Modern management theories include the system approach, quantitative approach, total quality management approach, learning organization approach, team building theory, chaos theory, open system theory, and contingency theory/approach. These theories were developed in the late 20th century after 1950 and had not yet emerged in the classical and neo-classical eras. The document provides definitions and explanations of each of these modern management theories.
Mh0052 hospital organization, operations and planningsmumbahelp
1. The document provides information about assignments for a hospital organization course, including questions about economic order quantity, hospital planning teams, hospital committees, hospital enquiry and registration policies, ward planning, and neonatal intensive care unit planning.
2. It gives contact information for an assignment help service and provides the course details and evaluation scheme for the assignments.
3. The assignments cover topics like economic order quantity, hospital planning teams, lists of hospital committees and descriptions of the medical records and infection control committees, policies for enquiry and registration counters, ward planning patterns, and considerations for planning a neonatal intensive care unit.
This document discusses material management and inventory control. It defines material management as planning, procuring, storing, and providing materials to support production activities. Key functions of material management include material requirements planning, purchasing, inventory planning and control, and quality control. Maintaining the proper level and placement of inventory is important to protect production from disruptions and ensure customer demand is met. The objectives of inventory control are to balance adequate supply with minimizing costs through techniques like ABC analysis.
Management of housekeeping services in hospitalsVrinda Luthra
This document discusses the management of housekeeping services in hospitals. It outlines the objectives of housekeeping as providing a clean, healthy and safe environment for patients and visitors. It describes the components of housekeeping services, such as sanitation, waste disposal, and maintaining a clean interior. Good housekeeping is aimed at improving patient satisfaction and outcomes by preventing infections and reducing costs. The document also discusses the organization of housekeeping staff and challenges in providing housekeeping services.
This document discusses factors to consider when selecting a manufacturing facility location. It identifies key location factors like customer proximity, available skilled labor, suppliers, and environmental regulations. It also outlines common errors in location selection such as personal biases or inadequate analysis. Finally, it provides steps for the location selection process, including defining objectives, criteria, evaluating alternatives through models and data collection, and selecting a site that best meets the objectives and criteria. Cost is another important consideration, and the document presents a cost-volume analysis comparing total costs at four potential locations.
Marketing Plan for 150 Bedded Cardiac HospitalSameer Shinde
This document outlines a marketing plan for a 150-bed cardiac hospital called Healthy Heart Club Hospital. It details the hospital's mission, vision, values, facilities including 10 surgical suites and a 50-bed ICCU. It discusses strategic placement in an underserved area and outlines services such as interventional cardiology, non-invasive cardiology, pediatrics, and heart failure programs. The marketing plan proposes promotional activities like health checkup camps, corporate promotions, media advertising, search engine optimization, and internal marketing. It also discusses marketing metrics and special cause-related initiatives.
The document discusses the key aspects and functions of a Human Resource Information System (HRIS). An HRIS is a software system that collects, stores, manages, and analyzes employee data. It discusses the main goals of an HRIS which are to provide the right information to the right person at the right time efficiently and securely. An HRIS typically includes subsystems for recruitment, training, payroll, performance reviews, and other HR functions. It also discusses best practices for implementing an HRIS such as planning the system, organizing information flow, and getting feedback.
Components of strategic human resource managementAaravuJohn
Strategic human resource management has four main components:
1) Human resources which are the primary asset and can provide a competitive advantage through knowledge and skills.
2) HR activities like programs, policies and practices that help gain an edge.
3) Plans and patterns to ensure strategy fit between HR and business strategies and across HR activities.
4) Purpose which is achieving organizational goals by adhering to strategies.
Portfolio models involve collections of assets managed by professionals to provide advantages like research, diversification, rebalancing support and a long-term view.
Mh0052 hospital organization, operations and planningsmumbahelp
1. The document provides information about assignments for a hospital organization course, including questions about economic order quantity, hospital planning teams, hospital committees, hospital enquiry and registration policies, ward planning, and neonatal intensive care unit planning.
2. It gives contact information for an assignment help service and provides the course details and evaluation scheme for the assignments.
3. The assignments cover topics like economic order quantity, hospital planning teams, lists of hospital committees and descriptions of the medical records and infection control committees, policies for enquiry and registration counters, ward planning patterns, and considerations for planning a neonatal intensive care unit.
This document discusses material management and inventory control. It defines material management as planning, procuring, storing, and providing materials to support production activities. Key functions of material management include material requirements planning, purchasing, inventory planning and control, and quality control. Maintaining the proper level and placement of inventory is important to protect production from disruptions and ensure customer demand is met. The objectives of inventory control are to balance adequate supply with minimizing costs through techniques like ABC analysis.
Management of housekeeping services in hospitalsVrinda Luthra
This document discusses the management of housekeeping services in hospitals. It outlines the objectives of housekeeping as providing a clean, healthy and safe environment for patients and visitors. It describes the components of housekeeping services, such as sanitation, waste disposal, and maintaining a clean interior. Good housekeeping is aimed at improving patient satisfaction and outcomes by preventing infections and reducing costs. The document also discusses the organization of housekeeping staff and challenges in providing housekeeping services.
This document discusses factors to consider when selecting a manufacturing facility location. It identifies key location factors like customer proximity, available skilled labor, suppliers, and environmental regulations. It also outlines common errors in location selection such as personal biases or inadequate analysis. Finally, it provides steps for the location selection process, including defining objectives, criteria, evaluating alternatives through models and data collection, and selecting a site that best meets the objectives and criteria. Cost is another important consideration, and the document presents a cost-volume analysis comparing total costs at four potential locations.
