...In Organizational Behavior and Management, Ivanncevich, Konopaske, and Matteson place emphasis on exemplifying appropriate management practices to distribute a successful organization. In order to become effective and sufficient, the organization must be centered on or around human resources, management, organizational culture, and implemented processes. In the readings of Leading Change, Kotter displays a different interpretation from the textbook regarding a strong emphasis for leadership to assist in successful transformations of organizations. Kotter explains that failure to transform an existing or upcoming organization results from too much complacency, failure to create a sufficiently powerful guiding coalition, underestimating the power of vision, under communicating the vision, obstacles blocking the vision, failure to create short term wins, declaring victory too soon, and neglecting to anchor changes firmly (1-14). Establishment of a Sense of Urgency The establishment of a sense of urgency is crucial to gaining needed cooperation. With high complacency and low urgency, the organization struggles to generate interest to address the problems and ability to convince key individuals to create and communicate the change vision (Kotter 36). In order to initiate a secure level of urgency within the organization, methods to reduce or eliminate complacency is necessary. Attention must directed to address allowed crises, broader decision making , more long term goals...
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...Integrative Paper – Organizational Behavior and The Heart of Change Karen M. Flener MNGT 5590 Dr. Tyron A. Woodard The purpose of this paper is to ascertain, describe and define the commonalities and contradictions (if any) between Organizational Behavior and Management (John M. Ivancevich, Robert Konopaske, and Michael T. Matteson; our textbook) and The Heart of Change (John P. Kotter and Dan S. Cohen). After reading and studying both books, I conclude that Kotter’s work speaks more towards real world experience and our textbook speaks from an academic perspective, they are both very similar in definition, examples and objectives. Kotter explains that there are eight stages of successful large-scale change. He refers to these stages as the flow and consist of urgency, guiding team, visions, communication, empowerment, short term wins, don’t let up and make changes stick (Kotter, 2002 vi, vii). Prior to addressing and analyzing specific aspects of the stages of successful large scale change, we should first look at change. What it is, what does it involve and the impact not only on individuals but on organizations. We have all experienced change in our personal as well as professional lives. At times it can be painful, frightening and over whelming yet it can also be exciting, rejuvenating, and an opportunity to be creative, innovative leaders or change agents. In our world of technology and new inventions and management or growth techniques, change...
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...Case; Assessed Essay; Feasibility Report…) | ASSESSED ESSAY | ASSIGNMENT TITLE | ORGANISATIONAL STRUCTURE | HOME TEACHER | RICHARD GALLETLY | SECOND TEACHER | JULIA SOKOTA | DATE OF SUBMISSION | July 23, 2013 | TOTAL WORD COUNT | 2,025 | FIRST/FINAL SUBMISSION | FINAL SUBMISSION | D E C L A R A T I O N By completing the above, I declare that this submission is my work; that it has been written in my own words; and that all references, direct or indirect, to other published or unpublished sources have been accurately acknowledged using the Harvard Referencing System. THE IMPACT OF THE ORGANIZATIONAL STRUCTURES It is well known through history that human behaviour has been the object of study in various areas, such as investigating the impact of man within social groups, the design of different organisational structures, and the application of this knowledge for the improvement and effectiveness of formal organizations. Organization is instituted as essential for evaluation of the achievement of the organizational goals; relations of interdependence that are established on the basis of the functioning of the individual in different context, leads to difficulties in the employment area, has a great influence on the individual and group levels. That is why organizations play an important role in societies, because most people spend more than a third of the day in a workplace. Therefore, the improvement of the quality of organizational structures is an essential...
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...Within an organization effective leadership is one of the most important factors that help to guarantee successful work of the organization, its development, and stability. It is a skill that helps managers to organize all of the processes within a company and maintain constant control over the employees. It requires great skills and a strong character and a level of charisma to influence others. While many of the world’s great leaders were not born to be leaders, several after starting with nothing went on to become great leaders because they desired it. Leadership can defined in many ways, but most commonly a leader is person who influences the thoughts and behaviors of others and a leader is one who establishes the direction for others to willingly follow. Leaders come in many styles; from the hard-nosed, strictly discipline oriented person, to the soft-spoken easygoing man, the product always seems to be a person that all subordinates can emulate. It appears as if a good leader is a person that is comprised of many principles and traits. Leaders play a vital role in standardizing performance. Leaders can influence other to perform beyond even their own expectations. Developing a sense of responsibility in your subordinates seems to play a very important role in a leader's actions. Leaders set vision, strategies, goals, and values in order to guide their followers and to set desired action and behavior. As a whole, any organization must have strong leadership as the basis...
