...card fees Introduction: The main purpose of the case study is to demonstrate organizational studies, organizational theories, and organizational behavior of Bank of America trying to charge $5 debit card fees. The case study will implant the systematic study and careful application of knowledge about how people –as individuals and as group will act upon this issue. Moreover, we will encompass the study of organization from multiple viewpoints, levels of analysis and methods may be used to resolve it through prediction and explanation of some hypothesis. Company profile: Bank of America was first opened on July 5, 1784 under the name of its earliest predecessor, the Massachusetts Bank (Bank of America). As the second of the original three banks in the late eighteenth century United States, Bank of America is the country's most extensive bank, with 6100 locations covering over thirty states coast to coast (Hoovers Online). Bank of America specializes in most banking services including checking and savings accounts, credit cards, loans, investment banking and brokerage, asset management, loans, line of credits, retirement accounts, roths, and mortgages. With such excellent customer service, Bank of America has a very large customer base consisting of all different logistics of people. The Company Organizational Structure: Organizational structure is a concept in the field of Organizational studies and management which describes the attitudes, experiences, beliefs and values...
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...Leadership Paper University of Phoenix LDR/531 Organizational Leadership Motivation Plan Motivation, satisfaction and performance are main contributions required in the business environment so that all targets are achievable. The aim of this work is to develop a plan that would be applied in an environment that promotes performance increase, satisfaction and motivation of all work teams. We will be interviewing a business professional to gather information about her organization, how her department works, and her job description. We will include the differences in motivations and personalities, that these were discovered in teamwork and how each difference influences behavior. Examples of objective measures of performance include sales, net profits, profit margin, market share, return on investment, return on assets, productivity, cost per unit of output, costs in relation to budgeted expenditures, and change in the value of corporate stock. Subjective measures of effectiveness include ratings obtained from the leader’s superiors, peers, or subordinates (Yulk, 2013). Among effective managers (defined in terms of quantity and quality of their performance and the satisfaction and commitment of employees), communication made the largest relative contribution and networking the least. (Robbins and Judge, 2013). The selected personel are my team member base in the DISC resuts. The role played by the team members integrates communication...
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...Introduction………………………………………………………………………………….3 Understanding the concept of motivation………………………………………………4 Assessing your approach to employee motivation 5 Identifying manager's role in motivation process6 Applying motivational techniques7 Use appropriate methods of reinforcement.7 Provide people with flexibility and choice…………………………………………….8 Encourage employees to set their own goals and objectives………………………8 Have a flexible management style…………………………………………………….8 Provide immediate and relevant feedback that will help employees improve their performance in the future……………………………………………………………....8 Establish a climate of trust and open communication……………………………….9 Demonstrate your own motivation through behavior and attitude…………………9 Conclusions and Recommendations………………………………………………………10 References……………………………………………………………………………………11 INTRODUCTION Motivation is defined as the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs. Motivation is necessary element and the most crucial aspect in achieving goals in the organization. When people get motivated, they will put more effort and try harder on what they doing to achieve better goals. Today, most companies and organizations want to know how to motivate employees in the workplace, so they can work with the zest and increase efficiency and productivity. Moreover, when there is a lack of motivation in the workplace it can result in lower productivity...
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...Short notes of ORGANIZATIONAL BEHAVIOUR Chapters 1 to 15 www.vustudents.ning.com ORGANIZATIONAL BEHAVIOUR Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. Contributing disciplines to the OB field: Organizational behavior is an applied behavioral science that is built upon contributions from a number of behavioral disciplines. Psychology is the science that seeks to measure, explain, and sometimes change the behavior of humans and other animals. it may be the mental and behavour characteristic of an individual or group Sociology is study the social system in which individuals fill their roles; that is, sociology studies people in relation to their fellow human beings. Social psychology is the area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another. it deal with the fulfilment of social needs in a phycological sense of interpretations.it cause different socio phycho conditions and affaire for the modificationof OB. Anthropology is the study of societies to learn about human beings and their activities. we also define anthropology as "science of human beings especialy of their environment and social relations and there culture" environment play a pivotal role in the improvement and modification of OB Political science is the study of the behavior of individuals and groups within a political environment...
