1) The document discusses the importance of effective employee relations for improving organizational performance and solving corporate challenges. It argues that workers are the primary determinants of an organization's success or failure.
2) It reflects on learned concepts of employee relations policies and their implications for overall organizational performance. Effective leadership, teamwork, and respect between workers and management are crucial.
3) Implementing strong employee relations policies can help prevent internal conflicts, improve satisfaction, and strengthen performance by allowing workers to voice concerns and participate in decision making. When employee relations are poor, it can lead to distrust, disputes, and high turnover which negatively impact the organization.
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Annotated Bibliography
Rasmussen College
Annette L. French
Acker, J. (2006). Inequality regimes class, gender, and race in organizations. Gender & Society, 20(4), 441-464.
Acker proves useful in the entire process and provides the best information that is likely to improve management in different organizations. That is the case since it presents the best approaches that are likely to ensure the ultimate success of most operations within the organization. Acker first outlines the idea of conceptualizing intersectionality within an organization. Hence, it provides the best approaches to handling gender inequality within the society. Again, the article provides the most common ways that every management might use to identify barriers that relate to inequality within the organization. The process leads to the formation of one response, and the author suggests the need for inequality regimes as well as the existence of analytical approach that will help in understanding the formulation of differences within the organization. It is evident that the existence of inequality regime is the main reason for the emergence of differences within every organization. It is the role of the team to form the best approaches that will make them successful within the premise, and that will increase their profitability as well as reputation in any given environment.
Acker offers some of the most appropriate approaches that every organization can use to embrace diversity within their premises, and that will result in the success of a wide range of instances. Additionally, the author posits on the most appropriate strategies that every premise should understand to achieve the ultimate growth.
Chapters of this article are essential in the formation as well as the implementation of the mission and vision statements of every organization. The same approaches could form the basis of the business plan that organization will use to achieve the ultimate success in various instances. Therefore, the article is useful for future research.
Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities in the workplace: the significant effects of organizational structures, practices, processes, and decision makers’ sexism. Frontiers in Psychology, 6.
Even though organizations in the modern society strive to form the best approaches that will improve their performance in different parts of the world, it is still evident that solving gender inequality is still a complex phenomenon and premises have to devise the best approaches that will make them relevant in any given environment. That will contribute to the success in some instances and improve their reputation in the global arena. The HR plays a crucial role within the organization, and there is need to understand the personality of any given person before embarking on an activity that might affect their success within the premise. It is evident that every HR has some policies, decision-making strategies, as well .
Running head APPLYING ORGANIZATIONAL BEHAVIOR THEORY .docxjoellemurphey
Running head: APPLYING ORGANIZATIONAL BEHAVIOR THEORY 1
APPLYING ORGANIZATIONAL BEHAVIOR THEORY 4
Applying Organizational Behavior Theory
Applying Organizational Behavior Theory
Introduction
Various organizations usually have various organizational problems that in most cases involve both employees and even the management. The common problems usually faced by different organizations include individual employee issues, team problems and even organization wide company. In this assignment we are going to consider the organizational behavior theory to address the various problems within an organization. As an organizational change consultant, I have noted that MJX Company has in the recent past been experiencing all the three types of problems mentioned above. In our attempt to do this, we answer the following questions.
1. Define a problem, past or present for that organization.
MJX is a company specializing in electronics manufacture. It has been in existence since the early 1990s. It produces laptops, personal computers, desktops, mobile phones, televisions refrigerators among other valuable electronics. In the recent past the company has been exposed to a series of challenging financial down falls coupled with a serious collection of numerous organizational problems. Some of the key problems recently witnessed include drastic drop in the levels of teamwork spirit, poorer employee relationships and frequent personal differences and side shows usually witnessed at the work place. The marketing strategies of the organization have also since failed exposing the organization to a consistent loss-making period.
2. Using a combination of trade industry materials and/or personal communication with industry leaders/managers, justify the problem (i.e., provide enough detail to prove the existence and significance of the problem). Use appropriate academic peer-reviewed literature to support your argument.
Research conducted by Ipsos on the current situation of the company reflects a huge chunk of dissatisfaction with the company’s current status among both the employees and the managing partners. At least 70% of the employees or the managers or those affiliated to MJX feel that there is something wrong at the company currently. Internal fights and exchange of insults have been constant occurrence among different employees of the company. This is an indication that the employee relations have since become worse.
It has also been noted that team work that used to be the core of MJX has since been a long gone story. The employees no longer feel motivated to involve in team way of solving problems. This has been greatly contributed by the poorer inter-employee relations that have since taken course of action in the company. Consequently, a drastic drop in the net profits over the previous 5 years has been note ...
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
`
Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Annotated Bibliography
Rasmussen College
Annette L. French
Acker, J. (2006). Inequality regimes class, gender, and race in organizations. Gender & Society, 20(4), 441-464.
Acker proves useful in the entire process and provides the best information that is likely to improve management in different organizations. That is the case since it presents the best approaches that are likely to ensure the ultimate success of most operations within the organization. Acker first outlines the idea of conceptualizing intersectionality within an organization. Hence, it provides the best approaches to handling gender inequality within the society. Again, the article provides the most common ways that every management might use to identify barriers that relate to inequality within the organization. The process leads to the formation of one response, and the author suggests the need for inequality regimes as well as the existence of analytical approach that will help in understanding the formulation of differences within the organization. It is evident that the existence of inequality regime is the main reason for the emergence of differences within every organization. It is the role of the team to form the best approaches that will make them successful within the premise, and that will increase their profitability as well as reputation in any given environment.
Acker offers some of the most appropriate approaches that every organization can use to embrace diversity within their premises, and that will result in the success of a wide range of instances. Additionally, the author posits on the most appropriate strategies that every premise should understand to achieve the ultimate growth.
Chapters of this article are essential in the formation as well as the implementation of the mission and vision statements of every organization. The same approaches could form the basis of the business plan that organization will use to achieve the ultimate success in various instances. Therefore, the article is useful for future research.
Stamarski, D. T., & Hing, J. C. C. (2015). Gender inequalities in the workplace: the significant effects of organizational structures, practices, processes, and decision makers’ sexism. Frontiers in Psychology, 6.
Even though organizations in the modern society strive to form the best approaches that will improve their performance in different parts of the world, it is still evident that solving gender inequality is still a complex phenomenon and premises have to devise the best approaches that will make them relevant in any given environment. That will contribute to the success in some instances and improve their reputation in the global arena. The HR plays a crucial role within the organization, and there is need to understand the personality of any given person before embarking on an activity that might affect their success within the premise. It is evident that every HR has some policies, decision-making strategies, as well .
