Organizational Development Essays (Examples)

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Organization Development and Change

Words: 1265 Length: 4 Pages Document Type: Essay Paper #: 45623923

Organizational Development and Change at FunTime Snacks

Summarize the major problem(s) at FunTime. Choose the most appropriate diagnostic model for this particular case (organization, group, individual job as illustrated in the text) and apply it to this situation.

FunTime is going through a very disruptive time in their business model as larger, more well-financed competitors are challenging them at a local and regional level, undercutting the FunTime differentiated approach of using local, high quality suppliers and selling. The diagnostic model that best fits the FunTime case study is the organization. Bill Richardson, CEO and founder had been able to keep the entire organization focused on customer satisfaction and the pursuit of high quality snacks when the company had not been challenged by stronger, more focused competitors at the regional levels. Yet as the case study continues it's clear the distribution and pricing strength of competitors is beginning to force each…… [Read More]

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Organization Development and Change Case

Words: 964 Length: 3 Pages Document Type: Essay Paper #: 90295089

Instead of slowing down the time spent he accelerates it with offers of trips to Chicago and San Francisco. In conjunction with this development, the relationship was beginning to move closer to a physical dimension with the Ropes Challenge Field Day and photographs of her there too. The apex of confusion for this relationship is his visit to her duplex which showed just how confused he was about the relationship and how he had let it get out of hand. His shock of her dating Ben shows he was having an affair with her in his mind already, and the comment in the car about "jumping her bones" while said in jest and negatively foreshadows what he is really thinking. He wants to consummate the relationship and have sex with Vicki Collins, and the pleas to stay with her education is actually part of his need to keep her close…… [Read More]

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Change Process and Organization Development

Words: 4461 Length: 15 Pages Document Type: Essay Paper #: 2701555

Organization Development and Change Process

Merger and acquisitions refer to the combinations of two or more companies forming a new company. In other words, mergers and acquisitions (M&A) are the strategic move of corporate organizations dealing with an aspect of dividing, buying and selling of different companies of similar entities to assist the enterprises to grow. One of the examples of the major merger was the merging of Uniphase Corp. And JDS Fitel Inc. In 1999 where the two companies formed JDS Uniphase. A major example of acquisition is an acquisition of John Hancock Financial Services Inc. By Manulife Financial Corporation's in 2004. Typically, merger and acquisitions make a big news in the business world because millions or billions of dollars are generally involved. In the United States, Wall Street bankers and analysts arrange M&A transactions daily bringing separate companies forming single larger companies. Major goals of embarking in M&A…… [Read More]

Reference

American Management Association (2014). HR Best Practices During Organizational Change. AMA.

Armour, S. (2000). Merging Companies Act to keep valuable employees. USA Today, November 24, section B.

Branson, C.M. (2008). Achieving organisational change through values alignment. Journal of Educational Administration, and Sustainability, Governance and Organizational Change. 46 ( 3).

Boselie, P., Dietz, G., and Boon, C. (2005). Commonalities and contradictions. Human Resource Management Journal, 15(3), 67-94.
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Theory and Management of Organization Development

Words: 635 Length: 2 Pages Document Type: Essay Paper #: 45261267

Theory Management Organization Development

Theory and Management of Organization Development

I work for a medium-sized company that provides services to more than 500 clients. The company was founded by the Chief Executive Officer (CEO) of the company and has been in operation for more than a decade now. In particular, I work for the IT department of my organization as an IT/network administrator. In essence, my main task is to ensure that different devices across different departments in the organization are connected together to create networks that are not only fast, but also efficient. More so, I am accountable for maintaining the links and solving any issues that might come about with regard to computer networks.

One of the issues perceived within the job realm is compensation handed towards the employees within the IT department. It is imperative to point out that the IT department is well structured and fitted…… [Read More]

References

Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.

French, W. L., Bell, C. (1999). Organization Development: Behavioral Science Interventions for Organization Improvement (6th ed.). Upper Saddle River, NJ: Prentice Hall.
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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 Change the Role of

Words: 2400 Length: 9 Pages Document Type: Essay Paper #: 85673631



The larger social implications of successful human resources development practices and perspectives have not been lost on researchers in the area, either. Altering human resource management practices to better address labor issues faced by non-management employees both ithin the organization and in their lives at large creates both a more satisfied and a more productive orkforce and can also lead to reduced levels of underemployment and improve the general quality of life of orkers (Worrall et al. 2010). Thus increasing profitability through human resource development also creates benefits for society at large.

The ide array of different approaches, both theoretical and methodological, that have been brought to bear on an understanding of human resource development and its role in overall organizational development and adaptability provide both specific instances of mechanisms and practices that can be utilized for such development, as ell as a general understanding of the role of human…… [Read More]

works cited, could also bear some solidification. As knowledge becomes more certain through repeated observation, recommendations and understandings will also become more concrete. It is hoped that this review provides one step towards this goal of more comprehensive and concrete understandings.

References

Bolman, L. & Deal, T. (2009). "Framing Change." OD practitioner 41(1), pp. 25-31.

Curran, C. (2009). "Taking an Organization to the Next Level." OD practitioner 41(4), pp. 12-7.

Haslinda, a. (2009). "Outcomes of Human Resource Development Interventions. Journal of social sciences 5(1), pp. 25-32.
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Organizational Developement Plan to Improve

Words: 3507 Length: 10 Pages Document Type: Essay Paper #: 68417744



In terms of the organizational development style to be used throughout the change process, this should best be the pathfinder style. Despite the complexity of this approach, fact remains that it combines the benefits of other styles, while reducing their limitations. The pathfinder style virtually focuses on both high levels of organizational effectiveness, as well as high levels of member satisfaction (Harvey and Brown, 2001). This means that the approach will focus on improving senior-junior communications, for the satisfaction of the employees, as well as the increase in the performances of the overall entity.

