...* What is the relevance of Organizational Behaviour to practicing managers? Organizational behavior (OB) is the study of human behavior in organizational settings, how human behavior interacts with the organization, and the organization itself. All three of these areas are ultimately connected and necessary for a comprehensive understanding of organizational behavior in the workplace. Learning about organizational behavior in today’s business environment could help managers build up a better work related understanding of themselves and their subsidiary. With this knowledge managers can achieve a successful career. Since a manager needs to get his job done by others who are employees, to have an organizational behavior skill that eventually become a valuable talent. But because the organization influences and is influenced by the individual, it is hard to completely understand the individual’s behaviour without knowing something about the organization. As the environment of business is always changing, the role of the managers has become more sensitive. In order to know how to handle a new workforce, and deal with the complication of the new environment, the management staff therefore needs to develop and have an understanding of their information about attitude and behavior of individuals, and groups in organization. Although the importance of organizational behavior may be clear, it still should be emphasized. Organizational behavior can greatly clarify the factors...
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...Relationship between organizational structure and culture impact organizations performances. Organizational structure and culture creates various concepts, strategies and situations within the organization. It affects the organization performance in positive as well as negative ways. Organizational structure and culture makes the difference between each organization. Organizational structure helps to clarify the duties and shows responsibilities of each employee that helps to achieve organizations’ goals and clearly define who will be reported to whom. Strong organizational structure helps to make right decisions within the right time. Organizational culture can develop the stability of the social system within the organization. Strong organizational culture makes proper working environment within the organization and it affect to improve performance of the organization. Proper organizational structure and culture creates better attitudes and behaviour of employee and it helps employers to control easily. It causes to improve the performances. Policies, rules and regulations of the organization directly impact to the organizations’ performances. Proper organizational structure and culture helps to form those policies. Organizational structure and culture impact to the performances also in negative ways. Complexity of the organizational structure affect to the decision making process. Because of it, decision making process becomes very slow and it gives bad impacts for the...
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...Principle 7: We as a team agree that commitment is a very critical segment to meet our goals. Description: Commitment is the attachment an employee feels towards the organization he/she is working. When an employee identifies with a particular organization and its goals, and wishes to stay in that institution for an extended period, that is called organizational commitment (Langton, 2013 p102). Commitment is an employee's interest, dedication, loyalty and responsibility in every work they do within an organization. Justification: As a team we believe committed employees in an organization plays an important role to lead the organization to success. There is a significant difference between the performance of committed employees and non-committed employees. The satisfied and committed workforce is imperative for an organization, on the other hand, the detached workforce will not perform at an optimum level (Chhabra, 2015 p639). Committed individuals tend to perform efficiently, whereas non-committed ones do not perform much efficiently. Non-committed employees do not stay for a long time in an organization, which increases the turnover rate, and the organization ends up spending more money on hiring new staff. Non-committed employees may become irregular and ethically irresponsible. So the organization cannot rely on the individual with necessary tasks, which can be a frustration for the employer and co-workers. On the other hand, Committed employees are very active and helpful...
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...ORGANIZATION & BEHAVIOUR TESCO Organization & Behaviour TESCO Organization & Behaviour Task 1 1.1 Compare and contrast three different organizational structures and cultures. The organizational culture Culture is the way we think, feel and act in a society. Companies act not only according to their identity but also their culture and internal structure. That is, as a person, the "personality" of the company (Way of being and behaving) depends on the interaction between their structures and identity culture. Organizational culture is the way of thinking, feeling and doing shared members of the company. Culture is a good or intangible capital, consisting of shared values, which, to the extent that generates motivation, collaboration and commitment, will have a greater value for the company. It is a system of assumptions and shared meanings, such as identity, distinguishes the organization from any another. Culture not formally indicates how to do things in the company and what is their importance (Wilson, 1989, P. 303-319). It is a social construction based on customs, learning, experiences and traditions. This culture may or may not further the objectives of the company. Culture becomes visible and / or strengthened through different aspects, such as: Identification The degree of commitment of staff to the company as a whole, and not just with your type of work or specific field performance. Group organization The extent...
