The Theory Of Organizational Behavior

The Theory Of Organizational Behavior
In organizational behavior, there are many topics researched. Motivation happens to be the most researched (Robbins & Judge, 2014, p. 96). According
to Robbins and Judge (2014), motivation includes the processes accounting for a person's intensity, persistence of effort, and direction toward
completing a goal (p. 97). The three concepts capturing the essence of motivation include hope, action, and vision.
Pinder's (2008) findings explained the following: Hope is one of many energizing internal forces that can arouse an individual towards action. Vision
provides direction for the person's actions as well as the sense of conviction and tenacity to persist when the going gets tough. Finally, action itself is
what brings about change in a person's circumstances, such as those of Dr. Frank O'Dea when he realized that he would not survive long unless he
radically changed his and, along the way, the lives of countless beneficiaries in Canada and abroad (p. 3).
It is easy to discuss the different theories pertaining to motivation such as Maslow's hierarchy of needs, theory X and theory Y, the two–factor theory,
and McClelland's theory of needs (Robbins & Judge, 2014). However, there is more to motivation such as the job characteristics model, work
motivation, and rewards used to inspire employees. Job design outlines the manner in which elements of a job are categorized and arranged and how
they decrease or increase effort. It also suggests what the elements are. (Robbins &
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Applying the Lean Quality Theory in the Modern...
Part 1 Lean Quality Theory and Quality Theory In the modern organizational environment, sometimes issues are so complex that a small change in
design, manufacturing, or control can impact the organization dramatically. Lean quality theory, sometimes called "flexible" theory or "flexible"
manufacturing, attempts to improve quality, customer service, and cost savings by taking all parts of the process, using them interdependently, and
then combined for the best results. It uses highly trained (to the nth level) employees at every step of the process, incorporates the most modern and
efficient uses of technology, and requires a clear change in organization systems and culture that focus on employee participation and accountability and
a robust effort to focus upon the customer. The process is continually evolving, and employees andmanagement alike are trained to attack waste and
inefficiency; there is always room for improvement. Quality theory is more generic it uses theory as a process management improvement method that
works to improve the quality or service of the product. It is a methodology that tends to operate on a variety of levels, depending on that theory. Six
Sigma, for instance, is problem focused and focuses on reducing variation; the Theory of Constraints tries to manage constraints at each step of the
process; while lean thinking is flow focused and focuses on removing waste (Daft, 2008, 262–5; Nave, 2002).
Part 2 Development of Lean Quality Theory Lean

Organizational Design : Management And Organization Theory...
Name
Professor
Institution
Course
Date Current business environments are complex due to imposed constantly changing organizational settings. Much focus is on acquiring, motivating
and above all retaining the human resources. Employees create sustainable agility and competitive advantage.
An organizational design is the strategy or process of creating an organization's structure and mode of operation. Organization structure is a framework
of roles and procedures. An organizational design usually develops a rational model of a formal organization but when it is implemented it is normally
referred to as informal organization, reason being the implementation differs from what the rational design intended, hence the theory of contingency.
Managers may not be able to avoid contingency in management and organization theory. Contingencies results from routines rather than from
emergencies. Manager's way of handling contingencies can be seen in the organizational design.
There exist three significant issues that should be managed according to contingency theory. These are the environment, size, and technology.
Contingency theory argues that organizations have similar design if they are similar in technology and size, despite wherever they are in the world.
When an organization gets globalized, it is the organizational design that spreads multinational. There are contemporary theorists that argue that there
is a tendency towards organizations having consistency in organizational

Organizational Theory Integrative Term Project: Concepts...
Organizational Theory: Concepts and Applications
Andrea F. Bass
Columbia College
Annotated Bibliography
Aslam, H. D., Javaid, T., Tanveer, A., Khan, M., & Shabbir, F. (2011). A Journey from
Individual to Organizational Learning (Exploring the Linking Bridge: Team Learning). International Journal of Academic Research, 3(3), 738–745.
The article addresses the need to adopt knowledge retention initiatives and continuous learning commitments amidst the challenges in today's business
environment. This begins with the topic of individual learning and further details the operational and procedural levels of learning, as well as how
learning is applied in the organizational context. The authors focus on how to effectively apply the ... Show more content on Helpwriting.net ...
The authors focus on the need to identify the unique heritage and values that translate into the organization's personality because of their belief that
having a winning culture is as important as well–developed strategies for organizational success.
The authors note that it might be necessary to perform a cultural audit, in order to see where the organization falls short and to expose how these
weaknesses are preventing the company from realizing its strategic goals. The need to promote cooperation across different levels of the organization,
along with changes to the organization structure, will drive the changes needed to maximize the development of a winning culture.
Miller, F. A. (1998). Strategic Culture Change: The Door to Achieving High Performance and
Inclusion. Public Personnel Management, 27(2), 151–160.
Miller's review identifies the need for cultural diversity in organizations as a means of strategic culture change, which he argues ultimately, promotes
inclusion and high performance. He details that organizations need to focus on the maximization of their workforce. This translates to the elimination
of any diversity barriers that have been formed in the organization, which could prevent management and employees from committing to a fundamental
change of the organization's structure, activities,

Organizational Theory and Behavior
© 1993, David S. Walonick, Ph.D.
Classical Organization Theory
Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and
administrative theory.
Frederick Taylor (1917) developed scientific management theory (often called "Taylorism") at the beginning of this century. His theory had four basic
principles: 1) find the one "best way" to perform each task, 2) carefully match each worker to each task, 3) closely supervise workers, and use reward
and punishment as motivators, and 4) the task of management is planning and control.
Organizational Behavior Trends
Abstract
This group and team paper ... Show more content on Helpwriting.net ...
These characteristics may serve as the basis of stereotypes that obscure individual differences; prevent people from getting to know others as
individuals; and acutely assessing their performance potential (Hunt, J., Osborn, R., Schermerhorn, J., 2005). On the other hand, the impact of
demographic characteristics can promote team members to interact, which can contribute to high performance. Some teams who are subjected to
demographic characteristics can learn to respect each member 's perspectives, and share the common organizational task.
The positive impact of cultural diversity on group behavior can contribute creativity to a high–performance team. Membership diversity offers a rich
pool of information, talent, and varied perspectives that can help improve team problem solving and increase creativity (Hunt, J., Osborn, R.,
Schermerhorn, J., 2005). Cultural diversity contributes various group input and group dynamics to the team. These two factors are essential in the high
performance of a team. Cultural diversity can develop a high–performance team by allowing the diverse potentials of a team to operate. The negative
impact of cultural diversity on group behavior can develop numerous of conflicts between team members. Conflicting interaction can limit or decrease
the effectiveness and efficiency of productivity. There should be an awareness of the diverse culture values in order to prevent these conflicts.
There are five stages of

