...Key Learnings from OB-2 course (Submitted by Rajat Dhingra, Roll No 26, PGPM-PT April 2014 batch) An organisation consists of individuals and each person has an inherent need to understand it because much of each individual's time is spent working in or around an organisation. Organisation Behaviour plays an important role in the management of business. It is that field of study which finds out the impact that individuals, groups and structure have on behaviour within an organisation and it applies that knowledge to make organisations work more effectively. Organisations are open social systems and have complex structures. Companies use various structures such as- functional, divisional, matrix to achieve the flexibility that they require in terms of goals being met, faster decision making, adjust rapidly to the changing environment and reducing conflicts. There is no one size fits all approach and the structure is decided by various factors such as the environment, resources available, competitive position etc. We have also learnt about the role of business environment in influencing strategy of the company. To what extent strategy depends on the environment and how strategy shapes the structure. We have analysed the McKinsey 7s model which is a tool that analyzes firm’s organisational design by looking at 7 key internal elements: strategy, structure, systems, shared values, style, staff and skills, in order to identify if they are effectively aligned and allow organisation...
Words: 841 - Pages: 4
...Table of Contents Contents | Pages | The concept of power | 2 | Sources of power | 2 | Political strategies and tactics | 8 | What is political Behavior | 9 | What are the factors contributing to Political behavior | 9 | POLITICS: Power in action: | 11 | What are the Reality of Politics | 11 | What is Organizational Politics | 12 | What is Power? Power is the capacity to influence the behavior of others.3 The term power may be applied to individuals, groups, teams, departments, organizations, and countries. For example, a certain team within an organization might be labeled as powerful, which suggests that it has the ability to influence the behavior of individuals in other teams or departments. This influence may affect resource allocations, space assignments, goals, hiring decisions, and many other outcomes and behaviors in an organization. Definitions of power abound. German sociologist, Max Weber defined power as "the probability that one actor within a social relationship will be in a position to carry out his own will despite resistance." Along similar lines, Emerson suggests that "The power of actor A over actor B is the amount of resistance on the part of B which can be potentially overcome by A." Power appears to involve one person changing the behavior of one or more other individuals -- particularly if that behavior would not have taken place otherwise. Contrasting Leadership and Power Leadership focuses on goal achievement. It...
Words: 4019 - Pages: 17
...Case study Topic: Disney’s FROZEN as a global pop culture phenomenon FROZEN has been a global sensation with great reception by audiences around the world with its original song “Let It Go”. Let It Go was translated into many languages which captivated people around the globe of all ages . This move by Disney can be seen as a form of “media globalization” via the means of YouTube and theatrical releases on Television in different countries with different cultures and languages. The reception of the film can be seen as a “cultural process” or Cultural globalization which is the intensification and expansion of cultural flows across the globe . Academic Sources 1) Mollet, T. 2013. “With a smile and a song …”: Walt Disney and the birth of the American fairy tale.” Marvels & Tales 27 (1): 109-24. In this journal article, Mollet reviews on how Walt Disney’s production is now being seen as crucial to the construction of the modern American society through his contribution to the formation of a new United States nationalism . The author approaches the topic using cultural studies and textual analysis ofn Disney fairy tales to exemplify how they reflect the dominant (?) culture of America. Her research focuses on analysing Disney films such as “Snow White and The Seven Dwarfs”, “Three Little Pigs”, “Wizard of Oz” and how these films and their characters portray the unstable society and culture of America during the great depression and other different time periodslines. The...
Words: 3008 - Pages: 13
...Applying Organizational Psychology Organizational psychology utilizes scientific methodology to get a better understanding of people behavior who works in organizational settings. Organizational psychology has principles to help employees understand the behavior of the people working in organizational settings (Jex & Britt, 2008). The knowledge obtained from organizational psychology helps organizations to become more effective. Organizations are defined through defining characteristics, behavior patterns, and structures imposed on the perspective applicants. This paper will contain discussion of these principles within the recruitment process from both organizational and applicant perspectives along with how organizational psychology principles is used in the recruitment process, organizational socialization concept, and applying organizational psychology to organizational socialization. This paper gives personal insights of how they relate to work experiences. Organizational and Applicant Perspective of Recruitment Process According to Taylor and Bergmann (2006), organization’s recruitment process is toward green production. Employees and organization receive benefits that attract ideal employees because organizational recruitment has affected the reactions applicants have towards organizations and the job attributes associated with the positions such as salary and organizations locations. Organizational perspective of the recruitment process is that behavior...
