...workplace environment, Human Resources Managers and leadership are being forced to evaluate the current climate of the workforce environment to accommodate organizational culture. Organizational culture is defined as “the customs, rituals, and values shared by the members of an organization that have to be accepted by new members.” (Collins English Dictionary, 2012 Digital Edition) Organizational culture has always played a significant role in human resource functions. However, with staff from varying background being hired, organizational cultural sensitivities have come to the forefront of how human resources manage developing issues. The workplace has become a melting pot of diversity on a global scale. Employees from varying backgrounds infuse many companies around the world by bringing different values and customs to the workplace. This infusion has created a utopia for potential issues which may arise for the human resources department throughout many companies whose makeup is extremely diverse. In addition, organizational culture is leading to the outward perception of the companies’ culture. (Tharp, 2009) Strategic human resource management of organizational culture warrants creativity in managing/handling potential and current employees. Human resource management must first be aware of the impacts of the companies’ culture on the employees and clients. Secondly, they must be competent in explaining to the employees, how their values impact and reflect...
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...HR3010 Assignment 1: Literature Review What is the influence of 4 dimensions of Corporate Culture on Organizational Commitment on Organizational Commitment? Table of Content Introduction 3 Training and development 4 Teamwork 5 Employee/Organizational Communication 6 Emphasis on Reward 7 Corporate culture and organizational commitment 8 References 9 Introduction The employee attitude on organizational commitment has changed nowadays; they would no longer want to stay with a particular company for their whole working life. In the past, employees might be happy to remain in the organization where it could provide good job security. However, the competitive pressure from their competitors has made many organizations reluctant to focus on downsizing, restructuring therefore created less job security provided to employees. Many employees considered that their organization has broken the secure organizational bond and unhappiness might bring employees to tend to begin their new job search. With the idea of finding a new job, employees therefore might demotivate with their current job and underperform in the organization. It will become a huge issue for the organization to achieve their objectives as no organizations in fact, can survive in today’s competitive world unless their employees work effectively and are committed to the organization’s goals. Hence, organizations have no choice but have to consider maintaining their employees, especially...
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...to Emergency Management John C. Pine is the Director of the Disaster Science and Management, Professor-Research with the Department of Environmental Studies and Interim Chair of the Department of Geography and Anthropology at Louisiana State University in Baton Rouge, LA. (225) 578-1075 Email: jpine@lsu.edu httt://www.risk.lsu.edu Abstract This chapter takes a look at the impact that management theory and how the basic functions and practice of management as well as the role of the manager and approaches to management have contributed to the practice of emergency management. Current views of management theory stress the changing nature of the external environment and the need to understand and address these external forces for change. The contribution and role of systems theory and contingency theory to the emergency management process is stressed. Although some might view that we do not manage disasters, there is an overlap between the contribution of management theory and emergency management. Management theory stresses the need for effective planning to ensure that organizational goals are obtained. Emergency and crisis management emphasize that effective emergency response and recovery is based on good planning. Building sustainable organizations and communities is a common goal of both management and emergency management. Management and disaster-related issues and concerns along with strategies to improve emergency management practice from the field of management...
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...knowledge of global market and financial expertise and offer products and services in corporate banking, Private banking, personal banking and enterprise banking. 1.2 Research title, questions and research objectives. The proposed research title chosen for this project is “Analysis and review of organizational environment at DBS”. This project would outline the following objectives: i) Outline the influence of organizational environment on the company. ii) The role of organizational environment on company’s growth process. iii) Review the impact of change in organizational environment. 1.3 Research Rationale. Firstly, cross cultural management and managing change is becoming increasingly important in today’s world where company’s trying to expand globally are associating people, organization and countries together and this is where management across culture comes into play. The main concern for an organization is its environment as it exerts variety of pressures on organization and managers. This pressure’s would influence the organizations global strategy, organizational design, control and decision making process and organizational culture. A change in organizations environment could jeopardize and increase concerns about the company’s future. DBS is a...
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...KULLIYYAH OF ENGINEERING ENGINEERING MANAGEMENT TOPIC 2: Perception and its impact on communication, power and politics in organizations Introduction Organizations establishment function to fulfill needs of the people. In today’s competitive and yet challenging world, the organizations have to be growth-oriented. Organizations are composed of number of individuals working independently or in teams, and number of such teams makes a department and number of such departments makes an organization. It is a formal structure and all departments have to function in a coordinated manner to achieve the organizational objective [1]. The organization's base rests on management's philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. Perceived Behavioral Control is the individual’s belief concerning how easy or difficult performing the behavior will be. Pertaining to that matter, perception plays a key part in the organization behavior. Thus, factors such as the efficient...
