...strategy [MORE] News 365 assignment代写之 Case Study of Omega for Organization Behavior 发布者：365 Assignment 发布时间:2014-11-18 Case Study of Omega for Organization Behavior Executive Summary There is a relationship among the management system established by the corporate leaders, the management methods used by the directors, the organizational structure and the evaluation from the managers to the subordinates and the staff (Hung-Wen & Ching-Hsiang, 2009). The relationship is put forward by Adam • Smith who was the British bourgeois classical economist. In 1776, the theory emerged in his most important literature which was named Wealth of Nations. The theory holds the view that all human behavior is to satisfy the self-interest (Hung-Wen & Ching-Hsiang, 2009). Actually people should strive for the maximum economic benefit and working is to obtain economic returns. For this reason, the employees’ attitude that plays the role as the inner motivation of the work will makes a great impact on the perceptions and judgments on the work (Boardman & Sundquist, 2008). What is more, the employees’ attitude also will promote their learning knowledge and improve the endurance in the work. As a result, the self-motivation has more spiritual strength than the spontaneous working from the employees. In fact, the employees who are working with the self-motivation can run themselves up (Boardman & Sundquist...
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... Inability to effectively combat high percentage of waste without strict supervision or working in food preparation which was against company policy. 2) Employee conditions: a. Lack of motivation b. Compensate for low wages by over indulgence of free food allowance c. High turnover rate due to availability of high application rates. d. Employees are mostly college and high school students e. Lack of respect for managers. f. No incentive to increase motivation. In the case study Perfect Pizzeria, the area supervisor has many problems that need his attention. The largest appears to be the organization. In this case study I will assume that the area supervisor has the authority to affect change within his organization (i.e. he is the franchise owner). Being in an area with few job opportunities should give him the perfect opportunity to recruit bright, ambitious, and motivated people to staff his pizzerias. How can the area supervisor change his organization to achieve a more fluid corporate culture? I think this change can be achieved by human resource changes, structure changes, motivational changes, and reward for good performance as well as accountability for poor performance. Each one of these areas will require a change from the corporate level. For the sake of my case study I am going to assume that the area supervisor (franchise owner) can lobby to achieve this change within the organization. The first area to look...
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...BUS3050 Case Study: I Thought I Gave Them Everything Case Summary In my analysis of the case of Henry Gonzales the manager of Quality Foods’; I found that the responsibility of Henry would be the process of achieving the objectives of the organization by using its available resources effectively. Evidently Henry has taken advantage of that as he has accomplished his top management position in the store—for his hard work—gaining the once unprofitable store—probability. While Henry thought he gave them everything; However, Henry intrapersonal communication-- has gotten the best of him. Henry doesn’t seem to be conscious and lack communication competency; for the simple fact he offers monetary as oppose to promotion or change, and he is lacking loyalty. Prime example: He emphasis financial rewards for hard work and monetary incentives for cutting company cost and again hard work (increased sales)…I worked in sales and it is hard work (it’s a numbers game and requires hard work and commitment)... If everyone is expected to work hard…..everyone should be entitled to opportunities for advancements, promotions, as well as pay raises and incentives—just as he did. Theories of Motivation In such a business the manager is responsible for many managerial task; However, as he grows and help the business grow; I would suggest that Henry delegate some of the tasks to the supervisors (giving them a sense of belonging—(promotions—to assistant manager, etc.)); and motivation. As...
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...ARCTIC MINING CONSULTANTS Case Synopsis Arctic Mining Consultants is a mining company that deals with mineral exploration. In this case study, the project given is staking 15 claims in Eagle Lake, Alaska. The project Manager was Tom Parker, who has a wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. He is a geological field technician and field coordinator for Arctic Mining Consultants. He assigned his previous field assistants John Talbot, Greg Boyce and Brian Millar to help him complete the project. The job required them to stake at least 7 lengths each day in order to be completed on time. However, the whole team has became very tense and agitated, especially Tom Parker, as the deadline was just around the corner and there’s still many to be finished within the limited time. The problem became worse with the way Tom managed and treated his team. The only motivation to the team was the $300 bonuses promised by the company when the job is done on time, otherwise, they might wished to give up already. This happened because working as a field assistant and in long-working hours only giving them low wages, which is considered unreasonable compared to what they have to do. During the eight hard days, everything had actually proved the strengths and weaknesses of each of the team members, including Tom. Case analysis symptoms 1) What symptom(s) exist in this case to suggest that something has gone wrong? The symptom(s) to suggest...
