...Individual Assignment 2 (30 Marks) Organizational Analysis Overview The learning objectives for this assignment are to: • research and analyse the application of specific organizational behavior (OB) topics in a practical “real-life” work setting • demonstrate the ability to analyse specific OB issues and link them to applicable OB theory • practice OB organizational analysis interviewing skills and appropriate behaviors; and • prepare and present OB analysis documentation. The specific task is to: • select an organization and arrange an interview with someone in a managerial position • discuss with the interviewee ten (10) specific OB topics; and • prepare and present an OB organizational analysis document summarizing your findings, and most specifically, an analysis of your findings. General Instructions 1. When arranging the interview, and developing your interview questions, be realistic as to how much time you require. Providing the interview questions to the interviewee ahead of time is likely to be appreciated. Address only the required ten (10) topics; and include only these in your analysis report. This analysis report is the assignment. 2. There are no page requirements for the analysis report. Keep it as short as possible. Edit carefully. Marks are allocated for the thoroughness of coverage of the ten required topics listed below, and their analysis – linkages to appropriate OB theory;...
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...Running head: ORGANIZATIONAL BEHAVIOR ANALYSIS Organizational Behavior Analysis for Week -6 Final Ashford University Organizational Behavior BUS 610 Organizational Behavior Analysis for Week -6 Final I will be talking about my current job as a Child Protective Investigator (CPI) also known as Child Protective Services (or CPS). This is the governmental agency that is tasked with investigating child abuse or neglect. The primary concern of a CPI is the safety of the child; they do this by assessing the risk involved. By weighing that risk the CPI has to make the decision rather to remove the children or child from the home or place services within the home that will allow them to function as a family in a more productive manner. Once the CPI has made the decision to remove the child or children, the next step in the process is find and create a plan that will eventually return the child to a more proficient and safer family environment. The CPI will assign the family to a caseworker who is tasked with developing a plan to administer to the parents that will educate them on better ways to care for the children and meet all their needs, and create and environment free from abuse or neglect. CPI’s deal with a variety of families, with different backgrounds, values, religions, cultures and beliefs, which have a bearing on the way they parent; this means that CPS has be flexible and understanding when it comes to dealing with the problems they face within these family structures...
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...Organizational Structure Analysis Adam Alderson, Angeles Roman, Kristopher Hilton, Chad Hulsey MGT 230 June 16, 2014 Eve Morse Organizational Structure Analysis There are three different organizational structures that a business can use. There is Functional Structure, which has each portion of the organization grouped according to purpose. There is Divisional Structure, which divides the organization by geographic area or types of product or market. There is also Matrix Structure, which uses both functional and product departments but also has workers from these departments reporting to a project manager. Each of these structure types has their advantages and drawbacks and we will discuss those. First, we will look at the Functional Structure. The Functional Structure has a single manager to oversee the work being done. This type also allows for many workers in the same field to collaborate and become very cohesive as a team where advancement is there for everyone. The downside to a Functional Structure is two fold. One problem is that different departments can argue over what falls under their umbrella of responsibilities. Another problem is that larger companies will have larger employee groups, which makes managing them become more difficult. Second, we examine the Divisional Structure. The Divisional Structure groups basic tasks into jobs and then groups those jobs into departments. This creates departments based on the final outcome of each job group. An advantage...
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...Organizational Culture Analysis Organizational culture is the shared meaning and values held by associates in their organization. It members create and maintain a shared sense of reality (Baack, 2012). This reality shapes the values they share and understand. Different organizations have different organizational realties. This is because of the actions performed by the associates of an organization are interpreted differently depending on the organization (Baack, 2012). Different organizations use different symbols. Common symbols in the workplace are physical, behavior, and verbal symbols (Baack, 2012). Physical symbols are material objects such as logos, design, décor, and even buildings. Behavior symbols consist of rewards and punishments, rituals, traditions, ceremonies, and customs. Finally, verbal symbols are jargon, names and nicknames, stories, history, and metaphors. Organizational culture is the behavior of its associates with the organization and the meaning that people attach to those behaviors (Baack, 2012). Organizational culture includes the emotional and psychological climate which may involve employee morale, attitudes, and levels of productivity (Baack, 2012). Organizational culture includes all the symbols (action, routines, and conversations) and the meaning that people attach to them. Values inform associates of an organization on what is important to that specific organization. Values are derived from the core values of the organization...
