Organizational dynamics involves continuously strengthening resources and enhancing employee performance or promoting organizational learning, better practices, and strategic management. It teaches students to promote change, drive innovation, and increase teamwork. Organizational behavior is defined as the systematic study and analysis of how individuals and groups act within organizations. It examines organizations at different levels and the top personal qualities for managers are communication, honesty, interpersonal skills, motivation, and strong work ethic.
Contemporary Issues And Challenges In Management Of 21st.pptx.pdfmanneAnisha
This document discusses several key issues and challenges in 21st century management:
1) Total quality management focuses on customer satisfaction and continuous process improvement. Workforce diversity aims to include employees from all backgrounds to gain different perspectives and expand markets.
2) Globalization and innovation create new opportunities through expanded markets but also new competitors. Managing virtual teams requires clear communication, overlapping work hours, and video calls to build trust.
3) An ethical workplace integrates values into daily work and creates a safe space for communication, while rewarding good behavior and partnering with ethical vendors.
Managing the Mosaic - Workforce DiversityRasha Adi
The document discusses diversity in thought processes and defines diversity. It provides examples of how considering different perspectives can provide benefits. Some key points made include:
- Diversity in thought processes is more important than surface attributes like gender, age or religion. Considering a wider range of perspectives is important.
- Organizations benefit from diversity through increased innovation, problem-solving abilities, and avoiding "groupthink". A diverse workforce can better represent customer bases.
- Effectively managing diversity means creating an equitable environment where all groups can perform to their full potential without disadvantages. History shows a shift from equal opportunity to leveraging differences.
- Barriers to effective diversity initiatives include resistance, limited talent pools, and biases,
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
Managing Diversity in The Workplace (HRM)Feby Sandra
This document discusses managing diversity in the workplace. It defines diversity as including differences in age, gender, ethnicity, race, religion, and other attributes. Managing diversity aims to maximize the benefits of a diverse workforce while minimizing potential disadvantages. Some benefits mentioned include improved problem-solving, creativity, customer service, and workforce satisfaction and retention. The document also discusses gender, racial, religious, and disability diversity issues and provides steps for managing diversity effectively such as training, recruitment, and accommodation practices.
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise WorldTEWMAGAZINE
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
Contemporary Issues And Challenges In Management Of 21st.pptx.pdfmanneAnisha
This document discusses several key issues and challenges in 21st century management:
1) Total quality management focuses on customer satisfaction and continuous process improvement. Workforce diversity aims to include employees from all backgrounds to gain different perspectives and expand markets.
2) Globalization and innovation create new opportunities through expanded markets but also new competitors. Managing virtual teams requires clear communication, overlapping work hours, and video calls to build trust.
3) An ethical workplace integrates values into daily work and creates a safe space for communication, while rewarding good behavior and partnering with ethical vendors.
Managing the Mosaic - Workforce DiversityRasha Adi
The document discusses diversity in thought processes and defines diversity. It provides examples of how considering different perspectives can provide benefits. Some key points made include:
- Diversity in thought processes is more important than surface attributes like gender, age or religion. Considering a wider range of perspectives is important.
- Organizations benefit from diversity through increased innovation, problem-solving abilities, and avoiding "groupthink". A diverse workforce can better represent customer bases.
- Effectively managing diversity means creating an equitable environment where all groups can perform to their full potential without disadvantages. History shows a shift from equal opportunity to leveraging differences.
- Barriers to effective diversity initiatives include resistance, limited talent pools, and biases,
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
Managing Diversity in The Workplace (HRM)Feby Sandra
This document discusses managing diversity in the workplace. It defines diversity as including differences in age, gender, ethnicity, race, religion, and other attributes. Managing diversity aims to maximize the benefits of a diverse workforce while minimizing potential disadvantages. Some benefits mentioned include improved problem-solving, creativity, customer service, and workforce satisfaction and retention. The document also discusses gender, racial, religious, and disability diversity issues and provides steps for managing diversity effectively such as training, recruitment, and accommodation practices.
Build Inclusive and Diverse Workplaces in 2023 | The Enterprise WorldTEWMAGAZINE
Let's examines strategies for establishing inclusive and diverse workplaces: 1. The Value of Diversity 2. Fostering Inclusion 3. Crafting Inclusive Policies and Practices 4. Promoting Diversity At All Levels 5. Training and Education 6. Continuous Assessment
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
Managing diversity aims to encourage productive interactions among employees from diverse backgrounds by providing an optimal work environment and business results. Diversity refers to differences in qualities beyond just ethnicity, race and gender, including work experience, education and more. Managing diversity means promoting inclusion and community despite these differences. Managers play a key role in guiding diversity to benefit innovation and inclusion through practices like diversity training. Strategies for managing diversity include developing inclusive recruitment and policies, cultural sensitivity training, and seeking employee feedback. Workplace diversity can provide benefits like improved morale if properly managed, and ignoring diversity issues risks costly consequences.
This document is a final project from a team of 4 students - Toni Belhu, Jon Marti, Ricky Robinson, and Reggie Williams. The project aims to optimize organizational effectiveness through increasing diversity in talent. It identifies that current organizations do not reflect global society and will not in the future. Diversity promotes innovation which will be important for companies to survive in a global economy. The team's stakeholders are listed as well as how success will be measured by having a diversity plan adopted. Constraints and opportunities are discussed at the individual, group, organizational, industry, societal, and technological levels.
