...Conspiracy theory Protective sense of human-beings naturally help observe others’ action whether it is hostile or not. A person, who is suspicious of persecutory actions from others around him for some or no reason due to excessive protective sense, is said to be jealous. When this sense goes even further, it becomes a disease. In medicine, it’s called paranoia. This is one type of schizophrenia. Paranoia leads one to reach quick conclusion about why a bad thing has happened to him, accuse the suspect easily and overlook one’s easy conclusion. This disease is common in any society. Personal analysis is much better and healthier and therefore less prone to this disease while paranoia at the level of society is more common as it is more prone. Psychologists say that this has to do with the fact that individuals are directly responsible for consequences of his action while no one is held responsible for actions of society as a whole. Society is much more susceptible to paranoia and is easy to escalate it once infected. In other words, society holds much stronger conviction in order to find the person guilty of causing bad things got them. It’s very common for social paranoia to be directed towards people with different nationality, religion and beliefs, and different social strata. Its symptoms manifest in accusation and suspicion. Victims of social paranoia tend to be accused of having supernatural power and association with witches, and of plotting evil conspiracy. This delusion...
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...BUSM 3194 – Organizational Theory Assessment Task 1: Individual Assignment Completed by: Cheryl Tan Hui Ting S3449942 Word Count: 1836 Organizations are dependent on the environment for their survival. The organizational environment has been defined as all the factors that exist out of the organization that has the potential to affect parts, if not all, of the organization. The effects of their relationship can cause an organization to dictate the structure of their processes and functions in a particular manner that can ensure productivity, effectiveness and maximize gains. In this essay, we will focus on two paradigms that can help shed light in understanding how Coca Cola relate to its environment. The first paradigm that will be explored is the Modernist Perspective. The modernist approach embraces objective ontology and positive epistemology, where theorists believe organizations exist even if there is no knowledge of it. They seek out the truth through tests, assessments and statistical methods to fulfill the purpose of being effective, more productive and to gain power, control and structure within the organization (Hatch & Cunliffe 2013). Modernist theorists define the environment as an objective entity living outside the organization’s boundary. Stakeholders, who have a role to play in the survival of the organization where they provide materials, resources, capital, equipment and regulate law, are part of the environment. These stakeholders...
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...According to (Robins & Judge, 10th, p.2), Organizational Behavior studies the influence and impact that individuals, groups, and organizational structure have on behavior within organization for the purpose of applying such knowledge toward improving an organization’s effectiveness. In the business world today, Organizational Behavior is an essential tool for managing effective teams and it helps to understand and predict human behavior in an organization. It studies on how organizations can be structures more accurately, and how several events in their outside situations effect organizations. It has become more significant today than in previous years because organizations must master to adapt to the rapidly changing business cultures that have stemmed from a competitive market. In order to know how to handle a new workforce, and cope with the challenges of the new environment, the employers need to deliver their message about behavior and attitude of groups, and individuals in corporation. According to Graham and Krueger (1996), soft skills were never a part of management training and it was precious that employers were advised for possessing those skills. If employer can understands on an employee’s adaptability, personality, and creativity, motivating that employee the way he need to be motivated is never a gray area and a guaranteed success. Question (A): Why it is important to study Organizational Behavior? The study of organizational behavior is one of the most significant...
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...ASSIGNMENT BRIEF- OB (UNIT 3) Course Title | Pearson BTEC Level 5 HND Diploma in Business (QCF) | Student Name: | Unit Title | * Organisations and Behaviour | College ID NO: | Unit Number | 3 | | Unit Credit Value | 15 | Pearson Reg. No: | Unit Level | 4 | | Unit Code | H/601/0551 | E-mail: | Pearson Centre No | | | Assessor/s:IQA: | | Learner Signature: | Learning Outcomes | To pass this unit, the student must achieve all the major learning outcomes as follows:1 Understand the relationship between organisational structure and culture2 Understand different approaches to management and leadership3 Understand ways of using motivational theories in organisations4 Understand mechanisms for developing effective teamwork in organisations. | Issue Date | | Final Submission Deadline: | Submission Date: | Signature of Assessor | | Signature ofInternal Verifier | | UNIT AIM The aim of this unit is to give learners an understanding of individual and group behaviour in organisations and to examine current theories and their application in managing behaviour in the workplace. UNIT INTRODUCTION This unit focuses on the behaviour of individuals and groups within organisations. It explores the links between the structure and culture of organisations and how these interact and influence the behaviour of the workforce. The structure of a large multi-national company with thousands of employees worldwide will be very different from a small local business...
