...ASSIGNMENT FRONT SHEET <No.2> Qualification | BTEC Level 5 HND Diploma in Business | Unit number and title | Organisational Behaviour | Assignment due | Slot 25Date: | Assignment submitted | April 11th,2014 | Learner’s name | Le Minh Tam – GH12123 | Assessor name | | Learner declaration:I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. | Learner signature | | Date | April 11th,2014 | Grading grid P3.1 | P3.2 | P3.3 | M1.1 | M1.2 | M2.1 | M2.2 | M3.1 | M3.2 | M3.3 | M3.4 | D1.1 | D1.2 | D2.1 | D2.2 | D3.1 | D3.2 | | | | | | | | | | | | | | | | | | Assignment title | | In this assignment, you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Assessment criteria | Expected evidence | Task no. | Assessor’s Feedback | LO3. Understand ways of using motivational theories in organisations | 3.1 discuss the impact that different leadership styles may have on motivation in organisations in periods of change | * Name and profile of the chosen leaders * Data, examples, stories about the impacts that the leader with his/her leadership styles has on employees’ motivation and business performance. | Task 3.1 | | 3.2 compare the application of different motivational theories within the workplace | * Examples of motivation practices/methods applied by the leaders * Data about the...
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...Introduction Organisational behavior is a subject that covers a wide variety of topics such as, such as motivation, leadership and organizational design- that relate to different aspects of behavior in organizations. Examining these topics has involved incorporating perspectives and insights from a number of disciplines including psychology, economics, sociology and politics.’ (Knights and Willmott, 2007:p.3) Numerous disciplines that explore the complexity and diversity of collective human activity have contributed to the formation and development of OB. Something of this complexity is apparent in the sometimes conflicting purposes and objective embraced by, or attributed to, management and organizations. Given the demanding nature of organizing and managing people, it is not surprising that OB is widely regarded as the foundation of management studies. (Knights and Willmott, 2007:p.3)Within the notion of behavior, including thinking and feeling as well as acting. OB aspires to have relevance for understanding the behavior of people working at all hierarchical levels- from the workers employed part-time or on a casual basis on the shop floor or in the office to the most senior executive. Each is involved in processes of organizing and being organized and managing and being managed. OB should be better to understand how and why people are organized; to identify and assess the likely consequences of making changes; and to introduce changes in ways that anticipate and minimize...
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...ORGINISATIONAL BEVAVIOUR LEADERSHIP 1550811/1 | Organisational Behaviour | November 5, 2015 Contents Introduction 2 DISCUSSION 5 CONCLUSION 6 REFERENCES 7 Introduction 1.0 Eisenhower once said: “Leadership is the art of getting someone else to do something you want done because he wants to do it. “Leadership is the capacity to translate vision into reality.” Warren Bennis. 1.1 Organisational Behavior is the study and understanding of individual and group behaviour and patterns of structure in order to help improve organizational performance and effectiveness. Organisations pay attention to organisational behaviour in an attempt to create a more efficient business organization. Organisational behavior, once it is positive and in the interest of the company will lead to an organisational transformation that should result in organisational development. Organizational development when done for the future success of the company will again begat organizational transformation to improve organisational efficiency. 1.2 Leadership in this regard plays a pivotal role and is the rudder that steers the company in the direction it takes. Leadership in its own right is having a vision and inspiring a team to work together towards the same goal. This involves having to understand the temperaments and talents of each individual and get each person to effectively contribute individually at their best to accomplish the goal of the group. There are different types of leadership styles which...
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...http://www.theguardian.com/books/2013/sep/16/making-happen-goodwin-martin-review Making It Happen: Fred Goodwin, RBS and the Men Who Blew up the British Economy by Iain Martin – review The truth about the collapse of RBS makes shocking reading John Kampfner The Observer, Sunday 15 September 2013 Fred Goodwin: ‘He was obsessed with the executive car fleet. Each vehicle had to be a particular blue called Pantone 281.’ Photograph: Murdo MacLeod Do not read this book if you have high blood pressure. The collapse of RBS; the multibillionpound bailout (courtesy of you and me), and the smug indifference of the guilty men is one of the parables of the ills of contemporary capitalism. Iain Martin tells it brilliantly, mixing furyinducing narrative with an acute eye for the broader conclusion. Of all the many tales about the global financial crash, I have not read a more compelling one. The star of the show, the pantomime villain, is Fred Goodwin, aka Fred the Shred (a nickname he apparently quite liked), a man who made up for his ignorance about the complexities of banking with hubris and bullying. His story (in a nutshell): modest home in Paisley (although not nearly as "salt of the earth" as he would have people believe), trains as accountant, moves into banking, takes over the Clydesdale, is head-hunted for RBS… and the rest is opprobrium. The bank's story (in a nutshell): formed shortly after the acts of union, expands into England to exploit the wealth from empire in the late 19th...
