...Organizations are composed of individuals and each individual behaviour/respond to its organizations is different as compare to other individual. UNDERSTANDING HUMAN BEHAVIOR Human behaviour is unpredictable. In behaviour we cannot assume one set pattern of behaviour. Modern theories of human behaviour are based upon the differences among people and how those differences can affect the organization. Some employees are motivated to work and some are not. Individual differences can be divided into personality and ability differences. Understanding the nature, determinants, and consequences of individual differences is essential for managing organizational behaviour. An appreciation of the nature of individual differences is necessary to understand why people behave in certain ways in an organization. HUMAN BEHAVIOR IN ORGANIZATION An understanding of human behaviour is critical to organizations for improving organizational effectiveness, the ability of an organization to achieve its goals. A goal is a desired future outcome that an organization seeks to achieve. Managers are playing the vital role in understanding the human behaviours in an organization. They have the interaction with them in terms of communication (either written or oral) in terms of work (either by specifying the work and getting things done). Understanding past behaviour is important for developing effective human skills, and it also provides a framework for predicting behaviour. It also gives an idea...
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...and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences between behaviourism and psychodynamic approach to understanding human behavior. Suggest the significant differences...
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...Understanding Consumer Behavior Week 3 and 4 CanGo Analysis Report Team D – The Achievers Joselyn Palmeri Rodger Phillips Viridiana Saenzpardo Brenda Thomas Carlene Watson Business 460 Senior Project February 3, 2013 Issue #1: No process flow chart, complaints and returns were biggest problems last year – Rodger Phillips Implementing a process flow chart for the processes at CanGo is important, because they do not currently have one and it would really benefit the company as a whole. It is also important because helps with accountability and knowing who, what, when, where, and why. Recommendation #1 By creating a flow chart, CanGo will be better able to more easily manage processes at CanGo. The flow chart will help break down the overall processes into sub-processes. That is what makes them easier to manage. Complaints and returns were the biggest complaints from the previous year. If CanGo implements the use of a flow chart, they will be able to break down the process of handling customer service into sub-processes. The sub-processes would include taking phone calls, responding to emails, shipping, inventory, and finance. 2) Still little financing available 3) Sales = Evaluation and purchase fall off in purchases 4) Lack of knowledge pertaining to who is buying and where they are located 5) Lack of efficiency in picking orders in warehouse Issue #2: CanGo must find hidden clients to increase marketing and sales strategies – Brenda Thomas Behind...
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...Understanding employee behavior and commitment Table of Contents Table of Contents…………………………………………………………………………2 Chapter 1: Organizational Behavior...…………………………………………………….4 Organizational Commitment...…………………………………………………………....6 Three Component Model of Organizational Commitment.……………………………….9 Affective Commitment.………………………………………….………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is...
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...Organizational Behavior and Group Dynamics Leon Hildreth MGT 307 Timothy Thacker April 27,2011 This article will discuss the terminology in organizational behavior, diversity, communication, and organizational culture. These terminologies will be defined and this article will show how these terminologies are used in group dynamics. This article will explain how group dynamics and organizational behavior work together in the business world. Organizational behavior is the scientific practice used by companies to study the behavior of individuals within the organization. The academic study of organizational behavior is devoted to the understanding of individuals, groups, and their collective behavior and interaction with one another. The goal of studying behavior is to improve performance of the company, as well those whom they employ. Organizational behavior also deals with researching individual mindsets and viewpoints, dynamics of departments and groups, and the interconnection of employees and managers (Robbins, S. & Judge, T. 2009). When looking at diversity in the work place one will notice that there are many different employees working together to make the company run properly and of those different employees you have different races, genders, religions, ethics, thoughts and values that can play a part in changing the way a company works. Everyone has different personalities and values that need to be considered when working as a team in a company....
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...Understanding customer behavior in retail banking The impact of the credit crisis across Europe February 2010 Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 Executive summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Key findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 The impact on trust . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Loyalty: the end of an era? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Reasons customers look elsewhere Measuring satisfaction Conclusion 8 How Ernst & Young can help . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Introduction ...
