Organizational Behavioral Forces
explanatory Essay
1427 words
Organizational Behavioral Forces
There are many forces that dictate the organizational behavior within an organization. The organizational behavior will tend to shift based upon the different demands both internally and externally. Internal and external factors have an equal importance within organizations and will have different effects and outcomes on an organization. In this paper we will compare four very different organizations and demonstrate the effect four factors have on the organizational behavior within the organization. The four factors we will explore are: restructuring, competition, customer demands, and organizational mission. These four forces have a great impact on the organizations we have evaluated and although they are very different the impact is very similar.
There comes a time in almost every organization when restructuring is needed. Sometimes this is a result of internal factors, such as reassignment of job responsibilities, due to promotions within the organization, or people leaving to pursue other opportunities. Recently the senior management group at Meritage Homes of Northern California experienced both of these situations. Due to an expansion of the division the existing management group decided to pursue other opportunities with a different new home builder. Therefore the remaining management group had to restructure both the management group, hiring externally as well as promoting internally, as well as the business to effectively embrace and efficiently grow at the new pace of the expansion.
Or restructuring is caused by the external environment, as was the recent case with the Rocketdyne division of The Boeing Company. On August 2, 2005, United Technologies Corporation (UTC) completed its a...
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...are key in all that we do."
The Ford dealership strives to rate number one in the CSI-Customer Satisfaction index. To out do the competition in inventory, have better educated sales people on product knowledge, give the best interest rates, and give the most money for trade ins.
The online campus's mission is to deliver higher education to working adult from all around the world, using our unique highly interactive and experience-based model. Our goal at the international campus is to enroll 25,000 students within the next three years.
Organizational Behavior is a trait that is ever changing. These changes are dictated from both internal as well as external forces which for the most part are out of the Organization's control. Although we reviewed four very different organizations the overall attitude and results from like forces result in very similar outcomes.
In this essay, the author
- Explains that organizational behavior shifts based upon demands both internally and externally. they compare four very different organizations and demonstrate the effect four factors have on the organization's behavior.
- Analyzes how meritage homes of northern california's senior management group restructured due to internal factors, such as reassignment of job responsibilities, promotions within the organization, or people leaving to pursue other opportunities.
- Explains that utc completed its acquisition of rocketdyne propulsion & power from the boeing company. the result of this acquisition was the restructuring or combining of pratt
- Explains how a local ford dealership restructures its selling teams monthly to effectively run the business and the outcome involves both internal and external factors.
- Explains that the university of phoenix online international subdivision was created after a restructuring process. the growing demand from international students urged the apollo group to create an international department.
- Explains that meritage homes must keep an eye on competition in all areas of the building aspect.
- Explains that rocketdyne and pratt & whitney wanted the same business, and both companies had support contracts or stolen work away from the other.
- Opines that ford dealership competitors are in the same auto center, have competitive rates and pricing, try to outdo or under bid ford for business, run service specials, free oil changes to get customers in, and pay more for advertising.
- Explains that online education has become a fast growing source of revenue in the education industry. the university of phoenix is the fastest growing and largest online accredited university in us and the world.
- Explains that every company experiences customer demands or expectations. meritage homes markets and sells a product. there are many different demands and expectations that must be met or set properly to achieve high levels of satisfaction.
- Explains that pratt & whitney, rocketdyne deals with many different customers, but all share a common goal in wanting quality products, delivered on time and within the budget allocated for the project.
- Explains that ford's customer demands are more specific and known. special rates and special pricing are crated with advertising, meetings are to prepare sales people for traffic and educate them on new interest rates.
- Explains that the new economy had created an increasing number of lifelong learners, and technology-based programs. the 9/11 events prompted the government to develop various security programs and job opportunities.
- Explains that meritage homes strives to be one of the leaders in the new homebuilding industry, with profits and deliveries increasing dramatically year after year.
- Explains that pratt & whitney rocketdyne's mission statement states that it is committed to being the world-class provider of dependable engines, propulsion systems, parts and services that meet customer expectations.
- Explains that the ford dealership strives to rate number one in the csi-customer satisfaction index.
- Explains that the online campus' mission is to deliver higher education to working adult from all around the world, using our unique interactive and experience-based model.
- Explains that organizational behavior is a trait that is ever changing. changes are dictated from both internal as well as external forces which for most part are out of the organization's control.
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- Organizational Behavior Terminology and Conceptsexplanatory essayOrganizational Behavior Terminology and Concepts 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.
