...Harvard University Fall 2014 MGMT E-4000: Organizational Behavior – Tuesday: 5:30 - 7:30 PM Online – Live Web conferencing/Hybrid (Weekend Required) Dr. Carmine P. Gibaldi Telephone: (718) 990-7446 Fax: (516) 944-4005 E-mail: cgibaldi@fas.harvard.edu Appointments: By appointment via the web, telephone, and in person COURSE DESCRIPTION This course deals with human behavior in organizations and with practices and systems with in organizations that facilitate or hinder effective behavior. Conceptual frameworks, case discussions, and skill-oriented activities are blended within each topic. Topics include communication, motivation, group dynamics, leadership, power, and organizational design and development. Class sessions and assignments are intended to help participants acquire the skills that managers need to improve organizational relationships and performance. COURSE OBJECTIVES This course aims to improve ones understanding of human behavior in organizations and ones ability to lead people to achieve more effectively and how to increase organizational performance. Readings are assigned to give the student a clear understanding of the specific material. Cases are assigned to afford the student the opportunity to apply the theory, and put it into practice. Students will be expected to explore and reflect on their own experiences in the work place, and discuss ways in which they might apply the material to their daily...
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...MGMT 591: Leadership and Organizational Behavior Project Proposal Workforce Diversity and Performance [Type the author name] MGMT 591 Professor: Tyson Moore Ph.D. 7/21/13 OVERVIEW OF ORGANIZATION The organization that will be my topic of discussion for my project paper is Jons Marketplace. I would like to specify that I am not part of this organization; 98 percent of my life I was on my own, but I do have a relative working there as a manager. As a brief overview of the organization that I have chosen for my topic, I can say that this organization was founded in 1977 as a family-owned supermarket chain in southern California. Their approach is “Everyone knows that no two snowflakes are alike, so why should neighborhood markets be? (No trick question here: they shouldn’t.) Our sentiment exactly. We’ve created our stores to be as unique and special as our customers. That’s why we’ve adapted each JONS market – each store layout, each building design, each product offering – to the needs and preferences of its specific community. In each case we’ve worked hard to gather so many different types of general grocery items and international items under one roof, so you can spend less time searching for the foods you love – and more time savoring them.” Well, I like that. This approach is showing exactly some things about diversity in general and about their diversity workforce. And here it comes what we call work force diversity, according to their website:...
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...Organizational Behavior Sarah Self MGMT 311 July 27, 2013 Organizational behavior Within all organizations whether big or small it is essential to create a proper work environment for all of their employees. The key aspects to creating this type of environment are the ability to understand employee behavior, strong communication, ability to adapt, and strong ethics. For this paper I will be discussing the issues that I had with my previous employer. The issues described in this case are to do with management. When there is a communication breakdown between employees, a totalitarian leadership that does not consider the views and participation of employees and unprofessional handling of information, the organization is bound to fail. This could be due to a lack clear and defined channels of communication in the organization, inadequate training of managers in management science and are just bad leadership. Whenever there are such problems, the solutions could include the following as specified in the explanations below: Communication Firstly, communication by definition is the sharing of information between two or more individuals and /or groups to get at a particular understanding (Bauer, T., & Erdogan, B. 2010). This implies that the meaning of the information contained in the message to be must be easy to encode for it to qualify as effective communication. Good communication is an essential element of any organization’s success. Mangers should spend a great...
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...Utah Symphony and Utah Opera: A Merger Proposal There is a major discussion underway on the proposed merger of the Utah Symphony and the Utah Opera. Mergers in the arts are rare, and nonetheless, risky, therefore all parties are going through thorough discussions process before coming to a final decision. A merger of this sort is unfamiliar, therefore gaining support of the merger has been difficult. It is important to consider all parties and their concerns equally, and implement motivational methods and/or organizational tactics to gain support for the proposed merger. For members and supporters of the Utah Opera, the lack of support of the merger is rooted in the organization’s current good standing. The Utah Opera is financially stable, and is growing thanks to Ewers efforts leading the organization. With this in mind, the people are skeptic of taking the risk of jeopardizing their good standing, and also their identity in the arts. To address the concerns related to the Utah Opera’s financial stability, and what may be compromised with the merger, Bill Bailey, the chairman of the Utah Opera, may benefit from using McClelland’s need for achievement theory to improve the public’s attitude toward the merger. Although the Opera is in good standing, there is still so much opportunity for growth for their organization. This merger may be an opportunity for the Utah Opera to become a top tier organization in the arts, and reach equal recognition to the Utah Symphony. Rather...
