...Organizational Behavior Terminology and Concepts Sara Starnes Axia College of the University of Phoenix MGT/307 Bruce Bowring Organizational behavior and culture is how people, individuals, and groups interact with each other in the environment of the organization. There is a study of organizational behavior call (OB) for short, which is a study and application of the knowledge gained about how people as individuals and groups interact in organization. This is done with an understanding on how to interpret people-organization relationships in the terms of the whole person, whole groups, as well as the organization as a whole and its social system. Organizational behavior is a mixture of human behavior, change, leadership, teams and how they all work and interact on all behaviors within that working environment. Organizational culture is composed of the formal organization, informal organization, and the social environment. People within an organization as groups will evolve over time, they face two basic challenges: integrating individuals into an effective whole, and adapting effectively to the external environment in order to survive. As groups find solutions to these problems over time, they engage in a kind of collective learning that creates the set of shared assumptions and beliefs we call "culture." The four major models that organizations operate out of are autocratic, custodial, supportive, and collegial. Autocratic is the basis of this model is power with a...
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...Case Study: Acorn Industries Case Study: Acorn Industries 1) Strengths of Acorn Acorn Industries, in spite of being a small organization with a single product line had strong technical capabilities, and a compelling marketing division whose core philosophy heavily relied on the importance of Voice of the customer, market research and competitive benchmarking, which was used in creating and submitting contract proposals. During the 1990’s, most companies such as Apple, Nike, McDonalds etc. were substantially dependent on the marketing departments that emphasized on face to face meetings with the customers, and employees pushing their sales numbers to increase revenue and business profits, which is similar to Acorn Industries’ approach of utilizing their marketing division to submit their proposals in order to obtain the government contracts (History: 1990s 2003). As the company was venturing into government contracts pertaining to the weapon systems and other diverse fields, it realized the significance of program management and brought in an individual with extensive knowledge and experience in the field of program management, which proved beneficial while changing the organization philosophy; and restructuring the organization and its various divisions. In order to remain competitive, profitable and maximize the return on investment, Acorn Industries continued the commercial product line which acted as a fail-safe in case of unfruitful government contracts...
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...competitive advantage”, it reveals some skills to match human resources and organizational strategy. Those skills are, (i) to understand the value of people in the firm and their role in competitive advantage (ii) to understand the economic consequences of the human resources practice in a firm (iii) to understand how the human resources practice in a firm compare to those competitors firm and (iv) to understand the role of human resources function in building capability in the future. Human resources became the foundations of sustainable competitive advantage, which in the future could help the organization to gain and maintain role of business strategy besides to gain competitive advantages. I personally believe there is another important component that should be associated with human resources, which is corporate culture. Corporate cultures are valuable resources of competitive advantage, which can be used in human resources management strategies to improve organizational capabilities (McKenzie, 2010). Similarly, Deshpandé et. al. (1993), found that an innovation-oriented corporate culture provides a competitive advantage by increasing the emphasis on innovation and fostering receptiveness to new ideas. These findings emphasize that corporate culture would likely contributes to innovativeness. Additionally, organizational must be crucial when adopting corporate culture, because un-adaptive cultures have negative financial impacts for a number of reasons. The most significant...
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...an individual or group, regardless of the reason (Hershey, Blanchard, Johnson, 2004, p.6). These men go on to say that diagnosing, adapting, and communicating make up the three competencies of leadership. Dr. Adrian Dexter Samuels, Vice President for Student Affairs at Tennessee State University, exhibits an exceptional level of leadership, which have been exhibited by the progress and vast improvements made at the university during the first eighteen months of his current administrative role. Diagnosing, the first competency of leadership, relates to understanding the situation one is trying to influence (Hershey, Blanchard, Johnson, 2004, p.7). This can be done in many ways, depending on the environment in which a leader is placed. In order to understand the culture, people, and systems of both the university and the Division of Student Affairs, Dr. Samuels collected data from all ten departments within the division to monitor operational trends; he brought in an outside assessment team to identify strengths, weaknesses, and opportunities within each department; and he met with each department’s staff members to understand their backgrounds and ideas for divisional improvement. Dr. Samuels pulled from the resources available to him to diagnose the state of the Division, the first step that defines an exceptional leader. Adapting, the second competency, involves altering behavior and other circumstances to help improve challenging areas (Hershey, Blanchard, Johnson...
