Factors Affecting Organizational Behavior Essay

All companies at present earn ind headspringing and external forces that impact organisational port. The purpose of this paper is to explore the impact of internal and external forces on organisational mien. The four forces we provide discuss ar, client demands relating to Sinclair Oil, sparing forces proscribedside of conduct Portfolio Servicing, restructuring deep down cling to, and worldwideization factors relating to Northrop Grumman.Customer DemandsCustomer demands defy a large impact on systemal behavior (OB) of the Sinclair Oil jackpot (SOC). SOC owns and operates three fossil oil refineries, a trucking division, a pipeline division, the sell service stations, and 8 hotels and resorts. The diverse nature of the caller leads to many different customer demands.The oil refineries conduct ii emblems of customers. The first is the retail service stations. The refineries mustiness(prenominal) produce enough unblemished product to each one day to tot up th e service stations in 17 different states. The second type of customer is the federal g everyplacenment. Over the last eight old age SOC has held the contract to provide jet fuel to hummock Air Force base. The average amount of finished product produced at the refineries is 600 hundred thousand put a day. This output is usually enough to supply the service stations needs and earn whatsoever oil to put into reserve. Working conditions within the refinery atomic physique 18 inherently dangerous, if production can non go along up with demands operators a lot begin to feel additional pressure to keep pace this distress can lead to additional dangers.There ar three different types of hotels and resorts within the SOC/Little the States organization. There are wayside properties, which cater to travelers and tourists, the elegant hotels and the ski resorts. Each type of property gears itself and its organizational behavior towards the customer base. The roadside properties, su ch as Little America Cheyenne, have a to a greater extent casual approach to the customers ascribable to the affluent nature at the Grand America the environment is formal. The resorts are highly influenced with a European flair. This help the customers feel a sense of adventure. sparingWhile customer demands are one of the primary election forces on SOC, economic forces greatly impact the OB of Select Portfolio Servicing (SPS). SPS is a mortgage religious service company. The re bloodline conclave or hardship group is within the lend block department. Loan solution assists borrowers who have fallen tatterdemalion on their mortgage. The resource group assists customers that have hardship, such as, illness, death, loss of calling for extended periods of time, and property damage. When the deliverance falters the activities of loan final result are in higher demand.Loan answer and the resource group profit off the economic hardship of their customers. The purpose of loan resolution is to acidulate loss into profit for their investors. Loan resolution limits or prevents the loss which the investor experiences when a customer defaults.Loan resolution is paid based off of the percentage of delinquent accounts that they get re-performing, get paid in full, or liquidate for a loss.With the faulty miserliness in that location is more a more bunk that loan resolution must perform. Loan resolution is short-handed and overworked. The influx of high phone call volumes has caused precise time for the resource group to complete their administrative duties. Morale is low department wide, largely ascribable to the administration feeling they are performing two jobs daily. Answering phone calls and trying to complete the work the inbound calls generate cannot be completed eight hours a day. While loan resolutions numbers still satisfy the investors giving them disdain, the administrative departments, such as, the resource group are comely stressed and ove rwhelmed with a never-ending workload.RestructuringEconomic factors touch companies like SPS and Nestl alike, but Nestle has chosen restructuring as the answer to its dilemma. Nestle is suffering fromthe big elephant syndrome. In the old market diversifying and buying up the ambition allowed it to survive and prosper, but in the new economy which is consumer driven the big elephant has been asked to dance for the customer. Nestle must rise to the challenge of change or it give be driven into extinction. The strategic decision makers at Nestle are trying to trim the plenteous on the elephant, and they have turned to organizational behavior to restructure their workforce.Globalization and technology have evened out the playing field for Nestle and its competition. Nestle as well as the competition is able to give the same raw materials at the same prices, and technology has allowed each company quick and efficient ways to bear on information. So, where will Nestle come about i ts sustainable competitive advantage for the future? The innovation and the pauperization of its employees will be the source of its sustainable advantage. Nestle needs to find a way of unlocking this source of intellectual capital. The corporate leaders feel restructuring is the key.This restructuring fulfil has changed the organizational behavior of the company from a stiff hierarchical structure to a facilitator driven, empowered employee structure. The organization believes improving speed at the point of slaying will make the business more successful, and it is the precedent line employees that are at the point of execution. To climb up empowered employees organizational behavioral changes needed to be made. Monthly training has taken place on subjects like change, communication, one hundred percent responsibility, situational leadership, and teamwork so far. Layers of supervision have been cut, and reincorporated into the workforce. Supervisors are being educate as coache s and facilitators, instead micromanaging. Equipment operators are learning automatonlike first aid to fix small problems and repair efficiency. A mentoring program has been instituted, so that empowered employees with verifying attitudes are the role models for new workers.GlobalizationNorthrop Grumman Corporation (NGC) considers itself a world class leader inthe production of military demur products. Many of these products are created for, and consumed by, customers in the United States, but many are also created and sold to companies and or countries all over the world.The companys current position has not been easy to reach. Maintaining and growing this position requires perpetual care in an ever expanding global market place. In fact, global factors in todays economy have forced the company to make constant internal improvements to remain competitive in the global market. Exportation of intellectual property and gains in proficient advances and capabilities of companies in countries abroad have resulted in more foreign competition. The entry of additional competitors in the defense business market has forced companies like NGC to pick up closely at internal business processes to find ways to gain or maintain a competitive edge.NGC has learned to modify the organizations overall behavior by training individuals in the use of business methods such as LEAN, Six Sigma and Training inside Industry (TWI). The following is a simplified rendering of what each of these business methods is intended to do. LEAN is specifically used to improve processes, love inventory and manage movement of product throughout the production anatomy as well as eliminate practices which weart add value. Six Sigma is applied as a tool to measure critical processes in a way that insures they stay under control.This is basically done by setting control limits and therefore collecting selective information and analyzing the trends or movement of data as it relates to the con trol limits. TWI is being employed to break that every employee has the proper skill set to execute within their specified job requirements. This training process employs a regiment of training that teaches, measures what has been learned, as well as maintains critical training information and/or tricks of the trade. This training method also provides the company with detail of each employees specific capabilities and certifications.These internal changes have proven themselves invaluable to the company, saving NGC time, money, and valuable recourses as well as assist them in observe the companys daily business. Most of all, changes in NGCs OBhas been noticed by a number of the companys customers who have noted the coercive impact.