A Report On T When Managers Follow A Brief And Simple Model

are treated in accordance with Theory Y, they will be motivated and committed to the organisational

Organizational and Industrial (I/O) psychology is used to improve different types of organizational functions. When tasks and employee relationships are not working properly within a company production and profit will be compromised. Some of the issues that I/O manages addresses include poor work habits and dysfunctional work relationships. The following will address group and team concepts that could be implemented to improve performance and diversity, leadership theories that can improve the relationship between management and floor workers, the influence

Final Exam ADM 2336 Sections B & C Organizational Behaviour December 10, 2006 Professor: Jules R. Carriere, Ph.D. CAREFULLY READ AND FOLLOW THESE INSTRUCTIONS: 1) Answer all questions. Write your answers computer readable answer sheet and follow the marking directions. 2) Books and notes are prohibited. All calculators, cellular phones and dictionaries are prohibited. 3) Do not ask the professors or invigilators to interpret the exam questions. 4) Do not remove the staple. 5) Return all examination materials (including the questionnaire) before leaving the examination hall. 6) Complete the peer evaluation form before leaving the examination hall. Statement of Academic Integrity The School of Management does not condone academic fraud, an

Management theories are the ideas and notions about the rules on managing the business or an organization. One of the theories is that treating the employees as an important assets of the company. Team performance management deals with direction of a team work group in order to increase the effectiveness of the group. Individual effectiveness is equally important at the office. A perspective of individual effectiveness included strong communication skills, self-confidence, being capable of handling managerial stress, and work talents. All these fundaments should be followed through Christian worldview.

| This model best applies to the managers and leaders that are hired from within the organization have to be careful of what is done with his or her employees and how he or she tries to change what is happening with the employees on the floor so if the employees are happy with what he or she is doing at the workplace the manager should not change it. Managers or leaders should realize that change could have consequences if he or she decides to make changes the employees are not particular or used to doing the certain way the manager or leader likes to see this done. Managers and leaders need to take in consideration of how the employees feel about what the changes being made from the manager. The employees have good communication with each other but if the communication is not the way with the manager then there could be problems. Communication is one of the things that a manager or leader has got to have behind them because when he or she does not listen to the employees about the changes being made this could cause problems between the employees and the manager. This model is being used at many types of organizations.

Due to this culture, the work unit climate is affected as well. It can be seen that there is a weak cross-functional collaboration among the departments since Jack’s leadership. This is demonstrated by Jack, who goes directly to R&D department for new projects without considering any discussion with other departments. Therefore, other departments do not functioning at their optimal level hence, it affects the organization effectiveness. Besides that, it is clear that Innostat employees only working within their own departments, and prefer to work on their achievements, hence prove that there is no common goal among them. Apart from that, Jack’s opinion on “Good ideas don’t need incentives, they need passion” (Beer, 2006) is one of the factors that affect the individual and organizational performance. Jack as a leader does not put much attention on the rewards, hence it

From module three, the concept of coping behavior that I learned under the Adaption-Innovative (A-I) theory will have a direct impact within my work center. I think it is important to have coping behavior in order to bridge between the different levels of cognitive gap when I have an adaptor and an innovator to supervise. I know within my work center that I have subordinates who operate with different cognitive thinking style and I need to understand how my preferred style will affect my relationships, managements, and feedbacks with them. Moreover, how my preferred style will affect the way I receive feedback and information from my subordinates. Coping behavior is the mechanism that will reduce or eliminate conflicts that can potentially arise between my Airmen and me. Additionally, I think it is also

Include at least two scholarly citations from the library. MGT 312 WEEK 1 Organizational Behavior Paper

This paper is an analysis that gives the concepts presented by John P. Kotter’s, “The Heat of Change”, book and the concepts presented by Ivancevich, Konopaske, and Matteson’s, Organizational Behavior and Management text book. Kotter wrote and gave comparative situations on dealing with human behavioral and how to better manage them when presented in an organizational situation. He gave real life stories of events that happened in organizational situation. Kotter showed how the employees and team members became motivated and how they overcame obstacles in his book.

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.

Include at least two scholarly citations from the library. MGT 312 WEEK 1 Organizational Behavior Paper

Management theories are utilized in various organizations in an effort to increase organizational effectiveness and service delivery. The management theory that an organization decides to adhere to will vary based on the type of organization, as well as, the services and/or products that it offers. Therefore, it is not uncommon for an organization to use multiple theories when implementing strategies in the workplace.

Many organizations have difficulty forming effective working teams and that is because labor and management lack shared values. Another reason is because of the structure and function of problem solving teams was not established according to behavior science concepts and techniques. Additionally, it is important to consider that it is not always necessary for supervisors

Organizations are not buildings or other physical structures; rather, organizations are the people who work together to achieve a set of goals (Koh & Kahn, 1966). These people come with variant motivations, experiences and values and their individual differences tend to direct behavior in numerous divergent directions. To direct behavior toward the accomplishment of a focused mission, the organizations have to develop mechanism, which reduces behavior variability. Organizational structure and organizational culture has been described as the mechanisms to reduce behavior variability (Weber, 1946; Burns & Stalker, 1961; Mintzberg, 1979; Schein, 1985; Weick, 1987; Dension, 1990). However both of them have unique impact on individual behavioral outcomes i.e. satisfaction, stress, motivation, alienation, and performance etc. It is needed to have a deeper understanding of the functional roles of structural and cultural forces in the workplace so as to understand the behavioral outcomes of the individual employees and to reduce the behavioral variability for achieving organizational goals.

Due to the fact, there are successful and unsuccessful teams, organizations are in today’s world hurry and they have the compromise to deliver projects on time and make them fit in a budget suggested. That is one reason why companies use teamwork’s in order to achieve their compromise at time and with the successful required. However, not always working as a team is the answer. There is a phenomenon called “team scaling fallacy” where it was noticed that increasing team size can lead into loosing coordination and demotivation between team members, this is due to the miscommunication when information is passed through many people and the interpretation is different. Another factor than can lead to the phenomenon is the risk of conflicts among team members, like the suppression of ideas in order to promote their own. Finally the division of responsibilities that can be seen as an efficiency factor, can be a disadvantage at the moment of integrate the work. In conclusion teamwork is an important tool for the challenges organizations are facing, but when a good researching, planning and organization is not made, those teams can face some problems, such as the phenomenon mentioned before that can lead into unsuccessful develop of the problem