...Internal and External Organization Behavior Organizational behavior is a term based on perceptions and notions that individuals have about a company based on what they believe to have been demonstrated by the organization in the past. In any organization, there are several internal and external factors that affect these perceptions and impact the organizations ability to have success. Companies that embrace these elements instead of fearing them can use these factors to enhance productivity, improve efficiency, and increase profit margins. The purpose of this paper is to analyze how internal and external forces influence organizational behavior in a team member's workplace. The forces that will be examined will include organizational mission, globalization, competition, and customer demand. The term “organizational mission” refers to the core purpose or vision of the organization. This statement or vision expresses the very reason the organization exists. The mission of the organization can influence individual’s behaviors, performance, and self-initiative. The clarity and sincerity of this statement not only motivates staff but also sets the service expectations for the customer. The culture created by the mission plays a key role in the effectiveness of staff members and therefore, management must strive to embrace the core concepts of the statement so that staff will inherently exhibit these values (Kreitner...
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...Introduction to Organizational Behaviour CHAPTER 1 Study of Organizational Behaviour INTRODUCTION The study of Organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. There are no absolutes in human behaviour. It is the human factor that is contributory to the productivity hence the study of human behaviour is important. Great importance therefore must be attached to the study. Researchers, management practitioners, psychologists, and social scientists must understand the very credentials of an individual, his background, social framework, educational update, impact of social groups and other situational factors on behaviour. Managers under whom an individual is working should be able to explain, predict, evaluate and modify human behaviour that will largely depend upon knowledge, skill and experience of the manager in handling large group of people in diverse situations. Preemptive actions need to be taken for human behaviour forecasting. The value system, emotional intelligence, organizational culture, job design and...
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...Organizational Behavior Analysis Organizational Behavior BUS610 August 12, 2013 Organizational Behavior Analysis Organization behavior is the study of how individuals and groups affect by organizations. This area includes such topics as recognition, supervisory, learning, motivation, compromise, collaboration, emotions, group processes, stereotyping, injustice, power, and influence. This process involves understanding of serious issues and the ability to handle challenges head-on in order to meet organizational and strategic business goals and objectives. Additionally, through organizational behavior leadership and management is capable of investigating behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels (Baack, 2012). In this paper the author will attempt to effectively analyze various behavioral components within the current organization; and define the establish assertiveness displayed by personnel within the organization. Furthermore, the author will address the type of culture, modes of communication, nature of authority, motivational techniques, emotional intelligence, and the future of virtual organization as it applies to organizational behavior of current work place. In the end, this document will provide a brief overview of organizational behavior as well as the understanding of previously mentioned categories analysis of author’s current employer. Currently the author’s organization...
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... QUESTION. A thorough understanding of the study of culture and intercultural communication must include the influential work of Professor Geert Hofsted. Examine comprehensively the cultural dimension model he came up with. Are there any additional development done by other Hofstede’s finding on cultural groups? INTRODUCTION International business is different from domestic business because countries are different in all nature. We can say that national differences in political, economic and legal system influences the benefits, cost and risks associated with doing business in different countries in the world. Scholars have never been able to agree on a simple definition of culture. In the 1870s the anthropologist known as Edward Tylor gave a definition of Culture as that complex whole which includes knowledge, belief, art, morals, law and other capabilities acquired by man as a member of society. On the other hand Greet Hofsted an expert on cross-cultural differences and management defined culture as the collective programming of the mind which distinguishes the member of one human group from another. He noted that Culture in this sense includes system of values and Values are among the building blocks of culture. While a well renowned Sociologist, by the name Zvinamenwirth and Robert Weber also sees culture as a system of ideas and argues that these ideas constitute a design for living. Greet Hofsted view culture as a system of values and norms that are shared among a...
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...Reorganization Cetric Vazquez Contents Reorganization 3 Current Environment 6 New Orgaizational Structure 10 Developing Organizational Culture 13 References 16 Appendix A 18 Reorganization The City of Kelsey is a town with a population of approximately 625,000 residents. The City prides itself on being an earth-friendly community (City of Kelsey, 2011). In order to maintain this lifestyle, it has been determined that all potential candidates for city positions should take a personality test and those tests be made public. The reason for this is that the city wishes to maintain the earth-friendly atmosphere as well as the superior communities (City of Kelsey, 2011) that have been built. Unlike a business which may reorganize occasionally or not at all, the City of Kelsey basically reorganizes each time there are city elections. In order to meet the profile requirement, the city has chosen to use a Visual DNA profile test. The Visual DNA test works by having a series of questions that the person taking the test must answer. However, the answers that are available are pictures rather than words. According to the VisualDNA Understanding People website, the visual responses allow one to express their true selves instinctively without the need for precise wording (VisualDNA Understanding People, 2013). The Visual DNA test was chosen not only for the ease of taking the test, but for a more subtle reason of more accurate results. The test itself gives the...