Marketing Plan for 150 Bedded Cardiac HospitalSameer Shinde
This document outlines a marketing plan for a 150-bed cardiac hospital called Healthy Heart Club Hospital. It details the hospital's mission, vision, values, facilities including 10 surgical suites and a 50-bed ICCU. It discusses strategic placement in an underserved area and outlines services such as interventional cardiology, non-invasive cardiology, pediatrics, and heart failure programs. The marketing plan proposes promotional activities like health checkup camps, corporate promotions, media advertising, search engine optimization, and internal marketing. It also discusses marketing metrics and special cause-related initiatives.
The document discusses the key aspects and functions of a Human Resource Information System (HRIS). An HRIS is a software system that collects, stores, manages, and analyzes employee data. It discusses the main goals of an HRIS which are to provide the right information to the right person at the right time efficiently and securely. An HRIS typically includes subsystems for recruitment, training, payroll, performance reviews, and other HR functions. It also discusses best practices for implementing an HRIS such as planning the system, organizing information flow, and getting feedback.
Components of strategic human resource managementAaravuJohn
Strategic human resource management has four main components:
1) Human resources which are the primary asset and can provide a competitive advantage through knowledge and skills.
2) HR activities like programs, policies and practices that help gain an edge.
3) Plans and patterns to ensure strategy fit between HR and business strategies and across HR activities.
4) Purpose which is achieving organizational goals by adhering to strategies.
Portfolio models involve collections of assets managed by professionals to provide advantages like research, diversification, rebalancing support and a long-term view.
The document discusses aspects of pharmacy services in hospitals. It outlines the different types of services including line services like emergency care, inpatient and outpatient services. Supportive services include the pharmacy, laboratory, and radiology. The pharmacy purchases and dispenses all medications used in the hospital. A well-staffed pharmacy department headed by a qualified pharmacist is crucial for ensuring the right medications are available when needed. The pharmacist works closely with medical staff and a drug committee to establish treatment protocols and formularies. Effective pharmacy services are essential for patient treatment and care in hospitals.
Chapter 14 Labor Relations and Collective BargainingWisnu Dewobroto
This document summarizes key topics in labor relations and collective bargaining. It discusses the history of labor unions and legislation in the United States, including the Wagner Act, Taft-Hartley Act, and National Labor Relations Board. It also covers the unionization process, collective bargaining process, and critical issues currently facing unions such as declining membership.
Operational Management in Health AdministrationSonali Shah
The document provides an overview of operational management in healthcare administration. It discusses key topics like the definition and importance of operational management, parts of operational management including gap analysis and problem improvement. It also covers trends in operational management, best practices for hospitals, challenges in healthcare operational management, and examples of operational management at BPKIHS including clinical services provided like OPD, inpatient, emergency services and support services like laboratory, radiology etc.
The document discusses human resource practices in healthcare in India. It notes that HR is important for healthcare organizations to function effectively and deliver quality services. Some key HR functions in healthcare include recruitment, training, performance management, and ensuring staff have necessary skills. However, healthcare HR faces challenges like complex accountability and uncertainty. The document recommends training programs for different staff to improve skills and recommendations for developing effective HR programs in hospitals.
Purchasing Management
Principles of Purchasing Management OR (8 R'S)
Functions of Purchasing Management
Negotiating
Value Engineering
VALUE ANALYSIS
Receive Purchase Request
Supplier selection
Payment Authorization
Market research and Information
Selection of Source
Determination of Price and Availability
Follow Up
The document discusses outpatient care and departments (OPDs) in hospitals. It notes that OPDs were originally designed for basic minor services but now provide a wide range of treatments, tests, and minor surgeries. OPDs serve as the first point of contact between hospitals and patients, providing diagnosis, treatment and follow-up care. A well-organized OPD can generate high revenues for hospitals if they utilize the full potential of efficient, quality services and facilities. The document outlines various components, facilities, staff, and organizational structure needed for effective OPD operations.
Production is the process of transforming inputs into outputs through a value-adding process. It involves converting raw materials, labor, capital equipment, information, and energy into finished goods and services. Productivity measures the efficiency of production by dividing total outputs by total inputs. It can be improved by increasing worker skills, adopting new technology, boosting employee motivation, and optimizing resource management. Measuring productivity helps evaluate how efficiently an organization utilizes its resources to produce outputs.
The document discusses the conceptual framework of strategic human resource management (SHRM). It defines key concepts like HRM, strategy, and the relationship between the two. Specifically, it outlines two models of HRM - the matching model and Harvard framework. It also discusses characteristics of HRM, including being strategic and treating employees as assets. The document notes some reservations about HRM like the gap between theory and practice. Finally, it defines strategy and strategic capabilities that firms can use to gain a competitive advantage.
The document discusses the 5 M's of management - Manpower, Materials, Machinery, Money, and Methods.
For Manpower, it emphasizes placing the right people in the right positions. Materials are essential resources for any business or service. Machinery refers to the basic tools that help produce goods and services more efficiently. Money is needed to motivate workers, acquire resources, and ensure proper management of time. Methods of management could include command and control or identity-based approaches.
This document discusses the environment of human resource management (HRM) and analyzes various internal and external forces that impact HRM. It identifies key external forces like political-legal, technological, cultural, and economic factors. Important internal forces include unions, organizational strategy/tasks/leadership, and culture/conflicts. Analyzing these environmental forces helps HRM departments proactively adapt to changes in the competitive environment rather than reacting passively.
The document discusses key aspects of office management including:
1) It defines an office as a place where records of various activities are kept and clerical operations are carried out.
