...Organizational Culture Inventory Organizational Culture Inventory The organization that I selected was my own company, ABC Pharmaceutical (the name of the company has been changed for this project). ABC is an organization with a long history of pharmaceutical innovation and excellence. World’s largest biomedical and pharmaceutical company, established in 1849, headquartered in New York. The company markets around 60 pharmaceutical products with 90,000 employees worldwide. ABC has a culture that breeds achievements and focuses on core values like Integrity, Innovation, Customer focus, Collaboration, Leadership, Performance, and Respect for people. Company’s mission statement is “We will become most valued company to patients, customers, colleagues, investors, business partners and communities where we work and live.” Current Culture Organizational culture is system of shared actions, values and beliefs that guides the thinking and behavior of the members of the organization. Organizational culture is often called “the character of the organization”, since it embodies the vision of the company. The value of the culture influences the ethical standard within the organization as well as employee behavior. As per the OCI survey the organization has Aggressive/Defensive culture that encourages members to be competent, controlled, and superior. These organizations tend to place little value on people and include cultural norms that reflect expectations for members to approach...
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...Poverty is unnecessary * Muhammad Yunus A big idea sometimes starts out small. In 1974, after earning his Ph.D. in the U.S., Muhammad Yunus was teaching economics at Bangladesh's Chittagong University. As the founder of Grameen Bank and the pioneer of microcredit, Muhammad Yunus has transformed the third world with his visionary leadership. Microcredit is the innovative banking program that provides poor individuals with small loans so that they in turn can become agents of change by launching their own businesses and beginning to address the issue of poverty within their communities. Mohammed Yunus as a visionary: Muhummad Yunus believes that poverty can totally be conquered in his lifetime is the right approach is adopted. This viewpoint is based on his belief that the inherent ability of the poor can be unleashed once they are given the opportunity to help themselves (muhammadyunus.org). His dream of addressing poverty through an economic development lens became a reality with the establishment of Gramee Bank in Bangladesh, which recognized that credit without collateral is a fundamental right of the poor. Grameen Bank was a grand success and has been widely replicated all over the world. Yunus was awarded the Nobel Peace Prize in 2006 for his transformative work in micro-financing. Mohammed Yunus as a Transformational leader; Dr. Yunus’s transformational move, said Sen. Durbin, was to involve himself personally in the battle against poverty in Bangladesh....
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...OB Seminar 12: Managing Change & Stress • • • • Team Discussion on Case Study Team Presentation Reflection & Experiential Exercise Lesson 12 (Chapter 18) 1 Case study on Lynn Tilton’s leadership (p. 389) 1. Use Table 16-2 to evaluate the extent to which Lynn Tilton displayed the characteristics associated with being a good leader and good manager. 2 Case study on Lynn Tilton’s leadership (p. 389) 2. Which different positive and negative leadership traits and styles were displayed by Tilton? Cite examples. 3 Case study on Lynn Tilton’s leadership (p. 389) 3. To what extent does Tilton display situational approaches toward leadership? Explain. 4 Case study on Lynn Tilton’s leadership (p. 389) 4. Which of the four types of transformational leadership behavior were displayed by Tilton? Provide examples. 5 Case study on Lynn Tilton’s leadership (p. 389) 5. Would you like to work for Lynn Tilton? Explain why or why not. 6 Case study on Lynn Tilton’s leadership (p. 389) 6. What did you learn about leadership from this case? 7 Ch. 18 Learning Objectives 1. Discuss the external and internal forces that create the need for organizational change. 2. Describe Lewin’s change model and the systems model of change. 3. Discuss Kotter’s eight steps for leading organizational change. 4. Define organizational development and explain the OD process. 5. Explain the dynamic model of resistance to change. 18-8 Ch. 18 Learning Objectives ...
