...Management 317: Organizational Behavior Spring Semester, 2012: 12:40-2:00 p.m. Tuesday & Thursday Professor: Dr. Kathi Lovelace Office/Email: Florence Moore 310A, kathi.lovelace@menlo.edu, (650) 543-3848 Office Hours: Tuesdays & Thursdays: 10:45-12:45 p.m., and by appointment. From March 1 to April 19: Thursdays 5:00-5:50 p.m. Required Texts/Materials: 1. Robbins, S. & Judge, T. (2012). Essentials of Organizational Behavior (11th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. 3. MyManagementLab: This is an additional online resource that goes with our textbook. More information will be provided the first week of class (e.g., how to register, how we will use it). 2. Readings, case studies and other class materials will be posted on our Moodle http://menlo.mrooms3.net and Menlo Library http://apps.menlo.edu/library/courses/reserves.php sites. Please log-in the first week of class to ensure you can access our sites. Course Description and Approach: Organizational Behavior (OB) “is a field of study that investigates the impact that individuals, groups and structure have on behavior in organizations” (Robbins & Judge, 2012; pg.2). Topics include perceptions, personality, team dynamics, problem-solving, communication and collaboration, conflict management, and motivation. Building positive organizational cultures, understanding power and influence and leading and managing change effectively and ethically are also key topics covered...
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...Plan Self Assessments are quizzes that help evaluate employees on their skills, interests, personality, and values. “As ethical problems have increased in organizations, integrity tests have gained popularity. These paper-and-pencil tests measure factors such as dependability, carefulness, responsibility, and honesty; they have proven to be powerful predictors of supervisory ratings of job performance and of theft, discipline problems, and excessive absenteeism” (Robbins & Judge, 2011, pg. 1). As a manager for Riordan Manufacturing, three employees took a series of self-assessment tests for my organization. The analysis and interpretation scores of all three are positive and all three would make a great contribution to the organization. Positive people cognitively process more efficiently and are more productive. Job Satisfaction and Engaged High job satisfaction was above the range that determines lower levels of absenteeism, and their general attitude toward work is positive. Their engaged scores were also high, which defines these employees are in a positive state of motivation and fulfillment. “Individuals who score high in this category are loyal, dedicated, willing to devote considerable time to work, feel inspired by and proud of their work, and become immersed and absorbed while performing their work” (Stephen P. Robbins/University of Phoenix, 2005-2009). My employees are content coming to work and will possess good work ethics and values. They are self motivated...
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...Cultural Competency Assessment Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that...
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...CQ Cultural Intelligence Feedback Report Prepared For Mukiibi, Shira Bayigga September 2012 Prepared by Cultural Intelligence Center, LLC www.culturalq.com info@culturalq.com © 2005-2012 Cultural Intelligence Center, LLC Cultural Intelligence Cultural Intelligence (CQ) is a person's capability to function effectively in situations characterized by cultural diversity. PURPOSE OF THE REPORT The purpose of this CQ Feedback Report is to increase your awareness and understanding of Cultural Intelligence (CQ). CONTENTS OF THE REPORT The report includes personal feedback on how you described yourself and how others described themselves. This information will allow you to compare your own responses with those of others who have completed the assessment. The report concludes with a personal development section that will guide you in preparing and IMPLEMENTING a personal CQ development plan that can help you to build on your CQ strengths and further develop your overall cultural intelligence. PERSONAL BENEFITS Overall, this information on cultural intelligence should help you to understand how you function in culturally diverse settings and how you can improve these capabilities. This knowledge should help you to enhance your interactions in all aspects of life -- with special relevance to functioning effectively in culturally diverse settings, such as when interacting with people who have different cultural or ethnic backgrounds. Most people find it beneficial to...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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...Multicultural Awareness Multiculturalism has a vital role in counseling. According to Hays (2010) this type of counseling pays attention to the cultural diversities of clients in order to offer better services. To achieve multicultural awareness, the counselor has to know his or her own cultural characteristics. This article will contain the results of the multicultural-assessments I completed, my reflection on being “other,” as well as my statement of counseling identity and the explanation why multicultural awareness is important in the mental health counseling profession. Results of Self-Assessment Completing Petrone’s (2004) multicultural self-assessment was interesting and eye opening. In this test, choice number 1 means seldom, if ever; number 5 means almost always. Most of my scores were either fours or fives; these results tell me that I am interested in other people, paying attention to listen, and I am comfortable with new situations. I scored three threes in the following subjects: 1) I ask questions until I am sure I understand what others are saying; 2) If I were at an event with people who differed from me, I would make every effort to talk with them; 3) I try not to assume anything. Reaction to Self-Assessment After I finished the self-assessment, I immediately started thinking about the results. I realized that my not asking questions until I understand what others are saying is connected to the lower score about not assuming anything. Levitt (2010) talked...
