...Organizational Structures (Author’s name) (Institutional Affiliation) Date Introduction The organization of corporate structures is important in the allocation of duties and roles, supervision of employees at the workplace as well as the efficient coordination of workflow in an organization. These plans form the basis of effective operations of any company’s projects, and give accurate insights on the exploration of the minimal resources available to an organization’s disposal. Besides, it enables any company to manage the work force in the process of timely completion of projects and extension of the businesses longevity. Therefore, it is important to define the roles of each party in any project assigned to the organization. Analysis of the case: designing the authorities of a project manager The Beijing EAP Inc. is a company that provided EAPs to many customers. The nature of its operations required the employees to have strong academic backgrounds that qualified them to operate in this multinational service company. Being the largest market holder in the mainland China, the Company had a huge customer base that categorized it as a big corporation. Amongst some customers of BEC were IBM, Siemens, Samsung, Lenovo, Guadong Mobile and the China Development Bank. Consequently, the Company had many projects that prompted the management to subdivide the projects to different segment managers. In this case study, for instance, Mr. Yang represents a training department...
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...Organizational Behavior Overview Organizational behavior seeks to explain the function of complex organizations and predict the outcomes of changes to their components or underlying dynamics. It is most often applied to private-sector businesses, but it can also be used to describe the dynamics of government agencies, religious organizations and even municipalities. The study of organizational behavior requires a multi-disciplinary approach that draws upon decades’ worth of sociological and psychological research. As opposed to human resource management and its related field of study, which focuses on recognizing individual actors’ motivations and controlling their behavior accordingly, the academics and business professionals who explore the science of organizational behavior seek to explain the broader outcomes that these actors produce. Organizational behavior can be broken into two broad categories: “micro-level” dynamics and “macro-level” outcomes. The former concerns the interactions of individuals within small groups tied to a larger organization while the latter concerns the interplay of entire organizations within a sector or industry. Organisational Behaviour: What You Need to Know The study of organizational behavior is a by-product of the Industrial Revolution. Although nominal theories of efficiency have existed since ancient times, early-modern economist Adam Smith is generally considered to be the grandfather of organizational behavior. His seminal work on...
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...and its globalization while accommodating the challenges of diversity, ethics, and the motivation and coordination of employees. Perspectives on Organizations Open Systems A closed system does not depend on its environment, but focuses on running things efficiently. Open systems [Exhibit 1.2] must interact with the environment to survive, and managers realize they must pay close attention to what is going on with their customers, suppliers, and competitors. A system, in general, is a set of interrelated elements that acquires inputs from the environment, transforms them, and discharges outputs to the external environment. Subsystems perform functions such as production, boundary spanning, maintenance, adaptation, and management. Organizational Configuration Henry Mintzberg says that every organization has five interrelated parts [Exhibit 1.3A]: technical core of people who do the basic work of the organization; technical support creates innovations in the technical core with employees such as engineers and researchers; administrative support is responsible...
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.../ch18.mhtml * * ORGANIZATIONAL BEHAVIOR by Steven L. ... One of Douglas Daft's first tasks asCoca-Cola's new CEO was to cut one-fifth of the workforce. The goal wasn't ... 2. Coca Cola Organizational Behaviour Free Essays 1 - 20 www.studymode.com/.../coca-cola-organizational-behaviour-page1.html * 20+ items - Free Essays on Coca Cola Organizational Behaviour for ... Coca Cola Organizational Theory subsequent paper contains a ... Coca- Cola Organizational And General Issue have been overlooked by ... 3. Organizational Behavior Coca Cola Free Essays 1 - 20 www.studymode.com/.../organizational-behavior-coca-cola-page1.html * 20+ items - Free Essays on Organizational Behavior Coca Cola for students ... its part, archrival PepsiCo has a 31.6 percent market share. (Vault 2002) The ... very thankful to you as you Assigned us this report on ROLE OF THE FORCES ... 4. Coca Cola Organizational Theory - Scribd www.scribd.com/doc/20200601/Coca-Cola-Organizational-Theory * * Sep 25, 2009 - Coca Cola Organizational Theory - Free download as PDF File (.pdf), Text ... Is behavior in the organization very standardized, or does mutual ... 5. Organizational Structure of The Coca-Cola Company - Scribd www.scribd.com/.../Organizational-Structure-of-The-Coca-Cola-Compan... * * Sep 15, 2010 - The Coca-Cola Company 2010 This document contains the concepts oforganizational theory explained with reference to The Coca-Cola Company...
