...------------------------------------------------- How does the application of Organizational Behavior help organizations 1.0 What is “Organizational Behavior”? In business and management, research and studies are often started due to one simple reason; there are questions which need to be answered, and only through careful analysis and testing we will be able to present the proper methods to answer the questions. For Organizational Behavior, it is the same. The study of Organizational Behavior started because of one simple fact; most managers in the world face the same problems and questions. Common problems managers face include communication, employee’s lack of motivation, conflicts and arguments, resistant to change and many others more. All of these lead to the same conclusion, which is every organization face people problems. Most business studies focus on technical knowledge, such as account, marketing, finance, economic and others, but organizational behavior is a study field which focuses purely on the “people” aspect. In today’s business world, managers cannot succeed with technical skills alone, and they would also need to have good “people” skills. In academic terms, Organizational Behavior is defined as: “The systematic study of the actions and attitude of people show and exhibit within an organization” According to the definition, the field of Organizational Behavior is the study of “cause and effect”. It is based on the study of scientific evidence which is gathered, measured...
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...elaborated. A successful story of two different types personalities and importance of having people with positive attitudes and its implications to increase efficiency levels. In the first situation a group of people who are working with positive attitudes and high degree of commitment to their jobs. In the second part about the saga of Wayne Huizenga a successful entrepreneur with self confidence and risk taking personality. And finally the story of ever optimistic Steve Wynn with inherited personality and the way he motivates his employees to perform optimistically all times. Part- I “90 Hours a Week and Loving It”. Due to pleasant working conditions, structured & specified job functions, attractive packages and more importantly with the use of cutting edge technology employees at firms like Apple Computers are willing to work around- the- clock. People at the top level also play a significant role in formation of such positive attitudes, as Steve Jobs (CEO, Apple Inc.) is charismatic and influential leader, also a self monitoring and risk taking personality. According to Herzberg’s Motivation Hygiene Theory, the workforce at Apple would be categorized under Motivators as they have drive to achieve, personal growth, job satisfaction and obviously the recognition. In the local arena a good example could be Brandix Ltd and MAS Holdings where the people work around-the-clock because they have capacity to perform, willingness to perform and utmost importantly the organizational...
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...Paper There are several factors within an organization that can effect its progress besides the products presented by the company. These additional factors are the focus of organizational behavior - the action and attitudes of individuals and groups toward one another and the organization as a whole, and its effect on the organization’s functioning and performance. The goal behind studying organizational behavior is to get a better understanding of those factors that influence dynamics so that individuals, groups, and the organizations they belong to can become more efficient and effective. As a business owner and management, it is essential to consider these factors and have a solid understanding that workers not only influence the company environment but workers are also influence by the work environment. An organization’s base is built on the philosophy, values, visions and goals of the management. These factors are what drives the company and helps to set the culture. The culture encompasses the formal and informal structure and social environment of the company, which in turn determines the type of leadership, communication, & group behavior it has. In other words the culture of a company is the perception of the quality of the work atmosphere and environment by employees & management. Why is culture so important? Because it sets workers degree of motivation. All of these elements combine to set the model a company works from. This is why, as mentioned, it is essential...
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... | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training |covered. Additionally, the chapter points out the | | |The Five-Step Training and Development Process |importance of new employee orientation and lists some of| | |Training, Learning and Motivation |the important things...
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... | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training |covered. Additionally, the chapter points out the | | |The Five-Step Training and Development Process |importance of new employee orientation and lists some of| | |Training, Learning and Motivation |the important things...
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...Statement of Authorship Statement of Authorship I certify that this assignment is my own work and contains no material which has been accepted for the award of any degree or diploma in any institute, college, or university. Moreover, to the best of my knowledge and belief, it contains no material previously published or written by another person, except where due reference is made in the text of the work. I also understand that no under circumstances should any part of this assignment be published, including on the internet or publicly displayed without receiving written permission from the university. Abstract: Cultural diversity, collaborative learning and networking have a huge impact in many business of today and that includes the Hospitality and Service Industries. This paper aims to provide insights, suggestions, benefits, challenges and understanding on how to deal with different people of different backgrounds and upbringings in the workplace. It discusses and summarizes the significance of intercultural perceptions, cultural collective thoughts, sharing experiences through storytelling, collaborative learning and the benefits of networking in the workplace. It states that in the hospitality industry and other work sectors, cultural awareness, collaborative learning and networking play a valuable contribution to the effectiveness of any organization. Introduction: We should embrace the knowledge and skills held by other people, the culturally...
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... | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training |covered. Additionally, the chapter points out the | | |The Five-Step Training and Development Process |importance of new employee orientation and lists some of| | |Training, Learning and Motivation |the important things...
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...to OB. 3. Describe the three goals of OB. 4. List the major challenges and opportunities for managers to use OB concepts. 5. Describe how OB concepts can help make organizations more productive. 6. Discuss why work force diversity has become an important issue in management. 7. Explain how managers and organizations are responding to the problem of employee ethical dilemmas. 8. Discuss how knowledge of OB can help managers stimulate organizational innovation and change. LECTURE OUTLINE I. THE FIELD OF ORGANIZATIONAL BEHAVIOR A. Definition 1. Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations. (ppt 4) 2. Key parts of the definition a) Systematic study (ppt 5) 1) The use of scientific evidence gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner to attribute cause and effect. (ppt 6) 2) OB—its theories and conclusions—is based on a large number of systematically designed research studies. b) Systematic study of actions (or behaviors) and attitudes include three areas: productivity, absenteeism, and turnover. (ppt 7) 1) Managers clearly are concerned with the quantity and quality of output that each employee generates. 2) Absence and turnover—particularly excessively high rates—can adversely affect this output. 3) Organizational citizenship—discretionary...
