...preservation of public peace. The vision of the Cincinnati Police Department is to be recognized as the standard of excellence in policing. The mission of CPD is to “develop personnel and manage resources to promote effective partnerships with the community to improve the quality of life through the delivery of fair and impartial police services while maintaining an atmosphere of respect for human dignity.†This mission is accomplished through the core values of the department on a daily basis. These core values include: •Integrity – Our actions and relationship with the community are guided by an internal sense of honesty and morality. •Professionalism – Our conduct and demeanor display the highest standard of personal and organizational excellence. •Diversity – Our members recognize differences as strength in our organization and community. •Accountability – Our duty is to promote public trust by upholding our obligations to the department and community. •Vigilance – Our responsibility is to be alert to issues and activities impacting our community. Under the command of the Police Chief, the Police Department’s responsibilities are divided among five bureaus: Patrol, Resource, Investigations, Administration, and Information Management. The Police Chief is responsible for Police Department operations. The Chief coordinates, organizes, directs, and controls activities. The Chief also implements policy and makes necessary personnel and procedural...
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...Leadership & Organizational Behavior An organization is simply made up of different elements (employees) with different functions (jobs) that all contribute to the whole function of the business (the company). The success of an organization is based upon how well the employees (the elements) come together to perform their functions. This paper will define Organizational Behavior, Organizational Culture, Diversity, Communication, Change Management, and Ethics, followed by a few examples of how they are applied in the work environment. Organizational Behavior is defined as “the study of humans and group behavior within an organizational settings” (BNET), Studying the behaviors of a an organization’s employee’s is vital to the success of an organization and entails regular analysis of their employees personalities, their relationships with one another, the productivity, performance, commitment, job satisfaction of their employees, and the intensity of organizational commitment and business relations. An organizations leadership influences organizational behavior, the management styles within the business and its corporate culture. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. An example of Organizational Behavior within my current company is every six months our human resources department conducts a survey taken by every employee...
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...Introduction The Royal Dutch Shell is a Dutch Multinational oil and gas company with headquarters in Netherlands. The company has been in operation for 107 years and has averagely annual revenues of over $400 billion. In addition to this, the company has an employee base of over 87,000. My role in the company is an assistant consultant that is in charge of communications and management. Since its inception, the company has utilized a management style referred to as Taylorism. With this approach, the company has always utilized the best way principle which means that decision making is a purview of top management, each job is performed through a standard method, employees work on a function based on experience and knowledge and workers are trained a standard operational method. This management technique was introduced in the 1900s and the company has made little changes to fit into the changing market which has giving its competitors a cutting edge. The paper will analyze the company’s management approach, its efficiency in the current market and if there is need to change the approach in a bid to fit in. Problem Statement With major shifts in management approaches to incorporate among other things technology and market dynamics, is it possible for Shell to remain as a relevant company with its century long approach? This question is best answered after analyzing the company’s revenues in the past ten years relative to that of its competitors, its recent expansions,...
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...John Miller Student ID = 371802 Leadership Concepts and Applications – RIT1 SUBDOMAIN 317.1 - ORGANIZATIONAL BEHAVIOR & LEADERSHIP Competency 317.1.1: Behavioral Influences The high level definition of expectancy is what managers expect from their employees. But as we look around in the world we live in today, expectancy goes even deeper than that. One definition of the expectancy theory that is used is, “That the strength of our tendency to act a certain way depends on the strength of our expectation of a given outcome and its attractiveness. (Victor Vroom)” (Robbins & Judge, 2013) When I read that at first, I really didn’t grasp what the definition really meant. But, as we consider how employees are motivated, we can define the expectancy theory as not only what managers expect from the employees, it is also why employees are not motivated to do the jobs that they are assigned. When we take a deep look at the workplace today we can see some employees just do what it takes to get by in their given job. As we explore how the expectancy theory pertains to relationships on the job, we can learn some techniques to improve employee performance by using different types of motivation. There are three ideas that pertain to relationships in the expectancy theory of motivation. They are effort-performance relationship (Expectancy), performance-reward relationship (Instrumentality), and reward-personal goal relationship (Valence). The effort-performance relationship asks...
