Positive Traits Of The Filipino

Positive Traits Of The Filipino
Filipino Traits
By: Sir John V. Dela Cruz, 2nd Tri–semester, MBA, Section 3
Keywords: Traits, Hospitability, Bayanihan, Faithfulness, Politeness, Thriftiness, Family–Oriented,
Crab mentality, Mañana habit, Tardiness, Ningas Kugon, Bahala na, Gossiping
Traits is a distinguishing quality or characteristics, typically one belonging to a person. It is a
person's behavior that is assumed to serve as an explanation of his/her enduring personal
characteristics.
Filipinos have positive traits that mark us one of the most commendable people on earth. The
following good habits make the Filipinos great people and the Philippines an abundant country.
Hospitability is one of the popular traits of Filipinos. We are usually friendly and welcoming to our
guests. This Filipino trait makes the Philippines one of the most favorite destinations by tourists who
wants to enjoy the beauty of our nature and the friendliness of our people. All peoples the world
over are welcoming in their own little way, but our hospitality ... Show more content on
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Filipinos are courteous people. Young Filipinos will always have the term "po" and "opo" to give
respect to someone that is older or who is in a higher position than them. We also make "mano po"
or having their hand on your forehead gesture as a sign of respect to our elders. Moreover, Filipinos
always address their customers with "Ma'am" or "Sir" to show decency on serving them. A simple
gesture of letting an old one take your seat in a public transport is simple trait of a Filipino.
Thriftiness is one of the trait of a Filipino. There may be Filipinos who are living beyond their
means. But on the brighter side, there are also many Filipinos who are economical. We shop
sensibly to save our money for important uses in the future. We are fond going to "tiangges" and
"sales" and looking for buy 1 take 1 goods. We are conscious on the price tags, discounts and quality
of the products we buy to get the most out of our
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Insurance Agent Turnover
In any company or organization, there will always be a time of turnover. Turnover can be high or
low with many contributing factors. Onboarding programs are effective ways of hiring good and
productive employees. "Onboarding programs help employees to integrate, assimilate, and transition
to new jobs by making them familiar with corporate policies, procedures, culure, and politics by
clarifying work–role expectations and responsibilities (Kinicki, A., & Fugate, M., 2016, pg. 65)." I
could not agree more than personality testing is very important in the preemployment process.
However with hiring you always running the risk of hiring good employees and bad employees.
Turnover has pros and cons. Losing low–performing person is always a ... Show more content on
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James 4: 10 (NKJV) " Humble yourself in the sight of the Lord, and He will lift you up." The ability
to be humble is a strength that everyone do not have. To some individuals, always being humble is
weak. However as stated in out video presentation, "Every strength is weakness on the other side of
the coin (Kinicki & Fugate, 2017)." References Presentation: Lesson 2 – Individual Behavior in the
Organization. (n.d.). Retrieved March 29, 2017,
fromhttps://learn.liberty.edu/webapps/blackboard/content/listContent.jsp?
course_id=_339117_1&content_id=_16408684_1 Kinicki, A., & Fugate, M. (2016). Organizational
behavior: A practical, problem–solving approach plus Connect. McGraw–Hill NKJV Bible Landis,
E. A., Vick, C. L., & Novo, B. N. (2015). Employee attitudes and job satisfaction. Journal of
Leadership, Accountability and Ethics, 12(5), 37–42. Retrieved from
http://ezproxy.liberty.edu/login?
url=http://search.proquest.com.ezproxy.liberty.edu/docview/1764139256?accountid=12085 Reply
Quote Mark as

Organizational Justice : Impact On Job Satisfaction Among...
ORGANISATIONAL JUSTICE : IMPACT ON JOB SATISFACTION AMONG EMPLOYEES
AND THEIR ORGANISATIONAL CITIZENSHIP BEHAVIOUR
INTRODUCTION:
Organizational Justice is one of the very important components of understanding the behavior of an
organization. It is a concept wherein an individual considers the organization he or she is working
for is just or not. It is an individual's perception of his or her employer being fair to him or her or
not. The justice or the fairness can be in terms of workplace procedures, interactions or outcomes.
The concept was introduced by Greenberg in 1987. Again, Organizational Justice is an individuals'
perception which means that it is based on what the employee thinks is good or bad for him or her
rather than the ... Show more content on Helpwriting.net ...
The perceived fairness is followed by an effect on the attitude and behaviour of an employee
towards its company and thus in order to be impartial a company cannot overlook the personal
insight of an employee. The targeted outcome of organizational justice among employees is changes
in Job Satisfaction, Organizational Commitment, Sabotage, Absenteeism, Turnover Intentions, Job
Performance, Organizational Citizenship Behavior, Trust etc.
Types of Organizational justice: There are three types of organizational justice that an organization
should adopt in order to have satisfied, loyal and productive employees:
Distributive justice
Procedural justice
Interactional justice
Distributive Justice: This is a type of justice which deals with the fairness in terms of distribution of
outcomes. It is concerned with the different patterns of distributions of resources like pay, social
approval, promotion, job security and career opportunities among the employees of a company.
Procedural Justice: It refers to the medium used to come to a particular outcome. It specifies the
justification in the procedure of decision making.
Interactional Justice: It concerns with the interpersonal relationship shared by the employee and the
employer. There is a light demarcation line between procedural and interactional justice. The later
however deals with how outcomes are explained and communicated to the effectors. Based on this it
is further classified

Character Analysis Of Fences By August Wilson
The play Fences by August Wilson is a story about Troy Maxson a legendary baseball player whose
dreams and legacy died with the Negro Leagues. Wilson portrays Troy as a conflicted and
complicated character. Is Troy a good or a bad person? Is a controversial question among the
audience. Throughout the play, he has gone through so much that there is a drastic change from the
beginning of the play to the end. He had many positive traits that conflicted with his negative traits.
Even though he made many wrong decisions throughout the play he was a good person by heart and
was an admirable character. As the protagonist of the play Troy was really protective over his
family, even though he doesn't show it openly he always cared for them. When Troy took away his
son Cory's big opportunity of playing college football it did anger Cory but Troy did that cause he
didn't want Cory to go through racial discrimination and get hurt the way he got hurt. As he says to
Rose "I got sense enough to not to let my boy get hurt over playing sports." (Act 1– pg 39) He
doesn't mention this to Cory because they didn't have a proper father son relationship, but he did
mention he did for his own good, but Cory thought that Troy did it out of jealousy and this drifted
them apart even more. As a dad, he only wanted to protect his child. His other positive trait that
attracts audience towards him is being open minded. In some parts he is not so open minded but
when he is it benefits him a lot.

