...1. List the fact. The boss, Mr. Hamid, owner of ESD, who was over 50 years old and an immigrant from Iran. He has experience on his work for so many years, and he founded the company ESD and the company became bigger after several years. ESD is a property management firm. The boss needed Shauna to transfer some accounting information into a new computer program. This job would take about two months. Shauna was a young student who got a part-tome job in ESD as a bookkeeper, and had worked several times before. The Boss often asked Shauna to work without saying thank you or please, but still sometimes praises her on her works. She thought she had present well on her job. Shauna didn’t notice Mr. Hamid that she might be absent on Monday to company with her family when her dad was sent to the hospital. Shauna just “informed” her boss what happened to her father. She didn’t ask Mr. Hamid permission or left any evidence to prove that Mr. Hamid agreed with her request. Mr. Hamid fired Shauna after the day she absent. The boss thought that Shauna didn’t ask for his permission and just left to hospital, he considered as she was irresponsible. Shauna confronted her boss when she was picking up her belonings. After some arguing the boss became angry and he yelled at Shauna to leave his office. 2. Make inferences about the facts. In this case, we think that the boss just cared about what he needs and what he wants, and didn’t understand what Shauna’s situation....
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...1. List the fact. The boss, Mr. Hamid, owner of ESD, who was over 50 years old and an immigrant from Iran. He has experience on his work for so many years, and he founded the company ESD and the company became bigger after several years. ESD is a property management firm. The boss needed Shauna to transfer some accounting information into a new computer program. This job would take about two months. Shauna was a young student who got a part-tome job in ESD as a bookkeeper, and had worked several times before. The Boss often asked Shauna to work without saying thank you or please, but still sometimes praises her on her works. She thought she had present well on her job. Shauna didn’t notice Mr. Hamid that she might be absent on Monday to company with her family when her dad was sent to the hospital. Shauna just “informed” her boss what happened to her father. She didn’t ask Mr. Hamid permission or left any evidence to prove that Mr. Hamid agreed with her request. Mr. Hamid fired Shauna after the day she absent. The boss thought that Shauna didn’t ask for his permission and just left to hospital, he considered as she was irresponsible. Shauna confronted her boss when she was picking up her belonings. After some arguing the boss became angry and he yelled at Shauna to leave his office. 2. Make inferences about the facts. In this case, we think that the boss just cared about what he needs and what he wants, and didn’t understand what Shauna’s situation...
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...According to a study conducted by Parks (2009), it was 1900 since the emergence of non-profit organizations have started through the initiation of Arts and Culture Organization as it diversified its status from a profit-based system into a kind of philanthropic organization with tax incentives as the main instigation for the move. Through the years, the industry of non-profit organizations has been vastly engaged in different sectors of the society primarily to serve the general public. According to Peter F. Drucker, the “non-profit” institution neither supplies goods nor services not controls. Its “product” is neither a pair of shoes nor an effective regulation. Its product is a changed human being. The non-profit institutions are human-change...
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...CONSULTANCY DEVELOPMENT ORGANIZATION The decision-maker in the case, Rohit Sharma, the director of Consultancy Development Organization (CDO), a not-for-profit organization that helps develop the consultancy profession in India, needs to respond to CDO’s poor morale and specifically to the January 4th incident with Mukesh Kumar, the deputy director of projects. Sharma’s encounter with Kumar was the latest in a series of frustrating experiences that Sharma has faced since joining CDO in October 2007. Sharma needs to decide his next steps: whether to resign from CDO or to continue trying to improve the situation at CDO. The issue is what Sharma should do; the challenge is how to achieve it. ASSIGNMENT QUESTIONS 1. Analyze what has happened to date at CDO. Has Sharma missed opportunities to manage the situation? Consultancy Development Organization had been poorly managed prior to Sharma. The employees were not motivated to work or put effort into their duties. No motivation leads CDO to poor quality of performance. Sharma attempted to go a conference to improve, or get ideas from other consulting companies. He attempted but wasn’t able to get the government approval. Since the company isn’t performing properly he should micromanage to make sure everything gets done. When employees are aware of his management style they will get their work done. He has missed opportunities to manage the situation by just walking out the door without saying a word he is not being a leader...