Words: 1357 - Pages: 6
...Paper | | The purpose of this research paper is to address organizational research and theory and to determine the importance of establishing rules, regulations and standing operating procedures in an organization. An organization’s way of conducting business and its environment is critical to the success of that company. There are many elements that complete the puzzle of that organization that will determine that organizations success or failure. All personnel from the highest to the lowest level have key roles that display the relevance of the organizational environment, organizational design and organizational change. The Organization An organization is defined as “a tool that people use to coordinate their actions to obtain something they desire or value which is to achieve their goals” (Jones, 2010, p.2). According to Jones (2010), an organization is a response to and a means of satisfying some human need. It is important to be innovative in an organization. When new technologies are discovered and needs are increased, the organization thrives in their success. As long as there is a need that an organization can provide, the organization will have continuous success. There are many people who have goals of becoming an entrepreneur in their area of expertise. “Entrepreneurship is the term used to describe the process by which people recognize opportunities to satisfy needs and then gather and use resources to meet those needs” (Jones, 2010, p.2)...
Words: 3097 - Pages: 13
...Understanding Organizational Behavior through its Different Fields By: Edgar Joel Aboy, BBM-MBA, 2nd Trimester, 2015-2016 Keywords: Fields of Organizational Behavior, Leadership and Managerial Skills, Contemporary Organizational Behavior In an Organization, the everyday life of an employee is like a rollercoaster ride considering the different factors and the multi-faceted fast-paced interaction that happens every day. An employee is faced with different culture as organizations now usually employs not just locals but foreign nationals as well. Given the difference in culture, pressure to co-exist and the perceived differences will take its toll at some point. Organizational Behavior (OB) as defined in the book, An Introduction to Organizational...
Words: 706 - Pages: 3
...INTERNATIONAL JOURNAL OF COMPUTERS Issue 4, Volume 6, 2012 Strategic and tactical success factors in ERP system implementation K. Curko1, D. Stepanic2, M. Varga3 Abstract— In order to successfully implement an ERP system it is necessary to properly balance critical success factors. By researching what the critical success factors in ERP implementation are, why they are critical, and to what extent they are relevant to users, consultants and suppliers, this paper seeks to identify critical success factors in ERP implementation and to understand the impact of each factor on the success of ERP system introduction. This paper lists ten critical success factors (CSF) providing two points of view: strategic and tactical. These are: top management support, a business plan and vision, top management support, change management program, project management, implementation strategies, project team, business process modeling and minimal customizations, monitoring and performance evaluation, software development, testing and troubleshooting, legacy systems. Keywords— ERP implementation, critical success factors, IT project, management I. INTRODUCTION Complex IT projects, such as developing and especially implementing ERP systems often fail. Many studies indicate a small success rate in terms of exceeding the time limit, budget and poor functionality of the new system. Successful ERP projects bring great benefits to the company, but can also be devastating to organizations...
Words: 8418 - Pages: 34
... The company has been very successful in developing, marketing, and selling new products over the past few years. This success can be primarily attributed to the strong organizational structure—including its organizational culture and corporate values—that is grounded in the company vision and imbedded in the execution of the company’s mission throughout all levels. While the company has had issues of internal conflicts and ineffective leadership; nevertheless, the organizational structure of good sport has not been a stumbling block impeding upon progress. As a result, Good Sport can be considered a stable and thriving company—even in the midst of leadership and/or organizational change. This paper will further describe the organizational structure of Good Sport and examine its cultural environment—to include a description of the subcultures of two of its department. The analysis will include a look at the departmental leadership—examining the effectiveness and influence over these groups. Finally, this paper will provide a hypothetical “best” leadership style and suggested change management strategies to be employed if Good Sport were to implement a major change initiative in the company. Good Sport: Organizational Structure and Culture Organizational Structure The manner in which an organization is structured can be critical to the success of a company. The paradigm,...
