Organizational Structure
How job tasks are formally divided, grouped, and coordinated.
Key Elements:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Contact:
nomanaleemft@gmail.com
00923084089243
Organizational Structure
How job tasks are formally divided, grouped, and coordinated.
Key Elements:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Contact:
nomanaleemft@gmail.com
00923084089243
Structural od intervention - Organizational Change and Development - Manu Me...manumelwin
These interventions deal with an organization’s technology (for examples its task methods and job design) and structure (for example, division of labor and hierarchy).
These interventions are rooted in the disciplines of engineering, sociology, and psychology and in the applied fields of socio-technical systems and organization design. Practitioners place emphasis both on productivity and human fulfillment.
Ob i - foundations of group behavior-workteams-organizational stressShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Successful Collaboration and Team DynamicsBPaty123
COM516 Professional Communications. Successful Collaboration and Team Dynamics. Team A presentation for potential University of Phoenix students on the importance of collaboration during a masters program.
Structural od intervention - Organizational Change and Development - Manu Me...manumelwin
These interventions deal with an organization’s technology (for examples its task methods and job design) and structure (for example, division of labor and hierarchy).
These interventions are rooted in the disciplines of engineering, sociology, and psychology and in the applied fields of socio-technical systems and organization design. Practitioners place emphasis both on productivity and human fulfillment.
Ob i - foundations of group behavior-workteams-organizational stressShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Successful Collaboration and Team DynamicsBPaty123
COM516 Professional Communications. Successful Collaboration and Team Dynamics. Team A presentation for potential University of Phoenix students on the importance of collaboration during a masters program.
Respond to 4 postings listed below, with at least in one or mormickietanger
Respond to
4 postings listed below
, with at least in one or more of the following ways:
• Ask a probing question, substantiated with additional background information, evidence or research.
• Share an insight from having read the postings, synthesizing the information to provide new perspectives.
• Offer and support an alternative perspective using readings from your own research
• Validate an idea with your own experience and additional research.
• Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings.
• Expand on postings by providing additional insights or contrasting perspectives based on readings and evidence.
Posts should be at least 200 words
and require
some information from the text, academically reviewed paper, some significant commentary that requires knowledge of the subject matter, a web link to an article or other source
.
POST 1:
Networking: A key to successful Teamwork
A. Consider the different teams presented in your reading assignment. How do these teams manage their team boundaries? What are the trade-offs between internal cohesion and external ties within each type of team? support your discussion with at least two external sources.
Teams are of different types such as Virtual teams, Problem-solving teams, cross-functional teams, self- managed teams but every team has to maintain their own boundaries to function up to the mark.
What are boundaries
Boundaries are the limitations, plans which meant for reducing distraction from outside sources and to increase the teams focus on their roles and responsibilities. They could be simple rules which are a part of the teams’ principles.
How to set boundaries
· Members need to work individually along with their team leader. Everyone of them need to understand as to what make them deviate from their works. Make a list of the important activities relating to their group project for which the team is formed and make a schedule by prioritizing their work according to their importance.
· This will help them to have an understanding of how to manage their work. Set short term and long-term goals so as to be responsible for completing the tasks.
· Remember that the boundaries can be breached. It is not possible that they will stay in place forever, sometimes the members may knowingly or unknowingly cross their boundaries.
· The team has to communicate with the other teams or members as to what extent they have set the boundaries. It will help them to have necessary support from others and they will be less disturbing to them (Guanfeng, & Zhiyang, 2011).
Internal cohesion and External ties
Internal cohesion has a positive relationship with the external ties. The level of internal cohesion defines the level of support and cooperation the members have with each other. If the cohesion is more it will not affect the members to outsource other expertise and necessary resources. B ...
Ob i - foundations of group behavior-workteams-organizational stressShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Designing Team and Team IdentityPart 1 Think about how to btrappiteboni
Designing Team and Team Identity
Part 1:
Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team?
Part 2:
Discuss team identity. Why do you feel attached to certain groups and teams but not to others?
Specific Instructions:
Read and respond to your classmates’ posts. See class posting/discussion requirements.
Be sure to support your work with specific citations from this week's Learning Resources and any additional sources.
