This summary provides an overview of the key points from the document in 3 sentences:
The document discusses an interview with the manager, Miss Kally, of an insurance agency about how she applies various aspects of organizational behavior successfully in managing the company. Miss Kally emphasizes the importance of personality traits, motivation theories, stress management, effective decision-making, team dynamics, communication, leadership styles, and conflict resolution in her role. The interview reveals that Miss Kally utilizes participative and transformational leadership styles and focuses on employee needs, clear communication, and involvement to achieve organizational goals.
The document discusses employee empowerment, defining it as a process of developing a culture of empowerment, sharing information and goals, developing competency through training, providing resources, and offering support. Empowerment benefits organizations by increasing productivity, job satisfaction, and motivation. While empowerment involves delegating authority, it is more than just delegation - it requires preparing employees by developing their skills and confidence so they feel empowered to make decisions. Effective empowerment is a long-term process of incrementally increasing an employee's responsibilities as their competence grows.
When leadership skills and characteristics are compared in the private and pu...Suresh Iyer
1. The document discusses the evolution of leadership in companies from public to private sectors globally and in India over the past 100 years.
2. It describes how companies have shifted from depending on public sectors to adopting new management methods, metrics, and holding leaders accountable for results.
3. It also discusses the importance of training leaders to motivate teams, ensure goals are achieved, and companies are successful through continuous evaluation and adapting to changes.
This document discusses organizational management and leadership theories. It covers management structure and functions including planning, organizing, leading, and controlling. It also discusses marketing functions and their relation to business success. Additionally, it examines talent management and organizational culture and structure and their interrelations. Management can be defined as the process of organizing, decision making, guiding, motivating, and coordinating employees to achieve objectives.
The document discusses various concepts related to leadership including definitions of leadership, transformational leadership, and important leadership concepts. It outlines James MacGregor Burns' concept of transformational leadership where leaders inspire followers to achieve higher levels of performance. The document also discusses the seven habits of highly effective people including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergy, and sharpening the saw. Finally, it discusses the importance of communication in leadership and the types of formal and interactive communication.
MM Bagali; India; Research in HR; Empowerment and CE: HR strategy; HRM;H RD; ...dr m m bagali, phd in hr
This document summarizes an empirical study conducted by M.M. Bagali on employee empowerment practices at an Indian manufacturing company called PPL. The study examines the unique strategies adopted by PPL's CEO, Suresh B. Hundre, to develop a high-performance and empowering workplace culture. Through interviews with the CEO, the study identifies several practices that contributed to employee empowerment at PPL, including transferring power to employees, developing trust and transparency, involving employees in decision-making, and making employees accountable. The empowerment practices helped PPL achieve success and global standards while also developing a committed workforce. The study aims to advocate for empowerment-oriented human resource practices and understand how to develop organizations and
The document discusses concepts of leadership and quality management. It defines leadership and discusses transformational leadership and how leaders can instill processes rather than control through force. It outlines concepts like the 7 habits of highly effective people and the Deming philosophy of quality management. It emphasizes the role of senior management in leading quality improvement efforts through forming a quality council, establishing goals and measures, and recognizing successes. The core values of visionary leadership, customer-driven excellence, organizational learning, valuing workforce members, and agility are discussed as frameworks for leaders to make decisions.
Counselling is applied in a variety of organizational contexts:
- It assists with managing change, downsizing, diversity, equal opportunities, entrepreneurship, mentoring, teams, older adults in crisis, trauma, upward feedback, and organizational development.
- Specifically, counselling helps employees cope with change and downsizing, engage with diversity, receive equal treatment, get support for entrepreneurship and mentoring, improve team management, address issues of older adults and crisis/trauma, provide upward feedback, and support organizational planning and development.
The document discusses employee empowerment, defining it as a process of developing a culture of empowerment, sharing information and goals, developing competency through training, providing resources, and offering support. Empowerment benefits organizations by increasing productivity, job satisfaction, and motivation. While empowerment involves delegating authority, it is more than just delegation - it requires preparing employees by developing their skills and confidence so they feel empowered to make decisions. Effective empowerment is a long-term process of incrementally increasing an employee's responsibilities as their competence grows.
When leadership skills and characteristics are compared in the private and pu...Suresh Iyer
1. The document discusses the evolution of leadership in companies from public to private sectors globally and in India over the past 100 years.
2. It describes how companies have shifted from depending on public sectors to adopting new management methods, metrics, and holding leaders accountable for results.
3. It also discusses the importance of training leaders to motivate teams, ensure goals are achieved, and companies are successful through continuous evaluation and adapting to changes.
