Organizational-Behaviour-June-22-1.docx
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The document provides sample answers to organizational behavior exam questions. It discusses sources of power in superior-subordinate relationships, listing five major personality traits that influence workplace performance: neuroticism, extroversion, openness to experience, conscientiousness, and agreeableness. It also analyzes a scenario where a new CEO has difficulties implementing plans due to lack of team support, identifying common leadership pitfalls like interpersonal, expertise, and environmental challenges. Developing emotional intelligence in employees is suggested to help the CEO gain their backing.
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Bba102 organization behaviour
This document contains an assignment for an organizational behavior course. It includes 6 questions about key topics in organizational behavior such as defining organizational behavior, explaining span of control and centralization/decentralization, describing personality traits that influence organizational behavior, defining and explaining Maslow's hierarchy of needs theory of motivation, explaining the functions of communication and tips for effective communication, and writing short notes about organizational culture and conflict management. The assignment is for semester 1 of a BBA program with 4 credits and a total of 60 marks. Students are instructed to answer all questions, with responses to 10-mark questions being approximately 400 words.
Bba102 organization behaviour
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Organizational behavior
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Bba102 organization behaviour
This document contains a sample assignment for an organizational behavior course. It includes 6 questions covering topics like defining organizational behavior, explaining concepts like span of control and centralization/decentralization. It also discusses personality traits, motivation theories, functions of communication, and short notes on organizational culture and conflict management. Students are instructed to answer all questions, with longer answers for 10-mark questions of around 400 words. This assignment aims to test students' understanding of key organizational behavior concepts.
Bba102 organization behaviour
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
CHAPTER 12Power, Influence, and Politics©McGraw-Hill E.docx
CHAPTER 12
Power, Influence,
and Politics
©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
1
Major Questions You Should
Be Able to Answer
12.1 What are the basic forms of power and how can they help achieve my desired outcomes?
12.2 How can sharing power increase my power?
12.3 How do influence tactics affect my personal effectiveness?
12.4 What are the many forms of politics, and how can understanding them make me more effective at school, at work, and in social situations?
12.5 Do I seek only to impress, or to make a good impression?
©McGraw-Hill Education.
2
What Is Power?
The ability to marshal human, informational, and other resources to get something done
Concerned with influencing others
©McGraw-Hill Education.
Power: the discretion and the means to enforce your will over others.
Power is all about influencing others.
The more influence you have, the more powerful you are, and vice versa.
Power should be accepted as a natural part of any organization.
3
The Five Bases of Power
©McGraw-Hill Education.
Legitimate power: obtaining compliance through formal authority.
Legitimate power may be expressed either positively or negatively.
Positive legitimate power focuses constructively on job performance.
Negative legitimate power tends to be threatening and demeaning to those being influenced.
Reward power: obtaining compliance with promised or actual rewards.
Coercive power: obtaining compliance through threatened or actual punishment.
Expert power: obtaining compliance through one’s valued knowledge or information.
Referent power: when one’s personal characteristics and social relationships become the reason for compliance.
One’s network of relationships can be a source of referent power, as can one’s reputation.
Referent power can be used in marketing programs or to target new sales.
4
Individual Reactions to Power
Individuals have three primary responses to power.
Resistance
Compliance
Commitment
Jump to Appendix 1 for description
©McGraw-Hill Education.
People tend to have three primary reactions to our attempts to manage and otherwise influence them—resistance, compliance, and commitment.
There are many forms and degrees of resistance, ranging from being passive-aggressive to sabotaging.
People who display compliance do only what is expected and exert no extra effort and provide no extra input.
People who display commitment believe in the cause and often go above and beyond to assure its success.
Leaders who do not use their power responsibly risk losing it.
It is important for managers to understand the difference between commitment and mere compliance.
Reward, coercive, and negative legitimate power tend to produce compliance and sometimes resistance.
Positive legitimate power, expert power, and referent power tend to foster comm.