2) The main objectives of an office are to plan activities, coordinate departments, preserve records, and maintain accounts.
3) The basic functions of an office are receiving, recording, arranging, and giving information both internally and externally.
4) An office manager is responsible for planning, organizing, directing, controlling and coordinating various departments to ensure efficient office work.
The document discusses purchase management in hospitals. It covers what purchase management is, the purchase cycle process, features of purchase management, and principles of purchase management. It notes that purchase management directs the flow of goods and services in a company. The purchase cycle involves recognizing a need, specifying the need, determining a supplier, establishing price and terms, creating a purchase order, delivering the order, expediting the order, receiving and inspecting the order, approving and paying for the order, and maintaining records. Purchase management in hospitals is complex due to the need for products to always be available for patient care while controlling costs and inventory. Hospitals often work with distributors to manage supplier relationships and deliver goods.
Medical record formats can be organized in different ways. The three main formats are: source oriented, integrated, and problem oriented. Source oriented arranges information by source like nurses, doctors, etc. Integrated files all documents in chronological order regardless of source. Problem oriented focuses on documenting care by identifying and tracking the resolution of patient problems.
This document provides definitions of management from various scholars and perspectives. It discusses management as a resource, a system of authority, and as part of the societal elite. Several definitions of management are also provided, focusing on aspects like guiding resources, attaining objectives, planning and controlling efforts. The document then discusses concepts of management, distinguishing it as an activity, process, group, and academic discipline. It also distinguishes management from administration.
This document provides an introduction to operations management. It discusses the differences between manufacturing goods and providing services, and notes there are also many similarities in how they are managed. Key factors for managing both include forecasting, process management, managing variations, monitoring costs and productivity, and supply chain management. The document also outlines the scope and importance of operations management, how decision making is involved, some of the historical developments in the field, and key issues today like quality, risk management, and competing in a global economy.
Hospital administration & Hospital AdministratorNc Das
This document outlines the key aspects of hospital administration. It discusses how hospital administration has evolved from poor houses to complex medical institutions. An effective hospital administrator must balance internal management with community expectations by maintaining positive relations with staff, patients, and other health organizations. The document then provides details on the administrative setup of Dr. RML Hospital, including the roles and responsibilities of the medical superintendent and other positions. It also describes the important skills, roles, and responsibilities required of a successful modern hospital administrator.
This document provides an overview of planning and marketing strategies for a proposed 300-bed corporate hospital. It discusses identifying patient needs, developing new services, satisfying patients, and marketing at different stages of hospital growth. Key aspects of hospital marketing include promoting quality treatment, medical tourism, major surgeries, and using social media. The roles of marketers in healthcare are also examined. Effective marketing techniques for hospitals include demonstrations, public relations, advertisements, media interviews, and using various modes of publicity.
List of healthcare management project topics- Call us at 08263069601smumbahelp
Get ready made projects for all specializations.
Send your Specialization name to our mail id :
“help.mbaassignments@gmail.com”
call us at : 08263069601
The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.
The document discusses the structure of human resource departments in organizations. It provides examples of HR department structures for small organizations, large organizations, and Amazon specifically. For small organizations, the HR department typically has a director and managers for areas like training, administration, and labor relations. Large organizations have a more hierarchical structure headed by a vice president of HR, with separate managers for areas such as labor relations, training, safety, recruitment, and compensation. The summary describes the key roles and departments within Amazon's HR structure.
This document summarizes several modern management theories, including:
1. The system approach which views an organization as an interconnected system of subsystems.
2. The quantitative approach which aims to quantify and model variables in management decision making.
3. Total quality management which focuses on continual improvement of quality and reduction of costs.
4. The learning organization approach which emphasizes knowledge sharing and management to gain competitive advantage.
5. Several team building theories including Belbin's team roles, Myers-Briggs types, and Tuckman's stages of group development.
This document discusses modern management theories. It begins by defining modern management and management theories. It then outlines several prominent modern management theories, including the system approach, quantitative approach, total quality management approach, learning organization approach, team building theory, chaos theory, open system theory, and contingency theory. For each theory, it provides a brief overview and definition. The document focuses on explaining key aspects of several theories in more depth, such as total quality management, learning organizations, team building theory and related models like Belbin's team roles and Myers-Briggs Type Indicator. Overall, the document serves to outline and define several important modern management theories.
The document discusses aspects of pharmacy services in hospitals. It outlines the different types of services including line services like emergency care, inpatient and outpatient services. Supportive services include the pharmacy, laboratory, and radiology. The pharmacy purchases and dispenses all medications used in the hospital. A well-staffed pharmacy department headed by a qualified pharmacist is crucial for ensuring the right medications are available when needed. The pharmacist works closely with medical staff and a drug committee to establish treatment protocols and formularies. Effective pharmacy services are essential for patient treatment and care in hospitals.
Chapter 14 Labor Relations and Collective BargainingWisnu Dewobroto
This document summarizes key topics in labor relations and collective bargaining. It discusses the history of labor unions and legislation in the United States, including the Wagner Act, Taft-Hartley Act, and National Labor Relations Board. It also covers the unionization process, collective bargaining process, and critical issues currently facing unions such as declining membership.
Operational Management in Health AdministrationSonali Shah
The document provides an overview of operational management in healthcare administration. It discusses key topics like the definition and importance of operational management, parts of operational management including gap analysis and problem improvement. It also covers trends in operational management, best practices for hospitals, challenges in healthcare operational management, and examples of operational management at BPKIHS including clinical services provided like OPD, inpatient, emergency services and support services like laboratory, radiology etc.
