...Organizational Behavior Larry Fulse AJS /534 October 5, 2015 Donald Savell The purposes of this paper to describe what I believe are important elements of organizational behavior and how these elements can challenge the effectiveness of a private security agency. “Organizational Behavior is the study and application of knowledge about how people, individuals, and group act in organizations. It does this by taking a system approach. That is it interprets people – organization relationships in terms of the whole person, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives” (Scribd, 2013). In the criminal justice system and private security agency establish important matter with an effective organizational behavior to operate their job duties correctly. In private security agency their ultimate objective and goals is to target organization to satisfy a customers, need, want, and demand in a successful matter. Private security have these combine elements to build framework or model to the company to organize and operate from. Manager in the company to help him or her on making decision, direct attitude of employees, allocating resources, perform range of activities, and replacing institution with systematic study. Private security agency manager and supervisor achieve his or her goals by communicating any human behavior work using common language...
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...successful performance (Belcourt & McBey 86). Furthermore, critical incidents technique, one of the five well-known techniques, was used. The result of the job analysis has presented a new job description (JD) that better reflects my current tasks and duties, and provides specific guidance on how to perform the job in accordance with the organizational strategy (Belcourt & McBey 87). The 5-step job analysis was used to review my current position as a way to ensure high performance and contribution to the goals of the business: 1. Given that my position is central and critical (only HR member based in Erbil, Iraq), the analysis was carried out immediately. 2. The chosen methods to analyze was a combination of the following: a. Journals and Diaries: during Q2 of 2015, all my job activities were noted on a daily basis in addition to the length of time required for each. b. Current JDs and Specifications: in reviewing a previous/current JD for my job, it was clear that the scope of work has evolved and widened. For example: i. The current JD did not have any reportees. However, the company drivers as well the Business Coordinator are reporting to me. ii. The previous scope of tasks and duties did not include Facilities. However, with a recent restructuring of the organization the office, guesthouse and vehicle management falls...
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...philosophy dealing with moral duty and with questions of what is good and bad 2) the rules of moral behavior governing an individual or a group. Ethics is also defined by USDA in their Code of Conduct as rules or standard for governing the relations between people to benefit all concerned, with mutual respect for the needs and wants of all parties involved. According to Cochrane, Alasdair (2006), Environmental ethics mainly concerns human beings’ ethical relationship with the environment. It is theory and practice about appropriate concern for, values in, and duties regarding the natural world (Rolston III, 2003). Pollution is a big problem in every country nowadays. It is one of the by-product of what we so called economic progress. Along with economic prosperity, individualistic ethics have encouraged some ruthless behavior towards the environment for example, American cowboys who killed the native people, raped the land, and nearly extinguished the bison, this is the behavior of humans towards the environment (Kristin, 1991). Humans badly needed resources coming from the environment, they need to be healthy. Health, however, is not simply a matter of biology from the skin-in. Environmental health, from the skin-out, is equally as important. It is hard to have a healthy culture on a sick environment. Environmental ethics, by this account, is founded on what we can call a human right to nature. The World Commission on Environment and Development claims: All human beings have the fundamental...
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...within the functional area of business. The areas I will be discussing will be Human Resource (HR) Management and Leadership. In the functional area of human resources, an effective leader or manager plays a very important role in ensuring smooth and efficient functioning of the HR department. In today's times, human resource management is not just considered a routine function, but an integral element of the strategic plan of an organization. HR managers and leaders are extensively involved during the strategic planning stage. An effective HR leader or manager ensures smooth and efficient alignment between the HR strategy and overall corporate strategy. He or she ensures that the goals of the HR department are well aligned with corporate philosophy, mission, vision and goals of the organization. The manager or leader has to display strong leadership skills for ensuring smooth integration of the HR department's strategies and action plans with other departments or functional areas of the organization. HR department deals with the most important asset of an organization, ie, human resources. Hence, an effective leader is required to lead this department because such a leader can lead the employees of the organization in the right direction. HR managers and leaders should display strong leadership skills in order to guide and motivate employees in the organization. Human resource management includes recruitment and selection of appropriate staff and management...