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...TEAM EFFECTIVENESS Besides the basic approach there is now a more applied focus on the impact that teams have on employee behavior, especially the contribution to satisfaction and performance, has also received attention. An overall summary of the way to use teams to enhance satisfaction and performance are as follows: 1. Organizing work around intact groups 2. Having groups charged with selection, training, and rewarding of members 3. Using groups to enforce strong norms for behavior, with group involvement in off the job as well as on the job behavior 4. Distributing resources on a group rather than an individual basis 5. Allowing and perhaps even promoting intergroup rivalry so as to build within-group solidarity Three factors seem to play the major role in determining group effectiveness: Task interdependence (how closely group members work together), outcome interdependence (whether and how group performance is rewarded) and potency as how members belief that the group can be effective. To assess team effectiveness first requires careful specification of criteria. Effective teams are characterized as being dependable, making reliable connections between the parts, and targeting the direction and goals of the organization. This is accomplished when members “buy in,” achieve coordination, have the desired impact, and exhibit the kind of vitality that sustains the organization over time as the environment shifts or changes. Factors that affect the success level of...
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...This article puts into introspection the various aspects of paternalism in the workplace. Moreover, the article sheds light on subjective resistance of paternalism, an issue which hasn’t received much attention in media. The article also discusses certain methods of subjective resistance that were exercised in VaterCorp’s paternalistic workplace. In the end, the author puts forth his views on the causes of resistance at VaterCorp and other companies and whether modern-day paternalism still has beneficial outcomes in terms of employee performance and workplace harmony. Rather than being outdated, the author argues that although paternalism in the workplace still contributes to great benefits in the workplace such as efficiency, success and harmony, examples of intentional or unintentional dissent will always co-exist. And that the potential effects of modern day paternalistic approaches can only be fully understood by studying the causes and modes of resistance. I agree with the methods used at VaterCorp to increase employee motivation and thus efficiency. The founder James Carr was able to turn a stereotypical call centre workplace into an energetic and friendly environment in which motivation and ambition were infused into employees, resulting in greater efficiency whilst dealing with customers. The example of the early years of Wal-Mart can be used to validate this. Sam Walton’s father-like approach in dealing with employees infused the working culture with a sense...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0048-3486.htm PR 38,5 The relationships between team learning activities and team performance Marianne van Woerkom Department of Human Resource Studies, Faculty of Social and Behavioural Sciences, Tilburg University, Tilburg, The Netherlands, and 560 Marcel Croon Tilburg University, Tilburg, The Netherlands Abstract Purpose – The purpose of this paper is to investigate how different team learning activities relate to different types of team performance as rated by team members and managers. Design/methodology/approach – The 624 respondents, working in 88 teams in seven different organizations indicate their perceptions of team learning and their performance ratings of the team. Moreover, managers in the organization are asked to evaluate the team performance. Findings – Team member ratings of effectiveness are positively related to the boundedness and stability of the team and information processing and negatively related to information acquisition. Manager ratings of effectiveness are positively related to boundedness and stability, information processing and information storage and retrieval. Team member ratings of efficiency are positively related to information processing and negatively related to information acquisition. Manager ratings of efficiency are positively related to boundedness and stability and information storage and retrieval. Team member ratings of innovativeness...