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...1. What were the main issues that were faced by M&S CEO Marc Bolland in 2013? * He was effectively given an ultimatum by one of the group's biggest shareholders on Monday to achieve an improvement in clothing sales by September or face calls for him to go. David Cumming, head of equities at Standard Life Investments told Radio 4's Today program: "He has to get his autumn range right, that's when the management changes that he's made will have an impact. I think the market will wait to see how that range, which doesn't really come through until six to nine months, is going to work. If that is poor then he'll be under a lot of pressure." A number of other leading investors are supporting the Cummings line but some want to see an earlier improvement in both leadership and sales. Analysts are also anticipating swifter action but Mr. Cummings, who has responsibility for Standard's 1.6pc M&S holding, believes the market has already taken account of the group's problems and is looking to see if any bidders are on the horizon. "So us and the market will wait but he is under pressure," he added. The beleagured Mr.Bolland had a torrid time after unveiling disappointing Christmas sales figures and enduring a damaging early leak of the figures. Sales of clothing and other ranges of general merchandise were down almost 4pc, with the result that like for like sales dropped 1.8pc. Mr.Bolland shrugged off questions about whether he would be announcing...
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...Knowledge Management. Contemporary Trends and Issues ORGANIZATIONAL LEARNING Povilas Brilius Baifoteka Ltd, Lithuania, povilas@baifoteka.com Abstract: Organizational Learning (OL) is recognized to have established itself as a discipline. However, it remains unclear what it is primarily focused onto – practical problem solving or theoretical descriptive analysis. Due to largely fragmented literature, sometimes interweaving concepts and a variety of attitudes, practitioners find it difficult to easily apply this field, meantime theorists call for more comprehensive understanding of OL. This article focuses on contemporary trends in OL research. It argues and unveils that current OL investigation has made a shift towards holistic and integrative approach in which individual has more powers to make a decision. Article illustrates such contemporary shift of mind by (a) summarizing most important literature in the field (b) providing examples of latest research in OL area. For a smoother analysis, author builds and applies working framework of dichotomies between concepts (dialectical approach). Keywords: organizational learning, contemporary trends, holism. JEL Classification: D800, D830 1. Introduction During the last 50-60 years Organizational Learning (OL) has undoubtedly established itself as a discipline – a number of concepts have been constructed and applied theoretically, numerous schools with distinct models have emerged. However, a question may be posed – to what...
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...Organizational Culture of Ann, Inc. An Organizational Culture Profile (OCP) can be used as a tool to measure the culture of an organization through seven distinct values. Those values include detail-oriented, team-oriented, people-oriented, outcome-oriented, stable, aggressive and innovative. The sum of these values characterizes an organization’s culture. By identifying values that make up a company’s culture, managers can steer the principles, values and beliefs of the company more effectively. At Ann, Inc., the parent corporation of Ann Taylor and Loft stores, the culture of the corporation is described as follows, “our high-performance culture offers rewarding possibilities that fit perfectly into your own version of success.” (Ann, Inc., 2013). More specifically, the culture of Ann, Inc. can be discovered by delving into some of the specific dimensional values of the OCP framework. According to Carpenter, Bauer and Erdogan (2013, p. 210), “companies that have innovative cultures are flexible, adaptable and experiment with new ideas.” Customers that shop at Ann Taylor and Loft stores on a frequent basis notice that new clothing is introduced when the seasons change and when trends change. As further evidence of this cultural value, Ann Inc.’s website mentions “innovation is constant” (Ann, Inc., 2013). In fact, in 2010, Ann, Inc. launched a move to replace its outdated large Ann Taylor stores with smaller stores that make women feel like they are at home, walking...
