...Organizational Behavior Analysis By Ron Bennett BUS610: Organizational Behavior Instructor: Magdy Hussein May 19, 2014 Organizational behaviors are the actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization’s functioning and performance. Organizational studies comprise the study of organizations form multiple perspectives, methods, and levels of analysis. Many factors come into play whenever people interact in organizations. Modern organizational studies have attempted to understand and model these factors. Organizational behavior can play a major role in organizational development, enhancing overall performance by the organization, as well as enhancing individual and group performance, satisfaction, and commitment. As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. This paper will focus on a few parts of organizational behavior. The organization’s base rests on management’s philosophy, values, vision and goals. The bases drive the organizations culture, which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication and group forces at work within that organization. “Human relations theories incorporate the concept that positive employee attitudes, combined with praise and recognition...
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...Organizational Behavior Analysis The Air Force is steeped in tradition, ranging from back to when it was socially acceptable to discriminate and segregate. There weren’t any protected classes. Looking at how times have changed, that world no longer is able to exist. The Air Force is a closed system; it does not easily absorb input from its environment. A common thought process is “this is the way we’ve always done it, and that is how we will continue to do it”. There are a lot of permeable boundaries within the Air Force and the different organizations because of the confidential information that is not able to be shared. Contract operations, outsourcing, is now a big concept being used by the Air Force. The most profitable one is Black Water, an outsourced company that made money from the war. Black Water Worldwide is a private military company founded in 1997 by Eric Prince and Al Clark. (bla) They were a big presence in Iraq, performing mainly security forces functions. The Air Force is very interested in re-engineering. Changes and ideas submitted to management were rewarded with money and other compensation which was designed to get the personnel excited and involved in improving their environment. The idea behind this was to save money, improve quality and customer service and speed. TQM, otherwise known as Total Quality Management, was an organization wide process that emphasized excellence in outcomes such as product reliability and durability. Processes were...
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...TUGAS INDIVIDU ORGANIZATIONAL BEHAVIOR Analisa Penyebab Tingginya Turn Over Karyawan di PT. X [pic] NURUL BATHARI SINAYANGSIH LATAR BELAKANG Pada era perdagangan bebas saat ini , laju persaingan bisnis menjadi agresif dan sangat ketat dengan banyak munculnya kompetitor asing yang masuk ke Indonesia. Sejalan dengan hal ini, maka dibutuhkan sumber daya manusia yang berkualitas dan kompeten dalam menghadapi persaingan bisnis. Faktor sumber daya manusia menjadi faktor utama dan berperan penting dalam jalannya suatu bisnis atau perusahaan. PT. X yang sedang mengalami growth berusaha untuk selalu mengikuti persaingan atau tantangan bisnis yang ada sebagai upaya dalam pencapaian misi perusahaan (Recognized Internationally, Be a Market Leader, and Being Expert) dengan cara selalu menjaga kualitas perusahaan termasuk dalam pengelolaan sumber daya manusianya. PT. X merupakan salah satu perusahaan pemegang hak eksklusif atau retail resmi 16 brand internasional di dunia (timepieces dan fashion lifestyle) yang berdiri sejak tahun 1993 dan berlokasi di pusat sentra bisnis Jakarta. PT. X telah memiliki ±100 store di seluruh Indonesia dengan karyawan head office 280 orang (Data November 2012). Persaingan bisnis yang semakin agresif mempengaruhi PT. X terutama faktor sumber daya manusia. Permintaan sumber daya manusia yang semakin tinggi tiap tahunnya di PT. X juga dibarengi dengan keluar masuk karyawan dalam waktu yang relative singkat, maka...