This document discusses organizational management and leadership theories. It covers management structure and functions including planning, organizing, leading, and controlling. It also discusses marketing functions and their relation to business success. Additionally, it examines talent management and organizational culture and structure and their interrelations. Management can be defined as the process of organizing, decision making, guiding, motivating, and coordinating employees to achieve objectives.
The document discusses various concepts related to leadership including definitions of leadership, transformational leadership, and important leadership concepts. It outlines James MacGregor Burns' concept of transformational leadership where leaders inspire followers to achieve higher levels of performance. The document also discusses the seven habits of highly effective people including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergy, and sharpening the saw. Finally, it discusses the importance of communication in leadership and the types of formal and interactive communication.
MM Bagali; India; Research in HR; Empowerment and CE: HR strategy; HRM;H RD; ...dr m m bagali, phd in hr
This document summarizes an empirical study conducted by M.M. Bagali on employee empowerment practices at an Indian manufacturing company called PPL. The study examines the unique strategies adopted by PPL's CEO, Suresh B. Hundre, to develop a high-performance and empowering workplace culture. Through interviews with the CEO, the study identifies several practices that contributed to employee empowerment at PPL, including transferring power to employees, developing trust and transparency, involving employees in decision-making, and making employees accountable. The empowerment practices helped PPL achieve success and global standards while also developing a committed workforce. The study aims to advocate for empowerment-oriented human resource practices and understand how to develop organizations and
The document discusses concepts of leadership and quality management. It defines leadership and discusses transformational leadership and how leaders can instill processes rather than control through force. It outlines concepts like the 7 habits of highly effective people and the Deming philosophy of quality management. It emphasizes the role of senior management in leading quality improvement efforts through forming a quality council, establishing goals and measures, and recognizing successes. The core values of visionary leadership, customer-driven excellence, organizational learning, valuing workforce members, and agility are discussed as frameworks for leaders to make decisions.
Counselling is applied in a variety of organizational contexts:
- It assists with managing change, downsizing, diversity, equal opportunities, entrepreneurship, mentoring, teams, older adults in crisis, trauma, upward feedback, and organizational development.
- Specifically, counselling helps employees cope with change and downsizing, engage with diversity, receive equal treatment, get support for entrepreneurship and mentoring, improve team management, address issues of older adults and crisis/trauma, provide upward feedback, and support organizational planning and development.
This document discusses employee involvement and participation in organizations. It defines employee involvement as creating an environment where employees can impact decisions that affect their jobs. Employee participation means employees are part of teams and can suggest ideas and make decisions about their work. Involving employees can motivate workers and improve productivity, creativity, and commitment. The document outlines several methods for implementing employee participation, such as giving employees responsibility, training, communication, and rewards. It also discusses the objectives and benefits of participative management styles in organizations.
Organization management refers to coordinating employee efforts to accomplish common goals. It provides direction to employees by defining roles and responsibilities. An effective organizational structure allows managers to break down operations, assign responsibilities, and respond quickly to changes. This coordination is important for business success as it helps ensure employees work efficiently towards shared objectives and the company's profitability. Creating a clear organizational hierarchy with defined communication lines and responsibilities is essential for effective management.
Employee engagement involves committing employees to an organization's business goals and values. It starts with managers clearly sharing business information and seeking employee input to improve the business. Engaged employees are fully committed to the organization's success. Engagement boosts business outcomes like higher service levels, safer workplaces, and lower turnover. Factors that boost engagement include achievement, camaraderie among coworkers, and fair treatment. Benefits of engagement include higher performance, innovation, advocacy, and lower absenteeism. The study aims to evaluate engagement practices at a software company and understand how to increase engagement.
Role of Effective Team Management by Leaderbantiadhikary1
Mr. Simeon Olubukola Adeogun presented on the role of effective team management in improving organizational performance. He discussed that teams are formed to achieve goals that individuals cannot achieve alone. Key aspects of effective team management include understanding goals and roles, collaboration, commitment, clear communication, and continuous improvement. High performing teams also have emotional intelligence, a mix of introverts and extroverts, shared understanding of goals, effective communication, clarity, capability, and creativity. The most important elements of team management are leadership, communication, decision-making, and shared power and authority.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document describes the research methodology used in a study on employee empowerment. The study was conducted at Polyhydron Private Limited in India, with the goal of understanding how innovative workplace policies and practices can empower employees and improve organizational performance. The methodology included administering questionnaires to all 73 employees to collect data on empowerment practices. The data was collected in three stages, including observation, discussion, and pooling responses. The study aimed to test hypotheses about how empowerment improves individual and organizational outcomes.
