...1. A friend suggests that organizational behavior courses are useful only to people who will enter management careers. Discuss the accuracy of your friend’s statement. This chapter begins by saying that this book is about people working in organizations. Undoubtedly, many individuals will specialize in a distinct 1ield of study and enter careers other than management. However, they too will be members in work organizations. As such, the three main reasons for studying organizational behavior (understanding, predicting, in1luencing) will bene1it them as well. You may think of this technical knowledge/skills as providing “what” you need to know and be able to do to be successful in your chosen 1ield. On the other hand, OB knowledge bene1its everyone by addressing the people issues needed to apply technical knowledge and skills. Knowledge of OB provides valuable knowledge of “how” to address these people issues when applying accounting, marketing, engineering and other ideas in organizational settings. Ultimately, an individual’s career success is largely determined by his or her ability to understand and apply concepts in motivation, communication, team dynamics and other OB topics. 2. A number of years ago, employees in a city water distribution department were put into teams and encouraged to ?ind ways to improve ef?iciency. The teams boldly crossed departmental boundaries and areas of management discretion in search of problems. Employees working in other parts of the city began ...
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...Photo CYREL B. GAYO 059 Bgy. Sulangan, Matnog, Sorsogon +639092263294 ------------------------------------------------- cyrel_gayo@yahoo.com ------------------------------------------------- Objective: To work as a part of dynamic team in a reputable firm where hard work and sincerity are appreciated. I would be blissful to show a portfolio of my work. Personal data: Birthdate: February 8, 1994 Birthplace: Sulangan, Matnog, Sorsogon Citizenship: Filipino Religion: Roman Catholic Height: 5’ Weight: 46 kg Core Competencies: * CES NC II Holder * Good communication skills * Public relations * Computer Literate * Good in Math Educational Background: Primary: Matnog Central School (2001-2007) Secondary: Matnog National High School (2007-2011) College: * * Sorsogon State College: Sorsogon Campus (2011-2012) Course: Bachelor of Science in Electrical Engineering * Mariners Polytechnic Colleges Foundation (In Progress) Course: Bachelor of Science in Customs Administration Vocational: * Consumer Electronics Servicing(TESDA ACCREDITED ) National Competency Level II Matnog, Sorsogon May -August, 2014 Work Experience: * Community Based Monitoring System(CBMS) Enumerator Casual Employee at Matnog Municipal Office Matnog, Sorsogon (September 3 –September 28, 2012) Trainings attended:...
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...them into a leadership role? A good place to start is critical thinking which is imperative for an effective follower to stay mindful of all effects of their behavior and progress in the workplace. Traits like competence and self-management are important for building trust with leaders and coming through on organizational goals. An effective follower must also show commitment to their role in the organization which in turn helps keep morale and efficiency in the workplace high. Most important is courage, stay true to moral and ethical values, and stand up to corrupt superiors when necessary. Individuals with critical thinking skills, courage, competence, commitment, and the ability to self-manage to efficiently achieve organizational goals are effective followers and potential leaders. A follower who displays critical thinking skills is able to contribute to the organizational goal in the workplace, by providing insight on decisions, goals, and contributing constructive criticism to develop better end results. Effective followers add creativity to their work and inspire others to contribute creative and innovative ideas to the organization. Strong followers give input and contribute, but they also realize that good ideas can come from others, too. They listen to what others have to say and take it into account when making decisions. Group contributions to the organization improve the quality of the outcome in the organizational goal, and eases the workload of supervising authority...