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...adapting to various changes in the market like technology and organizational behaviors to stay productive with competitors. In the past, companies had a strong emphasis on production to meet goals and how their employees met those goals was not a concern from the employer. Nowadays, leaders and managers focus on the psychological aspects of employees to increase production. It is essential for companies to implement a strong work design that may include a creative method to increase team motivation, satisfaction, and performance. Companies must understand that the effectiveness of the design must include employee’s attitudes, emotions, personalities, and values that can affect behaviors amongst the group. The Steritech Group is a company that has been in business for over 25 years who work in the food safety market. The company is the largest third party food safety consulting firm in the country with more than 4,000 employees. In the last few years, the company was able to venture into the fast food market causing a large growth increase within the company. Because Steritech’s focus was about their new clients and meeting their deadlines while training several new employees, the company lost focus on their people first vision. Employees were driving extensively while working long hours causing low morale and large turnover. The company spends close to 25,000 dollars on training for every new employee, so ensuring happy workers by developing a plan to increase morale...
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...Social Responsibility MGT/216 Robert Gabriel July 06, 2010 Ethical Issues in Management Performance evaluations are a very important part of a manager’s functions, which measures an employee’s results to determine if they are in line with group, department, and organizational goals. However like most managements functions hiring, firing etc. ethics can play a role in the decision making process though sometimes harder to recognize. The moral and social issues can affect a manager’s ability to make sound decisions whether arrived at through corporate policies or personal choice. The first type could rely mostly on the duty-based theory of ethics and the latter possibly on virtue based theory or any combination ethical theories. The goals of all ethic theories are do the right thing for people, and in the given situation what is best for all concerned. The ethical and morals issues that manager’s face most often involve dealing with people including themselves. It can be a conflict of interest, such as, a personal sense of ethics is contrary to achieving a company goal, or reacting unethically (usually due to stress) to achieve a company goal. As to performance evaluations, holding themselves to remaining fair and unbiased is probably the most difficult part of being a manager. Although there are generally rules, policies and guidelines as to perform this task, often personalities (personal views) can become a part of the decision process. Remaining professional at all times...
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...leadership is learnt and not taught. This study seeks to supplement the role of a manager with guidance in organizational behaviour. The framework of learnings and models identified in this document provides a manager with some of the tools that are needed for him to influence employees to achieve optimum performance and attain the organizational goals. The models are adapted from theory and research done by various scholars. The guidelines provided herein include: • Individual differences • Perception and attributions • Motivating employees • Learning productive behaviour. A manager must possess six competences to effectively apply the learnings and techniques in the workplace. These competences are self-competency, diversity, across cultures, communication, teams and change. Competences provide the foundation for an individual in the performance of his role in the organization (Hellriegel and Slocum 2011). 2.0 Individual differences Individual differences are the ways which makes each person differ from each other. Individual differences include the following attributes; physical, intelligence, personality, attitudinal and emotional. These individual differences affect behaviour and ultimately job performance (Mullins 2007). 2.1Intelligence Based on studies conducted by various researchers intelligence is a significant determinant of job performance. Intelligence is an individual’s general mental ability to grasp...
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...Motivation Plan In today’s business world, each business organization has a diverse workforce and each worker has specific motivations and emotions. An effective manager understands the challenges involved in creating a workplace that combines the employee’s motivations, satisfactions, and performance into a cohesive and effective workforce. A manager must develop a plan encompassing the employee’s motivation, satisfaction and performance. It is essential that the plan includes both the manager’s and employee’s insights to guarantee that all perspectives are merged into the plan for constructive impact. According to Robbins and Judge (2006), “Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal” (p. 186). Satisfaction is defined by Merriam-Webster’s dictionary as the “fulfillment of a need or want” and performance is defined as “the execution of an action” or “the fulfillment of a claim, promise or request”. Motivation, satisfaction and performance are important aspects that a manager must employ with people and each aspect can define the success or failure the employee has as an individual or a team”. If a manager has a positive influence within their span of control, the manager will be able to increase an employee’s motivation, satisfaction and performance. A manager can leverage a variety of tools in developing and evaluating employee motivation, satisfaction and performance. Some of those tools...
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...major empirical studies on employee performance No Author/s Variables Methodology Major findings thesis Thesis statement 1 K.Chandraseker(2011) Dependent variable Employee performance Independent variable Physical aspect and job factor Research work as a descriptive research of primary data and secondary data, researcher used the stratified random sampling method, the questionnaire was carefully constructed and properly setup. The workplace environment impacts employee morale, productivity and engagement both positively and negatively Workplace environment and its impact on organizational performance in public sector organizations 2. LeTran Thao(2002) Dependent variable Employee performance Independent variable Leadership,...