Elite global business services -- final project(1)Weston Parson
Elite Global Business Services is a human resources consulting firm with four consultants who have a combined 10 years of experience working with organizations of all sizes. The document discusses several topics related to human resources and business management, including team processes, the role of managers, employee behavior and motivation, employee selection and training, productivity, health and safety, effective communication, performance appraisals, problem solving and decision making, ethics and politics, unions, and career development.
This document provides information about an organization called "Save and secure life" that produces surgical masks. It discusses the organization's vision, mission, location in Gujranwala, and objectives to maintain practices within a larger structure and generate efficiencies. It also describes the business hierarchy, nature of producing disposable surgical masks, and ethical conduct expectations for employees including communicating effectively, taking responsibility, and respecting colleagues. Finally, it outlines the role of ethics in areas like advertising, leadership, finance, marketing, human resources, and management responsibilities.
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.
When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
The document describes TeamEXCEL, a 3-day leadership development program developed by Jarden Consumer Solutions. The program aims to provide skills training in areas like interpersonal skills, leadership, communication, teamwork, and coaching. It uses assessments and modules to teach participants how to create a learning environment, understand personality impacts, improve leadership, enhance performance through feedback, improve output through collaboration, support change management, and present improvement ideas. The goal is to help managers develop skills to promote effective team management, decision making, and leadership.
Organizational culture is influenced by both external and internal factors and reflects how employees experience the organization. It is maintained as the organization's way of doing business and helps with adaptation. Organizational power derives from sources like expertise, authority, and resources, and is wielded by those in positions of authority to shape culture and motivate employees. A strong organizational culture leads to employee engagement, decreased turnover, effective onboarding, and a healthy team environment. There are four main types of organizational culture: clan, adhocracy, market, and hierarchy. Types of organizational power include legitimate, coercive, expert, informational, reward, connection, and referent power. Power in an organization shapes dynamics and influences employee behavior and
Ob unit-v- Osmania University Syllabus- BBA-1st YearBalasri Kamarapu
: ORGANIZATIONAL CULTURE, CONFLICT AND EFFECTIVENESS :
Concept of Organizational Culture, Distinction between organizational culture and organizational
climate, Factors influencing organizational culture, Morale- concept and types of morale.
Managing conflict, Organizational Effectiveness - Indicators of organizational
effectiveness, Achieving organizational effectiveness. Organizational Power and Politics.
This document provides information on organizational behavior topics including organizational culture, factors influencing culture, morale, types of morale, organizational effectiveness, and managing conflict. It discusses how organizational culture is shaped by shared values and influences employee behavior. Factors like leadership, structure, and external environment also impact culture. High and low morale within individuals and groups are explored. Indicators of organizational effectiveness like communication, customer relationships, and employee competence are outlined. Strategies for achieving effectiveness including clear goals, appropriate structure, and employee feedback are presented. Finally, approaches for managing conflicts with bosses, peers, and subordinates are discussed.
Stewart Executive Solutions is a performance management firm that partners with organizations to optimize employee engagement and performance through coaching, training, and assessing individual talents and attributes to ensure they are aligned with job demands in order to improve productivity, profitability, retention, and customer satisfaction.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Business psychology is becoming more commonly used by business leaders to improve organizational functioning, growth, and problem solving. A career in business psychology offers many opportunities in fields like consulting, human resources, management solutions, and organizational development. Students pursuing a degree in business psychology will learn about human organizations, current research in the field, and how to select personnel, perform interventions, assess and develop organizations, conduct research and statistical analysis, and develop communication and interpersonal skills needed for business. Psychology helps businesses through activities like job analysis, personnel recruitment and selection, understanding organizational culture, employee development, addressing "pain points", managing downsizing, performance management, individual assessment, compensation analysis, training applications, and understanding group behavior.
This document summarizes key points from a chapter about leadership and strategic management for quality. It discusses 12 characteristics of quality leaders, including emphasizing customer needs, empowering subordinates, and learning from problems. It also covers leadership concepts like building trust and communicating simply. The role of quality professionals is outlined, including supplier quality assurance, internal auditing, and customer quality. Strategic planning tools like SWOT analysis and determining internal/external factors are presented to help organizations determine the most feasible strategies.
Human Resource Management deals with issues related to employees such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. It involves managerial functions like planning, organizing, directing, and controlling the work of employees. It also includes operative functions such as recruitment, training and development, remuneration, motivation, records and statistics, industrial relations, and separation. Factors that influence HRM include different employee skills, job analysis, job descriptions, job specifications, training methods, counseling, diversity, and analyzing the external environment using tools like PEST, SWOT, and considering attitudes and behaviors of employees.
