...Terminology and Concepts in Organizational Behavior Michael Williams Class: MGT307/Organizational Behavior and Group Dynamics Instructor: Susan Mills August 16, 2010 When I think about organizational behavior and why is, it so important for individuals to understand the terminology and concepts of organizational behavior, I think about the meanings of both organization and behavior. Organization has several meanings, one is the act or process of organizing and another one is a group of people who work together to perform duties and goals. Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations (Clark, 2009). Organizational behavior gives a better understanding to human behavior, cultural differences, diversity, communication, business ethics, and change in the organization. Understanding organizational behavior helps one to understand how people feel, think and react in a well structured organizational environment. Employee behavior can have an impact on the behavior of the other employees. In this paper I will discuss the terms and conceptions of organizational behavior. Organizational culture is the shared beliefs and values that influence the behavior of organization members in the internal environment (Organizational Behavior 2008). Depending on the state of their culture may determine how successful an organization can be. Operating with clear vision, well developed and well communicated...
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...leaders of the organization behaves ethically, then so does the entire organization (and if they behave unethically so too). Every human is unique in terms of a wide range of variables right from skill set, capabilities etc. In the same way human responses and actions to situations may differ from one to the other which can be attributed to differences in norms, values, past experiences, cultural background or religious beliefs. Ferraro (2011) also argues the fact ethics is relative to culture, history, society, organization, individual experiences etc. Thus what might be ethically right for one may be unethical for the other. Certainly behavior is not solely influenced by personal values but being a member of an organization as well. Every organization has its own unique way of going about its business, which eventually tends to be the “culture hallmark” of that particular organization. An organization’s cultural standard is strongly influenced by top management or ethical leadership perceived as the statutory role models of an organizations set culture. They are also responsible in enforcing what is considered acceptable behavior and contrary to what is not through their ethical leadership and the organization’s code of conduct. As much as this might set the tone for ethical behavior, it is not guaranteed. Mayer et al (2010) and Stouten et al.(2010) research has established ethical leadership to be effective in reducing employee misconduct, deviant behaviors, etc in the workplace...
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...Business Research Ethics When most people think of Ethics or Morals they think of rules that distinguish between right or wrong. Most people learn ethical norms at home, at school, in church, or in other social settings. Although most people acquire their sense of right and wrong during childhood, moral development occurs throughout life and human beings pass through different stages of growth as they mature. Ethical norms are so abundant that one might be tempted to regard them as simple commonsense. This report summarizes the activities of Human Rights and Ethics in the oil and gas industry. It highlights related efforts by the IPIECA (International Petroleum Industry Environmental Conservation Association) oil and gas member companies. The oil and gas industry operates in some of the most challenging places in the world and faces complex human rights related issues ethical and unethical both at home and abroad. While recognizing that individual governments bear the primary responsibility to promote respect for human rights ethically, all of society, including businesses such as oil and gas plays a role in human rights. (Human rights and Ethics in Oil and Gas industry, 2006) In this research unethical research practices that should be avoided are unethical treatment of any participants, deception and informed consent. Unethical treatment of participants would be not safeguarding the participant’s rights. When data is gathered in an experiment, interview or survey they have...
