Final-Portfolio C

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Organizational Behavior PORTFOLIO C

Table of Contents Chapter 11 – Power and Political Behavior ....................................................................... 3 11-2: Sources and Bases of Power in Organizations and 11-3: Using and Abusing Power in Organizations .................................................................................................. 3 11-4: Using Power Ethically ........................................................................................... 3 Chapter 12 – Leadership ................................................................................................... 5 12-8: Followership .......................................................................................................... 5 12-7: Important Concepts in Leadership ........................................................................ 6 Chapter 13 – Organizational Culture ................................................................................. 7 13-2: Levels of Organizational Culture ........................................................................... 7 13-3: How Culture is Started, Shaped and Reinforced .................................................. 8 Chapter 17 – Managing Change ....................................................................................... 9 External Forces for Change at Nestle ............................................................................ 9 Organization's Reaction and Management of Change .................................................. 9 Strategies to Overcome Resistance ............................................................................. 10 Conclusion ....................................................................................................................... 10 References: ...................................................................................................................... 12

Chapter 11 – Power and Political Behavior Sources and Bases of Power in Organizations and Using and Abusing Power in Organizations Base Source of Power with Example: One important source of power that a company leader like Nestle's CEO demonstrates is "Expert Power." This means they possess specialized knowledge, skills, or expertise that others in the company value and respect (Asana, 2022) For example, the Nestle CEO's extensive experience in the food and beverage industry, backed by a history of successful product launches and strategic decisions, gives them the authority to make informed choices and guide the company's direction. Employees trust their expertise, making it easier for the CEO to influence and lead the organization effectively (Nestle, n.d.). Another example is when they guide the company in entering new markets. If they have led Nestle to success by understanding the preferences of diverse cultures, it is like having a friend who is well-traveled and knows the best places to visit. One Influence Tactic with Example One effective influence tactic that complements a company leader's power base is "Rational Persuasion." This involves using logical arguments and facts to persuade others to support a particular idea or decision (Spinosa et al., 2022). One approach of the leaders at Nestle is laying out clear reasons for launching a new line of sustainable products. They might say, "By focusing on eco-friendly options, we align with customer values and create a positive brand image. Plus, it's a smart move for long-term profitability." This logical approach helps everyone see the benefits. For instance, Nestle's CEO might use rational persuasion to convince the team to invest in advanced technology for production. They could present data on increased efficiency and reduced costs, making a strong case for the investment. 11-4: Using Power Ethically The situation mentioned is how Nestle's company leader made a significant decision to invest in a comprehensive employee well-being program, which encompasses a range of initiatives to support various aspects of their employees' lives. These initiatives include promoting physical health, fostering mental well-being, enhancing work-life balance, and providing opportunities for career development and growth

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Assessment using the three questions in "11-4: Using Power Ethically": Does the decision respect the rights and dignity of individuals? Nestle's decision to invest in an employee well-being program is a demonstration of respecting the rights and dignity of each employee. By recognizing that employees are not solely defined by their work roles but are multi-dimensional individuals with diverse needs, the company's leader acknowledges their right to a supportive and enriching work environment. This decision reflects a commitment to treating employees as whole individuals. Does the decision treat all individuals fairly and impartially? The establishment of an employee well-being program aligns with the principle of fairness and impartiality. This program is designed to be accessible to all employees across the organization, irrespective of their position, role, or seniority. It aims to address the various well-being needs that may vary from person to person. This approach ensures that everyone within the company is offered the opportunity to benefit from the program without discrimination. Does the decision promote the common good and the welfare of the community? The decision to introduce a comprehensive employee well-being program contributes to the common good and community welfare. By fostering a healthy and balanced workforce, Nestle positively impacts the larger community in which it operates. Employees who are supported in their well-being are likely to be more engaged, productive, and satisfied in their roles. This positive influence extends beyond the workplace to families and communities, creating a ripple effect of well-being. In this scenario, Nestle's leader demonstrates ethical use of power by initiating an employee well-being program. The decision underscores the value placed on individual rights, fairness, and a commitment to enhancing the overall welfare of both the employees and the wider community.

