Organizational Design Essays (Examples)

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Org Design My Most Recent Organization Has

Words: 843 Length: 3 Pages Document Type: Essay Paper #: 80422944

Org Design

My most recent organization has a structure that is mechanistic in nature. This is, however, conducive with the organization's business and its goals. The organization's competitive advantage lies with efficiency and economies of scale. The ability to perform routine tasks is critical to the success of this organization. The mechanistic structure allows management to determine the optimal means of performance of these tasks, and then transfer that information to each employee. This structure relies heavily on management's abilities in work design, so that all jobs are done, and there are people in place to perform each task, even under unusual circumstances should they arise. The company's goals are of course market share and profit, but these are achieved through performing the routine tasks better than the competitors perform them.

The mechanistic structure relies on the abilities of management, and the training of the workforce to ensure that they…… [Read More]

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Organization Design the Current Situation

Words: 614 Length: 2 Pages Document Type: Essay Paper #: 52429955

This is generically possible as the types of services and products offered could be combined to constitute complementarities. For instance, the Sale-Buy Insurance Company could offer car insurance for the final buyers - this would however require the collaboration of Delux Machine Tool's partners. Also, the programmers at MicroAge Software could collaborate with the esearch and Development Team at Delux Machine Tools and create more innovative products and technologies.

The three companies would become sister organizations, under the same patronage, ruled by the same principles and norms, and following the same goal. This strategy would lead to the creation of a conglomerate company - one possessing various smaller companies, activating in different industries. This would then mean that the organizations would generate a combined profit, which could be better allocated to support their development. Say for instance that MicroAge Software registers a good year, but Sale-Buy Insurance Company does not.…… [Read More]

References

Autry, R.H., 1996, What Is Organizational Design, Inovus,   http://www.inovus.com/organiza.htm l . Ast accessed on November 26, 2008

2006, Conglomerate (Company), Book Rags, (http://www.bookrags.com/wiki/Conglomerate_(company)last accessed on November 25, 2008

Case Study on Delux Machine Tool, Sale-Buy Insurance Company and Microage Software
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Organizational Behavior Study Guide Chapter

Words: 324 Length: 1 Pages Document Type: Essay Paper #: 43866763

Culture must not simply be inclusive to an organization. Organizational internal culture must shift with the larger national cultural context in light of the needs posed by globalization.

Chapter 12: Strategic Competency and Organizational Design

IBM, showed a constructive ability to engage in organizational learning. Despite facing political obstacles such as 9-11 and prejudice against technology companies after the dot-com bust it has remained a huge, complex technological powerhouse. IBM's longer-term outlook is bright today, despite the obstacles it has faced, because the infrastructure within the organization allows growth. It has sound decision making chain of command that has stood it well over the years. Firms need to adjust to their environments and contexts as well as to influence them, and IBM has shown itself capable of doing so in terms of the firm's environment, size and…… [Read More]

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Organizational Theory 2 What Core Competences Give

Words: 2740 Length: 8 Pages Document Type: Essay Paper #: 28567012

Organizational Theory #2

What core competences give an organization competitive advantage? What are examples of an organization's functional-level strategies?

Core competencies are those capabilities that are critical to a business achieving a competitive advantage in the marketplace. Typically, core competencies can be identified by certain common characteristics -- offering a benefit to the customer, difficult to imitate, uniquely identify the organization and easily leveraged to create many products or operate in many markets (Kern, 2010). The organization that is best able to use its resources to create value is in an ideal position to outperform the competition, thus creating advantage (Jones, 2010). Core competencies tend to change in response to changes in the environment. They are flexible, evolve over time and enable the company to enter apparently different markets with a clear and distinctive brand proposition. Examples of core competencies include manufacturing, research and development, new technology or organizational design…… [Read More]

References

Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Terry, L.D., & Hoefer, R.A. (1995). Making politics and power respectable. Public Administration Review, 55(3), 298.
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Organizational Theory 1 Create a Code of

Words: 2747 Length: 8 Pages Document Type: Essay Paper #: 74668400

Organizational Theory #1

Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.

All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).

No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the…… [Read More]

References

Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006

Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
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Organization Analysis Analysing Organisation Using Relevant Theoretical

Words: 3563 Length: 11 Pages Document Type: Essay Paper #: 90414650

Organization Analysis

Analysing Organisation: Using relevant theoretical perspectives frameworks, critically analyse organisation choice.

Analyzing organization is the process of assessing the organizations systems, functionality and capacity so as to increase the organizations performance, efficiency and overall output. This is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioral relationships Bate, Khan, & Pye, 2000.

This should be a periodic and detailed activity that assists the organizations management to identify any inefficiency or problems that may have risen and have not been dealt with the management will then come up with strategies to deal with them.

The Company

Compulyzed Telecommunications is a telecommunications company dealing with telephone, cabling, and internet provision services for both home and corporate clients. Compulyzed Telecommunications had an increase of 1.7% operating profit in the fiscal year 2011 as compared to the previous year this was…… [Read More]

References

Barney, J.B. (1995). Looking inside for Competitive Advantage. The Academy of Management Executive (1993-2005), 9(4), 49-61.

Bate, P., Khan, R., & Pye, A. (2000). Towards a Culturally Sensitive Approach to Organization Structuring: Where Organization Design Meets Organization Development. Organization Science, 11(2), 197-211.

Becker, I., & Flaxer, E. (2008). Analysing the Hierarchical Organization of Text by Using Biologically-Inspired Statistical Methods. [Article]. Journal of Quantitative Linguistics, 15(4), 318-339. doi: 10.1080/09296170802326657

Bloodgood, J.M., & Bauerschmidt, A. (2002). Competitive Analysis: Do Managers Accurately Compare Their Firms To Competitors? Journal of Managerial Issues, 14(4), 418-434.
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Organizational Learning What Is the Role of

Words: 872 Length: 3 Pages Document Type: Essay Paper #: 29368030

Organizational Learning

What is the role of learning in change processes? Pay particular attention to the ideas of Naomi aab

Learning is a galvanizing factor across all change processes in that it unifies each step in the process and over time creates an experience effect that creates greater levels of knowledge over time. The role of learning in change processes is also non-linear, a key finding of management and organizational design theorist Naomi aab. Her practice and writings show how effective the dissemination of learning is throughout organizations. The development of information and knowledge ecosystems throughout organizations is also predicated on this foundation of shared learning and the creation of a system of record from a cultural and learning standpoint.

Ms. aab's insights into how to heal hurting and dysfunctional companies also form the basis of her approaches to defining the role of learning in change processes. In defining strategies…… [Read More]

References

Beeby, M.L. (1999), "Consulting to a "hurt" or "upset" organization," Leadership & Organization Development Journal, Vol. 20(2), pp. 61-68.

Collin, K. (2004). The role of experience in work and learning among design engineers. International Journal of Training & Development, 8(2), 111-127.

Kimberly, J.R. (1984). The anatomy of organizational design. Journal of Management, 10(1), 109-109.

Ratten, V. (2004). The role of learning and information dissemination in logistics alliances. Asia Pacific Journal of Marketing and Logistics, 16(4), 65-81.
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Organization What Is an Organizational Theory In

Words: 722 Length: 2 Pages Document Type: Essay Paper #: 37286118

Organization

What is an Organizational Theory?

In the organizational sciences (e.g., organizational behavior, organizational psychology), one of the more misunderstood terms is organizational theory. To some, organizational theory is a field of study; to others, it is the process of using metaphorical language to describe organizational processes (e.g., McKenna & Wright, 1992; Morgan, 1986), or it represents an attempt to determine the best way to organize work organizations. The term is used to indicate all of these things, but an organizational theory is really just a way of organizing purposeful human action. Given the diversity of purposeful human endeavors, there are numerous ways to organize them, and, hence, a great many organizational theories.

Major Organizational Theories

Having provided a brief overview of the field of organizational theory, we now move on to a consideration of the major organizational theories themselves. Organizational theories simply represent ideas or models of the form…… [Read More]

References

McKenna, D.D., & Wright, P.M. (1992). Alternative metaphors for organizational design. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 3, pp. 901 -- 960). Palo Alto, CA: Consulting Psychologists Press.

Morgan, G. (1986). Images of organization. Beverly Hills, CA: Sage.

Taylor, F.W. (1911). Principles of scientific management. New York: Harper.

Weber, M. (1947). The theory of social and economic organization (A. M. Henderson & T. Parsons, Trans.) New York: Free Press.
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Organizational Behavior the Basic Objective

Words: 3685 Length: 12 Pages Document Type: Essay Paper #: 91510951

Smith provided the appropriate managerial direction which struck the right balance between creativity, performance and productivity. His farsightedness which encompassed a wide vision was long-term, ambitious and the same time entirely practical and feasible. (Section 7: Leadership and Management, p. 243)

Having earlier steered a floundering company towards a successful path, Smith's work was uphill. He had to drastically change the organizational culture and structure while reducing conflict within the very talented set of employees and provide them with a collective direction. He was also expected to reduce the atmosphere of uncertainty prevailing in the organization and use the "countercultures" of the earlier two companies to foster innovation and creativity and thus get a competitive advantage for the new organization. (Section 2: Organizations & Culture, p. 64)

d. Organizational goals, vision, mission, objectives and values

Organizational mission defines the very reason for its existence. It basically refers to a general…… [Read More]

References

Banerjee, M., 1995. Organization behaviour. Allied Publishers Limited.

Bryan, Lowell. L; Joyce, Claudia I., 2007. Better strategy through organizational design. McKinsey Quarterly, no. 2, pp: 22-29.

De Laurentis, Giacomo., 2004. Strategy and organization of corporate banking. Springer.

