Free Essay

Human Behavior in Management

In:

Submitted By alonkath
Words 1705
Pages 7
Aniceta, Donna Faye D.
TOIC PROPOSAL

Footwear consists of garments worn on the feet, for fashion, protection against the environment, and adornment. Being barefoot is commonly associated with poverty, but some cultures chose not to wear footwear at least in some situations.
Socks and other hosiery are usually worn between the feet and other footwear, less often with sandals and flip flops (thongs). Footwear is sometimes associated with fetishism, particularly in some fashions in shoes, including boots.
Durable shoes are a relatively recent invention, though many ancient civilizations wore ornamental footwear. Many ancient civilizations saw no need for footwear. The Romans saw clothing and footwear as signs of power and status in society, and most Romans wore footwear, while slaves and peasants remained barefoot. The Middle Ages saw the rise of high-heeled shoes, also associated with power, and the desire to look larger than life, and artwork often depicted someone barefoot as a symbol of poverty. Bare feet are also seen as a sign of humility and respect, and adherents of many religions worship or mourn barefoot, or remove their shoes as a sign of respect towards someone of higher standing.
In some cultures, it is customary for people to remove their shoes before entering a home, and some religious communities require shoes to be removed before entering a building which they regard as holy, such as a temple.
Practitioners of the craft of shoemaking are called shoemakers, cobblers or cordwainers.

Materials * Leather * Plastic * Rubber * Textiles * Wood * Jute * Metal
Components
* Adhesives * Air cushion * Buckle * Counterfort * Eyelet * Heel * Hook * Insole * Laces * Reinforcement tape * Shank * Sole * Tack * Toe puff * Tread * Welt
Types

Shoes made from real crocodile skin, in a conservation exhibit at Bristol Zoo, England * Boots * Chukka boots * Combat boots * Cowboy boots * Fashion boots * Go-go boots * Hiking boots * Kinky boots * Motorcycle boots * Mukluk * Platform boots * Riding boots * Russian boots * Derby boots * Thigh-length boots * Ugg boots * Valenki * Waders * Wellington boots * Winklepickers * Shoes * Athletic shoes (also known as trainers or sneakers) * Brothel creepers * Court shoes (known in the US as pumps) * Diabetic shoes * Espadrilles * Galoshes * Kitten heels * Lace-up shoes * Derby shoes * Oxford shoes * Brogues * High-tops * Loafers * Mary Janes * Moccasins * Monks * Mules * Platform shoes * School shoes * Skate shoes * Tap shoes * Sandals * "Mandals" * Flip-flops (thongs) * Slide * Chaco * Wörishofer * Avarca, from Balearic Islands * Indoor footwear * Slippers * Socks * Footwraps * Specific footwear

A foot thong, viewed from the underside. * Ballet shoes * High-heeled footwear * Climbing shoes * Clogs * Foot thong * Football boots * Sabaton * Safety footwear * Ski boots * Snowshoes * Surgical shoe * Pointe shoes * Swimfins (flippers) * Traditional footwear * Abarka, of leather, from Pyrenees * Areni-1 shoe, 5,500-year-old leather shoe found in Armenia * Bast shoe, of bast, from Northern Europe * Crakow, shoes from Poland with long toes popular in the 15th century * Galesh, of textile, from Iran * Geta, of wood, from Japan * Opanci, of leather, from Balkans * Pampooties, of hide, from Ireland * Socks * Trainer/Sneaker/Ankle socks * Diabetic sock

Philippine Shoes
Globalization has changed the way businesses position their products. It has become competitive in the world due to the threat of foreign products taking away their market shares. Thus, the shoe industry in the Philippines has started changing the way they make their shoes. The designs and quality are the primary factor that shoes would sell in the market. But you will notice as you go about your normal day of shopping that the shoes made in the Philippines are indeed very competitive.
Another problem is how to compete with the much lower price of Chinese goods. Hence, you will not only think of quality and designs but also how to compete with products coming from China and other countries also.
But the problem was already addressed by the shoe manufacturers in the Philippines. As you can see their designs and quality are getting better making more Filipinos patronize their own products. The price is also reasonable just enough for everyone’s budget. There are many local products that have been a hit with the customers like:
Janilyn – very beautiful, sexy and fashionable shoes
Hotwinds – quite an amazing collection of shoes
Rusty Lopez – function meets style
There is a problem with the shoe industry in the Philippines but it can be help if the Filipino consumers will continue to patronize locally made shoes and other products.

