...the team or department and roles may be continually redefined or adjusted. There are few rules and knowledge and control of tasks are located within the group. Information within a learning organization serves a distinct and separate purpose. Information is widespread and ensures that all employees are aware of the information. They maintain open lines of communication with everyone, including customers. The culture within a learning organization encourages openness, equality, continuous improvement, and change. Awareness is the key essential to the success. Ch. 1: What are some differences one might expect among stakeholder expectations for a nonprofit organization versus a for-profit business? Do you think nonprofit managers have to pay more attention to stakeholders than do business managers? Discuss. Some differences that one might...
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...Conflict, Decision Making, and Organizational Design Business 520: Leadership and Organizational Behavior Introduction Conflict is normal and natural. Conflict is also unavoidable. If you put more than one person in a room you will have the potential to face a difference of opinions, interests or ideas. We face conflicts in both our personal and professional environments. Avoiding conflict is nearly impossible, so preparing you with strategies to deal with and resolve conflicts that arise in the workplace is the best approach and one of the biggest challenges. Applying Negotiation Strategies in the Workplace Workplace hostilities can erupt for various reasons under almost any circumstances. Conflict among employees reduces productivity and creates problems with staff morale. When conflicts go unaddressed, they can have a negative impact on productivity and teamwork. Using conflict resolution strategies in the workplace will help maintain a healthy work environment. Conflict resolution requires specific leadership skills, problem solving abilities and decision making skills. Negotiation is not always effective and multiple factors can hinder one or more of the steps in the negotiation process. Effective negotiation requires seeing all sides of the issue and treating all parties involved with respect. In my current place of employment supervisors are constantly faced with conflict, decision making and organizational designs daily. When conflict arises in my organization...
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...CHAPTER 1: INTRODUCTION * Background of the study This term paper is prepared as a requirement of the course curriculum of “organizational behaviour in the context of a local company” by studying organizational behaviour practice in INCEPTA PHARMACEUTICALS CO. LTD. After studying on this company, we came to know about various factors of employee’s organizational behaviour. * Objective The objective of our study is to find out the expected organizational behaviour on the basis of OB model. The company that we studied is INCEPTA PHARMACEUTICALS. The study is focused on the following aims: * To identify the specific goals of the company. * To achieve knowledge about the company profile. * To know about the present business scenario of the company. * To know the level of the employee’s organizational behaviour. By evaluating these topics we will identify the organizational behaviour on the context of this company. * Methodology There are two types of sources of methodology. One is primary and another is secondary sources while conducting the study both primary and secondary information were explored. But hardly any primary information could be found. In the absence of primary information the majority of the study has been based on secondary information. We went for the answers in the analytic point of view, which provides the mitigation of our requirements. For the procurement of data, we had to take support of some specific methods as follows: Sometimes we...
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...for developing teams for Riordan Manufacturing’s newly designed CardiCare Valve heart valves. The location of these teams is in Pontiac, Michigan, which produces plastic parts for the organization. Team A will develop a Team Strategy Plan of which we will identify several strategies in building viable teams, identify challenges or barriers that may occur, determine the best approach, and measure the teams efficiency. While developing these teams, Team A will create a Conflict Management Plan of which we will analyze the teams strengths and weaknesses, implementation of different conflict management strategies, select the best approach, identify potential challenges, and consider alternate strategies that will foster an efficient team. The Various Strategies Available to Build Teams Riordan Manufacturing is striving to create the perfect teams of employees to generate the best possible production of the newly designed CardiCare Valve heart valves. Creating those perfect teams requires much planning and organization. An important thing that Riordan needs to think about when trying to construct their teams is the number of members of each of the team. Generally speaking, the most effective teams have five to nine members (Robbins & Judge, 2011). When teams are larger, coordination and communication amongst its members may be an issue making it harder to get work done. Another thing for Riordan to consider when building their teams is the purpose each of the teams...
