...Organizational Trends Organizational Trends The team discussion this week was about organizational trends and stress in the workplace. Team A commented on characteristics of high-performance workplaces. They also examined how the high-performance workplaces differ from the more traditional organizations. Team members discussed the effects of stress and what they believe are the best stress management strategies. Each member also evaluated the emerging trends in organizational behavior related to high-performance organizations and stress management techniques to best deal with everyday stress. High-performance Workplace Characteristics Team A came up with many characteristics of a high-performance workplace and commented on whether they think their employers fit into this category or not. Some of these characteristics include strong leadership, a team environment, focus on customers and current marketplace, and a strong continual training program. Corry, Carrie, and Jeremy believe their workplaces to be high-performance, but Jessica believes that hers is a more traditional workplace. The reason that Jessica views her organization as traditional is that it has a clear and defined hierarchy. It does not utilize teams, but instead uses an individual approach to reach organizational success. Corry and Carrie view their companies as high-performance as they have strong leadership that make performance expectations clear and are knowledgeable about the current environment...
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...Organizational Trends Nathaniel Benson, Felton Wells, Kevin Harring, William Kindred MGT/307 February 17, 2011 Charles Parnell Organizational Trends Team B entered discussion concerning organizational trends. Within the discussion the team came to a consensus about its thoughts toward organizational trends. In this paper we will describe the characteristics of high performance workplaces and organizations, discuss how high performance workplaces and organizations differ from traditional organizations in terms of operational effectiveness, workplace stress, and organizational dynamics. We will then compile strategies for managing workplace stress, and evaluate emerging trends in organizational behavior related to high performance workplaces and stress management techniques. Although each organization has its own way of doing things, trends in high performance workplaces and organizations differ from traditional organizations in terms of operational effectiveness, workplace stress, and organizational dynamics. High Performance Workplace and Organization Characteristics Organizations consist of many characteristics of high performance. A few of these characteristics consist of work clarity, and a capability assessment. Work clarity consists of making sure every employee understands why the organization exists and what is important. The process makes it clear to all employees in the organization, what business the larger or parent organizations are in and...
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...Organizational Concepts and Terminology The concepts and terminology of an organization is important for any organizations success. The concepts and terminology will include organizational culture, diversity, behavior, and communication. All are important and link with one another in a well organized company. There are written and unwritten rules and assumptions that will define the culture of the organization (The Sergay Group Ltd., 2011). Culture plays out in an organization in many different ways. It can identify the specifics of how information is communicated and how performance is managed. The concepts of culture also specify how projects are coordinated within the organization, and sets up the hierarchical levels and job titles ((The Sergay Group Ltd., 2011). Organizational culture and behavior contribute to the psychological environment of an organization. The culture of an organization is comprised from the organizations past and current assumptions, their experiences and the companies values. The actions of the company and employees towards the company and coworkers define the behavior of the organization. An organization that is successful has a behavior that is friendly and functional, flowing to a hierarchy level of management (The Sergay Group Ltd., 2011). Diversity can be defined as a characteristic of a group of people suggesting differences among those people on any relevant dimension (Hitt, Miller, & Colella, 2006). Key concepts of diversity...
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...Emerging trends in ob |Organizations have considerably emerged in the field of structure, operation and people in this modern era. Technical advancement has taken | |the place of manual man power. Quality based functioning is preferred than quantity based. Jobs have become instable and insecure for the | |subordinates. They have flat hierarchy and horizontal structure which based on the tasks to be accomplished. There is rapid increase in the | |competition in the market. Cross culture management has emerged which has given a considerable change in the role of sex differentiation. | |Organization has more emphasis on the sound system of training. The new systems demands for more technical issues, feedback, reference | |issues, normative issues, social feedback which helps in building an ability to perform the job efficiently. It has various features as they | |have to work on different legal, political and economic system, face tough competition from multinationals as well as from the local | |industries, need to be flexible, organizational structure is flat, prefer to appoint the people with global view, need to train multi skills | |to the employees, special training in respect of cross culture and socialization, to maintain a balance between the countries to maintain | |good relations for the sake of running effective business in their country. It is very essential to maintain global culture within the | |organizations to have...
