...employees as well and also develop such an equitable performance appraisal and reward system for all employees so that there will be equity and discipline among employees and most importantly recognition of innovative ideas should always be justified and based on merit. The Human resources of the company need to be restructured in such a way that more attention is drawn to towards making sure that the right and only mission-oriented people are employed since the firm is on a fast track of growth. Finally, good incentive package should be put in place to encourage hard work and great ideas towards the Achieva’s organizational goal. Q2. What kinds of management changes need to be made to solve them? Ans. The founders too have their roles to play in all of these, they should recognize that management of the firm is now essential by developing some sort of organizational chart, assign all those with managerial roles either a title or some acknowledgement of their duties and...
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...Management Process & Organizational behavior ASSIGNMENT NO-2 Q1) Compare and contrast Taylor’s philosophy of management and Gilbreth Couple’s philosophy of management. Answer Frederick Winslow Taylor is regarded as the father of scientific management and was one of the first management consultants, and Frank and Lillian Gilbreth, are known as the ‘Gilbreth couple’. The main basis on which the management philosophies of both Taylor and The Gilbreth Couple, can be compared and contrasted is their respective work on TIME AND MOTION STUDIES, while Taylor was more concerned with ‘saving time and energy’ and focused primarily on the “saving time” aspect and the standardization of tasks, his time studies had to work in unison with the motion studies of frank and Lillian Gilbreth who included the concept of ‘fatigue’ in the time and motion studies. Time study developed in the direction of establishing standard times, while motion study evolved into a technique for improving work methods. The two techniques became integrated and refined into a widely accepted method applicable to the improvement and upgrading of work systems. This integrated approach to work system improvement is known as methods engineering, and it is applied today to industrial as well as service organizations, including banks, schools and hospitals. THE OBJECTIVE OF CONDUCTING TIME AND MOTION STUDIES The main objective of a time and motion study is to determine reliable time standards for the...
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...Saint Petersburg State University Graduate School of Management Group project for the Organizational Behavior course “Aeroflot” MiM, cohort II, group 5 Group members: Cherenko Polina Pitubaeva Tatiana Samadov Imruz Tarasenko Vladimir Supervisor: Assoc. Prof. Latukha Marina 2015 Table of Contents 1. Aeroflot’s Background 3 2. Country-specific context 7 3. Peculiarities of OB and HRM in country of a company’s origin 11 3.1. Main Characteristics 11 3.2.Trends 15 3.3.Perspectives 16 4. HRM strategy and practices and OB areas 17 4.1. HR Policies 17 4.2. Employee training 18 4.3. Department for Aviation Personnel Training 18 4.4. Aeroflot Aviation School 19 4.5. Social Programs For Company’s Employees 20 4.6. Health and safety 21 5. Analysis of existing problems and challenges in OB or HRM areas. 22 6. Problem description and analysis. Recommendations 24 List of Sources 27 1. Aeroflot’s Background After the World War I many European countries started to look forward civil aviation development. Since then, Soviet Union Government established Dobrolet - the first Russian air fleet that had flights from Moscow to many airports in European part of the USSR and nearest foreign locations. In the beginning, only one plane served the route from Moscow to Kenigsberg (Kaliningrad). That plain could accommodate four passengers and mail carriage. During early years of activity the company enhanced number of flight, adding following destinations...
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...What is Organizational Behaviour? * Organizational Behaviour is a field of studies that seeks to understand, explain, predict and change human behaviour, both individual and collective in the organizational context.m * Human Capital is defined as the knowledge that employees possess and generate, including their skills, experience and creativity. * Roots of Organizational Behaviour Discipline | Influence on OB topics | Unit of Analysis | Psychology | Learning, personality, leadership, motivation, perception, attitudes, performance and appraisal. | Individual | Engineering | Design of work, efficiency, performance, standards, productivity and goal setting. (Scientific Management) | Individual + Group | Social Psychology and Sociology | Work teams, group and communication, group dynamics, roles, norms and standards of behaviour that emerge within groups; complaint and deviant behaviour, effects of codes of ethics in organizations, organizational change, and power. | Group | Anthropology | Organizational culture, origins of culture, patterns of behaviour. | Organization | Management (Administrative Science) | Design, implementation, and management of various administrative and organizational systems. | Organization | * Organizational Behaviour and Management. * Organizations are groups of people who work interdependently toward some common purpose. * Managers are people in organizations who perform jobs that involve the direct...
