This document provides an overview of organizational behaviour concepts for a semester 2 course. It discusses feedback from semester 1 exams, outlines the semester 2 schedule including topics like groups and group behavior, and clarifies the differences between a business, organization, and management. A business aims to make money but is not necessarily an organization, while an organization uses management principles and has a consciously coordinated structure to achieve goals. Groups are formed for social identity and consist of interdependent people who interact and communicate to achieve something specific. Characteristics of group behavior include roles, norms, size, and cohesiveness.
Organizational development and interventionAnkur Sarkar
Organizational development interventions aim to improve organizational effectiveness and employee well-being through planned change methods. Common interventions include sensitivity training, survey feedback, process consultation, team building, and management by objectives. These interventions address factors like readiness for change, organizational issues, and performance problems. Additionally, stress management is important through individual approaches like prioritization and organizational approaches like training and wellness programs.
Organizational culture can be shaped through various mechanisms including leadership behavior, socialization of new members, stories and symbols, and the use of language. A strong, clearly defined culture can help drive organizational commitment but may also hinder change efforts. As technology and the external environment change, organizational culture must evolve to ensure ongoing survival and adaptation. Leaders play a key role in managing and shaping organizational culture through what they emphasize, reward, and model for other members.
Organizational Change and Development - Module 2 - MG University - Manu Melwi...manumelwin
Organizational development –Concept and evolution-nature and characteristics.
First order and second order Change.
Foundations of Organizational Development.
Conceptual frame work of OD –Action Research Model-Positive Model-John Kotter’s eight-stage process Model.
Parallel learning structures.
Process of organizational development – Organizational Diagnosis .
This document discusses organizational behavior and culture. It defines organizational behavior as the study of how people and groups act in organizations. Organizational culture is defined as shared assumptions, values and beliefs that govern how people behave in an organization. There are seven key characteristics of organizational culture ranging from innovation to stability. Effective ways to manage culture include focusing on critical behaviors, expanding change capabilities, and activating informal networks. The key to building an effective culture is understanding people and having consistent communication, celebrating successes, transparency, respecting all contributions, and continually benchmarking performance.
9. organisation culture and current trends.pptxravi shankar
Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. Think of it as the collection of traits that make your company what it is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional company culture brings out qualities that can hinder even the most successful organizations.
Don’t confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents. You can watch company culture in action when you see how a CEO responds to a crisis, how a team adapts to new customer demands, or how a manager corrects an employee who makes a mistake.
Organizational psychology focuses on diagnosing and solving organizational problems by studying relationships within and between organizations. It examines how social concepts like organizations and work teams influence employee behavior. Organizational psychologists apply psychological principles to human resources issues like hiring, training, and feedback. They aim to improve employee performance and efficiency through an understanding of human functioning in the workplace.
Organizational culture is defined as the shared values, beliefs, and norms that influence how employees behave and make decisions. It is shaped by factors like stories, rituals, symbols, and language unique to the organization. A strong culture promotes functional behaviors and commitment to organizational goals. It is established through socialization of new employees and maintained via communication of core values. Managing culture involves understanding factors that impact it like change, leadership styles, and decision making processes. Leaders must consider how culture affects managerial functions and guide cultural evolution to support organizational strategy.
For many organisations employee career development and career coaching is a missing component of their L&D strategy. The following SlideShare, presented in 2005, discusses the commercial driver for internal career coaching and some steps that can be taken to increase its effectiveness. In a world where the nature of work is changing daily, these lessons are more pertinent than ever.
Organizational development and interventionAnkur Sarkar
Organizational development interventions aim to improve organizational effectiveness and employee well-being through planned change methods. Common interventions include sensitivity training, survey feedback, process consultation, team building, and management by objectives. These interventions address factors like readiness for change, organizational issues, and performance problems. Additionally, stress management is important through individual approaches like prioritization and organizational approaches like training and wellness programs.
Organizational culture can be shaped through various mechanisms including leadership behavior, socialization of new members, stories and symbols, and the use of language. A strong, clearly defined culture can help drive organizational commitment but may also hinder change efforts. As technology and the external environment change, organizational culture must evolve to ensure ongoing survival and adaptation. Leaders play a key role in managing and shaping organizational culture through what they emphasize, reward, and model for other members.
Organizational Change and Development - Module 2 - MG University - Manu Melwi...manumelwin
Organizational development –Concept and evolution-nature and characteristics.
First order and second order Change.
Foundations of Organizational Development.
Conceptual frame work of OD –Action Research Model-Positive Model-John Kotter’s eight-stage process Model.