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...Organizational Behavior Analysis LC Lynn Organizational Behavior – BUS 610 Dr. Stephen Garaga May 27, 2013 The organization being analyzed is that of a family-owned campground. The employees consist of college-age students, several mature adults and the owners’ children. The way in which this organization behaves and functions is a direct result of the behavior and personality of the male owner, Marty. Were Marty to stop being directly involved in the day-to-day, customer service aspect of the campground, the business would flourish, the work atmosphere would be less stressful, the employees would be less guarded and the customers would be treated better. As part of the interview process, the potential employee is made to understand that they are expected to be people oriented, have a keen attention to detail and work well with others. Prior to being hired, “prospective employees are…told (explicitly) about the organization’s (i.e., Marty’s) philosophy” (Baack, 2012), specifically that each person who works there, with the noted exceptions of himself, his wife and his children, are of no value and are expendable. This immediately sets the tone and working relationship between himself and the employees. The work atmosphere is generally tense and uncomfortable, the employees cautious and restrained and the customers frequently made to feel unwelcome, due to the owner’s, attitude and treatment of others. The children of the owners deal with their father and...
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...Organizational Behavior BUS610 Introduction Organizations have found it imperative to have some elements of motivation to foster the productivity of their employees. This is not only true for the organizations engaged in profitable ventures but also to non-profit organizations which have found that motivated individuals do a better job compared to demotivated individuals. Numerous theories have been developed since time immemorial to discuss and suggest various ways through which an organization can get its workforce motivated. Motivation has been discovered not only to be factor in good performance but also a factor for self-satisfaction; no matter the approaches the theories use to explain how motivation can be attained in organizations, they all drive to one point of having the employee satisfied (Wu, 2012). This essay shall focus on Humanistic Theory of Motivation developed Maslow (hierarchy of Needs) with an aim of connecting the relationship between motivation, job satisfaction and work performance. The theory is driven towards ensuring that the management is conversant about the employee state of needs and therefore able to device proper strategies to ensure that high motivation levels are maintained among the employees for better productivity. Job Performance Issue There are numerous performance problems in work places that result from demotivation. One of the conspicuous performance problems I witnessed at my place of work was negativism, hostility and lack of...
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...Organizational Behavior Concepts and Analysis MGT/307 October 16, 2011 Organizational Behavior Concepts and Analysis Understanding culture is not an easy task. Culture cannot be distinctly defined by one person or even one organization. Culture is a combination of attitudes, behaviors, personalities, and values. Each of those traits may have a positive effect on an organization but could also negatively impact an organization. Learning more about organizational culture, behaviors, diverse atmospheres and communication skills can lead organization to long term growth and success. Organizational Culture Organizational culture is about relationships between organizational members and how they interact with one another as they perform their organizational roles (Pierce & Newstrom, 2008). Sharing and believing the same goals and assumptions within an organization defines organizational culture. An organization that has strong shared beliefs and can work toward a common goal will operate an efficient business. Organizational culture is also referred to as corporate culture. By definition, corporate culture is a system of shared actions and beliefs within an organization that guides the behavior of its members (Schermerhorn, Hunt, & Osborn, 2008). Organizational culture has observable aspects that include daily observances of work habits within the organization or through personal stories or experiences from members directly...
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...In the first part of my paper, I have mentioned that KPMG, as one of the biggest four public accounting firms in the world, is always on the top of lists such as “the most popular employers among graduates”. Every year, thousands of university students and graduates, no matter what backgrounds they are, are well-prepared to combat for the limited internship and full-time positions. At the same time, however, the BIG 4 are notorious for their high turnover rates. As I know, KPMG China has a stable turnover rate every year, at around 20%, extremely higher than other industries. What interests me most is that most employees in the office do not concern about the unusual figure. As the common sense, it is critical for a successful company to maintain a low turnover rate. Not only because it ensures the consistency in the products or services a company provides, but also because it lowers the training expenses for the new employees. However, the case in KPMG is totally different. According to my internship experience in the company, I believe that the phenomenon results from its unique knowledge management and how employees conduct their jobs. In this part, I would like to analyze the two aspects in terms of power and leadership, decision making, innovation and learning and change. I. How employees conduct their jobs Just after one-week intensive training, I started my internship. I was told that what I would do is exactly the same as what an A1 employee does. A1 is at the lowest...
