A study on organizational behavior
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The document discusses a study on organizational behavior. It introduces organizational behavior as a field devoted to understanding individual and group behaviors within organizations. It also discusses the "RED Analysis" approach used by researchers to recognize, explain, and develop issues. The study revealed that female managers are more influenced by groupthink, female employees contribute more to team outcomes, and female managers value communication more with employees. It provides references on organizational behavior literature.
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Module 1 bba hbo
This document provides an introduction to organizational behavior (OB). It defines OB and outlines its key elements and scope. OB draws from contributing disciplines like psychology, sociology, social psychology, and anthropology. The document presents an OB model that identifies the primary independent variables (like personality, group structure, organizational culture) and dependent variables (like job satisfaction, productivity, turnover) in OB. It also discusses the three levels of analysis in OB: individual, group, and organizational.
Motivation & its theories
Motivation is defined as the set of forces that lead people to behave in certain ways to achieve organizational and individual goals. It is a psychological process that can be positive if based on incentives or negative if based on punishment. Motivation involves effort to achieve needs and goals, directed persistently to improve performance. It is complex and difficult to predict due to individual differences in behavior. Motivation can be intrinsic through self-generated drives or extrinsic through external incentives.
Leadership
Tridev Puri was asked to take over the foods division of Kumon India and pursue a 35% growth target after the director Yatin Kak resigned. Puri adopted the leadership styles of being transformational, authentic, and striving for innovation in order to build team morale and inspire employees who had relied heavily on Kak. In contrast, another manager Gurdeep Kalra worked alone without delegating or interacting with his team, which negatively impacted morale. The case study highlights the importance of building team spirit, goal setting, flexibility, planning, and not over-relying on individual leaders for long-term organizational success.
Organizational Behavior: A Study on Managers, Employees, and Teams
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
Written Case Analysis (Organizational Behavior)
Written case analysis and report for 5 case incident. A group assignment for Organizational Behavior (MGT 4110) subject.
foundation of decision making
The document outlines key aspects of decision making including:
1) The rational decision making process involves 8 steps: identifying the problem, developing alternatives, analyzing alternatives, criteria development, weighting criteria, selecting the best alternative, implementing, and evaluating.
2) Decisions can involve certainty, risk, or uncertainty and bounded rationality limits full rationality.
3) Group decisions have advantages like more complete information but disadvantages like time costs and pressure to conform.
4) Techniques like brainstorming and nominal groups can improve group decision making effectiveness.
Organizational Case Study: Root Cause of All Organizational Problems
The document provides background information on the XYZ Company, which was established in 1988 and became a market leader in IT and telecommunications. It discusses issues facing the company such as poor communication, conflicts, and lack of career development. Using a 5 Whys technique, the root cause of low productivity is identified as corporate greed, with senior managers desiring to strengthen their authority at the expense of subordinates. The document proposes solutions like emphasizing collaboration over competition, providing learning opportunities rather than monetary rewards, and hiring new managers to change the outdated management system and culture of greed.
A technical approach for Decision Making
This document discusses key aspects of managerial decision making including:
- The rational and bounded rationality models of decision making
- The decision making process and common errors/biases that can occur
- The role of intuition in decision making
- Different types of decisions managers face like programmed vs nonprogrammed and certainty vs risk vs uncertainty
- Group decision making advantages and disadvantages
- Contemporary issues like forecasting, creativity, and ringisei decision making in Japanese companies.
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Module 1 bba hbo
This document provides an introduction to organizational behavior (OB). It defines OB and outlines its key elements and scope. OB draws from contributing disciplines like psychology, sociology, social psychology, and anthropology. The document presents an OB model that identifies the primary independent variables (like personality, group structure, organizational culture) and dependent variables (like job satisfaction, productivity, turnover) in OB. It also discusses the three levels of analysis in OB: individual, group, and organizational.
Motivation & its theories
Motivation is defined as the set of forces that lead people to behave in certain ways to achieve organizational and individual goals. It is a psychological process that can be positive if based on incentives or negative if based on punishment. Motivation involves effort to achieve needs and goals, directed persistently to improve performance. It is complex and difficult to predict due to individual differences in behavior. Motivation can be intrinsic through self-generated drives or extrinsic through external incentives.
