Organizational Behavior Analysis of Desert Chill

1 Organizational Behaviour Analysis of Desert Chill Student’s Name Professor’s Name Institution Course Date

2 Table of Contents 1.0 Overview of the organization .................................................................................................... 3 2.0 Issues related to Organizational Behaviour ............................................................................. 3 3.0 Analysis of the organization from an Organizational Behaviour perspective ....................... 4 3.0.1 The nature of Diversity in the Organization ..................................................................... 4 3.0.2 Visible Attitudes and their effect on the Organization’s business ................................... 5 3.0.3 Job Satisfaction in the Organization ................................................................................. 5 3.0.4 The use of Emotional Intelligence by organizational leaders .......................................... 5 3.0.5 Values and Ethical Practices in the Organization ............................................................. 6 3.0.6 Level of Employee Engagement ......................................................................................... 6 3.0.7 Adopted Motivation practices ............................................................................................ 6 3.0.8 Nature of Teams and Groups ............................................................................................. 7 3.0.9 Nature of Communication .................................................................................................. 7 3.0.10 Organizational Leadership ............................................................................................... 8 3.0.11 Nature of Power and Politics ............................................................................................ 8 3.0.12 Conflict management ........................................................................................................ 8 3.0.13 Organization Structure ..................................................................................................... 8 3.0.14 Organizational Culture ..................................................................................................... 9 4.0 Necessary Changes .................................................................................................................... 9 5.0 Possible Solutions ..................................................................................................................... 10 6.0 Evaluation of the Proposed Solutions ..................................................................................... 10 7.0 Recommendation ..................................................................................................................... 11 8.0 Action Plan ............................................................................................................................... 11 References ...................................................................................................................................... 13

4 Maintaining constant staff engagement and happiness was a challenge for Desert Chill, especially considering how dynamically the company operates. Owing to the organization's dual emphasis on regular residential services and event-driven involvement, adjustments to the organizational structure are necessary to make room for both types of activity. It is obvious that there can be problems making sure that workers in various operational divisions have a sense of purpose and values that unite them. In addition, given the UAE's diversified setting, managing diversity among the workforce emerged as a critical factor. The dedication of Desert Chill to fundraising and community involvement adds another level of complexity to organizational behavior issues, necessitating a careful balancing act between job obligations and community involvement. Continuous growth in leadership and team-building activities are required to cultivate a unified and driven workforce that can effectively navigate the complexities of Desert Chill's distinct operational environment. 3.0 Analysis of the organization from an Organizational Behaviour perspective 3.0.1 The nature of Diversity in the Organization Desert Chill's diversity reflects UAE's unique culture. Culturally, linguistically, and educationally diverse employees provide a colorful mosaic of perspectives and experiences. The multicultural environment reflects the varied communities the company serves in Dubai, Abu Dhabi, Al Ain, and Sharjah. Desert Chill employees complement the organization with their diverse skills, ideas, and perspectives. Diversity includes talents, expertise, and opinions beyond demographics. Desert Chill's workforce's ability to engage with a diverse consumer base matches its mission to offer joy to communities. Organizational diversity is demographic and functional, with employees bringing distinct skills and perspectives to various business areas.

5 3.0.2 Visible Attitudes and their effect on the Organization’s business According to Hongal and Kinange (2020), employees exhibit a high level of job satisfaction, demonstrating a strong commitment to the success of the organization. The majority of staff members express contentment with the management practices used inside the company. These factors have significantly influenced the business's performance. The cultivation of a positive attitude among individuals has played a significant role in enhancing productivity, fostering collaboration, and improving the overall performance of the business. Additionally, the implementation of superior client service has cemented the company’s reputation among the locals. 3.0.3 Job Satisfaction in the Organization It is clear from evaluating the degree of job satisfaction at Desert Chill that the organization has fostered a positive work environment. The establishment of a dynamic and inclusive work environment, in conjunction with incentive and recognition programs, is a major factor in fostering employee satisfaction. A dedication to transparent communication and professional growth prospects amplifies job contentment ( Susanto, 2022) . The company's dynamic activities provide a number of issues, such as those related to event participation and community engagement, but attempts have been made to handle this complexity and maintain a balance that supports the well-being of employees. 3.0.4 The use of Emotional Intelligence by organizational leaders Emotional intelligence is a critical factor in determining the leadership style used in the organization. This helps the company's executives recognize and control their emotions, which promotes a happy and cooperative work atmosphere. To further manage the intricacies of team dynamics , particularly in light of the multicultural workforce and varied operational settings , leaders at Desert Chill also make use of emotional intelligence. Leaders who possess

