PRESENTATION USED FOR PGPSE PARTICIPANTS OF AFTERSCHOOOL. JOIN AFTERSCHOOOL - IT IS THE BEST WAY TO BECOME AN ENTREPRENEUR AND WORK FOR SOCIAL DEVELOPMENT
PRESENTATION USED FOR PGPSE PARTICIPANTS OF AFTERSCHOOOL. JOIN AFTERSCHOOOL - IT IS THE BEST WAY TO BECOME AN ENTREPRENEUR AND WORK FOR SOCIAL DEVELOPMENT
Managerial Roles in the Organization | Organization Behavior |FaHaD .H. NooR
Managerial Roles in the Organization -
“A field of study that investigates the impact that individuals, groups and structures have on behavior within organization, for the purpose of applying such knowledge toward improving organization effectiveness.”
“Understand, predict and manage human behavior in organizations”
Figurehead
Symbolic head; Required to perform a number of routine duties of a legal or social nature.
For Example:
Leader
Responsible for the motivation and direction of employees
For example
Liaison
Maintains a network of outside contacts who provides favors and information
For Example
Monitor
Receives a wide variety of information; serves as a nerve center of internal and external information of the organization
For Example
Disseminator
Transmit information received from outsiders/employees to members of the organization
For Example
Spokesperson
Transmit information to outsiders on organizational plans, policies,actions and results; serves as expert on organization industry
Basic OB Models
OB Models
Comparison of OB Models
Reference:
1. VSP Rao (2009). Organizational Behaviour,1st ed., Excel Books, p.10-13
2. John W Newstrom, Organizational behaviour-Human behaviour at work, 12th ed., McGrawHill Publication, p.30.
Managerial Roles in the Organization | Organization Behavior |FaHaD .H. NooR
Managerial Roles in the Organization -
“A field of study that investigates the impact that individuals, groups and structures have on behavior within organization, for the purpose of applying such knowledge toward improving organization effectiveness.”
“Understand, predict and manage human behavior in organizations”
Figurehead
Symbolic head; Required to perform a number of routine duties of a legal or social nature.
For Example:
Leader
Responsible for the motivation and direction of employees
For example
Liaison
Maintains a network of outside contacts who provides favors and information
For Example
Monitor
Receives a wide variety of information; serves as a nerve center of internal and external information of the organization
For Example
Disseminator
Transmit information received from outsiders/employees to members of the organization
For Example
Spokesperson
Transmit information to outsiders on organizational plans, policies,actions and results; serves as expert on organization industry
Basic OB Models
OB Models
Comparison of OB Models
Reference:
1. VSP Rao (2009). Organizational Behaviour,1st ed., Excel Books, p.10-13
2. John W Newstrom, Organizational behaviour-Human behaviour at work, 12th ed., McGrawHill Publication, p.30.
Intervention au Centre CIFAP dans le cadre de la formation professionnelle "MANAGEMENT D'UN PROJET ARTISTIQUE".
par Virginie Brune (www.bruneetlesartistes.com)
A 17 ans, Emilie s'est donnée la mort en se défenestrant. C'était en janvier dernier. Pendant des années, elle a été victime de harcèlement dans son collège du Vieux-Lille. Elle le décrit dans son journal intime. Aujourd'hui, ses parents le rendent public pour dénoncer ce type de comportement.
USENIX LISA15: How TubeMogul Handles over One Trillion HTTP Requests a MonthNicolas Brousse
TubeMogul grew from few servers to over two thousands servers and handling over one trillion http requests a month, processed in less than 50ms each. To keep up with the fast growth, the SRE team had to implement an efficient Continuous Delivery infrastructure that allowed to do over 10,000 puppet deployment and 8,500 application deployment in 2014. In this presentation, we will cover the nuts and bolts of the TubeMogul operations engineering team and how they overcome challenges.
Abstract—This paper provide to what I learned in Managerial Psychology class and how to involve in real life. People can see sort of theory and model and their descriptions. I'm going to show you 6 critical topic behind descriptions and how to behave making them.
A Study and Analysis of Emotional Intelligence and its Impactsijtsrd
This paper deals with the concept of Emotional Intelligence and its importance in various fields. Emotional Intelligence having the capacity to wind up mindful of even unobtrusive changes in ones and others emotional tones and to control them, to try to avoid panicking amidst weight, to start and keep up sound associations with others, and to keep up an idealistic viewpoint towards life. Later on in this paper the focus is on the importance of emotional intelligence in various fields. Jyoti Shikha | Dr. Sanjeev Singh "A Study and Analysis of Emotional Intelligence and its Impacts" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29136.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/29136/a-study-and-analysis-of-emotional-intelligence-and-its-impacts/jyoti-shikha
Chapter-1 What is Organizational Behavior
From Robbins and Judge, Organizational Behavior
This will help students. Please share your feed back so that i can improve.
Running Head FOUR-FRAME MODEL 1FOUR-FRAME MODEL7Fou.docxcowinhelen
Running Head: FOUR-FRAME MODEL
1
FOUR-FRAME MODEL
7
Four Frame Model
Rubin Wilkins
Module 5 Assignment 2
Argosy University Los Angeles
Professor: Dale Mancini
February 15, 2017
Four-frame Model
Introduction
Bolman and Deal synthesized the foregoing leadership theory into four contemporary cognitive perspectives which they further organized into frames to assist leaders in the decision-making process in relation to each individual situation. It was their understanding that the use of such frames would assist leaders in analyzing respective events in a different manner and perspective. In essence, they provide ‘windows’ that enhance the leaders’ to have a broader understanding of the challenges being faced by the organization and solutions that are potentially available. This insightful piece therefore proceeds to help in understanding the frames.
