ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 12: Organizational Behavior

Submission date Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Nguyễn Hưng Nguyên Student ID GBS18656

Class GBS 0802 Assessor name

Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

Student’s signature

Grading grid
P3 P4 M3 M4 D2
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 ASSIGNMENT BRIEF 2

Qualification BTEC Level 5 HND Diploma in Business

Unit number Unit 12: Organizational Behavior

Assignment title Team dynamics and Behaviors

Academic Year 2020-2021

Unit Tutor Huynh Ai Van

Submission
Issue date 5/1/2021
date

IV name and date

Submission Format:

Format: A simulated in-class activity, in groups of 3 – 5 students that demonstrates effective

teamwork and co-ordination, followed by an individual self-reflection of the various
skills and theories applied. You must use font Calibri size 12, set number of the pages
and use multiple line spacing at 1.3. Margins must be: left: 1.25 cm; right: 1 cm; top:
1 cm and bottom: 1 cm. The reference follows Harvard referencing system. The
recommended word limit is 2.000-2.500 words. You will not be penalized for
exceeding the total word limit. The cover page of the report has to be the Assignment
front sheet 2.
Submission Students are compulsory to submit the assignment in due date and in a way
requested by the Tutors. The form of submission will be a soft copy posted on
http://cms.greenwich.edu.vn/
Note: The Assignment must be your own work, and not copied by or from another student
or from
 books etc. If you use ideas, quotes or data (such as diagrams) from books, journals or
other sources, you must reference your sources, using the Harvard style. Make sure
that you know how to reference properly, and that understand the guidelines on
plagiarism. If you do not, you definitely get fail

Unit Learning Outcomes:

LO3 Demonstrate an understanding of how to cooperate effectively with others

LO4 Apply concepts and philosophies of organizational behavior to a given business situation

Assignment Brief and Guidance:

Scenario

You are required to choose a local company as a case study which want to expand the business
to neighbor countries and the rest of the world. This is not easy the company has the good
advantages in big capital, products line and industrial experiences.

Your group has successfully persuaded them to trade internationally. It is your task to form a group
from 3 to 5 to operate the exporting job in the near future.

You are facing the situation: if the whole team is Vietnamese, they won’t be able to fully understand
the target market, and if you hire the local people, maybe your team won’t even understand each
other culture.

Create a plan to solve the problem. You will do the presentation with slides in 20 minutes.

Structure of the Report:

I. Evaluation

a. Understanding each other. You will provide any circumstances in cultural and
social differences. Explain each of them.
b. Global ethical and sustainable: Define ethical globalization and sustainable
company. Define your business main operation in a so call “ethical corporate” in a
global market. Examples should be included to illustrate your argumentation.
Provide some ethical recommendations for your business to be ethical in a global
market.
 II. Effectiveness in Cooperation
a. Identify which factors to be concerned for a business aiming for effectiveness
cooperation.
b. Organizational behavioral: Evaluate the important barriers for your business to
penetrate the target global market using concepts and philosophies of organizational
behavior. In addition, you should also recommend tactical actions your business
should do to overcome those key identified barriers.
III. Conclusion you will give your recommendations of going out or staying in with the
company business conditions. Explain why.

Grading criteria
LO3 Demonstrate an understanding of how to cooperate
effectively with others

P3 Explain what makes an M3 Analyze relevant team

effective team as opposed to an and group development LO3&LO4
theories to support the
ineffective team
development of dynamic D2 Critically analyze and
cooperation. evaluate the relevance of
team development theories in
LO4 Apply concepts and philosophies of organizational context of organizational
behavior to a given business situation behavior concepts and
M4 Explore and evaluate philosophies that influence
P4 Apply concepts and
how concepts and behavior in the work place.
philosophies of organizational
philosophies of OB inform
behavior within an organizational
and influence behavior in
context and a given business
both a positive and negative
situation.
way.
I. INTRODUCTION: ...................................................................................................................................... 8
II. COMPANY PROFILE: ................................................................................................................................ 8
III. EVALUATION:..................................................................................................................................... 10
IV. Effectiveness in Cooperation:............................................................................................................ 11
V. The implication:..................................................................................................................................... 13
VI. CONCLUSION: .................................................................................................................................... 14
VII. REFERENCES: ..................................................................................................................................... 15
 I. INTRODUCTION:
Today, the development of international commercialization of multinational companies or multinational
companies is gradually expanding markets and using common currencies worldwide. As a consultant of
Trung Nguyen Legend, I will give out the development plan of the company in the US market and give the
direction of recruiting local employees.

