...Organizational Behavior Final Assignment By: Colette Gillespie Class: Organizational Management Teacher: Prof. Missy Santman What is Organizational Behavior Practice (Question 1) Organizational Behavior Practice is a field of study that investigates the impact of individuals, groups and structures upon behavior within an organization. Organizational Behavior Practices focus on many different areas like for work behavior (Group Behavior, Individual Behavior, and Collective behavior). Organization Behavior Practice is an interdisciplinary field that includes sociology, psychology, communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality...
Words: 1490 - Pages: 6
...as, resources, raw materials, employees, equipment etc. (McShane & Steen, 2009). It is important to ensure that as an organization, feedback is continuously being received on outputs in order to ensure the company can keep up with demand and still be accessible to provide their availability in the future (McShane & Steen, 2009). The open system theory also ganders internally as it explores how well it is able to convert inputs, raw material and human resources into outputs, product/services and employee behavior. How productive the conversion of inputs to outputs is being done is determined by “organizational efficiency” which measures the sum of inputs verses the sum of outputs. It is important however to consider that a successful company requires more adaptive as well as innovative methods and does not rely solely on efficiency. Within the example given, Napeen Beer Co. experienced the downfalls of poor communication which was lost within the organizational subsystems. Although their campaign increased demand for their products, as an organization they did not take into account their external environment and the supplies and resources they would need in order to keep up with the increased demand. It is clear that communication and feedback were the major barriers for this marketing campaign and unfortunately resulted negatively for Napeen Beer Co. In the future, it is suggested that employees...
Words: 1118 - Pages: 5
...Part A 1. Marketing specialists at Napanee Beer Co. developed a new advertising campaign for summer sales. The ads were particularly aimed at sports events where Napanee Beer sold kegs of beer on tap. The marketing group worked for months with a top advertising firm on the campaign. Their effort was successful in terms of significantly higher demand for Napanee Beer's keg beer at sports stadiums. However, the production department had not been notified of the marketing campaign and was not prepared for the increased demand. The company was forced to buy empty kegs at a premium price. It also had to brew some of the lower priced keg beer in vats that would have been used for higher priced specialty beer. The result was that Napanee Beer sold more of the lower priced keg beer and less of the higher priced products that summer. Moreover, the company could not initially fill consumer demand for the keg beer, resulting in customer dissatisfaction. Use open systems theory to explain what occurred at Napanee Beer Co. Begin with a brief description of open systems theory as it applies to both the external and internal environments. The open system theory states that organizations depend on the external environment and its feedback (McShane & Steen, 2012). The external environment includes all resources needed for an organization to provide their services or products such as, resources, raw materials, employees, equipment etc. (McShane & Steen, 2012). It is important to...
Words: 1877 - Pages: 8
...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...
Words: 3272 - Pages: 14
...A DESCRIPTIVE STUDY OF JOB SATISFACTION AND ITS RELATIONSHIP WITH GROUP COHESION by Mark G. Resheske A Research Paper Submitted in Partial Fulfillment of the Requirements for the Master of Science Degree With a Major in Applied Psychology-Industrial Organizational Concentration Approved: 4 Semester Credits __________________________________ Research Advisor: Dr. Mitchell Sherman The Graduate College University of Wisconsin-Stout May, 2001 1 The Graduate College University of Wisconsin-Stout Menomonie, Wisconsin 54751 ABSTRACT Resheske Mark G. A DESCRIPTIVE STUDY OF JOB SATISFACTION AND ITS RELATIONSHIP WITH GROUP COHESION Applied Psychology American Psychological Association Dr. Mitchell Sherman (APA) 05/2001 48 pages___ Manual used in this study___ This study investigated job satisfaction among full time faculty of the College of Human Development at a Wisconsin University. The research method used an anonymous survey that was voluntarily completed and returned to the researcher. The population of the study was the full time faculty of the College of Human Development at UW-Stout. Thirty-six full time faculty members participated in the study. The UW Employee Satisfaction Survey was used to measure the level of job satisfaction. The results indicate that overall the faculty of the College of Human Development at UW-Stout are satisfied with their current employment. The study determined that group cohesion does play a role in overall job satisfaction. Measures of...
Words: 8937 - Pages: 36
...is job performance and the independent variable is the Ability Job Fit i.e. the match between an employee’s ability and the requirement of his job. Our data collection method is unstructured interview and questionnaire. A sample of 10 people was chosen for the study by non-probability convenient sampling method. The sample includes 5 employees of both multinational as well as local companies. The result shows that a high ability job fit is the most important factor behind an employee’s job performance and thus contributes to the field of organization behavior. Thus I found out in my study in a non-contrived setting that a cause and effect relationship exists between job performance and ability job fit (keeping other things constant). INTRODUCTION But in the past few years more and more important is being given to the aspects of organizational behavior. To contribute to the field of organizational behavior this report is an effort to find out the relationship...
