...Case 2.1: Organizational Culture: Life or Death Organizational Behavior MNGT 5590 Summary of Organizational Culture: Life or Death Organizational Culture is a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that have worked well enough to be considered valid. Nevertheless, to be taught to new members as the correct way to perceive, think and feel in relation to those problems. Proceeding with Life or Death situation, individuals such as employees with the medical field, conduce to work with other employees where there is repetitive activities, strategies and rituals appearing on the job. Everyone must comprehend and know with certainty of their performance when dealing with Life or Death situations. Patients put their lives into the hands of these doctors, nurses, administrators, etc. It has been revealed that for employees to have success in the workplace is how closely an individual’s work habits match the culture in which different genders is employed. This case exemplifies success on the productivity and longevity. A research study was conducted on many top notch hospitals to see success of the hospitals that were involved in Life and Death aspects. The rapid, efficient and top quality treatment of heart attacks for survival consistently delivered therapy to restore blood flow to heart attack patients 90 min. or less, so researchers wanted...
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...Management and Organizational Behavior: Chapter:2 Case study 2.1: Organizational Culture: Life or Death: Ans 1: To treat the heart attack patients, doctors and nurses need to work as teamwork because in this kind of situation, speed is the most important in restoring the blood flow to reduce the amount of damage to heart muscle. We are talking about people life; therefore teamwork is needed to work very fast. Flexibility, hard worker, honest, communication and ethics are very important values when treating heart attack patients. Patients with this case need a sensitive care because of the risk of the situation. Generally, all the values stated above is very important on hospital culture, any smallest mistakes may cost the life of patients, therefore the team must function together so it be rewarded with the quality performance and they can dealt with the setbacks. Ans: 2 The key features of employees success is shows in how closely the individual work habit matches the culture in which they is employed. Success in this research is defined both productively and long entry. Understanding the culture is important in making the best hiring, assignment and retention decision. We know, even one small individual mistake may cost a life of a patient, therefore the person must work with team in homogeneous way to make sure the safety of patient life as it said many mind is better than one mind. Ans: 3 Each of the hospital had explicit commitment to reduce delays...
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...Syllabus Certified General Accountants Association of Canada 100 – 4200 North Fraser Way Burnaby, British Columbia Canada V5J 5K7 www.cga-canada.org © CGA-Canada, 2013 All rights reserved. These materials or parts thereof may not be reproduced or used in any manner without the prior written permission of the Certified General Accountants Association of Canada. Printed in Canada ISBN for an individual volume: 978-1-55219-599-4 About CGA-CANADA _________________________________________ CGA-Canada today The CGA designation focuses on integrity, ethics, and the highest education requirements. Recognized as the country’s accounting business leaders, CGAs provide strategic counsel, financial leadership, and overall direction to all sectors of the Canadian economy. The Certified General Accountants Association of Canada — CGA-Canada — sets standards, develops education programs, publishes professional materials, advocates on public policy issues, and represents CGAs nationally and internationally. The Association represents 75,000 CGAs and students in Canada, Bermuda, the Caribbean, Hong Kong, and China. Mission CGA-Canada advances the interests of its members and the public through national and international representation and the establishment of professional standards, practices, and services. A proud history CGA-Canada was founded in Montréal in 1908 under the leadership of John Leslie, vicepresident of the Canadian Pacific Railway. From the beginning, its objective...
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...Table of contents Executive summary------------------------2 1. Introduction------------------------------------------------------------------------------2 2. Explanation of Google’s success from a motivational theory perspective-----------2 2.1. Brief introduction of Google’s culture------------------------------------------2 2.2. Hierarchy of Needs Theory and ERG Theory---------------------------------3 2.3. Expectancy Theory---------------------------------------------------------------4 2.4. Three needs theory--------------------------------------------------------------4 3. Hiring practice in Google-----------------------------------5 4. Job design in Google-----------------------------------------6 5. Many questions on hiring practice and job design in Google--------------------------6 6. Practical implications-----------------------7 7. Conclusion--------------------7 8. Reference list---------------------8 Executive summary Google is a successful company among employees and IT industry that vast candidates want to join into Google and become a ‘Googler’ (Page & Brin, 2012). Based on its success, it is obvious that there are many unique strategies implemented in Google. For example, motivational company value, rigorous hiring practices and autonomic job design principles. This report attempts to explore these main tactics behind Google’s success. Besides, it also analyses many motivational theories to evaluate Google’s practices. While all information...