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...how, what, why, and when of organizational behavior, as viewed and practiced by managers. It also identifies the skills and competencies that leaders will need to create the ideal 21st century work atmosphere, such as intelligence, passion, a strong work ethic, a team orientation, and a genuine concern for people. Learning Objectives After completing this chapter, students should be able to: 1. Define in applied terms organizational behavior. 2. Describe the disciplines that have contributed to the field of organizational behavior. 3. Discuss the importance of understanding behavior in organizations. 4. Explain the time dimension model of measuring effectiveness. 5. Explain the relationship between quality and organizational effectiveness. Key Terms power of human resources—The ability to get things done in the way one wants them to be done. globalism—The interdependency of transportation, distribution, communication, and economic networks across international borders. cultural diversity—The vast array of differences created by cultural phenomena such as history, economic conditions, personality characteristics, language, norms, and mores. rapidity of change—The speed at which change occurs. Rapid change is found in many areas such as technology, demographics, globalism, and new products and services. psychological contract—An unwritten agreement between an employee and the organization that specifies what...
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...THE SOCIOLOGICAL CONCEPTS PAPER Social psychology is the scientific field that pursues to understand the nature of individual behavior in social situations. It uses science to find out how people interact with people and how people think about others. When we think of science, many people feel that it has always been around when in actuality the field of social psychology has only come about in the twentieth century. Since then a form of psychology emerged they study every part of social behavior and social thought. Social psychologists often use experimentation and correlational methods in their research. Experimentation is procedures in which researchers systematically vary one or more factors to examine the impact of change in an area of social behavior or thought. During correlation, scientists observe and measure two or more variables to determine if changes in one are made by changes of others. Social psychologists also use a statistical procedure called a research synthesis or a meta-analysis because they need to compare the results of the other studies. It is interesting that social psychologists are guided by formal theories. These are logical frameworks that seek to explain various aspects of social behavior and thought. Organizational behavior is the study of human and group behavior. Organizations using methods such as sociology, anthropology, political science, and psychology. This study includes the understanding of key concepts to help us to understand...
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...working today. First you have to look at talent. Talent can mean several different things. Talent is what you know, what you learn and what you do with it. Competency is your capabilities while commitment is your willingness to work hard and achieve successes. Second challenge is technology. Technology is forever changing our world and how we think and deliver messages. Technology seems to change every day or at least as soon as something new comes out, there is another new update or better version right behind it. Technology keeps employers and employees on their toes with the updates and changes that are being implemented daily. Next is globalization. Globalization processes affect and are affected by business and work organization, economics, cultural resources and the environment. Job migration is also becoming more and more popular as companies are seeing it is possible to have someone overseas in a foreign country do the same work for less money than someone in the United States. Ethics is also a challenge that is facing our work today. Ethics is about doing what is right and good. More now than ever, employees are trying to get a “leg-up” on their fellow co-worker and will do anything to get that step ahead. Ethics is also integrity to me. It is how I conduct myself in a professional manner and doing the right thing. Diversity is probably the most challenging challenge that is facing the working world that we live in today. Diversity has to do with more than race...
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...the team have to remember their part of information in order to make sound decisions. The whole team will decide which rooms is prepared to be served and which are not. What we may not realize right away is that every move the team makes will have an effect on the final outcome. Choosing a room that does not meet the all requirements is costly, and will cause the decrease to the total revenue. The team which have the highest accuracy of getting the prepared room served to public will make the highest revenue and win the whole game. The challenge is for the team to make quick and quality decisions while confronting organizational problems. Although the whole process of the Leadout game is really fun, during the decision-making process, conflicts raised due to team members’ different level of risk taking, our regional managers were transferred, trust is undermined sometime and we doubted the decision. Risk must be considered and measured before making a decision, with the demand for quick decisions, team members were put into a dilemma to make decisions. However, this dilemma situation helped and taught our whole team to learn what the determinants of successful collaboration are. From a perspective of behavioral observation and emotional reaction, team...