Organizational Behavior Terminology and Concepts Essay...
Organizational Behavior Terminology and Concepts
Organizational behavior is defined as the study of human behavior in organizations. Organizational
behavior is an interdisciplinary body of knowledge with strong ties to the behavioral sciences such
as psychology, sociology and anthropology as well as to allied sciences. However, the goal of
organizational behavior is to integrate the diverse insights of these other disciplines and apply them
to real–world problems and opportunities. The ultimate goal of organizational behavior is to
improve the performance of people, groups and organizations (Schermerhorn, Hunt, Osborn, 2005).
Organizational culture is defined as the shared beliefs and values that influence the behavior of ...
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The internal process approach examines the transformation process and examines how efficiently
resources are used to produce goods and services. The goal approach looks at the output side to
measure achievement of key operating objectives. Last, the strategic constituencies approach
analyzes the impact of the organization on key stakeholders and their interests (Schermerhorn, Hunt,
Osborn, 2005). Organizational learning is the process of acquiring knowledge and using information
to adapt successfully to changing circumstances. Organizations must be able to change continuously
and positively while searching for new ideas and opportunities (Schermerhorn, Hunt, Osborn, 2005).
My place of employment is Sprint PCS. I am a technical support representative and I am in charge
of maintaining the functionality of these devices. I handle all aspects of the phones, PDA's and
wireless air cards from making sure that voice calls can be made to maintaining an internet
connection to sending and receiving pictures. At my place of employment communication is a key
ingredient to our team success. Without effective communication we would not be able to function
as an efficient team or company. Culture at the workplace is very much the same across the board.
We all share the same values and beliefs, for the most part. We do have a diverse bunch; however.
We have all types of people within our group. Our diversity varies between ethnicity,

The Development Of Organizational Citizenship Behaviour
Katz (1964) proposed that for an organization to operate successfully, employees must be willing to
do more than the minimal performance and specific technical aspects of their job (Rioux & Penner,
2001). Out of this comes the development of Organizational Citizenship Behaviour (OCB). OCB
represents "individual behaviour that is discretionary, not directly or explicitly recognised by the
formal reward system, and in the aggregate promotes the efficient and effective functioning of the
organization" (Organ 1988, p. 4). The study of OCB has become increasingly important as the
prevalence, importance, and costs of counterproductive, or deviant, behaviour in the workplace have
been increasingly recognised (Lee & Allen, 2002). Theoretically, OCBs are of interest because they
cannot be explained by the same mechanisms as those motivations that encourage people to perform
within formal role requirements (Smith, Organ & Near, 1983). OCB's are not easy enforced by the
possibility of punishment, as they are discretionary behaviours that are beyond in–role requirements
(Smith et al. 1983). The recognition of the costs of deviant workplace behaviour, and the intrigue
behind determining what motivates OCB warrant the ever–increasing studies in this field. Research
has shown there are multiple determinants of OCB, not all of which will be discussed here. This
paper attempts to synthesize the research on OCB only in relation to the predictor of job satisfaction,
looking at whether job

Employee Attitude as a Function of Job Satisfaction
EMPLOYEE ATTITUDE AS A FUNCTION OF JOB SATISFACTION Introduction There is
confusion and debate among practitioners on the topic of employee attitudes and job satisfaction
even at a time when employees are increasingly important for organizational success and
competitiveness. "Happy employees are productive employees.""Happy employees are not
productive employees." We hear these conflicting statements made by HR professionals and
managers in organizations. This research aims at establishing job satisfaction as a basis for
employee attitude; whether good or bad and we will do this by answering three questions: "What are
the causes of employee attitudes?", "What are the results of positive and negative job reaction?"and
"How can we measure ... Show more content on Helpwriting.net ...
What is employee attitude? In other to have a panoramic understanding of this terminology, a
conceptual clarification would suffice. What is an attitude? An attitude can be described as an
expression of favor or disfavor towards a person, place, thing or event which is as a result of either a
negative or positive evaluation of the object of affect. Employees have viewpoints about many
aspect of their job, career, Organization. The above explanation gives us the idea that attitude can
either be positive or negative. Thus employee attitude can be described as an employee's expression
either positive or negative towards his/her job, career or organization. How then do we make a
distinction between positive and negative employee attitudes? Generally, It is in their promotion of
organizational goals. Therefore, positive employee attitudes can be said to be in agreement with
organizational goals thereby promoting it while negative employees can be said to be against
organizational goals thereby suppressing organizational goals. This explains why employee attitude
is easily cited as the number one performance related issue of companies. From the perspective of
research and practice, the most focal employee attitude is job satisfaction. Thus, we often refer to
employee attitudes broadly in this article, although much of our specific focus will concern job
satisfaction. In the midst of all this, one little question crosses the mind; what are the

Organizational Behavior Terminology and Concepts Essay
Businesses today often promote change to create a better more productive work environment. These
changes occasionally produce unwanted results which were not expected or planned for. By
monitoring organizational behavior unwanted or negative results can be minimized so change can be
effective within an organization. Organizational behavior, organizational culture, diversity,
communication, business ethics, and change management are all factors within an organization.
Managers should clearly define these terms to create a more efficient and effective work
environment. "Your Company" ensures growth and success by establishing strict guidelines and
procedures which include these ... Show more content on Helpwriting.net ...
Employees at "Your Company" are highly skilled and tend to stay with the organization and work
their way up through the ranks. The company also provides a very stable learning environment
where employees can develop and exercise their skills.
Workplace diversity describes how people differ in age, race, ethnicity, gender, physical ability, and
sexual orientation (Schermerhorn, Hunt, Osborn, 2008, p. 11). Diversity in the workplace is
necessary to bring different ideas and solutions to the problems a company may face. By having a
diverse workforce a global company is more likely to be successful than a company with employees
who are similar and think alike. Diversity allows employees to learn from others who are not the
same and promotes dignity and respect for everyone. Workplace diversity is also about creating a
work environment that encourages learning from others and takes advantage of diverse perspectives.
Communication between managers and employees is essential to having a healthy organizational
culture. This allows employees to feel valued because they can address problems or ideas directly
with their manager and feel like they have a voice in the business. Good communication in an
organization can be noticed immediately by the high level of organization and low levels of stress.
In order for communication to be effective the message being sent must be clear and

Employee Motivation and Effective Job Performance Essay
"It seems that the ethos of "shared sacrifice" evoked by this past generation has gone by the
wayside. In place of the Greatest Generation, we are now in the midst of what might be termed the
"greediest generation," whose hallmark include an insatiable appetite for the trappings of status and
wealth" (Monheit, 2010, p.272). Studies show how effective upbringing can influence the
independence of an individual and the roles these characteristics play throughout adulthood (Lekes,
Gingras, Phillippe, Koestner & Fang, 2009). In addition to providing structure, consistent rewards
and punishments must exist to reinforce that behavior. These traits learned throughout adolescence
are detrimental for managers in determining employee motivation ... Show more content on
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"Adolescence is a critical developmental period because the life goals and behaviors that individuals
adopt have long term consequences for their well–being" (Lekes, 2009, p.858) and heavily influence
their ideology and interdependence. Requiring youth to adhere and behave within boundaries set by
parents, sets precedence for adult behavior. The major factor in creating responsibility and structure
is setting clear and concise rules, guidelines and expectations followed with constructive feedback
(positive or negative) that "enhances perceptions of competence and control as opposed to feelings
of helplessness" (Farkas et al., 2010, p.269)
Administering positive (or negative feedback) must follow many guidelines to ensure effectiveness.
Firstly, administering rewards (or punishments) must be contingent upon a behavior and reinforced
at the time of transmittal to ensure the individual understands the purpose of the reward in hopes for
repeated behavior. The act of administering rewards also has a large effect on the receiver as studies
have shown how the facial expressions displayed during a presentation can override the reward [or
punishment] being administered (Korkonda and Hunt, 1989, p.320). Ensuring the reward is suitably
for the behavior is important for reinforcement of that behavior. For example, reallocating work
from a bad performer to a good performer