Parallel learning structures.
Process of organizational development – Organizational Diagnosis .
This document discusses organizational behavior and culture. It defines organizational behavior as the study of how people and groups act in organizations. Organizational culture is defined as shared assumptions, values and beliefs that govern how people behave in an organization. There are seven key characteristics of organizational culture ranging from innovation to stability. Effective ways to manage culture include focusing on critical behaviors, expanding change capabilities, and activating informal networks. The key to building an effective culture is understanding people and having consistent communication, celebrating successes, transparency, respecting all contributions, and continually benchmarking performance.
9. organisation culture and current trends.pptxravi shankar
Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members. Think of it as the collection of traits that make your company what it is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional company culture brings out qualities that can hinder even the most successful organizations.
Don’t confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents. You can watch company culture in action when you see how a CEO responds to a crisis, how a team adapts to new customer demands, or how a manager corrects an employee who makes a mistake.
Organizational psychology focuses on diagnosing and solving organizational problems by studying relationships within and between organizations. It examines how social concepts like organizations and work teams influence employee behavior. Organizational psychologists apply psychological principles to human resources issues like hiring, training, and feedback. They aim to improve employee performance and efficiency through an understanding of human functioning in the workplace.
Organizational culture is defined as the shared values, beliefs, and norms that influence how employees behave and make decisions. It is shaped by factors like stories, rituals, symbols, and language unique to the organization. A strong culture promotes functional behaviors and commitment to organizational goals. It is established through socialization of new employees and maintained via communication of core values. Managing culture involves understanding factors that impact it like change, leadership styles, and decision making processes. Leaders must consider how culture affects managerial functions and guide cultural evolution to support organizational strategy.
For many organisations employee career development and career coaching is a missing component of their L&D strategy. The following SlideShare, presented in 2005, discusses the commercial driver for internal career coaching and some steps that can be taken to increase its effectiveness. In a world where the nature of work is changing daily, these lessons are more pertinent than ever.
World Institute for Action Learning Presentation to MNODNMNODN
Action learning is a process that involves small groups working on real business problems to take action and learn. It provides opportunities for leadership development, organizational change, team development, and problem solving. At Target, action learning is being used to develop leaders and shape strategy. Groups of directors work on relevant business issues, promoting cross-functional collaboration. Participants find it highly impactful for growth. Target has seen advanced business insights and support for innovating how they operate. The success factors include aligning with real problems and stakeholder involvement. A new Minnesota chapter of the World Institute for Action Learning aims to expand local opportunities and resources.
Management involves efficiently using resources and people to achieve objectives. It is a systematic process that includes planning objectives, taking action through people, and assessing the effects of actions. The key aspects of management are planning, organizing, leading, and controlling. An organization transforms inputs into outputs through various activities and processes. Management has many branches that can be applied in different contexts such as technology management, human resource management, and logistics management.
The document discusses the benefits of telework programs and some common challenges that can arise for supervisors, managers, and employees. It notes that while telework is beneficial and should be expanded, not all understand its principles and best practices. Common challenges include ensuring accountability and work quality from remote employees, securing sensitive information, and maintaining team communication and culture. The document provides tips to address these, such as creating standardized telework approval criteria, engaging employees in discussions, and assessing and training supervisors on remote management skills. Formalizing performance monitoring and agreements is also recommended to help telework programs succeed.
This document discusses groups, teams, and organizational effectiveness. It defines groups as two or more people interacting to accomplish goals or meet needs, while teams work intensely together on a specific goal. Groups have common motives and roles, but teams have intense work and a specific goal. The document also discusses group formation theories like propinquity, balance, and exchange. It explains the stages of group development, types of groups, and techniques for group decision making like brainstorming and the nominal group technique. Effective groups and teams can enhance performance, responsiveness, innovation, and motivation in organizations.
Hs300 m5 3 effective organizing & cultureSnehaTB
1. Effective planning is essential for organizing to avoid mistakes and ensure objectives are achieved. The structure should fit individual capabilities and future needs.
2. Maintaining flexibility through occasional reorganization allows the structure to adapt to changes in leadership, products, markets and other factors. Moderate and continuous readjustment prevents stagnation.
3. Leaders influence organizational culture through communicating their values, which guide employee behavior in working towards goals. Culture is stable but can change over long periods if values, symbols and behaviors are altered.
Organizational development (OD) aims to improve organizational effectiveness and health through planned interventions using behavioral science. Key aspects of OD include deliberately planned, organization-wide change efforts managed from the top that challenge the status quo through activities like reviewing processes, structures, and policies. OD was pioneered by Kurt Lewin and aims to promote organizational readiness for change through participative interventions.
