...who possess the ability, the necessary traits and behaviors to influence others to accomplish the company’s objectives. According to the text, Leadership in Organizations, leadership is defined as in many different ways (Yuhl, 2010, p. 2). Katz and Khan describe leadership as in the book entitled, The social psychology of organizations as, “the influential increment over and above mechanical compliance with the routine directives of the organization” (Katz & Khan, 1978). This study will identify the five different approaches to leadership and define the most prevalent leadership approach used at Matrix Direct. Matrix Direct is the largest agency in the United States. Owned by American International Group (AIG), Matrix Direct accounts for nearly 35% of the AIG’s life insurance sales. The company was founded in 1992 by Ronald Harris, former owner of Zurich Direct. The company was founded on the idea that if companies compete for a client business the price will fall, therefore driving consumer demand to higher levels. Controlling interest in the company was purchased in 2002 by American International Group. Due to the large volume of business generated by Matrix Direct and the effectiveness of the business model, many similar companies have begun to penetrate the market. After reviewing the approaches discussed in the course material (i.e. single trait, behavior, power influence, situational, and integrative,) I believe that the integrated approach...
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...Journal of Social Issues, Vol. 49, No. 4 , 1993. pp. 227-251 The Bases of Power: Origins and Recent Developments Bertram H. Raven University of California, Los Angeles The history and background of the analysis of the basis of power is examined, beginning with its origins in the works of Kurt Lewin and his followers at the Research Center for Group Dynamics, particularly the early research by John R. P. French. The original French and Raven (1959) bases of power model posited six bases of power: reward, coercion, legitimate, expert, referent, and informational (or persuasion; Raven, 1965). Since then, as the result of considerable research, the model has gone through signiJicant developments. A more comprehensive model is presented here that reviews the following: various motivations of the influencing agent; an assessment of available power bases in terms of potential effectiveness, time perspective, personal preferences, values and norms; consideration of other strategies such as manipulation; utilization of various preparatory and stage-setting devices to strengthen olte’s power resources; implementation of the power strategies; assessment of effectiveness of influence attempt and its positive andl or negative aftereffects; use of various ameliorative devices; and review, reconsideration, and another round of influence strategies. The overall model is examined in terms of its applicability to various settings including hospital infection control, patient compliance with physicians’...
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...St. Patrick’s College London ORGERNISATION STRUTURE AND CULTURE. Lecturer: SUJATA OMWENGA STUDENT NAME: AYODEJI WALE OMITOGUN SALAMI. I D: P1018205. GROUP…22B DIAGRAMPICTURE COPY FROM APQN ;( DISSOLVING BOUNDARIES FOR A QUALITY REGION FROM THE WEB.) INRODUCTION: The study is for the analyses of the concept of organisation structure, culture and behaviour. Hence organisation culture is defined as the psychology attitudes experiences, beliefs and values of an organisation. It is the specific collection of values and norms that are shared by people and groups in an organisation and control, the way they interact with each other and the stakeholders outside the organisation. And structure includes both the organisation chart and unwritten lines of power and influence that indicate whose contribution are most valued. Hanley’s four types of organisation culture are discussed as; Power culture: This is the concentration of power among a few. Role culture; this is clear delegation of authorities within highly defined structure. Task culture; is teams formed to solve particular problems. Power derives from expertise as long as a team requires expertise. And person culture exists where all individuals believe themselves superior to the organisation. All this types of culture are discussed here and their usage on the case studies. CONTAINETS………………. ORGANISATION DEFINATION AND DISCUSSION………………………………………………4……..5 TYPES OF STRUCTURES……………………………………………………………………………...
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...WILLIAM R. GROTEVANT Global Business partner – strategic planner – talent ACQUISITION ➢ Managed best-in-class Business Unit acquisition in Frankfurt Germany for Nypro Healthcare ➢ Advisory Board member for Pharmaceutical Packaging strategic initiative ➢ Sourced/hired senior level Design/Development team for new medical/surgical group ➢ Integrated PEAK Surgical (Palo Alto, CA) with Salient Technologies (Portsmouth, NH) MEDTRONIC, INC. Portsmouth, NH 2012 – Present Advanced Energy, LLC Global HR Director/Strategic Business Partner • Direct report to VP/GM global $300M surgical technologies business unit – HR/OD strategy. • Focus on 200 person commercial team – transition from distributorship model to B2 B direct sales. • Part of new leadership team – long-term strategic goal: $1B annual revenues by 2020. • Aggressive expansion plans in underserved surgical markets: India, China, and South America. • Executive staffing, succession planning, leadership development and talent management focus. • Driving unique high-performance culture setting the bar for MDT in double digit growth model. NYPRO, INC. Clinton, MA 2009 – 2012 Healthcare Global Business Unit $1.4B Global Medical Device Manufacturer Global Director, Human Resources • Sr. HR Executive for Healthcare Global Business Unit – reported to GBU Group President • Lead...