Given that the process of change cannot be structured onto a strict plan, but that the plan has to be tailored to the unique features of the Mobile Mine Assembly Group, the levels of formalization at this stage are reduced. Nevertheless, throughout the actual implementation, or the time in which the change strategy comes into direct…… [Read More]

REFERENCES

Ewing, P., 2009, U.S. Navy Readiness Flaws Exposed, Defense News, http://www.defensenews.com/story.php?i=4058309 last accessed on December 2, 2009

Harvey, D.F., Brown, D.R., 2009, An Experiential Approach to Organization Development, 6th Edition, Prentice Hall

Kieschnick, F., 2008, Mine Warfare "Shifts Colors" to Southern California, Pentagon Brief, http://pentagonbrief.wordpress.com/2008/12 / last accessed on December 3, 2009

McNamara, P., 2008, Organizational Performance Management, http://managementhelp.org/org_perf/org_perf.htm last accessed on December 3, 2009
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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 Diagnosis and Recommendations

Words: 2744 Length: 8 Pages Document Type: Essay Paper #: 14551194

Organizational Diagnosis and ecommendations

Imagine studying an organization in more depth in order to determine what needs changed. This is not an easy task because it could take days or months to achieve success. Businesses also have to stay up with current technology, and this means staying present with various leadership theories in order to make the business better. Systems thinking is used as a means in which to fully understand what needs monitored. Through using transactional leadership theory, one is able to grasp what one can do as a means of making recommendation for improvement.

One needs to perform a preliminary review to ensure that he or she obtains information related to organizational leadership, culture, effectiveness and productivity. "Synergy Technical Solutions Corp. (Syntechs) is a leading national technical service solutions provider with over 1,500 highly skilled professionals" (Syntechs, 2011). Many of these individuals work on "desktop and notebook computers…… [Read More]

References

Aronson, D. (2011). Targetted innovation: Using systems thinking to increase the benefits of innovation efforts. Retrieved May 20, 2011, from Thinking:  http://www.thinking.net/Systems_Thinking/st_innovation_990401.pdf .

Changing-Minds. (2011). Transactional leadership. Retrieved May 20, 2011, from Changing-Minds:  http://changingminds.org/disciplines/leadership/styles/transactional_leadership.htm .

Management Study Guide. (2011). Transactional leadership. Retrieved May 20, 2011, from Management Study Guide:  http://www.managementstudyguide.com/transactional-leadership.htm .

Mattke, J. (2011, May 20). Syntechs Employee. (E. Mattke, Interviewer)
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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 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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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 Behavior Organizational Behaviour the

Words: 1545 Length: 5 Pages Document Type: Essay Paper #: 26989835



4. Conclusions

ABC Aviation has managed to capture the attention of international organizations and NATO members due to the high quality of their helicopters. However, to be able to complete the signed contract, the organization must first resolve their internal disputes and must implement a strong organizational culture which embraces and promotes cultural diversity.

eference List

Aghazadeh, S. (2004). Managing workforce diversity as an essential resource for improving organizational performance. International Journal of Productivity and Performance Management, 53, 521-531.

Ayoko, O.B. (2007). Communication openness, conflict events and reactions to conflict in culturally diverse workgroups. Cross Cultural Management: An International Journal, 14, 105-124.

Chuang, Y.T., Church, ., & Zikic, J. (2004). Organizational culture, group diversity and intra-group conflict. Team Performance Management, 10, 26-34. etrieved February 28, 2008, from Emerald database.

Elmuti, D. (2001). Preliminary analysis of the relationship between cultural diversity and technology in corporate America. Equal Opportunities International, 20, 1-16.…… [Read More]

Reference List

Aghazadeh, S. (2004). Managing workforce diversity as an essential resource for improving organizational performance. International Journal of Productivity and Performance Management, 53, 521-531.

Ayoko, O.B. (2007). Communication openness, conflict events and reactions to conflict in culturally diverse workgroups. Cross Cultural Management: An International Journal, 14, 105-124.

Chuang, Y.T., Church, R., & Zikic, J. (2004). Organizational culture, group diversity and intra-group conflict. Team Performance Management, 10, 26-34. Retrieved February 28, 2008, from Emerald database.

Elmuti, D. (2001). Preliminary analysis of the relationship between cultural diversity and technology in corporate America. Equal Opportunities International, 20, 1-16. Retrieved February 28, 2008, from Emerald database.
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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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Organization Development and Complexity Theory

Words: 1249 Length: 4 Pages Document Type: Essay Paper #: 27582047

Businesses constantly face the need to update, the need to innovate. With these businesses come its leaders who feel the same bombardment at all levels. The speed at which change arises causes the lifecycles of typical businesses and the products they sell to last just a short time unless they learn to successfully adapt. As Keen (2000), explains: "Change is seen as necessary merely to survive; transformation is required to thrive and a constant need for reinvention is needed to secure long-term success (Keene, 2000, p. 15). In order to meet those demands, sometimes businesses may use a method or theory to help them.

Complexity science is a recently examined field of study. It is fast-growing, in use across all dimensions of business. Complexity science is a term typically used to signify an increasing body of interdisciplinary studies about the structure, behaviour and dynamics of change in a particular category…… [Read More]

References

Anderson, P. (1999). Perspective: Complexity Theory and Organization Science. Organization Science, 10(3). doi:10.1287/orsc.10.3.216

Dolan, S.L., Garcia, S., & Auerbach, A. (2003). Understanding and Managing Chaos in Organisations. International Journal of Management, 20(1), 23-37.

Griffin, D., Shaw, P., & Stacey, R. (1999). Knowing and Acting in Conditions of Uncertainty: A Complexity Perspective. Systemic Practice and Action Research, 12(3), 295-310. doi:10.1023/A:1022403802302

Keene, A. (2000). Complexity theory: the changing role of leadership. Industrial and Commercial Training, 32(1), 15-18.
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Org Culture Leadership Leadership Learning

Words: 4817 Length: 16 Pages Document Type: Essay Paper #: 5080702

" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture.