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...1 ORGANIZATIONAL BEHAVIOR in CHANGING tIMES CHAPTER SCAN THIS INTRODUCTORY CHAPTER PROVIDES AN OVERVIEW OF THE ENVIRONMENT OF ORGANIZATIONS FOR THESE CHANGING TIMES. IT BEGINS BY PROVIDING AN OVERVIEW OF BEHAVIOR IN ORGANIZATIONS AND THE INTERDISCIPLINARY ORIGINS OF THAT BEHAVIOR. NEXT, IT DESCRIBES THE ORGANIZATIONAL CONTEXT AND PRESENTS THE SIX FOCUS ORGANIZATIONS (BRINKER INTERNATIONAL, ENRON, HARLEY-DAVIDSON, HEWLETT-PACKARD, PATAGONIA, AND THE AMERICAN HEART ASSOCIATION). THIRD, IT POINTS OUT THE CRITICAL ROLE OF CHANGE AND CHALLENGE, FOLLOWED BY A DISCUSSION OF HOW PEOPLE LEARN ABOUT ORGANIZATIONAL BEHAVIOR. THE CHAPTER FINISHES BY RELATING THE VARIOUS FEATURES OF THE BOOK TO LEARNING STYLES AND OUTLINING THE PLAN FOR THE BOOK. LEARNING OBJECTIVES AFTER READING THIS CHAPTER, YOU SHOULD BE ABLE TO DO THE FOLLOWING: 1. Define organizational behavior. 2. Identify six interdisciplinary contributions to the study of organizational behavior. 3. Identify the important system components of an organization. 4. Describe the formal and informal elements of an organization. 5. Understand the diversity of organizations in the economy, as exemplified by the six focus organizations. 6. Recognize the challenge of change for organizational behavior. 7. Demonstrate the value of objective knowledge and skill development in the study of organizational behavior. KEY TERMS CHAPTER 1 INTRODUCES THE...
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...sTRAYER uNIVERSITY | Organization Theory Theoretical Research | Dr. Ian McDevitt- ECO 550 | | Bobby Sims | 6/22/2013 | | Introduction Organization Theories are the principles that provide foundations for businesses worldwide. These leadership theories exist to utilize and build organizational structure within the company. These theories have aided in the development of standards that leaders, followers, and managers attempt to achieve on a daily basis to exemplify the ideals of the company. After researching organization theories, I discovered that many companies display commonly used theories that fit their management model. The styles such as Classical Theory, Human Ecology, Contingency Theory, Resource Dependency, Organizational Economics, Institutional Theory, and the Network Theories. These theories have distinctly different concepts and I will explain those differences. Organization theories have provided many companies with the necessary tools to approach any situation and have a successful outcome. When organizations encounter complications, they can rest assure that there is a method that can be utilized to approach the situation positively and effectively. Leadership theories have many uses: training purposes, rational purposes, and even comforting purposes. These application of these theories are possible in any event and that is the reason why they are so useful. The first theory under discussion is the Organizational Theory. This theory characterizes...
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...Student ID:1200407 | Student Name: Howard Mulamba | Course Code: MGT401 | Course Title: Business and Personal Ethics | Instructor Name: Dr. B. Sichone | Essay/Assignment Title: Unethical Business Practices and Solutions to Unethical Practices | Due Date: | Declaration:I understand that by completing this form I am bound by the following:To the best of my knowledge and belief no part of this assignment for the above subject has been copied from any other student’s work or from any other source except where due acknowledgement is made in the text, or has been written for me by another person except where such collaboration has been authorized by the lecturer concerned. H. MulambaSIGNATURE | Instructor’s Comments: GRADE [ ] | In this assignment we are going to look at the effects of poor ethical standards of an organization in the way it deals with the community of the environment in which it operates. And then suggesting solutions in which to the problems that may arise from poor ethical standards of an organization. According to the Business Dictionary, ethics are the basic concepts and fundamental principles of decent human conduct. Ethics includes the study of universal values as the essential equality of all men and women, human or natural rights, and obedience to the law of the land, concern for health and safety and...
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...Issues - Why are ethical issues a major concern in organizations? What individual influences impact ethical behavior? How can organizations influence ethical behavior in employees? Use a recent article from the Wall Street Journal, or other reputable publication, for an example of ethical issues being addressed by a corporation today. Ethics is a major concern and plays a significant part of the US society it is a crucial part in the world of business. The Unique characterization of ethics all though it is part of law ethical behavior comes down to what is right and what is wrong ethically. This paper will look at ethical behavior within an organization. It will look at what is right and what is wrong ethically and moreover how it affects society within an organization. It will reflect on some history of ethics to describe and discuss ethical behavior. Ethical behavior can have an enormous impact either positive or negative, ethically, financially, and emotionally to the people who make up the organization. We will look at why is ethical behavior a major concern within an organization. It will look at the individual influences impact of ethical behavior. Finally, how an organization influences ethical behavior in employees. Ethics is a term that has existed in years before (BC) and continues to exist today. Ethics is philosophical moral treatment of the moral order. According to Socrates the ultimate object of human activity is happiness and the necessary means to reach...
