...multidisciplinary field of stduy that investigate show indidividuals behave within formal organizations. OB AS AN INTERDISCIPLINARY FIELD (Campo) * Psychology: individuals, motivation, personality, attitudes, learning, goals, expectation, perceptions, cognition. * Sociology: groups, status, hierarchy, influence, trust, reciprocity, social identity, social networks. * Economics: perfromance, efficency, effectiveness, incentives, monitoring, coordination. * Political science: power, governance, negotation, politics. INDIVIDUAL BEHAVIOR Managers achieve results by working with and through others. The abilitiy to undestand, predicit and control individual behaviour in the absence of direct monitoring is one of the most important- but also difficult managerial skill to master. FORMAL ORGANIZATIONS A formal organization is a social system with specific goals and usually consisting of several interrelated groups of subunits. Formal organizations are governed by clearly stated and enforced norms that typically survive the churning (mescolare) of organizational members. PURPOSE OF ORGANIZATIONAL BEHAVIOR The purpose of organizational behaviour is to inform the optimal design(progettare) of the organizational strcture and processes to promote improvement in the satisfaction and productivity of oganizational members while increasing the efficency and effectiveness of the organization as a whole ( nel suo complesso). SATISFACTION AND PRODUCTIVITY * Are happy...
Words: 9829 - Pages: 40
...* What is the relevance of Organizational Behaviour to practicing managers? Organizational behavior (OB) is the study of human behavior in organizational settings, how human behavior interacts with the organization, and the organization itself. All three of these areas are ultimately connected and necessary for a comprehensive understanding of organizational behavior in the workplace. Learning about organizational behavior in today’s business environment could help managers build up a better work related understanding of themselves and their subsidiary. With this knowledge managers can achieve a successful career. Since a manager needs to get his job done by others who are employees, to have an organizational behavior skill that eventually become a valuable talent. But because the organization influences and is influenced by the individual, it is hard to completely understand the individual’s behaviour without knowing something about the organization. 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 management staff therefore needs to develop and have an understanding of their information about attitude and behavior of individuals, and groups in organization. Although the importance of organizational behavior may be clear, it still should be emphasized. Organizational behavior can greatly clarify the factors...
Words: 524 - Pages: 3
...Relationship between organizational structure and culture impact organizations performances. Organizational structure and culture creates various concepts, strategies and situations within the organization. It affects the organization performance in positive as well as negative ways. Organizational structure and culture makes the difference between each organization. Organizational structure helps to clarify the duties and shows responsibilities of each employee that helps to achieve organizations’ goals and clearly define who will be reported to whom. Strong organizational structure helps to make right decisions within the right time. Organizational culture can develop the stability of the social system within the organization. Strong organizational culture makes proper working environment within the organization and it affect to improve performance of the organization. Proper organizational structure and culture creates better attitudes and behaviour of employee and it helps employers to control easily. It causes to improve the performances. Policies, rules and regulations of the organization directly impact to the organizations’ performances. Proper organizational structure and culture helps to form those policies. Organizational structure and culture impact to the performances also in negative ways. Complexity of the organizational structure affect to the decision making process. Because of it, decision making process becomes very slow and it gives bad impacts for the...
Words: 398 - Pages: 2
...INTRODUCTION According to Ikeda et al. (2005) the word CONFLICT can be said to be disagreement among members of a society. Conflict simply connotes a state of disequilibrium between two parties, groups, section or between the employers and the employees in an organisation. Conflict is an important concept that is central to understanding and appreciation of man’s exchange with reality of human action. It can be viewed as a philosophical concept denoting the clash of power against power in the striving of all things to become manifest or it can be described as the distinct category of social behaviour as two party trying to get something they both cannot have. (Rummel, 1976) Brewer (2002) Feelings of injustice or deprivation give rise to conflict. These feelings may have some real basis or it may be only because of some false or imaginary ideas. Some times false ego gives rise to conflict. Conflicts are also created or imposed upon by interested persons or groups for some ulterior motive to make some gain out of it. In a democratic country political conflicts will always be there and these are not discouraging if they do not result in violence or go against the interest of the people. In a multi-racial, multi-religious, multi-cultural country like India there is always a challenge on ethnic, communal or cultural issues creating conflicts. The contradiction between the privileged and deprived sections of the people, educated and illiterate people, people of higher caste and...
