It should be no surprise that organizational culture can have an imp.docx
•Download as DOCX, PDF•
0 likes•0 views
It should be no surprise that organizational culture can have an impact on employee performance and satisfaction. Tell us about the organizational culture at your current or past employer. What type of impact did it have on your performance and satisfaction? In addition to the textbook, utilize at least two outside sources to support your response. Info below is from textbook with citing info at the end: a Definition of organizational culture Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations.1 Seven primary characteristics seem to capture the essence of an organization’s culture: 1. Innovation and risk taking. The degree to which employees are encouraged to be innovative and take risks. 2. Attention to detail. The degree to which employees are expected to exhibit precision, analysis, and attention to detail. 3. Outcome orientation. The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them. 4. People orientation. The degree to which management decisions take into consideration the effect of outcomes on people within the organization. 5. Team orientation. The degree to which work activities are organized around teams rather than individuals. 6. Aggressiveness. The degree to which people are aggressive and competitive rather than easygoing. 7. Stability. The degree to which organizational activities emphasize maintaining the status quo in contrast to growth. Each of these characteristics exists on a continuum from low to high. Appraising an organization on the strength of each provides a basis for the shared understanding members have about the organization, how things are done in it, and the way they are supposed to behave. Robbins, Stephen P.; Judge, Timothy A.. Organizational Behavior (Page 527). Pearson Education. Kindle Edition. ...
Report
Share
Report
Share
Recommended
Process assumptions-values-n-beliefs-of-od
Organizational development (OD) aims to increase organizational effectiveness through planned interventions. The typical OD process consists of 9 steps over a minimum of one year: initial diagnosis, data collection, data feedback, selecting interventions, implementing interventions, action planning, team building, inter-group development, and evaluation. Key values of OD include being humanistic by respecting individuals, optimistic by believing in progress through reason and cooperation, and democratic by respecting individual rights and fairness. These values imply treating individuals with support, challenge, and responsibility, and groups with investment in development, team leadership, and interactive solutions.
Organizational culture
An organization's culture is defined as the shared values, principles, traditions, and ways of doing things that influence employee behavior and distinguish one organization from others. An organization's culture is not physically tangible but rather reflects how members perceive and describe the culture. Describing an organization using seven cultural dimensions like attention to detail, outcome orientation, and team orientation provides a picture of its personality. Organizations with strongly held and widely shared core values tend to have stronger cultures associated with higher performance and more loyal employees. The original source of an organization's culture usually reflects its founder's vision.
unit 5 OB organizational policies and power prof.kanchan.pptx
1. Organizational power and politics refer to the ability to influence others within an organization and the activities employees engage in to gain power and resources.
2. There are six main sources of organizational power: legitimate, reward, coercive, expert, information, and referent power.
3. Organizational politics can decrease employee commitment and increase job stress if not managed properly.
Organizational Culture (1).pptx
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
Analyzing The Organizational Behavior Chart Elements
This document provides an analysis of organizational behavior concepts. It begins with definitions of key terms like organization, organizational behavior, human resources, and stress. It then explores topics like perception, personality, emotions, values, attitudes, diversity, and stress. It examines how these concepts impact individual and group behavior within organizations. The document aims to explain organizational behavior concepts for the purpose of improving organizational effectiveness.
Ob unit-v- Osmania University Syllabus- BBA-1st Year
: ORGANIZATIONAL CULTURE, CONFLICT AND EFFECTIVENESS :
Concept of Organizational Culture, Distinction between organizational culture and organizational
climate, Factors influencing organizational culture, Morale- concept and types of morale.
Managing conflict, Organizational Effectiveness - Indicators of organizational
effectiveness, Achieving organizational effectiveness. Organizational Power and Politics.
ORGANIZATIONAL BEHAVIOUR- UNIT-5-BBA-OSMANIA UNIVERSITY
This document provides information on organizational behavior topics including organizational culture, factors influencing culture, morale, types of morale, organizational effectiveness, and managing conflict. It discusses how organizational culture is shaped by shared values and influences employee behavior. Factors like leadership, structure, and external environment also impact culture. High and low morale within individuals and groups are explored. Indicators of organizational effectiveness like communication, customer relationships, and employee competence are outlined. Strategies for achieving effectiveness including clear goals, appropriate structure, and employee feedback are presented. Finally, approaches for managing conflicts with bosses, peers, and subordinates are discussed.
Essay On Organizational Behavior
The A-Team disbanded due to early conflict between group members. They failed to define roles and arguments escalated, causing one member to quit. The group lacked cooperation and failed to see themselves as a cohesive unit. Personality clashes emerged over views of experience and leadership, and assumptions based on attributes like gender and ethnicity damaged communication.
Recommended
Process assumptions-values-n-beliefs-of-od
Organizational development (OD) aims to increase organizational effectiveness through planned interventions. The typical OD process consists of 9 steps over a minimum of one year: initial diagnosis, data collection, data feedback, selecting interventions, implementing interventions, action planning, team building, inter-group development, and evaluation. Key values of OD include being humanistic by respecting individuals, optimistic by believing in progress through reason and cooperation, and democratic by respecting individual rights and fairness. These values imply treating individuals with support, challenge, and responsibility, and groups with investment in development, team leadership, and interactive solutions.
Organizational culture
An organization's culture is defined as the shared values, principles, traditions, and ways of doing things that influence employee behavior and distinguish one organization from others. An organization's culture is not physically tangible but rather reflects how members perceive and describe the culture. Describing an organization using seven cultural dimensions like attention to detail, outcome orientation, and team orientation provides a picture of its personality. Organizations with strongly held and widely shared core values tend to have stronger cultures associated with higher performance and more loyal employees. The original source of an organization's culture usually reflects its founder's vision.
unit 5 OB organizational policies and power prof.kanchan.pptx
1. Organizational power and politics refer to the ability to influence others within an organization and the activities employees engage in to gain power and resources.
2. There are six main sources of organizational power: legitimate, reward, coercive, expert, information, and referent power.
3. Organizational politics can decrease employee commitment and increase job stress if not managed properly.
Organizational Culture (1).pptx
It explains about the organizational culture and its advantages, outcome of HR culture and how it helps to attain organizational sustainability in present conditions and also in future. the organizational culture explains the shared beliefs, values and norms followed in their organization which is distinct from other organization to attract competent employees and also to become competitive advantage among others.
Analyzing The Organizational Behavior Chart Elements
This document provides an analysis of organizational behavior concepts. It begins with definitions of key terms like organization, organizational behavior, human resources, and stress. It then explores topics like perception, personality, emotions, values, attitudes, diversity, and stress. It examines how these concepts impact individual and group behavior within organizations. The document aims to explain organizational behavior concepts for the purpose of improving organizational effectiveness.
Ob unit-v- Osmania University Syllabus- BBA-1st Year
: ORGANIZATIONAL CULTURE, CONFLICT AND EFFECTIVENESS :
Concept of Organizational Culture, Distinction between organizational culture and organizational
climate, Factors influencing organizational culture, Morale- concept and types of morale.
Managing conflict, Organizational Effectiveness - Indicators of organizational
effectiveness, Achieving organizational effectiveness. Organizational Power and Politics.
ORGANIZATIONAL BEHAVIOUR- UNIT-5-BBA-OSMANIA UNIVERSITY
This document provides information on organizational behavior topics including organizational culture, factors influencing culture, morale, types of morale, organizational effectiveness, and managing conflict. It discusses how organizational culture is shaped by shared values and influences employee behavior. Factors like leadership, structure, and external environment also impact culture. High and low morale within individuals and groups are explored. Indicators of organizational effectiveness like communication, customer relationships, and employee competence are outlined. Strategies for achieving effectiveness including clear goals, appropriate structure, and employee feedback are presented. Finally, approaches for managing conflicts with bosses, peers, and subordinates are discussed.
Essay On Organizational Behavior
The A-Team disbanded due to early conflict between group members. They failed to define roles and arguments escalated, causing one member to quit. The group lacked cooperation and failed to see themselves as a cohesive unit. Personality clashes emerged over views of experience and leadership, and assumptions based on attributes like gender and ethnicity damaged communication.
Coaching From an Organizational Development Perspective
Coaching is seen as an individual process working towards behavioural change. It is. However, unless the individual is addressed as part of the system he or she belongs to (a family, an institution or an organisation and in integration with them), behavioural changes will not sustain.
This systemic perspective is the central theme of Organisational Development (OD). Use of self at the individual level is integrated seamlessly with team and organisational alignment in systemic OD approach to coaching. Systemic approach adds maximum value to the organisation and teams within, in addition to individuals. Every coach should become familiar with this approach.
During this session, Kathy Lippert will discuss this OD approach with Jackie Bsharah.
