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Organizational Issues from the Responsibility Project (Liberty Mutual)
The video chosen from the Responsibility Project was "omen in the orld: Erin Ganju." Her story is meaningful for a number of reasons that will be reviewed in this paper. Ganju is the CEO of "Room to Read," an organization that seeks to help educate children (through reading and other skills) in order that today's children can grow up with the power to change the world for the better.
omen in the orld: Erin Ganju -- hat are the Important Issues? Ganju begins her video by explaining how "passionate" her parents were -- when she was just a child -- about sharing information with her regarding different cultures. A sense of "wanderlust" was "instilled" in her, Ganju explains. Importantly, Ganju's parents not only took their daughter to many interesting places, but the family read about each place they visited, encouraging both reading…
Deen, Thalif. (2011). UNESCO reveals huge secondary education gap worldwide. One World
South Asia. Retrieved November 12, 2012, from http://southasia.oneworld.net.
Foster, Wayne A., and Miller, Merideth. Development of the Literacy Achievement Gap: A
Longitudinal Study of Kindergarten Through Third Grade. Language, Speech, and Hearing
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…
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
OGANIZATIONAL PHILOSOPHY AT WOK: TECHNOLOGY & ETHICS
Digital and information technology allows for new opportunities for education, including at the professional level. More and more, human resources use technology to assist in the modification and development of company culture. 21st century organizational leadership can be characterized by the realization that a clearly defined and strongly present organizational culture is key to success. Some of the most successful organizations are ones wherein their culture is adaptable and flexible. These same companies understand the importance and value of smooth transition and effective implementation of organizational change as well as promotion of organizational culture. Human esources is a department that is integral in the development and sustainment of the organizational culture. Human esources is additionally a depart that can facilitate organizational change(s). Human esources professionals should take the time to educate themselves and learn the ways in which technology can supplement…
Dewett, T., & Jones, G.R. (2001) The role of information technology in the organization: a review, model, and assessment. Journal of Management, 27, 313 -- 346.
Heracleous, L., & Barrett, M. (2001) Organizational Change as Discourse: Communicative Actions and Deep Structures in the Context of Information Technology Implementation. The Academy of Management Journal, 44(4), 755 -- 778.
Jin, K.G. (2007) Information Technology Professionals' Perceived Organizational Values and Managerial Ethics: An Empirical Study. Journal of Business Ethics, 71(2), 149 -- 159.
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…
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
Organization Culture: An Analysis of Two Articles
Organizational Culture: An Analysis of Two articles
A collective organization approach is one that seeks to empower individual capacity to handle organizational issues at an individual level. In this case, the spirit of independence is vital since it responds to organizational challenges, and thus, maintaining spillovers cooperatively. Based on this approach, it is appropriate to assess the scholarly approach designated to empower organizational culture. Scholarly, such a culture ideally seeks to minimize derivative concerns that are resulted by an improperly dispensed leadership ideology. This analysis will seek to examine the validity of two articles and their interrelationship in terms of concepts. The analysis will prove that an appropriate organization culture is one that fosters a spirit of collectivism.
Summary of the two articles
Stohr et al. (2012) approach towards organizational culture is structurally developed towards affiliating all members in a given organization setting.…
Finkelstein, M.A. (2011). Intrinsic and extrinsic motivation and organizational citizenship behavior: A functional approach to organizational citizenship behavior. Journal of Psychological Issues in Organizational Culture, 2(1), 19-34.
Stohr, Mary K., Hemmens, Craig, Collins, Peter A., Inannacchinone, Brian, Hudson, Marianne, Johnson, Haily. (2012). Assessing the Organizational Culture in a Jail Setting. The Prison Journal, Vol. 92: pp. 358-387
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…
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
The IG decided to apply a uniform approach to all investigation and audit planning so that all independent regional procedures and organization would mirror one another the same way they did anytime they participated in IG-assigned work.