This document discusses organizational environments and corporate culture. It begins by outlining the external environment that organizations must adapt to, including macro forces. It then discusses internal organizational structures like functional, divisional, and matrix structures. The document also covers corporate culture and how the tone at the top from leadership influences culture. Strong, positive cultures with caring, respect and meaningfulness are linked to higher employee engagement and financial performance.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
This document provides a business model for diversity management to facilitate global expansion. It discusses how diversity management aids international business through enhanced communication, strong networks, superior knowledge of foreign environments, sound partner selection, and flexible entry options. Managing diversity develops cross-cultural capabilities that are important for navigating complex foreign cultures. However, Australian businesses are not fully leveraging their diverse workforces. The document outlines various action areas like training, recruitment, and metrics that organizations can take to effectively manage diversity for global success.
The document provides an overview of key topics in strategic human resource management including globalization, technology changes, workforce diversity, continuous improvement initiatives, contingent workforces, and ethics. It discusses how HR must adapt practices to understand different cultural environments and ensure effective communication. New skills are required as jobs change with technology, and diversity presents challenges to attract and accommodate various groups. Continuous improvement and employee involvement programs aim to empower workers and improve productivity.
This document discusses the key drivers of innovation in organizations. It identifies 10 main drivers: 1) Corporate culture, 2) Individuals, 3) Teams, 4) The enterprise, 5) Processes, 6) Offerings, 7) Psychological climate, 8) Physical environment, 9) Economic environment, and 10) Geopolitical culture. It explains how each of these factors can encourage and motivate innovation in an organization when supported and leveraged effectively.
This document discusses organizational behavior and culture. It defines organizational behavior as the study of how people and groups act in organizations. Organizational culture is defined as shared assumptions, values and beliefs that govern how people behave in an organization. There are seven key characteristics of organizational culture ranging from innovation to stability. Effective ways to manage culture include focusing on critical behaviors, expanding change capabilities, and activating informal networks. The key to building an effective culture is understanding people and having consistent communication, celebrating successes, transparency, respecting all contributions, and continually benchmarking performance.
Family Dollar Store brought in consultant Erica Mitchell to transform its dysfunctional organizational culture as it was losing market share to competitor Dollar General Store. Mitchell made radical changes like bringing in a new top management team, but this resulted in unintended consequences like declining innovation and sense of ownership. The document discusses strategies for organizational transformation, the importance of aligning corporate culture and strategy, and approaches to large-scale cultural changes.
The document discusses the changing role of HR in the public sector due to austerity measures and spending cuts. It outlines that HR must now help facilitate radical long-term thinking, support leadership development, and be involved early in strategic planning and change initiatives. HR is also tasked with promoting cultural change, engaging employees, and linking internal and external stakeholder consultation. Moving forward, the role of HR includes supporting transformation through vision, leadership skills, and focusing on employee well-being. HR must role model behaviors like communication, customer focus, and teamwork to effectively support organizational change in the public sector.
Leadership and management and the differenceAboodZidan2
This document discusses managing cultural diversity in organizations. It begins by defining cultural diversity as having many groups of people from different backgrounds like language, traditions, and beliefs living together. It then discusses how organizations can manage diversity through their culture, recruitment, training, promotion practices, and addressing biases. It notes both challenges like potential conflicts but also opportunities like diverse perspectives that diversity provides. The document provides examples of how diversity can impact cohesiveness, communication, and morale. It concludes that fostering diversity gives competitive advantages like reduced costs, a strong workforce, and benefits like creativity, problem-solving, and adaptability that are crucial for organizations to be successful.
9. organisation culture and current trends.pptxravi shankar
Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. Think of it as the collection of traits that make your company what it is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional company culture brings out qualities that can hinder even the most successful organizations.
Don’t confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents. You can watch company culture in action when you see how a CEO responds to a crisis, how a team adapts to new customer demands, or how a manager corrects an employee who makes a mistake.
This document discusses ways to develop an innovative culture in organizations. It emphasizes that an innovative culture balances attributes like creativity and freedom with discipline and accountability. Key aspects of an innovative culture include unique strategies, employee autonomy, trust, accepting failures, and strong leadership. Leaders can build such a culture by encouraging outside-the-box thinking, conducting innovation workshops, avoiding bureaucracy, and establishing a reward system for innovative ideas. While challenging to develop, an innovative culture is vital for organizations to continuously innovate and achieve leadership in their fields.
Culture - Hard to Build, Easy to Destroy, OrTony Moroney
This document discusses culture in financial services organizations. It defines culture and outlines how culture impacts conduct risk. Regulators are increasingly focusing on culture as a key driver of misconduct. Building a strong culture requires senior leadership to model desired behaviors and values. It also involves communication of values throughout the organization, training, incentives, and accountability. Poor culture can lead to conduct issues that harm customers and undermine market integrity. Financial firms must define culture in a way that goes beyond compliance to influence real behaviors and decision-making.