Words: 1914 - Pages: 8
...COURSE : DIPLOMA IN BUSINESS ADMINISTRATION | COURSEWORK 1 Year | 2015 | MONTH | JANUARY 2016 | Subject | BDB1394 ORGANISATIONAL BEHAVIOUR | Weightage | 30% (INDIVIDUAL ASSIGNMENT) | Submission Date | 10th March 2015 | REGULATIONS A. Late Submission * A 10% deduction per day of total coursework marks (excluding weekends and public holidays). * Late submission between 5 to 10 days, results in a 50% deduction of total coursework marks. * Late submission past 10 days results in an automatic 0% for coursework and the student will be barred from the final examination. B. Deliverables Students must submit all materials supporting their coursework listed in the deliverable section. * The coursework must be done INDIVIDUALLY and must be entirely your own work. Please make sure that you are aware of the rules concerning plagiarism. If you are unclear about them, please consult your program coordinator/lecturer. Plagiarism is presenting somebody else’s work as your own. It includes: copying information directly from the Web or books without referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework from another student and submitting it as your own. Suspected plagiarism will be investigated and if found to have occurred will be dealt with according to the procedures set down by the university/college. * The coursework should exhibit formal research skills...
Words: 883 - Pages: 4
...ORGANIZATION & BEHAVIOUR TESCO Organization & Behaviour TESCO Organization & Behaviour Task 1 1.1 Compare and contrast three different organizational structures and cultures. The organizational culture Culture is the way we think, feel and act in a society. Companies act not only according to their identity but also their culture and internal structure. That is, as a person, the "personality" of the company (Way of being and behaving) depends on the interaction between their structures and identity culture. Organizational culture is the way of thinking, feeling and doing shared members of the company. Culture is a good or intangible capital, consisting of shared values, which, to the extent that generates motivation, collaboration and commitment, will have a greater value for the company. It is a system of assumptions and shared meanings, such as identity, distinguishes the organization from any another. Culture not formally indicates how to do things in the company and what is their importance (Wilson, 1989, P. 303-319). It is a social construction based on customs, learning, experiences and traditions. This culture may or may not further the objectives of the company. Culture becomes visible and / or strengthened through different aspects, such as: Identification The degree of commitment of staff to the company as a whole, and not just with your type of work or specific field performance. Group organization The extent...
Words: 3852 - Pages: 16
...Principle 7: We as a team agree that commitment is a very critical segment to meet our goals. Description: Commitment is the attachment an employee feels towards the organization he/she is working. When an employee identifies with a particular organization and its goals, and wishes to stay in that institution for an extended period, that is called organizational commitment (Langton, 2013 p102). Commitment is an employee's interest, dedication, loyalty and responsibility in every work they do within an organization. Justification: As a team we believe committed employees in an organization plays an important role to lead the organization to success. There is a significant difference between the performance of committed employees and non-committed employees. The satisfied and committed workforce is imperative for an organization, on the other hand, the detached workforce will not perform at an optimum level (Chhabra, 2015 p639). Committed individuals tend to perform efficiently, whereas non-committed ones do not perform much efficiently. Non-committed employees do not stay for a long time in an organization, which increases the turnover rate, and the organization ends up spending more money on hiring new staff. Non-committed employees may become irregular and ethically irresponsible. So the organization cannot rely on the individual with necessary tasks, which can be a frustration for the employer and co-workers. On the other hand, Committed employees are very active and helpful...
Words: 802 - Pages: 4
...Table of contents: Task 3 and task 4 3.0 Introduction……………………………………………………………………P 1 3.1 Impact of Different leadership styles on motivation………………………….P 2 3.2 Application of motivational theory within the workplace…………………….P 3.3 Usefulness of motivation theory for Managers using real organisation………P 4.1 Nature of groups and group behaviour……………………………………….P 4.2 Factors which promote or reduce the development of effective teamwork….P 4.3 Impact of technology on team functioning…………………………………..P 4.4 Conclusion……………………………………………………………………P 4.5 References……………………………………………………………………P Task 3 3.0: Introduction Leadership has a direct cause and effect relationship upon organisation and their success. Leaders determine values, culture, change tolerance and employees motivation. Effective leaders create management systems that enable their employees to produce quality products and services. In today’s changing global marketplace, leaders must be able to assess situation accurately and respond quickly. To choose the right leadership style in specific situation, can help a leader to manage the changes in the organisation and influence those around them. An organisation can use from four leadership style to managed those changes. 3.1: Impact of Different leadership styles on motivation. In a business word, there are different ways to lead a company, but also every leader...