Competitive Landscape
Taken as a whole, the Shoe Industry could be described as mature. However, barriers to entry are far from insurmountable. Since demand is largely driven by fashion and demographics, newcomers with a hot product may thrive at the expense of a fading rival. Indeed, the profitability of individual companies depends on their ability to design attractive footwear lines and remain at the forefront of consumers' consciousness.
There are three major product categories within the Shoe Industry and the dynamics of each may differ. The athletic shoe segment, which makes up about 30% of footwear sales, is highly concentrated, as the largest companies comprise a vast majority of the market share. Two players (Nike and adidas) dominate this category, with the giants slugging it out over sponsorship contracts with star athletes and snuffing out the competition using their economies of scale in distribution and marketing. Men's and women's casual and dress shoes make up about 40% of the market (15% men's and 25% women's, respectively). The companies within these categories tend to be smaller than their athletic counterparts and compete on the basis of superior design. Thus, the market for men's and women's shoes is much more fragmented, consisting of a myriad of bit players. Women's shoemakers, in particular, must be lean and flexible to meet the changing tastes of their consumers. Demand here can be fairly cyclical, but the ebb and flow of performance can be attributed more to the individual product portfolio rather than macroeconomic factors. The economy does play a role in demand, though, particularly for products that are more up-market. The remaining 30% is comprised of various niche product categories and boom-or-bust novelty designs.
Competitive Landscape
Taken as a whole, the Shoe Industry could be described as mature. However, barriers to entry are far from insurmountable. Since demand is largely driven by fashion and demographics, newcomers with a hot product may thrive at the expense of a fading rival. Indeed, the profitability of individual companies depends on their ability to design attractive footwear lines and remain at the forefront of consumers' consciousness.
There are three major product categories within the Shoe Industry and the dynamics of each may differ. The athletic shoe segment, which makes up about 30% of footwear sales, is highly concentrated, as the largest companies comprise a vast majority of the market share. Two players (Nike and adidas) dominate this category, with the giants slugging it out over sponsorship contracts with star athletes and snuffing out the competition using their economies of scale in distribution and marketing. Men's and women's casual and dress shoes make up about 40% of the market (15% men's and 25% women's, respectively). The companies within these categories tend to be smaller than their athletic counterparts and compete on the basis of superior design. Thus, the market for men's and women's shoes is much more fragmented, consisting of a myriad of bit players. Women's shoemakers, in particular, must be lean and flexible to meet the changing tastes of their consumers. Demand here can be fairly cyclical, but the ebb and flow of performance can be attributed more to the individual product portfolio rather than macroeconomic factors. The economy does play a role in demand, though, particularly for products that are more up-market. The remaining 30% is comprised of various niche product categories and boom-or-bust novelty designs.
In Europe, the footwear industry has declined in the last years. While in 2005, there were about 27.000 firms, in 2008 there were only 24.000. As well as the number of firms, the direct employment has decreased. The only factors that remained almost steady was the value added at factor cost and production value.[7]
In the U.S., the annual footwear industry revenue was $48 billion in 2012. There are about 29.000 shoe stores in the U.S. and the shoe industry employs about 189.000 people. [8] Due to rising imports, these numbers are also declining. The only way of staying afloat in the shoe market is to establish a presence in niche markets.[9]

Generations of Filipinos grew up wearing the local products, and Marikina-made snake-skin shoes became the toast of Fifth Avenue in the early-1980s, the city boasts on its website.
But Marikina's shoe-makers -- and the shoe museum -- have suffered setbacks in recent years. Massive flooding from tropical storm Ketsana last year damaged the museum as well as many shoe-makers' facilities and inventory.
The storm and the foreign competition took their toll. From the mid-1990s peak of 3,000, only about 200 Marikina shoemaking factories remain, said Roger Py, director-general of the Philippine Footwear Federation.

