Free Essay

Organizational Theory and Behavior Final

In: Business and Management

Submitted By GMcDowellJr
Words 2076
Pages 9
FINAL EXAM
1 - Equity, like beauty, is in the eye of the beholder. What one person sees as fair and reasonable another interprets as injustice. Like beauty, injustice is something that can grow on a person. Right now it may not seem that its “not really about the money” but tomorrow things may appear quite a bit different.
Equity theory is based on cognitive dissonance theory (where two contradictory ideas are held simultaneously resulting in feelings of discomfort) developed by social psychologist Leon Festinge. When a person feels that they are being treated unfairly, when they perceive that their work is rewarded differently when compared with others, they experience a form of cognitive dissonance. The theory suggests that he/she will take corrective action in order to return to a state of balance. When the perceived inequity is negative (when a person is doing more work for less pay than peers for example) these actions, which can be either overt or subtle, will result in counter productive work behaviors. The corrective action may not be conscious but it will be there regardless. Even if a person enjoys his/her job, work behaviors will begin to shift. If the inequity is negative these changes will likely take the form of subtle actions - tardiness, less enthusiasm, slower work, etc. - which will tend to reduce the inequity by lowering the reward to work, or outcome to income, ratio. Over time, these behaviors can do far more harm to a company than might have resulted had the inequity been resolved earlier. Eventually the changes will likely become noticeable and the employee will either resign or be forced to leave.
Perhaps surprisingly, companies are often unaware of these inequities. Since the inequities are perceptual and unique to each person, as is the threshold at which the inequity is motivational, managers are left largely in the dark unless employees offer the information themselves. Managers must learn to actively look for signs of inequity and then “take the pulse” of their people to find when the inequities are causing cognitive dissonance so they can take action themselves to balance out the equation.
Even if an increase in salary or some other primary motivator is not possible, there are things they can do to address the inequities. As an example, managers could either give employees something they desire (more time off, or flex time for example) or remove something that they dislike (not requiring expense reports, or timesheets might work for some) - these small things can help bridge the gap felt by their employees.
2 - The five people that have been assigned to work on the new marketing campaign are diverse in their experience, background, and, presumably, ideas. Diversity of thought can lead to extremely creative and effective solutions. Take IDEO, the design and innovation consultancy, for example; the mixture of people working on projects at IDEO is about as diverse as you are likely to find in the business world. They put together teams with incredibly divergent experiences and have attributed this process as one of the most critical factors of their success.
But diversity of experience and background is not the only thing to consider when organizing a team. Personality traits can be just as important, if not more, and the noted strengths and weaknesses of the five member team show signs of potential conflicts. Where one, Katrina, is “a poor communicator in terms of speaking up,” another, Paul, is “very domineering and intimidating.” These two styles are at odds with each other and it’s not difficult to imagine how Paul may inadvertently silence Katrina’s voice.
According to educational psychologist Bruce Tuckman, groups go through five stages during their development process - forming, storming, norming, performing, and adjourning. A group is not usually considered a team until it is has reached the fourth stage, performing. Prior to this, the group is composed of a collection of individuals focused on a common task and they don’t come together as a team until they have aired their differences, tested each others competencies, and moved past individual egos to form a group cohesiveness (this comprises the storming and norming stages). The group truly becomes a team when, as suggested by Jon Katzenbach and Douglas Smith of McKinsey & Company ;
•Leadership becomes a shared activity.
•Accountability shifts from the individual to both the individual and the collective.
•The group develops its own purpose or mission.
•Problem solving becomes a way of life.
•Effectiveness is measured by the group’s collective outcomes and products.
It would seem that the five members of the Dial Soap campaign will have some trouble getting through the storming stage as the personalities and characteristics of each member are stereotypical in their opposites as shown by the earlier example with Paul and Katrina. One way to help them through this stage might be to assign maintenance roles (relationship-building group behaviors) to team members. Katrina, with her communication deficiencies, might best serve the follower role while Paul, with his “great presence and command” would be most natural as an encourager or gatekeeper. Joe might make a good harmonizer while Sheila could do well as a compromiser, making quick decisions to help others meet “half way.” Finally, Maria’s enjoyment of mentorship might place her as another gatekeeper or commentator. Maintenance roles should help members of a group find where they belong as well as fostering and encouraging group cohesiveness.
It is important to understand that, unless self formed, groups do not often become teams on their own. It takes dedication and focus to bring people together as a team “with complementary skills... committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.”