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...OB_and_Management In an era of increasingly competitive business environment, it is the competitive advantage that gives an organization edge over others. Competitive advantage comes from technological advancement, superior products and services or monopoly all of which are likely short-lived. Experts agree that a quality human resource is the single most asset that continues to provide competitive advantage to the organization in th ever-changing business environment. However, the human capital behavior is extremely complex to understand and manage. Hence, it is important for the management to value Organization Behavior (OB) highly and continue to practice scientifically established methods. Organization behavior principles help the management to effectively manage the human behavior to be successful in the paradigm-shifting business environment of 21st century. There is growing research evidence that employees’ psychological capital is positively related to their performance and desired attitudes. Investing in this human capital results in desired performance outcomes such as increased productivity and customer satisfaction (Luthans, pp. 6). The current work-force is increasingly mobile, spread over globally, culturally diverse and a heterogenous mix of computer literacy. It is evident that such a work-force has created great challenges to the management in performance management, sustaining the intellectual capital and minimizing associated expenses. Monetary incentives...
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...Measuring Human Resource Management’s Effectiveness in Improving Performance Sunil J. Ramlall, Ph.D. Assistant Professor College of Business University of St. Thomas TMH 331B, 1000 LaSalle Avenue Minneapolis, MN 55403 E-mail: sjramlall@stthomas.edu Phone: (651) 962-4349 © Ramlall, 2002 Abstract This article examines the strategic role of HR and its main practices, describes the outcomes of the respective category of HR practices, explains the critical reasons for measuring HR’s efforts, and proposes a framework for assessing HR. Ultimately, organizations would be able to utilize the information to determine how particular HR practices correlate with better business results; determine potential areas for investments, expansions, and reductions; justify budget allocations; and be more accountable for each dollar spent within the organization. The framework proposed does not merely explain the cost for each of the major HR activity, but demonstrates the value of the activity and hence, the opportunity to determine if it is a worthwhile investment and strategy for creating a competitive advantage. What value does the human resources (HR) function contribute to the bottom line of the organization? Over the years, there has been tremendous emphasis placed on HR practitioners becoming strategic business partners and being a value-added source within organizations. Traditionally, HR professionals could talk...
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...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...
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...Organizational Behavior Terminology and Concepts University of Phoenix MGT307 Organizational Behavior Terminology and Concepts Businesses nowadays frequently support modifications to improve the workplace atmosphere. Though, these modifications frequently cause unnecessary outcomes not anticipated. This leads management and human resources to monitor organizational behavior (OB) in anticipations of reducing unnecessary or unconstructive adjustments in a business. Organizational behavior, organizational learning, diversity, communication, organizational effectiveness, competence, and organizational ethnicity are aspects in a business. These requisites should initially be identified sequentially to build a more accurately professional employment atmosphere organizational behavior is characterized as "the study of individuals and groups in organizations" (Schermerhorn, Hunt, Osborn, 2008, p. 5). ). This description assists individuals in developing an enhanced understanding of organizational behavior that companies apply daily. At Sears organizational behavior assists supervisors in implementing innovative thoughts. This is through monitoring the modifications that should be completed sequentially to accomplish a new creative and flourishing organization. Organizational culture is characterized as the collective set of principles, and standards that increases in a business and steers the actions of its employees. In the company setting, this structure...