Organizational Theory Of Organizational Management
Organizational theory studies the various variables that influence the behavior of an individual(s) working within an organization, but also, "prescribes
how work and workers ought to be organized and attempts to explain the actual consequences of organizational behavior (including individual actions)
on work being performed and on the organization itself." (Milakovich & Gordon, 2013, p.145). Of the many approaches to organizational analysis,
Classical Organizational theory has been, even to this day, extremely influential by focusing on more formal concepts such as bureaucracy,
rationalization and scientific management. Although, over the decades organizational management has taken on a more human relations approach to
getting more productivity out of employees, it is contributors like Max Webber, Fredrick Taylor, and Luther Gulick that laid down the basic
foundation organizational theories by recognizing the need for control and procedures. Weber's bureaucratic approach focuses on the importance of
hierarchy by putting great emphasis on the use of rules, procedures and making impartial personnel decisions when managing. He put great emphasis
on the jurisdiction, explaining that work should be "divided according to type and purpose" staying within the correct working unit just as the
organization's rules and laws would state (Milakovich, et. al., 2013, p. 146). A hierarchy would be established with a chain of command clearly
identifying a system of super– and

Organisational Theory In Organizational Behavior
Sociology, psychology, communication, management, economics and human resource studies are fields that comprise of organizational behavior.
Within each of the theorists preferred model of theory, their basis for conducting research is to examine how individuals and their behaviors influence
the environment. As evident by the available literature, each theorist uses modern organizational studies in order to understand, control, predict, and
explain some phenomenon based on a particular need. In the 1900s, theories were formulated around production and economic goals. In the 1960 and
70s, theories were heavily influenced by social psychology and quantitative research and in the 1980s, literature then expanded to providing cultural
explanations of organizations with influences from psychology,sociology and anthropology, shifting from quantitative to qualitative research as an
acceptable method for conducting research.
The vast literature on organizational theory demonstrates that while there is no single way to structure an organization, there are some commonly
accepted general principles that can be identified. For this particular literature review, my topic will focus primarily on the variation of productivity and
its influence in organizational theory as it relates to participant involvement, motivation and decision–making.
Classical Model:
Organizational theory starts general and moves to specifics. Beginning with the classical model, which its organizations operate

Organizational Theory
Organizational Theory – an introduction
Carl Borge–Andersen, Norwegian School of Management, Oslo
Introduction
This is article, section, 1 presents an overview of Organizational theory.
Definition of an Organization
" An organization is a social system that is consciously constructed to achieve specific goals".[1] The term social system reflects the notion that there
are groups of individuals working together. Management organizes the group(s) which, will cooperate in reaching the organization's determined and set
goals. Thus an organization can be defined as: "a group of people, with individual goals, who work together to achieve and materialize the
organization's set, common goals within the frame of their own goals and ... Show more content on Helpwriting.net ...
In figure 1 you will find a model describing the classical organizational principles of an organization. During the lectures, these elements will be
covered in detail.
[pic]
Fig1 The basic elements of organizations (Notes, HAS3260, Lecture 8 Organizing, Culture and Design, Burton University)
Organizational Behaviour
Each organization has an individual organizational behaviour that can be described through the organizational mix consisting of the five issues listed
previously.
Organizational Behaviour can also be defined as:

How the members of the organization understand and interpret goals and guidelines for the tasks. How the members choose to give priority to the
different tasks How the members of the organization solve the tasks
The term Organizational Behaviour can, based on the definition above, be divided into two central elements:
people actions people attitudes
There is however an implicit presupposition that the actions and the attitudes of the organization members are influenced and shaped by the
organizations individuals, groups and leaders and by the impact of the environment.
Organizational Behaviour can thus be said to consist of the following three main organizational characteristics:
1. The Effect – the organizational structure impose on the organizational behaviour[6]
2. The Significance – the human factor impose on the organizational behaviour[7]
3. The

Organizational Theories Of Change Within Human Organizations
Introduction An Organizations ability to survive and manage change has become increasingly important in an environment where globalization and
competition are more intensifying. In the mid–20th century there has been increased attempts that apply to an organizational's theories of change
within human organizations. The first theory is concerned only with stability and equilibrium and the control of negativity or feedback. Cao and
Mchugh's (2005) system views many organizations as interacting within the environment. The orgazational environment is set up of relationships that
relate to stakeholders or agents that factor beyond an organizations control. In dealing with a phenomena comples, the syaste no longer sees the concept
adequate.
This has led to the new theory which focuses on non–equilibrium, instability and the emergence of new structures and patterns. Systems are considered
self organizing or evolving in the complexity paradigm. Contemporary organizations are pervasive with change and interdepencies can be either drawn
between the public or private sectors where similar environmental challenges. Many of these changes have taken place in the economic and political
environment. In order to help understand the changes the better the management process more effectively, a more comprehensive and dynamic change
of management is suggested. By intergrating systems theories, complexity, the fluid process of organizational change and the disruptive, organizational
change

What Is Organizational Theory And The Key Procedure Worked...
The Quandong Community Health Service (QCHS). I am predominantly clarifying the idea of Organizational Theory and the key procedure worked on
the Quandong Community Health Service (QCHS) .The QCHS is putting forth best administration in the advising in Health Service Management in
the territorial region. QCHS has its focal points like doing administration in local territory and detriments likewise like absence of expert workforce and
subsidizing. I might want to clarify the vital choice on advising and structural association that needs to be taken so as to convey the best
administrations to the QCHS customers. Presently, QCHS framework is working on an administration model. This implies clients who obliges
directing administrations energy be alluded by health awareness specialist or quality self allude to the administration. That incorporates customers
going to an introductory advising errand where the rostered admission guiding specialist surveys the client needs. QCHS has it constraints despite the
fact that working its administrations effectively. The significant limit is the holding up period. At the same time at present it takes of 3 months former
arrangement booking for interview and these holding up of customer 's was relentlessly expanding from most recent 12 months furthermore holding up
of 4 to 9 months for their errand altering dates as well. In the event that if there is any critical prerequisite of discussion the patients are seen by the
administration staff