Running head APPLYING ORGANIZATIONAL BEHAVIOR THEORY .docxjoellemurphey
Running head: APPLYING ORGANIZATIONAL BEHAVIOR THEORY 1
APPLYING ORGANIZATIONAL BEHAVIOR THEORY 4
Applying Organizational Behavior Theory
Applying Organizational Behavior Theory
Introduction
Various organizations usually have various organizational problems that in most cases involve both employees and even the management. The common problems usually faced by different organizations include individual employee issues, team problems and even organization wide company. In this assignment we are going to consider the organizational behavior theory to address the various problems within an organization. As an organizational change consultant, I have noted that MJX Company has in the recent past been experiencing all the three types of problems mentioned above. In our attempt to do this, we answer the following questions.
1. Define a problem, past or present for that organization.
MJX is a company specializing in electronics manufacture. It has been in existence since the early 1990s. It produces laptops, personal computers, desktops, mobile phones, televisions refrigerators among other valuable electronics. In the recent past the company has been exposed to a series of challenging financial down falls coupled with a serious collection of numerous organizational problems. Some of the key problems recently witnessed include drastic drop in the levels of teamwork spirit, poorer employee relationships and frequent personal differences and side shows usually witnessed at the work place. The marketing strategies of the organization have also since failed exposing the organization to a consistent loss-making period.
2. Using a combination of trade industry materials and/or personal communication with industry leaders/managers, justify the problem (i.e., provide enough detail to prove the existence and significance of the problem). Use appropriate academic peer-reviewed literature to support your argument.
Research conducted by Ipsos on the current situation of the company reflects a huge chunk of dissatisfaction with the company’s current status among both the employees and the managing partners. At least 70% of the employees or the managers or those affiliated to MJX feel that there is something wrong at the company currently. Internal fights and exchange of insults have been constant occurrence among different employees of the company. This is an indication that the employee relations have since become worse.
It has also been noted that team work that used to be the core of MJX has since been a long gone story. The employees no longer feel motivated to involve in team way of solving problems. This has been greatly contributed by the poorer inter-employee relations that have since taken course of action in the company. Consequently, a drastic drop in the net profits over the previous 5 years has been note ...
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
`
Inclusiveness. The main difference that can distinguish a happy employee from disgruntled employee. As with all decisions that are made, there is always an audience that the decision will affect. When employees are privy and organizational decisions are inclusive to employees this can greatly increase their level of fulfillment. Whether or not the end user of the decision will be content with the outcome or not, there will always be critics. Which leads us to discuss key characteristics and the importance of involving employees in relative organizational decision making.
It is not uncommon to find that during strategic organizational planning that top-level management will include their employees to engage and provide their input on complex processes. Human capital, whether the organization is large or small, corporate ran or small business managed is key to an organization’s success. Employee satisfaction level drives productivity and is what increases revenue for the company. Happy employees equal happy customers.
What does it take to keep employees motivated? A critical and important element for employers to keep their employees happy and content is clear communication. It is critical that an organization’s objective and vision for future growth is communicated clearly throughout all levels. Top-level management must be skilled at delivering the company’s mission and values to every tier within their organization. Each tier within the organization with healthy communication should be able to open-mindedly accept the message and freely provide any feedback positive or negative without fear of repercussion. Keeping an open line of communication within an organization is key to building the foundation for success.
As we move away from the golden days of traditional office operations consisting of fax machines, telephones, paper, pencils, etc. and move towards a more technologically repertoire, we lose the personable face to face interaction with one another. We spend most of the day behind our computer screen at our desk. The need to sustain job satisfaction amongst employees could not be ever more present than now. To maintain the morale amongst employees, organizations should be able to keep them challenged and motivated. Take technology for example. If the increase of new technology isn’t daunting enough, consider the challenge to remain current with technology all the while maintaining a competitive advantage in the industry? Reach internally to our internal resource, human capital. Employees must be given the opportunity to share their knowledge, skills, and abilities. When empowered to provide input concerning highly visible organizational decisions, employee morale is boosted. Not only is this beneficial for employees but also the employer as they receive ideas and input that could possibly lead to the solution. Employee engagement boosts the overall welfare of the organization.
According to.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docxSUBHI7
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
REPLY 1Organization culture is the trademark and the unmi.docxcarlt4
REPLY 1:
Organization culture is the trademark and the unmistakable character began inside each organization. Regardless of whether we are curious about companies like Starbucks, Google or WWF? Their names speak to the flavour of their work environments, the mentality, the unwritten convention of associations and the organization esteems. While some may consider organizational culture as the aftereffect of the organization's kin and procedures, something that can't be controlled or evaluated, in all actuality, organizational culture is suddenly substantial (Treven & Lynn, 2008). It very well may be purposely planned and utilized. It influences confidence and representative commitment. It oversees income rates and impacts organization execution and it influences benefit.
Organizational culture separates the remarkably effective companies from all the rest. It very well may be a ground-breaking, upper hand. The organizations' culture is constantly unmistakable, yet the enormous champs, reliably, the organizations focus on culture. This article will talk about a portion of the general social definitions and will continue following some particular social definitions for organizations. Taking a gander at the inquiry how the organization culture influences the advancement methodology of the organizations (Weiner, 2018). The article will likewise delineate the impact of the patterns and advancements on the organization structure. What's more, the connection between the organizations' structure and culture? The article will likewise give instances of current patterns and improvements and various techniques that are as of now used to assist organizations with making the necessary change in their culture or structure.
Culture definition changed as the years progressed. For instance, over four decades prior imagined a more extensive meaning of culture by proposing that culture was a »human-made piece of the earth. Attempting to decipher his definition, we may discuss »objective culture« (e.g., tables, PCs, trains) and »subjective culture« (e.g., standards, jobs, values). In an ongoing article in Harvard Business Review, the authors said that, Organizational culture is the aggregate impact of the regular convictions, practices, and estimations of the individuals inside an organization (Zak, 2018). Those standards inside any organization control how workers perform and serve clients, how they co-work with one another, regardless of whether they feel spurred to meet objectives, and on the off chance that they are truly into the organization's general strategic. How are representatives completing their work? Autonomously or cooperatively? Do representatives feel enlivened, submitted, and drew in, or irritated, exhausted, and undervalued? At the point when we talk about organizational culture, we are discussing the representative experience, the inward view. What do the representatives think? How is it, to work here? By what method can the initiative keep.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxglendar3
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxtodd581
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
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Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
Running head TARGETED WORK CLASS1TARGETED WORK CLASS3T.docxjeanettehully
Running head: TARGETED WORK CLASS 1
TARGETED WORK CLASS 3
Targeted Work Class
After the performance of a needs assessment, the following process is to examine the results of the assessment. This assessment helps to understand the processes that go into the performance of certain work roles and the key employee capabilities that are needed to fulfil those role requirements (Bratton & Gold, 2017; Hasibuan, Purba, & Siahaan, 2016). The following is an evaluation of the results of a needs assessment to determine the key work processes required, the employees who will be fulfilling these roles, and the key needs for those employees to successfully deliver on their roles as required.