Words: 5818 - Pages: 24
...of Accounting & Finance Department, National University of Modern Languages, IBF Campus, Lahore. Dear Sir/Madam; It is to present you the thesis report which is executed at Computer Marketing Company as required by the university as a degree requirement for B.S. (Accounting and Finance) program. This report has been prepared in accordance with the guidelines issued by the department. It is the result of my first professional experience. This is a partial application of whatever I studied as a business graduate of National University of Modern Languages. In the report I have covered the introduction of Computer Marketing Company, detail of my work and learning in corporate environment. I am assisting Managing Director for assignments, but for learning assisting charge of each department I have put all the efforts to summarize my knowledge and...
Words: 8706 - Pages: 35
...MGT1000 Organisational behaviour and management Marking criteria for assignment: CRITERIA | FAIL Less than 50% | PASS 50%–64% | CREDIT 65%–74% | DISTINCTION 75%–84% | HIGH DISTINCTION 85% and up | TOTAL | Content | No demonstrated understanding of question; not all issues relevant to question have been answered; inaccurate and irrelevant theory/content; obvious content missing | Borderline understanding of question; may not have answered all the issues relevant to the question but has dealt with the major ones; some minor inaccurate and or irrelevant theory/content | Sufficient understanding of question; answers all parts of the question, even if the content is a little uneven in quality; has attempted critique e.g. linked theories or evaluated theory; only very few very minor inaccuracies in content/theory evident | Good understanding of question; answers all parts of the question to a good standard– includes critical analysis of relevant issues pertaining to the question, even if a little of this critique is a little weak in parts; no inaccuracies in content/theory evident; may include some original content | Unequivocal understanding of question; answers all its parts comprehensively and accurately and excellent critical analysis of relevant issues pertaining to the question; usually includes some original content; no inaccuracies in the theory / content | | Mark out of 30 | <15 | 15-19.4 | 19.5-22.4 | 22.5-25.4 | 25.5 | 26 | Referencing and sources...
Words: 3296 - Pages: 14
...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, integrity, citizenship Trust has become an important topic of...
Words: 16513 - Pages: 67
...Organizational Commitment Organizational commitment is the employee’s psychological attachment to the organization. It predicts work variables such as turnover, organizational citizenship behavior, and also job performance. Organizational commitment is the strength or the feeling of responsibility that an employee has towards the mission of the organization, also in which has an important place in the study of organizational behavior. Organizational commitment is related to job satisfaction, employee’s behaviors and performance effectiveness; it describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Commitment itself is considered a psychological state. Organizational researchers and social psychologists view commitment quite differently. Organizational researchers study attitudinal commitment, focusing on how employees identify with goals and values of the organization. Social psychologists study behavioral commitment, while focusing on how a person’s behavior serves to bind him or her to the organization. (http://en.articlesgratuits.com) Some components of organizational commitment are a strong belief in and acceptance of the goals and values of the organization, a willingness to exert (display) considerable effort on behalf of the organization. And a definite desire to maintain organizational membership (belong to the organization). Meyer and Allen (1991) define organizational commitment...
Words: 601 - Pages: 3
...Crіtіcаl Еvаluаtion Of Rеѕеаrch Mеthοdѕ Аррlіеd Tο А Hοѕріtаlіty Cοntеxt Dеductіvе vs. Іnductіvе Based on dеductіvе vs. inductіvе techniques whenever researchers conduct research in hospitality and tourism research proejcts they dіѕtіnguіѕh bеtwееn twο bаѕіc kіndѕ οf аrgumеnt: іnductіvе аnd dеductіvе. Іnductіοn іѕ uѕuаlly dеѕcrіbеd аѕ mοvіng frοm thе ѕреcіfіc tο thе gеnеrаl, whіlе dеductіοn bеgіnѕ wіth thе gеnеrаl аnd еndѕ wіth thе ѕреcіfіc; аrgumеntѕ bаѕеd οn еxреrіеncе οr οbѕеrvаtіοn аrе bеѕt еxрrеѕѕеd іnductіvеly, whіlе аrgumеntѕ bаѕеd οn lаwѕ, rulеѕ, οr οthеr wіdеly аccерtеd рrіncірlеѕ аrе bеѕt еxрrеѕѕеd dеductіvеly. А dеductіvе аrgumеnt іѕ οnе whοѕе cοncluѕіοn fοllοwѕ frοm thе рrеmіѕеѕ аѕ rеquіrеd. Thіѕ fеаturе іѕ cаllеd vаlіdіty аnd іѕ whаt dіѕtіnguіѕhеѕ іt is frοm οthеr аrgumеntѕ, ѕuch аѕ thе іnductіvе аnаlοguе. А nеcеѕѕаry rеlаtіοnѕhір еѕtаblіѕhеd bеtwееn рrеmіѕеѕ аnd cοncluѕіοn іѕ cаllеd vаlіdіty. Dеductіvе rеаѕοnіng іѕ rеаѕοnіng thаt іnvοlvеѕ а hіеrаrchy οf ѕtаtеmеntѕ οr truthѕ. Ѕtаrtіng wіth а lіmіtеd numbеr οf ѕіmрlе ѕtаtеmеntѕ οr аѕѕumрtіοnѕ, ѕtаtеmеntѕ thаt аrе mοrе cοmрlеx cаn bе buіlt uр frοm thе mοrе bаѕіc οnеѕ. Іf-thеn dеductіvе rеаѕοnіng іѕ hοw ѕcіеntіѕtѕ (аnd οthеr реοрlе!) cаn tеѕt аltеrnаtе hyрοthеѕеѕ. Mаkіng dеductіοnѕ іѕ іmрοrtаnt whеn wе cаnnοt dіrеctly οbѕеrvе а cаuѕе, аnd cаn οnly οbѕеrvе іtѕ cοnѕеquеncеѕ. Thіѕ kіnd οf rеаѕοnіng cаn bе mοdеlеd by thе fοllοwіng: Іf ... Thеn... But... Thеrеfοrе... On the other ahdn inductіvе rеаѕοnіng...