Organisational Theory Case Study: The Organizational...
Organisational Theory Project
Name: Darragh Mugan
Student Number:g00293790
Introduction
The case study which I have decided to choose is Ryanair. The company began in 1985 by Christopher Ryan, Liam Lonergan and Tony Ryan the
airline started with just 25 employees and 15 aircraft. In 1987 Ryanair purchased their first jet and began to fly to various destinations throughout
Europe. In 1990 Ryanair accumulated losses of ВЈ20 Million and Michael O Leary was made Chief Executive of Ryanair. Michael O Leary wanted to
make Ryanair a low cost airline which would provide cheap flights throughout Europe and use a low cost leadership strategy. In 1995 Ryanair
overtook Aer Lingus and become Irelands Largest Airliner. Following years of success... Show more content on Helpwriting.net ...
Michael O Leary uses a centralized management style in the company which is also used a functional structure. The organisation structure of
Ryanair is tall. As illustrated in my diagram Michael O Leary is the CEO of Ryanair and he deals directly with the chief financial officer, head of
marketing, head of customer service, head of pilots union and all the other departments displayed in the structure. A functional structure is a structure
that groups people in different departments or functions because they all share common skills or they can make use of the same resources. The
members of these teams working in these different departments become very skilled and become more specialized within each function. My reason
for choosing functional structure for Ryanair is that there no real hierarchy in the organisation, this improves the channels of communication and
ensure there is no confusion. Michael O Leary makes the decisions in the firm and uses a very hands on approach in the business by dealing with
other managers in the business on a day to day basis. If any problems are ever encountered Michael O Leary would deal with the problems internally.
Staff within the company are also matched with their expertise and assigned to a certain group such as marketing, finance etc. A functional structure
helps organisations to group tasks into functions to increase their effectiveness in which the company will be allowed to reach their company goals
such as providing customers with cheap flights with excellent customer service. As Ryanair grows in size there may well be more departments added
to the structure as there will be more employees and more roles and responsibilities to be

Organizational Theory Essay
Andrea K. Rivers
ORG6503 : Organizational Theories & System
Instructor: Kathleen Henry
September 24, 2011
Introduction
The owner of Creative Colors has taking my advice regarding restructuring and downsizing the company. The organization is now operating much
more efficiently and has seen revenues begin to climb in its retail stores. With the improving economic climate in the region and the growing strength
of the U.S. dollar compared to the Canadian dollar, the owner now sees an opportunity to acquire a regional competitor, Art Depot, based in
Vancouver, Canada. The Owner of Creative Colors wants to expand the retail service capacity of Creative Colors by bringing Art Depot's two retail
stores (both located in Vancouver,... Show more content on Helpwriting.net ...
I would suggest that they take a number of steps in providing the entire customer with these services if they can put their self in the customer
shoes and ask what it means to be this customer or what I would feel like when i walk into a store for the first time and needed someone to help
me. Ask yourself what I expect for the worker. With that in mind the same thing I expect is the same thing I should be doing in the art depot what
do you expect from an associate? Whether they're coming in to just peruse, make a purchase or even to return an item. Some other things the
employee can do is to drop whatever they're doing when your customer comes in because you have to keep in mind that they are the number one
priority to the business. Next something we may over look but the customer won't and that is a Smile because that is sometimes the very first thing a
customer would and should. It also creates a warm and welcome first impression. By smiling it makes you approachable and that is something an
employee has to be. Your employees at the art depot need to use a welcome message, greeting customer with a pleasing, upbeat voice and be consistent.
Building Blocks of organizational culture Patterns of interaction are typical behaviors, emotional replies, actions, and interactions that transpire
between employees in the workplace. They sometimes happen with on any though put into it because it is based on the traits of the managers and staff

Organizational Theory and Designs
CHAPTER 1: ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
1
PART 1: LECTURE OUTLINES
CHAPTER 1 ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
TEACHING OBJECTIVES
1. To define an organization and explain how it creates value in three stages: input, conversion, and output. (1.1) 2. To discuss why organizations exist
and how they achieve goals collectively. (1.1) 3. To describe organizational theory, how organizations function, and relate toorganizational structure,
culture, and design. (1.2) 4. To show how organizational design helps a company gain a competitive advantage, deal with contingencies, manage
diversity, increase efficiency, increase innovation, and effectively manage change. (1.2) 5. To illustrate the consequences of... Show more content on
Helpwriting.net ...
PHAM HOANG HIEN
CHAPTER 1: ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
To Economize on Transaction Costs An organization can reduce transaction costs and expenses associated with negotiating, monitoring, and governing
exchanges between people and can control exchanges. To Exert Power and Control Organizations exert pressure on employees to conform to task
requirements through employment, promotions, and rewards. Employees who fail to meet organizational needs can be fired. These factors create
stability, allow skills to develop, and increase value creation. Notes_______________________________________________________
_________________________ ____________________________________________________________
________________________ ____________________________________________________________
________________________
3

1.2
What Is Organizational Theory?
Organizational theory is the study of how organizations work and how they impact and are impacted by the environment. Organizational theory relates
to organizational structure, culture, and design. (Fig. 1.4) Organizational structure is the formal setup of task and authority relationships. Structure
controls the coordination of activities and employee motivation to attain goals. Structure must be continually evaluated. Organizational culture, a set of
shared values and norms, shapes and controls behavior in an organization. Q: What determines culture?

Angele Muhammad
February 5, 2014
Assistant Professor Darren Gil
Southern University at New Orleans
Abstract I will discuss the basis of an organizational theory as it applies to the criminal justice system. I am discussing and giving a clear
understanding of the criminal justice system as an organization of a bureaucratic management system with hierarchies and processes of inputs,
processes, and outputs within one aspect of the criminal justice system i.e. police, within one city. I will also discuss how New Orleans Police
Department was created throughout history and what organizational theory has been implemented. This is a brief history of the New Orleans Police
Department and why a bureaucratic ... Show more content on Helpwriting.net ...
After being admitted into the Union, New Orleans created a police force organization that resembled a small army. The main reason for this type of
policing was to control the slave populations that outnumbered the white population.
Throughout the years the police force evolved and the New Orleans Police Department was created in 1852. This allowed for a consolidation of
independent police jurisdiction and was apart of a reform of all city government levels. To create an atmosphere of internal honesty a hierarchy was
put in place to hold employees accountable and to crack down on local offenders of the law. This organizational structure added to the control of
employees and held the hierarchy accountable. With the control, clear policy and procedures and consistency in organizing rules it helped the police
department to fashion a bureaucracy in action.
Conclusion
The Organizational theory of Bureaucracy management as explained by Webber, creates controls of internal accountability that has levels of
supervisory control. This is one aspect that to aid in the processes of inputs and outputs that streamline the process from one criminal justice sector to

another. The New Orleans Police Department is an example of bureaucracy as an organizational theory. As the