Gitman, Lawrence J; McDaniel, Carl. 2009., The Future of Business: The Essentials. South Western Cengage Learning.
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Org Structure A The Organization

Words: 806 Length: 3 Pages Document Type: Essay Paper #: 40108966

They do this by supporting the different functions and subgeographic groups such as those outlined in Exhibit C. Exhibit B. illustrates the role that each of the different functions plays - they are on a par with Ground Operations in the structure, but perform a staff function.

c. The organizational design at FedEx best serves the company's needs. Despite the company having operations around the world, there is little need for matrix structure. There are several reasons for this. One is that the company's core Express operation requires close coordination globally. The company presents a face to the consumer that is united globally, a function of the global nature of the service. Therefore, it is logical that each operating company be run from one head office, with operations managed at the regional level, because all areas must be working closely together within a given operating company.

Another reason is that…… [Read More]

Works Cited

Some corporate information from Reuters. Retrieved December 16, 2008 at  http://www.reuters.com/finance/stocks/companyProfile?symbol=FDX.N 

2008 FedEx Annual Report. Retrieved December 16, 2008 at http://files.shareholder.com/downloads/FDX/491475030x0x223284/b51e2e11-6edc-44a3-bcad-e5379c70a765/FedEx08ar.pdf
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Organizational Alternatives and Social Change

Words: 1612 Length: 5 Pages Document Type: Essay Paper #: 43118732



A second change that has occurred and will continue to transform is that, regardless of the motivation, many employers have begun to experiment with flextime, telecommuting, and voluntary reduced-load work arrangements to give employees more discretion and personal flexibility in how they integrate work demands with other life roles such as family, community, and leisure. This increase in flexible work arrangements has further blurred the boundaries between work and home for many employees. Effectively switching and managing multiple work and non-work roles has never been more complex. Findings from individual, family, and organizational perspectives are mixed in terms of the success and social acceptance of alternative work arrangements (Kossek & Lambert, 2005, p. 6)

Though the criminal justice system is known for what they do and have been around for centuries, it is important to note that every organization has a plan, a vision, and successful mixed with failures. This…… [Read More]

References

Kossek, E.E. & Lambert, S.J. (Eds.). (2005). Work and Life Integration: Organizational, Cultural, and Individual Perspectives. Mahwah, NJ: Lawrence Erlbaum Associates.

Miner, J.B. (2002). Organizational Behavior: Foundations, Theories, and Analyses. New York: Oxford University Press.

Sims, R.R. (1994). Ethics and Organizational Decision Making: A Call for Renewal. Westport, CT: Quorum Books.

Sims, R.R. (2002). Managing Organizational Behavior. Westport, CT: Quorum Books.
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Organizational Framework for Manufacturing Technology Using Woodward's

Words: 914 Length: 3 Pages Document Type: Essay Paper #: 45702238

Organizational Framework for Manufacturing Technology Using Woodward's Model

The Woodward model describes three organization designs including: small batch and unit technology, large batch and mass production, and continuous process production. Toyz is classified as small batch and unit technology. Toyz is classified as small batch and unit technology because it "manufacturers and assembles small orders to meet specific needs of customers (Daft, 256)." Although custom work is usually a norm of such an organizational structure, in the case of Toyz the creation of the products are not made to order but they are unique. In addition the manufacture of Toyz products is highly dependent upon individual operators as opposed to the process being highly mechanized. In addition the management system is defined as organic. An organic system simply means that they are free flowing and adaptive and requires the use of fewer procedures as opposed to being mechanistic.

As a…… [Read More]

References

Daft R.L. (2009) Organization Theory and Design. 10th Edition. Cengage Learning
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Organization Change Leveraging Power and Influence in Change Management

Words: 6001 Length: 20 Pages Document Type: Essay Paper #: 75714024

Organization Change - Leveraging Power & Influence in Change Management

Leveraging Power & Influence in Change Management

Change is the only inevitable factor within any organization in the contemporary society. The changes that take place in line with the Human esources as well as the technology are so rapid that to stay relevant, each organization must of necessity keep up-to-date with the changes that are relevant to the organization. However, to have effective change, amid all the challenges that come with the attempt to effect change, there must be leadership that leverages power and is in a position to influence change and manage it to the conclusive end. It should be noted that change is not a destination but a continuous process, hence change management must also be continuous and not static. Changes in organizations take place all the time and each and every day which in most cases are…… [Read More]

References

Agguire D., et.al (2013). Culture's Role in Enabling Organizational ChangeSurvey Ties

Transformation Success to Deft Handling of Cultural Issues. Retrieved February 23, 2014 from http://www.booz.com/global/home/what-we-think/reports-white-papers/article-display/cultures-role-organizational-change

Beakey, D. (2007). Organizational Design and Implementation. Graziadio Business Review:

Graziadio School of Business and Management, Pepperdine University. Retrieved February 23, 2014 from  http://gbr.pepperdine.edu/2010/08/organizational-design-and-implementation/
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Organizational Behavior the First Step

Words: 1270 Length: 4 Pages Document Type: Essay Paper #: 70144176



For the most part, I would probably not want to work at Cisco. The convoluted structure devalues individual responsibility, which to my mind removes incentive for individual excellence. A manager's output is dependent on others, but there does not appear to be a mechanism to hold underperforming managers responsible. hen the team is entirely comprised of internally motivated individuals, Cisco's system will work brilliantly. However, the system encourages managers to be passengers, allowing the best managers to carry the teams to everybody's benefit. The result of this is that over time managers will be encouraged to be passengers and elite managers will leave for organizations where their compensation is more directly tied to their own abilities.

hile the textbook description of Cisco's culture does not explicitly outline a problem to be solved, Cisco has to consider the long-term impacts of its current organizational culture and structure. The collaborative approach has…… [Read More]

Works Cited:

Organizational Behavior, 9th Edition, Chapter 3. In possession of the author.

Cisco. (2010). Corporate overview. Retrieved June 18, 2011 from  http://newsroom.cisco.com/dlls/ekits/Public_Corporate_Overview_FY11Q2_NewBackground.pdf 

Cisco.com (2011). Corporate overview. Retrieved June 18, 2011 from http://newsroom.cisco.com/dlls/corpinfo/corporate_overview.html
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Organizational Issues and Criminology Introduction- When We

Words: 1540 Length: 4 Pages Document Type: Essay Paper #: 35120345

Organizational Issues and Criminology

Introduction- When we think of the criminal justice system in the United States, we are referring to a broad collection of federal, state, and local agencies that are focused on crime prevention and upholding the law. In general, these agencies uphold the law at various levels, investigate crime, process the accused, compile evidence, work with the district attorney, and develop profiles and crime prevention techniques. The process of the criminal justice organization is designed to work in conjunction with the three branches of the U.S. government, and to uphold the Constitution. Organizationally, because there are so many agencies, personalities, interpretations and goals, there tends to be either a crime control model or a due process model. Many scholars see that this is one of the downfalls of the organization, because the tension and competition between the two viewpoints tends to cause negative issues within the system…… [Read More]

REFERENCES

National Strategy for Homeland Security. (2002, November). Retrieved from ncs.gov: http://www.ncs.gov/library/policy_docs/nat_strat_hls.pdf

Aman, T. (2008). Decentralization: Pros and Cons. Fdle.state.fl.us. Retrieved from: http://www.fdle.state.fl.us/Content/getdoc/9da64f08-58b2-4d8c-96ac-e3b2a9ef8265/Aman-Tommy-paper-pdf.aspx

Autry, R.H., (1996). What is Organization Design? Innovus.com. Retrieved from:  http://www.inovus.com/organiza.htm 

Clark, D. (2008). Leadership and Organizational Behavior. Nwlink.com. Retrieved from:   http://www.nwlink.com/~donclark/leader/leadob.html
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Organizational Dynamics of Coffee Bean & Tea

Words: 3753 Length: 15 Pages Document Type: Essay Paper #: 19717852

organizational dynamics of Coffee Bean & Tea Leaf, Singapore with a reference to the relevant theories. The strengths and weakness are highlighted and then recommendations made on how to improve the daily running of the franchise.

Overview of the company

Organizational structure

Organizational culture at Coffee Bean and Tea Leaf

Employee motivation

Organizational form

Overview of the company

Coffee Bean & Tea Leaf Singapore is part of a larger organization (a franchise) that deals in coffee and tea as their specialty. The company is headquartered in Los Angeles California and is owned as well as operated by International Coffee & Tea, LLC (Hoovers,2011).

In Singapore, the company it operates under the business name Coffee Bean & Tea Leaf (S) Pte. Ltd. It operates both tea and coffee stores in the country (Singapore). In its stores it offers coffee bean brews, lunch, breakfast, tea as well as cakes. The company is…… [Read More]

Jay Galbraith's model of an organizational structure still remains to be the most influential design framework and has a lot of under laying messages. Galbraith (2005) posits that there is no single successful design for any organization hence the need to be dynamic. Any organization should strive to implement only the features that support it's strategy and hat will enhance it's growth and development and change all those that are nit in tandem with the organization's goals and objectives (Mohrman 2007).

