...Discuss the importance of studying organisational behaviour in your own words. Give examples to support your answer. Organisational behaviour can be defined as a study of behaviours which deals with the collision that people, faction, individuals’ and arrangements have on human behaviour contained in an association or business. Learning about the organisational behaviours can tend to help in comprehending and foreseeing human actions in an organisation. To begin with, there are number of reasons that make organisational behaviour happens to be important in an organisation. Firstly, it is important so that the employees are in a better position to arrange and deal with the new environment of their workplace and also suit themself with the latest innovations and personnel’s and eventually leading the organisation to operate efficiently and effectively in day to day operations. For instance, if a group of employees have been recruited from a delivery department to a financial department then those employees have to adopt the new working environment and techniques and also be in a stable manner to effectively liaise with the new workforce. If failed to adopt that working environment can lead to heavy disruption in that department. Furthermore, nearly every organisation has only one definitive objective which is to maximize their profit level each year just through producing attractive goods and services that would satisfy the customers’ requirements. In order to promote a better...
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...Task 1.1 Draw on the content from module 1 and 2 to conduct a critical analysis of the two job related attitudes: job satisfaction and organisational commitment as they manifest in this case. Work related attitudes are thought of as an important measure of tendencies that an employee may have towards: another person, event, product or process (Marr 2002). The most commonly analysed attitudes at work are: Job satisfaction and organisational commitment. Job satisfaction being the degree to which individuals feel positively or negatively about their work (Wood et al 2013) and can be thought of as an emotional state resulting from a self evaluation of job experiences (Locke 1976) Organisational commitment is the sharing of beliefs and values of an organisation (Meyer & Allen 1991). Hulin (1991) noted considerable overlap between the two attitudes: job satisfaction and organisational commitment, the only difference being their targets, the target of job satisfaction being the satisfaction of one position and the target of organisation commitment being the organisations success (Hulin 1991) In the “Geeks of Chic’ case study there are many work attitudes displayed which indicate different levels of job satisfaction and organisational commitment. Organisational change through the amalgamation, downsizing, remuneration, promotion and hiring processes has been the contributing factor to the varying attitudes and commitment. The local government team is made of 6 people the leader:...
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...Sample Assignment Assignment front sheet Qualification | Unit number and title | Pearson BTEC Level 5 HND Diploma Business | Unit 3: Organisations and Behaviour | Student name | Assessor name | Date issued | Completion date | Submitted on | 11th March 2013 | 4th April 2013 | | Assignment title | OB1: Culture and Management Style (1 of 3) | Learning Outcome | Learning outcome | Assessment Criteria | In this assessment you will have the opportunity to present evidence that shows you are able to: | Task no. | Evidence (Page no) | LO1 | Understand the relationship between organisational structure and culture | 1.1 | Compare and contrast different organisational structures and culture | 1 | | 1.2 | Explain how the relationship between an organisation’s structure and culture can impact on the performance of a business | 1 | | LO2 | Understand different approaches to management and leadership | 2.1 | Compare the effectiveness of different leadership styles in different organisations | 2 | | 2.2 | Explain how organisational theory underpins the practice of management | 2 | | 2.3 | Evaluate the different approaches to management used by different organisations | 2 | | Learner declaration | I certify that the work submitted for this assignment is my own and...
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...Organisational Development is a field which studies in detail the nature of individuals, groups and structural behaviour within an organisation and improves the behaviour of each individual towards attainment of organisational goals. Organisational development focuses on improving individual integrity, productivity, change and building better relationship by achieving human objectives, organisational objectives and social objectives. Organisational development is a tool for guiding productivity in others and predicting human behaviour at work. The field of organisational development is concerned with the study of what people do in an organisation and how that behaviour affects the performance of the organisation. Organisational behaviour is about people at work in all kinds of organisation and how they may be motivated to work together in more effective ways. By studying these behaviours we become more aware of our business ethics and are able to positively find ways to transfer our employee's attitudes and behaviours into more positive experiences personally and for the company. Organisational development is the study of human behaviour in the workplace, the interaction between people and the organisation, and the organisation itself. Organisational behaviours major goal are to explain, predict, and control behaviour. Understanding different types of people and possible ways to deal with them allows a manager to select the leadership style and methods most appropriate to their...