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...Chapter 9 Self-Assessment: Followership Styles Kelley proposes critical attributes that recognize exemplary and incapable followers. One of the traits is that followers focus on objectives within a large framework and decide on the role to perform at a specific time to expedite the accomplishment of organizational goals. An adherents' demonstration of commitment and duty to the organization beyond the individual level, separates them from ineffective followers. Additionally, compelling followers exhibits a desire to attain greater degrees of competency and regulate their endeavors to this that results in positive recognition from leaders. Another distinction between effective and ineffective followers is that the latter exhibit courage, honesty, enthusiasm, intelligence, and self-reliance. This is dissimilar to ineffective followers who withhold information, whereas effective followers contribute and share opinions, which is an advantage to the organization especially if certain issues are not covered. Overall, exemplary followers share all of the qualities of effective and successful leaders. Kelly’s concept of servant followership is regarded as an important contribution to organization behavior literature. This is due to his theory that “servant followership is more important than leadership” because the majority of people spend most of their time in subordinate roles rather than leadership positions. Kelly utilizers the term ‘exemplary’ to describe the ideal servant follower...
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...Organizational Behavior in the Workplace GLORIA GONZALEZ MGT/312 April 22, 2016 UOP Organizational Behavior in the Workplace |Job Skills in the Workplace | |Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches | |to problems. (kinicki & Fugate, p. 7) | |Problem-solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. | |(Kinicki & Fugate, p. 7) | |Judgement and Decision Making: Considering the relative cost and benefits of potential actions to choose the most appropriate ones. | |(Kinicki & Fugate, p. 7) | |Active Listening: Giving full attention to what other people are saying; taking the time to understand the points made; asking questions as| |appropriate and not interrupting. (Kinicki & Fugate, p. 7) | In the text, Understanding, and Managing...
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...What Affects does our Schemas and Critical Thinking Play in our Roles as Leaders GM591: Leadership and Organizational Behavior Instructor: Oliver London, Ph. D. Gloria Wilson gloriahomes@yahoo.com * 816-560-5913 December 10, 2010 INTRODUCTION Let me set the stage of this fascinating topic that I have created for you to understand, “What affects does our Schemas and Critical Thinking play in our roles as Leaders?” You must understand my background to see why I could not separate the two – Schemas and Critical Thinking. I was brought up in a southern Baptist family on my mom and dad side of the family. Our religion was number one and everything else was based on your beliefs (schemas) surrounding this very devout religious family. As I got older, and attended the business college for two years, before moving on to the big university, the first class I had was…you guessed it, Critical Thinking. I know I was a born leader, no doubt about it. I loved making sure everyone was well cared for in the family, as a child and as adult. You put all these together and you have created a…I will let you read it in the conclusion. My schemas as a child led me to believe, and do certain things as a child, to the clothing I wore down to the shoes I wore. Let me broaden it up for you a tad bit in schemas in the business world of thinking. “Schemas are cognitive frame works that represent organized knowledge developed through experience about people, objects, or events...
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...Organizational behavior is the study of how organizations can be structures more effectively, and how several events in their outside situations effect organizations. 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 the others, to have an organizational behavior skills become a valuable talent. 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 supervisors need to develop their information about attitude and behavior of individuals, and groups in organization. Now we know not only the hard skills is important for get the job done, soft skills are helps managers to do their job more effectively and efficiently. What are hard and soft skills? "Hard skills include written communication, computer problem solving experiences, computer skills, and ability to understand new technologies, international business, time management and project management. (http://www.indiana.edu) Hard skills are most visible, the most exciting and therefore the most profitable skills in outdoor programs. "Soft skills are the interpersonal components of leadership, the people skills. Soft skills include interpersonal...
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...business principles and tools in an organizational setting. The BSB foundation is designed to bridge the gap between theory and practical application, while examining the areas of accounting, critical thinking and decision-making, finance, business law, management, marketing, organizational behavior, research and evaluation, and technology. Students are required to demonstrate a comprehensive understanding of the undergraduate business curricula through an integrated topics course. The Human Resource Management Concentration helps students develop an understanding of the fundamentals of human resource management and its strategic relevance in business. The concentration addresses the legal and ethical components of the decision making process involved in the human resources environment. The Human Resource Management Concentration introduces students to the basic concepts of human resource management, and allows further study in the areas of employment law, risk management, recruitment and selection of employees, international HR, change management, compensation and benefits, employee development, and performance management. Students will also develop an understanding of the critical business implications for human resource professionals today and in the future. HR practitioners and managers must be equipped with a solid understanding of the fundamentals of human resource management, along with strong skills in the areas of systems thinking, problem solving, influencing, negotiating...