The document discusses human resource practices in healthcare in India. It notes that HR is important for healthcare organizations to function effectively and deliver quality services. Some key HR functions in healthcare include recruitment, training, performance management, and ensuring staff have necessary skills. However, healthcare HR faces challenges like complex accountability and uncertainty. The document recommends training programs for different staff to improve skills and recommendations for developing effective HR programs in hospitals.
Purchasing Management
Principles of Purchasing Management OR (8 R'S)
Functions of Purchasing Management
Negotiating
Value Engineering
VALUE ANALYSIS
Receive Purchase Request
Supplier selection
Payment Authorization
Market research and Information
Selection of Source
Determination of Price and Availability
Follow Up
The document discusses outpatient care and departments (OPDs) in hospitals. It notes that OPDs were originally designed for basic minor services but now provide a wide range of treatments, tests, and minor surgeries. OPDs serve as the first point of contact between hospitals and patients, providing diagnosis, treatment and follow-up care. A well-organized OPD can generate high revenues for hospitals if they utilize the full potential of efficient, quality services and facilities. The document outlines various components, facilities, staff, and organizational structure needed for effective OPD operations.
Production is the process of transforming inputs into outputs through a value-adding process. It involves converting raw materials, labor, capital equipment, information, and energy into finished goods and services. Productivity measures the efficiency of production by dividing total outputs by total inputs. It can be improved by increasing worker skills, adopting new technology, boosting employee motivation, and optimizing resource management. Measuring productivity helps evaluate how efficiently an organization utilizes its resources to produce outputs.
The document discusses the conceptual framework of strategic human resource management (SHRM). It defines key concepts like HRM, strategy, and the relationship between the two. Specifically, it outlines two models of HRM - the matching model and Harvard framework. It also discusses characteristics of HRM, including being strategic and treating employees as assets. The document notes some reservations about HRM like the gap between theory and practice. Finally, it defines strategy and strategic capabilities that firms can use to gain a competitive advantage.
The document discusses the 5 M's of management - Manpower, Materials, Machinery, Money, and Methods.
For Manpower, it emphasizes placing the right people in the right positions. Materials are essential resources for any business or service. Machinery refers to the basic tools that help produce goods and services more efficiently. Money is needed to motivate workers, acquire resources, and ensure proper management of time. Methods of management could include command and control or identity-based approaches.
This document discusses the environment of human resource management (HRM) and analyzes various internal and external forces that impact HRM. It identifies key external forces like political-legal, technological, cultural, and economic factors. Important internal forces include unions, organizational strategy/tasks/leadership, and culture/conflicts. Analyzing these environmental forces helps HRM departments proactively adapt to changes in the competitive environment rather than reacting passively.
The document discusses key aspects of office management including:
1) It defines an office as a place where records of various activities are kept and clerical operations are carried out.
2) The main objectives of an office are to plan activities, coordinate departments, preserve records, and maintain accounts.
3) The basic functions of an office are receiving, recording, arranging, and giving information both internally and externally.
4) An office manager is responsible for planning, organizing, directing, controlling and coordinating various departments to ensure efficient office work.
The document discusses purchase management in hospitals. It covers what purchase management is, the purchase cycle process, features of purchase management, and principles of purchase management. It notes that purchase management directs the flow of goods and services in a company. The purchase cycle involves recognizing a need, specifying the need, determining a supplier, establishing price and terms, creating a purchase order, delivering the order, expediting the order, receiving and inspecting the order, approving and paying for the order, and maintaining records. Purchase management in hospitals is complex due to the need for products to always be available for patient care while controlling costs and inventory. Hospitals often work with distributors to manage supplier relationships and deliver goods.
Medical record formats can be organized in different ways. The three main formats are: source oriented, integrated, and problem oriented. Source oriented arranges information by source like nurses, doctors, etc. Integrated files all documents in chronological order regardless of source. Problem oriented focuses on documenting care by identifying and tracking the resolution of patient problems.
This document provides definitions of management from various scholars and perspectives. It discusses management as a resource, a system of authority, and as part of the societal elite. Several definitions of management are also provided, focusing on aspects like guiding resources, attaining objectives, planning and controlling efforts. The document then discusses concepts of management, distinguishing it as an activity, process, group, and academic discipline. It also distinguishes management from administration.
This document provides an introduction to operations management. It discusses the differences between manufacturing goods and providing services, and notes there are also many similarities in how they are managed. Key factors for managing both include forecasting, process management, managing variations, monitoring costs and productivity, and supply chain management. The document also outlines the scope and importance of operations management, how decision making is involved, some of the historical developments in the field, and key issues today like quality, risk management, and competing in a global economy.
Hospital administration & Hospital AdministratorNc Das
This document outlines the key aspects of hospital administration. It discusses how hospital administration has evolved from poor houses to complex medical institutions. An effective hospital administrator must balance internal management with community expectations by maintaining positive relations with staff, patients, and other health organizations. The document then provides details on the administrative setup of Dr. RML Hospital, including the roles and responsibilities of the medical superintendent and other positions. It also describes the important skills, roles, and responsibilities required of a successful modern hospital administrator.
This document provides an overview of planning and marketing strategies for a proposed 300-bed corporate hospital. It discusses identifying patient needs, developing new services, satisfying patients, and marketing at different stages of hospital growth. Key aspects of hospital marketing include promoting quality treatment, medical tourism, major surgeries, and using social media. The roles of marketers in healthcare are also examined. Effective marketing techniques for hospitals include demonstrations, public relations, advertisements, media interviews, and using various modes of publicity.
