Assignment Brief (RQF)

Assignment Brief (RQF)-

Higher National Diploma in Business Management

Student Name/ID Number: Le Minh Loi / 16BM40218

Unit Number and Title: Unit 12 – Organisational Behavior

Academic Year: 2019/2020

Unit Assessor: Soumitra Chowdhury

Assignment Title: A1 Organisational Cultures and Workforce Motivation

Issue Date: 6th September 2019

Submission Date: 14th November 2019

Internal Verifier Name:

Date:

Submission Format:
The submission is in the form of an individual written report. This should be written in a concise,
formal business style using single spacing and font size 12. You are required to make use of
headings, paragraphs and subsections as appropriate, and all work must be supported with
research and referenced using the Harvard referencing system. Please also provide a bibliography
using the Harvard referencing system. The recommended word limit is 2,000– 2,500 words,
although you will not be penalised for exceeding the total word limit.
Unit Learning Outcomes:
LO1 Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.
LO2 Evaluate how to motivate individuals and teams to achieve a goal.

Assignment Brief and Guidance:

Case Study: A melting pot for forging success
Paul Belche uses a culinary metaphor to explain how he tries to coax the best qualities from the
mix of cultures at the steel plant he runs in western Germany, close to the borders with France
and Luxembourg. ‘If you mix the yellow part of an egg with mustard and oil without being
careful, you will produce something unexciting. But, if you pay correct attention to the details,
you end up with the best mayonnaise,’ he says. He is explaining his approach to managing

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Assignment Brief (RQF)

Dillinger Hütte, a global leader in specialist steels for applications such as oil pipelines. Mr
Belche’s tactics for getting the best out of his employees provide wider lessons for managers of
diverse workforces.
The company aims to take advantage of the different cultural characteristics of Saarland – the
German state where it is based that, over the centuries, has switched between French and
German sovereignty. Of the 5,500 employees in Dillinger, about 10 per cent have French as their
main language, and the rest German. Mr Belche, a 56-year-old physicist, is from Luxembourg.
‘The Germans are strong when it comes to practical work. The French are good at theory and we
try to get the best of these two characteristics,’ he says. Mr Belche poses a question: ‘Who do
you think would be better at plant safety – the German [speakers] or the French? You might
think it would be the Germans. But actually it’s the French – they realise they are possibly
behind in this field and so they work at it. Sometimes weakness can be a strength – as long as it’s
recognised.’
His approach, he says, is to put teams of people from the different cultures together and
encourage them to learn from each other. The factory follows the French approach to dining,
with a siren announcing the end of the lunchtime break at 3pm, an hour later than is normal at
other German steelworks. ‘This is to give us time for a decent lunch,’ says Mr Belche. When it
comes to sales and technology, he says, the aim is to link the practical aspects of steelmaking
and its applications, which he considers more German, and the theoretical, which he considers
more French.
This mixing of the practical and theoretical must be linked to a single aim: making good
products that will do a better job of solving customers’ problems, Mr Belche says.
He sums up his philosophy: ‘The biggest costs are the ones that the accountant will miss. They
come from the products that you never developed or the prices [of specific types of steel] that
you never reached because you weren’t good enough at selling them.’ In the tough business of
making money out of steelmaking, it helps if companies can offer something special. In the
effort to make this happen, the mix of cultures at Dillinger provides a soufflé of experiences, Mr
Belche believes, that gives it a decent chance of success even in the current uncertain climate.

Source: Marsh, P. ‘A Melting Pot for Forging Success’, Financial Times, 8 March 2009. Copyright © 2009 The Financial Times
Limited.

Mr. Paul Belche has just hired your Group as Organizational Behaviour experts to advise him on
the followings:
Tasks 1
Prepare about 25 – 30 presentation slides with accompanying notes for Mr. Belche addressing the
influence of culture, politics and power on the behaviour of others in the above organisational
context

Task 2
Provide a brief report for Mr. Belche on how to motivate individuals and teams to achieve a
goal.

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Assignment Brief (RQF)

PRESENTATION
1. The assignment should have a cover page that includes the assignment title, assignment
number, course title, module title, Lecturer/tutor name and student’s name. Attach all the
pages of assignment brief/achievement summary with your report and leave them blank for
official use.

2. Ensure that authenticity declaration has been signed.

3. This is a Group assignment.

4. Content sheet with a list of all headings and page numbers.

5. A fully typed up professionally presented report document. Use 12 point Arial or Times New
Roman script.

6. Your assignment (notes in Task 1, and report on Task 2) should be word-processed and should
not exceed from 2,000 to 2,500 words in length.