Organizational culture refers to the values, expectations, and practices that guide employee behavior within a company. A positive culture improves performance while a dysfunctional one hinders organizations. Culture is defined by consistent behaviors rather than mission statements. It affects all aspects of a business from employee satisfaction to performance. Companies with strong, values-aligned cultures attract top talent and outperform competitors. They prioritize culture from day one by hiring for culture fit and reinforcing values. High-performing cultures exhibit qualities like alignment, appreciation, trust, teamwork, integrity and innovation. Leaders must advocate for and embody the culture while employees are given opportunities to provide feedback and continuously learn and develop.
Organizational behavior is defined as the study of human behavior in organizational settings, how it interfaces with the organization itself, and how to apply this knowledge to improve organizational effectiveness. It draws from various contributing disciplines including psychology, sociology, social psychology, anthropology, and political science.
Organizational behavior is influenced by key forces - people as individuals and in groups, the organizational structure, technology, and the external environment. It is important for understanding both individual and inter-individual behavior in organizations. Understanding organizational behavior can help managers address challenges like globalization, diversity, innovation, ethics, and work-life balance. It also helps improve quality, productivity, customer service, and skills while stimulating change and a positive work
Infosys is an Indian global technology company headquartered in Bangalore with over 145,000 employees from 85 nationalities. The company emphasizes a culture of continuous learning, work-life balance, and creativity through arts and cultural programs. Day-to-day culture at Infosys includes recognition awards, formal dress on Tuesdays, cubicle decoration, and team outings after project completion. The company focuses on training and development through programs tailored for new recruits, leadership, technical skills, quality processes, and more.
This document discusses international marketing and provides examples of companies that engage in global and international marketing strategies. It defines global marketing as maintaining uniformity of products across countries, while international marketing localizes products to different markets. Examples provided include Apple maintaining consistent design globally but Dunkin' Donuts adapting products to local preferences in countries like South Korea and China. The document also outlines benefits of international marketing like providing higher standards of living and economic growth opportunities.
Managing diversity aims to encourage productive interactions among employees from diverse backgrounds by providing an optimal work environment and business results. Diversity refers to differences in qualities beyond just ethnicity, race and gender, including work experience, education and more. Managing diversity means promoting inclusion and community despite these differences. Managers play a key role in guiding diversity to benefit innovation and inclusion through practices like diversity training. Strategies for managing diversity include developing inclusive recruitment and policies, cultural sensitivity training, and seeking employee feedback. Workplace diversity can provide benefits like improved morale if properly managed, and ignoring diversity issues risks costly consequences.
This document is a final project from a team of 4 students - Toni Belhu, Jon Marti, Ricky Robinson, and Reggie Williams. The project aims to optimize organizational effectiveness through increasing diversity in talent. It identifies that current organizations do not reflect global society and will not in the future. Diversity promotes innovation which will be important for companies to survive in a global economy. The team's stakeholders are listed as well as how success will be measured by having a diversity plan adopted. Constraints and opportunities are discussed at the individual, group, organizational, industry, societal, and technological levels.
This document discusses organizational environments and corporate culture. It begins by outlining the external environment that organizations must adapt to, including macro forces. It then discusses internal organizational structures like functional, divisional, and matrix structures. The document also covers corporate culture and how the tone at the top from leadership influences culture. Strong, positive cultures with caring, respect and meaningfulness are linked to higher employee engagement and financial performance.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
This document provides a business model for diversity management to facilitate global expansion. It discusses how diversity management aids international business through enhanced communication, strong networks, superior knowledge of foreign environments, sound partner selection, and flexible entry options. Managing diversity develops cross-cultural capabilities that are important for navigating complex foreign cultures. However, Australian businesses are not fully leveraging their diverse workforces. The document outlines various action areas like training, recruitment, and metrics that organizations can take to effectively manage diversity for global success.
The document provides an overview of key topics in strategic human resource management including globalization, technology changes, workforce diversity, continuous improvement initiatives, contingent workforces, and ethics. It discusses how HR must adapt practices to understand different cultural environments and ensure effective communication. New skills are required as jobs change with technology, and diversity presents challenges to attract and accommodate various groups. Continuous improvement and employee involvement programs aim to empower workers and improve productivity.
This document discusses the key drivers of innovation in organizations. It identifies 10 main drivers: 1) Corporate culture, 2) Individuals, 3) Teams, 4) The enterprise, 5) Processes, 6) Offerings, 7) Psychological climate, 8) Physical environment, 9) Economic environment, and 10) Geopolitical culture. It explains how each of these factors can encourage and motivate innovation in an organization when supported and leveraged effectively.
This document discusses organizational behavior and culture. It defines organizational behavior as the study of how people and groups act in organizations. Organizational culture is defined as shared assumptions, values and beliefs that govern how people behave in an organization. There are seven key characteristics of organizational culture ranging from innovation to stability. Effective ways to manage culture include focusing on critical behaviors, expanding change capabilities, and activating informal networks. The key to building an effective culture is understanding people and having consistent communication, celebrating successes, transparency, respecting all contributions, and continually benchmarking performance.
Family Dollar Store brought in consultant Erica Mitchell to transform its dysfunctional organizational culture as it was losing market share to competitor Dollar General Store. Mitchell made radical changes like bringing in a new top management team, but this resulted in unintended consequences like declining innovation and sense of ownership. The document discusses strategies for organizational transformation, the importance of aligning corporate culture and strategy, and approaches to large-scale cultural changes.