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... 229 Organizational Structure: Influencing Factors and Impact on a Firm Quangyen Tran1,2, Yezhuang Tian1 School of Management, Harbin Institute of Technology, Harbin, China; 2National Economics University, Hanoi, Vietnam. Email: yentq@neu.edu.vn Received November 3rd, 2012; revised December 17th, 2012; accepted January 18th, 2013 Copyright © 2013 Quangyen Tran, Yezhuang Tian. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. 1 ABSTRACT The influence of certain factors on organizational structure has been in researchers’ focus for years, together with their impact on the overall organizational efficiency. Many of these factors are from the environment where traditional view commonly divided into internal and external factors. This paper presents the findings of a study to evaluate the influencing factors and impact on organizational structure of a sample of firms located in Hanoi, Vietnam. Structured questionnaires were administered with respect to these factors. The variables studied were identified from among the factors considered in contingency theory and by incorporating elements of the strategic choice approach. After grouping the variables into two factors (related to external and internal respectively), the results revealed three groups of firms according to how they regarded the impact of these factors...
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...“How Personal Can Ethics Get?” 1. Discuss how personal differences and preference can impact organizational ethics. Personal differences and preference can impact organizational ethics whenever there is a departure between what work ethics are expected to be in place and the actual ethical environment of the organization. If a leader or a leadership team lacks the appropriate ethical intensity and thus fails to highlight the moral importance given to an issue, then the leader’s personal preference will become the ethical compass for the organization. Clearly, while every individual has his/her own perception of work ethics, the organizational culture of professional standards demands that personal differences and preference take a back seat to the organizational ethical well-being especially considering the organizational responsibility to its stakeholders and public image. When personal differences and preference become part of the decision making process, the organizational ethics become diluted thus causing confusion, disbelief, disappointment and even decreased performance among the members of the organization itself. The immediate by-products are the unraveling of the ethical canvas of the organization and the increasing negative social consensus: both of which will eventually erode the organizational ethical foundation and could potentially have a direct impact on diminished product loyalty and market share. The case study “How Personal Can Ethics...
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...Ethics from Personal Decisions to Organizational Procedures Class: BUS512 Organizational Behavior 13th edition Authors: D Hellriegel and J W Solcum, Jr 2008 South-Western, Cengage Learning Abstract There are standards people govern themselves by and expect everyone else to live by. Everyone’s everyday decision are not only actions that affect themselves but everyone else around them. These rules, decisions, and behaviors make up a person’s ethics. Ethics are the morals and beliefs that help to tell the difference between what is right and what is wrong. It is comprised of many things but not solely defined by any of them. Ethics can be learned from religion but if ethics was a religious practice it would be reserved for saints but even atheists practice ethics. Some say ethics comes from how you feel but the truth is feelings are always fluctuating and changing. If your feelings change then you are really acting on your feelings and not your ethics. Ethics is independent of feelings yet dependent on thinking if something is right or wrong. All these cover personal ethics that a person has. When stepping into a work environment there are organized ethics that are placed by the company. Organizational ethics help to align everyone’s ethics under a general atmosphere of what is right and what is wrong. These personal ethics and organizational ethics as well as organizational policies are all under constant evaluation as individuals make choices...
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...usually house offenders that have been sentenced 1year or more. Jails are locally operated and receive individuals awaiting trial, convictions, and or sentencing. The jail population also consists of re-offenders, bond violators, mentally ill, protective custody, just for a few examples. Jails differ from prisons in other ways such as high volume of admissions, with an average length of stay. The research among job satisfaction of correctional officers was provided by two models termed the Importations-Differential Experiences model and the Work Role-Prisonization model (Voorhis, 1991). These two models were previously adapted from a previous study that was done on the impact of race and gender on correctional officer’s orientation. The Importations-Differential Experiences model as concerning “the impact of individual and demographic factors on one’s...
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...ONE Introduction to Organizational Behaviour CHAPTER 1 Study of Organizational Behaviour INTRODUCTION The study of Organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. There are no absolutes in human behaviour. It is the human factor that is contributory to the productivity hence the study of human behaviour is important. Great importance therefore must be attached to the study. Researchers, management practitioners, psychologists, and social scientists must understand the very credentials of an individual, his background, social framework, educational update, impact of social groups and other situational factors on behaviour. Managers under whom an individual is working should be able to explain, predict, evaluate and modify human behaviour that will largely depend upon knowledge, skill and experience of the manager in handling large group of people in diverse situations. Preemptive actions need to be taken for human behaviour forecasting. The value system, emotional intelligence, organizational culture, job design...