Blogpost: https://coacharya.com/blog/coaching-from-an-organizational-development-perspective-video/
A Study on Impact of Organization Culture on Employee Behaviour with Special ...
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
TitleABC123 Version X1Prejudice, Stereotyping, and Di.docx
Title
ABC/123 Version X
1
Prejudice, Stereotyping, and Discrimination Worksheet
PSYCH/620 Version 1
1
University of Phoenix Material
Prejudice, Stereotyping, and Discrimination Worksheet
Define each concept in the “Concept Name” column based on the provided definition.
Definition
Concept Name
Judgments based on positive and negative perceptions of a social group
Reacting to a person as though he or she was an indistinguishable member of a particular social group
Acting on cognitive expectations and emotional reactions to a person's perceived membership in a particular social group
Bias affirms the satisfaction of belonging to the right groups; individual autonomy is balanced against group identity.
Bringing about the behavior in others that a biased perceiver expects
The degree to which one accepts a hierarchy in which some groups rightfully have a commanding influence over others
Similar to fundamental attribution error, as applied to groups
Attributing negative encounters with others to membership in a stigmatized group or others' biases against the stigmatized group to which one belongs
Biases assigned to a person without intention, awareness, effort, or control, often based on subliminal cues
Economic, political, military, or prestige-related threats to ingroup advantage that result in negative intergroup reactions
Applying one’s cognitive expectations and associations about a group to a person
Prejudice that is cool, indirect, automatic, unconscious, unintentional, and often gives reason for the perceiver to deny any bias
Legitimizing current social arrangements, even at the expense of the individual or the group
An explanation for a judgment that is used to excuse one's actual bias
Overt, explicit forms of bias that emphasize belonging to an ingroup and controlling outgroups
The value one places on one's social groups or perceived membership in various social groups
Reacting emotionally to an individual based on one's feelings about the group to which one believes that person belongs
The perception that the world is a dangerous place, which creates fear, hostility, and moral superiority and justifies aggression against perceived threats from outgroups
The part of one's self-concept that derives from his or her group membership
Copyright © XXXX by University of Phoenix. All rights reserved.
Copyright © 2012 by University of Phoenix. All rights reserved.
Introduction
Ideally, employees who understand what working is about in the organization will become fully productive.
HR helps employees become well-adjusted and productive through socialization, training, and development programs.
In other words, they’re hired – now what?
The Insider-Outsider Passage
Socialization, or “onboarding” is a process of adaptation to a new work role
adjustments must be made whenever individuals change jobs
the most profound adjustment occurs when an individual first enters an organization, i.e., outside to inside
The Inside ...
Fundamentals of organizational behavior
Organizational behavior can be defined as understanding, predicting, and managing human behavior in organizations. Individuals, groups, and organizational structures and culture all impact behavior within an organization. OB draws from various fields like psychology, sociology, economics, and political science. Key determinants of behavior include beliefs, attitudes, emotions, values, and behavior itself. Managers face challenges related to workforce diversity, quality/productivity improvement, empowerment, technology changes, and business ethics. Methods to minimize errors include checking sampling and data processes, preparing questionnaires carefully, conducting pilot surveys, fixing procedures, using competent staff, and providing training.
Methods of increasing industrial morale
This document discusses employee morale and its importance in organizations. It defines morale as the overall attitude and willingness of employees to work. High morale is characterized by adaptability, belongingness, and common goals, while low morale shows in absenteeism, tardiness, and lack of work pride. The document then lists 12 methods to improve morale, such as two-way communication, proper incentives, job security, and grievance resolution. It emphasizes that morale is influenced by many social and workplace factors and must be actively managed by organizations to maximize productivity and success.
Mahmood Qasim slides on Personality for Organizational Behavior students
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
Organizational Behaviour Unit 1
This document discusses the importance of organizational behavior and provides information on various organizational behavior models and concepts. It covers 5 key points:
1) It discusses 5 organizational behavior models (autocratic, custodial, supportive, collegial, systems) and the characteristics of the autocratic, supportive and collegial models.
2) It describes the nature and scope of organizational behavior, including levels of analysis (individual, group, organizational) and key areas like motivation, leadership, organizational culture.
3) It provides an overview of personality theories like psychoanalytic theory, trait theory, and holistic/self theories.
4) It discusses concepts like perception, personality traits, factors influencing personality.
A Study on Employees Opinion on Organization Culture and Factors Influencing ...
A Study on Employees Opinion on Organization Culture and Factors Influencing ...International Journal of Business Marketing and Management (IJBMM)
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.ORGANIZATION BEHAVIOUR
This document discusses organizational behavior and defines it as the study of how individuals and groups act in organizations and how their behaviors affect organizational effectiveness. It provides definitions of organizational behavior from several experts and discusses the key elements (people, structure, technology, environment), scope (individuals, groups, the organization as a whole), and the role of organizational behavior in different contexts like manufacturing, education, insurance, and textiles. Specifically, it emphasizes that organizational behavior focuses on understanding and managing human behavior in organizations to improve performance.
ORGANIZATIONAL BEHAVIOR.pptx
The document discusses key topics related to organizational behavior including its goals, importance, and objectives. Specifically, it outlines three main goals of organizational behavior as explaining behavior, predicting behavior, and controlling behavior. It also lists eight objectives including job satisfaction, finding the right people, organizational culture, leadership and conflict resolution, understanding employees better, developing good leaders, developing good teams, and higher productivity. The document provides examples and explanations for each of these objectives.
ORGANIZATIONAL DEVLOPMENT & ITS INTERVENTIONS
This document provides an overview of organizational development (OD) and organization interventions (OI). It discusses the meaning and objectives of OD, the assumptions and values, the process, and effectiveness. It also examines the meaning and assumptions of OI, factors that help change agents, and examples of interventions at different levels including individual, group, and structural. The goal of OD is to increase an organization's effectiveness and ability to change, while OI are structured activities used by change agents to facilitate improvement.
Organizational Behavior Essay Topics
This document summarizes an organizational behavior essay. It discusses key concepts in organizational behavior including organizational structure, culture, diversity, communication, effectiveness, and learning. It provides examples from the military to illustrate these concepts. Organizational structure ensures employees have clear goals and motivation to achieve them. Organizational culture influences behavior and decision making. Diversity and effective communication are important in today's global workforce. Understanding these concepts helps employees and organizations be successful.
organizational behaviour
The document discusses organizational culture, socialization, and mentoring. It defines organizational culture as the shared meanings and values that distinguish one organization from others. There are typically dominant and subcultures within organizations. Socialization is important for adapting new employees to the organizational culture and involves three stages - pre-arrival, encounter, and metamorphosis. Employees learn the culture through rituals, stories, symbols, and language. A strong, ethical culture can positively influence employee behavior.
introduction to organizational behavior is a broad knowledge to understand to...
This document provides an overview of organizational behavior (OB) including:
- Defining OB and how it can help managers understand individual and group behavior within organizations.
- The 4 main goals of OB which are to describe, understand, predict, and control human behavior at work.
- The 4 key forces affecting OB which are people, structure, technology, and environment.
- The 4 disciplinary foundations of OB which are psychology, sociology, social psychology, and anthropology.
- The 4 approaches to OB which are human resources, contingency, results-oriented, and systems approaches.
- Challenges and opportunities for applying OB concepts like managing a diverse workforce and improving employee performance.
Personality development
The document discusses personality development and key factors that influence an individual's personality. It defines personality and lists several factors that determine personality, including intelligence, physical limitations, education, heredity, and environment. It also discusses self-development and the importance of lifelong learning. The document provides an overview of SWOT analysis and how it can be used to understand an organization's strengths, weaknesses, opportunities, and threats. It also briefly discusses knowledge management and some of the key activities involved.
A Study On The Organizational Climate Project
This document discusses organizational climate and provides definitions from various scholars. It begins by defining organizational climate as the perceptions of characteristics of an organization that influence motivation and performance. Climate is influenced by leadership, decision-making processes, and recognition of employee efforts. Climate is less encompassing than culture but more readily measured through individual perceptions. The document then provides definitions of organizational climate from various scholars and discusses how climate can be assessed through quantitative surveys. It describes the relationship between climate and motivation, the role of communication in climate, and decision-making processes.
Organizational development interventions
This document discusses various types of organizational development interventions. It begins by defining intervention and describing criteria for effective interventions. It then discusses factors that impact the success of interventions, including those relating to the change situation and target of change. Various intervention types are covered such as team interventions, inter-group and third party interventions, and comprehensive OD interventions involving the whole system. Structural interventions involving redesigning the organization are also outlined. Presentation sections provide details on specific interventions like team building, process consultation, and socio-technical system design.
Organization development
Role of Organizational development or process in Human resource Management and Organizational management.
