...study of people and their behavior in the organization and their work place. Organizational behavior is an aspect that deals with great range of disciplines which includes management sociology, psychology, and communication. Organizational behavior brings about achievement of highest performance and good results due to the application of knowledge about how people, individuals, and groups act in organizations and workplaces. Through the study of organizational behavior, managers are able to know the problems affecting the employees in the organization and come up with solutions to solve these problems. As a result it brings they work harmoniously together as a family thereby bringing high achievement If a manager is assigned to manage an organization, it is necessary for him or her to understand how the organization operates. Organization may refer to the combination of science and people. While science and technology can be predicted, human behavior in an organization cannot be predicted. This is because human behaviors arise from needs and value systems of people. Organizations refer to people this means that without people organizations would not exist. This means that if managers want to understand the organizations in which they work, they must first understand the people who are the constituents of the organizations. People are the most valuable assets of the organisation.they create the organization, guide and direct its course. People in the organization are the one...
Words: 1546 - Pages: 7
...[pic] Performance comprises four interlocking elements. © iStockphoto/dt03mbb Is your organization's performance as good as it could be? What could be changed to improve things and why would this help? Does the key lie in the work itself? Or with the people doing it? Should you reorganize the corporate structure? Or try to change the prevailing culture? And why does one organization seem to thrive on a certain corporate structure or type of work, while another struggles to make a profit? The answer lies in understanding the key causes or drivers of performance and the relationship between them. The Congruence Model, first developed by David A Nadler and M L Tushman in the early 1980s, provides a way of doing just this. It's a powerful tool for finding out what's going wrong with a team or organization, and for thinking about how you can fix it. Understanding the Tool The Congruence Model is based on the principle that an organization's performance is derived from four elements: tasks, people, structure, and culture. The higher the congruence, or compatibility, amongst these elements, the greater the performance. For example, if you have brilliant people working for you, but your organization's culture is not a good fit for the way they work, their brilliance will not shine through. Likewise, you can have the latest technology and superbly streamlined processes to support decision making, but if the organizational culture is highly bureaucratic, decisions will undoubtedly...
Words: 2616 - Pages: 11
...in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people with disability are involved in the workforce of a company. In such condition, special care needs to be taken in order to make them feel at par with other employees by providing them with equal opportunities. It is for any organization to attract,...
Words: 3783 - Pages: 16
...ANALYSIS People Management – Singhania & Partners Group D1 Ankit Agarwal Kausik.R Meenu Rajpal Pramod Khandelwal Syed Reza Salis Naqvi Objective of the Analysis 1. How can Singhania and Partners sustain the effectiveness of people management policies with increasing competition? I think the CEO is worried about what they pay rather than the HR policies per se. Be more specific PESTC Analysis Political and Legal: Economic liberalization by the government of India. LPG (liberalization, privatization and globalization) by GOI gave a fillip to foreign investment and subsequently, legal services industry. Foreign law firms are not allowed to set shops in India or practice Indian law. Imminent liberalization of legal service industry which will increase competition. Law firms were prohibited to directly market their services. Legal system was very slow. Economic: High growth market for legal services. Availability of highly skilled capital at competitive prices. Growth of LPO (legal process outsourcing) industry providing a boost to legal services. Huge market for legal services in the US accounting for 49% of the global industry. Arbitration opportunities in India provided a market for legal services. Growth in the IT and infrastructure sector giving a fillip to legal services. Social: Lack of educational and vocational opportunities for the people to develop their career in legal services industry. Inclination of people to make...
Words: 2138 - Pages: 9
...beliefs and behaviour by people in the organization. In other word, the way people do things in the organization, or the philosophy that guides an organizations policy towards employees and customers. The main aspect of organizational culture such as innovation, Cooperation, Rigorous, loyalty and Integrity. For any organization’s culture is important to consider these factors. Innovation, since almost all task organizational facing will be challenging, is important to keep bringing new ideas to fit in a new market. Cooperation, or teamwork. There won’t be many things can be done by a individual staff, everyone could be expert in a certain area therefore is good to work together. Rigorous, any mistake, or even very small mistake could be a disaster for organization therefore any task undertaken must be done as perfect as possible to ensure quality of product. Loyalty, to make sure an organization can last for long period of time, workers must work together for long period of time too, such as a team must be dedicate to the organization. Lastly integrity, integrity is other side of loyalty, which is aim to customer, is important to do this so customer will trust organization. Build a culture is organization is not easy, it usually require going through a process of social activity inside and outside the company to build up the same value to people in the company, and also needs change over time to allow culture start taking place in the organization. Homogeneity will build up...
