...Chapter 2 Organizational behavior Perception and Personality DEFINING ORGANIZATIONAL BEHAVIOR Organizational behavior (often abbreviated as OB) is a field of study that investigates how individuals, groups, and structure affect and is affected by behavior within organizations. Behavior refers to what people do in the organization, how they perform, and what their attitudes are. Because the organizations studied are often business organizations, OB is frequently applied to address workplace issues such as absenteeism, turnover, productivity, motivation, working in groups, and job satisfaction. Managers often apply the knowledge gained from OB research to help them manage their organizations more effectively. What is organizational behavior? organizational behavior A field of study that investigates the impact of individuals, groups, and structure on behavior within organizations; the aim is to apply such knowledge toward improving organizational effectiveness .OB is for everyone It may seem natural to think that the study of OB is for leaders and managers of organizations. After all, they often set the agenda for everyone else. However, OB is for everyone. For instance, many employees have informal leadership roles. They are often expected to move beyond simply providing labor to playing a more proactive role in achieving organizational success. As well, managers are increasingly asking employees to share in their decision-making processes rather...
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...Question 1: Describe Carlos Ghosn using the “Big Five” dimensions of personality Extraversion Ghosn is a very outgoing and energetic person. His behavior makes people around him feel comfortable and good about themselves. He knows how to communicate efficiently with every level of the company. “ Ghosn was noted for the clarity of his vision and ability to communicate throughout the organization.” Moreover, Ghosn has no problem addressing everyone in the company in a regular basis unlike the Japanese traditional management where worker had limited communication with management. “This was the first time in the company’s history that the president spoke directly to everyone in the organization. He addresses the entire company in a regular basis. Everywhere he goes he makes a point to talk to employees at all levels.” We can also see that he is a very energetic person going everywhere he can to get information from everyone. It is obvious that Ghosn seek simulation throughout the employees. “ He first goes to the people who come in contact with the customers everyday…He listens to them intently. He asks a lot of questions.” From this we can conclude that Ghosn is an extraverted person. Agreeableness One of Ghosn’s apparent traits of personality is agreeableness. Wherever he goes, he has this ability to relate to people and somehow connect to them. “They can tell he is ...
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...OL500: Final Project Milestone # 3 Bank of America tries to charge debit card fees Introduction: The main purpose of the case study is to demonstrate organizational studies, organizational theories, and organizational behavior of Bank of America trying to charge $5 debit card fees. The case study will implant the systematic study and careful application of knowledge about how people –as individuals and as group will act upon this issue. Moreover, we will encompass the study of organization from multiple viewpoints, levels of analysis and methods may be used to resolve it through prediction and explanation of some hypothesis. Company profile: Bank of America was first opened on July 5, 1784 under the name of its earliest predecessor, the Massachusetts Bank (Bank of America). As the second of the original three banks in the late eighteenth century United States, Bank of America is the country's most extensive bank, with 6100 locations covering over thirty states coast to coast (Hoovers Online). Bank of America specializes in most banking services including checking and savings accounts, credit cards, loans, investment banking and brokerage, asset management, loans, line of credits, retirement accounts, roths, and mortgages. With such excellent customer service, Bank of America has a very large customer base consisting of all different logistics of people. The Company Organizational Structure: Organizational structure is a concept in the field of Organizational studies...
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...grouped under three main categories of ““About Me”, “Working with Others”, and “Life in Organizations”. Firstly the assignment gives and opening to what self- assessment is. Second it dives deep to discuss the three areas mentioned above in detail. The assignment is given life by charts and figures created by the author to showcase the scores obtained in the self-assessment library. Lastly a two page description is given on what steps needs to be taken in order to arrive at the desirable state, followed by a conclusion which wraps up the discussion. * Self-Assessment It is said that a person’s perception of his abilities have consequences for his actions. If Shakespeare had a low self-belief, nobody would have come to know Macbeth. According to Ehrlinger and Dunning, as cited by Martinez and Swank (2003) one possible reason why women avoid career in science is that they underestimate their scientific reasoning ability. What is Self – Assessment? Self-Assessment acts as a powerful mechanism which allows an individual to look at their own performance, form conclusions about performance levels and act on those to create a development plan. Before any individual or organization try to develop a plan for performance improvement, it is first critical to draw a picture of the current performance. A self-evaluation can be used on its own to identify opportunities for improvement, or can be combined with the feedback of others to create a more rounded view of performance (Braskamp...