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...Research Report: Corporate Culture Meets Structure University of Maryland University College MGMT 630-9082 Organizational Theory and Behavior TIN Score: 8% An organization is a unit of individuals that is arranged to pursue shared goals. All organizations include an exclusive alignment that defines the connections among both its activities and members. This unique configuration, also known as structure partitions and allocates positions, duties, and authority to carry out a variety of tasks. While structure plays a vital role in organizational success, one can’t deny the fact that corporate culture too is necessary in attaining these achievements. It takes the appropriate influential mixture of both culture and structure, to attain ultimate success; in other words, you cannot have one without the other because they both stimulate and support each other. Culture at the organizational level, defines the behavior of individuals in a professional manner. Organizational culture is values that are usually learned from leadership. Daft defines culture as “the set of values, norms, guiding beliefs, and understandings shared by members of an organization” (Daft, 2013, p. 392). Examples of culture include, but are not limited to: symbols, slogans, stories, and ceremonies. All of these entities display a physical representation of an organization by conveying a shared comprehension of its existence. No matter who or where you are the McDonald’s logo is recognized and associated...
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...Knowledge about organizational design has evolved over the past century. In this part, I will show you on a brief tour of the historical development of organizational design theory. Keep two things in mind here. Firstly, because both the approaches and environments are changing over time, organizational design is an on-going process. Secondly, changes in the theories usually involve trial and error, which should be understood dialectically. The classical approach According to Weber, Taylor and Fayol’s opinions on organizational design, it is believed that the most efficient and effective organizations had a hierarchical structure in which members of the organization were guided in their actions by a sense of duty to the organization and by a set of rational rules and regulations. Classical theory of organization design suffers from superficiality, over simplification and lack of realism. Generally speaking, the classical approach appeared to fail in providing a direct and simple basis for relating organisational structure and business success. Mullins (2007) One of the fundamental problems with the classical theory is that the scholars only emphasized the high efficiency of the activity and mechanism of authority instead of the importance of people’s action and human behaviour. Fred Luthans (2006) pointed out that, the classicists disregarded factors of human nature and individuality and they let it play only a minor role in comparison with the roles of hierarchical structures...
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...| Organization Theory Assignment | BUSM 3194-Organizational Theory | | Linda (S3417437) | Class group: L04Lecturer: Mr Foo Hee Luan BOB | What are the advantages and disadvantages of a multi-perspective approach to understanding organization? | TABLE OF CONTENTS Page Cover Page 1 Table of Contents 2 Introduction 3 1. Multiple Perspective; Modern, Symbolic-Interpretive and Postmodern 3-4 Perspective on Organization Structure and Cultural 2. Modern Perspective 4-5 3. Symbolic-Interpretive Perspective 5-6 4. Postmodern Perspective 6 5. Multi-perspective Advantage & Disadvantage 6-7 6. Conclusion 8 Reference list 9-10 Word count: 1963 words Introduction Nowadays, organizations are becoming more and more complex. This may due to the globalization, advancement in technology and derelegulation of the market. From the past till now, we can learn about an organisation through theories and different perspectives that developed by different theorists. We need to understand the organisation in different ways and different perspective in order to face any problems that deal with different organization phenomena. Here comes in the Multiple Perspectives, where includes the – modern, symbolic-interpretive and postmodern perspectives, where...