In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality of personnel. This implicitly brings us to consideration of the application phase in terms of learning organizational culture, which is inevitably associated to all actionable aspects of an organization's structure and operations. The correlation between recruitment, personnel makeup and leadership personalities is perhaps threaded by the common string of day-to-day responsibility within an organizational culture. And quite certainly, we see the stamp of organizational culture on so many of the most important applicable indicators. Schein, to this end, points…… [Read More]

References

Arnold, J., Cooper, C. & Robertson, I.T. (1995). Work psychology: Understanding human behavior in the workplace, Pitman Publishing, London.

Beer, M. & Walton, E. (1990). Developing the competitive organization: interventions and strategies. American Psychologists, 45(22), 154-161.

Bennis, W., & Nanus, B. (1985). Leaders: The strategies for taking charge. Harper and Row, New York.

Bowditch, J.L. & Buono, a.F. (1994). A primer on organizational behavior. John Wiley and Sons Inc. New York.
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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 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 Behavior Within the Modern

Words: 647 Length: 2 Pages Document Type: Essay Paper #: 12362062

This will allow for collaboration, additional suggestions for the action plans to come, corrections and so forth.

Action planning: At this point, a plan can be developed to remedy the situation being studied; the plans become something that delivers results.

Implementation: The adopted Action Plan is put in place.

Follow up: Lastly, the implementation, as well as the Action Plan itself, is reviewed in order to see if positive results have occurred. If not, the process may need to be repeated or modified.

It is important to note that the way that the Action esearch Process is enacted will vary by organization, the expected outcomes, the stakeholders involved, etc. (Cunningham, 1999).

Stress and Its Consequences

The drive for organizations to constantly improve can, and does, lead to stress for the workers (Buunk & Verhoeven, 1991). This stress can have many consequences, such as increases in employee turnover, absenteeism, lower productivity,…… [Read More]

References

Buunk, B.P., & Verhoeven, K. (1991). Companionship and Support at Work: a Microanalysis of the Stress-Reducing Features of Social Interaction. Basic and Applied Social Psychology, 12(3), 243-258.

Cunningham, J.B. (1993). Action Research and Organizational Development. Westport, CT: Praeger Publishers.

Gilley, J.W., & Maycunich, a. (2000). Organizational Learning, Performance, and Change: An Introduction to Strategic Human Resource Development. Cambridge, MA: Perseus Books.

Greenberg, J. (Ed.). (2003). Organizational Behavior: The State of the Science (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates.
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Organizational Theory Strengths and Weaknesses

Words: 1496 Length: 5 Pages Document Type: Essay Paper #: 66479874

The theory sees human organizational behaviors and conceptions culturally bound, rather than natural, unlike advocates of systems theory. Systems theory has been more influenced by sociology and linguistics than the natural sciences.

Analyzing symbolic interpretations may be more useful in organizations serving diverse populations: if a public health organization wants to alleviate the prevalence of diabetes in an area, it is not enough to more effectively disseminate information through the existing channels of communication (as systems theory might suggest) or even change the environment to create healthy options for consumption. Rather the people being served may require counseling to change what they consider good foods, a healthy diet, and a positive body image, if their culture tends to reinforce unhealthy practices. An ideological overhaul is necessary to change some behaviors, like the decreased social acceptability of smoking, for example. Organizations are social as well as formal, and cultural in nature…… [Read More]

Works Cited

Hatch, Mary Jo. (1997). Organization theory: Modern, symbolic and postmodern perspectives.

Oxford University Press, 2nd edition.
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Organization Diversity Conflict Management and

Words: 934 Length: 3 Pages Document Type: Essay Paper #: 13155936

To avoid such legal problems, comprehensive diversity training programs must be developed and zero tolerance for discrimination must form the core of organizational policies.

Another important aspect of today's corporate world is conflict. Conflict management has thus come to occupy as important a place in organizational policies as diversity training. In fact we must understand that diversity and conflict are inter-linked since it is usually because of the former that latter arises. When people with diverse viewpoints, cultural and social influences enter the workplace, they are bound to clash with each other resulting in conflicts. . oosevelt Thomas Jr. (1996) explains: "With workforce diversity, you have a mixture of people who can vary along an infinite number of lines: age, tenure, lifestyle, sexual orientation, education, experience, geographic origin, race, gender - just to name a few possibilities. If globalism is your immediate concern, you have to deal with a mixture…… [Read More]

References

R. Roosevelt Thomas Jr., Redefining Diversity, Amacom, 1996

Marc Bendick, Mary Lou Egan, Suzanne M. Lofhjelm: Workforce Diversity Training: From Anti-Discrimination Compliance to Organizational Development. Human Resource Planning. Volume: 24. Issue: 2. 2001.

Paul E. Plsek; Charles M. Kilo, MD, MPH, Positively Influencing Physicians: From Resistance to Attraction: A Different Approach to Change. Vol. 25, Physician Executive, 11-01-1999, pp 40-42, 44.
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Organizational Culture Change Is Noted by Kotler

Words: 1226 Length: 4 Pages Document Type: Essay Paper #: 53902764

Organizational culture change is noted by Kotler et al. .(1996) noted to be a common aspect of every organization. This is due to the fact that change is the only thing that can be said to be constant in any given organization. Organizational change is often met with a lot of resistance. This resistance can undermine the operations and the performance of any given organization. Kudler Fine Foods Virtual Organization recently had a change in the leadership of its accounting department. The first level manager in this department (Senior Accountant) was fired as a result of involvement in corporate fraud as well as nonperformance. He was however liked by the staff in that department since he was an inspirational figure to most of the junior accounting staff. His departure as well as the introduction of a new team leader and procedures (processes) would no doubt be met with a lot…… [Read More]

References

Barr, P.S., Stimpert, J.L. And Huff, A.S. (1992) "Cognitive Change, Strategic Action,

and Organizational Renewal," Strategic Management Journal, 13 (Special Issue),

pp. 15-36.