The document discusses the changing role of HR in the public sector due to austerity measures and spending cuts. It outlines that HR must now help facilitate radical long-term thinking, support leadership development, and be involved early in strategic planning and change initiatives. HR is also tasked with promoting cultural change, engaging employees, and linking internal and external stakeholder consultation. Moving forward, the role of HR includes supporting transformation through vision, leadership skills, and focusing on employee well-being. HR must role model behaviors like communication, customer focus, and teamwork to effectively support organizational change in the public sector.
Leadership and management and the differenceAboodZidan2
This document discusses managing cultural diversity in organizations. It begins by defining cultural diversity as having many groups of people from different backgrounds like language, traditions, and beliefs living together. It then discusses how organizations can manage diversity through their culture, recruitment, training, promotion practices, and addressing biases. It notes both challenges like potential conflicts but also opportunities like diverse perspectives that diversity provides. The document provides examples of how diversity can impact cohesiveness, communication, and morale. It concludes that fostering diversity gives competitive advantages like reduced costs, a strong workforce, and benefits like creativity, problem-solving, and adaptability that are crucial for organizations to be successful.
9. organisation culture and current trends.pptxravi shankar
Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. Think of it as the collection of traits that make your company what it is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional company culture brings out qualities that can hinder even the most successful organizations.
Don’t confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents. You can watch company culture in action when you see how a CEO responds to a crisis, how a team adapts to new customer demands, or how a manager corrects an employee who makes a mistake.
This document discusses ways to develop an innovative culture in organizations. It emphasizes that an innovative culture balances attributes like creativity and freedom with discipline and accountability. Key aspects of an innovative culture include unique strategies, employee autonomy, trust, accepting failures, and strong leadership. Leaders can build such a culture by encouraging outside-the-box thinking, conducting innovation workshops, avoiding bureaucracy, and establishing a reward system for innovative ideas. While challenging to develop, an innovative culture is vital for organizations to continuously innovate and achieve leadership in their fields.
Culture - Hard to Build, Easy to Destroy, OrTony Moroney
This document discusses culture in financial services organizations. It defines culture and outlines how culture impacts conduct risk. Regulators are increasingly focusing on culture as a key driver of misconduct. Building a strong culture requires senior leadership to model desired behaviors and values. It also involves communication of values throughout the organization, training, incentives, and accountability. Poor culture can lead to conduct issues that harm customers and undermine market integrity. Financial firms must define culture in a way that goes beyond compliance to influence real behaviors and decision-making.
Organizational culture refers to the values, expectations, and practices that guide employee behavior within a company. A positive culture improves performance while a dysfunctional one hinders organizations. Culture is defined by consistent behaviors rather than mission statements. It affects all aspects of a business from employee satisfaction to performance. Companies with strong, values-aligned cultures attract top talent and outperform competitors. They prioritize culture from day one by hiring for culture fit and reinforcing values. High-performing cultures exhibit qualities like alignment, appreciation, trust, teamwork, integrity and innovation. Leaders must advocate for and embody the culture while employees are given opportunities to provide feedback and continuously learn and develop.
Organizational behavior is defined as the study of human behavior in organizational settings, how it interfaces with the organization itself, and how to apply this knowledge to improve organizational effectiveness. It draws from various contributing disciplines including psychology, sociology, social psychology, anthropology, and political science.
Organizational behavior is influenced by key forces - people as individuals and in groups, the organizational structure, technology, and the external environment. It is important for understanding both individual and inter-individual behavior in organizations. Understanding organizational behavior can help managers address challenges like globalization, diversity, innovation, ethics, and work-life balance. It also helps improve quality, productivity, customer service, and skills while stimulating change and a positive work
Infosys is an Indian global technology company headquartered in Bangalore with over 145,000 employees from 85 nationalities. The company emphasizes a culture of continuous learning, work-life balance, and creativity through arts and cultural programs. Day-to-day culture at Infosys includes recognition awards, formal dress on Tuesdays, cubicle decoration, and team outings after project completion. The company focuses on training and development through programs tailored for new recruits, leadership, technical skills, quality processes, and more.
This document discusses international marketing and provides examples of companies that engage in global and international marketing strategies. It defines global marketing as maintaining uniformity of products across countries, while international marketing localizes products to different markets. Examples provided include Apple maintaining consistent design globally but Dunkin' Donuts adapting products to local preferences in countries like South Korea and China. The document also outlines benefits of international marketing like providing higher standards of living and economic growth opportunities.
DM is very essential in today's environment. these slides deals with the various techniques of digital marketing. It is a highly challenging environment. Dealing with complexities is an ongoing business. meeting the requirements of changing customer needs is absolutely necessary in todays marketing. these slides addresses the same.
Samsung has strengths in dominating the smartphone market, research and development capabilities, and its strong brand reputation. However, it faces weaknesses such as product failures and decline in smartphone sales. Opportunities include diversification and 5G technology, while threats include increased competition and rise of counterfeiting.
Walmart has strengths in its global presence and low pricing strategy. However, it faces weaknesses in employee treatment and gender discrimination lawsuits. Opportunities include expanding delivery and adding food sections, while threats include small online competitors and copying of its business model.
