...------------------------------------------------- Explain the concept of ethics to the organisation and evaluate the factors which could influence organisational ethics. Evaluate the organisational code of ethics to establish if the legal requirements and the needs of stakeholders have been met. ------------------------------------------------- Guideline word count: 700 - 800 words ------------------------------------------------- ------------------------------------------------- A.C. 1.1 - Discuss the concept of ethics in an organisational context Organisations conducting themselves ethically means behaving both fairly and honestly. Organisation need to consider the impact and fairness of their decisions. Ethics in an organisation is about how the organisation conducts itself as it goes about its daily business. Managers and leaders are typically aware of their duties and responsibilities. However ensuring they execute their functions in an ethical manner which demonstrates integrity and honesty is equally or arguably more important. If an organisation behaves ethically then the organisation benefits. The reputation of the organisation or profession can improve, it reduces the risk of misconduct which could damage the organisation’s reputation. Ethical behaviour in an organisation enables the retention of good staff and also attracts the right type of people and enables the recruitment of quality people. If an organisation or profession acts unethically this can result in a lack of...
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...Our Professional Standards The CIPD Profession Map Our Professional Standards Contents Introduction The CIPD Profession Map The design principles and architecture of the Profession Map Bands and transitions Professional areas Professional area definitions 1 Insights, strategy and solutions 2 Leading HR 3 Organisation design 4 Organisation development 5 Resourcing and talent planning 6 Learning and development 7 Performance and reward 8 Employee engagement 9 Employee relations 10 Service delivery and information Behaviours The Profession Map behaviours Curious Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model 2 4–7 4 6 8–46 9 10 14 17 20 23 26 30 33 36 39 42–51 43 44 45 46 47 48 49 50 51 1 Profession Map – Our Professional Standards V2.4 INTRODUCTION Introduction DESIGN AND ARCHITECTURE The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession BANDS AND TRANSITIONS Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research, essentially the CIPD...
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... | | |*The same course can be transferred only as 1 course. | |First Level Modules | | |ACC1006 Accounting Information Systems |International Technology Venturing | |BSP1005 Managerial Economics |TU91.2010 Managerial Economics | |MKT1003 Principles of Marketing |23A00210 Introduction to Marketing (6 ECTS)...
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...IDP Unit 3: Introduction to Organisational Behaviour Learning Outcomes You should be able to explain at least two of the following at the end of the session: • Define organizational behavior (OB). • Explain why managers require knowledge of OB. • Identify the contributions made by major behavioral science disciplines to OB. What is organisational behaviour? • It examines the impact individuals, groups and structure have on behaviour within the organisation, and how that knowledge can be applied in order to achieve the aims and objectives of the organisation (Robbins 2009) ! • An interdisciplinary body of knowledge and field of research which examines how organisations, behaviour of people within organisations, and salient features of their context and environment, evolve and take shape, why all these things happen the way they do, and what purposes they serve (Buchanan and Huczynski 2010) What is an Organisation? • A social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals (Robbins 2009) Features of an organisation • Social arrangements : organisations are often classified as social arrangement with a clear set of objectives of achieving controlled performance in pursuit of collective goals ! • Controlled performance: Organisations must set standards, be able to measure performance, compare actual with standard, and take collective action...
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...Theories to Influence the Behaviour of People in Organizations. In: Business and Management Explain How Managers Can Use Motivation Theories to Influence the Behaviour of People in Organizations. [pic] ===================================================================================== [pic] [pic] [pic] [pic] [pic] [pic] [pic] [pic][pic] [pic] Explain how managers can use motivation theories to influence the behaviour of people in organizations. [pic] Table of Content Page Introduction 4 The meaning of motivation 6 Theories of motivation The Need or Content Theories of motivation Abraham Harold Maslow’s Hierarchy of Needs 8 Douglas Mc Gregor’s Theory X and Theory Y 12 Frederick Herzberg’s Motivator Hygiene Theory 15 David McClelland’s Acquired-Needs Theory 17 The Process or Cognitive Theories of Motivation Victor H. Vroom’s Expectancy Theory (The VIE Theory) 20 The Reinforcement Theory 23 Conclusion 26 Bibliography 28 Introduction Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisations; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand...
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...Table of Contents Question 1 2 Introduction 2 Reactions to frustration 2 Analysis of organisational behaviour 3 Question 2 4 Question 3 5 Introduction 5 What is survivor syndrome? 5 Question 1 Give an overview of the frustration model and how it can be used to analyse organisational behaviour Introduction Frustration occurs when a motivated drive is blocked before a person reaches a desired goal. The barrier may either be overt (outward, or physical) or covert (inward, or mental-socio-psychological). Overt acts might include strikes, work slowdowns, grievances, or lawsuits. Covert acts would include sabotage, secret withholding of output and stealing of organisational property. A smooth progression of the need-driven incentive motivational cycle and fulfilment of one’s expectations do not always occur in reality. There are some difficulties and barriers that do not let a person achieve his goals and so they lead to frustration. The frustration model can be useful in the analysis of not only behaviour in general but also specific aspects of on-the-job behaviour as illustrated by. 12e in the model below F. Luthans (2011), Oganisational Behavior: Need Drive Goal/ (deficiency) (deficiency with direction incentives reduction of with direction) Barrier the drives and fulfilment (1) Overt deficiencies) (2) Covert Frustration Defence mechanisms (1) Aggression (2) Withdrawal (3) Fixation (4) Compromise...
