...For Leadership and Organizational Behavior Instructor Dr. Howard Noor (MGMT 592) DeVry University, Keller Graduate School of Management June 5, 2013 Scholarly Resources: 1. Job design: A social network perspective. By: Kilduff, Martin; Brass, Daniel J. Journal of Organizational Behavior. Feb2010, Vol. 31 Issue 2/3, p309-318. 10p 2. Positive Job Response and Ethical Job Performance. By: Valentine, Sean; Varca, Philip; Godkin, Lynn; Barnett, Tim. Journal of Business Ethics. Jan2010, Vol. 91 Issue 2, p195-206. 12p. 2 Diagrams, 2 Charts. DOI: 10.1007/s10551-009-0077-1. 3. Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy. By: Kim, Tae-Yeol; Cable, Daniel M.; Kim, Sang-Pyo; Wang, Jie. Journal of Organizational Behavior. Oct2009, Vol. 30 Issue 7, p983-1000. 18p. 1 Diagram, 3 Charts, 3 Graphs. 4. High-quality relationships, psychological safety, and learning from failures in work organizations. By: Carmeli, Abraham; Gittell, Jody Hoffer. Journal of Organizational Behavior. Aug2009, Vol. 30 Issue 6, p709-729. 21p. 3 Diagrams, 4 Charts. 5. Does Reputation Contribute to Reducing Organizational Errors? A Learning Approach. By: Rhee, Mooweon. Journal of Management Studies. Jun2009, Vol. 46 Issue 4, p676-703. 28p. 3 Charts, 2 Graphs. DOI: 10.1111/j.1467-6486.2009.00830.x. 6. An integrative model of managerial perceptions of employee commitment: antecedents and influences on employee treatment...
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...CHAPTER 1 THE PROBLEM AND ITS BACKGROUND Introduction "... Every single one of you has something that you're good at. Every single one of you has something to offer. And you have a responsibility to yourself to discover what that is. That's the opportunity an education can provide."- US President Barack Obama Education is a fundamental need of an individual to cope with life. And it is a basic but a very important matter that each and everyone should have. Education makes a man complete. In addition, the education is the principle means by which society carries out its national objective. And its purpose is to foster the development of each individual so that he may achieve the most satisfying life of which he is capable (Mcneil 1998). Education changes an individual. Having knowledge, an individual will have the courage to do anything. Education is the main factor to mold individuals to become what they want. It is true that schools are the primary source in having a formal education. But, not everyone can attend school due to different reasons. There are unfortunate children that could not afford to go to school not only because they are poor, but there are also other reasons that they consider in going to school. In 2009, Sallie Mae discovered that 84% of college students indicated they need a big amount of money for their education. In addition to that, Noel Levitz (2009) reported and concluded that only 46.4% of...
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...A Research Project Report On ATTRITION MANAGEMENT Submitted in partial fulfillment for the requirement of the MBA Degree awarded by Bangalore University Submitted by Ponnappa I.S 04XQCM6064 Under the guidance of Praveen Kamat Professor M.P.Birla Institute of Management M.P.Birla Institute of Management Race course road Bangalore-1 INDIA 1 DECLARATION I hereby declare that this dissertation entitled ‘ATTRITON MANAGEMENT’ is the result of project work undertaken by me under the guidance and supervision of Mr. Praveen Kamat, Professor, M.P.Birla Institute of Management, Bangalore. I also declare that this dissertation has not been submitted to any other University/Institution for the award of any Degree. (Ponnappa I.S) 2 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under the guidance and supervision of Mr. Praveen Kamat, Professor, MPBIM, Bangalore. (Dr. N.S. Malavalli) Principal MPBIM, Bangalore 3 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under my guidance and supervision (Mr. Praveen Kamat) Professor, M.P.B.I.M Bangalore 4 Acknowledgement The satisfaction that accompanies the successful completion of any task would be incomplete without the mention of the people who made...
