Vice Admiral Horatio Nelson in the Napoleonic Wars

Organizational Behavior and Its Importance to a Company...

Organizational Behavior and Its Importance to a Company What is organizational behavior and why is it important for a company to understand it? There are several crucial reasons why companies should utilize the concepts of organizational behavior, as well as understand the key terms that are associated with organizational behavior. To understand and utilize organizational behavior there are several key terms that must also be understood, for example organizational culture, diversity, communication, organizational effectiveness and efficiency, organizational learning. Intracorp, a bill review company, has the potential to be more efficient and employees could possibly be more eager to meet intended goals. Definition of†¦show more content†¦Organizational Culture How does organizational culture fit to the mold of organizational behavior? Not all companies are ran the same as the next. . The simple definition of organizational culture is â€Å"a set of ideas, beliefs and emotions that shape a mold of a group† (Organizational, 2000). A manager cannot come into a new office and expect employees to adjust to what they are used to. Although there is no one definition for organizational culture it is important for management to understand that it is there and it does exist. Intracorp recently had a change in the management team and rather than management adjusting to their employees; employees where forced to adjust to management. These changes lead to the loss of business for Intracorp and many unhappy employees. Diversity Regardless of where a company is located there is always some kind of diversity and management must know how to adjust to the different types within their offices. Intracorp’s new management team has done it’s best to value the diversity within the office. The previous team ignored the diversity which lead to discrimination suits filed by angry employees who’s complaints where ignored. Organizations must know that â€Å"diversity has gone from being a moral and /or legal issue into a business necessity† (Diversity, 2000). Communication Lack of communication within in an organization leads to many unwanted mistakes that could eventually damage a company. EmployeesShow MoreRelatedDoc, Docx, Pdf1631 Words   |  7 PagesContents Organizational justice: 1 1: Distributive justice: 1 2: procedural justice: 2 3 interactional justice: 2 Importance of organizational justice: 2 CONDITIONS OF ORGANIZATIONAL JUSTICE IN PAKISTAN 3 Organizational citizenship behavior: 3 Definition and concept: 3 Kinds of organizational citizenship Behavior: 3 Altruism: 3 Conscientiousness: 4 Civic virtue: 4 Importance of organization citizenship behavior: 4 Organizational justice: Organizational justice showsRead MoreThe Ethics And Organizational Communications1448 Words   |  6 Pages The study of Ethics and organizational communications has been an ongoing subject. It has been introduced as a way to be a more effective communicator, especially pertaining to an organization. It is a practical way to improve morale between an employer to his employee as well as a client to an organization. Resolution of ethical behaviors and practices are essential to any organization. The following study of Ethics and organizational communications has been studied and explored by other scholarsRead MoreOrganizational Behavior Around The World : Japan1087 Words   |  5 Pages Organizational Behavior around the World: Japan Jonathan Andrew Hughett East Tennessee State University Organizational Behavior around the World: Japan If one is to study organizational behavior among all nations in the world, he or she would find some similarities and many differences between countries and cultures. While it is relatively easy for an American to understand American organizational behavior, it may be difficult to understand other cultures and business norms. Japan shares someRead MoreTrader Joes Essay examples1041 Words   |  5 PagesThe Organizational Behavior that makes Trader Joe’s Unique August 29, 2013 Abstract THE ORGANIZATIONAL BEHAVIOR OF FOOD RETAILER TRADER JOE’S IS UNIQUE IN MANY WAYS. FROM OWNER, JOE COULOMBE, TO A STORE CLERK, THEY ALL HAVE THE SAME VISION IN MIND- TO SET THEMSELVES APART FROM THE REST. NOT FALLING INTO STEREOTYPICAL FOOD CHAINS, TRADER JOE’S DOES BUSINESS THEIR WAY. THIS MAKES THEM PERFECT AT BEING THEM. FROM INTERVIEW QUESTIONS TO JOB DESIGN, THEY ARE NOT YOUR STANDARDRead MoreOrganizational Structure Essay1147 Words   |  5 PagesSubject: â€Å"Organizational Structure† Introduction: Organizational structure provides the framework of an organization determining how roles and responsibilities are delegated throughout the different levels of the organization. It has been defined by some as the looking glass through which coworkers see their organization and its surrounding environment while others have described structure as the backbone of the organization. In this memo, I will briefly discuss the importance of organizationalRead MoreImpact of Structure on Organizations891 Words   |  4 Pageson Organizations Impact of organizational structure There are several factors that influence organizations activity, presence within the business environment, and success on the market. Such a factor is represented by their organizational structure. This organizational structure refers to the hierarchy within the organization, to the lines of authority and communication, to the rights, but also to the limits of competence within the organization. The organizational structure influences the assignationRead MoreXyz Car Company Strategic Planning1044 Words   |  5 PagesXYZ Car Company Strategic Planning As the new CEO representing the XYZ Car Company, operating in the U.S., Japan