Read a selection of your colleagues' postings.
Respond to at least 3 your colleagues' postings in one or more of the following ways:
• Ask a probing question, substantiated with additional background information, evidence or research.
• Share an insight from having read your colleagues' postings, synthesizing the information to provide new perspectives.
• Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library
• Validate an idea with your own experience and additional research.
• Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings.
• Expand on your colleagues' postings by providing additional insights or contrasting perspectives based on readings and evidence.
Return to this Discussion several times to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made.
Respond to class mate:
class mate 1:
A team can be built in different ways so as to make members to achieve the same goal and the target objectives. When building a team, the role to be undertaken, selection of the people, and also their relationship should be considered. The task to assign should not be complicated at all. This means that the work should be simple and match with the skills of the team members so as to make the work easier for them and facilitate better performance which leads to good productivity (Barrow, 2012).
When selecting people, the sum of the people should be sufficient to fit the task. Also, the members should have relevant skills for doing the work assigned to them. They should have different ideas and experience so as to combine efforts and come up with good results. Relationships are very important in any team. Maintenance of the way people interact is very important(Blazovich, 2013). Sufficient environment should be ensured in a way that all members will feel free and appreciated.
Diversity is very important also in teamwork. It can be incorporated into making sure communication is made available to all. Members should be informed about what is required to be done in the group. Also, managers should be open-minded when dealing with the ...
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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.
www.seribangash.com
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
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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.
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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. Before you read…
• Consider what you know about
teams, team work, organizational
teams, and the ways people interact on
the job.
• Reflect on your personal experiences as
a team member.
3. Face it, teams are a part of organizational life.
Teams are small groups (3-9 people) who are
INTERDEPENDENT, committed to one
another, and are mutually accountable
We study teams because they are so essential
in the functioning of organizations
They impact individuals, too!
Learning to effectively understand, and work
within, teams will help your career
Why study teams?
5. { {Relationships can help!
Relationships are formed
that help employees feel
more connected to the team
Individuals receive support
from others to face difficult
challenges
The team provides
opportunities for members to
demonstrate leadership
abilities
Teams allow us to test ideas
before making them public
Teams can be hurt by
relationships!
Poor relationships exist.
Primary provoker
Secondary provoker
Avoiding or
accommodating those
instigating the conflict
Dysfunctional
relationships have many
implications (page 212)
Relational
Communication
Think about it…
Explore the information
about “dysfunction” on
page 212.
6. Decision Making
The process the team goes
through to make decisions is
critical to its success.
The way in which team
members talk about issues
affects the way they think about
these issues, which, in turn,
determines the quality of the
choices they make as a team.
Negative actions have a greater
ability to disrupt the team’s
performance than do positive
actions to make the team
successful.
cromwellhaus.com
Actual productivity = potential productivity – Losses due to faulty processes
7. { {Norms
Norms are the informal
rules that teams
establish to govern their
activities and behaviors.
The norms that become
a part of the team’s
culture are made up of
shared
values, beliefs, rituals, a
nd stories about the
team.
Cohesiveness
Cohesiveness is the
degree to which
members feel connected
to the team.
The more these linkages
are identified and
reinforced, the greater
the team cohesiveness.
Cohesiveness = positive
outcomes
Norms &
Cohesiveness
Think about it…
Consider your
organization this
semester. What
are some norms
and how were
they developed?
8. {
• Surface diversity
(demographics)
• Direct task
related/informational
diversity (differences
in
education, technical, fu
nctional, applied
backgrounds)
• Homogenous teams
have advantages and
disadvantages—be
aware of these
• Cross-cultural teams
have the potential to be
the most
successful, given the
diversity of ideas and
contributions they can
generate.
Diversity
9. Satisfaction means the team feels it has
accomplished its task and members have been
recognized individually for their contributions.
Rewards
Social needs
Impact of teams on our behaviors and attitudes
Higher loyalty
Higher productivity
Team conflict and dysfunction
Satisfaction
Think about it…
Consider your last team.
Identify satisfaction and
potential impacts.
10. Working with others requires
coordination and compromise
resulting in conflict and consequently
results in stress created by the desire
to perform and the strain of
negotiating with others.