Leadership
Tridev Puri was asked to take over the foods division of Kumon India and pursue a 35% growth target after the director Yatin Kak resigned. Puri adopted the leadership styles of being transformational, authentic, and striving for innovation in order to build team morale and inspire employees who had relied heavily on Kak. In contrast, another manager Gurdeep Kalra worked alone without delegating or interacting with his team, which negatively impacted morale. The case study highlights the importance of building team spirit, goal setting, flexibility, planning, and not over-relying on individual leaders for long-term organizational success.
Organizational Behavior: A Study on Managers, Employees, and Teams
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
Written Case Analysis (Organizational Behavior)
Written case analysis and report for 5 case incident. A group assignment for Organizational Behavior (MGT 4110) subject.
foundation of decision making
The document outlines key aspects of decision making including:
1) The rational decision making process involves 8 steps: identifying the problem, developing alternatives, analyzing alternatives, criteria development, weighting criteria, selecting the best alternative, implementing, and evaluating.
2) Decisions can involve certainty, risk, or uncertainty and bounded rationality limits full rationality.
3) Group decisions have advantages like more complete information but disadvantages like time costs and pressure to conform.
4) Techniques like brainstorming and nominal groups can improve group decision making effectiveness.
Organizational Case Study: Root Cause of All Organizational Problems
The document provides background information on the XYZ Company, which was established in 1988 and became a market leader in IT and telecommunications. It discusses issues facing the company such as poor communication, conflicts, and lack of career development. Using a 5 Whys technique, the root cause of low productivity is identified as corporate greed, with senior managers desiring to strengthen their authority at the expense of subordinates. The document proposes solutions like emphasizing collaboration over competition, providing learning opportunities rather than monetary rewards, and hiring new managers to change the outdated management system and culture of greed.
A technical approach for Decision Making
This document discusses key aspects of managerial decision making including:
- The rational and bounded rationality models of decision making
- The decision making process and common errors/biases that can occur
- The role of intuition in decision making
- Different types of decisions managers face like programmed vs nonprogrammed and certainty vs risk vs uncertainty
- Group decision making advantages and disadvantages
- Contemporary issues like forecasting, creativity, and ringisei decision making in Japanese companies.
Case study on power and politics
Mr. Kabir refused the GM's request to use a company car for personal reasons during work hours, citing it would interfere with the car's duties. In retaliation, Mr. Kabir's boss threatened to fire or transfer him at the request of the GM. Mr. Kabir used his position in the staff union to send a formal request for approval of personal car use to expose the misuse of power. Realizing the implications, Mr. Kabir's boss refused to sign but still aided the GM.
Case study: organizational behavior and management
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This document discusses power and politics. It defines organizational politics as activities to acquire and use power to achieve preferred outcomes when there is uncertainty or dissent over choices. Political behavior in organizations can be caused by factors like survival/success being at stake, scarcity of resources, and mixing personal and professional life. Consequences include decreased productivity, stress, and turnover. Factors contributing to political behavior include individual traits and organizational factors like promotion opportunities and performance evaluation systems. Employees may respond to organizational politics with impression management techniques or defensively through behaviors like avoidance or blame. The case study discusses the murder of Nitish Katara by influential criminals, where witnesses changed statements due to political pressure. Determining if a political action is ethical involves questions
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Bella’s A Case Study In Organizational Behavior
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Organizational Behavior Global 17th Edition Robbins Solutions Manual
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Organizational behavior
What is Organizational Behavior
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Its framework,history and importance to manager.
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The document discusses organizational behavior and provides definitions, goals, and key concepts of the field. It covers:
- Definitions of organizational behavior as the study of how individuals and groups act in organizations.
- Goals of organizational behavior as describing, understanding, predicting, and influencing human behavior in organizations.
- Key influences on organizational behavior including people, structure, technology, and the external environment.
