Notes on Perception in organisation Behavior (Notes for BBA/B.com Students)Yamini Kahaliya
This contains the notes on Perception In organisation Behavior.
it covers details about following points:-
1. Introduction
2. Nature
3. Process
4. Importance
5. Factors Influencing Perception
{Perception is the process of receiving information about and making sense of the world around us. It involves deciding which information to notice, how to categories this information and how to interpret it within the framework of existing knowledge.
For e.g. – Yami goes to a restaurant and likes their customer service, so she will perceive that it is a good place to hang out and will recommend it to her friends, who may or may not like it. Yami’s perception about the restaurant is good.
Notes on Perception in organisation Behavior (Notes for BBA/B.com Students)Yamini Kahaliya
This contains the notes on Perception In organisation Behavior.
it covers details about following points:-
1. Introduction
2. Nature
3. Process
4. Importance
5. Factors Influencing Perception
{Perception is the process of receiving information about and making sense of the world around us. It involves deciding which information to notice, how to categories this information and how to interpret it within the framework of existing knowledge.
For e.g. – Yami goes to a restaurant and likes their customer service, so she will perceive that it is a good place to hang out and will recommend it to her friends, who may or may not like it. Yami’s perception about the restaurant is good.
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
ORGANISATIONAL BEHAVIOUR- Organisational conflict
CAUSES OF CONFLICT
CONSEQUENCES OF CONFLICT
TYPES OF CONFLICT
MANAGEMENT OF CONFLICT
CONFLICT RESOLUTION
Introduction to IR
Parties in Industrial Relations
Objectives of Industrial Relations
Importance of Industrial Relations
Factors Affecting Industrial Relations
Approaches To Industrial Relations
Theoretical Perspective
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
Challenges and opportunities of organisational behaviourJay Maheshwari
This presentation mainly includes all the challenges and opportunities of organisational behaviour .
(NOTE : there are many other opportunities and threats also)
Personality: Meaning and Determinants of Personality, Process of Personality Formation, Personality Types, Assesment of Personality Traits for Increasing Self Awareness
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.
Discipline, Grievance and Industrial Relations.Anubha Rastogi
Grievance is the first requisite that leads to indiscipline. Effective grievance handling is not only crucial to maintain harmony but also employee satisfaction.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
Concept of potential appraisal system
Need of a potential appraisal system
Process of evaluating employee potential
Methods of evaluating employee potential
ORGANISATIONAL BEHAVIOUR- Organisational conflict
CAUSES OF CONFLICT
CONSEQUENCES OF CONFLICT
TYPES OF CONFLICT
MANAGEMENT OF CONFLICT
CONFLICT RESOLUTION
Introduction to IR
Parties in Industrial Relations
Objectives of Industrial Relations
Importance of Industrial Relations
Factors Affecting Industrial Relations
Approaches To Industrial Relations
Theoretical Perspective
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
Challenges and opportunities of organisational behaviourJay Maheshwari
This presentation mainly includes all the challenges and opportunities of organisational behaviour .
(NOTE : there are many other opportunities and threats also)
Personality: Meaning and Determinants of Personality, Process of Personality Formation, Personality Types, Assesment of Personality Traits for Increasing Self Awareness
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.
A manager’s primary challenge is to solve problems creatively.
While drawing from a variety of academic disciplines, and to help managers respond to the challenge of creative problem solving, principles of management have long been categorized into the four major functions .
These slides detailed about the performance management as a important aspect of HRM. It explains about how performances are managed & why its important for the organization to manage & control it...
Performance is often defined simply in output term .i.e. the achievement of quantified objectives.
-It is however not only the matter of what people achieve but how they achieve it.
-Performance means both behaviors and results. Behaviour emanates from the performer and transform performance from abstraction to action. Not just the instruments for results, behaviors are also outcomes in their own right – the product of mental and physical effort applied to tasks – and can be judged apart from results.
performance management – considers inputs (behaviour) and outputs (results).