Results of the Assessment of the Work Processes and Key Employees
The assessment of the employees in the project showed that all workers are integral to the success of the organization. All the activities they engage in on a day-to-day basis somehow directly or indirectly contribute to the achievement of the organizational goals. The actions of the employees were found to be a determinant of the present and future growth of the business.
However, the nature of the contribution of the employees was found to be dependent on the level at which they are working. This analysis found that the organization has three main levels of employees; the executives, the middle level managers, and the lower level managers. The role of the executives was mainly making the long-term goals of the organization. The executives at this company do not partake in the day-to-day running of the activities of the organization. The middle-level managers were responsible for the short-term decision making roles. They make decisions that affect the roles of the lower-level managers. Lastly, the lowest level managers were responsible for performing the actual processes that are needed for the achievement of the organizational roles. For example, they directly sell products to the customers daily so that the company can get its sales revenue. These three levels of employees have to work together for the overall organizational objective to be achieved.
How the Organization will Change while Meeting its Strategic Objectives in the Future
Given the current state of the organization, the management will need to make a few changes to achieve its objectives in the future. One of the changes that is needed is the development of job descriptions. This analysis revealed that most of the employees do not have an official understanding of what is expected of them by the management. They have an idea of what they do on a daily basis. However, due to the lack of an official job description, some of the employees’ roles overlap. A job description helps the employees to be more productive because they have a better understanding of what is expected from them. They will also understand the skills that they need to achieve the best results for the organization.
Another change that is needed for the organizati ...
Please make editsrevisions to correct the paper. Effect o.docxmattjtoni51554
Please make edits/revisions to correct the paper.
Effect of Motivation, Performance, and Empowerment on Business Effectiveness
Windsong Village Nursing and Rehabilitation can make progress through cutting edge viability and adequacy by inspiring workers. Authoritative viability as the thought of how adequate an association is in accomplishing the association's central goal. The development of representative fulfillment and inspiration think about the efficiency development and business aftereffects of the organization. Social insurance associations' prosperity relies on upon the workers, representative treatment, their abilities and skills, and their endeavors in the interest of the human services association.
Representative inspiration, which is an administrator's greatest test, is basic to the adequacy of an association. Work inspiration is a basic determinant of individual and authoritative achievements. Inspiration can assume a basic part in a large portion of the convincing difficulties confronting the workforce in the wellbeing area since inspiration connections to work, authoritative productivity, and representative inspiration as preconditions for achievement in business. To expand the worker inspiration toward the vision and mission, every association needs to place accentuation on their staff's welfare.
An motivated worker is responsive to positive objectives and goals he or she should accomplish. Inside spurred representatives have a tendency to relate their own headway to their work and association's progressions, and proactive individuals recognize openings and follow up on them, demonstrate activity, make a move, and continue on until important change happens. The prompt result of dampened representatives is no engagement at work, and the business may crumple without workforce engagement spurred on enthusiastic and otherworldly terms.
The effective utilization of individual capacities can improve execution and hierarchical picture. The social insurance workforce strongly affects wellbeing framework execution. The proprietors of an association can't accomplish their hierarchical goal all alone on the grounds that workers' individual execution significantly affects the authoritative execution. Passionate insight assumes a basic part with respect to hierarchical results, for example, work execution and occupation fulfillment, particularly when the emphasis is on human connection representatives. a representative could give an uplifting state of mind something to do by buckling down, being timely and standard to work, and contributing definitively to the satisfaction of the association's main goal through inspiration. Working groups, constantly coordinate for enhancing the execution and access to a larger amount of benefitting. Singular execution relies on upon inspiration, though execution of an association is the entirety of the individual execution of the representatives. The individual execution, which influences the.
Running Head DIVERSITY AND INCLUSION1DIVERSITY AND INCLUSIO.docxtodd271
Running Head: DIVERSITY AND INCLUSION
1
DIVERSITY AND INCLUSION
10
Y76
Diversity and Inclusion
Student’s Name
Institution Affiliation
Date
Table of Contents
3Executive summary
3Introduction
4Background information
5Gap Analysis
6Recommendations
6Measures
7Conclusion
8References
9Appendix
9Appendix I Diversity and Inclusion
9Appendix II
10Appendix III: Warwick Model
Executive summary
The paper talks about the essence of embracing diversity and inclusions in organizations. In the introduction subsection, the paper clearly indicated that embracing diversity is directly proportional to employee performance in organizations. For instance, organizations that embrace the trait tend to have employees that have respect for one another and those that also cooperate with one another and hence ensuring that success is always achieved . Into the paper, we have the background information that tries to explain the mission of Florida Army National Guard (FLARNG), which is an organization that I worked for in the past. In this section, their mission and goals are explained to be aiming at ensuring diversity and inclusion is always maintained. The paper also discusses the Gap Analysis which is explained to be made of five components (Skerry, 2017). They include the inner context, outer context, business strategy context, HRM content and HRM context. Finally, there are recommendations that clearly point out what organizations should do to make sure that diversity and inclusion are maintained. For instance, employee selection should be made fair by enacting laws that prevent unfairness in the whole process.
Introduction
Team performance is always the measure to determine the cooperation that exists between the respective members who form the team. The performance can either be high lower or average depending on the level of cooperation among the team members. Where a high performance is witnessed, there is a great possibility of a good cooperation among the members. On the other hand, lower performance in the team may depict poor cooperation among the team members. Finally, average performance shows that the team is struggling between having some form of cooperation and not having cooperation (Flack, 2018).