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...MNGT 5590-01 Term Paper There are several factors within an organization that can effect its progress besides the products presented by the company. These additional factors are the focus of organizational behavior - the action and attitudes of individuals and groups toward one another and the organization as a whole, and its effect on the organization’s functioning and performance. The goal behind studying organizational behavior is to get a better understanding of those factors that influence dynamics so that individuals, groups, and the organizations they belong to can become more efficient and effective. As a business owner and management, it is essential to consider these factors and have a solid understanding that workers not only influence the company environment but workers are also influence by the work environment. An organization’s base is built on the philosophy, values, visions and goals of the management. These factors are what drives the company and helps to set the culture. The culture encompasses the formal and informal structure and social environment of the company, which in turn determines the type of leadership, communication, & group behavior it has. In other words the culture of a company is the perception of the quality of the work atmosphere and environment by employees & management. Why is culture so important? Because it sets workers degree of motivation. All of these elements combine to set the model a company works from. This is why, as mentioned...
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...Fatima Calderon Professor Rob Freeborough MGT231 Organizational Behavior 20 June 2015 TERM PAPER Apple Inc. has without a doubt revolutionized the world of consumer electronics in the 21st Century. As the company became more customer-focused and improved its lean manufacturing model, it has to rise to the organizational challenges of becoming a leading global company in its industry. As Apple has reinvented its products, it has reinvented their organizational structure as well. The following is an analysis of Apple at an organizational level: its culture, leadership, ethical practices, and the use of power and political behavior. It is important to understand these factors because they represent a real-life learning opportunity for anybody involved in organizational management, based on one of the most recognized and successful companies of our time. Innovation is definitely at the core of Apple’s success. It was the first company to introduce a Personal Computer and the first and currently the leading company to introduce mobile technology such as the iPod, the iPhone, and the iPad (CITE). However, Apple was not always the leading company in profitability. It struggled behind the more affordable Microsoft. It is interesting to note that as Apple struggled or succeeded with selling its products, it also made changes within their organizational structure. Throughout its history, Apple’s success has been influenced by its leadership, most famously of its co-founder,...
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...Case Analysis – Leading Change at Simmons 1. The reinforcement theory heavily emphasizes on the concept of motivation, which is comprised of the idea of producing a positive result and countering a negative result. There is a striking difference in the Simmons plant culture in terms of motivation techniques of the worker in the typical manufacturing plant and the Janesville plant. In regards to the typical manufacturing plant’s culture, there was no particular sense of motivation. These plants did not adhere to the company’s values of empowerment, support and fostering growth and development in others. Apart from the Janesville plant, the rest of the manufacturing plants were competitive rather than collaborative with one another and employee morale was low. Within these plants, negative reinforcement was practiced. For instance, the leadership at the plant in Charlotte was “motivation through intimidation” which demonstrates the use of negative reinforcement through punishment and extinction. With the Janesville plant, there was a positive working environment where the associates were participants in every aspect of the plant such as making decisions and holding plant meetings. Tony Saliture’s leadership style positively reinforced the associates at the plant by motivating them and fostering great performance and productivity in return for desirable rewards. 2. Simmons owners, the Fenway Partners are leaning towards opposing the $7 million investment in the Great...
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...changed over the past two decades. The introduction of foreign products has improved the quality of the local products. The lifestyle has also witnessed a major shift from the pre – liberalization years. Thus the changes that are occurring worldwide are very important and forcing organizations to change. Therefore the change agent working in a traditional organizational development framework, describing culture is the first step in a rational change process which involves moving an organization from ‘here’ to ‘there’. For the practitioner who works from a complex or living systems perspective, describing culture is also as a key part of the change process itself. The paper is an attempt to investigate as to how much a given Organizational Culture can predict the prevalent Organizational Citizenship Behaviors in three different sectors namely, Manufacturing, Banking and Information Technology. Index Term—Organizational culture, organizational citizenship behavior, correlation. I. INTRODUCTION The concept of organizational culture is relatively new and is still evolving. The discipline of organizational culture emerged from the fields of anthropology and sociology. The formal writing on the subject began by Andrew Pettigrew in 1979 from an anthropological point of view. Pettigrew focused on the concepts of myth, ritual, and symbolism in an organization context [1]. The culture is particularly important when attempting to manage organization-wide change...