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...New York: McGraw-Hill. Antwi, I.K. and Bello, M.A. (1993). Motivation and Productivity in Academic Libraries: A Case Study of Tre Abubaka University Library, Bauchi, Nigeria. Library Management, 14(5), 27-34. Benson. S. G and Dundis. S. P (2003) Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology. Journal of nursing management, 11(6), 315-320. Bolino, M.C. and Turnley, W.H. (2008). Old Faces, New Places: Equity Theory in Cross-Culture Contexts. Journal of Organisational Behaviours, 29(2), 29-50. Herzberg, F., Mausner, B., and Snyderman, B. (1959). The Motivation to Work, John Wiley and Sons. New York: Crowell. Lucas, R. and Lammont, N. (1998). Combining work and study: an empirical study of full-time students in school, college and university. Journal of Education and Work, 11(1), 41-56. Koontz, H. and Weihrich, H. (2008). Essential of Management. Delhi: McGraw-Hill. Maslow, A.H. (1945). Motivation and personality. 2nd edition. New York: Harper and Row. Maslow, A.H. (1970). Motivation and personality. New York: Harper and Row Mohsan, F., Nawaz, M.M., Khan, S.M., Shaukat, Z., and Aslam, N. (2004). Are Employee Motivation, Commitment and Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science, 2(17), 226-233. Nawaz, S.A.S.M. (2011). Employee motivation: A study on some selected McDonalds in the UK. African Journal of Business...
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...A: Analysis of a course with high motivation My motivation in one my course during my academic process was very high. I assign 98 out of 100 score to myself. This course required a previous knowledge in some of business courses in general and finances in particular. The course was a face to face class, but it was a requirement to take a pre-requisite class before being able to register for this particular class for different reasons. Student’s performances in class sometimes depend on different major factors that can clearly influence how motivated they are in a particular class. Their motivation for learning and performance can be improved by making a convenient classroom environment that is also determined by the design of various structural characteristics of a course, such as type of task, student evaluation, autonomy given to them and real time feedback. Task/skill variety: One primary reason of being highly motivated and engaged in that particular course was the challenge. The objective in this class was to achieve a goal which was established by not only the professor but also students. The course design provided students a mechanism to learn and improve a variety of skills. Task identity: Other reason for being highly motivated related to course itself. Students were given major assignment to turn in at the end of every week. This type of assignment was comprehensive case analysis, for instance, we were given a real company cases to evaluate their financial performance...
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...BHS328 - Team Building Dr. Ray Borges Case Study 1: What makes the group a team & why is Motivation the Key and what are the pro and cons of teams. Date: 25 July 2011 Abstract I have just been appointed to head position in the local division of a health care management organization. A colleague of mine stated that he wants to assemble a group of employees to meet periodically together and discuss issues and events that have taken within the organization. In this case study I will explain, define and discuss under what circumstances the group would be considered a team, in other words, what would be its distinguishing characteristics between a group and the team. I will also talk about the concerns of another colleague in which he states he feels that a team could function effectively in our organization even if the individual employees lacked the needed motivation. My job in this case study is to explain to him why motivation is important when working in teams. I must in doing so consider the role of involvement of the employees. Lastly I will describe some of the positive and negative aspects of working as a team. As the head of the local health care division, I had to explain to one of my collages what the difference between group and team were. I started by trying to explain that: In a group, members think they are grouped together for administrative purposes only. I explained to him briefly some of the ten defining features that separate...