List of healthcare management project topics- Call us at 08263069601smumbahelp
Get ready made projects for all specializations.
Send your Specialization name to our mail id :
“help.mbaassignments@gmail.com”
call us at : 08263069601
The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.
The document discusses the structure of human resource departments in organizations. It provides examples of HR department structures for small organizations, large organizations, and Amazon specifically. For small organizations, the HR department typically has a director and managers for areas like training, administration, and labor relations. Large organizations have a more hierarchical structure headed by a vice president of HR, with separate managers for areas such as labor relations, training, safety, recruitment, and compensation. The summary describes the key roles and departments within Amazon's HR structure.
This document summarizes several modern management theories, including:
1. The system approach which views an organization as an interconnected system of subsystems.
2. The quantitative approach which aims to quantify and model variables in management decision making.
3. Total quality management which focuses on continual improvement of quality and reduction of costs.
4. The learning organization approach which emphasizes knowledge sharing and management to gain competitive advantage.
5. Several team building theories including Belbin's team roles, Myers-Briggs types, and Tuckman's stages of group development.
This document discusses modern management theories. It begins by defining modern management and management theories. It then outlines several prominent modern management theories, including the system approach, quantitative approach, total quality management approach, learning organization approach, team building theory, chaos theory, open system theory, and contingency theory. For each theory, it provides a brief overview and definition. The document focuses on explaining key aspects of several theories in more depth, such as total quality management, learning organizations, team building theory and related models like Belbin's team roles and Myers-Briggs Type Indicator. Overall, the document serves to outline and define several important modern management theories.
This document discusses organizational behavior and related concepts. It defines organizational behavior as the study of how individuals and groups act within organizations and how their behaviors affect organizational performance. It outlines several key skills managers need, including technical, human, and conceptual skills. The document also provides a brief history of organizational behavior theory and discusses some of the challenges and opportunities in the field.
There are different theories of organization to predict and explain the process and also behavior patterns in an organizational setting. There are three different types of organizational theory: Classical Organization Theory, Neo-Classical Organizational Theory, and Modern Organizational Theory.
This document provides an overview of organizational behavior as a field of study. It defines OB as investigating how individuals, groups, and structure impact behavior in organizations. The field draws from disciplines like psychology, sociology, and anthropology. The document traces the historical evolution of OB, including early contributions from Adam Smith, Frederick Taylor, and Elton Mayo. It discusses how OB aims to improve productivity, reduce absenteeism, and increase job satisfaction. Maslow's hierarchy of needs and McGregor's Theory X and Y are also summarized as influencing the development of OB.
This document provides an overview of various models and theories of management thought from 1890 to present. It discusses early classical approaches from Taylor's scientific management to Fayol's administrative management. Contemporary approaches discussed include human relations theory, contingency theory and organizational behavior. Various management thinkers are summarized, including Follett, Mayo, Maslow, McGregor, Barnard, Mintzberg and Ouchi. The document also discusses models of nursing administration, including contextual factors, fields of inquiry, and the Canadian Association model and standards.
The document discusses several concepts related to organizational behavior and management. It provides definitions and perspectives from various thinkers on scientific management, bureaucracy, and systems approach. Key points discussed include Taylor's principles of scientific management, Fayol's fourteen principles of management, Weber's ideal bureaucracy, and viewing an organization as an open system that interacts with its external environment.
School Of Engineering And Digital ArtsLisa Kennedy
The document discusses a student's third year engineering project which aims to develop an autonomous quadcopter that can fly while avoiding obstacles using ultrasonic and infrared sensors. Key aspects of the project that are mentioned include using an Arduino flight controller integrated with an inertial measurement unit and sensor modules to control the quadcopter's four motors. The document provides an overview of the project brief and outlines some technical specifications and requirements.
Viva Note for MBA Exam (Major in Human Resource Management (HRM))Azim Uddin Khan
This document provides an overview of management concepts for an MBA viva voce exam in human resource management. It discusses fundamental management topics like the management process, decision making, organizational environment, motivation theories, and schools of management. It also covers fundamental human resource management areas like job analysis, recruitment, selection, and performance appraisal. Overall, the document serves as a study guide for an MBA student to review important management and HRM concepts for their exam.
This document discusses leadership in libraries. It covers various leadership styles and theories, including trait theories, transformational leadership, and invitational leadership. It also discusses factors that influence leadership style, such as organizational culture and risk tolerance. Additionally, it examines characteristics of effective teams and team members, including different stages of team development. Key leadership concepts discussed include setting a clear vision, leading change effectively, and balancing productivity with employee well-being.
13. Key Issues
Based on the analyses made, the following key issues are drawn.
• BNPL Financing is a type of short-term financing that allows consumers to make purchases and pay for them at a future date. It is becoming an increasingly popular payment option;
• BNPL has fully digital operating landscape that enables superior customer experience and business efficiency. Thus, it is expected to capture a significant portion of the market with strong growth prospect;
• Dashen Bank is the only bank that provides BNPL financing so far. However, as a substitute product Cooperative Bank of Ethiopia provide the Michu financing.
• Fin-tech and telecommunication companies that work in partnership with domestic banks are potential competitors to BNPL business that provide and facilitate digitized credit facility;
• The domestic experience revealed that:
o The eligibility for the service requires the customers age should be 18 years and above; have a monthly income, which they can prove from their employer or a business license in the case of business owners;
o The maximum spending limit on Dube Ale is currently set at Birr 700,000 and is determined at branches;
o Payments can only be made using the app, and withdrawals are not allowed;
o Customers charged a subscription, guarantee, and convenience fee; The maximum loan duration is 12 months;
o Interest Ranges from 2% to 2.5% on monthly basis;
o The customer should repay the previous credit first to get another credit and the credit can be paid fully or partially; and
o Charges vary depending on the credit period and if payment is made after the due date there will be a penalty fee.