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...Organizational Behavior Paper Maria Torres AJS/512 November 10, 2013 Steven Cook Organizational Behavior Paper The purposes of this paper to describe what I believe are important elements of organizational behavior and how these elements can challenge the effectiveness of a private security agency. “Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is it interprets people- organization relationships in terms of the whole person, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives” (Scribd, 2013). Organizational Behavior Paper In the criminal justice system and private security agency establish important matter with an effective organizational behavior to operate their job duties correctly. In private security agency their ultimate objective and goals is to target organization to satisfy a customers, need, want, and demand in a successful matter. Private security have these combine elements to build framework or model to the company to organize and operate from. Managers in private security have organizational behavior in the company to help him or her on making decision, direct attitude of employees, allocating resources, perform range of activities, and replacing institution with systematic...
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...LAM Consulting Ethics Program LAM Consulting has a Values-Based Code of Conduct. This is a protocol for everyone at LAM Consulting. Each individual is accountable for following the protocol and should always attempt to deal with issues immediately and professionally. Overview Any individual who experiences or observes inappropriate behavior in the workplace is authorized to address these behaviors that do not align with the LAM Consulting Values-Based Code of Conduct. LAM Consulting has a review board consisting of owners, managers, and employees that will have monthly meetings to go over the present ethics training. These audit team members will discuss whether the current program is in compliance with current laws and regulations. The audit team will assess whether the program is being administered correctly to current new hires. The team will then discuss possible options for enhancing the current program with new ideas. Any employee that is not appointed to the audit team can voice their ideas in written format to their manager. Remember R E S P E C T · Responsibility. Be responsible for your own actions. · Etiquette. Be polite and considerate while demonstrating awareness and acceptance of diversity. · Support. Take pride in your co-workers effort and ensure they have the support of others. · Professionalism. Adhere to the values and policies, and professional and regulatory standards and practices. · Education. Take the initiative to...
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...Professor Name Professional Development Plan A professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development ("Duke Human Resources", 2013). The following paper includes a professional development plan based in a team A. This plan addresses the characteristics of the team and the manager. Also, this plan determines the needs of the team and is a tool for members to assess their skills, strengths, areas needing improvement, and the resources needed to help them reach their career goals. To create a professional development plan is important to identify the necessary resources and skills to support the team member’s career and the organizational goals. In this case, before create the plan; the manager and the team member accomplished an assessment to analyze the strengths, weakness and skills for each member including the manager. The assessment also provides the characteristics of each team member, with that information is more accessible create a professional development plan, in addition knowing the team member’s skills is more assertive assign the correct duty to each member. To prepare a professional development plan, as a manager, is imperative doing an individual plan too. "To maximize your professional development opportunities, it is important to set goals, plan for and seek professional development opportunities,...
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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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...defects, suggesting that it made possible the development of valid and unbiased predictors of performance. Competency is the combination of someone’s abilities, skills, knowledge, values and interest. Knowledge is defined variously as expertise, and skills are the practice of understanding through experience and education. So, competency based job analysis become one of the vital factors in today’s HR practices in modern organizations. Competency-based job analysis means describing a particular job in terms of the measurable, observable and behavioral competencies that an employee doing the job must exhibit to the job perfectly. DISCUSSIONS Job analysis Job analysis is the basic and important part of human resource management. It is a term used by human resource managers for the processes of collecting information related to job contents. It is conducted after workforce analysis and availability analysis. It also indicates what activities and accountabilities the job entails. It is an accurate recording of the activities involved. Every job is multifaceted and there are several methods in preparing job analysis. Most organizations prepare job analysis, statements of performance and expectations of employee at floor and at the managerial level. A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities. Job analysis serves two critical functions...
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...Challenges of Human Resource Managers In a time of increasing globalization, economic rationalization, competitiveness, deregulation, technological revolution and changing workforce there is an increasing need for human resource management to be able to capitalize and gain on the challenges that this changing environment will bring. For a company to be able to successfully stay ahead of its competition, human resource management has to be seen as a significant contributor within the company. Human resource management will face many challenges and will operate in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the capacity to develop and utilize a new set of competencies to fulfill the changing roles and the ability to move to a strategic human resource. In this assignment I will outline how each of these areas have developed to become two of the most important changes for Human Resource Managers and why I believe they are critical to the success of an organization. Strategic Human Resource Management The literature on the changing role of human resource management stresses the requirement to move from an administrative support function, or the more traditional human resource operational management model, to a strategic and facilitative role. To sustain the transformation of the human resource functions to a Strategic Human Resource Management model; it will require human resource professionals...