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...information. Employees are constantly exposed to a variety of information. They know when leaders are being phony. This information is processed in a person’s, mind and organized to form concepts pertaining to what is sensed or experienced. Different people often perceive a situation differently, both in terms of what they selectively perceive and how they organize and interpret what is perceived, by the employee and their manger (Hellriegel and Slocum, 2011. Pp. 104). The attributions that employees and managers make concerning the causes of behavior are important for understanding behavior. For example, a leader who attributes poor performance directly to his subordinates tends to behave more punitively than does a leader who attributes poor performance to circumstances beyond his subordinates’ control. A manager who believes that an employee failed to perform a task correctly because he lacked proper training might be understanding and give the employee better instructions or more...
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...involved. To keep up with competition it’s important to respond to the needs of the business. Goals include doing things that create and maintain quality performance by employees. The first important step in the process is recognizing the need for change. Unfortunately, not all employees may recognize the state of a company. Employees may disagree with the condition of the business. It would be vital to have an overall understanding of the need for change. The communication can’t be in the form of a memo or announcement. There needs to be strategic renewal where the intent is to regain sustainable competitive advantage. Change in the organization needs to align the internal process that demands new strategies to find new talent and skills of its employees. The goal being lasting changes in employee behavior to support strategic renewal. According to Sector (2010), effective strategic renewal needs behavioral change that targets patterns of employee actions and interactions to meet the company’s strategy and to achieve and sustain outstanding performance. Behavior is said to come from both the person and the organizational context in which the person works. It’s the setting and circumstances of which we work. In looking at the failure of the Concord Bookshop there are some things that were not done effectively to make the change necessary for its success. I think the first major error made is that the...
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...Cultural competence and understanding cultural beliefs and values allow health providers the ability to properly assess individuals and provide appropriate education which is understandable to the particular culture. Culture is behaviors, beliefs, values, and ways of life for an individual which influence health, healing, wellness, illness, and delivery of health services (Dolan Hunt, 2014). Cultural awareness, imposition and sensitivity are areas that need to be understood. Cultural awareness is the understanding of our own thoughts and abilities to reflect on them to better understand the differences of others. Cultural imposition is fully understanding the cultures beliefs before providing a plan. An example of this is educating a patient on a specific diet and the need to educate the health provider regarding the cultural beliefs as there may be certain foods that patient will not eat. Cultural sensitivity also needs to be considered, understanding communication in respecting ones culture. Verbal and non verbal communication both need to be considered. An example of this is that some cultures find it disrespectful to stare to long and have direct eye contact, therefore it is important to have knowledge of this so that when providing care this is respected (Dolan Hunt, 2014). It is important to be knowledgeable, unbiased and understanding in order to perform in our full capacity. Overall, providing culturally congruent care is essential to reduce health disparities...
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...There are five different styles in conflict, those being avoidance, accommodation, competition, collaboration, and compromise (Wilmot & Hocker, 2010). After completing “Measuring Your Conflict Style” I have come to the conclusion that my preferred style is that of competition. “A competitive, or “power over,” style is characterized by aggressive and uncooperative behavior, pursuing your own concerns at the expense of another” (Wilmot & Hocker, 2010, p.157). I definitely am one to always feel as though my side of an argument or conflict is right and that the conflict is not over until I prove the other person in the conflict wrong and they succeed to my side or point of view. I also find that the expense of the other person is not taken into consideration when I am in conflict as I am totally absorbed by “winning” the conflict. This causes a lot of problems in some of my personal relationships, especially with my fiancé as winning the conflict may not be as important as making her happy. This is becoming a give and take I am starting to understand. The competitive style can be an advantage for me if I use it in an assertive way rather than an aggressive way, but more often than not aggression becomes a part of the conflict. (Wilmot & Hocker, 2010). Being assertive allows me to know what goals I am trying to achieve and go about it in a deliberate way which makes it more likely to be achieved. This notion is also expressed in our readings as it states that “Whereas nonassertive...
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...this form of learning, we are primarily considering our actions. Small changes are made to specific practices or behaviors, based on what has or has not worked in the past. This involves doing things better without necessarily examining or challenging our underlying beliefs and assumptions. The goal is improvements and fixes that often take the form of procedures or rules. Single-loop learning leads to making minor fixes or adjustments, like using a thermostat to regulate temperature. Are we doing things right? Here's what to do—procedures or rules. Double-Loop Learning Double-loop learning leads to insights about why a solution works. In this form of learning, we are considering our actions in the framework of our operating assumptions. This is the level of process analysis where people become observers of themselves, asking, “What is going on here? What are the patterns?” We need this insight to understand the pattern. We change the way we make decisions and deepen understanding of our assumptions. Double-loop learning works with major fixes or changes, like redesigning an organizational function or structure. Are we doing the right things? Here's why this works—insights and patterns. Triple-Loop Learning Triple-loop learning involves principles. The learning goes beyond insight and patterns to context. The result creates a shift in understanding our context or point of view. We produce new commitments and ways of learning. This form of learning challenges us...