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...Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW Jessica Detwiler Keller Graduate School of Management Jessica.m.detwiler@gmail.com GM591 – Leadership and Organizational Behavior Dr. Arnold Witchel 14 April 2012 Author Note Thank you to my colleagues whom allow me to pick their brains regarding our organization. I appreciate your honest feedback and candid conversation, which has allowed me to remain objective. I hope to have put our organization in the best possible light, while still being able to make valid recommendations to improve our organizational culture. Abstract This manuscript details research performed on identifying organizational behavior problems at a specific federal facility. Topics discussed include identifying key issues and providing potential solutions to improve the effectiveness of the company. There is also a section that analyzes the root cause of the identified problem areas. Finally, there is a reflection section that details lessons learned throughout the course. Reinventing Organizational Behavior: Recommendations to Improve Communication at DSW The Desert Southwest Region (DSW) of the Western Area Power Administration (WAPA) is a federal service region that “markets hydroelectricity power to nearly 70 municipalities, cooperatives, federal and state agencies, and irrigation districts.” (About, 2012) The DSW regional office “maintains and operates more than 40 substations and 3,100 miles...
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...* GM 591: Leadership and Organizational Behavior Course Project Outline Ashanta’ Savage 2331 Turnesa Avenue, Sacramento Ca, 95822 ashantasavage@hotmail.com 916-844-9269 GM591 ON/SEC V – Leadership and Organizational Behavior Professor Anne Hallcom February 19, 2011 DeVry University is an accredited nationwide University whose headquarters are based in Chicago, Illinois; there has also been global expansion to Belize and Calgary. DeVry University’s primary goal and focus is providing quality practitioner oriented education to students and has for nearly 80 years. “The Sacramento Center, as the campus is called, is booming. Marcela Iglesias, who has been dean since it opened in 2003, estimates that the campus will exceed its capacity of 825 students within a year, and DeVry officials have begun to search for more space.” (Keller, 2010). Along with DeVry University, Carrington College, Ross University, Keller Graduate School of Management, Becker and Stalla have also been acquired under the DeVry University Inc. umbrella and are affiliated with the brand. Advanced Academics is a school recently acquired that is targeted to middle school and high school students as a means of completing their middle school and high school degrees, to ensure a greater chance of success and continuing their education after they graduate; and also been acquired under the DeVry University Inc. umbrella and are affiliated with the brand. “DeVry's origins trace back to 1931...
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...Leadership and Organizational Behavior: BUS 520 31 October 2010 Abstract This paper will cover the evaluation, discussion, and recommendation of Allstate’s goal setting process, diversity indexes, and high performance reward system. Hellriegel and Slocum(2011) defines: Goal setting is the process of specifying desired outcomes toward which individuals, teams, departments, and organization will strive and is intended to increase organizational efficiency and effectiveness (p.192). According to Hellriegel and Slocum, Goal setting is set up with motivational aspects which motivates the individuals 1) Directing one’s attention 2) Regulating one’s effort 3) Increasing one’s persistence 4) Encouraging the development goal-attainment which lead to task performance (p.193). According to Case: Diversity Competency, (HR) executives at Allstate Corporation, has found that its diversity strategy has become one of the company’s most important competitive weapons. The company’s vision is stated, “Diversity in Allstate’s strategy for leveraging difference in order to create a competitive advantage” (p.215). Allstate’s Strategy has two major points: internal focus and external focus. According to James DeVries, senior vice president of (HR) 1) Internal focus is about “unlocking the potential for excellence in all workers by providing them the tools, resources, and opportunity to succeed” 2) External focus is about making certain that the workforce matches the experiences...
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...Joe Salatino, President of Great Northern American Case Study Dr. Elizabeth Delone Business 520 – Leadership and Organizational Behavior July 26, 2012 Strayer University This case study involves the importance of perceptions and how it effect attributions in the business world. We will use Joe Salatino, President of Great Northern American, as an example of how businesses can be successful when their customers are their top priority and employees learn how to understand their customer needs to improve sales. There are three learning theories operational conditioning, social learning and learning. We will discuss how one of these theories would be appropriate for Mr. Salatino’s business and how that theory could improve his employee’s performance. The last item is how self-efficacy is used to ensure the best candidate is hired for the company who can be successful. Mr. Salatino has a successful 35 year business. The reason is based on paying his employees bonuses and commissions in relation to their sales. The one thing Mr. Salatino’s employees need to understand is the importance of how people form perceptions and make attributions. So, what is perception? Perception is “the process, by which the individual selects, organizes, interprets, and responds to information” (Organization Behavior, p. 104). However, one perceives something to be is true to them even though their perception could be completely wrong. Our perceptions remain the same...