7. Use the Harvard referencing system.

8. Exhibits/appendices are outside this limit.

9. The assignment should contain a list of any references used in the report.

NOTES TO STUDENTS FOR SUMMISSION

• Check carefully the submission date and the instructions given with the assignment. Late
assignments will not be accepted.
• Ensure that you give yourself enough time to complete the assignment by the due date.
• Do not leave things such as printing to the last minute – excuses of this nature will not be
accepted for failure to hand-in the work on time.
• You must take responsibility for managing your own time effectively.
• If you are unable to hand in your assignment on time and have valid reasons such as illness,
you may apply (in writing) for an extension.
• Failure to achieve a PASS grade will results in a REFERRAL grade being given.
• Take great care that if you use other people’s work or ideas in your assignment, you properly
reference them in your text and any bibliography.
• NOTE: If you are caught plagiarizing, the University policies and procedures will apply.

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Learning Outcomes and Assessment Criteria

PASS MERIT DISTINCTION

LO1 Analyse the influence of culture, politics and power on the behaviour of others in an organisational
context.
P1 Analyse how an M1 Critically analyse how the LO1 & 2 D1 Critically evaluate
organisation’s culture, politics culture, politics and power of an the relationship between culture,
and power can influence organisation can influence politics, power and motivation that
individual and team behaviour individual and team behaviour and enables teams and organisations to
and performance. performance. succeed, providing justified
recommendations.
LO2 Evaluate how to motivate individuals and teams to achieve a goal.

P2 Evaluate how content and
process theories of motivation,
and motivational techniques,
enable effective achievement of
goals in an organisational
context.
M2 Critically evaluate how to
influence the behaviour of others
through the effective application
of behavioural motivational
theories, concepts and models.
LO1 & 2 D1 Critically evaluate
the relationship between culture,
politics, power and motivation that
enables teams and organisations to
succeed, providing justified
recommendations.

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Assignment Brief (RQF)

STUDENT ASSESSMENT SUBMISSION AND DECLARATION

When submitting evidence for assessment, each student must sign a declaration confirming that the
work is their own.

Student name: Le Minh Loi Assessor name:

Soumitra Chowdhury

Issue date: Submission date: 14th Submitted on:

November 2019
6th September 2019 31/10/2019

Programme:
Pearson BTEC Higher National Diploma in Business

Unit 12 Organisational Behaviour

Assignment number and title:

A1: Organisational Cultures and Workforce Motivation
Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who
break the rules, however innocently, may be penalised. It is your responsibility to ensure that you
understand correct referencing practices. As a university level student, you are expected to use
appropriate references throughout and keep carefully detailed notes of all your sources of materials
for material you have used in your work, including any material downloaded from the Internet.
Please consult the relevant unit lecturer or your course tutor if you need any further advice.

Student Declaration

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 signature: Date: 31/10/2019

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 Assignment Brief (RQF)

Achievement Summary
Achieved? (Tick)

Assessm In this assessment, you will have the

Learning
Learning outcome ent opportunity to present evidence that
Outcome
Criteria shows you are able to: First IV
Rework
Attempt Check

P1 Analyse how an organisation’s

culture, politics and power can
P1
Analyse the influence individual and team
influence of behaviour and performance.
culture, politics
and power on the
behaviour of
others in an
organisational M1 Critically analyse how the
context. culture, politics and power of an
M1
organisation can influence individual
and team behaviour and performance.
LO1

P2 Evaluate how content and process

theories of motivation, and
P2 motivational techniques, enable
effective achievement of goals in an
Evaluate how to organisational context.
motivate
LO2 individuals and
teams to achieve
a goal. Critically evaluate how to influence
the behaviour of others through the
M2 effective application of behavioural
motivational theories, concepts and
models.

Critically evaluate the relationship

between culture, politics, power and
LO1 & LO2 D1 motivation that enables teams and
organisations to succeed, providing
justified recommendations.

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 Assignment Brief (RQF)

Higher Nationals - Summative Assignment Feedback Form

Student Name/ID Le Minh Loi/ 16BM40218

Unit Title Unit 12 – Organisational Behaviour

Assignment Number A1 Assessor Soumitra Chowdhury

Date Received 1st
Submission Date 31 October 2019
submission
Date Received 2nd
Re-submission Date
submission
Assessor Feedback:

Grade: Assessor Signature: Date:

Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

IV Signature & Date:

* Please note that grade decisions are provisional. They are only confirmed once internal and external
moderation has taken place and grades decisions have been agreed at the assessment board.

