Organization Behavior Analysis, Research Paper Example

A case study of Success Boutique Bank

In organization management and organizational behavior faces a multiple issues, from work type, to the policies and rules of the company, to the industry. These parameters all work to bring up a culture in an organization and provide guidance and direction for the employees when they go about their daily duties.

Success Boutique Bank is a small regional investment bank based at New York. The investment bank deals with energy M&A deals. The investment bank incorporates small deals, which are under $100 million dollars and in most cases under $50 million dollars. The investment bank provides credits, loans, and money transfer services for its customers. The business investment is regional and not extremely successful. It has 1000 workers all of whom have healthy relationships between them.

When a person is considering working for a small or large investment bank, he or she will in the end want to work for one of the banks, although the two both have advantages and disadvantages (ORGANIZATIONAL BEHAVIOR 120). Companies, which are small, give employees a large exposure amounts to the executives and managers of a company. Employees who work for a small investment banks have reported more responsibility, improved transactional experiences at low levels and wide exposure to business and multifaceted functions.

We question why people prefer working in large financial companies. In the first place, we note that most people like working for companies with wide recognition. This could be due to reason that large companies have developed and organized structure and training with sound policies attractive for the prospective employees. Such companies tend to offer favorable working conditions, and offer structured expectations and benefits.

Graduates with MBA begin working in the capacity of an Associate at investment banks (Nagadevara 118). They focus a lot on bringing in new business and financial analysis. In most cases, students work as Summer Associates or interns in order to get a competitive experience.

The single best way to gain entrance points into a full-time position is by starting as an Analyst or Intern. Such people will also receive high levels of direction and supervision from experienced bankers.

Formal organizational structure

Investment banks fall into two categories. These include Full Service Investment Banks and Boutique Investment Banks. In a full service investment bank, there are involvements, trading functions, and services in all sales. Boutique banks on the contrary, in most cases, specialize in one financial area, Commodities Trading and serve as subject experts in their areas. Large investment banks and financial companies consist of several business units distinguished by function or industry served by the group. Since many banks have strived to provide every customer service, Success Boutique Investment Bank has envisioned offering all possible services in the banking industry.

The units in Success Boutique Investment Bank fall into the function of front office, back office or middle office. The front office further consists of investment management, investment banking, and financial markets. Investment banking examples include coordinating with bidders, negotiating with companies for targeting mergers or subscribing investors to security issuance. Financial markets act as an umbrella word, which can further subdivide, to trading and sales, research and structure.  Many securities and other assets are managed, in an investment management division, to ensure that they meet investment goals to benefit those who invest in them. This entails Private Client Services and Private Wealth Management. Examples of such managed securities include bonds, shares or other assets such as real estate.

The middle office carries out analysis of the activity of the trader an evaluating the impact the transactions will make on the bank. The functions in the middle office entail operational risk or risk management. The employees in the middle office work with the balance sheet while struggling to avoid unpleasant trades. The section also ensures the address of economic risks, check accuracy, and ensuring timely consideration. Risk monitoring is another area of the bank responsible for tracking and analyzing of the capital flowing into and out of the company and the bank’s capital management. Back office refers to the operations and technology in an investment bank. There can be some technical professionals in the front office functions, but many of them reside in the back office where technologists will develop, maintain, and implement proprietary software for the company.

People

A truly crucial organizational behavior involves the people. Small company’ employees are so unique. Their gender and ages vary. They also hail from diverse backgrounds. Success Investment Bank has employees who are so different considering their ambitions and goals. Some of them strive for promotions within short times. Others become efficient at their current jobs and enjoy more tactical functions. Success ORGANIZATIONAL BEHAVIOR (117) asserts that Boutique Investment has had its managers undergo trainings on how best to manage the bank. This is so much because we have learned that it is so crucial for the management to understand what makes their employees cherished and motivated. For instance, some employees prefer close supervision and others thrive on independence or are self-directed. In group settings, we also note that employees exhibit different behaviors. Some employees who are reserved have a difficulty fitting in-group settings. I think that the motivation plan in place is right, and this is a delightful move for the company, as this will attract more people to investor. This organization also provides for further education and relevant trainings for those wishing to further studies. However, we limit the chances of education.

Technology

According to Terry (139), technology vastly influences working relationships between employees in the company. Advanced computer software and updated equipment help the Success Investment Boutique Banking. One can expect an environment like this to be conducive for communication. Managers use so short a time over details as the employees have proper tools. Employees with no proper technology may find their work as drudgery and might take their frustrations upon other workers. The employees in the bank have a right to air their grievances for any mishaps they note in the company. Suggestion boxes have been put, in every department, to enable this. Those with pressing issues that they would like to see the management for further or concise information can do so through their supervisors.