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...Connor Ferguson Admin 351 Jo-anne Goodpipe January 29, 2016 Full Case Analysis of Hallington Utilities Services Company Case Analysis: Case overview 1. Summary of the situation Hallington Utilities Services is first introduced as a utility that distributes electrical power to customers in the municipality of Hallington. In the mid-1990s, the Ontario government decided it should move to deregulate the electrical power market because residents and businesses in Ontario were drastically overpaying for services and were considered the third-highest electricity generation rates in Canada, with no choice of suppliers. HUS was reorganized. It now responded to a Board of Directors. This Board adopted the vision: Excellence in customer service with competitive electricity rates and knowledge of power that is 1st class, which meant focus, was now going to be mainly on providing second to none customer service in attempt to please the public. After this shift there became the growing concern that HUS would face major restructuring and reorientation challenges Hallington employees were beginning to be concerned about their future within the organization. With this growing uncertainty, employee’s morale can be greatly affected. After this introduction about what HUS was and the new regulations facing the company, the case shifts focus on to the human resource specialist, Marion Forbes. Forbes starts by meeting with CEO J. Swatridge. He highlighted three major concerns that have...
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... | |Year/Intake |2015 /May Intake | |Due Date: |Week 15 (Tuesday class time) | Learning Outcomes (LO) Assessed: LO 6, 7&8 Assessment Summary – Answer all questions |Section |Topic |Possible Marks |Your Marks | |A |Organisational Structure |20 | | |B |Leadership and Motivation |20 | | |C |Change Management |20 | | | |TOTAL...
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...PART 1 CASE STUDY – COOPERATING and COMMUNICATING ACROSS CULTURES 1. Problem: Identification and summary of key organizational behavior issues evident in the case. On this case study there are two scenarios/situations that are presented about cooperating and communicating across cultures. The scenario/situation begun when the company headquarters in Philadelphia sent Jim to Stuttgart, Germany to be the team leader for the introduction of a new laser for the eye surgery that will be launch in North America. Although Jim had never worked in Germany, he was selected because of his qualification, experience, speaks fluent German and a wife who is from Germany which makes him culturally prepared. Even though the launching of the new product was a success, there were issues, concerns and behavior that may have failed in the launching of the new product. Not in the order of priority, I have identified the following key organizational behavior issues either in the American or German perspective: * Culture Ready Environment * Leadership and Management style * Communication * Expectation * Motivation * Problem solving * Adaptability 2. Reflection on the identified issues along with recommendations or potential solutions to identified issues. Today, facing tough economic times, many companies are cutting resources, employees, and cost to survive the competition. Yet in spite of cut backs and struggles, the war for talent remain as strong as ever...
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...11:23:37 AM EDT Regarding the group case study report and PPT presentation, the following are instructions: Describe what the case is about in detail, such as the background of the case (company), motivations of the projects implemented in the case, steps taken to implement, support of top management on the projects, difficulties of implementing the projects, advantages and disadvantages of doing the projects, what the company has achieved and what they might do better if they do in a different way, and so on. Based on what happened in the case and what we have learned in this course, what benefits your company or a company you know may obtain if they implement a similar strategy or better strategies to improve their competitive advantages. Posted by: Zhimin Huang Posted to: 201602_MGT_203_A_OPERATIONS MANAGEMENT There is no class on Monday, January 25, 2016 Posted on: Sunday, January 24, 2016 8:20:29 PM EST Hello All, Due to some personal emergency situation, there is no class on Monday, January 25, 2015. Stay safe and warm! Regards, Posted by: Zhimin Huang Posted to: 201602_MGT_203_A_OPERATIONS MANAGEMENT Instructions on Case Studies Posted on: Wednesday, November 4, 2015 12:14:07 PM EST Regarding the group case study report and PPT presentation, the following are instructions: Describe what the case is about in detail, such as the background of the case (company), motivations of the projects implemented in the case, steps taken to implement, support...
