...Organizational Behaviour Personal Learning Paper “She is clothed in strength and dignity, and she laughs without fear of the future” For the past 23 years of my life, I have been communicating and interacting with people and situations. I have had various situations in my life that demanded different responses. And yes, I have made choices. I have made my decisions. But never did I feel the need of sitting down and, evaluating as well as analysing my actions. I never felt the need for Self-Feedback until now. This course of ‘Organizational Behaviour I’ has left me pondering over the reasons for my behaviour and reactions. I have now started to analyse my behaviour to understand myself. Why exactly do I behave the way I do? What is my personality and how is it affecting my thought process. How do I perceive situations and what are my interpretations of them? What drives me and what motivates me. “What do I long for?’” This course has facilitated the answers to these questions, which is “It is not what you Look at, it is what you See”. It is my deepest longings as well as my past experiences and learnings that have influenced my way of interpreting the reality! I obtained a score of 57 as the ‘Least Preferred Co-worker’ (LPC) measure which indicates that I am a task-oriented person and not usually motivated by relationship building. One more instrument which was facilitated by our professors that I found extremely insightful was the ‘Tori Self Diagnostic’ scale. I found...
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...Paper 5 The Recovery of Trust: Case studies of organisational failures and trust repair BY GRAHAM DIETZ AND NICOLE GILLESPIE Published by the Institute of Business Ethics Occasional Paper 5 Authors Dr Graham Dietz is a Senior Lecturer in Human Resource Management and Organisational Behaviour at Durham University, UK. His research focuses on trust repair after organisational failures, as well as trust-building across cultures. Together with his co-author on this report, his most recent co-edited book is Organizational Trust: A cultural perspective (Cambridge University Press). Dr Nicole Gillespie is a Senior Lecturer in Management at the University of Queensland, Australia. Her research focuses on building, repairing and measuring trust in organisations and across cultural and professional boundaries. In addition, Nicole researches in the areas of leadership, teams and employee engagement. Acknowledgements The authors would like to thank the contact persons in the featured organisations for their comments on an earlier draft of this Paper. The IBE is particularly grateful to Severn Trent and BAE Systems for their support of this project. All rights reserved. To reproduce or transmit this book in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, please obtain prior permission in writing from the publisher. The Recovery of Trust: Case studies of organisational...
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...___________________________________________________________________________ Interviewer: Good Evening, Sir. Interviewee: Yes. Interviewer: Can you give us a brief background about yourself; where you have worked; the work culture at that place and the designation which you hold? Interviewee: I am a project manager in Central Design Unit of Garden Reach Shipbuilders & Engineers. I am the project manager of a naval base project and I have been assigned a group of 3 engineers and 6 supervisors. When a new project comes, we sit together with our boss and the subordinates; discuss various aspects of the project, try to incorporate every one’s opinion and try to make the project a success. Interviewer: Can you elicit one occasion where you felt the trust in the relationship which you had with your peers or subordinates was developed over time. How did it happen? Interviewee: As I have told you, we are always trying to develop a cordial relationship by sitting together discussing various aspects of the project, taking the views of subordinates and boss, then my boss and I sit together and chalk out the program and then as a project manager I assign the job to everyone. Normally I work hard and I try to be honest with subordinates so that everyone is encouraged to do hard work and complete the work in time. It increases the efficiency of the organization as a whole. I try to maintain an informal relationship with subordinates by trying to solve their personal problems, celebrate every birthday...
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...Trust Charlotte Colbert Lincoln University Abstract Trust is earned, lost, re-earned and at times, lost again. Trust has the opportunity to become stronger or the ability to lend itself to brokenness. The one thing that trust can never be is given. According to Asacker’s, “ Ethicis in the workplace, “when honesty - and its natural offspring, trust - exists in an organization or in a relationship, almost everything else is easier and far more enjoyable . It paves the way for ethical behavior.” (Asacker,2004). Personal, business or otherwise, trust can extend or deplete a relationship or organization of any kind. According to Asacker’s, “ Ethicis in the workplace, “when honesty - and its natural offspring,...
