Behavioral Components in an Organization

GM is described as an organization with a dysfunctional company culture that somehow still manages to have amazing results in its work, on a global scale. The key attributes of GM, were primarily in the changes initiated by Mary Barra after the GM ignition switch recall crisis. Some of those attributes include her willingness to openly acknowledge the undesirable aspects of the GM culture and her efforts to take action towards a resolution. There are also several noticeable strengths and weaknesses within the organization. One of the biggest weaknesses is the company’s repeated inability to acknowledge that, lack of functional culture and leadership are truly the root cause of the company’s issues. Based on my reading I would describe the current behavioral organizational model as a Custodial Model. I chose this model because the managerial orientation is money, employee orientation is security and benefits and performance results are passive cooperation. All of these attributes were described in the reading.

QP engaged Tatiana in participating in an evidence base practice geared towards understanding feelings. QP explained to Tatiana that the activity will help her make nonviolent and non-abusive choices in two ways; by separating feelings of anger from the behavior choose, by recognizing she can use other feelings when feeling angry. QP explained to Tatiana that the goal of the activity, is to identify the relationship between power and anger, to separate feelings of anger from the behavior chosen and to examine the relationship between anger and other feelings. QP explained to Tatiana that anger should not be used to justify violence and abuse, or to intimidate or make other people feel powerless. QP asked Tatiana to list some ways people can express anger without being abusive or violent. QP asked

Based on my scores I have a clear understanding of the elements in a professional setting. I definitely agree with the results. According to Reddick, it is important to create a positive workplace environment so the employees can be more positive (2011). Also, patients can sense when an environment is hostile or a caregiver is uneasy and upset. I believe that a positive team environment increases staffs productivity and patient’s satisfaction. As a nurse, having a strong nurse-patient relationship is vital to build trust. In addition to that, having good communication skills and being compassionate is also important in nursing.

The guiding coalition should act as a synergetic team as described by Ivancevich et al. This team should be formed by individuals who are one hundred percent committed and dedicated towards the goal of organizational change. They should be skilled in leadership, problem-solving and emotional roles (P. 259). The emotional role will be discussed more in depth when presenting the changing attitudes concept. Forming a guiding coalition is an essential component for undertaking a restructure, reengineer or to retool strategies (Kotter, 1996, P. 52).

In basic terms, organizational behavior concerns itself with the behavior of individuals in the organizational setting. This text concerns itself with the study of organizational behavior. In so doing, this paper will amongst other things address not only the various concepts associated with organizational behavior but also the relevance of studying the same as an academic discipline.

There are many important factors that are involved and contribute to organizations' survival and success. Organizational behavior, culture, diversity, communication, business ethics and change management are some of the key concepts which are essential as I list and explain below with some examples from past experiences.

Businesses today often promote change to create a better more productive work environment. These changes occasionally produce unwanted results which were not expected or planned for. By monitoring organizational behavior unwanted or negative results can be minimized so change can be effective within an organization. Organizational behavior, organizational culture, diversity, communication, business ethics, and change management are all factors within an organization. Managers should clearly define these terms to create a more efficient and effective work environment. “Your Company” ensures growth and success by establishing strict guidelines and procedures which include these

Organizational Behavior (OB) entails the study and usage of knowledge about how individuals, people, as well as groups function in organizations (Luthans & Yousseff, 2007). Using a systematic approach, organizational behavior interprets people/organization relations in terms of the groups, individuals, entire organization, and social system. The main objective of organizational behavior is to help find or develop better relationships by attaining human objectives, social objectives and ultimately organizational objectives.

Organizational Behavior Organizations have been described as groups of people who work interdependently toward some purpose. This definition clearly indicates that organizations are not buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish shared objectives. The study of organizational behavior (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are not two identical organizations. When you look for a job you look for a place that is comfortable to you. Organization behavior is the way we study the people of

Telenor is one of those large multinational who believe in serving customer not only through their products and services but also contributing in the society through social investments. The company’s focus is to develop long term relationships with their customers adding value to the company loyalty in total. The main focus areas where Telenor Pakistan has added tremendous value are: Education, Health, Disability, Emergency Response and Employee Volunteerism.

The organisational organ known as the team is becoming more and more apparent in today's dynamic business world. Increasingly managers are searching for a means to improve production and keep their organisation competitive in the global market. A lot of these managers have turned to the team as a means for achieving this improvement. Quality circles were looked at to fulfil this role. However, this form of team is being phased out and may have posed as incubator for the current trend; self - managed work teams (Klein, 1995). These teams are increasingly being looked at today to solve many an organisation's production problems and inefficiencies, and in the process are both badly failing and greatly succeeding. Therefore, the discussion of

Managing organizational behavior is a complex issue which requires application of various managerial skills and competencies. In order for the management to be effective in carrying out its functions of controlling, leading, planning and organizing which more often than not involve the participation of the non-managerial staff, it needs to be effective in managing the behavior of its employees. Effective motivation of employees and observation of ethics in dealing with the staff greatly influences the effectiveness of the management. This paper is going to use a real life example from an experience I had while doing a part time job at a certain organization to illustrate the relevance of ethics and effective behavior management in organizations. The paper will also give suggestions of solutions that can be used to deal with the problem in the case study and other relevant problems in organizations. This paper will be discussed while paying close attention to the managerial concepts and theories as learned in class.

The report seeks to highlight the intricacies in the role of Bank Manager in a retail branch of the banking industry. The aim

A Strong culture is very important in improving performances at organizations by emphasizing concepts like ‘being the best’, innovation, superior quality & of being open participative companies in which employees are seen as the most valuable asset. (Peters & Waterman 1982: p 285, cited in Organizational behaviour & work by Fiona M Wilson).

Perhaps the single most important technique for motivating the people you supervise is to treat them the same way you wish to be treated: as responsible professionals. It sounds simple; just strike the right balance of respect, dignity, fairness, incentive, and guidance, and you will create a motivated, productive, satisfying, and secure work environment. Unfortunately, as soon as the complexities of our evolving workforce mix with human relationships, even the best-intentioned supervisors can find the management side of their jobs deteriorating into chaos.