Organizational Problem #2 -- egional Leadership Style and Organizational Culture
The problem in Trenton was resolved by the direct intervention of the egion II IG. Specifically, he identified the problem as being caused by the toxic nature of the rivalry between the two Trenton managers in conjunction with the prevailing custom within the OIGs that audit teams always be assigned to one manager for the long-term. Generally, that is a beneficial arrangement because it promotes long-term relationships between supervisors and subordinates and enhances their efficiency as teams. In this particular case, the IG realized that the prevailing custom leant itself to well to the climate of antagonism and to a competition between the…
Cornell University Law School. (2011). U.S. Code Title V. Inspector General Act of
1978. Accessed 31 Jul 2011 from the CULS Legal Information Institute website http://www.law.cornell.edu/uscode/html/uscode05a/usc_sup_05_5_10_sq2.html
Damp, D.V. (2007). Take Charge of Your Federal Career: A Practical, Action-Oriented
Career Management Workbook for Federal Employees. Reston, VA: FEND, Inc.
organizational structure type from chapter 6 of the class text. The author is also asked to select an organization that uses such a structure. It is to be explained why the structure works, why it does not work and what can be done to improve the structure. The traits of the selected department including the population protected and the resources it has will also be looked at. The New York City police department is very massive and has a huge amount of resources available to it but they must be vigilant and prudent in how they manage those resources.
As noted in the introduction, the selected agency being looked at today is the New York City police department. Also as intimated by the introduction, they enjoy a regimented line structure that is based on chain of command and structure. This department protects the city of New York City,…
Boundless. (2013, November 8). Line Structure. Boundless. Retrieved November 8, 2013, from https://www.boundless.com/business/organizational-structure/models-of-organization-structure/line-structure/
NYCLU. (2013, November 8). Stop and Frisk Practices. New York Civil Liberties Union. Retrieved November 8, 2013, from http://www.nyclu.org/issues/racial-justice/stop-and-frisk-practiceshome.shtml
NYPD. (2013, November 8). NYPD - Official New York City Police Department Web Site. NYPD - Official New York City Police Department Web Site. Retrieved November 8, 2013, from http://www.nyc.gov/html/nypd/html/home/home.shtml
organization can use to help reduce the gender wage gap, which is a complex problem in the modern labor force. The comparison begins with a discussion of the background information regarding this problem and its causes. The importance of reducing the gender wage gap in the workforce to the businesses, workers, and the overall economy is also examined. Following this analysis, the article presents negotiation and flexible work schedules as the two major ways that organizations can use to address the problem. Based on the comparison of these measures, flexible work schedules are recommended as the most appropriate strategy to help deal with the issue.
educing Gender Gap in Pay:
The achievement of stronger and sustainable growth through increasing the productivity of labor and human capital requires equal economic opportunities for men and women. In the past few years, this process has largely been affected by gender wage gap regardless…
Bassett, L 2012, 'Closing the Gender Wage Gap would Create "Huge" Economic Stimulus,
Economists Say,' The Huffington Post, viewed 5 May 2013,
Bennett, J 2012, 'How to Attack the Gender Wage Gap? Speak Up,' The New York Times,
viewed 5 May 2013,
company was formed in 1978 in Atlanta, Georgia by Bernie Marcus and Arthur Blank, and expanded quickly, with sales exceeding a billion dollars annually by 1986. From the moment of its foundation, HD has expanded consistently by concentrating on potent markets like New Orleans that had a mix of new homeowners and younger generation people. Home Depot could grow fast by responding to changes quickly and maintained its success by adhering to the values and culture of the organization.
The consistent updation in work and culture to produce quality products, employees, and clients has helped Home Depot retain its edge and be on the top of the retail building market space. The management of the organization gives a lot of importance to welfare of its employees, encourages spirit of entrepreneurship, due respect to all, and commitment to quality. All stores and merchandize are similar in appearance and functionality. Operational productivity…
Barling, J. (2014). The science of leadership: Lessons from research for organizational leaders.
Bianchi, C.C., & Arnold, S.J. (2004). An institutional perspective on retail internationalization success: Home Depot in Chile. The International Review of Retail, Distribution and Consumer Research, 14(2), 149-169.
