Analyzing Organizational Behavior in Deloitte - Free Samples

Question: How To Analyzing Organizational Behavior In Deloitte? Answer: Introduction: Organizational behavior can be defined as the study of the way the working personnel interact with or within the groups in order to ensure the common intelligibility of the organizational goal. Effective organizational behavior proposes the value of proper understanding of the process of human resource management development, organizational structure, operational understanding and hiring of efficient candidates so as to generate a motivated work culture of an organization. This paper illustrates the organizational practice of Deloitte, a multinational company with more than 160,000 working personnel. With the process of effective recruitment, the company ensures how effectively the candidates those who are hired from different working process have been taken into certain consideration (Pinder 2014). It needs to be noted that the organizational behavior is directed and instructed with the effective policy making process that embodies all the working members and the external stakeholde rs such as the suppliers and the logistics body with a proper and singular- linear objective. Management Approach of Deloitte: This paper encompasses the management approach of Deloitte through the identification of the strength and weakness of the companys hiring process. Such analysis is also supported by the analysis of key personalities within the company who are held responsible for the determination of effective organizational behavior (Luthans, Luthans and Luthans 2015). It has to be taken into certain consideration pertaining to the effective culture of the body discussing the matter of how the organization looks in to the process of directing the employees to productive compatibility (Burke 2017). The most significant and positive approach that the management of Deloitte has been undertaking throughout the years is the continuous educational and learning development of the employees. Deloitte does not believe in eradicating the employees with lesser knowledge about the core operational process. The company rather focuses on the process of enlightenment of the employees that would effectively create a positive understanding of how the employees would be developed through continuous learning (Nelson and Quick, 2013.). With the program called Teach First, has been providing the youths with a strong platform to find out how effectively this would focus on the basic understanding of the process. In this context it can be stated that most of the basic understanding of the entire case has to be taken into certain consideration pertaining to the effective lineage in the operational understanding. The DCC (the Deloitte Career Connection) process has been taken into certain understandin g as this has provided opportunity to the younger generation to develop their career and intelligibility within the organization. The company assesses the candidates through a strong personality test that is known as Myers Briggs. It can thus be noted that Deloitte has strong focus on the assessment of the personality of the applying candidates to the organization. The company paves a strong path of opportunity to the candidates to prove their personality development process. Theoretical Interpretation: This can be linked through cognitive evaluation theory. According to the theory, cognitive evaluation of an individual is processed through continuous reward program (Stufflebeam and Coryn 2014). Deloitte has been taking into consideration the same practice through continuous rewards and recognition process. When the newly applying candidates are highly specific about their cognitive behavior in an organization, the management body tends to look into the process of developing their overall professional behavior pertaining to their allocated job. Strength and Weakness of Hiring Program: Having read the case study, it can be stated that in most of the cases, Deloitte has been using technological refuge and assistant in the process of hiring. Online assessment process and empirical evidence based process has also been observed while studying the hiring process of Deloitte. These processes have dual effect upon the organizational behavioral structure of the company. It can be segmented in to the strength and weakness of the process (Miner 2015). Strength i) Continuous development program through educational and learning provision to the newly attempting candidates proves to be effective towards the personality development of the professionals in individual level. ii) Teach First program is a strong venture of the organization to provide ample opportunity to the employees or the candidates to develop their personal and professional attribute while working with Deloitte. iii) It also provides a power message to the young employees that they need to be professionally competent and the organization itself provides that opportunity to proceed with it. iv) The DCC program has strong effectiveness on the process to judge how efficient an employee would be. This does not only work as personality judgment but also works as a brainstorming attitude of the recruiters pertaining to the psychological and leadership study of the applicants. v) The Deloitte Career Connection paves the path for the new comers to connect with the existing employees so as to create a concrete understanding of the organizational objective. Weakness i) Though the recruiting process ensures the utilization of talent in various and most cognized fields, it has certain loop holes. In fact, the loophole can be found in the prejudgment of the process. Since the candidates are highly expectant that their potential can be utilized through the organizational process, after some days, if they are rejected from the core operational process of the company, there is a possibility to shatter their confidence level. ii) The connectivity program for both the newly applying candidates and the existing employees who are dissatisfied with the organization, can create a gap of communication. In this case, the new candidates can revamp the older ones thus vacating the space that was earlier occupied by the existing workers. iii) The continuous development process for the newly applying candidates would result in certain loss for the organization if, after having adequate training, leaves the organization, would be proving to certain loss. Conclusion: In this context Deloitte seeks a strong personality from each and every candidate who would strive to develop their own competency through continuous working and learning process. In this regard it needs to be accounted that the company relates to the basic criteria of both personal and professional Financial plan. The organization tends to be hiring the candidates with leadership traits that would help build a stronger team for the operational process. Reference: Burke, W.W., 2017.Organization change: Theory and practice. Sage Publications. Kaplan, L.S. and Owings, W.A., 2017.Organizational Behavior for School Leadership: Leveraging Your School for Success. Taylor Francis. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence-based approach. IAP. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Business. Nelson, D.L. and Quick, J.C., 2013.Organizational behavior: Science, the real world, and you. Cengage learning. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Stufflebeam, D.L. and Coryn, C.L., 2014.Evaluation theory, models, and applications(Vol. 50). John Wiley Sons.