Netflix has strengths in its exponential growth and original content. However, it faces weaknesses in limited copyrights and increasing debt. Opportunities include expanding globally and
Three employees conducted 20,000 interviews over 2 years to study employee attitudes at an insurance company through direct and indirect questioning. They explored job satisfaction, efficiency, productivity, and deep-rooted disturbances experienced by employees, which were governed by both internal and external factors. An employee counseling program was implemented to increase morale and address complaints, with productivity increasing but some group behavior remaining unsatisfactory.
This document discusses group behavior in work situations. It defines a group as a collection of individuals who accept a common task, become interdependent in performing it, and interact to promote its accomplishment. Groups are classified as formal/informal and open/closed. Norms and cohesiveness are important determinants of group behavior. Cohesiveness refers to the attachment of members to the group and is affected by factors like group formation, interaction difficulty, success, threat, size, and continued membership. High cohesiveness provides advantages like increased morale, decreased conflicts, and improved productivity and communication.
MODULE 1 - RETAIL AND SUPPLY CHAIN MANAGEMENT (1).pptxLakshmiKVN1
Retailing and supply chain management module discusses retailing management. It defines retailing as activities that add value to products for final consumer use. Retailing involves sorting, holding stock, and providing additional services. The evolution of retailing in India saw the emergence of organized retailers in the 1990s due to liberalization. Retail organization structure involves specifying tasks, grouping them into jobs, and developing organizational charts. Strategic retail planning follows developing a retail value proposition and deciding the retail mix.
Digitalization is transforming economies and societies through new technologies and platforms. While it creates opportunities to boost productivity, trade and access to information, it also risks widening inequalities and disrupting labor markets. Governments need holistic policies and multi-stakeholder cooperation to maximize benefits and minimize risks. Strategies are needed to develop infrastructure, skills and regulations to harness digitalization for development while ensuring access for disadvantaged groups and a fair transition for workers. International cooperation can help address issues like taxation and competition in the digital economy.
This document provides an overview of organizational psychology. It defines psychology and discusses the meaning and impact of psychology. It then moves to discussing organizational psychology specifically. Some key points:
- Organizational psychology studies how organizations affect individual behavior and applies scientific principles to understand what people think and feel within an organization.
- It covers topics like motivation, socialization, and occupational subjects from both an individual and group perspective.
- Organizational psychologists work to understand behavior in organizations and apply insights to improve areas like productivity, job satisfaction, and organizational effectiveness.
AI Best Practices for Marketing HUG June 2024Amanda Farrell
During this presentation, the Nextiny marketing team reviews best practices when adopting generative AI into content creation. Join our HUG community to register for more events https://events.hubspot.com/sarasota/
Customer Experience is not only for B2C and big box brands. Embark on a transformative journey into the realm of B2B customer experience with our masterclass. In this dynamic session, we'll delve into the intricacies of designing and implementing seamless customer journeys that leave a lasting impression. Explore proven strategies and best practices tailored specifically for the B2B landscape, learning how to navigate complex decision-making processes and cultivate meaningful relationships with clients. From initial engagement to post-sale support, discover how to optimize every touchpoint to deliver exceptional experiences that drive loyalty and revenue growth. Join us and unlock the keys to unparalleled success in the B2B arena.
Key Takeaways:
1. Identify your customer journey and growth areas
2. Build a three-step customer experience strategy
3. Put your CX data to use and drive action in your organization
In this humorous and data-heavy Master Class, join us in a joyous celebration of life honoring the long list of SEO tactics and concepts we lost this year. Remember fondly the beautiful time you shared with defunct ideas like link building, keyword cannibalization, search volume as a value indicator, and even our most cherished of friends: the funnel. Make peace with their loss as you embrace a new paradigm for organic content: Pillar-Based Marketing. Along the way, discover that the results that old SEO and all its trappings brought you weren’t really very good at all, actually.
In this respectful and life-affirming service—erm, session—join Ryan Brock (Chief Solution Officer at DemandJump and author of Pillar-Based Marketing: A Data-Driven Methodology for SEO and Content that Actually Works) and leave with:
• Clear and compelling evidence that most legacy SEO metrics and tactics have slim to no impact on SEO outcomes
• A major mindset shift that eliminates most of the metrics and tactics associated with SEO in favor of a single metric that defines and drives organic ranking success
• Practical, step-by-step methodology for choosing SEO pillar topics and publishing content quickly that ranks fast
Empowering Influencers: The New Center of Brand-Consumer Dynamics
In the current market landscape, establishing genuine connections with consumers is crucial. This presentation, "Empowering Influencers: The New Center of Brand-Consumer Dynamics," explores how influencers have become pivotal in shaping brand-consumer relationships. We will examine the strategic use of influencers to create authentic, engaging narratives that resonate deeply with target audiences, driving success in the evolved purchase funnel.
Mastering Local SEO for Service Businesses in the AI Era"" is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
How to Start Affiliate Marketing with ChatGPT- A Step-by-Step Guide (1).pdfSimpleMoneyMaker
Discover the power of affiliate marketing with ChatGPT! This comprehensive guide takes you through the process of starting and scaling your affiliate marketing business using the latest AI technology. Learn how to leverage ChatGPT to generate content ideas, create engaging articles, and connect with your audience through personalized interactions. From building your strategy and optimizing conversions to analyzing performance and staying updated with industry trends, this eBook provides everything you need to know to succeed in affiliate marketing. Whether you're a beginner looking to start your online business or an experienced marketer wanting to take your efforts to the next level, this guide is your roadmap to success in the world of affiliate marketing.