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...●● How do I reach my audience? Module Summary Assignments for Module 2 Polishing Your Prose: Comma Splices 02Locker_mod02.indd 18 Adapting Your Messages to Your Audience Learning Objectives After reading and applying the information in Module 2, you’ll be able to demonstrate Knowledge of LO1 LO2 LO3 LO4 The audiences who may evaluate your business messages The variables of the communication process The importance of adapting your message to your audience Audience analysis Skills to LO5 LO6 Analyze your audience when composing messages Begin to shape the content, organization, and form of your messages to meet audience needs 12-12-20 9:37 PM Adapting Your Messages to Your Audience MODULE 2 19 Employability Skills 2000+ Checklist Module content builds these Conference Board of Canada Employability Skills 2000+ Communicate Be Adaptable Think and Solve Problems Learn Continuously Demonstrate Positive Attitudes and Behaviours Work with Others Audience analysis is fundamental to the success of any message: to capture and hold an audience’s attention, and to motivate readers and listeners, you must shape your message to meet the audience’s interests, and needs. LO1 Who is My Audience? Your audience may include many people. In an organizational setting, a message may have five audiences. 1. The initial audience—your supervisor or the client, for example—receives the message first and routes...
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...ORGANIZATIONAL CULTURE IN THE TWENTIETH AND TWENTY-FIRST CENTURY ABSTRACT Culture is the medium by which organization expresses itself to its employees or members. The core of the culture is formed by the values which are not visible but are shared by people even when membership in group changes. Shared values and norms focus employees’ attention on organizational priorities and guide their behavior and decision making. The paper starts with defining the core concepts or the key words in the introduction phase, and the four organizational culture has been allocated as per its usage on the past and the present i.e. in the twentieth century and the twenty-first century. Further, the article has tried to identify the implications on the Nepalese context which shows how the organizational culture of Nepalese business houses compared to the global scenario. Also, the paper has tried to identify the problems that are faced while following the organizational culture and during the shift from one culture to the other. Lastly, the paper ends with a conclusion which is also a recommendation. Keywords: Organizational Culture, Types of Culture INTRODUCTION Organizational culture includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten rules...
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...DQ#1: How does an organization’s culture affect its ability to handle change? In any organization there is always change either its consistent or passive. There are many aspects that come into play when organizations go through change. Some of these changes are based off a company’s culture, their beliefs and values. These changes will have a direct impact to a company going through change. When there’s change in an organization comes temporariness. Companies are always trying to figure out ways to make them self’s better than there competitors, to making a better work place of their employs while. When going though changing environment there are goods and bad. Mangers must also learn how to Create and keep a positive work environment while changes occur. Companies like life, must learn to adapt and over come change in its organization’s culture. One good example of change from the text is Apple. Change will make or break a company. How would you describe the organizational culture of your workplace? I am in the United States Army, and I can tell you that organizational culture is huge, we are a very diverse and affiliative Army, we have many different people from many different countries, back rounds and beliefs. Because the environment that we are in professionalism is a must, and being a professional in today’s army is adapting and overcoming the change, we must learn to understand and respect the change because its our job to do so. The army strives on achievements...