Hassink, F et al. (2009).Corporate fraud and the audit expectations gap: A study among business managers. Corporate fraud and the audit expectations gap: A study among business managers. Journal of International Accounting, Auditing and Taxation. Vol 18, Issue 2,, 85 -- 100
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Organizational Power Building Using Power Organization Start

Words: 1017 Length: 3 Pages Document Type: Essay Paper #: 74592459

Organizational Power

Building Using Power Organization Start reading Harvard Business eview (HB) article: Pfeffer J. (2010). Power Play. Harvard Business eview, July-August, Vol 88 Issue 7/8, p. 85-92. Based HB article Jeffry Pfeffer (2010), write a paper answer questions: Why gaining power organization important? Does author gaining power workplace a good bad thing? Please support answer evidence article.

Power in the organization: The Pfeffer model

Power has long been viewed as a synonym for something negative in the workplace. Today, the rhetoric of 'teamwork' tends to be favored more than the rhetoric of power. But according to Jeffery Pfeffer, power is a necessary component of doing business. The question is: is the manager using power for the right reasons? Managers may use power with many different motivations, including the need for affiliation (to be liked); for personal satisfaction, or the desire to influence others in a positive way to achieve…… [Read More]

Reference

Pfeffer J. (2010). Power play. Harvard Business Review, 88 (7/8): 85-92.
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Organization Change Leadership

Words: 618 Length: 2 Pages Document Type: Essay Paper #: 76072141

Organization Change Leadership

Every organization has a culture observed in daily operations. Organizational culture oftentimes influences the extent of performance and success (Burke, 2008). For instance, the visit to county jail and federal prison showed a difference in culture. The new federal prison suggested that the management intends to establish tight security. On the other hand, the county jail had established a culture where jailers freely interacting even with staff members. For many organizations, culture should be handed down from before current employees as they join an organization. According to head of OD group in Proctor and Gamble, culture introduced by the founders should be handed down even to future employees.

Cummings and Worley (2005) observed that organizational culture plays a big role in managing an organization. First, it sets the standards for all stakeholders involved in the organization. For instance, the management will always want to encourage a certain…… [Read More]

References:

Burke, W.W. (2008). Organization change. Thousand Oaks, CA: Sage pub.

Cummings, T.G., & Worley, C.G. (2005). Organization development and change. Mason,

Ohio: Thomson/South-Western.
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Organizational Behavior Psychology Applied Comprehension

Words: 4268 Length: 16 Pages Document Type: Essay Paper #: 87584890

With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and organizational psychology is better able to meet its goals of increasing organizational productivity, well-being and success.

Case Example

In the case sample cited in the introduction of this paper, the issue was how consultation psychology could be utilized as a method for providing industrial and organizational psychological services to a mental health related organization. From the overview provided in the previous section, it can be seen that utilizing consultation psychology, as opposed to clinical psychology, will be the best method of…… [Read More]

Bibliography

Bass, Bernard M. (1960): Leadership, Psychology and Organizational Behavior. New York: Harper and Brothers.

Bass, Bernard M., and Pieter JD Drenth. (1987): Advances in Organizational Psychology: An International Review. Newbury Park: Sage Publications.

Brehm, S.S., Kassin, S. And Fein, S. (2005): Social Psychology. Boston: Charles Hartford.

Cameron, Kim S., and Robert E. Quinn. (2006): Diagnosing and Changing Organizational Culture Based on the Competing Values Framework. San Francisco: Jossey-Bass.
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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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Organizational Behavior Chester County Hospital Organization Culture

Words: 1346 Length: 4 Pages Document Type: Essay Paper #: 93955193

Organizational Behavior

Chester county hospital organization culture

Chester county hospital is an organization within the public sector. This organization strives to be the best place to work for any of its employees or potential employees. This organization is among Chester County's largest and most well respected employers and this success is attributed to the dedicated employees who are committed to maintaining an atmosphere of excellence. The members of staff are a representation of the development of the hospital patient satisfaction performance standards that are based on the mission, vision and values of the organization. The organization puts the needs of its patients who are their customers first. They strive to ensure that the patients get the appropriate care they need whenever they visit the hospital .The organization recognizes the importance of employees balancing their professional and personal life. Therefore the organization offers numerous opportunities for their advancement, flexible scheduling, a…… [Read More]

References

Christensen, T.,Laegreid P, Roness, P & Rovik, K.(2009). Organization

Theory and the Public Sector Instrument, Culture and Myth. Retrieved May 19,2014 from  http://www.europe-solidarity.eu/documents/ES_ORGANIZAT_THEORY_2007.pdf 

McGraw-Hill Higher Education, (2004). Organizational Culture Theory. Retrieved May 19, 2014 from http://highered.mcgraw-hill.com/sites/0767430344/student_view0/chapter16/

Chester County Hospital, (2014). Organizational Culture, Diversity and Equal Opportunity. Retrieved May 19, 2014 from http://www.chestercountyhospital.org/cchpage.asp?p=115&m=182
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Organizational Change - Dupont Case

Words: 1136 Length: 3 Pages Document Type: Essay Paper #: 12020243

The non-threatening approach of the study needs to be expanded upon with top-management visibility and support added to give it even more credibility and credence in the eyes of the workers being effected by the manufacturing operation closure. The support of top management in any change management initiative, including the closure of the plant and the urgent need to get an OD strategic plan created and implemented, is crucial (Hoff, 2008). The study being completed by Dr. Akin from the University of Virginia is just the start and while it shows excellent support for appreciate inquiry, it does not integrate OD and sense-making as well. While sense-making is done well on its own it needs to be part of the broader OD strategy. To accomplish this, I would bring together DuPont senior management for the plant and work to create a strategic plan that ties together all three concepts into…… [Read More]

References

Asuman Akdogan, Ayse Cingoz. (2009). The Effects of Organizational Downsizing and Layoffs on Organizational Commitment: A Field Research. Journal of American Academy of Business, Cambridge, 14(2), 337-343. Retrieved January 27, 2009, from ABI/INFORM Global database. (Document ID: 1614428951).