3 - When I first read about Hersey and Blanchard's Situational Leadership Theory, I was immediately struck by how familiar the ideas were to my experiences in architecture. I suspect that this industry is pretty different from those of my fellow classmates. Architects typically start their careers with a surprising amount of responsibility and autonomy, though with very little authority. We are expected to self-manage to a large degree and to know when to ask for help. Architects are not typically trained in management theories or practices and it shows in their choice of how to manage their fellow designers. One manager at my firm recently suggested a link between the words managing and nagging insinuating that the only way to manage is to nag.
Situational Leadership Theory’s (SLT) focus on a person’s ability and willingness to complete a task seems an ideal philosophy for architects and I would imagine, by extension, other professionals as well. Architects don’t want to manage people, they’re too busy managing projects. SLT allows a manager to take management cues from the team. In a way, team members demonstrate their own readiness (their ability and willingness to complete a task) making the manager’s job little more than a task assigner or delegator. SLT, thought of in this way, is managing without managing, perfect for a task-oriented architect.
Situational Leadership Theory is not without its faults nor is it popular with researchers who have “concluded that the self-assessment instrument used to measure leadership style and follower readiness is inaccurate and should be used with caution.” Architects have big egos and often think they are capable and ready long before they actually are. A “fake it til you make it” strategy is pervasive in the industry and since SLT to work properly requires a person to know where he/she stands, mistakes are often made. Most young architects with a year or two under their belt think they are in a selling or telling phase of SLT when really they are too green to be much past the delegating or participating phases. For some, however, this works out well. Pushing themselves to achieve things they might not otherwise be ready for gives them the experience needed to succeed. Even those who fail learn valuable skills they can apply towards the next opportunity. SLT is far from perfect but it does seem to work well in architecture.
Looking back, the first time I saw an example of Situational Leadership Theory in practice was about 8 years ago. I was working in Kansas as a fairly new employee in a local firm and felt I was comfortably in the selling phase for what I was doing at the time (though in hindsight I could have remained in the participating phase a bit longer). I had been communicating with our client and contractor on my own with minimal input from the managing principal, John. As happens, a problem arose that I did not handle well and it came to John’s attention. As a result he requested that I send him every email for review before it went out. I took it in stride as best I could and did as he asked. About three weeks later John asked why I was sending him emails asking for his approval. Either he had forgotten what he said or had developed enough comfort with my correspondence to no longer warrant his direct supervision. Fortunately for me, in this case it was the latter. In effect John realized I was ready to begin explaining and persuading, cornerstones of the selling phase of SLT.
4 - It is often said that “people are our most valuable assets.” If true, then the selection of new hires is one of the most important tasks a company can focus on. But how do you know if the person sitting across the table from you is the right person for the job? What criteria should you, or could you, use to help in the determination?
For some it comes down to the age-old debate of nature vs. nurture. Are leaders born or developed? There certainly appears to be evidence for both sides. Some come to leadership so easily that it would seem they are born to it. Others work constantly on their communication and leadership skills and continue to struggle. Malcolm Gladwell in his latest book, Outliers, suggested that people aren’t born to greatness but rather come to it through a series of early life events and opportunities that are largely outside of their control. If we accept his rather compelling theory it would put a serious dent in the nature argument. Whether genetic, happenstance, or upbringing, some people are remarkable leaders; finding them is the challenge as they are exceedingly rare. Rather than a protracted search for the seemingly mythical leader, perhaps it is better to start with someone who has ability and help them realize their potential through nurture and development.
Tom Kelly of IDEO, the design and innovation consultancy, argues that companies should hire for cultural fit first. Art Gensler, founder and chairman of Genlser, “can vouch for the fact that a great culture has [proven] to be the most important element of [their] success.” He goes on to suggest that; “Even after hiring great people with great talent, it is critical that they work in unison.” Cultural fit is elusive and difficult to define. It can’t be codified on a resume but is instead something that is felt or sensed during an interview or meeting. IDEO will often send a new applicant to lunch with a dozen or so people in order to get a read on him/her. They ask themselves, “Would we want to travel with this person? What will this person be like at dinner, or during a brainstorm, or during a conflict?” Others, like Jason Fried of 37signals.com, suggest companies “take potential new team members out for a ‘test drive’” in order to discover if the candidate has the right “vibe” for the company. John Mackey of Whole Foods says the first thing companies should look for is character, someone with “classic virtues such as integrity, honesty, courage, love, and wisdom.” He also suggests that the candidate should have a “high degree of emotional intelligence, a high capacity for caring” suggesting that leaders are interested in and care about the people they are charged with leading.
Determining cultural fit is not an easy task but it is often more important than deciding if an applicant has the necessary technical abilities. Skills can be taught but values, the basis of culture, are a part of the person and can’t be faked.