Stress
www.pptbackgrounds.net
• Stress can be created by violating team norms
• Teams or individuals can experience stress
• Several types of team stressors exist:
• Team training load
• Team workload
• Team size
• Team cohesion
• Goal structure
11. Stuckness occurs when the team is unable to
break a pattern of behavior that keeps it from
moving forward, it continues to make the same
mistakes.
Sometimes the team tends to repeat old patterns
of interaction and behavior instead of
confronting the opposing forces or beliefs within
the team and finding connections between them.
This is a situation where changing old norms
might be helpful rather than harmful.
Stuckness
Think about
it…
This can be a
tricky
concept.
Examine
when
stuckness has
been harmful
and when it
has been
helpful in
your own
experiences.
12. Such organizations experience a culture shift:
Team based organizations
From hierarchical to flat
From fragmentation to cohesion
From independence to
interdependence
From competition to cooperation
From tried-and-true to risk taking
13. There are 4 major types of organizational teams (Cohen & Bailey, 1997)
Types of teams
Work teams are
“continuing work
units responsible
for producing
goods or
providing
services” (p. 242).
Parallel teams
“pull together
people from
different work
units or jobs to
perform
functions that the
regular
organization is
not equipped to
perform well” (p.
242).
Project teams
produce one-
time outputs
and are time-
limited.
Management
teams
“coordinate and
provide direction
to sub-units
under their
jurisdiction, later
ally integrating
interdependent
sub-units across
key business
processes” (p.
243).
14. One important element of the survival and
effectiveness of teams is their connection
with the relevant environment, according to
Gladstein Acona (1990), who set forth three
basic leadership strategies for connecting
the team to the environment.
Know these three basic leadership
strategies for connecting the team to the
larger environment…
Teams & the environment
Informing strategy
15. SMWTs are gaining popularity
They are sometimes called “self-directed”
Teams have responsibility for their own work
Set own tasks
Monitor own behavior
Can increase employee
commitment, competence, productivity, proble
m-solving, and satisfaction
Self-managed work teams
(SMWT)
Think about it…
SMWTs are prime organizational contexts for double-loop (generative) learning
(chapter 6)
16. Envisioning involved the creation of new and
compelling visions, which involves generating ideas
and defining goals.
Organizing includes the coordination of the many
elements that are connected to the team’s tasks, which
involves attention to deadlines, efficiency, and
structure.
Spanning deals with the connection of the team’s
activities with the important constituents in the
relevant environment, which includes
networking, securing resources, and being politically
aware.
Social behaviors include concern for the social and
psychological needs of the team members, which
includes interpreting and paraphrasing, using
humor, and mediating conflicts.
SMWT – types of
leadership roles
17. Virtual teams
A virtual team is a group that “works across
space, time, and organizational boundaries with
links strengthened by webs of communication
technologies” (Lipnack & Stamps, 1997, p. 7).
18. { {Superb teams
They have a clear and engaging
direction.
The basic work is designed to be
done by a team
Team rewards (not individual or
mixed rewards) are strongly
associated with team effort.
Physical resources are readily
available.
The team, not the leader, has the
authority to make decisions over
basic work strategies.
The team can articulate clear goals
The team establishes norms that
promote strategic thinking.
Ineffective teams
Fail to meet
customer needs
Deteriorate over
time
Alienated, dissatisfie
d members
Effective teams
19. Misunderstandings arise from
Team size
As size increases, so does diversity of
thought, values, backgrounds, personality that can
lead to misunderstandings
Team interdependence
Lack of commitment to interdependence can lead
to lack of understanding about team benefits
Common goals
Some team members are more interested in
individual, not group, goals
Misunderstandings also come about when team
members accept what they perceive to be common
goals and processes in an effort to avoid conflict—
this is known as GROUPTHINK
Dysfunction &
Misunderstandings
20. Consider the positive and negative elements of
team conflict.
How can you maximize the positive and
minimize the negative?
Conflict: Positives and
Negatives
21. Organizational Teams
What do you like and dislike about teams?
Use the concepts in this chapter to examine the
organization you are following. Can you locate information
about teams and collaboration for that organization? What
does this information tell you?
Consider the benefits and limitations of teamwork within
organizations.