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...Course Project Petrofac Logistics Performance Course Instructor GM591 - Leadership and Organizational Behavior John Drabouski Student Mohamed Fadel Bouledroua bouledroua@gmail.com February 2012 Introduction Petrofac is an international provider of integrated facilities solutions to the oil and gas production and processing industries. Some key facts about Petrofac: More than 14,500 employees and 27 offices worldwide. Seven business units providing life of asset solutions; from design to decommissioning. Quoted on the London Stock Exchange and a constituent of the FTSE 100 Index. 2010 Revenue of US$4,354m and Net profit of US$557.8m. Its business unit, Petrofac Engineering & Construction (E&C) based at Sharjah UAE, provides engineering & construction services from concept and feasibility studies through to detailed design and full project execution tailored to meet both the project and the customers’ requirements. Petrofac E&C can provide tailored and integrated engineering; procurement and construction (EPC) project delivery solutions. As part of its integrated EPC project implementation capability, Petrofac E&C provides: Health, safety, security and environmental management. Comprehensive quality assurance and control Project management Detailed design and engineering Procurement including inspection and logistics of all project materials and equipment Pre-fabrication and onsite construction Commissioning...
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...Executive |Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy theory. The organizational example is that of a robotics’ manufacturing firm. Leadership and management includes trait theory of leadership, leader behavior theories which focuses on the Michigan Studies and The Ohio state studies and contingency theories of leadership which includes Fiedler’s Contingency theory and the |Path – Goal theory of leadership. This is followed by the fourteen principles of management. The organizational example is that of Continental |Airlines. Lastly, there are three models mentioned under human resource management, the Harvard model, the Michigan model and the Fombrun, Tichy and Devanna model. The organizational example is that of a laundry company called Kwik & Kleen. Table of contents Introduction ………………………………………………………………..Page 1 1. Motivation ………………………………………………………....Page 1 • Maslow’s Hierachy of Needs ……………………………………...Page 1 • Herzberg’s Motivation-Hygiene...
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...Relatively identifiable boundary – clear delineation to distinguish members from non-members Achieve a common set of goals- what cannot be attained individually, company mission statement DEFINITION BY STEPHEN P .ROBBINS OB is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge towards improving an organization’s effectiveness. MANAGEMENT FUNCTIONS P O S D C The most widely accepted functions of management given by KOONTZ and O’DONNEL i.e.Planning, Organizing, Staffing, Directing and Controlling. MANAGEMENT FUNCTIONS FUNCTIONS Plan- According to KOONTZ, “Planning is deciding in advance - what to do, when to do & how to do. It bridges the gap from where we are & where we want to be”. A Future course of Action-Business Plan. Organize-to organize reporting relationships. Land,labour,capital,organizational structure, To organize a business involves determining & providing human and non-human resources to the organizational structure. Staffing - Manpower Planning , Recruitment, selection & placement, Training& development. Compensation&benefits,Performance appraisal, Promotions & transfer. Directing - Supervision,Motivation,Leadership,Communication Controlling -Establishment of standard performance. Measurement of actual...
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... Organizational Behavior in the perspective of management in Bangladeshi Organization. A study on BANK ASIA LIMITED Prepared for Cource Teacher of Human and Organizational Behavior (HRM-501) Prepared by Sajjad Mahmud Sajed Topic : Organizational Behavior in the perspective of management in Bangladeshi Organization. Purpose : This report is prepared as a partial fulfillment of Human and Organizational Behavior (HRM-501) course assigned by Mr. Asaduzzaman Chowdhury, Course Teacher, The University of Asia Pacific. Objective : To study a labor intensive Bangladeshi organization, find out and give a general idea about OB model, Leadership, Participation, Formation of informal groups, Conflict, Stress at work place etc within that organization. Date: FEBRUARY 26 2007 To The Managing Director Bank Asia Limited Rangs Bhaban (4th Floor) Bijoy Soroni Dhaka Dear Madum, We are the student of BBA of The University of Asia Pacific. For the partial fulfillment of Human and Organizational Behavior course, we have to prepare and submit a report on Organizational Behavior in the perspective of management in Bangladeshi organization. So, we have to visit an organization and collect information from the management of that organization. We selected your organization, Bank Asia Limited Therefore, we are requesting you...
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...“GE’s GLOBAL VIRTUAL TEAM WANTS TO REAP THE WIND” |MODULE M 5 CREATING HIGH PERFORMANCE PROJECT AND PROCESS TEAMS | |OB in Action Case Study 1. Executive Summary OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. PART A 1. Question 1 A definition of groups and teams is contrasted within the views of three current authors in this report to provide a model for understanding the nature of groups and teams in organisations. It begins by defining the various types of groups and teams, reasons for their formation, and characteristics of groups and teams, a summary of objectives is defined. OBJECTIVES : 1. Describe the various groups in organisations 2. Stages of group development 3. Characteristics of effective work groups 4. Describing various teams that exist in organisations 5. Characteristics of effective teams Differences of the above objectives between the three authors will be clarified to determine an understanding of how each author arrives at concluding how groups and teams serve organisations. Authors: Stephen P. Robbins, Timothy A. Judge; Gibson, Ivancevich, Donnely, Konopaske; Andrew J. DuBrin. OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. VARIOUS GROUPS IN ORGANISATIONS P. Robbins, A. Judge define groups as two or more individuals, interacting and interdependent who come together to achieve particular...