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...Organizational Theory – Organizational Systems Analysis Organizational Theory – Summary Paper Today’s organizations draw upon the concepts of social and cultural anthropology, political science, strategic management, and organizational behavior. To become a successful manager in today’s organizations, mangers must understand and adjust to organizational concepts, implementation and management of change within organizations, concepts of systems of theory problem solving and decision making. As a manger in my current organization, this course has taught me how to improve my managerial skills through recognizing and understanding the concepts mentioned above. The following is a complete system analysis of my company based on the Six-Box Model. Within the six-box model I will demonstrate how the following factors: (1) Boundaries and Environments; (2) Organizational Structure; (3) Formal and Informal Systems; (4) Reward Systems; (5) Power; (6) Force Field Analysis, (7) Organizational Interventions; and (8) Reactions to Proposed Changes affect a managers management style. Organizational Boundaries and Environments Boundaries in organizations can be defined as “the umbrella under which rules are implemented to shape their purpose and goals.” (Ware, 2005). Boundaries are in place to determine the sphere of influence for the internal activities of an organization and to govern the reactions to external environments...
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...Organizational Behaviour (BAM – 317) Assignment Topic: * Group Dynamics with example. * Current trends in the field of organizational behaviour. Submitted to - Mr P. S. Lakhawat Submission date -: 18th March’2015 Submitted by -: Himanshu Sharan P.Id -: 12BTCSE052 Stream -: B.Tech CSE 6th Sem. * Group Dynamics with example Kurt Lewin a social psychologist and change management expert, is credited with coining the term "group dynamics" in the early 1940s. He noted that people often take on distinct roles and behaviours when they work in a group. "Group dynamics" describes the effects of these roles and behaviours on other group members, and on the group as a whole. The phrase "Group Dynamics" contains two words -: I. Group- a social unit of two or more individuals who have in common a set of beliefs and values, follow the same norms and work for an establishable common aim. The members of the group share a set of common purpose, tasks or goals. II. Dynamics- the flow of, coherent activities which as envisaged, will lead the group towards the establishment of its set goals. Group dynamics deals with the attitudes and behavioural patterns of a group. Group dynamics concern how groups...
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...Com/530 February 3, 2012 Jon Zimmerman Southwest Airlines Organizational Culture An organizations’ culture develops from beliefs and values that are shared by a group or groups of people that influence the behavior of members within that organization. Every organization has a different culture setting that becomes enhanced by the level of communication displayed daily. For example, Southwest Airlines’ (SWA) organizational philosophy can be described as phenomenal starting with their mission statement and core values. SWA has pledged the mission to show dedication to the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride, and company spirit. SWA is a leading air transportation provider in the United States. The Organizational culture of SWA is one that is open and is geared towards providing extraordinary Customer Service, as well as providing an employee oriented company. This is why SWA is ranked the highest among airline competitors for places to work. SWA’s vision is to expand our locations both domestic and overseas by being the largest and most profitable airline company to achieve both short and long-haul carriers efficiently and with low cost. Also to be an airline carrier that has the most productive work force to guarantee the best flight possible for each and every passenger. SWA vision statement is made possible mostly do to organizational culture, communication and the company’s commitment to employees...
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...Framing the conflict as a power struggle, assertion of rights, or satisfaction of interests can dramatically affect the process and the outcome. If you are analyzing a conflict, identifying how the parties see the conflict in terms of power, rights, and interests can lead to transformative solutions not otherwise apparent. Power is the ability to have one’s way against the wishes of another. Voting seems to be a simple example, whether a vote is for political office or organizational positions, the voters have the power to choose. Psychic Prisons According to the psychic prison metaphor, organizations are seen as socially constructed realities based on unconscious preoccupations of people in the organization. These socially constructed realities or cultures may be experienced as problematic and confining, which is the reason why Morgan uses the term psychic prisons. Morgan subsumes several explanations of human behavior based on psychological mechanisms under the psychic prison metaphor most of these theories...