Government figures show that Philippine footwear exports in 2009 dropped 19.5 percent over the previous year to 25.96 million dollars.
Exports hit their peak at 176.3 million dollars in 1994 but have fallen sharply over the years.
Many visiting foreign buyers are still impressed by the quality of Philippine footwear, said Merlinda Diaz, an officer in the government's Bureau of Export Trade Promotion.
"But then they ask for China-level prices and the deal falls through," Diaz recalled.
Smuggling compounds the problem, with huge volumes of foreign shoes being sold at prices no local company can compete with, said Py.
The solution is not to compete with the high-volume production of these countries, he said.
"We avoid meeting the competition head-on in the cheap footwear sector. We go for the middle and the high-end," said Py, who also heads Stefano Footwear, a major local manufacturer.
The local cobblers are now targeting smaller boutique stores in developed countries, where low prices are not the main attraction, he said.
The rising wages in China are also making Marikina shoes more competitive, Py added.
"China is becoming expensive, Vietnam is not that cheap either. We just have to go out and sell ourselves," he said.

Similar Documents

Premium Essay

Off-the-Job Behaviors Human Resource Management Mgmt410

...Off-the-Job Behaviors Human Resource Management MGMT410 1. Do you believe Oiler’s employee rights were violated? Explain your position. I think that Amendment 1 of the United States Constitution say it best, “AMENDMENTS TO THE CONSTITUTION OF THE UNITED STATES OF AMERICA - AMENDMENT [I.] 2 Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances”. http://www.gpo.gov/fdsys/pkg/GPO-CONAN-1992/pdf/GPO-CONAN-1992-7.pdf. Mr. Peter Oiler certainly has unique situation that he/she has to contend with. But by virtue of the amount of negative publicity that the food chain, Winn Dixie would have to contend with, I think that they made a wise decision. Case-and-Point; say for instance, Mr. Oiler was on a normal outing and decided that he wanted to drink a little. He’s dress in his finest dress while at the Shady Grove Bar and Grill, when all of a sudden, someone from Winn Dixie recognizes him. They start a conversation and a fight ensues. Mr. Oiler and his co-worker are eventually pulled apart, but the damages are insurmountable. The owners of Shady Grove Bar and Grill, through a police report fine that Mr. Oiler is employed at Winn Dixie, and file a Class-Action Suit against the corporation. The fact of the matter is, no one cares who you are, until they find...

Words: 971 - Pages: 4

Premium Essay

Phd Hbo

...PhD Program in Organizational Behavior and Human Resources Management University of Pittsburgh's Katz Graduate School Organizational Behavior PhD Program Video The OBHR doctoral program focuses on preparing students to impact the study of people, process and outcomes within the fields of organizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industries and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management PhD Program Curriculum Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise...

Words: 1422 - Pages: 6

Premium Essay

Scsc

...Organizational Behavior/Human Resources Management The OBHR is the study of people, process and outcomes within thoe rganizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industrie s and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise of the course that the design of systems to manage people in organizations is based on a set of assumptions about humans that are part of the managerial theory that guides the formation and operation...

Words: 1362 - Pages: 6

Premium Essay

Essay

...Human resource management is a management of a workforce of an organizations. Now it is a good subject for students and a good skill for companies. Both human resource management practices and 'human resource bundles' result to superior outcome for organizations, and human resource management practices have more affect on outcome for organizations than human resource bundles. Some scholars think that human resource management practices have on organizational performance have a positive effects (Arthur JB, 1994). Many large companies use human resource management practices and have some good effect. Although human resource management creates some negative issues for some companies, it is a good model for other companies to follow because it have many advantages. Human resource management practices in term of theoretical and empirical academic studies will be discussed below. With the resource based view, strategic human resources management theory continuously Evolution, people realized, and contract with single human resource management activity, human resources management practice is complete of mutual complement and interdependent activity structure and imitate human resources management practice is almost impossible (Boxall, 2007). Therefore, thete is a theory basically formed: human resource management practice have some advantages for enterprise sustainable competitive. Nevertheless, many research mainly solve that enterprise should be how to implement human resource management...