The document provides an overview of a session on organizational behaviour and team management. It discusses balanced teams, why teams fail, Belbin's team roles, principles of high performing teams, and leadership. Regarding teams, it emphasizes ensuring a balance of skills and roles through assessing preferences. High performing teams have qualities like a linker, clear goals, cooperation, and problem-solving skills. Belbin identified nine team roles including coordinator, shaper, and specialist. The document concludes that leadership requires directing and influencing others through vision, trust, and developing future leaders, while also prioritizing people and ethics.
This document discusses best practices for building an effective nonprofit board that adds value to the organization. It covers establishing shared understanding of board roles and responsibilities, clarifying the roles of the board and CEO, identifying structures and practices that enhance board effectiveness, and developing board governance. Specific topics include establishing strategic direction, ensuring resources, providing oversight, the board-CEO partnership, high-performance board meetings and structures, and ongoing board development. The overall message is that a well-functioning board can actively engage in governance and strategic guidance to further the organization's mission.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
This document provides an introduction to organizational behaviour. It defines organizational behaviour as the study of what people do in organizations and how their behaviour affects organizational performance. It discusses that organizational behaviour interprets relationships within organizations in terms of the individual, group, and larger social systems. The document outlines the key elements of organizational behaviour including people, structure, jobs, technology, environment, and factors from various contributing fields like psychology, sociology, political science, and economics. It discusses the importance of organizational behaviour for self-development, leadership, motivation, and adapting to emerging challenges. It also outlines some potential shortcomings if organizational behaviour principles are not applied appropriately.
The document provides an overview of various learning theories and concepts. It discusses understanding and retention, rules of association, social constructivism, pedagogy versus andragogy, Kolb's learning styles theory, Honey and Mumford learning styles, multiple intelligences, performance analysis, organizational analysis including competency modeling, task analysis, and person analysis including performance appraisal. The key lessons covered include the importance of feedback, active learning, social influences on learning, self-directed learning in adults, and analyzing performance at individual, job, and organizational levels.
This document discusses organizational culture and provides definitions and concepts related to culture. It defines culture as shared beliefs, values, and norms of a group. It discusses Edgar Schein's definition of organizational culture as basic assumptions learned by a group to solve problems. There are three main levels of culture - artifacts and behaviors, values, and underlying assumptions. Understanding organizational culture is useful for managers to predict responses and assess challenges. Strategic and culture change may be needed when the future arrives. Culture can be a powerful tool for managers to achieve goals and ensure consistent decision making. Subcultures can form within larger organizations. Evaluating culture is important for mergers and acquisitions when acquiring intangible assets like processes and business models.
A ‘Continuous Improvement culture’ is one where both leaders and front line workers constantly drive for improvement, which will be evident from the ‘work habits’
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
Organisational development b.com vith sem (optional) Bangalore UniversityTriyogi Triyogi
This document provides information about organizational development including:
1. Definitions of organizational development as a systematic process using behavioral science to improve organizational effectiveness.
2. Characteristics of organizational development such as being system-wide and value-based.
3. Models that drive organizational development including the action research model.
4. Goals of organizational development like improving job satisfaction and communication.
5. Stages in organizational development programs including initial diagnosis, data collection, and implementation of interventions.
6. Techniques used in organizational development like sensitivity training, team building, and survey feedback.
ORGANISATIONAL BEHAVIOUR- UNIT-3-BBA- OSMANIA UNIVERSITY, Group Dynamics, Processes of Groups, The Development of Work Teams, Types of Groups and Teams, Informal Groups, Work Teams, Functional Work Teams, Multidisciplinary Teams, Self-Managing Teams, High-Performance Teams, Cohesiveness, Determinates of cohesiveness, Factors that influence cohesion, Group Cohesiveness , Group Decision-Making , Decision-Making Process, Technological Aids to Decision-Making, TRANSACTIONAL ANALYSIS, THE EGO STATES, GAMES ANALYSIS, BENEFITS AND UTILITY OF TRANSACATIONAL ANALYSIS, Johari Window.Johari window four quadrants.
Organizational culture refers to the shared attitudes, beliefs, customs, and behaviors that characterize an organization and its employees. A strong organizational culture can provide guidelines for employees and influence behaviors, decision making, and performance. To improve employee performance, organizations should maintain job satisfaction, provide training opportunities, give regular feedback, and clearly communicate expectations. Managing employee performance through goal setting and reviews allows organizations to align their workforce with strategic objectives, motivate employees, and gain efficiencies.
