...Organizational Psychology Government agencies, corporations, for-profit, and not-for-profit organizations are all composed of individuals making a larger, whole organization. Several factors can influence an individual, and the organization. Stress, working conditions, and external factors such as work-life balance influence an organization. Organizational Psychologists offer organizations ideas in the area of work environment conditions, work-life balance, and production improvements by using available methods of analysis and research. Organizational Psychology is "a field that utilizes scientific methodology to better understands the behavior of individuals working in organizational settings” (Jex & Britt, 2008 p.1). Organizational psychology concentrates on the human aspect of the working environment. Using research, surveys and interviewing, organization psychology will allow the psychologist to suggest process improvements and other ways to improve workplace conditions. Similar concentration of study will affect and can also improve production efficiencies. Organizational psychologists study and report on employee behaviors. Organizational psychologist will offer suggestions for improvements with the goal of influencing positive production, employee morale, and increase in profits. Research and Statistics Psychologist will use research and statistical exploration to develop theories, suggestions, and then offer recommendations to organizations regarding improvements...
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...Organizational Psychology Kevin Reynolds PSY/428 May 29, 2012 Dr. Jeff Dunlap Organizational Psychology Government agencies, corporations, for-profit, and not-for-profit organizations are all composed of individuals making a larger, whole organization. Several factors can influence an individual, and the organization. Stress, working conditions, and external factors such as work-life balance influence an organization. Organizational Psychologists offer organizations ideas in the area of work environment conditions, work-life balance, and production improvements by using available methods of analysis and research. Organizational Psychology is "a field that utilizes scientific methodology to better understands the behavior of individuals working in organizational settings” (Jex & Britt, 2008 p.1). Organizational psychology concentrates on the human aspect of the working environment. Using research, surveys and interviewing, organization psychology will allow the psychologist to suggest process improvements and other ways to improve workplace conditions. Similar concentration of study will affect and can also improve production efficiencies. Organizational psychologists study and report on employee behaviors. Organizational psychologist will offer suggestions for improvements with the goal of influencing positive production, employee morale, and increase in profits. Research and Statistics Psychologist will use research and statistical exploration to develop theories...
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...Recommendation Report Kimberly Allen HRM/552 May 25, 2012 Teresa Mitchell Recommendation Report The profit margin for Global Travel Agency has been low and the call center is currently experiencing a high employee turnover rate with the average employee resigning after 1 year. Customers have complained that representatives are confused, rude and impatient when answering the phones (Course Syllabus). As the new HR advisor for the Global Travel Agency, the following recommendation report to the organizational development and training program has been prepared. Components of Your Job Analysis and Design To create an effective job description, a job analysis was done to determine the tasks involved as a customer service representative for Global Travel and determine the appropriate skills, knowledge, responsibilities, and abilities required to successfully perform the job (Byers & Rue, 2008). The purpose of this job analysis is to assist in the preparation of the job description and specification, ensure recruitment exercises are effective, and aid in the development of an effective performance management system (Job Analysis). Components of the job analysis include: • Job contents comprised of the responsibilities and duties related to the job description. • Job requirements identifying the qualifications, skills knowledge, and characteristics such as personality requirements the employee must possess to perform the job successfully relating to job specifications...
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...Contents I. APP Pharmaceuticals 3 II. Background/Overview of APP Pharmaceuticals 3 III. Introduction to the Problem 4 IV. Literature Review -Philosophy, Culture and Strategy 7 V. Recommendation/Analysis -Philosophy, Culture and Strategy 9 VI. Literature Review/Analysis – Adoption and Driving Strategy Down into the Organization. 10 VII. Recommendation –Balanced Score Card 11 VIII. Recommendation/Analysis – Total Quality Management 15 IX. Reflection 24 X. Bibliography 26 I. APP Pharmaceuticals APP Pharmaceuticals (APP) strives to lade in the United States and Canada to be a leader for injectable pharmaceuticals. The company, philosophy is to provide excellent products and services by hiring dedicated and committed employees to meet our customers’ needs. Our primary goal is to improve the health and care of patients who use our pharmaceutical products. II. Background/Overview of APP Pharmaceuticals APP was established in 1996 and has quickly become one of the industry leaders in providing one stop shopping for very commonly used products to very special products to meet the needs of a wide range of patients. There market produces 142 products in over 400 doses and formulations. A few of the clinical areas they cover are: Cardiac Care, Dialysis, Emergency, Intensive Care, OB/GYN, Operating Rooms, Oncology, Orthopedics, Pediatrics, Psychiatry and Radiology. (APP Pharmaceuticals, unkown) APP is the number three generic injectable supplier in the United States...
