This document discusses organizational behavior and defines it as the study of how individuals and groups act in organizations and how their behaviors affect organizational effectiveness. It provides definitions of organizational behavior from several experts and discusses the key elements (people, structure, technology, environment), scope (individuals, groups, the organization as a whole), and the role of organizational behavior in different contexts like manufacturing, education, insurance, and textiles. Specifically, it emphasizes that organizational behavior focuses on understanding and managing human behavior in organizations to improve performance.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Some slides on people management: why managing people in the software development lifecycle, how to manage people and how to choose team members of a project.
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Some slides on people management: why managing people in the software development lifecycle, how to manage people and how to choose team members of a project.
A good leader takes the lead. A good leader has personality, courage, clear vision with ambition to succeed. A good leader encourages the team to perform to their optimum all the time and drives organisational success.
This paper discusses the issue of leadership human resources management. While providing a descriptive and comparative analysis of typology of leadership strategies, the paper also accounts for the best managerial strategies vis-a-vis human capital, underlying the case of IBM company as an example.
Many of us may feel there is very little difference between a manager and a leader except that the former is official, while the latter isn’t. However, the differences between these two personnel relate to their approaches to a task, people management, beliefs and perspectives.
Ken Blanchard, the management guru best known for the "One Minute Manager" series, and Paul Hersey created a model for Situational Leadership in the late 1960\'s that allows you to analyze the needs of the situation you\'re dealing with, and then adopt the most appropriate leadership style. It\'s proved popular with managers over the years because it passes the two basic tests of such models: it\'s simple to understand, and it works in most environments for most people. The model doesn\'t just apply to people in leadership or management positions: we all lead others at work and at home.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.
A good leader takes the lead. A good leader has personality, courage, clear vision with ambition to succeed. A good leader encourages the team to perform to their optimum all the time and drives organisational success.
This paper discusses the issue of leadership human resources management. While providing a descriptive and comparative analysis of typology of leadership strategies, the paper also accounts for the best managerial strategies vis-a-vis human capital, underlying the case of IBM company as an example.
Many of us may feel there is very little difference between a manager and a leader except that the former is official, while the latter isn’t. However, the differences between these two personnel relate to their approaches to a task, people management, beliefs and perspectives.
Ken Blanchard, the management guru best known for the "One Minute Manager" series, and Paul Hersey created a model for Situational Leadership in the late 1960\'s that allows you to analyze the needs of the situation you\'re dealing with, and then adopt the most appropriate leadership style. It\'s proved popular with managers over the years because it passes the two basic tests of such models: it\'s simple to understand, and it works in most environments for most people. The model doesn\'t just apply to people in leadership or management positions: we all lead others at work and at home.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.
Organizational Learning Presentation (Training & Development) - Visual Learni...Devanshi Shah
- Successfully applied appropriate training methods to design and deliver a dynamic learning experience that meets the specified learners' needs
- Team split up into three pairs that focused on the three different learning styles (Visual, Auditory, Kinesthetic)
- Created and presented an in-class training session based on the Visual Learning Style
Slides from the 'Essentials of Product Management' workshop at General Assembly in London, June 2013
ABOUT THIS WORKSHOP
The first step in making an idea reality is to understand product management. There is a huge amount of work between the idea stage and the coding stage, and this Saturday workshop will help you understand what needs to be accomplished.
We will start the day off by learning what the product management role encompasses and what the managing process is like. We'll also cover a product's feasibility and the various stages of—and ways to approach—the product development process. Through group work and hands-on practice, we'll look at the MVP (Minimum Viable Product) philosophy to test and validate your plans, and move on to identify the other more technical tools needed to start and evaluate the building process.
TAKEAWAYS
Part 1: The Product Manager role & the Product Management Process
Part 2: The Customer and MVP
- Learn to break an idea into its primary parts to assess product feasibility
- Explain the purpose and process of building an MVP
- Identify various ways to build and learn from an MVP
- Evolve an MVP to reach product/market fit
- Determine if product/market fit has been achieved for a product
Some slide content courtesy of Simon Cast, John Eikenberry, and General Assembly
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
2. WHAT IS ORGANIZATION?
A place where managers practice the
art of management.
An Institution or sub-units of an
institution working together for a
common goal.
3. WHAT IS ORGANISATION
BEHAVIOR?
It
is an study of human behavior.
The
study is about the
behavior of people in an
organization.
Knowledge about human behavior
and its usefulness in improving an
organizations effectiveness.
4. "Organizational
behavior is a field of
study that investigates
the impact that
individuals, groups and
structure have on
behavior within
organization for the
purpose
of applying such
knowledge toward
improving an
organization's
effectiveness."
STEPHEN
ROBBINS
5. "Organizational
behavior is the study
and application at
knowledge about the
how people - as
individuals and a
groups - act within
organization. It
strives to identify
ways in which people
can act more
effectively."
KEITH
DAVIS
6. "Organizational
behavior can be
defined as the
understanding, predi
ction and
management of the
human behavior
affect the
performance of the
organizations.