This document discusses employee involvement and participation in organizations. It defines employee involvement as creating an environment where employees can impact decisions that affect their jobs. Employee participation means employees are part of teams and can suggest ideas and make decisions about their work. Involving employees can motivate workers and improve productivity, creativity, and commitment. The document outlines several methods for implementing employee participation, such as giving employees responsibility, training, communication, and rewards. It also discusses the objectives and benefits of participative management styles in organizations.
Organization management refers to coordinating employee efforts to accomplish common goals. It provides direction to employees by defining roles and responsibilities. An effective organizational structure allows managers to break down operations, assign responsibilities, and respond quickly to changes. This coordination is important for business success as it helps ensure employees work efficiently towards shared objectives and the company's profitability. Creating a clear organizational hierarchy with defined communication lines and responsibilities is essential for effective management.
Employee engagement involves committing employees to an organization's business goals and values. It starts with managers clearly sharing business information and seeking employee input to improve the business. Engaged employees are fully committed to the organization's success. Engagement boosts business outcomes like higher service levels, safer workplaces, and lower turnover. Factors that boost engagement include achievement, camaraderie among coworkers, and fair treatment. Benefits of engagement include higher performance, innovation, advocacy, and lower absenteeism. The study aims to evaluate engagement practices at a software company and understand how to increase engagement.
Role of Effective Team Management by Leaderbantiadhikary1
Mr. Simeon Olubukola Adeogun presented on the role of effective team management in improving organizational performance. He discussed that teams are formed to achieve goals that individuals cannot achieve alone. Key aspects of effective team management include understanding goals and roles, collaboration, commitment, clear communication, and continuous improvement. High performing teams also have emotional intelligence, a mix of introverts and extroverts, shared understanding of goals, effective communication, clarity, capability, and creativity. The most important elements of team management are leadership, communication, decision-making, and shared power and authority.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document describes the research methodology used in a study on employee empowerment. The study was conducted at Polyhydron Private Limited in India, with the goal of understanding how innovative workplace policies and practices can empower employees and improve organizational performance. The methodology included administering questionnaires to all 73 employees to collect data on empowerment practices. The data was collected in three stages, including observation, discussion, and pooling responses. The study aimed to test hypotheses about how empowerment improves individual and organizational outcomes.
Elite global business services -- final project(1)Weston Parson
Elite Global Business Services is a human resources consulting firm with four consultants who have a combined 10 years of experience working with organizations of all sizes. The document discusses several topics related to human resources and business management, including team processes, the role of managers, employee behavior and motivation, employee selection and training, productivity, health and safety, effective communication, performance appraisals, problem solving and decision making, ethics and politics, unions, and career development.
This document provides information about an organization called "Save and secure life" that produces surgical masks. It discusses the organization's vision, mission, location in Gujranwala, and objectives to maintain practices within a larger structure and generate efficiencies. It also describes the business hierarchy, nature of producing disposable surgical masks, and ethical conduct expectations for employees including communicating effectively, taking responsibility, and respecting colleagues. Finally, it outlines the role of ethics in areas like advertising, leadership, finance, marketing, human resources, and management responsibilities.
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.
When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
The document describes TeamEXCEL, a 3-day leadership development program developed by Jarden Consumer Solutions. The program aims to provide skills training in areas like interpersonal skills, leadership, communication, teamwork, and coaching. It uses assessments and modules to teach participants how to create a learning environment, understand personality impacts, improve leadership, enhance performance through feedback, improve output through collaboration, support change management, and present improvement ideas. The goal is to help managers develop skills to promote effective team management, decision making, and leadership.
Organizational culture is influenced by both external and internal factors and reflects how employees experience the organization. It is maintained as the organization's way of doing business and helps with adaptation. Organizational power derives from sources like expertise, authority, and resources, and is wielded by those in positions of authority to shape culture and motivate employees. A strong organizational culture leads to employee engagement, decreased turnover, effective onboarding, and a healthy team environment. There are four main types of organizational culture: clan, adhocracy, market, and hierarchy. Types of organizational power include legitimate, coercive, expert, informational, reward, connection, and referent power. Power in an organization shapes dynamics and influences employee behavior and
Ob unit-v- Osmania University Syllabus- BBA-1st YearBalasri Kamarapu
: ORGANIZATIONAL CULTURE, CONFLICT AND EFFECTIVENESS :
Concept of Organizational Culture, Distinction between organizational culture and organizational
climate, Factors influencing organizational culture, Morale- concept and types of morale.
Managing conflict, Organizational Effectiveness - Indicators of organizational
effectiveness, Achieving organizational effectiveness. Organizational Power and Politics.