In this essay, the author
- Explains that managers should define organizational behavior, organizational culture, diversity, communication, business ethics, and change management to create a more efficient and effective work environment.
- Explains that organizational behavior is the study of individuals and groups in organizations. understanding organizational behavior helps managers implement new technologies and ideas to achieve a more productive and successful organization.
- Explains that organizational culture is a shared set of beliefs and values within an organization. employees at "your company" are highly skilled and work their way up through the ranks.
- Explains that diversity in the workplace is necessary to bring different ideas and solutions to the problems a company may face. it promotes dignity and respect for everyone.
- Explains that communication between managers and employees is essential to having a healthy organizational culture. good communication can be noticed immediately by the high level of organization and low levels of stress.
- Explains that business ethics means knowing right from wrong and doing what is right for the company even if it may not seem like the easiest way to get the job done.
- Explains how lewin's change model addresses radical and incremental changes in three phases: unfreezing, changing, and refrozing.
- Explains the organizational culture and behavior within "your company" is diverse and well organized. good communication facilitates a pleasant environment to work in as well as employee appreciation incentives such as the technician bonus program.
1024 wordsRead More - Organizational Change "The effectiveness of organizational change is greatest when a firm’s strategy is consistent with environmental conditions and there is internal consistency." (D A Nadler, 2003:204) The only thing that is constant in this world is change and this is widely acknowledged by many in the world, may it be a corporation or a social forum or a governmental body. What comes in this world has to experience change in the light of environmental elements and pressures and influences, internal or external. The study of organizational behavior gives that environmental factors are the political, legal, economic, demographic, technological, social and societal. While these are the external environmental factors that are and cannot be counted among the controllable factors for an organization, they do in fact influence organizational structure, policies and strategies. In turn, the internal environment of the organization, that is very much controlled by the management of the organization and comprises of the top to bottom managerial levels, the staff, the employees, the board of directors, the owners etc. this internal environment, is to a great extent the result of external environmental factors, the change of which results in the direct impact on the internal environment of the organization. As such in lieu of external environmental factors; change agents with in the organization tend to accept the change in their external factors and tries to bring about a compatible change within the internal environment of the organization. The effectiveness of the change that is being brought about with in the organization as a result of the changing external environmental forces is best when, as described by Nadler, the internal facto...
In this essay, the author
- Explains that the effectiveness of organizational change is greatest when a firm's strategy is consistent with environmental conditions and there is internal consistency.
- Explains that organizational culture plays a great role when we talk about organization change. nadler believes that the effectiveness of the change is optimum when the equation of internal consistency and external changes equalizes.
- Explains that human capital is the asset that neither depreciates nor depletes, and there are other factors in wake of the changes implemented or tried to be implemented with in the organization that lead to effectiveness failures.
- Analyzes how oblivious biases lead to a preference for change schemes that bring about the very morals and ideals to be changed.
- Opines that change may be involuntary, and in very few cases voluntary. the ‘we’ and ‘they’ attitude of internal customers tend to view change as their adversary.
- Opines that effective change requires the change agent to face up to every one of these factors and triumph over the consequential confrontation to change.
- Argues that organizational effectiveness works as a fundamental hub in organizational scrutiny, standing-in as the objective or organization plan and organization modification.
1650 wordsRead More - Managing Change at SLMCexplanatory essayIf organizations are to thrive and be sustaining, they need to respond to the dynamics of their environment with change. However, change is not a singular event with an isolated focus (Spector, 2007). Effective strategic renewal is a combination of “the three faces of change”—turnaround, which targets costs; technology, which targets internal process; and behavioral, which targets employee actions and interactions (Spector, 2007). In a discussion on change management, particularly management-by-control versus management-by-shaping, Palmer, et al. (2009) draw a similar conclusion that “organizations and human systems are complex and evolving and therefore cannot be reduced to a single, linear objective of maximizing shareholder value” (p. 50).
In this essay, the author
- Explains that sloans' next step was to use a strategic intervention by implementing management by objectives (mbo), which helped tie vision, mission, and goals together and created an opportunity for human resource management interventions.
- Explains how hr used paper and pencil tests to screen potential employees and conducted behaviorally anchored interviews to increase the likelihood of realizing a good fit between new hires and behavioral goals consistent with the change process.
- Explains how the new leadership team had to completely transform the organization to save sloans lake managed care and its health plan.
