...SAN BEDA COLLEGE Graduate School of Business Buenaflor, Kricia Angela M Business Research Methods (Writeshop) Title: Impact of Organizational Climate on Job Satisfaction among Academic Staff in Metro, Manila Part I: INTRODUCTION OF THE STUDY 1.1 Background of the Study 1.2.1 General context of the problem Despite these scattered efforts on job satisfaction among Academic Employee in the Metro Manila, there is a gap of research on the subject interest in Metro, Manila. Importantly in relation to their organizational climate, therefore, why this study is considered necessary at this time. 1.2.2 Description of the situation by which problem arose and developed. An earlier study by Kestetner (1994) showed that almost half of new educators leave the field during the first five years of their employment. This is expected to be of great concern to all employees because unhappy and dissatisfied employees may translate into poor performance and high staff turnover. 1.2 Initial Review of Related Literature (Five Gurus) 1.2.1 Previous studies’ results and findings related to the problem 1. Research has increasingly examined a global index representing a single strategically focused climate (e.g. a climate for service or a climate for safety) or has focused on a set of climate dimensions (Ostroff et al., 2007) 2. Studies have tended to focus on either psychological or organizational climate on individual outcomes. This is an important omission because...
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...1818-4960 © IDOSI Publications, 2008 Organizational Climate and Academic Staff’s Perception on Climate Factors Hüseyin Gül Department of Technical Education Faculty, Kocaeli University, Kocaeli, Turkey Abstract: This study aimed to find out how managers and academicians working in the organization perceived their organization and how they responded to the variations arising from climatic changes in the organization. The data were collected from 146 academicians by Kocaeli University Organizational Climate Questionnaire (KUOCQ) measuring five factors- “rules and discipline”, “democracy”, “social and cultural factors”, “organizational image” and “organizational goals”. Reliability coefficient of questionnaire was " = .97. The findings showed that there was a significant difference in five dimensions between academicians who were in the post of management and those who were not: managers scored more than the rest. Moreover, the findings showed that “gender” and “academic title” were not important in the perception of organizational climate. When evaluated in general, it was obviously seen that it was necessary for the managers to make all academicians informed about the decisions and the situation of organization in order to create an atmosphere of mutual trust. Suggestions are made about what should be done to achieve effective organizational climate and to help academic staff have a positive approach to more positive organizational climate and to remove post inequity between managers...
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...www.ccsenet.org/ijps International Journal of Psychological Studies Vol. 2, No. 2; December 2010 Organizational Climate and its Effects on Organizational Variables: An Empirical Study Jianwei Zhang (Corresponding author) School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China E-mail: jianweizhang@263.net Yuxin Liu Business School, University of International Business and Economics, Beijing 100029, China Abstract This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers...
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...Joshua S. Grover 06/28/10 Organizational Behavior in Education Final Leadership Essay Responsibility: perhaps no better word describes what a leader faces as he or she manages an organization. As future leaders are cultivated and preened for future positions, it is necessary and vital to instill upon them the importance of such a position. It was in the midst of great self-reflection I realized how much I long to be an effective leader. It wasn’t until I participated in Education 630 under the instruction of Dr. Dennis Van Berkum of Minnesota State University, that I fully realized my potential as an educational leader. Through the required course-work, I’ve come to understand what an effective leader is. As a result I have chosen to compose the following essay on leadership. I will outline my point of view on organizational theory, leadership, and culture. I will also provide a personal perspective of decision making. Throughout this process I will also include my plan for growth in such an organization. It is clear that throughout the last century many different concepts have been attempted as an organizational theory. When reflecting on traditional theories it is evident that all of them have some principles that can be useful in today’s school systems. There are three organizational theories that beg investigation: Bureaucratic, Scientific Management, and Classical theories. In the following words, I will explore each theory and its validity as a useful management...