Words: 2795 - Pages: 12
...Case #3 1. What factors contributed to EuroDisney’s poor performance during its first year of operation? What factors contributed to Hong Kong Disney’s poor performance during its first year? The biggest factors that contributed to EuroDisney’s poor performance during its first year of operation were: a poor understanding of the marketplace, the cultural differences between the two countries, and the different approaches to business and life. One major factor was the ethnocentrism, or the viewing of a foreign culture through the lens of your own culture, displayed by American leaders offset by French national insecurities. But, the problems spanned beyond arrogant leadership. Disney assumed people would travel from all over the Europe to visit the park, but really did not cater to the diversity of the guests. Even though the countries are united as the European Union, they are distinct and sovereign culturally. Put simply, EuroDisney was marketed poorly. Disney built, promoted, and communicated EuroDisney as a piece of America in Europe. Cultural differences were neglected. In the case, we see that Fresh culture also has its own cartoon characters such as Asterix, who has a theme park not far from EuroDisney. Furthermore, Disney banned alcohol in a culture that has a deep appreciation for wine. Disney failed to understand French national character, their insecurities over cultural invasion, and their deep commitment to maintaining their identity. Hong Kong Disney faces...
Words: 1679 - Pages: 7
...understanding of organizational behavior concepts and theories is a useful knowledge base for career success and for improving an organization's effectiveness. | Key Concepts * Define organizational behavior and describe why is it important. * Analyze what organizations are like as work settings. B | Given the influence of factors such as values, attitudes, beliefs, feelings, and personality on individual behavior, demonstrate how knowledge of individual difference factors helps in understanding, predicting, and influencing individual behavior. Use a diagnostic instrument, such as the Life Styles Inventory (LSI) to assess your personal thinking and behavior styles and their role in accomplishing self-improvement goals. | Key Concepts * Describe the nature of managerial work. * List the individual differences and how they impact performance. * Define value differences among individuals. * Define emotions and attitudes. * Analyze job satisfaction and why it's important. * Describe personality types and how they differ. * Learn how to manage diversity and individual differences, and why this is important. The High Performance Organization Visionary Leadership | A Culture of Accountability | Affinity for Risk | Strategic Agility At the heart of the high performance organization (HPO) is people—in particular, leaders who model company values and create a culture that supports exceptional performance. Anyone who has experienced strong,...
Words: 9996 - Pages: 40
...sector/industry – refusing to work for competitors. In the 1990s, this strategy aided Bain in developing a deeper level of involvement with a limited number of clients. Sometimes, a customer had as many as fifty professionals working on all aspects of the business analysis (Harvard Business School Journal, 1990, pp. 95-96). The company de-emphasized the hype around the ‘report’, focusing instead on helping the client successfully execute policy recommendations. The results of these recommendations are judged by independent matrices such as the growth (or decline) of client`s stock prices when compared to industry indices (Ormiston, 1990). In relationship-consulting, as soon as a strong and effective client-consultant association occurs, factors that influence the new relationship include: 1) constant and open discussions, 2) mutual trust, 3) consultant`s excellent problem-solving skills, 4) good planning and strategy skills, 5) absolute confidentiality and 6) honesty feedback....
Words: 1236 - Pages: 5
...Journal of Applied Business and Economics Global Business Management: Current Trends and Practices Michael Wisma Saint Joseph College of Indiana Today, problems associated with global business management have been identified as factors that negatively impact the performance and productivity of multinational corporations and in turn, adversely affect regional and national economic growth. While factors related to logistics and distribution are important when selecting international suppliers, they are inadequate when considered in isolation of internal and external forces. This paper engages in a comprehensive and systematic analysis of global supply chain management, particularly in terms of micro and macro cultural considerations. INTRODUCTION Organizations are facing increased global competition, economic uncertainties, and changing markets. Technology is changing the way we conduct business and manage information. Outsourcing of significant functions within businesses and organizations complicates the landscape of supplier relations. Suppliers and vendor partners may be located in the same city, region or country. But they are just as likely to be located halfway around the world, adding new challenges to business management. The growth of international strategic partnerships has risen exponentially in the last twenty years. Competing in a global marketplace has made it increasingly important to align business strategies with a risk management strategy...