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...(202) 336-6123 Online: www.apa.org/books! E-mail: order@apa.org In the U.K., Europe, Africa, and the Middle East, copies may be ordered from American Psychological Association 3 Henrietta Street Covent Garden, London WC2E 8LU England Typeset in Sabon, Futura, and Universe by Circle Graphics, Columbia, MD Printer: Automated Graphic Systems, White Plains, MD Cover Designer: Naylor Design, Washington, DC Production Manager: Jennifer L. Macomber 1. Writing for the Behavioral and Social Sciences Library of Congress Cataloging-in-Publication Data Publication manual of the American Psychological Association. p.cm. Includes bibliographical references and index. 6th ed. ISBN-I0: 1-4338-0561-8 (softcover) ISBN-I0: 1-4338-0559-6 (hardcover) ISBN-I0: 1-4338-0562-6 (spiral bound) ISBN-13: 978-1-4338-0561-5 (softcover) [etc.] 1. Psychology-Authorship-Style manuals. 2. Social sciences-AuthorshipStyle manuals. 3. Psychological literature-Publishing-Handbooks, manuals, etc. 4. Social science literature-Publishing-Handbooks, manuals, etc. 1. American Psychological Association....
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...HomeWho We AreOur ServicesOur GuaranteesOrder NowPricesContact Us Useful Tips and Guides Essay Samples University Terminology Student Grants and Loans Referencing Styles How to Write an Essay Q & As Links Our Services Order your essay Order your dissertation Order essay marking Order personal statement Understanding The Organisational Structure And Culture Management Essay Introduction "Organizational behaviour is a learning that examines the collision that individuals, groups and structure have on behaviour within business for the purpose of applying such knowledge toward improving an organization's effectiveness." (Robbins) An understanding of organizational behaviour is valuable for improving human behaviour in positive direction, on the one hand and the total organization climate, on the other hand. It tries to promote our understanding of the process of human behaviour and the changes that takes place in the goals, roles, values and interests of the organization members during the course of their association with organizations. Task 1: Understanding Organisational Structure and Culture Structure in one way is the planning of duties used for the job to be done whereas culture is the intricate as a whole which includes information, belief, art, ethics, customs and any other potentials and habits obtained by members of a society. Organisational structures and cultures Organizations are established in distinct ways to accomplish particular...
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...Understanding The Organisational Structure And Culture Management Essay Introduction "Organizational behaviour is a learning that examines the collision that individuals, groups and structure have on behaviour within business for the purpose of applying such knowledge toward improving an organization's effectiveness." (Robbins) An understanding of organizational behaviour is valuable for improving human behaviour in positive direction, on the one hand and the total organization climate, on the other hand. It tries to promote our understanding of the process of human behaviour and the changes that takes place in the goals, roles, values and interests of the organization members during the course of their association with organizations. Task 1: Understanding Organisational Structure and Culture Structure in one way is the planning of duties used for the job to be done whereas culture is the intricate as a whole which includes information, belief, art, ethics, customs and any other potentials and habits obtained by members of a society. Organisational structures and cultures example of a student's work Organizations are established in distinct ways to accomplish particular goals, and the structure of a business can help or hold back its progress toward achievement of these goals. Following are some of the different types of organisational structures and cultures. Functional Structure and Culture Functional structure is established so that every part of the organization is...
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...in Chittagong, Bangladesh with the sample size of thirty five. We used sophisticated statistical model Principal Component Analysis (PCA). The study has identified eight factors based on factor loadi ngs named as ‘better working environment’; officer’s view’;‘worked efficiently’; ‘present work’; ‘improving interpersonal relationship’; ‘bank treatments’; ‘colleagues’ and ‘challenging work’. However only ‘colleagues’ factor is significantly correlate with overall job satisfaction of bank executives Keywords : Turnover Job Satisfaction; Organizational Citizenship Behaviour; Bank Executives. GJMBR Classification : JEL Code:G21 ,O15, M14, Job Satisfaction of Private Sector BanksExecutives in BangladeshA Factor Analysis Strictly as per the compliance and regulations of: © 2012...