• The market need assessment shows that there is a demand of BNPL financing and almost all interviewed sampled organizations were voluntary to give their employees information when requested by the bank;
• Majority of the sampled respondents prefer loan repayment through mobile banking and also most of the respondents prefer if the duration of loan repayment period up to a year and shall base on value of the purchased item;
• There are five BNPL financing models that are widely applicable. Partnering with Fin-tech to build BNPL solution and Rent out balance sheet are the best models that CBE can adopt right now. Furthermore, the Bank may entertain integrating installments in to credit cards. Acquiring a BNPL company and Rent a technology can also be adopted in line with the banks business model and when the need arise by the market;
• Currently, two local potential fin-tech companies EAGLELION System Technology (Dube Pay) and Seregela PLC approached and show an interest and signed memorandum of understanding to work with CBE through the two business models;
• The expected benefits of BNPL financing for the CBE are the loan is short term; it address the needs of credit access of retail customers; increase and diversify the credit portfolio; and the bank will have a special product that calls for and held its retail customer fr
The document discusses leadership in libraries. It covers topics like team building, leadership styles and theories, change leadership, and characteristics of library leadership. It provides an overview of a presentation given by Antonia Arahova of the National Library of Greece at an IFLA conference on the topic of whether a library leader is a "lonely rider" or an "inspirator" of their team. Key points discussed include leadership skills, team performance, quotes, and how the National Library of Greece is reinventing its leadership model.
The document discusses leadership in libraries. It covers topics like team building, leadership styles and theories, change leadership, and characteristics of library leadership. It provides an overview of a presentation given by Antonia Arahova of the National Library of Greece at an IFLA conference on the topic of whether a library leader is a "lonely rider" or an "inspirator" of their team. Key points discussed include leadership skills, team performance, quotes, and how the National Library of Greece is reinventing its leadership model.
CNAM – International Institute of ManagementMaster in Inte.docxvernettacrofts
CNAM – International Institute of Management
Master in International Management
Master 1
Organization Theory
Eric Hertzler
Senior Tenured Lecturer
Université Paris-Est Créteil
[email protected]
Introduction to Organizations
What DO YOU KNOW about Organization?
What is an organization?
What is NOT an organization?
Hospitals Families Schools
Professional associations, non profit organizations …
Businesses Social movements…
Stores Friendship cliques…
Companies Isolated individuals….
FactoriesStreet gangs…
What is an Organization?
A simple working definition:
Organizations are autonomous groups whose members
coordinate their behavior in order to accomplish shared
goals or to put out a product.
Examples Qualities
Organizations Companies, Schools,
voluntary associations,
Political parties
Roles, rules, goals,
recurring behaviors,
boundaries
Not Organizations Random collections of
persons, isolated
individuals
No rules, roles, goals,
pattern of recurrence, or
boundary
Ambiguous cases Street gangs, friendship
groups, social movements
Less clear roles, rules, and
goals, porous boundaries
and fluid participants
What is an Organization?
• Defining an Organization…
• Which of the following is REQUIRED in order to have an
organization?
☐Multiple people ☐A product that can be purchased
☐ Coordinated behavior ☐ An official name/logo
☐ A shared physical space
☐ A common goal or purpose
What is an Organization?
Defining an Organization…
Which of the following is REQUIRED in order to have an
organization?
Multiple people ☐A product that can be purchased
Coordinated behavior An official name/logo
☐ A shared physical space
A commmon goal or purpose
What is an Organization?
Organizations vary greatly.
• Size
• Market sector
• Social structure
• Environmental context
Organizational Problems and Reforms
• They are everywhere and complex => problems arise
• We feel compelled to reform organizations…
• But what shall we change?
Organizational Problems and Reforms
List of educational reforms at the IAE School of Management in 2015
1. Merging two master degrees in marketing
2. Developing AACSB accreditation
3. Developing Harvard Business School case studies
4. Generalizing the evaluation of teaching
5. Merging with the University of Marne-la-Vallée
6. Creating a governing board
7. Developing ‘aprenticeship’ in all master degrees
8. Developing a balance score-card of quality
9. Evaluating the research performance of professors
10. Developing on-line programs
11. Gaining autonomy from the Faculty of Economics and Management
12. Sharing all course materials between professors in management
Organizational Problems and Reforms
Which of the following best describes the issue of change in organizations (select all
that apply)
☐It is rare for an individual, group or society to attempt to change an organization in
meaningful ways. Once organizations are establish ...
CNAM – International Institute of ManagementMaster in Inte.docxmccormicknadine86
This document provides an introduction to organizational theory and concepts. It defines an organization as a group of people coordinating their behavior to accomplish shared goals or produce a product. Key elements that make up an organization are identified as goals, participants, technology, social structure, and the organization itself. Classical approaches to organizational theory discussed include Max Weber's study of bureaucracy, Frederick Taylor's scientific management, and the human relations theory. The document also covers topics like organizational problems and reforms, and different perspectives in organizational behavior.
CNAM – International Institute of ManagementMaster in Inte.docxpickersgillkayne
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This document discusses the history and evolution of management as a field of study. It describes how management emerged as a discipline during the Industrial Revolution to help coordinate the large organizations needed to enable mass production. Early contributors developed theories around scientific management and general administration. Later, human relations approaches emphasized the social aspects of organizations. Quantitative and systems approaches also influenced the development of modern management practices.
