Organizational Behavior at Accenture Essay

1. foundationThis paper gives an overview of the governing bodyal port ( fundamental lawal social boldness, civilisation, and leading) at Accenture the last organization I runed with. Accenture is an world(a) management consulting, technology services and outsourcing organization, with slightly 0.25 million people and lymph glands in to a greater extent than 120 countries. It has generated net revenue of US$ 27.9 billion for last fiscal year i.e. 31 st August 2012. (Accenture,2012)2. Organizational Structure2.1 Accentures Structure At A GlanceOrganizations manakining divides the organizational activities and co-ordinates them to accomplish the mother of the organization. Accenture is organised into various partially overlapping assiduity atomic number 18as that allow the nodes to choose from a var. of integrated consulting services. It upholds four global operations fix forces 1. Consulting 2. Servicing 3. Solutions 4. Enterprise Table 2.1 heightslights volt operating throngs and their respective(prenominal) 19 industry themes within the organization. (Accenture Facts,2012) Financial services Banking outstanding Market Insurance Health & adenosine monophosphate exoteric Services Health Public Services Communications , Media & angstrom unit engineering Communication Electronics & adenylic acid laid-back tech Media & Entertainment Product self-propelled Air, Freights & Travel Services Consumer Goods & Services Industrial Equipment Infrastructure & Transportation Resources Chemical Energy vivid Resources UtilitiesTable 2.1The figure below disp moves the organizational chart of Accenture and explains how distinct sub-units interact with to each peerless other.Exam Number B031449Page 3 of 11Figure 2.1 Accentures Organizational structure (Source Official board, 2012)2.2 Analyzing the Structure of AccentureBuchanan and Huczynski (2010) specify seven key elements of organizational structure and in this section, we will see how they worry to Accenture as an organization. It can be substantially inferred from the organizational structure (Figure 2.1) and Work group variance (Table 2.1) that Accenture is a large analyzable organization that subscribe tos its employees to be spiritedly specialised in the labours allocated to them to en trustworthy that quality perish is delivered. In order to ar regularize sure that all the employees atomic number 18 highly expert with respect to their tasks, an intense induction takes orient in the root system of their journey in the organization. Accenture follows a tall organizational pecking order structure due to its diverse diddleforce and workgroups where Span of withstand for a motorcoach depends on the size of the stick out. Within the solutions workforce, in a single communicate, side by side(p) power structure existsFigure 2.2 Hierarchies in a exteriorise For example, Span of Control for the project in which I worked was a 96 appe llative Programmers (10) Senior Programmers (8) Analyst Programmer (6) aggroup Lead (4) Manager Span of Control One Team lead , supervises 24 resources One Manager supervises 4 group-leads. So total Span of Control = 96The tasks in each project in the Solutions workforce atomic number 18 departmentalized into different submodules i.e. Analysis, formula & Build, and Testing. Department of Analysis is amenable for creating moving in artifacts that detail out guests requirement and proposed solution to achieve it. These artifacts argon then passed to the Design & Build Team who create the upper- aim design documents and develops the harvests which client has asked for. at a time the product is delivered, it is then passed on to the testing team to ensure that the final product is as per the business artifacts and there are no issues encountered. Accenture is highly formalized organization, where each project while workings on a clients requirement has to cling to the policies, procedures and norms set by Accenture as thoroughly as the clients. This is one of the key approaches to dupe the clients trust. Since project managers take in the authority to take decision related to their respective projects, we can call Accenture as highly modify organization.3. Organizational finishingCulture is embedded and reflected in both aspect of an organization. As stated by Ravasi, D., Schultz, M. (2006), organizational refining is a lay down of shared intellectual assumptions, which charter understanding and action in an organization by defining suitable behavior for diverse situations. Figure 3.1 is a three-layer ideal for organizational polish developed by Edgar Schein (2004).Figure 3.1 Scheins three levels of finis Source (Bohine, Markham, 2003) Insight on Accentures Culture 1. Scheins three levels of Culture a) The first level i.e. Observable level is the most visible layer. Table 3.1 highlights some of the Surface manifestation of culture at Accenture Manifestation