Words: 3761 - Pages: 16
...Task 1 - The Scenario I am reflecting on the scenario where Jason was appointed as Account Manager of a well know agency industry company, Carnaby International Solution. The company was went through a major restructuring due to business management, individual behaviour and motivation. Company had announce the consolidation of entire administrative team into a singular and central organization under the lead of Jason. The consolidation of the administration pool into logical function work stream to support all event management activities for the business and the company. With the new structure, the department had a high headcount turnover. To drive this initiative towards a business administrative excellent, the department implement the "Project Metamorphosis" to streamline the workload and hiring the team which comprised of contract staffs and permanent staffs. Both contract staff and permanent staff are doing the same job but they receiving different salary package. Permanent staff will receive better pay and entitle for contractual and performance bonus while the contract staff only entitle for one month fixed bonus with low pay. Beside this, the contract was not entitle for any company organize events like annual dinner. They all agreed to raise the issue to the manager but somehow few contract staffs feel afraid as they worry to lost the job. 2 contract staff resigned at the same time due to been offer a permanent job with better pay. The new contract staff named Alex...
Words: 433 - Pages: 2
...Challenges to Overcoming Organizational Problem in a Multinational Company Introduction: Organizations achieve their goals by creating, communicating and operating an organizational behavior system. These systems exist in every organization, but sometimes in varying forms. They have a greater chance of being successful, though, if they have been consciously created and regularly examined and updated to meet new and emerging conditions. The primary purposes of organizational behavior systems are to identify and then help manipulate the major human and organizational variables that affect the results organizations are trying to achieve. For some of these variables, managers can exert some control over them. The outcomes, or and results, are typically measured in various forms of three basic criteria: performance (e.g. quantity and quality of products and services; level of customer services), employee satisfaction (often exhibited through lower absenteeism, tardiness, or turnover), or Personal growth and development (the acquisition of lifelong knowledge and skills leading to continued employability. A number of critical changes and challenges faced by managers today. Let’s compare today’s work environment with that of ten years ago. Prepare a list of six to eight items, and include a rationale for your choices. There are numerous items that you might have identified from your own work experience and your knowledge of organizational issues. Let’s...
Words: 3517 - Pages: 15
...any of the element is missing motivation become zero. Factor influence of students “Motivation Declined” Expectancy theory relay on external and internal behavior toward motivation. Working at the Chili Sauce Plant Bill, John and Robert faced new challenges and did not receive any recognition and motivation for their work. From very first day working with neuroticism, self efficacy George, student’s efforts lead to poor job performance and they ready to quit but their goal and physiological need insist to stay, face the strong working situational challenges. Lunenburg (2011) assert that “leader should try to increase the belief that employees are capable of performing the job successfully”. Rahim’s as a manager focus directive behaviour, avoidance policies, individualism values among co-worker discourage student to trust on him and to that bring issues which affecting their performance to outcome. Working in fast track assembly line with surface-level diversity women Bill and Robert tried to create nurturing oriental culture to make the work-life balance among assembly line workers but their achievement oriental culture and distributive justices towards students increase the conflict as result they speed up line which impossible to Robert and Bill to catch up with work...