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...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...
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...Section A Reinforcement Schedule Reinforcement schedule is the determination of when reinforcers are applied. It is either after every response or only after some responses. These apply to the two general categories of schedule, continuous reinforcement or intermittent reinforcement. Continuous Reinforcement is the reinforcement of desired behaviour every time the undesired behaviour is demonstrated. It is the simplest schedule. For example, whenever the worker is late, he/she will get a 1% deduction of pay. Intermittent Reinforcement is the reinforcement of desired behaviour when undesirable behaviours are demonstrated after a stipulated number of responses or timeframe set by reinforcer but not at every instance. There are four types of intermittent reinforcement: Fixed Interval reinforcement is received after a set amount of time, regardless of number of responses during that time. For example, a worker gets its pay every last Friday of the month. Fixed ratio interval is reinforcement occurs after a set number of responses, predictable. For example, whenever a worker makes 3 sales, he gets 20% commission. Variable interval is reinforcing someone after a variable amount of time is the final schedule. For example, A boss do not do check on the worker periodically, hence the worker does not know when the next ‘check-up’ might come, he have to be working hard at all times in order to be ready. Variable ratio interval is reinforcement based on number of responses; however...
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...Chapter 2 Organizational behavior Perception and Personality DEFINING ORGANIZATIONAL BEHAVIOR Organizational behavior (often abbreviated as OB) is a field of study that investigates how individuals, groups, and structure affect and is affected by behavior within organizations. Behavior refers to what people do in the organization, how they perform, and what their attitudes are. Because the organizations studied are often business organizations, OB is frequently applied to address workplace issues such as absenteeism, turnover, productivity, motivation, working in groups, and job satisfaction. Managers often apply the knowledge gained from OB research to help them manage their organizations more effectively. What is organizational behavior? organizational behavior A field of study that investigates the impact of individuals, groups, and structure on behavior within organizations; the aim is to apply such knowledge toward improving organizational effectiveness .OB is for everyone It may seem natural to think that the study of OB is for leaders and managers of organizations. After all, they often set the agenda for everyone else. However, OB is for everyone. For instance, many employees have informal leadership roles. They are often expected to move beyond simply providing labor to playing a more proactive role in achieving organizational success. As well, managers are increasingly asking employees to share in their decision-making processes...
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...above statement while critically evaluating the leadership qualities of the author and the qualities which are required to become an effective executive or leader. LEADERSHIP For an individual to become a leader or a manager, the person requires the ability of taking responsibility. Manager’s responsibilities include company objectives and not their individual needs. Hence managers need to be committed towards the company objectives (Drucker, 1954). He further says that managers must understand the objectives of a firm, what the company expects from them and how their performance would be measured. The attitudes and views of all managers of a company must be compatible. Northouse (2007) defines leadership has been defined as a process by which an individual influences an employee or a group of individuals for achieving a common goal. Micromanaging refers to style of management in which the manager closely monitors or controls the employee’s work (Fracaro, 2007). Instead of providing general instructions regarding smaller jobs and supervising the larger issues, a micromanager observes and assesses each step. This behavior could adversely affect the communication between supervisor and employee, creativity,...
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...Global Advanced Research Journal of Management and Business Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior especially...
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...Iyer, & David Soberman Job Satisfaction, Job Performance, and Effort: A Reexamination Using Agency Theory The objective of this article is to clarify ambiguities in the literature regarding the relationships among three key constructs of work relationships: effort, job performance, and job satisfaction. The relationship between job performance and job satisfaction is of central interest to research in organizational psychology. However, empirical research in that area finds that the link between these constructs is weak at best. A negative effect of effort on job satisfaction is consistent with agency theory, but there is limited empirical evidence to support this assumption. Moreover, some studies have found a positive effect of effort on job satisfaction. Using a model that incorporates the main constructs from agency theory and organizational psychology, the current study finds a negative, direct effect of effort and a positive, direct effect of job performance on job satisfaction. The authors show that conflicting findings in the literature are the result of inconsistency in both the measurement and the definition of constructs across studies that do not fully account for all the relationships between constructs. The current findings emphasize the need to distinguish clearly between factors that represent employees’ inputs in a work relationship (i.e., effort) and those that represent their outputs (i.e., job performance). The article also demonstrates the importance of...
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