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...Recovery of Trust: Case studies of organisational failures and trust repair BY GRAHAM DIETZ AND NICOLE GILLESPIE Published by the Institute of Business Ethics Occasional Paper 5 Authors Dr Graham Dietz is a Senior Lecturer in Human Resource Management and Organisational Behaviour at Durham University, UK. His research focuses on trust repair after organisational failures, as well as trust-building across cultures. Together with his co-author on this report, his most recent co-edited book is Organizational Trust: A cultural perspective (Cambridge University Press). Dr Nicole Gillespie is a Senior Lecturer in Management at the University of Queensland, Australia. Her research focuses on building, repairing and measuring trust in organisations and across cultural and professional boundaries. In addition, Nicole researches in the areas of leadership, teams and employee engagement. Acknowledgements The authors would like to thank the contact persons in the featured organisations for their comments on an earlier draft of this Paper. The IBE is particularly grateful to Severn Trent and BAE Systems for their support of this project. All rights reserved. To reproduce or transmit this book in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, please obtain prior permission in writing from the publisher. The Recovery of Trust: Case studies of organisational failures and trust repair Price...
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...Assignment 5: Multiparty Negotiations, Trust/Reputation. Negotiation and Conflict Resolution – BUS 526 June 9, 2011 Question 1: Explain how you would develop an effective negotiating team to work on multiparty negotiations. Outline the actions you would take and explain why these would be effective. Multi-party negotiation is often considered to be an exercise in coalition-building according to Lax and Sebenius (1986). Negotiators try to form coalitions in order to pool their resources and have greater influence on outcomes. In a multi-party negotiation, communication; information and exchange of ideas; trust; definition of interests and needs; and indeed the common goal between parties is more complicated hence the need for a team that understands the sixteen attributes of an effective group according to Lewicki, Saunders, & Barry, (2011, p 216-217). An effective group and their members do the following things: 1. Test assumptions and inferences: Unchecked assumptions and inferences can lead to unfounded conclusions. 2. Share as much relevant information as possible: Information is key. 3. Focus on interest, not positions. 4. Explain the reasons behind one’s statements, questions and answers. 5. Be specific- use examples 6. Agree on the meaning of important words 7. Disagree openly with any member of the group 8. Make statements, and then invite questions and comments. 9. Jointly design ways to test disagreements and...
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...1. Providian Trust being the 10th largest financial and fiduciary services provider, slowly deteriorated in terms of profitability and competition in 1994 due to lack of efficient business process and IT. The key motive behind the initiation of Access Plus was due to the following reasons: * Forceful client demand on the part of PITS division. * Trust division lacked control and discipline. * Operation efficiency and outdated reporting systems as far as the clients concerned. * To convert the trust divisions expired information system to more efficient system. * Seeking improved methods to serve the clients. * Time, Quality and Cost improvement. * Improper tracking of all the services gave way to a huge price and thus led to a centralized tracking system. * Lack of knowledge on using different types of technology and software. * The institutional custody business became technology concentrated with some of them outsourcing the entire backroom function to have an effective operations. * The Front and back offices performed administrative functions. So there were blame games between trust officers and operations people. 2. To ensure success of Access Plus project, Providian has to make many organizational changes: * Give computer lessons to front office and back office aiming to teach them to process data through computers. * Full project testing can be implemented and deadlines have to be extended. * Communication...
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...The most powerful ingredient of trust is transparency and telling the truth The job of public relations is defined as telling the client’s story, often in a positive aspect. The role of trust in this model is critical to gaining credibility with the media and, ultimately, the audiences they reach. Therefore, The need for trust in the practice of public relations is imperative. The author James said, “The single most powerful ingredient of trust is disclosure. Powerful, productive and permanent relationships are built on the trust that disclosure establishes.” In term of the disclosure, I think it all depends, and situation related to disclosure will typically fall under the following relationship: Client & organization – truthful and full disclosure of information is fundamental to this relationship. Employee & Employer – transparency of information regarding organizational practices, decisions and employee expectations can enhance employee morale and commitment. I think the most powerful ingredient of trust is telling the truth. Virtually all codes of ethics begin with the duty to tell the truth under all conditions. Telling the truth will help enterprise to safeguard the reputation. In 2014, GM waited a decade to recall 2.6 million Chevrolet Cobalts, Saturn Ions and other vehicles over an ignition-switch defect that is tied to 13 deaths. GM is in a deep crisis after the recall-post, they really don’t have a reputation for quality and must take proper action to regain...