Similar Documents

Free Essay

Bam410 Organizational Theory and Behavior

...BAM410 Organizational Theory and Behavior To purchase this tutorial visit here: http://mindsblow.us/question_des/BAM410OrganizationalTheoryandBehavior/2798 contact us at: help@mindblows.us BAM410 Organizational Theory and Behavior BAM 410 Entire Course BAM 410 Unit 1 Exam BAM 410 Unit 2 Exam BAM 410 Unit 2 Essay BAM 410 Unit 3 Exam BAM 410 Unit 3 Essay BAM 410 Unit 4 Exam BAM 410 Unit 4 Essay BAM 410 Final Exam BAM410 Organizational Theory and Behavior To purchase this tutorial visit here: http://mindsblow.us/question_des/BAM410OrganizationalTheoryandBehavior/2798 contact us at: help@mindblows.us BAM410 Organizational Theory and Behavior BAM 410 Entire Course BAM 410 Unit 1 Exam BAM 410 Unit 2 Exam BAM 410 Unit 2 Essay BAM 410 Unit 3 Exam BAM 410 Unit 3 Essay BAM 410 Unit 4 Exam BAM 410 Unit 4 Essay BAM 410 Final Exam BAM410 Organizational Theory and Behavior To purchase this tutorial visit here: http://mindsblow.us/question_des/BAM410OrganizationalTheoryandBehavior/2798 contact us at: help@mindblows.us BAM410 Organizational Theory and Behavior BAM 410 Entire Course BAM 410 Unit 1 Exam BAM 410 Unit 2 Exam BAM 410 Unit 2 Essay BAM 410 Unit 3 Exam BAM 410 Unit 3 Essay BAM 410 Unit 4 Exam BAM 410 Unit 4 Essay BAM 410 Final Exam BAM410 Organizational Theory and Behavior To purchase this tutorial visit here: http://mindsblow.us/question_des/BAM410OrganizationalTheoryandBehavior/2798 contact us at: help@mindblows.us BAM410......

Words: 910 - Pages: 4

Premium Essay

Study Guide

...MGMT591 Final Exam Study Guide YOU MAY WANT TO PRINT THIS GUIDE. 1. The Final Exam is "open book, open notes." The maximum time you can spend in the exam is three hours, 30 minutes. If you have not clicked the Submit for Grade button by then, you will be automatically exited from the exam. In the Final Exam environment, the Windows clipboard is disabled, so you will not be able to copy exam questions or answers to or from other applications. 2. You should click the Save Answers button in the exam frequently! This helps prevent connection timeouts that might occur with certain Internet service providers, and also minimizes lost answers in the event of connection problems. If your Internet connection does break, when you reconnect, you will normally be able to get back into your Final Exam without any trouble. Remember, though, that the exam timer continues to run while students are disconnected, so students should try to re-login as quickly as possible. The Help Desk cannot grant any student additional time on the exam. 3. See Syllabus "Due Dates for Assignments & Exams" for due date information. 4. Reminders * You will only be able to enter your online Final Exam one time. * Click the Save Answers button often. * If you lose your Internet connection during your Final Exam, logon again and try to access your Final Exam. If you are unable to enter the Final Exam, first contact the Help Desk and then your instructor. * You will always be able to......

Words: 1634 - Pages: 7

Premium Essay

Mgt 312 Final Exam Uop New Materials

...MGT 312 Final Exam UOP New Materials 1. Self-enhancement and self-transcendence are: • Endpoints of one of the dimensions of values • Personal attitudes • Cognitions • Workplace attitudes 2. Regarding using personality testing as part of the hiring process, experts have concluded that: • The effects of personality on job performance are so large it cannot be ignored by managers • The typical personality test is not a valid predictor of job performance • There are many valid instruments available to managers to test for personality types • Only the Big Five should be used as predictors of job performance 3. Keyshawn is a player on a professional football team. Because of this, his play every week is scrutinized by fans and media, as well as his own coaches. Sometimes, their comments are very negative and even personal. Keyshawn will handle this better if he has a high level of _________ intelligence. • Interpersonal • Spatial • Bodily-kinesthetic • Intrapersonal 4. Camilla, a manager, notes that while Wilhelm’s written reports are very thorough and accurate, his oral presentations are not effective. Camilla is looking at: • Consistency • Distinctiveness • Implicit factors • Explicit factors 5. The extent to which an individual identifies with an organization and commits to its goals is called: • Organizational satisfaction • Organizational commitment • Perceived organizational support • Job involvement Want to......

