Comparing the Modern Organizational Theory and Improvisation Essay

The organizing function of management is impacted in the globalization efforts of the Army. The process of transformation of local or regional phenomena into global ones takes the utmost managerial ability from all ranks and corporations sustaining the Army. For instance, institutional organizations provide the infrastructure necessary to raise, train, equip, deploy, and ensure the readiness of all Army forces in strategic global locations. Organizing and strategic planning functions help the training base provide military skills and professional education to every soldier -as well as members of sister services and allied forces. It also allows the Army to expand rapidly in time of war.

According to Federal Emergency Management Agency (FEMA), there are many factors that will affect the direction of emergency management in the coming years. These can be classified as global challenges, global opportunities, national challenges, national opportunities, professional challenges, and professional opportunities. Global Challenges include some issues like global climate change, increasing population and population density, increasing resource scarcities, rising income inequality, and increasing risk aversion. Global Opportunities has to do with increased scientific understanding of the hazards and societal responses, as well as revolutionary technologies. National Challenges involves increasing urbanization and hazard exposure, interdependencies in infrastructure, continued emphasis on growth, rising costs of disaster recovery, increasing population diversity, terrorist threats, low priority of emergency management, legal liability, and intergovernmental tensions. Due to these factors that will affect the direction of emergency management in the coming years, there is need for us at emergency management division to adjust operational plans to meet these challenges and especially changes emanating from constant changes expected in technology and other threats we face.

Leadership goals should always contain methods of a continuous process of learning through education, training, and individual experiences that help ensure that the message will be communicated in a confident and competent manner when leading troops. Soldiers tend to follow leaders that demonstrate and live the Army values, while displaying their confidence in every decision that affects change. Leaders are not born as organizational or tactical leaders; but grown by their genetic determinism, which is inside and the characteristics they work toward; that mold is which type leader they will become. Not just anyone can lead; you must have the desire to lead, be willing to make the commitment to being a leader, and prepare yourself properly, then you have the desire to become a leader. (Fulton, 1995).

John Molson School of Business Department of Management Comm 222: Organizational Behaviour and Theory Winter 2013 General  Information   Comm  222   Section   E   Class  times:  Monday  &  Wednesday  8:45  –  10:00   Class  location:  MB  3.430   Credits:  3     Instructor:  

Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem-Solving Approach. New York, NY: McGraw-Hill Education.

At the close of Operation Iraqi Freedom, the US military ended with varied to questionable results. This is because US policymakers and military leaders did not adjust to the emergence of new conditions due to their dependence on medium structure problem framing. The Army Design Methodology (ADM) is a tool military organizations should use in adaptive environments to develop solutions for complex problems. To understand why the ADM is a critical tool for military organizations, military professionals need to understand the impacts of ill-structured problems on planning and execution and the potential influence the ADM will have on their organization. Once military professionals understand the influence the ADM has on ill-structured problems, they can begin to consider how to integrate the ADM into planning.

Organizational behavior is the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels (Baack, 2012). It is an important aspect in an organization for supervisors because they are responsible for creating a good environment for their employees. There has to be an understanding of employee behavior, organizational culture, good communication, and the ability to enforce any changes without any resistance. It helps to identify the behavior of people and where they will work well within an organization. This paper will analyze the organizational behavior of Texas Health and Human Services Commission while discussing the areas that influence it in a positive and/or negative way.

Wilson’s discussion began with the conditions that influence an operator’s behavior. Operators can be thought of as the front-line workers of the bureaucracy. An example would be a police officer or a teacher (Wilson, 33). Rather than the incentives at work in an organization,

Intrinsic Motivation in Public Organizations is an essential principal. It is clear that employee engagement and motivation is a vital part of the workplace. We spend almost more time with them as a full time employee than our own family. Fellow workers become our second family with the workplace acting as a home away from home. Everyone wants a healthy environment to come to. The public sector and organizations are more challenging to motivate due to the application of ethical guidelines and outside influence from others. Society sees the public sector as overpaid and underworked. Unfortunately, this leads to low morale and negatively impact employee positive engagement. The public organizations also suffer from a lack of funds compared to

In today’s society the employees need to feel appreciated as well as motivated to do his or her everyday job successfully. To run a successful business or police department, the workers must feel as if he or she is satisfied with the results of his or her hard work as well as appreciated for everything he or she has done. If the workers and the officers do not get the praise needed and the proper treatment at work he or she would not want to come to work or would feel as if he or she does not have to do much for the organization because nothing is giving back in return. Philosophical Approach

Organizational objectives contribute to creating a motivating work setting because they provide employees with a sense of meaning and purpose and help employees understand the goals they should be striving for (George and Jones, 2005). Mary Kay Cosmetics wants to be the top sellers in their industry, but they also want to promote a customer-centered culture that strives for total customer satisfaction (Incentive, 1991), but their current incentive program doesn't provide rewards for beauty consultants with high levels of customer satisfaction. Just because a VIP is a great seller and has the ability to recruit, doesn't automatically mean that she has the most satisfied customers of all her team members. Reward systems, such as Mary Kay's motivate employees to do well in the areas of their jobs that are measured by the performance-evaluation system. The problem is that rewards systems do not always measure all the behaviors that the individual need perform for the organization to ultimately be successful (Lawler, 1994).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

References:Huczynski, A. A. and Buchanan, D. A. (2007) Organizational behaviour: An introductory text. 6th ed., Harlow: Financial Times Prentice Hall.

Simon presented the bounded rationality as a result of human and organization constraints. He sees that the managers would not achieve the requirements of rational behavior. He observed that different types of decisions can be processed in different ways, namely: programmed decisions and non-programmed decisions. The programmed decisions category included decisions that occur frequently. Managers are used to these types of decisions and they already have developed some kind of protocols and procedures for making them. These decisions usually are left for the lower posts in the organizational hierarchy.

With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.