The Four-Frame Model of leadership is a creation stemming from the meshing of various organizational theories to form a wide-encompassing one. These consolidated theories include; the trait theory, power and influence theory, situational and contingency theory, and the behavioral theory (Bateman, 2007). They have been developed over a span of many years. The multiple perspectives emanating from the various theoretical underpinnings are the ones termed as frames by the two theorists; through which an organization is viewed by the leaders and other related persons. These ‘windows’ further operate to bring an organization into focus and subsequently serve as filters which offer the leaders order and assist them in making decisions. Furthermore, the frames comprise of the structural frame, human resource frame, political frame and the symbolic frame. Each individual frame represents a perspective
accompanied by its own assumptions and attributes.
The structural frame is used in viewing the world from an orderly point of view furnished with a multiplicity of rules and procedures. The human resource frame then comes in to assume that goals are best achieved through the meeting of organization members’ needs and fully appreciating the workforce as fundamental part of the organization. The political frame appertains to the conflicts, alliances and bartering of respective parties to properly use and allocate the scares resources owned by and charged to the organization. Finally, symbolic frame relates to the issues of culture, symbols and rituals of an organization as opposed to the established rules and procedures.
Theme among articles
Song, Kim and Kolb (2009) set out to research on the effect of learning an organization’s culture and the established linkage between interpersonal trust and the general commitment to an organization. The sample used in this study was primarily obtained from various employees working to conglomerate entities of Korea. Resultantly, it was established that learning an organization’s culture worked as a mediating factor in the explanation of associations betwe ...
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict, and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates a strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends conflict management as an integral part of effective human resource management.
Dissertation Literature Review - Demonstrate Social Awareness Including Empat...PhD Assistance
The present article helps the USA, the UK, Europe and the Australian students pursuing Business and Management to identify the right topic in the area of social awareness. Social awareness is very important in the world of globalization where we need to stay relevant to the market. It is necessary that everyone needs to recognize the immediate need of understanding. PhD Assistance offers UK Dissertation Research Topics Services in Business and Management Domain. When you Order Management Dissertation Services at PhD Assistance, we promise you the following – Plagiarism free, Always on Time, outstanding customer support, written to Standard, Unlimited Revisions support and High-quality Subject Matter Experts.
Social awareness may be a phenomenon wherein one should be ready to understand the emotions , emotions or perceptions of others in order that they will react effectively.This is a crucial soft science wherein one are often effective by understanding .As we all live in a society and every society has its norms social awareness also means an understanding of different social situations, and effectively.
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Similar to EDITING AND PROOFREADING SAMPLE ALIF (20)
Dissertation Literature Review - Demonstrate Social Awareness Including Empat...
EDITING AND PROOFREADING SAMPLE ALIF
1. STRICTLY FOR SAMPLE PURPOSEONLY
1
Hence, this study takes on the attempt to address the importance of organizational
stories as they represent an organization’s reality (Gabriel, 2011c; Nieswandt, 2011) in
specific relation to the Malaysian context.. The researcher will concentrate on stories told by
middle managers in one of Malaysian organizations anonymously known as XYZ
organization. The focus will be on the middle managers because in a a vast number of
organizations, they are regarded as the most important and influential members that can help
researchers and consultants learn organizational culture (Heidrich, 2014). According to
Osterman (2009), middle managers are valuable assets for researchers in understanding an
organization because they possess enough knowledge and experiences about their
organization. McKinney (2013) also contends that middle managers have greater working
experiences because most of the managerial duties that are supposed to be completed by the
top level management are entrusted to them. For examples, they are required to develop and
implement organizational objectives, be well-versed in their organization’s activities, events
and products, as well as be able to deal and solve their organizations’ crises and conflicts, in
addition to being responsible in making important decisions for their organizations’ resources
(McKinney, 2013). With the amount of job responsibilities middle managers are expected to
accomplish, it can be inferred that middle managers are the most suitable group of employees
that can help the researcher in studying their organization. Listening and analysing their
stories can help the researcher understand and expose their organization’s culture. In support
of this, Hames (2015) concludes that the amount of activities performed by middle managers,
alongside their in-depth knowledge about their respective organisation, positions them on the
most influential hierarchy to help researchers in the study, compared to the other levels of
management.
2. STRICTLY FOR SAMPLE PURPOSEONLY
2
To end with, the statement of the problem of this study reads as follows: what stories
middle managers in Malaysian organization, namely XYZ, have about their organisation, and
how their stories act as the window to their organization’s reality.
3. SIGNIFICANCE OF THE STUDY
Certain organizations have been unaware of the importance of organizational stories,
and some large organizations have made several attempts to silence organizational stories that
they disapprove of (Gabriel, 2015). However, in the recent years, A vast number of
organisations have hired consultants to listen and study stories told by employees as they are
determined to reflect the state of the organisation. Stories are believed to have helped increase
the organizations’ health, state of communication, and performance (Gabriel, 2008). In other
words, using stories told by organisational members has continuously offered better
communication exchanges between different levels of management, enabled the leaders to
identify real concerns, thoughts and feelings of the employees, solved problems faced by
organizational members directly, and enabled them to learn from each other’s experience and
later strive to be better employees or employers.
This study will be a significant contribution to Malaysian organisations for a number
of reasons. Firstly, stories told by organisation members can help establish a good working
environment in which telling and listening to stories allow for negative emotions towards
other members to be resolved. Secondly, stories can help enhance the working practices and
productivities as the output coming from this study can help employees understand the vision
of leaders, and in return allow leaders to understand the needs of their employees. Lastly, the
knowledge produced from the present study can help increase the motivations of organisation
members to work at their organisation. This is because their voices are being heard and when
leaders are aware of the issues or problems faced by their employees, they will transform the
state of the working environment from being merely good to being a better working condition.