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...Solve a Case Study Cases are included in many courses in Administrative Studies to give students an appreciation of the hard realities of business and the constraints involved in decision making. By exposure to a variety of situations and diverse problems, the student can experience, to some degree, the challenges and dilemmas of the decision maker. Cases are usually based on real situations. For reasons of privacy and confidentiality, the persons, the companies, and the locations involved are typically disguised. When assigning case analyses, instructors expect that students will: • Study the information provided in each case, • Attempt to diagnose the nature of the problem or problems involved, • Search for alternative ways in which the problems can be resolved, • Recommend and justify the course of action that is most likely to be effective. The justification should rely, to a large extent, on theoretical principles. Sometimes students feel disappointed because the cases sometimes do not appear to be “dramatic.” However, because the cases do represent the realities of organizations, they are often likely to be somewhat mundane, at least to the outside observer. Most of the incidents are based on events that were actually faced by managers and their subordinates on a day-today basis. Very often, cases do not contain all the information that the student would like to have. This is often done intentionally, or at least knowingly, by the case writer....
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...of Tomasito is Too Big to Hold Hands , depicts a perspective of a child that is in the second grade that is of a Latino back ground and the challenges that his family faces with overall communication and motivation. Family support as well as teacher / parent communication are the bases of the case study, being that with this paper those are the two factors that should be focused on, the paper will sugest way of improvement. .A child that has minimal support and overall negative emotions towards family members can face stugglles in development. In the case of Tomasito he is developeing into more of a self reliance when it comes to out side and inside a scholld setting. Tomisitos mother and brother in the case seem to be the leading charaters in tomisitos development. The mother Ria seems to be the main henderance in Tomasitos development as she states that she is “not much good at helping” (Weiss, Kreider, Lopez, & Chatman, 2005, p.17). Statements such as this not only define the mentality of the support areond the child but the language barrier that the child has to deal with being that Tomasito speaks fluent English and the mother has no motivation to learn the second language to help keep all lines of communication open with her child and teachers. However in this case the teacher Linda is not as helpful as Tomasito may need due to her and her lack of participation in asking questions to help improvement but she takes the route of making assumptions of how tomasiots home...
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...BRIGHT AND DEDICATED: WHAT MORE DO YOU WANT? Some jobs are not always what they seem to be. In the case study “Bright and Dedicated” we get to look at some of the hurdles a newly hired controller (Susan Reynolds) must face . We will then look at ways to improve an unstructured organization like Marco Pictures Inc. and remove the obstacles that Susan has encountered. Case Objectives and Use The case demonstrates the need for companies to identify specific knowledge, skills, and ability requirements for positions and the need to use proper selection and placement procedures to determine potential success of candidates and to address consequences that may occur when performance expectations are not fully and clearly communicated in the hiring and training process. It further illustrates the importance for individuals to clearly assess their strengths and weaknesses, to evaluate how those play into their potential success, and to assume responsibility their own careers. The case addresses motivation, leadership, communication, selection, training, and performance evaluation. It was written for use in undergraduate and graduate level courses in organizational behavior, human resource management, and accounting. Case Synopsis Susan Smith, a successful auditor with a big-six public accounting firm was hired into the position of controller in the accounting department of Marco Pictures, a medium-sized, highly successful motion picture company. Having just received...
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...CASE STUDY #KNG “Develop and Foster Unique Quality” Subject: IE 222 (04) – Engineering Management I. Define the Problem This case study seeks to analyze the problems encountered by SIA Corp in their transition from a Bureaucratic to a Learning Organization. It will also give an account on how will the employees respond on the change in the management approach of the corporation. The main issue in this study was finding an efficient method to transform SIA into a learning organization without making the employee feel uncomfortable with the change. II. Background and Objective of the Company The situation in this study infers the need to merge employee knowledge into one unified system thinking that it will help in the improvement of the efficiency of the performance of the corporation. SIA Corporation got hold of 30 separate firms. However, they were still acting like different companies. They still had their own management. This resulted into the development of specialization of each employee. Surviving in the industry with this situation is unlikely. Thus, the SIA needed to change their perspective and approach if they want to succeed. Through Jerry Seibert, the Chief Knowledge Officer of the newly created department – Knowledge Management dept – the change in the company's approach was accomplished. They were able to strategize a solution to help the SIA develop into a learning organization. Learning Organization is an organization in which everyone...
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