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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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...- Recommendations – Make your recommendations as specific as possible. Include details. For example: ■ Weak: “To meet her need for belongingness/affiliation, I would appoint Felicia to a team.” ■ Stronger: “To meet her need for belongingness/affiliation, Felicia should be appointed to the Warehouse Quality Improvement Team. Team members include X, Y, and Z. Benefits of relationships with these contacts include…Team leader will be asked to mentor Felicia for possible succession to the role of facilitator. Per Theory A, these actions will contribute to Felicia’s sense of belongingness by…” Notice how in the above example, the writing has eliminated first person pronouns by rephrasing. - Sources – Use APA to cite/reference and other sources. Use the skills learned in weeks 4 and 5. Go to your online library. Find academic scholarly peer reviewed articles to support and justify all opinions. Back-up opinions and observations with the experts. Paraphrase all. No quotes are allowed. HEADINGS AND TOPIC SENTENCES: To ensure full credit, do not include the boldface headings that appear in the outlines for your papers. Be sure, however, that you do outline as you plan your paper. Planning is a key to success. Also remember that all papers in your 571 class must be submitted to GROWS before submitting for grading. Manage your time accordingly. Papers that do not include APA formatted headings may be returned for correction. Late penalties...
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...upper management the recommendations for control actions to be taken immediately. With this, the organization will no longer have concerns of pilferage, longer breaks, and a sloppy accounting. As mentioned, control helps the organization monitor its activities and ensure goals are being met. Within the control process managers must have standard operation procedures and measure its performance. If any variances exist between managers must react accordingly and ensure the process is back in control. An effective control will be accurate, timely, economical, flexible, and understandable. With these controls, many benefits will be provided to the organization, such as improved customer service, cost savings, accelerated delivery times, improved quality, inventory reductions, improved logistics management, increased sales, and increased market share. As a consultant, I will recommend three approaches to ensure the organization has full control of its employees and process. The recommendations mentioned above, market control emphasizes in external market mechanisms to help establish standards within the organization. The second approach is bureaucratic control which emphasizes in organizational authority and relies on administrative rules, regulations, procedures, and policies. Finally, the third approach is clan control, here an employee behavior can be regulated based on shared values, norms, traditions, rituals, beliefs, and other organizational culture, you may have...
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...Year) ACADEMIC YEAR 2008-2009 Module Title: Understanding Organizational Behavior Title Theory Application in Practical Organizational Behavior Issues Module Leader: Mr. Ioannis Papaconstantinou Student’s Name: Nikola Ognenovski Word count: 2972 1. Abstract The assignment examines two subject areas of the Organizational Behavior Unit through critical analysis of the concrete work situations and proposes possible argued solutions, supported by academic literature and incorporating aspects of different organizational behavior theories. In the first case study, we present how the need theories of motivation (Maslow’s hierarchy pyramid, Alderfer ERG Theory and Herzberg’s duality theory) are applied, by analyzing the concrete individual behavior of an employee in given work situation. In addition, achievers needs based on McClelland are also addressed. At the end, by summarizing the overall particular situation, we are suggesting a proposal based on the findings from several motivation theories, in order to resolve the elaborated motivation problem. In the second case study, we present the organizational structure of a large telecommunication company which fits to classical departmentalization by business functions. We analyze the organizational structure of this company, addressing its weaknesses in a situation when the market is changing fast and rapidly. At the end, we made a recommendation based on Mintzberg adhocracy organization design and the benefits...
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... 6 QUESTION #4 7 SUMMARY 8 CONCLUSION 9 Summary: General Electrics (GE) established its Work-Out process in the early 1990s. The Work-Out process was an Idea that the CEO of the company has came with after noticing that the company’s culture was too bureaucratic and slow to respond to change. He wanted to create a vehicle that would help engage and empower GE workers where the employees and managers within the organization meet for a 3-days to discuss and solve the problems that have been noticed by the employees and managers. In the meeting, they are discussing the progress of the organization and give recommendation that will help with its improvement. The logic behind the Work-Out is to identify problems and provide a mechanism for faster decision and action. But recently, the CEO of GE Jeffery Immelts concept to build capabilities in anticipation future technologies and engage in long range planning. GE wants all its managers to be adept to this kind of strategic thinking that most companies entrust only in seniors’ management. The change in the...
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...The Compare of Organizational Behavior In case of Siemens and Tesco Liu Xuan(Eileen) Table of contents 1.0 Introduction 2 1.1 Compare organizational structure and culture between Siemens and Tesco 2 1.2 The impact of organizational culture on the business performance of Siemens 7 1.3Discuss the factors influencing individual behavior 7 2.1 Compare the leadership style of Siemens with Tesco 8 2.2 How organization theory underpins the practice of management within Siemens 9 2.3 Evaluation of the main approaches to management theory 9 3.1 The impact that different leadership may have on motivation in organizations in periods of change 10 3.2 Compare the application of different motivational theories 10 3.3The usefulness of motivation theories for managers in Siemens 11 4.1 Mechanisms for developing effective teamwork in Siemens 11 4.2 Factors that may promote or inhibit the development of effective teamwork in Siemens 12 4.3 Evaluate the technology on team functioning in Siemens 13 5.0 Conclusions and recommendations 13 6.0 Reference 13 1.0 Introduction Organizational behavior refers to the reaction of individual, group or organization itself to the stimulation of endogenous or exogenous from the perspective of organization. The purpose of report is to application the theory in the organization behavior including the organization structure, enterprise culture, the leadership style, management approach, motivation theory, team work mechanism...