Conclusion

Coffee Bean and tea Leaf is a successful organization whose management can be improved by making a few changes to its organizational structure.It is important for the workers to be given more autonomy for the franchise to achieve success.
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Organizational Components at Kraft

Words: 1753 Length: 5 Pages Document Type: Essay Paper #: 86519992

Business

The Alignment of Organizational Components, Mission and Strategy at Kraft Foods

Organizational Components

Organizational Design

Key Strategic Controls

Primary Human esource Concerns

Cultural Factors

Alignment of Organizational Components, Mission, and Strategy

Kraft Foods are a major North American Food manufacturer. The firm has a duel mission, to be the best food and beverage firm in North America selling products that people love and becoming the best investment in the industry. To achieve these goals and overcome, the challenges of the past, the firm has developed a new divisional structure based on products to increase the focus on the individual brands. The culture values the employees, and one of the main areas of focus is the &D, with more than 500 staff employed in 2 &D centers. The past culture of Kraft saw innovation associated with failure, this has now been turned around using an approach referred to "positive discontent',…… [Read More]

References

Buchanan, D; Huczynski, A, (2010) Organizational Behavior, Harlow, FT/Prentice Hall

CSI Market (2014), Kraft, accessed at  http://csimarket.com/stocks/competitionSEG2.php?code=KRFT 

Forbes, (2013, March 22), How Kraft Changed the "Change" Perception, Forbes, accessed at http://www.forbes.com/sites/johnkotter/2013/03/22/3822/

Kraft Foods, (2014), accessed at http://ir.kraftfoodsgroup.com/
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Organizations Merge What Types of

Words: 2138 Length: 7 Pages Document Type: Essay Paper #: 5039949

Mechanistic structured individuals will often oppose alteration more than an organic structure. These people often feel doubt and lack of confidence when the alteration is being put into place. It is important to implement change at a gradual rate that will allow the people time to regulate to the alteration without feeling snowed under. Selective awareness is also often high amid these people since they are not incorporated in the over all picture of things (Organic Structure vs. Mechanistic Structure, 2007).

Depending on what structure is put into place it is hard to say what opposition an organization will have. If the structure is organic, then alteration will not be so difficult on the company. Nevertheless, if the structure is mechanistic, it may be more opposed to alteration. Alteration influences a company as a whole including the groups and people. It is very significant throughout any alteration that the entire…… [Read More]

References

CHAPTER 4. Diagnosing the Performance of Your Organization. (n.d.). Retrieved January 5,

2011, from Web site: http://www.idrc.ca/geh/ev-28256-201-1-DO_TOPIC.html

Kohl, Priscilla. (2008). Marrying Two Business Cultures-What to Consider When Merging

Companies. Retrieved January 5, 2011, from hrtools Web site:
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Organizational Human Resources Awards Program the Objective

Words: 1200 Length: 4 Pages Document Type: Essay Paper #: 73245294

Organizational Human Resources Awards Program

The objective of this study is to respond to the following scenario: The writer of this work is charged with the role of the director of Human Resources in a fictitious company. The vice president of the Human Resource department has requested that you develop an organizational reward program for your company. All departments will adhere to the program. Included in the issues to be addressed are the type of rewards, reward criteria, the reason each criteria is necessary, distribution criteria, desired outcome, pay for performance and risk and benefits of the program.

The development of an organizational award program involves seeking support and commitment from the appointing authority and using input from employers for program development. The organizational mission and values are incorporated for the purpose of determining what accomplishments and behaviors will be rewarded and a motivation survey utilized for the determination of…… [Read More]

Bibliography

Guide to Motivating Employees (nd) University of Boulder Colorado, Department of Human Resources. Retrieved from: http://hr.colorado.edu/es/recognition/Documents/Motivation%20Guide.pdf

Schusteer, M. And Kisler, G. (nd) Aligning Rewards Systems in Organizational Design: How to Activate the Orphan Star Point. Retrieved from:  http://c.ymcdn.com/sites/www.hrps.org/resource/resmgr/knowledgecenter_home/hrps_ps34-4_schusterkesler.pdf 

Total Rewards Model (2011) Work at Work. Retrieved from: http://www.worldatwork.org/waw/adimLink?id=28330
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Organization Reading Outline - Summary of the

Words: 338 Length: 1 Pages Document Type: Essay Paper #: 4231055

organization? (reading outline - summary of the reading)

Do you have a well-designed organization?

Organizational design

arely the result of planning

When things go wrong very difficult to change

Better to start with a good organizational design

A practical framework is needed for organizational design and redesign

Nine separate tests

Fit tests

Good design tests

Fit tests

Market advantage

Does it fit your marketing strategy and segmentation approach?

Also must support key sources of market advantages

Parenting advantage: Does it help add value to the parent organization and stem from core competencies?

People: Does it reflect the strengths (and weaknesses) and motivations of the organization's people?

Look at key players

Look at key job descriptions

D. Feasibility: What external and internal constraints could affect the organizational design?

Government regulations

Interests of shareholders

State of information systems

4. Corporate culture

III. efining the design tests

A. Specialist cultures: If the organization…… [Read More]

Reference

Goold, M & Campbell, A. (2002). Do you have a well-designed organization? HBR.

Retrieved from:

http://hbr.org/2002/03/do-you-have-a-well-designed-organization/ar/1
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Organizational Behavior Analysis

Words: 2390 Length: 8 Pages Document Type: Essay Paper #: 51105876

FedEx was founded by Fred Smith, an ex-Marine who served in Vietnam, and the company retains strong elements of military culture (Smith, 2008). The company fosters its culture in several ways -- in the training process, through corporate lore, and through communications between different levels. As a result, FedEx has a fairly strong corporate culture. They have, however, had challenges in the past when growing via acquisition. Sometimes the acquired company does not adjust well to the FedEx culture, and this happened most prominently with the acquisition of Kinko's, a company that had a dramatically different culture (Goldgeier, 2007). This paper will examine the organizational behavior at FedEx, where it pertains to both the company's culture and its organizational design.

Type of Culture

The culture at FedEx was formed in its early days. There are two major influences. The first is the military culture that founder Fred Smith brought with…… [Read More]

References

Goldgeier, D. (2007) A ream of culture clashes at FedEx Kinko's. AdPulp. Retrieved March 12, 2014 from   http://www.adpulp.com/a_ream_of_cultu/  

Riley, G. (2012). Motivation theory -- Maslow. Tutor2U.net. Retrieved March 12, 2014 from http://www.tutor2u.net/business/people/motivation_theory_maslow.asp

Smith, F. (2008). What the Marine Corps taught me can be seen every day at FedEx. Proceedings, U.S. Naval Institute. Retrieved March 12, 2014 from   https://www.usni.org/userfiles/file/%20Sept/ATC%20Sept%2008.pdf  

Thornton, B. (2012). Melting pots and salad bowls. Hoover Institution. Retrieved March 12, 2014 fro http://www.hoover.org/publications/hoover-digest/article/132541
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Design of Goods and Services

Words: 667 Length: 2 Pages Document Type: Essay Paper #: 5393336

Product Life Cycles

How product design is applied in decision-making of that organization?

Design decision making at (organization name) involves generating a series of product alternatives using very clear criteria. The goal is evaluate which solutions maximize value and function, but minimize costs. This approach is based on a need to shorten product development cycles to get new products to market faster. The market can be very intense and competitive. Therefore, the company is always eager to gain a competitive advantage by reaching consumers with the best product possible before others in the industry. This means that front-end strategic planning is a must have when design decisions are being made. Poor decisions during product development can lead to products that no one wants to buy or that are so expensive they cannot be manufactured in sufficient quantity (Cao & Folan, 2012). Thus, (organization name) has come to understand that design…… [Read More]

References

Cao, H., & Folan, P. (2012). Product life cycle: the evolution of a paradigm and literature review from 1950 -- 2009. Production Planning & Control, 23(8), 641-662. doi:10.1080/09537287.2011.577460.

Sy, M., & Mascle, C. (2011). Product design analysis based on life cycle features. Journal of Engineering Design, 22(6), 387-406. doi:10.1080/09544820903409899.
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Organization Management Issues and Concepts

Words: 2186 Length: 7 Pages Document Type: Essay Paper #: 89266145

Management of Organizations

Significance of Managers in Achieving Organizational Success

Organic vs. Mechanistic Organization

Process of Formulating Corporate Strategy

Meaning of Organizational Culture

Management of Organizations

Organizational management is one of the most crucial components for organizational success and productivity. This is primarily because the process entails handling various aspects that are geared towards achieving the organization's overall objectives. Some of the most important issues in organizational management include effective decision making and conflict resolution. These important aspects are usually handled by the organization's top management, which play a vital role in ensuring organizational success. For managers, the process also entails formulating corporate strategy and creating a suitable organizational culture that helps in realization of the overall goals and objectives.

Significance of Managers in Achieving Organizational Success

As previously mentioned, organizational managers play an important role in the success of an organization, especially in relation to decision making. Actually, organizational…… [Read More]

References

Cohen, S., Eimicke, W. & Heikkila, T 2008, The effective public manager: achieving success in a changing government, Jossey-Bass, New Jersey.

Gitman, L & McDaniel, C 2007, The future of business: the essentials, Thomson Higher

Education, Mason: Ohio.

Hill, C & Jones, G 2012, Strategic management theory: an integrated approach, Cengage
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Managing Resistance to Organizational Change

Words: 820 Length: 2 Pages Document Type: Essay Paper #: 20240946

Organizational Theory and esistance to Change

In this hospital case, the new manager came with rules that he hoped would change the way things were done. He came with a mindset that through strict administration, he would manage to keep the employees focused. His coming in was to replace a retired predecessor who had served there for thirty years. With such many years, the new manager thought the slackening performance at the rural hospital was due to the predecessor's inability to control the staff. This situation has cast his actions into doubt what he had in mind. The scenario shows the weaknesses of intolerant leadership.