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Adversarial Attention Modeling for Multi-dimensional Emotion Regression.pdf
Organizational behavior unit 5 Dynamics of Organizational Behavior
1. Organizational Behavior
Unit 5: Dynamics of Organizational
behavior
Presented by,
Ganesha Pandian N
1
MSM-MBA Odd Semester 2020-2021
2. Content
• Organizational culture and climate
• Factors affecting Organizational culture – Importance
• Job satisfaction – Determinants – Measurement – influence
on behavior
• Organizational change – Importance
• Stability Vs Change
• Proactive Vs Reaction Change
• The change process
2
MSM-MBA Odd Semester 2020-2021
3. • Resistance to change
• Managing change
• Stress – Work stressors
• Prevention and management of stress
• Balancing work and life
• Organizational development – characteristics –
objectives
• Organizational effectiveness developing Gender
sensitive workplace
MSM-MBA Odd Semester 2020-2021 3
4. Definition of
Organization Culture
• A common perception held by the
organization’s members; a system of
share meaning
• Seven primary characteristic of the
organizational culture
1. Innovation and risk taking
2. Attention to detail
3. Outcome oriented
4. People oriented
5. Team Orientation
6. Aggressiveness
7. Stability
It is about members of organizations how
to behave
4
MSM-MBA Odd Semester 2020-2021
5. Organizational Culture
is descriptive
• Organizational culture concerned with how employee
perceive organization
• It is different from job satisfaction is the measure of employee
response to the work environment
• Organization culture is descriptive and job satisfaction is
evaluative
5
MSM-MBA Odd Semester 2020-2021
6. Cultures in organization
• The work culture does not mean that the uniform and common
properties need to be shared – there might be sub-cultures within
the culture
1. Dominant Culture – Expresses the core values that are shared by a
majority of the organization’s members
2. Sub-cultures – mini-cultures existed within the organization
defined by geographical location
3. Core values – the primary or the dominant value accepted by the
company as whole
MSM-MBA Odd Semester 2020-2021 6
7. Strong Culture Vs
Weak Culture
• Strong culture – positive impact on employee
behavior
• Weak culture – Negative impact on employee
behavior
MSM-MBA Odd Semester 2020-2021 7
8. Dominant Vs Sub-culture
• Dominant culture – central value accepted by the
organization as whole
• Sub –culture – part of the organization slightly differ
from the core culture
MSM-MBA Odd Semester 2020-2021 8
9. Importance of
Organizational Culture
1. Acts as talent Attractor
2. Engages people in production
3. Creates great synergy in workplace
4. Improve the motivational factor
5. Acts as control system
6. Social bonds between people
MSM-MBA Odd Semester 2020-2021 9
10. Factors influencing
Organizational culture
1. Characteristics of people within the organization
2. Nature of Employment relationship
3. Design of Organizational structure
4. Organizational Ethics
MSM-MBA Odd Semester 2020-2021 10
11. Process of Creating
Organizational Culture
MSM-MBA Odd Semester 2020-2021 11
Step 4: Reinforce Cultural behaviors
Step 3: Initiate Implementation Strategies
Step 2: Create Vision
Step 1: Establish Values
12. Positive Organizational
Culture - Nurturing
• Employees strength – focused
• Design the motivation with more rewards than
punishments
• Put mush importance on growth and vital things
MSM-MBA Odd Semester 2020-2021 12
13. Sustain –
organizational Culture
• Control the behavior of managers and teams
• Reactions to incidents and crisis
• Role modeling, teaching and Coaching – put importance
• Allocation of rewards and status
• Recruitment, selection, promotion and removal
• Organizational Rites and Ceremonies – conducted
• Organization stories – Success stories and Heroes
MSM-MBA Odd Semester 2020-2021 13
14. Barriers to
Organizational Culture
• Culture restricts employees from changing as per
the environmental demands
• New employees need to stick to the old culture –
established already
• Cultural barrier – mergers and acquisitions
MSM-MBA Odd Semester 2020-2021 14
15. Organizational Climate
• Organizational climate is the collective perception of the work
environment by the individuals within a common system –
James and sells
• Organizational climate – shared perception of what is the
organization is like in terms of practices, policies, routines, and
rewards
MSM-MBA Odd Semester 2020-2021 15
16. Characteristics of
Organization Climate
• It is continuous and ever present one.