Motivation & Communication
The document discusses various theories and concepts related to motivation and communication. It covers intrinsic and extrinsic motivation, Maslow's hierarchy of needs, Herzberg's two-factor theory, goal-setting theory, and reinforcement theory as it relates to motivating employees. Communication is discussed as a key managerial function, including the communication process, downward, upward, and horizontal communication channels in organizations, and overcoming communication barriers.
Organizational behavior
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Recommended
Bba102 organization behaviour
This document contains an assignment for an organizational behavior course. It includes 6 questions about key topics in organizational behavior such as defining organizational behavior, explaining span of control and centralization/decentralization, describing personality traits that influence organizational behavior, defining and explaining Maslow's hierarchy of needs theory of motivation, explaining the functions of communication and tips for effective communication, and writing short notes about organizational culture and conflict management. The assignment is for semester 1 of a BBA program with 4 credits and a total of 60 marks. Students are instructed to answer all questions, with responses to 10-mark questions being approximately 400 words.
Bba102 organization behaviour
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Organizational behavior
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Bba102 organization behaviour
This document contains a sample assignment for an organizational behavior course. It includes 6 questions covering topics like defining organizational behavior, explaining concepts like span of control and centralization/decentralization. It also discusses personality traits, motivation theories, functions of communication, and short notes on organizational culture and conflict management. Students are instructed to answer all questions, with longer answers for 10-mark questions of around 400 words. This assignment aims to test students' understanding of key organizational behavior concepts.
Bba102 organization behaviour
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
CHAPTER 12Power, Influence, and Politics©McGraw-Hill E.docx
CHAPTER 12
Power, Influence,
and Politics
©McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
1
Major Questions You Should
Be Able to Answer
12.1 What are the basic forms of power and how can they help achieve my desired outcomes?
12.2 How can sharing power increase my power?
12.3 How do influence tactics affect my personal effectiveness?
12.4 What are the many forms of politics, and how can understanding them make me more effective at school, at work, and in social situations?
12.5 Do I seek only to impress, or to make a good impression?
©McGraw-Hill Education.
2
What Is Power?
The ability to marshal human, informational, and other resources to get something done
Concerned with influencing others
©McGraw-Hill Education.
Power: the discretion and the means to enforce your will over others.
Power is all about influencing others.
The more influence you have, the more powerful you are, and vice versa.
Power should be accepted as a natural part of any organization.
3
The Five Bases of Power
©McGraw-Hill Education.
Legitimate power: obtaining compliance through formal authority.
Legitimate power may be expressed either positively or negatively.
Positive legitimate power focuses constructively on job performance.
Negative legitimate power tends to be threatening and demeaning to those being influenced.
Reward power: obtaining compliance with promised or actual rewards.
Coercive power: obtaining compliance through threatened or actual punishment.
Expert power: obtaining compliance through one’s valued knowledge or information.
Referent power: when one’s personal characteristics and social relationships become the reason for compliance.
One’s network of relationships can be a source of referent power, as can one’s reputation.
Referent power can be used in marketing programs or to target new sales.
4
Individual Reactions to Power
Individuals have three primary responses to power.
Resistance
Compliance
Commitment
Jump to Appendix 1 for description
©McGraw-Hill Education.
People tend to have three primary reactions to our attempts to manage and otherwise influence them—resistance, compliance, and commitment.
There are many forms and degrees of resistance, ranging from being passive-aggressive to sabotaging.
People who display compliance do only what is expected and exert no extra effort and provide no extra input.
People who display commitment believe in the cause and often go above and beyond to assure its success.
Leaders who do not use their power responsibly risk losing it.
It is important for managers to understand the difference between commitment and mere compliance.
Reward, coercive, and negative legitimate power tend to produce compliance and sometimes resistance.
Positive legitimate power, expert power, and referent power tend to foster comm.