- Explains how sloans implemented several initiatives to sustain the gain, such as the recognition given to those who earned financial or non-financial rewards and the talent management program.
- Analyzes how sloans' initial attempt at launching a fully insured health plan reveals glaring differences between the original leadership team and the change leaders that replaced them.
- Describes how slmc's new leadership team recognized previous change failures and how it could affect their change efforts.
- Cites bolognese, a. f. (2002, nd). employee resistance to organizational change.
- Explains heathfield, s. m., behavioral interview: use a behavioral interview to select the best.
- Explains palmer, dunford, and akin's managing organizational change, 2nd ed.
- Explains robbins, judge, and vohra's book, organizational behavior.
- Explains spector, b., implementing organizational change: theory into practice, upper saddle river, pearson prentice hall.
- Explains vecchio, r. p., "leadership understanding the dynamics of power and influence in organizations".
- Explains that organizations must respond to the dynamics of their environment with change. effective strategic renewal is a combination of the three faces of change—turnaround, technology, and behavioral.
- Explains how sloans' new leadership provided a compelling argument for change by demonstrating the urgency that was required in order for the organization to survive.
- Explains how sloans lake implemented job analysis to improve each employee's contribution to the organization.
- Explains how management by objectives (mbo) is a method of setting mutually agreed- upon goals and then using those goals to evaluate employee performance.
- Explains that managers must master five basic operations in order to strike a balance between management and employee empowerment.
- Explains how sloans lake health plan implemented a strong pm system using (mbo) which allowed the company to define and measure goals and objectives.
2972 wordsRead More - Leadership Studiesanalytical essayChange in the organization structure poses a new external and internal environment that calls for measure in the organization on means of response to these threats. It calls for change of mission, strategy and ultimate goals not ignoring the need for changing the organizational culture. Change of mission and goals in organization changing its operations, it’s not an easy path to follow and it demands the engagement of all stakeholders including the suppliers, the customers, the community and government, as well as the managers and it entails striking a balance between all this stakeholders (Schein, 2004).
In this essay, the author
- Opines that change in organizational structure poses a new external and internal environment that calls for measure in the organization on means of response to these threats.
- Explains that under new management of john browne, bp has become a major producer in the gulf. the achievements can be measured courtesy of proper redefinition of mission.
- Analyzes how the mission of the entity changed from ensuring every stakeholder is taken consideration of to safeguarding the welfare of society at range.
- Explains that the cultural orientation of time is essential to put in mind while making critical decisions on the organization performance.
- Explains that bp's decision to multitask while drilling is based on polychromic cultural orientation. by installing only six centralizers, it clearly shows that the firm has short term period of time culture orientations.
- Analyzes how schlumberger personnel's dismissal of testing shows how the entity is just interested in having the task done. the decisions made are meant to save time.
- Analyzes how the critical decisions made by bp, recognize what mc gregor called theory y. the assumption is that peoples are principally self-motivated and necessitate to be tested and not controlled.
- Opines that tony hayward handled the gulf oil spills poorly, since he was the lessee of the deepwater horizon platform built by hyundai industries and owned by transocean.
826 wordsRead More - Strategic Change in Government Based on Organization Hierarchyanalytical essayBusiness strategy and structure have always been related. Organizational change involves innovation, process improvement, and organizational redesign (Galbraith and Lawler, 1993). They also noted that the hierarchical structure is related to changes in speed, quality and productivity. In recent years, the pace of change has accelerated so drastically that most organizational structures and management principles have no hope of adjusting or adapting (Hammer and Champy, 1993). Today’s changes are discontinuous and happening at a geometric rate. Organizations must be sufficiently agile to be instantly reconfigurable to meet new demands (Tetenbaum, 1998).
In this essay, the author
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- Analyzes hambrick, d. c., and mason, p. a.'s upper echelons: the organization as a reflection of its top managers.
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- Explains that organizational change is the adoption of a new idea or behavior by an organization. burns and stalker's findings led to the concept of mechanistic and organic organizations.
- Summarizes the four types of change within organizations: services, strategy and structure, people and culture, and technology.
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- Argues that the basic characteristics, motivations, values, and concerns of corporate executives are similar to those of public sector top executives.
- Argues that an understanding of the relationship of strategic change to common categories of organizations provides a proper starting point for leadership.
- Describes amabile, conti, amburgey, dacin, and ban.
- Explains belasco, bennis, and nanus b. 1985. leaders: the strategies of taking charge.