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...GM 591: Leadership and Organizational Behavior Project Proposal Overview of Organization The organization that will be the topic of discussion in my final project paper is the Labor Union Movement within the workplace and United States as a whole. The Labor Union Movement formation was made in the mid – 19th Century. From its birth in Wisconsin, it has empowered working people to overcome their struggles, be successful and provided hopes for a better future for themselves and their families. Due to the fluctuation of membership and the institution of different union movements, a merger came about forming the AFL (American Federation of Labor) – CIO (Congress of Industrial Organization). This collective effort provided a strong collective bargaining tool for workers in defending their workers’ rights and protection against unfair practices by employers. With the down-turn in the economy, these collective bargaining rights are rapidly disappearing. As a liaison for unionized workers within an organization, I’ve witnessed a breakdown in employees’ overall morale due, in part, to the lingering fear of losing their jobs. Workers ability is being leveraged by organizations and still produces the same level of production. Preliminary Problem Statement This poses a problem within the Labor movement and a lack of insecurity in the workforce. This country was built on strong union. I strongly believe that, without any union, there will be no vibrant middle class. Job-cutting...
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...Organizational Behavior & Leadership Task three: Power All organizations are systems of power and dependence. The leaders of an organization generally have most of the power while the subordinates of the organization generally have more of the dependence. This paper will discuss the five sources of power within an organization and how dependence and power within an organization are a necessary function of each other. Also in our given scenarios these sources of power will be labeled and the relationship of power and dependence will be examined. “Power refers to a capacity that A has to influence the behavior of B so that B acts in accordance with A’s wishes” (Robbins & Judge, 2011). Basically, power is getting others to do what you want. There are five sources of power that we use to achieve this and they are separated into two groups. They are formal power are personal power. Formal power gives itself to persons of high rank within an organization. People that have been with an organization for a long time or persons in positions of management often have more formal power than others in the organization. There are three types of formal power that are used by managers to get what they want from others. They are coercive, reward and legitimate power. · Coercive power – This power involves a person ability to punish others in the organization if their needs aren’t met. This involves the ability to fire, demote and strip subordinates of preferable job duties. ·...
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...Jeffrey P.Bezos : An entrepreneur leader Jeff Bezos was born in Albuquerque, New Mexico and from an early age he showed his mechanical attitude developing intense and varied scientific interests. Considering this fact, his parents sent him to a special program for gifted children, where Jeff could develop his love for gadgets (Byers, 2006). When his family moved to Florida, he discovered his ‘great passion’, computers, so he abandoned his studies in Physics and got a degree on Computer science and Electrical engineering (Sherman, 2001). After his studies, Jeff Bezos started working for Bankers Trust, and at the age of 26 he became the youngest Vice President of the company (Byers, 2006). When he noticed in 1994 that internet usage was increasing by 2300% a year (Hämäläinen & Saarinen, 2007), he started planning his next step, which was Amazon.com. Amazon made his appearance in 1995 with 3 micro stations in Bezos’ garage (Robinson, 2009) and its activity was to sell books. Today Amazon.com is one of the most preferable internet retail platform, where customers can find DVD’s, CD’s, MP3 downloads, books and toys. According to Economist (2000), Amazon.com is the most visited internet retail platform in USA and one of the top 3 in Germany, UK, France and Japan. The impact of Amazon.com Amazon.com is today the largest electronic retail worldwide (Anon., 2012). According to J. Bezos (Wired Magazine, December, 2011), Amazon is a cultural pioneer which lives to disrupt...