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...MGT219 Organisational Behaviour Case Study Gap, Next and Marks & Spencer in Sweatshop Scandal Story of case study Gap, Next and Marks & Spencer’s suppliers in India have been found paying low wages to workers and force them to work extra long hours. Workers told the Observer that the factories are usually hire them through middlemen, from whom they are paid “as little as 25p an hour, in the case of Gap and Next, and 26p an hour for M&S”, and they are forced to work 16 hours per day with only 2 thirty-minute breaks. For workers who refuse to do extra long hours would be asked to find new jobs or even get beaten up. "We need to work for the money and if we don't the company will kick us out, said Bitthu, 26.” Since workers have to work till late at night, their children are left at home along and many are roaming on the streets. A 6-year-old girl, Bubli, told the observer that her parents were both out working and they usually leave the house at 8am and return home after 10pm. Her 11-year-old sister was left in change while their parents were working. Because of the low wages, many families cannot afford £5.50 a month (which is 10% of their salaries) to send their children to school. However, all three companies claim that they are “totally committed to ethical trading” and abuses are not allowed in their supply chains, also, certain actions had been taken to solve these problems. (The Observer 2010) Sweatshop Definition The U.S. General Accounting Office...
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...Section -1 The investigation of organisation behaviour says that in an organisation setting without people it is difficult for management to perform effectively. The understandings of the success management of the people ensure the existence of an organisation. Understanding, Controlling and prediction of the human behaviour analyse the organisational behaviour. According to (Mullins, 2010), organisation behaviour means the understanding of the individual human activity and group behaviour with the purpose of progression of organisational presentation and efficiency also it investigates the outline of the structure of organisation as a whole. The perception of organisational behaviour includes the human behaviour, the aim of the organisation, implementation of work, the practice of organisational and management, requirement for organisation success and link with external environment. According to Luthans (1998) says that in workers behaviour the motivation together with individual attitudes, qualities, understandings, and knowledge’s are not only the significant but also these behaviour works together with acquired knowledge or process which manager can use to achieve organisations target. Understanding of organisation behaviour can help managers to help make good performance in organisation. In organisational behaviour, the study of organisation is important as well to acquire particular target with human behaviour. The huge amount of people gets together or controlled on...
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...Communication14 Diversity14 Evaluation of the impact of Technology on organisations (LO 4.3) 14 Conclusion 14 Bibliography14 Guy’s and St Thomas Hospital17 John Lewis Partnership17 Organisational Culture18 CONCLUSION19 Bibliography19 Executive Summary This report is for the principal of City College, Mr Wakefield as they are preparing to take over Abbey College, a college that, due to recession, it went into administration. It will start with a comparison between different organisational structures and cultures and will continue with an explanation on how the relationship between structure and culture can impact performance in a company. I will discuss the factors which influence individual behavior at work. I will also compare the effectiveness of different leadership styles and will discuss the impact of these styles may have in organisations. I will continue with explaining how organizational theory underpins the practice of management and I will evaluate different approaches to management used by different organisations and will compare the application of different motivational theories within the workplace. I will also carry out an evaluation of the usefulness of a motivation theory for managers. To conclude I will explain the nature of groups and group behaviour in organisations and will discuss factors that may promote or inhibit the development of effective teamwork. I will also evaluate the impact of technology on team functioning within the...
