Introduction to OBPPM
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The document discusses organizational behavior (OB) and performance and potential management (PPM). It covers topics like personality, attitudes, motivation, group dynamics, conflict management, stress management, and change management. It defines OB as the systematic study of how individuals and groups act within organizations. OB draws from various disciplines like psychology, sociology, economics, and political science. The document also discusses why OB is important at the individual, employer, and organizational levels.
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Organizational Behavior Analysis In this assignment you will.docx
Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
Type of culture (Pluralism, Dualism or Salad bowl)
Modes of communication in the organization (i.e., written or verbal)
Nature of authority (i.e., recognized social rank)
Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
Areas of EQ (emotional quotient) embraced by the organization
Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be eight to ten pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style as outlined in the Ashford Writing Center
Writing the Final Paper
The Final Paper:
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must use headers
Must end with a conclusion that reaffirms your thesis.
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Welcome to the final week of class.
Coaching
Coaching
and mentoring share many similarities. According to the International Institute of Coaching (2012) coaching is a form of personal development where the client and coach form an alliance that promotes and sustains the client’s personal growth. Coaching is an interactive, results oriented process that brings about change. Mentoring on the other hand is the process of giving another person help and advice.
According to Psychology Today, overstressed managers are increasingly turning to coaches to avoid burnout and to maximize their chances of success.
Mentoring
Relationship building is another way of transmitting organizational culture. Mentoring at its best describes a reciprocal relationship between two or more individuals (Zachary, 2005). Mentoring allows information to be transmitted, helps with future career growth, and assists organizations in retaining productive employees. In many businesses employees are encouraged to form relationships with mentors. These relationships tend to instill a sense of membership in the company. However, the mentor/protégée relationship is not indefini.
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2. Write at least 200 words to 3 or more classmates’ threads. You should expect to answer questions posed within each discussion thread. Student interaction is key to success in this course.
W.H.R
BUSI 340-B05
DB 1: Values
Definition: Organizational Behavior states, “Values are relatively stable, evaluative beliefs that guides our preferences for outcomes or courses of action in a variety of situations. Values help us know what is right or wrong, or good or bad, in the world” (McShane & Von Glinow, 2008, p. 15-16).
Summary: The article entitled “Business Values Lead to Profits? Let’s Prove It” written by Paul Spiegelman confronts the issue on a company’s values and overall purpose. Throughout this article Paul discusses the importance of forming clear-cut values and a foundational purpose in a business. He lists four monumental benefits a business could inherit through forming a business model based on values and purpose. Companies with a clear and concrete values model allow a business to, plot your team’s course, define decision-making, resolve conflicts and lead to increased profitability.
Discussion: I can’t begin to explain the monumental impact that values have on a business. The world operates on and by the decisions of others; every decision has an impact on someone’s life and even by not making a decision a decision is formed. “The stakeholder perspective states that to manage the interests of diverse stakeholders, leaders ultimately need to rely on their personal and organizational values for guidance” (McShane & Von Glinow, 2008, p. 15). In the Organizational Behavior text we read about values anchoring our thoughts and motivating our actions, not just as an individual but also as groups of people. Do any of you enjoy working on something that is meaningless? When I am apart of something that I hold dear to my heart and value, I enjoy it. Can you imagine what working at an office that shared common values to you would be like? I can imagine it would feel like you were never working. When companies post their values and purpose you get a glimpse into the little world they are trying to create. Think about it, no one creates a company just to create a company; there is always an initial purpose in creating something. As a future employee I want a company to value what I value in my life. Their can’t be anything worse in this world then doing something that you were not designed to do. First of all, you would be miserable and second of all, you would never get anything done. How many of you struggle with mathematics and then decide to change your major to mathematics? No one would ever do that, because people are passionate about ...
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Of the four functions of management, (1) planning - to set directions, (2) organizing- to assemble resources and systems, (3) leading- to create workforce enthusiasm, (4) to ensure desired results, which one is most important? Why
What are organizational ethics, and how do ethics influence human behavior?
Describe the different kinds of abilities that employees use to perform their jobs
It is critical for you as a manager to identify and understand what motivates your employees. Most probably, your workforce consists of people representing different generations. Harvard Management Update findings suggest managers can significantly improve the performance of their employee if they get a feel for the way their employees (belonging to different generations) communicate and interact. Here is how these groups have been defined:
Pre-Boomer: Attuned to business environment when technology was not so widespread. They believe in and prefer face-to-face (F2F) interaction. They favor direct contact over e-mail and voice mail. They feel comfortable with conventional and established practices and procedures.
Boomers: A very sociable group of people. Teamwork hits home with them. Job enrichment and recognition between their peer groups and colleagues would drive and inspire them. They would prefer that goals and objectives of their jobs are clear and definite.
Generation X: They just want to know what needs to be done and they would prefer to figure out how that would be done. They believe in direct and sincere feedback. Timely and regular feedback keeps them motivated. They do not mind adding fun with business.
Generation Y: An informal group of people. They make the most of the technology. They use e-mail effectively for communication. They "relate the task to their goals and focus on coaching."