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...Articles Building a Culture That Encourages Strategic Thinking Ellen F. Goldman1 and Andrea Casey1 Journal of Leadership & Organizational Studies 17(2) 119–128 © Baker College 2010 Reprints and permission: http://www. sagepub.com/journalsPermissions.nav DOI: 10.1177/1548051810369677 http://jlos.sagepub.com Abstract The ability to think strategically is critical for leaders and managers at multiple organizational levels. Specific work experiences can contribute to the development of an individual’s strategic thinking ability. Culture, among other organizational factors, can either encourage or limit those contributions. Leaders, as culture constructors and transformers, can act to maximize the relationship between organizational culture and the process of learning to think strategically. A cadre of formal training, developmental activities, and self-directed learning initiatives can provide leaders with the skills to enhance the strategic thinking of those they lead. Keywords strategic thinking, management learning, leadership development, organizational culture “Culture eats strategy for lunch.” This management truism is linked to examples of how strategy failed, acknowledging that actions attempted were inconsistent with the organization’s values, beliefs, and assumptions (Weeks, 2006). The strategy-eating potential of culture has been used as the basis for recommending that leaders initiate large-scale change efforts to align culture with strategy. However, it has...
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...Application of Theories Running Head: APPLICATION OF THEORIES Abstract A critical feature of a successful organizational team, especially in knowledge-based enterprises, is that they are invested with a significant degree of empowerment, or decision-making authority. With more companies moving toward ways of implementing employee empowerment, it can help change things and give managers more time for visioning and nurturing their company. Running Head: APPLICATION OF THEORIES Application of Theories Introduction Most decisions at a company should be based on using critical thinking than on non-critical thinking. In general, critical thinking is a process that helps evaluate situations or problems and then leads to the best solution possible that will give one’s organization the best results. Employee empowerment culture GE Oil and Gas is committed to find ways to achieve an incident-free workplace (Veazie, B., Knode, T., 2010). Human Resources is one of the most critical in this implementing process because they will help train, and communicate to employees how important safety is. Good effective leaders will help empower all employees towards safety excellence (Veazie, B., Knode, T., 2010). In addition, all employees assume the responsibility of their own safety and the safety of those around them arises only out of discretionary behavior (Veazie, B., Knode, T., 2010). Discretionary behavior is simply a choice made by each employee every day; employees cannot be mandated...
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...a. Defining Leadership b. Defining Moral Leadership 4. Current State of Knowledge a. Literature Review 5. Argument Map 6. Assumptions and Point of View by Stakeholders 7. Evaluation of Argument a. Wheel Of Critical Thinking b. Universal Intellectual standards Evaluation 8. Key Take-Away 9. Plan to enhance Moral leadership skills a. Plan Table 10. Bibliography 2 2 3 3 4 5 5 6 7 8 9 10 11 12 12 14 1 Introduction Does moral leadership matter? In my opinion, yes it really does matter. Even if for high organization performance the leadership has to focus on high shareholder returns, but it should not solely focus on returns by compromising boundaries of morality. In this paper we will discuss whether moral leadership is crucial for an organization to be successful. First, we will define what moral leadership is and will discuss what are the standards of morality that needs to be maintained in a high performing organization. Then we will discuss whether the moral standards will be same for both personal and organization or they will be different. Then we will talk about the current state of knowledge of this topic and the implications and recommendations that we have found from our literature review. We will also evaluate our argument based on the Wheel of Critical Thinking and the Universal Intellectual Standards Evaluation. Finally, I will present a strategic plan to improve my moral leadership skills. Section 1: Basic concepts and analysis of Moral and Ethical Leadership ...