P&O 2 Chirag Sankeshwari st20095348_mba7003
This document appears to be an assignment submitted by a student named Chirag Sankeshwari for a People & Organizations course. The assignment contains analyses of various topics related to organizational culture, leadership styles, strategic human resource management, performance evaluation, and conflict resolution with an emphasis on best practices in the 21st century. Each section provides definitions and discusses characteristics or types of the given topic. The document includes tables of contents and references.
GUIDANCE FOR THE ETHICAL MUSLIM 5-Nov-21.pdf
This document provides guidance on defining integrity at work. It discusses how organizational values help companies communicate their identity, hire the right people, inspire employees, and provide guidance for decisions. Values provide a source of guidance and alignment for targets and boundaries. When values are well expressed in a company's culture, they help hire the right people, help employees know if the company is a good fit, inspire staff, separate misaligned staff, provide guidance for daily decisions, and inspire customers. A values-driven company provides clarity for expectations, which helps accelerate goals. The document is intended to guide the reader in defining their organization's mission, vision, values and priorities.
Major Benefits and Drivers of IoT.Background According to T.docx
Major Benefits and Drivers of IoT.
Background: According to Turban (2015),The major objective of IoT systems is to improve productivity, quality, speed, and the quality of life. There are potentially several major benefits from IoT, especially when combined with Artificial Intelligence (AI).
Reference: Sharda, R., Delen, Dursun, and Turban, E. (2020). Analytics, Data Science, & Artificial Intelligence: Systems for Decision Support. 11th Edition. By PEARSON Education. Inc.
ISBN-13: 978-0-13-519201-6
Assignment/Research: Go to pages 694 to 695 of your recommended textbook and familiarize yourself with the contents therein. Go ahead and make a list of the major benefits and drivers of IoT, thereafter pick two from each list and discuss them briefly.
Your research paper should be at least three pages (800 words), double-spaced, have at least 4 APA references, and typed in an easy-to-read font in MS Word
.
Major Assessment 2 The Educated Person” For educators to be ef.docx
Major Assessment 2: The “Educated Person” For educators to be effective in supporting diverse learners, they need to develop, possess, and continually refine their vision of the “educated person.” In other words, they need to have a vision of their goals and outcomes for educating students. Prepare a statement of your image of and beliefs and values about the educated person. Explain your beliefs about the role of the teacher in valuing and encouraging others to value the image of an educated person. Be certain to address the roles of cultural diversity in achieving a viable vision of the educated person. Begin by reading the key documents discussed in the chapters in this section. Reference at least five additional current professional references to illustrate your position. Organize your presentation by sections and use American Psychological Association (APA) style for citing references in the body of the text and for developing your reference list. Include the following sections in your paper:
1. Introduction
2. Vision of learning and the educated person (critical knowledge, skills, dispositions)
3. Role of the teacher in providing an effective instructional program and applying best practices to student learning
4. Critical issues in promoting the success of all students and responding to diverse community needs
5. Capacity to translate the image of the educated person into educational aims and organizational goals and processes
6. Conclusion
7. References
.
More Related Content
Similar to It should be no surprise that organizational culture can have an imp.docx
Coaching From an Organizational Development Perspective
Coaching is seen as an individual process working towards behavioural change. It is. However, unless the individual is addressed as part of the system he or she belongs to (a family, an institution or an organisation and in integration with them), behavioural changes will not sustain.
This systemic perspective is the central theme of Organisational Development (OD). Use of self at the individual level is integrated seamlessly with team and organisational alignment in systemic OD approach to coaching. Systemic approach adds maximum value to the organisation and teams within, in addition to individuals. Every coach should become familiar with this approach.
During this session, Kathy Lippert will discuss this OD approach with Jackie Bsharah.
Blogpost: https://coacharya.com/blog/coaching-from-an-organizational-development-perspective-video/
A Study on Impact of Organization Culture on Employee Behaviour with Special ...
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
TitleABC123 Version X1Prejudice, Stereotyping, and Di.docx
Title
ABC/123 Version X
1
Prejudice, Stereotyping, and Discrimination Worksheet
PSYCH/620 Version 1
1
University of Phoenix Material
Prejudice, Stereotyping, and Discrimination Worksheet
Define each concept in the “Concept Name” column based on the provided definition.
Definition
Concept Name
Judgments based on positive and negative perceptions of a social group
Reacting to a person as though he or she was an indistinguishable member of a particular social group
Acting on cognitive expectations and emotional reactions to a person's perceived membership in a particular social group
Bias affirms the satisfaction of belonging to the right groups; individual autonomy is balanced against group identity.
Bringing about the behavior in others that a biased perceiver expects
The degree to which one accepts a hierarchy in which some groups rightfully have a commanding influence over others
Similar to fundamental attribution error, as applied to groups
Attributing negative encounters with others to membership in a stigmatized group or others' biases against the stigmatized group to which one belongs
Biases assigned to a person without intention, awareness, effort, or control, often based on subliminal cues
Economic, political, military, or prestige-related threats to ingroup advantage that result in negative intergroup reactions
Applying one’s cognitive expectations and associations about a group to a person
Prejudice that is cool, indirect, automatic, unconscious, unintentional, and often gives reason for the perceiver to deny any bias
Legitimizing current social arrangements, even at the expense of the individual or the group
An explanation for a judgment that is used to excuse one's actual bias
Overt, explicit forms of bias that emphasize belonging to an ingroup and controlling outgroups
The value one places on one's social groups or perceived membership in various social groups
Reacting emotionally to an individual based on one's feelings about the group to which one believes that person belongs
The perception that the world is a dangerous place, which creates fear, hostility, and moral superiority and justifies aggression against perceived threats from outgroups
The part of one's self-concept that derives from his or her group membership
Copyright © XXXX by University of Phoenix. All rights reserved.
Copyright © 2012 by University of Phoenix. All rights reserved.
Introduction
Ideally, employees who understand what working is about in the organization will become fully productive.
HR helps employees become well-adjusted and productive through socialization, training, and development programs.
In other words, they’re hired – now what?
The Insider-Outsider Passage
Socialization, or “onboarding” is a process of adaptation to a new work role
adjustments must be made whenever individuals change jobs
the most profound adjustment occurs when an individual first enters an organization, i.e., outside to inside
The Inside ...
Fundamentals of organizational behavior
Organizational behavior can be defined as understanding, predicting, and managing human behavior in organizations. Individuals, groups, and organizational structures and culture all impact behavior within an organization. OB draws from various fields like psychology, sociology, economics, and political science. Key determinants of behavior include beliefs, attitudes, emotions, values, and behavior itself. Managers face challenges related to workforce diversity, quality/productivity improvement, empowerment, technology changes, and business ethics. Methods to minimize errors include checking sampling and data processes, preparing questionnaires carefully, conducting pilot surveys, fixing procedures, using competent staff, and providing training.
Methods of increasing industrial morale
This document discusses employee morale and its importance in organizations. It defines morale as the overall attitude and willingness of employees to work. High morale is characterized by adaptability, belongingness, and common goals, while low morale shows in absenteeism, tardiness, and lack of work pride. The document then lists 12 methods to improve morale, such as two-way communication, proper incentives, job security, and grievance resolution. It emphasizes that morale is influenced by many social and workplace factors and must be actively managed by organizations to maximize productivity and success.
Mahmood Qasim slides on Personality for Organizational Behavior students
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
Organizational Behaviour Unit 1
This document discusses the importance of organizational behavior and provides information on various organizational behavior models and concepts. It covers 5 key points:
1) It discusses 5 organizational behavior models (autocratic, custodial, supportive, collegial, systems) and the characteristics of the autocratic, supportive and collegial models.
2) It describes the nature and scope of organizational behavior, including levels of analysis (individual, group, organizational) and key areas like motivation, leadership, organizational culture.
3) It provides an overview of personality theories like psychoanalytic theory, trait theory, and holistic/self theories.
4) It discusses concepts like perception, personality traits, factors influencing personality.
A Study on Employees Opinion on Organization Culture and Factors Influencing ...
A Study on Employees Opinion on Organization Culture and Factors Influencing ...International Journal of Business Marketing and Management (IJBMM)
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.ORGANIZATION BEHAVIOUR
This document discusses organizational behavior and defines it as the study of how individuals and groups act in organizations and how their behaviors affect organizational effectiveness. It provides definitions of organizational behavior from several experts and discusses the key elements (people, structure, technology, environment), scope (individuals, groups, the organization as a whole), and the role of organizational behavior in different contexts like manufacturing, education, insurance, and textiles. Specifically, it emphasizes that organizational behavior focuses on understanding and managing human behavior in organizations to improve performance.