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...REAP THE WIND” |MODULE M 5 CREATING HIGH PERFORMANCE PROJECT AND PROCESS TEAMS | |OB in Action Case Study 1. Executive Summary General Electric Co is setting out to apply considerable financial and technological innovation to the field of wind energy. James Lyons in charge of sourcing talent from around the world has the task of forming a team that is culturally diverse and innovative enough to design and research new techniques for developing alternative methods of harnessing wind energy. In question within this case study is the application of teamwork competencies to maximise efficiency and effectiveness in achieving specific outcomes for developing solutions. Different methods of effective group performance are discussed and elaborated upon as well as the interaction of the leader in establishing guiding principles in getting results. Contrasted within this report are the views and opinions of 3 different authors in defining group and teams within organizational behaviour, describing the various groups found in organizations, stages of group development, characteristics of effective work groups and teams. Factors that may be attributed to possible failure and the various contingency factors that have a direct relationship to a leader’s behaviour in particular to achieving specific outcomes are also discussed. OB in Action Case Study GE’s Global Virtual Team Wants to Reap the Wind. ...
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...The Importance of Interpersonal Skills * Understanding OB helps determine manager effectiveness * Technical and quantitative skills important * But leadership and communication skills are CRITICAL * Organizational benefits of skilled managers * Lower turnover of quality employees * Higher quality applications for recruitment * Better financial performance What Managers Do * They get things done through other people. * Management Activities: * Make decisions * Allocate resources * Direct activities of others to attain goals * Work in an organization * A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Four Management Functions * PLAN: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. * ORGANIZE: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. * LEAD: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. * CONTROL: Monitoring performance, comparing actual performance with previously set goals, and correcting any deviation. Mintzberg’s Managerial Roles Ten roles in three groups (Exhibit 1-1) * Interpersonal * Figurehead, Leader...
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...objectives for this assignment are to: • research and analyse the application of specific organizational behavior (OB) topics in a practical “real-life” work setting • demonstrate the ability to analyse specific OB issues and link them to applicable OB theory • practice OB organizational analysis interviewing skills and appropriate behaviors; and • prepare and present OB analysis documentation. The specific task is to: • select an organization and arrange an interview with someone in a managerial position • discuss with the interviewee ten (10) specific OB topics; and • prepare and present an OB organizational analysis document summarizing your findings, and most specifically, an analysis of your findings. General Instructions 1. When arranging the interview, and developing your interview questions, be realistic as to how much time you require. Providing the interview questions to the interviewee ahead of time is likely to be appreciated. Address only the required ten (10) topics; and include only these in your analysis report. This analysis report is the assignment. 2. There are no page requirements for the analysis report. Keep it as short as possible. Edit carefully. Marks are allocated for the thoroughness of coverage of the ten required topics listed below, and their analysis – linkages to appropriate OB theory; linkages to the text. It is not enough to just describe the happenings in the organization, or the responses...
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...Understanding Organizational Behavior through its Different Fields By: Edgar Joel Aboy, BBM-MBA, 2nd Trimester, 2015-2016 Keywords: Fields of Organizational Behavior, Leadership and Managerial Skills, Contemporary Organizational Behavior In an Organization, the everyday life of an employee is like a rollercoaster ride considering the different factors and the multi-faceted fast-paced interaction that happens every day. An employee is faced with different culture as organizations now usually employs not just locals but foreign nationals as well. Given the difference in culture, pressure to co-exist and the perceived differences will take its toll at some point. Organizational Behavior (OB) as defined in the book, An Introduction to Organizational...