II. COMPANY PROFILE:

According to the Vnr500.com (2021), Trung Nguyen Group was previously a small coffee shop founded by
Chairman Dang Le Nguyen Vu in Buon Ma Thuot, the coffee capital of Vietnam. On April 12, 2006, the
Ministry of Planning and Investment of Ho Chi Minh City formally established Nguyen Thi Group Joint Stock
Company under the business license number 0304324665. Nguyen Thi Group Joint Stock Company is
engaged in coffee production, processing and trading and franchising of the Nguyen Thi coffee brand.
Trung Nguyen Coffee is one of the most famous brands in Vietnam.

In the field of franchising, Trung Nguyen Franchise Joint Stock Company was established in 2011 to manage
the Trung Nguyen coffee space chain. Up to now, the Group has successfully franchised in two very
developed markets, namely Japan and Singapore.

In terms of production scale, the group currently has 3 factories: 1 coffee factory in Saigon, 2 Trung Nguyen
instant coffee factories in Binh Duong and Ba Giang provinces, as well as modern equipment and
machinery. It can supply the best quality coffee products to the market, the most delicious, veritable
Vietnamese coffee brand.

Trung Nguyen’s journey from entrepreneurship to the present has always been a journey of serving the
community, and through “Building a Great Journey-Strong Vietnamese Youth Entrepreneurship” to
vigorously promote this commitment, not only to provide the perfect energy coffee to the community, but
also through change The book of life is the secret recipe for success for every individual, family,
organization or community. (TẬP ĐOÀN TRUNG NGUYÊN LEGEND, 2021)

Trung Nguyen Legend Group made the list for the first time and has surpassed many major domestic
brands. It is the only company in the coffee industry selected by Forbes Economics and Finance magazine
with a brand value of US$42 million. ( Trung Nguyen legend, 2018)
III. EVALUATION:
Organization is the process of establishing a working relationship structure between employees to help
them effectively achieve organizational goals. The organizational structure is the formal system of the
relationship between tasks and work reports. It defines how employees use resources to achieve
organizational goals. Specific choices on how to organize the tasks and working relationships that make up
the organizational structure. . (George and Jones, p.470)

According to redundancy theory, the structure of an organization should be designed to match or match
redundant factors or sets of conditions (or factors or conditions), which are the most influential and most
uncertain factors. Since each organization faces different emergencies, there is no "best way" to design
the organization: the best design is the design that suits the team's specific situation. Features. The three
key redundancy factors that affect the design of organizational structure are the nature of the
organizational environment, technological progress (more and more information technology) and source
characteristics. Human resources of the organization. In the way they affect the structure of the
organization. . (George and Jones, p.470)

Technology is the combination of skills, knowledge, tools, machines, computers, and equipment used to
design, manufacture, and deliver goods and services. Generally, the more complex the technology used
by an organization, the more difficult it is to adapt and control it. Therefore, in redundancy theory, the
more complex the technology, the more flexible the structure is needed to enable the organization to deal
with unexpected situations and allow its employees the freedom to find new solutions that may be
encountered when using the technology. . On the contrary, the more frequent the technology, the more
appropriate the formal structure, because the work is so simple and the steps required to produce goods
and services are pre-calculated. (George and Jones, p.471)

Charles Perrow believes that two factors determine the degree of complexity or non-process of
technology: task diversity and task analysis capabilities. Task diversity is the number of new problems or
unexpected problems or situations that a person or functional group encounters when performing tasks
or work. Task analysis is the extent to which people or functional departments make decisions and
solutions to solve the types of problems they face. Infrequent or complex technologies are characterized
by high task diversity and low task analysis capabilities; this means that various complex problems may
suddenly appear, and solving these problems usually requires a large number of unmade decisions to find
a solution. In contrast, traditional technologies are characterized by low task diversity and high task
analysis capabilities. This means that the problems encountered will not change much and can be easily
resolved through programmed decisions. (George and Jones, p.281)

The term "global ethics" refers to a set of common moral values and moral standards shared by different
beliefs and cultures on the earth. These common moral values and moral standards constitute
humanitarian ethics or humanitarian ethics. Considering the process of globalization, this kind of human
ethics is called "global ethics" by the famous Roman Catholic theologian and philosopher Hans Kunger.
Although Professor Hans Küng first proposed the concept of GLOBAL ETHIC in 1989, in his own words, it is
a universal principle as old as mankind, "not a new invention, but just a new discovery." There is no doubt
that a globalized world with huge social, ecological and moral problems requires the globalization of moral
values and moral standards, in short: global ethics in order to survive where our grandchildren and great
grandchildren can survive. Live a decent life. In fact, now and in the past, a considerable number of human
compatriots in the world cannot live with dignity, precisely because human beings cannot follow the most
basic rules of human coexistence. For thousands of years, religious and non-religious traditions have been
providing. (What is the Global Ethic?, 2021)