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...when customers wanted them. The idea behind Zappos was to have a web site where customers could go to find their perfect shoes, one that was both affordable and stylish. Over the years Zappos has evolved into a company that provides the best online service, not just in shoes but in any category (Zappos Family Story: In the beginning let there be shoes, 2014). Zappos Culture Culture cannot be generalized across organizations, but must be viewed in context of the particular organization. This is due to shared and multiple meanings emerging in relation to the particular group of people and to the mission, vision statements, and their values (Cunliffe, 2008). Zappos culture is one in which customer service and satisfaction and employee empowerment is at the heart of what they do. The culture at Zappos is an extension of their core values, which include a mandate to deliver WOW through service, build a positve team and family spirit and a open and honest relationship through communication. Also included in their values is being passionate, deteremined, adventurous, creative and open-minded. Zappos culture takes into consideration not just their customers but also their employees. They realize the importance of building the character of their employees in order to meet the challenges they will face in delivering the WOW experience which they value. By investing in their employees they are allowing the company to be able to grow as the employees themselves experience...
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...paper examines the growing phenomenon of organizational culture. What is it? Why is it important? How has it changed and why? How can an organization establish or change their culture? I hope to answer all of these questions and leave people with a better understanding of the concept and what factors create a strong organizational culture in today’s workforce. What is Organizational Culture? Organizational culture is not a new concept. It has been in existence since the emergence of the business world. However, it is only relatively recently that it has been identified, and executives have taken notice and made it a priority. The culture of an organization can be compared to the personality of a human being (Chegini, 2010). Culture is the essence of what an organization represents, who they are, what they stand for, what they believe in, and what is important to them. One of the better, and simpler, definitions of organizational culture I found is “the shared values and assumptions that guide behavior in an organization” (Çakar, 2010). The fundamentals of corporate culture can include a company’s values, employee expectations, customs, factual or mythical organizational history, language, climate, etc. In some cases, organizational culture is designed and employees are encouraged and expected to achieve it. On the other hand, culture may also develop over time from the attitudes and mentalities of employees. An organizational vision and mission statement may also...
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...Assignment Topic: “How Positive Organization Scholarship developed into an emerging organizational science? How did positive psychology contributed to development of POS? Positive Organizational Scholarship (POS): Positive Organizational Scholarship (POS)has a focal point related to generative dynamics in organizations that eventually lead to human strength and virtue, patience threshold and healing power, vitality and striving, ability-development and producingmore than just ordinary individuals, groups and organizations. POS is based on the argument that enabling human excellence in companiesunleashes somewhat unapparent potential residing inside people and systems; that fosters organizational welfare. POS does not adopt one particular theory or rationale rather draws from a wide array of organizational theories. The term “POS”is composed of: * Positive:This is due to the fact that it emphasizesescalating, confirmatory, and generative states and dynamics; * Organizational:This is because it puts that into organizational perspective. * Scholarship:this is because it asserts theoretically-informed accounts, having strong backing of data and its statistical analysis, that ultimately provide implications for functioning, execution and operations of organizations. When practically applied to career development, POS reveals new horizons of thinking about antecedents and results of career development and provides new research questions for the researchers. ...
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...An evaluation of the relationship between Organisational Culture defined using The Competing Values Framework (1988) and Allen and Meyer’s (2000) Organisational Commitment types. Introduction to culture Organisational Culture is a topic that has been addressed by many theorists and defined in numerous different ways (Ostroff, Kinicki, & Tamkins 2003), with the most famous definition being “the way we do things around here” (M Bower 1966). However a more comprehensive, inclusive definition of culture would be: “the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments” (Schein 1996). With this in mind, it is widely accepted that organisational culture not only has an impact on performance (Brown 2008; Andersen et al 2009) but has been described as one of the most powerful and stable forces operating in organizations (Lamond 2003). The Competing Values Framework This paper will use the Competing Values Framework (CVF, Figure 1) to address the aforementioned topic of corporate culture’s effect on organisational commitment, as it is regarded as the most popular approach for assessing the performance of a company (Gregory et al, 2009). The model itself is comprised of two main axis, the first reflecting the dimensions of change and stability within an organizations’ culture. One end of this axis represents a prominence towards flexibility and spontaneity, whereas...
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...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 with 20 employees. The way in which an organisation structures and organises its workforce will impact on the culture that develops within the organisation. The structure and culture of an organisation are key factors which contribute to motivating the workforce at all levels of the organisation. The Japanese were instrumental in developing a culture of ‘continuous improvement through...
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...What Is Organizational Communication?[edit] L ike defining many aspects of communication study, many of the definitions of organizational communication share common elements. Stanley Deetz (2001) argues that one way to enlighten our understanding of organization communication is to compare different approaches. However, for the purpose of this text, we want to define organizational communication so you have a frame of reference for understand this chapter. Our definition is not definitive, but creates a starting point for understanding this specialization of communication study. We define organizational communication as the sending and receiving of messages among interrelated individuals within a particular environment or setting to achieve individual and common goals. Organizational communication is highly contextual and culturally dependent, and is not an isolated phenomenon. Individuals in organizations transmit messages through face-to face, written, and mediated channels. Organizational communication largely focuses on building relationships, or repeated interpersonal interactions, with internal organizational members and interested external publics. Goldhaber (1990) identified a number of common characteristics in the variety of definitions of organizational communication -- Organizational communication 1) occurs within a complex open system which is influenced by, and influences its internal and external environments, 2) involves messages and their flow, purpose...