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Assignment Brief (RQF)

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Assignment Brief (RQF)

Task1

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Assignment Brief (RQF)

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Good morning everyone, welcome to group 5 presentation. Our topic of today is the
domination in organization through the culture, politics and power on the behavior. Our
presentation is divided into 3 proportions. The first item is culture, the second item is politics
and the third item is power. We are going to the first item.
Organizational culture holds a significantly position in company which retaining the poise
88% of wage earner. Let’s have a look.
These 7 characteristics are standing for the united behavior of people. It’s also considered that
intermingle with the score of features. Mr. Paul had better regard as this characteristic –
People orientation. The reason of this choice is that point a high merit for multicultural
company. This one also affect directly to worker by the way director judgment to something.
Using this characteristic, Paul’s company will push more inspire for employee to do better
and get more encouraged to reveal their idea with partners and superiors or even the top
managers.
While on the other hand, Lotte is considered a typical example of corporate organization.
Lotte is no wondering whatever culture, nationality, racial and gender you are. Every
employee in company can be able to become a leader. Lotte – they have been and are being
fulfilling the goal for an open and fairness multiculture.

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Assignment Brief (RQF)

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Assignment Brief (RQF)

-Innovation and risk-taking: This culturally focused enterprise competes with differences in
quality, services as well as continuous innovation. However, the risks are not separate from
creativity, these two properties go hand in hand when we consider this feature of corporate
culture.
-Attention to detail: the extent to which members are encouraged to present specifically,
analytically and pay attention to details.
Result oriented. The extent to which management focuses on results or outcomes rather than
on techniques and processes.
-People-oriented: the extent to which management decisions take care of the people in the
organization. The organization considers people to be the most valuable asset and believes
that each member's pioneering and creative work is the decisive factor for its success.
-Group orientation: Trying to maintain team spirit and build the group's own identity instead
of individually, so the team spirit is always upheld in this organization.
-Agility: Demonstrated by the extent to which the members enthusiastically compete with
each other instead of compromise and cooperation.
-Stability: When corporate culture is established, it's "hard to change". Over time, different
activities of business members will help beliefs and values to be accumulated and created
culture, creating stability of corporate culture.

Innovation and risk taking.

The company has a culture of putting high value in innovation that encourages its employees
to take risks and innovate in doing the job.
Lotte mart has built an innovative system in every aspect of the job - where ideas are always
driven by passion, inspiration, innovation. Technological innovation brings exciting shopping
experience to customers, creating an open culture. In addition, employees are free to propose,

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Assignment Brief (RQF)

boldly share, seize opportunities and are encouraged to innovate without limitation in the
company. Lotte Mart innovates not only for profit but also for sustainable growth, they care
about people and the environment.
To be able to innovate and innovate requires Lotte to be willing to experiment, take risks -
Lotte accepts short-term losses to achieve long-term goals and learn from those mistakes. To
do that, you need to start from scratch, be open minded, encourage experimentation, reward
your efforts, and accept that not all new ideas are successful. This helps reinforce employee
confidence, eliminating obstacles that prevent creativity.

Team orientation
Lotte Mart creates a work environment that demonstrates cohesion, promotes cooperation,
fosters a collective spirit and is willing to support the departments to achieve the highest
efficiency at work. Corporate culture creates collective success, promoting work for all
members. LOTTE Mart has implemented an internal LFLP training program - LOTTE Mart's
Future Leadership Program for LOTTE Mart's future management team. The LFLP program
also includes fun and helpful teamwork activities, which not only bring fun and relaxing
moments but also help students apply group strength lessons and teamwork together. .
Conquer the challenges given by the Organizing Committee.

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 Assignment Brief (RQF)

What is Organizational Politics?

Organizational politics are processes and behaviors in human interactions related to power and
authority. It is also a tool for evaluating operational capacity and balancing the diverse views of
interested parties.

1. Individual factors

Individuals engaged in politics to serve their needs. They want to be influential in the
organization's decision-making process, they participate because they want to gain
power. There are many individuals who play politics because they expect rapid success
in life at any cost.

There are some of the invidual factor:

• High self-monitor

• High match personality

• Perceived job alternatives

• Expectations of success

2. Organizational factor
There are some of the organizational factors that influence to play politics in the
organizations:

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Assignment Brief (RQF)

• Limited resources: Limited organizational resources result in every individual

wanting to have it, so they engage in politics to have it.