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...Management of Charitable Organizations The main advantage of human evolution and development has been the desire to help others that has led to cooperation and increased group survival. The formula for deciding whether a charity is effective is by determining how much of an improvement it makes in a number of people’s lives (MacAskill 5). ‘Giving what we can’ is a UK based organization which works towards helping people in the world despite of their location and mostly the developing countries. The organization claims that there exist many charitable opportunities worldwide and they, therefore, look at the most promising ones such as the global health. After identifying the activity, they then find for the most promising sub-area like the Malaria...
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...Studi di organizzazione Ciò che è destinato agli studi di organizzazione è un insieme variegato di contributi che abbracciano molteplici prospettive e disegnare su una serie di discipline come l'economia, la sociologia, la psicologia. Ogni disciplina porta il proprio punto di vista nel concentrarsi sulle organizzazioni: gli scienziati studiano i processi del potere politico e decisionale, gli economisti affrontano i problemi di allocazione con attenzione, in particolare, all'efficienza e alla produttività, i sociologi sono interessati agli ordinamenti dello stato, alle norme e ai comportamenti, dal punto di vista psicologico, vengono considerati elementi fondamentali per i sistemi organizzativi: percezione, cognizione e motivazione dei partecipanti. Nel complesso, i contributi alle organizzazioni non costituiscono un corpo unico di conoscenza, ma si riferiscono a diversi flussi che variano dall'ontologia, all'epistemologia, alla lingua, ai problemi affrontati, ai differenti livelli di analisi, ai collegamenti tra realtà ed empiricità etc.. Gli studi sulle organizzazioni sono tradizionalmente suddivisi in teoria dell'organizzazione e comportamento organizzativo, con ulteriori aggregazioni attorno a temi quali cognizione organizzativa, operazioni, sistemi di comunicazione e di informazione, di cambiamento e di sviluppo. Nessuno di questi è un unico campo di studio indipendente anzi, costituiscono complessivamente una comprensione provvisoria della complessità delle organizzazioni...
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...Social research is an important part of the organization study. It seems that not only the researchers but also people who read the research reports may gain quantities of benefits from the research. People may depend on social research in order to deeply understand an organization or study in a phenomenon. There’s little doubt the researcher has to pay numerous attentions on research methods, research process and research outcome presenting. However, research ethics, which is an invisible thing during the research, cannot be neglected as well. Since participants of the research have sacrificed their time and energy for the research, it seems that they deserve paybacks. Research ethics, which is crucial when taking out researches, can be a basic part of the paybacks. This essay sets out to examine several ethics concerns when doing social researches. In order to make the essay clear and easy to understand, examples and further explanations will be carried out. It is generally held that basic polite and respect is essential in social research. Participating in a research is more likely to be a voluntary behavior. As a result, the researcher needs to respect the desire of the participants. On the one hand, it is supported that there is no right for researchers to force people into a research. In the reality, there are companies whose director frequently asks the employees to try out the new products. This can be seen as an improper behavior. On the other hand, to people who have...
