...organizational structure and culture between Siemens and Tesco 2 1.2 The impact of organizational culture on the business performance of Siemens 7 1.3Discuss the factors influencing individual behavior 7 2.1 Compare the leadership style of Siemens with Tesco 8 2.2 How organization theory underpins the practice of management within Siemens 9 2.3 Evaluation of the main approaches to management theory 9 3.1 The impact that different leadership may have on motivation in organizations in periods of change 10 3.2 Compare the application of different motivational theories 10 3.3The usefulness of motivation theories for managers in Siemens 11 4.1 Mechanisms for developing effective teamwork in Siemens 11 4.2 Factors that may promote or inhibit the development of effective teamwork in Siemens 12 4.3 Evaluate the technology on team functioning in Siemens 13 5.0 Conclusions and recommendations 13 6.0 Reference 13 1.0 Introduction Organizational behavior refers to the reaction of individual, group or organization itself to the stimulation of endogenous or exogenous from the perspective of organization. The purpose of report is to application the theory in the organization behavior including the organization structure, enterprise culture, the leadership style, management approach, motivation theory, team work mechanism and technology impacts by the compare Siemens and Tesco. The analysis process concludes the four aspects of definition, classification, impacts on the efficiency...
Words: 3411 - Pages: 14
...Organizational Behavior: 1/10/13 * Real life decision making is not rational * “Sunk cost bias” – violates economic assumption of reality * ex: $20 auction * Escalation * Influences of Escalation * Project features encourage it * Psychological factors encourage it * Social factors encourage it * Structural factors encourage it * ex: Vietnam war – committed large number of troops to combat * Reduce escalation of commitment * Separate initial decision-makers from decision evaluators * banks making problem loans * get a fresh set of eyes to evaluate * Shift focus of attention * think about others, pro-social view * hopes and aspirations, growth * Hold people accountable for decision processes, not only outcomes * Maximizers vs. Satisficers * Maximizers – 20% higher salary * Maximizers less successful * less satisfied with outcomes * more negative emotions during search * Maximizers tend to do better but feel worse than satisficers * ex: Silver medal in Olympics * Maximizers at greater risk of escalating commitment * Irrationality * Often can not articulate why we make decisions * ex: Predicting double faults * when asked to justify, they do not really know but may give an answer * Irrationality is unconscious * people’s decisions are also shaped...
Words: 4504 - Pages: 19
...she has a power over you. Influence: the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, opinions, etc., of others (dictionary.com). 2. What is leadership and how does it differ from management? Ans. Leadership: According to Robbins and Judge,” Leadership is defined as the ability to influence a group toward the achievement of a vision or set of goals.”(2014) the source of this influence may be formal, such as that provided by managerial rank in an organization. But not all leaders are managers, nor are all managers leaders. On the other hand, management is defined as the act or skill of controlling and making decisions about a business, department, sports team, etc.(Robbins &Judge,2014) Difference between leadership and management are: All organizations need strong leadership and strong management for optimal effectiveness. We need leaders to challenge the status quo, create visions of the future, and inspire organizational members to achieve the visions. We also need managers to formulate detailed plans, and to create efficient organizational structures, and oversee day-to-day operations. The manager administers; the leader innovates. There is little difference in manager and leader is. There is little difference in leadership and management is: The...
Words: 3281 - Pages: 14
...For office use: Grade ORGANIZATIONAL BEHAVIOUR Group Assignment No. 1 Submitted by: Group No: 1. MANISH RATNA (151425) 2. MANMOHAN (151426) 3. NAMAN AGARWAL (151427) 4. NAVEEN AGGARWAL (151428) 5. SANCHITA ROONGTA (151441) 6. SHREYA AMBEGAONKAR (151446) SECTION: D Batch: MBA-FT (2015-17) Institute of Management, Nirma University Date of Submission: 14th Aug 2015 UNDERTAKING To Whom It May Concern: We Manish, Manmohan, Naman, Navenn, Sanchita and Shreya hereby declare that his assignment is our original work and is not copied from anyone/ anywhere. If found similar to other sources, we shall take complete responsibility of the action, taken thereof by, OB Team. Group No.: Section: D Batch: MBA FT (2015-17) Date: 14th Aug 2015 Signature: Name: Roll No.: INTRODUCTION In this assignment we had to check the various traits that are shown by various managers in different organizations. We contacted different managers and tried to find from them according to different surveys as to how they feel and experience in an organisation. We have used various surveys to interpret their behaviour and have provided an analysis of our own. The various traits surveyed are attitude, job satisfaction, conflict management, communication, basic need satisfaction, power & politics, ATTITUDE & JOB SATISFACTION Name of the Manager: Sachin Garg Organisation: Loylty Rewardz Mngt...