Words: 1963 - Pages: 8
...Managing People for Organizational Success By Slemo D. Warigon Organizations, whether they be educational, business, industrial, government, military, service, health care, or entertainment focused, are made up of people – women and men. It is people who provide leadership, stewardship, and follower-ship in every organization. People formulate strategies to help organizations achieve their specific objectives. People constantly learn new and innovative ideas to help transform their organizations from mediocrity to greatness. It is people who make things happen in all organizations, even those operated by robots which, after all, were designed by people. To understand the causes of organizational behaviors without an understanding of people is like trying to understand the cause of a moving vehicle without knowing about the engine and driver. In fact, organizations can be defined as the major social units that people have devised for getting things done. People who work spend more of their time at work than at any other single activity. They can't eat for eight hours a day. They can't drink for eight hours a day. They can't make love for eight hours a day. What people can do for eight hours a day is work. And, in the course of those eight working hours, people are going to: • • • • • • • • • • • • • • • • • • • • • • Produce work and sabotage it. Learn something new and forget. Make decisions and procrastinate. Create and conform to rules. Exult in accomplishments, and despair...
Words: 2205 - Pages: 9
...Viktoryia K Todorova MGT/312 04/27/2015 Steve Broe Organizational Behavior Paper An organization is a collection of people who work together to achieve individual and organizational goals. These goals can be individual or organizational. There is also organizational behavior. Organizational behavior is not the study of the organization and how it behaves but the way the individuals in the organization behave. This study can be anything from how people in the organization think, act, feel and react to new setting in the workplace or organization. Organizational behavior provides a set of tools that allows people to understand, analyze and describe behavior in organizations; managers to improve, enhance or change work behaviors so that individuals can reach their goals. Organizational behavior is looked upon in three different categories. The three different components require the studying of: Individuals in Organizations, Group and Team Process and Organizational Process. When studying individuals in organizations you are looking at the individuals in the current organization and how well they do their job. This will require looking at the way they act, feel, and how they get along with others. Group and team process also are important when studying these components. A group is two or more people who are together and trying to accomplish a goal. A team is a group that works together to achieve a group goal together. Working in a team or group can help lead the teams...
Words: 749 - Pages: 3
...of individual difference comes originally from psychology. From the day of birth, each person is unique, and individual experiences after birth tend to make people even more different. Perception: Peoples perceptions are also differ when they see an object. Two people can differently present a same object. And this is occurring for their experiences. A person always organizes and interprets what he sees according to his lifetime of experience and accumulated value. Employees also see work differently for differ in their personalities, needs, demographics factors, past experiences and social surrounding. A whole person: An employee's personal life is not detached from his working life. As an example, A women who attend the office at 8:30 AM is always anxious for her children's school time (if her children able to attend the school or not). As a result, its impact falls on her concentration that means her working life. For this reason, we cannot separate it. So manager should treat an employee as a whole person. Motivated behavior: An employee has so many needs inside him. So, they want to fulfill those needs. That's why; they had to perform well in the organization. Some motivations are needed to enrich the quality of work. A path toward increased need fulfillment is the better way of enriches the quality of work. Desire for involvement:...
Words: 4378 - Pages: 18
...The Servant A leader is very important in any business organization because a good leader changes the behaviors and environment of a company in a good way. A leader has self-control and can handle any situation that the organization faces. Being a leader is not a gift that a person born with, but a skill that a person acquire. In a business world is very important to know the characteristic of a leader. The story “The servant”, by James C. Hunter, shows how a true leader should be. The story says that a leader is a person that influences people to work on a common goal. This means that a leader is a person that influence and motivate people. A leader is an inspirer and role model to the people that he works with. A leader has to have desired to change his ways of doing thing for the good of others. In an organization is necessary to have a leader because a leader will harmonize the environment of the organization when there are changes. Most organization uses power to make people to work on a task. However, a leader uses authority. Authority is very different that power. Power is about the position of the person and uses that position to make people do what he wants to. For example, when a person has power, he uses his power to make people to do what he wants to, even if the people don’t want to. However, when a person has authority, he uses his influence people and the people willingly will do what the person want to be done. Authority is about who is the person and...
Words: 480 - Pages: 2
...British industrialist who valued the organization’s human resources. Scientific management school He advocated ideas such as, - better working condition - meals for employees - reduced working hours He claimed that people deserve more respect and dignity. Scientific management school *Charles Babbage (1792 -1871) An English Mathematician who encouraged the application of mathematics to solve efficiency problems Scientific management school His work put the basic lines of both classical and quantitative management theories. He was also the originator of modern management theory and practice The classical management theory Includes two approaches: Scientific management Classical management Scientific management Concerned with the management of work and workers. it grew from researches of five people: Scientific management *Fredrick W.Taylor(1856 -1915) He was interested in labor efficiency. So, he put on four steps as the essence of scientific management. Scientific management 1-Developing a science for each element of a man’s work . 2-Scientifically select, train, teach and develop the workman. 3-Cooperation with the workman in the implementation of the principles of the scientific method. 4-Equal division of the work and responsibilities between the...