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...Chattanooga Ice Cream Division Case Analysis May 10, 2016 Juan J. Garcia Jack Welch Management Institute Dr. Christine Fuselier JWI 510 Overview The intent of this case analysis is to synthesize the cumulative team leadership principles presented in this class to date. The paper will demonstrate an informed understanding of how leaders that foster an ambiance of trust will enjoy the benefits of cohesive, more productive teams through collaboration among all members. The subject of this analysis is Chattanooga Ice Cream, Inc. (the division), one of three wholly-owned subsidiaries of Chattanooga Food Corporation (CFC) as described in “The Chattanooga Ice Cream Division” case study (the case study) (Sloane 2003) . Background Market Position The division had grown to become one of the largest regional manufacturers of mid-priced basic ice cream products in the United States. Primary customers were supermarkets and related retailers. Recently, a major supermarket chain had notified that it would no longer be carrying the division brand. Financial Profile Although sales revenues in 1991 were just over $180 million, by 1995 the earnings had dropped to $150 million. During the same period, operating profit fell from $6.5 million to $4.1 million. In 1995, the subsidiary had reached a point where it was unable to pay any upstream dividends to the parent company. The impending loss of the supermarket chain represented another $6.5 million drop in sales revenue. Executive...
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...Organizational Behavior – Consultancy Report Group 18 DISCLAIMER This material is based upon work supported by Caixa Geral de Depósitos (CGD), Banco Português de Investimento (BPI) and Banco Bilbao Vizcaya Argentaria (BBVA). Any opinions, findings, conclusions, or recommendations are those of the authors and do not reflect the views of the Companies, their employees or their administrations. 2 Organizational Behavior – Consultancy Report Group 18 Table of Contents Executive Summary 1. Introduction 2. Organizational Context 3. Theoretical Background 4. Methodology 4.1 Procedures 4.2 Sample 5. Analysis 5.1. Limitations 5.2. The variables 5.3. ANOVA 5.3.1. Effects of Age 5.3.2. Effects of Gender 5.3.3. Effects of Education Level 5.4. Model 5.4.1. Person-Organizational Fit and Ethical Leadership 5.4.2. Person-Organizational Fit and Ethical Environment 5.4.3. Person-Organizational Fit and Political Skills 5.4.4. Person-Organizational Fit and Human Resources 5.4.5. Person-Organizational Fit and Ethical Behaviour 5.4.6. Ethical Environment and Trust in Employees 5.4.7. Ethical Environment and Voice 6. Conclusions and Recommendations References Appendix 4 5 6 7 8 8 8 11 11 12 12 13 13 14 14 15 16 17 17 18 18 20 21 24 25 3 Organizational Behavior – Consultancy Report Group 18 Executive Summary The aim of this consultancy report is to provide advice and recommendations to the companies involved in this sector (banking) in order to improve their performances, based...
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...Relating Employee Engagement and HRD Climate: A Challenge for HR Professionals Abstract: In today’s competitive world, it has become imperative for organizations to nurture, develop and engage talent in the best possible manner. Employee engagement can be defined as the degree to which a person is emotionally attached with the organization. Employee engagement is strongly related to business outcomes. Greater the employee engagement; greater is the productivity of the organization. Hence, management consultants and practitioners are putting enormous efforts to augment the employee engagement among their employees. Also, a relationship exists between HRD climate and job satisfaction, organizational commitment and many other factors which ultimately results in engagement of employees in their work. The purpose of the study was to measure the employee engagement level and to study the relationship between employee engagement and HRD climate and impact of HRD climate on employee engagement in one of the leading digital e-commerce company in National Capital Region (NCR). OCTAPACE profile (Pareek, 2003) was used to measure the HRD climate. OCTAPACE measures eight dimensions of HRD climate viz. openness, collaboration, trust, pro-action, autonomy, authenticity, confrontation and experimentation. The study was conducted on 108 respondents. Data was analyzed using correlation and regression analysis in SPSS. The various dimensions of HRD climate were observed individually and reults...
