world, and as mentioned in Michael Novak’s book, Kenneth Lay came across as an intelligent, responsible leader with a good head on his shoulders. Lay said that he was fully exposed to not only legal behaviour but moral and ethical behaviour and what that meant from the standpoint of leading organisations and people. Lay also wrote in an introductory statement to the revised Enron Code of Ethics that they (officers and employees of Enron Corp.) were responsible for conducting the business affairs of
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How can organisations ensure the selection of the right fit candidate with the organisation’s needs and culture? Key Principles of Selection: • Sophisticated selection techniques are widely utilised by organisations (Bratton & Gold, 2012). The selection, regardless of method, must use criteria that are reliable and valid (Group M2, 2014), in order to reduce the cost of the selection process, future costs of introducing and training new staff, and the cost of labour turnover if newly selected staff
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[pic] Specialist Diploma in Construction Management CM 107 Management & Organization Group Written Assignment Lecturer Name: Dr. Michael Fong Students Name: Submission Date: 21st October 2008 [pic] Executive Summary [pic] Sustainability as a term or phenomenon has been receiving increased attention all around us. There seem to be a high focus on sustainability, sustainable development and sustainable work systems. Within the context of work organization and organizational
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is t Organisations want to have an impact on organisational culture whether by strengthening it or by changing it (Witte and Muijen, 1999) however the management of organisational culture remains a contentious topic due to conflicting research. Some argue that organisational culture can be easily managed (Cameron and Quinn, 2006) whereas others argue that it is much more difficult (Ogbonna and Harris, 1998). An understanding of culture can offer insights into individual and group behaviour, and leadership
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producers needed to, and could develop more sophisticated ways of managing the distribution of goods. Marketing Orientations There are 4 main marketing orientations: Product Orientation –. An organisation would make a product and sell it without finding out if the customer wants or needs it. However the organisation will be very interested in making sure the product is high quality and good price. This is then likely to produce sales as the customer will be getting a good quality product. The company
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Organisation Culture Research Commonwealth Bank Australia Executive Summary Organisation culture is a unique combination of the set of values that the members of an organisation believe in. It is a very important determinant of the conditions prevailing in an organisation and the culture says a lot about the values, beliefs and structure of a company. The essence of the culture of an organisation is captured by seven primary characteristics. These are measured on a high to low scale and
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Division of Work. Specialization allows the individual to build up experience, and to continuously improve his skills. Thereby he can be more productive. Authority. The right to issue commands, along with which must go the balanced responsibility for its function. Discipline. Employees must obey, but this is two-sided: employees will only obey orders if management play their part by providing good leadership. Unity of Command. Each worker should have only one boss with no other conflicting
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figure out what they need to do so as to deliver correct output at whichever stage of their career they are working at. The map is a threshold set for the individuals exhibiting HR excellence. It describes the knowledge and activities as well as the behaviours that are absolutely needed for the smooth running and functioning of HR activities, both present and also in future. The map is ever-evolving so as to combat the ever increasing needs of this profession. The HR Professional Map is divided as follows:
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that the most appropriate leadership style should be a combination of: • task • relations-oriented behaviour And that key factors in the work situation will determine the emphasis on task and relations behaviour in each combination We now have four possible leadership styles: (See diagram next slide) 5 Situational theory expanding on Behaviour/Style theory Leadership behaviour/style orientation Task Relations Both should be either High/Low – depending on follower maturity
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guide rails that determine the enduring distinctiveness of an organisation. It is the culture - good or bad - that conditions how a business interacts with its customers and partners. Almost without exception, organisations describe their strategy, vision, values, and priorities in laudable terms. How often do we hear that customers' interests stand at the heart of an organisation? It is far rarer, however, to observe an organisation that goes beyond rhetoric and embeds the beliefs in the
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