...------------------------------------------------- Signature of Student……………………………………Date:……………………………… For office use only: Date scanned and returned to student……………………………………………………. TABLE OF CONTENTS Page 1. Question 1 Motivation 2 1.1 Lessons about staff motivation 2 1.2 Details of motivation theory 3 2. Question 2 Conflict and negotiations 4 2.1 Identification of conflicts 4 2.2 Overall nature of conflict 5 2.3 Possible ways of dealing with conflict 6 2.4 Best way to resolve the conflict 8 2.5 Avoiding a conflict 10 3. Question 3: The Perils of Leadership 11 3.1 “Experts cannot agree if leadership is a trait, a characteristic, a role, a style, or an ability” 11 3.1.1 Definition of leadership 11 3.1.2 Strengths and weaknesses of the trait theories of leadership 11 3.2 Contingency leadership theories 13 3.3 Contention that sometimes leadership is irrelevant 20 4. Question 4: Groups and Teams 22 4.1 Identify and explain groups or teams 22 4.2 Lessons learnt from work experience 23 4.3 Advise on course of action to take 24 5. Bibliography or list of references 25 Question 1 Motivation 1.1 Lessons about staff motivation from the work practices of Uddevalla The people at Uddevalla were demotivated because of the anomaly of the working situation, which was as following: * In the assembly shops, the organization structure was flat, and for a very...
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... | Assignment title | FIS team in Myanmar | Assignment No | 2 of 2 | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Learning Outcome | Learning outcome | Assessment Criteria | In this assessment you will have the opportunity to present evidence that shows you are able to: | Task no. | Evidence(Page no) | LO3 | Understand ways of using motivational theories in organsations | 3.1 | Discuss the impact that different leadership styles may have on motivation in organisations in periods of change | 3 | | | | 3.2 | Compare the applications of different motivational theories within the workplace | 3 | | | | 3.3. | Evaluate the usefulness of a motivation theory for managers | 3 | | LO4 | Understand mechanisms for developing effective teamwork in organisations | 4.1 | Explain the nature of groups and group behaviour within organisations | 4 | | | | 4.2 | Discuss factors that may promote or inhibit the development of effective teamwork in organisations | 4 | | | | 4.3 | Evaluate the impact of technology on team functioning within a given organizations | 4 | | Student declaration | I certify that the work submitted for this assignment is my own. I have clearly referenced any sources used in the work. I understand that false declaration is a form of malpractice.Student signature: ...
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...culture between Siemens and Tesco 2 1.2 The impact of organizational culture on the business performance of Siemens 7 1.3Discuss the factors influencing individual behavior 7 2.1 Compare the leadership style of Siemens with Tesco 8 2.2 How organization theory underpins the practice of management within Siemens 9 2.3 Evaluation of the main approaches to management theory 9 3.1 The impact that different leadership may have on motivation in organizations in periods of change 10 3.2 Compare the application of different motivational theories 10 3.3The usefulness of motivation theories for managers in Siemens 11 4.1 Mechanisms for developing effective teamwork in Siemens 11 4.2 Factors that may promote or inhibit the development of effective teamwork in Siemens 12 4.3 Evaluate the technology on team functioning in Siemens 13 5.0 Conclusions and recommendations 13 6.0 Reference 13 1.0 Introduction Organizational behavior refers to the reaction of individual, group or organization itself to the stimulation of endogenous or exogenous from the perspective of organization. The purpose of report is to application the theory in the organization behavior including the organization structure, enterprise culture, the leadership style, management approach, motivation theory, team work mechanism and technology impacts by the compare Siemens and Tesco. The analysis process concludes the four aspects of definition, classification, impacts on the efficiency and evaluation...