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... 4.6 Types of Power 4.7 Powers Bases 4.8 Uses of Power 4. Advantages of the Situational Leadership Model 5. Conclusions and Recommendations 6. Acknowledgments | Pg 1Pg 1Pg 2Pg 2Pg 2Pg 3Pg 4Pg 4Pg 4Pg 4Pg 5Pg 5Pg 6Pg 7 | 1. INTRODUCTION The name of my organization is Victory Tabernacle Church. I am one of the two associate Pastors to the Bishop who is the CEO of the church. Victory Tabernacle has a membership of around 250 people excluding Children. Our goal is to have a membership of 500 by the end of 2015. The membership addition method used by Victory Tabernacle is each one reach one. However each member falls into a category or group that matches either their age or marital status. Each of these social groups have leaders who help run with the agenda of the organization. In the past there has not really been a specific method, or model of leadership applied to how we select leaders, how the leadership function nor how they perform their tasks not even how they in turn choose their followers. The leaders were simply selected and given leadership positions based on the assumption that they will be able to function in there given area. In this assignment I will be writing a report to my CEO explaining the Situational Leadership model and the advantages of using it in our organization. 2. WHAT IS THE SITUATIONAL LEADERSHIP MODEL? The Situational Leadership model is the method that holds that managers must use different leadership...
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...TAX COMPETENCIES, COMPLIANCE COSTS AND INCOME TAX COMPLIANCE AMONG SMEs IN UGANDA BY ANNET NAKIWALA 2007/HD10/11264U A DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT S FOR THE AWARD OF THE DEGREE OF MASTER OF SCIENCE IN ACCOUNTING AND FINANCE OF MAKERERE UNIVERSITY September, 2010 TAXCOMPETENCIES, COMPLIANCE COSTS & INCOME TAX COMPLIANCE DECLARATION I, Annet Nakiwala, declare that this dissertation is my own work and that it has never been presented for a degree award at any other university. Signature: ………………………………………… Date: ……………………………………………… ii TAXCOMPETENCIES, COMPLIANCE COSTS & INCOME TAX COMPLIANCE APPROVAL This is to certify that this dissertation has been submitted in partial fulfillment of the requirement for the award of a Masters of Science degree in Accounting and Finance of Makerere University with my approval as University Supervisor. Joseph Ntayi (PhD) Supervisor Signature: ………………… Date: ……………………… Arthur Sserwanga Supervisor Signature: ………………… Date: …………………….. iii TAXCOMPETENCIES, COMPLIANCE COSTS & INCOME TAX COMPLIANCE DEDICATION I dedicate this entire effort to my late Mother Gorreth Nabagereka. We miss you dearly. iv TAXCOMPETENCIES, COMPLIANCE COSTS & INCOME TAX COMPLIANCE ACKNOWLEDGEMENTS Completion of this research has been a result of both direct and indirect support of many people to whom I owe acknowledgement. I owe profound gratitude to my supervisors Dr. Joseph Ntayi and...
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...The Big-Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives Oliver P. John and Sanjay Srivastava University of California at Berkeley Running head: Big Five Trait Taxonomy Final draft: March 5, 1999 Author's Address: Oliver P. John Department of Psychology University of California, MC 1650 Berkeley, CA 94720-1650 W: (510) 642-2178; H: 540-7159; Fax: 643-9334 Email: ojohn@socrates.berkeley.edu; sanjays@socrates.berkeley.edu To appear in L. Pervin and O.P. John (Eds.), Handbook of personality: Theory and research (2nd ed.). New York: Guilford (in press). 2 Taxonomy is always a contentious issue because the world does not come to us in neat little packages (S. J. Gould, 1981, p. 158). Personality has been conceptualized from a variety of theoretical perspectives, and at various levels of abstraction or breadth (John, Hampson, & Goldberg, 1991; McAdams, 1995). Each of these levels has made unique contributions to our understanding of individual differences in behavior and experience. However, the number of personality traits, and scales designed to measure them, escalated without an end in sight (Goldberg, 1971). Researchers, as well as practitioners in the field of personality assessment, were faced with a bewildering array of personality scales from which to choose, with little guidance and no overall rationale at hand. What made matters worse was that scales with the same name often measure concepts that are not the same, and scales with different...