What are your thoughts to comment on the findings of this report based on your work experience in the industrial manufacturing industry.
How can I explain to a colleague the practical relevance and power of Organizational Behavior to solve problems?
Why do people engage in unethical behavior, even unwittingly, and what lessons can be learned from that?
How can human and social capital affect one’s career opportunities and job performance?
What role do values play influencing my behavior?
What work related outcomes are associated with job satisfaction?
.
Organizational Behavior
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.
For this Discussion you will write an essay to address the require.docx
For this Discussion you will write an essay to address the requirements described below. Your essay must be carefully planned and written using well-constructed sentences and paragraphs. Make sure that your grammar and spelling are correct. Points will be awarded for content as well as composition. Your essay must be a minimum of 1 page in length with standard 1 inch margins and include the textbook as a resource.
Project Management
Scenario: You are a consultant with expertise in project management strategies. Select a possible project management situation from your current or future professional experience. As a project management consultant, you are tasked with developing a project management plan for this project. Your goal is to maximize the time, resources and finances associated with the project in the best interests of the business/company. You will need to write a professional memo to the business/company owner describing the management of the project.
Your essay should include:
1.) Create the PERT/CPM activity network for your project that includes at least five activities and at least one predecessor activity.
2.) Estimate the optimistic, most likely, and pessimistic times to then determine an expected time for each activity.
3.) Determine all activities that are on the critical path.
4.) Identify the slack time (if any) associated with activities in the project.
5.) Create a Gantt chart to show the project timeline.
Address the following questions in your essay:
- What is the overall timeline for this project?
- What activities are critical for established timeline of the project?
- What activities have flexibility in completion that would not impact the overall project timeline?
- What time, resources and money might be affected by any changes to activities throughout the project?
- What recommendations would you suggest to prioritize the company’s time, resources and money with regards to the project?
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14
MAJOR TOPICS I’LL LEARN AND QUESTIONS I
SHOULD BE ABLE TO ANSWER
14.1 THE FOUNDATION OF ORGANIZATIONAL
CULTURE: UNDERSTANDING ITS
DRIVERS AND FUNCTIONS
MAJOR QUESTION: What is culture and why is it
important to understand its layers and functions?
14.2 THE IMPACT OF ORGANIZATIONAL
CULTURE TYPES ON OUTCOMES
MAJOR QUESTION: To what extent are the di8 erent
types of organizational culture related to important
outcomes?
14.3 THE PROCESS OF CULTURE CHANGE
MAJOR QUESTION: What are the mechanisms I can
use to implement culture change?
14.4 THE ORGANIZATIONAL SOCIALIZATION
PROCESS
MAJOR QUESTION: How can the practical lessons of
socialization research be integrated within the three
phases of socialization?
14.5 EMBEDDING ORGANIZATIONAL CULTURE
THROUGH MENTORING
MAJOR QUESTION: What are the four developmental
networks and how can I use them to advance my
career?
ORGANIZATIONAL
CULTURE, SOCIALIZATION,
AND MENTORING
How Can I Use These
Concepts for C ...
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Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1
Employee empowerment has allowed organizations to have quicker response times to customers for resolutions, but my thoughts of this quick solution being beneficial shifted as I read Senge’s studies. “Today, many executives are articulating a new philosophy revolving around ‘empowering people.’ But few organizations are working hard to introduce tools and methods to actually help people to make more intelligent decisions, especially decisions that improve systemwide performance” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 40). It is important for organizations to consider the impact of the training systems, as well as how to evaluate their effectiveness. Without the proper ‘tools’ it is difficult for employees to make decisions that are best for both the business and the customer. This also makes it difficult for leaders to be confident in backing their employees decisions or in holding them accountable to the decisions made when effective learning systems were not developed prior to training. “Once we learn to distinguish our assumptions from the ‘data’ upon which those assumptions are based, we are forever more aware of our own thinking” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 43).
“Motivation also appears to be an important correlate of leadership” (Vidic, Burton, South, Pickering, & Start, 2016). By utilizing the teachings of each section and putting them into practice within real life situations I can support my learning while also utilizing success stories of the implementation of my practices of the materials to share with the class for discussions. Many of the teachings discussed in this week’s material would work for the current organization I work for. Senge mentions situations where employees are placed into quick training courses that only last a few days, but later the training is not reinforced or further developed upon. Organizations will then give up on the current training practices as they believe them not to be effective. In the organization I work for there is always change. Changes in culture, leadership, and even training styles. There is an opportunity to evaluate the importance of each change prior to implementation and utilize different metrics to evaluate success which could include quantity, but most importantly quality of the results with the success of the organization.
References
Senge, P., Kleiner, A., Roberts, C., Ross, R., & Smith, B. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.
Vidic, Z., Burton, D., South, G., Pickering, A. M., & Start, A. (2016). Emotional and Motivational Correlates of Leadership Styles: A Comprehensive Framework for Understanding Effective Leaders. Journal Of Leadership Studies, (3), 22. doi:10.1002/jls.21485
Post #2
I found it interesting how Kleiner, Roberts, Ross , Senge & Smith (1994) discussed team development as a learning organization. They note that team members “develop new skill.
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