This document provides information on organizational behavior topics including organizational culture, factors influencing culture, morale, types of morale, organizational effectiveness, and managing conflict. It discusses how organizational culture is shaped by shared values and influences employee behavior. Factors like leadership, structure, and external environment also impact culture. High and low morale within individuals and groups are explored. Indicators of organizational effectiveness like communication, customer relationships, and employee competence are outlined. Strategies for achieving effectiveness including clear goals, appropriate structure, and employee feedback are presented. Finally, approaches for managing conflicts with bosses, peers, and subordinates are discussed.
Stewart Executive Solutions is a performance management firm that partners with organizations to optimize employee engagement and performance through coaching, training, and assessing individual talents and attributes to ensure they are aligned with job demands in order to improve productivity, profitability, retention, and customer satisfaction.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
Business psychology is becoming more commonly used by business leaders to improve organizational functioning, growth, and problem solving. A career in business psychology offers many opportunities in fields like consulting, human resources, management solutions, and organizational development. Students pursuing a degree in business psychology will learn about human organizations, current research in the field, and how to select personnel, perform interventions, assess and develop organizations, conduct research and statistical analysis, and develop communication and interpersonal skills needed for business. Psychology helps businesses through activities like job analysis, personnel recruitment and selection, understanding organizational culture, employee development, addressing "pain points", managing downsizing, performance management, individual assessment, compensation analysis, training applications, and understanding group behavior.
This document summarizes key points from a chapter about leadership and strategic management for quality. It discusses 12 characteristics of quality leaders, including emphasizing customer needs, empowering subordinates, and learning from problems. It also covers leadership concepts like building trust and communicating simply. The role of quality professionals is outlined, including supplier quality assurance, internal auditing, and customer quality. Strategic planning tools like SWOT analysis and determining internal/external factors are presented to help organizations determine the most feasible strategies.
Human Resource Management deals with issues related to employees such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. It involves managerial functions like planning, organizing, directing, and controlling the work of employees. It also includes operative functions such as recruitment, training and development, remuneration, motivation, records and statistics, industrial relations, and separation. Factors that influence HRM include different employee skills, job analysis, job descriptions, job specifications, training methods, counseling, diversity, and analyzing the external environment using tools like PEST, SWOT, and considering attitudes and behaviors of employees.
Explore the key differences between silicone sponge rubber and foam rubber in this comprehensive presentation. Learn about their unique properties, manufacturing processes, and applications across various industries. Discover how each material performs in terms of temperature resistance, chemical resistance, and cost-effectiveness. Gain insights from real-world case studies and make informed decisions for your projects.
2. Introduction
Organizational behavior encompasses understanding of human conduct with
respect to the setting of a given organization. It involves examination, analysis, and
presentation of the interrelationships between human Excelling managers possess
sufficient knowledge about the criteria of applying organizational behavior.
This knowledge equips them with suitable tools and concepts that make them
understand, analyze, and describe activities that take place in their companies.
3. Introduction
This research paper provides a critical analysis of the organizational behavior of an
insurance agency that is well known for its sale of indemnity services to companies
and individuals worldwide.
To achieve the objective of determining effective usage of human skills in
management, the top manager, Miss Kally, was interviewed about of the company.
The responses were used to elaborate on the various elements that are incorporated
to apply organizational behavior successfully.
4. Introduction
NAME — ORGANIZATIONAL BEHAVIOR
TITLE — INSURANCE AGENCY
LEVEL — TOP MANAGER
ORGANIZATION — INSURANCE COMPANY
5. Personality
An Individual’s personality is responsible for various behaviors towards other
people. Managers should practice good personal attitudes towards their colleagues
and junior staff.
The personalities of managers have significant influences on their leadership
characteristics and motivation of staff.
Miss Kally, the manager of an insurance company, possessed empathetic and
understanding personalities.
These traits were realized through her willingness to train and nurture talents of the
junior staff.
6. Personality
The manager also focused on strengths of workers to ensure realization of success.
In addition, she possessed an extrovert disposition since she was fond of interacting
with her employees and customers.
From the interview, it is clear that she tried her best to persuade the customers to
buy insurance covers.
She also possessed greater skills of convincing other companies to purchase the
indemnification products that the agency offered.
Majority of the company’s employees had both introvert and extrovert traits. They
always presented meaningful ideas to the manager who liked sharing information
with them.
7. Motivation
Motivation is an inner force that initiates, guides, and maintains behaviors that are
geared towards a specific goal.
Individuals are motivated in different ways.
Therefore, managers should consider various needs of staff to realize effective
performance.