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...Multicultural Awareness Mental Health Counseling After reviewing the results of my multicultural self-assessment scores, I have found that overall; I am very comfortable with myself and choices. In counseling, before understanding someone else you must first be able to understand yourself. Also the awareness of your own comfort range must be apparent. If it was not apparent, then how could you counsel someone else when you are uncomfortable with yourself? This self-assessment allowed me to realize factors that seemed to be unapparent before but, led me to see that they were important after all. “If you are lucky enough to be other, don’t ever change” I identified mostly with Jason Patton, PhD when he spoke about his first day at kindergarten, and he was made to feel other. What most got my attention was that he mentioned that he was an only child and spent a lot of time with adults, and was eager to be interacting the children his own age. I too was an only child and spent a lot of time with and adults. They adored me and made me feel loved, wanted and special. My first day at school was awful. The children looked at me as though I was an alien. I remember distinctly being called a chocolate girl, and then the comments about me being so tall began. From that point on I really did not enjoy school at all. I was afraid of being different. Being different meant that people might not like me. In my mind being called chocolate...
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...The aim of this paper is to provide a review of literature that has contributed to research about depression and well-being relevant to the Aboriginal and Indigenous populations in Australia. The following will identify some of the accepted causal attributes and expression of depression within remote and urban communities. In addition, the identified tools used to assess depression for this review will be examined. Finally, the relationship between the management of mental illness and current programs aimed at supporting indigenous people towards achieving holistic balance will be identified and examined to highlight possible contributions of future research. Aboriginal people have long been subjected to disadvantage in comparison to non-aboriginal people in Australia. (Reference) the roots of disadvantage is widely accepted across literature to flow from colonisation and presently developed into complex issues and traumas shared inter-generationally. These complications have impacted many aboriginal people in relation to their physical health, development, culture and their social and emotional well-being. (Reference). According to the Australian Institute of Health & Well-being (AIHW), the issued report in 2011 found that mental disorders such as depression, anxiety, schizophrenia and substance abuse disorders were identified as being the second highest affliction in the indigenous population. Furthermore, hospitalisation was more frequently engaged upon. AIHW data...
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...patient care that was missing. She noticed the lack of recognition and integration of patient’s cultural background into their plan of care. She recognized that patient’s cultural background influences their responses to health and illness and more importantly she believed that part of viewing the patient as a whole is taking into account their culture and cultural background in developing a plan of care. Her theory attempts to provide culturally competent nursing care through “cognitively based assistive, supportive, facilitative, or enabling acts or decisions that are mostly tailor-made to fit with individual, groups, or institution’s cultural values, beliefs, and lifeways.” The goal is to improve health outcome for people who are of different cultural backgrounds. Transcultural Nursing Theory has 3 components to it, the assessment, nursing care plan and evaluation. Leininger believed that a culturally friendly care for the patient begins with a culturalogical assessment which take into consideration the cultural background of an individual patient in relation to his or her health experience. This assessment also require the nurse to be self-aware of his or her own cultural influences especially when dealing with patients from different culture and cultural backgrounds. After assessment, a care plan is developed for the patient. The care plan should include the individual’s patient’s cultural values and beliefs. For example, a good care plan for a patient who is a Muslim and beliefs...
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...Assessment Task 2: Case Study Analysis. Scott Maxwell Miller Student ID: 12219053 Central Queensland University NURS20157: Mental Health Nursing Assessment and Formulation. Word Count: 2735. Submitted: 29/02/2024 Note: I have written this essay prior to changes made to the case study and task description. I have done my best to adjust and edit my essay to suit the new criteria. Section 1: Case Study in Brief. Juho is a 45 year old male living with paranoid schizophrenia. He was born in Finland but moved to Australia as a child, and speaks both English and Finnish. He was stable on a fortnightly Risperdal Consta depot injection but continues to experience distressing auditory hallucinations. Juho currently struggles with self-care,...
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...but says she has some allergies which she treats with herbs. Her colleague who brought her to the emergency room also claims that Jane has recently had difficulty breathing while taking the stairs up to the martial arts studio and she no longer rides her bicycle to the studio. Jane is in her second year at the local University where she is studying cellular biology. Jane is a bright student who studies a lot and also works part time in the Universities’ research center which gives her extra cash. She admits that she has been having a dry cough for some months which she associated with allergies. She also relates her inability to ride her bike to her allergies. Jane smokes at least one packet of cigarettes on a daily basis, and during assessment appears to be in the pre-contemplation stage. Jane had six months earlier tested positive for hepatitis B. This surprised her a lot because she was asymptomatic. Though she denies drug use, she admits to having multiple sexual partners. She does not want to be in a long-term relationship because she claims it could complicate her life. She also admits to not using protection on a regular basis. Erikson (Burke, 2010) described eight stages through which an individual passes through to adulthood. Every phase is established on successful completion of earlier phases of development. If the challenge is not completed it is expected to re appear in future as a new problem. The psychosocial crisis in later adolescence is individual identity...