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...Leighla Duty MGMT 362 – Organizational Behavior Week 5 Case Study “How Personal Can Ethics Get?” Synopsis: Valerie Young was a marketing manager at Wisson, an international cosmetics and fragrance company located in Chicago. Valerie’s job is to contribute organizational, financial, and marketing skills. Valerie’s department downsized from 25 to 10 employees in the previous year. Her department was unique in a sense, because they acted as an agency; they delivered designs for bottles and packaging as well as developed fragrances for their own brands. Valerie’s boss is Lionel Waters. He was hired by Wisson’s CEO (at the time) and has been with the department for 14 years. Waters had worked for big name companies in the fragrance industry and launched a successful female fragrance in the years prior to working at Wisson. When Waters joined Wisson, his goal was to start new product lines in fragrance. Waters hired two close friends as executives with salaries that were above industry standards and gave each of them six weeks of vacation. Teams were formed around Waters and his two friends and within three years each of them and its own line of fragrances that were in stores around the world. It takes a long time to develop the perfect fragrance; “the name, concept, design of bottle, packaging, advertising…fragrance development itself takes a tremendous amount of time” (Hellriegel 2011). During Valerie’s first year at Wisson, her team worked with about eight...
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...Organizational Structures (Author’s name) (Institutional Affiliation) Date Introduction The organization of corporate structures is important in the allocation of duties and roles, supervision of employees at the workplace as well as the efficient coordination of workflow in an organization. These plans form the basis of effective operations of any company’s projects, and give accurate insights on the exploration of the minimal resources available to an organization’s disposal. Besides, it enables any company to manage the work force in the process of timely completion of projects and extension of the businesses longevity. Therefore, it is important to define the roles of each party in any project assigned to the organization. Analysis of the case: designing the authorities of a project manager The Beijing EAP Inc. is a company that provided EAPs to many customers. The nature of its operations required the employees to have strong academic backgrounds that qualified them to operate in this multinational service company. Being the largest market holder in the mainland China, the Company had a huge customer base that categorized it as a big corporation. Amongst some customers of BEC were IBM, Siemens, Samsung, Lenovo, Guadong Mobile and the China Development Bank. Consequently, the Company had many projects that prompted the management to subdivide the projects to different segment managers. In this case study, for instance, Mr. Yang represents a training department...
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...Running head: DAU ORGANIZATIONAL CULTURE INVENTORY An Examination of the Defense Acquisition University Organizational Culture Inventory Circumplex Ernest Fagan Keller Graduate School of Management Jodi Harrell, M.A, M.S. MGMT 591 Aug 13, 2012 DAU ORGANIZATIONAL CULTURE INVENTORY Corporate OCI Styles This paper will discuss the OCI survey results of my workplace, Defense Acquisition University (DAU) and reflect on the validity of those results. DAU provides acquisition and government contracting training and certification to Department of Defense personnel. Not surprisingly, the primary OCI style was Humanistic-Encouraging. We as instructors go to great lengths to ensure students are given ample opportunity to succeed. We stay after class, provide assistance with their lesson plans, and deliver the material in a way that suits different styles of learning. I am particularly partial to making charts and drawing flowcharts of contracting processes to foster comprehension, interpretation, and application. Each class is also divided into teams. This helps simulate the actual workplace environment. Contracting specialists do not work alone. The need input from the customer, confirmation of funding from the budget office, and steady feedback from the vendor during contract performance. That is highlighted by the Affiliative score. ...