The manager, Miss Kally, applied the McClelland’s acquired theory that recognizes
priorities and needs in different ways.
8. Motivation
From the interview, it is clear that she focused on a need for achievement, power,
and affiliation.
Besides, she associated the needs with distinct work preferences of the employees.
The manager also stated that they provide good salaries, suitable work environment,
and job security.
As a result, her staffs are strongly motivated by the job conditions. She exhibits an
element of self-motivation through her ability to lead staff and competitiveness that
she has experienced in various working situations.
9. Stress
Most individuals such as managers and staff experience varying aspects of stress
while performing their duties.
With respect to the interview, both the manager and employees have experienced
stress in their respective capacities in the insurance agency.
The manager’s stress was mainly derived from time, anticipation, situations, and
encounters.
The interview unveils that she always strived to manage such issues through
refresher courses on time management and prioritization, use of positive
visualization, and application of conflict resolution skills.
10. Stress
Most employees derived stress from their private issues, interpersonal relationships,
and work.
For instance, inability to beat deadlines due to procrastination of work is one of the
great challenges that most workers have been facing in the company.
However, the manager has always encouraged the workers to take responsibilities in
physical activities by minimizing the bulk of work issued.
Good training was always conducted on matters that pertain to time management
and communication skills to encourage staff to have better ways of sharing their
feelings with colleagues and management.
11. Decision-making
In most cases, managers are faced with varied choices, ideas, and/or course of action
that requires them to follow a cognitive procedure of picking an ideal way of
handling situations.
A final choice of action is realized through formulation of the best decisions.
Therefore, decision-making is an element of organizational behavior that requires a
procedural approach to draw conclusions.
A combination of intuition and reasoning must be considered when making effective
decision because to reduce complication of choices. Mechanisms that are used to
arrive at decisions should be timely and effective.
12. Decision-making
The types of choices that were adopted by the company included strategic decisions,
which influence directions.
Effective performance of such choices inculcates tactical decisions that have been
incorporated.
Another type of choice that is applied in the company is execution of operational
decisions to achieve the short-term goals.
Due to improvement of technology, an automated approach was put in place to
automate decision-making processes.
13. Decision-making
Miss Kally mentioned that both analytical and conceptual styles of decision-making
skills have been beneficial to the company in various aspects.
Firstly, the analytical approach relies on facts and focuses on negotiations while the
conceptual style is concerned with long-term results. In such cases, opinions of
different staff are gathered and meditated upon to develop teamwork.
During the interview, she further explained that the departmental managers were
concerned with efficiency and time. Thus, they relied on quick and concrete
decisions that benefitted the company in terms of realization of visions, values, and
goals.
14. Decision-making
The manager further elaborated that staffs were involved in provision of ideas about
the course of actions to be taken.
However, the final power of deciding on the effective action depended on the
management.
Due to decentralization of powers in the various departmental heads, the managers
made their own decisions after consultations with colleagues at the departmental
levels.
The overall decisions were arrived at by the top office to ensure conformity of
decisions.
Miss Kally pointed out that teamwork and loyalty have been realized amongst the
employees.
15. Team Dynamics
A company can have teams at various levels of organization that perform duties
together, but without dynamism. Such teamwork cannot bring about success to
organizations.
Team dynamic is a behavioral interaction between staff of a given group that
performs a particular duty.
Team dynamic relies on the roles and responsibilities of every person. Effective
implementation of team dynamic results in positive outcome, avoids conflicts, and
enhances productivity.
The various groups that were operational in the company included the customer
support, strategy, committee, advisory panel, employee involvement, and
negotiating teams.
16. Team Dynamics
These teams were unique in terms of purpose, structures, and size.
Each group composed of between ten and thirteen members.
Cohesiveness in every team was also realized uniquely both within and amongst the
groups.
According to the manager, the teams had unique characteristics that included
outstanding competencies, clear purpose, effective communication, accountability,
and fairness among others.
She reiterated that her team observed time management, judicious presentation of
agendas, and consensual decision-making on critical issues among other rules have
been stipulated by the organization.
17. Team Dynamics
Incidences of social loafing were countered by ensuring early distribution of
assignments to prevent procrastination amongst the employees.
The manager revealed that she conducted selection of group members based on
skills, cohesiveness, and establishment of clear rules of behaviors, realistic goals,
and development of a common understanding among others.
18. Team Building
Current managers embrace team-building approaches whereby responsibilities
and/or allocation of duties are endowed to teams.
The main goal is improvement of motivation and productivity.
Numerous ideas and innovations have characterized individuals who work as teams
in organizations.
Team building has also encouraged development of skills amongst junior staff. It has
been identified as one of the best means of improving employees’ morale.