Application Paper : Organizational Communication Theory
December 2, 2015
Alethea Hong Chan
COM 314 Organizational Theory
Dr. Horowitz
Alethea Hong Chan
COM 314 Organizational Communication Theory
Dr. Horowitz
December 2, 2015
Application paper
Identified by consumers the most recognizable brand in the real estate field, Century 21 West Coast Brokers is a real estate agency aiming to provide
brand marks, generate people–oriented organization, as well as communicative and innovative technologies. I work as an administrative assistant as I
create advertisements and perform marketing tasks in helping to lease and sell our office properties. Working as a real estate administrative assistant, I
am fortunate to have the opportunity to interact with a variety of people at ... Show more content on Helpwriting.net ...
"In a very basic sense, we grow up learning about what work means" (Miller, 2014, p.121). Even when similar background like this may be relatable,
it is natural and necessary for me to go through the first stage of socialization– anticipatory stage. Anticipatory socialization is the socialization process
that occurs before newcomers enter the organization. Going through job searching processes, I am able to learn about Century 21 West Coast Brokers
itself as a company, along with its mission goals and core values.
As I apply for this specific job position, it is when I first learn about the requirement of my job responsibility. I may be confused and worried that
this may not be the right and best job for me, because I still do not have a clear direction and feeling for what this job is going to be like. As
mentioned in the book, interviews are served as recruiting and screening tool, information–gathering tool, and socialization tool. I am fortunate to have
received a call for an interview where it has given me an opportunity to see a realistic picture of the company itself as well as to ease my uncertainty
by asking questions during the interview. The second stage, encounter phase, occurs when I was hired and began working at Century 21 West Coast
Brokers. "Louis describes the encounter experience as one of change, contrast, and surprise, and she argues that the newcomer must work

Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Why are some employees happier and more satisfied with their work environment than others? Why are some teams within the same organization more
productive than others? How can you get subordinates to trust your decisions, readily cooperate with others and follow your lead? The answer to these
questions boils down to one thing; effective leadership. For our purpose, effective leadership can be defined as the art of influencing individuals and
groups to accomplish the goals and objectives of the organization (Plunkett, Allan, and Attner, 2013). Effective leadership has a direct impact on the
motivation, or lack thereof, of employees and how they interact with others within the organization. Followers will also act in ways that reflect their
leaders example, whether it is positive or negative. It is obvious that the leadership culture within our organization is ineffective and employee
productivity and morale has slipped to unacceptable levels. Because of our current situation, the following information is presented to you, as
managers and supervisors, as a guide to help you become a more effective leader. There are many theories on how best to lead and motivate
employees, however, for our purposes, we will concentrate our study and efforts on the situational leadership theories.
Situational Leadership Theory and The Leadership Culture
One of the ways we can improve our leadership skills is through the study

Organizational Behavior: Motivational Theories
1. Impact of Leadership Styles on Motivation in Periods of Change Contemporary theories describe leaders according to their traits or how they use
influence and power to accomplish their purposes (Germano 2010), especially in times of change. These leadership styles and their impact are
autocratic, democratic, bureaucratic, charismatic, situational, transactional and transformational (Germano). A leader who uses the autocratic style is
usually appointed to the position, which is often new to him (Germano 2010). He is high–handed and applies coercion in getting his orders done by
subordinates. He does not share their vision or win their loyalty and affection. He sees them only as mechanical followers for whom he fells nothing.
The followers, for their part, resent him and patiently wait for his replacement or downfall or new employments for them elsewhere (Germano). A
bureaucratic leader leans completely on organizational policies and procedures and is quite inflexible about them (Germano 2010). In the process, he
overlooks opportunities to motivate and develop employees in ways beyond stiff procedures and policies. He places greater value in them than in
people and resists complaints and suggestions from employees. While policies are not inherently damaging to employee motivation, their blind
implementation and adherence are often counterproductive to employees. A bureaucratic leader in this sense is similar to the autocratic leader in their
failure to motivate and

Overview of Organizational Theories
Organizational Theories Introduction Organizations have become important social institutions that affect nearly everyone's life in one way or another.
However, there are many different perspectives that can be used in understanding these organizations. Theorists have produced many different ideas
about the best vantage point in which to try to understand how an organization functions. Furthermore, it is important for leaders in the organization to
understand these theories so that they can tailor their own concepts and theories and the organizations in which they are members of. This translates
in the need for multiple perspectives to be used in the pursuit of understanding an organization and how it functions. The more knowledge that is
acquired from multiple perspectives, concepts and theories, the greater will be your capacity to choose a better approach with regards to the
problems faced in your current company. Looking at the organization through different lens can provide insights that could be missed otherwise. Multi
perspectives can be based upon a set of beliefs, assumptions, and knowledge of the world and these factors can affect how the organization is
perceived. It can also influence how researchers carry out their research and manage their organization. Having the ability to view organizations from
different perspectives can allow a stakeholder to be able to tailor their approach so that they can choose what's best for their organizations and the
industries

Essay on Organizational Theory
This is a study to examine the background of various organization theories and their development from the perspective of legitimacy and efficacy; to
evaluate selected discussions regarding theory development and various theories; to encourage the use of evidence based theory development and to
provide a look into the model and related theories that are created after looking at the existing theories. While not rejecting the need for thorough testing
of theories, I am simply looking into the suggestion of theories and models for their worth. Only is that when we begin to thoroughly looking into the
application of the theories, that they can then be tested in conditions of their authenticity and the level that they are useful.... Show more content on
Helpwriting.net ...
There are several new theories, models and extensions of existing theories out there that in the future should be available to be presented for discussion
and to be tested for the soundness in their application ability (Miles, McKenny, Short, Davis, Wu). With this thought, we must start the movement of
progress for the organizational theory development so we can be prepared for the beginning and use in the current changing environment of business. In
using an evidence based approach, we will begin to discover new approaches and expand the existing theories and current models.
Research has shown that there have been several management and organization theories that have been tested through the years and a lot of those were
introduced as very sound and logical prior to testing and were accepted by the majority of theorist. The finding of these theories and models simply do
not mean that there is a necessity in depth testing and validation for them to be measured justifiable theories. There are theorists that have said that the
incorporation of this theory creation and testing is vital. With that said, all of the building and formation of new theories needs to be evaluated so that
an evaluation is feasible through sound and dependable testing. But with all of this testing, several problems have emerged as theorist and researchers

Case Study Of DHL: The Organizational Theory Of MNC
In the beginning, DHL is strong industry firm which it innovative MNC. And it will apply many views and theories to DHL case study. In the briefly,
when took about Don Zimmerman theory, It will took about bureaucratic which defined as" A bureaucracy is a form of organization in which
officeholders have defined positions and (usually) titles. Formal rules specify the duties of the officeholders. Personality distinctions are usually
discouraged by the rules."( Google.. Definition of Bureaucracy. Available: http://economics.about.com/cs/economicsglossary/g/bureaucracy.htm. Last
accessed 17th May 2012.) There are basic concepts in the behavioral theory of the firm which introduced by Cyert and March, whatever; there are
variables that affected... Show more content on Helpwriting.net ...
(Google. decision. Available: http://www.businessdictionary.com/definition/decision.html. Last accessed 14th may 2012.) Although it good to apply
theoretical rules or in other meaning make a decision with rationality, but in fact most managers interested in action and finally results not in decision
itself also sometimes peoples are not behave in rationally because many causes, the first one, that people are not cleaver enough to behave rationally.
The second one it is a common and inherent characteristics and features of human being which are difficult to change them by training. And the third
one related to decision– makers information who have incomplete information or have more those information which can human beings understand.
Taking one action between several initiating actions illustrate in simply a making decision. In the action perspective as away of understanding
organization behavior, initiated actions must incorporate three aspects which are: cognitive aspect of decision which meant what the expectation of
exactly actions that will take place. Also motivational aspect to be makes motivated decision makers to take actions and the last aspect is commitments
to specific

