feedback date: 4 weeks from the deadline Assessment Brief Unit Details: Unit Code: Organisations and Behaviour (Unit 3) Programme Name: BTEC Higher National Diploma (HND) in Business Awarding body: Edexcel Unit Level (QCF): QCF-4 Academic term: May - July 2013 Course Details | Course Name | BTEC Higher National Diploma (HND) in Business | Unit number | 3 | Unit Name | Organisations and Behaviour | Credit Value | 15 | Lecturer | Antonios/Hillary/Ousman/Raazia/Sunday/Victor | Hand Out/Issue
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doi:10.3926/jiem.2008.v1n2.p119-142 ©© JIEM, 2008 – 01(02):119-142 - ISSN: 2013-0953 Measuring the impact of HRM on organisational performance Anastasia A. Katou University of Macedonia (GREECE) akatou@uom.gr Received September 2008 Accepted December 2008 Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and
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individuals and each person has an inherent need to understand it because much of each individual's time is spent working in or around an organisation. Organisation Behaviour plays an important role in the management of business. It is that field of study which finds out the impact that individuals, groups and structure have on behaviour within an organisation and it applies that knowledge to make organisations work more effectively. Organisations are open social systems and have complex structures
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Department of Information Systems and Computing, Brunel University, Uxbridge, Middlesex, UB8 3PH Tel: +44 1895 203374; Fax: +44 1895 203391 E-mail: Ray.Paul@brunel.ac.uk; Robert.Macredie@brunel.ac.uk Abstract This paper will focus on the topic of organisational change and its management from an information systems perspective. The paper will examine the issues raised during a review of the change management literature – looking at the major approaches to change management, namely, the planned, emergent
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process that entails the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.” McNamara (2010) agrees that training is an educational process, further adding that it involves the presentation and learning of content as a means for enhancing skill development and improving workplace behaviours. To add more onto this,
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3 Consumer and organisational buyer behaviour OBJECTIVES After studying this chapter, you should be able to: 1. Understand the different motivations of consumer and organisational buyers 2. Formulate strategies for approaching consumer and organisational buyers 3. Recognise the importance of relationship management KEY CONCEPTS • • • • • • • • • • • • ACORN brand personality buy class buy phase buying centre centralised purchasing choice criteria consumer decision-making process creeping commitment
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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 (Clayton et
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Planned Behaviour (ATPB) in explaining the persisting slash-and-burn behaviours in Indonesia. However, it remains debatable whether ATPB can adequately do so. This essay will critique the suitability of ATPB in explaining the problem through analysing the author’s argument, examining the evidence employed, uncovering underlying assumptions, and finally, seeking alternative theories to better explain the issue. Figure 1. Model of Azjen’s Theory of Planned Behaviour. It shows how behaviour can be
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Motivation - a reason or reasons for acting or behaving in a particular way. (Oxford Dictionaries, 2013) The role of money as a motivator at work has been widely argued over a number of years. Some people say that money is the prime factor that gets employees motivated at work; some people say there are other more important factors that influence employees. It is necessary to look at various theories in order to answer the question about the role of money as a motivator in the workplace. “Where
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organisation goals. Managers lacking to focus in one of them equally cannot get succeed compared how much they can succeed when they give priority both equally. This report has examined an organisation, ABC Institute Pty Ltd, where the attaining organisational goals were given highly important by manager and employees’ needs were badly ignored. This report has indentified the high staff turnover problem in the organisation. The symptoms and causes of the problem have been discussed and analysed the
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