Organizational Change and Development - Module 5 - MG University - Manu Melw...manumelwin
Contemporary issues and applications.
Organizational development in global context.
Organizational development in service sector, OD Practioners – role, competencies requirement, professional ethics and value and experiences.
Trends in OD.
This document provides an overview of organizational behaviour. It discusses key topics like organizations, behaviour, management functions, leadership theories, and models of organizational behaviour.
Some main points:
- Organizational behaviour studies how individuals, groups, and structure influence behaviour in organizations. It applies knowledge about these factors to make organizations work more effectively.
- The five main management functions are planning, organizing, staffing, directing, and controlling. Leadership theories discussed include trait, behavioural, and contingency theories.
- Models of organizational behaviour examine individual, group, and organizational levels of analysis and their interplay. Key dependent variables include productivity, absenteeism, and job satisfaction.
- Challenges for
Economic Risk Factor Update: June 2024 [SlideShare]Commonwealth
May’s reports showed signs of continued economic growth, said Sam Millette, director, fixed income, in his latest Economic Risk Factor Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
5 Tips for Creating Standard Financial ReportsEasyReports
Well-crafted financial reports serve as vital tools for decision-making and transparency within an organization. By following the undermentioned tips, you can create standardized financial reports that effectively communicate your company's financial health and performance to stakeholders.
World Institute for Action Learning Presentation to MNODNMNODN
Action learning is a process that involves small groups working on real business problems to take action and learn. It provides opportunities for leadership development, organizational change, team development, and problem solving. At Target, action learning is being used to develop leaders and shape strategy. Groups of directors work on relevant business issues, promoting cross-functional collaboration. Participants find it highly impactful for growth. Target has seen advanced business insights and support for innovating how they operate. The success factors include aligning with real problems and stakeholder involvement. A new Minnesota chapter of the World Institute for Action Learning aims to expand local opportunities and resources.
Management involves efficiently using resources and people to achieve objectives. It is a systematic process that includes planning objectives, taking action through people, and assessing the effects of actions. The key aspects of management are planning, organizing, leading, and controlling. An organization transforms inputs into outputs through various activities and processes. Management has many branches that can be applied in different contexts such as technology management, human resource management, and logistics management.
The document discusses the benefits of telework programs and some common challenges that can arise for supervisors, managers, and employees. It notes that while telework is beneficial and should be expanded, not all understand its principles and best practices. Common challenges include ensuring accountability and work quality from remote employees, securing sensitive information, and maintaining team communication and culture. The document provides tips to address these, such as creating standardized telework approval criteria, engaging employees in discussions, and assessing and training supervisors on remote management skills. Formalizing performance monitoring and agreements is also recommended to help telework programs succeed.
This document discusses groups, teams, and organizational effectiveness. It defines groups as two or more people interacting to accomplish goals or meet needs, while teams work intensely together on a specific goal. Groups have common motives and roles, but teams have intense work and a specific goal. The document also discusses group formation theories like propinquity, balance, and exchange. It explains the stages of group development, types of groups, and techniques for group decision making like brainstorming and the nominal group technique. Effective groups and teams can enhance performance, responsiveness, innovation, and motivation in organizations.
Hs300 m5 3 effective organizing & cultureSnehaTB
1. Effective planning is essential for organizing to avoid mistakes and ensure objectives are achieved. The structure should fit individual capabilities and future needs.
2. Maintaining flexibility through occasional reorganization allows the structure to adapt to changes in leadership, products, markets and other factors. Moderate and continuous readjustment prevents stagnation.
3. Leaders influence organizational culture through communicating their values, which guide employee behavior in working towards goals. Culture is stable but can change over long periods if values, symbols and behaviors are altered.
Organizational development (OD) aims to improve organizational effectiveness and health through planned interventions using behavioral science. Key aspects of OD include deliberately planned, organization-wide change efforts managed from the top that challenge the status quo through activities like reviewing processes, structures, and policies. OD was pioneered by Kurt Lewin and aims to promote organizational readiness for change through participative interventions.
The document provides an overview of a session on organizational behaviour and team management. It discusses balanced teams, why teams fail, Belbin's team roles, principles of high performing teams, and leadership. Regarding teams, it emphasizes ensuring a balance of skills and roles through assessing preferences. High performing teams have qualities like a linker, clear goals, cooperation, and problem-solving skills. Belbin identified nine team roles including coordinator, shaper, and specialist. The document concludes that leadership requires directing and influencing others through vision, trust, and developing future leaders, while also prioritizing people and ethics.