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...Emergency Management John C. Pine is the Director of the Disaster Science and Management, Professor-Research with the Department of Environmental Studies and Interim Chair of the Department of Geography and Anthropology at Louisiana State University in Baton Rouge, LA. (225) 578-1075 Email: jpine@lsu.edu httt://www.risk.lsu.edu Abstract This chapter takes a look at the impact that management theory and how the basic functions and practice of management as well as the role of the manager and approaches to management have contributed to the practice of emergency management. Current views of management theory stress the changing nature of the external environment and the need to understand and address these external forces for change. The contribution and role of systems theory and contingency theory to the emergency management process is stressed. Although some might view that we do not manage disasters, there is an overlap between the contribution of management theory and emergency management. Management theory stresses the need for effective planning to ensure that organizational goals are obtained. Emergency and crisis management emphasize that effective emergency response and recovery is based on good planning. Building sustainable organizations and communities is a common goal of both management and emergency management. Management and disaster-related issues and concerns along with strategies to improve emergency management practice from the field of management...
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...THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL by Julie A. Paleen Aronow A Research Paper Submitted in Partial Fulfillment of the Requirements for Master of Science Degree in Training and Development Approved: 4 Semester Credits Dr. Kat Lui The Graduate College University of Wisconsin – Stout May, 2004 ii The Graduate School University of Wisconsin – Stout Menomonie, WI 54751 ABSTRACT Aronow Julie Ann Paleen ________________________________________________________________________ (Last Name) (First) (Middle) THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL ________________________________________________________________________ (Title) Training and Development Dr. Kat Lui May 2004 65 ________________________________________________________________________ (Graduate Major) (Research Advisor) (Month/Year) (No. of Pages) American Psychological Association, 5th Edition ________________________________________________________________________ (Name of Style Manual Used in this Study) The coveted epicenter for the contemporary human resource professional is partnering with other internal business leaders to fulfill the organization’s mission through sound and ethical business principles and human resource practices. Over three decades, the discipline has matured into one that includes transactional practices along side the more sophisticated organizational development...
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...the same goal?, then how important is understanding the behavior of people in an organization? I am convinced that the study of organizational behavior is a tool that will give us a way of understanding human behavior within an organization in a systematic and scientific way. There is no doubt that organizational behavior (which is abbreviated CO) is a field of study that investigates the impact that individuals, groups and structures have on behavior within organizations, in order to apply this knowledge to the improvement of the effectiveness of such organizations. Furthermore, it is a field of study, this statement means that it is a specialty delimited and with a body of knowledge. What are you studying? Studying three determinants of behavior in organizations: individuals, groups and structures. If studying the individual and behave within an organization will be able to analyze the behavior of groups, with greater clarity because groups are composed by individuals who use structures established by the company already rules, procedures, rules to regulate their behavior. If this is the case I am confident that these three components are the key to success to understand organizational behavior and the importance of it for the company. If we understand these three determinants, we will have a clear view of the impact of these in organizational behavior. The CO applies...
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...2.1 STUDIES ON ORGANIZATIONAL CULTURE Baker, (1980) accessible that it can complete the modify by aggressively overriding, using a diversity of strategy to promote the preferred culture and close the cultural gaps. Nevertheless, the management of culture must be suspiciously measured and cautiously undertaken because it may engage some risk since some of the consequences are often surprising. Deal and Kennedy (1982) recommend that the require to modify a culture arises when the organization's advance changes. Culture change is a must when introducing quality principles into an organization because quality represents a new culture, which frequently contradicts the traditional culture that exists within that organization. Bookbinder (1984)...
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...|Student name: Le Thi Huyen Trang |ID:1204040094 |Date: 06/12/2013 | |Tutor: Nguyen Dang Hoang |Tutorial: Tut3FB12 |Word count: 1458 | |Title of report: THE IMPACTS OF MANAGEMENT BY OBJECTIVES ON ORGANIZATIONS | |The two primary articles: | | | |The effects of Management by objectives on performance and satisfaction in a public sector organization. | | | |The influence of Management by objectives on employee performance and organizational | |productivity. | | ...
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