ORGANIZATIONAL BEHAVIOR.pptx
The document discusses key topics related to organizational behavior including its goals, importance, and objectives. Specifically, it outlines three main goals of organizational behavior as explaining behavior, predicting behavior, and controlling behavior. It also lists eight objectives including job satisfaction, finding the right people, organizational culture, leadership and conflict resolution, understanding employees better, developing good leaders, developing good teams, and higher productivity. The document provides examples and explanations for each of these objectives.
ORGANIZATIONAL DEVLOPMENT & ITS INTERVENTIONS
This document provides an overview of organizational development (OD) and organization interventions (OI). It discusses the meaning and objectives of OD, the assumptions and values, the process, and effectiveness. It also examines the meaning and assumptions of OI, factors that help change agents, and examples of interventions at different levels including individual, group, and structural. The goal of OD is to increase an organization's effectiveness and ability to change, while OI are structured activities used by change agents to facilitate improvement.
Organizational Behavior Essay Topics
This document summarizes an organizational behavior essay. It discusses key concepts in organizational behavior including organizational structure, culture, diversity, communication, effectiveness, and learning. It provides examples from the military to illustrate these concepts. Organizational structure ensures employees have clear goals and motivation to achieve them. Organizational culture influences behavior and decision making. Diversity and effective communication are important in today's global workforce. Understanding these concepts helps employees and organizations be successful.
organizational behaviour
The document discusses organizational culture, socialization, and mentoring. It defines organizational culture as the shared meanings and values that distinguish one organization from others. There are typically dominant and subcultures within organizations. Socialization is important for adapting new employees to the organizational culture and involves three stages - pre-arrival, encounter, and metamorphosis. Employees learn the culture through rituals, stories, symbols, and language. A strong, ethical culture can positively influence employee behavior.
introduction to organizational behavior is a broad knowledge to understand to...
This document provides an overview of organizational behavior (OB) including:
- Defining OB and how it can help managers understand individual and group behavior within organizations.
- The 4 main goals of OB which are to describe, understand, predict, and control human behavior at work.
- The 4 key forces affecting OB which are people, structure, technology, and environment.
- The 4 disciplinary foundations of OB which are psychology, sociology, social psychology, and anthropology.
- The 4 approaches to OB which are human resources, contingency, results-oriented, and systems approaches.
- Challenges and opportunities for applying OB concepts like managing a diverse workforce and improving employee performance.
Personality development
The document discusses personality development and key factors that influence an individual's personality. It defines personality and lists several factors that determine personality, including intelligence, physical limitations, education, heredity, and environment. It also discusses self-development and the importance of lifelong learning. The document provides an overview of SWOT analysis and how it can be used to understand an organization's strengths, weaknesses, opportunities, and threats. It also briefly discusses knowledge management and some of the key activities involved.
A Study On The Organizational Climate Project
This document discusses organizational climate and provides definitions from various scholars. It begins by defining organizational climate as the perceptions of characteristics of an organization that influence motivation and performance. Climate is influenced by leadership, decision-making processes, and recognition of employee efforts. Climate is less encompassing than culture but more readily measured through individual perceptions. The document then provides definitions of organizational climate from various scholars and discusses how climate can be assessed through quantitative surveys. It describes the relationship between climate and motivation, the role of communication in climate, and decision-making processes.
Organizational development interventions
This document discusses various types of organizational development interventions. It begins by defining intervention and describing criteria for effective interventions. It then discusses factors that impact the success of interventions, including those relating to the change situation and target of change. Various intervention types are covered such as team interventions, inter-group and third party interventions, and comprehensive OD interventions involving the whole system. Structural interventions involving redesigning the organization are also outlined. Presentation sections provide details on specific interventions like team building, process consultation, and socio-technical system design.
Organization development
Role of Organizational development or process in Human resource Management and Organizational management.
P&O 2 Chirag Sankeshwari st20095348_mba7003
This document appears to be an assignment submitted by a student named Chirag Sankeshwari for a People & Organizations course. The assignment contains analyses of various topics related to organizational culture, leadership styles, strategic human resource management, performance evaluation, and conflict resolution with an emphasis on best practices in the 21st century. Each section provides definitions and discusses characteristics or types of the given topic. The document includes tables of contents and references.
GUIDANCE FOR THE ETHICAL MUSLIM 5-Nov-21.pdf
This document provides guidance on defining integrity at work. It discusses how organizational values help companies communicate their identity, hire the right people, inspire employees, and provide guidance for decisions. Values provide a source of guidance and alignment for targets and boundaries. When values are well expressed in a company's culture, they help hire the right people, help employees know if the company is a good fit, inspire staff, separate misaligned staff, provide guidance for daily decisions, and inspire customers. A values-driven company provides clarity for expectations, which helps accelerate goals. The document is intended to guide the reader in defining their organization's mission, vision, values and priorities.
Similar to It should be no surprise that organizational culture can have an imp.docx (20)
Coaching From an Organizational Development Perspective
Coaching From an Organizational Development Perspective
A Study on Impact of Organization Culture on Employee Behaviour with Special ...
A Study on Impact of Organization Culture on Employee Behaviour with Special ...
TitleABC123 Version X1Prejudice, Stereotyping, and Di.docx
TitleABC123 Version X1Prejudice, Stereotyping, and Di.docx
Mahmood Qasim slides on Personality for Organizational Behavior students
Mahmood Qasim slides on Personality for Organizational Behavior students
A Study on Employees Opinion on Organization Culture and Factors Influencing ...
A Study on Employees Opinion on Organization Culture and Factors Influencing ...
introduction to organizational behavior is a broad knowledge to understand to...
introduction to organizational behavior is a broad knowledge to understand to...
More from jesssueann
Major Benefits and Drivers of IoT.Background According to T.docx
Major Benefits and Drivers of IoT.
Background: According to Turban (2015),The major objective of IoT systems is to improve productivity, quality, speed, and the quality of life. There are potentially several major benefits from IoT, especially when combined with Artificial Intelligence (AI).
Reference: Sharda, R., Delen, Dursun, and Turban, E. (2020). Analytics, Data Science, & Artificial Intelligence: Systems for Decision Support. 11th Edition. By PEARSON Education. Inc.
ISBN-13: 978-0-13-519201-6
Assignment/Research: Go to pages 694 to 695 of your recommended textbook and familiarize yourself with the contents therein. Go ahead and make a list of the major benefits and drivers of IoT, thereafter pick two from each list and discuss them briefly.
Your research paper should be at least three pages (800 words), double-spaced, have at least 4 APA references, and typed in an easy-to-read font in MS Word
.
Major Assessment 2 The Educated Person” For educators to be ef.docx
Major Assessment 2: The “Educated Person” For educators to be effective in supporting diverse learners, they need to develop, possess, and continually refine their vision of the “educated person.” In other words, they need to have a vision of their goals and outcomes for educating students. Prepare a statement of your image of and beliefs and values about the educated person. Explain your beliefs about the role of the teacher in valuing and encouraging others to value the image of an educated person. Be certain to address the roles of cultural diversity in achieving a viable vision of the educated person. Begin by reading the key documents discussed in the chapters in this section. Reference at least five additional current professional references to illustrate your position. Organize your presentation by sections and use American Psychological Association (APA) style for citing references in the body of the text and for developing your reference list. Include the following sections in your paper:
1. Introduction
2. Vision of learning and the educated person (critical knowledge, skills, dispositions)
3. Role of the teacher in providing an effective instructional program and applying best practices to student learning
4. Critical issues in promoting the success of all students and responding to diverse community needs
5. Capacity to translate the image of the educated person into educational aims and organizational goals and processes
6. Conclusion
7. References
.
Major Assessment 4 Cultural Bias Investigation Most educators agree.docx
Major Assessment 4: Cultural Bias Investigation Most educators agree that major influences on the achievement of students are the activities and support materials; environment; and types of expectations, interactions, and behaviors to which they are exposed. Therefore, an understanding of bias and skill in discerning subtle and/or overt bias in curriculum, instruction, and assessment are extremely important. Conduct a cultural bias investigation to examine a particular textbook with which you are familiar. Your investigation will focus on identifying instructional and assessment practices that reflect cultural bias and inhibit learning. The investigation will include reflection on the impact of these practices on student learning. Procedure 1. Make sure you are familiar with the key authors and experts described in the chapters in this section. Review at least five research-based sources that clarify the research to expand your understanding of the influence of culture on teaching and learning and the presence of bias in curriculum, instruction, and assessment. 2. Select and analyze a textbook with which you are familiar. Use the Sadkers’ (Sadker & Zittleman, 2012) list of the seven prevalent forms of bias in the curriculum to conduct a critical analysis of the textbook. Look at such aspects as pictures, names of people, the relative marginalization or integration of groups of people throughout the text, examples used, and so on. Summarize and present your data in displays (charts, tables, etc.). 3. Include in a written report the following: Introduction (text selected; rationale for selection; description of the text and context in which it is used) Review of the research on the influence of culture in teaching and learning and bias in the curriculum Summary of your findings (data tables and appropriate narratives) Discussion of the findings, including: { resonance with the research on bias { your understanding of bias and the challenges it poses to teaching and learning { the implications of your findings for teaching and learning Relate your discussion of the findings to class discussions and readings of the philosophy of education and purposes of curriculum. Be sure to adhere to APA guidelines in writing the final paper. Use the following tables to display your data: SECTION IV ASSESSMENT SKILLS Table 2: Analysis of Four Chapters for Frequency of Mention of Each Search Category Whites/Caucasians (male/female) African Americans (male/female) Hispanics/Latinos/Latinas (male/female) Native Americans (male/female) Asian Americans (male/female) Disability and deaf culture Gay, lesbian, bisexual, and transgendered persons (male/female) Religious groups Language groups Other Example Table 2 Format: Textbook Chapter Analysis Search category 1 # mentions/ # pages 2 # mentions/ # pages 3 # mentions/ # pages 4 # mentions/ # pages Total # mentions/ # pages White males White females African Americans Hispanics/Latinos/Latinas Table 3.