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...Trust: A Concept Analysis The term trust encompasses a wide array of meaning. It can be regarded both as a logical and an emotional act. Trust can be defined as having utter belief in the reliability, ability or truth of any person or thing; it is a state where the acceptance of truth even without evidence or investigations becomes possible (Oxford University Press, 2013). However, according to Merriam-Webster (2013) trust is defined as a guaranteed reliance on the strength, character or the character of any entity. Trust is an utterly important concept, even when considering it from the perspective of the nurse management. As mentioned earlier, trust has an element of emotion and logic in it. It is considered logical where a person perceives the potential gains or losses of putting their reliance on someone, calculating the possible satisfaction derived out of putting their trust into them and only after carefully analyzing all these aspects, then deciding whether or not to trust someone. However, it can be referred as emotional when any entity exposes themselves to others, hoping that rather than taking advantage of their situation, the others would tend to understand their situation and support them open heatedly. There are various dimensions to trust, some of which could be defined under the terms of predictability, delayed reciprocity, value exchange and exposed vulnerabilities. Human beings have a knack of forecasting for their future and in doing so, it is imperative...
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...IBS 611 LEGAL ISSUES IN GLOBAL ENVIRONMENT THE MULTINATIONAL ORGANIZATION AND THE UNFAIR COMPETITION LAWS INTRODUCTION The purpose of this paper is to discuss the name and describe the different types of structural organizations used by multinational corporations. The different organizational structures are the parent company, the nonmultinational enterprise, the national multinational enterprise, and the international multinational enterprise. I will also discuss the home state regulation of multinational enterprises. The forms of regulations discussed in this paper will be the Sherman Antitrust Act, the Clayton Act and the Robinson-Patman Act. Also there effects on business in the 21st century. THE MULTINATIONAL ORGANIZATION The Parent Company To carry out operations internationally, large business have adapted their organizational structures to share risks and to take advantage of economies of scale. The simplest international operating structure is the “nonmultinational enterprise,” in which a firm organized in one country contracts with an independent foreign firm to carry out sales or purchasing abroad. Somewhat more complex is the “national multinational enterprise,” in which a parent firm established in one country establishes wholly owned branches and subsidiaries in other countries. The most complex is the “international multinational enterprise” made up of two or more parents from different countries that co-own operating businesses in two or more...
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...Analysis of Team Charter Week three collaboration between team C members resulted in interesting similarities and difference between team members in reference to personality types, listening skills, and trust level. Post the self assessment offered by Prentice Hall through the University of Phoenix; each team member got a better understanding of his / her team member strength and weaknesses, knowing that based on the self assessment there are no such “right” answer and neither extreme better than the other. The personality different types for team C can be summarized as follows: 1. xxxxxxxxxxxxxx = ENFJ 2. zzzzzzzzzzzzzzzz = ENTJ 3. eeeeeeeeeee = ENTJ 4. rrrrrrrrrrrrrrrrrrrrrr = ENTJ “ENTJ = is outgoing, visionary, argumentative, have low tolerance for incompetence, and often seen as a natural leader. As far career the survey lists; possible career as a manager, management trainer, stockholder, lawyer, chemical engineer, or police officer. ENFJ = is charismatic, compassionate, and highly persuasive. Possible career as a TV producer, fundraiser, drama teacher, or health adviser”. How often that; it works to have 75% of team members personalities are similar; we have three members (xxxxxxxxxxxxxxxxxxxx) earned type ENTJ in the Prentice Hall Self-Assessment and one team member ) earned different type ENFJ. The mix is not equivalent to experience different personalities; however, having the same personalities is a challenging factor...