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...Contents Organizational justice: 1 1: Distributive justice: 1 2: procedural justice: 2 3 interactional justice: 2 Importance of organizational justice: 2 CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN 3 Organizational citizenship behavior: 3 Definition and concept: 3 Kinds of organizational citizenship Behavior: 3 Altruism: 3 Conscientiousness: 4 Civic virtue: 4 Importance of organization citizenship behavior: 4 Organizational justice: Organizational justice shows the thinking of the employees that are working in the organization how they are being treated fair or unfair. Organizational justice word was first used by green burg (1987) which reflects the behaviors of individuals towards fair practices in the organization. Justice define the action or judgement that is ethically and properly right in terms of injustice we can take an example of a women doing the same job as a man can do but getting the low salary. This play an important in role in making organization reputation and their working environment. Their behaviors are also associated with their working environment, and the main thing the job satisfaction and their attitudes towards the company development if organizational justice is not there in any organization their overall working environment and all the things are being disturbed, turnover is on high and the workers who are worthy will leave the organization and organization have really impact of it and there will be the culture...
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...PhD Program in Organizational Behavior and Human Resources Management University of Pittsburgh's Katz Graduate School Organizational Behavior PhD Program Video The OBHR doctoral program focuses on preparing students to impact the study of people, process and outcomes within the fields of organizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industries and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management PhD Program Curriculum Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise...
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...Organizational Behavior/Human Resources Management The OBHR is the study of people, process and outcomes within thoe rganizational behavior and human resources management. Through research, collaboration and dissemination of knowledge, students understand how to impact organizational effectiveness in a variety of different environments, industrie s and across multiple levels of analyses. Our expectation is that students within the OBHR major will craft a program of research that is built upon rigorous theory as well as strong methodological skills that are both necessary for effective scholarship. We encourage collaboration with OBHR faculty that has a proven track record of publishing within a variety of top outlets (Academy of Management Journal, Academy of Management Review, Journal of Organizational Behavior, Journal of Personality and Social Psychology, Journal of Labor Research, Harvard Business Review; Human Resource Management; Industrial and Labor Relations Review; Sloan Management Review). Organizational Behavior/Human Resources Management Behavior Systems and Management Thought The objective of this course is to explore the evolution and development of management theory with particular emphasis on the design of behavioral systems in organizations. It is a core premise of the course that the design of systems to manage people in organizations is based on a set of assumptions about humans that are part of the managerial theory that guides the formation and operation...
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...DEPARTMENT OF THE AIR FORCE Thomas N. Barnes Center for Enlisted Education (AETC) Maxwell AFB, AL 36118 NONCOMMISSIONED OFFICER ACADEMY STUDENT GUIDE PART I COVER SHEET LESSON TITLE: CF01, SUCCESSFUL LEARNING TIME: 4 Hours METHOD: Informal Lecture, Guided Discussion LESSON REFERENCES: 1 Apr 12 Air Force Manual (AFMAN) 36-2236. Guidebook for Air Force Instructors, 12 November 2003. Bloom, Benjamin S., Max D. Englehart, Edward J. Furst, Walker H. Hill, and David R. Krathwohl. The Taxonomy of Educational Objectives, The Classification of Educational Goals, Handbook I: Cognitive Domain. New York: McKay, 1956. Halpern, Diane F. Thought and Knowledge: An Introduction to Critical Thinking. New Jersey: Lawrence Erlbaum Associates, 1996. Hopson, Barrie, and Mike Scally. Time Management: Conquering the Clock. California: Pfeiffer & Company, 1993. Krathwohl, David R., Benjamin S. Bloom, and Bertram B. Masia. Taxonomy of Educational Objectives, The Classification of Educational Goals, Handbook II: Affective Domain. New York: McKay, 1964. Mayer, Jeffrey J. If You Haven’t Got The Time To Do It Right, When Will You Find The Time To Do It Over? New York: Fireside/Simon & Schuster, 1990. Mayer, Jeffrey J. Time Management for Dummies. California: IDG Books, 1995. McGee-Cooper, Ann and Duane Trammel. Time Management for Unmanageable People. New York: Bantam Books, 1994. University of Northwestern Ohio, Virtual College. Learning Styles Evaluation, 14 December 2000. STUDENT PREPARATION: Read...
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