Organizational Beahavior Ch1.pptx
This chapter introduces organizational behavior (OB) and defines it as the study of how individuals and groups act within organizations and how their behaviors affect organizational performance. It discusses the importance of interpersonal skills for managers and describes managers' roles and functions. The chapter also identifies the major behavioral science disciplines that contribute to OB, such as psychology, sociology, and anthropology. Finally, it outlines challenges and opportunities for applying OB concepts, like managing diversity and stimulating innovation, and compares the three levels of analysis in the book's OB model: inputs, processes, and outcomes.
Organizational Beahavior Ch1.pptx
This chapter introduces organizational behavior (OB) and defines it as the study of how individuals and groups act within organizations and how their behaviors affect organizational performance. It discusses the importance of interpersonal skills for managers and describes managers' roles and functions. The chapter also identifies the major behavioral science disciplines that contribute to OB, such as psychology, sociology, and anthropology. Finally, it outlines challenges and opportunities for applying OB concepts, like managing diversity and stimulating innovation, and compares the three levels of analysis in the book's OB model: inputs, processes, and outcomes.
L.L Cummings 1978 Toward Organization behavior
This document discusses the evolution and definition of organizational behavior (OB) as a field of study. It defines OB as the study of individuals and groups within organizations, with a focus on individual and micro-level interactions. The document outlines three dimensions that define the conceptual domain of OB: (1) an independent variable-dependent variable framework for problem-solving, (2) an orientation toward facilitating change, and (3) a humanistic concern for self-development. The document also discusses how OB has developed constructs, models, facts, and technologies to study topics like motivation, leadership, and organizational structure. Finally, it concludes that traditional distinctions between OB and related fields are blurring, suggesting a movement toward an "enacted
organizational Behavior
This document provides an overview of organizational behavior including its definition, origin, theoretical frameworks, and importance for managers. Organizational behavior is defined as the study of human behavior in organizational contexts with the goal of improving organizational effectiveness. The origins of OB began with the famous Hawthorne studies from the 1920s. There are three main theoretical frameworks in OB: the behaviorist framework, cognitive framework, and social learning framework. The behaviorist framework includes classical and operant conditioning. The cognitive framework focuses on human thought processes like expectations and intentions. And the social learning framework emphasizes reciprocal interactions among cognitive, behavioral, and environmental factors. Understanding OB provides managers with tools and theories to analyze and improve employee behavior for better organizational performance.
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Nancy improperly used her power as a customer service representative to directly ship parts to a distributor and bill them, which broke company rules. As a result, Nancy should write an apology letter and be fined to discourage future rule breaking. The company needs to clearly define rules, punishments, and appropriate use of power and authority to prevent misuse of power by employees. Nancy misused her power, which goes against organizational ethics and structure, so she must be held responsible for breaking the rules.
Organizational Behavior-Power and politics (Case Study)
This document discusses power and politics. It defines organizational politics as activities to acquire and use power to achieve preferred outcomes when there is uncertainty or dissent over choices. Political behavior in organizations can be caused by factors like survival/success being at stake, scarcity of resources, and mixing personal and professional life. Consequences include decreased productivity, stress, and turnover. Factors contributing to political behavior include individual traits and organizational factors like promotion opportunities and performance evaluation systems. Employees may respond to organizational politics with impression management techniques or defensively through behaviors like avoidance or blame. The case study discusses the murder of Nitish Katara by influential criminals, where witnesses changed statements due to political pressure. Determining if a political action is ethical involves questions
Case study on hsbc
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JetBlue was founded in 1998 with the goal of bringing humanity back to air travel. It initially operated routes between New York City and destinations in the Caribbean and New England. To address operational issues like customer service problems and employee dissatisfaction, JetBlue partnered with an organizational development consulting firm to assess and improve its organizational culture. They used a survey tool to monitor changes in the culture over time in areas like adaptability, mission, consistency, and employee involvement. The project helped create a more positive work environment and efficient communications to reduce flight delays.
Organizational Behavior Case Study
This is the presentation which get a good credit from Miss Syahrina 'Adliana in FSPP for AM225. This file can be referred to get a good marks in case study. :D
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The document describes UPS's Community Internship Program (CIP) which aims to improve cultural understanding and empathy among managers. The monthly program places 50 executives each year in communities around the country to experience challenges faced by employees and citizens. A UPS manager credits his CIP experience with helping him better understand an employee's need for time off to care for family. The program opened his eyes to issues of poverty and inequality that some employees face. It is believed to help managers relate better to UPS's diverse workforce.