Words: 1131 - Pages: 5

Premium Essay

Organizational Theory

... COURSE TITLE: Organization Theory and Design COURSE NUMBER: MGT 6501 FACULTY CONTACT INFORMATION: Sherry.L.Read@WilmU.edu I can be reached by through email, and will respond within 24 hours, usually sooner. In an emergency situation, you can reach me on my cell at 302-545-2892. COURSE DESCRIPTION: This course focuses on the classical and modern aspects of organizations and the role of managers as leaders and facilitators of change. Organizational theory and design are introduced to understand the implementation of policy within the organization. This course emphasizes design concepts that impact employee motivation, interpersonal relationships, group dynamics, leadership, teams, and organizational culture of the context of both emerging theory and current/future practice. COURSE OBJECTIVES: 1. Demonstrate a systematic and critical understanding of organizational theory and factors involved in the functioning of complex organizations. 2. Demonstrate comprehensive knowledge of the images of organizations that we have in the United States and the role of individuals in those organizations. 3. Analyze an organization, using a common vocabulary, in light of the images and make recommendations for initiating organizational improvement. 4. Recognize the relationships......

Words: 995 - Pages: 4

Premium Essay

Business

...Individual Assignment Word count Presentation duration Assignment submission date Assignment resubmission date 4000 21.05.2015 Assignment discussion date(s) ORIGINAL SUBMISSION Final grade 15 Minutes Resubmission ASSESSMENT CRITERIA TO BE ASSESSED IN THIS ASSIGNMENT (Identify all criteria to be assessed in this assignment) Achieved Pass Criteria LO1 1.2 1.1 1.3 2.1 LO2 2.2 2.3 3.1 LO3 3.2 3.3 D1 Distinction Criteria D2 4.1 LO4 4.2 4.3 Original Submission Re submission Grade Achieved M1 Merit Criteria M2 M3 D3 Original Submission On resubmission AUTHENTICITY STATEMENT I certify that the attached material is my original work. No other person’s work or ideas have been used without acknowledgement. Except where I have clearly stated that I have used some of this material elsewhere, I have not presented it for examination / assessment in any other course or unit at this or any other institution SIGNATURE: ……………………………………….. DATE:……………………….. This assessment brief has been internally verified for use. Internal Verifier Name Mrs. N D Samarakoon & Signature : Date Verified Lead Internal Verifier Name & Signature : Date Verified 10.03.2015 OB – Final Assignment | Page 1 of 9 Higher National Diploma in Business (Management & HRM) ILO Description Comment LO1.1 compare and contrast different organisational...

Words: 1706 - Pages: 7

Premium Essay

Neatness

...| | |Organizational Behavior and Group Dynamics | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course in organizational behavior encompasses the study of individual and group behavior in organizational settings. Emphasis is placed on strategic elements of organizational behavior, workforce diversity, managing change, effective communication, and performance systems. A comprehensive review of these processes, as well as others, will allow students to examine their role in organizations. Course Materials Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Robbins, S. P. & Judge, T. A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. |Week One: Fundamentals of Organizational Behavior and Ethics | | |Details |Due |Points | |Objectives |Explain key concepts and terminology related to organizational behavior. |...

Words: 1362 - Pages: 6

Premium Essay

Course Materials

... |Syllabus | | |School of Business | | |LDR/531 Version 4 | | |Organizational Leadership | Copyright © 2011, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course prepares students to apply leadership principles to the roles they play as managers. Students will discover more about themselves and will learn more about the connection between the individual and the organization. Other topics include organizational culture, structure, group behavior, motivation, power, politics, organizational change, and workplace conflict. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum.2+10+ University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies......

