...and its globalization while accommodating the challenges of diversity, ethics, and the motivation and coordination of employees. Perspectives on Organizations Open Systems A closed system does not depend on its environment, but focuses on running things efficiently. Open systems [Exhibit 1.2] must interact with the environment to survive, and managers realize they must pay close attention to what is going on with their customers, suppliers, and competitors. A system, in general, is a set of interrelated elements that acquires inputs from the environment, transforms them, and discharges outputs to the external environment. Subsystems perform functions such as production, boundary spanning, maintenance, adaptation, and management. Organizational Configuration Henry Mintzberg says that every organization has five interrelated parts [Exhibit 1.3A]: technical core of people who do the basic work of the organization; technical support creates innovations in the technical core with employees such as engineers and researchers; administrative support is responsible...
Words: 1364 - Pages: 6
...Organizational Behavior Overview Organizational behavior seeks to explain the function of complex organizations and predict the outcomes of changes to their components or underlying dynamics. It is most often applied to private-sector businesses, but it can also be used to describe the dynamics of government agencies, religious organizations and even municipalities. The study of organizational behavior requires a multi-disciplinary approach that draws upon decades’ worth of sociological and psychological research. As opposed to human resource management and its related field of study, which focuses on recognizing individual actors’ motivations and controlling their behavior accordingly, the academics and business professionals who explore the science of organizational behavior seek to explain the broader outcomes that these actors produce. Organizational behavior can be broken into two broad categories: “micro-level” dynamics and “macro-level” outcomes. The former concerns the interactions of individuals within small groups tied to a larger organization while the latter concerns the interplay of entire organizations within a sector or industry. Organisational Behaviour: What You Need to Know The study of organizational behavior is a by-product of the Industrial Revolution. Although nominal theories of efficiency have existed since ancient times, early-modern economist Adam Smith is generally considered to be the grandfather of organizational behavior. His seminal work on...
Words: 12212 - Pages: 49
...Organizational Theory – Organizational Systems Analysis Organizational Theory – Summary Paper Today’s organizations draw upon the concepts of social and cultural anthropology, political science, strategic management, and organizational behavior. To become a successful manager in today’s organizations, mangers must understand and adjust to organizational concepts, implementation and management of change within organizations, concepts of systems of theory problem solving and decision making. As a manger in my current organization, this course has taught me how to improve my managerial skills through recognizing and understanding the concepts mentioned above. The following is a complete system analysis of my company based on the Six-Box Model. Within the six-box model I will demonstrate how the following factors: (1) Boundaries and Environments; (2) Organizational Structure; (3) Formal and Informal Systems; (4) Reward Systems; (5) Power; (6) Force Field Analysis, (7) Organizational Interventions; and (8) Reactions to Proposed Changes affect a managers management style. Organizational Boundaries and Environments Boundaries in organizations can be defined as “the umbrella under which rules are implemented to shape their purpose and goals.” (Ware, 2005). Boundaries are in place to determine the sphere of influence for the internal activities of an organization and to govern the reactions to external environments...
Words: 3882 - Pages: 16
...Com/530 February 3, 2012 Jon Zimmerman Southwest Airlines Organizational Culture An organizations’ culture develops from beliefs and values that are shared by a group or groups of people that influence the behavior of members within that organization. Every organization has a different culture setting that becomes enhanced by the level of communication displayed daily. For example, Southwest Airlines’ (SWA) organizational philosophy can be described as phenomenal starting with their mission statement and core values. SWA has pledged the mission to show dedication to the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride, and company spirit. SWA is a leading air transportation provider in the United States. The Organizational culture of SWA is one that is open and is geared towards providing extraordinary Customer Service, as well as providing an employee oriented company. This is why SWA is ranked the highest among airline competitors for places to work. SWA’s vision is to expand our locations both domestic and overseas by being the largest and most profitable airline company to achieve both short and long-haul carriers efficiently and with low cost. Also to be an airline carrier that has the most productive work force to guarantee the best flight possible for each and every passenger. SWA vision statement is made possible mostly do to organizational culture, communication and the company’s commitment to employees...
Words: 632 - Pages: 3
...Organizational Behaviour (BAM – 317) Assignment Topic: * Group Dynamics with example. * Current trends in the field of organizational behaviour. Submitted to - Mr P. S. Lakhawat Submission date -: 18th March’2015 Submitted by -: Himanshu Sharan P.Id -: 12BTCSE052 Stream -: B.Tech CSE 6th Sem. * Group Dynamics with example Kurt Lewin a social psychologist and change management expert, is credited with coining the term "group dynamics" in the early 1940s. He noted that people often take on distinct roles and behaviours when they work in a group. "Group dynamics" describes the effects of these roles and behaviours on other group members, and on the group as a whole. The phrase "Group Dynamics" contains two words -: I. Group- a social unit of two or more individuals who have in common a set of beliefs and values, follow the same norms and work for an establishable common aim. The members of the group share a set of common purpose, tasks or goals. II. Dynamics- the flow of, coherent activities which as envisaged, will lead the group towards the establishment of its set goals. Group dynamics deals with the attitudes and behavioural patterns of a group. Group dynamics concern how groups...
