The Presentation discusses the two main organizational behaviour issues that were faced by Microsoft Canada Inc. and how they solved the situation and the steps they have taken to avoid occurrence of future incidents.

1. Microsoft Canada Organizational Behavior Analysis
By
Ruth Honey Solomon (MAS)

2. Company Background
Microsoft Canada was found in
1985 as a subsidiary of the microsoft
corp.
It is recognized as one of
Canada's Great Places to Work.
The company has been under
different leaderships starting from Bill
Gates.
The current CEO Satya Nadella
has started a new era in the microsoft
history making the changes internally
there by increasing the face value of
the company in the market.

3. Mission and Vision
“Microsoft is a technology company whose mission is to
empower every person and every organization on the planet to
achieve more.”

4. First Issue Identified- Cultural Differences
Canada being a multicultural country the companies here face the cultural issues time to time. With
no exception Microsoft Canada has encountered the cultural issues internally which has shown their effects
externally in the form of profits and the reputation of the company.
1. The cultural issues are not always based on age, color, race, sex or the beliefs and values we believe in.
2. The issue can also be the unintentional judgement of thing or not being able to see the talents.
Microsoft management has been facing the latter one the management has put the business people incharges of
the technical divisions, where the business people know nothing about the technology and its development. This
has brought the evidential riots internally.

6. Microsoft Unconscious Bias Training

7. Second Issue: Temporary Employment Issues
Microsoft had a major problem with its
temporary staff. Microsoft often hired
temporary workers, hired by employment
agencies, to meet workers' needs in a short
period of time. At any given time, temporary
workers made up about a third of the
company's total workforce. Temporary
workers were employed as customer
service representatives, software testers or
even programmers ...

8. Like part-time, seasonal and leased workers, temporary
employees are part of the potential workforce. This growing
part of the workforce often fills gaps in permanent employees.
This could be due to job growth or increased workload for a
new project. It may also be because a permanent employee
goes on sabbatical, maternity leave or vacation

9. In general, temporary employees are not
given all the benefits of a permanent
employee. They are not usually eligible
for promotion, reassignment or transfer.
However, temporary employees are still
supported by many of the same
protections for permanent employees

10. According to department of labor of the US (DOL) if you increase the
duration of a temporary work contract, temporary employees may start
receiving other benefits. The DOL Thousand Hours rule is a notable
example. The law allows part-time workers eligible to participate in
employer-sponsored retirement programs. To be eligible, they must
work at least 1,000 hours a year or about 20 hours a week.
After much litigation, the temporary workers in the Court appealed to
the Vizcaino case court against Microsoft Corp., repaying $ 97 million
in settlement with Microsoft for the denied benefits they should receive
because they were treated like full-time Microsoft employees.

11. The combination of these measures,
Microsoft's rulings, and a tough job
market has led some employers to
re-evaluate their policies toward
temporary workers

12. Revised Policies
The company had changed some of its
arrangements with temporary agencies in
recent years. Microsoft then required
agencies to provide medical and dental
insurance packages, 13 days off per year,
training opportunities and a retirement plan
for their workers.

13. Conclusion
Microsoft Canada unlike before the ten years its is now taking the organizational behavior
aspects into consideration for the betterment of the company and has been revising its policies
and regulations as per the interests of the employees. It has made some remarkable changes
internally in the organization compared to its competitors and is striving to be at the top
position in the market. Some situations many need special interest which are mentioned in the
recommendations.

14. Recommendations
● Appointing a committee to observe the unseen talents in the existing and the future
employees to allocate them with the right designation.
● Giving the temporary employees a chance to demonstrate their skills, talents and
commitments to their organization. on getting a new job, re-classifying them as a
permanent employee.
● Paying benefits based on the hours or months which temporary employees work per
year.

15. References
http://www.irr.org.uk/news/unravelling-the-concept-of-unconscious-bias/
https://www.microsoft.com/en-us/corporate-responsibility/empowering-employees
https://www.statista.com/statistics/443063/number-of-immigrants-in-canada/
https://www.microsoft.com/en-ca/about/
https://www.microsoft.com/en-us/diversity/inside-microsoft/default.aspx
https://www.microsoft.com/en-us/diversity/beyond-microsoft/default.aspx
https://careers.microsoft.com/us/en/diversityandinclusion

16. For any queries email: ruthhoneysolomon@gmail.com