Motivation & Communication
The document discusses various theories and concepts related to motivation and communication. It covers intrinsic and extrinsic motivation, Maslow's hierarchy of needs, Herzberg's two-factor theory, goal-setting theory, and reinforcement theory as it relates to motivating employees. Communication is discussed as a key managerial function, including the communication process, downward, upward, and horizontal communication channels in organizations, and overcoming communication barriers.
Organizational behavior
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Ms 02 management of human resources (1)
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
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Directing (powerpoint) grp 4
The document discusses the concept of directing, which refers to the process through which managers communicate with and influence other organizational members to achieve objectives. Unlike other managerial functions, directing relies on interpersonal and relational skills to motivate employees. Theories of motivation discussed include Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and McClelland's need achievement theory. Power and influence in organizations also impact directing, with different types of power including legitimate, expert, referent, reward, and punishment power.
Mu0011–management and organisational development
The document advertises assignment solutions for various business courses available at a nominal price of Rs. 125 per assignment, providing contact information to mail or call for details. It then provides a sample assignment for the course "Management and Organisational Development" consisting of 6 questions relating to topics like organizational development, competencies for OD professionals, ethical dilemmas in OD practice, performance appraisal, learning organizations, and short notes on role analysis technique and reward systems.
Bba102 organization behaviour
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
ppt administration.pptx group dynamics,power and politics ,lobbying,critical ...
group dynamics,power and politics ,lobbying,critical thinking and stress and its management
Mu0011 – management and organisational development
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Mu0011 management and organisational development
This document provides information about an assignment for a Master of Business Administration course. It includes 6 questions related to organizational development topics like importance of organizational development, organizational change strategies, ethical dilemmas, human process interventions, goal setting, and characteristics of a learning organization. Students are instructed to answer all 6 questions within 6-8 pages by the given deadline. They are also provided with contact details to get fully solved assignments.
Pres 4 paul slides
The document discusses theories of motivation and their application in international human resource management. It examines Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and achievement motivation theory. It also discusses process theories like equity theory, goal-setting theory, and expectancy theory. Finally, it discusses how understanding job design, work centrality, and rewards can help motivate employees globally while considering cultural differences.
Below is 4 questions that I need answered. I usually just get other .docx
Below is 4 questions that I need answered. I usually just get other peoples responses and take bits and pieces of every one to create mine. If you could please do the same and make my discussion question answers touch every important detail that my fellow students have also touched on. Please make my disscussion answers original not following the same answering format as my fellow students. I dont want my teacher to know that All I do is take bits and pieces of others post to create my own
*Explain what motivation is and why managers need to be concerned about it.
*Explain what leadership is, when leaders are effective and ineffective, and the sources of power that enable managers to be effective leaders.
*Explain how different elements of group dynamics influence the functioning and effectiveness of groups and teams.
*Explain why strategic human resource management can help an organization gain a competitive advantage.
Below is all of these questions answered by different classmates in my class. Please use their answers as a base to formulate your own...
Motivation is the psychological forces that determine the direction of a person’s behavior in an organization, a person level of effort and a person level of persistence in the face of obstacles. Managers should be concerned with motivation because it explains why people behave the way they do. It can explain why a waiter is mean or nice, or why the customer service representative you are dealing with is helpful and understanding or rude and unhelpful.
Leadership is the process by which a person exerts influence over other people and inspires, motivates, and directs their activities, to help achieve group or organizational goal. Leaders are affective when they can unite a group to achieve a common goal. There are five types of power that a leader must balance. Legitimate power: the authority that a manager has by virtue of their position in an organizations hierarch. Reward power: the ability of a manager to give or withhold tangible and intangible rewards. Coercive power: the ability of a manager to punish others. Expert power: power that is based on the special knowledge, skills, and expertise that a leader possesses. Referent power: power that comes from subordinates’ and coworkers’ respect, admiration, and loyalty.