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...Grade Received, "A" Beliefs and values, norms, folkways, and mores, and subcultures are the basic elements of an organizational culture (Fottler, Ford, & Heaton, 2010). I feel that an employee should be fired if they do not meet the organization’s organizational culture. We all know that every individual has his/her own beliefs; however, if the person does not match the beliefs and values of the organization, problems can arise. If an organization says that they are focused on their consumers and when the employees interact with consumers they are rude and inconsiderate, the consumer may not return. I worked in a nursing home as a CNA for almost two years. Our patients all were elderly and had Down’s syndrome. Our organizational culture was to treat each patient with dignity and respect, as well as giving each patient their right to privacy. We were all trained on these beliefs, as well as all of the HIPAA rules. Our facility hired a young girl to work the floor as a CNA as well. I caught her making fun of one of our consumers with one of her friends. I turned her in, and she was fired on the spot, no questions asked. Like I stated before, I do believe that an employee should be terminated if they do not meet the organization’s culture. I also believe, however, that if the employee is trained properly, they should have a chance to get their attitudes in check. Once given that second chance, if they still do not meet the organization’s culture, then they should...
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...CONTENT Abstract 2 Introduction 2 Mechanistic Role Formalization & Functional Specialization Increases Performance 3 Excess control often stifles innovation. 4 Employee motivation: The crisis of bureaucratic control 5 Summary 8 Reference 10 Abstract In this paper I will critically evaluate the statement “Organizations seek to control” from both mechanistic and culture perspective, using my own placement experience in Great Eastern Life Assurance (Singapore) as an example to examine the extent of compatibility and conflict between these two perspectives in the sense of control. Introduction Control is a set of activities to determine an actual state of affairs, compare it to appropriate models, and then formulate conclusions which should contribute to assure efficient and effective functioning of an organization. A mechanistic view of organizations assumes that organizations operate in a consistent machine-like manner. Control in mechanisms perspective, primarily aimed at detecting irregularities. A culture view of organizations treats organizations as mini societies which have a system of strongly-held shared value among members. Control by corporate culture views people as emotional, symbol-loving, and needing to...
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...other people in the organization and to get them to do what they otherwise would not have done. Although the terms power, authority and influence are often used synonymously, there is a difference between them. Power is the ability to effect a change in an individual or a group in some way. Power may or may not be legitimate. That is, power need not correspond with a person's organizational position. Authority, on the other hand, is legitimate. It is the power which is sanctioned by the organization and is often the 'source' of power. Influence is a much broader concept than both power and authority. French and Raven, social psychologists, identified five sources of power - coercive, reward, legitimate, expert and referent. Coercive power is based on fear and is the ability to influence another person through threats or fear of punishment. Reward power is a positive power which refers to the ability to get things done through others on the basis of one's power to grant rewards. Legitimate power depends on organizational position and authority. It refers to the power conferred by a person's organizational position. Expert power is derived from a person's expertise or specialized knowledge of a certain subject that is perceived as important to the organization. And referent power is based on people's identification with a certain individual and their attempt to emulate his behavior. The person who acts as a model for reference has power over the person who emulates his...
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...Creating a Plan for Positive Influence Daniel E Fulgencio Mota University of Phoenix LDR/531 Organizational Leadership March 28, 2013 Prof. Miguel A Rodriguez, PhD Creating a Plan for Positive Influence Business model has change dramatically lately. These days are more common for the organizations to use team work or small subunits, also known as department or section formed specifically to perform specific task for achieving different goals in the company. This document proposes will cover several topics concerning to the design of an effective plan to increase team motivation, satisfaction and performance. How the different attitudes, emotions and, personalities may affect the good performance of group and the tools managers can use to alleviate this situations. Designing and effective Team Before defining a strategy to form and effective team it is important to know fundamentals aspects about team or groups. There are two types of groups formal and informal. This document focused on formal groups. Formal groups are those defined by organizations with the purpose of assigning task to the members of the team for achieving specifics goals. Other important aspect on forming and managing effective teams is the role a leader has for ensuring success of the team. Leaders may improve team performance by influencing and motivating each member of the group. Team performance is strongly related to the level of commitment and motivation members have to achieve...