and Germany, it would serve the company to support and function as a cultural diversity organization. These cultural changes should be to adapt to multi-diversity and acceptable organizational behaviors. Culture and Diversity XYZ Car Company production lines are located in the U.S., Japan and Germany. Therefore, managing diversity means utilizing the experience and background that employeesRead MoreA Large Midwestern Milk Products Manufacturer1554 Words   |  7 PagesHy Dairies, Inc. is â€Å"a large Midwestern milk products manufacturer†. (McShane Von Glinow, 2013) The company recently saw increased sales and market share over the past two quarters, which was tied to a marketing campaign used to boost the sales of the company’s gourmet ice cream brand. Rochelle Beauport, who is an assistant brand manager, joined the team from another food products company and is â€Å"one of the few women of color in the marketing management.† (McShane Von Glinow, 2013) She isRead MoreEmployee Organizational Culture Essay667 Words   |  3 PagesThe shared characteristics and, in some cases, perception of employees create what is known as organizational culture. A strong culture constructs a unified employee atmosphere, whereas a weak culture lacks a shared sense of distinction between employees. An employee’s heritage or individual culture, although different than, affects the overall organizational culture of companies. Like society, sub-cultures exist within organizations. Formed by departmental function, geographical location, and/orRead MorePreventing Unethical Behavior in a Company1799 Words   |  7 Pagesï » ¿ Introduction The relevance of ethical behavior within an organization cannot be overstated. Regardless of the obvious need for the establishment of a strong ethical foundation within the organization, some businesses seem to shy away from the implementation of firm ethical practices. The lack of a strong ethical foundation in this case may motivate some officers of such businesses to engage in unethical behavior which could in turn end up costing the entity dearly. In this text, I discuss

Business Failure free essay sample

According to Robbins and Judge (2009) , psychology seeks to explain changes in behavior in humans for example, impacts on learning, emotions, leadership, and decision making principles in an organization. Social psychology examines people’s influences on each other, attitudes, communication patterns, building trust, group behavior, power and conflict. Sociology focuses on the behavior of groups within an organization especially communication, power and conflict. Anthropology is the study of human beings and their activities and it helps us to understand the differences in values, attitudes and behaviors among individuals in different organizations. Ultimately, an organization’s work is performed or tasks accomplished by the behavior of individuals that make up the organization. Hence, success or failure of an organization can be attributed to the behavior of individuals within an organization. Tyco International Ltd. Tyco International Ltd. is a multi- national company which manufactures products and provide services to customers all over the world. Its products are quite diversified and range from residential and commercial security systems, fire suppression systems, electrical components, firefighter and medical diagnostic equipment, water purification systems, and building construction materials. In 2001 it reported revenues of $ 34 million. At the end of September 2002, Tyco revenues climbed to nearly $35 billion but it also had a loss of $9 during this same period, causing its stock prices to plummet. However, it was not these losses on the books that were responsible for the catastrophic failure of the company. The Business Failure With this backdrop of financial problems, the company found itself in a scandal that evolved around its Chief executive Officer Mr. Dennis Kozlowski and his senior management team. The failure of Tyco International in 2002 was primarily due to fraudulent activity. It was the discovery of an unapproved finder’s fee, the attempted removal of confidential company documents as well as unpaid sales taxes by Mr. Kozlowski that caused the Board of Directors to examine management compensation and the corporate governance structure. When investigated by the securities Exchange Commission for violation of the Securities Laws, it was found that the company had failed to disclose loan information to stock holders, had used improper disclosure and had submitted false and misleading statements. The acts of fraud included undisclosed compensation, secret loans, undisclosed related party transactions, fraudulent stocktaking, improper loans, misuse of relocation funds, and asset embezzlement by Mr. Kozlowski. Contributions to the Failure The company issued a statement after Mr. Kozlowski had resigned which stated that his fraudulent activities were done unknown to the Board. However, all the parties within the organization were responsible for the fraudulent activity. They all ignored their responsibilities to the laws of corporate governance and to their investors and employees. The Boards of Directors were not protecting Tycos shareholders interest with due diligence. In fact they were negligent in their corporate duties and responsibilities. This shows that it was a board in name only as it had not put the proper mechanisms in place for the monitoring of ethical or financial conduct. If it had, it would have uncovered the signs of fraudulent activity that were occurring over the five year period. They were therefore just as guilty as the CEO and his direct reports as they were not policing the organization. Mr. Kozlowski was once hailed as a paragon of corporate leadership but that all changed when he was