There are five key elements of group dynamics. Group size: the number of members in a group can be an important determinant of members’ motivation, commitment and group performance. Group roles: a set of behaviors and task that a member of a group is expected to perform because of his or her position in the group. Group leadership: leadership is a key ingredient for high- performing groups, teams, and organizations. Group development over time: it sometimes takes a self-managed team two or three years to perform up to it true capabilities. Group norms: shared guidelines or rules for behavior that most group member follow. Group cohesivenes.
Mu0011 – management and organisational development
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Total Quality Management
This lecture discusses employee involvement and motivation. It begins by defining employee involvement and how it relates to quality and productivity. It then discusses motivation theories by Maslow and Herzberg to understand employee motivation levels. Some key points made include that employee involvement requires understanding motivators like interesting work and growth opportunities. Effective teams, training, and recognition and reward systems can also increase employee motivation. The lecture advocates for employee participation in decision making to improve commitment, communication, and idea generation within an organization.
Bba102 organization behaviour
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject code and name (BBA102 - Organization Behaviour), semester (1), credits (4), and marks (60). It includes 6 sample assignment questions covering topics like the meaning of organizational behavior, elements of organization structure, learning theories, sources of conflict, sources of power, and stages of group development. Students are instructed to send their semester and specialization details to the provided email or call the phone number to receive the solved assignments.
Mgt 312 mgt312
The document provides an overview of an organizational behavior course (MGT 312) including study guides and knowledge checks for weeks 1 and 2. It covers various topics in organizational behavior such as the four functions of management, theories of work motivation, job design, perception and attribution, managing diversity, and job satisfaction. The knowledge checks include multiple choice questions to test understanding of key concepts in these topic areas. Completing the knowledge checks helps to build knowledge and skills needed to master the course material.
George p
Effective communication is essential for organizational success. Communication allows for the exchange of information between individuals and helps coordinate work. Barriers like selective perception and defensiveness can interfere with communication. Informal networks also facilitate information sharing. Modern technologies have revolutionized workplace communication through tools like email and telecommuting. However, remote work can lead to social isolation. Overall, communication is key for managing employees, promoting understanding, and achieving organizational goals.
Harnessing Discretionary Performance(Written by H. G. Buschang,
Harnessing Discretionary Performance
(Written by H. G. Buschang, HGB Associates)
Leaders of high performing organizations are especially adept at creating an environment that helps people feel good about doing a good job. The basic elements characterizing high performing organizations are deceptively simple. They are easy to understand and are almost intuitive. However, their implementation and institutionalization require forethought, planning and effort, and in most cases, significant changes in behavior. To harness Discretionary Performance, the following model may be helpful.
D irection
Can Perform
A bility
C competence
O pportunity
M easures
F eedback
WWant to Perform
(Motivation)_
C onsequences
Let’s briefly look at each of these in a bit more detail.
“Can Perform” – The following elements are necessary for people to know “what” to do and to create the capacity for them to do it.
D – Direction – If you are unaware of the expectations, you may not perform as expected. Also, if the direction is not clear, confusion can result. You may not draft a report if you did not know it was expected, you may not perform as expected if there are three conflicting priorities or unstated interpretations of ‘doing a quality job’ (such as customer responsiveness, speed and accuracy). Common elements may include:
· Clarity of shared Vision, Mission, Principles/Values
· Articulation and alignment of Strategy, Initiatives, Goals and Objectives
A – Ability - This refers to the physical capability or ability to perform the tasks required by the change. You cannot run a 2-minute mile, you cannot have concurrent meetings in two locations, you cannot climb 40 stairs with heavy equipment if you have a broken leg.
C – Competence – Does the organization have the Technical, Interpersonal, Work Management and Leadership skills necessary to achieve the Vision of the organization? If you were switched to a new software application or hardware platform, if you are expected to lead a project or team or if you asked to present to a large audience, you might lack the skills or knowledge required to successfully meet the new demands.
O – Opportunity – There are many dimensions that relate to this item. You may not have the time or resources (people, materials or funds), or you may not have the processes, information or authority to adopt the new changes. In this case, perception may be as strong a resistance point as reality. Another way to think about “Opportunity” is to consider whether people have the necessary resources and support to accomplish their goals.