Words: 3913 - Pages: 16
...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...
Words: 1304 - Pages: 6
...Framing the conflict as a power struggle, assertion of rights, or satisfaction of interests can dramatically affect the process and the outcome. If you are analyzing a conflict, identifying how the parties see the conflict in terms of power, rights, and interests can lead to transformative solutions not otherwise apparent. Power is the ability to have one’s way against the wishes of another. Voting seems to be a simple example, whether a vote is for political office or organizational positions, the voters have the power to choose. Psychic Prisons According to the psychic prison metaphor, organizations are seen as socially constructed realities based on unconscious preoccupations of people in the organization. These socially constructed realities or cultures may be experienced as problematic and confining, which is the reason why Morgan uses the term psychic prisons. Morgan subsumes several explanations of human behavior based on psychological mechanisms under the psychic prison metaphor most of these theories...
Words: 570 - Pages: 3
.../ch18.mhtml * * ORGANIZATIONAL BEHAVIOR by Steven L. ... One of Douglas Daft's first tasks asCoca-Cola's new CEO was to cut one-fifth of the workforce. The goal wasn't ... 2. Coca Cola Organizational Behaviour Free Essays 1 - 20 www.studymode.com/.../coca-cola-organizational-behaviour-page1.html * 20+ items - Free Essays on Coca Cola Organizational Behaviour for ... Coca Cola Organizational Theory subsequent paper contains a ... Coca- Cola Organizational And General Issue have been overlooked by ... 3. Organizational Behavior Coca Cola Free Essays 1 - 20 www.studymode.com/.../organizational-behavior-coca-cola-page1.html * 20+ items - Free Essays on Organizational Behavior Coca Cola for students ... its part, archrival PepsiCo has a 31.6 percent market share. (Vault 2002) The ... very thankful to you as you Assigned us this report on ROLE OF THE FORCES ... 4. Coca Cola Organizational Theory - Scribd www.scribd.com/doc/20200601/Coca-Cola-Organizational-Theory * * Sep 25, 2009 - Coca Cola Organizational Theory - Free download as PDF File (.pdf), Text ... Is behavior in the organization very standardized, or does mutual ... 5. Organizational Structure of The Coca-Cola Company - Scribd www.scribd.com/.../Organizational-Structure-of-The-Coca-Cola-Compan... * * Sep 15, 2010 - The Coca-Cola Company 2010 This document contains the concepts oforganizational theory explained with reference to The Coca-Cola Company...
Words: 408 - Pages: 2
...TERM PAPER: ORGANIZATIONAL BEHAVIOR MODEL IN THE CONTEXT OF TELECOM SECTOR IN BANGLADESH March 20,2015 Rumana Afroze Senior Lecturer Management-251 Department of Business Administrations East West University Subject: Term Paper on” OB model in the context of Telecom sector in Bangladesh”. Dear Madam, It is an opportunity for us to submitting the report on “OB model in the context of telecom sector in Bangladesh” to you. We think that this is quite challenging for us in many aspects, but it was a good experience for us to learn something new which will help us to improve our skills. When we worked on this report we strictly followed on the topic and tried to give our best effort to collect all information. For making an excellent term paper we collect much information from books, journals, articles and internet. We are thankful to you for giving us the opportunity to do an assignment on this topic. This report gives us some new experience which will help us for our future life Truly yours, ______________________ Aftab Uddin Niloy Natasha Khan 2012-2-14-062 2013-1-13-010 Asma-ul-Husna(Sanju) Sharmin Alam 2013-1-10-024 2013-1-10-113 Md. Tanvir Ibn Aftab 2012-3-10-153 Address: Plot:A/2,Jahurul Islam City, Aftabnagar, East West...
Words: 6734 - Pages: 27
...and Organizational Design- A Literature Review Abstract This literature review observes the views of organizational design and business ethics as they relate to one another in business. The first portion of this paper defines organizational design and business ethics to establish their importance and also examines managerial ethics and corporate social responsibility, sources of ethical principles. The second portion pursues to explain the relationship between business ethics and organizational design and how managers shape ethics through use of value-based leadership and formal structure systems. The third portion pursues to review the importance of ethics to organizational design and the structures that support or enforce ethical behavior in organizations. The fourth portion links literature reviewed and published over the past few years together based on their reference to ethics and organizational design. The literatures are linked together based on commonalities found in the opinions of the authors relating to a spiritual perspective, ethics and corporate structure, organizational and ethical theories, and ethical strategy. Last but not least, the review concludes with a summary of the important role that ethics plays in the organizational design and structure of a business and how it applies to members of management. Keywords: business ethics, organizational design, corporate social responsibility Outline INTRODUCTION I. Organizational Design/Business...
