Organisation Behaviour IN THE IBM Firm

Organizational Behavior is a field of study that investigates the impact that individuals, groups and structure on behavior in organizations to be able to put on this knowledge to enhance organizational effectiveness.

An organization is a group of people working together to accomplish a multitude of objectives, the objectives of different individuals in the organization and objectives of the corporation overall. Organizations exist to provide goods and services that folks want. These goods and services will be the proceeds of the conduct of workers.

Introduction :-

IBM has generated an ground breaking global strategic framework because of this new era of diversity, which will help IBM address the emerging issues taking shape in the 160 countries where we do business. Our long standing commitment to workforce diversity equal opportunity, affirmative action, cultural awareness, and work / life balance has evolved into a legacy they became fashionable, politically correct or, important, mandated by law.

IBM orchestrated one of the most dramatic changes to workforce diversity when eight diversity executive task force were established and the topic became a marketplace issue about talent and getting the best people for the job. These task force include asian, black, Hispanic, native American etc. People who have Disabilities, Men, and Women. The duty forces has chaired and staffed by executives from that one constituency.

The mission of every task force is to increase IBM's success in the marketplace by focusing on the many constituencies as customer. Furthermore task force leaders help ensure our diversity training is fresh, remains well received, which is important for our company.

Diversity and the concept of workforce inclusion are fundamental factore in assisting define how we do business in the current marketplace and help us compete for the best talent and enhance our ability to create new earnings streams retain employees, win clients and maintain our marketplace leadership (Hellriegel and Slocum, 2007).

Organizational Culture

IBM is an international corporation with operations in over a hundred and sixty countries as far afield as Brazil, Thailand, Israel, Singapore and Hungary, Clearly, no single universal culture of IBM's organization exists, national, regional, cultural, and linguistic variables abound. However, by concentrating on the organizational culture of IBM in america, the birthplace and headquarters of IBM. Perhaps we will have a good foundation for the conduct of the global organization of IBM.

The IBM culture is successful because it targets on education of employees from within. Culture works since it has always worked. IBM would not intend to take a step in the commercial as its core value that nobody has ever done. IBM simply creates a very inflexible culture that emphasizes customer satisfaction as the most significant part of your business. Together with the values №№of customers in mind, IBM has generated a culture of their workers have to be back.

The result, vision, or a big image is regularly stressed in the monthly meetings of the department. The picture in my own organization is to provide a quality product at a cost, time, and responsiveness to customer needs. Many times it's the details that dominate most of the meetings and working time, however, the effect is higher rate This working group has before it clearly defined the objectives to be performed. These goals will be the desired outcome and must be met to take a hit result. Management is very focused on people and equipment. Informal discussions one sitting are normal and occur regularly. These one at a time the debates were created foreach employee and first line manager to develop personal and professional relationships. The employee may talk about work-related concerns, goals, and to ask feedback. Moreover performance, meetings were held in camera, no phone calls are answered, and pagers are turned off. Teamwork is promoted and cross-functional teams are norm. Moreover, many of the different departments interact towards a common goal and meetings often include conference calls with other key individuals or sites.

Stability is certainly lower in my organization. Personal and direction changes are constant. The last line manager had first held the post for under yearly before being assigned to a position of second line in an alternative program. Also in my organization, five non-management positions have been filled this season and two positions can be found.

Overall, the organizational culture in IBM USA contributes to a wholesome and enjoyable job experience. There definitely exists a shared meaning as each organization has a wide expanse of control, talented cross-functional teams, and empowered employees. Moreover, entry socialization for new hires tends to be somewhat informal, collective, more fixed than variable, serial, and investiture. However, this culture is a fairly recent development and probably developed in response to the tremendous down sizing IBM experienced in the eighties in addition to the new business developments of the nineties. In terms of behaving out of the norm, few employees engage is outrageous behavior. Everyone is commonly well groomed, business everyday dress, and act professionally. In closing, the IBM organizational culture provides a supportive framework, is technologically innovative, and encourages employee empowerment.


The first portion of focus for CIOs in evolving their role is leadership, applied not only in their own IT organisation but equally, to the wider enterprise and even beyond it. An obvious vision, the ability to lead change and also to forge robust partnerships with suppliers and customers, are actually blurring traditional IT functional boundaries and demanding skills and experience reaching beyond those boundaries.

Multi-faceted leadership: - The need for CIOs to show well-developed leadership functions both within their own IT organisation and the enterprise it serves, is clear. A CIO's ability to make a compelling vision for the business enterprise, to collaborate, and make and execute sound business decisions, all create a solid skills portfolio. However, if he wants to evolve this role further, the CIO must add several more capacities to transition successfully to a broader leadership position.


Motivation is an essential aspect that will probably rise the productively of the employees in the organization. Employee motivation helps to improve the productivity of an organization and at the same time assist the business to are a system. The main aspect of motivation is to align the aims, purpose, and the values between staff, teams and the complete organization generally to the culture of the business. You will discover organizational and personal motivation techniques which are essential for a business to achieve improved productivity. Personal motivation techniques are important as they help to have motivated employees who are well integrated in the organization culture (Geen, 2004).

According the Maslow hierarchy of need mode, money is one of the most important factors in the motivation of the most crucial motivator. However based on the Hertzberg's two factor style of motivation, it tend to have short term effect on the motivation of the workforce, it's been identified as you of the main factor in the entire motivation of the workforce. At the bigger degrees of his hierarchy where praise, respect, recognition and empowerment are place, these companies have been using this model by ensuring that they recognize the performance of their workers. One of the most important factor that is explore by many motivation theories on personnel are that motivation is mainly based the total amount they may be paid( Kreitner, R. & Kinicki, A, 2003).

IBM has confirmed, specifically, the spirit of teamwork which is important in motivation according to McGregor XY Theory. IBM has emphasized the introduction of effective communication between their work forces, ensuring a healthy team competition. Both have ensured the effective inclusion of his superiors in the organization, according to the theory of Johari window will ensure that workers enjoy their work. It will help to foster effective communication between workers and their superiors is important in the entire development and growth of the labour force.

Employee motivation is an important factor to boost the entire productivity of the workforce. For an organization to have a motivated, will need to have a number of ways of ensure that global growth is not the labour. The three organizations have launched programs that try to ensure that motivated workforce. They may have all used the objectives of the employee among the most significant factors is also closely associated with income. This is in keeping with the models we've reviewed above showing that the money is perhaps the most important factor in motivating the workforce.

Developing capabilities:-

The second part of focus within their IT organisations for evolving CIOs has two parts. Is comprised of the processes, methods and tools employed by the IT team. The another part is the abilities and capabilities from it staff. Deploying a Highway Code If leadership describes the journey to the IT organisation's ideal, evolved destination, then the Highway Code that helps motorists understand getting you have the IT processes, methods and tools creating the guiding principles of driving Convention. The evolving CIO will ensure all of these are in spot to support the evolution of his own and his IT organisation's roles.

Developing deep partnerships with customers and suppliers, and streamlining its sourcing model can provide the IT organisation the knowledge and credibility had a need to guide the enterprise itself through an equally radical transformation of business processes, methods and tools.

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