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...The benefits of self-evaluation as it relates to leaders today When talking about LEAN, leadership is a key component of change and driving implementation. The article below, written as part of my MBA in Leadership and Sustainability with Robert Kennedy College & The University of Cumbria, examines the benefits of self-evaluation for leaders. Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. This however requires some strong discipline from the leader, to continuously self-evaluate and aim for continuous improvement. There are some key questions that the leader needs to ask themselves and truthfully answer to gage where they are at. 1. Do as you preach If a leader makes a statement about what he or she will be doing, they need to take ownership and answer on the basis whether they actually did as they said. When a leader expects others to follow suit, they need to set the standards. 2. Change is ok If a change of direction was required from the initial target, that is ok, as long as the leader can clearly identify why it was different to the planned path, and explain that in simple terms. The two points above can be broken into many individual questions that form the basis of a self-evaluation tool...
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...Building a Vision-Guided, Values-Driven Organization By Richard Barrett PART I: WHY VALUES ARE IMPORTANT Organizational values are more important today than at any other time in history because the personal and societal context within which business operates is changing. Who you are as an organization, and what you stand for, are becoming just as important as what you sell. The values that an organization lives by are important to a variety of stakeholders: • Society: Organizational values need to meet society’s expectations with regard to environmental stewardship and social responsibility. Failure to support society’s values can have a very significant impact on financial performance.1 Shareholders: Organizational values need to meet the needs of the new breed of shareholders that are only investing in companies that: (a) meet socially responsible investment criteria; and (b) compete to be the best companies to work for, or other quality awards. Potential employees: To attract the best people, the organizational values need to meet the needs of potential new employees who are choosing to work in organizational cultures that align with their personal values. Existing employees: To retain the best people, the organizational values also need to meet the needs of existing employees and support them in finding personal fulfillment at work. • • • Employee Fulfillment Whilst attention to all stakeholders needs are important, the most critical are: (a) How existing employees...
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...Multicultural Awareness Multiculturalism has a vital role in counseling. According to Hays (2010) this type of counseling pays attention to the cultural diversities of clients in order to offer better services. To achieve multicultural awareness, the counselor has to know his or her own cultural characteristics. This article will contain the results of the multicultural-assessments I completed, my reflection on being “other,” as well as my statement of counseling identity and the explanation why multicultural awareness is important in the mental health counseling profession. Results of Self-Assessment Completing Petrone’s (2004) multicultural self-assessment was interesting and eye opening. In this test, choice number 1 means seldom, if ever; number 5 means almost always. Most of my scores were either fours or fives; these results tell me that I am interested in other people, paying attention to listen, and I am comfortable with new situations. I scored three threes in the following subjects: 1) I ask questions until I am sure I understand what others are saying; 2) If I were at an event with people who differed from me, I would make every effort to talk with them; 3) I try not to assume anything. Reaction to Self-Assessment After I finished the self-assessment, I immediately started thinking about the results. I realized that my not asking questions until I understand what others are saying is connected to the lower score about not assuming anything. Levitt (2010) talked...
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...different milestones. My paper will be divided into four major sections, all of which I will describe briefly on what I learned. Section one, also milestone one, of my paper will be where I first began to set my vision for the course. In this section, I will bring in information I have gleaned from the self-assessments that I completed in this milestone. In section two, also milestone two, I will briefly explain and present my work from the SWOT analysis. In section three, also milestone three, I will present my work from my PEST analysis and briefly explain what I learned from the analysis. Section four of my paper, which is milestone four, I will create a chart showing three practical goals I developed during the course. Also in this section, I will briefly explain whether the overall plan benefited me and also what I learned about myself. Over the course of my study, I have learned many things about myself that I did not know anything about. The course helped me to figure out what could benefit me. I have completed three major milestones throughput the course, all of which I have gained some kind of knowledge about. The first milestone I completed was basically self-assessments reflecting on myself as a person, student, and professional. It also gave me a chance to organize my thoughts about what I wanted to get out of this personal development plan. The second milestone I completed was the SWOT analysis. A SWOT analysis stands for Strengths, Weaknesses, Opportunities, and...
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