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The Hawthorne Studies conducted in the 1920s and 1930s explored the impact of various working conditions on productivity. The illumination studies found that changes in lighting had little effect, while the relay assembly studies discovered that productivity consistently increased regardless of whether conditions improved or worsened. This highlighted the importance of social and human factors in influencing worker behavior and performance. The Hawthorne Effect was observed, where participants performed better simply from being observed. The studies challenged assumptions of scientific management and were influential in establishing the human relations school of management.
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1) Management includes planning, organizing, staffing, directing, and controlling as its key functions.
2) There are three levels of management - top, middle, and lower/operational level management.
3) Management
The document outlines the typical structure and content of a thesis, including introduction, literature review, research methodology, data analysis and results, and discussion and conclusion chapters. It provides guidance on what to include in each chapter, such as stating the research problem in the introduction, filtering and critically analyzing sources in the literature review, describing the research design and data collection instruments in the methodology, and interpreting findings and discussing limitations and future work in the conclusion. The presenter emphasizes selecting an appropriate structure and focusing on integrating relevant literature to address the research questions or hypotheses.
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How to Make a Field Mandatory in Odoo 17Celine George
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
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Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
4. Definition
4
Modern :
Relating to the present or recent times.
Characterized by or using the most up-to-date techniques, equipment, etc.
Management :
The process of managing: administer and regulate (resources under one’s
control).
Theory (pl. Theories) :
1. A supposition or a system of ideas intended to explain something,
especially one based on general principles independent of the thing to be
explained.
2. A set of principles on which an activity is based.
(Oxford Dictionary)
5. Modern Management Theories
5
1. SystemApproach.......................................................................................
2. QuantitativeApproach................................................................................
3. T
otalQualityM
a
na
ge
m
e
n
tApproach........................................................
4. LearningOrganizationApproach...............................................................
5. T
e
a
mBuildingTheory...............................................................................
6. C
ha
osTheory............................................................................................
7. O
p
e
nSystemTheory................................................................................
8. ContingencyTheory/Approach..................................................................
6. System Approach
• An organization is a system consisting four subsystems namely
task, structure, people, and environment.
• The subsystems are interconnected and interdependent one
another. Maintaining the balance.
• An organization is an open adaptive system which
continuously interacts with its environment.
• Management regulates and modifies the system to optimize
performance.
• An organization is more than just the aggregate of various
parts. This is called ‘synergy’. Focus on the system.
Modern Management Theories 6
7. Quantitative Approach
Modern Management Theories 7
• Management = decision-making. Organization = decision-making unit.
• Organizational efficiency depends upon the quality of managerial
decisions.
• A problem is expressed in the form of a quantitative or mathematical
model.
• The different variables in management can be quantified and expressed in
the form of an equation.
8. Total Quality Management Approach
“..by adopting appropriate principles of management, organizations can
increase quality and simultaneously reduce costs (by reducing waste,
rework, staff attrition and litigation while increasing customer loyalty).
The key is to practice continual improvement and think of
manufacturing as a system, not as bits and pieces.“ –
Dr. W. Edwards Deming
Modern Management Theories 8
9. Total Quality Management Approach
a) When people and organizations focus primarily on quality,
defined by following ratio:
quality tends to increase and costs fall over time
b) However, when people and organizations focus primarily on
costs, costs tend to rise and quality declines over time
Modern Management Theories 9
10. Total Quality Management Approach
• Japan (1950-1960)
• US Navy (1985)
• US Navy (1985)
Modern Management Theories 10
12. • Malcolm Bridge National Quality Award
• European Quality Award, Australian Quality Award, Canadian
Quality Award, Deming Prize,etc
Quality Award
Modern Management Theories 12
14. Learning Organization Approach
“…..'learning organizations' are those organizations where people continually
expand their capacity to create the results they truly desire, where new and
expansive patterns of thinking are nurtured, where collective aspiration is set
free, and where people are continually learning to see the whole together.“
– Dr. Peter M. Senge
Modern Management Theories 14
15. • Knowledge management is the process of using intellectual
capital for competitive advantage
• Portfolio of intellectual assets include:
– Patents
– Intellectual property rights
– Trade secrets
– Accumulated knowledge of the entire workforce
Learning Organization & Knowledge Management
Modern Management Theories 15
17. Learning Organization Approach
Building a
Learning
Organization
Team Learning
System thinking
(Systems Approach)
Modern Management Theories 17
Shared Vision
(Chaordic Organization)
Challenging of
Mental models
(Classical/Management
science)
(Theory Z/Behavioral)
Personal mastery
(Theory Z/Behavioral)
18. Team Building Theory
Modern Management Theories 18
What is a Team?
A team is a small group of people with complementary skills, who
work actively together to achieve a common purpose for which
they hold themselves collectively accountable (Adair, 1986)
A team is a workgroup or unit with a common purpose through
which members develop mutual relationships for the
achievement of goals/tasks. Teamwork, then, implies cooperative
and coordinated effort by individuals working together in the
interests of their common cause. It requires the sharing of talent
and leadership, the playing of multiple roles (Harris , 1986)
19. Characteristic of a Team
Modern Management Theories 19
(ii)
(i) It is a group that has a job to do, whether as paid participants
or as volunteers.
It is a group that achieves cohesiveness
(iii) It is a group with a common objective, whose members are
very clear about working toward one purpose.
(iv) It is a group whose members are interdependence.