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...ONE Introduction to Organizational Behaviour CHAPTER 1 Study of Organizational Behaviour INTRODUCTION The study of Organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. There are no absolutes in human behaviour. It is the human factor that is contributory to the productivity hence the study of human behaviour is important. Great importance therefore must be attached to the study. Researchers, management practitioners, psychologists, and social scientists must understand the very credentials of an individual, his background, social framework, educational update, impact of social groups and other situational factors on behaviour. Managers under whom an individual is working should be able to explain, predict, evaluate and modify human behaviour that will largely depend upon knowledge, skill and experience of the manager in handling large group of people in diverse situations. Preemptive actions need to be taken for human behaviour forecasting. The value system, emotional intelligence, organizational culture, job design...
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...Investigating the Impact of OJ & POS upon OCB: An Empirical Study Of LIC Employees In And Around Chandigarh. A SYNOPSIS SUBMITTED TO UNIVERSITY BUSINESS SCHOOL PANJAB UNIVERSITY CHANDIGARH ON SEPT 11, 2012 SUBMITTED TO: SUBMITTED BY: Dr. RUPINDER KAUR BIR PARMEEN MBA (HR) 3RD SEM ROLL NO: 18[pic] CONTENT 1. INTRODUCTION………………………………………………………………..2 - Organisational citizenship behaviour……………………….........................2 - Organisational justice……………………………………………………......3 - Perceived organisational support…………………………………………...5 2. REVIEW OF LITERATURE……………………………………………………6 - Literature review of OCB……………………………………………………7 • Dimensions of OCB…………………………………………………….....8 • OCB as latent construct……………………………………………….......11 - Literature review of OJ………………………………………………………12 • Organisational support theory……………………………………….......13 • Justice fosters employees OCB……………………………………….......14 • Justice builds customer satisfaction and loyalty……………………......14 • Justice builds trust and commitment…………………………………….15 • Justice...
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...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...
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...Why organizational cynicism prevails in most of the organization? Abstract: Organizations cross our path from the cradle to the grave, fulfilling basic human needs. In such a scenario organizational effectiveness; the motivation and engagement of the persons working to accomplish that effectiveness are of supreme importance. Cynicism is the attitudes of scornful or jaded negativity, especially a general distrust of the integrity or professed motives of others is what cynicism is and when one bears such an attitude towards ones organization, which has become an inevitable part of society, is what we referrer as organizational cynicism. The article discusses on the factors fostering the presence of cynic attitude in an organizational context, the preconceived, deduced or observed output of it, and finally discuss the possible remedial strategies for it. Introduction: An organization can be defined as a goal directed object, which is structured and constitutes coordinated activity systems. Since organization is a part of society and society itself relies on it, both are each other’s completers. ” People “the most important part of it works coordinating in the organization to attain the ultimate set goal. Organizations that are able to motivate their employees to accomplish the specifically laid goals will likely be effective in contrast to those that do not will suffer and eventually cease to exist. But there exists a common contrary belief about organizations: Organizations...
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...Organizational behavior is a field of study that investigates the impact that individuals, groups and structures have on behavior within an organization. It is an interdisciplinary field that includes sociology, psychology, communication, and management; and it complements the academic studies of organizational theory (which is focused on organizational and intra-organizational topics) andhuman resource studies (which is more applied and business-oriented). It may also be referred to as organizational studies ororganizational science. The field has its roots in industrial and organizational psychology. Organizational studies encompass the study of organizations from multiple viewpoints, methods, and levels of analysis. For instance, one textbook[1] divides these multiple viewpoints into three perspectives: modern, symbolic, and postmodern. Another traditional distinction, present especially in American academia, is between the study of "micro" organizational behaviour — which refers to individual and group dynamics in an organizational setting — and "macro" strategic management and organizational theory which studies whole organizations and industries, how they adapt, and the strategies, structures and contingencies that guide them. To this distinction, some scholars have added an interest in "me so" scale structures - power, culture, and the networks of individuals and i.e. ronit units in organizations — and "field" level analysis which study how whole populations of organizations...