Bennis, Warren, Mische, Michael. (1996, September). 21st century organization. Executive Excellence, 13(9), 7. Retrieved January 26, 2009, from ABI/INFORM Global database. (Document ID: 10220662)

Jimmy Brown (2006). Application of an OD Perspective to Develop a New Model of the Strategy Formulation Process. The Business Review, Cambridge, 6(2), 26-31. Retrieved January 27, 2009, from ABI/INFORM Global database. (Document ID: 1189522001).

Gervase R. Bushe, Aniq F. Kassam. (2005). When Is Appreciative Inquiry Transformational? A Meta-Case Analysis. The Journal of Applied Behavioral Science, 41(2), 161-181. Retrieved January 24, 2009, from ABI/INFORM Global database. (Document ID: 844409131).
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Organizational Systems in Many Respects

Words: 616 Length: 2 Pages Document Type: Essay Paper #: 22129645

The suppliers also threatened to quit spending the materials, subassemblies and supplies critical for making the next generation of products for our company. The new product development efforts underway had to stop for weeks until this systems was straightened out.

Externally to the company suppliers were beginning to talk with the press, wondering out loud in the media if our company was still solvent. Soon, investors were calling our senior management asking if the company was having financial trouble. The accounting and financial organizational systems were nearly responsible for the company being audited when the problem didn't get fixed fast enough. The external impacts of these failed and faulty organizational systems were amplified due to stakeholder's concerns for the company's and their own financial security.

Accounting and financial organizational systems are among the most powerful in any company as they literally propel them to their goals (Busco, Scapens, 2011). Like…… [Read More]

References

Busco, C., & Scapens, R.W. (2011). Management accounting systems and organisational culture. Qualitative Research in Accounting and Management, 8(4), 320-357.

Den Hartog, D.,N., & Verburg, R.M. (2004). High performance work systems, organisational culture and firm effectiveness. Human Resource Management Journal, 14(1), 55-78.

Martins, E.C., & Terblanche, F. (2003). Building organisational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), 64-74.

Turnipseed, D.L. (1988). An integrated, interactive model of organisational climate, culture and effectiveness. Leadership & Organization Development Journal, 9(5), 17-17.
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Organizational Theory the Theoretical and

Words: 2840 Length: 8 Pages Document Type: Essay Paper #: 69415961

Further, coercive and reward power are often highly distributed through the more agile organizations and as a result must be applied immediately to behavior to be effective.

In the context of Dr. Edgar Schein's (1983) analysis and presentation of results in his working papers referenced in this document, an industry's growth and culture is well defined in the following quote. In the working papers, Schein (1983) writes:

For an organizational culture to exist, there must be a definable organization in the sense of a number of people interacting with each other for the purpose of accomplishing some goal in their defined environment. The founder of an organization simultaneously creates such a group and, by force of his or her personality, begins to shape the culture of that group. But the culture of that new group is not there until the group has had its own history of overcoming various crises…… [Read More]

References

Azize Ergeneli, Guler Sag, Iam Ari, Selin Metin. 2006. Psychological empowerment and its relationship to trust in immediate managers. Journal of Business Research 60, no. 1 (December 1): 41. (Accessed December 6, 2007).

French, J.R.P., & Raven, B.H., 1959. The bases of social power. In D. Cartwright (Ed.), Studies in social power (pp. 150-167). Ann Arbor: University of Michigan.

Geert Hofstede, 2006 - Summary of Ideas about Cultural Differences. From Geert Hofstede's personal website: Accessed on December 7, 2007:

http://feweb.uvt.nl/center/hofstede/page3.htm
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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 Change Recruiting and Retaining Talent in

Words: 1806 Length: 6 Pages Document Type: Essay Paper #: 28479746

Organizational Change

Recruiting and Retaining Talent

In response to the scenario provided, the scenario represents one of the more extreme examples of organizational change. However, there are three months to prepare for the change which provides for some level of planning and facilitation for the change. This analysis will create a guide for attempting to meet the objectives of employee retention throughout the transition. There will undoubtedly be a great deal of employee resistance to change that manifests as soon as the news of change breaks. The leader will have to have all of the available information prepared including the changes impact on each individual's position, job requirements, and compensation among other factors. The leader will have to have an intimate knowledge of the new organization and its culture. The leader will also need to serve as a source of inspiration and provide a vision for the individuals as well…… [Read More]

Works Cited

Argote, L., & Ingram, P. (2000). Knowledge Transfer: A Basis for Competitive Advantage in Firms. Organizational Behavior and Human Decision Processes, 150-169.

Bass, B. (1985). Leadership and performance beyond expectations. New York: Free Press.

Bass, B. (1999). Two decasdes in research and development in transformational leadership. European Journal of Work and Organizational Psychology, 9-32.

Everyone A Leader. (2009, August). Organizaitonal Development Models. Retrieved from  http://everyonealeader.blogspot.com/2009/08/organizational-development-models.html
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Organizational Life Cycle

Words: 1615 Length: 5 Pages Document Type: Essay Paper #: 56196514

Organizational Transformation

Organizations are seen as having several different stages in their life cycle, with specific implications for management at each stage. The stages are, roughly, birth, growth, decline and death, depending on which model of the organizational life cycle is used. While the details on the life stages of an organization differ, the strategies are different for each, and management must be able to differentiate each stage, and make the right moves accordingly. It could also reasonably be argued that the stages are dynamic, rather than distinct, and that the passage from one stage to the next can take place gradually, incrementally, and that management can actually affect this process (Hanks, 2015).