Embracing diversity and inclusion in organizations where a number of people come together to work always leads to increased team performance. This is usually made possible by making sure that each employee or team member embraces the diversity in others as far as aspects such as race, color, marital status, origin and many others are concerned. The culture of embracing diversity and inclusion makes the members develop self-respect as well as respect for others and hence maximum cooperation will be achieved for the better of the organization (Katila et al., 2010).
Embracing diversity and inclusion within an organization helps strengthen the fabric that holds the team together in terms of their psychological togetherness, their emotional ne.
Running Head WEEK 1 DB QUESTIONS .docxtoltonkendal
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
Teamwork and team building capacity of Nepalese managers: An Analysis of Emer...scmsnoida5
The roles of teaming in any organization do not
require any lengthy expression. Without teaming
up of the employees hardly organizations achieve
any success. The major purpose of organizations to
meet competitive challenges of these days, become
far from reach in the absence of effective teams led
by efficient manager. This article addresses issues
on how far Nepalese managers are successful
in building teams in their organizations, what
factors are responsible for successful operations of
teams, how Nepalese managers are different from
managers of other Countries in this regard. The
methodology uses both primary and secondary
data. Research approach is qualitative as well as
quantitative (mixed approach).
1
ASSIGNMENT 3
ASSIGNMENT 3 2
Assignment 3
Motivation is key for the success of a company as it facilitates the attainment of the company goals and initiatives. It is the responsibilities of managers to induce motivation with the purpose of giving the company direction. The creation of a mission driven organization is a way of motivating employees. In international organizations, task-driven organizations enable employees to align their goals with the goals stated by the organization. Factors such as fostering career development and the promotion of personal growth are ideal for the growth of the company. The application of award recognition is a recommendable practice that focuses on positive idea alignment. It recognizes the efforts of the employees in the required spectrum by specifying on the basic needs that needs to be attained. However, the plan will face various risks, such as cultural differences, unnecessary competition between employees, and increased conflict. Performing a risk analysis is very suitable for this situation.
The existence of unnecessary competition is an expected risk that can be identified with the motivation program. The application of the award on performance as a way of motivation is an effective tool but has existing setbacks such as increased competition among employees. Ccontinual competition leads to the creation of unhealthy competition that later turns out to be rivalry. The practive can occur between departments and individual employees. This may cause them to adopt unfair practices to negatively affect the organization's better performance (Hidayah & Windijarto, 2018). On the other hand, the unnecessary competition leads to the rise of conflict amongst employees. This would make the organization to focus more on the conflict and competition and shifting its focus away from its goals and performance.
Cultural difference is a key risk associated with the practice based on the different environment that the company experiences. The culture in East Asia is not the same one in Europe and the United States. This issue is a factor that the company is likely to go through on a regular basis. The motivational approach that may apply in the Middle East may not apply in Africa making it a major risk that the company needs to assess (Hopkins, 2016). This factor is mainly related to religion and morality, and it is believed that certain employees from the region may have it. The identification of the factor as a key risk plays an important part in ensuring that cultural variations are given a broader thought as they make all the motivational methods that were identified to be practically ineffective.
Cultural differences create a key impact in the effectiveness of the motivational approaches that I would apply in the dimensional company setting. The integration of the multicultural themes can prove to be difficult based on the different cultural stereotypes that may exist. These factors create difficulties ...
Running head EMPLOYEE INVOLVEMENT IN AN ORGANIZATION1EMPLOYEE .docxsusanschei
Running head: EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 1
EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 8
Employee Involvement Within an Organization
Millicent Prescott
Mulugeta Dessie
Strayer University
Leadership and Organizational
February 8, 2017
Outline
Thesis: Every organization aims at creating a progressive work environment based on trust, collaboration, teamwork, creative problem solving, and outstanding customer service. To achieve this, there is need for the leadership faculty to invest and understand the organization’s most valuable asset, the employees. Quality within an organization starts with an empowered and involved workforce.
I. Introduction
A. Employee involvement reflects the direct participation of employees in a bid to fulfill both the mission and objectives of the organization, and also help in decision-making and problem-solving processes.
II. Discussion
A. Drivers of employee involvement
i. Empowering employees, aligning employee efforts with organizational strategies, Supporting and recognizing employees, helping employees in their growth and development, Promoting collaboration and teamwork within the employees.
B. Relationship between employee involvement and organizational performance
i. There exists a positive relationship between involvement and organizational performance.
ii. Employee involvement ensures profitability, productivity, consumer safety and loyalty, and employee retention.
C. Employee involvement strategies
i. Employee involvement starts from the management level.
ii. The strategies may include enhance communication in the workplace, providing with advancement and development opportunities, providing the employees with adequate training and whatever they need to accomplish their tasks, motivating them through incentives and establishing a solid feedback system.
III. Conclusion
Active participation works to the benefit of both the employees and the entire organization. Employee involvement provides with a myriad of positive outcomes to the organization and for employees. To that end, organizations should ensure their employees always participate in decision-making processes, have adequate training, and ensure the presence of incentives in order to ensure employee participation.
Main Paper
Introduction
In the history of businesses and organizations, contemporary managers have agreed that of all times, this century demands more productivity and enhanced efficiency (Markos et al. 2010). It clear that every business is aiming at improving its performance, though managers are constantly dealing with numerous challenges just to keep their businesses ahead of competition. The need to improve productivity within organizations has prompted to these managers employing management tools, as suggested by scholars and researchers. Some of these tools include the Total Quality Management tool and the Process Re-Engineering tool (Markos et al. 2010). These tools, primarily focusing on process and operatio ...
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Running head NEEDS ASSESSMENT1NEEDS ASSESSMENT.docxSUBHI7
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired si ...
REPLY 1Organization culture is the trademark and the unmi.docxcarlt4
REPLY 1:
Organization culture is the trademark and the unmistakable character began inside each organization. Regardless of whether we are curious about companies like Starbucks, Google or WWF? Their names speak to the flavour of their work environments, the mentality, the unwritten convention of associations and the organization esteems. While some may consider organizational culture as the aftereffect of the organization's kin and procedures, something that can't be controlled or evaluated, in all actuality, organizational culture is suddenly substantial (Treven & Lynn, 2008). It very well may be purposely planned and utilized. It influences confidence and representative commitment. It oversees income rates and impacts organization execution and it influences benefit.