A well-known team development model is Bruce W. Tuckman's five-stage model. This model is outlined
in Phase 1. Tuckman calls it a team, where team members try to get to know each other and build
understanding. They are common when trying to articulate the goals of the group. And determine the
appropriate behavior in the group. Once the individual truly feels that he is part of the team, the
establishment phase is complete. As the name suggests, the second phase is called a hurricane, which is
characterized by a major conflict. During the hurricane, members refuse to be controlled by the group and
may disagree over who should lead the group or how much power should be given. In the third stage
(normative), members begin to truly feel that they belong to the group and establish a close relationship
with each other. When the stage 4 performance is reached, the team is ready to solve the task and work
hard to achieve its goals. This is the stage where the work is actually completed, so ideally, it should be
completed soon. The five-stage "norm-template-saturation-adjustment" model is intuitively attractive,
but research shows that not all groups go through each stage. They also did not review them one by one
or in the order specified by Tuckerman. (George and Jones, p 281, p282)

IV. EFFECTIVENESS IN COOPERATION:

Organizational Behavior (OB) is the study of human behavior in the organizational environment, the
interface between human behavior and the organization, and the organization itself. There are two main
factors that affect organizational behavior: human factors and organizational factors. (Explain
organizational behavior: definition, importance, nature, model, 2021).

Human nature is based on the basic qualities of personality and character, that is, they can be similar or
different. In the corporate environment, many basic factors affect human nature. It is include:

Individual differences: This is a one-to-one management method for everyone in the company. If certain
rules are not followed, managers should treat employees in the company equally. Factors other than work
should be used to defeat employees.
Perception: This is our ability to observe and solve problems. Consciousness is the fact that we can explain
the problem from our own perspective.

Motivational behavior: A behavior caused by a person, a group, or a group in a company. In each company,
there are two types of behaviors: Motivation is positive because we change their behavior by showing
them the benefits of completing tasks. And negative motives force others to make changes based on their
own opinions or cause serious consequences in other ways.

Organizational factors: The nature of the organization views the performance of the company as an
opportunity it provides in the global market. It acts as a mirror that reflects common employee standards
and company practices.

Social system: It includes other companies' social organizations, company customers, system macros, their
employees, and social organizations. Their behavioral factors are influenced by the two authors, and the
two authors are influenced by group and individual activities. The social system includes two types: The
formal social system can be seen as a group of people working together in a company or a group of people
working together in a tribe. And Informal can be a group of best friends, they play together and entertain
together. Together they organize annual trips to relax.

Mutual interests: Every organization needs its members in operation, and people also rely on the
organization to grow and become better. The mutual understanding between the organization and
employees helps both parties achieve the goals they hope to achieve. For example, companies need funds
to develop projects, and investors need shares in the company.

Ethics: If you want to retain employees, you must develop company ethics and treat each other
appropriately. We can be individual or group guides and organizational guidance.

The five models of organizational behaviour are the: autocratic model, custodial model, supportive
model, collegial model and system model.

The autocratic model is a model that depends on power, authority, and official authority. In an
authoritarian organization, the person (manager/owner) who manages tasks in the organization has
formal authority to control the employees working under it. These subordinate employees have almost no
control over their job functions. Their ideas and initiatives are often unpopular because important
decisions are made at the level of senior management.

The custodial model is based around the concept of providing economic security for employees – through
wages and other benefits – that will create employee loyalty and motivation. In some countries, many
professional companies provide health benefits, corporate cars, financial packaging of salary, and so on –
these are incentives designed to attract and retain quality staff.
Unlike the first two methods, the support model focuses on ambitious leadership. It is not based on control
and authority (authoritarian model) or incentive (management model), but attempts to motivate
employees through the relationship between people. Management and employees, and how they treat
employees every day.

The university model is based on teamwork-everyone works as a colleague (hence the name of the model).
The overall environment and corporate culture need to be consistent with this model. In this model,
everyone is actively participating-not status and title-encouraging everyone to work together to build a
better organization.