“Want to Perform” (Motivation) – The following elements are necessary for to create an environment in which people “want to” perform at high levels. Leaders have the responsibility to create an environment in which people want to do their best every day. Once you have the direction, ability, competence and opportunity you still might not have the interest or drive to do your best. You do not see the W-I- ...
Mu0011 – management and organisational development
Dear students get fully solved assignments by professionals
Send your semester & Specialization name to our mail id :
stuffstudy5@gmail.com
or
call us at : 098153-33456
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION
How do managers group task into jobs that are motivating and satisfying for employees?
Ms 01 management functions and behavior
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Hr ppt.
The document discusses motivation and leadership. It defines motivation as stimulating people to action to accomplish goals. Motivation can be intrinsic, such as a sense of achievement, or extrinsic, such as pay or promotion. Theories of motivation discussed include Maslow's hierarchy of needs, ERG theory, and McGregor's Theory X and Theory Y. Good leadership characteristics include empathy, honesty, and providing direction. Leadership is defined as motivating a group to achieve a common goal through inspiration and guidance.
Motivation concepts summary
This document provides an overview of several theories of motivation. It begins by defining motivation and its key elements. It then discusses early theories proposed by Maslow, McGregor, and Herzberg. Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher needs. McGregor's Theory X and Y describe negative and positive views of human nature. Herzberg's two-factor theory distinguishes between motivators and hygiene factors. The document also covers McClelland's need theory and contemporary theories like self-determination theory, which examines intrinsic versus extrinsic motivation. Self-determination theory suggests rewards can enhance or undermine motivation depending on whether they are seen as informational or controlling.
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or
Call us at : 08263069601
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The document discusses the concept of directing, which refers to the process through which managers communicate with and influence other organizational members to achieve objectives. Unlike other managerial functions, directing relies on interpersonal and relational skills to motivate employees. Theories of motivation discussed include Maslow's hierarchy of needs, Herzberg's motivation-hygiene theory, and McClelland's need achievement theory. Power and influence in organizations also impact directing, with different types of power including legitimate, expert, referent, reward, and punishment power.
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
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This document provides information about an assignment for a Master of Business Administration course. It includes 6 questions related to organizational development topics like importance of organizational development, organizational change strategies, ethical dilemmas, human process interventions, goal setting, and characteristics of a learning organization. Students are instructed to answer all 6 questions within 6-8 pages by the given deadline. They are also provided with contact details to get fully solved assignments.
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Below is 4 questions that I need answered. I usually just get other .docx
Below is 4 questions that I need answered. I usually just get other peoples responses and take bits and pieces of every one to create mine. If you could please do the same and make my discussion question answers touch every important detail that my fellow students have also touched on. Please make my disscussion answers original not following the same answering format as my fellow students. I dont want my teacher to know that All I do is take bits and pieces of others post to create my own
*Explain what motivation is and why managers need to be concerned about it.
*Explain what leadership is, when leaders are effective and ineffective, and the sources of power that enable managers to be effective leaders.
*Explain how different elements of group dynamics influence the functioning and effectiveness of groups and teams.
*Explain why strategic human resource management can help an organization gain a competitive advantage.
Below is all of these questions answered by different classmates in my class. Please use their answers as a base to formulate your own...
Motivation is the psychological forces that determine the direction of a person’s behavior in an organization, a person level of effort and a person level of persistence in the face of obstacles. Managers should be concerned with motivation because it explains why people behave the way they do. It can explain why a waiter is mean or nice, or why the customer service representative you are dealing with is helpful and understanding or rude and unhelpful.