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...Establishment of the management corporation Management Corporation is entrusted with the task of managing, administrating and marinating the common elements of a condominium property. It is likely a mini government having the power to impose by-laws and rules for the purpose of regulations and management t of common elements. Upon the registration of the Deed of declaration and the plan of the subdivided property at respective land registry a body corporate referred to as Management Corporation comes into existence having its own common seal and the power to sue and be sued under its name. All owners of condominium units become a body corporate with perpetual succession under the provisions of Apartment ownership law. The legal status of a Management Corporation enables into; 1. Sue and be sued on any contract by it 2. Sue and be sued in respect of any matters affecting the common elements; and 3. Be sued in respect of any matter connected to the condominium property or semi condominium property for which the owners of all condominium parcels are jointly liable. Unlike a company, incorporated under the provisions of the Companies Act, where the incorporation can be verified by a certificate issued by the Registrar of Companies, there is no such certificate to establish the incorporation of the Management Corporation. As the registration of the Deed of Declaration results in the creation of the Management Corporation, its existence can be verified by...
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...Job Satisfaction Definition: Job satisfaction is a multi-dimensional concept which contains individual abilities, attitudes, beliefs and value system. It is important that the staff have the characteristics of positive feelings and attitudes, commitment, and responsibility in achieving the job satisfaction. Also, they should have intelligent struggles, critical thinking ability and they should plan appropriately for attaining competencies and job satisfaction (Ravari et al. 2012). A variety of factors influence job satisfaction like quality of physical environment in which they work or relationship with their supervisor and degree of fulfillment in their work. Some major factors that affect job satisfaction are listed below: 1. Work Itself: Skill Variety, task identity, task significance and feedback may effect job satisfaction. 2. Pay Structure: More attractive & profitable as some people gets satisfaction of salary and compensation and sticks to the company for long period. 3. Advancement Opportunities: Good scope and opportunity and it should be given to the staffs at regular basis. 4. Supervision: Proper supervision helps the employee in focusing on tier path and work efficiently. 5. Co-Workers: Employee feels comfortable around their colleagues as they gain knowledge, culture from them. 6. Environment: Companies free from politics and disputes are more preferable for employees. 7. Compensation & Benefits: It attracts employees...
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...Anglia Ruskin University ------------------------------------------------- Lord Ashcroft International Business School ------------------------------------------------- Module MOD000921: ------------------------------------------------- Introduction to People, Organisations & Management ------------------------------------------------- ------------------------------------------------- Patchwork Text ------------------------------------------------- SID (1437809/1) ------------------------------------------------- Academic Year 2014/2015 TABLE OF CONTENTS After completing your assignment, you can update the table of contents below to correct the page numbers clicking on it with the right button (update field > update page numbers only). PATCH 1: PERSONALITY SELF-ASSESSMENT AND CAREER CHOICE 3 PATCH 2: LEARNING DIARY 7 PATCH 3: CASE STUDY REPORT 10 REFERENCES 11 APPENDIX 12 When the file is ready for submission, please delete al l instructions in red. PATCH 1: PERSONALITY SELF-ASSESSMENT AND CAREER CHOICE (1,000 words) The Big-5 Traits | Your score | Self-assessment | Openness to experience | 14 | The student is moderately open to experience.According to Costa and McCrae(1992) theory, she prefer to focus on more practical pursuits where she is interested in novelty when necessity commands, but not for too long because she does not stand out as either particularly imaginative, nor a conservative person, she has average drive and...
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...MGMT 591: LEADERSHIP AND ORGANIZATIONAL BEHAVIOR COURSE PROJECT J.P.MORGAN CASE STUDY (Source: Google Image) Name: Zaheed Diwan Address: 127 Allerton Drive, Schaumburg, Illinois, 60194. Phone: (310) 357 4218 Email: zzdiwan@hotmail.com Instructor: Mae Hicks Jones Outline: Section | Description | Title Page | Leadership and Organizational Behavior in Action – J.P.Morgan case study. | Introduction | An overview of the organization and my role in it. | Problem Statement | How is any problem identified & analyzed, and how effectively are decisions taken, necessary changes communicated & implemented, to avoid any repercussions? | Analysis | Detailed analysis of the problem statement. * Identification & Analysis of a problem * Effective Decision Making * Identifying and Implementing Changes * Communications | Solutions | Identification and critical evaluation of potential workable solutions to the problem. | Reflection | Statement about how this assignment influenced my personal, academic, and professional leadership and managerial development. | References & Literature Review. | Reference to Scholarly reviews during the analysis. | * Overview of the Organization: (Source: Google Images) The Organization that will be the topic of discussion for this project paper is J.P.Morgan Chase & Co. & Co. (India operations are under J.P. Morgan Services India Private ltd). J.P. Morgan Chase & Co. is a leader in...