The last organizational model is called the system model. This is the most modern of the five models
discussed in this article. In the system model, the organization considers the overall structure and team
environment, and believes that individuals have different goals, talents and potentials. The purpose of the
system model is to try to strike a balance between personal goals and organizational goals. (Five Models
of Organisational Behaviour - Organisational Behaviour Notes, 2021)

In fact, there is no multi-personality or non-personality thing. Everyone has a specific personality type.
Since personality is an important determinant of a person's way of thinking, feeling and behavior, it helps
to distinguish different personality types. Researchers spend a lot of time and energy trying to identify
personality types. Researchers have come up with one of the most important ways to describe personality
is about these characteristics. Traits are specific components of personality. They describe a person’s
tendency to feel, think, and act in certain ways, such as shyness or straightforwardness, criticism or
attachment. Receive, execute or authorize. In the opening remarks, Indra Nooyi was described as
conscientious and willing to accept new experiences. As you know, serious and open attitude are indeed
two personality traits. Therefore, when we talk about a person’s personality, we are actually referring to
a series of characteristics that describe the person’s general tendency to feel, think, and behave. (George
and Jones, p42)

V. THE IMPLICATION:
Usually, leaders do not treat each of their subordinates the same way and they can develop different types
of relationships with different subordinates. Leadership membership exchange theory describes the
different types of relationships that can develop between leaders and subordinates and describe what the
leader and followers who got in and out of the relationship.The relationship between in-group followers
and the leader is characterized by trust, commitment and involvement. The relationship between out-
group followers and the leader is based on the formal authority of the leader and obedience to rules. In
summary, path-goal theory suggests that leaders need to focus on what outcomes motivate their followers
and then to distribute those outcomes to subordinates when they attain their work goals and perform at
high levels. It also suggests the need to tailor leadership styles to the characteristics of subordinates and
the situation. (George and Jones, p353,354)

In the company, there may be conflicts between employees and managers, and there are disagreements
between students. But they can't fight or argue big because the company culture doesn't allow them to
do that. If you want to resolve these disputes, you often use the director or people with higher positions
to resolve those controversies.

With the above theory, my plan for Trung Nguyen Legend company when they are headquartered in the
US. Regarding the management team, the company should let the Americans with working experience of
at least 2 years, because they are local and have experience, they will easily manage and coordinate the
company when living. here. The subordinate staff, or the manager of the store can be Vietnamese living
in the US or American, and the service staff can be students in the US or minors from 16-25 years old.
Although being a Vietnamese company, all related documents must be in English or American. Using the
same language helps people in the company communicate and understand each other better while
working. In order to improve the image quality as well as introduce Vietnam's coffee culture.

VI. CONCLUSION:
According to the report above, Trung Nguyen needs to change a number of organizational behavior issues
to suit the opening of branches in the US as well as other countries. This change helps the company easily
access cultures and people in other countries around the world. Thereby, it is possible to bring the name
of Trung Nguyen Legend to develop into a Vietnamese coffee company present in other countries.
VII. REFERENCES:
Vnr500.com.vn. 2021. TẬP ĐOÀN TRUNG NGUYÊN LEGEND. [online] Available at:
<https://vnr500.com.vn/Thong-tin-doanh-nghiep/TAP-DOAN-TRUNG-NGUYEN-LEGEND-Chart--309-
2016.html> [Accessed 11 March 2021].

Trung Nguyên Legend. 2021. Trung Nguyên Legend lọt top 40 thương hiệu giá trị nhất năm 2018 - Trung
Nguyên Legend. [online] Available at: <https://trungnguyenlegend.com/trung-nguyen-legend-lot-top-40-
thuong-hieu-gia-tri-
nhatnam2018/#:~:text=Ngay%20trong%20l%E1%BA%A7n%20%C4%91%E1%BA%A7u%20ti%C3%AAn,42
%20tri%E1%BB%87u%20%C4%91%C3%B4%20la%20M%E1%BB%B9.> [Accessed 11 March 2021].

www.kas.de. 2021. What is the Global Ethic?. [online] Available at: <https://www.kas.de/de/statische-
inhalte-detail/-/content/what-is-the-global-ethic-> [Accessed 11 March 2021].

Organisational Behaviour Notes. 2021. Five Models of Organisational Behaviour - Organisational

Behaviour Notes. [online] Available at: <https://www.myorganisationalbehaviour.com/five-models-of-
organisational-behaviour/> [Accessed 12 March 2021].

George, J. and Jones, G., 2014. Understanding and Managing Organizational Behavior. 6th ed. Pearson
Education UK, pp.470, 471, 472, 281,282, 537, 353,354)