FRED
LUTHANS
7. IN LAYMAN’S TERM……
Organizational behavior is concerned
with the study of what people do in an
organization and how their behavior
affect the performance of the
organizations.
Organizational behavior is a scientific
discipline in which a large number of
research are conducted which improve
its knowledge base.
8. OB IS CONCERNED WITH WHAT PEOPLE DO IN AN ORGANIZATION ANS HOW
THAT BEHAVIOR AFFECTS THE PERFORMANCE OF THAT ORGANIZATION.
MANAGER OF AN ORGANIZATION IS REQUIRED TO HAVE COMPLETE
KNOWLEDGE AND INFORMATION ABOUT THE FOLLOWING FACTS :
1. When do two people (co-workers, or a superior subordinate) interact ?
2. When do two or more groups need to coordinate their efforts ?
3. What complexities are involved in interpersonal relations ?
4. Why some employees are more successful than
others ?
5. How can we act as a team ?
6. How to handle the stress of workers - superiors
and sub ordinates ?
7. How to obtain suggestions from employees ?
8. Why the culture of one organization differs
from other and why it is changing constantly ?
9. O.B.
Organizational behavior is a field of study that investigates
the impact that individual groups and structure have on
behavior within organizations for the purpose of applying such
knowledge toward improving an organizational effectiveness.
Actions and attitudes of individuals and groups toward one
another and towards the organization as a whole, and its
effect on the organization's functioning and performance
Organizational behavior is a science that not only trains
employees in organizational behavior for particular situation
rather it educates them in organizational behavior. This means
that it is an academic study of organization
Organizational Behavior (OB) is the study and application of
knowledge about how people, individuals, and groups act in
organizations.
Organizational Behavior studies encompasses the study
of organizations from multiple viewpoints, methods, and levels
of analysis.
12. ROLE OF OB IN TEXTILE INDUSTRY
The role of OB in organization is at counter stage.
Managers are aware that employees must play a vital role in
the success of organization.
It is an active participant in charting the strategic course an
organization must take place to remain
competitive, productive and efficient.
Its focal point is people, people are the life blood of the
organization.
The uniqueness of OB lies in its emphases on the people in
work setting and its concerns for the well living and comfort
of the human resources in an organization.
The function is much more integrated and strategically
involved.
Organisation and every other employee must work together to
achieve the level of organization. Effectiveness required
competing locally and internationally.
13. ROLE OF OB IN
MANUFACTURING INDUSTRY
For a company which believes in innovation and bringing new inventions in the
marketplace, undertaking appropriate measures to foster creativity and innovation is the major HR
challenge. Thus it is the mission, vision and the objective of the company which shall eventually
determine the appropriate strategies that need to be adopted.
Some of the possible strategies that can be adopted by an HR Manager to resolve the commonly
observed conflicts and avoid a diversity-consensus dilemma are
Mediation & compromise
Collaboration & Negotiation
Structured interaction
These strategies can be effectively used to increase the group cohesiveness and dilute the impact
of conflicts that may arise in employee-employee relation or employee-employer relation or in the
work involved.
Further Competency based HR system which uses the concept of
STAR-
Situation, Task, Action, Results can also be implemented. All these factors shall
play an important role in assessing employee capability and performance and ensuring harmony
among them while driving the productivity of the employees.
Balanced scorecard is yet another strategy possible to avoid cultural conflicts and drive
corporate performance by balancing short term and long term measures, financial and non-financial
measures, performance drivers with outcome measures.
CRM
would help bring a lot of information about sales, customers, marketing
effectiveness, marketing trends and effectiveness.
14. EDUCATIONAL
INSTITUTION
Educational Institution’s Chief administrator is required meet the
following objectives:1. Recruitment and selection, developing the work place required by the
organization.
2. Helping in creating a working environment that is conducive for his
members of staff so as to promote maximum contentment thereby
motivating them.
3. Ensuring that the abilities and skills of the workforce are used to the
optimum in pursuance of the institution’s mission and mandate.
4. Ensuring a fair balance between the personal needs of staff and the
needs of the institution in general.
5.Personal utilization to meet organizational needs
6. Motivation of employees to meet their needs and
organizational needs in unison.
7. Maintenance of human relationships.
15. ROLE OF OB IN INSURANCE
COMPANIES
Human relations approach improves employee morale
and job satisfaction. It increases employee efficiency
and reduces employee unrest.
An understanding of the human relations approach
assists the managers to develop a better realization of
how his own attitudes and behavior play a part in
everyday affairs.
It facilitates organizational communication and solidari
ty within the organization.
It enables the manager it anticipates, resolve / prevent
problems in the organization which assist organizationa
l growth.
Sound human relations improve relations between
management and between employers and employees.
16. CONCLUSION:
Helps to understand self and others better.
Effective management of people.
Tackle human problems humanly.
Predict the human behavior.
Predict the human behavior.
Effective utilization of human resources.
Effective utilization of human resources.