Inclusivity That Defines The Nature Of Modern Leadership
inclusivity that defines the nature of modern leadership. The author centers his argument on self–
practices and individual achievements, leaving behind the contributions by other stakeholders within
the organization. Though he states that it is critical to have an insight on the views of others and
accept correction of mistakes, the author does not outline the role of leadership in convincing the
organization when in times of a crisis.
In light of the above arguments, certain questions fail to find answers both in the book and in the
classroom lectures. First, what is the role of leadership in guiding organizational change? This
question revolves around the need to initiate organizational change due to such factors as
operational ... Show more content on Helpwriting.net ...
The main theme behind this literature is the ability of an individual to exercise their own abilities in
a bid to attain their desired outcomes. Moreover, it illustrates that the individual plays a central role
in determining the quality of leadership that he or she exhibits.
Secondly, motivation draws close semblance to self–efficacy, as depicted by the author. The levels
of self–determination that arise from the orientations of self–efficacy play a pivotal role in
determining the motivation levels displayed by a leader, a team member or an organization (Busch
& Wennes, 2012). Therefore, Wooden uses motivation to describe the individual's drive to undertake
a duty, and complete it with the desired perfection levels. As such, the author uses extrinsic and
intrinsic motivation as the main tenets of his arguments. He says that the leaders have a role to play
in being gentle to the followers, hence depicting the extrinsic motivation. On the other hand, he
argues that the individual has to display positive character in order to attract good people. This
illustrates his literature application of intrinsic motivation.
The definition of leadership and success as displayed by Wooden describes the use of literature in
defining leadership as a process. This involves communication, inspiration, motivation,

Essay on Organizational Behavior
April 2, 2005
Organizational behavior encompasses a wide range of topics, such as human behavior, change,
leadership, and teams. Organizational Behavior is the study and application of knowledge about how
people, individuals, and groups act in organizations. It interprets people–organization relationships
in terms of the whole person, group, organization, and social system. Its purpose is to build better
relationships by achieving individual, organizational, and social objectives.
An organization's base rests on management's philosophy, values, vision and goals. This in turn
drives the organizational culture which is composed of the formal, informal and the ... Show more
content on Helpwriting.net ...
Corporate culture, such as Caesars Entertainment can be viewed as a system. Input may include
feedback from society, professionals, laws, values on competition or service, etc. The process is
based on our assumptions, values and norms like our values on money, time, facilities, space and
people. Outputs of our culture can be organizational behaviors, technologies, strategies, image,
products, services and appearance.
There are different types of cultures just as there are different personalities. Researcher Jeffrey
Sonnenfeld identified the following four types of cultures within most organizations (2004):
Academy Culture – Employees are highly skilled and tend to stay in the organization, while working
their way up the ranks. The organization provides a stable environment in which employees can
develop and exercise their skills. Examples might be universities, hospitals, and large corporations
(like Caesars Entertainment).
Baseball Team Culture – Employees are "free agents" who have highly prized skills. They are in
high demand and can rather easily get jobs elsewhere. This type of culture exists in fast–paced,
high–risk organizations, such as investment banking, advertising, etc.
Club Culture – The most important requirement for employees in this culture is to fit into the group.
Usually employees start at the bottom and stay with the organization. The

Organizational Behavior Terminology And Concepts Essay
Organizational Behavior Terminology and Concepts There are many important factors that are
involved and contribute to organizations' survival and success. Organizational behavior, culture,
diversity, communication, business ethics and change management are some of the key concepts
which are essential as I list and explain below with some examples from past experiences.
Organizational Behavior Studying the psychological and sociological behaviors of single and groups
of individuals in organizations is a continuous learning process that is constantly changing due to
internal and external influences with relationships, ethics, culture and beliefs. Organizations depend
on workers to function and survive and the workers need to be happy ... Show more content on
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Diversity Diversity in organizations means the various differences in ethnicity, gender, age, beliefs,
religion and cultural influences. It is extremely important for organizations to have diversity and
display it in today's society. This was an important belief with my organization that the managers
were in charge of planning fun and diverse events almost every month to get everyone involved with
the celebrations. Some examples of events involved working mothers meetings and groups, African–
American, Asian and Hispanic appreciation picnics as well as having charitable programs to help
good causes. A well diverse organization will go far in this well diverse world and is keeping up
with an ever–changing environment.
Communication
Communication in organizations is the verbal and written interactions between all levels of
employees, management and owners within one region as well as globally where all regions cross
communicate with one another. More and more organizations are offering communication skill
training classes, as well as the organization I worked for. Without communication there can be no
success, only isolation. With all the technology available today involving communication, there is
no excuse for lacking information, only miscommunication. Communication is necessary

Essay On Organizational Citizenship Behaviour
Table of contents: Page #
1. Literature Review 1
1.1. What are Organizational Citizenship Behaviors (OCBs) 1
1.2. OCB and its link with Organization 3
1.3. How OCB's are exhibited by employees 4
1.4. Importance of OCB 5
1.5. Effect of OCB on employees 6
2. Introduction to Organization 6 2.1. Allied Bank Limited 7 2.2. Meezan Bank Limited 7 2.3. First
Women's Bank 7 2.4. MCB 7
3. Findings and results 8
4. Discussion 12
5. Suggestion 12
6. Conclusion 13
7. Reference 14
Organizational Citizenship Behavior in banking sector
Performance measure of the banking sector highly correlated ... Show more content on
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This special behavior has become a lively research field investigated by organizational sociologists,
psychologists, and management researchers. However, whereas most of the studies appear to deal
with the phenomenon from a behavioral/functional perspective the natural orientation of citizenship
to the political science arena is overlooked. Whereas altruism appears representing the help to
specific persons. Generalized compliance is a factor defined by a more impersonal sort of
conscientiousness. It implies more of a "good soldier" or "good citizen" syndrome of doing things
that are "right and proper", but doing them for the sake of the system rather than for specific
persons. In the view of Smith et al. (1983), the two elements represent distinct classes of citizenship.
The political aspect of citizenship consists of three elements:
Obedience
Loyalty
Participation
Scholars hold different views with respect to the dimensionality of OCB. Smith, Organ in near 1983
conceptualized OCB with two dimensions:
Altruism (behavior targeted specifically at helping individuals)
Generalized or compliance (behavior reflecting compliance with general rules, norms, and
expectations).

Later Organ (1988) identified five dimensions belonging to OCBs:
Altruism,
Courtesy,
Civic Virtue
Conscientiousness
Sportsmanship
Largely based on Organ 's (1988)

Altruism And Conscientiousness
more time on productive tasks. Altruism is a behavior in which an individual is doing something for
another person without expecting something in return in accordance to this it is also a voluntary
behavior of the employees that goes beyond their job requirement. This variable is related to the
researchers' study for they wanted to know the voluntary act of kindness and willingness of the
employees in Hotel Jen Manila.
The second variable in organizational citizenship behavior is conscientiousness. According to Daly,
Owya–Hosseini and Alloughani (2014) conscientiousness is a behavior that can easily be recognized
by managers as employees are predisposed to be supportive, committed and fair and their act is one
of the organizational advantages as it contributes to employee's engagement in ... Show more
Begum, Zehou and Sarker (2014) also supported what Daly, Owya–Hosseini and Alloughani has
stated that conscientiousness is a behavior that indicates employees' acceptance and adherence to the
organizational rules and regulations by following the procedures required in the achievement of
organizational goals even when employees are not under the supervision of an agent. While
Bakhshi, Sharma and Kumar (2011) stated that conscientiousness is a helping behavior that aims to
the organization as a whole. When employees go above and beyond the job requirements they
perform extra role behaviors which mean that they are conscious of their involvement and task
related engagement (Raghoebarsing, 2011). Biswas (2011) also stated that employees in a
supportive cultural organization are more conscious and satisfied of their personal improvement in
the organization as a whole and tend to have lower