• Uncertainty in decision-making: The unclear decision-making leads to individuals

getting involved in politics.

3. Influence of political behaviors in the organization

• Working with orientation, clear goals

• Promote employees to work for organizational purposes

• Promoting creativity and innovation

• Encourage the attention of group members

• Solve problems and recognize opportunities faster

•Share information and tasks faster

• Improve the quality of decisions

4. Making political behavior become positive

• Organize contests with various forms of promotion of employee enthusiasm,

overcome the dependence mentality of each individual.

• Exploiting maximum capacity of each person, helping each individual can develop
perfectly.

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 Assignment Brief (RQF)

Organization’s cases of organizational politics

Mr. Paul Belche understood the positive effects of political behavior in the organization, he
applied the lunch break of French companies to Dillinger, the workers had a lunch break until 3
pm, later than 1 hour. compared to German companies. That helps employees give time for a
decent lunch, that make them have an afternoon effective working.
Samsung has always focused on the issue of resting alternating working hours for all employees,
especially direct production employees because Samsung understands that respite is a valuable
time to regenerate labour. Therefore, in 8 hours of official employees, every 2 hours, those who
work directly at the factory have 10 minutes of factory breaks. Break time to eat between shifts is
60 minutes.

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 Assignment Brief (RQF)

1. Impression Management

Impression management is a process in which individuals try to influence the perceptions

people have about something, a person, or an event.

In this case we focus on how a manager interacts with employees to achieve the objective of
company. Evaluate how HR’s politics influence behavior organization:

With Dillinger, the company has a strong culture that the employees base on the knowledge
of each other to make and sell the product.

 French’s good at theory

 German’s good at practical work
Paul Belch has been succeeded when he combines different cultures together and encourages
them to learn from each other, his staffs also have a nice lunchtime and finish at 3.00PM. The
reasons behind the staff having longer lunch time to return to work. That will reduce stress
and anxiety. In addition, it increases performance. Everyone can share their knowledge and
learn from each other's experiences. Not only prepare activities for production to be handled
promptly, the sales process is always positive.

 Dillinger’s politics provide good environment and create good culture

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Assignment Brief (RQF)

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Consulting: Lotte Company has applied advisory tactics to encourage their employees in the
planning process. It can be seen that Lotte's staff will focus on the processes given by their
superiors, encouraging change when needed.
Rational persuasion : At Lotte when the leaders came up with a plan, they had a reason valid,
logical and must always be associated with reality. This makes Lotte's employees more likely to
be persuaded when the superiors come up with plans.
I think Mr. Paul's steel company should apply these two factors to build the strength of the
company to promote persuasion and advice from top to bottom.

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Assignment Brief (RQF)

The first is Exchange

Exchange: Promising some benefits in exchange for complying with a request.
At LOTTE Group in Vietnam, exchange elements help them communicate with employees
about the benefits they gain from working at the company. This helps motivate employees to
work better.
Personal Appeal: Appealing to feelings of loyalty and friendship before making a request.
LOTTE Leaders Before they make a request to an employee, they always create their own
attraction and understanding so that employees feel respectful and comfortable when
accepting assigned tasks.
Ingratiation: make someone in a good mood before making a request
At LOTTE they used Ingratiation to inspire employees to Arouse enthusiasm by calling for a
value and belief of another person.
Pressure: A tactic focusing on requiring compliance or using threats or intimidation.
For this strategy, LOTTE Vietnam will give their employees some pressure such as always
punctuality, working on the right goals, etc to give employees a good discipline and high
productivity.
Coalitions: getting others to support your efforts to persuade someone.
At LOTTE they always encourage all members of the company to always unite and
acknowledge the efforts of others to contribute to building a stronger company.
=> I think Paul Belche's steel company should apply these five factors in building the
company's power because they give his company solidarity and exchange to motivate
Employees, the respect of employees with superiors through Personal Appeal, inspire
employees by Ingratiation and besides that should also create pressure to help increase
productivity to increase the company's development. .

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 Assignment Brief (RQF)

Task2
In this exercise, I will present my views on Paul Belche's company based on what I have learned
in class. Then I will come up with some methods to solve those problems most effectively. As
well as, some application will be shown to make clear and prove for my assignment.