Team Building Theory
20. What is Team Building?
Modern Management Theories 20
According to Cleland (1996), team building is the process of
forming, growing, and improving the knowledge, skills and
attitudes of individuals with different needs, backgrounds, and
abilities into an integrated, high-performance team.
Team Building Theory
21. Types of Team Building Theory
Modern Management Theories 21
1. Beldin’s Team Role Theory
2. Isabel Briggs-Myers’ MBTI Theory
3. Jung’s Colour Works Theory
4. Douglas McGregor X and Y Theory
5. Abraham Maslow Hierarchy of Needs Theory
6. Tajfel, Social Identity Theory
7. John Adair Leadership Theory
8. Tuckman’s Theory of Group Development
Team Building Theory
23. Myers-Brigss Type Indicator (MBTI)
Modern Management Theories 23
Team Building Theory
Essentially within the MBTI, there are 16 types and a survey will
tell individuals which type they are most like.
Four dichotomies
– Extrovert / Introvert (E/I)
– Sensation / Intuition (S/N)
– Thinking / Feeling (T/F)
– Judging / Perceiving (J/P)
25. Colour Works Theory
Team Building Theory
• The Colour Works uses a psychological
model of behaviours that helps teams
to understand similarities and
differences in order to become more
effective.
• How does it work? We are all made up
of 4 distinct colour energies of
behaviour, each of which has distinct
characteristics.
• Forming 72-type, based on 8
Archetype:
The Director, Motivator, Inspirer,
Helper, Supporter, Co-Ordinator,
Observer, Reformer
Modern Management Theories 25
26. X and Y Theory
Modern Management Theories 26
Team Building Theory
• Leaders and managers who hold Theory X assumptions
believe that employees are inherently lazy and lack ambition.
– A negative perspective on human behavior.
• Leaders and managers who hold Theory Y assumptions
believe that most employees do not dislike work and want to
make useful contributions to the organization.
– A positive perspective on human behavior.
28. Social Identity Theory
Modern Management Theories 28
Team Building Theory
• Social identity theory was developed by Henri Tajfel and John
Turner in 1979.
29. Social Identity Process
Modern Management Theories 29
Team Building Theory
1. Categorization: we categorize object in order to understand
them and identify them. Similarly, we categorize people
(including ourselves) in order to understand the social
environment. We use social categories like Black, White,
Christian, Muslim, Student, Bus drivers because they are
useful.
So if we can assign people to a category then that tells us
things about those people.
Similarly we can find out things about ourselves by knowing
what categories we belong to.
The norms of groups also tell us about appropriate behaviours
of individuals in the group.
30. Social Identity Process
Modern Management Theories 30
Team Building Theory
2. Social identification: We adopt the identity of the group we
have categorized ourselves as belonging to.
For example if you have categorized yourself as a student, the
chances are, you will adopt the identity of a student and
belonging to act in the ways you believe students act (and
conform to the norms of the group).
There will be an emotional significance to your identification
with a group, and yourself esteem will become bound up with
group membership.
31. Social Identity Process
Modern Management Theories 31
Team Building Theory
3. Social comparison: Once we have categorized ourselves as
part of a group and have identified with that group, we then
tend to compare that group with other groups.
If our self-esteem is to be maintained our group needs to
compare favourably with other groups.
If two groups have identify themselves as rivals they are
forced to compete in order for the members to maintain their
self-esteem.
32. John Adair’s Action-Centered Leadership
Team Building Theory
Adair approached leadership from a
more practical and simple angle; by
describing what leaders have to do and
the actions they need to take.
John Adair's Action-Centred Leadership
model is represented by Adair's 'three
circles' diagram, which illustrates
Adair's three core management
responsibilities.
Modern Management Theories 32
33. Tuckman’s Theory of Team Development
Modern Management Theories 33
Team Building Theory
Bruce Tuckman first published this model of team development
in 1965. It is effectively a theory of how teams develop from the
very start of a project to the end. It describes four main stages,
although he added a fifth stage (adjourning) later in his career.
34. Tuckman’s Theory of Team Development
Modern Management Theories 34
Team Building Theory
35. Chaos Theory
Modern Management Theories 35
• First stated by Edward Lorentz in 1960s.
• Introduced by James A. Yorke and his partners as a new
paradigm in 1975 (Yorke, 1975)
• Dr. Kellert (1993) defines Chaos Theory as a qualitative study
of unstable aperiodic behavior in deterministic nonlinear
dynamical systems (p.2).
36. Chaos Theory
Modern Management Theories 36
Chaos theory wasn't "first published' - like most theories it
evolved over time - however this is an exact statement:
"sensitive dependence on initial conditions"
This is the statement they used before the term "chaos theory"
came into popular speech.
It means that systems can be greatly affected by tiny changes in
initial conditions, that would have normally been thought of as
so small they could be neglected.
37. Chaos Theory
Chaos theory is a promising framework that
accounts for the dynamic evolution of industries
and the complex interactions among industry
actors. By conceptualizing industries as chaotic
systems, a number of managerial implications
can be developed. Long-term forecasting is
almost impossible for chaotic systems, and
dramatic change can occur unexpectedly; as a
result, flexibility and adaptiveness are essential
for organizations to survive. Nevertheless, chaotic
systems exhibit a degree of order, enabling short-term forecasting to be
undertaken and underlying patterns can be discerned.
Modern Management Theories 37
42. Notable Persons
• G.M. Stalker
• Tom Burns
• Joan Woodward
• Paul R. Lawrence
• L.W. Lorsch.
Theory Developed
• Organic Organization
Modern Management Theories 42