Maintaining privacy and confidentiality always is also vital. Nurses.docx
Maintaining privacy and confidentiality always is also vital. Nurses handle information that if misplaced can expose patient’s unnecessarily and thus cause a breach in confidentiality. Such information can include drug use, sexual activity and history of mental illness (Masters, 2020). Conversations regarding patient care and condition must be private and involve only those in direct care. A violation of patient’s privacy can result in fines and employment termination
.
Main content15-2aHow Identity Theft OccursPerpetrators of iden.docx
Main content
15-2aHow Identity Theft Occurs
Perpetrators of identity theft follow a common pattern after they have stolen a victim’s identity. To help you understand this process, we have created the “identity theft cycle.” Although some fraudsters perpetrate their frauds in slightly different ways, most generally follow the stages in the cycle shown in Figure 15.1.
Stage 1. Discovery
1. Perpetrators gain information.
2. Perpetrators verify information.
Stage 2. Action
1. Perpetrators accumulate documentation.
2. Perpetrators conceive cover-up or concealment actions.
Stage 3. Trial
1. First dimensional actions—Small thefts to test the stolen information.
2. Second dimensional actions—Larger thefts, often involving personal interaction, without much chance of getting caught.
3. Third dimensional actions—Largest thefts committed after perpetrators have confidence that their schemes are working.
Figure 15.1The Identity Theft Cycle
Stage 1: Discovery
The discovery stage involves two phases: information gathering and information verification. This is the first step in the identity theft cycle because all other actions the perpetrator takes depend upon the accuracy and effectiveness of the discovery stage. A powerful discovery stage constitutes a solid foundation for the perpetrator to commit identity theft. The smarter the perpetrator, the better the discovery foundation will be.
During the gaining information phase, fraudsters do all they can to gather a victim’s information. Examples of discovery techniques include such information-gathering techniques as searching trash, searching someone’s home or computer, stealing mail, phishing, breaking into cars or homes, scanning credit card information, or using other means whereby a perpetrator gathers information about a victim.
During the information verification phase, a fraudster uses various means to verify the information already gathered. Examples include telephone scams, where perpetrators call the victim and act as a representative of a business to verify the information gathered (this is known as pretexting), and trash searches (when another means was used to gather the original information). Although some fraudsters may not initially go through the information verification process, they will eventually use information verification procedures at some point during the scam. The scams of perpetrators who don’t verify stolen information are usually shorter and easier to catch than scams of perpetrators who verify stolen information.
Step 2: Action
The action stage is the second phase of the identity theft cycle. It involves two activities: accumulating documentation and devising cover-up or concealment actions.
Accumulating documentation refers to the process perpetrators use to obtain needed tools to defraud the victim. For example, using the information already obtained, perpetrators may apply for a bogus credit card, fake check, or driver’s license in the victim’s name. Although the perpetra.
Macro Presentation – Australia Table of ContentOver.docx
Macro Presentation – Australia
Table of Content:
Overview
Nominal GDP & Real GDP
GDP/Capita
Inflation rate
Exports & Imports
Unemployment Rate & Labor force
labor force participation & composition of labor force
Money Supply
pie-chart (composition of the economy)
strengths and weaknesses of this economy
Overview:
sixth-largest country in the world.
Australia is a continent & an island
located in Oceania
Population: 25.2 million
Australia is one of the wealthiest Asia
the world’s 14th largest (economically)
Overview:
GDP :
$1.3 trillion
2.8% growth
2.6% 5-year compound annual growth
$52,373 per capita
Unemployment: 5.4%
Inflation (CPI): 2.0%
Characterized by: diverse services, technology sectors & low government debt
five key reasons for investing in Australia: Robust Economy, Dynamic Industries, Innovation and Skills, Global Ties and Strong Foundations & compares Australia’s credentials with other countries.
GDP:
Nominal GDP & Real GDP:
Nominal GDP:
1.434 trillion
Real GDP:
45439.30 $
GDP/Capita:
57,373.687
Inflation Rate:
Inflation Rate 2018 = 1.9%
Inflation Rate 2017 = 1.9%
Inflation Rate 2016 = 1.3%
Inflation Rate 2015 = 1.5%
Inflation Rate 2014 = 2.5%
Inflation Rate 2013 = 2.5%
Inflation Rates over 5 years
عمود12013201420152016201720182.52.51.51.31.91.9عمود2201320142015201620172018
Exports & Imports:
Exports:
Bituminous coal
iron ores and concentrates
Gold
Petroleum oils and oils obtained from bituminous
Copper ores and concentrates
The total value of exports: is US$ 252,776 million.
Imports:
Petroleum oïl
Automobiles with reciprocating piston engine di
Transmission apparatus
Diesel powered trucks
The total value of imports: is US$ 235,519 million
Exports & Imports (partners) :
Exports:
China
Japan
Korea
India
United sates
Imports:
China
United states
Japan
Germany
Thailand
Unemployment Rate & Labor force:
Unemployment Rate:
5.4%
Labor force:
79%
labor force participation & composition of labor force:
labor force participation:
77.558
composition of labor force:
Employed = 12658.6
Unemployed = 671.0
Labour force =
12658.6 + 671.0 = 13329.6
Nationals = 29.7 %
foreigners+ = 70.3 %
Money Supply:
M1 = 1189.19
M3 = 2231.55
pie-chart (composition of the economy):
70% of coal, 54% of iron, service industry 70%, Agriculture 12%
المبيعاتcoalironindustryagriculture70547012
strengths and weaknesses of this economy:
Weaknesses:
The quality of life in Australia is high & not permanent
The size of their investment
Most concentrated investments: coal, gas, iron mining
Solution
s & Suggestion:
To sustain a high quality of life long-term:
Many investments with added value ‘not from their priorities’ : (workforce for education, high teach sector in nanotechnology + solar energy & agricultural innovation) > should focus on
strengths and weaknesses of this economy:
Strength:
Mining is a strong investment in Australia
References:
https://www.h.
M.S Aviation Pty Ltd TA Australian School of Commerce RTO N.docx
This document is an assessment booklet for the unit BSBINN601 Lead and manage organisational change. It contains information on the assessment process, requirements, tasks and evidence to be collected to determine competency. The assessments will take place at the Australian School of Commerce campus and involve knowledge tests, project work and roleplays to demonstrate skills in leading and managing organizational change.
M4.3 Case StudyCase Study ExampleJennifer S. is an Army veter.docx
M4.3 Case Study
Case Study Example:
Jennifer S. is an Army veteran of Operation Freedom. Since returning home, Jennifer has suffered from recurrent headaches, ringing in her ears, difficulty focusing, and dizziness. In addition, soon after returning home, she began to experience moments of panic when in open spaces; flashbacks reliving the blast and the death of fellow soldiers; feelings of emotional numbness and depression; and being easily startled. She was placed on medical leave and diagnosed with Post Traumatic Stress Disorder (PTSD) and is currently being seen by a psychiatrist at the VA hospital. Her husband understands the concept of PTSD but is unprepared to handle his wife’s deteriorating condition.
Recently, Jennifer was seen at the local urgent care center for recurrent headaches, complaints of shortness of breath, and chest pain. Her husband informed the urgent care nurse that for the past four weeks his wife has been unable to care for the children, remains in bed, complaining of headaches, and is very ‘jumpy’.
The nurse assesses Jennifer knowing that returning veterans with PTSD and their families face an array of challenges, with implications for the veterans, their partners, and their children. The nurse considers referring them to: a social worker specializing in crisis intervention for veterans, a family counselor, the school nurse, a family health care practitioner.