This document discusses best practices for building an effective nonprofit board that adds value to the organization. It covers establishing shared understanding of board roles and responsibilities, clarifying the roles of the board and CEO, identifying structures and practices that enhance board effectiveness, and developing board governance. Specific topics include establishing strategic direction, ensuring resources, providing oversight, the board-CEO partnership, high-performance board meetings and structures, and ongoing board development. The overall message is that a well-functioning board can actively engage in governance and strategic guidance to further the organization's mission.
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes the main roles and functions of managers including setting objectives, motivating employees, measuring performance, and developing people skills.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, creating positive work environments, and improving ethical behavior.
This document provides an introduction to organizational behaviour. It defines organizational behaviour as the study of what people do in organizations and how their behaviour affects organizational performance. It discusses that organizational behaviour interprets relationships within organizations in terms of the individual, group, and larger social systems. The document outlines the key elements of organizational behaviour including people, structure, jobs, technology, environment, and factors from various contributing fields like psychology, sociology, political science, and economics. It discusses the importance of organizational behaviour for self-development, leadership, motivation, and adapting to emerging challenges. It also outlines some potential shortcomings if organizational behaviour principles are not applied appropriately.
The document provides an overview of various learning theories and concepts. It discusses understanding and retention, rules of association, social constructivism, pedagogy versus andragogy, Kolb's learning styles theory, Honey and Mumford learning styles, multiple intelligences, performance analysis, organizational analysis including competency modeling, task analysis, and person analysis including performance appraisal. The key lessons covered include the importance of feedback, active learning, social influences on learning, self-directed learning in adults, and analyzing performance at individual, job, and organizational levels.
This document discusses organizational culture and provides definitions and concepts related to culture. It defines culture as shared beliefs, values, and norms of a group. It discusses Edgar Schein's definition of organizational culture as basic assumptions learned by a group to solve problems. There are three main levels of culture - artifacts and behaviors, values, and underlying assumptions. Understanding organizational culture is useful for managers to predict responses and assess challenges. Strategic and culture change may be needed when the future arrives. Culture can be a powerful tool for managers to achieve goals and ensure consistent decision making. Subcultures can form within larger organizations. Evaluating culture is important for mergers and acquisitions when acquiring intangible assets like processes and business models.
A ‘Continuous Improvement culture’ is one where both leaders and front line workers constantly drive for improvement, which will be evident from the ‘work habits’
This chapter introduces organizational behavior and discusses several key topics:
1) It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and organizations.
2) It outlines the disciplines of psychology, sociology, anthropology, and political science that contribute to the field of organizational behavior.
3) It describes common management functions like planning, organizing, staffing, and directing, as well as management roles and important skills for managers.
4) It discusses managing workforce diversity, globalization, improving customer service and employee skills, and creating a positive work environment.
Organisational development b.com vith sem (optional) Bangalore UniversityTriyogi Triyogi
This document provides information about organizational development including:
1. Definitions of organizational development as a systematic process using behavioral science to improve organizational effectiveness.
2. Characteristics of organizational development such as being system-wide and value-based.
3. Models that drive organizational development including the action research model.
4. Goals of organizational development like improving job satisfaction and communication.
5. Stages in organizational development programs including initial diagnosis, data collection, and implementation of interventions.
6. Techniques used in organizational development like sensitivity training, team building, and survey feedback.
ORGANISATIONAL BEHAVIOUR- UNIT-3-BBA- OSMANIA UNIVERSITY, Group Dynamics, Processes of Groups, The Development of Work Teams, Types of Groups and Teams, Informal Groups, Work Teams, Functional Work Teams, Multidisciplinary Teams, Self-Managing Teams, High-Performance Teams, Cohesiveness, Determinates of cohesiveness, Factors that influence cohesion, Group Cohesiveness , Group Decision-Making , Decision-Making Process, Technological Aids to Decision-Making, TRANSACTIONAL ANALYSIS, THE EGO STATES, GAMES ANALYSIS, BENEFITS AND UTILITY OF TRANSACATIONAL ANALYSIS, Johari Window.Johari window four quadrants.
Organizational culture refers to the shared attitudes, beliefs, customs, and behaviors that characterize an organization and its employees. A strong organizational culture can provide guidelines for employees and influence behaviors, decision making, and performance. To improve employee performance, organizations should maintain job satisfaction, provide training opportunities, give regular feedback, and clearly communicate expectations. Managing employee performance through goal setting and reviews allows organizations to align their workforce with strategic objectives, motivate employees, and gain efficiencies.
Organizational Change and Development - Module 5 - MG University - Manu Melw...manumelwin
Contemporary issues and applications.