Organizational Behavior and Its Key Concepts
Organization Behavior and its Key Concepts To understand organizational behavior you must
understand its key concepts and terminology. Organizational behavior "is a multidisciplinary field
devoted to understanding individual and group behavior, interpersonal processes and organizational
dynamics." (Schermerhorn, 2005 p. 3). An organization's behavior is significant in determining its
success as a business and with its employees. Working conditions, production and employee
performance are all elements of organizational behavior. Organizational behavior has become an
important element in the realignment taking place within Girl Scouts of the United States of
America (GSUSA). GSUSA is in the midst of a major realignment ... Show more content on
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295). Many problems or malfunctions within an organization are initially caused by poor
communication. Somehow the intended message gets interrupted or misinterpreted. The use of
active listening and allowing opportunities for feedback will ensure messages are understood. For
communication to be effective it must be a two way process. When preparing for the realignment
GSUSA was aware that the major changes they planned to implement would require frequent and
thoughtful communication. With a drastic change some confusion, disagreement, and
misunderstanding is inevitable. GSUSA had to do their best to anticipate questions and concerns and
have a plan to deal with them. They developed a system that provided a variety of communication
pathways. Regular email messages, an online newsletter, town hall meetings, departmental
meetings, and press releases were among some of the pathways they used. Council CEOs, COOs,
and department heads were always available for face to face meetings. In addition to the variety of
communication pathways offered, feedback was solicited and encouraged in all forums. The care in
planning a strong communication system and being open to feedback eased the inevitable negativity
and resistance that surrounds a large restructuring. Clear and open communication will be the first
step toward developing a more effective and efficient organization. An organization's effectiveness
and efficiency are determined by sustained

Performance Appraisal Of Coca Cola
INTRODUCTION
PERFORMANCE APPRAISAL
Performance appraisal is essential to understand and improve the employee's performance through
HRD. It is viewed that performance appraisal was useful to decide upon employee's promotion,
transfer etc. But recent developments in HRD indicate that performance appraisal is basis for
employee development. A performance appraisal is a systematic and periodic process that assesses
an individual employee's job performance and productivity in relation to certain pre–established
criteria and organizational objectives. Other aspects of individual employees are considered as well,
such as organizational citizenship behavior, accomplishments, potential for future improvement,
strengths and weaknesses, etc Performance ... Show more content on Helpwriting.net ...
 To provide information and counsel the employees.
 To create and maintain satisfactory level of performance.
We can briefly say that performance appraisal system are a necessities to assess the performance of
the employees.
LIMITATIONS OF THE STUDY:
The study is restricted to maula–ali plant of Hindustan Coca–cola beverages private limited.
Employees surveyed are restricted to 100.
CONCLUSION
Performance appraisal method creates suitable environment in the organization.
Training and development helps to improve the performance of the employee.
The assessment period is between 1st January to 31st December every year.
The current appraisal system followed in the organization is almost but not completely effective as
all the employees are not satisfied with the appraisal

I Am Working On As A Healthcare Administrator Essay
Introduction This paper is that you are about to read is about the profession that I am working on as
a Healthcare administrator. I have always wanted to work on the other side of healthcare helping
people, so hopefully this will help me gain the skills that I will need to step into my new career field.
Language and Behaviors "If a healthcare professional are able to send and receive data in
understandable and usable manner, both the sender and the receiver must have common clinical
terminologies for describing, classifying, and coding medical terms and concepts. Use of
standardized clinical terminologies facilitates electronic data collection at the point of care; retrieval
of relevant data, information, and knowledge; and reuse of data of multiple purposes (e.g., disease
surveillance, clinical decision support, patient reporting). "No single terminology has the depth and
breadth to represent the broad spectrum of medical knowledge, thus a core group of well–integrated,
non–redundant clinical terminologies will be needed to serve as the patient safety systems." [Patient
Safety: Achieving a New Standard for Care P14–15(OC)] (Open Clinic, 2011). Behaviors– As an
administrator, you must use good judgment. Adapt your behavior to each situation, but expect that
conflicts will arise between different expectations in the code of ethics. These gray areas that require
you to make a judgment call. Other expectations for administrative behavior are clear. You shouldn't

Organizational Behavior Terminology and Concept
Organizational Behavior Terminology and Concept
When small business owners start the concept of what type of business one would like to own, an
array of critical thinking starts and a business owner has to consider questions that will make or
break his or her success. Owners, who pay attention to the current rise and fall of stock for his or her
chosen business, will have the upper hand against competitors. An owner who knows his or her
competitors is a small part in the grand scheme of owning an organization. Owners who give
attention to the needs and wants of employees and customers will have a higher rate of profit and a
lower rate of employee turnover. Organizations that learns and knows the ends and outs of
maintaining a business ... Show more content on Helpwriting.net ...
Knowing these terminologies will help an organization implement policies that will help everyone to
know what to do, how to treat each other, and what the boundaries are. Understanding the terms is
not the only part but implementing these terms in organizations can make a big difference on how
employees treat each other. Communication is the transfer and the understanding of information.
Diversity is the different ages, races, gender, sexual orientation, and physical ability (Robbins &
Judge, 2009). These two terms play important roles with each other and within organizations. An
organization who has a diverse culture can arrive at aspects, suggestions, and ideas from all different
individuals in the organization. This can create a steady communication between employers and
employees of all different types as well as keeping communication with existing and prospective
customers.
Business ethics is the everyday moral or ethical norms to business as stated by De George (2010).
When an organization puts a set of rules or beliefs for everyone to follow every day, this is what
helps the business to run smoothly. When a change happens, which can be a new policy or new
rules, an organization has to learn and be willing to accept change, and this is a rough definition of
change management. Within the health care system a series of codes is used to give names to illness,
injuries, and condition. The old version of ICD–90CM or the International Classification of

Relationship Between Job Performance and Job Satisfaction
"Oh, give us the man who sings at his work." – Thomas Carlyle
In this essay, job performance has been defined and the main categories of job performance have
been laid out to show the exact difference between task, contextual and counterproductive
performance. Also, the association between job performance and satisfaction has been reviewed
thoroughly to prove what matters most in order for an organization's employees to perform at
soaring levels.
Job performance is formally defined as the value of the set of employee behaviors that contribute,
either positively or negatively, to organizational goal accomplishment (Colquitt, Wesson and
LePine, 2009, p. 37). Job performance comprises of actions which are under the employees' control,
... Show more content on Helpwriting.net ...
Those employees that are higher in conscientiousness will be more likely to be driven to show OCB
as a possible means of satisfying their personal need for success and accomplishment. Scholars
suggested that OCB could be driven by the desire to have an increase in job satisfying experiences
and not just the desire to help others or reciprocate favorable treatment. LMX quality enhances job
satisfaction, which further increases OCB. An average corrected correlation of .36 was found
between job satisfaction and OCB. This is proved by pointing out the correlation between trait
conscientiousness and job satisfaction (.21). Scholars and practitioners have regarded OCB as a
valuable form of behavior since OCB's use by the employees can be used for attaining greater LMX
quality and satisfying job experiences and not just for signifying the response from the satisfaction
stemming from a better valued LMX relationship (Lapierre and Hackett, 2007, p. 550).
Counterproductive behavior is defined as employee behaviors that intentionally hinder
organizational goal accomplishment (Colquitt et al. 2009, p. 46). The definition uses the word
'intentionally', meaning that the employees who enact such behavior have every intention of doing
so, and they are not ignorant. Research shows that counterproductive behaviors in a restaurant eat up
to 2–3 percent of the revenues in a year, but the nature of these counterproductive behaviors is more

