OB Project- Abu Dhabi Commercial Bank
Introduction
OB or organisational behaviour mainly refers to the study that involves analysis and evaluation of human behaviour. The purpose of the study is to identify the relationship between an organisation and the behaviour of the human being within the organisation. Every individual in an organisation is supposed to behave based on their roles. Appropriateness of behaviour also matters. The field of study is multidisciplinary in nature because human behaviour can be studied using multiple numbers of disciplines such as economics, engineering, sociology, psychology and other relevant fields (McShane et al., 2018). Contribution of renowned experts such as Abraham Maslow, Victor Vroom and Herzberg is worth noting as they have ensured the growth of OB. In this project, a company will be chosen and the existing OB methods of the chosen company shall be explored. The OB component used by the company shall be studied as well. The purpose is to gain relevant insights regarding the application of OB.
Company background
Abu Dhabi Commercial Bank, abbreviated as ADCB is headquartered in Abu Dhabi, UAE and it was founded in 1985 (ADCB. 2020). The current CEO of the organisation is Ala’a Mohammed Atta Khalil Eraiqat. The parent organisation of the bank is Abu Dhabi Investment Council and the subsidiaries are Hilal Bank and Union National Bank apart from other organisations. The organisation is focussed on providing resilient and strategic services. The focus has been towards improving customer services. Sustainability, risk management and exploitation of digital mediums have ensured the growth of the organisation.
Figure 1: Company logo
(Source: ADCB. 2020)
OB methods employed in the company
The bank has managed to maintain its reputation in UAE by focussing on enhancing the behaviour of its “people.” Here, it mainly involves employees, managers and other stakeholders. Their code of ethics and behavioural patterns has improved the performance of the firm. Individual behaviours shape the degree to which a good team is formed. Therefore, OB methods in the company has created the present organisational culture and increased the productivity levels of the employees. The organisation has focussed on creating a financially successful organisation and focus has been given on respecting the customers and maintaining the integrity of the company. Consequently, employees focus on providing unparallel services and building a long-term partnership with customers.
The organisational culture is focussed on growth, sustainability and retention of best talents. Hence, the needs of the existing employees are met. Again, as per Maslow’s theory, every individual possess self-esteem needs and the need to feel a sense of belonging. This theory is applicable in the organisation as well. Across 49 nationalities, it has employed 4000 people and continues to work to more than 400000 customers because the organisation values integrity and sustainability (Adcb.com. 2020). Again at ADCB, the code of ethics has been outlined properly and employees are encouraged to socialise as much as possible to offer best services to the customers. Workplace behaviour is important and employees are encouraged to treat co-workers with fairness and dignity. A productive work environment is the result of showing respect to one another and understanding the value of colleagues along with clients and the supplier community.
OB component relevant to the company
At ADCB, organisational culture is one of the components of OB that has been emphasized. Hence, the bank is renowned for creating a culture that focuses on sustainability and long-term growth. Efficiency as well as service excellence has been regarded as the core competencies. The UAE-centric culture of the bank has leveraged the growth of the organisation since its inception (Adcb.com. 2020). Moreover, the employees work towards achieving the organisational goals and create a culture where the corporate environment can operate without hindrances. It has been analysed that ensuring a well-formed organisational culture is more likely to enhance the performance levels of employees. When leaders focus on transformational leadership, it has a positive impact on the organisation (Sethibe & Steyn, 2017). Hence, same has been applicable in case of the chosen bank. It is evident from the list of awards own by the bank in 2011. It has consistently won awards such as World Finance, Banker Middle East, Global Finance, Smart Card, Global Islamic Finance and similar other awards. The company managed to acquire more than 3000 million profits and it has been possible due to a high-performing environment.
Conclusion
The project is based on Organisational Behaviour and ways in which the study of human behaviour contributes towards growth and sustainability. In this report, Abu Dhabi Commercial Bank has been considered and the existing organisational practices have been studied. It can be concluded that the bank managed to achieve its objectives due to a high-performing work culture. Consistent focus has been given on improving the performance of employees and therefore, the OB practices are prominent and effective. Attracting and retaining talented workforce has been possible due to the existence of proper code of ethics.
References
McShane, S., Olekalns, M., Newman, A., & Martin, A. (2018). Organisational behaviour.
Sethibe, T., & Steyn, R. (2017). The impact of leadership styles and the components of leadership styles on innovative behaviour. International Journal of Innovation Management, 21(02), 1750015.
Adcb.com. About. (2020). Retrieved 20 April 2020, from https://www.adcb.com/about/index.aspx
ADCB. (2020). Adcb.com. Retrieved 20 April 2020, from https://www.adcb.com/about/investorrelations/financialinformation/ARsite/2011/highlights.html
Adcb.com. (2020). Retrieved 20 April 2020, from https://www.adcb.com/Images/Code_of_Conduct.pdf