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...Organizational Structure Analysis After discussing with Team A, we were impressed by John Whybrow’s video and his experience from switching from a functional organization to a line of business. The changes that his company was faced with were very exciting, better communication, better results, and impressive behaviors. The first functional organization that was discussed in the video was the line of business organization. This was the top to bottom structure that had all employees, divisions, and leadership in the same communication ladder. The second was functional organization. In this type, the business is split up by certain aspects of a given task. It could be departmental, or just a product or idea that the team is working on. The biggest problem with this is that upper management would need to take more time to see what the bottom line was, or what the issue is with the business. All other business functions would be only looking at what is seen within the division. For the line of business function, there would be many different managers looking from the top down for financial analysis. There a four types of horizontal structure organizations. They are functional, divisional, matrix, and network. They each have their own unique way to structure a business, and each have pros and cons to them. This first type is the functional organization. An advantage of a functional organizational structure is that it offers a high level of specialization. Each unit operates...
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...Organizational Theory – Organizational Systems Analysis Organizational Theory – Summary Paper Today’s organizations draw upon the concepts of social and cultural anthropology, political science, strategic management, and organizational behavior. To become a successful manager in today’s organizations, mangers must understand and adjust to organizational concepts, implementation and management of change within organizations, concepts of systems of theory problem solving and decision making. As a manger in my current organization, this course has taught me how to improve my managerial skills through recognizing and understanding the concepts mentioned above. The following is a complete system analysis of my company based on the Six-Box Model. Within the six-box model I will demonstrate how the following factors: (1) Boundaries and Environments; (2) Organizational Structure; (3) Formal and Informal Systems; (4) Reward Systems; (5) Power; (6) Force Field Analysis, (7) Organizational Interventions; and (8) Reactions to Proposed Changes affect a managers management style. Organizational Boundaries and Environments Boundaries in organizations can be defined as “the umbrella under which rules are implemented to shape their purpose and goals.” (Ware, 2005). Boundaries are in place to determine the sphere of influence for the internal activities of an organization and to govern the reactions to external environments...
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...Letter of Transmittal May 12, 2014 Mrs Sutapa Bhattacharjee Assistant Professor Institute of Business Administration University of Dhaka Dear Madam, We, the students of Group 1 of Section – B, BBA 22nd Batch, have prepared this report on “Analysis of Grameen Phone’s Organizational Structure” which you had assigned to us as a part of the completion of the course “ Principles of Management”, Course Code: W201. We have studied on the organizational structure of Grameenphone based on what we have understood through the theoretical concepts mentioned in our books and also face-to-face interview of Mr. Monwar Hossain, Senior Specialist, Centre of Expertise, People and Organization, Grameenphone. This was one of our most important experiences as we have learnt and mastered concepts that we have never dreamt of. Hopefully these experiences and concepts will help us in the corporate world awaiting us. We thank you for your moral support and help in this regard. Please note that this report has been prepared under your supervision. Under no circumstances will this report be produced for any other BBA (IBA) course ever. No part of this report will be shared or republished without your authorization. Sincerely yours, Mithi Chowdhury (RH – 60) Tahmid Md. Iqbal (ZR – 64) Md Omer Faruk Chy (ZR – 73) Tanjila Najnin (RH – 85) Masroor Faiyaz Moqsum (ZR – 90) Table of Contents: 1. Executive Summary...................................................................
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...Organizational Behavior Concepts and Analysis MGT/307 October 16, 2011 Organizational Behavior Concepts and Analysis Understanding culture is not an easy task. Culture cannot be distinctly defined by one person or even one organization. Culture is a combination of attitudes, behaviors, personalities, and values. Each of those traits may have a positive effect on an organization but could also negatively impact an organization. Learning more about organizational culture, behaviors, diverse atmospheres and communication skills can lead organization to long term growth and success. Organizational Culture Organizational culture is about relationships between organizational members and how they interact with one another as they perform their organizational roles (Pierce & Newstrom, 2008). Sharing and believing the same goals and assumptions within an organization defines organizational culture. An organization that has strong shared beliefs and can work toward a common goal will operate an efficient business. Organizational culture is also referred to as corporate culture. By definition, corporate culture is a system of shared actions and beliefs within an organization that guides the behavior of its members (Schermerhorn, Hunt, & Osborn, 2008). Organizational culture has observable aspects that include daily observances of work habits within the organization or through personal stories or experiences from members directly...