Birth

The initial stage of organizational development is the birth stage. At this stage, the organization is founded, its purpose identified, and it is given the resources needed to survive. The life cycle metaphor is apt at…… [Read More]

References

Greiner, L. (1998). Evolution and revolution as organizations grow. Harvard Business Review. Retrieved July 23, 2015 from https://hbr.org/1998/05/evolution-and-revolution-as-organizations-grow

Hanks, S. (2015). The organization life cycle: Integrating content and process. Journal of Small Business Strategy. Retrieved July 23, 2015 from http://libjournals.mtsu.edu/index.php/jsbs/article/viewFile/218/201

Manktelow, J. (2015). The Greiner curve. MindTools.com. Retrieved July 23, 2015 from http://www.mindtools.com/pages/article/newLDR_87.htm

Smith, K., Mitchell, T. & Summer, C. (1985). Top level management priorities in different stages of the organizational life cycle. Academy of Management Journal. Vol. 28 (4) 789-820.
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Organizational Performance and Culture at

Words: 1196 Length: 4 Pages Document Type: Essay Paper #: 90147783

According to Auteri, "The ratio of managers to specialists was extremely high. This situation was due in part to the former practice of rewarding employees by moving them to a higher level in the hierarchy, regardless of organizational requirements" (1994, p. 108), a human resource policy that has since been discontinued. Of particular interest were Auteri's observations concerning how Fiat's organizational culture, like all large organizations, requires time to change. In this regard, Auteri emphasizes that, "We've learned that corporate change doesn't happen quickly, either. Even under an unstable economic market, it takes time to forge change" (1994, p. 108).

Like other major organizations, the corporate culture at Fiat begins at the top with the company's chief executive officer, Sergio Marchionne, and his executive leadership team, but the culture at Fiat is in reality sustained by everyone in the organization, including the owner and his family. For instance, according to…… [Read More]

References

Auteri, E. (1994, May). 'Fiat Revs Up the Engines of Change.' Personnel Journal, vol. 73, no. 5,

pp. 107-109.

Badrtalei, J. & Bates, D.L. (2007). 'Effect of Organizational Cultures on Mergers and Acquisitions: the Case of Daimlerchrysler.' International Journal of Management, vol.

24, no. 2, pp. 303-305.
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Organizational Politics and Its Impact on Leadership Management

Words: 2175 Length: 6 Pages Document Type: Essay Paper #: 48856502

Organizational Politics and Its Impact on Leadership

Vigoda (2000) defines organizational politics as a behavior that strategically maximizes one's self-interests at the expense of the interests of others, and the needs of the greater organization. This view portrays organizational politics as something negative; something detrimental to the well-being of the organization. Gull and Zaidi (2012), however, hold a slightly different view. They define organizational politics as "an activity that permits people in an organization to accomplish goals without going through proper channels;" however, they also emphasize that whether or not politicking harms an organization depends solely on the degree of alignment between the goals of the individual, and those of the organization (p. 156). The wide array of definitions "suggests that the concept is in transition and under continuous debate" (Drory & Vigoda-Gadot, 2010, p. 195). This text takes on the latter perspective, with the author regarding organizational politics as…… [Read More]

References

Drory, A. & Vigoda-Gadot, E. (2010). Organizational Politics and Human Resource Management: A Typology and the Israeli Experience. Human Resource Management Review, 20(3), 194-202.

Gull, S. & Zaidi, A.A. (2012). Impact of Organizational Politics on Employees' Job Satisfaction in the Health Sector of Lahore, Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 156-170.

Ogungbamila, B. (2013). Perception of Organizational Politics and Job-Related Negative Emotions as Predictors of Workplace Incivility among Employees of Distressed Banks. European Scientific Journal, 9(5), 125-138.

Sonaike, K. (2013). Revisiting the Good and Bad Sides of Organizational Politics. Journal of Business and Economic Research, 11(4), 197-202.
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Organizational Psychologist the Work of

Words: 2272 Length: 8 Pages Document Type: Essay Paper #: 2978515



Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.

Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.

Assess employee performance.

Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.

Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.

Facilitate organizational development and change.

Identify training and development needs.

Work Activities

Normal work activities for an Industrial Organizational psychologist might include: getting information, providing consultation and advice to others, interpreting the meaning of information to others, establishing and maintaining interpersonal relationships, making decisions and solving problems.

In addition to those, an I/O psychologist would analyze data, organize, plan and prioritize work, interact with computers, judge…… [Read More]

Bibliography

Industrial psychology. (n.d.). Retrieved April 18, 2009, from a2zpsychology.com: http://www.a2zpsychology.com/ARTICLES/industrial.htm

McCarthy, P. (2002). Brief outline of the history of I/O psychology. Retrieved April 16, 2009, from Middle Tennessee State University: http://frank.mtsu.edu/~pmccarth/io_hist.htm

Morris, L. (2000). Careers in industrial organizational psychology. Retrieved April 15, 2009, from Westchester university department of education: http://www.wcupa.edu/_Academics/sch_cas.psy/Career_Paths/Industrial/Career06.htm

O-net. (2008). Summary report for industrial organizational psychologists. Retrieved April 15, 2009, from o-net online: http://online.onetcenter.org/link/summary/19-3032.00
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Organization Development for the Faint of Heart

Words: 2201 Length: 7 Pages Document Type: Essay Paper #: 73247389

Leading

Designing Organizations

Locate a copy of an organizational chart of your company, division, or department. If you do not have access to an organization chart, you can find examples of organizational charts on the Internet searching on Alta Vista, http://www.altavista.com/, for the term "company organizational charts." What type of organizational structure does the organization currently have? Is the structure functional, geographic, product, network, or a hybrid? Is it mechanistic or organic? How effective is the current structure? Could or should it be more organic? What changes would you make if you were a top executive? Explain why.

Organizing and Leading

The organizational chart example provided here illustrates a formal structure based on job function. The structure of the chart suggests a mechanistic way of conducting business as the lines of reporting are clearly demarcated and indicate functional relations between the positions. A dotted line drawn between the Construction Group…… [Read More]

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Organization Development and Leadership

Words: 3212 Length: 8 Pages Document Type: Essay Paper #: 79931800

Leadership

Place answer under each question.

Dynamics of Leadership

Think of a leader that you know. Give examples of how this person influences others using formal authority, expertise, rewards, coercion, and charisma. How do you think people generally respond to these different influence tactics? Explain.