Words: 5714 - Pages: 23
...CASE 2-1 Ali Zein Kazmi February 1, 1999 THE NOT-SO-WONDERFUL-WORLD OF EURODISNEY -THINGS ARE BETTER NOW AT PARIS DISNEYLAND- 1. What are the factors contributed to EuroDisney’s poor performance during its first year of operation? Walt Disney overestimated the magic that was to be in introducing Europe's most lavish and extravagant theme park in April of 1992. The fiscal year 1992-1993 brought EuroDisney a loss of nearly $1 billion. Mickey, a major promotion tool of Disney management did not create reason or attraction enough for the European community, unlike at the sister theme park Tokyo Disneyland. European families found EuroDisney to be an “over-rated” promotion of American culture and lifestyle, contrary to what was seen by Disney's management as a family affair. In the initial years of operation this led to an overestimation of expected revenue and audience figures. Advertising messages had been miscommunicated, “emphasizing glitz and size…not the rides or attractions”. Disney remained unsuccessful in attracting customers just by vigorous brand name promotion communicated through Mickey and his friends. Moreover, families were reluctant to pay hefty price tags on accommodation and entertainment needed to enjoy the attractions of the park. Disney failed to manage a healthy relationship with partner organizations in the host country, which most importantly alienated them from their number one ally, the French government. Regional affairs in Eastern...
Words: 2938 - Pages: 12
...three Product Group supervisors and is coordinating the 360 degree Performance/Feedback Review discussion with Alex. As part of the 360 process comments have been recorded from selected individuals higher and lower in the organizational hierarchy that the individual receiving the feedback. Sam is scheduled to have a discussion with Alex on his 360 process comments and has indicated a contradiction with the results and Alex’s self-assessment. ANALYSIS Alex Sander is described by his staff as a successful, but overly-critical, narcissistic, demanding and inconsiderate micro-manager. These attributes fit the Harvard Business Review Guide to Office Politics’ (Dillon 2013, p. 15) description of a “Control-Freak Boss”. With reference to the Guide, it must be understood that Alex is behaving in this manner not because he is evil. Firstly, Alex has little understanding of his role as a manager. Secondly, he lacks self awareness to question himself because of his success. In the self review, Alex Sander admitted that he has a bad temper. Additionally, there was an incident whereby Alex had blown up at Betsy Garrison, the marketing department’s senior sales analyst, and 20-year veteran of the company, for her apparent lack...
Words: 2246 - Pages: 9
...THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL by Julie A. Paleen Aronow A Research Paper Submitted in Partial Fulfillment of the Requirements for Master of Science Degree in Training and Development Approved: 4 Semester Credits Dr. Kat Lui The Graduate College University of Wisconsin – Stout May, 2004 ii The Graduate School University of Wisconsin – Stout Menomonie, WI 54751 ABSTRACT Aronow Julie Ann Paleen ________________________________________________________________________ (Last Name) (First) (Middle) THE IMPACT OF ORGANIZATIONAL POLITICS ON THE WORK OF THE INTERNAL HUMAN RESOURCE PROFESSIONAL ________________________________________________________________________ (Title) Training and Development Dr. Kat Lui May 2004 65 ________________________________________________________________________ (Graduate Major) (Research Advisor) (Month/Year) (No. of Pages) American Psychological Association, 5th Edition ________________________________________________________________________ (Name of Style Manual Used in this Study) The coveted epicenter for the contemporary human resource professional is partnering with other internal business leaders to fulfill the organization’s mission through sound and ethical business principles and human resource practices. Over three decades, the discipline has matured into one that includes transactional practices along side the more sophisticated organizational development...
Words: 16734 - Pages: 67