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...A never ending project Introduction In the following pages a particular work scenario will be briefly described, it will be primarily analysed on the different aspects of work attitude, motivation, perception, group dynamics and leadership; the final part will be an evaluation of the decisions made and whether these can be justified under an academic viewpoint or not. Background/Situation Geci Gmbh is part of Geci international. The company headquarter is based in Paris and the German headquarter is in Hamburg. The entire group employs about a 1000 engineers, in Germany there are around 150 engineers between the North and South of the country. In the last year and half Geci GmbH has grown quite sharply in the South of the region, and currently it has about 60 engineers based there. One important client in the South is Eurocopter Deutschland (ECD). From which ECD GECI GmbH has earned some important projects in a short time. I am in charge of the Geci´s office onsite at ECD my role is Program Manager, in I oversee the work on a particular project that is almost complete. The project has been at its final phase for some time however the costumer keeps updating his requests, and a final closing date cannot be established. The original project team was 10 engineers: about 30% German, 40% from other European countries, and 30% from extra European countries, each member of the group holding on average 4 years of experience. About 3 months ago I started to notice an increase, by part...
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...are: 1. Upstream: This offers engineering, construction, purchasing and related services for energy projects. 2. Downstream- This serves business clients in the petrochemical, refining and coal gasification markets. 3. KBR Services: This provides construction and maintenance services. 4. KBR Technology: This protects the technological property rights of the business. With over 80 years of experience in high-tech research and development in specialist markets, KBR Technology helps the business to maintain a technological competitive advantage. 5. KBR Ventures: This offers financial investment and management services for companies owning assets of KBR projects. 6. Government and Infrastructure (G&I): This offers construction, engineering, programming management and services contracting for public and private sector businesses all over the world. Similar organization: A major UK project for G&I is Project Allenby/Connaught, the largest infrastructure project ever to be awarded by the Ministry of Defense to the private sector. This project is aimed at improving the living and working environments for British soldiers at garrisons in Aldershot and across Salisbury Plain. The scope of this work is to provide modern, high quality, fully serviced, purpose-built living and working accommodation to nearly 19,000 soldiers (20% of the British Army). To deliver Project Allenby/Connaught KBR joined forces with another company, Carillion, to form a joint venture organization...
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...TABLE OF CONTENTS 1. Introduction 2. Theories of motivation 3. Discussion 4. Role of communication in motivation 5. Leadership style and motivation 6. Conclusion 7. References INTRODUCTION: According to PMBOK (2008) “Project teams are comprised of team members with diverse backgrounds, expectations, and individual objectives. The overall success of the project depends upon the project team’s commitment, which is directly related to their level of motivation”. Role of motivation is very important, when people are working in form of teams, which is an essential practice while working on projects. As stated above in PMBOK, project team members have diversity in their backgrounds, objectives and expectations, so diverse nature of motivational tools and techniques are required for them, for the successful completion of the projects. To motivate people is also difficult in a sense, because different people are motivated with different incentives or motivational tools. Some are motivated only with fringe benefits (Bonus, salary or wages) while for others recognition, working environment and nature of job are main attractions. Different people are at their different levels of need satisfaction and motivation. Also people are different in their preferences and desires for motivation. According to Maslow’s theory, there are different level of needs, once one level is achieved, it no more serve as a motivational incentive and the motivational levels...
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...several contributing factors. First, this paper displays the different leadership styles used by Disney and how the styles affect group communication. Second, the reader will review an analysis of the different sources of power within the Walt Disney Company and how these sources affect group and organizational communication. Third, this paper displays Disney’s organizational culture and identifies motivational theories affected by its culture, including an evaluation of the role of communication as an element of the theories. Last, this paper displays the commitment of Disney’s workforce and its relationship to communication within the Disney Company. Leadership Styles The Walt Disney Company is an organization committed to creativity and innovation. How they maintain such a commitment is no secret: strong leadership. At Disney, an individual in leadership position should have qualities that display leadership excellence, ultimately creating functional groups with good communication in a successful organization. Each leader has a different style with goals that provide direction, implement plans, and motivate people (Businessholic, 2012). Disney’s management practices in participative leadership. “The participative leader consists of one or more of their workers within the choice creating process. Nevertheless, the leader holds the proper to create the final choice. Occasionally, this leadership style can be noticed as a sign or weakness; nevertheless it is completely...