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...Consultancy Report Index Executive Summary....................................................................................................................................................1 Organisational Context ...............................................................................................................................................2 Social and Economic Contexts ...................................................................................................................................3 Theoretical Overview .................................................................................................................................................3 Methodology ..............................................................................................................................................................8 Data Sample ...........................................................................................................................................................8 Measures .................................................................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ............................................................................................................
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...Citizenship Behavior For Organizational Performance BUS2010 Organizational Behavior Term Members Section 2 Group 5 Date of Submit: 29th April 2013 Date of Presentation: 17th May 2013 CONTENTS PAGE ✓ Introduction……………………………………………………………………….…1 ✓ Low Organizational Citizenship Behavior for Organizational Performance…….….2 ✓ Excessive Organizational Citizenship Behavior for Organizational Performance….4 ✓ Suitable Organizational Citizenship Behavior for Organizational Performance ...…6 ✓ Conclusion……………………………………………………………………….…10 Recommendations……………………………………………………...…..…11 ✓ Group Learning Refluences………………………………………………………….11 ✓ References LIST OF ILLUSTRATUIBS TABLE PAGE 1. Ordinary Least Squares Regression Parameter Estimates for Work Crew OCBs on Quantity and Quality…………………………………………9 Introduction Nowadays, the growing number of companies and researches have focused on and had the argument about the organization citizenship behavior for the organizational performance, especially the way of organization citizenship behavior affecting organizational performance. Some of them believe it in an easy way that the more attention is paid on organization citizenship behavior, the...
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...Colquitt, Brent A. Scott, and Jeffery A. LePine University of Florida The trust literature distinguishes trustworthiness (the ability, benevolence, and integrity of a trustee) and trust propensity (a dispositional willingness to rely on others) from trust (the intention to accept vulnerability to a trustee based on positive expectations of his or her actions). Although this distinction has clarified some confusion in the literature, it remains unclear (a) which trust antecedents have the strongest relationships with trust and (b) whether trust fully mediates the effects of trustworthiness and trust propensity on behavioral outcomes. Our meta-analysis of 132 independent samples summarized the relationships between the trust variables and both risk taking and job performance (task performance, citizenship behavior, counterproductive behavior). Meta-analytic structural equation modeling supported a partial mediation model wherein trustworthiness and trust propensity explained incremental variance in the behavioral outcomes when trust was controlled. Further analyses revealed that the trustworthiness dimensions also predicted affective commitment, which had unique relationships with the outcomes when controlling for trust. These results generalized across different types of trust measures (i.e., positive expectations measures, willingness-to-be-vulnerable measures, and direct measures) and different trust referents (i.e., leaders, coworkers). Keywords: trust; trustworthiness, commitment...
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...employee behaviors that contribute to organizational goal accomplishment. It has three components: 1) task performance, or the transformation of resources into goods and services; 2) citizenship behaviors, or voluntary employee actions that contribute to the organization; and 3) counterproductive behaviors, or employee actions that hinder organizational accomplishments. This chapter discusses trends that affect job performance in today’s organizations, as well as practices that organizations can use to manage job performance. LEARNING GOALS After reading this chapter, you should be able to answer the following questions: 2.1 What is the definition of job performance? What are the three dimensions of job performance? 2.2 What is task performance? How do organizations identify the behaviors that underlie task performance? 2.3 What is citizenship behavior, and what are some specific examples of it? 2.4 What is counterproductive behavior, and what are some specific examples of it? 2.5 What workplace trends affect job performance in today’s organizations? 2.6 How can organizations use job performance information to manage employee performance? CHAPTER OUTLINE I. Job Performance A. Defined as the value of the set of employee behaviors that contribute either positively or negatively to organizational goal accomplishment 1. Behaviors are within the control of employees, but results (performance outcomes) may not be 2. Behaviors must...
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