Organizational development in global context.
Organizational development in service sector, OD Practioners – role, competencies requirement, professional ethics and value and experiences.
Trends in OD.
This document provides an overview of organizational behaviour. It discusses key topics like organizations, behaviour, management functions, leadership theories, and models of organizational behaviour.
Some main points:
- Organizational behaviour studies how individuals, groups, and structure influence behaviour in organizations. It applies knowledge about these factors to make organizations work more effectively.
- The five main management functions are planning, organizing, staffing, directing, and controlling. Leadership theories discussed include trait, behavioural, and contingency theories.
- Models of organizational behaviour examine individual, group, and organizational levels of analysis and their interplay. Key dependent variables include productivity, absenteeism, and job satisfaction.
- Challenges for
Economic Risk Factor Update: June 2024 [SlideShare]Commonwealth
May’s reports showed signs of continued economic growth, said Sam Millette, director, fixed income, in his latest Economic Risk Factor Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
5 Tips for Creating Standard Financial ReportsEasyReports
Well-crafted financial reports serve as vital tools for decision-making and transparency within an organization. By following the undermentioned tips, you can create standardized financial reports that effectively communicate your company's financial health and performance to stakeholders.
2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
How Does CRISIL Evaluate Lenders in India for Credit RatingsShaheen Kumar
CRISIL evaluates lenders in India by analyzing financial performance, loan portfolio quality, risk management practices, capital adequacy, market position, and adherence to regulatory requirements. This comprehensive assessment ensures a thorough evaluation of creditworthiness and financial strength. Each criterion is meticulously examined to provide credible and reliable ratings.
Understanding how timely GST payments influence a lender's decision to approve loans, this topic explores the correlation between GST compliance and creditworthiness. It highlights how consistent GST payments can enhance a business's financial credibility, potentially leading to higher chances of loan approval.
Independent Study - College of Wooster Research (2023-2024) FDI, Culture, Glo...AntoniaOwensDetwiler
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
Lecture slide titled Fraud Risk Mitigation, Webinar Lecture Delivered at the Society for West African Internal Audit Practitioners (SWAIAP) on Wednesday, November 8, 2023.
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
Vicinity Jobs’ data includes more than three million 2023 OJPs and thousands of skills. Most skills appear in less than 0.02% of job postings, so most postings rely on a small subset of commonly used terms, like teamwork.
Laura Adkins-Hackett, Economist, LMIC, and Sukriti Trehan, Data Scientist, LMIC, presented their research exploring trends in the skills listed in OJPs to develop a deeper understanding of in-demand skills. This research project uses pointwise mutual information and other methods to extract more information about common skills from the relationships between skills, occupations and regions.
BONKMILLON Unleashes Its Bonkers Potential on Solana.pdfcoingabbar
Introducing BONKMILLON - The Most Bonkers Meme Coin Yet
Let's be real for a second – the world of meme coins can feel like a bit of a circus at times. Every other day, there's a new token promising to take you "to the moon" or offering some groundbreaking utility that'll change the game forever. But how many of them actually deliver on that hype?
4. Agenda today
• Feedback on your Sem 1 exams performance
• Sem 2 details – 5W 1H
• Business =/x Organisation =/x Management?
• Groups and Group Behaviour
5. Feedback on your exams performance
Sem 1
• Classical conditioning
• B F Skinner
• AET
• Motivation
– Maslow’s theory
• 5 human needs?
• Hierarchy in management?
• Attribution theory
• Fishbone diagram*
6. Benefits of using a fishbone diagram
1. Being a visual tool, it is easy to understand for
problem analysis and identification of a solution
2. Easy to identify the root cause of the problem
3. Locates bottlenecks in the work process and
different segments/parts of each process
4. Finds ways to improve the work process or any of
its segments or parts
5. Forces in-depth discussion of the problem, to
educate the concerned team members
6. Prioritises further analysis, to take corrective actions
and steps, if any
7. What are the advantages of using the
fishbone diagram* in problem solving?