Words: 2157 - Pages: 9

Free Essay

Organizational Behavior

...Harvard University Summer 2012 MGMT E 4000: Organizational Behavior Monday & Wednesday: 6:30-9:30 PM (EST) Distant Learning – online (live in real time) Dr. Carmine P. Gibaldi E-mail: cgibaldi@fas.harvard.edu Telephone: 718-990-7446 Appointments: By appointment via telephone, online, & possibly in person Course Description This course deals with human behavior in organizations and with practices and systems within organizations that facilitate or hinder effective behavior. Conceptual frameworks, case analysis/discussion, and skill-oriented activities are blended within each topic. Topics include communication, motivation, group dynamics, leadership, social responsibility, diversity, stress/fear, and organizational change. Class sessions and assignments are intended to help participants/students acquire the skills that managers need to improve organizational relationships and performance. Course Objectives This course aims to improve ones understanding of human behavior in organizations and ones ability to lead people to achieve more effectively and how to increase organizational performance. Readings are assigned to give the student a clear understanding of the specific material. Cases are assigned to afford the student the opportunity to apply the theory, and put it into practice. Students will be expected to explore and reflect on their own experiences in the workplace, and discuss......

Words: 906 - Pages: 4

Premium Essay

Organizational Behavior

...Bachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. This course equips students with the knowledge and skills required to diagnose problems of organizational behaviors, and enhance students’ skills to manage the work behavior of employees at the individual, team, and organizational level. Teaching Approach The course will be taught in lectures and tutorials. Practical examples and cases will be used to practice the concepts relating to organizational behaviors. The learning model for this course is based on lectures, in-class case discussions, behavioral games, psychological tests, and videos. Resources Principal Reading 1. Robbins, S. P. and Judge, T.A. (2015). Organizational Behavior (16th Global Edition). New Jersey: Prentice Hall. ISBN #978-0-13-800040-0 Supplementary Reading 1. Frost, P.J., W.R. Nord, & L.A. Krefting. (2004). Managerial and Organizational Reality. Upper Saddle River: Pearson (pp.244-249, 307-319). 2. Gibson, J,L., J.M. Ivancevich, J.H. Donnelly, & R. Konopaske (2004). Organizations. (11th Ed). New York: McGraw Hill,......

Words: 1269 - Pages: 6

Free Essay

Mgmt E 4000 Organizational Behavior Syllabus

...Harvard University Fall 2014 MGMT E-4000: Organizational Behavior – Tuesday: 5:30 - 7:30 PM Online – Live Web conferencing/Hybrid (Weekend Required) Dr. Carmine P. Gibaldi Telephone: (718) 990-7446 Fax: (516) 944-4005 E-mail: cgibaldi@fas.harvard.edu Appointments: By appointment via the web, telephone, and in person COURSE DESCRIPTION This course deals with human behavior in organizations and with practices and systems with in organizations that facilitate or hinder effective behavior. Conceptual frameworks, case discussions, and skill-oriented activities are blended within each topic. Topics include communication, motivation, group dynamics, leadership, power, and organizational design and development. Class sessions and assignments are intended to help participants acquire the skills that managers need to improve organizational relationships and performance. COURSE OBJECTIVES This course aims to improve ones understanding of human behavior in organizations and ones ability to lead people to achieve more effectively and how to increase organizational performance. Readings are assigned to give the student a clear understanding of the specific material. Cases are assigned to afford the student the opportunity to apply the theory, and put it into practice. Students will be expected to explore and reflect on their own experiences in the work place, and discuss ways in which they might apply the material to their......

Words: 828 - Pages: 4

Free Essay

Concord Bookshop

...Concord Bookshop Organizational Change In today’s unstable economy many organizations are under tremendous pressure to advance and survive. The Concord Bookshop is one of these small organizations that needed to make a change to better compete with the innovation of their competitors. With the rise in larger bookstore chains and Internet sales the small bookstores future is uncertain. Without some interventions the bookstore would not survive. The implementation of a new organizational model will ensure that the company survives and becomes profitable. Strategic renewal requires organizational change, reinvention, invention, and redesign of business process and organizational structure (Spector, 2010). Kurt Lewin’s change three stage model offers an effective approach to strategic change. In the first stage of the theory, which is the Unfreezing. In this stage group members become dissatisfied with the status quo (Spector, 2010). The second stage of the theory which is moving. During this stage the group members alter their behaviors and patterns (Spector, 2010). The final stage is refreezing. It is during this stage that the group members institutionalize the new patterns of behavior into a new status quo (Spector, 2010). In the final stage of Lewin’s theory this is when lasting changes are implemented and become permanent. In the case of Concord Bookshop the board recognized that it needed to compete with the large bookstore chains and book sales on the...