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...Causes of Employee Turnover ABSTRACTThe proposed research will be conducted to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that job satisfaction, employee motivation and employee involvement (independent variable) has an impact on employee turnover (dependent variable). Hence the purpose of this research will be, firstly getting the perception of employees at work by conducting semi structure interviews as an instrument of data collection to explore the effect of Job satisfaction, employee motivation and employee involvement on employee turnover. Secondly semi structure interviews will be further used to find and examine whether these three factors really affect or not if yes then which factor affects closely in order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research...
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...organizational culture and articulate the relationship between organizational culture and organizational behavior. * In order to maximize the opportunities of organizational culture, you need a complete understanding of what is it, what are its elements, what are its functions and tasks, and in what forms it can be seen. * According to P.Robbins and A.Judge(2012), there are seven elements, with the help of which you can define the culture in an organization. These elements are mostly degree to which people in organization, for example, take risks, pay attention to details, focus on team work, orient on the outcome, etc. All these characteristics can be high or low. * In my opinion, the following elements, taken together, can make a picture of the culture in an organization: Awareness of yourself and your place in the organization. For example, some cultures value hiding employee’s emotions, others - encourage their openness. In some cases, independence and creativity are demonstrated through the partnership, and in others - through individualism. Communication system and communicational language. The use of oral, written, non-verbal communication, " telephone laws" and openness of communication varies from group to group, from organization to organization. Worker’s appearance, clothing and presentation of himself at work. There is a big variety of uniforms, business styles, neatness, cosmetics, hair, etc. All these confirm the presence of multiple micro-cultures. What...
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...ESADE WORKING PAPER Nº 239 September 2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao Simon Dolan Shay S. Tzafrir ESADE Working Papers Series Available from ESADE Knowledge Web: www.esadeknowledge.com © ESADE Avda. Pedralbes, 60-62 E-08034 Barcelona Tel.: +34 93 280 61 62 ISSN 2014-8135 Depósito Legal: B-3449-2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao* ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain yuanjie.bao@esade.edu Simon L. Dolan ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates...
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... It also identifies the skills and competencies that leaders will need to create the ideal 21st century work atmosphere, such as intelligence, passion, a strong work ethic, a team orientation, and a genuine concern for people. Learning Objectives After completing this chapter, students should be able to: 1. Define in applied terms organizational behavior. 2. Describe the disciplines that have contributed to the field of organizational behavior. 3. Discuss the importance of understanding behavior in organizations. 4. Explain the time dimension model of measuring effectiveness. 5. Explain the relationship between quality and organizational effectiveness. Key Terms power of human resources—The ability to get things done in the way one wants them to be done. globalism—The interdependency of transportation, distribution, communication, and economic networks across international borders. cultural diversity—The vast array of differences created by cultural phenomena such as history, economic conditions, personality characteristics, language, norms, and mores. rapidity of change—The speed at which change occurs. Rapid change is found in many areas such as technology, demographics, globalism, and new products and services. psychological contract—An unwritten agreement between an employee and the organization that specifies what each expects to give to and receive from the other. technology—An important concept...
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...Factors of Motivation & Impact of Job Satisfaction on Organizational Commitment [pic] ACKNOWLEDGEMENTS “If you take care of your employees, your employees will take care of the organization & its customers over a period of time”. These are the words that have inspired us to conduct the research on the effect of employee motivation on organizational commitment. We shall be failing in our duty, if we do not record our gratitude to all those who have helped us & co-operated with us to pursuit this project. We would like to thank Prof. Kavita Lagate for her excellent sessions on Research Methodology which helped us to understand the various aspects of the subject & the project. Further by giving us an opportunity to carry out this research & present this research report under her guidance has enabled us to understand the concept of making a research report. CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………...
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...motivation is derived from the Latin word “movere”, which means “to move”. It is an internal force, dependent on an individual’s needs which derive him/her to achieve. Shulze and Steyn [2003] affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives, which will help ‘move’ their staffs to act. According to Robbins [2001], motivation is a need-satisfying process which means that when an individual’s needs are satisfied or motivated by certain factors, the individual will exert superior effort toward attaining organizational goals. People primarily do what they do to meet their needs or wants. Understanding that people are motivated by self-interest is the key to understanding motivation. Theories of motivation can be divided to explain the behavior and attitude of employees. These include content theories, based on the assumption that people have individual needs which motivate their actions, and theorists such as Maslow [1954], McClelland [1961], Herzberg [1966] and Alderfer [1969] are renowned for their works in this field. In contrast to content theories, process theories identified relations among variables which make up motivation and involve works from Heider [1958], Vroom [1964], Adams [1965], Locke [1976], and Lawler [1973]. In addition, reinforcement theory [B.F.Skinner, 1938] that proposes the consequences of the behaviors that motivate the employees to behave in predetermined ways. 2...
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...1. Commonsense theory -Created by an individuals own personal experience, -Useful to us and are often a basis for our decisions about how to communicate, -These theory’s are not supported by research. 2. Working theory -Generalizations made in particular professions about the best techniques doing something, -Practical and more systematic than commonsense theory. 3. Scholarly theory -The theory has undergone systematic research, -Provides more thorough accurate and abstract explanations for communication, -They are often more complex and difficult to understand. Evaluating theory; These are some criteria for evaluating the usefulness of the theory. Not good or bad. What to look for Accuracy Has the research supported that the theory works the way it says it does? Look at the research studies that have sued the theory. Have real-world applications been found for the theory? Has the theory been formulated with the appropriate number (fewest) of concepts or steps? Does the theory demonstrate coherence within its own premises and with other theories? -Internal: ideas of the theory are logically built on one another -External: refers to the theory’s consistency with other...
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