Words: 7855 - Pages: 32
...between The Big Five Personality Traits (Five Factor Model-FFM) and Transformational Leadership Yunita Agustian Minjalnis (1121200127) Fatima Al-Qadhibi (1121200083) Aurora Noor Aisa (1121200128) Vasantakumaren Seri Ramalo (1111200145) Assoc. Prof. Dr. Chong Chin Wei – DBA/PhD/MPhil Malaysia 26th December 2012 MULTIMEDIA UNIVERSITY INTRODUCTION Are you born to be a leader? Are you a “natural”? Or is leadership a set of behaviors and competencies that anyone can develop, given the right experiences, circumstances, and training? Since the 1960s, researchers have examined whether there is a relationship between the basic agreed-on factors that make up personality and leadership. The Big Five personality factors are Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion, which some researchers have labelled the CANOE personality model as an easy aid to remembering each factor (Bligh, 2009). As Tejeda (2001) asserts, “the past two decades have witnessed a great deal of scholarly attention transformational leadership behavior, which is currently the most widely accepted leadership paradigm” (as cited in Rubin, Munz, & Bommer, 2005, p.845). Transformational leadership behavior represents the most active/effective form of leadership, a form in which leaders are closely engaged with followers, motivating them to perform beyond their transactional agreements. Barling, Weber, and Kelloway (1996) demonstrated that some transformational leadership behaviors can be...
Words: 3644 - Pages: 15
...A Review of the Role of Gender in Conflict Resolution and Leadership The value of effective conflict resolution and leadership skills cannot be understated. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to manage conflict and to lead effectively has become an important concern. This literature review examines 14 studies that address the role of gender in conflict resolution and leadership. Studies from areas of conflict resolution, negotiation, and leadership are included. Evidence is provided that while women and men are, in fact different from one another, neither outperforms the other in all situations. In fact, while some researchers claim a male advantage in a male-oriented world, others assert a feminine advantage for 21st century leaders. Implications for women leaders are included. Conventional wisdom says that conflict management skills are important if individuals are to function effectively at any level within an organization. They are a particularly important part of effective leadership. As more and more women are moving into decision-making positions, the issue of whether there are gender differences in the ability to use conflict management skills to lead effectively has become an important concern. In fact, some researchers have expressed skepticism about women’s abilities to fit in to the masculine managerial world. As far back as 1979, Powell and Butterfield found that...
Words: 4709 - Pages: 19
...T3 ORGANIZATIONAL CULTURE, SOCIALIZATION AND MENTORING Organizational Culture: Shared values and beliefs that underlie a company’s identity. Values: - Guide the organization’s thinking and actions. - Dimensions: Prosocial, Market, Financial, Achievement, Artistic - They define: * What metters: where people will spend time and energy * Actions: the way companies operate (decision-making criteria) Layers of Organizational Culture: 1) ESPOUSED VALUES (Core values and guiding principles) - Strategies, plans, philosophies, company regulation, working method, company’s goal - They require everyone to obey ENACTED VALUES Values and norms that are actually exhibited or converted into employee behavior) 2) OBSERVABLE ARTIFACTS Dress, acronyms, awards, myths, stories, ceremonies, ways of communicating 3) BASIC ASSUMPTIONS Actions inconceivable in a certain culture (unsafe behavior, refusal to learn languages,…) Outcomes associated with Culture: * Attitudes and Behaviors * Job Satisfaction * Commitment * Intentions to stay in the company * Quality of communication Four Functions of Organizational Culture: Establish who the company is and what it stands for, to drive energy around that is really important to promote social system stability and to shape behavior by helping members make sense of their surroundings. Understanding Organizational Culture: Sustainability and Values: - Sustainability is not just about conserving...