Change theory

The new manager sought to apply change theory to address the issues that he thought were negatively affecting the hospital. Under the change theory, he thought that by having an overhaul of the whole system, he would bring positive progress. It backfired on…… [Read More]

References

Browning, B. W. (2007). Leadership in Desperate Times: An Analysis of Endurance: Shackleton's Incredible Voyage through the Lens of Leadership Theory. Advances in Developing Human Resources vol. 9 no. 2 183-198

Jones, G. R. (2010). Organizational Theory: Text and Cases. Upper Saddle River, NJ: Prentice Hall.

Rogers, R. E. (2012). Organizational Theory. Boston: Allyn and Bacon.
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IKEA Organizational Culture

Words: 2880 Length: 9 Pages Document Type: Essay Paper #: 17579497

Organizational Culture

IKEA Organizational Culture

Strong and Weak Sides of Organizational Culture

Impact of Internal and External Factors

Leadership and Organizational Culture

IKEA Subculture

Values

Employees and Organizational Structure

IKEA Organizational Culture

Every organization has a unique culture that dictates how things are done -- it defines the organization's social and psychological behavior. Though there is no universally agreed definition, organizational culture essentially refers to the values, beliefs, attitudes, assumptions, principles, habits, and customs shared by members of a given organization (Schein, 2010). These behavioral aspects constitute the distinctiveness of the organization (Jain, 2005). Indeed, organizational culture can be an important source of competitive advantage for an organization as it determines its strategic orientation, personnel management approaches, and other aspects of organizational behavior (Schein, 2010; Mullins & Christy, 2010). One organization that has built a distinctive organizational culture is IKEA, a Swedish multinational firm involved in the designing and marketing…… [Read More]

References

Browaeys, M., & Price, R. (2008). Understanding Cross-cultural Management. Harlow: Prentice Hall.

Clarke, L. (n.d.). Corporate culture of the heart. Retrieved from: https://inside.6q.io/ikea- corporate-culture-of-the-heart/

Geert-hofstede.com (n.d.). Country comparison. Retrieved from: https://geert- hofstede.com/sweden.html

Grol, P., & Schoch, C. (2010). IKEA: Culture as competitive advantage. CPA, Paris Chamber of Commerce. Retrieved from: http://www.efbl.org/upload/7730963-Strategijski- menadzment-Studija-slucaja-IKEA-2010-12-16.pdf
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Analyzing Organizational Structure Analysis

Words: 1322 Length: 4 Pages Document Type: Essay Paper #: 73107649

Organizational Structure Analysis

Why Flattening Hierarchies and Empowering Teams Is a Strategy

Flattening, also called delayering, simply refers to the removal of layers in the organizational hierarchy of a company, and the expansion of the manager's span of power. The supposed benefits of flattening run basically from pushing decisions down to improving client and market responsiveness to enhancing drive as well as responsibility. This is a strategy because the basis of flattening seems positive: to stay competitive in the face of more competition, for example, companies should pursue a streamlined, effective organization, which could respond to clients more rapidly (Wulf, 2012).

An empowered worker has the power and responsibility of making decisions, instead of the need to get instructions or consent from the manager. In an empowered team, every teammate has a say in group discussions. The team might make alterations to their product or project at will. An organization…… [Read More]

References

Boundless. (2015, July 21). Divisional Structure. Retrieved from Boundless Management. Boundless: https://www.boundless.com/management/textbooks/boundless-management-textbook/organizational-structure-2/common-organizational-structures-25/divisional-structure-147-3977/

Corcoran, C. K. (2000). The Intersection of Technology and Organizational Culture. Retrieved February 21, 2016, from http://www.studentaffairs.com/ejournal/Fall_2000/corcoran.htm

Harris, S. (2015, December 9). Global expansion -- the essential enabling technologies. Retrieved February 21, 2016, from Orange Business: http://www.orange-business.com/en/blogs/connecting-technology/emerging-markets/global-expansion-the-essential-enabling-technologies

Marzec, E. (2016). What Is Team Empowerment? Retrieved February 21, 2016, from Small Business: http://smallbusiness.chron.com/team-empowerment-12716.html
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Organization Familiar Present Items Relate Organization & 8226

Words: 1050 Length: 4 Pages Document Type: Essay Paper #: 53586050

organization familiar present items relate organization: • Describe organizational structure selected organization. Compare contrast structure organizational structures. • Evaluate organizational functions ( marketing, finance, human resources, operations) influence determine organizational structure selected organization.

My company choice is Microsoft, mainly because it best reflects one of the newest and most used organizational approaches in the 20th and 21st century. There are several interesting considerations worth pointing out in the case of Microsoft.

Microsoft uses a team-based organization, often combined or embedded on a project-based approach. The idea of a team-based organizational structure is to synergize individual skills and competencies into a larger, more overarching framework (Thareja, 2007). In the case of Microsoft and, in fact, of many other software producers, the team-based organizational structure is also determine by the necessities that arrive in software development and the particularities of the different phases in this process that require employees with particular skills…… [Read More]

Bibliography

1. Thareja P. 2008. Total Quality Organization Thru' People,(Part 16), Each one is Capable, FOUNDRY, Vol. XX, No. 4, July/Aug 2008
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Organizational Environment Starbucks In-Depth Analysis of Organizational

Words: 2333 Length: 7 Pages Document Type: Essay Paper #: 19537026

Organizational Environment Starbucks

In-depth Analysis of Organizational Environment - Starbucks

Starbucks Organizational Culture and Environment

Global Perspectives of Starbucks

Social esponsibility embraced by Starbucks

Starbucks Planning Process

Decision Making Process of Starbucks

Starbucks Corporate Strategy

Organizational Structure of Starbucks

Starbucks uses a mechanistic structure as a contemporary design

Starbucks Organizational Culture and Environment

Starbucks Corporation is considered as one of the leading coffee house chains that offer best quality coffee to its customers. This retail corporation is based in the United States, initiated in the early years of the decade of 1970. Due to its popularity, the company rapidly expanded to various locations around the globe. The vision, goals and strategies designed clearly indicated the fact that the owners did not believe in having growth that can abate the corporate culture, therefore, the corporate culture was considered to be one of the integral aspects for the company. The mission statement…… [Read More]

References

Anthony, W.P., Gales, L.M., & Hodge, B.J. (2003). Organization Theory: A Strategic Approach. 6th Edition. Upper Saddle River, NJ: Pearson Education, Inc.

BCG. (2012). Howard Schultz on Global Reach and Local Relevance at Starbucks - An Interview with the CEO. bcg.perspectives. Retrieved from: https://www.bcgperspectives.com/content/videos/leadership_management_two_speed_economy_howard_schultz_global_reach_and_local_relevance/

Behar, H. (2007). It's Not About the Coffee: Leadership Principles from a Life at Starbucks. USA: Portfolio.

SeaZone. (2012). Successful Application of Organizational Behavior: Starbucks - Achieving Success the Starbucks Way. Yahoo Voices. Retrieved from: http://voices.yahoo.com/successful-application-organizational-behavior-2435551.html?cat=3
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Organizational Behaviour This Report Focuses on the

Words: 2228 Length: 7 Pages Document Type: Essay Paper #: 41483454

Organizational Behaviour

This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and scope of the study. Additionally, the methodology of the research, the assumption, the limitations within the organization and the background of the problem are explored within the discussion. The paper then goes ahead to focus on the literature review. Here, definitions of organizational values and individuals values are provided. Also demonstrated is the manner in which organizational and individual values intersect. Further, the relationship between individual values and organizational structure is established. The report goes further to demonstrate how…… [Read More]

References

Bilsky, W & Jenh, K (1998) Organizational Culture and Individual Values: Evidence for a Common Structure, Personal Communication

Black, Richard J. (2003) Organizational Culture: Creating the Influence Needed For Strategic Success, London UK

Dean, KW (2011) Value-Based Leadership. How Our Personal Values Impact the Works Place, the Journal of Value-Based Leadership, Valaparaiso University College of Business Management

Kimbro, M, (2012) Organizational Behaviour in the Hospitality Industry, Retrieved From: http://voices.yahoo.com/organizational-behavior-hospitality-industry-13137.html
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Org Structure an Organization's Structure Affects Many

Words: 1188 Length: 4 Pages Document Type: Essay Paper #: 60735013

Org Structure

An organization's structure affects many aspects of the organization. Kanter (1999) notes that people within an organization tend to operate in line with the messages that they are receiving, so structural elements do affect culture and vice versa. An organizational structure reflects how the people at the top of the organization view how the organization works. So if you have, for example, few new products, you might just work with a geographic structure, and that would encourage people in the company to adopt a transactional mindset, building stability within a tightly defined context. However, if products are the basis of the organizational culture, this might have people working on a specific product become more oriented towards growing that product. The orientation of the company is different so the way that people within the company see themselves and their roles is also going to be different. Buhler (2011) also…… [Read More]

References

Buhler, P. (2011). Changing organizational structures and their impact on managers. Supervision. Vol. 72 (2) 24.

Kurtzman, J. (1999). An interview with Rosabeth Moss Kanter. Strategy & Business. Retrieved April 19, 2014 from  http://www.strategy-business.com/article/19494?gko=df950
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Organization Behavior Strategic Management of Human Resources

Words: 2074 Length: 6 Pages Document Type: Essay Paper #: 66465687

Organization Behavior

Strategic Management of Human esources

Human resource is considered as the most precious asset for business organizations. The financial performance and growth in the industry heavily depends upon the way an organization's employees perform at the workplace (Edwards 2003). A dedicated and committed workforce contributes towards a high level of operational excellence and market competitiveness. Therefore, it should be among the top priorities for an organization to manage its human resource in an effective and efficient way (ose 2004).

