The Change And Its Effects On The Politics Of The Company

Psychologist Daniel Goleman explains in his article “Anatomy of a Rumor: It Flies on Fear” that anxiety is the driving factor for the spread of rumors, and that people who fall victim to them should use contrary evidence to disprove the rumor. There are too many examples of rumors to list, but Goleman selects a few to demonstrate the ample variety in which rumors come. Goleman explains that “rumors are a kind of opportunistic information virus” (487), which spread because of the anxiety they evoke in people. Rumors hold some level of emotional value and can help people feel more in control of an otherwise tumultuous situation. It is common to want an answer to something unknown, and rumors can offer a proposed explanation.

Rumors are something that we all know are constantly spreading everyday; however, most of us might not exactly know the specific effects that they can and do have on our social lives. In this article by Jesse Singal titled “How To Fight a Rumor” he writes to try and explain the effects that rumors have and different methods that some people have used to try and counter them. His thesis is that in order to combat rumors we must first learn about the inner workings of rumors themselves. He does this by using examples such as the 2008 presidential election, studies that have been conducted, and the research from those studies. These examples along with others combine to make his argument much more strong.

“How to Fight a Rumor” by Jesse Signal is an essay that gives information about rumors and how to fight them. The essay uses research from rumor researchers and gives different examples of how people deal with rumors. It also views rumors on a psychological level and looks into why people spread them. In the essay, Jesse Signal informs the reader why people spread rumors, how to fight rumors, and gives examples of how people deal with rumors.

In the op-ed “Truth is in the Ear of the Beholder”, columnist Gregory Rodriguez explores the ways rumors form in accordance to our beliefs and anxieties, in order to bring light to society’s hypocritical and biased acceptance or rejection of rumors and conspiracy theories. Rodriguez argues that rumors only thrive in the minds of people who are willing to believe them. He then goes on to state that those who start rumors rely on the current beliefs and biases of their intentional audience.

Ideally, his decision must maintain the firm’s no-layoff history, encourage the tight-knit company atmosphere, and draw as little negative attention as possible. As a new employee in his grandfather's business, he must prove himself worthy of the position he was recently controversially given. His first challenge is dealing with the declining performance of veteran employee, Russell Campbell, a strong-minded subordinate with a significant amount of influence within the firm. To make his dealings even more complicated, Russell is a

Specifically, Billy Riggan is experiencing a “free-rider” problem with his fellow research scientists. Moreover, Billy is dealing with a sense of responsibility due to the fact that he is the one in charge of making the choices on product innovations and technological developments. However, the other research scientists are counting on his sense of responsibility for him to actively work to ensure the success of the company. Furthermore, Billy could be experiencing some low confidence in his management abilities due to the lack of involvement from these research scientists. In any case, there could be a possible risk of derailment with his job if he were to take this problem to higher management, which could look as if he is not management material and the upper-management could demote him.

Management has changed significantly over the past 50 years. The role of leaders in an organization is an ever changing thing. At one point, a manager was also the owner of the company, and thus used a carrot and a stick to get his employees to work, just like a parent personally invested in the raising of their child. Not anymore. Nowadays, leaders are there to “serve” their employees. The focus is on motivating the individual, achieving organizational goals by integrating each and every individual into the system. We no longer rely on a one size fits all approach, and management theory is no longer focused on having a winning philosophy, or motivating large groups.

Unfortunately, my office setting does not vary from those classic lyrics. The text calls the grapevine informal, yet important source of information (Robbins & Judge, 2009). There are two misconceptions I had about the grapevine idea: essentially 75% of information received by the grapevine is true information (Robbins & Judge, 2009) and gossip is rarely the source of rumors (Robbins & Judge, 2009). The interesting part of the grapevine that is particularly applicable to the situation I described is that “rumors emerge as a response to situations that are important to us, when there is ambiguity, and under conditions that around anxiety,” (Robbins & Judge, 2009). The mid-shift change of staff announcement was particularly ill-timed because the project was not approved, nor were dates set for the approval; the pilot project announcement was ambiguous. This set a motion for anxiety. The common theme with my co-workers was rumors around who was keeping his/her job and who was being let go, with many people speculating who was being fired. This rumor was damaging not only to my co-workers who were considered “the outgroup” (Robbins & Judge, 2009), but also to respect for the

In the case of “Thomas Green: power, office politics, and a career in Crisis”, it describes the dilemma of Thomas Green who works in a company called Dynamic Display. Thomas was recruited as an account executive, and then five months later, he was promoted as a Senior Market Specialist directly by the President Shannon McDonald. Thomas’s boss Frank Davis hadn’t expected to choose Green as the new senior market specialist, and he was very dissatisfied with Green’s work style and performance three months after the promotion. After being informed that Frank Davis had emailed McDonald about his concerns about Green’s performance, Green was getting really worried about his situation and not sure how to explain his perspective to

Managing organizational change is the process of planning and implementing change in organizations with maximum effectiveness and minimum circumstances and resistance. Today 's business environment requires companies to undergo changes almost constantly if they are to remain competitive. In this project paper I am going to discuss organizational change in PepsiCo. I will take a closer look on management approach and forces for change. I will introduce the change, make diagnosis and discuss how the change can be implemented.

Synopsis. One of the more interesting readings in Behrens and Rosen’s Wrting and Reading Across the Curriculum was “A Psychology of Rumor” By Robert H. Knapp. His major point was the understanding of the process and the reasoning behind rumors.

Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).

In today's business world, corporations have become more complex and more unpredictable, in fact it is considered almost "healthy" that a corporation experience change and transformation. Companies need to be susceptible and ready to acknowledge the challenges that change presents with and try to overcome these for the benefit of the company as a whole. Due to the ever-changing business and social environments caused strongly by globalizations, this has meant that companies must keep themselves up-to-date, whether it is through using the latest form of technology or through the latest management fad. There are many factors involved with change and the successful management of it which can often be a difficult time for

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

Over the past decades, organizational changes have become recurrent. It then became decisive for managers to perfectly understand this phenomenon in order to lead organizations to efficiency.