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...Table of Content Question No. Page No. 1.1 3 1.2 5 1.3 6 4.1 12 Reference 15 Bibliography 17 1.1 Comparison of the Organisational Structure and Culture Syngenta is a highly innovative diversified company in a very competitive market whose organisational structure the matrix, has been adopted to fit snugly with the goals and objectives of the company (The Times 100, 2000). In an effort to remain competitive the complexity of the matrix structure which combines more than one organisational structure allows the company to fully utilize the expertise of its human resource through the formation of teams for maximum effectiveness through creative development (eHow.com, 2012) and this is done through the Directors priority to continually implement and improve the company’s “Corporate Governance” (Syngenta’s Annual Report, 2010). The culture of an organisation is dependent on the structure adopted by the organisation. The culture is developed through the leadership or management style, values, socialization, rites etc. The culture feeds the bloodline (structure) of any organisation and the proper development and alignment of same is crucial in the success of any organisation (Howard, 2007). Syngenta’s culture is a mixture of task and person which speaks to the goals of the organisation; therefore it fits well with the structure. The task culture encourages teamwork, problem solving and creativity through the expertise of its members whereas the person culture...
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...What is the Relevance of OB to practicing managers? In an organisation the study of behaviours is critical to the success of managers. An organisation is a collection of people who work together to achieve individual and organisational goals. Since managers get things done through other people, it is important to know how these people around you behave. As a result Organisational Behaviour may be described as the study of factors that affect how individuals and groups act and react in organisations and how organisations manage what is around them. A manager with developed interpersonal skills will help organisations to attract and keep high performing employees. The need for good man management and people skills are always important in an organisation. Strong social relationships among employee and employer are likely to result in high job satisfaction, lower stress levels and little to no intentions to the leave the job. A manager also has to have the skill required to perform routine duties whether in legal or social nature. A manager must be able to motivate and direct employees in the way he wants them to go. Having a network of contacts outside the organisation and interacting with these contacts is important because it will be easier to obtain external information. A manager should also be able to bring about change to the organisation and/or its environment where necessary. Taking responsibility for making corrective action when they are unexpected disturbances is important...
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...Give an example of a content theory. Critically evaluate your chosen theory in terms of its usefulness and practical application in work organisations. Content theories centralise on what can motivate people and also, are concerned of their needs. In order to satisfy those needs there are goals that must be pursued. An example of a content theory is Maslow’s hierarchy of needs. The hierarchy of needs and some examples for each one of them are as following: Physiological needs are concerned with the people’s basic needs of air, food, water, clothing and home. In other words, physiological needs are the needs for basic customs of life. Safety needs are concerned with the physical, environmental and emotional safety and protection. For instance, job security, health security, financial security and family security. Social needs are concerned with the need for care, love, belongingness, and friendship. Esteem needs are concerned with internal esteem needs for example, competence, confidence, self- respect achievement and freedom, and external esteem needs such as power, recognition, attention, appreciation and status. At last is the self-actualization, which is concerned with peoples creativity, morality and solving their problems. Self-actualisation comes after the first four needs are full-filled and after the employer receives recognition on his potential. The self- actualization needs are never truly fulfilled. Conversely, then comes the desire for gaining more knowledge...
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...Introduction: Creating a positive work environment within an organisation involves the application of various managerial theories and concepts. Managers must have an understanding of organisational behaviour. Organisational behaviour is the study of what people think, feel and do in and around the workplace. With this in mind, organisations try to create a positive workplace environment to try and aid efficient and productive work from their employees. A positive environment within an organisation can be affected by several factors such as physical location, the quality of relationships with co-workers, how meaningful the work is to the employee, company culture and human resource policies. By analyzing these factors holistically and implementing a range of managerial theories and concepts, organisations can create a positive work environment for their employees. PHYSICAL ENVIRONMENT Although a positive work environment stretches far beyond the physical location and setting of the workplace, the physical environment is the foundation and cornerstone of creating a positive environment. Simple physical aspects such as adequate lighting and ventilation go a long way towards allowing employees to work productively, in an aesthetically adequate environment. Provision of sufficient personal physical space is also central to creating a private and productive workplace for individual employees. When there is a large quantity of workers crammed into a small physical space, it can...