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- Explains tetenbaum, t. j., and romanelli, e. 1985. organization evolution: a metamorphosis model of convergence and reorientation.
3172 wordsRead More - Merger And Acquisition Case Studyexplanatory essayA successful organization recognizes its need to adapt changes to survive global competition. Locally and around the globe, mergers and acquisitions are becoming more common between companies. Mergers occur when two or more companies combine their operations and participate as equal partners in order to achieve strategic and business objectives (Sudarsanam, 2003). Sudarsanam, S 2003, Creating Value from Mergers and Acquisitions The Challenges An Integrated and International Perspective, Harlow FT Prentice Hall. An acquisition occurs when a company takes over a smaller company and gets control to determine how combined operations will be managed (Shook & Roth, 2010). Shook, L V & Roth,
In this essay, the author
- Explains that mergers and acquisitions are becoming more common between companies. they affect the group of employees in the organization.
- Explains that mergers and acquisitions tend to focus on strategic and financial factors, while employees and cultural prospective are often overlooked.
- Opines that good communication is necessary for mergers to maintain employees' satisfaction.
- Explains that engagement is a both-way process in which both the employer and employee interact about the organizational and personnel future.
- Explains that mergers and acquisitions have a positive and positive side. employees perceive this as opportunity for growth and learning. schweiger and ivancevich advise that stress raises more from the perceptions of merger-related modifications than the effects of the modifications themselves.
- Explains the role of culture compatibility in successful organizational marriage.
1341 wordsRead More - Leadership And Change Managementexplanatory essayOrganizations usually face change due to many forces surrounding the business. The forces can be from internal or external sources. External forces of change usually occur outside of the organization and it could have a global effect. There four external forces for change: demographic characteristics, technological advancements, market changes, and social and political pressures (Kreitner-Kinicki, 2003). The internal forces for change come from inside the organization. The forces come from human problems and managerial behaviors and decisions.
In this essay, the author
- Explains that organizations face change due to many forces surrounding the business. external forces of change usually occur outside of the organization and it could have a global effect.
- Explains that crys tel faces external and internal forces which require attention to change. the internal force is departmental fragmentation.
- Explains that fullfilware was started as a small direct mail company in the basement of henry lewin's in sandy springs, georgia in 1993. the company provides integrated direct marketing solutions through creative, database management, print production, mailing, internet, email marketing and fulfillment services.
- Explains lewin's model of change, which entails three steps that a company must follow to implement change.
- Explains how crys tel's organization is using lewin’s model for change in introducing new services and in their training of the employees.
- Explains that kotter's eight steps for organizational change are establishing a sense of urgency, the vision must be communicated repeatedly, and others in the organization are empowered to act on it.
- Explains how crys tel used the kotter's eights steps by starting the survey of each department and using the scores to implement changes and trainings as necessary. fullfilware did not use the eight steps model for change.
- Cites kreitner, robert, & kinicki, angelo (2003) organizational behavior: managing change and stress. kohut communications consulting.
841 wordsRead More - Organisational Behavior (OB)explanatory essayIntroduction Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior. This report will research a variety of organisational behavior theories. The following report will start with comparing and contrasting different the organisational structure and culture within Siemens to another organisation. Other parts of the report will focus on individual behavior,organisational theory,motivational theories and the impact of team work on organisational performance. Organisational Culture and Structure Richard L.D considers that organisation was a clear goal, a well-designed structure and coordinating the activities of the system, social entities associated with the external environment.
In this essay, the author
- Explains richard l.d's view that organisation was a well-designed structure and coordinating the activities of the system, social entities associated with the external environment.
- Explains that siemens is a combination of all four cultural types and matrix structure. coca-cola company combines centralisation and decentralisation.
- Explains that siemens's organisational culture and structure to cultivate higher level of management personnel, and help the growth of their independence, is helpful to form the effective competition and incentive mechanism.
- Explains leadership is a kind of influence the ability to group goals. rensis likert and his colleagues put the leadership style is divided into employees - oriented and production-oriented.
- Explains leadership style is the way in which the functions of leadership are carried out, and how the manager behaves forward members of the group.
- Analyzes how siemens's leadership style is effective. the company has established the sle (siemens' leadership excellence programme) to ensure that the guidance and support of every employee, establish a cpd make good communication between managers and employees.
- Explains that new technology has been applied in the team work for a long time. many companies such as siemens at using new technologies to improve profit margins, and remain competitive in rapidly changing market means.
