...Leading an Organization Vroom’s expectancy theory Employees always have a tendency of working hard to attain the level the respective organizations they work for expect of them so that they give a positive and a desirable outcome. This underscores the relationship that exists between employee expectation and outcome. It therefore implies that employees have to be motivated to give the desired outcome. Effort, performance, and outcome are the three main aspects of motivation. Effort has got much to do with encouraging employees to believe that when they put concerted effort in whatever duty they do, their performance will ultimately improve (Illuminations, 2002). The performance aspect of motivation involves encouraging an organization’s employees to believe that when they perform at high level they are bound to get good reward. Finally, outcome is all about making sure that the reward given for improved performance is attractive enough. When effort, performance, and outcome are high, employee motivation will ultimately be high (Illuminations, 2002). As easy as this formula may seem to be, it is imperative that the management creates and maintains a strong link between high effort and high performance. Expectancy theory is based on myriad assumptions the first being that people join organizations with expectations about their needs, motivations, and past experiences. An individual behavior is impacted by conscious choice. People also want different things from...
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...Foundations of Leading Innovation Introduction This paper examines the leadership practices of managing change and employee development and how they support organizational innovation, analyze how discovery skills support innovation and successful innovators, and explore the author’s own strengths and weaknesses in using discover skills and the leadership practices of managing change and employee development. An organization that develops and fosters the right leadership culture has a competitive advantage over organizations that do not embrace the benefits of a strong leadership culture. Developing and fostering a culture of high performing, innovative leaders at all levels of an organization is more beneficial than creating business plans or adopting the latest leadership trends that will quickly be forgotten and will become obsolete by changes in the marketplace (Waagen, 2002). Leadership Practices That Support Innovation in Organizations Managing Change Developing and facilitating strategies for managing organizational change effectively are skills that high performing leaders are able to utilize in order to be successful. High performing leaders see change as opportunities and are able to adapt and lead others through the change. Change for them is not a challenge or a setback but opportunities to adapt to changes occurring around them and to help other overcome their resistance and fears to the changes. According to (Leslie, 2009 pg.12), “being able to adapt to...
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...Kelley’s Attribution Theory Essay In this essay, readers will be presented with the literature review of Kelley’s attribution theory (1967), which was developed after the research done by Fritz Heider on attribution theory (1944, 1958). Moreover, a real world example relating to the theory will also be discussed along with the limitations and the three elements of the theory, which are consistency, distinctiveness and consensus. With that, recommendations will be given on how my experience can be improved with the chosen theory. There have been a great number of research done on perception over the last decade and social psychology had been primarily focused, perceiving causes of a person’s behavior (Kelley and Michela, 1980). In Kelley (1973), it is mentioned that Heider (1958) research has played a major role in contributing to the origination of attribution theory and it is still the major source cited in publications. Kelley’s attribution theory was also built onto Heider’s (1958) theory with an understanding that humans are “naïve psychologists” determining behaviors based on causes and effects (Hewstone and Jaspars, 1987). In Kelley (1973), it was mentioned that the central idea of attribution theory is the causal concept where human’s behavior relies on either the characteristics of the person (internal attribution) or the environment (external attribution). To determine whether a person’s behavior is caused by internal or external attribution, Kelley’s theory requires...
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...This paper is about the complexity of managing organizations. As theoretical groundwork the book Organising and Managing Work by Tony Watson will be used. The book by Tony Watson covers issues about organizational, managerial and strategic behavior. In particular, the author argues for a critical common sense and the use of philosophical pragmatism (Watson, 2006). He also questions the way work is organized and managed. Finally, the process-relation perspective, a critical perspective of how to think about organizations and their relations and interactions with people, is taken by Watson (2006). This paper will start with a description of the two theories “System-control framing” and “Process-relational framing”. Afterwards the three concepts strategic exchange, negotiated order and double control will be defined and exemplified by different cases from the course. Finally, the paper will look into the complexity of managing knowledge at organizations supported by examples from Danone and McKinsey. In the field of leadership and management studies, there are two main perspectives “System-control framing” and “Process-relational framing”, which can help to analyze and make sense of complex organizations. The system-control perspective recognizes organizations as an entity that is “a system of managerially designed rules and roles existing on its own terms […] based on an organization design with a set of structural and cultural characteristics” (Watson, 2006, p.30). According...
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...Strategic Grouping in Leading Organization Design Assignment#2 TMGT 597 01W Organization Design & Business Decisions Presented to: Dr. Jerry D. Parish, Professor of Technology Management August 10, 2015 Abstract: Organizational design process is explained here in the research report with the help of “leading organization design process” authored by by Kates and Kesler. This research report does clearly provide the information regarding the key roles and involvement of right people in the organization design process. Organizational design process is an act the design of the organization is done to lead the organization for the better growth and innovation of the firm. Organizational design process has to be very carefully observed by the high level management in the firm. Key roles in design process are explained here in the research report and the involvement of the right people in the design process is also explained. Involvement of right people in deign process is explained by four types of approaches. Kates and Kesler did give us a perfect idea regarding the deign process in the book authored by them. So let us have a look at the information provided by them and have a clear idea of design process betterment. ...