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...1, No. 1; 2012 Organizational Communication, Job Stress and Citizenship Behaviour of IT Employees in Nigerian Universities Fidelis Aondoaseer Ayatse (PhD) Department of Business Administration College of Management Sciences University of Agriculture, Makurdi, Nigeria Darius Ngutor Ikyanyon (Corresponding Author) Department of Business Management Benue State University, Makurdi, Nigeria E-mail: ikyanyondarius@gmail.com Received: June 23, 2012 doi:10.5430/jbar.v1n1p99 Abstract The study examined the relationship among organizational communication, job stress, and citizenship behaviour of IT employees in Nigerian universities and investigated if differences existed in the rating of these variables between federal and state university employees. Data were collected from IT employees in University of Agriculture Makurdi and Benue State University Makurdi (n = 49). Using Pearson correlation coefficient, t-test and regression model as tools of data analysis, the study found that there was no difference in organizational communication and stress levels between IT employees in federal and state universities. However, differences existed in citizenship behaviour between the two samples, with IT employees in the state university showing higher levels of citizenship behaviour. The study also found a significant positive relationship between organizational communication and citizenship behaviour while stress levels were not found to be related to either organizational communication or citizenship...
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...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...
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...Organizational Psychology is the science of psychology applied to work and organizations. It is a field of enquiry that spans more than a century and covers and increasingly diverse range of topics as the nature of work continues to evolve. The Field of Organizational Psychology focuses on increasing workplace productivity and related issues such as the physical and mental well being of employees. Organizational psychologists perform a wide variety of tasks, including studying organizational culture, employee attitudes and behaviour, organization effectiveness, individual performance management, employee well-being and conducting leadership and Team Development programme. The overall goal of this field is to study and understand human behaviour in the workplace. industrial-organizational-psychology-88 There are two elements to Organizational Psychology. The first element is often referred to as personnel psychology, which involves looking at how to best match individuals to specific job roles. Work in this area might include assessing employee characteristics and then matching these individuals to jobs in which they are likely to perform well. Other work would include training employees, developing job performance standards, and measuring job performance. The second element of Organizational Psychology is the organizational and is more focused on understanding how organizations affect individual behaviour. Organizational structures, social norms, management styles...
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...Understanding Organisational Behaviour IB1230 ID: 1323413 Describe how either Taylor or Ford changed organisational management and workplace practices. Critically analyse how they continue to influence contemporary organizational behaviour Student ID: Word count: 1976 Submission Date: 1 1323413 20/01/2014 Understanding Organisational Behaviour IB1230 ID: 1323413 Introduction “In the past the man has been first; in the future the system must be first.” Frederick Winslow Taylor. In the late 19th century, Frederick Winslow Taylor, known to many the forefather of scientific management, sparked the automation revolution, the third great transition in the history of humanity (after the Neolithic Revolution, a result of the development of agriculture around 6,000 B.C and the industrial revolution in the 18th century) (Souza, 1999, p.1). However, it can be argued that Taylor’s greatest contribution to capitalism was not the revolution itself, but how Taylorism brought about the era of competition and syncretism with contrasting or corresponding concepts on organisational management and workplace practices, particularly Fordism, which arguably extended the dynamics of Taylorism centered on the use of assembly line. This essay will examine how Fordism developed organisational management and modified workplace practices by exploring known historical application of its principles and theories. Thereupon, it will further analyse how elements...
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...Fundamental Concepts of Organizational Behavior In every field of social science, or even physical science, has a philosophical foundation of basic concepts that guide its development. There are some certain philosophical concepts in organizational behavior also. The concepts are- Individual differences: Every individual in the world is different from others. This idea is supported by science. Each person is different from all others, probably in million ways, just as each persons DNA profile is different. The idea of individual difference comes originally from psychology. From the day of birth, each person is unique, and individual experiences after birth tend to make people even more different. Perception: Peoples perceptions are also differ when they see an object. Two people can differently present a same object. And this is occurring for their experiences. A person always organizes and interprets what he sees according to his lifetime of experience and accumulated value. Employees also see work differently for differ in their personalities, needs, demographics factors, past experiences and social surrounding. A whole person: An employee's personal life is not detached from his working life. As an example, A women who attend the office at 8:30 AM is always anxious for her children's school time (if her children able to attend the school or not). As a result, its impact falls on her concentration that means her working life. For this reason, we cannot separate it...
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...Consultancy Report Index Executive Summary....................................................................................................................................................1 Organisational Context ...............................................................................................................................................2 Social and Economic Contexts ...................................................................................................................................3 Theoretical Overview .................................................................................................................................................3 Methodology ..............................................................................................................................................................8 Data Sample ...........................................................................................................................................................8 Measures .................................................................................................................................................................9 Control Variables ...............................................................................................................................................9 Abusive Supervision (AS) ............................................................................................................
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