Words: 1394 - Pages: 6

Premium Essay

Market Research on Potential of Dth Technology

...Organizational Behavior Theoretical Framework • Defining Organizational Behavior • Historical Background for Modern Organizational Behavior • Challenges Faced by Management • Organizational Behavior Model Defining Organizational Behavior • Organizational Behavior is an academic discipline concerned with predicting, understanding, describing, and controlling human behavior in an organizational environment. • OB has evolved from early classical management theories into a complex school of thought—and it continues to change in response to the dynamic environment and proliferating corporate cultures in which today's businesses operate. • The task of getting organizations to function effectively is a difficult one. Defining Organizational Behavior • Understanding one individual's behavior is a challenging problem in and of itself. A group, made up of different individuals and multiple relationships among those individuals, is even more complex… In the fact of this overwhelming complexity, Organizational Behavior must be managed. Defining Organizational Behavior • Ultimately the work of organizations gets done through the behavior of people, individually or collectively, on their own or in collaboration with technology. Thus, central to the management task is the management of Organizational Behavior. • To do this, there must be the capacity to understand the patterns of behavior at individual, group, and organization levels, to predict what behavior responses will be...

Words: 1086 - Pages: 5

Premium Essay

Organisation Behaviour

...EXPLOITS UNIVERSITY FACULTY OF COMMERCE Human ResourcesManagement Student Name; Mischeck Stanley Mtonga PROGRAM ;BHRM year 3: 2nd SEMESTER MODULE: Organisation Behaviour ASSIGNMENT QUESTION; Organisation Behaviour is a multidisciplinary in nature meaning that it uses principles,models,theories and methods from other disciplines, identify these disciplines and discuss how they cotribute to organisational behaviour… LECTURER: Maneka Moyo DATE OF SUBMISSION: 15th februar 2014 Introduction; An organization is a collection of people who work together to achieve a wide variety of goals, both goals of the organization and goals of the various individuals in the organization. Organizations exist to provide services and goods that people want. These goods and services are the products of the behaviors of workers. Organizational behavior usually known as ‘OB’ is the study of the many factors that have an impact on how individuals and groups respond to and act in organizations and how organizations manage their environments. Organization is somewhat defined as “Organisations comprise two or more people engaged in a systematic and coordinated effort, persistently over a period of time, in pursuit of goals which convert resources into goods and/or services which are needed by consumers” such definition implies the organization exists with the presence of people consists of diverse cultures, character, perception, intelligence and...

Words: 1820 - Pages: 8

Premium Essay

Hrm Kcompetitive Strategy

...August, 1987 ® The Academy of Management EXECUTIVE, pp. 207-219 1987, Vol. 1, No. 3, Linking Competitive Strategies with Human Resource Management Practices Randall S. Schuler and Susan E. Jackson New York University ver the past several years there has been increased recognition that there is a need to match the characteristics of top managers with the nature of the business. According to Reginald H. Jones, former chairman and CEO of the General Electric Company, O The result of such human resource staffing practices has been rather significant: When we classified. . . [our] . . . businesses, and when we realized that they were going to have quite different missions, we also realized we had to have quite different people running them.^ Within academia there has been similar growing awareness of this need. Although this awareness is being articulated in several ways, one of the most frequent involves the conceptualization and investigation of the relationship between business strategy and the personal characteristics of top managers.^ Here, particular manager characteristics such as personality, skills, abilities, values, and perspectives are matched with particular types of business strategies. For example, a recently released study conducted by Hay Group Incorporated, in conjunction with the University of Michigan and the Strategic Planning Institute, reports that when a business is pursuing a growth strategy it needs top managers who are likely to abandon...