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...| MGMT 591: Leadership & Organizational Behavior | Project Proposal | Charisma A. Watkins | charisma_watkins@yahoo.com | Professor: Joseph Neptune | March 15, 2015 | | Overview of Organization The organization that will be discussed in my final course project is Diamond Blade Warehouse. Diamond Blade Warehouse (DBW) is a privately owned wholesale distributor of diamond cutting tools in North America. Headquartered in Vernon Hills, IL, DBW has 3 subsidiary companies with facilities in 3 states and independent contractors in 15 other states. Like many organizations, DBW has experienced decreased earnings due to the harsh economic conditions and the recent recession. This has led to office closures, integration of departments, and employee layoffs. Employees who were not laid off and who didn’t quit have been subjected to mandatory overtime hours, decreased benefits, and loss of company sponsored appreciation rewards. Over the past ten years Diamond Blade Warehouse suffered a significant decrease in annual revenues but has survived and remained in business by offering new products to its customers and by investing in a successful marketing strategy. DBW also transitioned from keeping inventory to utilizing a drop shipping method to lower costs. While these methods have proven helpful to the survival of the organization, the hard work and dedication of each employee who remained with the organization through all of these difficult changes must be...
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...MGMT 591 Leadership and Organizational Behavior Topics for Term Papers These are only suggestions. The best project is one focused on improving conditions in one's own organization. Focusing on an employee productivity problem. Investigating employee turnover in a department or division. Determining why employee job satisfaction is low. Applying job design theory to improving the motivating potential score in a functional or work process area. Evaluating reward systems and their impact on performance. Looking at diversity in an organization and how it affects performance. Appraising a manager’s motivation methods and how they influence performance. Review the decision-making process in organizations. Concentrate on the communication process and how it affects the organization to achieve its goals. Look at how power and politics is impacting an organizational unit in terms of achieving the firm’s goals. Evaluate a leader’s leadership style and implications for performance and satisfaction. Evaluate organizational group conflicts that inhibit achievement of important objectives. Analyze a change effort in the organization. What went well? What went wrong? What should they have done? Determine the best organizational culture-style (in the context of the OCI) to optimize corporate objectives. Creating High Performance Organizations Effects of a contract worker in environment How perception of contract labor in the workforce ...
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...Trecie A. Santiago September 24, 2010 MGMT 290-1004A-10 Professor Marta Leonida Requirements of Value Chain Management What is value chain management? Value chain management is the process of managing the sequence of activities and information along the entire value chain (Robbins, Stephen P. and Coulter, Mary. (2009) Management (10th ed.) Published by Prentice Hall.) Value chain management is externally oriented and focuses on both incoming materials and outgoing products and services. Value chain management is effectiveness oriented and aims to create the highest value for customers. 1.) Where is collaboration/coordination needed? Collaboration/ coordination is the process where two or more people or organizations work together to reach a common goal. When it comes to dealing with any type of sharing information, like done between supplier, the manufacturer, and the manager. Each one of the parties involved must be willing to be honest, flexible, willing to share all information, and the most important they have to communicate with each other. 2.) How might technology benefit the organization? Today with all the advances in technology to help organizations keep their customers completely satisfied. This is what helps to build a better relationship between customer and the workers 3.) Why evaluate organizational processes? The organizational process is the way the organizational work is done. This would mean in a value chain management situation is to make sure...
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...Harvard University Summer 2012 MGMT E 4000: Organizational Behavior Monday & Wednesday: 6:30-9:30 PM (EST) Distant Learning – online (live in real time) Dr. Carmine P. Gibaldi E-mail: cgibaldi@fas.harvard.edu Telephone: 718-990-7446 Appointments: By appointment via telephone, online, & possibly in person Course Description This course deals with human behavior in organizations and with practices and systems within organizations that facilitate or hinder effective behavior. Conceptual frameworks, case analysis/discussion, and skill-oriented activities are blended within each topic. Topics include communication, motivation, group dynamics, leadership, social responsibility, diversity, stress/fear, and organizational change. Class sessions and assignments are intended to help participants/students acquire the skills that managers need to improve organizational relationships and performance. Course Objectives This course aims to improve ones understanding of human behavior in organizations and ones ability to lead people to achieve more effectively and how to increase organizational performance. Readings are assigned to give the student a clear understanding of the specific material. Cases are assigned to afford the student the opportunity to apply the theory, and put it into practice. Students will be expected to explore and reflect on their own experiences in the workplace, and discuss ways...