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...Leadership Analysis The purpose of this analysis is to identify and analyzed the different leadership behaviors and requirements a front-line leader must have. The front-line leader position is to help the organization to become more successful. A successful front-line leader must have a combination of skills, knowledge, experience, and personality traits that are needed to excel in any organization and culture. These skills include: * Accountable - Confidence to do the work and in the people they work with. “We” attitude. * Approachable - Accessibility in time of need. “Open door policy” * Appreciate - Appreciate efforts of team members and subordinates. * Accommodating -Adapt to learning and working styles of team members. * Decision-Making - Responsibility to appropriate others to maximize team member’s effectiveness. * Setting Goals – Achievement and continuous improvement. Knowledge Needed: * Knowledge of services, products and clients. * Knowledge of processes and techniques, strategies, competition and financial metrics. Experience Needed: * Coaching people for current and future roles. * Managing the performance of others. * Working effectively with other departments. Personal Attributes: * Positive approach to challenges. * Energetic Orientation to achieve goals. * Maintains high work and ethical standards. * Inspires confidence and trust. Based on the skills, knowledge, experience and personal attributes...
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...| 2014 | RHuman Resources Management | [DGE Performance management System] | | ------------------------------------------------- Overview Dana Gas is the Middle East’s leading private sector natural gas company producing some 65,000 barrels of oil equivalent per day of oil, gas and natural gas liquids from its operations in Egypt and the Kurdistan Region of Iraq. Dana Gas Egypt We are 100% operator of production, exploration and developments in the Nile Delta and 50% joint operator in Upper Egypt. Dana Gas, via its subsidiary Dana Gas Egypt, owns a 100% interest in three concessions onshore Nile Delta, the El Manzala, West El Manzala and West El Qantara concessions. And 50% in Komombo ------------------------------------------------- Dana Gas Egypt Manpower Resourcing, Attraction and Retention Philosophies Our success derives from the competence and dedication of our Employees. Dana Gas was able to continue its success in building capacity and capability at all levels, combining global and regional searches to identify and attract skilled people. It is part of our evolving culture to value expertise in a way that will generate the necessary proficiency that we require across the Group now and for the future. Talent Development Developing our people and helping them to reach their full potential are key elements to deliver our Group’s business strategy. This continues to be one of our main priorities. We recognize that the success of our strategy...
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...“A PROJECT REPORT ON ROLE OF HR IN TRANSFORMING CUSTOMER EXPERIENCE FROM GOOD TO GREAT” Submitted by PRATEIK DAS 10IMBA049 DEPARTMENT OF BUSINESS ADMINISTRATION UTKAL UNIVERSITY ORISSA. Declaration I, PRATEIK DAS hereby declare that the project titled “Role of HR in transforming customer experience from Good to Great” is an original record of work under taken by me for the summer internship project .I have completed the project under the supervision of, Dr Jyotirmayee Choudhury,Faculty Human Resource Department of Business Administration and Sarvana Sampath S Manager Human Resources at Manipal Health Enterprises Bangalore. Signature: Place Date Student Name Registration no. Department of Business Administration ACKNOWLEDGEMENTS No project can be completed without acknowledging the help and the support of the people who have helped in its successful completion. Their help, support, guidance and patience have been the key drivers for the project. ,I would like to express my gratitude to Mr. Ganesh Selvaraj, GM and Head Human Resource for giving me the opportunity to work as an intern in Manipal Health Enterprises. His words of encouragement have been an catalyst for working better. I would sincerely like...
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...Organizational Culture A discussion will be conducted on irrational and rational decision making. The terms will be defined and an explanation will be given on how organizational culture impacts a leader’s psychological processes when attempting to diagnose organizational problems. An organization problem will be identified and discussed in related to differences in cultural perspective. A description of the issue and the cultural perspectives that have caused tension will be addressed. Based on the research a recommendation will be given on how leader’s individual organizational members give voice to their cultural perspectives in a way that helps the leader make better decisions to achieve organizational mission and vision. An explanation of the recommendations and action steps that will help leaders make higher quality decisions based on what was discussed will be given. Robbin and Judge discusses the rational decision making model that should be followed to make sound decisions, but has found out the model is not followed by leaders. Robbin and Judge (2011) state “rational decision making model relies on a number of assumptions, including that the decision maker has complete information, is able to identify all the relevant options in a unbiased manner, and chooses the option with the highest utility (p. 178).” “Irrational decision making is without the faculty of reason; deprived of reason (Dictionary, 2011, par. 1).” Irrational decision making is usually deprived...
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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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