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...that meeting were the three division VPs who, together with Jim, comprised the Search Committee. During the meeting, Jim described Blue's current challenges, which included leadership changes, motivation/innovation, development of a strategic plan and its value, regional design, need for attention to strategic planning, finances, staffing and public relations – and possibly more areas, but Mr. Willis was not sure which yet. OD Mr. Byrd described how an overall systematic approach to organizational development would be the most effective approach to addressing Blue's major problems. He added that, during times of major change, it often is best to include some Board and leadership development in the project to help leaders understand and guide the change throughout the organization. OD Mr. Byrd added that the organizational development activities would best be conducted in the overall context of short-term, internally strategic planning, including the development and implementation of the Strategic Plan. After some discussion, participants agreed that a systematic approach to overall organizational development would be highly useful to Blue. Jim asked OD Mr. Byrd to provide a proposal that described more specifics on how OD Mr. Byrd might work with Blue. This proposal itemizes OD Mr. Byrd's proposed project and includes outcomes, overall activities and deliverables, techniques, terminology, concept, principles, analytic techniques, work plan, evaluation plan, schedule, roles and...
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...my room any time between 9 a.m. and 5:45 p.m. (only if needed) --------------------------------------------------------------------------------------------------------- Course Description: The management of complex organizations requires an understanding of the nature of human behavior in corporate and other organizations, styles of motivations, personality and perceptions, company leadership, power and authority, strategies of organizational design and change, teamwork, conflict and collaboration, and culture. Organizational Behavior explores individual and group behavior within work organizations and helps students understand, describe, and explain human behavior at work. Course Objective: The course shall be completed in 33 sessions and after completing the course the student will be able to: * Apply and analyze different concepts related to organizational behavior * Define the purpose and nature of the field of organizational behavior * Understand and learn how to Manage individuals for high performance by developing your understanding of individual and interpersonal behavior * Understand and learn how to manage groups for high performance through an exposure to theories, concepts, and principles of OB Prescribed Textbook: Organizational Behavior, Stephen P Robbins,Timothy Judge and Neharika Vohra 14e, Pearson. S.No. | Topic | Case | No. of Session | Concepts covered | 1 | Management Thought and OB: Definition of Management, Approaches...
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...The Project Team Leader is the individual with responsibility for ensuring that the project is planned and executed. The Project Leader does not do all the work of project management, that is shared among the Core Team Members. However, the Project Leader does ensure that the work of project management is carried out on the project. The Project Leader is normally the individual who leads the Core Team meetings and is normally the individual who speaks for the project in project review meetings with the PMO or senior management. The Project Leader is also the person responsible for maintaining the project plan and the current project status and any associated project management documentation or databases. Finally, the Project Leader needs to review all major project decisions to ensure they are in the best interests of the project objectives. When the Project Leader believes a decision is inappropriate, he or she must take action to change or elevate the decision. Over the years I have found that effective Project Leaders have mastered two vital aspects of project management. The first is Risk Management. The Project Leader must ensure that project risks are identified and analyzed, and not suppressed or overlooked. In addition the Project Leader should verify that risk response plans are established and implemented for all significant risks. The second aspect of project management that the Project Leader must do well is Project Communication. The Project Leader must manage...
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...Leadership and Motivation I work for a company called Roche Constructors Inc. It is a General contracting firm that is based in Greeley, CO. Founded in 1971 by Patrick T. Roche, the company has grown to add regional offices in Las Vegas, Nevada (established in 1986) and Westminster, Colorado (established in 2001). My current title is a Project Engineer. I have held that position for approximately 1yr. During that time I have built a 280,000 square ft. grocery store and worked on business development and customer follow up in the Dallas and Houston markets. Roche is consistently ranked in the top 25 of retail General Contractors in the US and has begun branching out into other sectors of construction including education, public works and industrial projects. The main markets for this organization include Colorado, Las Vegas area and recently Texas with large grocery store chains. The company focuses most of its efforts on retail education; industrial, manufacturing, and warehousing. I started with the company 1 year ago with the title of Project Engineer which can also stand for Assistant Superintendent. The first project I worked on was the construction of a Tom Thumb grocery store in Flower Mound, TX which had its grand opening on October 31 2012. Since then I have had the chance to help with project development and to oversee small projects in the Dallas and Houston markets. In commercial construction there is a different organizational structure than most other...