Miss Kally was appreciative of the decisions that were made by various
departmental managers to develop work teams across the various units of the
insurance firm. This situation enhanced their immediate experience, group skills,
and communication.
19. Team Building
Miss Kally and other managers usually organized the team building programs such as
picnics and retreats to breakdown boredom, personal barriers, and eliminate political
boundaries.
This strategy enhanced realistic empowering of individuals towards the achievement of
common goals.
Openness amongst managers and the junior staff in the insurance agency encouraged
establishment of trust between employees and their managers.
According to Miss Kally, team building has also improved loyalty and transparency in all
the units of the company.
Other benefits include prudent problem-solving strategies, definition of objectives, and
improved processes and procedures.
20. Communication
Effective management in an organization entails sharing information among staff and management
to arrive at a consensus.
The receiver must comprehend the relayed information and a response must be delivered back to
sender to confirm that an idea has been captured.
Effective communication enables managers to welcome ideas and comments of colleagues and staff
to reach a concrete decision.
When staff are involved in communication, a rapport and sense of ownership is created in them;
hence, they are able to share their ideas freely.
Poor communication breaks trust, de-motivates employees, destroys team building, and disrupts
problem solving in an organizational setup.
Managers have a crucial role to play in training their junior staff to improve on communication skills.
This situation leads to improvement production due to enhanced performance.
21. Communication
Most organizations incorporate various means of communication. For instance, Miss Kally
reveals that the insurance agency uses both informal and formal forms of communication.
Both verbal and non-verbal information is conveyed through multi- dimensional channels
across all the departments and management networks. Mostly, the company utilizes
formal communication means via e-mail messaging and telephone to reach clients and
staffs quickly.
Miss Kally categorically mentioned that their main objective of effective communication
was to improve relations amongst colleagues, staff, and customers.
Effectiveness of communication also benefited the company through staff satisfaction,
sharing of information and knowledge, and boosting the company’s competitiveness.
However, various barriers of communication that were realized.
22. Communication
The managers revealed that delayed report delivery, internet traffic congestion,
noise pollution, and misinterpretation of information were among the key barriers
that disrupted communication in the company.
All the problems were addressed through use of clear channels, avoidance of work
procrastination, and frequent maintenance of the company’s website among others.
Although Miss Kally noted that there were no major cross-culture or gender based
issues that affected the efficiency of communication in the company, a minimal
percentage of ethnocentrism was realized amongst the staff.
The company strived to go beyond cultural ways of observing customers and staff
because the business had developed to a global level where different cultures were
exhibited.
23. Power
Power is the potentiality in a person to influence behavior and direction of activities.
In most cases, power is practiced in an official capacity to control an individual or a
group of people authoritatively.
Managers critically use this organizational behavior to ensure that staffs are
influenced to perform their duties diligently for the success of the organization.
Many researchers attest that people have a tendency of following individuals who
seem to have higher authority or power.
Managers must be careful when exercising powers to junior employees since some
of them lose morale and enthusiasm towards their duties.
24. Power
The interview revealed that Miss Kally and other managers in the company acquired
power through expertise (expert power).
As a result, their employees admire them. The leaders influenced the employees
through their skills and qualities.
Miss Kally also stated that some of the leaders in the company also gained power
through promotion and the decentralized system of administration that distributed
power to various lower levels of management.
The company practiced equality and equity among the employees and it was a
routine for leaders to handle situations in a manner that made an employee feel
worthwhile.
This technique enabled the leaders of the company to earn respect from colleagues.
25. Conflict Negotiations
Incompatibilities that are observed in an enterprise arise from different opinions or oppositions that
are brought about by dissimilar personalities.
Therefore, the managements of the organizations are paramount to effective productivity.
The usage of strategies that correct opinion differences amongst colleagues at the workplace in a
positive way is termed conflict management.
With respect to the responses gathered from the manager, the various sources of conflict in the
organization included change and implementation of new technologies that took employees some
time to adapt.
This situation led to stress, interpersonal relationships among employees, and change in economy.
To manage the aforementioned conflicts the insurance agency implemented the five A’s technique
(assessment, acknowledgement, attitude, action, and analysis) to seek the causes and appropriate
solutions.
26. Leadership
A person who practices a social influence to guide and direct people to accomplish a
given task is termed a leader.
Effective leadership in an organization involves providing clear and elaborate
directions, establishing effective communication, motivating, inspiring, and
empowering staff to work effectively towards realization of organizational goals.
Various organizations practice different leadership styles in relation to task, degree
of authority, and employee potential.
Good managers possess leadership qualities that enable them do the right things.