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...February 12, 2016 Managerial Promotions Formula & The HRM Model The article that is the basis for this assignment, provides a framework to analyze the different aspects that managers and other executives use to promote employees in an organization. From this author’s understanding, this article for this assignment was written to dispel “disconnects [that] occur in part due to differing view of why one was promoted and other were not.” (Service 2008). This article also proffered a revised formula consisting of 30 factors that, though not dispositive when taken individually, with a totality of the factors, can determine why someone is and is not hired. This article and its authors, also present the idea that the 30 factors, moderates, and other dependent variables can be used in conjunction with the HRM Model in order to produce the best work environment and promoting structure possible. Some of the 30 factors presented by this article are: hygiene factors, mindsets, past job performance, having an influential mentor or sponsor, etc., that are considered independent variables (IV) that are essential to a promotion. In addition to the 30 independent variables, they are moderated by things such as industry, timing, level of position, and location-culture-internal and external. When a manager or person in charge of considering a promotion, by applying the “promotions as a function of formula” principles, both the person being considered and the one considering can put...
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...different aspects of diversity, it would be challenging for organization to cope and foresee problematic issues that can arise from, based on their assumption of predictability and understandability of the problems, and finding the right solution to respond to the situations. The content will be based on 3 key discussion points supported with references – why understanding surface and deep level diversity is a good practice for manager, why is it important to manage for diversity in Singapore, and lastly the distinct characteristics of Singaporean employees that need to factor, compared to other expatriates. Workforce Diversity Workforce diversity refers to practices or policies that seek to include people who are identified as heterogeneous or different. Workforce diversity has already been here and continues to be an essential concern for business success. The 2 levels of diversities; surface-level and deep-level diversity would be explored further in the essay. Surface level diversity To understand why diversity is a good practice for manager, we need to distinguish the 2 different types of diversity. Surface level diversity refers to characteristics that are observable or readily detectable attributes such as race, gender, or physical disability (Mor Barak, 2011). It’s a human nature to judge someone on his or her first impression, and harbour prejudices, stereotypes whose diversity characteristic is different from you. As team members continue to interact over time...
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...software because it was new, it was much more efficient than the previous one. The previous software required the vehicle information (year, make, model, series, motor, and other options) to be manually entered to reach the assessed value. The new software was much more efficient as it automatically put in the information based on the vehicle VIN. For Chip, this switch was a "no brainer." The new software is on the state approved vendor list, and allows his employees to be more efficient because information is entered faster, and there is less chance for error since the information is decoded by the VIN. This is a benefit to the public, as their property is more accurately assessed. 4. Motivation may be defined as the...
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...leadership are similar. Good managers are not always good leaders. Managers usually can perform their management responsibilities successfully but not show that they are great leaders as well. To be able to lead effectively will allow a successful to stand out from the average ones. A manager deals with the everyday tasks of the organization such as planning, organizing, and controlling but when you are a great leader you are able to make effective changes within the workplace. Leading involves setting an example, direction and also creating a visual of the goals that must be met. Management involves organizing the structure of the company, hiring good people to complete the work, and also monitoring events and activities. Leadership keeps employees motivated to overcome obstacles and focus on building the organization towards its potential future. The typical manager tends to focus on the daily activities and short-term profits. They usually do things as they come along. This is fine if your goal is just to manage, but if you are looking advance and reach long-term goals then you must focus on being a leader to your subordinates. (Bateman) To be a great leader and manager you cannot have one without the other. Managers must perform their tasks or else the organization can become ineffective and unorganized. Leadership on the other hand involves special processes that are distinguishable from basic management processes. Therefore, if one manager can master both roles effectively...