In different companies, different motivational theories are applied to achieve different goals.
Motivation theory is quite important for goodwill, brand image and reputation of the company.
Paul's company should apply the motivation theory discussed below:
Maslow's Hierarchy Theory: According to this theory, many people join the group and the types
of necessities, so if the requirements are met, the employees will have a real incentive for
promotion power. Employees are only motivated after their requirements and designs are met.
The basic concept of this theory describes that dynamics reinforce formal requirements such as
Socialneed, Safetyneed and Self-demand. Safety requires mandatory requirements that bring an
individual a sense of security and protection. It also covers a multitude of needs for financial
security, good health and personal security. Social needs are designated as perceived needs of
belonging as well as recognition. Social needs are significant because they are insensitive and
depressed. Aspiration and the need to become what is possible and fit are some of the most
personal. In this company, low-level employees care about wages and middle-class employees
are only motivated after achieving their own needs and at the same time material needs.
Paul's company managers are responsible for analyzing and testing whether the selected
motivational theory is useful in improving and encouraging the productivity level of each
employee working at this company. Managers should ensure that the selected theory is sufficient
to increase the organization's profitability rate and reduce operational costs. The theory not only
motivates employees but also helps them develop and develop skills, knowledge and overall
competence. The selected theory must support the organization to retain talented and competent
employees for a longer period.
Conclusion
After finishing this assignment, I have had a huge knowledge block of OB – Organizational
Behavior. Follow my researching of this assignment, culture, politics, and power on the behavior
on others influence the organization a lot in their control and development. As well as the way a
team project and also individuals in the company will decide how the goals will be achieved.

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References
1. https://quantrihieuqua.blogspot.com/2014/05/tinh-cach-ban-sac-van-hoa-doanh-
nghiep.html?fbclid=IwAR3GZ1R-Oa21gaZMqyVx2KyVVXYkYvbjj4eVp7oxAyr-
GZ8toyo9gmnXIdo
2. http://research.ieit.edu.vn/dac-diem-va-vai-tro-cua-van-hoa-doanh-nghiep-phan-
1/?fbclid=IwAR1_3QlJwVerP3LBlj5mj1XmXPOQ4noUp_LN4tnbrsdDmSYnxV4oo4wdx0
w
3. http://lottemart.com.vn/dong-hanh-cung-lotte-mart/chuong-trinh-lanh-dao-tuong-lai-lotte-
mart-2018/?fbclid=IwAR3GZ1R-Oa21gaZMqyVx2KyVVXYkYvbjj4eVp7oxAyr-
GZ8toyo9gmnXIdo
4. https://iedunote.com/organizational-
culture?fbclid=IwAR2VvrhwrNPOdVP4cSbkMnOCbKwUT3C1gqZ1Q3IbbZyMdWKVD5Z
JPwE7PiU
5. https://www.toppr.com/guides/fundamentals-of-economics-and-management/organising/the-
concept-of-
power/?fbclid=IwAR1P3jmrI3TTgDexgmmP6K1VfSO92HLo_GWtssrQFsHUjc9O16239vQ
t8Xc

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Redo

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TASK 2
I. MASLOW'S HIERARCHY OF NEEDS
Employees are most valuable asset of Dillinger Hütte and therefore, the highest
responsibility of Paul Belche is to keep the morale of the employees high so they
intentionally deliver the best performances. However, with the change in time, keeping
employees motivated is a challenging job. Although there are many motivational theories,
Dillinger Hütte managers should understand and choose the best, appropriate workplace.

Workplaces like Dillinger Hütte promote a work group with amicable supervision, where
employees aspire to meet social needs. Then, Paul Belche should applied Maslow's theory
of motivation to meet the needs of employees with the help of familiarity and affection.
Employees need recognition and belonging from senior management and agencies, which
motivates them to work. In Maslow's theory of dynamics, the hierarchy is designed in order
of demand. Germans want to maximize their actual power, which is the power of
production to contribute to the growth of the organization. Besides, the French want to use
their talents in theory to complement the German practice to help the company grow. It is
the need for self-improvement of the Germans and the French. Dillinger Hutte is very smart
to help employees have a decent meal by eating according to French culture, one hour later
than usual at other German steel mills.

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 Assignment Brief (RQF)

Physiological needs
These are the minimum and necessary needs to ensure human existence. This need is also
known as physical or physiological needs, including basic human needs such as: eating,
drinking, sleeping, breathing air, sex, needs for children. relaxed people, ... These are the
most basic and strongest human needs. In the pyramid shape, we see these needs falling
into the lowest ranks.