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...GOFF, ANNE-MARIE, Ph.D. Stressors, Academic Performance, and Learned Resourcefulness in Baccalaureate Nursing Students. (2009) Directed by Dr. David F. Ayers. 135 pp. Despite extensive research establishing that stress affects problem-solving ability and coping, and leads to decreased learning, academic performance, and retention in nursing students, a paucity of research explores specific factors that could enhance these learning processes and outcomes. This explanatory correlational study examines the mediating effect of learned resourcefulness, the ability to regulate emotions and cognitions, on the relationships of stressors—both personal and academic—to academic performance in baccalaureate nursing students. Gadzella’s Student-life Stress Inventory (SSI) and Rosenbaum’s Self-Control Scale (SCS), a measure of learned resourcefulness, were administered to 53 junior level baccalaureate nursing students (92.5% female; 84.9% Caucasian; 9.4% African-American or Black) at a large urban university in North Carolina. High levels of both personal and academic stressors were revealed, but were not significant predictors of academic performance (p = .90). Age was a significant predictor of academic performance (p < .01) and both males and African-American/ Black participants had higher learned resourcefulness scores on the SCS than females and Caucasians. Total stress scores on the Student-life Stress Inventory showed that male participants perceived less stress (N = 4, M = 116.5)...
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...Services, c/o Richard Ivey School of Business, The University of Western Ontario, London, Ontario, Canada, N6A 3K7; phone (519) 661-3208; fax (519) 661-3882; e-mail cases@ivey.uwo.ca. Copyright © 2008, Ann Frost and Lyn Purdy 1 Version: (A)2008-10-21 tC The work of organizations is done through people. Elaborate structures, systems, rules, and reporting relationships do little more than provide guidance for such behaviour — they do not produce it. Eliciting the needed behaviour is the job of managers. Increasingly, firms are also dependent on more than mere compliance to the dictates of management. Rather, a firm’s competitive success rests on its ability to respond quickly and flexibly, to innovate, and to continually improve. To achieve success, the organization requires the commitment of its members. Today’s managers face the daunting task of converting their subordinates’ compliance into the commitment required to meet the organization’s strategic objectives. Clearly then, the work of a manager goes beyond organizing, assigning, and deploying resources. Perhaps the most critical management skill is managing people — not only subordinates, but also superiors and peers. Your...
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...Journal of Applied Psychology 2007, Vol. 92, No. 4, 909 –927 Copyright 2007 by the American Psychological Association 0021-9010/07/$12.00 DOI: 10.1037/0021-9010.92.4.909 Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships With Risk Taking and Job Performance Jason A. Colquitt, Brent A. Scott, and Jeffery A. LePine University of Florida The trust literature distinguishes trustworthiness (the ability, benevolence, and integrity of a trustee) and trust propensity (a dispositional willingness to rely on others) from trust (the intention to accept vulnerability to a trustee based on positive expectations of his or her actions). Although this distinction has clarified some confusion in the literature, it remains unclear (a) which trust antecedents have the strongest relationships with trust and (b) whether trust fully mediates the effects of trustworthiness and trust propensity on behavioral outcomes. Our meta-analysis of 132 independent samples summarized the relationships between the trust variables and both risk taking and job performance (task performance, citizenship behavior, counterproductive behavior). Meta-analytic structural equation modeling supported a partial mediation model wherein trustworthiness and trust propensity explained incremental variance in the behavioral outcomes when trust was controlled. Further analyses revealed that the trustworthiness dimensions also predicted affective commitment, which had unique...
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...TABLE OF CONTENT 1. Case Abstract 2 2. Statement of Vision and Mission (Actual) 3. External Audit: 6 i. The Five-Forces Model of Competition 7 ii. Competitive Profile Matrix (CPM) 10 iii. External Factor Evaluation Matrix (EFE) 11 iv. BCG Matrix 12 4. Internal Audit: 15 a) Financial Ratio Analysis 15 b) Internal Factor Evaluation Matrix (IFE) 18 5. SWOT Analysis 19 6. SPACE Matrix 21 7. Grand Strategy Matrix 23 8. Internal-External Matrix (IE) 24 9. Quantitative Strategic Planning Matrix (QSPM) 25 10. Recommendations and Justifications 27 11. References 28 | 1.0 Case Abstract This report is a comprehensive strategic management case which overview of improving a Muslim restaurant with Islamic compliances like what been done by Radix Fried Chicken (RFC) under HPA Industries Sdn. Bhd. As we all know, RFC is a product of the Muslims. Moreover, RFC is not so very famous and known very familiar to Malaysian citizen. So, this case study hope can open the eyes of all Muslims to support the Muslim products and boycotting Israel products. This report may not be entirely credible and may not be very detailed. This is due to the fact that we have difficulty obtaining information and details on Radix Fried Chicken as the information we gather online is limited...
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