MGT 312 Final Exam UOP New Materials 1. Self-enhancement and self-transcendence are: • Endpoints of one of the dimensions of values • Personal attitudes • Cognitions • Workplace attitudes 2. Regarding using personality testing as part of the hiring process, experts have concluded that: • The effects of personality on job performance are so large it cannot be ignored by managers • The typical personality test is not a valid predictor of job performance • There are many valid instruments
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CHAPTER 1: INTRODUCTION * Background of the study This term paper is prepared as a requirement of the course curriculum of “organizational behaviour in the context of a local company” by studying organizational behaviour practice in INCEPTA PHARMACEUTICALS CO. LTD. After studying on this company, we came to know about various factors of employee’s organizational behaviour. * Objective The objective of our study is to find out the expected organizational behaviour on the basis of OB model
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affect them and by increasing their autonomy and control over work lives, employees will become more motivated, more committed, more productive and more satisfied towards to their job. MAJOR FORMS OF EMPLOYEE ENGAGEMENT • PARTICIPATIVE MANAGEMENT: Participative management basically deals with the decision making process as the subordinates share a significant power of decision
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What are the three most important things you learnt during this project? The main focus of the most important thing that I learnt during this project is teamwork. Teammates have to work together hand in hand and supporting one another so that we can complete this project well. Team needs to coordinate well with each members so that it helps the team if not it will bring the team down. The three most important things that I learnt from teamwork of this project are having the common goal, communication
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According to Norizan (2012) claimed that normative commitment develops because of the “psychological contract” between an organisation and the employee. It increases when the individual feels responsible to work for the benefits offered and by being loyal to his or her employer. Up to the point that even when are pressured by others to leave the organisation, they still feel strongly about working in the organisation. Further, Mohamad Zaid, Farah and Yahya (2014), normative commitment refer to emotion
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Organization culture for the company McDonald’s Culture is refer to the cumulative deposit of knowledge, experience, beliefs, values, attitudes, meanings, hierarchies, religion, notions of time, roles, spatial relations, concepts of the universe, and material objects and possessions acquired by a group of people in the course of generations through individual and group striving. On the other hand, culture also can be defines as the set of key values, belief, understandings, and norms shared by members
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his book, 'The Human Side of Enterprise,' and they refer to two styles of management authoritarian which is (Theory X) and participative (Theory Y). This is the one of the theory that some of the organisation can apply, if believe that any of the organisation team members dislike their work, do not perform well and have little motivation, then, according to McGregor, an organisation can use an authoritarian style of management which means this approach is very "hands-on" and usually involves micromanaging
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What is a Trade Union? A trade union is defined as a group or groups of employees that join together for the purposes of maintaining their working conditions of their employment and also stand as a mediator between the employer and employees. The main purposes of Trade Unions are the following. Trade Unions: • Negotiate terms with employers on pay and working conditions. • Accompany their members to any disciplinary or grievance meetings. • Provide their members with legal and financial advice •
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effectively is cumbersome and takes much longer (Wright and Snell, 1998). The effective management of human resources requires sound human resource management systems. San Francisco (2004) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantage developed showing how HRM practices leads to overall corporate performance. The impact of human resource management (HRM) practices popularly known as HR practices on organizational development/performance
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NEED AND IMPORTANCE OF TRAINING • To increase the productivity • To reduce wastages • To lessen the supervision • To lessen the absenteeism • Employee motivation and retention TRAINING METHODS There are different training methods that are followed by different organizations to train the employees. The training methods are broadly classified into two types namely. 1. On-the-job training methods 2. Off-the-job training methods 1. On –the-job Training Methods This is one of the commonly used
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