Ceremonials Course Norms Slogan figure Accenture Fun Fridays, sporting events, monthly birthday celebrations, e real quarter introduces Greenfield reproduction for the mod employees where the amount of days varies from 1 week to 6 weeks depending on the employees Code of Business handle led by multiple policies High Performance DeliveredAccenture has six core set (Accenture fondness Values) Stewardship Fulfilling our obligation of building a better, stronger and more durable comp each for afterlife generations, protecting the Accenture brand, meeting our commitments to stakeholders, acting with an proprietor mentality, developing our people and helping cleanse communities and the global surround Best mickle Attracting, developing and retaining the trounce talent for our business, challenging our people, demonstrating a can-do attitude and fosterage a collaborative and mutually validatory environment Client Value insertion Enabling clients t o become high- exploit businesses and creating long relationships by world responsive and applicable and by consistently delivering value.One orbiculate Network Leveraging the power of global insight, relationships, collaboration and learning to deliver exceeding service to clients wherever they do business Respect for Individual Valuing diversity and anomalous contributions, fostering a trusting, open, and inclusive environment and treating each person in a manner that reflects Accentures values. Integrity macrocosm ethically unyielding and honest and animate trust by saying what we mean, co-ordinated our behaviors to our words and taking duty for our actionsRewards and acquaintance in Accenture Accenture has various ways of ac have sexledging an employees contribution towards achieving the High Quality work. In addition to promotion, few of the awards given by Accenture ( particularised to solutions domain) are ACE Award Accenture Celebrates truth is an award given on q uarterly basis to the employees who show outstanding performance during a quarter in their respective industrial groups. The nominations for these awards are forwarded by the project manager along with the citation to exempt the nominations. Innovator for the quarter This course of award is held at different project levels and is awarded to an single or group of people who select innovated something to either add value to the client or helped in increasing machine-controlled work to save on efforts. sentience of the month This socio-economic class of award is similarly held at project level where the work of an employee performing extraordinary is acknowledged. Propel Awards This category of award is held at industrial group level where the employees are awarded against different criterias e.g. Adding Value to Client, Organizing quality work and anticipating particular situations etc. Celebrating Performance Celebrating performance is a tool through which Team leads and s upra acknowledges the work of an individual by swelled them some agitates. These points can be redeemed via a shopping catalog property a range of different things.c) The thirdly level i.e. basic assumption is inconspicuous layer. It is the perception held by individuals concerning human behavior. As mentioned earlier, this cannot be seen but felt by the individuals and hence is difficult to be describe in words for any organization.2. On analyzing Accenture based on different ethnic framework and Cultural typologies it can be say that Accenture falls into subroutine culture and Communal culture. The justification for this goes below Accenture is very much driven by its policies, procedures, and rules, which makes it high on formalization aspect. Figure 2.1 intelligibly shows the level of hierarchy that Accenture has. Managers at spinning top of the hierarchy work as per their roles and specializations that make Accenture a highly centralized organization and hence putti ng it into a Role culture. However, if we deep dive to the last- institutionalise divergence i.e. the Projects, the task to be achieved is allocated at the managerial level and is then cascaded down to different team members based on their expertness.The aim of the team is to ensure the task is delivered on time and with a high quality. For example, in my projects, there were times when a task demanding high expertise on specific domain were assigned to the senior programmers kinda of the team leads. This clearly displays that the project division is on to the Task culture i.e. high formalization, low centralization where people are acknowledged based on their expertise and not just position. Accenture has very exact entry criteria and employees who suit the working environment are selected.Once the employees are in the company, another level of assessment happens to come off the skills to identify which project who the employee be best suited for. During an initial phase in th e project, the employees are giving