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...Fatima Calderon Professor Rob Freeborough MGT231 Organizational Behavior 20 June 2015 TERM PAPER Apple Inc. has without a doubt revolutionized the world of consumer electronics in the 21st Century. As the company became more customer-focused and improved its lean manufacturing model, it has to rise to the organizational challenges of becoming a leading global company in its industry. As Apple has reinvented its products, it has reinvented their organizational structure as well. The following is an analysis of Apple at an organizational level: its culture, leadership, ethical practices, and the use of power and political behavior. It is important to understand these factors because they represent a real-life learning opportunity for anybody involved in organizational management, based on one of the most recognized and successful companies of our time. Innovation is definitely at the core of Apple’s success. It was the first company to introduce a Personal Computer and the first and currently the leading company to introduce mobile technology such as the iPod, the iPhone, and the iPad (CITE). However, Apple was not always the leading company in profitability. It struggled behind the more affordable Microsoft. It is interesting to note that as Apple struggled or succeeded with selling its products, it also made changes within their organizational structure. Throughout its history, Apple’s success has been influenced by its leadership, most famously of its co-founder,...
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...ORGANIZATIONAL COMMUNICATIONS ANALYSIS Summary Description of Organization Watts International, Inc. designs, manufacturers, and markets valves and engineered products for the energy, aerospace, and industrial markets with more than 7,000 customers in over 100 countries. The business value states “to value our employees and continuously improve our quality of work to our customers” (Watts, 2011). The company is committed to attracting, developing, and retaining top talent and practicing continuous improvement processes in all aspects of its business and operations. Strategic business acquisitions enhance product distribution in both domestic and international markets to solve customer-specific problems. This organization was selected due to the future transformation of the workforce and the critical nature of possessing excellent communication skills. There are many tenured employees with over 35 years of service. Within the next couple of years, 20% of the workforce will be retiring. This will result in a significant loss of knowledge and experience so it is necessary to begin now cross training employees with less tenure to carry on the quality production now in existence. The most critical positions are senior management and engineers. The product lines are very specialized and require highly experienced personnel. The volume of individuals retiring presents special challenges due to the industry specific expertise required. The new...
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...Environmental Analysis An environmental analysis is an important tool when taking an in depth look into an organization such as Landslide Limousine. “The company performs an environmental analysis to identify the potential influence of particular aspects of the general and operating environments on business operations. This analysis identifies the opportunities and threats in a business environment in terms of a company's strengths and weaknesses. “(Nordmeyer, 2015) It would be in the best interest of landslide limousine to administer a swot analysis framework to help identify the Strength, Weakness, Opportunities and Threats of the organization. By also looking into legal, social and technological factors would also help Landslide Limousine develop strategies. Since Landslide is located in Austin, Texas it would be wise to look at what environmental factors can affect the company. Are laws different in Austin then they are everywhere else? Who are the competitors? What can Landslide offer customers that competitors are not offering? By looking into all those factors Landslide can help get an insight on how to train their personal. Organizational Analysis An organizational analysis is the “process of reviewing the development, work environment, personnel and operation of a business or another type of association.” ("Organizational Analysis", 2015)For Landslide Limousines it would be thoroughly important to develop strategies that will help employees transition into their roles...