Charan, (2006, April 1). Home Depot's Blueprint for Culture Change. Retrieved January 24, 2015, from https://hbr.org/2006/04/home-depots-blueprint-for-culture-change
Dransfield, R. (1998). Human resource management. Oxford: Heinemann.
It is an unfortunate fact that many Supreme Court Judges have proven themselves to be somewhat lacking in ethical conduct, creating a conflict between their office as guardians of justice and fairness and their own interests to promote their own agendas for greater power and wealth. (Cheberenchick, 2013). Although many of the misconduct cases that have recently seen the light are personal in nature, some are also driven by financial and political pressures, as in the case of Alabama. In this state, judges are required to raise large sums of money to compete in judicial campaigns. Significantly, political pressure is also particularly prevalent during judicial campaigns to overrule jury decisions and upholding capital punishment. One might therefore question the entire system for its disproportionate focus on pleasing those with wealth and power rather than upholding justice for those who are most desperately in need. (Cheberenchick, 2013). Clearly, reforms are…
Cheberenchick, K. (2013, Aug. 12). Justice Thomas' Corrupt Record Should Inspire New Code of Ethics. Retrieved from: http://www.neontommy.com/news/2013/08/justice-thomas-corrupt-record-should-inspire-new-code-ethics
Judicial Misconduct Rules (n.d.) United States Court of Appeals for the Fifth Circuit. Retrieved from: http://www.ca5.uscourts.gov/judicialmisconduct.aspx
Justice At Stake. (n.d.) Election vs. Appointment. Retrieved from: http://www.justiceatstake.org/issues/state_court_issues/election-vs.-appointment/
Parlina, I. (2013, Aug. 2013). Graft court faces problems finding judges. Retrieved from: http://www.thejakartapost.com/news/2013/08/29/graft-court-faces-problems-finding-judges.html
Week 1 Discussion
Decision making in large organizations can be difficult to properly grasp because its characterized by numerous issues that emerge within the organization. Quantitative and qualitative decision making processes in public finance are similar in the sense that they are utilized to analyze data relating to budget management and other relevant issues. These processes in turn help in effective decision-making with respect to the desired objectives. However, quantitative decision-making process is based solely on empirical data while qualitative decision-making is based on a more holistic perspective. An example of qualitative observation is police testing of new, less lethal gun technology through consideration of the cost benefit analysis (CBS, 2015). On the contrary, an example of quantitative observation is the big budget cuts by state leaders through consideration of empirical data (News9.com, 2010).
Quantitative decision-making seemingly takes precedence in budgeting and issues affecting criminal justice agencies. Quantitative decision-making provides…
"Change implementation within an organization can…be conceptualized as an exercise in social influence, defined as the alteration or an attitude or behavior by one actor in response to another actor's actions… [and] one important dimension along which they vary is the extent to which they break with existing institutions in a field of activity…" (Battilana, et al., 2012).
hen companies need to make major changes -- do to the emerging trends in the marketplace, new products being produced, or simply because the old ways are not profitable anymore -- how do they go about it and how do they deal with employees' resistance to change? This is one of the most common problems that organizations face, and there are reasonable answers as to why they face those problems. This paper points out the need for change and the resistance to change. There are also solutions to resistance to…
Battilana, J. And Casciaro, T. (2012). Change Agents, Networks, and Institutions: A
Contingency Theory of Organizational Change. Academy of Management Journal, 55(2),
Denning, Steve. (2011). How Do You Change An Organizational Culture? Forbes. Retrieved June 30, 2013, from http://www.forbes.com .
The relevance of understanding group behavior as well as group properties cannot be overstated. This is more so the case for those keen on becoming effective managers and/or members of various groups. Managers who happen to be familiar with group behavior within organizations are more likely to fast track the accomplishment of the various goals and objectives of their respective organizations by amongst other things using groups more effectively.
Nature of Groups and Group Behavior within Organizations
A group according to Griffin and Moorhead (2011, p.240) "is two or more people who interact with one another such that each person influences and is influenced by each other person." It is however important to note that apart from this definition, several other definitions of a group have been proposed by various authors.