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...MGMT 325-E3WW Culture and Change Stephanie Wilson Franklin University February 11, 2013 Introduction Organizational culture consists of shared values and assumptions. Values which are beliefs that contributes to the preferences of a circumstance and assumptions that are set for a certain way of thinking regarding opportunities (McShane & Von Glinow, 202, p. 256). This paper will discuss the culture of the University Center at Arkansas Northeastern College, how the employees implement change, resist it and some methods recommended to decrease resistance of change at ANC’s institution. Organizational Culture Culture within the University Center is what the important and unimportant things to ANC. What the University Center considers important is the students’ being interacted with every day through our office. Providing each student the opportunity to further his or her education without leaving the Blytheville, Arkansas is what’s valuable to the institution. The University Center also focuses on growth which consist training and career development. The department always wants and needs to excel and grow on different levels as an employee, an individual and as an institution. Some organizations have a culture indirectly through artifacts, which are symbols or signs in one’s culture (McShane & Von Glinow, 2012, p.260). When entering the University Center, every individual who enters the offices will receive a warm greeting and a greeting of a...
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...eadBreadTalk Background In 2000, BreadTalk was founded and it has rapidly turned into a particular Singapore brand that has increased universal advance. It has set up its check on globally with its bread kitchen, eatery and nourishment chamber foot shaped impressions. Moreover, it has also opened nearly 1000 outlets with 7000 total employees around the globe such as Hong Kong, Middle East, Singapore and China. 1. Write the mission or purpose of the organisation is a few sentences. As stated in Company official site, their mission is “Leading a new lifestyle culture with new, innovative changes and creative differentiation to craft products with passion and vibrancy”(Breadtalk.com, 2015). Their mission clearly states that the company is always trying to bring and create new products. Hence, their main focus is on their products. 2. What are the specific tasks to be completed to accomplish the mission? BreadTalk may not seem like it has a complex or complicated business model; indeed, the company was designed to sell bread and pastries, and this is something that it has been doing with significant success in the Asian market for a number of years. However, there have been changes made recently, and the company is trying to take its business in a new direction (Breadtalk.com.sg , 2015). The company’s current tagline is “get talking” (Breadtalk.com.sg, 2015). George Quek, the Chairman of the BreadTalk group, writes “After 12 years and 3 generations on, Generation4...
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...Running head: OCI SURVEY Organizational Culture Inventory Survey Results Analysis Glenn E. Richardson DeVry University MGMT 591 Leadership and Organizational Behavior OCI SURVEY Abstract My company’s OCI primary style is “affiliative”, with a secondary style of “humanistic-encouraging”. These styles align within the “constructive” portion of the Human Synergistics OCI Circumplex, and indicate a people-oriented, high order needs-based actions focus. An “affiliative” style is indicative of a company’s emphasis on cultivating constructive, interpersonal relationships. A “humanistic- encouraging” style encourages a people-oriented style with all members helping each other grow and develop. My company’s limiting style is “approval”, which comprises behavior such as conflict avoidance, superficial relationships, and “going along to get along”. These traits run contrary to the company’s primary styles and inhibit full potential for organizational success. My LSI survey aligns well in comparison to my company’s OCI survey. Both surveys indicate a dominant style of “affiliative”, indicating that both my company as well as myself place strong emphasis on friendly and open relationships. Comparing limiting styles show my LSI style as “achievement”, whereas my company’s OCI style is “approval”. Contrasting these traits indicates that I show a tendency to exhibit aggressive- defensive, task oriented behavior that promotes self-promoting thinking...
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...Concepts and Terminology MGMT 455 Jan,2013 Abstract Several years ago, organizations were intended to make profits. However, with the past of years was necessary to embrace the new changes and challenges that were emerging such as, globalization and new technologies. Implementing new culture, values and strategies to survive and be successful. Introduction The organization's success depends on its employee's performance and its customers. For this reason, the organizations must implant values, norms, and beliefs that create a healthy environment with strong and integrate culture that support its vision, strategies, and goals. The environment in which its culture will dictate the good behavior of employees, efficient communication among leaders, customers and employees, In which diversity will help to open other doors of the business market. Organizational Culture Organizational culture is valued, assumptions, beliefs, and norms established by the company, which will influence members' attitude and behaviors. An organizational culture of an organization is crucial because it helps to establish behavioral norms of individual or group of people who are embedded in the organization with the goal of working in health environment to achieve their success and organization too. Besides that, a stronger culture is a talent- tractor. In nowadays talented people no longer want to work in any company, they are interested in building their careers in a healthy environment...
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