Chapter 12 – Leadership Transformational Leadership theory with examples Nestle's company leader aligns well with the Transformational Leadership theory . This theory emphasizes a leader's ability to inspire and motivate their team through a shared vision and by fostering personal growth and development. Transformational leadership is a way of leading that aims to inspire and motivate followers to achieve extraordinary results. Leaders who use this approach create an exciting vision of the future that everyone on the team believes in. They encourage team members to work together for the team's success, leading to better performance and growth (Indeed Editorial Team, 2022). American Nurse. (2023). Inspire others through transformational leadership. American Nurse. https://www.myamericannurse.com/inspire-transformational-leadership/. Alignment with Nestle’s Company Leader: Employee Empowerment - Transformational leaders empower their team members to grow and excel. Nestle's initiatives, such as the employee well-being program, show a genuine concern for employees' personal and professional development. This mirrors the transformational leadership approach, where leaders foster a supportive environment that encourages individuals to reach their full potential. Shared Values and Vision - Transformational leaders aim to create a shared vision that embodies with their team members. Nestle's leader's commitment to creating shared value, by addressing societal needs through their business strategy, exemplifies this. This approach strengthens employee alignment with the company's mission, fostering a sense of unity and commitment. In summary, Nestle's company leader aligns well with the Transformational Leadership theory. Their visionary approach, focus on employee empowerment, ability to inspire, and emphasis on shared values and vision all reflect the characteristics of a transformational leader.

12-8: Followership The executive, board of directors, and management team at Nestle are composed of "Achieving Followers ." These individuals are driven by an ardent desire to succeed, take initiative, and strive for excellence. Achieving followers are highly motivated, goal-oriented, and driven by a strong desire to excel. They take initiative, embrace challenges, and seek opportunities to make a significant impact. These followers are often self-starters, constantly pushing themselves and their teams to reach new levels of performance and success (McCallum, 2017). The executive, board of directors, and management team at Nestle are composed of individuals who embody the characteristics of achieving followers. These leaders are known for their relentless pursuit of excellence in all aspects of the company's operations. They consistently set ambitious goals, not just for the company's growth, but also for the quality of products and services they provide. This just proves that the employees of Nestle always strive for excellence and success Supportive Evidence to the Study:  Strategic Decision-Making - The leaders in executive and management roles at Nestle are tasked with making strategic decisions that steer the company's direction. Their ability to consistently drive the company's growth and success aligns with the characteristics of achieving followers. Their focus on setting and attaining challenging goals demonstrates their proactive approach to achieving excellence (Nestle, n.d.).  Innovation and Adaptation - Nestle's management team often navigates the ever-changing landscape of the food and beverage industry. Their track record of innovation, introducing new products, and adapting to consumer preferences reflects a group of individuals who actively seek opportunities for advancement. This ability to thrive in dynamic environments is a trait often associated with achieving followers (Nestle, n.d.). 12-7: Important Concepts in Leadership Emotional Intelligence and Successful Leadership: Emotional intelligence (EI) plays a crucial role in the success of a leader, including Nestle's company leader. Leaders with high EI understand and manage their own emotions, as well as those of their team members. This ability to connect on an emotional level fosters strong relationships, enhances communication, and contributes to a positive work environment.