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.... Organization Theory Challenges and Perspectives John McAuley, Joanne Duberley and Phil Johnson . This book is, to my knowledge, the most comprehensive and reliable guide to organisational theory currently available. What is needed is a text that will give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of work that today qualify as constituting the subject of organisational theory. Whilst their writing is accessible and engaging, their approach is scholarly and serious. It is so easy for students (and indeed others who should know better) to trivialize this very problematic and challenging subject. This is not the case with the present book. This is a book that deserves to achieve a wide readership. Professor Stephen Ackroyd, Lancaster University, UK This new textbook usefully situates organization theory within the scholarly debates on modernism and postmodernism, and provides an advanced introduction to the heterogeneous study of organizations, including chapters on phenomenology, critical theory and psychoanalysis. Like all good textbooks, the book is accessible, well researched and readers are encouraged to view chapters as a starting point for getting to grips with the field of organization theory. Dr Martin Brigham, Lancaster University, UK McAuley et al. provide a highly readable account...
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...* What is the relevance of Organizational Behaviour to practicing managers? Organizational behavior (OB) is the study of human behavior in organizational settings, how human behavior interacts with the organization, and the organization itself. All three of these areas are ultimately connected and necessary for a comprehensive understanding of organizational behavior in the workplace. Learning about organizational behavior in today’s business environment could help managers build up a better work related understanding of themselves and their subsidiary. With this knowledge managers can achieve a successful career. Since a manager needs to get his job done by others who are employees, to have an organizational behavior skill that eventually become a valuable talent. But because the organization influences and is influenced by the individual, it is hard to completely understand the individual’s behaviour without knowing something about the organization. As the environment of business is always changing, the role of the managers has become more sensitive. In order to know how to handle a new workforce, and deal with the complication of the new environment, the management staff therefore needs to develop and have an understanding of their information about attitude and behavior of individuals, and groups in organization. Although the importance of organizational behavior may be clear, it still should be emphasized. Organizational behavior can greatly clarify the factors...
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...Microsoft runs a traditional organization structure with the executives at the top, managers in the middle, and supervisors at the production level. This allows for full control over the entire company while still being effective. If you are the type of person that can thrive under top down management style then Microsoft would be a perfect match to work under Microsoft leadership. The structure that Microsoft built has lasted since 1975, They have managed to take over the computer software business to the point that even their competors have to us Microsoft operating system to use their equipment. Bureaucratic approach utilized Microsoft is not different from many other large organizations with 10,000’s employees. There has to be an organizational structure and strategy in place for organizing Microsoft’s strategy, and this is the type of business that is known as a According to (wisegeek 2003-2016) “hierarchy or a top-down structure. With this approach, Microsoft has specific way the processes, and task allocation and management focus on a vertical structure that strictly defines a chain of command. Understanding bureaucracy of this type allows relatively little open communication between different levels of employees, with those who are assigned to work within departments normally being assigned jobs and told what to do, without much of an ability” (para. 2). Microsoft Below are the two most critical questions that you should address when you want to develop a surefire strategy...
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...oday’s organization are not only complex but ever-changing to meet the needs of a competitive environment. In fact, organizational theorists oftentimes use metaphors to describe and explain organizational structure. Jex and Britt (2008) point out that like the human body with all its internal organs working together to survive in the external environment, organizations are in constant interaction with the environment and must function with the larger ecosystem in which it exists. This paper will review the organizational process, identify theories associated with organizational development, and describe the conditions necessary for an organization to change and grow. Many definitions of organizational development process exist; however, Porras and Roberts (1992) combined them and stated that, Organizational development is a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members’ on-the-job-behaviors (Jex & Britt, 2008, p. 473). In simpler terms, the key to organizational change is to change the behaviors of employees so that the organization can improve performance. There are many reasons to facilitate change in an organization; however, the most compelling reason is survival. Jex and Britt (2008) suggest that other reasons can include remaining...