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...Project Failure Case Studies and Suggestion Nilofur Abbasi Iqra Wajid Zahra Iqbal Fareeha Zafar, M.phill Business Administration, Kinnaird College Lahore, Pakistan M.phill Business Administration, Kinnaird College Lahore, Pakistan M.phill Business Administration, Kinnaird College Lahore, Pakistan Ph.D University of Derby, Currently Working in Govt. College University Lahore Pakistan ABSTRACT In this research paper three different case studies are taken under consideration. Step by step all three cases are described. These cases are about projects which had to face failure. Therefore, the reasons for failure of projects are identified and recommendations are given to ail failing projects. First case study is about British Petroleum which is oil and Gas Company had to face situation which was not just critical but new for any oil company. The incident occurred due to explosion in the deep-water horizon while BP technical staff was trying to drill a well. Moreover, BP was not able to stop oil flow for three months. Second case is about Chrysler and Fiat. Both were automobile companies and had to face failure. Marchionne was the one who saved both companies. The main focus of this case is merger of these two companies and the challenges faced by CEO due to organizational change after merger. Third case study is about Millennium Dome, one of the controversial projects in the history of construction projects because of number of reasons. With the help of case study we will be...
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...University of redlands school of business MGMT 631: Management and organizational theory Instructor: Elijah Levy, Ph.D. Email: elijah_levy@redlands.edu thelevylaunch@yahoo.com Cell number: 562-2230-3334 I have been teaching at University of Redlands since 1992 in the school of business—teaching in the undergraduate and graduate MBA and Masters of Arts in Management program (MAM). My doctorate degree is in clinical psychology and I am an interdisciplinary thinker—enjoying the synthesis of philosophy, psychology, sociology and comparative religion to theorize about human behavior. I am the director of Founders Outreach, a nonprofit agency providing psychosocial/psychiatric rehabilitation services to mentally ill residents residing at Founders House of Hope. In addition, I am the director of The Levy Launch a center providing corporate education, management training, strategy consultation and start-up support and training to nonprofit agencies. I have written two books-- one on intercultural awareness titled You, Me and Them in addition to a book of poetry titled Crisis in Meaning, and with a colleague, directed/produced a documentary on mental illness titled Beyond the Shadow of Mental Illness and a documentary on my Veterans Legacy Project group. If you anticipate being absent from class, please make arrangements to contact me to submit assignments. CLASS SCHEDULE: March 5, 12, 19, 26 April 2, 9, 16, 23 Tuesdays...
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...Higher National Diploma in HEALTH & SOCIAL CARE MANAGEMENT Unit Title: Unit 26 Facilitating Change in Health and Social Care Assignment Title: Assessment One Student Name & Number | Alliance Ntumba Menakuntima 588080 | Unit Lecturer: | Melvin Brown | Group: | | Issue Date: | 23.09.15 | Draft Submission: | | Final Submission: | 30.11.15 | IV Name & Date: | Turnitin Details: Enrolment Password: 115511Class ID: 3024029 | Executive Summary “Even if you are on the right track, you will get run over if you just sit there” (Will Rogers, 1920, p 6) This report examines the types of changes that health and social care services are constantly exposed to could be political, environmental, social, technological, legal and environmental and the challenges attached to some of these factors. It provides measurable method to weight up the effectiveness of the changes and its impact in the sector. It presents findings on the influence of the changes in the organisation and gives suggestions on the organisation’s ways to respond to changes. Introduction Change according to Nolan (2009; p 45) is the process of shifting from a current condition to a sought after condition. Change is inevitable within organisations because it is a never ending cycle and the driving force for the change could either be internal or external to the organisation or even the mixture...
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...job. According to Edwin B Flippo, training is the act of increasing knowledge and skills of an employee for doing a particular job. Needs for training: • To improve the current job performance of employees • To familiarize employees with the policies and procedures of the organization. • To enhance the creativity, adaptability and versatility of the employees and to facilitate learning at the work place • To prepare employees for future job. • To change the skills, knowledge and attitudes of the employees on a permanent basis. • To help employees manage their careers. • To maintain knowledgeable work force. • To gain competitive advantage through a knowledgeable work force. • To promote organizational growth through individual growth. Areas of training: • Company policies and procedures • Human relations training • Skill based training • Problem solving training Onsite Workshops for Leadership Team Employees need more than bosses... They need mentors: Professionals skilled at assessing employee development needs and committed to guiding employees toward professional success. Leadership Training for Success All managers need methods. Leaders need to know the most effective techniques for guiding teams, mentoring individuals, and validating the results. Without solid methods, managers will revert use a one-size-fits-all approach to leadership that reflects the leader's personality, rather...