The interview revealed that Miss Kally majorly applied two styles of leadership
namely participative and transformational.
27. Leadership
Although the manager had a final say in decision- making, she highly valued the
input of the staff and other members of the board.
She stated that participative style inculcated staff to triggered involvement and
creativity.
The manager further elaborated that the style was effective whenever a change of
structure was required because the employees easily adopted such modifications.
A transformational style encouraged her junior staff through motivation that led to
improved productivity.
Miss Kally was familiar with various principles of critical and strategic thinking,
communication, and modes of motivation among others.
28. Conclusion
Effective management requires implementation of the above-mentioned
organizational behaviors.
Although success was realized in the insurance agency, some shortcomings were
noted in various areas.
Therefore, managers should execute policies that ensure effective operations in
various market levels.
Good leadership that embraces transformation and other techniques that enable the
involvement of staff is paramount to accomplishment of organizational goals.
29. Appendix
Research analysis on how managers utilize
elements of organization behavior concepts: A
case analysis of Insurance Agency
30. Personality
What personality traits do you have as the manager of the company?
Empathetic and understanding
What do you think your Myers-Briggs personality assessment is? And
Extrovert
Why?
Loves interactions with employees, customers and other companies
Has a greater skill in convincing companies to buy products.
What type of personality assessment do your employees have?
Majority are both introvert and extroverts.
31. Motivation
Which type of motivational theory do you use in your company?
McClelland’s acquired theory
Why?
This theory recognizes everybody’s priorities and needs in different ways
How?
Focuses on need for achievement
Good salaries, job security to employees
Favorable environment.
What motivates you as a manager?
Ability to lead the staff
Competitiveness and experience in working situations.
What motivates your employees?
Job conditions and their responsibilities
32. Stress
What sources of stress you experience or have?
Time
Anticipation
Situations
Encounters
How do you manage them?
Attended refresher course on time management and prioritization
Used positive visualization
Apply conflict resolution skills.
What sources of stress do your employees have?
Personal issues
Interpersonal relationships
Work
How do you handle your employees’ stress?
Training of the workers on communication skills and time management
Issuance of reasonable workload
33. Decision Making
What types of decisions do you usually make in the company?
Strategic decision
Effective performance decision
Automated decision
What style of decision-making is used?
Analytical style
Conceptual style
Why?
Analytical style relies on facts and focuses on negotiations while the conceptual style is concerned with long-term
results.
Are your employees involved in decision-making?
Yes
34. Team Dynamics
What teams are in this organization?
CUSTOMER SUPPORT TEAM
STRATEGY TEAM COMMITTEE
Advisory panel
Employee involvement group
Negotiating teams
What are their characteristics, size, and composition?
Variety of skills from members
Have clear purpose of their duties
Embrace effective communication within the members as well as accountability and fairness to all among others
The teams composed of between ten to thirteen members
What are the norms of the teams?
Time management
An agenda to be tabled in a meeting must be published in advance and decision on critical issues to be made through consensus among others
Are the teams cohesive?
yes
How do you deal with social loafing?
Distribution of assignment to prevent procrastination Conducted selection of group members based on skills, cohesiveness and establishment of clear rules of behaviors.
Establishment of realistic goal and development of a common understanding
35. Team Building
How do you build trust amongst the teams?
Empowering the staff
Being open with staff
How does the team building occur?
Organizing team building programs like taking employees out of offices, picnics or on
retreat-like places in order to breakdown boredom, personal barriers and to eliminate
political boundaries.
36. Communication
What type of communication do you usually use in the organization?
Formal
Informal
What is the most effective form of communication used?
Non-verbal communication via E-mails
Why?
Because the information conveyed reaches clients and staff quickly
What communication barriers do you experience in the organization?
Delayed delivery of reports
Internet traffic congestion
Noise pollution
Misinterpretation of information
What cross-cultural and gender issues in communication do you experience?
Ethnocentrism
37. Power
Where do you get powers to manage the organization?
Expertise
Referent
Decentralized style of management
How do you influence your employees?
Training the employees
Involving the employees in sharing ideas
38. Conflict and Negotiation
What sources of conflict do you experience in the company?
Change and implementation of new technologies
Interpersonal relationships among employees
Change in economy
How is conflict managed?
The company mainly uses the five A’s techniques that include assessment,
acknowledgement, attitude, action and then analysis.
39. Leadership
What type of leadership style do you use in your organization?
Participative
Transformational
Is it effective?
Yes
Why?
Participative style enables staff to be involved in giving creative ideas for development.
A transformational style encourages staff through motivation and leads to greater
changes in productivity.