Types of Groups
In basic terms, groups can be divided into two. On one hand…
Griffin, R.W. And Moorhead, G. 2011. Organizational Behavior: Managing People and Organizations. 10th ed. Mason, OH: Cengage Learning.
Hellriegel, D. And Slocum, J.W. 2007. Organizational Behavior. 11th ed. Mason, OH: Cengage Learning.
Martin, J. 2005. Organizational Behavior and Management. 3rd ed. Bedford Row, London: Thomson Learning.
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…
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.
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…
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.
Organizational Cultures: Annotated Bibliography and Summary
Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp.
Web. etrieved from: LexisNexis Database. [Accessed on 21 May
This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on the role of the project manager to not only introduce a team to a project, but hone the group's culture in terms of knowledge, communication, and teamwork in order to maximize the team's effectiveness, which is a method that can be utilized in any working environment.
Heeroma, D., Melissen, F., Stierand, M. 2012. "The problem of addressing culture in workplace strategies. Facilities, 30(7-8): pp. 269-277. Web. etrieved from:
LexisNexis Database. [Accessed on 21 May
Tatum, M. 2012. "What is corporate culture." Wise Geek. Web. Retrieved from:
http://www.wisegeek.com/what-is-corporate-culture.htm . [Accessed on 21 May
"Performance Management" and "People Performance"
Performance Management and People
"Performance Management" and "People Performance"
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,…
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.
The seven variables that have been termed as "levers" by the authors all start with the letter 'S'.
Following are the things included in the seven variables:
-Shared values and -Style.
Structure is explained as the skeleton of the organizational chart or an organization. Strategy has been identified by the authors as the path or plan of action that is taken in order to achieve some goals and target over a period of time. Systems are defined as the routine process and procedures that are carried out within the firms. Staff is further divided into the personal categories within the firms (e.g., engineers). The skills refer to the capabilities possessed by the staff that is working within an organization. Style is defined as the way in which the managers behave or act in order to achieve the organizational goals. Shared value variable basically comprises of…
Burke & Litwin. (1992). A Causal Model of Organization Performance and Change', Journal of Management, Vol 18, No 3, pp 523 -- 545.
Katz, D. & Kahn, R.L. (1978). The Social psychology of organizations. (2nd ed.). New York, NY: Wiley.
McLindon, D, McDaniel, K., Smiley, J., Anderson. T. And Moorman, R., (2012). Whole Foods Market Case Study. Retrieved from: http://www.slideserve.com/arleen/whole-foods-market-case-study on May 15, 2013.
Pascale, R.T. & Athos, a.G. (1981). The art of Japanese management: Applications for American executives. New York, NY: Simon & Schuster.
Organizational eframing Program
Four Frames of Organizational eframing
Human esource: -
Structural Contingency Theory
Structural Contingency Theory in Human esource Management:-
Social Network Analysis
Impact of reframing plan and ethical issue's
Impact on the department being reframed:-
Impact of reframing on other departments:-
The study shows an organizational plan of a department. The aim of the study is to emphasize on how the theory of organizational life is applicable with the help of utilization of the action research process.
eframing means to redirect or change the way of thinking and look at things with a complete different mindset. In simple terms reframing is change of plans or basic details of an idea. Looking at events from a complete different mindset helps you to avoid individual biases. It also emphasizes the importance of adjustments and flexibility in the organization. The process of reframing suggests finding out…
Hatch, M.J. (2006), "Organization Theory: Modern, symbolic, and postmodern perspectives." 2nd Ed. Oxford University Press
Kanigel, R. (1997). The One Best Way, Frederick Winslow Taylor and the Enigma of Efficiency. London: Brown and Co
Robbins, Stephen P. (2004) Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall
Fredric M. Jablin, Linda Putnam (2000). The new handbook of organizational communication: advances in theory. p.146
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…
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
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…
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]
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.
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…
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.