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...My Review Organization: - A collection of people who work together and coordinate their actions to achieve a wide Varity of goals. Organizational Behavior:- Is the study of factors that have an impact on how people and group act, think, feels and respond to work and origination, and how organization respond to their environments. 3 levels of analysis of OB:- 1- Organizational level 2- Group level 3- Individual level. Role: - Is a set of behaviors or tasks a person is expected to perform because of the position she or he holds in a group or organization. Management:- IS the process of planning, organizing, leading, and controlling an organization’s human, financial and material resources to increase its effectiveness Personality: - Is the pattern of relatively enduring ways that person feels thinks and behaves. Attraction: - Individuals with similar personalities tend to be attracted to an organization. Selection: - Hired by the organization Attrition: - Individual with other types of personalities tends to leave the organization. The big five personality’s traits:- 1- Extraversion: - (they are the positive people and so social) personality trait that predisposes individuals to experience positive emotional states and feel good about themselves and the world around them. 2- Neuroticism: - (Negative affectively) personality trait that reflects people’s tendency to experience negative emotional states, feel distressed and generally view themselves...
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...MBA PROJECT TITLES Check out this comprehensive collection of MBA project titles at a2zmba.com. Learn how to do your project better and easily...MBA Projects made easy.. Get help for your MBA project from a2zmba users here. Post your project related queries here.. 1. Product strategies of private life insurance companies 2. A study on "why companies should go for outsourcing" 3. Effectiveness of advertising on real estate sector 4. Study on consumer expectations and perceptions towards consumer loans 5. Workers attrition rate at hotel industry is increasing. Study regarding this issue 6. Attrition rates at different sectors 7. Effectiveness and scope of employee referrals in the process of talent sourcing 8. Study of training needs across different industries 9. Study on creation of luxury brand 10. Strategies used to build successful Internet based customer services 11. Measuring the effectiveness of retail banking of a nationalised bank compared to a MNC 12. Conspicuous consumption 13. Study of awareness and acceptibility of UPVC windows and door systems 14. Opportunities of Financing the NANO's in Bangalore 15. Changing trends in FMCG industry in India 16. A study of best HR practices in service industry 17. Fundamental analysis of Indian telecom companies 18. Study of consumer behaviour in automobile industry 19. customer buying behaviour towards insurance products 20. Promotion strategies followed in Insurance sector 21. Study on changing consumer preference...
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...1. Product strategies of private life insurance companies 2. A study on “why companies should go for outsourcing” 3. Effectiveness of advertising on real estate sector 4. Study on consumer expectations and perceptions towards consumer loans 5. Workers attrition rate at hotel industry is increasing. Study regarding this issue 6. Attrition rates at different sectors 7. Effectiveness and scope of employee referrals in the process of talent sourcing 8. Study of training needs across different industries 9. Study on creation of luxury brand 10. Strategies used to build successful Internet based customer services 11. Measuring the effectiveness of retail banking of a nationalised bank compared to a MNC 12. Conspicuous consumption 13. Study of awareness and acceptibility of UPVC windows and door systems 14. Opportunities of Financing the NANO’s in Bangalore 15. Changing trends in FMCG industry in India 16. A study of best HR practices in service industry 17. Fundamental analysis of Indian telecom companies 18. Study of consumer behaviour in automobile industry 19. customer buying behaviour towards insurance products 20. Promotion strategies followed in Insurance sector 21. Study on changing consumer preference towards organised retailing from un-organised retailing 22. study on “impact of advertising in B2B marketing” 23. Distribution network & general insurance industry 24. A study on distribution channels in aluminium industry 25. Study on strategies for...
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...According to Woodward (2011, March 7), “Building and cultivating relationships is an integral part of any career strategy” (para. 1). The leader must understand the organizational culture and each team member’s attitudes, emotions, personality, behavior, and values before implementing the changes for the new motivational plan. Organizational Culture When identifying the culture of the organization, Robbins and Judge (2013) stated, “Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations” (p. 512). At each of level, division, department, and team, the cultural identification philosophy is also used. A leader can treat the culture as the personality of the organizational and align his or her management style to that personality. Mentor identified the organizational culture as fun and inviting with a high level of required results (personal communication, June 6, 2013); Palmira (2013) classifies this as a “Work Hard/Play Hard Culture” (para. 12). The personality is one of fun, humor, and dedication to the customer. When viewing the culture as a personality, Schein (1996) states, “Inattention to social systems in organizations has led researchers to underestimate the importance of culture – shared norms, values, and assumptions – in how organizations function” (para. 1). If the personality is poor, a good leader should use transformational leadership to lead employees in a new direction. Attitudes ...