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...INTERNSHIP REPORT ON ORGANIZATIONAL STUDY AT CENTUM ELECTRONICS SUBITTED BY: SARAVANAN AJDURAIRAJ VRAJENDRA P | 12MB491212MB486512MB48 | II SEMESTER MBA Guide Mr. A. M. Lucas Internship Report submitted to the University of Mysore in partial fulfillment of the requirements of II Semester MBA degree examinations – 2013 Ramaiah Institute of Management sciences #15, New BEL Road, MSRIT Post, M S Ramaiah Nagar Bangalore – 560054 CERTIFICATE This is to certify that this Internship Report on Organizational Study at CENTUM ELECTRONICS is a bonafide study of SARAVANAN A J, DURAIRAJ V, RAJENDRA P carried out under my guidance and supervision. Place: Bangalore Date: [Signature of the Faculty Guide] DECLARATION We hereby declare that this Internship Report on Organizational Study at CENTUM ELECTRONICS submitted in partial fulfillment of the requirement for II Semester MBA Degree examinations 2013 of University of Mysore through Ramaiah Institute of Management Sciences is our original work and not submitted to any other university. This work has been done under the supervision of Mr. A. M. Lucas in Ramaiah Institute of Management Sciences, Bangalore. Place: Bangalore Date: [Signatures of the Team Members] [Reg. No.] ACKNOWLEDGEMENT: We would like to add a few heartfelt thanks for a few people who were part of this project in numerous ways, people who gave unending support from the start of this study. I would like to convey my sincere gratitude...
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...] | Content | Page | | ABSTRACT (executive summary) | 3 | 1.0 | INTRODUCTIONBackground of studyProblem statement ObjectivesResearch questionScope of studyJustification of study | 4445556 | 2.0 | LITERATURE REVIEWManagement Communication StyleOrganizational CommitmentGender | 7788 | 3.0 | THEORETICAL FRAMEWORK & HYPOTHESISVariable relationshipTheoretical FrameworkHypothesis | 9999 | 4.0 | RESEARCH METHODOLOGYResearch ToolsSampling ProcedureData Collection Method | 10101010 | 5.0 | CONTRIBUTION OF RESEARCHExpected significant contributions to a new knowledgeExpected benefits to the country/society/organization | 1111 | 6.0 | TIME FRAME | 12 | 7.0 | BUDGET | 13 | 8.0 | CONCLUSION | 14 | 9.0 | REFERENCE | 15 | ABSTRACT Our purpose of this study is to add to the research of relationship between management communication style & organizational commitment with gender as moderator effect. We design this study to find out the impact of organizational commitment on employee performance. This study shall review what factors increases or decreases the organizational commitment and how this will affect the employee performance, and explore the relationships between the two variables that is communication style and organizational commitment. For the hypothesis of this study is “A better management communication style leads to a better organizational commitment”. A Communication is particularly critical to the successful implementation of organizational...
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...ORGANIZATIONAL COMMITMENT AND INTENTION TO LEAVE: THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AND PSYCHOLOGICAL CONTRACTS presented by Priyanko Guchait a candidate for the degree of master of science, and hereby certify that, in their opinion, it is worthy of acceptance. Dr. Seonghee Cho, Food Science (HRM) Dr. Dae-Young Kim, Food Science (HRM) Dr. Robert Torres, Agricultural Education ACKNOWLEDGEMENTS The thesis could not have been completed without the support of many people who are gratefully acknowledged herein. First of all, I would like to express my sincere gratitude and appreciation to my Committee Chair and Advisor, Dr. Seonghee Cho, for her guidance and support throughout the completion of this thesis and my study at University of MissouriColumbia. Without her mentorship I would not have been able to undertake this thesis and my education at University of Missouri-Columbia. I would also like to thank Dr. Robert Torres who served as my committee member, and without whom I would not have been able to do statistical analysis on my own. I would also like to thank Dr. DaeYoung Kim, who served as my committee member, for his valuable insights. I also wish to extend my special thanks to Dr. Johye Hwang, for her generosity and kind support. Finally, I dedicate this thesis to my parents, my...