Mindfulness Techniques Cultivating Calm in a Chaotic World.pptxelizabethella096
In today’s fast-paced world, stress and anxiety have become common companions for many. With constant connectivity and an unending stream of information, finding moments of peace can seem like an insurmountable challenge. However, mindfulness techniques offer a beacon of calm amidst the chaos, helping individuals to center themselves and find balance. These practices, rooted in ancient traditions and supported by modern science, are accessible to everyone and can profoundly impact mental and emotional well-being.
Embark on style journeys Indian clothing store denver guide.pptxOmnama Fashions
Finding the perfect "Indian Clothing Store Denver" is essential for those seeking vibrant, authentic, and culturally rich attire in the heart of Colorado. Denver, a city known for its diverse culture and eclectic fashion scene, offers a variety of options for those in search of traditional and contemporary Indian clothing. Whether you're preparing for a wedding, festival, or cultural event, or simply wish to incorporate the elegance and beauty of Indian fashion into your wardrobe, discovering the right store can make all the difference.
How to Generate Add to Calendar Link using Cal.etYared Ayalew
Cal.et is a free tool that helps you create “Add to Calendar” links for your events. It supports popular calendar platforms like Google, Apple, Outlook, Yahoo, and Office365. Users can generate short, shareable URLs, customize event details, and even create QR codes for easy access. It’s ideal for embedding event links in emails, websites, and social media, making it easier for participants to save event information directly to their calendars.
From Hope to Despair The Top 10 Reasons Businesses Ditch SEO Tactics.pptxBoston SEO Services
From Hope to Despair: The Top 10 Reasons Businesses Ditch SEO Tactics
Are you tired of seeing your business's online visibility plummet from hope to despair? When it comes to SEO tactics, many businesses find themselves grappling with challenges that lead them to abandon their strategies altogether. In a digital landscape that's constantly evolving, staying on top of SEO best practices is crucial to maintaining a competitive edge.
In this blog, we delve deep into the top 10 reasons why businesses ditch SEO tactics, uncovering the pain points that may resonate with you:
1. Algorithm Changes: The ever-changing algorithms can leave businesses feeling like they're chasing a moving target. Search engines like Google frequently update their algorithms to improve user experience and provide more relevant search results. However, these updates can significantly impact your website's visibility and ranking if you're not prepared.
2. Lack of Results: Investing time and resources without seeing tangible results can be disheartening. The absence of immediate results often leads businesses to lose faith in their SEO strategies. It's important to remember that SEO is a long-term game that requires patience and consistent effort.
3. Technical Challenges: From site speed issues to complex metadata implementation, technical hurdles can be daunting. Overcoming these challenges is crucial for SEO success, as technical issues can hinder your website's performance and user experience.
4. Keyword Competition: Fierce competition for top keywords can make it hard to rank effectively. Businesses often struggle to find the right balance between targeting high-traffic keywords and finding less competitive, niche keywords that can still drive significant traffic.
5. Lack of Understanding of SEO Basics: Many businesses dive into the complex world of SEO without fully grasping the fundamental principles. This lack of understanding can lead to several issues:
Keyword Awareness: Failing to recognize the importance of keyword research and targeting the right keywords in content.
On-Page Optimization: Ignorance regarding crucial on-page elements such as meta tags, headers, and content structure.
Technical SEO Best Practices: Overlooking essential aspects like site speed, mobile responsiveness, and crawlability.
Backlinks: Not understanding the value of high-quality backlinks from reputable sources.
Analytics: Failing to track and analyze data prevents businesses from optimizing their SEO efforts effectively.
6. Unrealistic Expectations and Timeframe: Entrepreneurs often fall prey to the allure of quick fixes and overnight success. Unrealistic expectations can overshadow the reality of the time and effort needed to see tangible results in the highly competitive digital landscape. SEO is a long-term strategy, and setting realistic goals is crucial for success.
#SEO #DigitalMarketing #BusinessGrowth #OnlineVisibility #SEOChallenges #BostonSEO
We’ve entered a new era in digital. Search and AI are colliding, in more ways than one. And they all have major implications for marketers.
• SEOs now use AI to optimize content.
• Google now uses AI to generate answers.
• Users are skipping search completely. They can now use AI to get answers. So AI has changed everything …or maybe not. Our audience hasn’t changed. Their information needs haven’t changed. Their perception of quality hasn’t changed. In reality, the most important things haven’t changed at all. In this session, you’ll learn the impact of AI. And you’ll learn ways that AI can make us better at the classic challenges: getting discovered, connecting through content and staying top of mind with the people who matter most. We’ll use timely tools to rebuild timeless foundations. We’ll do better basics, but with the most advanced techniques. Andy will share a set of frameworks, prompts and techniques for better digital basics, using the latest tools of today. And in the end, Andy will consider - in a brief glimpse - what might be the biggest change of all, and how to expand your footprint in the new digital landscape.