Strategic Human esource Management deals with formulating policies and procedures for getting the best work from employees, implementing different techniques to motivate them, and assessing the future human resource requirements at the workplace (Saxena 2009). This paper explains the strategic human resource management policies of one of the World's Top software companies -- Adobe Systems Incorporated. These policies are required to meet the current human resource requirements of the…… [Read More]

REFERENCES

Ashamalla, M., H., 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, Vol. 8, Issue 2, pp. 54-63

Adobe, 2012, Adobe Fast Facts 2011, Available from

Adobe, 2012, Commitment to Employees, Available from

Adobe, 2012, Professional Development, Available from [Accessed January 24th, 2012]
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Organization Management the Walt Disney the Walt

Words: 2052 Length: 6 Pages Document Type: Essay Paper #: 67334434

Organization Management

The Walt Disney

The Walt Disney Company

The Walt Disney Company

An organization is any social entity that has a well-designed structure to coordinate its functions, and the organization has to have a specific goal. Most organizations hardly work internally alone, but rather involve the external environments. Some organizations are profit oriented, like the business organizations, while others are non-profit making (Daft et al. 2010). In this context, a contemporary focus is overlooked towards the Walt Disney Company, a profound firm dealing with mass media and affiliated industrial operations.

Brief Company Profile

Walt Disney Company was founded in 1923, and has always kept the reputation in providing quality and extremely creative products, which consumers have loved ever since. The organization specializes in providing quality entertainment, services of media communication, broadcasting, television programs and live performances. The company, which is located in California (United States), exemplifies exponential characteristics that…… [Read More]

References

Barry, L. (2009) Think Like an Iconoclast: The Principles Of Walt Disney's Success: Rotman Magazine, Pg 108-110.

Daft, R.L., Murphy, J. & Willmott, H. (2010) organization Theory and Design: New York, Cengage Learning EMEA.

Forester, M. (2002) Table-Talk Perspective: Chain Store Age, 10870601, Vol.78, Issue 11.

Gershon, R.A. (1996) The Transnational Media Corporation: Global Messages and Free market Competition: New York, Routledge.
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Organization Behavior Performance Management and People Performance

Words: 3584 Length: 11 Pages Document Type: Essay Paper #: 1510997

Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMAY

The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.

The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…… [Read More]

REFERENCES

Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page

Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.

Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.

Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
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Organizational Change in the Public Sector This

Words: 6104 Length: 20 Pages Document Type: Essay Paper #: 9103024

Organizational Change in the Public Sector

This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major step in transforming public organizations. This proposal further hypothesis that establishment of long-term and productivity advantages are crucial throughout the organization.

SCOPE AND PURPOSE

Research Questions

Hypotheses:

LITERATURE REVIEW

Factor 1: Need for change

Factor 2: implement a Plan for change

Factor 3: create political internal environment for Change

Factor 4: Support and Commitment from managers

Factor 5: enhancing External Support

Factor 6: Provide Resources for change

Factor 7: establish Change

Factor 8: ascertain comprehensive Change

Determinants of implementing…… [Read More]

BIBLIOGRAPHY

Abramson, Mark A., and Paul R .Lawrence .2001. The Challenge of Transforming

Administration and its influence on organizational change. Management Decision,

50(10), 1843-1860, Review 62: 555-67.

Armenakis, Achilles A ., and Arthur G .Bedeian .1999 .Organizational Change: A Review of Associates.
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Organizational Case Study -- Nutri Systems Company

Words: 1144 Length: 3 Pages Document Type: Essay Paper #: 66187126

Organizational Case Study -- Nutri Systems

Company Background - Nutrisystem is an American company that provides weightloss products and services. Originally, the company's sales and marketing model focused on Brick and Mortar stores, in-person counseling and exercise sessions, and the sale of prepackaged supplements and food products retail. In 1999, however, largely due to the number of diets on the market and exhaustive competiton, Nutrisystem began selling online with support through 800#s and email. The company expanded to QVC in 2001 and Costco since 2009 (www.nutrisystem.com).

The foundation of the organization is portion-control and a diet that has a low glycemic index. Separate plans are offered for men and women that support a 1-2#/week loss. All plans have love sugar, cholesterol and sodium and cost from $280-400/week. Users must also purchase additional fresh items locally, but 2009 clinical trials showed that persons with Type-2 diabetes consistently lost more weight and…… [Read More]

WORKS CITED

Organizational and Diagnostic Models. (2008). Retrieved December 2011, from Leadersphere.com: http://www.leadersphere.com/img/OrgmodelsR2009.pdf

NutriSystem Investment Guide. (2011, December 17). Retrieved from Wikiinvest: http://www.wikinvest.com/stock/NutriSystem_(NTRI)

Liu, Y., & Yang, R. (2008). Competing Loyalty Programs: Impact of Market Saturation. Journal of Marketing, 73(2), 93-100.

Lowman, R. (2005). Importance of Diagnosis in Organization Assessment. Manager Journal, 8(1), 17-28.
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Organization Business Strategy the Organization

Words: 1450 Length: 5 Pages Document Type: Essay Paper #: 57378499



Guidelines on oral and written communication with job applicants

One important guideline is that the human resources department is solely responsible for setting the policies and procedures regarding staffing and management of all aspects of the staffing process. herefore any written or oral communication to job applicants should come from the human resources department except where the management team may need to reply to an item that they are formally delegated for.

he second guideline is that all oral and written communication with job applicants should be clearly stated and in a conspicuous manner in the appropriate document. his is in order to prevent any misunderstandings or misinformation that comes from the job applicant not receiving or comprehending the message. he members of the organization should require the job applicants to acknowledge receipt or the message being passed and they should be given an opportunity to ask for clarification where…… [Read More]

The best way to conduct the criterion-related validity test is to seal the results then review them after a period of between 3 to 6 months after the new hires have been with the company. This way, the staffing manager will be able to assess the work performance of the new hires and correlate the results of the general ability test to their work performance. The general ability test becomes the predictor while the work performance becomes the criterion.

As in the study conducted by Ispas, Iliescu, Ilie, and Johnson (2010)

Job performance can be measured using supervisor ratings of the employees which can be collected as a part of the employees' annual or monthly performance evaluations. The performance appraisal can be based on a 5-point scale with four dimensions being evaluated. The four dimensions to be evaluated are quality of work, professional
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Organization Behavior Competitive Advantage Through Human Resource

Words: 4150 Length: 13 Pages Document Type: Essay Paper #: 52563184

Organization Behavior

Competitive Advantage through Human esource Management Practices

Human esource Management Practices

Competitive Advantage through Human esource Management Practices

HUMAN ESOUCE Management

Human esource Management involves all those activities which are related to the management of workforce or employees of an organization. It is also one of the core functions which managers perform at the workplace. Human esource Management entails activities like recruitment and selection, training and development, performance assessment, compensation, leadership, and motivation at large (Chadwick & Dabu 2009). Basically, Human esource Management focuses on recruitment, management, guidance, and motivation of employees in an organization. In the past, HM was just restricted to two core functions: employee management and motivation. Now, it has emerged as one of the biggest strategic issues in the business world (Kandula 2007).

With the passage of time, the scope and functions of Human esource Management have also increased. Now, it also involves employee…… [Read More]

REFERENCES

Armstrong, M. 2007, A handbook of Human Resource Management Practice, 10th Edition. London: Kogan Page

Baudler, C.R. 2011, Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, 64 (3): 813-816.

Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.B., Wall, T.D., & Wood, S.J. 2008, The Impact of Human Resource and Operational Management Practices on Company Productivity: A Longitudinal Study, Personnel Psychology, 61 (1): 467-501.

Browning, V., Edgar, F., Gray, B., & Garrett, T. 2009, Realizing Competitive Advantage through HRM in New Zealand Service Industries, The Service Industries Journal, 29 (6): 741-760.
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Organizational Leaders Produce Results Through

Words: 9447 Length: 30 Pages Document Type: Essay Paper #: 24430626

According to the authors, this can be done if employees are given a sense of importance in the organizations. Knowledge workers are already short in supplies and most competing rivals also compete to get the best human resource in terms of knowledge workers. It is therefore essential for any organization to retain this highly skilled part of their workforce and in order to do that organizations must eliminate the autocratic elements and give the employees more say in the organization.

The shortage in supply of specialized knowledge workforce has not only made this type of labor more expensive but also more immobile and difficult to acquire. High employee turnovers with this type of labours can therefore be threatening to organization's sustainable management and long-term success. The company should be more flexible with its bureaucracy. It should allow more decentralization as far as functional and regional departments are concerned (Ireland &…… [Read More]

References

Macht, J. (1993). Special education's failed system: A question of eligibility. United States of America.

Kalat, J. (2007). Introduction to Psychology. United States of America: Thomson

Kaufman, A. (2009). IQ testing one hundred one. New York: Springer Publishing Company

Kline, P. (1991). Intelligence: The psychometric view. London: Routledge.
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Org Behavior Forces Organizational Behavior

Words: 311 Length: 1 Pages Document Type: Essay Paper #: 95325773

Professionalism on the part of employees is also facilitated by management's demanding high standards of employees, in line with the stress of the necessity of improving world health care and helping students. Yet management is always committed to recognizing impressive employee performances with generous bonuses, providing a comprehensive benefits package for all workers, and showing respect for employee health and welfare, as well as customer health and welfare. Also, the tuition assistance program shows how the company respects the importance of education for workers as well as for customers

External Factor

Globalization

Globalization spawned the founding of this organization. Globalization continues to impact its structure and mission. As health care bureaucracies around the world grow more complex, and the policies regarding foreign nationals studying in the U.S. change in response to international political events, the ECFMG must remain flexible and abreast of world affairs.… [Read More]

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Organizational Changes in Telefonica in This Paper

Words: 1290 Length: 4 Pages Document Type: Essay Paper #: 18745117

Organizational Changes in Telefonica

In this paper, we will assess the recent organizational changes made in the telecom firm Telefonica. Our analysis will be based on the 5w's and one how. Let's first overview the changes in general, the whole organizational structure of the firm is revamped targeting the medium and long-term future in terms of proper growth, more participation in technological world and acquiring more opportunities based on the firm's global presence and alliances.