- Explains that siemens employees use mobile phones, electronic mail, remote meetings to communicate and collaborate effectively. it still has its disadvantages, such as safety, security, and impact on society.
- Explains that rensis likert was an american educator and organisational psychologist best known for his research on management styles.
- Explains frederick herzberg was a psychologist interested in the correlation between employee attitude and workplace motivation.
- Explains that stephen robbins and a.j.b ubrin think organisational behavior (ob) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organizational level behavior.
- Explains that individual behavior is a reflection of impact on the social and cultural factors. famous managerialist d.m. mcgregor thinks every management decisions to presumption of human nature and human behavior as backing.
- Explains that siemens uses a combination of leadership styles, including scientific management, classical organisational, behavioral, bureaucracy, systems, democracy, teamwork, and social action.
- Explains that motivation is the result of a person's attempt at fulfilling five basic needs: physiological, safety, social, esteem, and self-actualisation.
- Explains herzberg's two-factor theory of actual the purpose of achieving goals. the external conditions, and the incentive factors, can arouse the enthusiasm of people.
- Explains that a group is made up of individuals, but it is an important method of promoting complex decision to complete. the basic factors influencing group performance are made by group size, group cohesion and group norms.
- Explains that an effective work group is driven by a common goal, which needs to be spelled out in advance and understood by the team members. the absence of trust and fear of conflict will inhibit the development of effective.
- Cites robbins, s. p. and judge, t. a. organisational behavior, thirteenth edition, pearson prentice hall (2009). harrison, r. understanding your organisation’s character, harvard business review, 1972.
- Explains that stephen robbins, douglas murray mcgregor, was a management professor at the mit sloan school of management and president of antioch college.
2859 wordsRead More - Importance Of Organizational Behaviorexplanatory essayOrganizational behavior is important to many organizations because it helps management understand their employees’ attitude as well as behavior while they interact with one and other at the work place. There are several aspects of organizational behavior and attitude is one that can hinder and help job performance. In the past, organizations were defined almost exclusively by the products produced or the services provided. This has changed a great deal over the years. They are now defined by the way they provide their products and services. Attitude plays a major role in and outside of the workplace as it does in most aspects in everyday life.
In this essay, the author
- Explains that organizational behavior is important to many organizations because it helps management understand their employees' attitude and behavior while they interact with one another at the work place.
- Explains that an organization's goal is to motivate those involved towards a unified vision and/or goal. all organizations experience the direct relationship between job satisfaction, and performance.
- Explains that attitudes play a huge role in the workplace. attitudes are made up of three different components; behavioral, cognitive, and affective.
- Opines that a person's attitude about their job, the product or service they produce, and their leader will determine the quality of their work.
- Opines that in a perfect world, procedures and guidelines would be followed without fail and every department in the organization would function perfectly.
- Explains that organizational behavior is a great tool that can be used to improve the workplace. understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior.
735 wordsRead More - Reflection Paper On Personal Learningexplanatory essayOne of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.
In this essay, the author
- Explains that ashley hughes' course, organizational behavior, focused on studying the impact of individuals, groups, and structures on behavior within an organization and how their behaviour affect the performance of the organizations.
- Explains how cialdini's six principles of persuasion are useful in real life, explaining tricks of influencing others.
- Explains that the way we act, think, and communicate should consult the theory of social proof. they recommend building a personal relationship with clients by sharing their common preference.
- Explains that a successful company should have logical reward systems, reasonable job designs that highly motivate its employees, expect staff members to manage themselves and transform its controlling leadership into empowering leadership.
- Explains that people from different cultures may have different opinions towards empowering leadership.
- Explains the influence of psychological empowerment, intrinsic motivation, and creative process engagement on employee creativity.
- Explains that motivation is about the intensity, direction, and persistence of reaching a goal.
- Explains the four drive theory, which describes human motivation as a set of dynamic, interacting needs that are written in our gene.
- Explains that communication is essential for effective functioning in every part of an organization. the ability to communicate effectively ranks as the most important skill for new hires.
- Opines that face-to-face networking is more effective than phone calls and emails. respect is earned by hard-work, ability and communication.
- Explains that empowering leadership is the process of implementing conditions that enable sharing power with employees by delineating the significance of the job, providing greater decision-making autonomy, expressing confidence in the employee’s capabilities.
- Opines that empowering leadership requires finding the balance between control and freedom.
2945 wordsRead More