Organizational Theory and Behavior Essay
Homework #3
October 9, 2007
What advancement barriers did Lisa encounter?
Although Lisa Weber was a highly qualified, ambitious analyst for the firm, she never had a chance for advancement because of that glass ceiling.
The idea of becoming a partner was always visible, but never attainable because of the various obstacles she had to face. The same obstacles most
women face when trying to climb the corporate ladder.
Several barriers stood in Lisa's path of becoming a partner. One such barrier was the fact that even though her credentials, commendations, and work
ethic were extremely high, she was never respected by the CEO, Michael Breyer, as someone who deserved to be on an executive level. His ... Show
more content on Helpwriting.net ...
Lisa was a vital asset to the company. She brought in new business, her accounts were prosperous, and her opinion was coveted on a daily basis by
partners that she longed to be equal with.
What type of organizational policies and opportunities might have benefited Lisa and Pamela? One organizational policy that would have benefited
Lisa and Pamela is a zero tolerance of discrimination, whether it is sexual, racial, age, or gender. Most companies today would not have tolerated the
way these women were treated. Not only because it is not right, but because of the negative publicity it would cause if one of these women were to
bring a discrimination charge up against the company. One accusation of discrimination or harassment against a company is usually the catalyst for
whatever else may be hiding behind those closed doors.
What could the organization do to raise the gender consciousness of Michael Breyer and Lisa's male colleagues? One thing the organization could do
to raise the gender consciousness would be to do an ongoing series of sensitivity training for all staff. Along with this training would be annual
assessment seminars that will teach people the different types of discrimination and harassment and the steps they need to take when such a situation is
posed upon them. In the Cancer center where I am employed, women make up nearly 70% of the managerial and supervisory staff in all departments.
At the executive level they only make up

Questions On Organizational Theory And Behavior
COURSE: ORGANISATIONAL THEORY AND BEHAVIOR
COURSE CODE: MGT 4020
INSTRUCTOR: DR. SIKALEI DAMARY
GROUP ONE INTERNET EXERCISE: ORGANISATIONAL CONTEXT: DESIGN AND
CULTURE
MEMBERS ID NO
GITATA IAN MWANGI 639068
MBEERA KEITH 641323
NDERITU SUSAN NJERI 636221
NJIGUA CAROLINE NJOKI 629067
OKUNA JOHN BEVAN 638330
WAINAINA AMANDA NKIROTE 638552
WANJIKU JANET WAMBUI 641102
1.Compare structure and culture of two or more firms in the same industry. Which would you prefer to work for?
The two firms being compared were Google and Apple, both firms dominate the intersection of technology and consumer access. In addition, they both
compete across a huge range of sub–industries such as computing software, hardware, operating systems, applications and web browsing among others.
However each firm takes a different approach from an organizational perspective.
GOOGLE
Google Inc. is an American multinational technology company specializing in internet related services and

Organizational Knowledge Theory And Practice
Portfolio Project – Organizational Knowledge
Mike Meeker
ORG502– Effective Organizations: Theory and Practice
Colorado State University– Global Campus
Dr. Mike Lavelle
November 23, 2014
Organizational Knowledge Theory
In 2007, the worldwide volume announced that mergers and acquisitions (M&As) had reached more than $4.74 trillion according to The Wall Street
Journal. Despite their persistent acceptance, M&As remain highly debatable (Muehlfeld, Rao & Van Witteloostuijn, 2012). The constant debate about
post acquisition performance repercussions of M&As (Rooney, Mandeville, Kastelle, 2013) points to important questions as to whether and under what
conditions organizations learn from past acquisition experience. However, outside of operational backdrops, the effects of experience on learning as well
as their outcomes have proved more intangible. Multifaceted environments as observed in typical corporate level executive and strategic activities
prevent reinforced learning and diminish the identification between current actions and observed outcomes (Finkelstein S, Haleblian, 2002). Thus, it
can take years to witness effective wisdom obtained regarding mergers between large organizations (Muehlfeld, Rao & Van Witteloostuijn, 2012).
Abstract: Overview of Problem & Thesis
Davita transformed itself from an outpatient based and acute hospital dialysis provider to an international healthcare organization. This has been
accomplished through organic growth as well as

What is Organizational Theory
Organizational Theories
Organizational theory deals with the study of the interaction of an organization with its environment. Emphasis on organizational theories has over
time changed from the stiff and hierarchical structures, widespread during the industrial era to more broader and flexible structures prevalent in the
modern, technological era. In this regard, organizational theories have attracted serious attention. This post focuses on three organizational theories of
the 20th century and if or not they are applicable in the 21st century integrating organizational culture, structures, leadership and enabling technologies.
These are classical organizational theory, human relation theory, and contingency theory.
Classical Organizational Theory
Classical organizational theory originated in the first half of the 20th century. This theory concentrated on formal organizations and ideas to increase
efficiency in their management. This theory merged together the scientific, bureaucratic and administrative theories. Relative to structure, this theory
was constructed on a hierarchical structure dividing workers based on functionality with various reporting paths on every working unit. That is,
workers report to their respective manager(s) for their tasks as well as disciplinary matters. This theory puts the manager/owner of the organization in
total control over the workers. Furthermore, this theory employed enabling technologies to increase efficiency. The classical

The Theory Of Organizational Change
Literature Synthesis The idea of change can alarm any system and lead to unexpected reactions from the members associated with the system. As the
change begins to be implemented, these uncertainties intensify and can lead to crisis. This phenomenon becomes even more crucial when the system
involves an organization with leaders and those members with non–managerial responsibilities. When change is being implemented within an
organization by its leaders, the consequences of it can be underestimated or ignored by them, resulting in crises and, eventually, failure of the change
efforts. In order for change to succeed, specifically in today's business world, where organizations are constantly undergoing change at a fast rate,
companies should educate their employees in understanding and supporting change. Taking both organizational and employee perspectives into
account, Armenakis and Bedeian (1999) have reviewed major research publications on the theory of organizational change from 1987 to 1999. To set a
basis for selecting from the vast number of the available material, their study was concentrated on those researches focusing on the fundamentals of
organizational change dynamics. The researchers acknowledge the effect of the extent of their resource selection on the literature review outcome,
stating that their choice of subject area will provide a deeper understanding of the existing approaches governing organizational change. In order to
make their research manageable,