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...Week One Student Guide In week one, you study team and organizational communications, as well as review the connection between culture and communication. In addition, students examine virtual communication methods, group communication competencies, and team skills, Students discuss dealing with difficult team members and the role of conflict in group communication. This foundation is critical for students’ understanding of the concepts to be discussed in later weeks. This week, you discuss and define communications. Why might you communicate in teams or groups? Why might you communicate internally in your organization, or externally with vendors and customers or other external stakeholders? When might you communicate informally and formally? How does conflict affect communication? You begin to discuss how conflict affects communication and why you might adapt the form of communication to the recipient. Organizational Culture and Communication OBJECTIVE: Use the tools available to University of Phoenix students. Resources: Student website Content • E-Book Collection • Center for Writing Excellence located on the Materials section of your student website o Plagiarism Checker o WritePoint o Tutorials and Guides • Sample Paper • Writing and Style Guides • University of Phoenix Writing and Style Guidelines • Learning Team Toolkit o Learning Team Charter o Toolkit Essentials • University...
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...Student Sample BUS 210 Leadership and Organizational I. Self Competency (93). My profile displays an above average level of Knowledge, Skills & Abilities (KSAs). I identify my strengths and utilize the effects to my advantage during daily operations on the job. I focus on improving areas needing improvement and adapt to new changes in life and work. II. Communication (89). Based on the student sample, I possess strong skills in the area of communication. My areas of improvement are my abilities to present information effectively to an audience. This ability is very important to effectively present information, especially considering my future plans of employment (management). My lack of ability to recognize nonverbal gestures could lead to a misunderstanding. This could cause friction on the job during the process of accomplishing daily duties and responsibilities. III. Diversity (92). Focusing on areas of diversity and understanding individual’s uniqueness during my daily life experience with others. I display the strong competencies for recognizing individual characteristics and using the unique strength as a mean to develop a competitive advantage throughout life and on the job. My lowest score was (7), based on the results, which means that I’m less likely to include ideas and values of those different from my characteristics. IV. Ethics (97). The results from the assessment displays that I possess strong KSAs incorporating values and...
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...Organizational Behavior Terminology and Concepts MGT 307 March 23,2011 Margarita Price Organizational Behavior Terminology and Concepts Organizations today are encouraging change to the work environment to make it better. However, these changes can cause unwanted outcomes to any organization. This leads organization to examine their organizational behavior (OB), hoping to minimize the unwanted changes in the organization. Organizational behavior, as described in the textbook, is the study of behavior in individuals and groups in an organization (Schermerhorn, Hunt & Osborn, 2008). The most successful managers are those who keep their organization healthy and using these principles: organizational behavior, organizational culture, diversity, and communication allows managers to do just that, keep a healthy workplace. To have a better and efficient work environment, these terms must be first defined. Organizational Behavior Organizational behavior (OB) is the study of how individuals in a workplace behave (Schermerhorn, Hunt & Osborn, 2008). It is important to learn OB because is people are an organizations most important asset then learning how humans behave will improve the organizations productivity. Having a better understanding of OB can lead to better relationships within workers and can lead to more realistic expectations while improving job satisfaction. Organizational behavior is considered to be “interdisciplinary” because its focus extends to several...
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...The Topic: Workplace Culture vs Education Culture. Facts: Vivian is having difficulties coping with her workplace requirements and demands. She strongly believes good grades from her diploma programme will lead her to a successful career. However this is not the case for her and many fresh graduates at the start of their career. Ideas: Workplace culture and education culture relevance to a successful career. Introduction: Culture defines a feature of a person's identity, contributing to how they see themselves and the groups with which they identify. Thus culture is formed through a set of common values, attitudes, beliefs and norms that can be defined by an individual or a group of people; some of which are straightforward and some of which are not [Brown, R, 2004]. An individual understanding of its own and others' cultural identity develops from birth and is shaped by the values and attitudes present at home and in the surrounding community. One’s identity becomes more complicated and fluid through time when people develop loyalty to different groups within the broader society. At the same time, cultures themselves are not stagnant but develop and change as the belief systems and ways of life of different groups adapt under other cultural influences including mass media and popular culture to create new identities. With reference to the problem scenario, Vivian understanding on education values and workplace expectations perspectives are inter-related due to the...