Key elements of the nurse’s assessment are as follows:
Jennifer is 33 year-old woman who enlisted in Reserve Officers’ Training Corps (ROTC) in college, where she majored in Journalism. Upon graduation, she obtained a position in the Army as public affairs broadcast specialist. Her first assignment was at a base in upstate New York. Three years ago, she was relocated to the St. Louis, Missouri area. Jennifer has been married to her husband, Zane, for 14 years and they have two children ages six and ten. Cameron is ten years-old and entering middle school and Zeta is six years-old and in kindergarten. Zane works as a civil engineer in the St. Louis area. Both Jennifer and Zane come from large families who reside in the Boston area. Jennifer’s family is Portuguese and Zane's is Irish, they were both raised Catholic. While Jennifer was deployed, her mother moved in with Zane and the children to provide additional support and child care.
One year ago, Jennifer was deployed to Afghanistan on a six month assignment to report on the events of the war: she thought she had a ‘safe’ assignment. While working on a story in the field an Improvised Explosive Device (IED) exploded near her: two soldiers and four citizens were killed including one child. Although she was unhurt, she was unable to sleep after this event. Upon returning stateside, she began experiencing vivid nightmares, sleeplessness, survivor guilt, and depression. She was recently diagnosed with PTSD and is attempting to find a support group and counseling. Unfortunately, she has found that treatment for fe.
make a histogram out of this information Earthquake Frequency .docx
This document provides earthquake frequency data categorized by magnitude. Great earthquakes occur annually, major earthquakes occur 18 times annually, strong earthquakes occur 120 times annually, and moderate earthquakes occur 800 times annually.
Love Language Project FINAL PAPERLove Language Project Part .docx
Love Language Project FINAL PAPER
Love Language Project Part I
Objective:
To demonstrate the principles of love languages and effective use of interpersonal communication skills through “gifting” a close interpersonal relationship.
Assignment:
Please research the 5 Love Languages. Set a time when you can interview your selected person, at least ½ hour. Choose a quiet, comfortable environment where you will be able to listen effectively. The goal of your interview is to learn how your selected person most likes to receive expressions of affection.
You might begin by sharing the five love languages with them and asking some versions of the following questions:
1. Based on the descriptions in this section and this piece, which of the five love languages is most appealing to you to receive?
2. Can you share a story/example of a time when you received affection this way?
3. Which is the most challenging/uncomfortable love language for you to receive?
4. Can you share a story/example of a time when you received affection this way?
5. What changes do you think you could make in the way you receive affectionate messages in your close relationships?
Please describe the person that you chose to interview and your relationship with them. Then, post their responses to the questions
Love Language Project Part II
Write a personal reflection paper, at least 1.5 pages long, double spaced, typed, include the following:
1. What did you learn about your selected person and their preferred love languages from your interview? What was challenging about the interview? What surprised you?
2. How does their preferred love languages differ from yours? Did this make it difficult to plan your special event?
3. Comment on planning your Love Language Event. How did you come up with your ideas? What was easy and what was challenging?
4. Comment on implementing your Love Language Event. What was enjoyable? What was challenging? Did it go as you’d planned?
5. Comment on the Love Language Project in general. What did you learn? About the other person? About yourself?
6. How might what you learned during this Love Language Project affect your expressions of affection in other relationships?
.
Major Computer Science What are the core skills and knowledge y.docx
Major: Computer Science
What are the core skills and knowledge you hope to acquire by completing a degree in this major and how do you plan to apply these when you graduate?
Please provide any other information about yourself that you feel will help this college make an admission decision. This may include work, research, volunteer activities or other experiences pertaining to the degree program.
.
Major Crime in Your CommunityUse the Internet to search for .docx
Major Crime in Your Community
Use the Internet to search for a recent major crime in your community.
Write a report (narrative only) based on the account of the incident, using the outline process mentioned in chapter three of the course text.
You may simulate interviews and "fill in" any unknown information required to complete the report.
Be sure to include the characteristics of an effective police report covered in chapter three.
Instructions
This report must be at
least 2 pages
of written text.
· The entire paper must be your original work
· This report will use 1-inch margins, Times New Roman 12-point font, and double spacing.
· Cite your source – where do you get the information for your report?
.
Major Assignment - Learning NarrativeWrite a learning narr.docx
Major Assignment - Learning Narrative
Write a
learning narrative
that narrates a specific event from your life that helped you learn something new about yourself or others. Your narrative should focus on a specific event in a narrow timeframe, using vivid description, narration, detail, and dialogue to organize your memories and make the significance of what happened clear to an audience.
Assignment
A
narrative
is a specific type of essay that uses stories of particular moments to help audiences perceive, understand, and "appreciate the value of an idea" (
The Composition of Everyday Life
, Ch. 1, p. 19).
For this essay, you will write a
learning narrative
, a specific type of narrative that focuses on showing how a particular moment from your memory changed how you thought about yourself or others. The learning narrative requires you to organize your memories and decide which details best show an audience how the events from your past affected you. A learning narrative is broader than a "literacy narrative": while you can write about how language or education changed your life, you also can write about other things you learned through music, sports, business, or in any other relevant setting.
In order to write a strong, focused narrative, you will need to be attentive to the following expectations for the essay:
Find the significance:
Think of how your narrative connects your memories to feelings / concepts others have experienced
Tell a particular story:
Like Keller and Zimmer, choose a single moment or event that can reflect your process of learning
Choose relevant details:
Include only those details that contribute to the significance
Narrate and describe:
Add emotional weight and interest to your story by narrating events with dialogue, action, description, and sensory experiences
Caution
: Please keep in mind that writing in this class is public, and anything you write about yourself may be shared with other students and instructors. Please only write about details that you are comfortable making public within our classroom community. You should know that your teacher is required by the State of Texas
(Links to an external site.)
to report any suspected incidents of discrimination, harassment, Title IX sexual harassment, and sexual misconduct to the UNT Title IX coordinators. If you have any questions about anything personal that you might want to disclose, email your teacher first or consult with one of the resources listed on this page:
Information on Sexual Violence and Mandatory Reporting.
Format and Length
Format
: Typed, double-spaced, submitted as a word-processing document.
12 point,
serif font (Links to an external site.)
(i.e. Times New Roman; Garamond; Book Antiqua), 1-inch margins.
Length
: 750 - 1000 words (approx. 3-4 pages)
Objectives and Questions
These questions help to guide discussion and set up the objectives for this unit.
What is an experience? What are significant experience.
Looking to have this work done AGAIN. It was submitted several times.docx
This student had submitted an assignment multiple times but it did not meet the professor's requirements and they are looking for help correcting it based on the feedback provided. They are including their previous submission, the assignment instructions, and the professor's feedback on what is still missing.
Major Assessment 1 Develop a Platform of Beliefs The following .docx
Major Assessment 1: Develop a Platform of Beliefs
The following major assessment involves integrating your knowledge and skills around defining multicultural education and being a multicultural educator. You will write a platform of beliefs about teaching and learning. Your platform should be grounded in your growing understanding of teaching and learning, as well as the knowledge base about teaching and learning. You will also describe personal strengths and challenges as an educator in building an educational environment that reflects your beliefs. In assessing your own strengths and challenge areas, include an analysis of the findings from the assessment instruments and exercises that are included in the previous chapter. You may also access additional assessment instruments. Include in your platform the following sections: 1. Introduction 2. Your platform of beliefs about teaching and learning. Some essential questions that might be addressed in your platform are these: What do you believe is the purpose of education? What is the role of the teacher? What should be taught (the curriculum)? How do people learn? How do you view students as learners? Who controls the curriculum in schools? Whose knowledge is important to include? Are state standards and tests desirable? What is the impact of standardized testing on learning? How do issues of race, class, and gender influence what you do? What is your definition of effective teaching? Who and what have influenced your beliefs (e.g., people, experiences, readings)? What is the impact of your beliefs on teaching and learning for diverse students? Make specific and clear connections between your platform and course readings and discussions. 3. Personal strengths and challenges in advancing a school vision of learning; promoting the success of all students; responding to diverse student interests and needs; understanding and responding to social, economic, legal, and cultural contexts 4. Personal goals (knowledge, skills, dispositions) that you will be working on in the future 5. Conclusions
.
Macroeconomics PaperThere are currently three major political ap.docx
Macroeconomics Paper
There are currently three major political approaches to fixing the problem with the national debt .
1) One group of advocates is asking that we cut down government expenditures and give more tax breaks and incentives to small and big business.
2) Another group of advocates is saying that we must emphasize our exports by lowering our dollar value or forcing our trade partners – China – to regulate more accurately it’s currency.
3) A third group of approaches by saying we should have a balance budget amendment.
i) Identify the notable political advocates of all three positions.
ii) Give the pro’s and con’s of each approach.
Length: 2-3 pages.