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...Case study: Leading a Global Organization This paper will evaluate Carlos Ghosn’s approach to turning Nissan around from his appointment of COO at a very critical time in Nissan’s history. After many years of success, Nissan began facing difficulties in the 90s and Carlos Ghosn was invited to help turn the organization around. Both national and organizational culture was very strong in Nissan and made changes difficult, but Ghosn’s management style enabled him to implement the Nissan revival plan (NRP), which turned the company around to profitability. Background The case revolves around Nissan and its management. The company was established in 1933 under a different name, but quickly changed to Nissan Motor Co. Ltd. Following the Second World War, Nissan expanded its operations around the world and grew steadily. By 1991 Nissan was highly profitable and had four out of the top ten cars in the world. The success didn’t last though. In the years 1993-1999 Nissan had seven consecutive years of losses and credit rating services were threating to lower their status from “investment grade” to “junk”. Part of the problem was the managerial decision to emphasize short-tem market share growth rather than long-term success. Inspired by local Japanese culture and customs, especially keiretsu, Nissan invested heavily in suppliers. This was done to encourage loyalty and cooperation between members of their value chain. Unfortunately, the Asian financial ended up devaluating...
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...INDIVIDUAL LPO REPORT – PIRATE DEV When I started the LPO class at IE, one thing that clearly struck me was that how dependent are we to achieve our goals and vision. The IWWEG framework led me into thinking what I can do to achieve the visions that I have had since childhood. With this in my mind, I started working on a kind of a blueprint on my getting to that vision. Let me elaborate step by step. I – From the time I have come into existence in this physical dimension, my curiosity has been to understand why am I here? What did I come for? A long time was spent in understanding this existence. Did I come for just living and dying? Do I wake up everyday, have food, go to work, make money, make love, have kids, buy properties, become sick, and then die? Too depressive…this can’t be the reason for being here. There has to be something else. There has to be some purpose for which I have taken birth in this physical form. I now have realized that I would like to establish a co-operative mechanism, which would help people gain life skills that, would help them successful as leaders, husbands/wives, fathers/mothers, brothers/sisters etc. How do I achieve this? This leads to the next step. WE – Fortunately or unfortunately, we are dependent beings. Not just with other human beings but with everything around us. We need air to breather, the sun to give us life, water to drink, cows to give milk, animals to give us food. Every purpose in this world requires support from some...
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...Individual differences and diversity in workplace The research of individual differences is a true fact since human existence. With increasing competition in the world workplace, it is clear that the businesses with various resources still at the level of demand (Marquardt & Reynolds, 1993). As companies face multiple of difficulties in order to keep successful in the marketplace, workforce give the company most valuable benefits. Therefore, respecting employee in the organization is the key for successful company and that can be achieve by understanding individual differences. Behaviours, values, personalities, and attitudes are different for each person. Considering these diverse traits lead the employees to the most appropriate in achieving organization. Since individuals are different, it is accepted that each employee behave in different ways. The key for companies is meeting individual diversity as a real opportunity and moving it into an advantage. There are three main important individual differences that organisations should focus on, values, personality and attitudes. Values: According to Howard (1988), values are the basic structures of culture. However, values can be applied in management to develop relationships with people. Values can be defined as the beliefs of individual or a group which they have an emotional investment (clegg S. et.al, 2011). Schwartz (1992) describes some values as ‘trans-situational’. These values in one’s life without considering...
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...Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS Assessment Code: C200/BIP Task1 Student Name: xxxx Student ID: xxxxx Date: October 30th 2014 Student Mentor Name: xxxx Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS 0 Organization Overview 2 Organization Description 3 Leadership Practices 4 Relationship between Leadership and Organizational Culture 7 SWOT Analysis 8 Organizational Strength 8 Organizational Weaknesses 9 Organizational Opportunities 10 Organizational Threats 10 Leadership Evaluation 11 Leadership Strengths 11 Leadership Weaknesses 13 Recommendations for Leadership Development 14 Organization Overview Organizational overview provides a framework of the organization. It would ideally be a catalogue all necessary information that would help an external party to assess the organizational fit in a better way and understand whether he/she is in total sync with the organizational goals and the other beneficiaries. The organizational overview addresses the following: * The mission and the history * The stakeholders * The goals and the programs * The budget * The outcomes and the achievements * The sponsors or the funders. I have chosen Salesforce.com as the organization for my analysis and believe that the description provided would help in giving a better understanding of the organization for any third party considering a position with the organization. This organization was developed about fifteen years ago...
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...Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that without...