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...likely to cause more problems than it solves though it is necessary to differentiate between Managers and Leaders. While every leader may not be a manager, every manager should be a leader. A manager who lacks effective leadership traits will drive a business into the ground faster than we can all imagine. In this assignment, the writer is going to give Scholarly definition of a manager and that of a leader and differentiate between managers and leaders and a conclusion will be reached at the end of this paper. Majchrzak and Rosen (2007) define a leader as “someone responsible for articulating a vision for the team, communicating the vision with passion, setting an execution plan so the vision can be accomplished, forming coalitions of believers, aligning others behind the vision and shaping a team culture by articulating operational values”. Locander et al (2007) define leadership as “the visible manifestation of an organization’s project’s success or failure. Therefore he or she must engage the followers to believe in and achieve desired outcome”. Armstrong (2008) describes leadership as “a process that focuses mostly on developing, communicating and motivating” while Mullins (2007 describes leadership as “a relationship through which one person influences the behavior or action of other people”. Bennis (1989) defines a Manager as” a person responsible for planning, budgeting, structuring jobs, staffing jobs, measuring performance and problem solving which helps an organization...
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...Organizational Behavior June 8, 2008 Organizations today have to be more productive and in order for that management has been dedicated in achieving this goal. Different strategies can be used, however for us, it was decided that selecting different employees with different qualifications would to form a team, would be the best route. We want to engage our employees in the everyday decision making and change to drive performance. Our team had to be formed by five staff members, and their responsibilities would be determined by the role in that team. The team consists of: Assessor + Adviser (offers insightful analysis of options and encourages the search for more information), Creator (Initiates creative ideas),, Controller + Organizer (examines details and enforces rules and provides structure), Promoter + Maintainer (Champions ideas after they are initiated and fights external battles), and Linker + Producer (Coordinates and integrates, provides direction and follow-through). Having to choose the best fit for each role was not an easy task. The decision was based on personalities and previous job experiences. Marcell was the best fit for the A+A role he had been a project manager for Ford’s Jaguar finance dept. and even thou he does not have the knowledge yet on auto design however he has excellent project management skill, and comments from his coworkers saying that he has helped them in keeping them on track has been determinate for this role. Amrita will be the creator...
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...inspiring people to attain the vision. Great leader keep people focused on moving the organization toward its ideal future, motivating them to overcome whatever obstacles lie in the way” ( Bateman,1). Managers are people who tell their employees what to do because they were told to do so by their managers. Managers are paid to do tell others what to do and how to do things. Managers have their position because of their degree or because they showed the interest in knowing how to manage a department or the organization. Where leaders are people who motivate others to do better and follow the leader’s moves in order to do better. Leaders have a great and unique personality that people love and that is what makes other people follow them and respect them. Manager’s roles: • Supervise and manage the overall performance of staff in the department • Analyzing, reporting, giving recommendations and developing strategies on how to improve quality and quantity. • Achieve business and organization goals, visions and objectives. • Involved in employee selection, career development, succession planning and periodic training. • Working out compensations and rewards. • Identifying problems, creating choices and providing alternatives courses of actions. Mangers need to have interpersonal relationship skills, which mean that managers need to listen to the employees on what they have to say. They need to respect personal values, opinions...