Words: 549 - Pages: 3

Premium Essay

Organizational Development

...Running head: ORGANIZATIONAL DEVELOPMENT Organizational Development University of Phoenix Organizational Development Organizational development and organizational psychology share a similar link. Both organizational development and organizational psychology entail delving into the realm human behavior in efforts to modify individual and group behavior to increase organizational efficiency and performance. The objective of this paper is to examine organizational development by providing an explanation of the process followed by identifying the theories associated with organizational development. In addition, the paper will illustrate which specific conditions are necessary for successful organizational change and development. Close assessment of the objective will lead to a clear understanding of the bond between organizational development and organizational psychology. Process of Organizational Development Organizational development is the systematic process to implement planned and effective change using technologies, research, theories, and behavioral science in effort to promote change that will “improve” the performance and overall health of an organization. More specifically, “organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges”(University of Virginia Leadership Development Center, n.d., ¶ 1). The......

Words: 872 - Pages: 4

Free Essay

Mt302 Final Paper Unit 9

...T.M Kaplan University May 20, 2013 Final Project Final Project Understanding and applying organizational behavior concepts and skills can make or break an organization. As a Starbucks employee for over two years I was able to identify many areas in which Starbucks applied various organizational behavior concepts in order to foster a positive work environment. Starbucks has successfully used three primary organizational behavior concepts in order to promote a positive work environment and strengthen the organization. These concepts include organizational culture, organizational motivation, and organizational structure. Implementing these concepts has not only created positivity and fostered a team environment between employees, but it has also created an environment where goals are reached, and customers are satisfied. One key component of Starbucks is the consistency both in product and service. Employees are friendly and customer oriented, and the standards for products held high. As an employee of Starbucks I was trained according to these standards, and new what would be expected of me as a customer service representative prior to being hired. Starbucks has applied the concept of organizational culture in order to foster consistency across the organization, no matter how many new stores open, or where they are located. Organizational culture is defined as a system of shared meaning held by members that distinguishes the organization from other......

Words: 1591 - Pages: 7

Free Essay

Business Term

...Tuesday and Thursday evenings from 6- 8 pmAdditional times available by appointment | Academic Office Phone Number | (901) 251-7111 | Strayer Technical Support | (877) 642-2999 | COURSE DESCRIPTION Presents the fundamental concepts of organizational behavior. Emphasizes the human problems and behaviors in organizations and methods of dealing with these problems. Focuses on motivation, informal groups, power and politics, communication, ethics, conflict resolution, employment laws, technology and people, and managing change. INSTRUCTIONAL MATERIALS Required Resources Nelson, D., & Quick, J. C. (2009). Organizational behavior: 2010 custom edition. Mason, OH: Cengage Learning. Supplemental Resources Austin, J. (2009). Mapping out a game plan for change. HRMagazine, 54(5), 39-42. Effective organizational communication: A competitive advantage. HRMagazine, 53(12), 1-9. Buckingham, M. (2009). How women handle success. BusinessWeek, 4153, 70-71. COURSE LEARNING OUTCOMES 1. Evaluate human behavior in organizations and the forces shaping the behavior. 2. Analyze individual differences within organizations and their impact on organizational behavior. 3. Analyze motivational theories and their impact on work behavior and performance. 4. Analyze the issues related to workplace stress, including responses, consequences, and preventative management of stress. 5. Analyze the communication process within organizations through traditional......

Words: 5758 - Pages: 24

Premium Essay

Food

...III - Course Description: Human being is the most complicated formation with a complex behavior which is obviously predictable. Organization is managed by human beings and business is done through and for human beings. This course enlightens the students in understanding why human being behaves the way s/he behaves. This course also allows the students to understand how to monitor control and empower self behavior, and behavior of other human beings and eventually prepare both to be productive. This course deals with the basic concepts in the behavioral science: namely psychology, social psychology, sociology and cultural anthropology that will form the basic for understanding the complex issues of human behavior processes such as language, symbol, perception, memory, emotion, social attitude, morale, motivation, personality development & adjustment, and attitude development and adjustment. IV – Objectives: After successfully completing the requirements for this course, students will be able to: • Learn or understand the concept of human behavior and other related theories and practices • Discover new approaches to behavioral science as gleamed from different cultural presentation and locations in region • Appreciate the different activities/ practices in enhancing the awareness and consciousness in promoting desirable human behavior suitable to different situations. • Find out how behavioral science impact......

Words: 1156 - Pages: 5