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For example, Nestle's leader demonstrates emotional intelligence by empathetically addressing employee concerns during challenging times. For instance, during the global pandemic, they communicated with empathy, acknowledging employees' anxieties, and offering support. This approach helped build trust and boosted morale within the organization (Nestle, n.d.). Trust and Successful Leadership: Trust is the foundation of effective leadership. Leaders at Nestle who prioritize transparency, integrity, and consistency in their actions build a culture of trust within the company. When employees trust their leaders, they are more engaged, collaborative, and show commitment to the goals and objectives of the organization. An example would be Nestle's leadership, it has consistently emphasized sustainable sourcing practices, demonstrating a commitment to ethical and responsible business conduct. This commitment builds trust not only with consumers but also with employees, as they see the company's values in action (Nestle, n.d.). Ethics and Successful Leadership: Ethical leadership is crucial in guiding a company's actions and decisions. Leaders who adhere to strong ethical principles set a moral compass for the entire organization. Ethical leadership cultivates a culture of integrity, which is critical for maintaining the company's reputation and sustainability. For instance, Nestle's company leader ensures ethical behavior by promoting responsible sourcing of ingredients. They uphold standards that prevent child labor and ensure fair working conditions, reinforcing the company's commitment to ethical practices (Nestle, n.d.) Gender and Successful Leadership: Diversity in leadership, including gender diversity, contributes to well-rounded decision-making and organizational success. Companies benefit from diverse perspectives and approaches, leading to innovation and improved performance. An example of this is how Nestle's commitment to diversity is evident in their leadership team. By having women in key leadership roles, Nestle benefits from a range of viewpoints, enhancing creativity and better addressing the needs of their diverse consumer base.

Chapter 13 – Organizational Culture 13-2: Levels of Organizational Culture Artifacts of Nestle Company: Artifacts are visible, tangible elements that reflect a company's culture. At Nestle, the company logo, office design, and employee uniforms are artifacts. The logo, with its iconic blue color and intertwined letters, symbolizes Nestle's global presence and commitment to quality (Nestle, n.d.). The evolution of the Nestlé logo. (n.d.). Nestlé Global. https://www.nestle.com/about/history/logo-evolution Values of Nestle Company: Values are guiding principles that shape a company's behavior. Nestle's commitment to "Quality, Safety, and Compliance" is a core value. This value underscores their dedication to producing safe and high-quality products, prioritizing consumer well-being (Nestle, n.d.) Assumptions of Nestle Company: Assumptions are deeply ingrained beliefs that influence how people think and behave. At Nestle, the assumption that sustainable sourcing is essential reflects their belief in responsible business practices. This assumption guides decisions about ingredient procurement and production methods (Nestle, n.d.). Difference between Espoused and Enacted Values in Nestle Company: An espoused value is what a company claims to prioritize, while an enacted value is how those priorities are reflected in actions. For Nestle, if they publicly advocate for environmental sustainability but are found to be involved in unsustainable practices, there would be a difference between their espoused value and the value enacted in their actions.

13-3: How Culture is Started, Shaped and Reinforced Working at Nestle under the company's leader would likely be characterized by an environment of innovation, employee well-being, and ethical practices. Here are two examples to support this perspective: 1. Innovation and Collaboration - Nestle's leader encourages an atmosphere of innovation and collaboration. Employees would experience an environment where new ideas are welcomed, and teamwork is valued. For instance, the company's consistent introduction of innovative products and sustainable practices highlights its commitment to pushing boundaries and staying ahead in the market (Nestle, n.d.). 2. Employee Well-being and Growth - Working at Nestle under this leader would involve a focus on employee well-being and growth. The presence of initiatives like the employee well-being program suggests that the company values the holistic development of its workforce. Employees would likely feel supported in their career journey and personal well-being (Nestle, n.d.).

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Chapter 17 – Managing Change External Forces for Change at Nestle  Market Trends and Consumer Preferences o Over the past 5 years, shifting market trends and evolving consumer preferences have greatly impacted Nestle. The demand for healthier and more sustainable food and beverage options has driven the company to adapt its product offerings.  Regulatory Changes and Sustainability o Increased focus on sustainability and stricter regulations in the food industry have influenced Nestle's operations. Environmental concerns and changing regulations have necessitated changes in packaging, sourcing, and production methods.  Technological Advancements o Rapid technological advancements have transformed various aspects of Nestle's business, from supply chain management to customer engagement. The rise of e-commerce and digital platforms has reshaped how Nestle interacts with consumers and distributes its products. Organization's Reaction and Management of Change  Product Innovation o In response to changing consumer preferences, Nestle introduced a range of healthier and more sustainable products, such as plant-based alternatives and reduced-sugar options. For instance, the launch of the "Incredible Burger" addresses the growing demand for plant-based protein (Nestle, n.d.).  Sustainability Initiatives o Nestle proactively addressed sustainability concerns by committing to make all its packaging recyclable or reusable by 2025. They invested in research and development to find innovative packaging solutions that are environmentally friendly (Nestle, n.d.).  Digital Transformation o Nestle embraced digital transformation by enhancing its online presence and utilizing data analytics for better consumer insights. They launched e- commerce platforms and used social media for targeted marketing, adapting to the changing landscape of consumer interactions (Nestle, n.d.).