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...International Legal and Ethical Issues in Business Abstract In this assignment, we will review two scenarios of business practices and how these practices influence consumers. We will also explore antitrust laws and the fact that they were established to protect consumers and businesses from anti-competitive business practices. The foundation of a dynamic economy is free and open trade. The benefits of lower prices and higher quality products or services is done through aggressive competition. To maintain this dynamic economy the United States Congress established and passed the first antitrust law. This law was named the Sherman Act of 1890. Two other antitrust laws have been passed since. In 1914 the Federal Trade Commission Act was created by the Federal Trade Commission and the Clayton Act. These laws are still in effect. The antitrust laws were created to promote competition that is dynamic and to protect consumers from mergers that would create anticompetitive business practices. These laws are enforced by the Federal Trade Commission working with the Bureau of Economics. (Guide to Antitrust Laws, 2015) The Sherman Act banishes any monopolization or attempts thereof. The Supreme Court decided long ago that this act doesn't prohibit every restraint of trade. I only prohibits those that are unreasonable. For example, two people that may want to form a partnership may restrain trade but this is not considered unreasonable. Examples of illegal...
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...3. Standard Oil violated the Sherman Antitrust Act by directly attempt to restrain trade by using the drawbacks within their agreements with the railroad companies. In addition, they also break laws with their price wars and competitor buyouts. Through these means they were attempting to monopolize the oil trade and commerce in the United States. In my opinion, just because Standard Oil was violating the law does not mean that Rockefeller was act unethically. Weather Standard oil was a monopoly or not, the more important question is, were the practices of the Standard Oil efficient and did it hurt the social wealth of the country? Rockefeller took advantage of his economies of scale in order to deliver the products cheaper to the consumer. The consumer benefits from the price wars that Rockefeller engaged in. They received extremely low prices during the war and afterwards despite a small raise in the price, Rockefeller would not raise the price too high as to not attract new competition. This reduction in prices contributed the greater social wealth of the country. Rockefeller’s purchase of the refineries also produced positive results. Those former refiners who were entrepreneurs had this buyout money and could move on to other ventures. This would free up their capital and to help move out the production possibilities of the nation. This obviously would increase social wealth and lifestyle of the country. I do not think contradiction exists between...
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...Dentsply International and Market Power Ashley Davis DeVry University Dentsply International and Market Power The Congress passed antitrust laws in effort to protect competition in the market, as well as consumers whom are the ultimate recipients in the market (Novak, 2007). The case that will be discussed in this paper will be a company that was found guilty of violating section 2 of the Sherman Act, which focuses on people that are trying to monopolize the market for their own benefit, or someone that is trying to get complete control within an area of the economy. With the Sherman Antitrust Act in place, monopolization is very illegal and the act tries to prevent it from happening and protect competitors in the market (Novak, 2007). Dentsply International is a company that makes dental products, but their main product sold is false teeth. The company sells product in over 100 countries, so it is a very large company. The company sells its products to dealers, who then sell the false teeth and other products to dental labs. These labs then distribute the product to dentists with the supplies they need. If you don't include false teeth, the company supplies buyers with millions of dollars of products and dominated the artificial teeth market since they had close to 80 percent of the market share at the time they were being sued (Novak, 2007). Dentsply told their dealers that they had tell sell their supplies and deal primarily with them. When the Dentsply did that...
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...Small Business & Antitrust Laws Andrew Paul Danecki DeVry University Small Business & Antitrust Laws It may seem like in the United States that the free-market is a bit cutthroat and everyone is out for their own best interests. The U.S. is best described to have a mostly capitalist economy, and there are a handful of laws to allow growing businesses to have a fair chance to compete against other companies of the similar market. Antitrust laws, protection against monopoly, and laws pertaining to certain mergers are just to name a few. These laws are important, and extremely effective at protecting the small and growing businesses. It was not perfect at first, of course, but has adapted to cover a handful of loopholes. When you think of a monopoly, what normally comes to mind? That good, old classic board game made by Hasbro. That’s what I think of when that word comes in mind. And just like in the game, you try to dominate the board and be the only player left. The same goes for that word in the market world, which actually is illegal since the Sherman Antitrust Law was enacted in 1890. A monopoly is when a single company has solid control over the market with a particular product or service. Congress passed this first antitrust law as a “comprehensive charter of economic liberty aimed at preserving free and unfettered competition as the rule of trade” (The Antitrust Laws, n.d.). The last two laws were passed shortly later, and all three of these laws...
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