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...Challenges to Overcoming Organizational Problem in a Multinational Company Introduction: Organizations achieve their goals by creating, communicating and operating an organizational behavior system. These systems exist in every organization, but sometimes in varying forms. They have a greater chance of being successful, though, if they have been consciously created and regularly examined and updated to meet new and emerging conditions. The primary purposes of organizational behavior systems are to identify and then help manipulate the major human and organizational variables that affect the results organizations are trying to achieve. For some of these variables, managers can exert some control over them. The outcomes, or and results, are typically measured in various forms of three basic criteria: performance (e.g. quantity and quality of products and services; level of customer services), employee satisfaction (often exhibited through lower absenteeism, tardiness, or turnover), or Personal growth and development (the acquisition of lifelong knowledge and skills leading to continued employability. A number of critical changes and challenges faced by managers today. Let’s compare today’s work environment with that of ten years ago. Prepare a list of six to eight items, and include a rationale for your choices. There are numerous items that you might have identified from your own work experience and your knowledge of organizational issues. Let’s...
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...1. Define OB 2. Goal of OB 3. List the fundamental concept of OB 4. What are the key forces of OB 5. Explain how the study of the fundamental concept of organizational behavior can help better manage their people at work 6. Name the different models of organizational behavior with a description of any one. 7. Why managers need to study OB 1. Define OB * Organisational behavior is the systematic study and careful application of knowledge about how people-as individual and as groups –act within organsiastions. * OB is a field of study that investigates the impact that individuals, groups and structure have on behavior within organisations for the purpose of applying such knowledge towards improving an orgnasiation’s effectiveness. 2. Goal of OB Leaders must be able to: i. Describe ii. Understand iii. Predict iv. Control individual behavior in the organisation * Describe: * OB is a science that analyses as to how people behave in different situations in the organisation. A manager should be able to describe the behavior of each individuals under his command. 3. List the fundamental concept of OB Fundamental concepts of OB The nature of people i) Individual differences ii) Perception Iii) A whole person Iv) Motivated behavior V) Desire for involvement Vi) Value of the person The nature of organisation i) Social systems ii) Mutual interest iii) Ethics i) Individual differences : * People have much in common (excitement in any achievement) but each person...
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...information and attitude about a person working for an organization. It is easy to analyze the importance on understanding the people’s behavior and the interaction with the various situations within the organization. Various functional structures are being used to set a flexible organizational culture. Also, there are various aspects that impact the individual performance at work. Managers need to be motivated which in turn inspires other employees to attain organizational goal. 1 The connection between organizational structure and principles 1.1. Comparing different organizational structures and principles: Comparing and conflicting the organizational structure and culture of the shaping the future organization (Syngenta) and the similar organization (Monsanto) Let’s see about Syngenta, Syngenta organizational structure consist of business executives, committed mangers and purchaser friendly employees. The employees learn about the multi-tasking to meet the standard of their professional manner. When we see about the organizational culture it is essential in Business Corporation which binds the members together. This develops the performance of the employees and inspires the workers and commits them to an organization. Now it is about Monsanto, Monsanto’ organizational structure is intended to help its business objectives. Its organizational structure separated into five principles trade Organization, extensive Organization, project backing & special assets management, international...
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...1.0 Introduction Organizational behaviour is a field of study that analyzing the impact that individuals, groups, and structure have on behaviour within organizations, for the purpose of applying knowledge to improve an organization’s effectiveness (Robbins & Judge, 2013). According to the early research, to improve the effectiveness of the organization, stuffing may be one of the concern, and this leads to the discussion of organization member behaviour (Rue & Byars, 2009). As recent research pointed out that organization member behaviour can be affect by many factors, yet values have long been considered important to explain action in and around organization (Schwartz,1992; Potocan & Nedelko, 2011). In this essay mainly focus on how personal value as a vital diver of working and behaviour. Different person may have different value that leads different thought, attitude and behaviour, whereas understand how value drive a personal behaviour is not only important for a manager but affect the organizational behaviour as well (Collins & Porras, 2002). Therefore, the discussion will emphasize how personal values adjust into a group or an organization; and how personal values influence the organization behaviour. Besides, the discussion will go through the influence of personality to give further discussion on how an individual fit into an organization. The Hofstede’s Cultural Framework and The Big Five Personality Model will be used to explain how value and...