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...Managing Organizations and Leading People, C200 Task 1 Managing Organizations and Leading People Evangeline Klingbeil 262608 WGU C200 Task 1 Emerson is a global technology and engineering solutions company that has been providing diversified and innovative solutions to customers for the last 125 years , as of 2015, employ more than 111,000 people . They are solution providers for industrial, commercial and consumer markets through its 5 business units. Those business units are: Emerson Process Management Companies are under constant pressure to cut cost, increase output all with fewer and less experienced workers. Emerson Process Management is relied upon by companies across the globe to aid in solving their process problems. Emerson is experienced in taking their customers toughest challenges and bringing predictable success. Emerson Industrial Automation There is a power in optimizing every facet of operations, greater energy efficiency, lower design costs and improved quality, to name a few. Emerson Industrial Automation helps speed your time to market, wherever you are located and whatever your line of business, from automotive to solar and wind, with reliable industrial automation solutions. Emerson Network Power Emerson Network Power is a hardware, software and service solutions technology business unit of Emerson. They are there to help protect and optimize the infrastructure for companies voice, data or multimedia content...
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...C200 Managing Organizations and Leading People Hermisecier Broussard C200 October 20, 2015 C200 Managing Organizations and Leading People In today’s society, if a company or organization wants to get ahead and progress ahead of the game, quality leadership practices must be set into place in that organization in order to have a blueprint of knowledge of where they are heading and trying to go business-wise. Although, there can be major role differences in the way that organizations implement their leadership practices, all of the approaches tend to be unified with the desired outcome of improving the organizations efficiency practices and growth in helping the organization to move forward in the direction that they want it to go. A1. Description of the Organization The ACS or Army Community Service center is a one stop family center that focuses on serving military communities all over the world. It was implemented and put into place to offer an array of services that include but is not limited to information and referral systems, relocation assistance programs, orientations and briefings, financial readiness, family advocacy, employment readiness programs, army family team building classes, army family action plans, army volunteer corps, swap and assist shops, food pantries and Christmas shops. These programs in some way shape or form are very important to the military, their families and communities in which they were designed to serve as a helping agent to assist...
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...Managing Organizations and leading People Task 1 Corinne C Dolan Western Governors University October 2015 Managing Organizations and Leading People Task 1 A1. Description of the Organization The Medical University of South Carolina (MUSC) is the leading medical center in South Carolina providing medical care to surrounding communities and training to future health care professionals with affiliations to six different colleges and universities. The Medical University was founded in 1924 as a Medical College for the training of physicians. It was one of the first medical universities in the United States. In 1955 it was expanded into the Medical University of South Carolina, the medical center it is today, providing health care and training health professionals is areas of pharmacy, nursing, medicine, graduate studies, health professions, and dental medicine. MUSC is a not for profit organization serving millions of people in South Carolina and surrounding states with over 12000 employees and training approximately 2600 health care professionals every year according to the Medical University of South Carolina, MUSC Administration website. The Mission of MUSC is to improve health and maximize quality of life through education, research and patient care. They have the Vision to be nationally recognized as a Premier Academic Medical Center and to be a leading and transformative Academic Health Center being recognized as top 25 among academic medical...
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...During the Creating and Leading Effective Organizations course, I have learnt about different leadership styles that provide highly effective results which could exceed conventional expectation we have on the organizational growth. What I have learnt supports my mantra that “The sky is not the limit, but yourself is the limit”: Strong leadership and articulate planning on organization elements can bring in changes and employees' motivation that leads to a leap in organizational results, increased productivity, and multiplied customers' and shareholders' value. I always know that there is no specific leadership style that is best for different kinds of organization in order to provide specific outcomes. The best leadership depends on characteristics and personalities of the people who lead (which include their traits, talent, knowledge, and experiences), taken accounts with the organization internal elements, external circumstances, such as time and economic conditions. However, what had really challenged my beliefs about leadership, from what I learned in the course, is that true leaders are not limited by factors and circumstances. Instead, they make changes and control circumstances themselves. They rise above limitations. One of the cases that inspired and amazed me is the Shaping Spaarbeleg case. With positive attitude and strong mind, Johan van der Werf was able to bring a struggling subsidiary that carry a narrow line of saving products, transferring it into a high-growth...
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...Managing Organizations & Leading People C200 Tuwanna McDaniel WGU Student 000555757 Managing Organizations & Leading People Task 1 Managing Organizations & Leading People C200 A1. Organization Description Describe the organization and its objectives Youth Villages is a residential mental health treatment facility for children founded in 1986. The owner Patrick Lawler, combined two residential campuses at that time to create one Youth Villages. The company's main goal then and now is to build strong families. Over the past 30 years the company has grown tremendously and is nationally known for its great work. While it is known for its residential treatment, Youth Villages encompasses many areas. Youth Villages is made up of five residential campuses in Memphis, TN and one residential campus in Linden, TN. There are two residential campuses in Georgia and one residential campus in Massachusetts. Youth Villages also has two wonderful intense in home treatment programs using multi systemic therapy. The company has an adoption and foster care program that began in 1999. The company also has implemented a Specialized Crisis Services in 2003 with trained counselors that are available 24 hours a day. They implemented a mentoring program and MYPAC (Mississippi Youth Programs Around the Clock). Finally, there is YVLifeSet, a transition to adulthood program. Patrick Lawler and Youth Villages has served more than 23,000 families across thirteen states. U.S. News & World Report recognized...
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