A case study on motivation
This document discusses motivation strategies used by Tesco, a large British retailer. It began as a small market stall in 1919 and has since expanded internationally with over 2,200 stores. Tesco uses both financial and non-financial rewards to motivate its over 468,000 employees globally. Strategies discussed include competitive pay and benefits, training opportunities, recognition programs, flexible work schedules, and soliciting employee feedback to ensure a supportive work environment.
Case study on organizational behaviour
Cool Products is expanding its packaged condiments business to Rajasthan and is establishing a new production unit in Kota. They are considering two candidates for General Manager: Mr. Varun Tyagi, a production manager with 10 years of experience in the food industry, and Mr. Avinash Kale, an MBA holder with excellent academics and a task-oriented leadership style. As a consultant, the document analyzes the strengths and leadership styles of both candidates to determine that Mr. Varun Tyagi, with his relevant experience, supportive behavior traits, and consultative leadership style, would be the best choice for GM.
Bella’s A Case Study In Organizational Behavior
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Given your understanding of job satisfaction and employee engagement, discuss/describe why each is important in organizational settings?
Discuss/offer your insights regarding the results of the employee survey. As you study the results, what stands out? What conclusions can you draw?
Offer general suggestions/recommendations to Kris Jenkins regarding how to improve the job satisfaction and employee engagement of Bella’s workforce.
Evaluate Kris Jenkins’ decision to accept the general manager’s position. Given the information available, did she make the right decision? Why or why not?
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Organizational Behavior Global 17th Edition Robbins Solutions Manual
This chapter introduces organizational behavior and provides an overview of the key topics covered in the textbook. It discusses how OB draws from various behavioral science disciplines like psychology, sociology, and anthropology. The chapter presents an OB model that examines individual, group, and organizational level variables as inputs, processes, and outcomes. It also outlines challenges and opportunities for managers in applying OB concepts, such as managing workforce diversity, improving customer service and employee well-being, and responding to globalization.
Organizational Behavior
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
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Organizational Behavior
Organizational behavior (OB) involves studying how individuals and groups function within organizations to accomplish work. Managers play an important role as they interact with others and direct activities to achieve organizational and personal goals. Manager's interpersonal skills are important because views of organizations are changing from seeing them as machines to seeing them as social systems where relationships among individuals are important. OB draws on various behavioral disciplines like psychology, sociology, and anthropology to study individual behavior, group behavior, organizational structure, and their impact on organizational effectiveness and efficiency.
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Organizational behavior is the field of study that investigates how individuals, groups, and organizational structure impact behavior in organizations. It draws from various contributing disciplines including psychology, sociology, social psychology, anthropology, and political science. There are many challenges and opportunities for organizational behavior today, such as responding to globalization, managing workforce diversity, improving quality and productivity, and improving customer service. Organizational behavior aims to understand and predict workplace behaviors in order to help organizations operate more effectively and improve outcomes like productivity, job satisfaction, and organizational citizenship.
Organizational behavior
What is Organizational Behavior
The study and application of knowledge about how people, individuals, and groups act in organizations.
Its framework,history and importance to manager.
Ob first module
The document discusses organizational behavior and provides definitions, goals, and key concepts of the field. It covers:
- Definitions of organizational behavior as the study of how individuals and groups act in organizations.
- Goals of organizational behavior as describing, understanding, predicting, and influencing human behavior in organizations.
- Key influences on organizational behavior including people, structure, technology, and the external environment.
Organizational Beahavior Ch1.pptx
This chapter introduces organizational behavior (OB) and defines it as the study of how individuals and groups act within organizations and how their behaviors affect organizational performance. It discusses the importance of interpersonal skills for managers and describes managers' roles and functions. The chapter also identifies the major behavioral science disciplines that contribute to OB, such as psychology, sociology, and anthropology. Finally, it outlines challenges and opportunities for applying OB concepts, like managing diversity and stimulating innovation, and compares the three levels of analysis in the book's OB model: inputs, processes, and outcomes.