Changes in detail

Let's first analyze by the "How" part in the 5w's and see how the changes were made and the reasons for their application. The whole organizational structure focused on three modules namely the commitment, growth and competitiveness alongside the midterm objectives as well as a proper series of "waves" of achievements which each lasts a year. Here, the top level management is supposed to get together by the end of the year…… [Read More]

References

Read, William. (1996). Telecom Strategy for Economic Development. Connecticut: Praeger.

Jussawalla, Meheroo. (1993). Global Telecom Policies. Connecticut: Greenwood Press.

Mclarty, TM 1998, 'Liberalized Telecommunications Trade in the WTO', Federal Communications Law Journal, vol. 51, no. 1, pp. 1.

Gold, MA 1994, 'Telecommunications and Cost Savings in Health Care Services', Southern Economic Journal, vol. 61, no. 2, pp. 343.
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Organizational Management Southwest Airlines Was

Words: 2658 Length: 8 Pages Document Type: Essay Paper #: 77052530

Another initiative is to continue the work of integrating AirTran. This will allow the airline to expand their network to fly to more destinations and spread their low fares even farther (Gary's Greeting, 2012).

Southwest's initiative to refurbish their cabins is being called "Evolve: The New Southwest Interior." For the average customer, the differences probably won't be so obvious which is why Southwest is calling this an evolution rather than a revolution. The tones of brown and blue will be familiar, but with a closer eye, one will be able to see the changes. The changes will include:

Modern Cabin Design: The new design incorporates natural, earthy tones combined with Southwest's iconic Canyon blue and clean, aluminum accents for a more modern, fresh appeal. The redesign is inspired by Southwest's past with a nod to the future.

Lighter and More Comfortable Seat: The redesigned low-profile seat is more durable, made…… [Read More]

References

About the Company. (2011). Retreived from http://www.southwest.com/html/about-southwest/history/fact-sheet.html

Change Management. (2010). Retrieved from  http://www.businessballs.com/changemanagement.htm 

Culture is the key at Southwest Airlines. (2005). Retrieved from http://managers.emeraldinsight.com/quality/articles/pdf/southwest.pdf

Fact Sheet. (2011). Retrieved from http://www.southwest.com/html/about-southwest/history/fact-sheet.html
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Organizational Psychology Businesses and Organizations Represent Complex

Words: 1469 Length: 4 Pages Document Type: Essay Paper #: 38600522

Organizational Psychology

Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of employees and members within the work environment allows organizational psychologists to address problem areas, predict the consequences of organizational actions, and promote a healthy work environment. The field of organizational psychology has been evolving since the inception of the American Psychological Association (APA) in 1892, and is currently a dominant field in applied psychology (SIOP History, 2012). Organizational psychology is closely related to two disciplines: social psychology and organizational behavior (Landy, & Conte, 2009). esearch and statistics play a…… [Read More]

References

Jex, S. (2002). Organizational psychology: a scientist-practitioner approach.

New York, NY: John Wiley & Sons, Inc.

Landy, F, & Conte, J. (2009). Work in the 21st century an introduction to industrial and organizational psychology. 3rd ed. Malden, MA: Blackwell Publishing.

Society for Industrial & Organizational Psychology, Inc. (2012). What are SIOP and I-O
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Organizational Behavior John Watson Company Overview Dynatronics

Words: 3631 Length: 12 Pages Document Type: Essay Paper #: 20646836

Organizational Behavior

John Watson

Company Overview

Dynatronics Corporation (formerly Dynatronics Laser Corporation) was started in 1979 with the initial intent of developing laser technology for use in medical procedures. Unable to acquire the necessary FDA approval required to market the technology the company turned to other areas within the medical rehabilitation market. Seeing an opening in the market for ultrasound electrotherapy technology the company soon found a distribution channel that could support the new product offerings. Subsequent years led to the company developing additional products that have been used to treat chronic pain, test physical ability with computer software and to provide other forms of therapy. In addition, the company has ventured into the aesthetic market and has patented and distributed microdermabrasion technology for use by both aestheticians and plastic surgeons. Dynatronics has made several acquisitions over the years that have met with mixed results. The purchase of a rehabilitation…… [Read More]

References

Drucker, P.F. (1954). The Practice of Management. New York: Harper & Row.

Duane, M.J. (1993). The Grievance Process in Labor-Management Cooperation. Westport, CT: Quorum Books.

Olson, M.H., & Symposium on Technological Support for Work Group Collaboration New York University, Graduate School of Business. (1989). Technological Support for Work Group Collaboration. Hillsdale, NJ: Lawrence Erlbaum Associates.

What Lies Ahead. (2003, January). T& D, 57, 32+. Retrieved February 21, 2005, from Questia database, http://www.questia.com.
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Organizational Motivation and Leadership in the Workplace

Words: 1471 Length: 5 Pages Document Type: Essay Paper #: 96330200

Organizational Motivation and Leadership in the Workplace

The company

A globally well-known chain of the burger and rapid food dining establishments called McDonald's Company (NYSE: MCD) serves around 58 million consumers on a day-to-day basis. McDonald's Company likewise runs some well-known little chains of dining establishments like Pret A Manger, which was closed in 2008. This company was among the investors in Chipotle Mexican Grill up until the year 2006. Boston Market was led by MacDonald's up until the year 2007 (Kukreja, 2011).

Certain personnel management aspects are likewise added in this report. The significant ones are variety, training, advancement, discovering, and retention. No question these aspects are actually essential in the modern-day business world of 21st century however a fascinating analysis is that McDonald's has actually not connected these elements with sustainability (Kukreja, 2011).

There are differing ideas about sustainability technique within McDonald's. When seen from the viewpoint of…… [Read More]

References

Bartol, K., Martin, D., Tein, M., Matthews, G. (2001). Management: A Pacific Rim Focus," 3rd Edition, McGraw-Hill, Australia.

CPDL. (2004). Organisation & Management" Manual; 2004, University of Mauritius.

CPDL. (2005). Organisational Behaviour" Manual; 2005, University of Mauritius.

Kukreja, P. (2011). Employee Retention of McDonald's. Taken from:  http://www.managementparadise.com/forums/human-resources-management-h-r/219372-employee-retention-mcdonald-s.html
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Organization Behavior People Resourcing and Development --

Words: 2149 Length: 6 Pages Document Type: Essay Paper #: 34894701

Organization Behavior

People esourcing and Development -- Case Study eport

People esourcing and Development

People esourcing and Development -- Case Study eport

Organizations need to implement effective H policies at their workplace in order to manage their human capital in an effective an efficient fashion. These policies are designed in the light of local laws and regulations on different industrial relation issues like anti-discrimination and equality, cultural diversity management, recruitment of right individuals at the right positions within the workplace, and others. This paper presents a case study report on the human resource management policies of EasyGlaze Ltd. -- a growing organization that intends to hire individuals and managers at different organizational levels in order to meet the increased need of human capital for its expanded business operations. The paper is divided into four major sections. The first part describes the anti-discrimination and equality legislation that EasyGlaze will have to…… [Read More]

References

Gennard, J. & Judge, G. 2006, Employee Relations, 3rd Edition. U.S.: CIPD passim

Koontz, H. & Weihrich, H. 2010, Essentials of Management: an international perspective, 7th Edition. New Delhi: Tata McGraw-Hill

Saxena, P. 2009, Principles of Management: A Modern Approach, 1st Edition. India: Global India Publications

Tripathi, P.C. & Reddy, P.N. 2006, Principles of Management, 3rd Edition. New Delhi: Tata McGraw-Hill
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Organizational Behavior an Employer of Any Number

Words: 3695 Length: 9 Pages Document Type: Essay Paper #: 59002388

Organizational Behavior

An employer of any number of employees must consider it a basic duty to provide a stress free workplace for all his employees. It is a well-known fact that stress at a workplace induces animosity among the employees and creates problems that would not have been present under ordinary circumstances. Stress at the workplace also reduces the productivity of the workers therein and creates tension for the management, which finds itself under a lot of pressure. In a medical sense stress at the workplace actually affects the powers of the brain in such areas as concentration, learning and being able to memorize details that are an important function of the brain. In a legal sense, stress is a factor that leads to a whole lot of litigation when the employees sue the company for bad stress management in the workplace. This in turn results in bad publicity and…… [Read More]

References

Bennett, Rebecca J; Robinson, Sandra L. "Organizational Deviance" Retrieved at http://www.businessfaculty.utoledo.edu/rbennett/devchapter-final.doc. Accessed on 23 September, 2004

Big Dogs Leadership Page: Organizational Behavior" (March 19, 1998) Retrieved at   http://www.nwlink.com/~donclark/leader/leadob.html  . Accessed on 23 September, 2004

Crosby, James R. "Strategic Planning Cycle" Mana 4330, Team Management. Retrieved at http://management.uta.edu/Crosby/4330/Strategic%20Planning%20Cycle.doc. Accessed on 23 September, 2004

Dexter, Hansen. (2004) Performance Appraisal Tips Help Page. Retrieved at http://iso9k1.home.att.net/pa/performance_appraisal.html. Accessed on 23 September, 2004
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Organizational Management the Organizing Functions

Words: 1346 Length: 5 Pages Document Type: Essay Paper #: 9871860

" In practice, knowledge management involves sharing such assets between employees, departments and even with other companies.