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...FACULTY OF SCIENCE AND TECHNOLOGY XBTP4106 PROJECT: Case Study on the Occupational Safety and Health at SMK Senibong Construction Site, Lundu, Kuching, Sarawak Pau Chiong Hing Pusat Pelajaran Sarawak SUPERVISOR’S NAME: Tuan Haji Mahmood bin Long STUDENT’S PERSONAL DETAILS NAME : Pau Chiong Hing MATRIX. NO : 570416135561001 ADDRESS : 116 , Taman Siang, 95000 Sri Aman, Sarawak. PHONE : 019-8986891(H/P) 083-322961(R) EMAIL : pauch@oum.edu.my OCCUPATION : Site Safety Supervisor SPONSOR (IF ANY) : nil PROJECT TITLE : Case Study on the Occupational Safety and Health at SMK Senibong Construction Site, Lundu, Sarawak Table of Contents Page Acknowledgement i Declaration ii Abstract iii 1. Introduction 2.1 Research Background 1 2.2 Problem Statement 2 2.3 Objective of Study 3 2.4 Historical Perspective of Occupational Safety and Health in Malaysia 3 2. Literature Review 2.1 Occupational Safety and Health Act (OSHA) 1994 7 2.2 Letter of Appointment of Contractor 10 2.3 Safety Manual of PN Construction Sdn Bhd 11 2.4 Organization Chart of Safety and Health Committee 13 2.5 Safety Statistic for SMK Senibong Project for year 2013 14 2.6 Occupational Safety and Health Issues in Construction 15 3. Research Methodology 3.1 Desktop Review 17 3.1.1 What is Tool-box Talk 21 3...
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...change of knowledge, skills, and attitude or behavior. By Training, it is meant the process of learning potential knowledge for job and making them to apply for actual or anticipated organizational success. On the other hand development is the acquisition of knowledge, skills and behaviors that improve and employee's ability to meet changes in job requirements and in client and customer demands. In contrast, by T&D procedure it is meant the methodological steps through which human resources are skilled for doing job smoothly. The Padma Islami Life Insurance Co. Ltd. has established a Training and research Academy for their employees Training and Development. The components of the Training System are discussed below. 1.2 Objective of the Study Main Objective: The main objective of the study is to know the Training and Development Systems of Padma Islami Life Insurance Company Ltd. Specific Objective Specific Objectives are as follows: 1. To know about the training mechanism of Padma Islami Life Insurance Company Ltd. 2. To know about the Training and Development materials of Padma Islami Life Insurance Company Ltd. 3. To identify the problems of training and development system of Padma Islami Life Insurance Company Ltd. 4. To recommendations of solve this problem of Padma Islami Life Insurance Company Ltd. 1.3 Scope of the Research The scope of the research covers the following: • The research will only cover an analysis of the T&D policies and procedures practiced...
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...Amsterdam on how to understand and solve the trust issues from the staff towards the management board | Coach: Renee Liesveld Table of Contents 1. Introduction 2 1.1 Problem statement 2 1.2 Research Objective & Research Question 2 2. Background 3 2.1 Contextual background 3 2.2 Theoretical background 4 Defining the concept of trust 4 Model of trust from Mayer et al. 6 3. Conceptual Framework 10 3.1 Combining the theories into a conceptual model 11 Research Questions 13 4. Methodology 14 Qualitative methods 14 Quantitative methods 14 Quantitative data analysis 14 Planning of all activities 15 5. Bibliography 16 5. Appendix 17 5.1 Interview Design 17 5.2 Questionnaire Design 18 5.3 Coding sheet Questionnaire 20 5.4 Figures and Tables 21 1. Introduction 1.1 Problem statement Not many times a television program is brought to a halt because it brought a whole country in commotion. This is what happened with the program ‘24 hours between life and death’ produced by ‘Eyeworks’. In November 2011 the production company ‘Eyeworks’ approached the VUmc for a new television program ‘24 hours between life and death’. The program makers wanted to portray emergency cases at the Accidents and Emergency (A&E) department from the view of patients and staff workers. VUmc decided to cooperate with this project as an opportunity to show the complexity of an A&D healthcare and to show how an academic medical center functions. The recording...