organizational theory Essay
Question #1
"Despite the economic progress brought about in part by scientific management, critics were calling attention to the 'seamy side of progress' which
included severe labor management conflict, apathy, boredom, and wasted human resources to examine the discrepancy between how an organization
was supposed to work versus how the workers actually behaved. In addition, factors like World War I, developments in psychology and later the
depression, all bought into question, some of the basic assumptions of Scientific Management." (Internet) This is where the Human Relations School
steps in. Its primary focus is the importance of attitudes and feelings of workers, while informal roles and norms influence performance. "At the most ...
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To Mayo, this was not only the key to organizational success, but also the goal to achieving social stability. He also viewed informal group processes
as the promoting tool for social integration, as well as stopping absenteeism, turnover, and discontent among employees.
Another important person at this time was Chester Barnard, who combined practical experience in management and corporate affairs with a complex
and sophisticated theory of organization and human behavior. His focus projected from an emphasis on the organization to an analysis of the nature of
an individual. He placed priority on tension between the organization and the individual noting that "...organizations are constructed for particular
purposes, but they employ individuals who may have widely divergent objectives and desires." (Jaffe, 74) Barnard noted that cooperation was needed
for the organization to work effectively and efficiently. He discussed in his book, The Functions of the Executive, the relationship between incentives
and contributions, and the need to join these together to meet an equilibrium of some sort. He claimed that this system would satisfy individuals and
obtain contributions from them while at the same time making everyone happy. To do this, he used distribution hoping to gain cooperative activity
from the employees. The executive needs to note that distribution can be good in one situation but

Kurt Lewin's Theory Of Organizational Development
1.0Introduction
Organizational development can be defined as any situation in which two or more persons are involved in a common pursuit or objectives. (McLean,
2009) It is a process that applies a broad range of behavioral science knowledge and practices to help organizations build their capacity to change and to
achieve greater effectiveness, including increased financial performance, customer satisfaction, and organization member engagement.(Republic,
2012). Organizational development also can be defined as a systematic process of unleashing human expertise which must be supported by the top
management. Organizational development is very important subject matter to the organization. It is a strategy to enhances the effectiveness and of ...
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(Ehrich & Hansford, 1999). If the mentee is one of the new employee, it is not possible for the HR managers to know and understand his/her
personality. This might cause the unrealistic expectation from their mentor. Thus, it will affect the performance of the mentee because of the
unrealistic expectation and goal.
To the mentor, according to (Ehrich & Hansford, 1999), there are many potential concerns, for example, do they have the capacities required? Are
they to be rewarder? How will they be selected? Other than these simple issues, those who are qualified and standout in the organization are already
burdened by other job or task. It must be considered, what if they been selected to be a mentor, can he/she perform well? Is he/she able to engaged and
commit to the new task given?
To the organization, the first main concern is about budget. It is unknown whether the cost to do the program can be cover by the anticipated outcomes
(Ehrich & Hansford, 1999). Other than budget issues, it is also a main concern of the HR managers, commitment from both parties. The mentoring
program cannot be done if either one of the parties do not commit. It is a waste of time and budget.
4.0

Organizational Theory and Practice
Organizational Theory & Practice Introduction
Previously people were less interested in an organizational culture. Cultural perspectives were not really important. When it comes to cultural change,
leaders used to take an action at the end, at the time where company was facing bankruptcy, and they were not succeeded. Unlike now,culture is
significantly important aspect in an organization. It shapes how people think and behave. Once an employee gets hired, firstly he or she tries to
identify existing culture. This is important for a new employee because he or she will be able to adopt themselves to the new environment. On top of
that, the practice of cultural change has become different. Leaders now, start changing an organizational... Show more content on Helpwriting.net ...
The personality of the organization.
A powerful force that can provide an engine to achieve market success or an anchor pulling the organization down towards failure.
The environment which is resulted from the interaction between employees in the workplace
The life experiences, strengths, weaknesses, education, upbringing and so on of the employees.
Walk the talk. Say what matters and do it consistently.
The unique whole, the heart and soul, that determines how people will behave.
The collective programming of the organizational mind which distinguishes the members of one human group from another.
Question 2
How do you identify 'culture' in an organization?
When one talks about culture, we think of something that we actually cannot see, the environment which surrounds us in particular organizations,
behavior of the people in organizations, the rites and rituals of the companies, the climate of the companies, and so on. These are all manifestations of
the culture, but none is the culture at the level where culture matters. A better way to think about culture is to realize that culture exists at different
"levels" where it helps to determine strategy, goals, and models of operating.
Culture exists at three "levels". (Schein, 1999). They are:
Level One: Artifacts
This level is the easiest to observe: what you see, hear and feel as

Drop Box Application and Organizational Behavior Theory,...
Part 1: Organizational Issue From its birth, Dropbox has been known for its light–hearted consumer product, cutesy drawings on its website, and some
may call it, immature attitude. It's not a far stretch to say business consumers did not take Dropbox's mascot, an AK–47 wielding T–Rex riding a shark,
with a bald eagle on its back, seriously, which did not bode well for the company's future. It was time for Dropbox to "grow up." Businesses
needed to know that Dropbox could be "secure, scalable, and great for complex teams" with a serious demeanor. (Constine) In response to this
criticism and the opportunity to grow its product architecture, Dropbox launched Business Dropbox in late 2012 and created the second massive
growth period for Dropbox's workforce (200 to 500 employees in a matter of months). Though the new software had many of the features the
consumers of the business world had been asking for, was it enough? It seems Dropbox cannot shake its immature reputation in the eyes of business
owners. Dropbox's main competitor, Box, has released a product similar to Business Dropbox and, due to their serious business culture, has acquired
many Fortune 500 companies including Procter & Gamble, MTV, and other large companies. Currently, Dropbox's fun
–loving, laid back culture is
strong and loved by all employees, but the external environment, mainly its business consumers, are not as fond. Business clients would like a feeling
of security and trust with the company they

Organizational Behavior Theory : Trait Theory
Organizational Behavior Theory:
Trait Theory
Michael Sinnett
MGT500 – Organizational Behavior
Colorado State University – Global Campus
Dr. Larry Key
September 24, 2017
Organizational Behavior Theory: Trait Theory
There are so many aspects that make up human behavior. For example, a person 's environment and their genetics are a couple of aspects that make
up an individual 's behavior. Therefore, it would make sense that when you have a group of individuals together there would be just as many aspects
that make up the group's behavior as well. The study of individual behaviors within a group and how the group interacts with each other is known as
organizational behavioral theory (Howard, 2014). There are many theories located ... Show more content on Helpwriting.net ...
These traits separate leaders from others within an organization (Colbert, Judge, Choi and Wang, 2012).Leadership traits were personality traits that
early researchers tried define originally (Wynn, 2006). Even more recent, an article came out describing ten traits for innovative leaders which
included: excellent strategic vision, strong customer service, creates a climate of trust, and always available to name a few of the traits (Business
Mirror, 2014). Researchers are still looking for specific traits identified to be innate to great leaders.
History of Trait theory
At the turn of the twentieth century, researchers suggested that there were specific personality characteristics associated with individuals that were
distinctive to a person that predisposed them to better than others when it came to leadership position within an organization (Wynn, 2006). One of
those researchers was Ralph M. Stogdill. Stogdill proposed, like previous researchers in trait theory, that certain personality traits a leader exhibited
were observable and could be defined by others (Stogdill, 1969). In 1969, Stogdill conducted research where he would use actors who would