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...| A fit between Organizational dynamics and employee attitude | An Indian IT industry Perspective | | | | | | | Contents | Page No. | Introduction | 2 | Organizational design and change in employee outlooks | 3 | Motivation Impact | 5 | Reward system as a driver | 7 | Diversity of Groups & teams | 9 | Stress | 12 | Bibliography | 15 | Introduction Organisational design is the alignment of structure, process, rewards, metrics and talent with the strategy of the business. Companies must assess the competencies needed and the established collaborative structures linking the organization together, and must devise a system for stimulating the demand for solutions, with informed expectations. Organizational dynamics refers to the interaction of different factors that define the organization and how it reacts to changes at a broad level . Employee attitude is dependent on the changes that keep taking place in an organization. The perception of the employees about an organization is ever changing and thus an amiable atmosphere needs to be created for people to work and contribute in the best possible way . This study is focussed on the impact of organizational behaviour in context of the Indian IT industry. We as a group have chosen this topic because all of us have prior work experience in the IT sector and we could easily relate it to the concepts that we studied. Organisational Design and change in employee attitude Organisational...
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...MGT 307 / Organizational Behavior and Group Dynamics Week Three Lecture Introduction Week Three shifts focus from individual behavior within an organization, to group behavior and performance. Today’s organizations use teams to accomplish a variety of tasks. Although teamwork is potentially more effective, the use of teams greatly increases the likelihood and severity of conflict within an organization. This week we will discuss time management techniques, conflict management processes and negotiation strategies, as they relate to individuals working in a team environment. Finally, we will discuss motivation and job satisfaction. Organizational Groups and Teams The e-text describes a group as “two or more people who work with one another regularly to achieve common goals” (Schermerhorn, Hunt & Osborn, 2000, 87). Organizations typically group employees into teams. At first glance, it may be hard to distinguish an organizational group from a team. The primary difference is that team members are actually held mutually accountable for delivering specific objectives (Schermerhorn, Hunt & Osborn, 2000, 100). In my organization there are several groups who report to the same chain of command within the hierarchy, yet the people in those groups have completely different responsibilities and objectives. In this instance, their so-called “team” is actually a group, held together only by an organizational chart. This group was formed to achieve administrative or...
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...ANALYSIS PAPER DRAFT 1 Annotated Outline Part 1 – Analysis of Work Environment A. Identify a potential or current work environment My professional role is the director of a faith base substance abuse residential recovery organization in Kansas City, Missouri for homeless women, committed to overcoming their addiction and becoming responsible, productive drug and alcohol free members of the community. Author’s Tsai, Rosenheck, Kasprow & Mcquire (2012) study differentiated between programs that were once religious but are now secular from programs that have always been secular and programs that currently have a religious orientation. As a director for a non-profit organization and private business owner, this organization is to be considered a “service provider” facility, working directly to house, heal, feed, clothe, and educate females experiencing homelessness. Supervise a staff of 10, including an assistant director. B. Describe the population The organization would provide services to 30 single females in a Bible-based residential recovery program. Funded by Federal, State, City and private funders. The funding will be used for staff salary, food, utilities, up keep of the building, etc. Females would range from 25-45 years of age. C. Identify the appropriate code of professional ethics Ethical Standards of Human Service Professionals (2015), Retrieved from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals ...