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...Final PDF to printer 2 Values, Attitudes, Emotions, and Culture: The Manager as a Person LEARNING OBJECTIVES After studying this chapter, you should be able to: 1 Describe the various personality traits that affect how managers think, feel, and behave. [LO 2-1] 4 Describe the nature of emotional intelligence and its role in management. [LO 2-4] 2 Explain what values and attitudes are and describe their impact on managerial action. [LO 2-2] 5 Define organizational culture and explain how managers both create and are influenced by organizational culture. [LO 2-5] 3 Appreciate how moods and emotions influence all members of an organization. [LO 2-3] jon62538_ch02_044-077.indd 44 11/1/13 7:13 PM Final PDF to printer No wonder the fabrics perform so well! With an inventor like Kevin Plank, Under Armour’s innovative endurance products give larger sporting goods companies a run for their money. MANAGEMENT SNAPSHOT Kevin Plank’s Determination at Under Armour What Does It Take to Succeed Against Tough Odds? W hen Kevin Plank was a walk-on fullback football player at the University of Maryland in the 1990s, he often became annoyed that his T-shirt was soaked and weighted down with sweat. Always an original thinker, he wondered why athletic apparel couldn’t be made out of some kind of polyester blend that would help athletes’ and sports aficionados’ muscles stay cool while wicking away, and not holding...
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...Part 1- Facts of the Case Prior to the Tyco scandal, the company was one of America's largest conglomerates, with operating revenues of 38 billion dollars and 240,000 employees, worldwide. Tyco Laboratories began operations in 1960, performing experimental work for the U.S. government. The firm went public in 1964 and quickly expanded, mostly by acquisition, to exploit the commercial applications of its work. Dennis Kozlowski joined the company in 1975 as an assistant controller. The company subsequently shifted its focus from growth to profits within its three primary divisions: fire protection, electronics, and packaging. Kozlowski joined Tyco's board in 1987 and became president and chief operating officer two years later. Kozlowski engineered a coup to become Tyco's chief executive officer (CEO) in 1992 and the chair of the board in 1993. He diversified the company, branching into health care. Tyco eventually became the second largest producer of medical devices in the United States. On December 5, 2001, the Tyco shares were trading for 59.76 on the NYSE. B. Identification of all individuals or firms who knew about, participated in, or condoned the behavior. The primary people that were identified for responsibility of the scandal were Dennis Kozlowski and finance chief, Mark Swartz. Kozlowski joined the company in 1975 as an assistant controller at Tyco. He worked in the company during a time of rapid expansion and moved to the board of directors in 1987, become CEO in...
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...authentic report that has never been submitted to any institution. It’s now being presented as partial fulfillment of a bachelors of arts in social sciences at Makerere University. Signature…………………………. Name………………………… Date…………………………. ACKNOWLEGMENT First and foremost, I thank the almighty Lord who has brought me this far with Life, wisdom, knowledge and guidance in my academics and made my internship experience a success. I also pass my heartfelt gratitude to Masindi district local government for giving me the opportunity to do my internship and work as an intern in the office of the assistant...
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...CASE 22 HERMAN MILLER INC.: THE REINVENTION AND RENEWAL OF AN ICONIC MANUFACTURER OF OFFICE FURNITURE For MGMT 599 August 15, 2013 Herman Miller, Inc. is primarily concentrated in the business and institutional market. Herman Miller is one of the leading players in the US office furniture industry with a 12% market share. Over the last several years, the entire industry has experienced significant declines in sales due to poor macroeconomic conditions. However, Herman Miller has managed to outperform most of its competitors in terms of profitability, illustrated through strong operating margins and return on sales. Herman Miller has a strong reputation for high quality, innovative products, strong customer service, high customization, and reliability. This strong brand equity enables the company to leverage its brand strength across different market segments, leading to extended customer reach I have analyzed the company and the industry, and have chosen the best strategy to expand customer reach, and increase sales revenue. My analysis chosen will consist of a three-year implementation plan that will bolster sales revenue and expand the company’s customer base. Herman Miller Inc. internal environment brings to light the following strengths and weaknesses, threats, and opportunities. Strengths The $1.3 billion manufacturer of office furniture is known for its distinctive innovation skills and management methods. The following list of strengths elaborates on...
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