Please email the paper in either
Microsoft word *.doc (97-2003) format or
Rich text format *.rtf OR GOOGLE DOCS
font 12 double-space
1-inch margins
Bibliography need not be inclusive in writing size.
SOURCES
Agresti, James D. "National Debt." National Debt - Just Facts. N.p., 26 Apr. 2011. Web. 24 Apr. 2015.
"Americans for a Balanced Budget Amendment." Balanced Budget Amendment. N.p., n.d. Web. 01 May 2015.
"Bailout Timeline: Another Day, Another Bailout." ProPublica. N.p., n.d. Web. 26 Apr. 2015.
Bandow, Doug. "Federal Spending: Killing the Economy With Government Stimulus." Forbes. Forbes Magazine, 6 Aug. 2012. Web. 01 May 2015.
FROM UNIT 2 FOLDER
Macroeconomics Paper
There are currently three major political approaches to fixing the problem with the national debt .
1) One group of advocates is asking that we cut down government expenditures and give more tax breaks and incentives to small and big business.
2) Another group of advocates is saying that we must emphasize our exports by lowering our dollar value or forcing our trade partners – China – to regulate more accurately it’s currency.
3) A third group of approaches by saying we should have a balance budget amendment.
i) Identify the notable political advocates of all three positions.
ii) Give the pro’s and con’s of each approach.
Length: 2-3 pages.
Please email the paper in either
Microsoft word *.doc (97-2003) format or
Rich text format *.rtf
font 12
double-spaced
1-inch margins
Bibliography need not be inclusive in writing size.
"Federal Spending, Budget, and Debt."
Solution
s.heritage.org. N.p., n.d. Web. 01 May 2015.
Lee, Bonnie. "Tax Breaks Every Small Business Needs to Know About." Smallbusiness.foxbusiness.com. N.p., 24 June 2013. Web. 01 May 2015.
Rifkin, Jesse. "Advocates See 2015 As Year Of The Balanced Budget Amendment." The Huffington Post. TheHuffingtonPost.com, 3 Feb. 2015. Web. 01 May 2015.
Macroeconomics Paper
There are currently three major political approaches to fixing the problem with the national debt .
1) One group of advocates is asking that we cut down government expenditures and give more tax breaks and incentives to small and big business.
2) Another group of advocates is saying that we must emphasize our exports by lowering our dollar value or forcing our trade p.
M A T T D O N O V A NThings in the Form o f a Prayer in.docx
M A T T D O N O V A N
Things in the Form o f
a Prayer in the Form
o f a Wail
H e r e ’s t h e j o u r n e y i n m i n i a t u r e .Oscar Hammerstein, not long before stomach cancer kills him,
writes the song as a duet between Marie and the Mother Abbess, for a
scene in which the plucky nun is told she’s being booted from the con
vent since she privileges melody over God. Marie doesn’t want to serve
as governess for the Von Trapp clan, but she’s already shown her hand
by giving rapturous voice to a song that summons the bliss and solace
o f secular joys. She needs to go. Although the film version of The Sound
of Music will shift “My Favorite Things” to the thunderstorm scene in
which Marie offers up raindrops on roses and warm woolen mittens as
balm to the terrified kids, John Coltrane’s classic jazz cover much more
radically revamps the Broadway hit, transfiguring mere catchiness into
complex modalities. Yet if this were simply a one-off recording, there
wouldn’t be much to say: turning cornball consolation into jazz isn’t
news. Instead, Coltrane can’t relinquish it. Instead, even throughout all
his late music-as-prayer work, he never lets go of the show tune.
“We played it every night for five years,” drummer Elvin Jones re
membered. “We played it every night like there would be no tomorrow.
Like it would be the last time we played it.” His son, Ravi Coltrane,
calculates that his father’s band played “My Favorite Things” thousands
o f times as a regular fixture in the set: “They worked a lo t— forty-five
weeks a year, six nights a week, three sets, sometimes even four sets on
the weekend. You’re talking about getting the blade as sharp as can be.”
But of all the blades to w het— especially one bedecked with ponies
and kittens— why that song in particular?
M y f i r s t e n c o u n t e r with Coltrane’s late free jazz work came from
an unlikely source: the writings o f cult rock critic Lester Bangs. At the age
o f fourteen, I stumbled upon a copy of his collected writings— Psychotic
632
Reactions and Carburetor Dung— and proceeded to treat it as less an assem
blage o f essays and music reviews than a checklist of writers and albums I
was obliged to track down if I might ever break free from my Ohio sub
urbs. The Velvet Underground, William Burroughs, Iggy and the Stooges’
Metallic K.O. (a live album in which you can hear beer bottles shattering
against guitar strings), and even Baudelaire all first came tumbling my
way through the same careening chute of Bangs’s writing. His claim that
Van Morrison’s Astral Weeks was fueled by many lifetimes o f wisdom
lured me into transcribing the entirety o f the album’s lyrics in my algebra
notebook, and the visible bottom edge of an Undertones poster in his
author photograph led me, without having heard a note o f the band’s
music, to bike six miles to Spin More records in Kent on a quest to
cobble together their discography.
Sandwiched between articl.
M A R C H 2 0 1 5F O R W A R D ❚ E N G A G E D ❚ .docx
M A R C H 2 0 1 5
F O R W A R D ❚ E N G A G E D ❚ R E A D Y
A Cooperative Strategy for
21st Century Seapower
DRAFT/PRE-DECISIONAL - NOT FOR DISSEMINATION - 02 FEB
A COOPERATIVE STRATEGY FOR 21ST CENTURY SEAPOWER, MARCH 2015 [i]
America’s Sea Services—the U.S. Navy, Marine Corps, and Coast Guard—uniquely provide presence around the globe. During peacetime and times of conflict, across the full spectrum—from
supporting an ally with humanitarian assistance or disaster relief to
deterring or defeating an adversary in kinetic action—Sailors, Marines,
and Coast Guardsmen are deployed at sea and in far-flung posts to be
wherever we are needed, when we are needed. Coming from the sea, we
get there sooner, stay there longer, bring everything we need with us,
and we don’t have to ask anyone’s permission.
Our founders recognized the United States as a maritime nation and
the importance of maritime forces, including in our Constitution the re-
quirement that Congress “maintain a Navy.” In today’s dynamic security
environment, with multiple challenges from state and non-state actors
that are often fed by social disorder, political upheaval, and technological
advancements, that requirement is even more prescient.
The United States Navy, Marine Corps, and Coast Guard are our
Nation’s first line of defense, often far from our shores. As such, main-
taining America’s leadership role in the world requires our Nation’s Sea
Services to return to our maritime strategy on occasion and reassess
our approach to shifting relationships and global responsibilities. This
necessary review has affirmed our focus on providing presence around
the world in order to ensure stability, build on our relationships with allies
and partners, prevent wars, and provide our Nation’s leaders with options
in times of crisis. It has confirmed our continued commitment to main-
tain the combat power necessary to deter potential adversaries and to
fight and win when required.
Our responsibility to the American people dictates an efficient use of
our fiscal resources and an approach that adapts to the evolving security
environment. The adjustments made in this document do just that. Look-
ing at how we support our people, build the right platforms, power them
to achieve efficient global capability, and develop critical partnerships
will be central to its successful execution and to providing that unique
capability: presence.
PREFACE
[ii] Forward ✦ Engaged ✦ Ready
Seapower has been and will continue to be the critical foundation of
national power and prosperity and international prestige for the United
States of America. Our Sea Services will integrate with the rest of our
national efforts, and those of our friends and allies. This revision to A
Cooperative Strategy for 21st Century Seapower builds on the heritage
and complementary capabilities of the Navy-Marine Corps-Coast Guard
team to advan.
Lymphedema following breast cancer The importance of surgic.docx
Lymphedema following breast cancer: The importance of
surgical methods and obesity
Rebecca J. Tsai, PhDa,*, Leslie K. Dennis, PhDa,b, Charles F. Lynch, MD, PhDa, Linda G.
Snetselaar, RD, PhD, LDa, Gideon K.D. Zamba, PhDc, and Carol Scott-Conner, MD, PhD,
MBAd
aDepartment of Epidemiology, College of Public Health, University of Iowa, Iowa City, IA, USA.
bDivision of Epidemiology and Biostatistics, College of Public Health, University of Arizona,
Tucson, AZ, USA.
cDepartment of Biostatistics, College of Public Health, University of Iowa, Iowa City, IA, USA.
dDepartment of Surgery, College of Medicine, University of Iowa, Iowa City, IA, USA.
Abstract
Background: Breast cancer-related arm lymphedema is a serious complication that can
adversely affect quality of life. Identifying risk factors that contribute to the development of
lymphedema is vital for identifying avenues for prevention. The aim of this study was to examine
the association between the development of arm lymphedema and both treatment and personal
(e.g., obesity) risk factors.