Psychological Ownership Paper
In psychology, ownership is the feeling that something is yours. People can feel ownership about a
variety of things, material and immaterial in nature. Is there a way organizations can benefit from
higher employee engagement, increased financial performance and lower turnover, simply by
increasing feelings of ownership? In mid 1970s, the USA carried out the Employee Stock
Ownership Plans. The thought behind this project was that if employees held some shares of the
company, it would enhance their sense of responsibility toward the enterprise and activate their
positive attitude toward the work. Interestingly, researchers found that there were no significant
differences in organizational performance between an enterprise which adopted ... Show more
Pierce, Kostova and Dirks (2001) define it: "psychological ownership is that state where an
individual feels as though the target of the ownership, or a piece of that target is 'theirs '" For
example, "this company is MINE". However, Pierce and Jussila (2010) note that "mine" can also be
"ours", meaning the object has a connection with the self while simultaneously having a connection
to another individual or group.
Although it is important to note that most of the empirical work on psychological ownership has
focused exclusively upon psychological ownership over one 's job or organization. Van Dyne and
Pierce (2004) took it one step further, and called for additional research to approach and examine
feelings of ownership toward specific targets within organizations. They examined various aspects
of the job or organization, such as specific job roles, designated workspaces, important projects, new
ideas and so on. This is because these objects may be more concrete or personal and thus foster
stronger feelings of ownership than more complex, shared targets such as the organization as a
whole.
According to Jussila, Tarkiainen, Sarstedt and Hair (2015) psychological ownership is both
cognitive and affective. In other words, it reflects the employees' awareness, thoughts, and beliefs
regarding the object of possession and the personal

Organizational Behavior Terminology And Concepts Essay
Understanding organizational behavior is important for everyone involved in an organization, not
just the leadership and management teams. By gaining and understanding this knowledge each
employee should be able to realize how their individual actions contribute to the big picture of the
company. In order to understand this there are some key concepts and terminology that must be
explained to make the learning process more manageable. Organizational Behavior What is
organizational behavior? According to Schermerhorn, Hunt, & Osborn (2005, p. 3) it "is the study of
individuals and groups in organizations." OB, as organizational behavior is called in short, is
multidisciplinary. This means it does not only understand the individuals ... Show more content on
Helpwriting.net ...
Culture of an organization is driven from the upper–management team all the way down to the
lowest employees of a company and can typically be derived from a vision and mission statement of
a company. When the upper–management team takes the time to come up with and clearly convey
the beliefs and values of the company they will be rewarded with strong company cultures;
conversely they will have a very negative culture if they do not. Southwest Airlines, for example,
has an extremely strong, positive, fun company culture which is very much driven from upper–
management members, namely President Colleen Barrett, and this culture is carried on by virtually
every employee of the airline. Outsiders easily notice this very powerful culture because it always
leaves an excellent, positive impression of the company. Workforce diversity is a key element of OB
and should be a priority of effective leaders and managers because "Diversity is emerging as one of
the most serious issues in the workplace today, yet most employers are not prepared to deal with it"
(Copeland, 2003, Erroneous Assumptions, ¶1). Diversity needs to be incorporated from the
beginning when strategic plans are being made, then control mechanisms need to be in place to

Leadership and Organizational Behavior
Leadership and Organizational Behavior Course Project
Ronette C Rudder–Carter – 10415 SW 85th CT, Ocala, FL 34481 Rbb589@hotmail.com / (347)
564–0074
GM591 ON Leadership and Organizational Behavior
Professor Robert Salitore 4/17/11
DaCosta Mannings Inc, is one of a retail environment and I am the customer service manager for the
entire operation which has five locations throughout the island.
I have chosen this organization because when I was hired, they did not have a formal plan in place
to enhance and effectively run a customer service department. Throughout the years they have had
tremendous issues with the customer service at the various locations and it had resulted in
downward sales ... Show more content on Helpwriting.net ...
Additionally, a crisis not only brings a great deal of attention, it also generates a great deal of
emotional involvement on the part of those associated with the organization, particularly if the crisis
threatens the organization's survival. This increases the potential for either reinforcing the existing
culture, or leading to a change in the culture. Such a crisis can provide an opportunity for a leader to
influence the organization's culture in either a positive or a negative way.
How can the communication aspect between employer and employee be improved?
Communication is what the employees need from their employers. Employees look for
organizations where communication and process are transparent.
[1]The model below shows the flow of communication in a systematic format.
[pic]
As defined by the above representational model, there are 3 categories of employees:
A: Who will leave their current employer in 3 years of their employment?
B: Who have a probability of leaving their current employer in next 3 years?
C: Who will stay with their current employer in the next 3 years?
Category A: These are the employees who lack communication with their employers.
Category C: These are the employees who have proper, well–structured communication with their
employers.

Communication is also the way to win the employees trust in the organization. Employees trust the
employers who are friendly and open to them. This

Organizational Behavior Essay
Introduction The business world has become very competitive and dynamic. In order to be
successful in a work environment, organizations must be knowledgeable of what defines
organizational behavior. Organizational behavior can help organizations expand, communicate,
learn, and develop for better performance in the competitive, vibrant, and ever changing economy
we all live in. It is important for organizations to learn the different behaviors, cultures, diversity,
communications, effectiveness, and the learning styles that make up the organization and its
environment. This paper will define and explain the terminology and concepts of organization
behavior through research and examples used within the military.
What is Organizational ... Show more content on Helpwriting.net ...
Organizational Culture Organizational culture is a system of shared beliefs and values that develops
within an organization and guides the behavior of its members (Schermerhorn, 2005). This is how
individuals live, act, and define what normal behavior. Culture is a big influence in an individuals
life and decision–making process. The purpose and function of this culture within the military is to
help foster internal integration, bring employees from all levels of the organization much closer
together, and enhance their performance. An example of an organizational culture within the
miiltary is the academy culture. Employees within the military are highly skilled, have been working
for the organization for at least 20 years or more due to the outstanding benefits, and motivated for
the possibility of promotion. Military personnel practices good organizational culture by providing a
stable working environment that allows an employee to utilize current skills and develop new skills.
Every organization has their own unique culture that fits their vision and goals.
Diversity
Diversity is the presence of individual–differences based on national origin, family status, culture,
education, employee status, functions, regional origin, religion, gender, race and ethnicity, age, able–
bodiedness, and sexual orientation. Having an awareness of how each item contributes to diversity is
the first step into understanding diversity. An individual should be open to listen and

Organizational Behavior and Terminology Paper
Organizational Behavior Terminology and Concepts Paper
June 17, 2005
One major corporation that is affected by organizational behavior is the west coast based 24 Hour
Fitness, Inc. The company operates and owns more than 300 fitness centers that offer aerobic,
cardiovascular, and weight lifting activities to the company's more than 2.7 million members. Some
locations offer even more amenities than those listed. The fitness centers are located in 16 states as
well as Europe and Asia (www.hoovers.com).
In regards to organizational behavior, or the study and application of knowledge about how people,
individuals, and groups act in organizations (www.nwlink.com), 24 Hour Fitness meets its ... Show
more content on Helpwriting.net ...
Necessary training, seminars, and uniforms are also provided to the employees at low or no cost to
them. Twenty Four Hour Fitness also practices a "chain of command" type leadership structure. All
upper management is in some way directly involved with the clubs that fall under their supervision.
Organizational culture, which is defined as the comprised values, beliefs, and customs of an
organization (www.wikipedia.org) , consists of those whose mission it is to make 24 Hour Fitness
the epitome of physical fitness clubs. The goal of the organization's staff is to provide each patron
with outstanding one–to–one customer service at all times and to make their visit to the club as
enjoyable as possible.
Diversity is defined as the presence of a wide range of variation in qualities and attributes such as
gender, race, ethnicity, age, able–bodiness, and sexual orientation (www.wikipedia.org). Since 24
Hour Fitness is an equal opportunity employer (EOE), diversity is present and welcome within the
company. There are men and women employed who come from different walks of life and have
different experiences to offer the company. No one is discriminated upon that is employed by or
serviced by 24 Hour Fitness. From my experience as an employee, the company actively takes
interest in and welcomes the thoughts and opinions of its diverse employees.
Communication or the process of exchanging information between employees and management is