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...unsuccessful political leadership. Journal of Personality and Social Psychology, 103(3), 489-505. http://library.gcu.edu:2048/login?url=http://search.ebscohost.com.library.gcu.edu:2048/login.aspx?direct=true&db=a9h&AN=79301650&site=ehost-live&scope=site The authors of Fearless dominance and the U. S. presidency: Implications of psychopathic personality traits for successful and unsuccessful political leadership used an assessment of psychological personality traits that pertain to the ability of individuals to be the president of the United States and also be outstanding leaders. One hundred twenty-one experts from the field of psychology used standardized methods to assess all presidents using an observable control variable that could not be changed or modified and determine whether any presidents demonstrated sociopathic tendencies. The psychological personality assessments included outgoing personality, the level of mental stability, experience, the ability to be agreeable, and whether they have a conscience. The findings indicate many of the assessments were positive but the authors stress that they are not suggesting that all presidents need to be sociopathic and /or mentally unstable to be successful. The article was published in a credible source for psychology. van Eeden, Cilliers, and van Deventer, (2008). Leadership styles and associated personality traits: Support for the conceptualization of transactional and transformational leadership. South African Journal...
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...BUSINESS ADMINISTRATION Fall, 2009 COURSE: MGNT 7330-SAV, “ Leadership and Motivation” INSTRUCTOR: Dr. William W. McCartney, Department of Management, Marketing and Logistics, College of Business Administration, Room 3306B, Office: 478-5272 (Statesboro), Home:912- 898-3893 (Savannah), email: bmccart@georgiasouthern.edu (GSU) or bkm1963@comcast.net (home) OFFICE HOURS: Tuesdays 1:30-3:30 pm, 5:00-6:30 pm (in Statesboro); Wednesdays 1:30-3:30 pm; Thursdays 5:00-6:30pm (in Savannah); and by appointment. I am also available by telephone and email. PREREQUISITES: Completion of the MBA Core. COURSE DESCRIPTION: A study of Leadership and Motivation. This course provides an overview of existing theories and models of leadership and motivation. Using readings, cases, discussion, and guest speakers the course explains the importance of leadership, motivation, power and influence in organizational life. Special emphasis is placed on leadership of change. |LEARNING OUTCOMES |EXPECTED RESULTS |ASSESSMENT | |Enhance leadership skills as they pertain |Express an understanding of the importance |Problem solving and decision-making skills | |to problem solving and decision-making. |of problem solving and decision making in |will be evaluated using cases and exercises| | |the leadership process. |requiring application of these...
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...professionals and their patients in more than 100 countries. GE Healthcare’s comprehensive product portfolio provides solutions for all care areas in the field of diagnostic cardiology and patient monitoring. As one of those 46,000 employees, my engineering position engages customers in brining local hospital information systems in communication with GE Healthcare cardiology products through IT infrastructure and HL7 (Health Level Seven) programming language. Organizationally, my contribution serves within the America’s Service organization, with an immediate manager, dotted lines to project managers, and other engineering teams. In this large organization, unwillingly the organization is forced into a mechanistic design of bureaucracy, driven by hierarchal processes and systems of management, both people and technology which unless understood seem to lend itself to the inherent leadership styles by managers disenfranchising employees, and ultimately driving down productivity and employee satisfaction....
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...Leadership Analysis Project: What Leaders Do? Jaeeun Yoo Northeastern University October 5, 2014 Author Note This paper was prepared for Develop Leadership Capability, LDR6100 70050, taught by Dr Goode. Summary Well-known for his ability of reconstructing failing companies, Carlos Ghosn is a great leader in modern business. He restored the Nissan motor group from the brink of bankruptcy, achieving record profits in two years. He is the best model for transformation leadership, which could be a spotlight in our society today. Transformational leadership gives more attention to the charismatic and effective elements, concerned with emotions, values, ethics, standards, and long-term goals (Northouse, 2013, p. 185). As many industries are becoming extremely competitive, the importance of effectively motivating subordinates is being emphasized. In addition, Ghosn’s transformational leadership demonstrates how leaders diagnose the cause of the problem and manage crisis. He is a successful businessman and a competent leader. A whole series of events brought him fame as a leader and demonstrate ideal leader’s roles in highly competitive society. When he joined Michelin tire in France, he was only 25 years old. He experienced life as a staff and manager in a factory in his first business career. Throughout the period of being a factory manager, he learned the importance of ‘Field based management’ and ‘fulfillment’...
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