Methods: Women diagnosed with breast cancer in Iowa during 2004 and followed through 2010,
who met eligibility criteria, were asked to complete a short computer assisted telephone interview
about chronic conditions, arm activities, demographics, and lymphedema status. Lymphedema was
characterized by a reported physician-diagnosis, a difference between arms in the circumference
(> 2cm), or the presence of multiple self-reported arm symptoms (at least two of five major arm
symptoms, and at least four total arm symptoms). Relative risks (RR) were estimated using
logistic regression.
Results: Arm lymphedema was identified in 102 of 522 participants (19.5%). Participants treated
by both axillary dissection and radiation therapy were more likely to have arm lymphedema than
treated by either alone. Women with advanced cancer stage, positive nodes, and larger tumors
along with a body mass index > 40 were also more likely to develop lymphedema. Arm activity
level was not associated with lymphedema.
*Correspondence and Reprints to: Rebecca Tsai, National Institute for Occupational Safety and Health, 4676 Columbia Parkway,
R-17, Cincinnati, OH 45226. [email protected] Phone: (513)841-4398. Fax: (513) 841-4489.
Authorship contribution
All authors contributed to the conception, design, drafting, revision, and the final review of this manuscript.
Competing interest
Conflicts of Interest and Source of Funding: This study was funded by the National Cancer Institute Grant Number: 5R03CA130031.
All authors do not declare any conflict of interest.
All authors do not declare any conflict of interest.
HHS Public Access
Author manuscript
Front Womens Health. Author manuscript; available in PMC 2018 December 14.
Published in final edited form as:
Front Womens Health. 2018 June ; 3(2): .
A
u
th
o
r M
a
n
u
scrip
t
A
u
th
o
r M
a
n
u
scrip
t
A
u
th
o
r M
a
n
u
scrip
t
A
u
th
.
Lukas Nelson and his wife Anne and their three daughters had been li.docx
Lukas Nelson and his wife Anne and their three daughters had been living in their house for over five years when they decided it was time to make some modest improvements. One area they both agreed needed an upgrade was the bath tub. Their current house had one standard shower bathtub combination. Lukas was 6 feet four, and could barely squeeze into it. In fact, he had taken only one bath since they moved in. He and Anne both missed soaking in the older, deep bath tubs they enjoyed when they lived back East.
(Rest of case not shown due to length.)
What factors and forces contributed to scope creep in this case?
Is this an example of good or bad scope creep? Explain.
How could scope creep been better managed by the Nelson
.
More from jesssueann (20)
Major Benefits and Drivers of IoT.Background According to T.docx
Major Benefits and Drivers of IoT.Background According to T.docx
Major Assessment 2 The Educated Person” For educators to be ef.docx
Major Assessment 2 The Educated Person” For educators to be ef.docx
Major Assessment 4 Cultural Bias Investigation Most educators agree.docx
Major Assessment 4 Cultural Bias Investigation Most educators agree.docx
Maintaining privacy and confidentiality always is also vital. Nurses.docx
Maintaining privacy and confidentiality always is also vital. Nurses.docx
Main content15-2aHow Identity Theft OccursPerpetrators of iden.docx
Main content15-2aHow Identity Theft OccursPerpetrators of iden.docx
Macro Presentation – Australia Table of ContentOver.docx
Macro Presentation – Australia Table of ContentOver.docx
M.S Aviation Pty Ltd TA Australian School of Commerce RTO N.docx
M.S Aviation Pty Ltd TA Australian School of Commerce RTO N.docx
M4.3 Case StudyCase Study ExampleJennifer S. is an Army veter.docx
M4.3 Case StudyCase Study ExampleJennifer S. is an Army veter.docx
make a histogram out of this information Earthquake Frequency .docx
make a histogram out of this information Earthquake Frequency .docx
Love Language Project FINAL PAPERLove Language Project Part .docx
Love Language Project FINAL PAPERLove Language Project Part .docx
Major Computer Science What are the core skills and knowledge y.docx
Major Computer Science What are the core skills and knowledge y.docx
Major Crime in Your CommunityUse the Internet to search for .docx
Major Crime in Your CommunityUse the Internet to search for .docx
Major Assignment - Learning NarrativeWrite a learning narr.docx
Major Assignment - Learning NarrativeWrite a learning narr.docx
Looking to have this work done AGAIN. It was submitted several times.docx
Looking to have this work done AGAIN. It was submitted several times.docx
Major Assessment 1 Develop a Platform of Beliefs The following .docx
Major Assessment 1 Develop a Platform of Beliefs The following .docx
Macroeconomics PaperThere are currently three major political ap.docx
Macroeconomics PaperThere are currently three major political ap.docx
M A T T D O N O V A NThings in the Form o f a Prayer in.docx
M A T T D O N O V A NThings in the Form o f a Prayer in.docx
M A R C H 2 0 1 5F O R W A R D ❚ E N G A G E D ❚ .docx
M A R C H 2 0 1 5F O R W A R D ❚ E N G A G E D ❚ .docx
Lymphedema following breast cancer The importance of surgic.docx
Lymphedema following breast cancer The importance of surgic.docx
Lukas Nelson and his wife Anne and their three daughters had been li.docx
Lukas Nelson and his wife Anne and their three daughters had been li.docx
Recently uploaded
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
Internet resources for social science
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...Nguyen Thanh Tu Collection
https://app.box.com/s/nrwz52lilmrw6m5kqeqn83q6vbdp8yzpAccounting for Restricted Grants When and How To Record Properly
In this webinar, member learned how to stay in compliance with generally accepted accounting principles (GAAP) for restricted grants.
Gender and Mental Health - Counselling and Family Therapy Applications and In...
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
How to Fix [Errno 98] address already in use
This slide will represent the cause of the error “[Errno 98] address already in use” and the troubleshooting steps to resolve this error in Odoo.
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
INDIA`S OWN LITERARY GENIUS MR.KHUSHWANT SINGH WAS TRULY A VERY BRAVE SOUL AND WAS AWARDED WITH THE MAGIC OF WORDS BY GOD.
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Manage Reception Report in Odoo 17
A business may deal with both sales and purchases occasionally. They buy things from vendors and then sell them to their customers. Such dealings can be confusing at times. Because multiple clients may inquire about the same product at the same time, after purchasing those products, customers must be assigned to them. Odoo has a tool called Reception Report that can be used to complete this assignment. By enabling this, a reception report comes automatically after confirming a receipt, from which we can assign products to orders.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptx
Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
HYPERTENSION - SLIDE SHARE PRESENTATION.
IT WILL BE HELPFULL FOR THE NUSING STUDENTS
IT FOCUSED ON MEDICAL MANAGEMENT AND NURSING MANAGEMENT.
HIGHLIGHTS ON HEALTH EDUCATION.
Recently uploaded (20)
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
REASIGNACION 2024 UGEL CHUPACA 2024 UGEL CHUPACA.pdf
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
220711130083 SUBHASHREE RAKSHIT Internet resources for social science
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 8 - CẢ NĂM - FRIENDS PLUS - NĂM HỌC 2023-2024 (B...
Accounting for Restricted Grants When and How To Record Properly
Accounting for Restricted Grants When and How To Record Properly
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
220711130088 Sumi Basak Virtual University EPC 3.pptx
220711130088 Sumi Basak Virtual University EPC 3.pptx
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
KHUSWANT SINGH.pptx ALL YOU NEED TO KNOW ABOUT KHUSHWANT SINGH
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptx
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptx
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
It should be no surprise that organizational culture can have an imp.docx
- 1. It should be no surprise that organizational culture can have an impact on employee performance and satisfaction. Tell us about the organizational culture at your current or past employer. What type of impact did it have on your performance and satisfaction? In addition to the textbook, utilize at least two outside sources to support your response. Info below is from textbook with citing info at the end: a Definition of organizational culture Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations.1 Seven primary characteristics seem to capture the essence of an organization’s culture: 1. Innovation and risk taking. The degree to which employees are encouraged to be innovative and take risks. 2. Attention to detail. The degree to which employees are expected to exhibit precision, analysis, and attention to detail. 3. Outcome orientation. The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them. 4. People orientation. The degree to which management decisions take into consideration the effect of outcomes on people within the organization. 5. Team orientation. The degree to which work activities are organized around teams rather than individuals. 6. Aggressiveness. The degree to which people are aggressive
- 2. and competitive rather than easygoing. 7. Stability. The degree to which organizational activities emphasize maintaining the status quo in contrast to growth. Each of these characteristics exists on a continuum from low to high. Appraising an organization on the strength of each provides a basis for the shared understanding members have about the organization, how things are done in it, and the way they are supposed to behave. Robbins, Stephen P.; Judge, Timothy A.. Organizational Behavior (Page 527). Pearson Education. Kindle Edition.