JPMorgan Chase and Organisational

Behaviour
1. Recruitment Process
JPMorgan believes that diversity in any organisation is very important as different point of views
from diverse backgrounds help to create competitive advantages and new innovations.
For recruitment purpose, JPMorgan has strategic partnerships with organisations that promote
diversity- including Historically Black Colleges and Universities, (HBCU) Associations for military
veterans, etc.

2. Risk Takers
In 2018, during recession JPMorgan merged with other commercial banks that were mostly on
the verge of getting out of business-like Bear Stearns, Washington Mutual thus giving the
employees an opportunity to save their jobs and to support the country and the financial
system.

3. Pencil Down Initiative

JPMorgan believes in a positive work environment and provide a wide range of perks to their
employees. With the PencilDown Initiative, they shifted from a one weekend holiday in a month
to a every weekend off in a month to promote a well-integrated life.

4. Open Door Policy

JPMorgan follows a open door policy where which a, CEO, MD, manager leaves their office door
"open" in order to encourage openness and transparency with the employees of that company.

5. Diversity
JPMorgan believes that diversity in any organisation is very important as different point of views
from diverse backgrounds help to create competitive advantages and new innovations.
For recruitment purpose, JPMorgan has strategic partnerships with organisations that promote
diversity- including Historically Black Colleges and Universities, (HBCU) Associations for military
veterans, etc

6. Office of Disability
JPMorgan Chase has a separate division called Office of disability Inclusion that teaches
managers and executives to recognize leadership potential in a person with a disability.
JPMorgan doesn’t believe in the fact that each and every person should be like someone else,
rather they create a culture that gives enough opportunity to each and every people in the
organisation, even with the people with disability to have a level playing field.

7. Employee Programs
Advancing Black Leaders: Advancing Black Leaders is a diversity strategy aimed at attracting,
hiring, retaining and advancing top talent within the black community, and continuing to define
JPMorgan Chase as an employer of choice i.e. an employer that offers a fantastic work culture and
workplace environment that attracts and retains superior employees.
7. Employee Programs
Women on the move: The firm has since launched events and forged partnerships across the
globe to enable female business owners’ success, to improve the gender diversity and create a
more equitable world.
Example: In 2018, JPMorgan Chase elects Mellody Hobson to Board of Directors.
She is the first African American Woman to serve on the board thus increasing the diversity and
promoting gender equality in the organization.

8. Meritocracy
JPMorgan is deeply committed to cultivating an inclusive environment, they follow a
meritocracy policy where talent people are chosen and promoted or moved ahead on the basis
of their achievement.

9. Career Development
JPMorgan and Chase believe in growth of it’s employees, from on-the-job professional learning
to various development opportunities to allow them to make a career in any direction. They
invest $300 Million in employee training and development every year.

10. LGBT Community

JPMorgan and Chase have been earning a perfect score for LGBT Equality for 16years in a row by
providing an equal platform to all the different communities. JPMorgan is the only organisation
to have earned a perfect score of 100 percent on the 2018 Corporate Equality Index (CEI) and
the designation as a Best Place to Work for LGBT Equality.

11. A culture of giving

JPMorgan Chase has multiple policies like traditional volunteerism with non-profits in their
region, virtual skills-based volunteering and also various mentorship programs around the world
that help to prepare young people for career and for life

12. Use of BIG-DATA

A manager who uses data to define objectives, develop strategy plans to grow the business and
also determine which employee activities are relevant to the objectives.
JPMorgan and Chase believe in data-driven management decision and some of the initiatives of
the same are as follows:

GLOBAL CITIES INITIVATE: It helps metropolitan leaders with data and enable then to develop
more effective strategies to grown their economies, increase exports and imports and create
jobs.
NEW SKILLS AT WORK: It uses data and analytics to provide cities around the world with most
up-to-date information on the jobs that are being created in different communities and how
they can train people for those jobs.

13. The 8 Metaphors

JPMorgan follows a set of 8 Metaphors namely, the machine metaphor, organism metaphor,
brain metaphor, culture metaphor, political metaphor, psychic prison metaphor, flux and
transformation metaphor and instrument of domination metaphor. In addition to these 8
metaphors to incorporate diverse theories, they are also used as tools for diagnosing and
addressing organizational problems and gaining a comprehensive understanding about the
future of the organisation.