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…
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
Organizational Behavior Case Study
esidential care facility's staff plays an important role in the daily lives of residents; unfortunately these facilities are usually faced with organizational obstacles and lack of information that prevents them from taking proper care of residents (Smith, 1998). This organizational behavioral case study is about a residential care facility which is part of a parent company that runs six different residential care facilities. The management of the company observed, this residential care facility facing serious problems. Turnover rate was high, performance was poor and economic losses were high.
In order to diagnose and solve the problem; parent company conducted a culture survey in all of its residential care facilities in which each member was bound to participate. The results were satisfactory for all residential care facilities except this care facility which showed totally negative results.
Looking at this serious situation; management hired a new…
Atchison, J. (1998). Perceived job satisfaction factors of nursing assistants employed in Midwest Nursing
Homes. Geriatric Nursing.
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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…
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.
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…
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
The organizational climate is a friendly one, albeit a traditional one. Supervisors treat their employees with respect, parties are held regularly, and when managers like Levine initiate new projects their ideas are treated as valuable to the organization. Coworkers are friends and sometimes socialize outside of work.
In spite of the warmth of the overall environment, leadership is somewhat lacking at Brockton Oval Enterprises. Managers like Levine are rewarded for their commitment and contribution, especially as productivity levels are maintained. The problem, according to Levine, is that senior leaders rarely implement the ideas that are brought up by the younger members. Newcomers are welcomed warmly but are expected to conform to company traditions and standards. Thus, senior management listens with respect but do not follow through. This has not caused interpersonal conflicts but has prevented the company from growing as fast as it could have during this time.
Organizations Environment Each perspective examines organizations perceived relationships environment differently. Describe differences. What enacted features organization's (U.S. Postal Service) environment ways features displayed perceived consistent perspectives? Text: Organization Theory by Mary Jo Hatch.
Each perspective examines organizations and their perceived relationships to the environment differently. For this discussion, describe these differences.
Contingency theory stresses the fact that an organization's decision-making processes are in constant dialogue with the environment. An organization's policies are always contingent upon its particular market situation. This theory of organizational behavior stresses the situational nature of decision-making on the part of organizations. An organization in a 'mature' or perfectly competitive market environment with an established demand for its product will need to make different decisions regarding pricing and marketing than an organization with clear market dominance and a near monopoly. Complexity of the individual organization and rate of change of the external environment will determine…
Hatch, Mary Jo. (2006). Organization theory. New York: Oxford University Press.
US Postal Service: Vision 2013. (2008). Five-year strategic plan. U.S. Postal Service.
The second activity that is given most priority is marketing. The company accepts that marketing is required to boost sales as well as increase brand recognition and maintain brand awareness Pham-Gia, 2009()
In terms of attention to details, Starbucks pays huge attention to detail to make sure no relevant details are left behind when making an important decision. In terms of innovation, the company has a high degree of innovation. This can be seen in the My Starbucks Ideas website which is used to collect feedback and innovative ideas from their customers which helps them achieve new innovations.
Starbucks has a high degree of stability and the company values its stability. The company always makes sure to keep healthy cash reserves for harder economic times. Starbucks as a company is highly aggressive in addressing issues concerning the company.
Starbucks falls in the category of the academy culture. This is…
Pham-Gia, K. (2009). Marketing Strategy of 'Starbucks Coffe'. Munchen GRIN Verlag GmbH.
Schein, E.H. (1985). Organizational Culture and Leadership: A Dynamic View. San Francisco, CA: John Wiley & Sons, Incorporated.
Organizational Motivation Leadership
Effective and positive leadership is a basic foundation for any administrative institution to yield good results and therefore cause a great impact.
In this study we base our focus on a critical organization which is the infant daycare.