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...Mardel Harrington Leadership and Organizational Behavior GM591 Investigating Employee Productivity and Turnover in the Business Management Department I am currently employed with PFM, Inc. This company has been in business 10 plus years. The company’s yearly revenue is anywhere from $500,000 to $1,000,000. There are about 25 employees and the services we provide is Financial and Wealth Management Services. Most of our clients are in the entertainment industry and those of high net worth incomes. The services we sell are financial planning and wealth management which entails the following: • investment services • tax planning and preparations • valuations • estate planning • computer service • bill pay • payroll, etc You would think that this would be a glamorous job and that people would stay in these positions because they are working with the rich and famous. It’s amazing how some people are so fascinate with the entertainment world and how they live. But this is definitely not the case. We find that these jobs are not what folk dream them to be. The job is very, very stressful and very demanding. I cannot elaborate enough on how stressful and taxing this job can be. I am not sure that the front office really gets it. What I have found in my 10 years of providing this service is that firms with the most turnover are the ones that do not have the best interest of both the client and their staff. It becomes a numbers game more...
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...GM 591: Leadership and Organizational Behavior The organization I chose to spotlight is ABC CO.. ABC CO. is a major transportation organization shipping freight by rail as well as intermodal. Intermodal means that there is freight that is shipped using more than just rails, they also use tractor trailers to complete some shipments. ABC CO. operates in 11 states, parts of Canada, and also runs on approximately 21,000 miles of rail. I have been on two sides of the house. I have worked on the transportation side as well as the I.T. side. I have been with the company approximately 9 ½ years. Eight of those years have been in the I.T. department. I would like to research the title “Appraising a manager’s motivation methods and how they influence performance.” The problem we have at the railroad is that the majority of the workforce is now counting down until retirement. This includes my peers as well as management. With management in the process of counting down the days, they appear to be sitting back and waiting for the second hand to render them free from working. This affects those of us that have, what seems like forever to retire by our management not seeing a need to put in request for raises/promotions or even some type of recognition. I feel like in their eyes, the less paperwork the better off their slide into retirement will be. I would like to find a way to convince management that working together with the employees can make everyone’s workload more productive...
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...If I were a manager tasked to transfer several managers from my manufacturing company in the US to manage the opening up of a new facility in Nigeria, I would have to do an extensive amount of research on that country before making such a decision. The wireless phone industry is a very big and competitive industry. It has become a serious part of technology that everyone uses as a form of communication and is almost necessary worldwide. The Company that I would use in this scenario is a wireless phone company, which of course would provide services such as regular land line phone services as well as internet services. There would be a lot that I would need to plan and organize before sending out managers from the US to Nigeria. In order to make this transition of our company to Nigeria successful, I would have to look at the communication differences between the U.S. and Nigeria as well as the differences of the types of products that they have and that we offer. I would also need to analyze the expected communication issues and be prepared to recommend corrective actions. Apart from those things, it would be very important for me to breakdown the cultural and workforce differences between the U.S. and Nigeria and how these differences could possibly create HRM issues for my U.S. management team such as jobs, motivation and other HRM issues. It is very crucial that a country has more than one way to communicate not only to its citizens but to the world. The bigger the country...
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...Anastasia A MGMT-591 1/26/2013 The team appears to be in the storming stage. They get along and Christine seems to know what everyone is capable of and they are putting in the work, but cracks are starting to show. Mike doesn’t seem to get along with the team and doesn’t always make meetings because of his work and personal relationship. In order for them to get to norming, they need to communicate better. The primary problem is communication. The secondary problem is timing. Everyone is doing the work. However, time is running out and Christine is stressing out because of Mike. She doesn’t know what else to do because she was never assertive with the team. Christine should have looked at the team assigned roles. Since Janet is the dependable extra-mile type, she should have made her the second-in command. Whatever Christine couldn’t do, Janet should get the rest done. Janet could have made sure that Mike had the notes and made sure his reports were in at a specific time and not whenever he could. Since Mike is the funny one it’s quite possible that he can use someone a bit more serious or quiet, like Diane. Diane and Mike could get ideas from each other and decide, and what works for the project and what doesn’t. Steve could make sure everything is also up to task by keeping record of what is going on. They could exchange emails and try to keep up with what happening in the group at least twice a day and that way, maybe Mike wouldn’t feel left out and he’d be able to...
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