Organizational culture separates the remarkably effective companies from all the rest. It very well may be a ground-breaking, upper hand. The organizations' culture is constantly unmistakable, yet the enormous champs, reliably, the organizations focus on culture. This article will talk about a portion of the general social definitions and will continue following some particular social definitions for organizations. Taking a gander at the inquiry how the organization culture influences the advancement methodology of the organizations (Weiner, 2018). The article will likewise delineate the impact of the patterns and advancements on the organization structure. What's more, the connection between the organizations' structure and culture? The article will likewise give instances of current patterns and improvements and various techniques that are as of now used to assist organizations with making the necessary change in their culture or structure.
Culture definition changed as the years progressed. For instance, over four decades prior imagined a more extensive meaning of culture by proposing that culture was a »human-made piece of the earth. Attempting to decipher his definition, we may discuss »objective culture« (e.g., tables, PCs, trains) and »subjective culture« (e.g., standards, jobs, values). In an ongoing article in Harvard Business Review, the authors said that, Organizational culture is the aggregate impact of the regular convictions, practices, and estimations of the individuals inside an organization (Zak, 2018). Those standards inside any organization control how workers perform and serve clients, how they co-work with one another, regardless of whether they feel spurred to meet objectives, and on the off chance that they are truly into the organization's general strategic. How are representatives completing their work? Autonomously or cooperatively? Do representatives feel enlivened, submitted, and drew in, or irritated, exhausted, and undervalued? At the point when we talk about organizational culture, we are discussing the representative experience, the inward view. What do the representatives think? How is it, to work here? By what method can the initiative keep.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxglendar3
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
Running Head ORGANIZATIONAL CULTURE AND CHANGEORGANIZATIONAL CU.docxtodd581
Running Head: ORGANIZATIONAL CULTURE AND CHANGE
ORGANIZATIONAL CULTURE AND CHANGE 4
Organizational Culture and Change
Name: John Blair
Institution Affiliation: Rasmussen College
Author Note
This paper is being submitted on 11th December, 2018, for John Blair MAN4240CBE Section 01CBE Organizational Behavior Analysis.
Organizational Culture and Change
NoJax employs a hierarchical organizational culture where the work environment is formal and structured since the company follows a centralized power and decision-making process. There are set out procedures to guide what people should do within the company where for instance employees are expected to conduct weekly status meetings with managers and presence of daily activity reports that must be filled out by all employees. There is great supervision of employees to achieve a high level of efficiency. The employees are expected to work for an average of 50 hours a week which could probably be said to be higher since the normal working hours in a week should be 40 hours. The relationship between employees and the management is formal since decisions must be approved both by direct managers and someone from senior management, this is due to centralized management.
NoJax was formed on a general partnership between Noah and Jaxson Williams who form the senior management of the company and are responsible for the major decisions of the company. The company follows a functional organization structure which was suggested by F.W. Taylor as one that selects specialists to head the important positions in an organization (Schermerhorn & Bachrach, 2017). This is seen where there are different product managers to oversee the different products of the company as well as departments that consist of design, marketing, and research and development. The existence of this form of structure makes the culture to be hierarchical in that communication and decisions move from the senior management, to the heads of departments, and finally to the junior employees who have to follow the rules.
The management leadership traits show that majority of the individuals in management are social, few are emotionally stable, few are open, majority use conscience, and a majority are able to agree with others on issues affecting the company. This shows that employees are able to approach the management due to the good level of extraversion but they may not benefit from the management emotionally since there is low emotional stability and openness among a majority of the management. Many of those in management show a high level of conscientiousness meaning that they are in a position to do what is good for the company and employees. The leadership style seen as a result of the company’s structure is autocratic since decisions are finalized by senior management and this limits the employees from developing their own leadership skills. This can bring a feeling of dictatorship and fear leading to poor emplo.
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Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
Running head TARGETED WORK CLASS1TARGETED WORK CLASS3T.docxjeanettehully
Running head: TARGETED WORK CLASS 1
TARGETED WORK CLASS 3
Targeted Work Class
After the performance of a needs assessment, the following process is to examine the results of the assessment. This assessment helps to understand the processes that go into the performance of certain work roles and the key employee capabilities that are needed to fulfil those role requirements (Bratton & Gold, 2017; Hasibuan, Purba, & Siahaan, 2016). The following is an evaluation of the results of a needs assessment to determine the key work processes required, the employees who will be fulfilling these roles, and the key needs for those employees to successfully deliver on their roles as required.
Results of the Assessment of the Work Processes and Key Employees
The assessment of the employees in the project showed that all workers are integral to the success of the organization. All the activities they engage in on a day-to-day basis somehow directly or indirectly contribute to the achievement of the organizational goals. The actions of the employees were found to be a determinant of the present and future growth of the business.
However, the nature of the contribution of the employees was found to be dependent on the level at which they are working. This analysis found that the organization has three main levels of employees; the executives, the middle level managers, and the lower level managers. The role of the executives was mainly making the long-term goals of the organization. The executives at this company do not partake in the day-to-day running of the activities of the organization. The middle-level managers were responsible for the short-term decision making roles. They make decisions that affect the roles of the lower-level managers. Lastly, the lowest level managers were responsible for performing the actual processes that are needed for the achievement of the organizational roles. For example, they directly sell products to the customers daily so that the company can get its sales revenue. These three levels of employees have to work together for the overall organizational objective to be achieved.
How the Organization will Change while Meeting its Strategic Objectives in the Future
Given the current state of the organization, the management will need to make a few changes to achieve its objectives in the future. One of the changes that is needed is the development of job descriptions. This analysis revealed that most of the employees do not have an official understanding of what is expected of them by the management. They have an idea of what they do on a daily basis. However, due to the lack of an official job description, some of the employees’ roles overlap. A job description helps the employees to be more productive because they have a better understanding of what is expected from them. They will also understand the skills that they need to achieve the best results for the organization.
Another change that is needed for the organizati ...
Please make editsrevisions to correct the paper. Effect o.docxmattjtoni51554
Please make edits/revisions to correct the paper.
Effect of Motivation, Performance, and Empowerment on Business Effectiveness
Windsong Village Nursing and Rehabilitation can make progress through cutting edge viability and adequacy by inspiring workers. Authoritative viability as the thought of how adequate an association is in accomplishing the association's central goal. The development of representative fulfillment and inspiration think about the efficiency development and business aftereffects of the organization. Social insurance associations' prosperity relies on upon the workers, representative treatment, their abilities and skills, and their endeavors in the interest of the human services association.
Representative inspiration, which is an administrator's greatest test, is basic to the adequacy of an association. Work inspiration is a basic determinant of individual and authoritative achievements. Inspiration can assume a basic part in a large portion of the convincing difficulties confronting the workforce in the wellbeing area since inspiration connections to work, authoritative productivity, and representative inspiration as preconditions for achievement in business. To expand the worker inspiration toward the vision and mission, every association needs to place accentuation on their staff's welfare.