Infant daycare organization
Infant daycare centers are organizations that focus on the welfare of the child by providing care while the parent goes to work or gets engaged in other activities that may not allow the mother of father to be around the child during the day. The state requires that such organizations meet certain standards of safety, health and that the staff should have proper training. These institutions are normally equipped with fun toys and learning materials with the qualified caregivers trying as much as they can to make the life of infants as comfortable as possible. With the many challenges that infants face including having to master…
Bob Whipple, (2012). Leaders Creating Meaning. Retrieved April 4, 2012 from http://leadergrow.com/articles/105-leaders-create-meaning
CEO Flow, (2008). CEO Flow, (2008). The Four Rewards of Intrinsic Motivation. Retrieved April 4, 2012 http://www.ceoflow.com/2008/08/the-four-rewards-of-intrinsic-motivation/
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Intermountain was started as a small healthcare nonprofit organization, situated in Salt Lake City. With its well-crafted mission, a clearly stated vision, patient's oriented philosophy and a strategy to manage the organization effectively; it was soon able to manage over 32,000 employees. Helping the acute healthcare needs of Southeastern Idaho and Utah's residents, Intermountain's well-managed system of about 23 hospitals, clinics, physicians and health strategies; deliver clinically exceptional medical care and at an affordable rate.
Intermountain health care has a properly drafted and well-communicated mission. Intermountain understands that a mission lays the basis of an organization and is a pre-requisite for its ultimate success. It explains the reason of an organization and identifies the type of business that it intends to engage in. Understanding these basic requirements, Intermountain has setup a mission which promises:
"Excellence in the provision of healthcare services to communities in the Intermountain…
Business, E. o. (2012). MISSION AND VISION STATEMENTS. Retrieved from http://www.referenceforbusiness.com/management/Mar-No/Mission-and-Vision-Statements.html#b
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Healthcare, I. (2012). Strategic Partnerships. Retrieved from http://intermountainhealthcare.org/about/overview/Pages/partnerships.aspx
Healthcare, I. (2012). Vision and Mission. Retrieved from http://intermountainhealthcare.org/about/overview/pages/mission.aspx
The strategy allowed better communications between the hotels and their culturally diverse customers.
Communication is the key to any success, but even more so to a business triumph. The process is understood as the mechanism by which people exchange information. This is pivotal within any economic entity in order to transmit the most adequate data at the required time. Additionally, it is compulsory that the information transmitted be accurate and reliable and as such able to support the decision making process.
d. Business Ethics
As mentioned in the introductory part, the role of business ethics has significantly grown throughout the past decades. The concept is generically defined as the set of norms and regulations which help the individual make the right decision in a context of raised morality issues. Business ethics refers to all types of relationships and actions undergone by the company and it is obvious at…
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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…
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).
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…
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.
Organization Information Subsystems
Information subsystem can generally be referred to as the process by which data is gathered, interpreted, and availed to the general employee fraternity via a recognizable distribution channel. The data can range from cost projections for an organization, internal quality assessment reports or end year accounting results most companies will rely upon nowledge for proper planning, good decision maing and general control.
Definition of terms/Differences in the concepts
In the process of information dissemination, there are core concepts that must be looed into; these include data, information, nowledge and nowledge management (KM). These are terms or concepts that are related in great extent and the differences that emerge are very minimal. The differences can be seen in the definitions as below
Data; is referred to as "a collection of facts from which conclusion may be drawn" (Word Net, 2011). It is the article or piece of…
knowledge management projects
KM is on greater demand and importance in the American society now than there before. This follows the fact that the greater population of the baby boomers is headed for retirement if not already retired. This may mean they may exit with their knowledge if it is not tapped from them early enough (Levinson, M., 2010).
This means that good KM will help retain the insights and
The company that is today FedEx Office was once Kinko's. Kinko's was a successful chain of office services stores. Prior to the takeover by FedEx, Kinko's was known for a casual corporate culture and decentralized organizational structure. By the late 1990s, Kinko's consisted of 128 different joint ventures, small companies and partnerships, but had not franchised its operations. A restructuring during that period streamlined the structure, resulting in a Kinko's that was a singular corporate entity (Quittner, 1998). The company went public and eventually faced another restructuring when it was acquired by FedEx in 2003. At this point, the company was no longer independent, but part of a larger organization. Culture clashes began almost immediately and over the coming years the Kinko's organization would face restructuring and a shift in the organizational culture to integrate it into FedEx.
