GROUP 1- ORG NIZ TION BEH VIOR
ABSTRACT
The report will represent the model of a company
with the specific information inside the
organization based on the observation and working
experiences. Through Organizational Behavior
lessons, besides the analysis of the employee’
problem which they meet, the goal of our report
shows the internal and external features
influencing the working environment, also the way
the operation is run. Organizational behavior gives
managers insights into how relationships between
management, employees, and colleagues affect the
dynamics of a company (Traqq team, 2021) [1].
01
It’s essential for business leaders to develop an
understanding of what drives and motivates their
employees.Managers can get insight into how
interactions between coworkers, employees, and
management affect a company s dynamics by
analyzing organizational behavior. Business
executives need to learn about the motivational
factors that influence their workforce. There would
be some criteria that needed to be improved and
the plan on how to create an effective operating
system.
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 G R O U P 1 - OR G N IZ T I ON B E H V IO R

INTRODUCTION:
COMPANY OVERVIEW
The company we interviewed is a creative agency specializing in strategic brand
communications and the creation of smart and effective advertising solutions.
This is one of the leading Marketing agencies in Ho Chi Minh City and was
established in 2006. The company accompanies brand consulting, from strategy
development to implementation, both short-term and multi-year.

This company has always maintained continuous growth for many years.
Besides, the company has good human resources and a huge customer base.
Although a relatively young agency, the company has been oriented to diversify
services and customer segments. In particular, taking competitive prices as a
strategy, the firm has thousands of projects in hand. Currently, the company is
implementing a lot of successful advertising campaigns. Focusing on Digital
platforms and social media channels such as Facebook, Instagram, etc. There
are also PR campaigns and the use of KOLs, Influencers. The firm is one of the
few marketing agencies that combines visual production. Here, businesses can
be supported by service packages of TVC advertising, images, and online
advertising films.

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 INTRODUCTION:
COMPANY STRUCTURE

COMPANY CORE VALUE

Bravery: “It is also possible to create a hero, sometimes terrible but the atmosphere is not full of
enthusiasm, Dare to be is to start a new path. If you want to go, you must go, if you want to fly, you
must have the courage to affect the Sun.
Originality: “Being creative must know “Originality” as the principle. It s not the crowd that makes us
go there. Going on the road will only go to places that are already there. The road I opened was difficult
but it was really fun to go.
Integrity: “It is the long road that sometimes touches difficult, marks the limbs without putting a will.
We need strength and hardship to inspire. Live honestly for the people they still love.

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 O R G N I S T I O N L B E H V IO U R R E P O R T

PROBLEMS
Responding to requests for the Organizational Behavior final exam, our group decided to register for an
interview at an advertising agency that I call company A. This is a famous advertising company with a total
number of employees of more than 100 people. The company is divided into 4 teams, so we chose team C to
interview. My team selected 4 employees in three positions to interview, including 2 official workers, 1
intern named B, and 1 management C. During the interview, we realized that a lot of the staff were burned
out, so they kept resigning. Therefore, the company usually constantly hires after 3-6 months.

Employee burnout is a psychological process that involves various attitudinal and emotional responses in
response to both professional and personal situations (Susan E. Jackson and Randall S. Schuler, 1983)[2].
Signs of burnout such as emotionally exhausted from their work, being anxious about tasks, or being mental
tired. Specifically, the company hasn t recruited experienced staff, so it recruited employee B as an intern to
replace the old employee in the position of Planner. Employee B is a student who is just learned by doing
and has no experience in the internship position. B was not properly trained by the company when she
initially started working but was forced to get to work immediately away. In the process of working, if B did
not understand or had questions, management C is the main guide. Mr. C had a small challenge to observe
the working ability of employee B. She was very proactive in her job and worked overtime continuously for
two weeks. She performed excellently and was recognized by her team members and Mr. C.

From that, management Mr. C trusts employee B, and the workload was greatly increased for B to
complete. During this period, trainee B felt a lot of pressure and depression, so she started comparing
himself with the official staff. B felt unfair and exploited because Manager Mr. C did not increase salaries
or bonuses, he gave intern B and the office staff the same amount of work. Moreover, staff B continuously
worked overtime, causing her health to go down and her mental fatigue. Therefore, B made the decision to
complain to Mr. C about having too much work, which resulted in less productivity and a superior outcome.
However, Mr. C ignored it and assumed that B still did well for the upcoming pitching. This led to
employee B being under fatigue and burn out for a long time, so B lost motivation and decided to quit after
3 months of probation.

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O R G N I S T I O N L B E H V IO U R R E P O R T

PROBLEMS
TRUYỀN THÔNG N KH NG TR NG 3

After interviewing 2 more official employees, our team realized that a lot of former employees
had this problem, so there is an issue with Mr. C s management of this team. According to an
article, the five-factors of the test are corresponding to leadership effectiveness and leadership
style (Judge et al., 2002)[3], the members of our team have thought and agreed to give the big five
personality test and LPC test to Mr. C to do a detailed analysis. Most employees believe that Mr.
C is a difficult manager, who needs to be careful, pay attention to details, and critique employees.
Besides, he is also less receptive to employees opinions. Manager Mr.C considered that when
recruiting B, it includes the requirements for a graduate profile from a top university with a high
GPA, good skills, awards obtained in college, and the ability to withstand the pressure. Because
the recruiting department worked, Mr. C trusted the HR department. Furthermore, B successfully
completed the first challenge, thus increasing the reliability. However, when employee B had a
proposal, manager Mr. C agreed to consider it. But then Mr. C took no notice of B and continued
to assign heavy tasks. As a result, the pitching session with the partner failed, and the company did
not win the job. Then Mr. C criticized employee B and told her that he was disappointed.

Most advertising project jobs of the company are major and high-value contracts. Therefore, when
they don t win a job, both employees and managers lose time, energy, and money. Mr. C berated
employee B and other people in the meeting for employee errors, which impacted the company s
reputation. Workers in the department were upset with this and perceived that the management did
not regard and pay attention to their thoughts. This makes the whole team, especially B extremely
depressed and members lose motivation to work.

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