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...Organisational Behaviour Introduction Effective leadership is recognised as the key to organisational success. Leadership not only plays a vital role in achieving desired organisation goals and objectives but also contribute towards the growth and development of people within the organisation. It is defined as the process of developing new ideas and vision, living by values that support those ideas and vision, influencing followers to live by values and making tough decision as and when required (Bryman, 2013). In simple words, leadership is defined as relationship in which one individual influences the actions and behaviour of other individuals. Motivation is the inner force that influences an individual to achieve desired needs and wants. Influence of leadership behaviour on motivation of individuals within an organisation The prime responsibilities of leaders involve deciding organisational objectives, providing expertise and define standards, select and develop the structure and culture of the organisation with an aim to achieve desired goals and objectives (Adair, 2009). Leadership traits and behaviour plays a very vital role in determining the way leaders perform their roles and responsibilities and the kind of relationship they share with their followers. Leadership being responsible for influencing other’s behaviour and attitude, also plays a significant role in determining the level of motivation of individuals within an organisation (Daft, 2014). Leadership behaviour...
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...NAME STUDENT NR PROGRAMME ASSIGNMENT 1 DATE VISVANATHAN NAIDOO 132124 PGDBM ORGANISATIONAL BEHAVIOUR 01 APRIL 2016 Table of Contents Question 1...................................................................................................................... 1 Question 2................................................................................................................ 2 – 3 Question 3................................................................................................................. 4 - 8 Question 4............................................................................................................... 8 - 10 References ................................................................................................................... 11 Question 1. The applicable leadership theory portrayed by Norman Brinker was the Leadership substitute. It is at times leadership will be unnecessary due to the presence substitutes. This model suggests that under certain conditions managers do not play a leadership role because members perform at a high level without a manager influencing them. Brinker’s philosophy is that “winners attract winners”. He surrounded himself with people who believed in themselves and are successful. People who are terrific individuals and who want to perform better thus making success contagious. He developed a culture driven by integrity, teamwork, passion and commitment to all patrons to always...
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...Session 1. What makes Google Googley? The case highlights how the strategy and business model of Google have been supported by various aspects of organizational behavior, such as structure, talent, culture, and leadership. In this way, it fits very well with the guiding framework of OB that we have adopted for the course. The major aspects of the case concern the company’s unique combination of organizational elements and how this configuration has given the firm a strong and vibrant culture that is now threatened by growth. The doubling of the company’s size has put the entrepreneurial spirit and ethos of the firm in danger, and the narrative of the case, Kim Scott, joined in 2004 and has seen how the company has changed. The vision and energy of the founders is obviously apparent in the case and the ability to recruit, develop, motivate, and retain first class talent from its early days through to its major corporate status is a strong theme. The attraction to the firm is about the mission and ambition of the corporate values and purpose, as well as the personal freedom within the company, highlighted by the practice of allowing employees one day per week to pursue their own projects. Google, according to the founders, `is not a conventional company; we do not intend to become one’. Google’s key levers for managing culture are: Recruitment • Highly intelligent, not necessarily experienced college graduates from major schools and `smart friends’ • Experience...
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...Organisational behaviour is the study of individual and group dynamics in an organization. It focuses on the behaviour and attitudes that contribute to the effectiveness of any organization. It can assist management in assessing themselves, understand and identify problems that may confront them and maximize the organization’s potential. Having knowledge of organisational behaviour can assist management in assessing themselves. In that, it can help them determine if they have the necessary skills and abilities to manage their organisation effectively and efficiently or if they have to alter their management style so as to create a harmonious working environment. In addition, by understanding organisational behaviour, managers would become more skilful in identifying problems that may affect their employees. Once they are able to use these skills efficiently, such as, empowering members of the organisation to work, resolving conflicts that may confront them as well as communicating effectively with the stakeholders. For example, members of staff, other levels of management and the external customer so as improve productivity within the organisation. Furthermore, mangers with an understanding of Organisational Behaviour would be able to conduct themselves in an ethical manner; they would be able to make sound decisions that would benefit all members of the organisation. Finally, managers who have acquired the tools of organisational behaviour are able to handle...
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