Organizational Beahavior Ch1.pptx
This chapter introduces organizational behavior (OB) and defines it as the study of how individuals and groups act within organizations and how their behaviors affect organizational performance. It discusses the importance of interpersonal skills for managers and describes managers' roles and functions. The chapter also identifies the major behavioral science disciplines that contribute to OB, such as psychology, sociology, and anthropology. Finally, it outlines challenges and opportunities for applying OB concepts, like managing diversity and stimulating innovation, and compares the three levels of analysis in the book's OB model: inputs, processes, and outcomes.
L.L Cummings 1978 Toward Organization behavior
This document discusses the evolution and definition of organizational behavior (OB) as a field of study. It defines OB as the study of individuals and groups within organizations, with a focus on individual and micro-level interactions. The document outlines three dimensions that define the conceptual domain of OB: (1) an independent variable-dependent variable framework for problem-solving, (2) an orientation toward facilitating change, and (3) a humanistic concern for self-development. The document also discusses how OB has developed constructs, models, facts, and technologies to study topics like motivation, leadership, and organizational structure. Finally, it concludes that traditional distinctions between OB and related fields are blurring, suggesting a movement toward an "enacted
organizational Behavior
This document provides an overview of organizational behavior including its definition, origin, theoretical frameworks, and importance for managers. Organizational behavior is defined as the study of human behavior in organizational contexts with the goal of improving organizational effectiveness. The origins of OB began with the famous Hawthorne studies from the 1920s. There are three main theoretical frameworks in OB: the behaviorist framework, cognitive framework, and social learning framework. The behaviorist framework includes classical and operant conditioning. The cognitive framework focuses on human thought processes like expectations and intentions. And the social learning framework emphasizes reciprocal interactions among cognitive, behavioral, and environmental factors. Understanding OB provides managers with tools and theories to analyze and improve employee behavior for better organizational performance.
Organizational behavior chapter one
Organizational behavior involves studying how people interact within organizations to accomplish work. It deals with both structural elements as well as processes. Managers play an important role interacting with others as part of the process component. Organizational behavior draws from various behavioral sciences like psychology, sociology, social psychology, anthropology, and political science. Understanding individual and group behaviors and how they are influenced by organizational structure is important for improving organizational effectiveness and efficiency.
Chapter 5a w.a. kritsonis, ph d - lecture notes - decision making
The document discusses leadership theories in educational administration. It presents six major categories of school leadership: instructional, transformational, moral, participative, contingency, and managerial. However, there is no clear definition of leadership and the categories overlap. Contingency theories propose that leadership style depends on situational factors like subordinate skills and environmental forces. Effective leadership results from an interaction between a leader's traits, behaviors, and the situation.
Group effectiveness
The document discusses various factors that influence team effectiveness, including group psychological traits like cohesion, norms, affects, cognition, certainty, and attribution biases. It examines Belbin's team role theory and describes different types of teams. The conclusion is that cognitive and affective dimensions impact outcomes differently and that factors influencing effectiveness depend on the type of team.
Organisasi
This document discusses organizational behavior and provides definitions and models of organizations. It defines organizational behavior as the field studying how individuals, groups and structure impact behavior in organizations. It presents three models of organizations: behavior, structure, and processes. For behavior, it discusses individual characteristics and motivation as well as group behavior, leadership and politics. For structure, it discusses organizational design and job design. Finally, for processes, it discusses communication and decision making as important organizational processes.
Organisational behaviour
detailed study of OB , introductions ,goals, scope, historical development, applications and uses, models, limitations of OB, future of OB, complete indepth case study for seminars and presentations.
Running head ANNOTATED BIBLIOGRAPHY1ANNOTATED BIBLIOGRAPHY.docx
Running head: ANNOTATED BIBLIOGRAPHY 1
ANNOTATED BIBLIOGRAPHY 6
Organizational Development
Author’s Name
Course Title
Professors’ Name
Date
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
This book is based on organization development which is a process that is broadly applied in behavioral science practices and knowledge that helps organizations in building their capacity to achieve greater and change effectiveness. This includes employee satisfaction, environmental sustainability and increased financial performances. It also examines assumptions, models, and background of organization development, strategies and other aspects of organization development (OD). I choose this book as it has elaborated the concept of OD to detail as well as its historical evolution in the past 60 years.