Employee Job Satisfaction Has A Large Impact On Their...
Employee job satisfaction has a large impact on their organization. Employees being dissatisfied can
lead to high turnover, higher absenteeism, affect their overall job performance, and impact customer
satisfaction (Robbins & Judge, 2009 pp 87–89). This post will discuss the impact job satisfaction
has in regards to organizational citizenship behavior and employee engagement.
Causes of Job Satisfaction There are several factors that influence an employee's satisfaction in their
job. Some of the factors that impact an employee's satisfaction are pay, advancement opportunities,
co–workers, the work itself, and enjoying the work (Robbins & Judge, 2009 pg. 84). Many people
would consider pay as the factor that might contribute the most to job satisfaction. In the United
States, pay is more important to employees making less than $40,000 annually and greatly decreases
in employees making over $40,000 (Robbins & Judge, 2009 pg. 85). Where I work, a large number
of the staff is paid considerably less than the $40,000 annual salary, and it is a constant source of
discontentment with the staff members. My department alone has had a 25% turnover already this
summer which is consistent with the turnover from the previous summer. Our department also
struggles with absenteeism and low productivity. The issues are not adequately addressed when
authority figures make the statement that they have no need to adjust the salaries due to an "endless
pool of applicants".

Organizational Behavior Organizations have been described as groups of people who work
interdependently toward some purpose. This definition clearly indicates that organizations are not
buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish
shared objectives. The study of organizational behavior (OB) and its affiliated subjects helps us
understand what people think, feel and do in organizational settings. For managers and, realistically,
all employees, this knowledge helps predict, understand and control organizational events. There are
not two identical organizations. When you look for a job you look for a place that is comfortable to
you. Organization behavior is the way we study the people of ... Show more content on
Helpwriting.net ...
At KPMG they have to go from a staff of 40 full–time employees to over 80 full and seasonal
employees during tax season. If someone does not perform to the standards of the company then
they will hold up the rest of the team. To process all of these tax returns for our client's takes
teamwork. Each department has their duties to complete. When the preparer's are complete with the
return it goes to review and then to processing.
In conclusion, all these lead to an ultimate goal of improved productivity; have people perform at
full potential, and reward workers for performance. Environmental factors are increasing the need
for effective leadership in today's organizations. In order to better motivate, guide, and direct
employee teams, leaders require specific skills and expertise in behavioral studies to change their
environment. Companies that are not prepared to comply with the accelerated requirements will
have to determine the capabilities of their current organization structure, systems architecture,
internal controls, and closing and reporting

Ase Study 2
DrainFlow
Leading and Managing Organizations
Contents: 1. Introduction 2. Addressing the six questions 3. Conclusion
Questions:
1. Although it is clear employees are not especially satisfied with their work, do you think this is a
reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any
other behavioral outcomes associated with job satisfaction? 2. Using job characteristic theory,
explain why the present system of job design may be contributing to employee's dissatisfaction.
Describe more way you could help employees feel more satisfied with their work by redesigning
their jobs. 3. Lee has a somewhat vague idea about how reward the cash reward system. Describe ...
Show more content on Helpwriting.net ...
Furthermore, some appointments have been rescheduled because an assistant plumber was sent to
handle a job that calls for a licensed plumber. All of these situations are the cause of the customer
looking into getting future services from our competitors. Lee Reynaldo, a regional manager, has
sent out surveys to customer and has been trying to analyze the problems. Lee believes the
employees are not motivated enough and that the specialization strategy could be contributing to
problems. Lee wants to use cash rewards to entice employees to strive for good customer service. If
the cash reward does not work, then there will need to be some changes to help DrainFlow get back
on its feet in the markets.
ANSWERS
Question 1 Employees at DrainFlow are not motivated and are lacking in customer service.
DrainFlow needs to create a more energetic work environment in order to help motivate employees
to help customers. Employees that are satisfied with their jobs tend to be more motivated to achieve
organizational goals. Since the Employees at DrainFlow are not happy at this time it should raise a
concern to the board. Research suggests that organizations with more satisfied workers tend to be
more effective than organizations with fewer satisfied workers (Robbins, 2013). Lee has currently
sent out surveys to customer, and they are coming back negative. The results are 40% of customers
were not pleased with the services, and 30% of customers will use a competitor the

The Importance Of Work Behaviors
Introduction
Four Important factors that have influence over work behaviors, these four factors are job
performance, organizational citizenship, absenteeism, and turnover. SAS is a company that has
demonstrated how to use these four factors to their advantage.
I agree strongly with how SAS uses these factors to improve their employee's lives in a way that is
beneficial to both the company and its constituents. Job performance defined as the level to which
an employee successfully fulfills the factors included in the job description.
SAS's version of this is a tad bit non–traditional as there many perks of being an employee for this
company. Some beneficial features are a heated swimming pool, on–site health care clinic, and free
snacks! By having these benefits, available SAS is encouraging employees to spend more time at
work. Employees that feel valued and appreciated tend to exceed job performance expectations.
When employees to this it creates a domino effect, when employees exceed, your product quality
and quantity also progress. Employees are the foundation of every business. Strong business reality
and how each of the four factors managed by ASA,
Job performance Personality: Job performance Personality is one of the biggest and largest realities
in ASA work functions I believe because the Company makes an effort to concentrate its business in
the area of analytics, which adds the most value and help organizations best analyze disparate data
for decision–making,

Job Satisfaction and Its Consequences
JOB SATISFACTION AND ITS CONSEQUENCES
JOB SATISFACTION AND ABSENTEEISM
WHY DOESN'T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH
ABSENTEEISM?
A person may attend work even when dissatisfied with her job because she cannot afford
economically to miss work.
A person may be absent from his job when satisfied with his job because of a number of reasons
such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such
circumstances, he may want to attend (have the behavioral intention of attending) but is unable to
attend.
MODERATORS OF JOB SATISFACTION–ABSENTEEISM RELATIONSHIP
Here are some factors that change the relationship between job dissatisfaction and absenteeism and
job ... Show more content on Helpwriting.net ...
High performers are less likely to quit their jobs in response to job dissatisfaction than are low
performers.
JOB SATISFACTION AND PERFORMANCE
WHY DOESN'T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH
PERFORMANCE?
A person who is dissatisfied with his job may perform his job well because he needs the money from
the job and/or wants to make sure he retains his job in an economic downturn.
A person who is satisfied with her job may perform it poorly because her manager is weak and
doesn't enforce performance standards and discipline. In this case, this person is a slacker and the
less she does or is required to do at work the happier she is.
A person who is part of a team is satisfied with her job and wants to do a good job is performing at

an average level because her job requires the pre–work of another team member. This team
members' pre–work is often late and of poor quality which causes her job performance to suffer as
well.
MODERATORS OF JOB SATISFACTION–PERFORMANCE RELATIONSHIP
Here are some factors that change the relationship between job satisfaction and performance.
1) Job Complexity. As the job becomes more complex, there is a stronger relationship between job
satisfaction and performance. As a job becomes more complex, the individual job holder has more
freedom/autonomy in performing her job. This is similar to a weak situation. In a weak situation, a
person's attitude will have more of