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...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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...ORGANIZATIONAL ANALYSIS BUS 310 WK 4 Assignment 1 - Organizational Analysis Select an organization (be sure to have your instructor’s approval by Week 3 before starting this assignment) in which you are familiar, if only as a regutar patron. Write a six to eight (6-8) page paper in which you: 1. Describe the organization, what it does, the customers it serves, and its size. 2. Research the organization’s mission statement. Discuss the role HR will play (or does play) in fostering the organization’s mission statement. 3. Assess the common HR challenges facing this organization (e.g., high turn-over, low wages, lack of skilled workers, etc.).... More Details hidden... 1. Activity mode aims to provide quality study notes and tutorials to the students of BUS 310 WK 4 Assignment 1 Organizational Analysis in order to ace their studies. BUS 310 WK 4 ASSIGNMENT 1 ORGANIZATIONAL ANALYSIS To purchase this visit here: http://www.activitymode.com/product/bus-310-wk-4-assignment-1-organizational-analysis/ Contact us at: SUPPORT@ACTIVITYMODE.COM BUS 310 WK 4 ASSIGNMENT 1 ORGANIZATIONAL ANALYSIS BUS 310 WK 4 Assignment 1 - Organizational Analysis Select an organization (be sure to have your instructor’s approval by Week 3 before starting this assignment) in which you are familiar, if only as a regutar patron. Write a six to eight (6-8) page paper in which you: 1. Describe the organization, what it does, the customers it serves, and its size. 2. Research the organization’s...
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...prescribed role requirements. Prior theory suggests and some research supports the belief that these behaviors are correlated with indicators of organizational effectiveness. Studies have yet to explore whether relationships between OCB and organizational effectiveness are generalizable to non-U.S. samples. The present study examined relationships between OCB and two indicators of organizational effectiveness -- the efficient use of human resources and perceived service quality – for bank branches in Taiwan. The results supported a relationship between the OCB dimension of altruism and the efficient use of human resources. Implications of these results are discussed. Key Words: citizenship behaviors, organizational effectiveness, service quality The effective functioning of an organization depends on employee efforts that extend beyond formal role requirements (Barnard, 1938; Katz & Kahn, 1966; Organ, 1988). Organ (1988) termed these extra efforts “organizational citizenship behaviors” (OCB), and defined them to include activities that target other individuals in the workplace (e.g., helping coworkers or communicating changes that affect others) and the organization itself (e.g., actively participating in group meetings or representing the organization positively to outsiders). A few studies have shown that OCB are positively related to indicators of individual, unit, and organizational performance (George & Bettenhausen, 1990; Karambayya, 1990; MacKenzie, Podsakoff...
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...encyclopedia Jump to: navigation, search Employee engagement, also called worker engagement, is a business management concept. An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. According to Scarlett Surveys, "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization that profoundly influences their willingness to learn and perform at work". Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. Origins Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole. Employee engagement was described in the academic literature by Schmidt et al. (1993). A modernised version of job satisfaction, Schmidt et al.'s influential definition of engagement was "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention." This integrates the classic constructs of job satisfaction (Smith et al., 1969), and organizational commitment (Meyer & Allen...
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...Business Research, 9(1), 110-114. In this study, the authors highlight the perceptions of change agents’ in regards to employee resistance. Research in this area specifically is quite scarce because previous research has focused on recognizing resistance as a having a significant effect on organization change outcomes. The purpose of this study is to understand the perspective of agents who drive the implementation of organizational change to investigate the agents’ perceptions to employee resistance, organizational intervention, and change outcomes. This study was conducted by sampling graduate school alumni in Taiwan, who had experience as internal change agents. Much of the study was based on variables such as tenure, profitability, and age. The rest was done on a scale that asked the internal agents’ to evaluate employee’s perceptions. They also considered characteristics of the organization such as size and the importance of the position held by the agents’. The authors agree with previous research that view resistance as an obstacle, instead of a reaction or response that newer studies promote. They believe it is a block that prevents change and a major reason that change does not succeed or does not get implemented. They also agree with previous claims that any change, no matter how beneficial for employees and to the organization, will be met and can be sabotaged by resistance. The results of this study indicate that the agents’ perception of employees’...
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