The former Starbucks marketing executive John Moore is a leader who is very interesting to me as he generally works very effectively with the strong personality of Howard Schultz. Moore once said, "Food is something they've been trying to solve for 20 years. The stores are set up as places to brew and serve coffee, and they don't have a back of the house suitable for the prep work and other work that goes into serving high-end pastries like these well." Moore uses his expertise of the retail food industry to exert influence on the trajectory of the company, taking Starbucks in directions that people…… [Read More]

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Organizational Change and Development in

Words: 911 Length: 3 Pages Document Type: Essay Paper #: 48505289



The organizational change theory which best fits the organizational development and change of military organization is the "Teleological Change Theory." The top management and the leadership of the military realized the need for constant changes and realized the necessity of change in the organizational structures. The individual managers, the Generals in this case, have been instrumental in bringing about this change. Internal decision making and structures are more affected by the organizational change. In a teleological change, leader is right at the centre of the change, process, people and management. Leader is the one who aligns the goals, rewards, processes, expectations, roles and duties. Strategy formulation and implementation is based on the experiences from the ongoing processes. (Marshak, 2005)

It is important to take into account various factors while evaluating the organizational change in military. The size of the military and complexity of operations make it extremely hard to implement…… [Read More]

References:

Murrell K.L. (1999). New Century Organization Development. Organizational Development Journal. Volume 17: No.4.

Marshak, R.J. (2005). Reinventing organizational development: New approaches to change in organizations. San Francisco, CA: Pfeiffer.
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Organizations the First Prominent Theory

Words: 1014 Length: 3 Pages Document Type: Essay Paper #: 25087020

Authority is centralized and highly controlled. In contrast, organic organizations focus on generating revenue (i.e., making a profit) and this focus leads them to stress the need to create innovative products. Employees are valued for their creative talents and are given free rein to generate new ideas.

An excellent example of a mechanistic organization is that of Wal-Mart. Wal-Mart boasts that it offers consumers the lowest possible prices, all of the time. The focus is not on innovative products -- most of the items can be found in other stores -- but upon keeping prices low. Wal-Mart stores are run in a highly controlled fashion, with little variation between stores even in terms of how customers are greeted. Employees are paid little and are treated as expendable -- their low wages enable prices to remain rock-bottom. "Wal-Mart customers want the lowest possible prices on the things they use every day.…… [Read More]

References

Drucker: The father of management theory. (2013). Success. Retrieved:

http://www.success.com/articles/1115-peter-drucker-the-father-of-management-theory

Emerson, R. (2012). Google's best benefits. Huffington Post. Retrieved:

 http://www.huffingtonpost.com/2012/01/30/google-benefits-employee-perks_n_1242707.html
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Organizational Behavior Include a Wide

Words: 2161 Length: 7 Pages Document Type: Essay Paper #: 90854008

When Immelt took over as CEO of General Electric in 2001, he pledged to continue the tradition of Six Sigma that had been created by Jack Welch. However, in the years that have passed since Immelt gained control, the GE organization has struggled to maintain the same quality of culture that existed under the leadership of Welch. Brady (2004) interviewed Immelt about his position on Six Sigma in the organization. In this interview, Immelt admitted that his push toward innovation had made Six Sigma less of a driving force for quality development in the organization. While Immelt contends that he still utilizes Six Sigma as a foundation for operations in the organization, he also notes that Six Sigma and innovation cannot exist simultaneously.

Despite the challenges facing Immelt in his efforts to develop the organization, research demonstrates that this leader has had notable success in this area. To demonstrate the…… [Read More]

References

Brady, D. (2005). The Immelt revolution. Business Week, 3926, 64-73.

Cummings, K. (2005). Chapter one: early life. Jack Welch, 1.

Gunther, M. (2004). Money and morals at GE. Fortune, 150(10), 176-182.

Six Sigma leaders. (2005). Quality, 44(3), 80.
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Organizational Change by Using Tesco Plc as

Words: 3853 Length: 15 Pages Document Type: Essay Paper #: 30759470

organizational change by using Tesco plc as our organization of choice. The concept of change is explored from definition to effects that it has on an organization. Change resistance and the resulting conflict are also discussed. Finally, a recommendation of how to effect change is provided.,

Organization culture, a term that which refers to a collection of policies, values, beliefs as well as attitudes (Mullins,2010) is a very critical element of any organization. This term is roughly used to denote the rather universal as well as general context for all the things that we think and perform within a given organization. In this paper, I discuss the implications of culture change in Tesco plc in order to exemplify the concept of organization culture as the effects that it might have on the operations of the company. Ways of managing organization culture are also presented. The company is famous for its…… [Read More]

References

Armstrong, M. (2009) A handbook of human resource management practice.

London: Kogan Page.

Bass, B.M. (1985) Leadership and Performance Beyond Expectation. New York: The Free

Press
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Organisation and Which Sector it Operates in

Words: 1160 Length: 4 Pages Document Type: Essay Paper #: 20664265

Organisation) and Which Sector it Operates in

Description: Task 1 Background to change

Describe the significance of change within an organisation in the current economic climate

What factors do you consider to be the most important?

What are meant by the following terms in relation to organisational structure and change: bureaucracy, hierarchy?

Bureaucracy

Explain the advantages and disadvantages of each

Compare and contrast two different forms of organisational change development by producing a brief report containing examples from known organisations

Task 2 Systems for understanding and involving others in the process of change.

Within your own organisation or one with which you are familiar, identify all stakeholders likely to be involved in the change process

What measures or processes could be used to help involve stakeholders in aspects of organisational change?