It gives root cause
Problem solving is effective
• It takes less time to solve any
problem
• Problem of various types can
be solved
• By using fishbone diagram,
one can easily find any type of
problem
• It does not require any kind of
cost; so, it can be used by
small scale industry as well as
large scale industry
• Decision can be taken by the
output given by this diagram
• The major advantage – it
requires proper timing of
solving problem
• Any department or any
industry can use fishbone
diagram to solve problem
• Fishbone diagram is efficient
and effective by an immediate
effect
• To find problem within
organisation should not require
any type of formal education;
just need to ask question to the
problem you will get root cause
to that problem
9. Semester 2 – 14 lectures
1. Groups and group behaviour
2. Understanding work teams 1
3. Understanding work teams 2
4. Emotional intelligence
5. Leadership 1
6. Leadership 2
7. Leadership 3
8. Mid-term test
9. Power and Politics
10.Conflict
11.Negotiation
12.Organisational structure
13.Organisational culture
14.Organisational change
10. Crucial instructions and advice for Sem 2
• 13 lectures and 1 mid-term test (February 15 to April 16)
• Get serious about your education
• Duration 2 hours per lecture; no toilet/water breaks
– MMS A
– MMS B
• Subject treatment – much more intensive, case studies
• Mid-term test – after 7 lectures
• Semester-end evaluation process
– 60 marks Semester 2 Examination (written test)
– 40 marks Internal assessment
• 30 marks Mid-term written test
• 10 marks Classroom (virtual) behaviour, late-joining
into class, lecture involvement, improved
learning and interest, periodic assignments,
responses to classroom questions`
11. Is BUSINESS = ORGANISATION =
MANAGEMENT?
If no, what is the difference?
12. What is a business?
1. Manufacturing
– By making and “selling” a product and earning money
2. Trading
– By buying and “selling” a service and earning money
3. Consultancy/Advisory
– By understanding work and “selling” advice and earning money
• So, “selling” to earn/make money (= “item/service bechna”)
• Hence, in any business, the buyer (= your customer) pays you
money; so, s/he is always most important
– S/he who pays you to buy your product, service or advice
• Measures of business performance – market share, revenue, bonus,
sales, qly, ½ yly, cost savings, outstandings, collections, recoveries,
credits, pay for performance …….
• Any action, activity, work, job or task that earns money
13. Fundamentals in business
Making and “selling” a
product – Manufacturing
• Mobile phones
• Motor cars
• Furniture
• TV sets
• Tooth paste
• Book printing
• Foods kitchen
• Shoes and chappals
• Clothing
• Computers
Buying and “selling” a
service – Trading
• Airlines
• Banks
• Hotels
• Insurance
• Laundry services
• Advisory/Consultancy
• Bus (local and inter-city)
• Rail (local and inter-city)
• Food delivery services
• Courier services
14. What is an organisation?
• What?
1. A consciously coordinated social unit
2. Hierarchy of authority and responsibility
1. Chain of command
2. Unity of command
3. Division of effort amongst two or more people who are
working together
• Why?
• Purpose is to integrate (= combine) everyone’s effort, to
achieve the organisation’s common goals, targets,
objectives, KRAs
• Purpose of business is to make money!
15. Different kinds of organisations
• Company
• Partnership
• Multi-National Corporation (MNC)
• Kirana store
• Shopping mall
• Paan-bidi shop
• Cooperative housing society
• Government department
• Public Sector Undertaking (PSU)
• Ration office
• BMC ward office
• NGO
16. Different kinds of businesses
• Banking
• Airlines
• Consulting
• FMCG
• Telecom
• Retail
• IT & ITES
• Auto
• Shipping
• Real Estate and infrastructure
• Furniture
• Engineering
17. Different functions in a business
Your specialisations
• Marketing
– Product management
– Sales management
– Sales promotion and PR
– Sales administration
• Manufacturing
– Production
– Maintenance
– Purchase and vendor development
– Research and quality
– Logistics/Supply chain
• Systems, IT
• Finance, accounts and audit
• HR and administration
18. “Business” is/is NOT an “Organisation”?
• A business MAY be a consciously coordinated social unit
• A business MAY have a hierarchy of authority and
responsibility
– Chain of command
– Unity of command
• A business MAY have a division of effort amongst two or
more people who are working together
• A business MAY have the purpose to integrate everyone’s
efforts, in order to achieve the organisation’s “common”
goals
• But, a business is NOT an organisation if making money is
its MAIN goal, although it depends on people’s efforts
19. So…….
• For a business to become an organisation, methods,
systems and processes are necessary
• In any organisation, money must be utilised (= used as a
means) to achieve business goals, NOT become an end
in itself
• Thus, knowledge of management helps to achieve
ORGANISATIONAL GOALS by applying methods,
systems and processes, not just to make money
– Goal/s = target/s = objective/s = KRA/s
• Strong correlation between “employee behaviour” and
“goal/s”
• MBO = Management By Objectives
• Understanding OB helps business to manage the desire
and drive towards achieving the “goal/s” of the business
20. And… MANAGEMENT teaches….?
1. WHAT are the RIGHT methods, systems and processes
to apply, so that the business runs BEST?