Key Takeaways:
How to use AI to optimize your content
How to find topics that algorithms love
How to get AI to mention your content and your brand
In the face of the news of Google beginning to remove cookies from Chrome (30m users at the time of writing), there’s no longer time for marketers to throw their hands up and say “I didn’t know” or “They won’t go through with it”. Reality check - it has already begun - the time to take action is now. The good news is that there are solutions available and ready for adoption… but for many the race to catch up to the modern internet risks being a messy, confusing scramble to get back to "normal"
If you’re at all interested in digital
marketing and in making a name for
your brand online, then it is crucial that
you understand how to properly make
use of content marketing. Content
marketing is currently one of the
biggest trends in digital marketing as a
whole and is an area that many website owners and brands are investing in
heavily right now thanks to the impressive returns that they are seeing.
The Strategic Impact of Storytelling in the Age of AI
In the grand tapestry of marketing, where algorithms analyze data and artificial intelligence predicts trends, one essential thread remains constant — the timeless art of storytelling. As we stand on the precipice of a new era driven by AI, join me in unraveling the narrative alchemy that transforms brands from mere entities into captivating tales that resonate across the digital landscape. In this exploration, we will discover how, in the face of advancing technology, the human touch of a well-crafted story becomes not just a marketing tool but the very essence that breathes life into brands and forges lasting connections with our audience.
Top Strategies for Building High-Quality Backlinks in 2024 PPT.pdf1Solutions Pvt. Ltd.
As we move into 2024, the methods for building high-quality backlinks continue to evolve, demanding more sophisticated and strategic approaches. This presentation aims to explore the latest trends and proven strategies for acquiring high-quality backlinks that can elevate your SEO efforts.
Visit:- https://www.1solutions.biz/link-building-packages/
Lily Ray - Optimize the Forest, Not the Trees: Move Beyond SEO Checklist - Mo...Amsive
Lily Ray, Vice President of SEO Strategy & Research at Amsive, explores optimizing strategies for sustainable growth and explores the impact of AI on the SEO landscape.
2. ABOUT ORGANIZATIONAL DYNAMICS
Organizational dynamics is defined as the process of
continuously strengthening resources and enhancing
employee performances.
OR
how an organization manages and promotes
organizational learning, better business practices and
strategic management.
3. WHAT STUDENTS WILL LEARN
Apply Their Personal Leadership Style To Promote Change,
Drive Innovation And
Increase Team Work
Management Process May Be Defined As Process Through
Which Management Functions Are Carried Out, It Is
Basically A Social Process As Managers Get Things Done
By Managing People Who Perform
A Dynamic Process Is One That Constantly Changes And
Progresses.
4. ORGANIZATIONAL BEHAVIOUR
• organizational behaviour (OB) is defined as the
systematic study and application of knowledge about
how individuals and groups act within the
organizations where they work.
6. The Following Were The Top Five Personal
Qualities/Skills:
• 1. Communication skills (verbal and written)
• 2. Honesty/integrity
• 3. Interpersonal skills (relates well to others)
• 4. Motivation/initiative
• 5. Strong work ethic
27. MANAGING INCLUSIVITY
• Is a philosophy about how differences among
individuals are accepted and respected and how they
are made to work in cohesion.
28. Why diversity is a major challenge for
managers?
• Increase on young work force
• Increasingly feminized
• Ethnic minorities in workforce is increased
• Workforce mobility is on rise
• International careers and expatriates are becoming common
29. How to manage inclusivity effectively?
• Top management commitment
• Focus to bring best talent
• Managers responsible for diversity goals
• Increase women supervisors
• Develop career plans for employees
• Diversify the company’s board
• Provide extended leaves, flexi time etc
• Organise diversity training programmes
• Mentoring senior managers
30. ORGANIZATIONAL DIVERSITY
• Organizational diversity in the workplace refers to the
total makeup of the employee workforce and the
amount of diversity included. Diversity refers to
differences in various defining personal traits such as
age, gender, race, marital status, ethnic origin, religion,
education and many other secondary qualities.
31. Organizational Challenges for the 21st Century:
Ensure that the work of organization serves a higher purpose.
Fully embed the ideas of community and citizenship in organization
systems.
Reconstruct organizations philosophical foundations.
Eliminate formal hierarchy.
Reduce fear and increase trust.
Reinvent the means of control.
Redefine the work of leadership
Expand and exploit diversity.
Reinvent strategy making as an emergent process.
De-structure and disaggregate the organization.
32. Organization and corporations are facing the following key challenges while
trying to stay competitive and creating growth and sustainability;
1. Global politics, rules, and regulations
2. Adapting Technology and Innovation
3. Cyber Security and the rising threats to privacy and data protection:
4. Talent attraction, talent development, and Talent Retention
5. Customer Satisfaction, Customer services, and marketplace competition:
6. Changing Nature of the jobs and Employees work-life balance
7. Financial Complexity due to globalization and diverse customers & employees
8. Supply Chain Complexity
9. Developing the right system for organization and corporation
10. Embracing Change and maintaining the reputation:
33. Barriers to accepting diversity
• Prejudice
• Ethnocentrism
• Stereotypes
• Discrimination
• Harassment
• Sexual harassment
• Backlash
• Lack of cohesion
• Inaccurate information
34. Benefits from Managing Diversity:
• Xerox plants using diverse work teams are now 30 per cent more productive than conventional plants
• Motorola beat its competition by producing the world’s most efficient and high-quality cellular phones which
are produced almost exclusively by diverse work teams.