• Directly linked to internal features of an organization –
principles, customs, beliefs, behavior and emotions
• Theoretical and intangible concept
• Differentiates one organization from others
• Provides the consolidated image of organization
MSM-MBA Odd Semester 2020-2021 16
17. Factors affecting
Organizational Climate
• 2 key segments – by Richard M Hodgetts – Visible part and invisible part
• Overt factors – above the water
1. Hierarchy
2. Goals of organization
3. Technological state of organization
4. Financial Resources
5. Skills and abilities of employees
6. Efficiency of organization
7. Performance standards adopted by the organization
MSM-MBA Odd Semester 2020-2021 17
19. Components of
Organizational Climate
• Member of the organization concerned determine the organizational
climate
• The interpersonal relationship exits between the employees
• Degree of control mechanism that they have
• Autonomy given for the task to perform
• Organization structure that the organization frame itself
MSM-MBA Odd Semester 2020-2021 19
20. Importance of
Organizational Climate
• It enhances employee performance
• It helps in building strong relationship – interpersonal relationship
• Success or Failure – largely determined by organization climate
• Work of Manager is easy
• Minimizes employee turnover and improves the productivity in the
organization
MSM-MBA Odd Semester 2020-2021 20
21. How to improve the
organizational climate?
• Remove the unwanted tasks, procedures and so on to improve
the climate
• Create the reward system
• Innovation and entrepreneurial culture nurtured
• Reduce the change resistances
• Create a sense of purpose in employees
MSM-MBA Odd Semester 2020-2021 21
22. Job Satisfaction –
Meaning and Definition
• Refers to the general attitude and feeling of an individual
towards their jobs
• “Job satisfaction is a pleasurable emotional state
resulting from the appraisal of one’s job or job
experiences”
MSM-MBA Odd Semester 2020-2021 22
23. Features of Job
Satisfaction
• Job Satisfaction is a kind of attitude
• It helps employee retention
• Job satisfaction is linked directly with the motivation
factors
MSM-MBA Odd Semester 2020-2021 23
24. Determinants of Job
Satisfaction
MSM-MBA Odd Semester 2020-2021 24
Determinants
of Job
Satisfaction
Individual
factors
Level of
education
Age
Other
demographic
factors
Nature of Job
Occupation
level
Job content
Situational
Variables
Work
conditions
Supervision Rewards
Promotions
and
compensation
25. Job Satisfaction –
How it is measured?
• Rating Scales
• Personal interviews
• Tendencies measurement – satisfaction/dissatisfaction
• Critical incidents technique
MSM-MBA Odd Semester 2020-2021 25
26. Why Job Satisfaction is
important?
• Influences on positive behavior
• Increases productivity
• Reduces employees’ turnover and absenteeism
• Improve the team spirit
MSM-MBA Odd Semester 2020-2021 26
27. Organizational Change
• Changes happens as the business environment is not stable
• Changes in environment affects the business and make the change
become inevitable for organization also
• Definition: organizational change is the ongoing process – implementation
of new procedures, technologies so as to realign the business to meet the
business demand and cope up with the environmental change
MSM-MBA Odd Semester 2020-2021 27
28. Features of
Organizational Behavior
• It affects the existing stability of organization
• Change influences entire organization
• It is an ongoing process – never ending
• It is natural phenomenon
• Affects the perpetual and behavioral process
MSM-MBA Odd Semester 2020-2021 28
29. Determinant of
Organizational change
• External factors
1. Technology
2. Market conditions
3. Social changes
4. Political and legal changes
5. Workforce demography
• Internal Factors
1. Change in management
2. Change in Employees
3. Work climate
4. Changes in Employee
Expectations
MSM-MBA Odd Semester 2020-2021 29
30. Why Organizational
Change is needed?
• Responding to challenges and convert them into
opportunities
• Improvement in the existing performance of the
organization
• Overall development in the organization
MSM-MBA Odd Semester 2020-2021 30
31. Stability Vs Change
When the organization need to stabilize?
When the organization need to change?
MSM-MBA Odd Semester 2020-2021 31
35. Organizational
change process
MSM-MBA Odd Semester 2020-2021 35
Evaluating the change
Supporting the change
Motivating for change
Implementing the change
Recognizing the cause of problem
Identifying the problem
36. Emerging challenges in
Organizational change
• Maintaining the energy and enthusiasm of the employees
• Ensuring that organization adapts to the change
• Prioritizing organizational projects and resources
• Understanding the science of quality
• Managing the cultural shift
MSM-MBA Odd Semester 2020-2021 36
37. Resistance to change
• Absolute inertia or fear of the unknown may be behind this
tendency
• Definition: Resistance to change can be defined as behaviors
that are acted out by change recipients in order to slow down
or terminate an intended organizational change.