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...Organizational Behavior Analysis The Air Force is steeped in tradition, ranging from back to when it was socially acceptable to discriminate and segregate. There weren’t any protected classes. Looking at how times have changed, that world no longer is able to exist. The Air Force is a closed system; it does not easily absorb input from its environment. A common thought process is “this is the way we’ve always done it, and that is how we will continue to do it”. There are a lot of permeable boundaries within the Air Force and the different organizations because of the confidential information that is not able to be shared. Contract operations, outsourcing, is now a big concept being used by the Air Force. The most profitable one is Black Water, an outsourced company that made money from the war. Black Water Worldwide is a private military company founded in 1997 by Eric Prince and Al Clark. (bla) They were a big presence in Iraq, performing mainly security forces functions. The Air Force is very interested in re-engineering. Changes and ideas submitted to management were rewarded with money and other compensation which was designed to get the personnel excited and involved in improving their environment. The idea behind this was to save money, improve quality and customer service and speed. TQM, otherwise known as Total Quality Management, was an organization wide process that emphasized excellence in outcomes such as product reliability and durability. Processes were...
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...TUGAS INDIVIDU ORGANIZATIONAL BEHAVIOR Analisa Penyebab Tingginya Turn Over Karyawan di PT. X [pic] NURUL BATHARI SINAYANGSIH LATAR BELAKANG Pada era perdagangan bebas saat ini , laju persaingan bisnis menjadi agresif dan sangat ketat dengan banyak munculnya kompetitor asing yang masuk ke Indonesia. Sejalan dengan hal ini, maka dibutuhkan sumber daya manusia yang berkualitas dan kompeten dalam menghadapi persaingan bisnis. Faktor sumber daya manusia menjadi faktor utama dan berperan penting dalam jalannya suatu bisnis atau perusahaan. PT. X yang sedang mengalami growth berusaha untuk selalu mengikuti persaingan atau tantangan bisnis yang ada sebagai upaya dalam pencapaian misi perusahaan (Recognized Internationally, Be a Market Leader, and Being Expert) dengan cara selalu menjaga kualitas perusahaan termasuk dalam pengelolaan sumber daya manusianya. PT. X merupakan salah satu perusahaan pemegang hak eksklusif atau retail resmi 16 brand internasional di dunia (timepieces dan fashion lifestyle) yang berdiri sejak tahun 1993 dan berlokasi di pusat sentra bisnis Jakarta. PT. X telah memiliki ±100 store di seluruh Indonesia dengan karyawan head office 280 orang (Data November 2012). Persaingan bisnis yang semakin agresif mempengaruhi PT. X terutama faktor sumber daya manusia. Permintaan sumber daya manusia yang semakin tinggi tiap tahunnya di PT. X juga dibarengi dengan keluar masuk karyawan dalam waktu yang relative singkat, maka...
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...It was the final day of the month and I was in the office early in the morning, as usual, working on a massive project that had been extended due to its complexity and the inability to collect supplementary documentation that could not be secured on a timely basis. As I was working, one of the managing partners of the firm called me on the telephone and asked me to come into his office. I grabbed a pad and pen, prepared to take notes, anticipating to be given another work assignment. When I stepped into his office I noticed the COO was sitting in one of the chairs opposite his desk and instantly I knew something was going on. They informed me that the firm had been discussing my performance over the past several months and regretfully they had decided it was in the best interest of both parties that I be terminated. What was the egregious act that led the firm to decide a parting of ways was the only solution: it came down to the simple matter of my being unable to sufficiently recognize and embrace the company’s core culture while at the same time engineering another one within my own peer group that ultimately didn’t appeal to management’s tastes. I recall the interviewing process was fairly intensive consisting of an interview with a senior staff member, an examination, an interview with a manager, and finally an interview with the principal partner. As I proceeded through the process I knew I was doing exceeding well. I remember the principal being really impressed...
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...Organizational Behavior Analysis By Ron Bennett BUS610: Organizational Behavior Instructor: Magdy Hussein May 19, 2014 Organizational behaviors are the actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization’s functioning and performance. Organizational studies comprise the study of organizations form multiple perspectives, methods, and levels of analysis. Many factors come into play whenever people interact in organizations. Modern organizational studies have attempted to understand and model these factors. Organizational behavior can play a major role in organizational development, enhancing overall performance by the organization, as well as enhancing individual and group performance, satisfaction, and commitment. As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. This paper will focus on a few parts of organizational behavior. The organization’s base rests on management’s philosophy, values, vision and goals. The bases drive the organizations culture, which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication and group forces at work within that organization. “Human relations theories incorporate the concept that positive employee attitudes, combined with praise and recognition...
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