The employees should be involved in the process of formalising the code of ethics.
The employees should be empowered to categorize and handle ethics violations. The training programs should be conducted for the employees to increase the effectiveness of code. The ethical courses are available through written and online material. The organisation can solve behavioural issues by empowering ethical behaviour with compensation incentives (Coccia, 2014).
The legal risks are also associated with behavioural issues. The employees are affected by the legal laws as it protects them from the discrimination based on age, gender, nationality, religion and disability (Närman, Johnson & Gingnell, 2016). There should be more applicability of legal laws so that behavioural issues can be tracked at the initial level and can be solved.
If the employees do not improve behaviour then the supervisors need to be aware and set consequences. The employees should be punished after crossing a certain limit. For instance, they can be terminating for 2 or 3 days if they violate any rule of organisation and leads to behavioural issues.
There are certain recommendations which can influence an organisation and help in improving issues:
The above report reflects the organizational behaviour at Nestle. The culture and structure of Nestle have been defined. The behavioural issues have been discussed which are a barrier to the growth of the organisation. The laid-back attitude of employees leads to the issues in the organisation. The organisational behaviour theories are applied in three categories, individual, group and organisation. The alternatives are discussed to address the behavioural issues. Further, the recommendations are given for the implementation of efficient organisation behaviour.
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