37. DISRUPTIVE TECHNOLOGY AND TECHNOLOGY
TRANSFORMATION
• Disruptive technology is an innovation that significantly alters the way that consumers, industries, or
businesses operate. A disruptive technology sweeps away the systems or habits it replaces because it
has attributes that are recognizably superior.
ADVANTAGES AND DIS ADVANTAGES
• Innovative benefits
• Startup opportunities
• Room for business growth
Disadvantages
• Unrefined inventions
• Early performance problems
• Unproven applications
47. GLOBALIZATION
The OECD defines globalization as
"The geographic dispersion of industrial and service activities, for
example research and development, sourcing of inputs,
production and distribution, and the cross-border networking of
companies, for example through joint ventures and the sharing of
assets."
48. TYPES OF GLOBALISATION
1. Financial
2. Economic
3. Technological
4. Political
5. Cultural
6. Ecological
7. sociological
49.
50. Talent Management Strategy
1. Detailed job descriptions
2. Person-organization fit
3. Collaborate-coach-evolve
4. Reward and recognize right
5. Opportunities for continuous improvement
51. MAIN DRIVERS OF GLOBALISATION
• Containerisation
• Technological change
• Economies of scale
• Opening up of global financial markets
• Differences in tax systems
• Differences in tax systems
52. Characteristics of globalisation
• Greater trade in goods and services both between nations and within
regions
• transfers of capital
• global brands
• Spatial division of labour
• labour migration
• shift in the balance of economic and financial power
• the centre of gravity in the world economy
• making the world economy more inter-dependent
• Many of the industrializing countries are winning a rising share of world
trade and their economies are growing faster than in richer developed
nations especially after the global financial crisis (GFC)
53. BENEFITS OF GLOBALIZATION
• Shift from Import-Substitution to Export-Led Growth Strategy
• Foreign Capital Inflows
• Globalisation and Transfer of Technology
• Increased Market Access
• Faster Economic Growth and Poverty Reduction:
• Employment Argument
54. Q.1- ______________means integrating the Indian
economy with the world economy.
a. Liberalisation
b. Privatisation
c. Globalization
d. None of the above
Q.2-Globalisation is the outcome of__________ and
________.
a. Liberalisation
b. Privatisation
c. Globalization
d. Both (a) and (b)
Q.3- Globalisation aims to create ____________
world.
a. Limited
b. Restricted
c. Borderless
d. None of the above
55. CORPORATE SOCIAL RESPONSIBILITY
Benefits of corporate social investment for businesses
• The potential benefits of CSR to companies include:
better brand recognition
positive business reputation
increased sales and customer loyalty
operational costs savings
better financial performance
greater ability to attract talent and retain staff
organisational growth
easier access to capital
56. CORPORATE SOCIAL RESPONSIBILITY
CONTD. Benefits of CSR to Employees in Organisation
Consider the human toll when making business decisions.
Get involved in community endeavors and/or public policy
Develop great leaders, at all levels, who excel at managing people as well as results
Sustain a work environment founded on dignity and respect for all employees
A company with a strong corporate social responsibility has more engaged employees.
A good CSR program can be used by a company to recruit and retain employees.
57. Organizational justice
• Organizational justice generally refers to perceptions of
fairness in treatment of individuals internal to the
organization while corporate social responsibility focuses on
the fairness of treatment of entities external to the
organization. Organizational justice consists of three main
forms – distributive, procedural, and interactional.
59. Interactional justice
• Interpersonal justice
Interpersonal justice focuses on the way in which organizations
treat employees, with an emphasis on respect and courtesy.
• Informational justice
Informational justice focuses on whether employers provide
adequate explanations to employees with an emphasis on
timeliness, specificity, and truthfulness
60. How to improve organizational justice?
Effective organizational communication
Employee participation
Employee mood and emotions
Organizational justice is an individual and team level
phenomenon
61. Benefits of organizational justice
• trust,
• job performance and satisfaction,
• organizational commitment, and
• organizational citizenship behaviors
62. Summary
Organizational behaviour (often abbreviated as OB) is a field of study that
investigates how individuals, groups, and structure affect and are affected by
behaviour within organizations. Behaviour refers to what people do in the
organization, how they per- form, and what their attitudes are.
“OB is a field of study that investigates the impact that individuals, groups and
structure have on behaviour within organisations for the purpose of applying such
knowledge towards improving an organisation’s effectiveness.”
A manager is someone whose primary responsibility is to carry out the
management process. In particular. a manager is someone who plans and makes
decisions, organizes, leads, and controls human, financial, physical, and
information resources.
63. Summary
Organizational diversity in the workplace refers to the total makeup of the
employee workforce and the amount of diversity included. Diversity refers to
differences in various defining personal traits such as age, gender, race, marital
status, ethnic origin, religion, education and many other secondary qualities.
Career management refers to the activities companies carry out to sustain their
employees' career development, helping them obtain promotions and pay raises,
and assisting their transition into leadership positions.
Talent management is a constant process that involves attracting and retaining
high-quality employees, developing their skills, and continuously motivating
them to improve their performance.
64. Summary
Technological transformation is the complete overhaul of an
organization's technology systems encompassing network
architecture, hardware, software and how data is stored and accessed
and affecting all of people, process and technology.
Organizational justice generally refers to perceptions of fairness in
treatment of individuals internal to that organization while corporate
social responsibility focuses on the fairness of treatment of entities
external to the organization.