Leadership is the process by which a person exerts influence over other people and inspires, motivates, and directs their activities, to help achieve group or organizational goal. Leaders are affective when they can unite a group to achieve a common goal. There are five types of power that a leader must balance. Legitimate power: the authority that a manager has by virtue of their position in an organizations hierarch. Reward power: the ability of a manager to give or withhold tangible and intangible rewards. Coercive power: the ability of a manager to punish others. Expert power: power that is based on the special knowledge, skills, and expertise that a leader possesses. Referent power: power that comes from subordinates’ and coworkers’ respect, admiration, and loyalty.
There are five key elements of group dynamics. Group size: the number of members in a group can be an important determinant of members’ motivation, commitment and group performance. Group roles: a set of behaviors and task that a member of a group is expected to perform because of his or her position in the group. Group leadership: leadership is a key ingredient for high- performing groups, teams, and organizations. Group development over time: it sometimes takes a self-managed team two or three years to perform up to it true capabilities. Group norms: shared guidelines or rules for behavior that most group member follow. Group cohesivenes.
Mu0011 – management and organisational development
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Total Quality Management
This lecture discusses employee involvement and motivation. It begins by defining employee involvement and how it relates to quality and productivity. It then discusses motivation theories by Maslow and Herzberg to understand employee motivation levels. Some key points made include that employee involvement requires understanding motivators like interesting work and growth opportunities. Effective teams, training, and recognition and reward systems can also increase employee motivation. The lecture advocates for employee participation in decision making to improve commitment, communication, and idea generation within an organization.
Bba102 organization behaviour
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject code and name (BBA102 - Organization Behaviour), semester (1), credits (4), and marks (60). It includes 6 sample assignment questions covering topics like the meaning of organizational behavior, elements of organization structure, learning theories, sources of conflict, sources of power, and stages of group development. Students are instructed to send their semester and specialization details to the provided email or call the phone number to receive the solved assignments.
Mgt 312 mgt312
The document provides an overview of an organizational behavior course (MGT 312) including study guides and knowledge checks for weeks 1 and 2. It covers various topics in organizational behavior such as the four functions of management, theories of work motivation, job design, perception and attribution, managing diversity, and job satisfaction. The knowledge checks include multiple choice questions to test understanding of key concepts in these topic areas. Completing the knowledge checks helps to build knowledge and skills needed to master the course material.
George p
Effective communication is essential for organizational success. Communication allows for the exchange of information between individuals and helps coordinate work. Barriers like selective perception and defensiveness can interfere with communication. Informal networks also facilitate information sharing. Modern technologies have revolutionized workplace communication through tools like email and telecommuting. However, remote work can lead to social isolation. Overall, communication is key for managing employees, promoting understanding, and achieving organizational goals.
Harnessing Discretionary Performance(Written by H. G. Buschang,
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(Written by H. G. Buschang, HGB Associates)
Leaders of high performing organizations are especially adept at creating an environment that helps people feel good about doing a good job. The basic elements characterizing high performing organizations are deceptively simple. They are easy to understand and are almost intuitive. However, their implementation and institutionalization require forethought, planning and effort, and in most cases, significant changes in behavior. To harness Discretionary Performance, the following model may be helpful.
D irection
Can Perform
A bility
C competence
O pportunity
M easures
F eedback
WWant to Perform
(Motivation)_
C onsequences
Let’s briefly look at each of these in a bit more detail.
“Can Perform” – The following elements are necessary for people to know “what” to do and to create the capacity for them to do it.
D – Direction – If you are unaware of the expectations, you may not perform as expected. Also, if the direction is not clear, confusion can result. You may not draft a report if you did not know it was expected, you may not perform as expected if there are three conflicting priorities or unstated interpretations of ‘doing a quality job’ (such as customer responsiveness, speed and accuracy). Common elements may include:
· Clarity of shared Vision, Mission, Principles/Values
· Articulation and alignment of Strategy, Initiatives, Goals and Objectives
A – Ability - This refers to the physical capability or ability to perform the tasks required by the change. You cannot run a 2-minute mile, you cannot have concurrent meetings in two locations, you cannot climb 40 stairs with heavy equipment if you have a broken leg.