Words: 5201 - Pages: 21
...Knowledge about organizational design has evolved over the past century. In this part, I will show you on a brief tour of the historical development of organizational design theory. Keep two things in mind here. Firstly, because both the approaches and environments are changing over time, organizational design is an on-going process. Secondly, changes in the theories usually involve trial and error, which should be understood dialectically. The classical approach According to Weber, Taylor and Fayol’s opinions on organizational design, it is believed that the most efficient and effective organizations had a hierarchical structure in which members of the organization were guided in their actions by a sense of duty to the organization and by a set of rational rules and regulations. Classical theory of organization design suffers from superficiality, over simplification and lack of realism. Generally speaking, the classical approach appeared to fail in providing a direct and simple basis for relating organisational structure and business success. Mullins (2007) One of the fundamental problems with the classical theory is that the scholars only emphasized the high efficiency of the activity and mechanism of authority instead of the importance of people’s action and human behaviour. Fred Luthans (2006) pointed out that, the classicists disregarded factors of human nature and individuality and they let it play only a minor role in comparison with the roles of hierarchical structures...
Words: 697 - Pages: 3
...Materials Types of Groups and Teams 3. A company who desires to develop new or improved products would fit best with what type of team? A. Cross-functional B. Top management C. Virtual D. Functional Correct : Cross-functional teams consist of members from various functions, such as marketing, manufacturing, and R&D, to focus on each element of a new idea or innovation. Materials Types of Groups and Teams Concept: Organizational Functions Mastery 67% Questions 456 Materials on the concept: Conflict, Bargaining, and Negotiation High-Performing Groups and Teams Types of Groups and Teams 4. What does the amount of conflict in an organization signal? A. Managers value conformity B. Openness to new ideas C. Performance goals are not clear D. Indecision by top management Incorrect : “Conflict often indicates the openness of an organization to new ideas by looking at problems from different points of views” (Jones, 2007, p. 227). Materials Conflict, Bargaining, and Negotiation 5. An organizational performance is increased with employees working in teams since A. teams facilitate goals and interests of different stakeholders that otherwise would be...
Words: 2214 - Pages: 9
...MT&O 2 Organization Theory and Design - Richard L. Daft Organization Theory and Design Richard L. Daft LEESTOETS 1 ....................................................................................................................................... 2 PAGE 3 – 31: ORGANIZATIONS AND ORGANIZATION THEORY ............................................................... 2 PAGE 161 – 173: BUREAUCRACY AND AUTHORITY .............................................................................. 3 PAGE 201 – 220: ORGANIZATION STRUCTURE ...................................................................................... 4 PAGE 441 – 461: POWER AND POLITICS ................................................................................................ 4 LEESTOETS 2 ....................................................................................................................................... 6 PAGE 58 – 69: EFFECTIVENESS ............................................................................................................. 6 PAGE 81 – 106: ENVIRONMENT ............................................................................................................ 7 PAGE 119 – 149: TECHNOLOGY ............................................................................................................ 7 PAGE 201 – 233: STRUCTURE (ZIE LEESTOETS 1).................................................................................. 8 PAGE 249 – 258: STRUCTURE ..................
Words: 5782 - Pages: 24
...Administration in Canada, (pg 70) contingency theory is one of the most recent theories in organizational structure, it argues that there is no "one best way" of structuring an organization. Instead contingency theory suggests that the best way to structure a particular organization is contingent(dependent) on a number of factors such as the attitudes of the managers and employees, the nature of the task performed by the organization and the nature of the environment. The basic premise of Contingency Theory is that there is no one best way to organize a corporation, to lead a company, or to make decisions. There are too many external and internal constraints that will alter what really is the best way to lead is in a given situation. In other words, it all depends upon the situation at hand as to what will be the best course of action. An organizational / leadership / decision making style that is effective in some situations, may be not successful in other situations because organizations, people, and situations vary and change over time thus, the right thing to do depends on a complex variety of critical environmental and internal contingencies. The contingency approach to organizational design tailors the design of the company to the sources of environmental uncertainties faced by the organization. The point is to design an organizational structure that can handle uncertainties in the environment effectively and efficiently. The contingency theory approach to the study of organizations...
Words: 1903 - Pages: 8
...Organizational Development Today’s organization are not only complex but ever-changing to meet the needs of a competitive environment. In fact, organizational theorists oftentimes use metaphors to describe and explain organizational structure. Jex and Britt (2008) point out that like the human body with all its internal organs working together to survive in the external environment, organizations are in constant interaction with the environment and must function with the larger ecosystem in which it exists. This paper will review the organizational process, identify theories associated with organizational development, and describe the conditions necessary for an organization to change and grow. Many definitions of organizational development process exist; however, Porras and Roberts (1992) combined them and stated that, Organizational development is a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members’ on-the-job-behaviors (Jex & Britt, 2008, p. 473). In simpler terms, the key to organizational change is to change the behaviors of employees so that the organization can improve performance. There are many reasons to facilitate change in an organization; however, the most compelling reason is survival. Jex and Britt (2008) suggest that other reasons...
Words: 848 - Pages: 4