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...Autumn 15-16 Course Schedule Monday/Friday Class Sect OB 372 01 Tuesday/Thursday Class GSBGEN 566 GSBGEN 566 Sect 01 02 Tuesday/Thursday Class Sect STRAMGT 353 01 STRAMGT 353 02 STRAMGT 355 01 STRAMGT 510 01 STRAMGT 510 02 Tuesday/Thursday Class FINANCE 319 FINANCE 329 Sect 01 01 STRAMGT 355 02 Tuesday/Thursday Class Sect STRAMGT 353 03 Tuesday/Thursday Class OB 363 Sect 01 Mid-Morning Class Nbr Units Title HIGH PERFORMANCE 27305 4 LEADERSHIP Instructors Times Location David Bradford 10:00 AM - 11:45 AM Instructors Mark Leslie, Peter Levine Mark Leslie, Peter Levine Times Location 08:00 AM - 09:45 AM* 08:00 AM - 09:45 AM^ Instructors Jim Ellis, Jeffrey Chambers, Michael Child Times Mark Leslie, Kirk Bowman 10:00 AM - 11:45 AM Joel Peterson 10:00 AM - 11:45 AM H. Grousbeck 10:00 AM - 11:45 AM* H. Grousbeck 10:00 AM - 11:45 AM^ Instructors Jack McDonald Jack McDonald Times 01:30 PM - 02:50 PM 01:30 PM - 02:50 PM Peter Kelly 01:30 PM - 02:50 PM Instructors Times Robert Siegel, Scott Brady 04:30 PM - 06:15 PM Morning Class Nbr Units Title 27315 2 REAL-LIFE ETHICS 27316 2 REAL-LIFE ETHICS Mid-Morning Class Nbr Units Title ENTRE: FORMATION NEW 27325 4 VENTURES ENTRE: FORMATION NEW 27326 4 VENTURES MANAGING GROWING 27303 4 ENTERPRISES CONVERSATIONS IN 27296 2 MANAGEMENT CONVERSATIONS IN 27297 ...
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...human behavior in corporate and other organizations, styles of motivations, personality and perceptions, company leadership, power and authority, strategies of organizational design and change, teamwork, conflict and collaboration, and culture. Organizational Behavior explores individual and group behavior within work organizations and helps students understand, describe, and explain human behavior at work. Course Objective: The course shall be completed in 33 sessions and after completing the course the student will be able to: * Apply and analyze different concepts related to organizational behavior * Define the purpose and nature of the field of organizational behavior * Understand and learn how to Manage individuals for high performance by developing your understanding of individual and interpersonal behavior * Understand and learn how to manage groups for high performance through an exposure to theories, concepts, and principles of OB Prescribed Textbook: Organizational Behavior, Stephen P Robbins,Timothy Judge and Neharika Vohra 14e, Pearson. S.No. | Topic | Case | No. of Session | Concepts covered | 1 | Management Thought and OB: Definition of Management, Approaches to Management: Classical, Behavioral, Management Principles of Taylor, Weber, Fayol; Hawthorne Studies, fields contributing to OB, Managers’ roles and functions, OB in the context of globalization, workforce...
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...Table of Contents Introduction………………………………………………………………….……2 Discussion…………………………………………………………………….……7 Examining Apple Inc……………………………………………………….….…8 The Organizational Behavior (OB) of Apple Inc………………………….….....8 The Organizational Development (OD) of Apple Inc…………………….……..9 The Organizational Effectiveness (OE) of Apple Inc……………………………9 Effects of Conflict on the OB, OD, and OE of Apple Inc…………………...…..10 Benefits and Weaknesses of Motivation used by Apple Inc…………………..…11 Impact of Culture, Leadership Style and Motivational Style in the Firm………11 Recommendations………………………………………………………..………13 Conclusion…………………………………………………………………..……14 Bibliography…………………………………………………………………...…15 References………………………………………………………………...………17 THE IMPACT OF ORGANIZATIONAL BEHAVIOR ON ORGANIZATIONAL DEVELOPMENT AND EFFECTIVENESS Introduction Organizational behavior (OB) is the study of activity as well as the performance of an individual or as a group in an organization. It is concerned with examining human behavior in an environment of work and determining the impact of these human behaviors on the structure of job, communication, leadership and performance. It consists of two theories which show how firms view it, namely: internal perspective and external perspective. Internal perspective theory of organizational behavior embraces the idea of first understanding the personal values, feelings and thoughts of a person so as to apprehend the individual in a company...
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