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...TERM PAPER: ORGANIZATIONAL BEHAVIOR MODEL IN THE CONTEXT OF TELECOM SECTOR IN BANGLADESH March 20,2015 Rumana Afroze Senior Lecturer Management-251 Department of Business Administrations East West University Subject: Term Paper on” OB model in the context of Telecom sector in Bangladesh”. Dear Madam, It is an opportunity for us to submitting the report on “OB model in the context of telecom sector in Bangladesh” to you. We think that this is quite challenging for us in many aspects, but it was a good experience for us to learn something new which will help us to improve our skills. When we worked on this report we strictly followed on the topic and tried to give our best effort to collect all information. For making an excellent term paper we collect much information from books, journals, articles and internet. We are thankful to you for giving us the opportunity to do an assignment on this topic. This report gives us some new experience which will help us for our future life Truly yours, ______________________ Aftab Uddin Niloy Natasha Khan 2012-2-14-062 2013-1-13-010 Asma-ul-Husna(Sanju) Sharmin Alam 2013-1-10-024 2013-1-10-113 Md. Tanvir Ibn Aftab 2012-3-10-153 Address: Plot:A/2,Jahurul Islam City, Aftabnagar, East West...
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...Term paper On Relevance of leadership theories, role of leadership style and team building for organizational performance in context of Bangladesh. Organization theory and Behavior (PPG505) Submitted to Dr. Sk. Tawfique M. Haque Associate Professor Department of Political Science & Sociology And Director, MPPG Program North South University, Dhaka, Bangladesh. [pic] Submitted by MD. AMDAD HOSSAN ID NO. 1412126085 MPPG 4th Batch, Department of PSS, NSU, Dhaka 1. Introduction Leadership is a highly sought-after and highly valued commodity. In the last three decades, especially after the NPM movement, leadership has attracted substantial attention as an essential factor for organizational performance in the public sector (Cristin &Ticlu, 2012). The public has become increasingly captivated by the idea of leadership. People continue to ask themselves and others what makes good leaders. As individuals, they seek more information on how to become effective leaders (Bryman, 1992). Many people believe that leadership is a way to improve their personal, social, and professional lives. Corporations seek those with leadership ability because they believe they bring special assets to their organizations and, ultimately, improve the bottom line (Parry, 2003). In addition, leadership has gained the attention of researchers worldwide. A review of the scholarly studies on leadership shows that there is a wide variety of different...
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...discourteous and rude behavior with ambiguous intent to harm that violates norms governing appropriate workplace behavior.[16] Sexual harassment[edit] Main article: Sexual harassment Sexual harassment is behavior that denigrates or mistreats an individual due to his or her gender, creates an offensive workplace, and interferes with an individual being able to do the job.[17] Teams[edit] Main article: Team Job-related attitudes and emotions[edit] Organizational behavior deals with employee attitudes and feelings. Job satisfaction is the feelings one has about the job or facets of the job, such as pay or supervision[18] Organizational commitment is the extent to which employees feel attachment to their organization.[19] Emotional labor concerns the requirement that employees display certain emotions, like smiling at customers.[20] Leadership[edit] Main article: Leadership There have been a number of approaches and theories that concern leadership. Early theories focused on characteristics of leaders, while later theories focused on leader behavior, and conditions under which...
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...Organizational Behavior An Evidence-Based Approach Twelfth Edition Fred Luthans George Holmes Distinguished Professor of Management, University of Nebraska Me Graw Hill Boston Burr Ridge, IL Dubuque, IA Madison, Wl New York San Francisco St. Louis Bangkok Bogota Caracas Kuala Lumpur Lisbon London Madrid Mexico City Milan Montreal New Delhi Santiago Seoul Singapore Sydney Taipei Toronto Contents About the Author Preface v PART ONE ENVIRONMENTAL AND ORGANIZATIONAL CONTEXT Evidence-Based Consulting Practices 1 iv Organizational Behavior Case: Conceptual Model: Dream or Reality? 30 Chapter 2 Environmental Context: Globalization, Diversity, and Ethics 31 1 Learning Objectives 31 Globalization 31 Diversity in the Workplace 34 Chapter 1 Introduction to Organizational Behavior: An Evidence-Based Approach 5 Learning Objectives 5 The Challenges Facing Management 6 Undergoing a Paradigm Shift 8 A New Perspective for Management 10 Evidence-Based Management 12 Historical Background: The Hawthorne Studies Reasons for the Emergence of Diversity 35 Developing the Multicultural Organization 38 Individual Approaches to Managing Diversity 39 Organizational Approaches to Managing Diversity 41 Ethics and Ethical Behavior in Organizations 46 47 The Impact of Ethics on "Bottom-Line " Outcomes 13 The Illumination Studies: A Serendipitous Discovery 13 Subsequent Phases of the Hawthorne Studies 14 Implications of the Hawthorne Studies 15 Research Methodology to Determine Valid Evidence...