An motivated worker is responsive to positive objectives and goals he or she should accomplish. Inside spurred representatives have a tendency to relate their own headway to their work and association's progressions, and proactive individuals recognize openings and follow up on them, demonstrate activity, make a move, and continue on until important change happens. The prompt result of dampened representatives is no engagement at work, and the business may crumple without workforce engagement spurred on enthusiastic and otherworldly terms.
The effective utilization of individual capacities can improve execution and hierarchical picture. The social insurance workforce strongly affects wellbeing framework execution. The proprietors of an association can't accomplish their hierarchical goal all alone on the grounds that workers' individual execution significantly affects the authoritative execution. Passionate insight assumes a basic part with respect to hierarchical results, for example, work execution and occupation fulfillment, particularly when the emphasis is on human connection representatives. a representative could give an uplifting state of mind something to do by buckling down, being timely and standard to work, and contributing definitively to the satisfaction of the association's main goal through inspiration. Working groups, constantly coordinate for enhancing the execution and access to a larger amount of benefitting. Singular execution relies on upon inspiration, though execution of an association is the entirety of the individual execution of the representatives. The individual execution, which influences the.
Running Head DIVERSITY AND INCLUSION1DIVERSITY AND INCLUSIO.docxtodd271
Running Head: DIVERSITY AND INCLUSION
1
DIVERSITY AND INCLUSION
10
Y76
Diversity and Inclusion
Student’s Name
Institution Affiliation
Date
Table of Contents
3Executive summary
3Introduction
4Background information
5Gap Analysis
6Recommendations
6Measures
7Conclusion
8References
9Appendix
9Appendix I Diversity and Inclusion
9Appendix II
10Appendix III: Warwick Model
Executive summary
The paper talks about the essence of embracing diversity and inclusions in organizations. In the introduction subsection, the paper clearly indicated that embracing diversity is directly proportional to employee performance in organizations. For instance, organizations that embrace the trait tend to have employees that have respect for one another and those that also cooperate with one another and hence ensuring that success is always achieved . Into the paper, we have the background information that tries to explain the mission of Florida Army National Guard (FLARNG), which is an organization that I worked for in the past. In this section, their mission and goals are explained to be aiming at ensuring diversity and inclusion is always maintained. The paper also discusses the Gap Analysis which is explained to be made of five components (Skerry, 2017). They include the inner context, outer context, business strategy context, HRM content and HRM context. Finally, there are recommendations that clearly point out what organizations should do to make sure that diversity and inclusion are maintained. For instance, employee selection should be made fair by enacting laws that prevent unfairness in the whole process.
Introduction
Team performance is always the measure to determine the cooperation that exists between the respective members who form the team. The performance can either be high lower or average depending on the level of cooperation among the team members. Where a high performance is witnessed, there is a great possibility of a good cooperation among the members. On the other hand, lower performance in the team may depict poor cooperation among the team members. Finally, average performance shows that the team is struggling between having some form of cooperation and not having cooperation (Flack, 2018).
Embracing diversity and inclusion in organizations where a number of people come together to work always leads to increased team performance. This is usually made possible by making sure that each employee or team member embraces the diversity in others as far as aspects such as race, color, marital status, origin and many others are concerned. The culture of embracing diversity and inclusion makes the members develop self-respect as well as respect for others and hence maximum cooperation will be achieved for the better of the organization (Katila et al., 2010).
Embracing diversity and inclusion within an organization helps strengthen the fabric that holds the team together in terms of their psychological togetherness, their emotional ne.
Running Head WEEK 1 DB QUESTIONS .docxtoltonkendal
Running Head: WEEK 1 DB QUESTIONS 1
WEEK 1 DB QUESTIONS 5
Week 1 DB Questions
Tyrell S Grant
Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
Shared information is more important to a learning organization as compared to an efficiently performing organization because a learning organization needs transformation. Through the shared information, different stakeholders of the organization can learn different concepts that will enable them to be more effective on their contribution towards the success of the organization. On the contrary, the shared information is not so important to an efficient organization because it believes that it has achieved the best results. Therefore, there is no need or room for improvement. Learning organizations find such information so important because they can implement it in different departments to make sure that processes and activities are improved for the interest of boosting the efficiency of the organization (Michael, 2011).
An organization’s approach to sharing information is related to other elements of the organization because they need to work together to achieve a common goal. For instance, an organization needs relevant information that will enable it to develop the right structure that will assist it in achieving its goals. Additionally, the kind of information that an organization possesses as well as how it is shared affects the nature of the structure that is developed. Taking into consideration other elements such as strategy, the information shared in an organization affects this. For instance, the approach that an organization chooses to share information depends on the strategy in use. Keeping this in mind, it is noted that sharing of information is related to strategy.
What are some differences that one might anticipate among the expectations of stakeholder for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
Stakeholders in nonprofit and for-profit organizations have different expectations. The two kinds of organizations are based on completely different principles, and these affect the expectations of the stakeholders. A stakeholder in a nonprofit organization expects the organization to deliver the purpose for which it was established (Wolf, 2012). For instance, if an organization was established to help the needy, it should accomplish this objective. On the contrary, stakeholders of a for-profit organization have different expectations. For instance, a shareholder expects the organization to be effective regarding business so that he can realize increased returns f ...
Teamwork and team building capacity of Nepalese managers: An Analysis of Emer...scmsnoida5
The roles of teaming in any organization do not
require any lengthy expression. Without teaming
up of the employees hardly organizations achieve
any success. The major purpose of organizations to
meet competitive challenges of these days, become
far from reach in the absence of effective teams led
by efficient manager. This article addresses issues
on how far Nepalese managers are successful
in building teams in their organizations, what
factors are responsible for successful operations of
teams, how Nepalese managers are different from
managers of other Countries in this regard. The
methodology uses both primary and secondary
data. Research approach is qualitative as well as
quantitative (mixed approach).
1
ASSIGNMENT 3
ASSIGNMENT 3 2
Assignment 3
Motivation is key for the success of a company as it facilitates the attainment of the company goals and initiatives. It is the responsibilities of managers to induce motivation with the purpose of giving the company direction. The creation of a mission driven organization is a way of motivating employees. In international organizations, task-driven organizations enable employees to align their goals with the goals stated by the organization. Factors such as fostering career development and the promotion of personal growth are ideal for the growth of the company. The application of award recognition is a recommendable practice that focuses on positive idea alignment. It recognizes the efforts of the employees in the required spectrum by specifying on the basic needs that needs to be attained. However, the plan will face various risks, such as cultural differences, unnecessary competition between employees, and increased conflict. Performing a risk analysis is very suitable for this situation.