Words: 12766 - Pages: 52
...OB EXAM STUDY NOTES Motivation Motivation – the extent to which persistent effort is directed towards a goal - Effort, persistence, direction Intrinsic motivation – self applied, form the inside, stemming from the direct relationship between the worker and the task Extrinsic motivation – stemming from the work environment external to the task, usually applied by others (managers), not long lasting Content theories of motivation – WHAT motivates (Maslow’s theory, Alderfer’s ERG theory, McClelland’s theory) Process theories – focus on the underlying processes involved in motivating employees – HOW motivation occurs (Expectancy theory, equity theory, goal setting theory) Maslow’s Hierarchy of Needs Physiological Needs – food, water, warmth, rest Safety Needs – security, safety Belongingness and Love Needs – relationships, friends Esteem Needs – prestige and feeling of accomplishment Self Actualization – achieving one’s full potential, including creative activities - Once a need is satisfied, attention is turned to the next highest level (the satisfied need is no longer an effective motivator, except self actualization) Alderfer’s ERG Theory 1. Existance Needs 2. Relatedness Needs 3. Growth Needs - The more lower level needs are gratified, the higher level need satisfaction is desired - The less higher level needs are gratified, the more lower level need satisfaction is desired McClelland’s Theory Need for Achievement - Prefer work where they...
Words: 6463 - Pages: 26
...Organizational Culture as a Predictor of Job Satisfaction: The Case of Development Bank of Ethiopia By: Biniyam Teka A Project Submitted to School Of Commerce in Partial Fulfillment of the Requirements for Masters of Art Degree in Human Resource Management (HRM) Advisor: Tilaye Kassahun (PhD) Addis Ababa University School of Commerce Graduate Program February, 2012 Addis Ababa, Ethiopia Acknowledgment I would like to take the opportunity to sincerely thank those who helped me finish the research successfully. First of all, I deeply appreciate our advisor Tilaye Kassahun (PhD) who offered me first hand information. Besides, thanks to Development Bank of Ethiopia and all the staff who showed their willingness to give me the necessary data. I will never be able to complete the research without their cooperation. I am grateful for their contributions. Finally, I would like to extend my gratitude to those who provide direct and indirect support to help me complete my research. Table of Content Page No. List of figures i List of tables i Acronyms ii Abstract iii CHAPTER ONE INTRODUCTION 1.1 Background of the Study 1 1.2 Background of DBE 2 1.3 Statement of the Problem 5 1.4 Conceptual framework 6 1.5 Hypotheses 8 1.6 Objective of the study 9 1.7 Significance of the study 10 1.8 Delimitation 10 1.9 Limitations 10 1.10 Ethical clearance 11 1.11 Operational definitions 11 1.12 Organization of the paper 12 CHAPTER TWO LITERATURE REVIEW ...
Words: 22690 - Pages: 91
...Multinational enterprises considering cross border business in South Korea can feel safe investing in South Korea. Keywords: South Korea, United States, cultural dimensions, multinational business, Hofstede. Introduction South Korea is one of the United States most important strategic and economic partners in Asia. Members of Congress tend to be interested in South Korea for political purposes. South Korea has development into a global player. As a global player, South Korea has provided greater opportunities for businesses and private organizations in the United States. The economies of South Korea and the United States are closely knitted, and are joined by the South Korea-United States Free Trade Agreement. This is the second largest free trade agreement for South Korea. South...
Words: 7498 - Pages: 30
...58.110405.085559 Copyright c 2007 by Annual Reviews. All rights reserved 0066-4308/07/0203-0479$20.00 This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges...