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...Conduct: SAICA, CLASA and SASOL |1.1 Purpose of the Codes: | |All three above-mentioned Codes do have a clear purpose. | |SAICA: |CLASA: |SASOL: | |Professional code of conduct for accountants |Professional code of conduct for “corporate |Organisational code of conduct to employees | |and auditors |lawyers” |of the organisation | |SAICA: This code deals with professional attitudes and behaviour. A profession is distinguished by the following characteristics i.e: | |Mastering a particular intellectual skill | |Acceptance of duties to the society as a whole as well as to client and employer | |An objective outlook | |Rendering personal services to a high standard of conduct and performance | | ...
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...Introduction to business and management J. Timms MN1107, 996D107, 2790107 2011 Undergraduate study in Economics, Management, Finance and the Social Sciences This is an extract from a subject guide for an undergraduate course offered as part of the University of London International Programmes in Economics, Management, Finance and the Social Sciences. Materials for these programmes are developed by academics at the London School of Economics and Political Science (LSE). For more information, see: www.londoninternational.ac.uk This guide was prepared for the University of London International Programmes by: J.N. Timms, BA, MSocSci, Researcher at the Centre for the Study of Global Governance, London School of Economics and Political Science. The 2006 and 2009 editions of this guide were amended and updated by A.E. Benjamin, BSc, MA, Dip Stats, previously at Imperial College Business School. This is one of a series of subject guides published by the University. We regret that due to pressure of work the author is unable to enter into any correspondence relating to, or arising from, the guide. If you have any comments on this subject guide, favourable or unfavourable, please use the form at the back of this guide. University of London International Programmes Publications Office Stewart House 32 Russell Square London WC1B 5DN United Kingdom Website: www.londoninternational.ac.uk Published by: University of London © University of London 2002, reprinted...
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....3 Introduction..................................................................3 5 People Behaviours...................................................3 Conclusion...................................................................4 Bibliography...........................................................................5 Explain the concept of learning organisation. With reference to an organisation of your choice critically evaluate how the five people behaviours to be encouraged in learning organisations, according to Peter Senge, can lead to the attainment of competitive advantage. Introduction: Learning organisation is an organisation that is continually expanding its capacity to create its own future and focuses on continually expanding and nurturing the new ways of thinking for its members (Garcarz, Chambers & Ellis 2003, pg.1). It develops, adapts and transforms itself in response to the needs and aspirations of people (Garcarz, Chambers & Ellis 2003, pg.3). And finally a learning organisation, allows people at all levels, individually and collectively, to continually increase their capacity to produce results they really care about (Garcarz, Chambers & Ellis 2003, pg.3). 5 People Behaviours: BP is a learning organisation, because they know that using knowledge better than their competitors is what can and will allow them to continue to lead the global market. The five disciplines that Peter Senge identified in innovative learning organisations are system...
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...Lecturer: Dr Jose Arturo Garza-Reyes Coursework Assignment No: 1 Assignment Title: Management and Organisational Behaviour Weighting: 50% Issue Date: 6th February 2013 Hand-in Date: 15th March 2013 Introduction Organisations are a fundamental feature of modern societies and the nature and scope of their activities affect millions of people. In this context, the decisions and actions of management in organisations have an increasing impact on individuals, other organisations and the community. It is important, therefore, to understand how organisations function and the pervasive influences which they exercise over the behaviour of people. Learning Outcomes On successful completion of this assignment, the student should be able to: 1. Identify and discuss in depth relevant management and organisational behaviour theory to analyse a business’ external and internal environment and diagnose organisational difficulties in order to generate sustainable recommendations for change. The Brief Compile and write a formal technical report, using an appropriate format and Harvard referencing as indicated in the corresponding tutorial lecture, covering the following: From your own organisation or some other organisation of your choice: 1. Use the open system model reviewed by Mullins (2007) to critically make a general description of it (e.g. in terms of its main aims and objectives;...
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...Introduction This report is built to evaluate the perceptive of organisational structure and culture on business. It embodies various detailed concepts regarding the different approaches of management and leadership. The paper will also present a study on the impact of different leadership styles in organisations. Furthermore, the issue which impact the individual behaviour in an organisation will be present along with the nature of groups and their behaviour within organisations. The paper will also present study on the procedures for developing effective teamwork in an organisations. It will also highlight the factor that encourages the growth of efficient teamwork in organisations. In order to conduct the study, the paper will present the strategies used by Tesco PLC to function in UK and global market. Information for Task 1 The objective for this task is to address and exhibit an understanding of the Organizational structure and culture on businesses. You are required to address the task as specified and research CAPCO or an Organisation with which you are familiar with to address the learning outcomes as specified. Please note that the research, subjective and transferable skills are exhibited by reflecting it to the chosen organization. Answers reflected without reflective practice will be referred LO1. Understand the relationship between organisational structure and culture. 1.1 Compare and contrast different organisational structure and culture Organisational...