MSM-MBA Odd Semester 2020-2021 37
38. Types of resistance to
change
1. Psychological resistance
2. Sociological resistance
3. Logical resistance
MSM-MBA Odd Semester 2020-2021 38
39. Reason for resistance
to change
MSM-MBA Odd Semester 2020-2021 39
Reasons for
resistance to
change
Individual
resistance
Habit
Security
Economic
Factors
Fear of unknown
Selective
information
Organizational
resistance
Power and
conflict
Functional
orientation
differences
Mechanistic
organization
Organization
culture
Group resistance
Group norms
Group
cohesiveness
40. Dealing with
Organizational change
1. Clear definition of Visions and goals
2. Employees’ participation in change process
3. Interview employees to know their feelings
4. Effective delegation
5. Rising levels of expectations
6. Employees’ commitments
7. Positive attitude
MSM-MBA Odd Semester 2020-2021 40
41. Managing change or
Change Management
• Change management – structured approach for
transitioning individuals, teams and organizations
from the current state to the desired state
MSM-MBA Odd Semester 2020-2021 41
42. Intervention strategies for
Organizational change
• Process intervention – intervene the existing process
• Structure intervention – intervene the organizational structure
• Strategic intervention – intervene the strategic of the organization
• Relationship intervention – relating to the interpersonal dysfunctions within the
group and team
• Cultural change Intervention – intervene the culture of the organization
MSM-MBA Odd Semester 2020-2021 42
43. Kurt Lewin’s three step
model – Managing change
Stage 1: unfreezing the organization
Stage 2: Brining new change – transition to next level
Stage 3: Refreezing the new level
MSM-MBA Odd Semester 2020-2021 43
45. Stress
• Stress is reaction of an individual against the troubling
factors of his surroundings
• Definition: Stress is an adaptive response to an external
situation that results in physical, psychological or
behavioral deviations for organizational participants
MSM-MBA Odd Semester 2020-2021 45
46. Types of stress
• Eustress
• Distress – Acute stress and chronic stress
MSM-MBA Odd Semester 2020-2021 46
47. Causes of stress or
work stressors
1. Individual stressors
2. Group stressors
3. Organizational stressors
MSM-MBA Odd Semester 2020-2021 47
48. Individual level stressors
1. Personality types
2. Role conflict
3. Role ambiguity
4. Work overload
5. Responsibility
6. Career development stressors
MSM-MBA Odd Semester 2020-2021 48
49. Group level stressors
• Group Cohesiveness
• Social support
• Inter and intra group relationships
• Sexual harassment
• Physical violence
MSM-MBA Odd Semester 2020-2021 49
50. Organizational level
stressors
• Tasks demand
• Role demand
• Interpersonal relationship at work
• Organizational structure and climate
• Organizational leadership
• Group pressure
MSM-MBA Odd Semester 2020-2021 50
51. Consequences of stress
• Behavioral consequence
• Physical consequence
• Psychological consequence
• Decline in performance
• Change in attitude
• Withdrawal behavior
MSM-MBA Odd Semester 2020-2021 51
52. Burnouts
• Job burnout refers to the emotional exhaustion,
depersonalization, and reduced accomplishment
• It is common among the professionals
• Symptoms of burnout – Exhaustion, Cynicism and
Negative self evaluation
MSM-MBA Odd Semester 2020-2021 52
53. Causes of Job burnout
1. Lack of Recognisation
2. Big consequence of failure
3. High stress times with no down times
4. Impossible requirements
5. Unclear requirements
6. Poor fit for the job
7. Lack of belief in what is done
8. Shift work
MSM-MBA Odd Semester 2020-2021 53
54. Work-Life Balance
• Work life balance is about individuals having a
measure of control over when, where, and
how they work, leading them to be able to
enjoy an optimum quantity of life.
MSM-MBA Odd Semester 2020-2021 54
56. Organizational Development
• Organizational development is the building of
company’s capacity to change and achieve greater
effectiveness by developing and improving the
strategies, structure and processes
MSM-MBA Odd Semester 2020-2021 56
57. Organizational
development – Process
1. Entering and contracting
2. Diagnostics
3. Data collection and Analyzing
4. Feedback
5. Designing interventions
6. Leading and managing change
7. Evaluation and institutionalization of change
MSM-MBA Odd Semester 2020-2021 57
58. Organizational
Effectiveness
- It is to the extent to which the organization achieves
the goals with the given resources and means
- Organizational effectives is the degree of
achievement of multiple goals
MSM-MBA Odd Semester 2020-2021 58
60. Gender Diversity at
workplace
Treatment of gender diverse as equity – healthy organization
Benefits:
Equality at work
Work policy – improvement
Motivation
MSM-MBA Odd Semester 2020-2021 60