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...be profit oriented. FALSE 2. The formal study of organizational behavior is believed to have begun between 1903 and 1917. FALSE 3. The effectiveness of any organization is influenced greatly by human behavior. TRUE 4. (Anthropology has contributed to the study and application of OB. TRUE 5. "Structure" is the formal pattern of how jobs but not people are grouped. FALSE 6.) "Culture" is the pattern of basic assumptions used by individuals and groups to deal with the organization and its environment. TRUE 7. The "organizational environment" includes the market and technology but generally excludes governmental activities due to the "commerce clause." FALSE 8. Group performance is the foundation of organizational performance. FALSE 9. Groups form within organizations exclusively to address formal organizational needs. FALSE 10. The essence of power is control over others. TRUE 11. Managers derive power from both organizational and individual sources. TRUE 12. Leadership and quality concepts have been found to be inseparable. TRUE 13. Job design refers to the process by which managers specify the contents, methods, and relationships of jobs to satisfy both organizational and individual requirements. TRUE 14. Job design looks at contents, methods and relationships of jobs to the exclusive end of meeting organizational requirements. FALSE 15. Organizational effectiveness is a result of both individual and group effectiveness...
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...1469-8374 (Online) Journal homepage: http://www.tandfonline.com/loi/rhrd20 Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation Maria S. Plakhotnik, Tonette S. Rocco, Joshua C. Collins & Hilary Landorf To cite this article: Maria S. Plakhotnik, Tonette S. Rocco, Joshua C. Collins & Hilary Landorf (2015) Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation, Human Resource Development International, 18:1, 39-57, DOI: 10.1080/13678868.2014.979009 To link to this article: http://dx.doi.org/10.1080/13678868.2014.979009 Published online: 11 Dec 2014. Submit your article to this journal Article views: 288 View related articles View Crossmark data Full Terms & Conditions of access and use can be found at http://www.tandfonline.com/action/journalInformation?journalCode=rhrd20 Download by: [University of Exeter] Date: 12 December 2015, At: 14:41 Human Resource Development International, 2015 Vol. 18, No. 1, 39–57, http://dx.doi.org/10.1080/13678868.2014.979009 Connection, value, and growth: how employees with different national identities experience a geocentric organizational culture of a global corporation Maria S. Plakhotnika, Tonette S. Roccob*, Joshua C. Collinsb and Hilary Landorf c School of Social Sciences and the Humanities, National Research University...
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...INTRODUCTION The business world is changing at bullet-train speed – technology, the global economy, increasing regulatory scrutiny, the looming talent crisis, the recognition that mental illness is dramatically affecting the workplace. All of these are having a huge impact on the HR profession. The c-level is finally starting to realize how important your role is. They want you to get out of the day-to-day administrivia - while still making sure everything is done perfectly, mind you. They want you to measurably contribute to the top-line and the bottom line, and help mitigate risk. There are ten major trends that you need to be aware of as your role evolves to meet these challenges. Let’s start with the most obvious. #1. The Changing Role of the HR Professional We need to put the “human” back into human resources. Employees are humans, not commodities, and HR departments have to start seeing them differently. With the current push towards strategies that engage employees, attract top talent, and contribute to the bottom line, this change is imperative. We need to stop whining about being at the table. These days, almost every book or article you read about the role of HR talks about HR needing to be ‘at the table’ or to be more strategic. It’s my observation that in almost every respected company, HR is at the table. So for most HR leaders, the question is not ‘how do you get to the table’. It is ‘now that you are at the table, how do you best contribute...
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...Chapter 1 Management and Organizations 1) A great manager makes a job more enjoyable and productive. 2) Managers play an important role in dealing with various challenges being faced by organizations today. 3) Today's managers are just as likely to be women as they are men. 4) A manager must coordinate and oversee the work of other people so that organizational goals can be accomplished. 5) A manager's job is all about personal achievement. 6) In traditionally structured organizations managers can be classified as first-line managers, middle managers, or top managers. 7) Middle managers are responsible for making organization-wide decisions and establishing the plans and goals that affect the entire organization. 8) Effectiveness refers to getting the most output from the least amount of input. 9) Efficiency is described as "doing things right." 10) The four contemporary functions of management are planning, organizing, leading, and controlling. 11) Determining who reports to whom is part of the controlling function of management. 12) Directing and motivating are part of the controlling function of management. 13) When a manager performs the controlling function of management, he must monitor and evaluate performance. 14) Figurehead, leader, and liaison are all interpersonal managerial roles according to Mintzberg. 15) Disturbance handler is one of Mintzberg's interpersonal roles. 16) According to Robert L. Katz, managers...
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