Organizational Behavior Terminology and Concepts Organizational behavior In today's challenges
at work and an organization has become more than just a place where eight hours of a day is spent,
but a place where behavior is a major contribution to the success behavior and what it means and the
effects on the climate of an organization. of a company. In this paper we will discuss organizational
"Organizational behavior is the study of human behavior in organizations. It is an academic
discipline devoted to understanding individual and group behavior, interpersonal processes, and
organizational dynamics with the goal of improving the performance of organizations and the people
in them" (CITATION). The process of organizational ... Show more content on Helpwriting.net ...
In the past companies placed a great amount of emphasis on the numbers and how to achieve those
numbers. The people who actually helped achieve those numbers were graded on their technical
skills, productivity, and budgets. Employees were moneymaking machines and how they achieved
those numbers was not a concern of their managers as long as the numbers were being met.
Organizational behavior studies have become more important today than in previous years because
corporations must learn to adapt to the rapidly changing business cultures that have stemmed from a
competitive and fast–paced market. Organizational behavior was a topic that was not discussed until
an employee's behavior changed, productivity changed, or sales decreased. In today's business
world, managers are paying more attention to how employees react to situations rather than if they
respond. They are beginning to view organizational behavior as an intricate piece of training and
development of the workforce. Soft skills were never a part of management training and it was rare
that managers were commended for having those skills. In the business world today, I feel
organizational behavior is an essential tool for managing effective

Organizational Behavior Terminology and Concepts I am not sure who made the term "dress for
success" popular but I believe the term falls short. Anyone can dress up and look great but there is
much more to success then dressing the part. While it is important for organizations to have their
employees presenting themselves with a professional look and manner, there are also many other
concepts within an organization that need to be addressed. Organizational Behavior, as defined in
our text, is the study of human behavior in organizations (Schermerhorn, Hunt & Osborn, 2005, p.
17). How organizations behave within their ranks is in my opinion what truly can make them
successful. The concepts of culture, diversity, communication, ... Show more content on
Helpwriting.net ...
Communication in an organization is another key concept to an organizations success. Information
needs to be communicated from the top of an organizations managerial ladder all the way to the
bottom. Employees also have to exchange information between each other. Meetings, emails,
memos and phone calls seem to be the norm within my own organization but another aspect of
communication is how people speak to one another. Professionalism should be maintained during
communications not only during verbal communication but also with how emails and memos are
written. Certain terminologies, jokes and labels do not belong in workplace communication. The
wrong type of dialogue can often lead to embarrassing situations. Mayor Nagin from New Orleans
recently referred to his city's plight as "rebuilding chocolate town" on live television. This was a bad
slip of the tongue that the media focused in on. Now instead of what seemed to be his goal of
injecting some hope and inspiration towards his city's plight has turned into a free for all for the
media questioning Mayor Nagins personal ethics. Communication breakdowns such as this can
affect an organizations effectiveness and efficiency. An organizations effectiveness and efficiency
can be measured in many different ways. From the stock holders to the employee with individual job
goals, organizations can measure their performance to see how effective and efficient they are
operating. This is important for an

Time Wastage Essay
The purpose to the study is to investigate that time which is considered not to be less than money,
when sales force is involved in activities of extra unnecessary documentation The time wastage
leads to employee low morale, more absenteeism, high job dissatisfaction and low organizational
commitment. Due to time wastage in extra documentation activities the performance of employee
decreases which directly effect on firm productivity and profitability. The research study is basically
based on quantitative research technique. This study focuses on the impact of time wastage in sale
force on employee intentions to quit; time wastage is taken in this study as an independent variable
(I.V) whereas employee intention to quit is taken as a ... Show more content on Helpwriting.net ...
This study demonstrates the importance of time management within the organization and those
actions which boost the morale of workers who desire to work efficiently to achieve their sales
targets.
BROAD PROBLEM AREA
Proper time management activities within the organization have multiple benefits for organizations
like increase in productivity, profitability, workers efficiency, lower costs, and absenteeism, saving
time and greater synergy. Therefore many organizations have adopted different measure to
overcome the time wastage by introducing MIS (Management Information System) for the smooth
functioning of organizational tasks (Locander, 2004).
The main research question is as follows:
What would be the impact of time wastage on sale force intentions?
SIGNIFICANCE OF THE STUDY Proper management and concentration for time management is
very much important for the smooth functioning of organization. Previous studies on sale force time
management mainly emphasized the importance of their contribution to the field work activities
(Brashear, 1997). In Pakistan a very small number of researches were conducted to identify the
effects as well relation between time wastage and sale force intention to quit. Therefore, the purpose
of this research study is to explore the impact of employee's time wastage and employee intentions
to quit. Furthermore, their relationships also have been identified. This study also focuses on the fact
that if there

Essay about Organizational Behavior Terminology and Concepts
Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of
an organization, but rather the behavior of the people in an organization. This can be anywhere from
a family at home to a church to a work group within a company. Some of the challenges that make
behaviors challenging in today's workplace are high performance, ethical behavior, productivity
improvement, technology utilization, quality, diversity, work–life balance, and the global economy,
(Schermerhorn, 2003, P. 1).
Starting with Garrett through the many merges and acquisitions to Honeywell, we have gone from
the good ol boy behavior to a global corporation that for the most part ... Show more content on
Helpwriting.net ...
Today's workforce is forever changing and more importance is put on the managing of a diverse
work group. Thinking of it as each person in a spur on a gear and each person is different by the
above definition. The gears most align and blend to make the organization move forward,
(Schermerhorn, 2003, P. 1).
Within my department we are not as diverse as other areas but we do have individuals of different
age, sex and race. We were a male oriented department until recently and we have had to make
adjustments to our behaviors with the addition of a female employee. She was very quickly accepted
into our department very quickly. Even though we have people of different races and backgrounds
we have never had an ethnicity issue. What may be a problem with our building is the age average
age of employees. When I started with Honeywell in 1990 our average age was 32, now it is 49
years old. What has caused this is the many slow downs in the aerospace industry and each time
there is a reduction it is the less senior people leaving. We are developing an age problem of older
people ready to retire and losing the skills they take with them.
Communication is the transfer of information in either a written or verbal form or by pictures.
Managers spend a lot of time receiving different kinds of communication and analyzing the
information and then passing forward the necessary information to others. This can be done either
informally or in a formal setting.

Workplace Intervention On Work Family Conflict
INTRODUCTION The increasing need for efficiency in a globalized economy has been challenging
for workers in general. Demanding supervisors, tough tasks and some organizational rules are often
seen as stressors by workers from different fields. Ethic organizations sought to improve the work
quality which leads to performance in many ways. Lawson et al. (2016), studied the impact of
workplace intervention on work–family conflict. These authors found a positive effect of workplace
intervention on improving affective reactivity behavior to daily stressors. LePine, M. A., et al.
(2015), suggests that charismatic leader behaviors considered challenge stressors as more
challenging, and showed a tendency to react to it with superior performance. On the other hand,
leader's charismatic trait did not impact the way hindrance stressors were appraised. Stressors have
been strongly associated with bullying at the workplace (Reknes, Einarsen, Knardahl, & Lau, 2014).
Although recent academic work has focused on negative stressors' outcomes (Van Den Brande,
Baillien, De Witte, Vander Elst, & Godderis, 2016), there is evidence that both adverse and
constructive aspects of stressors must be addressed (e.g., Boswell, Olson– Buchanan, & LePine,
2004; Cavanaugh, Boswell, Roehling, & Boudreau, 2000; LePine, Podsakoff, & LePine, 2005). This
work aims to clarify the extent to which challenge and hindrance stressors affect performance and
job satisfaction. I expect to find that Organizational