accused of corporate fraud. His actions caused the scandal because he had violated his fiduciary duty because he was the agent of the shareholders and had misused their funds sustain his corporate greed. He was more interested in personal gain than in the best interest of the company and its share holders. The Chief Financial Officer and the Legal Counsel are also to be blamed for the scandal because they should have reported the illegal activities and not join in this unethical behavior. The Auditors also contributed to the scandal as they ignored the warning that were communicated through the moving of Tyco’s headquarters to Bermuda which is a tax haven, excessive bonuses, ignoring due diligence and the huge salary increases of the CEO. Explanation of Behaviors With reference to the theories on organizational behavior, Mr. Kozlowski behavior can best be explained using social psychology. Here was an individual who was hailed as a paragon of corporate leadership. He used his behavior to build trust, influence other people and groups and exert power and control. He was able to use his behaviors to influence the other persons in upper management to deceive the shareholders. He was able to communicate with the board in such a manner that built their trust. Using sociology principles, he formed a group and used communication and power to control his upper management team. Using the principles of anthropology, we can infer that the values shared by Mr. Kozlowski were the same as those in upper management who joined him in his quest to satisfy his corporate greed. Finally, only psychology can be used to explain the changes of behavior in Kozlowski that could have caused him to be become a bastion of corporate greed as opposed to being a paragon of ethical leadership. Conclusion In conclusion organizational behavior theories can be used to predict failure or success within an organization. Companies must therefore build a strong base of behaviors of personalities that are suited to goals, and the objectives of the organization and the best interest of the shareholders. Companies must choose ethical leaders whose behaviors will not negatively impact the organization otherwise; the business will fail or be put under the microscope for failing ethical and financial standards.

Organizational Behavior an Example of the Topic Psychology Essays by

Organizational Behavior by Expert Ivy Writer {PhD} | 05 Dec 2016 Coursework Are human beings rational? Need essay sample on "Organizational Behavior" topic? We will write a custom essay sample specifically for you Proceed All human beings are supposedly rational; that is, we think logically, or are given the faculties at a certain age and stage in life (even early in life) to know the cause and effect, think logically, understand the basics or essentials of right versus wrong. However, in reality, not many can exercise rationality at all times in all situations. Even the most educated at times give in to irrational ways or decisions, illogical steps or reactions because we have preconceived thoughts about things and people or because we have learned these from our environment or at times simply react instinctively or because we are hungry, tired or lonely. Why do we study Organizational Behavior? We study organizational behavior because it is a necessity; people are essentially social and congregate into groups whether formal or informal and this fact of life governs almost all of human existence in a day to day basis. A natural offshoot of studying inpidual behavior is to study organizations because the two are almost inseparable. When people work and are engaged with others there are dynamics at play that need to be understood and principles are indispensable towards a better working relationship among people with or without other aspects of the whole gamut of the work scene. Describe a cultural element (ritual, artifact, custom, etc.) in some organization other than a school or religious organization that you belong (or belonged) to. How did this element effect performance or the attainment of goals? Explain. note - this question is about organization culture, not national culture. It is the wearing of the office badge. The badge when worn never failed to effect change in a sense that it created a sense of pride that people knew or noticed that I belonged to an esteemed workplace. It really mattered a lot to me as I wore my badge that my performance really made a difference once the company took on this major (which it was) change. Emotions in the workplace is a topic that is often overlooked. Should you leave your feelings at home, or be free to express them on the work place? Organizational problems are people problems which will always be opportunities for leadership challenges. It is a scene where complex emotions are involved and where choices for actions or conduct are crucial but at times taken for granted (Blaum, 2000). This brings us to the subject on emotional labor. Arlie Russell Hochschild, a sociologist, in 1983 defines emotional labor as the management of feeling to create a publicly observable facial and bodily display [which] is sold for a wage and therefore has exchange value in his book, The Managed Heart: Commercialization of Human Feeling. Emotional labor is a type of emotional control in which employees endeavor to exhibit the emotions that they are anticipated to demonstrate as they function in their job. Emotional labor is usually done in two principal modes: (1) entrenched acting in which people attempt to experience the emotions that they necessitate to convey, specifically, inpiduals have to exhaust energy to control emotions. In general, examples are that one is believing or sensing of one's function s a teacher or as an interrogator (Briner, 1995) or depicting it like a child