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...Organizational Behavior Trends Abstract This group and team paper contains the essentials for the establishment of a high-performance team. First, the foundation of this paper consists of the explanation on how to become a high-performance team. Second, the definition and the impact of demographic characteristics and cultural diversity on group behavior are implemented in the paper. Description of how the affects of demographic characteristics and cultural diversity can enhance or divert high-performance. The five stages of group development such as forming, storming, norming, performing, and adjourning are explained in this group and team paper. Groups and Teams Paper A group of people can become a high-performance team by achieving accomplishments with self-gratification. These small groups of people may consist of diverse races, cultures, genders, ethics, religions, personality traits, and behaviors. Team members can successfully collaborate their skills to accomplish a common goal or task High-performance teams have core values; clear performance objectives; the right mix of skills; and diverse creativity (Hunt, J., Osborn, R., Schermerhorn, J., 2005). Open systems, group input factors, group dynamics, and inter-group dynamics are some sources that can help a group to become a high-performance team. These high-performance teams can achieve a more effective and efficient productivity when they collaborate in an open system. This system allows all members to...
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...Organizational Trends MGT/307 Organizational Trends In today’s society and the faced paced atmosphere, companies are looking at the most efficient, cost saving, quality way to run their business. Incorporating work teams to solve problems and to accomplish goals are utilized in various organizations to increase productivity and streamline production issues quickly as well as increase motivation in workers. Companies must also be adaptable to the change and prepare to continually change to maintain success. With the strive to increase productivity, drive down cost, and stay current on new technologies, leadership, and workers alike find stress slowing them down. Organizations are promoting healthy mental exercises and practices to maintain happy employees as well as high motivation and production. Characteristics of High-Performance Workplaces A high-performance team or a group of individuals who commit to work together for the same goal have formed a strong base of productive communication and most always achieve astonishing results together. These high-performing teams are highly dedicated, and in return can experience less stress. Dr. TC North, who is a CEO and founder of Catalyst High Performance, coach’s leaders in taking their teams from average to high-performers and has come up with nine characteristics of high-performers in the workplace. Dr. North’s nine characteristics include willingness to fail in order to succeed. According to Dr. North this is one of the...
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...Organizational Trends Learning Team A MGT 307 November 5, 2012 Keith Wade Organizational Trends A CEO of a large corporation provides himself with yearly bonuses and takes credit for the staffs hard work and dedication. After reading that statement does it provide you with motivation to want to work for an organization who employee CEO’s such as that? Many individuals are beginning to turn down successful job opportunities to work with smaller net worth organizations because the smaller organizations have present a set of values as well as live by the values they present. These values are not just personal but also professional. High-Performance Workplaces Self-managed work teams, quality programs, and job rotation typically characterize high-performance workplaces and organizations. High-performance organizational structures exhibit a wider variety of flexibility. The structure can be flat, network, matrix or virtual (Locke, 2009). Managers and directors select structures that work best for them and the environment in which their business operates. In contrast to the traditional workplace and business, the high-performance organization work groups freely communicate with peers and associates throughout the company. Many high-performance workplaces encourage employees to express ideas, suggestions, or concerns with upper management, modern organizations tend to control costs, by using flatter, a horizontal organizational structure (Thornbory, 1987)...