Before and After the Change
Before the change, Kinko's was…
Bachrach, A. (2009). 6 management strategies for organizational change success. eZine Retrieved October 11, 2011 from http://ezinearticles.com/?6-Management-Strategies-For-Organizational-Change-Success&id=2472621
Deutsch, C. (2007). Paper jam at FedEx Kinko's. New York Times. Retrieved October 11, 2011 from http://www.nytimes.com/2007/05/05/business/05kinkos.html?_r=1&oref=slogin
PR Log. (2010). What happened to Kinko's? PR Log. Retrieved October 11, 2011 from http://www.prlog.org/10835819-what-happened-to-kinkos.html
Quittner, J. (1998). Why Paul Orfalea didn't franchise Kinko's. Business Week. Retrieved October 11, 2011 from http://www.businessweek.com/smallbiz/news/date/9809/e980923.htm
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…
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
It might be acknowledged that politics are good at times, but for the company, it is more important to create a sound system of management that would be more in touch with the needs and requirements of employees. The short-term goal would therefore be to determine these needs and goals by means of a number of interviews. Employees will be encouraged to voice their concerns and needs, as well as to provide input for the improvement of the company as a whole. In both the short- and long-term, the most important factor to install would be a sound basis of communication among employers, employees, and everybody in the company. Only by communicating effectively within its internal environment can the company begin to prioritize and reach its goals effectively.
Shuceta's motivation for taking the job might be explained by the incentive theory of motivation (Cherry, 2012), which holds that a person…
Schermerhorn, J.R. (2011). Management and organization behavior. (1 ed.). Danvers, MA: John Wiley & Sons, Inc.
McNabb, D.E. (2007). Knowledge management in the public sector. Armonk, New York: M.E.Sharpe.
Miner, J.B. (2005). Organizational behavior one, essential theories of motivation and leadership. New York: ME Sharpe Inc.
(January 9, 2012 Monday ). MARCHING WITH MOTIVATION. Heal India, Retrieved from http://www.lexisnexis.com.library.gcu.edu:2048/hottopics/lnacademic
Terminology and Concepts
American companies have suffered in recent years. In their efforts to reduce cost, restructuring and downsizing have affected almost every organization either directly or indirectly. These attempts to 'right the ship' so to speak will cause problems for these organizations in the terms of their ability to perform in the long-term. Organizational behavior has been cast aside in too many areas which entails that these companies have shown poor leadership by trying to capitalize on technological breakthroughs as opposed to building the human resource aspects of their businesses. This paper is a summary of some organizational behavior concepts and terminologies that are affected by the quest for profits. Through readings, articles, and my personal experiences, I have summarized what I feel can be construed as organizational behavior, culture, diversity, communication, effectiveness, efficiency and learning. I have been blessed by the fact that I hold a…
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
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.
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…
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…
Joe Salatino (evision)
Joe Salatino, president of Great Northern American case study
Joe Salatino is known as the Northern American President due to his determination and effort in maintaining high standards, in regards to his profession as a sales person. Joe was capable of hiring many employees in his organization, and used motivation as the major tool in helping his employees. The employees specialized in supplying general stationery and other appliances, to realize their objectives of maximizing production.
Attribution and Perception
Customers, according to Joe, are normal human beings. Human being has always been anxious and observant with the manner in which others behave, and relate it to how they behave themselves. There has always been a persistent urge to know differentiated reasons behind certain behavioral characteristics. If the attribution theory is used, it guides to explain how to get to know the causes of behavior,…
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Nelson, D.L. & Campbell, Q.J. (2007) Understanding Organizational Behavior: New York, Cengage Learning EMEA.
Organizational Approaches to Managing Ethics
Managing ethics in the workplace is a moral necessity as well as a practical one. Without formal management of ethics in the work environment, an organization puts itself on the path of increased risks of sorts. As time passes, and particularly in the 21st century, a great deal of attention to the management of ethics in the workplace is paid by professionals in a wide variety of industries. Whereas ethics used to be considered in the realm of philosophers, theologians, academics, and social workers, professionals in all industries see the practicality and again, necessity of the management of ethics of the workplace.