It is important to note that knowledge management is not synonymous with technology. hile the idea of knowledge management has become deeply integrated with technological advances, it can exist outside of the computer era. Note Santosus and Surmacz, "while (knowledge management) is often facilitated by it, technology by itself is not (knowledge management).

Knowledge management can bring about substantial benefits to the company, underlining the importance of effective managerial organization of the process. These benefits can include a direct contribution to bottom-line savings for the company. In addition, knowledge management can provide benefits to areas as diverse as employee morale, and effective company communication.

In effectively incorporating knowledge management into organizational practices, the organizing functions of management must be able to clearly defined intellectual or knowledge-based assets. As Santosus and Surmacz succinctly note,…… [Read More]

Works Cited

Griffin, Ricky W., Ebert, Ronald J. And Starke, Frederick a. Business, fourth Canadian Edition. Pearson Education, 2004.

Santosus, Megan and Surmacz, Jon. The ABCs of Knowledge Management. CIO Magazine. 04 November 2004. http://www.cio.com/research/knowledge/edit/kmabcs.html

United States Department of Agriculture. Cooperative Business Management Functions. 04 November 2004. http://www.rurdev.usda.gov/rbs/pub/cir4511.pdf
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Organizational Change Managing Change Organization Provide a

Words: 1244 Length: 4 Pages Document Type: Essay Paper #: 35734590

Organizational Change

Managing Change Organization. Provide a significant change place a major organization, compare contrast established change management models/frameworks implementation phase common lessons learned.

Managing change in the organization: est uy

One of the most recent successful changes to be implemented at a major organization is that of the technology company est uy's shift to a results-only workplace (ROWE). In the ROWE model, workers are judged solely on their output, not on how many hours they log at the company headquarters. This is a complete shift from the previous organizational culture and the way of valuing employees at est uy before ROWE was implemented. efore, workers were encouraged to pride themselves about how early they came in to the office and how late they stayed. Today, measurable output alone is how workers are valued. "Employee productivity has increased an average of 35% in departments covered by the program," and the…… [Read More]

Bibliography

Brandon, John. 2007. Rethinking the time clock. CNN. Available:

 http://money.cnn.com/magazines/business2/business2_archive/2007/03/01/8401022/index.htm  [27 Jun 2012]

Major change frameworks and models. (n.d.). DePaul University. Accessed:

http://facweb.cs.depaul.edu/nsutcliffe/450-00Current/450Frameworks-Models.htm [27 Jun 2012]
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Organizational Transformation and Intervention at the U S

Words: 643 Length: 2 Pages Document Type: Essay Paper #: 32510265

Organizational Transformation and Intervention at the U.S. Army

Army, like many organizations whose cultures are design to resist and reject change to ensure consistency of structure and clarity of mission, is in need of a transformation and intervention. The vision, mission and objectives of the U.S. Army require a more agile, flexible and modular organizational structure that promotes transformational leadership over transactional management. The cultural constraints however are exceptionally rigid in this organization and transformational leadership the exception rather than the rule. The key constructs of the Burke-Litwin Model however illustrate that transactional leadership is more complex to manage and maintain over the significantly more streamlined transformational leadership structures the researchers have defined (Burke, Litwin, 1992). The intent of this analysis is to show how an intervention plan for the U.S. Army would make the organization more capable of achieving its vision, mission and objectives. The rationale for the intervention…… [Read More]

References

Bititci, U.S., Mendibil, K., Nudurupati, S., Garengo, P., & Turner, T. (2006). Dynamics of performance measurement and organisational culture. International Journal of Operations & Production Management, 26(12), 1325-1350.

Burke, W.W., & Litwin, G.H. (1992). A causal model of organizational performance and change. Journal of Management, 18(3), 523-523.

Johnson, D.M. (2004). Adaptation of organizational change models to the implementation of quality standard requirements. The International Journal of Quality & Reliability Management, 21(2), 154-174.
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Organizational Change and Development in Public Sector

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 94844122

Organizational Change and Development in Public Sector

Additional points are in red per

Rewrite Edition April 6, 2012

Organizational Change and Development in the Public Sector

One of the most challenging aspects of organizational change is defining a compelling enough vision for associates and employees to concentrate on so they see the value of changing how they work and why. Empirically-based studies indicate that transformational leaders are the most effective at clearly defining and executing a compelling vision that leads to long-term change in an organization (Pardo-del-Val, artinez-Fuentes, Roig-Dobon, 2012). The following proposal for a capstone project focuses on the qualitative factors that contribute the most to successful change management strategies that lead to long-term, permanent change occurring throughout an enterprise. Transformational leadership is essential for the development of an organizational culture that values long-term learning, which is the foundation of long-term productivity gains in an enterprise (Pardo-del-Val, artinez-Fuentes, Roig-Dobon,…… [Read More]

Methodology

Research Method

Change management is inherently qualitative in nature as it is often an internalized aspect of behavior in organizations (September, McCarrey, Baranowsky, et. al., 2001). Translating these inherently qualitative aspects of organizational behavior into quantitative measures of performance requires a research method that captures the quantitative, external perceptions and actions of respondents throughout an organization. The research method is therefore predicated on attitudinal measures of perception and performance. The research method therefore includes the research design based on random sampling and Likert scaling to quantify attitudinal
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Organizational Diagnosis of Palm

Words: 2397 Length: 7 Pages Document Type: Essay Paper #: 40614387

Organizational Diagnosis of Palm

Palm Computing had reinvented the hand held computer market overnight with the line of PalmPilot and similar devices geared to the mobile gadget industry. According to Clancy (1999), "Palm Computing ultimately sold faster than the videocassette recorder, the color TV, the cell phone, even the personal computer that was its great-grandfather. Introduced in April 1996, within 18 months Palm Computing had shipped more than 1 million units of the handheld and some estimate there were 2 million Palm devices shipped in 1998 alone." (Clancy, 1999)

Such incredible demand for Palm Computing's products were a function of the brilliant and innovative management and design team that launched and built the company. The two prominent executives of the company, responsible for developing product and marketing, and product releases, were Jeff Hawkins and Donna Dubinsky.

According to Clancy (1999), "In Hawkins, Silicon Valley has one of its most independent,…… [Read More]

References

Enderle R. (2010) "HP and Palm: The Explosion that Will Rock the Computer Industry"

Leadersphere (2008) "HR Intelligence Report -- Organizational Diagnostic Models -- A Review & Synthesis"

Niccolai J., Gohring N. (2010) "A Brief History of Palm" http://www.pcworld.com/article/195199/a_brief_history_of_palm.html

http://www.leadersphere.com/img/OrgmodelsR2009.pdf
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Organizational Diagnosis Surrounding the Acquisition

Words: 1468 Length: 5 Pages Document Type: Essay Paper #: 85465086

The advantage on the other hand is of the retrieval of relevant and solid findings based on which the adequate strategies can be implemented.

4. The congruence model

According to the Mind Tools website, the "congruence model is based on the principle that an organization's performance is derived from four elements: tasks, people, structure, and culture. The higher the congruence, or compatibility, amongst these elements, the greater the performance" (Mind Tools, 2010). The advantage of the model is that of simplifying the issues promoted by the previous models and revealing an analysis structure constructed onto four elements alone. This implies lower task complexities and leads to more efficiently retrieved results. However, it could also lead to sometimes irrelevant findings as it does not take into consideration elements outside the organization, such as the socio-economic climate. In other words, this model is highly applicable when conducting an internal audit, but its…… [Read More]

References:

Burton, R.M., Obel, B., 2004, Strategic organizational diagnosis and design: the dynamics of fit, 3rd edition, Springer, ISBN 1402076843

Patel, N., 2010, HP and Palm: what happens next, Engadget, http://www.engadget.com/2010/04/29/hp-and-palm-what-happens-next / last accessed on July 29, 2010

A causal model of organizational performance and change (Burke & Litwin model), Reflect and Learn, http://www.reflectlearn.org/discover/a-causal-model-of-organizational-performance-change-burkes-litwin-model last accessed on July 29, 2010

Organizational diagnosis, The College of St. Scholastica, http://www.google.com/url?sa=t&source=web&cd=1&ved=0CBIQFjAA&url=http%3A%2F%2Ffaculty.css.edu%2Fdswenson%2Fweb%2FPowerpoints%2FOrganizationalDiagnosis.ppt&ei=uYdRTKSkMYqUOMy-4cME&usg=AFQjCNGTL9ElrN8D8QlJeGZvTwHnunMKeA last accessed on July 29, 2010
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Organization Structural Organization Reframing Big

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 46719611

Political leaders in charge of this decision will not take into consideration only the effects that a possible bailout might have on the automakers. They will take into consideration the macroeconomic effects and challenges that are expected to emerge in case the bailout is approved.

The symbolic frame probably has the least importance regarding this subject. In case the bailout will not be approved, the cultural or symbolic aspects related to the big automakers affected by this situation will not have the strength to clarify the situation.

2. The important lesson provided by the organizational behavior consists in improving organizational effectiveness. This lesson should be important for all the managers or aspiring managers and it should always be taken into consideration when deciding upon important aspects that affect the organization in case.