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...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 environment. The...
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...Organizational Behavior An Evidence-Based Approach Twelfth Edition Fred Luthans George Holmes Distinguished Professor of Management, University of Nebraska Me Graw Hill Boston Burr Ridge, IL Dubuque, IA Madison, Wl New York San Francisco St. Louis Bangkok Bogota Caracas Kuala Lumpur Lisbon London Madrid Mexico City Milan Montreal New Delhi Santiago Seoul Singapore Sydney Taipei Toronto Contents About the Author Preface v PART ONE ENVIRONMENTAL AND ORGANIZATIONAL CONTEXT Evidence-Based Consulting Practices 1 iv Organizational Behavior Case: Conceptual Model: Dream or Reality? 30 Chapter 2 Environmental Context: Globalization, Diversity, and Ethics 31 1 Learning Objectives 31 Globalization 31 Diversity in the Workplace 34 Chapter 1 Introduction to Organizational Behavior: An Evidence-Based Approach 5 Learning Objectives 5 The Challenges Facing Management 6 Undergoing a Paradigm Shift 8 A New Perspective for Management 10 Evidence-Based Management 12 Historical Background: The Hawthorne Studies Reasons for the Emergence of Diversity 35 Developing the Multicultural Organization 38 Individual Approaches to Managing Diversity 39 Organizational Approaches to Managing Diversity 41 Ethics and Ethical Behavior in Organizations 46 47 The Impact of Ethics on "Bottom-Line " Outcomes 13 The Illumination Studies: A Serendipitous Discovery 13 Subsequent Phases of the Hawthorne Studies 14 Implications of the Hawthorne Studies 15 Research...
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...Q-1.1: Organizational structure: the scope of acceptable behavior within an organization, its lines of authority and accountability, and to some extent the organization's relationship with its external environment, it’s an organizational structure (D. George, 1999) An organizational structure and culture of KBR: KBR serves six business units. Those are: 1. Upstream: This offers engineering, construction, purchasing and related services for energy projects. 2. Downstream- This serves business clients in the petrochemical, refining and coal gasification markets. 3. KBR Services: This provides construction and maintenance services. 4. KBR Technology: This protects the technological property rights of the business. With over 80 years of experience in high-tech research and development in specialist markets, KBR Technology helps the business to maintain a technological competitive advantage. 5. KBR Ventures: This offers financial investment and management services for companies owning assets of KBR projects. 6. Government and Infrastructure (G&I): This offers construction, engineering, programming management and services contracting for public and private sector businesses all over the world. Similar organization: A major UK project for G&I is Project Allenby/Connaught, the largest infrastructure project ever to be awarded by the Ministry of Defense to the private sector. This project is aimed at improving the living and working environments for British soldiers...
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...How Supportive Organizational Culture Affect Organizational Citizenship Behaviour Towards Organization Through Affective Commitment? It is acknowledged that organizational culture behaviour (OCB) is important in companies. A considerable amount of previous journals examines different factors to bolster OCB. This essay would investigate whether supportive organizational culture would lead to more organizational citizenship behaviour towards organization (OCB-O) by the mediator, affective commitment. People perform OCB in the company just like good citizens who cherish the city and act to protect it voluntarily. Abundant studies find out OCB is beneficial to the organization through enhancing the effectiveness, efficiency and productivity. OCB is generally divided into two categories, OCB-I and OCB-O (Williams & Anderson, 1991). As OCB-O is the behaviour of employees that in general advantages the organization rather than just the individuals (Podsakoff et al., 2000), this essay will focus on the antecedent of OCB-O. The antecedents of OCB-O can be identified into individual and group factors. Since individual factors are more difficult to control as each person have different attitude and personality, it would be better to create a favourable environment or organizational culture for people to perform OCB-O. It is noted that eighty-four percent of managers think that business success is influenced by culture (Carroll & Gillen, 1987). However, not all kinds of culture bring the...
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