There are many benefits to ethics in the workplace that often save an organization time, money, and other valuable resources. Ethical programs in the workplace can often promote teamwork and productivity. (McNamara, 2012) Ethical management in the workplace often falls under…
McNamara, MBA, PhD, C. (2012). Complete Guide to Ethics Management: An Ethics Toolkit for Managers. Free Management Library, Web, Available from: http://managementhelp.org/freebusinesstraining/ethics.htm . 2012 November 04.
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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…
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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…
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.
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…
" (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…
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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…
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At the intersection between the executive and upper managerial levels, effective communication is equally important to implement executive decisions, as it is at the middle management and operational levels where most executive decisions with respect to strategic visions of organizational redesign must be executed to accomplish organizational goals (Maxwell, 2007).
My Contribution to Organizational edesign
I have worked hard to improve my knowledge base and other aspects of technical skill in my intended profession, and I also make a specific effort to manage details efficiently in every aspect of my life, both personally and professionally. However, in terms of my contribution to organizational redesign, my communications skills would be most valuable. I have been practicing my active listening skills as well as my ability to communicate in different business settings in the manner most conducive to the accurate transmission of ideas to others. In my experience, my communications skills have…
George, J.M. And Jones G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Locker, K.O. (2006). Business and Administrative Communication. Boston: McGraw-
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.
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…
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…
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 .
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.
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.…
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.
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…
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
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…
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)
Instead, they must be focused on different strategies that they can use to: help the company increase their bottom line and address the growing list of social causes. The only way that this can be accomplished is to: ensure that you understand what kinds of factors could be influencing the individual and making certain that you are communicating ideas that will help to improve motivation. Once this occurs, it will allow the company to maintain its lead, while making sure that no one is becoming complacent.
This solution is better than the individual alternatives, because we are using both to understand and improve motivation. As, we are focused on using the two together to: build the levels of enthusiasm within the organization. The management principal that is being used to achieve these objectives is: McGregor's Theory Y This is when you are helping to motivate and provide individuals deeper meanings…
Fisk, G. (2010). I Want it All and I Want it Now. Human Resource Management Review, 20 (2), 102 -- 114.
Cohen, D. (1993). Creating and Maintaining Ethical Work Climates. Business Ethics Quarterly, 3 (4), 343- 358.
Serkerka, L. (2009). Facing Ethical Challenges in the Workplace. Journal of Business Ethics, 89 (4), 565- 579.
Organizational Behavior. (n.d.).
In other words, the emphasis is on effective leadership and increased revenue for the company as a whole, which ultimately benefit individual managers as well.
Like cross-functional teams, self-managed teams also need specific models to ensure success, not least because of the collective leadership these teams display. The potential for conflict and misunderstanding could result in ineffective group work. To mitigate this, Silverman and Propst (n.d.) proposes a specific model according to which such teams can function optimally. There are various roles inherent in the model that is suggested. These roles include: 1) upholding organizational and personal values and principles; 2) accomplishing the work assigned to the team; 3) organizing the work environment; 4) managing work processes; 5) participating in organization-wide systems; 6) participating in organization-wide strategies; and 7) managing team processes.
The model therefore indicates that some leadership and management are essential in helping the team to achieve its…
Armstrong, R.V. (2005). Requirements of a Self-Managed Team Leader. Leader Values. Retrieved from: http://www.leader-values.com/Content/detail.asp?ContentDetailID=1004
Merritt, E.A. And Reynolds, D.E. (n.d.) The Effect of Self-Managing Teams on Manager Commitment and Organizational Tenure in Private Clubs. Retrieved from:
Myshko, D. (2006, Sep.) Cross-Functional Teams: Models of Success. PharmaVoice. Retrieved from: http://www.skila.com/Downloads/Cross%20Functional%20Teams.pdf
Pragmatic Marketing (2011). Enabling Cross-Functional Teams: A Leadership Role for Product Managers. Retrieved from: http://www.pragmaticmarketing.com/publications/topics/09/enabling-cross-functional-teams-a-leadership-role-for-product-managers
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…
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.
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…