Words: 616 - Pages: 3
...2014) ISSN: (2348-9766) IMPACT OF FINANCIAL AND NONFINANCIAL REWARDS ON EMPLOYEE MOTIVATION Madhuri Kshirsagar, Dr. V. Y. Waghale, Research Scholar Dhanwate National College Congress Nagar, Nagpur-440012 (Maharashtra) India ABSTRACT Employees lacking motivation can present a problem for all types of organizations, and there can be far-reaching impacts when employee performance is down. The ability to foster a motivating work environment is essential, and strategies must focus on how employee satisfaction and performance levels are tied to motivation. There are several ways that organizations can engage their workforce, and this study allows for an examination of the impacts of financial and non-financial rewards with respect to overall levels of employee motivation. Reward management process covers both financial and non-financial rewards. The concept of the psychological contract is at least as important in understanding and managing motivation as the technical elements of the economics and transactions aspects of reward. Hence, in this paper, we find out the role of incentives in motivating employees and suggest the organizations to make suitable alterations in their rewards system. Key Words: Incentives / Rewards, Motivation, Satisfaction, Performance 1.0 Introduction: Motivation is the act of giving somebody a reason or incentive to do something. It also means giving somebody hope or support to perform particular tasks. Motivation factor...
Words: 4725 - Pages: 19
...www.hbr.org S POTLIGHT O N L EADERSHIP : T HE N EXT G ENERATION Generation X will produce executives who bring a distinctive sense of realism to the modern corporation. The Leaders We Need Now by Tamara J. Erickson • Reprint R1005C Generation X will produce executives who bring a distinctive sense of realism to the modern corporation. S POTLIGHT O N L EADERSHIP : T HE N EXT G ENERATION The Leaders We Need Now by Tamara J. Erickson COPYRIGHT © 2010 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. A new cohort of leaders is poised to take senior executive roles and is bringing with it a whole new mind-set. Baby Boomers have been firmly in charge for the past few decades, and as a rule they have been willing to operate by a well-understood set of corporate practices and policies related to compensation, hierarchy, and expectations for the way work “works.” Generation Xers, born from 1961 through 1981, have different ideas. They’re more apt to reject status-quo definitions of success and seek their own paths. The differences can be traced to the times during which each group came of age and formed its attitudes toward work and society. Although it’s impossible to draw neat boundaries along generational lines and unproductive to overgeneralize, we are each, in part, a product of our time. The formative years of Xers looked very different from those of Boomers. For one thing, Baby Boomers grew up in a world that was fundamentally too small...
Words: 2804 - Pages: 12
...|DIPLOMA : BUSINESS ADMINISTRATION | COURSEWORK - Questions |Year |2013 |MONTH |JUNE | |Subject |BDM1404 OPERATIONS MANAGEMENT (OM) | |Weightage |30% |Submission Date |24th JULY 2013 | Regulations A. Late Submission • A 10% deduction per day of total coursework marks (excluding weekends and public holidays). • Late submission between 5 to 10 days, results in a 50% deduction of total coursework marks. • Late submission past 10 days results in an automatic 0% for coursework and the student will be barred from the final examination. B. Deliverables Students must submit all materials supporting their coursework listed in the deliverable section. ▪ The coursework must be done in a group and must be entirely your own work. Please make sure that you are aware of the rules concerning plagiarism. If you are unclear about them, please consult your program coordinator/lecturer. ▪ The coursework should exhibit formal research skills i.e. with a table of content, proper citations, references, and appendices. ▪ The coursework write...
Words: 861 - Pages: 4
...Flexible employees’ working hours and workplace become a trend for the past 10 years. Statistical data provided by Berger proved that flexible working hours encourages employees to work more productively, thus, the traditional working schedule is gradually replaced by flexible working schedule. Berger believes that it is essential for companies to manage people independently, otherwise, companies may have potential recruitment and retention problem especially for younger staff. In addition, as technology develops over time, employees prefer virtual office rather than the physical office since it helps them to work more efficiently. The unlimited workplace also ease the pressure of companies. Compared with past 10 years, people become more self-motivated, and self-employed is also increasing rapidly. Therefore, entrepreneurs need more support to help them achieve success in challenging entrepreneurship. General speaking, people become more productive as the changes in the workplace. I only analyze the flexible working hours and location here. The characteristic of flexible working hours is that the employers arrange their employees’ work schedule based on employees’ best satisfaction in terms of employees’ lifestyle and family status. Christensen believed that flexible working hours provided a balance between employees’ work and personal life, which indirectly increase employees’ productivity and reduce absenteeism as well (Christensen, 2013). Instead of traditional working...
Words: 566 - Pages: 3