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...multidisciplinary field of stduy that investigate show indidividuals behave within formal organizations. OB AS AN INTERDISCIPLINARY FIELD (Campo) * Psychology: individuals, motivation, personality, attitudes, learning, goals, expectation, perceptions, cognition. * Sociology: groups, status, hierarchy, influence, trust, reciprocity, social identity, social networks. * Economics: perfromance, efficency, effectiveness, incentives, monitoring, coordination. * Political science: power, governance, negotation, politics. INDIVIDUAL BEHAVIOR Managers achieve results by working with and through others. The abilitiy to undestand, predicit and control individual behaviour in the absence of direct monitoring is one of the most important- but also difficult managerial skill to master. FORMAL ORGANIZATIONS A formal organization is a social system with specific goals and usually consisting of several interrelated groups of subunits. Formal organizations are governed by clearly stated and enforced norms that typically survive the churning (mescolare) of organizational members. PURPOSE OF ORGANIZATIONAL BEHAVIOR The purpose of organizational behaviour is to inform the optimal design(progettare) of the organizational strcture and processes to promote improvement in the satisfaction and productivity of oganizational members while increasing the efficency and effectiveness of the organization as a whole ( nel suo complesso). SATISFACTION AND PRODUCTIVITY * Are happy...
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...INTRODUCTION According to Ikeda et al. (2005) the word CONFLICT can be said to be disagreement among members of a society. Conflict simply connotes a state of disequilibrium between two parties, groups, section or between the employers and the employees in an organisation. Conflict is an important concept that is central to understanding and appreciation of man’s exchange with reality of human action. It can be viewed as a philosophical concept denoting the clash of power against power in the striving of all things to become manifest or it can be described as the distinct category of social behaviour as two party trying to get something they both cannot have. (Rummel, 1976) Brewer (2002) Feelings of injustice or deprivation give rise to conflict. These feelings may have some real basis or it may be only because of some false or imaginary ideas. Some times false ego gives rise to conflict. Conflicts are also created or imposed upon by interested persons or groups for some ulterior motive to make some gain out of it. In a democratic country political conflicts will always be there and these are not discouraging if they do not result in violence or go against the interest of the people. In a multi-racial, multi-religious, multi-cultural country like India there is always a challenge on ethnic, communal or cultural issues creating conflicts. The contradiction between the privileged and deprived sections of the people, educated and illiterate people, people of higher caste and...
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...Table of contents: Task 3 and task 4 3.0 Introduction……………………………………………………………………P 1 3.1 Impact of Different leadership styles on motivation………………………….P 2 3.2 Application of motivational theory within the workplace…………………….P 3.3 Usefulness of motivation theory for Managers using real organisation………P 4.1 Nature of groups and group behaviour……………………………………….P 4.2 Factors which promote or reduce the development of effective teamwork….P 4.3 Impact of technology on team functioning…………………………………..P 4.4 Conclusion……………………………………………………………………P 4.5 References……………………………………………………………………P Task 3 3.0: Introduction Leadership has a direct cause and effect relationship upon organisation and their success. Leaders determine values, culture, change tolerance and employees motivation. Effective leaders create management systems that enable their employees to produce quality products and services. In today’s changing global marketplace, leaders must be able to assess situation accurately and respond quickly. To choose the right leadership style in specific situation, can help a leader to manage the changes in the organisation and influence those around them. An organisation can use from four leadership style to managed those changes. 3.1: Impact of Different leadership styles on motivation. In a business word, there are different ways to lead a company, but also every leader...