Words: 9217 - Pages: 37

Premium Essay

Chapter 1 Quiz

...Chapter 1 What Is Organizational Behavior? MULTIPLE CHOICE Importance of Interpersonal Skills 1. Over the past two decades, business schools have added required courses on people skills to many of their curricula. Why have they done this? a. Managers no longer need technical skills in subjects such as economics and accounting to succeed. b. There is an increased emphasis in controlling employee behavior in the workplace. c. Managers need to understand human behavior if they are to be effective. d. These skills enable managers to effectively lead human resources departments. e. A manager with good people skills can help create a pleasant workplace. (c; Moderate; Interpersonal Skills; p. 4) {AACSB: Analytic Skills} 2. Which of the following is most likely to be a belief held by a successful manager? a. Technical knowledge is all that is needed for success. b. It is not essential to have sound interpersonal skills. c. Technical skills are necessary, but insufficient alone for success. d. Effectiveness is not impacted by human behavior. e. Technical skills do not influence efficiency. (c; Easy; Interpersonal Skills; p. 5) {AACSB: Analytic Skills} What Managers Do 3. Which of the following would not be considered an organization? a. a church b. a university c. a military unit d. all adults in a given community e. an elementary school (d; Moderate;...

Words: 7914 - Pages: 32

Premium Essay

Auditing

...Organizational Behavior BA323 | 138074 Tsabedze mzwandile | The importance of understanding the study of organizational behavior | Assignment 1 | The importance of organizational behavior 0rganisational behavior is defined as a field of study that investigates the impact that individuals, groups, and structures have on behavior within the organization. Put differently organizational behavior is the study of human behavior in an organizational setting. It is the study of how individuals and groups behave within the organization as well as how members of the organization interact with the external environment. Gibson defines organizational behavior as a field of study that draws on theory, methods, and principles from various disciplines to learn about individuals perceptions, values , learning capacities, and actions while working in groups and within the organization and to analyze the external environment’s effect on the organization and its human resource, missions, objectives, and strategies. Organizational behavior is a still-emerging discipline which seeks to enable managers to understand people better to enhance them improves their management practices to increase productivity, customer satisfaction, and better competitive position. Due to the changing trends in the global or external environment, organizational structure, incentive systems, leadership styles, and organizational processes that worked in the past might not work well in today’s vibrant environment. Emphases...

Words: 1861 - Pages: 8

Premium Essay

Organizational Behavior

...Organizational Behavior W. Jack Duncan Book review Meera Iyer Chapters 1. Organizational behavior: defining the field 2. Historical perspective 3. Methodological foundations of organizational behavior 4. Personality development and attitudes 5. The cognitive basis of individual behavior 6. Motivation: Theory and selected research 7. Introduction to small group behavior 8. Leadership behavior and effectiveness 9. Intergroup analysis: Co-ordination and conflict 10. The organization and the individual 11. Environments, organizations and behavior 12. Power relations in organizations 13. Performance evaluation and organizational effectiveness 14. Planned change and organizational development This book is about organizational behavior. It is also a text on management. The objective of the book is to present a research based approach to management from an applied behavioral science perspective. I have summarized each chapter of the book, explaining the main points that the authors wish to communicate. © www.hrfolks.com All Rights Reserved Organizational behavior – Defining the field Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals...

Words: 4349 - Pages: 18

Premium Essay

Want to Learn

...Student Name | | Abdulrahman Redwan | 1316429 | A Global Perspective of Human Resources For Dr. Ali Alkahtani Human Resources: A Global Perspective Employee engagement and cultural issues have become the first challenge facing HR professionals around the world, according to the 2015 Global Human Capital Trends report, released by Deloitte. The report concludes, “Today’s HR challenges require a new playbook—one that helps make HR more agile, forward thinking and bolder in its solutions.” The report says today’s organizations are facing a new world of work that will require a reshaping of strategies for leadership and talent management. Because culture is the driving force in most organizations, engagement and retention strategies need to be responsive to these changes. However, more than half of survey respondents said their organizations have poor programs or no programs at all in place to gauge or bolster engagement levels. Other issues uncovered by the report include a global lack of leadership succession programs, with only 10 percent of respondents saying they have an “excellent” program in place, and the need for a complete makeover of most HR departments. Only 5 percent believe their organization's performance is excellent, with 22 percent saying their department is adapting to their workplace’s changing needs . What is happening in HR in 2011? Are we going to see a shift in the way that HR managers are recruiting employees to...