7 3.0.8 Nature of Teams and Groups Collaborative teamwork is highly valued at Desert Chill because they understand the wide range of abilities and expertise needed to run a successful mobile ice cream business. The organization carefully puts together teams that are functionally diverse, dynamic, and suited to the particular requirements of any event or community involvement. Combining professionals from different fields, Desert Chill encourages innovation and thorough problem-solving (Hughner et al., 2021). In keeping with its dedication to quality, Desert Chill functions as a single, cohesive unit, guaranteeing smooth communication between its three main divisions: Desert Chill Events, Desert Chill Catering, and Desert Chill Daily Rounds. These divisions, which represent the cooperative cooperation mentality ingrained in Desert Chill's core values, jointly contribute to the company's success 3.0.9 Nature of Communication The organizational style of Desert Chill is centered on communication, with an emphasis on efficiency and honesty at every level. The organization ensures a smooth flow of information by offering internal announcements and newsletters through a powerful internet platform. Aware of the diverse nature of its staff, Desert Chill coordinates communication tactics with company objectives (Fischer et al., 2020). The emphasis on transparency is fundamental to Desert Chill's communication style. Employees are encouraged to ask questions, make suggestions, and freely voice their opinions. This dedication to open communication not only promotes an inclusive culture but also improves team members' comprehension of one another. Desert Chill actively dispels myths and fosters a collaborative culture inside the company by actively encouraging communication. To put it briefly, staff engagement and organizational coherence are significantly influenced by Desert Chill's communication culture.

8 3.0.10 Organizational Leadership The leadership of Desert Chill, which is distinguished by strategic vision and forward- thinking, is fundamental to the company's success. This type of leadership fosters an innovative and flexible culture, which is essential in the fast-paced world of food and beverage services. Leaders at Desert Chill are role models, emulating the core beliefs and concepts of the organization. Moreover, they set the bar for excellence and motivate others in the firm by constantly guiding it toward its goals. Their dedication to upholding the principles that characterize the business helps to build a strong and client-focused brand. 3.0.11 Nature of Power and Politics Politics and power are handled in the company with an emphasis on justice and openness. Desert Chill aims to make sure that managerial procedures are inclusive and consistent with the business's principles, acknowledging the possible influence of power dynamics. The group discourages unethical political tactics and encourages moral behavior. Power is shared according to competence and merit, creating a setting where people are appreciated for their achievements rather than using political scheming. 3.0.12 Conflict management Conflict management within a company is often executed at the group level. The responsibility of managing conflicts within their respective divisions is assigned to the principal officers who oversee the numerous subsidiary units of the organization. The resolution of any conflict involving these leaders is undertaken by the board of directors. 3.0.13 Organization Structure Desert Chill adopts a mechanical organizational structure that exhibits bureaucratic features, centralized decision-making, and a primary emphasis on maintaining stability. The structure demonstrates a propensity for codified procedures, specialized workforce, and a

10 can also be achieved through ongoing leadership development initiatives, particularly in the areas of emotional intelligence and conflict resolution techniques. 5.0 Possible Solutions The implementation of thorough inclusion and culturally sensitive education initiatives would bolster the organization's capacity to successfully engage with its multinational personnel. Moreover, implementing methods to achieve a balanced workload, including the rotation of event tasks across staff, has the potential to enhance the sustainability of participation strategies. The roll-out of continuous leadership growth initiatives will enhance the capabilities of leaders in effectively managing intricate team dynamics and resolving disagreements adeptly. 6.0 Evaluation of the Proposed Solutions Table 1: Decision matrix for proposed solutions Criteria Diversity and cultural sensitivity training Altering event participation strategy Leadership development Ef fectiveness High Moderate High Feasibility Moderate High High Cost Moderate Low High Employee acceptance and impact High Moderate High Overall impact High Moderate High Notably, the implementation of thorough diversity and cultural awareness training emerges as highly effective, since it could improve the organization's capacity to effectively manage its diverse staff. 7.0 Recommendation Desert Chill should use a diversified approach in order to deal with the areas that need development. The implementation of thorough diversification and cultural awareness

11 initiatives should be prioritized to improve the organization's capacity to effectively manage its diverse staff. In addition, modifications to the approach to employee engagement in events that include workload-balancing techniques like staff rotation for event tasks can lead to a better long-term solution. Furthermore, to enable leaders to skilfully handle difficult relationships and disagreements, more funding should be allocated to continuing programs for leadership growth. This set of tactics is in line with the company's objectives of protecting the welfare and contentment of its varied staff and cultivating an inclusive working culture. 8.0 Action Plan Desert Chill will carry out a thorough action plan that focuses on important areas for development in order to put the suggested tactics into practice. Prior to conducting planned training sessions with an emphasis on cultural understanding, the company will first recruit outside experts and customize a curriculum. Concurrently, a multidisciplinary group will examine, improve, and implement task distribution strategies such as alternating event duties. The dedication to an equitable work setting will be emphasized by the open sharing of the updated plan. Next, Desert Chill will list courses that emphasize resolving disputes and developing abilities via talks and workshops. Furthermore, frequent feedback channels like polls and focus groups will assess how well the changes that have been put into place, allowing for ongoing development. Lastly, a system of observation will be employed to monitor critical performance metrics, guaranteeing regular evaluations and modifications grounded in input.

13 INTERNATIONAL CONFERENCE OF HUMANITIES AND SOCIAL SCIENCE (ICHSS) (pp. 96-103).