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...Organizational Behavior Terminology and Concepts MGT-307 September 12, 2011 Farid Dalili Organizational Behavior Terminology and Concepts I will be discussing in this paper how the organizational culture, organizational behavior, diversity and communication is analyzed at Kaiser Permanente. I will define and explain how Kaiser Permanente uses the terminology and concepts in our hospital. Organizational Culture Organizational culture is the shared beliefs and values that make a difference in the behavior of organizational members. Culture plays an important role in stability and safety in an organization. Organization culture defines an organization's leadership and in order to understand its leadership, it is a must to first understand its culture. “Although it is relatively easy to conclude that what works well in one culture may not work as well in another, it is far harder to specify exactly how cultural differences affect things like motivation, job satisfaction, and ethical behavior.” (Schermerhorn, Hunt, & Osborn, 2008). The organizational culture at Kaiser Permanente has started a program called “Live Well Be Well” for their employees. This program has really made a big difference at our facility. The employees have better understanding of their health, motivated to come to work everyday and work ethics have improved as well. . Employees rely on culture for the ability to respond to any circumstances, culture becomes hard core in many organizations...
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...Organizational Psychology Fred Sanford PSY428 July 13, 2011 Dr. Love Less Organizational Psychology Modern businesses must stay on the cutting edge in order to ensure success in the ever changing and highly competitive corporate environment. Paramount to this success is the application of organizational psychology which focuses on the human factor of business. Close examination of the root definition, roles of research and statistics, and utilization of organizational psychology within organizations will provide insight into just how the human factor contributes to the failure or success of an organization. The finely tuned sports team, that just achieved greatness, or the corporation that collapsed due to corruption contained one thing, people who had either a positive or negative impact on an organization. “Organizational psychology is field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings” (Jex & Britt, 2008, p.1). The simple explanation is to understand what makes people tick in an organizational environment such as a business. Once understood, the challenge to organizational psychology is to capitalize on dynamics of individual behaviors and build upon the success of the organization. The role of research and statistics in organizational psychology is crucial to understanding how an organization functions. Research is accomplished in numerous ways; archival data studies, survey studies...
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...Discuss the conflict that is occurring at General Hospital. A conflict is to come into a collision or disagreement; be contradictory, at variance, or in opposition or to clash. Conflicts can be good as well as bad. A conflict not only depends upon perspectives but also upon how concerned parties react to certain situations. There are four primary levels of conflict: intrapersonal, interpersonal, intragroup, and intergroup (Hellriegel and Slocum, 2011, p. 385). The conflict that is occurring throughout General Hospital pertains to finances. General Hospital is having problems in revenue and a decline in patients with better health care plans that generate better revenue. Mike Hammer, Hospital CEO, is now dealing with the problem of cutting cost to prevent the hospital from going into a financial dilemma. Hammer also faces the problem of facilitating staff that agree with his previous decisions and perception on how to solve the problem. Physicians are focusing on personal benefits from representatives of pharmaceutical companies that distributes to the hospital. Each physician and clinician employed are paid a very high salary and the pharmaceutical companies are aware that the physicians are interested in favors if they use products at the hospital. This makes representatives of pharmaceutical companies to easily get their products in the General Hospital. This practice has started a serious problem. Some pharmaceutical companies increased the prices of their products...
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...Effective Communications Paper Your Name Course # Date Instructor: Today’s growing businesses are often requiring employees to work in teams to meet project deadlines. Working in teams comes with many benefits, such as building employee relationships and knowledge sharing. Unfortunately, teamwork has its negative aspects, such as tension or anxiety, which almost always derives from poor communication. Effective communication within an organization often determines an organizations fate. This article gives an overview of effective communication through knowledge sharing, effective and ineffective techniques, using effective techniques in a health care environment, and technological impacts. Effective Knowledge Sharing Techniques Knowledge is often seen as a rich form of information. This differentiation, however, is not terribly helpful. A more useful definition of knowledge is that it is about know-how and know-why. A metaphor is that of a cake. An analysis of its molecular constituents is data – for most purposes not very useful – one may not even be able to tell it were a cake. A list of ingredients is information – more useful – an experienced cook could probably make the cake – the data has been given context. The recipe though would be knowledge – written knowledge - explicit knowledge – it tells how to make the cake. An inexperienced cook however, even with the recipe might not make a good cake. A person, though, with relevant knowledge, experience...
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