C – Competence – Does the organization have the Technical, Interpersonal, Work Management and Leadership skills necessary to achieve the Vision of the organization? If you were switched to a new software application or hardware platform, if you are expected to lead a project or team or if you asked to present to a large audience, you might lack the skills or knowledge required to successfully meet the new demands.
O – Opportunity – There are many dimensions that relate to this item. You may not have the time or resources (people, materials or funds), or you may not have the processes, information or authority to adopt the new changes. In this case, perception may be as strong a resistance point as reality. Another way to think about “Opportunity” is to consider whether people have the necessary resources and support to accomplish their goals.
“Want to Perform” (Motivation) – The following elements are necessary for to create an environment in which people “want to” perform at high levels. Leaders have the responsibility to create an environment in which people want to do their best every day. Once you have the direction, ability, competence and opportunity you still might not have the interest or drive to do your best. You do not see the W-I- ...
Mu0011 – management and organisational development
Dear students get fully solved assignments by professionals
Send your semester & Specialization name to our mail id :
stuffstudy5@gmail.com
or
call us at : 098153-33456
MANAGEMENT AND BUSINESS ORGANIZATION How do managers group task into jobs tha...
MANAGEMENT AND BUSINESS ORGANIZATION
How do managers group task into jobs that are motivating and satisfying for employees?
Ms 01 management functions and behavior
Dear students get fully solved SMU MBA Fall 2014 assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
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Hr ppt.
The document discusses motivation and leadership. It defines motivation as stimulating people to action to accomplish goals. Motivation can be intrinsic, such as a sense of achievement, or extrinsic, such as pay or promotion. Theories of motivation discussed include Maslow's hierarchy of needs, ERG theory, and McGregor's Theory X and Theory Y. Good leadership characteristics include empathy, honesty, and providing direction. Leadership is defined as motivating a group to achieve a common goal through inspiration and guidance.
Motivation concepts summary
This document provides an overview of several theories of motivation. It begins by defining motivation and its key elements. It then discusses early theories proposed by Maslow, McGregor, and Herzberg. Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher needs. McGregor's Theory X and Y describe negative and positive views of human nature. Herzberg's two-factor theory distinguishes between motivators and hygiene factors. The document also covers McClelland's need theory and contemporary theories like self-determination theory, which examines intrinsic versus extrinsic motivation. Self-determination theory suggests rewards can enhance or undermine motivation depending on whether they are seen as informational or controlling.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
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There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
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Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
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Chapter 3
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Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
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Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
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- 2. Character is described because of the sum of a person's actions, mind, behaviors, and responses to different happenings within the subject of control. People had spent a lot of time exasperating to apprehend what marks our reply to the technique we behave. Unbiased factors, like ecological parameters or character potentials, might also affect the behaviors. Neuroticism, extroversion, openness to experience, conscientiousness & agreeableness are the massive five personality developments that are especially critical in developing employee productivity & higher task Q3. Mr. Ranveer Goswami, the current CEO retired from the organization and everyone bid him a very emotional farewell. He was a people’s leader and the team was going to certainly miss him. The young CEO Ms. Riya Talwar who was going to take his position had a tall task ahead of her. She was eager to implement the ideas she had in mind to expand the organization and was one focused leader, doing everything in her capacity to lead the organization to greater success. a. Ms. Riya did not get the welcome or support she expected from the team. Her plans were not implemented with the same vigor that she had imagined? Which common organizational pitfalls in leadership are described in this scenario? (5 Marks) Ans 3a. Introduction While designing and implementing a healthcare gadget, management will face numerous obstacles. Whether or not such a leader can efficiently circulate thru or all over obstacles is decided by how they interact with them. There are three categories of common pitfalls that a pacesetter would possibly encounter: interpersonal, expert, and ecological. As they reply to man b. Correlating it to the above situation, explain how emotional intelligence would help the new CEO get the support she expects from her employees? (5 Marks)
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