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...collection of diverse talent drawn up to have maximum impact on organizational results, it may have had similarities to the People Operations department at Google, the fast-growing technology company in Mountain View, California. Google’s HR team is built on what Laszlo Bock, vice president of global people operations, calls the “three-thirds” staffing model. Roughly one-third of the team’s employees have HR backgrounds and bring expertise in client relations as well as specialty skill areas such as employment law and compensation and benefits. This group also has what Bock calls high-level “pattern recognition” skills, or the ability to identify organizational trends and anticipate issues even before they’re on line units’ radar. An example would be predicting ebbs and flows in hiring and attrition. Another third have little or no human resource experience and were recruited from strategic consulting firms or Google line functions such as engineering or sales. Most in this group are embedded within business units. Staff in this subgroup have “tremendous problem-solving skills and knowledge about how everything outside of HR works,” Bock says. “If you can find people with that skill set, plus an aptitude for people-related issues, we’ve found they partner very well with traditional HR employees.” The final third is a workforce analytics group featuring people who hold doctorates in statistics, finance, organizational psychology, and other areas. These analysts help make determinations...
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...tools and technologies they need to achieve the best results possible; and the employees are expected to create software and entertainment products that could sell millions of copies worldwide. The office campuses at most locations are considered the benchmark of technology hubs, with fir trees, forested trails, snow‐capped mountain vistas, basketball courts, and even shuttle buses for employees to make use of. Employees at Microsoft are recognized as the intellectual fuel and are provided with various benefit plans and resources, which are designed to retain them. The way the business and HR strategy have been intertwined at Microsoft is an example of how the businesses that are run with common goals and vision make money for their investors and employees. The amount of investment that Microsoft has done for its employees and how well the HR Managers have been able to align the work culture to the business strategy is clear from the results the company has posted year after year. From being a geek’s playhouse in 1980s to being a company that is a household name everywhere in the civilized world, Microsoft is a company which is admired and envied by even its most ardent rivals. As an organization, Microsoft offers a lot of flexibility to employees – the flexible work arrangements and flexible benefit plans offered at Microsoft are often...
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...FACTORS THAT INFLUENCE NURSE ATTRITION: AN ANALYSIS OF THE RELATIONSHIP BETWEEN SUPERVISOR LEADERSHIP STYLE AND SUBORDINATE JOB SATISFACTION by James D. Long A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University October 2004 UMI Number: 3147190 UMI Microform 3147190 Copyright 2005 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © James Long, 2004 Abstract Within the healthcare industry, there is an issue of major significance that may result in inadequate levels of staffing to meet patient demand. It has been estimated that at the current rate, hospitals will be forced to function with a nursing vacancy rate of 20 % in the not-toodistant future. The purpose of this study is to determine the effect that leadership style has on the job satisfaction level of nurses. It has been indicated that job satisfaction levels negatively correlate with employee attrition rates (Vandenberghe, Stordeur, & D'hoore, 2002). Using the Multifactor Leadership Questionnaire (MLQ) 5X Short (revised) and the Abridged Job Descriptive Index/Abridged Job in General (AJDI/AJIG) psychometric assessments, nurses job satisfaction levels were compared to the leadership classification...
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...Tendency to get along well with others Conscientiousness 尽责 Tendency to be careful, scrupulous细心的, and persevering坚忍的 Openness to experience 经验开放的 Tendency to be original, have broad interests, to open to a wide range of stimuli刺激, be daring and take risks. Moods: a feeling or state of mind Positive moods provide excitement, elation兴高采烈, and enthusiasm热情 Negative moods lead to fear, distress, and nervousness Emotional intelligence情商: the ability to understand and manage one’s own moods and emotions and the moods and emotions of other people. Organizational culture: shared combine beliefs, expectations, values, norms标准, and work routines that influence how members of an organization relate to one another and work together to achieve organizational goals. Attraction- selection- attrition framework: A model that explains the role those founders’ personal characteristics play in determining organizational culture. Founders of firms tend to hire employees...
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...from their competitors. As consumer loyalty depends primarily upon rendering quality service, the delivery process among business service orientation, frontline service employee performance and consumer response deserves more attention. This article explores some of the ways in which service orientation can be used as an appropriate alternative to the more traditional business methods. This study analyzes the dyadic data collected from 247 questionnaires distributed to consumers and employees across 17 branches of a financial service company. The results show that service orientation positively affects employee service performance but negatively affects consumer loyalty. Employee service performance positively influences consumer loyalty and indirectly positively influences word-of-mouth...
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