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...The Individual Differences Within An Organization Case Study The behavior of humans is the interaction between two or more persons. Inside the organization and outside it. The personal behavior is the action between two or more persons. It is important to build and maintain any type of relationship in the world. When we look at interpersonal behavior in the workplace, we see it a little more complicated. The Interpersonal behavior effects on the relationships between managers and workers, the manager and supervisor, and even worker and customer. The personal relationships are important in a person career and profession success. The Positive relationships can lead to successful work performance and make a great achievement. One of the most main components of the human resource is a good understanding of human needs it is directly connected to the motivation. And in order to motivate the employees the organization needs to identify the needs of their employees. The management should look for ways in order to motivate the employees to work harder and better, to make them more productive, effective, and be more efficient. The organizations must understand that the employees need to be motivated in their jobs and there is a need for them to be provided with more responsibilities at work. "It is useful in an understanding of the human resource frame, specific motivation, because it presents an idea on how it will be possible for managers to create a culture of encouragement, in which...
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...Human Resource Management Human Resource Management Job Analysis Looking over the previously submitted job analysis I would not change anything. The job analysis is vital in order to assure that all aspects are determined before anyone is recruited selected and hired in order to assure the best fit for the company and also the employee. In order to do so KSA’s and task statements have to be evaluated. The steps for identifying and then formulating the job analysis include gathering information, identifying critical job duties, documenting rating criteria, and linking job tasks to specific KSAs and/or competencies. Not only is it important to identify job duties, skills, and knowledge, but also the human requirements since this is a very vital point in assuring the job analysis is formulated in accordance with what kind of employee is sought after. In addition the job analysis will be helpful in appraisal of employee performance and job evaluation, such as pay increases and/or bonuses and also will give the organization indicators if additional training is needed. Job Ad A job advertisement would be the next step after the job analysis has been formulated in order to start the recruitment process. The job ad should include relevant information in accordance with the previously created job analysis. The media at which recruitment will take place should be also identified in order to give the most available coverage. Many different venues can be utilized such as the...
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...report must include an attestation report from a registered public accounting firm. The executive officers and the board of directors Wilson 2 of LBJ Company are responsible for implementing and maintaining effective internal controls. Furthermore, the executive officers and board of directors of publicly traded companies must attest to the adequacy of the internal controls of the company. Failure to comply with the standards of SOX subjects LBJ Company, along with the executive officers and board of directors to severe penalties of fines and imprisonment. The five principles of internal control are the following: * Establishment of Responsibility * Segregation of Duties * Documentation Procedures * Physical Controls * Independent Internal Verification * Human Resource Controls The accountant’s decision to start using pre-numbered invoices is an important component of the Documentation Procedures of Internal Control. Pre-numbered documents helps to ensure a transaction has not been omitted, as well as ensuring that the transaction has not been recorded more than once. We recommend the use of indelible ink to print checks, which is a form of physical control much like the accountant’s decision to lock the checks in a safe over...
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...people working for them; people that are trained, disciplined and dedicated. That’s where human resources come into place. This particular division is responsible for motivating, recognizing, and training the right people for the job. All companies have some sort of strategy that must be formed in order to reach these short term and long term goals and it involves managers at all organizational levels. When it comes to Hotel Paris, a human resources management system was created to help Hotel Paris achieve its strategic goals. Hotel Paris (International) started in 1990 in the suburbs of Paris. It now consists of nine hotels located in France, London, Rome, New York, Miami, Washington, Chicago, and Los Angeles. One of the main strategies is to expand geographically, provide excellent service, and improve their reputation which would lead to satisfied guests and the ability to expand. So, with approval from the top management team and board of directors, they decide: “The Hotel Paris International will use superior guest services to differentiate the Hotel Paris properties, and do thereby increase the length of stays and the return rate of guests, and thus boost revenues and profitability.” Now with the strategy put in place, Lisa Cruz, HR manager, must now figure out a way to implement this strategy in order to achieve their goal by eliciting the required employee behaviors and competencies through job description, new recruitment process, and testing. ...
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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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