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...on their mental capacities, the amount of attention they give, and if they understand the assignments and lectures. Everyone can have different experiences and take in different information even though being in the same scenarios. I do believe that because of diverse social worlds, people are influenced by their cultures and in turn may interpret information differently. 2. One of the challenges confronting doctors is to open up lines of communication with their patients. One doctor laments, “People put us on a pedestal. They see us as angels, and this makes communication difficult. They don’t ask questions or express their concerns. But we make mistakes like anyone else.” In communicating with their patients, what is one specific thing doctors might do to level the playing field and promote more open, honest communication? Page 136 To level the playing field, doctors can talk to their patients and effectively explain how their “power”, “status” or title doesn’t mean that they know everything or they don’t make mistakes. Also, the doctors should encourage their patient to fully understand everything going on with them to be able to also help themselves. 3. What letter grade would you give yourself for your ability to communicate in multicultural setting? Why? Page 137 4. What microaggressions do you encounter? How do you typically respond? Do...
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...cynical; reinforcing conflict and mistrust * Symbolic Frame: powerful insight into fundamental issues of meaning and belief, creating cohesive groups with shared mission; but, its concepts are elusivability to use multiple * frames Process | Structural | Human Resource | Political | Symbolic | Strategic planning | Create strategic direction | Meeting to promote participation | Arena to air conflict | Ritual to reassure audiences | Decision-making | Rational process to get right answer | Open process to build commitment | Chance to gain or use power | Ritual to build values, bonding | Reorgani-zing | Improve structure/ environment fit | Balance needs and tasks | Reallocate power, form new coalitions | Image of accountability, responsiveness | Process | Structural | Human Resource | Political | Symbolic | Strategic planning | Create strategic direction | Meeting to promote participation | Arena to air conflict | Ritual to reassure audiences | Decision-making | Rational process to get right answer | Open process to build commitment | Chance to gain or use power | Ritual to build values, bonding | Reorgani-zing | Improve structure/ environment fit | Balance needs and tasks | Reallocate power, form new coalitions | Image of accountability, responsiveness | Evaluating | Allocate rewards, control performance | Help people grow and develop | Chance to exercise power | Occasion to play roles in organizational drama | Approaching conflict | Authorities...
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...Pitfalls/Conflict Having a well designed team can enhance productivity and can be key to the overall organizational effectiveness. This being said even well designed teams can fall prey to the pitfalls and conflict that are present any time you bring people together and our Target Logistics Team is not immune from these problems. We will look at some of these potential problems and suggest solutions that can be employed to reduce their negative impact. Problems that are particular to the Logistics Team are Social Loafing and Free Riding, Groupthink, and Conflict. Social Loafing People in groups often do not work as hard as they do when alone, this is known as social loafing. This can have a negative effect on productivity where the team performance may increase with the size of the team, but the rate of increase in performance is negatively accelerated. Because of the size of our team we are likely to experience the Social Loafing Effect (Figure 1), which is that the greater number of people who work on a group task, the smaller the contribution any one member of the group will make. Within our Logistics Team social loafing is often experienced on the assembly line during the daily unload. It always starts out with everyone contributing relatively evenly, but usually another 2 or 3 guys are splintered on the schedule to come in half an hour after everyone else. Once they join the assembly line the pace often still stays the same. (with more people, it should have been...