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...Organizational Environment Charmaine Roundtree Bus 322-Organizational Behavior Dr. Bob Nolley 10/15/2015 Telephone: 919-961-8376 E-mail: annetteroundtree@yahoo.com Instructor: Dean J. Robert Nolley III Today I decided to do my assignment on Wegmans Food Market. There are many driving forces that shaped this privately-held, family owned company that was founded in 1916. Wegmans is a regional grocery store chain that has built reputation on one stop experience. Many of their customers enjoy picking up their prescription, ordering dinner in the market café, renting family videos, and being able to pick up or drop off clothes at the inside dry cleaning. Wegmans believe in giving their customer the best, and they strive to achieve it daily. Founded in Rochester, NY, they have raised the bar on the customer shopping experience. The company takes pride on offering exceptional customer service, high quality goods, and great quantity of choices, and prepared quality foods. Wegmans has appeared on the Fortune’s annual “100 Best Companies to Work For” list since it begin in 1998, and has ranked among the top 10 of eight consecutive years (Fortune.com). In 2013, “Wegmans annual sales of $7 Billion. In 2014, “Wegmans was rank 30th on the Supermarket News list of the Top 75 Supermarkets based on sales volume”(Fortune.com). Wegmans operate 85 stores, and employs over 44,000 people. Competing in a global environment...
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...Leading the School Cynthia Cole EDU 7820 Principles of Educational Administration 7875 Amethyst Drive Pensacola, Fl 32506 850-449-0975 cynthiacole1@bellsouth.net Instructor: Dr. Ted Ray Effective school leaders should ensure that vision, mission, and goals encompass awareness of school culture, instruction, organizational management, group process and consensus building, learning resources, school law and politics, and ethics. School leaders play a significant role in school culture. Organizations with a positive culture have cohesiveness and responsibility towards maintaining embedded attitudes, beliefs, and behaviors (Ali, Brownson, Kahlert, & Sobel, 2002). It is important for leaders to create cultures that have values, equity, and high expectations. Effective leaders accomplish positive cultures with the use of appropriate dialogue, actions, and symbolic gestures. The overall goal of positive school culture is effective student learning and achievement. Therefore, school leaders must establish a culture that meets the needs of diverse student populations and challenges of accountability-driven education systems. This also involves effective collaborative instruction that is designed to maintain a focus on improving student learning. School leaders are required to ensure that students are meeting performance standards in a collaborative process. The research in this paper offers several suggestions for school leaders to facilitate...
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...and ethics in an organisation. By Student’s Name University name Date Abstract An ethical climate is part of the whole organizational climate and means the mutual perceptions of how ethical issues should be dealt with and what ethically right behavior. Olson defines ethical climate as the personal perceptions of the institute that affects behavior and attitudes and functions as a reference for the action of employee’s (Collins & Porras, 2000, p, 83). Attention to healthcare and nursing ethics has come up due to a heightened awareness of the effects and complexity of ethical issues in health care environs. Ethical climate can affect the beliefs and behavior of employees when challenging patient care difficulties are debated and resolved in work settings. Numerous studies have revealed the power of hospital ethical climates on job satisfaction, stress, turnover intentions, and ethics. Thus, it seems imperative to come up with valid measures so as to raise the standards of the ethical climate in health care institutions. Ethical climate survey Various self-assessment questionnaires have been established to determine the ethical climate in hospitals and health care settings. The most extensively used assessments are the Hospital Ethical Climate Survey (HECS) prepared in the United States by Olson (Kent, 2002, p.78). HECS recognizes five subscales in the ethical climate of hospitals and has good psychometric properties. Different cultures and countries including Turkey...
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...Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area...