Words: 6601 - Pages: 27
...Organization Citizenship Behaviour RELATIONSHIPS BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIORS, EFFICIENCY, AND CUSTOMER SERVICE PERCEPTIONS IN TAIWANESE BANKS HsiuJu Rebecca Yen Department of Business Administration College of Management Yuan Ze University 135 Far East Rd. Chung Li, Taiwan Email: hjyen@saturn.yzu.edu.tw & Brian P. Niehoff Department of Management 101 Calvin Hall Kansas State University Manhattan, KS 66506 Phone: (785) 532-4359 FAX: (785) 532-7024 e-mail: niehoff@ksu.edu Running Head: OCB and Effectiveness MIDWEST ACADEMY of MGMT OB/OT Track RELATIONSHIPS BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIORS, EFFICIENCY, AND CUSTOMER SERVICE PERCEPTIONS IN TAIWANESE BANKS ABSTRACT Organizational citizenship behaviors (OCB) describe actions in which employees are willing to go above and beyond their prescribed role requirements. Prior theory suggests and some research supports the belief that these behaviors are correlated with indicators of organizational effectiveness. Studies have yet to explore whether relationships between OCB and organizational effectiveness are generalizable to non-U.S. samples. The present study examined relationships between OCB and two indicators of organizational effectiveness -- the efficient use of human resources and perceived service quality – for bank branches in Taiwan. The results supported a relationship between the OCB dimension of altruism and the efficient use of human resources...
Words: 3044 - Pages: 13
...and Counterproductive Behaviors An effective business, along with productive employees within an organization means one things; achieving organizational goals and objectives. Like any organization it is vital that guidelines are in order for employees to follow. Guidelines will help ensure productive behaviors. The paper will define productive behavior and counterproductive behavior. The impact these behaviors have on job performance and the general performance of an organization will be described. Followed by recommendations from the author in regards to strategies that will increase productive behavior and decrease counterproductive behaviors in organizations. Productive Behavior An Employee who is displaying behavior that illustrates acclimation in his work will most likely be able to succeed in productive behavior. Productive behavior is the behavior that is associated with someone’s contributions that help achieve goals and objectives for the company or organization. In the text the definition of productive behavior is described, “ as employee behavior that contributes positively to the goals and objectives of the organization” (Jex & Britt, 1. 2008). Job performance is the way employees engage behaviors in the workplace. It is a representation of their behavior while working as it contributes to the goals of the organization. Productivity, effectiveness and utility all represent job performance. Job performance is a common productive behavior. Another aspect of productive...
Words: 560 - Pages: 3
...DrainFlow Leading and Managing Organizations Contents: 1. Introduction 2. Addressing the six questions 3. Conclusion Questions: 1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction? 2. Using job characteristic theory, explain why the present system of job design may be contributing to employee’s dissatisfaction. Describe more way you could help employees feel more satisfied with their work by redesigning their jobs. 3. Lee has a somewhat vague idea about how reward the cash reward system. Describe some of the specific ways you would make the reward system work better, based on the case. 4. Explain the advantages and disadvantages of using financial incentives in a program of this nature. What, if any, potential problems might arise if people are given money for achieving customer satisfaction goals? What other type of incentives might be considered? 5. Create a specific plan to assess whether the award system is working. What are the dependent variables that should change if the system works? How will you go about measuring success? 6. What type of hiring recommendations would you make to find people better suited for these jobs? Which Big Five personality traits would be useful for the customer service responsibilities and...
Words: 1654 - Pages: 7
...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) ............................................................................................................
Words: 7865 - Pages: 32