Safety needs
When people have been met with basic needs, that is they no longer control their thoughts
and actions, they will have higher needs. Those are demands for safety, not being
threatened with property, work, health, life and family …

Self-actualization
The need for truth, goodness, beauty, self-control, creativity, the desire to develop
comprehensively both physically and intellectually ... A. Maslow's demand theory is the
culmination theory in identifying needs. Natural bridges of humans in general. The
arrangement of needs in a hierarchy from low to high shows that the barbaric of people
decreases and the civilization of people increases

About Dillinger Hütte,

At Dillinger Hütte, employees' physiological and safety needs are met by giving them
additional employment opportunities that allow them to organize basic human needs such
as food, clothing and location. Once both of these needs are met, employees tend to crave
the need, eventually relying on relationships and being managed to accomplish it by
building a friendly working environment and healthy. stronger allows employees to devote
the best 100%. One important thing here about the physiological issue is the staff's meal,
Paul Belche should choose to be reputable contractors, in addition to the process of
controlling food quality from input, processing to the table of employees should be strictly
inspected.

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 Assignment Brief (RQF)

In addition, Dillinger Hütte needs to organize after-hours activities so that employees can
interact with different cultures, so that employees can see many of their benefits when
working at Dillinger Hütte.

Paul Belche's company should focus on Maslow's highest doctrine to enable employees to
unleash their ability to work, Dillinger Hütte should open some classes for employees to
improve knowledge and promote to the fullest of their existing capacity. In addition, the
company will collect many employee results to help Dillinger Hütte know the strengths
and weaknesses of employees and then promote and improve the weaknesses.

II. HERZBERG'S TWO-FACTOR THEORY

Group 1:

As a group of factors that create motivation and satisfaction for people who perform
work. This group of factors depends on the field of work and the individual needs of the
worker. This factor includes the key to motivating and satisfying in the following work:

 Successfulness
 Honor, recognition of organizational achievements, leadership and colleagues.
 Characteristics and inner nature of the job.
 Responsibilities at work.
 Advancement opportunities at work.

Group 2:

It is the group of elements that belong to the organizational environment. This group is
positive, helping to prevent employee dissatisfaction with the job. But this group alone is
not enough to create momentum. And it is not satisfactory in the work of workers. This
group includes the following:

 Working conditions of workers.

 Supervision and management at work.
 Policy and governance regimes in enterprises.
 Salary and bonus policies.
 Relationships between people - people in the business

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About Dillinger Hütte,

Based on the table above and according to Dillinger Hutte, the plant is based in France,
with the siren signaling the end of lunch break at 3 pm, one hour later than usual at Virtue's
other steel plants. Applied to Herzberg's theory, the Germans will have greater
encouragement and will be more satisfied than the French. The French only stop at the
level of dissatisfaction because it is always their working culture. The French may be
unhappy with their jobs because wages are too low. And must be under close supervision
of superiors and not have a good relationship. So Paul will have to find a way to improve
the salary. Then limit scrutiny and change the views of employees better.

But besides that, the factors that cause dissatisfaction will be removed, this does not mean
that Germans will be satisfied with the change of time. When it comes to employee
satisfaction, Dillinger Hütte needs to focus on factors such as success, recognition and job
assignment. Dillinger Hutte can provide satisfaction to Germans by helping them improve
their French for free or on a Saturday that can take an hour off early.

Working conditions: In all facilities, Dillinger Hütte needs to identify environmental

issues and provide solutions. Measures to ensure labor safety and labor protection for
employees are also strictly followed. Organize periodic health checks for employees and
improve workplace facilities to ensure occupational safety.

Company policy: Dillinger Hütte needs to ensure basic human resources policies such as:

 Create and maintain a fair and professional working environment.

 Ensuring an income for employees, in accordance with the capacity and dedication
of each individual and collective.
 Developing the potential and expertise of each individual through continuous
training inside and outside the company.
 Creating opportunities for employees to work with and grow with the company.

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CONCLUSION
Finally, I can conclude that the study of organizational behavior is a reflection of how
an organization like Dillinger Hütte operates and that the structure and culture further
determine the future of the company. The success and failure of Dillinger Hütte in the
long run depends largely on the type of culture it owns and how useful it is to retain
employees. In addition, managers like Paul Belche are helpful and cooperative in their
nature to motivate employees to achieve common goals.Thereby giving an overview of
Dillinger Hutte company, a company mixing French and German culture.

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REFERENCES
1. iEduNote.com. (2018). Power: Definition, 10 Sources of Power, Uses of Power
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