Words: 1349 - Pages: 6

Free Essay

Environmental

...Lut30352_ch01_001-030.qxd 8/7/09 3:26 PM Page 1 Part One Environmental and Organizational Context 1. 2. 3. 4. Introduction to Organizational Behavior: An Evidence-Based Approach Environmental Context: Globalization, Diversity, and Ethics Organizational Context: Design and Culture Organizational Context: Reward Systems 5 31 57 88 EVIDENCE-BASED CONSULTING PRACTICES A major component of the evidence-based theme of this text and the link to practice are these part openers from the world-famous Gallup Organization. Gallup draws from its internationally recognized survey science and cadre of internal and external researchers (e.g., the author of this text and a Nobel Prize winner in behavioral economics are Gallup Senior Scientists), publishes its findings in the top academic journals such as Journal of Applied Psychology and provides this evidenced-based perspective and representative practices for each text part. Gallup is the recognized world leader in the measurement and analysis of human attitudes, opinions, and behavior, building on over three-quarters of a century of success. Gallup employs many of the world’s leading scientists in management, economics, psychology, and sociology. Gallup performance management systems help organizations maximize employee productivity and increase customer engagement through measurement tools, management solutions, and strategic advisory services. Gallup’s 2000 professionals deliver services on-site at client organizations, through the Web,...

Words: 17103 - Pages: 69

Premium Essay

Organizational Behavior

...Organizational behavior is the field of study that investigates how organizational structures affect behavior within organizations.  It studies the impact individuals, groups, and structures have on human behavior within organizations. It is an interdisciplinary field that includes sociology, psychology, communication, and management. Those who apply organizational behavior to their business usually start by simply studying employees. They may look at their overall attitudes and habits to determine what may need to change. Some concrete details they may gather include facts about productivity, turnover rates and absenteeism, all of which can tell a lot about employee attitudes. Once they collect some observations, they can satisfy one of the goals of organizational behavior, which is to explain the attitude of employees. The field of organizational behavior has a number of commonly agreed upon goals. Chief among these are effectively predicting, explaining and managing behavior that occurs in organizations. Some of these include describing systematically how people behave under a variety of conditions, understanding why people behave as they do, controlling and developing human activity at work and predicting future employees’ behaviors. The study of Organizational Behavior has proved beneficial in many ways. Some of these benefits include enhancing organizational and individual effectiveness, skill development, personal growth such...

Words: 468 - Pages: 2

Premium Essay

Hrm Case

...After reading this chapter, you should be able to: Human Resource Management 2. Explain and give examples of each type of companywide and competitive strategy. TWELFTH EDITION 1 1. Outline the steps in the strategic management process. GARY DESSLER 3. Explain what a strategy-oriented human resource management system is and why it is important. BIJU VARKKEY Part 1 | Introduction 4. Illustrate and explain each of the eight steps in the HR Scorecard approach to creating human resource management systems. Chapter 3 The Manager’s Role in Strategic Human Resource Management Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e The Strategic Management Process Business Vision and Mission • Strategic Management 3–2 • Vision  A general statement of an organization’s intended  The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment. direction that evokes emotional feelings in organization members. • Strategy • Mission  A chosen course of action.  Spells out who the company is, what it does, and where it’s headed. • Strategic Plan  How an organization intends to balance its internal strengths...

Words: 1188 - Pages: 5

Premium Essay

Aaaa

...Fundamental Concepts of Organizational Behavior In every field of social science, or even physical science, has a philosophical foundation of basic concepts that guide its development. There are some certain philosophical concepts in organizational behavior also. The concepts are- Individual differences: Every individual in the world is different from others. This idea is supported by science. Each person is different from all others, probably in million ways, just as each persons DNA profile is different. The idea of individual difference comes originally from psychology. From the day of birth, each person is unique, and individual experiences after birth tend to make people even more different. Perception: Peoples perceptions are also differ when they see an object. Two people can differently present a same object. And this is occurring for their experiences. A person always organizes and interprets what he sees according to his lifetime of experience and accumulated value. Employees also see work differently for differ in their personalities, needs, demographics factors, past experiences and social surrounding. A whole person: An employee's personal life is not detached from his working life. As an example, A women who attend the office at 8:30 AM is always anxious for her children's school time (if her children able to attend the school or not). As a result, its impact falls on her concentration that means her working life. For this reason, we cannot separate it...

Words: 4378 - Pages: 18