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...MGT115 – Management and Organization Tutorial 1 – Answers 1.1. Who are Managers? a) Explain how managers differ from non-managerial employees? A – Managers differ from non-managerial employees in the sense that they are responsible for coordinating and overseeing the work of their subordinates (who maybe non-managerial or managerial) so as to ensure the organizational goals are met. Non-managerial employees however are only responsible for the task(s) assigned to them. b) Describe how to classify managers in organizations. A – Managers can be classified in to * First-line managers: - Individuals who manage the work of non-managerial employees * Middle managers: - Individuals who manage the work of first-line managers * Top Managers: - Individuals who are responsible for making organization-wide decisions and establishing plans and goals that affect the entire organization. 1.2. What is Management? a) Define management. A – Coordinating and overseeing the work activities of others so that their activities are completed efficiently and effectively. b) Explain why efficiency and effectiveness are important to management. A – Because both efficiency (getting the most output for the least inputs) and effectiveness (attaining organizational goals) are important to ensure that there is low resource waste and high goal attainment. 1.3. What do managers do? a) Describe the four functions of management. A – The four functions...
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...an effective leader, how does an effective leader change the mind set of not only their employees, but their peers? In this paper I will discuss on how an effective leader, the influence of change, from one or a group of individuals, with strategic planning, communication of new policies, with a clear objective’s that will lead a company into the level of growth and sustainability. What does it take to be an effective leader in today’s world? This is done through organized training, communication, observation, and self development. Leadership is built on having a vision, strong values, and purpose, which is focus. Leaders take initiative to get things done, and to do the right thing (Zalabak, 2009). They do not wait on someone to tell them to do something; they take responsibility for there choices. Leaders are passionate and committed to a purpose or a goal. Leaders motivate their teams, through strong coaching and continue development. And finally a great leader inspires, building a strong team. An effective leader supports the relationship between a person who wants to learn, to develop his/her knowledge and who chooses to be helped and a coach who can provide the support for his/her development, CFC Consulting Group, (2003) In today changing environment, utilizing idea’s of those around you sharing thoughts that are part of the overall accomplishment. When a leader coaches others, by helping them realize there value, that their contributions help the team achieve there goal;...
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...definition. A manager does not necessarily make a good manager. Management is defined as those individuals in an organization that have the authority and the responsibility to manage the organization through the control of production processes and ensuring that they operate efficiently and effectively. Leadership is defined as the skills and ability to set future goals in accordance with the organizational goals and to communicate those goals to other employees in such a way that they voluntarily and harmoniously work together to accomplish those goals for the benefit of the organization. In this paper I will differentiate between management and leadership? Any organization needs to be managed, even a one-person company has to be managed. A manager has four key responsibilities: 1) planning, 2) organizing, 3) leading, and 4) controlling. Management can also be defined as the function that determines how the organization's human, financial, physical, informational, and technical resources are arranged and coordinated to perform tasks towards achievement of strategic goals. Leadership implies that the manager has fundamental knowledge about critical processes. A leader is focused on ensuring the creation of strategies, systems, and methods for achieving excellence and building knowledge and capabilities. Leaders are focused more on creating an enthusiastic work environment for all of a company's employees. In other words leadership is to help people do a...
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...- I Report prepared by Abhishek Shah Roll No. 2 Under Guidance of Dr. Hardik Shah 2 Contents 1. MBTI Basics 1.1. Short Guide to Development and Use of MBTI 1.2. Applications of MBTI for Everyday life: 2. Literature & Findings of MBTI A. Achieving Optimum Communication and Group performance B. Understanding your client C. Creating a new culture D. Emotional Marketing E. Reflective thinking for decision making F. Decision Making G. Forward Thinking H. Split Personality I. Selecting Majors J. Influence on Interviewer reactions K. Leadership traits in Project Management 3. Learning and Implications 3.1. Learning 3.2. Application Based on Past Experience 3.3. Theoretical & Practical Implication Sources and References 3 “Whatever the circumstances of your life, the understanding of type can make your perceptions clearer, your judgments sounder, and your life closer to your heart’s desire.” --ISABEL BRIGGS MYERS [1] MBTI Basics: The purpose of the Myers-Briggs Type Indicator personality inventory is to make the theory of psychological types described by C.G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment. [1.1.] A Short Guide to the Development and Use of MBTI: Below is a short guide to identify your type; ask yourself Favorite...
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