Reflection Of The Organizational Theory
Final essay Self reflection When looking back at all of the weekly written assignments there are a few things I should note. There were some
questions like naming the 'theories of rationality' in the written assignments which I did not yet fully grasp at the moment of answering the questions.
When I look back at the first assignment I now understand what was asked of me. To some degree, this also applies to some of the other exercises.
What I have noticed is that my writing skills have improved hugely thanks to the Organization Theory course, which can be seen in the difference in
quality between my first assignment and this final essay. Out of all of the subjects we covered in the Organization Theory course isomorphism and
innovation in organizations were the two... Show more content on Helpwriting.net ...
In this case, employees are feeling less bound to follow bureaucratic standards, as a result the degree of creativity is higher and this has an effect
on the entire company, which will have a lower degree of isomorphism. Looking at both of these concepts in this way, there is a clear correlation
between the two concepts, which is inverse. If the degree of isomorphism is higher in a certain company, the likelihood that there is a high degree of
innovation in this company is lower. If the degree of isomorphism is lower in a certain company, the likelihood that there is a high degree of
innovation in this company is higher. However, when looking at organizations and the degree of isomorphism they have, it is hard to say if an
organization that has a high degree of isomorphism automatically also has a low degree of innovation. This means that to check if there is a causational
effect between the two concepts, further research has to be done in different

Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Dwight D. Eisenhower said, "Leadership is the art of getting someone else to do something you want done because he wants to do it." Leadership is
the art of directing others in the pursuit of reaching a common goal or desired outcome. At the most essential level, a leader is a person who inspires,
encourages and directs others toward fixed goals. Great leaders are able to motivate their team through the coaching, establishment, and setting of
goals, providing and receiving feedback and by offering them ongoing support. Although leaders set the team's course, by using proper managerial
skills, they are able to effortlessly and efficiently direct their staff to their objective. ... Show more content on Helpwriting.net ...
7). Leaders may choose one or more of several leadership models to help them address the strategies they may need to help them make proper decisions.
Developed by Paul Hersey and Ken Blanchard, the situational leadership model, also known as the life cycle theory of leadership, dictates that there
is no lone best style of leadership, and that leadership should be tailored to the skills, abilities, and occupational maturity of the individual employee.
Based on this theory, the most effectual leaders are those that are capable of looking at a task or situation, take cues or other factors from it that may be
a factor in completing the job, and then adapt their style of leadership to fit the situation. The authors focus on three leadership models that address
contingency factors – situational leadership theory, contingency theory, and path–goal theory.
Situational leadership theory is just what it sounds like, leadership that changes depending on the current situation. Per Hersey and Blanchard (1977),
this behavior integrates a leader's supportive and directive behaviors. Hershey and Blanchard go on to suggest the following leadership styles that may
be adapted based on an employee's personality: directive (telling), coaching (selling), supportive (participative), and delegating (leader) styles of
leadership. Depending on the employee, a manager can adopt one of these styles.
For the unmotivated, unskilled employee, the

The Organizational And Management Theory Of A Startup Company
How our leaders will motivate
Our leadership style for our company is very supportive and achievement oriented. We will use a process–based theory called expectancy theory to
motivate our employees. Our leaders will motivate by making sure that our employees have high expectancy, instrumentality, and valence. This section
will cover how we will keep these three elements high as a startup company and as a bigger company.
Expectancy– To keep expectancy high with our employees we will make sure that our employees have the proper skills, abilities, and knowledge
about accounting before they are hired. Our company will make sure that our employees have the right resources to get their work done and that their
roles in their team are clear to ... Show more content on Helpwriting.net ...
How our leaders will use Performance management to keep motivation high. In the previous section we determined how our leaders will motivate our
employees. The rewards we described before will be based on Performance. In order to measure employee performance we will create a performance
management system. In the beginning, our company will use a dynamic performance management system that will have the goal of ensuring that
people are working productively and on the right things. Our company will use this process to create a motivational work environment through 4 steps.
Step 1: defining performance expectations and setting company goals.
Our company would make sure that each employee knows what is expected of them by setting specific and challenging S.M.A.R.T goals at the team
level and the organizational level. These goals will create an action plan that will motivate the employee by giving them direction and providing
challenges, while also giving them a clear line of sight in what they should be doing. These goals will directly tie to the organization's strategy and
operational plan.
Step 2: Performance monitoring and evaluation step.
Once a goal is set and it creates an action plan for our organization, our managers would start monitoring and evaluating the progress being made
toward the goal. We would do this as a way to keep our goals front and center to our employees. This would be done through quarterly performance

Applying Organizational Behavior Theory? Essay
Applying Organizational Behavior Theory
Ahmed Salman
Argosy University
September, 23, 2015
Applying Organizational Behavior Theory
Introduction
Organizational behavior entails the study of individual and also group performance and their interactions and ability to work in groups. It aims at
identifying major problems that affects performance within the teams to work together, in a bid to develop a more efficient business operation
(Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how organizations behave One major problem in the organization is the
issue of appreciating diversity within the workplace. Most employees and some management personnel see this as a threat and therefore there cannot be
efficient teamwork cohesion in doing projects. This may be due to the fact that they have reinforcing homogeneity perspectives or color–blind
perspectives (Prasad, 1997). Leaders should try to make changes to this major issue since it affects operations where diversity is required to achieve
strategic goals. The organization should plan to change the mentality of those rejecting diversity, to embrace Fairness perspective, access perspective,
integration and learning perspectives which will ensure a unison move to prosperity of the organization (Clements & Jones, 2008). The organization's
vision requires diversity in place since diversity offers:
New and better opportunities, capabilities, skills and potential innovations to achieve goals

