Zain Telecom Company in Saudi Arabia - Organization Behavior - Case Study Example

Organization Behavior

Case Description

This paper is about my experience at Zain Telecom Company in Saudi Arabia, Which it shaped my personality in real life and business life and to understand how people deal and act with each other in any organization. It was the most significant experience in my life where I learned many things. Zain launched on 26th of August 2008. I started with Zain in June 2010, as summer trainee for three months. In the beginning, I was just watching and observing how was the work style of business life when I am done from the summer training. The Corporate Social Responsibility (CSR) department called me to join their youth program, where they focused on the students who enrolled and studying at universities to prepare them for real life and help them to practice what they learned in the class to practice it in the real life.

Part 1

Structural Frame

The structural frame scenario in my case was ideal for the running of daily operations of the Zain Company. The hierarchical structure, whereby information flows from Dr. Azizah and Mr. Saleh to the subjects, enhances uniformity in the application of various standards. The structure of the organization enhances the operations. The fact that I had to lead the youth group and find out all issues affecting them made the structure crucial for me. The youth program involved many things including teaching the youth on innovations and the need for self-reliance in the economic front. Additionally, the period included helping the youth apply their knowledge in job creation. The session was exciting because I realized that group dynamics are crucial in the exploration of potentials. Vertical organizational structures are productive in light of their reasonable connections, yet they are not sufficiently adaptable to get by in advancing markets (Bolman & Deal, 2013). In these cases, a little entrepreneur ought to execute a hierarchical change shift in how the organization works, and this can be achieved by getting the underlying backing of supervisors and specialized specialists. In the event that managers and specialists bolster the basic change and contribute their thoughts to the arranging stage, they can all the more successfully lead their workers through the procedure of the change.

The program also involved enumeration of the benefits the community derived from the Zain Company in Riyadh. Such was a tricky section because the youth could seek explanations on the cause of certain trend of sin the market. For instance, the youth sought to understand why the company had withdrawn its presence from some countries. However, I learned to be modest and composed when in a leadership position. Managers commonly administer the levels of power in a vertical structure. Workers utilize an authoritative diagram to comprehend the reporting connections. Administrators use authoritative guidelines, regularly set by the proprietor, to see the amount of power they have. Managers are in charge of all representatives beneath them in the vertical structure (Bolman & Deal, 2013). At the base, line administrators oversee the work of their line laborers. Albeit little organizations do not work in a setting, where vertical control is crucial for survival, a few organizations discover approaches to keep a vertical structure and keep up their upper hand.

I deliberated on all the issues the youth raised. Moreover, the youth proposed community-based projects in the program evaluation. The community-based projects were intended to enhance the presence of Zain Company at the grassroots level. The engagement of the youth in the Zain company youth program provided me with an opportunity to learn many issues from the young and youthful people. The two officials served as my line managers; hence, were accountable to them. I could generate reports on the progress of the youth program. Reporting connections may finish what has been started, however, supervisors can change their way to deal with the administration. They build up a society in which representatives feel regarded and included, and where the basic limits do not prevent the stream of thoughts and correspondence. They set a high esteem on individuals, not items. In the event that workers are dealt with as equivalents and their thoughts are utilized, they are less inclined to feel hampered by their positions in the vertical order. The structural frame is characterized by bureaucracy, a hierarchical structure, top-down leadership approach, autocracy and culture values.

Human Resource Frame

The human resource frame served a crucial role in boosting the value of the workforce of Zain Company. For instance, the training I received in two summer session boosts my job market marketability. The company’s human resource department is stable and well-performing. In fact, the department’s motivational culture is upbeat. During the period, the company offered the trainees free lines to sell at almost 100 Ryals. The procedure of strengthening of representatives incorporates imperative preparing pertinent to their occupation, imparting of shared objectives and vision to the administration, genuine duty to accomplish the objectives, sharing of benefits and advantages between the workers and administration, and administration's trust on the workers at a lower level. The reshaping of Human Resources changes the whole operation of a firm (Bolman & Deal, 2013). Human resource needs to concentrate on the procurement of abilities on global characteristics of monetary, political, and social improvement.

The Zain Company’s human resource department could offer smartphones for the members who performed well in the session. The training I received was in sync with my career at campus, Finance. I learn various ways on how to apply my finance management skills at the workplace. Additionally, I got insight on hands-on experience. The company was objective because it absorbed and promoted all the people who worked as interns in their company. This process is manifest in the absorption and subsequent promotion of two of my friends to departmental managers within the Zain Company. Human resource supervisors are required to contribute agreement in the work put; this advances more provocative work climate. Such firms are greatly focused by both the occupation seekers and seekers in their new employment looks. Polished skill with uprightness and capacity make the employment holders of Human resource to prosper in the dynamic environment (Bolman & Deal, 2013). Strengthening of workers in an association empowers to settle on choices by their own particular and endeavor in the basic administrative leadership also.

The company’s human resource ensured workforce career development and training. The alternative I have in this scenario was to remain in the company for the foreseeable future. I had all I needed at a workplace, an opportunity for career growth and development, adequate salary, and security of tenure (Bolman & Deal, 2013). I was assured of the package because of the culture of the company. Moreover, the company was accustomed to retention of employees. In this regard, the company will retain me as one of its employees. In the present adversarial world, the staff in administrative level require sufficient of vital and applied aptitudes. Human resource directors must have a particular skill to enhance advancements in innovation and make their subordinate staff establish innovation. This assignment can be effective just when the Human Resources Management is completely competent to manage them. Human resource directors are defender and guide of the workers and specifically legitimate for the power of the firm. The human resource frame is characterized by job training, job evaluation, job analysis, division of labor, career development, and supervision and performance appraisal.