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...Organizational Theory: Determinants of Structure -------------------------------------------------------------------------------- The objective here is to understand why organizations have the structure that they do. By "structure" I mean things like degree and type of horizontal differentiation, vertical differentiation, mechanisms of coordination and control, formalization, and centralization of power. See handouts page for more information on organizational structure. According to Taylor, Fayol, Weber and other classical theorists, there is a single best way for organization to be structured. Yet organizations vary considerably on structural attributes. The objective of much research has been to understand what determines these variations. Is it random or systematic? Are some organizations simply less perfect than others, or are different designs better for different situations? Contingency Theory In contrast to the classical scholars, most theorists today believe that there is no one best way to organize. What is important is that there be a fit between the organization's structure, its size, its technology, and the requirements of its environment. This perspective is known as "contingency theory" and contrasts with the perspective of classical theorists like Weber, Taylor, Fayol, etc. who thought that there probably was one way to run organizations that was the best. Size This refers to capacity, number of personnel, outputs (customers, sales), resources...
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...Introduction of Organizational structure 1.1.1 Background of Organizational structure The environment is dynamic and is changing day by day. Organization set up in such dynamic environment needs to adapt and survive in such hostile conditions to achieve the organizational goals and objective. Organizational structures developed from the ancient times of hunters and collectors in tribal organizations through highly royal and clerical power structures to industrial structures and today's post-industrial structures. As pointed out by L. B. Mohr, the early theorists of organizational structure, Taylor, Fayol, and Weber "saw the importance of structure for effectiveness and efficiency and assumed without the slightest question that whatever structure was needed, people could fashion accordingly”. Organizational structure was considered a matter of choice. When in the 1930s, the rebellion began that came to be known as human relations theory, there was still not a denial of the idea of structure as an artefact, but rather an advocacy of the creation of a different sort of structure, one in which the needs, knowledge, and opinions of employees might be given greater recognition." However, a different view arose in the 1960s, suggesting that the organizational structure is "an externally caused phenomenon, an outcome rather than an artefact." In the 21st century, organizational theorists such as Lim, Griffiths, and Sambrook (2010) are once again proposing that organizational structure development...
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...Leadership & Organizational Behavior An organization is simply made up of different elements (employees) with different functions (jobs) that all contribute to the whole function of the business (the company). The success of an organization is based upon how well the employees (the elements) come together to perform their functions. This paper will define Organizational Behavior, Organizational Culture, Diversity, Communication, Change Management, and Ethics, followed by a few examples of how they are applied in the work environment. Organizational Behavior is defined as “the study of humans and group behavior within an organizational settings” (BNET), Studying the behaviors of a an organization’s employee’s is vital to the success of an organization and entails regular analysis of their employees personalities, their relationships with one another, the productivity, performance, commitment, job satisfaction of their employees, and the intensity of organizational commitment and business relations. An organizations leadership influences organizational behavior, the management styles within the business and its corporate culture. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. An example of Organizational Behavior within my current company is every six months our human resources department conducts a survey taken by every employee...
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...Question: (i.) Critically evaluate the classical theory of organization and management in the light of contemporary business environmental changes facing managers in Nigeria (ii.) How did the neoclassical and contingency theories improve on the imperations of the classical approach? (i.) Critically evaluate the classical theory of organization and management in the light of contemporary business environmental changes facing managers in Nigeria Classical organization theories (Taylor, 1947; Weber, 1947; Fayol, 1949) deal with the formal organization and concepts to increase management efficiency. Taylor presented scientific management concepts, Weber gave the bureaucratic approach, and Fayol developed the administrative theory of the organization. They all contributed significantly to the development of classical organization theory. Taylor's scientific management approach The scientific management approach developed by Taylor is based on the concept of planning of work to achieve efficiency, standardization, specialization and simplification. Acknowledging that the approach to increased productivity was through mutual trust between management and workers, Taylor suggested that, to increase this level of trust, • the advantages of productivity improvement should go to workers, • physical stress and anxiety should be eliminated as ...
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