Words: 1660 - Pages: 7
...motivation, leadership, and the analysis of an organization in a group setting an in an individual paper. Please be sure that you have read the course syllabus and understand each of the assignments and the weeks they are due. Also, those assignments are summarized on the assignment check sheet, and they are summarized on the grading information sheet. So, you have three different places you can reference when you are determining the requirements for each week. If you do have any questions, please be sure you e-mail or phone me as early as possible so that you can be successful in this course. Slide 2 What is Organizational Behavior? Well, it’s easy to say that it is the way an organization behaves. What does that really mean? Let’s look at how organizations behave. Are they ethical? Do they value people? Those are two key characteristics. What about communications (both internal and external)? When you are looking for a position, what type of company do you want to work for? So you only look at the salary? Or do you examine the organization by talking to other people in the organization? Organizational behavior is that composite of people within the organization that share common values and beliefs. Let’s take that a bit further and look at what we call organizational culture. Slide 3 I like to think of organizational culture as a person’s personality. So if you were asking “What is the culture of an organization?” Think about...
Words: 6397 - Pages: 26
...Strategic Grouping in Leading Organization Design Assignment#2 TMGT 597 01W Organization Design & Business Decisions Presented to: Dr. Jerry D. Parish, Professor of Technology Management August 10, 2015 Abstract: Organizational design process is explained here in the research report with the help of “leading organization design process” authored by by Kates and Kesler. This research report does clearly provide the information regarding the key roles and involvement of right people in the organization design process. Organizational design process is an act the design of the organization is done to lead the organization for the better growth and innovation of the firm. Organizational design process has to be very carefully observed by the high level management in the firm. Key roles in design process are explained here in the research report and the involvement of the right people in the design process is also explained. Involvement of right people in deign process is explained by four types of approaches. Kates and Kesler did give us a perfect idea regarding the deign process in the book authored by them. So let us have a look at the information provided by them and have a clear idea of design process betterment. ...
Words: 2846 - Pages: 12
...Management Roles Organization is a social entity or group that has common goal but with the different individual functions. Organization exists to achieve goals but there is always need to set these goals, the method to achieve these goals. For this purpose we need to set management roles. So every person should know his or her responsibility on their level. Management roles comprised of interpersonal, informational and decisional roles. Let’s see how these roles work individually. Interpersonal Role – in this role manager are responsible to maintain their dignity and social behavior so that everyone can praise him and leave the image of good and effective manager in everyone’s mind. Manager should know how to motivate and direct the employees to achieve goals. So he should have the leadership qualities in himself. Making contacts with the outside world to get the information to achieve goals is very much important part of the managerial role. Informational Role – in this role there is interchanging of information is done. A person belongs to the organization spread knowledge about the plans and achievements to the outside world and collects feedback and information so that we can come to know about our negative things or maybe we can do better. Through this we can come to know what and how the taste of the people is changing. For example in IT, now we have cloud backup instead of room full with big head CPU’s. This change occurs because of the people demands. Decisional...
Words: 1602 - Pages: 7
...are situations in which participative management, saying can be time-wasting and counterproductive. It can reduce people’s effectiveness and job satisfaction´ (Herman 1989). Robbins (2003)says that there are dozens of research showing that participation has only a modest influence on productivity, motivation and job satisfaction. But the problem is not in participation itself. Participation is effective if it is done in the right conditions (Robbins 2003) and with the right implications (Juechter 1982). Participative management has clear goals and does not turn over the organization to employees. There is still a hierarchy but it is not a dominant hierarchy, which dictates everything to employees. A non-dominant hierarchy has as many levels as are necessary to do the work of the organization. People have clear roles and responsibilities and manage themselves as much as possible. Management tells people what the strategy is...
Words: 4333 - Pages: 18
...context. In attaining that task, this work has made concern on finding the concept of necessary terms about the theory, salient features of the theory, explanation of the two factors (hygiene and motivational), applicability of the Herzberg’s two factors theory in Tanzania context with practical examples, limitations and implications of the theory, and finally the concluding summary. 2.0 HERZBERG’S TWO FACTOR THEORY OF MOTIVATION This is the theory introduced by Frederick Herzberg who was a behaviorist scientist in 1959 with the aim of finding out factors which lead to job satisfaction in workplace. Herzberg extended the work of Maslow, developed the content theory of motivation. The study was conducted by starting with 200 engineers and accountants at Pittsburgh firm in which workers were asked to recall for situation when they had experienced satisfactory and unsatisfactory feelings about their job (Cole G, 2004). He asked some questions as a means of understanding employee satisfaction. He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. The questions asked were: 1. When did they feel exceptionally good about their job? 2. When did they exceptionally feel bad about their jobs? 3. What do people want from their jobs?” He found that, the sample describe different types of conditions for good and bad feelings. People who felt good about their jobs...
Words: 2645 - Pages: 11