Words: 22630 - Pages: 91
...Performance Appraisal Performance appraisal is concerned with determining how well employees are doing their jobs, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement. Performance appraisal, by providing a dynamic link to employee recruitment, selection, training and development, career planning, compensation and benefits, safety and health, and industrial relations, is a vital tool for strategy execution. It signals to managers and employees what is really important; it provides ways to measure what is important; it fixes accountability for behaviour and results; and it helps to improve performance. Finally, it’s necessary to defend the organisation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes and termination. Performance appraisal may be viewed as an overall measure of organisational effectiveness: organisational objectives are met through the effort of individual employees. If employee performance is improved, the organisation will lift its performance. However, it should be noted that some experts do not accept these assumptions. Performance appraisal typically involves measuring how well an individual employee is doing their job against a set of criteria, providing feedback and creating development plan. The performance process generates information that may be used for administrative purposes and/or developmental...
Words: 2290 - Pages: 10
...LEARNING FROM OTHERS With the right foundationr practice makps p6~ "Googol" is a mathematical term standing for the number 1 followed by 100 zeros. That's a really big number. It's also symbolic of the reach and impact achieved by Google,a firm that is so successful its name has become a common verb. The firm's origins trace to the day when Larry Pageand SergeySrin met as students at Stanford University in California. Their conversationsled to collaboration on a searchengine they called SackRub. It became so popular on campus that they kept refining and expanding the service as they worked in Larry's dormitory room. Google Inc. began with a goal of bringing order and transparency to the information available on the Internet. Even though it hasn't stopped running, or growing, since, the goal endures. The firm's mission is: "To organize the world's information and make it universally accessible and useful." And if you want to talk about success, take a look at Google'scorporate information and follow its new initiatives in the news. What is the Google difference? How did it gain such runaway popularity? The answers start with a commitment to performance excellence Courtesy Google Inc. based on solid foundations of speed, accuracy, and ease of use. These have been the guiding performance criteria from the beginning, the basis for generating user appeal and competitive advantage for Google's products in the marketplace. Google'sbelief in people also sets it apart. Recently ranked...
Words: 13834 - Pages: 56
...of the best-selling The Power of Six Sigma and The Talent Era: Achieving a High Return On Talent “Stephen Robbins does it again! A prolific scholar and writer, he cuts through the research and theory to deliver immediately useful and essential insights for the effective management of people. I have never seen anything quite like The Truth. Excellent for all of us who don’t take the time to keep up with leading edge thinking and practice in the field of management.” — ERIC G. STEPHAN, Professor Organizational Leadership & Strategy Marriott School of Management, Brigham Young University “This is a clever book. Stephen Robbins has put together a book I wish I had written. It’s a quick reference written for practicing managers, social scientists, and anyone interested in managing people. Robbins’‘best of ’ approach, as well as the reference materials each section draws on, make this book a ‘must have’ for practical, reliable, and valid information on the important leadership/management/people topics of the day.” — RANDALL P WHITE, PH.D. . Principal, The Executive Development Group LLC Co-author, Relax, It’s Only Uncertainty “The wide gap between management practice and behavioral research has finally been bridged. Steve Robbins’ book translates what researchers currently know about managing people into clear and useful prescriptions for effective management. It should be the benchmark for anyone seeking advice on how to manage people.” — THOMAS G. CUMMINGS Professor and Chair of...
Words: 43389 - Pages: 174
...Organizational Behavior - MGT502 VU MGT - 502 ORGANIZATIONAL BEHAVIOR Lesson 1 OVERVIEW OF COURSE This subject/course is designed to teach the basic language of organizational behavior to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of organizational behavior whether you intend to work in any field of interest. Organizational behavior offers both challenges and opportunities for managers. It recognizes differences and helps managers to see the value of workforce diversity and practices that may need to be changed when managing in different countries. It can help improve quality and employee productivity by showing managers how to empower their people as well as how to design and implement change programs. It offers specific insights to improve a manager’s people skills. In times of rapid and ongoing change, faced by most managers today, OB can help managers cope in a world of “temporariness” and learn ways to stimulate innovation. Finally, OB can offer managers guidance in creating an ethically healthy work climate. Managers need to develop their interpersonal or people skills if they are going to be effective in their jobs. Organizational behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within an organization, and then applies that knowledge to make organizations work...
Words: 81220 - Pages: 325