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...EMPLOYEE BEHAVIOUR AND MOTIVATION CONTENTS Table of Contents 1.0 Introduction 4 2.0 Employee Behaviour 5 Performance Behaviour 5 Organisational Citizenship 5 Counterproductive Behaviours 5 3.1 Motivation 6 3.1 Motivation Theories 6 Maslow’s Hierarchy of Needs Teory 6 Herzberg’s Two Factor Theory 7 Achievement/Acquired Need Theory 8 4.0 Techniques of Motivation 9 5.0 Conclusion 10 6.0 Annexure 11 7.0 Refernces 12 1.0 INTRODUCTION The purpose of this assignment is to understand the Employee behaviour and how the employee gets motivated. Furthermore, Employee behaviour has changed in many years, for an instance, there are different ways an individual handles and responds to a situation, One Individual can handle the stress situation in a calm and quiet way, but another individual would be having a very difficult time facing the challenge and the stress in a working environment. In this assignment the employee behaviour would be explained and the different types of employee behaviour be covered. With that the individual differences among employees such as personality and attitudes, how it affects their jobs would be explained as well. And in this assignment I will be also talking about the People who are suitable for the job, in other words matching people and jobs and with that how an individual is motivated and what can an organization do to motivate employees like providing attractive incentives, recognition, rewards...
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...UNIT 4 Objectives UNDERSTANDING HUMAN BEHAVIOUR Indian Environment: The Changing Scenario After going through this unit you should be able to understand: • importance of understanding human behaviour. Structure 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 Introduction Models to Understand Human Behaviour Implications for the Organisation Personality Determinants of Personality Type and Trait Approaches to Personality Theories of Personality Importance of Personality Attitudes Attitudes and Organisation Values Socialisation's Influence on Personality, Values and Attitudes Schein Socialisation Model Summary Self-Assessment Questions Further Readings 4.1 INTRODUCTION It is very essential to understand human behaviour in today's world as the existence of the organisation depends op the employees/individuals. Without understanding human behaviour it is very difficult to work in an organisation. In order to understand human behaviour let us see how the perception of human being has changed from time to time. All organisations are composed of individuals, with different personality, attitudes, values, perception, motives, aspirations and abilities. The main reason to understand behaviour is that individuals are different. No two individuals are similar. In the early studies, theories of organisation and management treated people as though they were the same; scientific management was based on the similarities among workers, not the differences...
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...The CIPD Profession Map Our Professional Standards Contents Introduction 2 The CIPD Profession Map 4–7 The design principles and architecture of the Profession Map 4 Bands and transitions 6 Professional areas 8–46 Professional area definitions 9 1 Insights, strategy and solutions 10 2 Leading HR 14 3 Organisation design 17 4 Organisation development 20 5 Resourcing and talent planning 23 6 Learning and development 26 7 Performance and reward 30 8 Employee engagement 33 9 Employee relations 36 39 10 Service delivery and information Behaviours 42–51 The Profession Map behaviours 43 Curious 44 Decisive thinker 45 Skilled influencer 46 Personally credible 47 Collaborative 48 Driven to deliver 49 Courage to challenge 50 Role model 51 1 Profession Map – Our Professional Standards V2.4 Introduction The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession ...
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...The Organisation – Written Report 1.0 Introduction This report will apply Mintzbergs ten roles of a manager to a company called Mag Kitchens and Bathrooms. The organisation deals in the design of kitchens and bathrooms, the selling of kitchen and bathroom appliances and a range of kitchen and bathroom fittings and furnishings and with full fittings of kitchens and bathrooms. The report is breaks down Mintzbergs ten roles into three sections: Interpersonal roles; these will deal with relations between the manager and other individuals. Informational roles; these will relate to the way the manager communicates information to others and how it is sourced. Decisional roles; these involve the managers need to make strategic organisational decisions. 2.0 Discussion 2.1 Interpersonal Roles 2.1.1 Figurehead Role – In this case the manager symbolises Mag Kitchens and Bathrooms. He represents Mag K&B in matters of formality. For example, he signs documentation allowing the purchase of new stock, such as new bathroom suite ranges that have only just been released into the market. He participates in meetings with the sales representatives and other members of staff in order to give insight and receive it. He also provides his staff with a link to those above him, through him. 2.1.2 Leader Role – According to Mullins (2010) the leader role is among the most significant of roles. It is the responsibility of the manager to make sure that Mag K&B is sufficiently staffed. This...
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