The existence of unnecessary competition is an expected risk that can be identified with the motivation program. The application of the award on performance as a way of motivation is an effective tool but has existing setbacks such as increased competition among employees. Ccontinual competition leads to the creation of unhealthy competition that later turns out to be rivalry. The practive can occur between departments and individual employees. This may cause them to adopt unfair practices to negatively affect the organization's better performance (Hidayah & Windijarto, 2018). On the other hand, the unnecessary competition leads to the rise of conflict amongst employees. This would make the organization to focus more on the conflict and competition and shifting its focus away from its goals and performance.
Cultural difference is a key risk associated with the practice based on the different environment that the company experiences. The culture in East Asia is not the same one in Europe and the United States. This issue is a factor that the company is likely to go through on a regular basis. The motivational approach that may apply in the Middle East may not apply in Africa making it a major risk that the company needs to assess (Hopkins, 2016). This factor is mainly related to religion and morality, and it is believed that certain employees from the region may have it. The identification of the factor as a key risk plays an important part in ensuring that cultural variations are given a broader thought as they make all the motivational methods that were identified to be practically ineffective.
Cultural differences create a key impact in the effectiveness of the motivational approaches that I would apply in the dimensional company setting. The integration of the multicultural themes can prove to be difficult based on the different cultural stereotypes that may exist. These factors create difficulties ...
Running head EMPLOYEE INVOLVEMENT IN AN ORGANIZATION1EMPLOYEE .docxsusanschei
Running head: EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 1
EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 8
Employee Involvement Within an Organization
Millicent Prescott
Mulugeta Dessie
Strayer University
Leadership and Organizational
February 8, 2017
Outline
Thesis: Every organization aims at creating a progressive work environment based on trust, collaboration, teamwork, creative problem solving, and outstanding customer service. To achieve this, there is need for the leadership faculty to invest and understand the organization’s most valuable asset, the employees. Quality within an organization starts with an empowered and involved workforce.
I. Introduction
A. Employee involvement reflects the direct participation of employees in a bid to fulfill both the mission and objectives of the organization, and also help in decision-making and problem-solving processes.
II. Discussion
A. Drivers of employee involvement
i. Empowering employees, aligning employee efforts with organizational strategies, Supporting and recognizing employees, helping employees in their growth and development, Promoting collaboration and teamwork within the employees.
B. Relationship between employee involvement and organizational performance
i. There exists a positive relationship between involvement and organizational performance.
ii. Employee involvement ensures profitability, productivity, consumer safety and loyalty, and employee retention.
C. Employee involvement strategies
i. Employee involvement starts from the management level.
ii. The strategies may include enhance communication in the workplace, providing with advancement and development opportunities, providing the employees with adequate training and whatever they need to accomplish their tasks, motivating them through incentives and establishing a solid feedback system.
III. Conclusion
Active participation works to the benefit of both the employees and the entire organization. Employee involvement provides with a myriad of positive outcomes to the organization and for employees. To that end, organizations should ensure their employees always participate in decision-making processes, have adequate training, and ensure the presence of incentives in order to ensure employee participation.
Main Paper
Introduction
In the history of businesses and organizations, contemporary managers have agreed that of all times, this century demands more productivity and enhanced efficiency (Markos et al. 2010). It clear that every business is aiming at improving its performance, though managers are constantly dealing with numerous challenges just to keep their businesses ahead of competition. The need to improve productivity within organizations has prompted to these managers employing management tools, as suggested by scholars and researchers. Some of these tools include the Total Quality Management tool and the Process Re-Engineering tool (Markos et al. 2010). These tools, primarily focusing on process and operatio ...
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
1. A Reflection paper on implementation of Employee effective relations towards
solving corporate challenges and enhancing performance
Student details
Institution Affiliation
Date
2. Introduction
The management of employee in any corporate organization has been identified
as an integral part of the management process. Workers in any organization have been
viewed as the most and the primary determinants and the leading factors that can
support any given organization's success-failure within a competitive environment.
According to various concepts learned in class, today's prosperity or the survival of a
corporate in a turbulent and rapidly growing innovation environment mostly depends
on the employee's quality. The aspect of employee quality strictly reflects the depth
and breadth of the organizational leadership knowledge to all the roles played towards
the worker's engagement and the promotion of the flexible corporate strategies which
aims in improving the organization standard and the performance as the main goals.
Through sharing with my classmates, it's dedicated most of the executive corporate s
view human resources as the primary contributor towards the accomplishment of the
overall corporate objectives. Therefore, this paper will focus on developing a critical
reflection of various essential learned concepts of employee relations policies and the
implications it has towards the organization's performance at large.
Effective leadership and practical relation among the workers are the major
discussion issues I promise to keep and always spread their significance to any
corporate organization (Siddique, 2018). The unit specifically dealt with the
significant challenges which affect the performance of the organization. Still, my
reflection in this critical study looks upon the various advantages of ensuring good
relations and being loyal to all workers in any organization. Though the aspects and
the significance of employing effective public relations but be identified as a problem
by itself am entirely convinced that this would serve as one of the most reliable
approaches towards improving the corporate environment and even motivating the
3. workers. The corporate progress lies in the concepts of teamwork where every person,
despite their position, is being valued and respected for their roles in ensuring this
organization achieves its set innovation target. The call for significant public relations
being one of the fundamental aspects learned in this unit. My ideal purpose gives it a
direct connection to the ancient researches, which has therefore displayed the
importance of this aspect in any organization and how effective they can apply
towards solving or eliminating the corporate crisis, which has always been an issue to
the performance appraisals among the workers and the entire organization at large.
Looking at the present condition of various business organizations across the
global economy, I strongly feel most of this organization recognizes employing
effective workers relation policies which have worked as the greatest strength of all
the operational work. Effective worker relations are being used in many business
organizations. Ever since the conception of the latest corporate group, the idea of
workers relation has worked and been identified as a very critical element in private
and public organizations. The present rapid growing competition in various
established corporate organizations like IKEA is o a daily calling for a constant need
to implement effective policies to initiate a harmonious relationship between the
workers and their employers (Prybil et, al 2019). These established organizations have
been able to handle most of the internal conflicts, which negatively affects the
performance of the organization. The hidden solution of preventing or offering an
effective solution to any tragic problem in an organization has been the most
challenging policy to implement since some of the leaders today still lack the required
leadership styles.