who is not liable for his /her conduct (Hochschild, 1983); and (2) exterior or superficial manner or acting in which inpiduals at the workplace hold back their valid feelings and, as a substitute, communicate feelings- like a faade- that they don't feel in reality. This means that there is real emotional dissonance between a persons internal feelings and his/her surface manifestation. Although many studies show that emotional labor is a personal thing (Brotheridge and Grandey, 2002), present research findings say that surface acting is associated with increased stress and a sense of inauthenticity. More stu dies should be made to fully validate these findings and the impact of emotional labor on workforces overall well-being and output in terms of quality of service. Describe some perceptual error that you made that could have or did lead to a negative outcome (social perception, not physical perception). Could it have reasonably been avoided? I did make one perceptual error which was that I thought this person was really a very ideal one because a friend became close to him/her. What happened was that I depended on my friends choice rather on my own standard. I took the person in for a relationship which later became my deep regret because I suffered humiliation and endless self blame for my wrong choice. What do you think is the most important change in business communications that new managers will face in their career? I believe the most important change in business communications that new managers will face in their career will be the constant and rapid shift of channels or venues for communication. It is the learning and unlearning that will keep new managers on their toes at longer times if they will be competitive and remain competitive in a dog-eat-dog world. What is the difference between collaborative work and delegated work? (hint: think about the differences between teams and groups) When is each superior to the other. Collaborative work is a superior to delegated work because it involves everybody with the superior or direct supervisor bonding in with the rest of the group. However, there are of course its disadvantages; such as the types of people who cannot work when bosses are around because they just could not think or feel pressured. Collaborative work puts everyone in a sense on an equal footing where the boss mind can be like the rests of the participants while delegated work means there is one quite superior to the other and gives the lower position employee the work/tasks to accomplish. There are many theories of motivation presented in the text. Which theory do you think has the most practical value to managers? Research on motivation is related to the overarching issue What creates human action writes Franken (1994). While looking for more accurate scientific definitions, though, one finds a huge selection. Motivation theory, in addition, seems to necessitate an assumption of the human species, as various motivation theories formulate different assumptions about human nature. To presuppose that human beings are thinking creatures is of course not a contemporary breakthrough the paradigm of the rational actor was based on such a conception but due to the domination of behaviorist theory there are grounds to claim this once more. Cognitive scholars argued that to appreciate human behavior, one must also examine that which is not directly observable, that is, peoples thoughts. Widespread to cognitive theories is the assumption that peoples ideas about how the world came to be influence their behavior. The relevance of cognitive theory to motivation is the fact that it is not just one undeniable reality that influences behavior, but cognitions of reality. As these differ involving inpiduals, it entails that inpidual differences become central in motivation theory. A reward may signify something essential to one person and yet quite a different thing for another. Furthermore, history becomes significant. Because how a human being cognizes reality today relies on how she envisioned of it yesterday, and of how he/she imagines her future. Leading, early cognitive motivation theories were those of Kurt Lewin (1935) and Victor Vroom (1964/1995), where the authors made an effort to conceive of universal paradigms in order to understand human motivation, comprising such factors as how greatly a person rates a particular outcome, the possibility that the effect will be achieved, and other forces, termed driving forces and restraining forces (such as time, money, family obligations etc.) that may influence an inpiduals behavior (Baron, 1983). Cognitive theories lead motivation theory today. Universal models may have been discarded, but there is a huge amount of explicit ones, such as self-efficacy theory, equity theory, goal theory, control theory, attribution theory, the theory of reasoned action, or theories of how expectations of one-self and others affect motivation.. This may well be very applicable to adult learners in terms of inpidual learning abilities and attitudes. Inpidual differences are accounted for with this model. Adults perception and attitude towards learning or education are best explained when using the cognitive theories of motivation. Reference Baron, R. 1983 Behavior In Organizations: Understanding and managing The Human Side of Work. Boston: Allyn and Bacon. Blaum, Paul. 2000. Emotional Labor Stresses Employees. Penn State news. (http://www.psu.edu/ur/2000/emotioncontrol.html). Briner, R. B. 1995. Emotional dissonance, emotional deviance, true feelings, and the self in organizational life. Paper prepared for the 12th EGOS Colloquium, 6-8 July (Istanbul, Turkey). Brotheridge, C. M., people work'. Journal of Vocational Behavior, 60, 17-39. Franken, R.E. 1994, Human Motivation (Belmont, CA, Wadsworth).