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...Human resources policies are a set of practices and procures used to manage interactions between the employer and employee. In general, human resource is primarily focused on employee management, which includes recruitment, hiring, managing, and termination. All companies have human resources policies, as they are typically required by law. In the United States, the Labor Standards Act provides a list of required procedures for all employers. These procedures cover all the major life events for an employee and are mandatory. (Jucious, 1963). There are four generic areas of human resources policies: recruitment, employment standards, discipline, and termination. The Labor Standards Act provides a basic framework, on which all human resource policies are built. The purpose of human resources policy is to clearly communicate the company’s internal procedures, requirements, and consequences. It is worth noting that almost half of all civil lawsuits are a result of a dispute surrounding human resources issues. In recruitment, there are four common human resources policies. When a position is vacant, the length of time applications will be accepted and who can apply is provided in policy. Prioritization of applicants and the granting of preferential status during the application process are common in both union and non-union environments. Non-discriminatory hiring practices based on race, religion, and gender is standard. Checking of references as part of a condition of employment...
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...Organizational behavior is a field of study that investigates the impact individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness. It is important so that the workers can be able to deal with the new workforce and the complications of the environment. In order for this to be accomplished, organizational behavior must possess a set of tools that allow people to understand, analyze and describe behavior in organizations whilst allowing managers to improve, enhance or change work behaviors that individuals, groups and the whole organization can achieve their goals. Learning about organizational behavior in today’s business environment could help managers build up a better work related understanding of themselves and their subsidiary. As the environment of business is always changing, the role of the managers has become more sensitive. In order to know how to handle a new workforce, and deal with the complication of the new environment, the supervisors need to develop their information about attitude and behavior of individuals and groups in organization. It is well known that a manager is a profession where all of the duties are always interrelated. Therefore, it is very important for a manager to understand every kind of attitude aspect in human resource. It is very important for a manager to have a strong skill in managing human resource as human resource is a very vital...
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...STRATEGIC ORGANIZATION Vol 4(2): 201–211 DOI: 10.1177/1476127006064069 Copyright ©2006 Sage Publications (London,Thousand Oaks, CA and New Delhi) http://so.sagepub.com S O ! A P B OX E D I TO R I A L E S S AY S Why managers need an evolutionary theory of organizations Peter J. Richerson University of California–Davis, USA Dwight Collins Presidio School of Management, USA Russell M. Genet Orion Institute, USA Introduction Most observers have agreed that the theory of human behavior derived from the assumption of selfish rationality is inadequate to describe human behavior and human organizations (Rousseau et al., 1998). The issue is what other approach to theory building will provide an adequate theoretical toolkit for human behavior. We argue in this essay that evolutionary theory is the proper foundation for the human sciences, particularly a theory that includes an account of cultural evolution. This theory shows how the limited but real altruistic tendencies of humans arose by tribal-scale group selection on cultural norms followed by coevolutionary responses on the part of our genes. Our tribal social instincts in turn act as a moral hidden hand that makes human organizations possible. We introduce this theory and describe some implications of it for strategy and organization. In effect, managers want to control the cultural evolution of organizations so as to make them perform better. Understanding the tribal roots of our social instincts and the dynamic properties...
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...Organizational Behavior Terminology and Concepts Jane Doe MGT/307 August 22, 2011 John Doe Organizational Behavior Concepts and Terminology Organizational behavior (OB) is characterized in terms of how human behavior impacts organizational effectiveness. The study of organizational behavior involves learning to comprehend, explain, calculate, and even control human behavior in the workplace. The scope of the study of OB encompasses how people behave as individuals, within groups, and within the organizational structure. In addition, according to Robbins and Judge (2009), OB applies the knowledge gained about individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively. Years ago the success on an organization was distinguished by how technologically inclined its managerial staff were. The more technically degreed leaders there were making the decisions, the more credence there was given to the organizations success. This early approach supported a larger degree of management-coordinated functions in which strict standards, work assignments, and technical specialization ruled through stringent chains of command and strict centralized decision-making processes. Never mind the individuals’ ability to use good old-fashioned people skills to drive performance, if revenue was in excess of debt, all was well. However, was all really well is the question. As time evolved, so did the thought process...
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