The management of the employee's relationship with their bosses or the
entire leadership structures is seen as a progressive concern that can affect the
4. performance of both the staff and management team lead by the managers in an
organization like the Tertiary institutions—having undergone various critical studies
on the Major problems which the organization of all sort experiences, the issue of
public relation and the management policy implementation are being identified as key
areas which still need to be researched broadly. Deliberating on the few things that
trigger unreliable forms of relationship between the team members and their leaders,
the worker's satisfaction could be the target trait to concentrate on through random
discussions with my classmates of where most of the reasons why most of the
employees seen neglected and not valued in the organizational platforms like in the
decisions making windows are the main elements which influence the related aspects
which directly or indirectly affects the ova-roll performance (Chen, et al 2016).
The ongoing debate on how the human resource department policies impact a
business organization's performance places public relations issues on the front board.
Basing my discussion on the present research, the whole HR practices department
has played a significant role in ensuring any organization's performance, mainly on
top where the workers are treated with loyalty and respect under a well-drafted by-law.
However, the same department displays a vacuum ground of where various corporate
crisis starts and how this negative side is not included in the part of the positive
practices implemented by the HR to improve the performance. Lack of aggressiveness
among some corporate managers and common leadership styles are the significant
characteristics that trigger poor relationships among the workers, thus disputing their
capabilities (Saira et, al 2020). Some of them find the provided corporate so unhealthy
to stay and they end up resigning. The advancement of the public relation policies at
one side leads to weakening of the organization or failure of the organization when
not implemented fully, and also may play a significant role in strengthening the
5. performance and schedule delivery of the organization within the set period since
people are satisfied and free to each other.
Reflecting on how significant public relation would serve a vital role in any
given organization, am designing a long-term and short-term developmental strategy
of all the organizational environments (Sanden, 2020). The need to amend and
implement public relation policies calls for corporate social stability, which is an
essential feature that encourages teamwork among the employees through the aspects
of equality and the advantages of subject cost-benefit analysis within the organization.
By calculating the entire worth of practical relation among the employees and the
management through the subtraction of the rewards and costs, there is room for unity
and development of better crisis solving models when they arise within the
organization.
The impacts of good relationships within any given organization lead to
better results and initiate numerous network connections in national and international
market forms. In my own opinion, I feel when it comes to marketing and production
of quality products, workers are the primary determinants (Prakash et al, 2020). The
feeling of being recognized and engaged in all decisions making platform gives these
workers a platform to raise their concerns and opinions, which are useful in reducing
any changes which may lead to the outbreak of any crisis from the financial crisis, the
management crisis, or the customer relationship management issues. The idea of
bringing the entire team on board to share various concerns, which might help in the
organization's developmental progress, does not start from the management team but
rather from the virtual teams who are the fundamental elements towards any
well-performing companies agenda.
6. According to various class task responses, most of my classmates raises an
essential argument on public relations. The argument critically justifies that the
related policies are customarily registered with several forms, which mostly depends
on the nature and the size of the organization (Yadav et al, 2020). Various debates
within class debate lessons justify that most of the big and established organizations
can perform and meet the required objectives through the maintainability of practical
aspects of relationship since each person in this organization in one way or the other
needs each other—the call for teamwork and togetherness in handling various
challenges common in any organization. Our debates cover the source and the impacts
registered as outcomes when the issues of organizational disputes arise and
consequences when the administrative team joins hands together to fight as one team.
In my opinion, most organizations are suffering much when it comes to
implementing effective worker's related policies. The management structure's
weakness remains the main body to blame due to the policy implantation's failure
even though the repercussions of low working environment hits the two sides.
Looking at the business organizations' previous structures in well-established
countries like China and America, there is still a poor implementation technique of
collective agreements between them (Weiner, 2020). These issues are initiated by
inequality, discrimination, and other unethical problems, which have led to distrust,
emotional exhaustion, and even apprehension, which are most common in public
sectors. Poor relations negatively affect the minorities in the organization since they
are denied civil rights and the freedom taken. Inequality and organizational disputes
among the employees in minor positions are linked with salaries where the top
leadership takes their pensions and allowances. These are but some of the real-life
7. examples that I strongly feel influence the workers' wellness and relationship, which
directly affects corporate performance.
In conclusion, I strongly feel the worker's relationship is an essential
ingredient in any organization. Promoting and implementing significant relationships
enhances productivity and performance and plays a critical role in solving various
challenges emerging within the organization. Relating this aspect in my future career
practices, I strongly feel they will play the cornerstone role and enhance my
managerial coordination of workers' activities, which will help in my organizational
survival. By implementing these aspects, feel satisfied the organization achievements
will a; always be facilitated and still protecting the interests of workers and their
welfare between the organization structure leadership. In general, it will mark the
beginning of trusted and commitment aspects, which are critical values towards
corporate performance.
8. References
Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between
person-organization fit and job satisfaction. Journal of Managerial
Psychology.
Prakash, Chandra, Maria Besiou, Parikshit Charan, and Sumeet Gupta. "Organization
theory in humanitarian operations: a review and suggested research
agenda." Journal of Humanitarian Logistics and Supply Chain
Management (2020).
Prybil, L. D., Popa, G. J., Warshawsky, N. E., & Sundean, L. J. (2019). Building the
case for including nurse leaders on healthcare organization boards. Nursing
Economics, 37(4), 169-197.
Saira, S., Mansoor, S., Ishaque, S., Ehtisham, S., & Ali, M. (2020). Training
effectiveness and employee outcomes: a study of an Australian manufacturing
organization. European Journal of Training and Development.
Sanden, G. R. (2020). Ten reasons why corporate language policies can create more
problems than they solve. Current Issues in Language Planning, 21(1), 22-44.
Siddique, C. M. (2018). Learning organization and firm performance. International
Journal of Emerging Markets.
Weiner, B. J. (2020). A theory of organizational readiness for change. In Handbook
on Implementation Science. Edward Elgar Publishing.
9. Yadav, G., Luthra, S., Jakhar, S. K., Mangla, S. K., & Rai, D. P. (2020). A framework
to overcome sustainable supply chain challenges through solution measures
of industry 4.0 and circular economy: An automotive case. Journal of
Cleaner Production, 254, 120112.