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...1 LESSON NO. 1 ORGANISATION BEHAVIOUR INTRODUCTION Org. Behaviour (in short called as OB) is concerned with the study of the behaviour and interaction of people in restricted or organised settings. It involves understanding people and predicting their behaviour, and knowledge of the means by which their behaviour is influenced and shaped. Organisations are bodies or entities created for a stated purpose They may consist of one or more people. In the case of a sole trader or single operator, he needs to build relationships with suppliers, contractors, customers, clients, and the community. For those that consist of more than one person, internal as well as external relationships have to be created and maintained. Organisations therefore consist of individuals, groups, and relationships. Objectives, structures, systems and processes are then created to give direction and order to activities and interactions. OB is thus of great concern to anyone who organises, creates, orders, directs, manages, or supervises the activities of others. It is also of concern to those who build relationships between individuals, groups of people, different parts of organisation between different organisation, for all these activities are founded on human interactions. OB is therefore concerned with:1. The purposes for which organisations are created 2. The behaviour of individuals, and an understanding of the pressures and influences that cause them to act and react in particular ways. 3. The qualities...
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...and how smart the individual is. They might interpret differently because of socials worlds they live in based how fact that each person views a certain thing differently. 2. But we make mistakes like anyone else. In communicating with their patients what is one specific thing doctors might do to level the playing field and promote more open, honest communication? Doctors always ask you questions about how your health is and how you are feeling, to get a better understanding of where the patient might be or is heading. This helps the doctor five more honest and open answers. 3. What letter grade would you give yourself for the ability to communicate in a multicultural setting? Why? I honestly would give myself an A for a letter grade. The reason is that when I am in a multicultural setting I try to relate myself to the other people and try to make them feel more comfortable. When you try to relate yourself to someone that is from different culture they will feel closer to you and will try to do same thing. 4. What are your personal hot buttons? How do you feel when someone triggers one of your hot buttons? Why? Do your encounters with hot buttons make it difficult for you to communicate effectively? My personal hot buttons are when someone makes fun of my religion, it drives me crazy in the wrong direction. One other thing thing that triggers my hot buttons is if someone makes fun of my height I'm only 5'8. It makes me angry when someone triggers my hot buttons...
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...|WHAT IS ORGANIZATIONAL BEHAVIOR? | LEARNING OBJECTIVES After studying this chapter, students should be able to: 1. Define organizational behavior (OB) 2. Describe what managers do 3. Explain the value of the systematic study of OB 4. List the major challenges and opportunities for managers to use OB concepts 5. Identify the contributions made by major behavioral science disciplines to OB 6. Describe why managers require a knowledge of OB 7. Explain the need for a contingency approach to the study of OB 8. Identify the three levels of analysis in this book’s OB model CHAPTER OVERVIEW Managers need to develop their interpersonal or people skills if they are going to be effective in their jobs. Organizational behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within an organization, then applies that knowledge to make organizations work more effectively. Specifically, OB focuses on how to improve productivity, reduce absenteeism and turnover, and increase employee citizenship and job satisfaction. We all hold generalizations about the behavior of people. Some of our generalizations may provide valid insights into human behavior, but many are erroneous. Organizational behavior uses systematic study to improve predictions of behavior...
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...Assignment 5: Multiparty Negotiations, Trust/Reputation. Negotiation and Conflict Resolution – BUS 526 June 9, 2011 Question 1: Explain how you would develop an effective negotiating team to work on multiparty negotiations. Outline the actions you would take and explain why these would be effective. Multi-party negotiation is often considered to be an exercise in coalition-building according to Lax and Sebenius (1986). Negotiators try to form coalitions in order to pool their resources and have greater influence on outcomes. In a multi-party negotiation, communication; information and exchange of ideas; trust; definition of interests and needs; and indeed the common goal between parties is more complicated hence the need for a team that understands the sixteen attributes of an effective group according to Lewicki, Saunders, & Barry, (2011, p 216-217). An effective group and their members do the following things: 1. Test assumptions and inferences: Unchecked assumptions and inferences can lead to unfounded conclusions. 2. Share as much relevant information as possible: Information is key. 3. Focus on interest, not positions. 4. Explain the reasons behind one’s statements, questions and answers. 5. Be specific- use examples 6. Agree on the meaning of important words 7. Disagree openly with any member of the group 8. Make statements, and then invite questions and comments. 9. Jointly design ways to test disagreements and...
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