Effectiveness and efficiency must characterize all types of organizations, private, profits oriented ones, but non-profit and governmental organizations…… [Read More]

Reference List

1. U.S. Automakers Bailout - a Bridge to Bankruptcy or a Road to Salvation. Saving to Invest. Retrieved December 12, 2008 at http://www.savingtoinvest.com/2008/11/us-automakers-bailout-bridge-to.html.
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Organization Decision-Making

Words: 2990 Length: 7 Pages Document Type: Essay Paper #: 10032150

Organization Decision Making

Within an organization, there have to be many changes taking place at all times, without which the organization may stagnate and start to decline. These changes would have to be organization-wide, rather than small changes like changing the program, adding a new person, and so on. Some examples of organization-wide change are a change in the mission of the company, or a restructuring of operations, or maybe an addition of a new technology, or a merger, etc. In general organizational change is provoked by a need for accomplishing some preconceived goal, or it is caused by some outside force like for example, a need for cutting costs within the organization, or a need to increase declining productivity. Although it is a fact that organization wide change is difficult to accomplish, primarily for the reason that many people are afraid of change of any kind, even though it…… [Read More]

References

Are You a Good Decision Maker? Retrieved From

http://www.onlinewbc.gov/Docs/manage/decisions.html Accessed on 14 July, 2005

Best Corporate Change Resources. Retrieved From

http://cor-ex.com/sites/bestchng/Sites/Change-Consultants.htm
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Organizational Motivation and Leadership

Words: 1286 Length: 4 Pages Document Type: Essay Paper #: 57999406

Organizational Motivation and Leadership

The Coca Cola Company

Coca Cola Company is a leading manufacturer and distributor of syrups and non-alcoholic beverages. Coca-Cola being the world-leading brand, markets four of the world's top-five soft drink brands, which include Sprite, Fanta, and diet coke. There is no other brand much recognized as Coca Cola. The company operates in more than 200 nations and has a diversified workforce comprising of more than 200 different nationalities and communication of more than 100 different languages. The company is part of each of the societies they serve all over the world. Operating as a local business partner, they emphasize on the provision of quality in the market place, workplace enhancement, recognizing the environment and strengthening the community (Chance & Chance, 2002).

Coca Cola is the best-known product and the best supplier of soft drinks all over the globe history of the sift drink industry. The…… [Read More]

References

Chance, E. & Chance, P. (2002). Introduction to Educational Leadership & Organizational

Behavior: Theory into Practice. New York: Eye on Education

Fulton, R. & Maddock, R. (2008). Motivation, Emotions, and Leadership: The Silent Side of Management. California: Greenwood Publishing Group

Huston, C. & Marquis, B. (2009). Leadership Roles and Management Functions in Nursing:
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Organizational Transformation the Chosen Case Studies Are

Words: 2091 Length: 7 Pages Document Type: Essay Paper #: 84784038

Organizational Transformation

The chosen case studies are those of Pfizer and Intel. The two case studies are much similar because they are founded on the basis of organizational capability being improved through better H practices. They show that H practices are important in ensuring success in organizations and ensuring better performance. As stated by Ulrich et al. (2009)

, the case studies show that it is important to think about organizational capability and H practices and how they impact performance and not the other way around. Organizational capability as a source of competitive advantage is also highlighted in the case studies which show that by looking at the organization from an inside-out perspective, rather than an outside-in perspective is important in ensuring sustainability of change and that the change is based on effective reasoning Zhang, 2010()

In the case of Pfizer, the organization's capabilities are seen in how it organizes…… [Read More]

References

CASCIO, W.F. 2003. Managing human resources: Productivity, Quality of work, life, profits, New-York McGraw Hill Higher Education.

GOMEZ -MEJIA, L.R., DALKIN, D.B. & CARDY, R.L. 2006. Managing human resources, New Jersey, Pearson Prentice Hall.

ULRICH, D., ALLEN, J., BROCKBANK, W., YOUNGER, J. & NYMAN, M. 2009. HR Transformation: Building Human Resources from the Outside In, New York City, The RBL Institute.

ZHANG, J. 2010. Employee Orientation and Performance: An Exploration of the Mediating Role of Customer Orientation. Journal of Business Ethics, 91, 111-121.
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Organizational Personality Citizen's Hospital Is an Organization

Words: 553 Length: 2 Pages Document Type: Essay Paper #: 24364908

Organizational Personality

Citizen's Hospital is an organization where employees and the organization share common goals. The organization has a personality of confusion. The culture of the organization focused on patient satisfaction where the climate was democratic with an emphasis on interpersonal skills, democratic values and human motivation (Francis, 2012). The structure was hierarchal and operated by departments.

Shared common goals included enabling patients to gain adequate recovery in the fastest, most effective way with safe measures to prevent infection and other illness. The psychological part of the company displayed friendliness with the interview processes that included a peer interview with the department's employees to determine capability. Upon hiring, all new hires were required to go through a socialization process of employee orientation and mentor training. Once the new hired is trained, confusion sets in with unsafe practices.

The organization developed large amounts of back injuries from role stress and a…… [Read More]

Works Cited

Francis, A. (2012, Mar 1). Neoclassical Theories of Organization. Retrieved from MBA Knowledge Base: http://www.mbaknol.com/management-principles/neoclassical-theories-of-organization

Landy, F.J. (2013). The Organization of Work Behavior. In F.J. Landy, Work in the 21st century: An Introduction to industrial and organizational psychology, 4th ed. Hoboken, NJ: John Wiley & Sons.
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Organizational Behavior Q's Classical Theory

Words: 1762 Length: 7 Pages Document Type: Essay Paper #: 18794337

The mixture of public and private endeavors and effects that many bureaucracies, especially those related directly or indirectly to various governments, has made this effect even more apparent, to the point that many bureaucracies can be seen as almost wholly subservient to their client in ways beyond the traditional assumptions of supply and demand. This can make network organization, especially in mixed public-private endeavors, far more complicated and essential than it already is for most bureaucracies.

b.

The resistance to change that many bureaucracies possess due to their size and complexity is actually a strength in an increasingly volatile world. The intense level of network organization which can be seen as a reducer of efficiency also ensures that undue and repetitive change are less likely to occur, thus forming two positives out of bureaucratic aspects that are generally viewed as negatives. This size and complexity also gives bureaucracies a broader…… [Read More]

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Organizational Innovativeness Every Organization Will Thrive Best

Words: 1326 Length: 3 Pages Document Type: Essay Paper #: 28664507

Organizational Innovativeness

Every organization will thrive best in an environment that is full of innovativeness and creativity since these are the aspects that each organization depends upon to ensure that they remain relevant in the ever dynamic and technologically changing business environment. How come then that some organizations are more innovative than other? This is the crucial question that many researchers and business consultants have always wanted to respond to with finality though still needs a lot of research.

One aspect that makes some organizations more innovative is the fact that they have what is referred to as idea men, these are people who are entrusted to be the think tank of the organization and were selected through a rigorous process and daily routine is to frequently interact with each and every department on very regular basis so as to ascertain the innovation gaps that exist, then sit together, discuss…… [Read More]

References

Dess, Gregory G., G.T. Lumpkin and Marilyn L. Taylor. Strategic Management. 2 ed. New

York: McGraw-Hill Irwin, 2005.

Federico Capasso, (2011). Recipe for Innovation: Funding, Freedom, Focus. IT World, June 22, 2011. Retrieved October 27, 2011 from http://www.seas.harvard.edu/news-events/news-clips/recipe_innovation.

Nukhet Harmancioglu, et.al., (2007). Your new product development (NPD) is only as good as your process: an exploratory analysis of new NPD process design and implementation. R&D Management 37, 5, 2007. Journal compilation 2007. Blackwell Publishing Ltd., 9600 Garsington Road, Oxford. Retrieved October 27, 2011 from  http://www.chicagobooth.edu/research/selectedpapers/sp10.pdf
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Organizational Bahavior Conflict and Decision

Words: 2320 Length: 8 Pages Document Type: Essay Paper #: 82794735

However, according to this model, what can be termed as the best way is defined by how the decision made marries with the content and context of the matter at hand. The contingency model establishes that a decision that is made for a particular context may not be applicable in another, even though the contexts may be similar. It also establishes that a unified role is played by the managers who have the decision making capacity. When faced with a particular issue, the managers must find the best way to deal with the situation and they have to create an effective decision process which minimizes conflict. Whatever the situation, the management has the obligation to analyze it and evaluate the assumption that need to be drawn to align the organization with the changed environment. The conclusion must be evaluated on the basis of the effectiveness, efficiency and the solution it…… [Read More]

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Org Behavior Organizational Behavior Culture

Words: 951 Length: 3 Pages Document Type: Essay Paper #: 95994708



Flexibility, adaptability, and a global mindset cause my organization to behave in a responsive rather than hierarchical fashion. These organizational values conspire to create an organizational culture that respects education, values protocol and is detail-oriented, yet is not such a slave to the rules that it loses sight of human beings. After all, if the rules were absolute, there would not be different government laws and bylaws, depending on the country one is sealing with. The services I perform require communication is with diverse doctors from an ever-increasingly wide range of nations, including South Africa, India, British Columbia, Iran, Iraq, China, Cuba, and Segal. Each one of these governments, organizations, and educational systems differs from the United States' own, yet all nations and national must be respected so that the place I work for realizes its goals of improving health care and education across borders.

Organizational learning for Credentials Specialists…… [Read More]

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Org Culture Organizational Culture and

Words: 891 Length: 3 Pages Document Type: Essay Paper #: 87800537

Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically.

Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress. Because communication skills are so integral to the organization's work, when dealing with other nations over the phone, creating better communication styles in its employees' dealings with one another has become an integral part of the organization's standard operating procedures and mission statement. There are regular updates regarding company policy for employees and weekly staff meetings to foster a healthy and open communication flow between staff and management. No one need ever feel out of the loop. The organizational flow…… [Read More]