Political Frame

In the aspect of the political frame, the Zain company officials, Dr. Azizah and Mr. Saleh are the major matchmakers. Therefore, the officials played a major role in my admission to the youth program. Although the organization is operated on bureaucracy, organizational politics play a major role in decision making. Fortunately, I got into the organization courtesy of Dr. Azizah and Mr. Saleh. Zain Company offers good deals to the government of Saudi Arabia. The operational administration is about the representative's operational, as well as it blend of how the association as entire performing, its different office, planning, account administration, arrangements, administrations and items sorting out gatherings for shared assignment (Bolman & Deal, 2013). Operational administration alludes to the arrangement of interconnected practices, which are configuration to guarantee that a man general abilities and potential are assessed.

Consequently, the company is likely to operate in the company for some few years. The charges of communication in Saudi Arabia are considerably affordable to the average Saudi Arabian citizen. Corporate social responsibility also plays a role in the political front. The engagement of the youth during the youth program led to the community goodwill for the company’s projects. Additionally, the involvement of the youth in community development projects served as a good gesture and signal to the community and the government at large. From overseeing and driving individuals planned, there is a need to examine how control political issues and control impact on the administration of organization of people and hierarchical .what are the key parts of the methodologies of the force governmental issues and controls over the administration of implementation of policies. The great angle and the negative part of those components should be established when we bring operational administration into thought on individual bases and hierarchical bases. It will distinguish what is implied by force, governmental issues and control and the administration of the personnel. All the applicable speculations from the module and handy hypotheses will be talked about in point of interest.

Therefore, the government could not withhold any incentives to the company to advance its agendas, especially profit-making agenda. Moreover, the company’s compliance with the government rules and regulations guarantees it its going concern within the Saudi Arabian network space. The company was new by the time I joined as a trainee; hence, the company had political goodwill from the leaders. Any new company must be corporately helped to grow and mature. The alternative I have, in this case, is to comply with the rules and regulations stipulated in the Zain Company’s operational framework. According to Bolman & Deal (2013), organization politics issues are a reality in many firms given that politics is a critical external environment factor in a firm’s operations. It enhances securing of assets, and accomplishment of corporate and individual objectives, and frequently to improve one's standing. It is gullible to hope practically in order to have the capacity to stand reserved from authoritative governmental issues. An employee might be regarded for doing as such, yet his advancement will be constrained. The political frame attributes include sycophancy, autocracy, deception, sound leadership and organization.

Symbolic Frames

In this regard, the company’s symbolic framework worked to my favor; for instance, the admission into the company as a trainee was based on the company’s culture of commitment to human resource growth and development. The operation of the organization in the youth program was based on the company’s commitment to corporate social responsibility. The company’s decision to operate in Saudi Arabia in 2008 was symbolic of accommodating all religions including Islam, given that Saudi Arabia is an Islamic state. Additionally, Zain Company’s culture of absorbing its interns and consequent promotion is symbolic of the company’s commitment to human resource development and total quality management. Moreover, the youth program is symbolic of Zain Company’s determination to give back to the community. Moreover, the initiative is aid at attracting political goodwill of the government of Saudi Arabia. The language used in the country is also majorly Islam hence the move of the company o operates in the country indicated the company’s willingness to defy language barriers to reach its market targets. The alternative I have in this scenario is to support the company’s cultural practices in a managerial and political sense.

Additionally, the Zain Company should embark on non-monetary awards to enhance long-term retention of employees. Besides the company’s human resource being keen to meet the needs of the employees, it is equally important to establish a rotational practice in various positions to boost quality service delivery. The case provided me with an opportunity to put my social skills into practice. I was able to establish networks with various people. This enabled me to acquire knowledge on my career and other financial management aspects. The joint effort between the colleges, people in the general area, and open preparing foundations is required to be elevated by the Human resource to lead different successful preparing programs on management. Additionally, I could not have been under pressure to lead the youth. The youth could have had an opportunity to engage the youth in conversation and provide insight to them (Bolman & Deal, 2013). In this present day world, each association completes the business in different nations. Such multinational organizations receive distinctive procedures to challenge in the worldwide business sector through the general population. In this assorted qualities of Human resource administration, business firms receive the practices and strategies as per nature and society. The natural and moral difficulties, political and monetary insecurities, and globalization are different issues which likewise confronted by today business firms. The symbolic frame is characterized by ideology, culture, language, artifacts, logos, patent rights, mission and visions, organization structure and trademark.

Part 2

The four frames, structural, human resource, political and symbolic frames served a critical role in enabling me to achieve my career objectives. I could do several things differently were given an opportunity to relive the case. For instance, I could have opted out of my involvement in TEDX AlManahij and Zain Company’s initiative for event management. Instead, I could have joined an organization, which charts my career course like PKF Company. Additionally, the structural framework could have served me better had it operated a horizontal organization structure. The bottom-up approach in management is better than the existing top-down approach in Zain Company. This is because the bottom-up approach enhances consultative and participation in decision making. Consequently, I could have learned and realized my knowledge and exposure gaps, especially in financial and social leadership. In the case of the political frame, I could have focused on merit and achievement rather than being a sycophant of the company officials, Dr. Azizah, and Mr. Saleh. Moreover, I have the option of seeking career advancement leave to avoid being overwhelmed by the corporate social responsibility within the company. On the case of the symbolic framework, I could have preferred a company that recognizes English as a national language. It is because I had difficulty engaging the youth from the community on the youth program agenda since I could not communicate in Islam.

Reference

Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice, and leadership.

San Francisco, CA: Jossey-Bass, a Wiley brand. ISBN #978-1-118-57333-4