Essay on Organizational Behavior Terminology and Concepts
The behavior of employees within any organization is paramount to the success or failure of that
organization. The study of organizational behavior is a science with its own vocabulary and
terminology. This essay will describe some of the more common key concepts and terminology and
relate those to the modern United States Navy.
"An organization is, simply, a body of people organized for some specific purpose" (communication,
2005). Organizational behavior is taking a look at the way humans behave within a company
(Schermerhorn, Hunt & Osborn, 2005, p. 17). The United States Navy, and perhaps all military
branches, has, in some respects, a unique organizational behavior. ... Show more content on
Helpwriting.net ...
The United States Navy places much more emphasis on ensuring internal diversity than it does on
external diversity. It only has one customer, which is the United States population. Diversity within
this organization is ensured utilizing a quota system. First and foremost, all able–bodied men and
women are allowed to join without consideration for race, sex, religion or creed. Secondly, for
promotion purposes, the United States Navy utilizes a quota system to ensure fairness to all
candidates. This quota system is not utilized prior to the selection process but is applied afterwards
to validate the results.
The behavior, culture and diversity within an organization occur as a direct result of both verbal and
non–verbal communication within that organization. Communication is, "The imparting, conveying,
or exchange of ideas, knowledge, information, etc. (whether by speech, writing, or signs)"
(Simpson, 2005). Good communication is a vital key to the success of any organization.
Communication is essential to the success of the United States Navy. Ideas, knowledge and
information are shared both up and down the chain of command. Within the modern Navy, this
exchanged is usually done via personal contact or electronic means.
A certain way of assessing how well an organization is doing is to study its effectiveness and
efficiency. These two terms are similar and

Essay on Annotated Bibliography Employee Engagement
Table of content
1. Introduction 2
2. Annotated Bibliography 2
3. Analysis 9
4. Recommendations for practice 12
5. Conclusion 12
References 13
1. Introduction
Employee engagement (EE) is an essential part of organizational life and of paramount interest to
human resource management (HRM) professionals in the banking industry due to its influence on
the organizational outcomes.
This paper therefore examines the topic with the aim of defining EE and identifying the use of,
value and benefits of EE to be obtained from industry surveys. This paper begins with the annotated
bibliographies of 12 journal articles, followed by an analysis of the relationship between these key
findings. The researcher ... Show more content on Helpwriting.net ...
The main limitation of this article is that the study does not include foreign banks, thus the authors
indicate that further research needs to incorporate banks of foreign origin including more variables
under the theoretical framework as well as multiple measurement methods enhancing the
justifiability of the theoretical model like focus group interviews, nominal group technique, etc. This
article will not form the basis of my research; however it will be useful supplementary information
for my research on EE within the banking industry.
Wefald, A. J. & Downey, R. G. (2009). Job engagement in organizations: fad, fashion, or folderol?
Journal of Organizational Behavior, 30, 141–145.
In this A*–rated article Wefald and Downey review recent literature on EE answering the question if
job engagement in organizations is a fad, fashion, or folderol. Their research focuses on the
differences between the academic and organizational view of engagement, identifying that the
organizational view focuses on macro issues versus researchers focus on the micro view which
might influence measurement and other methods. The article is useful for my research topic as
Wefald and Downey explore how organizations are using engagement. The main limitation of this
article is that the literature review could have been further analysed in order to explain how EE
could be influenced by HR practices. The authors

Organizational Behavior Organizations have been described as groups of people who work
interdependently toward some purpose. This definition clearly indicates that organizations are not
buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish
shared objectives. The study of organizational behavior (OB) and its affiliated subjects helps us
understand what people think, feel and do in organizational settings. For managers and, realistically,
all employees, this knowledge helps predict, understand and control organizational events. There are
not two identical organizations. When you look for a job you look for a place that is comfortable to
you. Organization behavior is the way we study the people of ... Show more content on
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Members of an organization soon come to sense the particular culture of an organization. Culture is
one of those terms that's difficult to express distinctly, but everyone knows it when they sense it"
(McNamara 1). Often companies are becoming a multicultural organization. At KPMG's trust
department there is a very diverse group of people working. With it being a global organization it
makes working with other countries almost a guarantee. In America they are number 4 in the
Fortune 100. Increasingly companies want to hire employees that can speak different languages.
Understanding the culture of the people you deal with day–to–day. You have to analysis
organizations levels of culture by observing the culture, sharing the organization's values, and the
common assumptions. Having a diverse group of people working together strengthens thoughts and
ideas.
Communication could tear apart an organization fast. Communication is the process of sending and
receiving symbols with attached meanings. If managers were not communicating to their employees
then assignments would not get complete. On a daily basis you have to talk to customers, venders,
or employees. At KPMG they rely on email to communicate with all the employees. If there is
something to be said to everyone the upper management just write it up in an email (or just attach it)
and send it to everyone at the Oakland and Phoenix offices. I interact with the

Organizational Behavior Terminology and Concepts Paper
Organizational Behavior Terminology and Concepts Paper The following essay will be described the
organizational behavior terminology and concepts applied in the organization. The following topics
will be presented: Organization culture as internal and external environment of control. Diversity as
of individual differences based on gender, race and ethnicity, age, disabilities, and sexual
orientation. As the last subject communication as the human skill that helps the organization to work
well with other people, and resolves conflict. The point of view for experiences in my organization
will be included in this paper and conclusion. Organization Culture The organizational culture is
described as the internal environment of an ... Show more content on Helpwriting.net ...
This promotes a win–win situation with employees and employers. Diversity With the internal
environments of each organization, the workforce diversity refers to the presence of individual
differences based on gender, ethnicity, race, disabilities, and sexual orientation. As the term
multiculturalism means pluralism, and promotes the diversity of each individual difference Robbins,
S. & Judge, T. (2009). The demographic trends in my workforce (Real Estate) has a great diversity
because women are working equals to the men, the increment of the Hispanics, African–Americans,
and Asians have increased. The most important part to guarantee that the diversity will be fully
valued and respected in the sense of multiculturalism is if embraces inclusivity. This term refers to
the degree to which the culture respects and values diversity and is open to anyone who can perform
a job, regardless of their diversity attributes Robbins, S. & Judge, T. (2009). Communication The
term communication refers to the ability to work well with talk with other people. The
communication as a human skill has the ability to work with other people and provide leadership.
These efforts of spirit trust, enthusiasm, and involvement in interpersonal relationships. A good
communications skills ha a better degree of self–awareness this works to as understanding of
feelings of others. In my organization the people with this type of communication skills are able

Change Management Strategies For New Merged Company
For this merger to create a new culture, these artifacts need to encompass and be reflective of the
new merged company, without favor to one or the other. Though removal and replacement of these
artifacts may be difficult for some to grasp, while doing so, by introducing consistent rewards and
recognition can be one of the first 'new' artifacts, and can fill the void and keep focus forward,
versus looking back to the past. Strong new programs also encourage if not promote further
communication, and help build a supportive work environment that will foster a working network of
colleagues.
One last note as to artifacts; although founders, leaders, and company stories are valued artifacts, so
are the people working here and now. Celebrate those with the new merged company; create new
stories with new events, programs, and by starting new traditions for the organization. This gives an
identity to the new organization, creates the new culture, and begins establishing organizational
socialization.
5. Change Management Strategy.
The most appropriate set of change management strategies to use for implementing change would be
an appreciative inquiry approach. A merging of two companies creates a plethora of unknowns for
all; the unknown is a strong threat to all that perceive it. Reframing the image of merging into a
positive strength for all is more palatable, if not approachable for most. "Appreciative inquiry
typically examines successful events, organizations, and work units.

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