The Theory Of Organizational Learning And Performance...
Introduction With the changing economic climate and the notion of a global market, corporations all over the world grapple with the idea of
management learning as it relates to performance management in an effort to remain competitive. Hall and Rowland's article explores these ideas in
great detail that are rooted in a fifteen–year research project. I will analyze their research problem, purpose of the study, research question, method of
research, significance of the study and its global implications, research findings and finally the relevancy of findings as it relates to my experience in
my current corporation.
Research problem Hall and Rowland (2012) re–evaluate the supposition of organizational learning and performance management as it relates to
reward within corporations (Hall &Rowland, 2012). The theory of Organizational learning has been an area of study for several decades, in fact, the
notion was first asserted in the mid nineteen fifties with Simon (1955). Since then, scholars have studied and documented the theory many times over
creating rich literature that indicates evidence of "... learning to organizational effectiveness" (Hall & Rowland, 2012, p. 342). According to Hall, and
Rowland (2012), there is no strong accounting of this notion evidenced in performance measured by corporations (Hall & Rowland, 2012). Purpose of
the study Moreover, the motivation behind the study was twofold. First, to understand if there were any changes in the results which

Organizational Systems Theory And The Macro System
Organisational Systems Theory
The macro system is the most prominent and significant theory. The macro system consists of all the variables in any society. Bronfenbrenner (1979)
described the macro system as, "The macro system refers to the consistency observed within a given culture or subculture in the form and content of its
constituent micro–, meso–, and exosystems, as well as any belief systems or ideology underlying such consistencies" (p. 258). The macro system
consists of the following six super systems, globalisation, government, economy, family, religion and media. These six super systems all influence the
daily life of individuals and contribute to the incidence of drug use in Australia.
The government needs to try to control the incidence of drug use in society. There needs to be more legislation against the use of drugs and harsher
penalties for those caught using drugs. Globalisation has caused changes in the economy, with changes in trade, money and the mixing of cultures.
With the changes in the economy it has made it harder for some people to survive, as almost everything has had a dramatic increase in price. This has
caused people to turn to dealing drugs to make money and also turn to using drugs to feel less stress and worry.
Ludwig von Bertalanffy, an Austrian biologist, was the founder of generalsystems theory. According to Robbins, Bergman, Stagg & Coulter (2008) a
system is defined as, " a set of interrelated and interdependent parts arranged in a

Organizational Theories Of Organizational Theory
ORGANIZATIONAL THEORY
Organizational theory studies various organizations to identify the patterns and structures, the organizations use to sort out the problems they face, to
maximize their efficiency and productivity of goods or services they provide, and meet the expectations of stakeholders. Organizational theory then
uses these patterns to introduce standard theories of how organizations can do their best. It includes the study of behaviour of groups and individuals
working in an organisation as well. Therefore, organizational theory is used to learn the best ways to achieve its major goals.
TYPES OF ORGANIZATIONAL THEORIES CLASSICAL ORGANIZATIONAL THEORY
TAYLOR'S SCIENTIFICMANAGEMENT APPROACH "Scientific management means ... Show more content on Helpwriting.net ...
There should be an equal division of work and responsibility between workers and managements. Managers should work almost side by side with the
workers helping and encouraging them. This is called 'paternalistic style' of management, whereby the employer takes care of the needs of the
employees.
4.)Development of each person to his/her greatest efficiency and prosperity:
To increase efficiency each and every person should be scientifically selected and the work assigned should suit his/her physical, mental and
intellectual capabilities. They should be given the required training to learn "the best" method to perform their job. Efficient employees would produce
more and earn more. This will ensure their greatest efficiency and prosperity for both company and workers.
5.)Maximum, not restricted output:
Continuous increase in production and productivity is another basic principle of scientific management. The aim of both workers and management
should be to maximize output. This is in the interest of all. Increased output means lower cost of production and more profits. For workers, increased
output means can provide better wages and other benefits.
Even though scientific management was considered background in the 1930s, it continues to make significant contributions to management theory
today. With the advancement of statistical methods used in scientific management, quality assurance and quality

Modernism and Symbolic-Interpretivism Theory &...
Abstract
The basic definition of an organization is an assembly of people working together to achieve common objectives through a division of labor. According
to Mote (2012), an organization provides a means of using individual strengths within a group to achieve more than can be accomplished by the
aggregate efforts of group members working individually. This proposal will look at modernism and symbolic interpretivism (SI) theories and how they
apply to organizational structure. The organization of study is a global healthcare organization dealing in genetic testing, drug testing, and clinical trials.
Introduction A perspective or view involves certain assumptions about behavior whether in individuals or... Show more content on Helpwriting.net ...
Modernism supports the notion of scientific progress as a series of linear, cumulative steps toward the ideals of complete knowledge and human
perfection (Hatch, 2006). The author asserts that to take a modernist perspective, one must commit to limiting what is known as knowledge to what
one can know though the five senses. On the other hand, SI extends the definition of empirical reality to include forms of experience that lie outside
the reach of the five senses, as do emotions and intuition and as a result of this subjectivity, their findings cannot be easily replicated by others (Hatch,
2006).
Variables that contribute to organizational effectiveness Some of the variables that contribute to organizational effectiveness are technology, economic,
political/legal, social/culture and physical (Hatch, 2006). The advances in information and communication technologies, the artifact technology, and the
knowledge society have highlighted the importance of knowledge and the need for knowledge management. However, it is important to explore the
mediating role of knowledge management in the relationship between technology and organizational effectiveness (Tung–Sheng Kuo & Dorjgotov,
2011).
Organizations

Comparing the Modern Organizational Theory and...
"Organization theory deals with the formal structure, internal working, and external environment of complex human behavior within organizations. As
a field spanning several disciplines, it prescribes how work and workers out to be organized and attempts to explain the actual consequences of
organizational behavior (including individual behavior) on work done and on the organization itself."(Gordon and Milkavoich, 147) It has been
evolving for centuries on how should work be done in the public administration and how the organization should be. "Research findings have emerged
about what motivates workers and how different incentives affect various tasks, employees, and situations; and the environments in which they
operate." (Gordon and... Show more content on Helpwriting.net ...
Improvisation is made inevitable in a situation where problems must be dealt with expediently and on the spur of the moment. Taking into
consideration the conflict between the Arabs and the Israelis, improvisation is essential to running administrations. The formal theory such of Max
Weber cannot apply since its framework of rules and procedures are to ensure stability, predictability, and reliability of performance; yet, with no
stability or predictability in the environment these theories only fall short of their expectations. Rational panning has already been pointed out a
century ago by Herbert Simon (1976) to be "bounded" by many factors such as: "skills, habits, and reflexes, values, etc, which makes it impossible to
achieve rational planning that is suited for the situation…Moreover, rational planning does not have primary value in Israel's cultural heritage.
Survival in the Diaspora often depended on an ability to act quickly, with limited resources, under harsh, changing, and uncertain
conditions."(Sharkansky and Zalmanovitch, 2) With endless terrorism, continuous war, and a population growth that shifts from month to month there
is the perpetual challenge to respond to each situation expediently and ingeniously. Even with the scientific management organizational theory, the
formal structure and rules, the highly centralized top management levels, and especially the standardizing procedures would make policy–making

The Theory Of Organizational Behavior

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