Fox, H. L. (2013). The promise of organizational development in nonprofit human services
Organizations. Organization Development Journal, 31(2), 72.
The author advocates for mentally ill, sick children, domestic violence victims, and child abuse and neglect victims. Nonprofit human services organizations which function under an ideology that aims at change for the community, individual, nation, region or world through their missions of advocacy and service. Nonprofit agencies sometimes are caught up in competitive environments as they function with not enough or decreasing resources as well as increasing demand for services. The author feels that organizational development efforts will upgrade internal systems management, build organizations capacity and also develop personnel. This article can be useful because it explores some issues applicable to providing organizational development in these nonprofit agencies which serve as a primer to those thinking of issuing organizational development services.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. (2011). Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions. Journal of Applied Psychology, 96(4), 677.
The belief behind much of this research is that organizational culture is a significant social trait that influences individual, group as well as organizational behavior .it is believed to be shared among organizational levels thus influencing the behaviors and attitudes of employees. Moreover, it a set of assumptions that an organizational or group holds which determines how it thinks, perceives or reacts to different environments.I would use this article since it has explained how organizational development is determined by beliefs, norms or values of an organization.
Lewis, R. (n.d). Strategy and Organizational Development.
Ralph Lewis refers to organizational development as a term that originated from the current thinking in management. This is because organizational development was seen as synonymous which had certain orientation o ...
Syllabus
This 3-credit course on organizational behavior provides an overview of key concepts including organizational theory, group dynamics, motivation theory, leadership, and integrating behavioral science concepts. The primary learning objectives are for students to understand organizational structures and cultures, compare individual and group behaviors, and describe various leadership aspects. Students will be evaluated based on individual/group papers, class participation, and a final exam. Upon completing the course, students should be able to explain organizational theory and analyze leadership styles as they relate to managing organizations and employees. The textbook is Organizational Behavior by Robbins and the instructor is Tran Anh Dung.
Class ob
Organizational behavior is the study of how individuals, groups, and structures influence behavior within organizations to improve effectiveness. It draws from psychology, sociology, social psychology, and anthropology. Key topics include individual attributes and attitudes, group dynamics, and organizational culture and change. Understanding organizational behavior helps predict behavior, influence employees, and enhance organizational performance.
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A study on organizational behavior
- 1. A Study on Organizational Behavior - Selaiman A. Noori & Belal A. Kaifi
- 2. Introduction to Organizational Behavior OB is a field of study devoted to identifying, explaining, and finally developing the behaviors of people both individual and group within organizations. The “RED Analysis” is deployed by researchers for understanding issue related to organizational behavior The “RED Analysis” issues are : 1. R- Recognize 2. E- Explain 3. D- Develop
- 3. Organization Systems Types The two basic types of organization systems are closed and open. The four P’s to understanding organizations as systems:
- 4. Results Revealed by the Study Female managers whave higher scores on becoming influenced by group think. Female employees contribute to team outcomes more than male employees. Female managers will have higher scores in valuing communication with employees.
- 5. References 1. Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2011). Organizational Behavior. New York: McGrawHill/Irwin. 2. Nelson, D.L., & Quick, J.C. (2011). Organizational behavior 7th ed. Mason, OH: Cengage Learning. 3. Maxwell, J.C. (2010). Everyone Communicates Few Connect: What the Most Effective People Do Differently. Nashville, TN: Thomas Nelson. 4. Robbins, S., & Coulter, M. (2005). Management (8th ed). NJ: Pearson.
- 6. References 1. Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2011). Organizational Behavior. New York: McGrawHill/Irwin. 2. Nelson, D.L., & Quick, J.C. (2011). Organizational behavior 7th ed. Mason, OH: Cengage Learning. 3. Maxwell, J.C. (2010). Everyone Communicates Few Connect: What the Most Effective People Do Differently. Nashville, TN: Thomas Nelson. 4. Robbins, S., & Coulter, M. (2005). Management (8th ed). NJ: Pearson.