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...headquarters is based in Leeds, UK. In 1999, Asda was acquired by Wal-Mart and is currently part of the largest retailer in the world. Asda employs approximately 178,000 people who work in its more than 500 stores in the UK. Currently, Asda is the second largest retailer chain store in the UK (Data Monitor, 2012). Organizational Behavior Organizational behavior is the study and application of knowledge about how individuals, people and groups act in organizations. It is concerned with what people do in an organization and how their behavior affects the performance of the organization (Harvey, Millett & Smith, 1998). Organizational behavior is an interdisciplinary field that draws on the ideas and research of many disciplines that are concerned with human behavior and interaction. These fields include sociology, psychology, social psychology, communications and anthropology (Robbins, 2003). When people interact in organizations many factors come into play. Organizational behavior attempts to understand these factors. An organization is made up of people from different backgrounds and cultural values that have to work together effectively. Organizational behavior seeks to highlight the understanding of behavior in organizations to develop competencies in forecasting how people are likely to behave. This knowledge helps in controlling behaviors...
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...http://www.uoptutors.com/PSY-428/PSY-428-Week-5-Individual-Review-of-Chapters-1-16 PSY428 REVIEW OF CHAPTERS 1-15 Guide 1. The field of organizational psychology began to take its present shape in the _____. a) 1870s b) early 1900s c) 1950s d) early 1800s 2. Organizational psychologists collect data most frequently using ____________. a) survey research b) one-on-one interviews c) under-cover agents d) none of the above 3. The transitioning process by which a new hire becomes a productive member of an organization is known in organizational psychology as: a) organizational integration b) organizational socialization c) new-hire trauma d) group cohesion 4. Which of the following is not true regarding realistic job previews? a) They should only provide applicants with positive information b) They may lower applicants’ expectations of a job c) They may reduce turnover d) They can facilitate newcomer socialization 5. Employee behaviors that are not required under a formal job description (e.g., altruism, general courtesy) are known in organizational psychology as _______. a) Organizational personal behaviors b) Organizational citizenship behaviors c) Person-in-organization behaviors d) Extra-organizational behaviors 6. An evaluation of the results of an employee’s actual performance on the job is the evaluation of that employee’s ________...
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...Organizational Behavior An Evidence-Based Approach Twelfth Edition Fred Luthans George Holmes Distinguished Professor of Management, University of Nebraska Me Graw Hill Boston Burr Ridge, IL Dubuque, IA Madison, Wl New York San Francisco St. Louis Bangkok Bogota Caracas Kuala Lumpur Lisbon London Madrid Mexico City Milan Montreal New Delhi Santiago Seoul Singapore Sydney Taipei Toronto Contents About the Author Preface v PART ONE ENVIRONMENTAL AND ORGANIZATIONAL CONTEXT Evidence-Based Consulting Practices 1 iv Organizational Behavior Case: Conceptual Model: Dream or Reality? 30 Chapter 2 Environmental Context: Globalization, Diversity, and Ethics 31 1 Learning Objectives 31 Globalization 31 Diversity in the Workplace 34 Chapter 1 Introduction to Organizational Behavior: An Evidence-Based Approach 5 Learning Objectives 5 The Challenges Facing Management 6 Undergoing a Paradigm Shift 8 A New Perspective for Management 10 Evidence-Based Management 12 Historical Background: The Hawthorne Studies Reasons for the Emergence of Diversity 35 Developing the Multicultural Organization 38 Individual Approaches to Managing Diversity 39 Organizational Approaches to Managing Diversity 41 Ethics and Ethical Behavior in Organizations 46 47 The Impact of Ethics on "Bottom-Line " Outcomes 13 The Illumination Studies: A Serendipitous Discovery 13 Subsequent Phases of the Hawthorne Studies 14 Implications of the Hawthorne Studies 15 Research...
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