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...Criminal Justice Organizational Trends CJA/444 April 29, 2014 Tim Slovak Criminal Justice Organizational Trends The act of making or becoming different; change. Change is a process of evolution and remains constant. What accompanies change could be good or bad, but regardless of the change adjustments must be made to accommodate change. These changes, adjustments and accommodations, are referred to as trends. Such trends within United States criminal justice organizations are vital in keeping pace with societal change and combating crime. Some recent trends are the privatization and militarization of criminal justice organizations. In this writing, I will discuss and attempt to compare these trends with current criminal justice organizations. The privatization of criminal justice organizations stems from the idea that awarding contracts to private companies that could run such services efficiently and effectively would potentially save and even earn the government money. (Nichols, 2010) To understand privatized policing we must first differentiate between police and private security force. Although both function as public safety officials and the duties performed are similar, they are two separate entities. “The term police typically refers to sworn officers working as members of the executive branch of government rather than to private security agents or agencies.” (Forst, p. 22, 2000) A private security agency while serving in the same capacity as a...
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...Organizational Trends Organizational Trends According to Organizational Behavior (OB, 2005), decision making is defined as the process of choosing a course of action for dealing with a problem or opportunity. There are several steps that occur in the decision making process. First, one must recognize and define the problem or opportunity. Second, one must identify and analyze alternative courses of action and estimate their effects. Third, choose a preferred course of action. Fourth, implement the preferred course of action. Finally, evaluate the results and follow up as required. This process seems to be fairly simple but can become extremely complex when outside factors are considered. As the Information Age come about an increasing amount of work-related stress can be linked to technology. The ease of information access and the troubles generated by this information has had a profound effect on stress in the workplace. The effects of ethics on decision making and the impact technology has on work-related stress are both trends in organizational behavior that vary according to the times in which each occurs. Decisions are usually made using a structured method which allows the decision maker to rationalize his or her options and analyze the situation so that the best decision can be made. When ethical dilemmas are introduced, the process if often becomes complicated and can result in the normal process being foregone in favor of emotional or rash decisions. Often risk and...
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...Running head: ORGANIZATIONAL TRENDS DISCUSSION Organizational Trends Discussion Team B University of Phoenix Organizational Behavior and Group Dynamics MGT/307 Jack Land October 13, 2011 Organizational Trends Discussion High performance organizations are known as successful businesses. In order for them to be successful, they need to have a strong management to gain that success. The work environment can be a very stressful place to work in, but it can also be very rewarding if managed properly. This paper discusses the characteristics of a high performance organization and stress management techniques. High performance workplaces and organizations are entities that have developed and maintained certain successful processes that allow them to foster employees' commitment/dedication, service their customers effectively, and remain competitive. Examples of those processes are: the organization's culture (When an organization's culture is well defined, employees are more likely to understand it and want to be part of it), the high level of commitment of the employees (with organizational commitment, employees express dedication to the company because they feel a sense of belonging and a sense of duty towards that company), client centeredness (customers are the main reason companies are able to exist. Therefore, when client centeredness takes center stage, the result is complete customer satisfaction, cultural diversity (embrace cultural diversity...
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...Organizational Trends Organizational Trends Abstract: Motivation and rewards work hand in hand. In an organization rewarding employees will impact their performance. When an employee is rewarded for a job well done will feel appreciated and will motivate employees to keep up the good work. According to Schermerhorn, Hunt, & Osborn (2008), “Motivation influences work effort, and the key to motivation is the ability to create a work setting that positively supports individual needs and goals. Whether or not a work setting proves motivational for a given individual depends on the availability of rewards and their perceived value” (p. 151). When an employee feels unappreciated their performance will affect performance, and the organization is affected as well because the job is not being completed. This is why it is so important for an organization to have a good leader, which is able to keep all employees motivated. Managing Stress In The Workplace Some signs that someone is suffering from too much workplace stress is they feel anxious, irritable or depressed, they lose interest in their work, muscle tension and headaches, trouble sleeping, social isolation, fatigue, trouble concentrating, and an increased use of drugs and alcohol to cope (Stress At Work, n,d,). While some workplace stress is normal, too much stress can hamper productivity and effect physical and emotional health (Stress At Work, n.d.). Discovering ways to handle workplace stress does not involve...