Success Investment Boutique Bank has a fascinating plan of rewarding performers on a yearly basis. For instance, those who make more sales get their rewards and become more encouraged to work hard and thereby improving the banks progression towards its goals.

Cultural analysis

Culture can further fall into three levels. Behavior and artifacts are the most visible level. This is a level, which is observable in culture and entails patterns of behavior and outward cultural manifestations: dress codes, prerequisites provided to executives, physical layout of workspaces and level of technology utilized. They may be cultural visible indicators though difficult to interpret. Behavior and artifacts may also tell the activity of a group, though it does not seek the answer to the “why” question.

We have values as the next cultural level. Values underlie and determine the behavior, though not directly observable as behaviors.

Assumption and belief levels enable the understanding of culture. From values, grow assumptions until a point when most take for granted and become unaware.

We must all the three levels in order to understand the culture. The group or cultural unit is one additional subject that complicates the study of culture. There may exist in many different subcultures and cultures, in organizations. Recognizing the unit of culture is of importance in understanding and identifying the culture.

People create, maintain, and transform organizational cultures. The organization’s leadership can also create and maintain the culture of the organization. Generation and re-infusion of an organization’s ideology, articulation of core values and specifications of norms is a function of the leaders at the executive level. Organizational values show preferences outcomes or certain behaviors.

Cultural forms act as linking mechanisms through which we can develop a network among employees. Cultural forms enable transformation of messages concerning desirable culture to influence behavior ways and influence thinking. Cultural forms can also address the emotional, organizational aspects commonly referred to as camaraderie or cohesion. Our bank based in America has a tremendous advantage since most of the employees entail those from the surrounding and thus uniformity for our company. There is a need, however, to ensure that the company moves well on the right track. Our culture has molded us to be nice, and trustworthy people nurturing people to cohabit together.

Establishing and maintaining excellent relations in the Workplace are an awful crucial aspect that ensures that people live harmoniously to bring blessings to all workers.

Productive cultural occurs if leaders will analyze the existing culture of the organization (Terry 170). Therefore, leaders must first be in possession of a clear understanding of the objectives of the strategy. The corporate culture is congruent with the organization’s culture. This is because the people around the business area of the company have had an influence on the organizational.

The connection between culture and, behavior and organization is that all the three go hand in hand. Organizational behavior and culture are subjects not easily studied side by side. Many experts came up with arguments that for organizations to realize maximum success, then strong organizational culture was essential. The behavior in a successful organization is because of health organizational culture. It is crucial to know what culture type has the greatest impact and how culture can work in controlling the organizational members’ behavior. The culture will cause undesirable impact to the organization, and the organization can hinder culture.  Behavior is a habit, learned and socialization process, which teaches new employees habits of the workers who started earlier.

Behavior of persons within a culture depends on the behavior encouraged by the general organizational culture, possessed by any corporate entity. Decisions are always there in organizations and here below we note some instances where a clash may occur.

Social Focus Vs Task Focus. The emphasis in this case is whether the making of decisions followed, as the bottom line, improving relationships.

• Individual vs team. This can be illustrated by to one who may think that all cogs.
• Cost control vs happy. This entails ensuring the happiness of the clients served.
• Power vs distance. This bears a question whether the CEO is available or not.

A few organizational culture factors, which affect organizational behavior and vice versa. These parameters influence each other, even culture can help in dictating behavior, and later behavior may come back around to provide reinforcement for organizational culture. Our native culture is crucial in the ‘planting’ of the organizational culture, which permeates the whole organization.

We learn about culture via socialization and we transmit it to others (Nagadevara, 2012). Culture provides behavior rules within organizations. In this organization, there is a relationship between power, leadership, and formal authority. The management has authority given them by appointment to lead the various sectors of the organization. Therefore, owing to this they have the power to tell those below them what to do to realize the organizational goals. The manager has transactional style to lead. Those with the formal authority also have power and leadership. Thus, the three are inseparable, and none can think of one of them without thinking about the rest. The leadership in this organization will touch on these three terms. The one with formal authority has power vested on him, the one with power has the authority, and the one with authority has power.

• Outline behavioral criteria to use in making this assessment
• Identify the mode, of communication in the organization
• Identify the leadership style
• Identify disciplinary measures
• Identify the culture of the community

Works Cited

“Organizational Behavior Conference Paper Abstracts.” Academy Of Management Annual Meeting Proceedings (2010): 1-171. Business Source Complete. Web. 2 Aug. 2012.

Nagadevara, Vishnuprasad. “Project Success Factors And Inter-Sectoral Differences.” Review Of Business Research 12.1 (2012): 115-120. Business Source Complete. Web. 2 Aug. 2012.

Terry, Bobby K. “Organizational Behavior Analysis Focusing On The University Of Texas System.” Online Submission (2011): ERIC. Web. 2 Aug. 2012.