For two of these comment on their relevance and effectiveness to an organisation. 6

Managing Change in Organisations. Task…… [Read More]

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Organizations No Matter What the Industry Benefit

Words: 1810 Length: 5 Pages Document Type: Essay Paper #: 62369060

organizations no matter what the industry benefit from management planning and strategy identification. The medical and healthcare industry in recent times has been attempting to streamline its operations and improve performance and productivity. or the purpose of this paper, the planning and management process of a medical center offering services for the most modern technology in medicine such as Magnetic resonance imaging (MRI), Computed Tomography (CT) imaging, Positron emission Tomography (PET) is discussed. In this paper, this center will be referred to as "ABC Testing."

The operation is small and specialized. A marketing department is responsible for finding new customers and advertising the operation's services to doctors in the region. The quality of service provided is excellent. Patients with appointments are efficiently handled through the system. There is no undue wait-time forced on the patient. acilities and services are also streamlined and optimized to ensure that all patients are offered…… [Read More]

French, W.L. And Bell, C. (1999) Organization development: behavioral science interventions for organization improvement, Prentice Hall, Upper Saddle River, NJ.

HRGUIDE.com (2003) HR Guide to the Internet: Compensation: Outline and Definitions Accessed on October 3, 2004 from:  http://www.hr-guide.com/data/G400.htm 

Morgan, G. (1997) Images of organization, Sage Publications, Thousand Oaks, Calif.
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Organizational Success at NIM India

Words: 1840 Length: 6 Pages Document Type: Essay Paper #: 36927120

Performance Management at the National Institute of Management

The Central India Campus is a university established in the 1980 by the National Capital egion of India. The university is operated independently as a business school alongside the North India Campus. The campus started a top quality management institute with the core aim of upgrading the educational infrastructure of the Indian economy. The NIM (CI) campus's mission is to become the premier technology and management institution and focused student-learning community recognized globally for teaching and research. The mission of the Central India Campus is to enhance excellence in the management and technology fields of education alongside shaping the students to become better leaders to shape the future of the country.

Therefore, this essay will analyze some of the perspective of the NIM (CI Campus) including the advantages and disadvantages associated with the current system of management as compared to the intended…… [Read More]

References

Hopkins, W.E., Hopkins, S.A., & Mallette, P. (2005). Aligning organizational subcultures for competitive advantage: A strategic change approach. New York: Basic Books.

Nambudiri R. & Jayasima J. (2008). Performance Management at the National Institute of Management (Central India Campus) A. Ontario: Ivey Management Services
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Organizational Culture in the Workplace

Words: 611 Length: 2 Pages Document Type: Essay Paper #: 52289822

APPLE'S OGANIZATIONAL CULTUE

Organizational Culture in the Workplace

Effects of Apple's organizational culture on organizational development and change

Organizational philosophy, mission, vision, values and structure

Apple's business philosophy is designed around its core values of simplicity, innovativeness, control, participation, dedication, collaboration and excellence. The company strives to provide simple solutions to the needs of consumers. The company also believes that they only exist to provide great products to their customers. Therefore, they strive to participate only in those markets where the company makes a significant contribution. The company believes that by saying no to thousands of projects, they are able to keep their focus on the few projects which are extremely important and meaningful to both the company and its customers. The company believes in creating new partnerships and strengthening their existing ones to allow them to be innovative in ways which other organizations are not able. The company also…… [Read More]

References

Kotter, J. (1992). Corporate Culture and Performance. New York: Free Press.

Rosenthal, J., & Masarech, M.A. (2003). High-Performance Cultures: How Values Can Drive Business Results. Journal of Organizational Excellence, Spring (2003).
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Organizations the Structure of the British Army

Words: 3006 Length: 10 Pages Document Type: Essay Paper #: 1769012

Organizations

The Structure of the British Army Compared to a Civilian Business Organization

Military life, especially during combat situations, is difficult for the individual who has always been a civilian to imagine. The structure of the organization is rigid, strict control is maintained of all personnel, the management style is historically largely authoritarian, and conditions can be harsh. However, there are always people who volunteer for this service for many reasons. The individual lacks responsibility and wishes to gain it, there is a scarcity of sustainable employment, the promise of adventure awaits the soldier. Other reasons exist, every soldier or sailor has one, but whatever the reason when a person joins the military they soon understand the organization. There is no mystery regarding large goals or minor objectives. The British Army has a unique history and purpose that can be useful to companies that want to survive and remain successful…… [Read More]

References

Andrzejewski, S., 1954. Military organization and society. London: Routledge & Kegan Paul.

British Army., 2010. British army: An introduction. Retrieved December 15, 2010 from http://www.army.mod.uk/documents/general/2010_ARMY_Brochure_9.0_(2).pdf

Caniglia, R.R., 2001. Leadership: U.S. And British approaches to force protection. Military Review, 81(4), pp. 72-81

Cassidy, R.M., 2005. The British army and counterinsurgency: The salience of military culture. Military Review, 85(3), pp. 53-64.
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Organization Dynamics & Development it

Words: 7722 Length: 28 Pages Document Type: Essay Paper #: 24180658

Despite their supposed differences, all of the foregoing organizational management techniques and approaches share some common themes involving getting a better handle of what is actually being done in companies and how better to manage these things. Unfortunately, another common theme these management approaches share is the inappropriate or misapplication of these approaches by managers who either do not understand how they work or by rabid managers who insist on absolute conformity with these processes and procedures without any room for flexibility according to the unique needs of the organization. In fact, according to Mills (2003), "Analysis of the data suggests that the implementation of organizational change, particularly selected change programs such as Culture Change, TQM and BP, does not follow the rational, orderly decision-making processes indicated by advocates" (p. 2). Nevertheless, some of the more recent management approaches do provide a more comprehensive analysis of what can reasonably be…… [Read More]

References

Ashkenas, R.N. (1994). Beyond the fads: How leaders drive change with results. Human Resource Planning, 17(2), 25-27.

Bailey, J. (1996). After thought: The computer challenge to human intelligence. New York: Basic Books.

Bennis, W. & Mische, M. (1995). The 21st century organization: Reinventing through reengineering. San Francisco: Jossey-Bass.

Bennis, W., & Nanus, B. (1985). Leaders. New York: Harper and Row.