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...How do culture and sub-culture impact IHRM? Illustrate your answers with real-life examples. IHRM is intrinsically international and multicultural, contributing to making culture a frequent component of IHRM issue. Culture is the ability of human capacity in adapting to circumstances and transmitting this coping skill and knowledge to subsequent generations. It gives people a sense of belonging and how they should behave and what they should be doing. Culture impacts behavior, morale and productivity at work and includes values and patterns that influence employees’ attitudes and actions (1). Subculture is a group of people within a culture that differentiates them from the larger culture to which they belong (3). There are two types of cultures that affect IHRM: Organizational culture and National culture. Organizational culture affects how an organization copes with competition and change, whether in terms of technology, economics or people. Firstly values, norms and behaviors play a big part in organization culture. The role of leader in an organizational culture is powerful- such in the case of Apple founder - Steve Jobs is seen as innovative, creative and inspiring, making Apple one of the most innovative companies in the world. The leader normally creates organizational culture and its existence would subtly influence perception, thought, action and feelings of the employees in ways that are consistent with their cultural beliefs. Organizational culture and innovation...
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...Understanding Organizational Behavior through its Different Fields By: Edgar Joel Aboy, BBM-MBA, 2nd Trimester, 2015-2016 Keywords: Fields of Organizational Behavior, Leadership and Managerial Skills, Contemporary Organizational Behavior In an Organization, the everyday life of an employee is like a rollercoaster ride considering the different factors and the multi-faceted fast-paced interaction that happens every day. An employee is faced with different culture as organizations now usually employs not just locals but foreign nationals as well. Given the difference in culture, pressure to co-exist and the perceived differences will take its toll at some point. Organizational Behavior (OB) as defined in the book, An Introduction to Organizational...
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...Organizational behavior is a common knowledge in the area of: individuals, groups, and structure with in an organization. This behavior is to contribute to the efficiency, and effectiveness of a job. There are a number of behavioral disciplines that contribute to organizational behavior: psychology, sociology, social psychology, anthropology, and political science. Here are two examples of the behavioral disciplines and how they affect organizational behavior. Within Sociology the greatest contribution was their study of group behavior in organizations. Some of the areas of Organizational behavior that have received valuable input from sociologists are group dynamics, design of work teams, organizational culture, formal organization theory and structure, organizational technology, communications, power, and conflict. Another discipline, Social psychologists have shown how to implement change and how to reduce the resistance to accept change. One of the most important and broad-based challenges facing organizations today is adapting to people who are different. Organizations are becoming more heterogeneous in regards to gender, race, and ethnicity. Managers play a large role in this process they have to have the people skills to work with the diverse groups of employees. Due to the globalization of many companies, some managers are force to go to another country and train new employees. Also with in there own country there is a diverse work force. This is a change that...
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...leadership styles, systems, policies, ingrained cultures and employees’ beliefs, and it bears financial constraints. Diversity and complexity impact upon two main dimensions: (a) behavioral (motivation, retention, employee relations, cultural integration) and (b) organizational (design of new systems, management practices, processes and in general O.D. issues). Both dimensions ultimately influence the organizations’ efficiency and in turn a professional delivery of health services to the community. 2. 2. Environment analysis: The two hospitals face external pressures from: (a) the shareholders to reduce costs; (b) the community to deliver high quality health services; (c) the labor market with shortage of qualified staff; also (d) political pressures demanding a restructuring; and (e) from citywide union agreements that can influence HR decisions. These external factors must be duly accounted as they impact upon behavioral and organizational dimensions and by reflection can affect the success of the consolidation. 3. 3. Problem identification: Leadership in handling the change. Internal and external complexities and challenges suggest that effective leadership, especially handling human aspects of the change, would be key for a successful consolidation process. In both hospitals employees face low motivation, uncertainty on the future, differences in leadership styles, ethical approaches, and in working cultures that add complexity to the process. 4. 4. ...
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