Strategies to Overcome Resistance  Communication o Nestle could have used transparent communication to educate employees and consumers about the reasons for changes. By explaining how healthier products or sustainable practices align with their values, they could have minimized resistance.  Involvement o Involving employees in the decision-making process and seeking their input on sustainability initiatives could foster a sense of ownership and reduce resistance.  Training and Support o Providing training and support to employees for new technological tools or systems can ease their transition and mitigate resistance. Conclusion As a team, the prospect of working for Nestle is undeniably appealing, given a lot of factors that resonate with our values and career aspirations. Nestle's extensive commitment to various aspects, including innovation, sustainability, and employee well- being, aligns seamlessly with what we value in the workplace. Nestle's proactive response to evolving market trends demonstrates a keen ability to stay ahead of the curve. Their introduction of healthier and more sustainable products, such as plant-based alternatives, showcases their willingness to adapt and cater to changing consumer preferences (Nestle, n.d.). This commitment to innovation is something that greatly appeals to us, as it signifies a dynamic environment where we can continually learn and grow. Furthermore, Nestle's dedication to environmental sustainability is particularly compelling. The company's efforts to make all packaging recyclable or reusable by 2025, along with investments in sustainable sourcing and production methods, showcase a genuine concern for the planet's well-being (Nestle, n.d.). This aligns perfectly with our shared values of contributing to a greener and more sustainable world. Nestle's focus on employee well-being, as evidenced by initiatives like their comprehensive well-being program, is another factor that captures our attention. The company's commitment to the holistic development of its workforce suggests a workplace that values its employees not just as contributors but as individuals with multifaceted needs and aspirations (Nestle, n.d.). However, as discerning professionals, we would naturally want to delve deeper into understanding the specific work culture, opportunities for growth, and alignment of our individual career aspirations with the roles and responsibilities at Nestle. A

comprehensive evaluation of these factors would guide our decision-making process regarding joining the company. In conclusion, based on the available information, the prospect of working for Nestle is highly appealing to our team. The company's dedication to innovation, sustainability, employee well-being, diversity, and ethical practices aligns remarkably well with our collective values and professional aspirations.

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References: American Nurse. (2023). Inspire others through transformational leadership. American Nurse . https://www.myamericannurse.com/inspire-transformational-leadership/ Asana, T. (2022, October 3). Build Expert Power, Become a Better Leader [2023] • Asana. Asana . https://asana.com/resources/expert-power Indeed Editorial Team. (2022). What is transformational leadership Theory? Indeed.com . https://www.indeed.com/career-advice/career-development/transformational- leadershiptheory#:~:text=Transformational%20leadership%20theory %20promotes%20a,them%20and%20boost%20their%20morale. McCallum, J. S. (2017, December 4). FOLLOWERSHIP: THE OTHER SIDE OF LEADERSHIP - Ivey Business Journal . Ivey Business Journal. https://iveybusinessjournal.com/publication/followership-the-other-side-of- leadership/ Nestle. (n.d.). Creating Shared Value. https://www.nestle.com/csv Nestle. (n.d.). Employee Well-being. https://www.nestle.com/csv/human-rights-people/employee-wellbeing Nestle. (n.d.). Our leadership. https://www.nestle.com/aboutus/overview/leadership Nestle. (n.d.). Our leadership. https://www.nestle.com/aboutus/overview/leadership Spinosa, C., Hancocks, M., Tsoukas, H., & Glennon, B. (2022). Beyond Rational Persuasion: How leaders change moral norms. Journal of Business Ethics , 184 (3), 589–603. https://doi.org/10.1007/s10551-022-05149-3

Final-Portfolio C

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