2. HOW to apply them?
• ORGANISATION = CONSCIOUSLY COORDINATED
set of structure, systems, processes and methods
– Hierarchy
– Unity of command
– Chain of command
– Division of effort amongst two or more employees
• These right methods, systems and processes enable its
employees to successfully achieve and surpass its
goals, provided they are all COMMONLY understood
and accepted
21. Origins of OB are in Human Behaviour
Hence, we first study individual
OB (Sem 1), and then study group
OB (Sem 2)
22. Organisational Behaviour – Semester 1
What is Organisational Behaviour (OB)?
Manager’s job – functions, roles, skills
Diversity – age, gender, tenure
Learning and shaping of behaviour
Attitude
Job satisfaction
Emotions and moods
Personality and values
Perception
Individual decision making
Motivation – concepts
Motivation – applications
Communication and Interview readiness
24. Group
• Definition = A group consists of two or more inter-dependent people
who come together to achieve something specific, by interacting and
communicating with each other
• Two or more people come together
• They together achieve something specific
• They interact and communicate with one another
• They are inter-dependent
• Key issues to understand
1. Each group member has a different upbringing, beliefs, culture, attitude and
behaviour
2. However, the group’s beliefs, culture, attitudes and behaviours can be
modified to suit a specific organisation’s environment and expectations
• Every business organization and it’s management’s primary task
– To find and establish common ground, by creating a common
understanding and acceptance amongst ALL team members, about
the organisation’s goals and result expectations
25. Why do people form groups?
• “Social identity” theory (= Converging identities)
o Similarity
o Upbringings, beliefs, cultures, attitudes, behaviours
o Distinctiveness
o Uniqueness, speciality, exclusiveness
o Status
o Esteem, social position
o More certainty
o More re-assurance and, therefore, less uncertainty
about expectations, roles and norms, as well as
members’ safety and security
26. Group working
• Fundamentals of a group?
• How and why are groups formed?
• Progressive, differing stages of group
development
• Group behaviour = behaviour of people in a
group?
• Different aspects of behaviour in a group
• Major, obvious differences between GROUP
behaviour and INDIVIDUAL behaviour – in an
organisational setting?
27. Fundamentals of group and their behaviour
• Group
– Different types of groups
– Why does a group get formed?
– How does a group develop?
• Behavioural aspects of groups
– Role
– Norms
– Status
– Size
– Cohesiveness
28. Characteristics of group behaviour
• Individuals naturally tend to form groups since “no man is an island”
1. People are happier living and working in groups
2. Their individual upbringings, beliefs, cultures and attitudes impact
workplace behaviours
3. Group members exert significant influence on the organisation’s
performance and results
4. Members create the foundation of how and why the entire group
works
• So, how and what a group does, is a sigma of what all the group
members can do
• To improve (and/or correct) their behaviour
• Their upbringings and beliefs cannot be changed, but the group
members’ cultures and attitudes can be improved
• This is a manager’s primary task
• Your ASKs will always be tested on your competence to do this task
29. Types of groups
Types of groups
Imagine you’re working in an organisation
1.Formal
– Command group
– Task group
2.Informal
– Interest group
– Friendship group
30. Stages of group development
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning*
31. 5 key aspects of human behaviour in groups
1. Role
– What work does each member do, in a group?
– What related (= inter-connected) set of activities does each person
in the group perform, to complete a task or process?
2. Norms
– What standards of behaviour must all group members observe
and adhere to?
3. Status
– What status (= esteem, relative social position) does each of the
group members perceive, about self and others?
4. Size
– How many people are members in the group (size = big/small)?
– Is there an “ideal” group size?
– How to judge what size is “ideal”?
5. Cohesiveness
– What attracts and binds (= holds) all the group members together?
32. Role requirements/expectations change in
different situations/groups
• Role perception
– My view of my role
• Role expectations
– Other peoples’ expectations of my role
• Role conflict
– Compliance issues = do my views comply or
conflict with what and how others see, as my
role?
33. Norms and status influence an individual’s
behaviour in a group
• Conformity = adherence to the group’s norms
• Deviant workplace behaviour
• Status characteristics theory
– Power
– Ability
– Personal characteristics
• Status inequity
34. Size of the group affects it’s performance
• Small group size
• Danger that all members will be stressed due to
overwork
• Large group size
• Danger of some members not fully occupied,
resulting in “social loafing”
35. Cohesiveness in the group
• Extent of attraction to the group
• Extent of motivation within the group
• Productivity of the group