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...Organizational Trends CJA/444 Keith Wilson July 28, 2014 Patrick Kelly Privatization Privatization of criminal justice has a long history in this country, driven in part by distrust of government's power and its perceived incompetence and corruptibility, and in part by efficiency and accomplishments of the private sector. While recognizing the advantages of privatization, the contributors find that the criminal justice system may not be as amenable to privatization as other government functions (Shicor & Gilbert, 2002). Moreover, deficiencies in the contracts through which private firms take over criminal justice functions may be uncorrectable, and resumption of performance by the government in the event of market failure may be difficult. Differences between the goals of public governmental and private commercial organizations, as well as difficulties in monitoring performance, create the risk that the management of privatized criminal justice may be subordinate to public policy. Several guidelines are offered to minimize the risks while obtaining the advantages of criminal justice privatization (Shicor & Gilbert, 2002). Militarization Despite historical efforts to make laws that enforce this distinction, during the past four decades domestic policing in the United States has become increasingly militarized. Domestic law enforcement has taken on the characteristics of the armed forces by engaging in military-style training, acquiring military weapons, and...
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...Organizational Behavior Trends Paper We live in a society that makes it imperative for organizations to follow the markets fluctuating trends. Since the early 1900’s the factor that caused the chain reaction of events was technology. Since the early 1900’s when Ford introduced the assembly line to the public, the transportation market grew slowly, emerging into what we now know as global expansion. With the technological uprising a need for economic expansion to the diverse cultures slowly began to analyze the effect of how the misunderstanding of diverse cultures can lead to unethical decision making. With these two factors in mind, technology has been a commodity that we have adopted into our everyday lives making it virtually impossible to accomplish certain tasks without; this all leading to work related stress. Impact of Technology After the introduction of the assembly line in 1910, the mass production of vehicles made it possible for people to purchase them at a more affordable price. The automotive industry had such an effect on the technological uprising, that new markets market began expanding. For example: the car brought the east and the west coast closer together, by facilitating it for individuals to travel. It also called for the expansion of the oil industry, and the expansion to the suburbs. The vehicle is what we have adopted as a necessity because it facilitates travel to and from work greatly. But one of the most noticeable stress factors that...
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...about different companies and must be done once you get the shortlists from these companies. 6. REMs – This folder contains all the documents used in the Niche placement preparation REMs. 7. Questions asked in summers – This folder contains questions that were asked by different companies in the previous years. We are updating the folder with feedback from as many Tuchhas as possible but it will not contain the entire spectrum of questions and should be used only to identify a trend. 8. Interesting links – This folder contains interesting links that we think are useful for you. We would keep updating the same during the course of your preparation. 9. Newsletters – This folder contains the Niche newsletters and articles that had been mailed to you previously. The division is not strict and simply aims to provide every one of you with a roadmap for preparation. This preparation is in addition to HR preparation that you all are expected to do. In addition, you are expected to know about the latest trends in marketing. In case of any doubt/suggestion or clarification, feel free to reach out to any Niche...
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...Trend Article Analysis University of Phoenix – MGT373 Jennifer Choy August 21, 2011 In this day and age there are millions of trends that are present in almost every industry. In order for an organization to be successful it is essential that they follow some of these trends so that their company appeals to people. This proves to be true for the event planning and convention industries. Two articles that pinpoint a couple different trends are “Nifty gadgets taking special events to a new level” and “ The article “Nifty gadgets taking special events to a new level” is a great example of trends within the planning and convention industries. In the years 2001-2004 these industries saw a huge decline in business. The reason for this was the failing economy. Companies and organizations could no longer fit events and gatherings into the budget. In 2005 event planning companies such as Dolce parties finally started to see an incline in corporate parties and events. However, these parties and events were at a much smaller scale. It was only the important people that were being invited to these gatherings because the budgets were still not back to where they were. Since the comeback of events was at a slow pace, event planners and convention industries decided to introduce some new gadgets to attract clientele. According to Stableford ( 2005)“Beyond the typical post-event surveys and evaluation of how many sales leads actually translate into qualified...
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