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...multicultural clients. In addition to the multicultural aspect, the agency also serves children, women, the elderly, and the homeless. Your manager has asked you to decide the best communication approach for each of these clients. About the Clients In the human services profession it is becoming increasingly more important to know and understand the different cultures and their beliefs. When it comes to communicating effectively with people from different cultures, it can be of great help if you first understand the social and psychological forces that drive their verbal and non-verbal behavior. It is important to encompass skills like warmth, authenticity, empathy, permissiveness, and acceptance. Effective Strategies and Techniques Empathy refers to the ability to understand someone else’s point of view and ideas. When a client feels understood, and they think you are more understanding to their point of view, they are more likely to accept and listen to new ideas. Being genuine is the expression of true feelings. Being genuine can be of big usefulness to people in the human services industry. It is important to also be objective. Seeing things from an outside point of view can help the human services worker to be subjective. Self-awareness is the quality of knowing oneself. This can help to convey one’s values, feeling’s, attitudes, and beliefs. Acceptance is an important tool because it shows the clients you believe their beliefs are worthy of consideration. Multi-Cultural...
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... Investing in one’s education is one of the smartest things a person can do. The more education one has, the more opportunities open up for that individual. Higher education, not to be limited to the MBA program, provides our knowledge to develop personal abilities and development within our careers. By pursuing my MBA, I believe it will provide the necessary tools to become a more effective leader and further my career within University of Phoenix. A major factor in effective business is Communication. Communication fosters motivation by clarifying to employees what is to be done, how well they are doing, and what can be done to improve performance…The formation of specific goals, feedback on progress, and reinforcement of desired behavior all stimulate motivation and require communication (Brooks & Judge, 2007). To communicate effectively one must first determine how people perceive them. People’s perceptions affect how well the message is coming across to others. So in order for anyone to become a more poised, lucid and comprehensible speaker they must first understand what type of personality they have. Without the knowledge of how people perceive me, I may not know if I am being an effective leader. The processes of perception routinely alter what humans see. When people view something with a preconceived concept about it, they tend to take those concepts and see them whether or not they are there. This problem stems from the fact...
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...effectively to an audience. This ability is very important to effectively present information, especially considering my future plans of employment (management). My lack of ability to recognize nonverbal gestures could lead to a misunderstanding. This could cause friction on the job during the process of accomplishing daily duties and responsibilities. III. Diversity (92). Focusing on areas of diversity and understanding individual’s uniqueness during my daily life experience with others. I display the strong competencies for recognizing individual characteristics and using the unique strength as a mean to develop a competitive advantage throughout life and on the job. My lowest score was (7), based on the results, which means that I’m less likely to include ideas and values of those different from my characteristics. IV. Ethics (97). The results from the assessment displays that I possess strong KSAs incorporating values and principles to distinguish the difference between right and wrong when making critical decisions and using the perception of other’s behavior during home and working environments. V. Across Culture (89). Above average scores express my ability to relate and understand different cultures. Being open minded insures my abilities to display sound judgment when making decisions during daily...
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...In the desire to understand epistles it is very important to understand the literary and historical context so that they can be appropriately interpreted. The literary content in epistles are in form of letters. These letters consisted of six different parts. The name of the writer, the name of the recipient, a greeting, prayer wish, the body, and a final greeting or farewell(Fee pg. 56,57). These letters were on occasion, and brought about by special circumstances. He answers specific questions, or addresses certain behavior. The historical context of epistles need to be looked at in a different way. It is very important to know the background of Corinth, so a bible dictionary may be needed. These letters must be read in one sitting. It must be reread over again without speculation or educated guesses. These letters were meant only for the person to whom they were addressed. Since these letters were meant for the people to whom they were addressed, we cannot ever fully interpret their meaning(Fee Pg 74). We still need to try to understand the literary and historical context in which the letter was written. We must realize that though the times are different, the answer is still the same, because God's word stands the test of time and lives forever. Through epistles Paul answers questions that churches have. He also uses the letters as a means to rebuke them when they are doing wrong. It is deceptive that epistles are easily understood, but if we read them...
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