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...COURSE : DIPLOMA IN BUSINESS ADMINISTRATION | COURSEWORK 1 Year | 2015 | MONTH | JANUARY 2016 | Subject | BDB1394 ORGANISATIONAL BEHAVIOUR | Weightage | 30% (INDIVIDUAL ASSIGNMENT) | Submission Date | 10th March 2015 | REGULATIONS A. Late Submission * A 10% deduction per day of total coursework marks (excluding weekends and public holidays). * Late submission between 5 to 10 days, results in a 50% deduction of total coursework marks. * Late submission past 10 days results in an automatic 0% for coursework and the student will be barred from the final examination. B. Deliverables Students must submit all materials supporting their coursework listed in the deliverable section. * The coursework must be done INDIVIDUALLY and must be entirely your own work. Please make sure that you are aware of the rules concerning plagiarism. If you are unclear about them, please consult your program coordinator/lecturer. Plagiarism is presenting somebody else’s work as your own. It includes: copying information directly from the Web or books without referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework from another student and submitting it as your own. Suspected plagiarism will be investigated and if found to have occurred will be dealt with according to the procedures set down by the university/college. * The coursework should exhibit formal research skills...
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...BTEC HND IN BUSINESS (FINANCE) ASSIGNMENT COVER SHEET | NAME OF STUDENT | | REGISTRATION NO. | | UNIT TITLE | Organisations and Behaviour | ASSIGNMENT TITLE | Starbucks | ASSIGNMENT NO | 2 of 2 (individual report) | NAME OF ASSESSOR | Mr. John Andre | SUBMISSION DEADLINE | To Be Announced | ------------------------------------------------- ------------------------------------------------- I, __________________________ hereby confirm that this assignment is my own work and not copied or plagiarized from any source. I have referenced the sources from which information is obtained by me for this assignment. ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ________________________________ _________________________ ------------------------------------------------- ------------------------------------------------- Signature Date ------------------------------------------------- ----------------------------------------------------------------------------------------------------------------FOR OFFICIAL USE (Course Administrator) Assignment Received By: ...
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...any of the element is missing motivation become zero. Factor influence of students “Motivation Declined” Expectancy theory relay on external and internal behavior toward motivation. Working at the Chili Sauce Plant Bill, John and Robert faced new challenges and did not receive any recognition and motivation for their work. From very first day working with neuroticism, self efficacy George, student’s efforts lead to poor job performance and they ready to quit but their goal and physiological need insist to stay, face the strong working situational challenges. Lunenburg (2011) assert that “leader should try to increase the belief that employees are capable of performing the job successfully”. Rahim’s as a manager focus directive behaviour, avoidance policies, individualism values among co-worker discourage student to trust on him and to that bring issues which affecting their performance to outcome. Working in fast track assembly line with surface-level diversity women Bill and Robert tried to create nurturing oriental culture to make the work-life balance among assembly line workers but their achievement oriental culture and distributive justices towards students increase the conflict as result they speed up line which impossible to Robert and Bill to catch up with work...
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...2014) ISSN: (2348-9766) IMPACT OF FINANCIAL AND NONFINANCIAL REWARDS ON EMPLOYEE MOTIVATION Madhuri Kshirsagar, Dr. V. Y. Waghale, Research Scholar Dhanwate National College Congress Nagar, Nagpur-440012 (Maharashtra) India ABSTRACT Employees lacking motivation can present a problem for all types of organizations, and there can be far-reaching impacts when employee performance is down. The ability to foster a motivating work environment is essential, and strategies must focus on how employee satisfaction and performance levels are tied to motivation. There are several ways that organizations can engage their workforce, and this study allows for an examination of the impacts of financial and non-financial rewards with respect to overall levels of employee motivation. Reward management process covers both financial and non-financial rewards. The concept of the psychological contract is at least as important in understanding and managing motivation as the technical elements of the economics and transactions aspects of reward. Hence, in this paper, we find out the role of incentives in motivating employees and suggest the organizations to make suitable alterations in their rewards system. Key Words: Incentives / Rewards, Motivation, Satisfaction, Performance 1.0 Introduction: Motivation is the act of giving somebody a reason or incentive to do something. It also means giving somebody hope or support to perform particular tasks. Motivation factor...
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