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...• Nutritional Status • Fainsan, T. H. (2005). Personal attributes organizational characteristics and job stress levels of grade school teachers: their relationship to teacher performance. (Unpublished master’s thesis). Trinity College of Quezon City, Quezon City. - This study was conducted to determine the relationship between job stress and teaching performance among one hundred-fifteen (115) grade school teachers of Xavier School. Specifically, it delved on the sources of stressors in the organization such as school environment, organizational climate, organizational health, organizational communication and organizational leadership. cademic Performance of Elementary Pupils in Relation to their Nutritional Status (Free Questionnaire) I. What are the different factors that affect the academic performance of elementary pupils? This study deals with the factors that determine the school-related performance of elementary students; in particular to their health and nutritional status. The objectives of this article are relevant to the health and nutritional conditions of many school children, especially in public schools. In this same fashion, this is also related to the relationship between the academic performance of the school children and their nutritional health. All these aspects are vital in promoting a quality and effective education as well as providing the elementary pupils an equality of rights in learning. However, governments in various nations are constructing...
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...Communication Climate and Organizational Performances: A Comparison Studies Between Two Public Organizations. Rosli Mohammed Faculty of Communication and Modern Languages University Utara Malaysia Adnan Hussein School of Communication University Science Malaysia Introduction: Organization, whether it is a profit making or a public service organization needs to create a climate which would facilitate effective communication in organizing job related activities. One of the important aspects of organizing is the ability to communicate the roles, expectation, goals and vision of the organizations. Some studies indicate that managers spend from 62 % up to 89 % of their time engaged in communication, much of the time spend is through face to face communication interactions. Results also showed that time spent by managers communicating with peers, superiors, and subordinates ae more frequent compare to other task requirement. Normally, the objectives of communication is to informs and educate employees at all level in the company’s strategy and motivates employees to support the strategy and organizational performance goals.As most management scholars see, in the working world, interaction skills are typically viewed as necessary to helps work groups or employee’s accomplish goals and objectives (Henderson, 1987; D’ Aprix, 1982) The continuing assumption is that the better the interactions skills...
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... Whistle blowing legislation and organizational whistleblowing policies are intended to reduce the wrongdoing in organizations and protect the person that reports these wrongdoings. It is easier for employees to report wrongdoing when the issue of of a legal nature, as compared to wrongdoings that have an ethical issue to them. The legal wrongdoing is clearer and therefore the whistleblower has less confusion in the matter. Additionally, the whistleblower may feel that they are legally responsible if they do not report the behavior or incident (Tsahuridu & Vandekerckhove, 2008). Ethical wrongdoing is mercurial, leaving the issue open for translation, if it is not clearly stated as wrong in the company policies. Not all issues can be clearly covered even in a comprehensive policy. This leaves employees unclear about the situation and the appropriate action to take. Individuals in the workplace should feel safe reporting potential wrongdoing regardless of exact knowledge of its nature. Any circumstance that appears to be unethical to an individual should be reported and is appropriate. This will assist the individual in continuing to be a moral individual and support the development of an ethical organization (Alleyne, Hudaib, & Pike, 2013; Badaracco & Ellsworth, 1989). Does whistle blowing violate company loyalty? Whistleblowing does present itself as a conflict between the organization or organizational leader and the individual whistleblower...
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...Organizational Behavior Paper Linda C. O’Neal MGT/312 - ORGANIZATIONAL BEHAVIOR FOR MANAGERS June 1, 2015 Professor Tina Emrich Organizational Behavior The study of organizational behavior is an academic discipline concerned with describing, understanding, predicting, and controlling human behavior in an organizational environment. Organizational behavior has evolved from early classical management theories into a complex school of thought—and it continues to change in response to the dynamic environment and proliferating corporate cultures in which today's businesses operate. Crafting an organization that functions as efficiently as possible is a difficult task. Understanding the behavior of a single person is a challenge. Understanding the behavior of a group of people, each one with a complex relationship with the others in the group is an even more difficult undertaking. It is, however a worthy undertaking because ultimately the work of an organization is done through the behavior driven actions of people, individually or collectively, on their own or in collaboration with technology. Therefore, a central part of the management task is the management of organizational behavior. The Behavioral Sciences Organizational behavior scientists study four primary areas of behavioral science: individual behavior, group behavior, organizational structure, and organizational processes. They investigate many facets of these areas like personality and perception, attitudes...
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