an intensive training about the core values of Accenture as well as the client that they are working for. The roles and goals for each individual are made clear right from the beginning and each employee is expected to have a degree of flexibility to switch the roles as and when required. All these characteristics make Accenture falls into the category of Communal culture i.e. High sociableness and high solidarity.4. LeadershipWalt Disney said, You can breathing in, create, design, and build the most wonderful place in the world, but it requires people to make the dream a reality (Disney, 2011) Accenture groups skills, competencies, and personality traits of effectual draws into three vital pillars (Accenture Leadership) vaticinator Evangelist- They see possibilities and inspire others with their vision they know where the company is headed and what its customers will value in the future. Relationship Builder-They enlist the software documen tation and capabilities of others by building loyalty, motivating and engaging. Manager of Execution- They house structure, discipline and a sense of priorities to lay down things done. Paul Hersey and Ken Blanchard (1998) described the imagination of situational leadership. Situational leadership is an approach of identifying the most strong way of motivating, directing, and supporting employees to get the work done. Whether it is the leaders at the top of hierarchy (CEO) or the leaders at the lowest division (project managers), leadership style in Accenture varies depending upon the situation.Figure 4.1 Situational Leadership Model (Source Davidmerzel, 2012) How Leadership style works in Accenture When an employee is new to a project or the organization, it is ensured that a counselor and a supervisor are assigned to him. It is supervisors responsibility to ensure that the employee understand the norms and the working culture of the project and Councilor helps the employee wit h the career aspirations and issues (if any) faced by him while working in the project.In other words, it can be said that supervisor acts as the coach and councilor supports the employee at the analogous time. Supervisor and the Councilor are not the same person and it is the councilor who remains the same throughout the journey in Accenture where as supervisors keep of changing as when an employee progresses. Once an employee displays the ability and the skills required to tasks assigned (i.e. in general at Analyst Programmer level), the work is then delegated where very few directions and support are required. At no point in Accenture, you would find a leader portraying the directive leadership. Support and mentoring is of all time provided until an employee is capable to work on his own.5. synopsisAccenture is an organization on the move, one that is enmeshed in a good range of projects in various locations. Its culture varies from one extreme to another depending on the cli ent and the geographical location of the office in which one reside. Employees, working at the client site, particularly for extended periods, find themselves following clients culture as well as Accentures. It has a new-fangled environment that helps in making contacts, which lasts as an employee moves from project to project. In spite of the youthful, work-hard/play-hard atmosphere, employees stringently adhere to Accentures high standards, which require dedication and discipline on behalf of the employees. plurality at Accenture genuinely respect and look up to each other. Willingness to help others and strong social skills are more common that being self-centered. This can be easily seen by the prompt responses of peers in different cities and countries towards any technical query being embossed at the companys portal. To summaries, Accenture surely is a strong cultured and centralized organization where the core values of the organization and clients both are kept in mind and at the same time its ensured that employees victor aspirations are also met. I would in spades say a great place to work6. References(Arranged alphabetically) 1. Accenture, 2012 About Accenture Available at http//www.accenture.com/gb-en/company/Pages/index.aspx Accessed on 26th October 2012 2. Accenture result Values Living Accentures Core Values online Available at http//careers.accenture.com/gben/working/overview/values/Pages/index.aspx Accessed on 26th October 2012 3. Accenture Facts,2012 Q4 pecuniary 2012 Available at http//newsroom.accenture.com/fact+ aeroplane/ Accessed on 26th October 2012 4. Accenture Leadership why Leadership and Culture Matters online Available at http//www.accenture.com/SiteCollectionDocuments/PDF/Accenture_Why_Leadership_and _Culture_Matter.pdf Accessed on 27th October 2012 5. Accenture Logo Accenture UK check online Available at http//www.enterprisemanagement360.com/company/accenture-uk-l imited/.UIqNsm_Mjsw Accessed on 26th October 2012 6. Bohine, Markham, 2003