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    material and legal. But the most important of them is human resource. If the organization does not pay attention to it fails. Wherever will be humans involve there will be politics involved. The previous studies have shown the importance of politics within an organization. In one of studies conducted by Daud and his co-authors they examined the relationship between need for power and personal attributes with the perception on office politics. Their Correlation and regression analyses results have

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    3. Organizational Habits Trends 'Organizational behaviour' could be the study regarding human behaviour in the organizational setting, your traversing point involving human behaviour as well as organization, plus the corporation alone. In various other terms “The examine of exactly who think, feel along with do in the around organizations". There are lots of organizational behavior trends such as Outsourcing, Off shoring, Variable sourcing, Small business Process Outsourcing, Green supervision, Cluster

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    Ravasi, D & Schultz, M. (2006). Respond to organizational identity threats: Exploring the role of organizational culture.” Academy of Management Journal, 49 (3), 433–458. Research Question: The research question under investigation is that how organizations respond to environmental changes that might influence employees to question aspects of organization’s identity, with organizational culture playing a supporting role in organization’s response. Background: The authors Ravasi and Schultz provides

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    lecture, when the professor asks us to get into groups different groups that is culture being made as we are interacting with one another to complete a given task from an authority figure, in this case the professor. It is important to analyze organizational culture, one reason being for future job opportunities, this allows us to learn about the organization that one is applying for and learn about the culture for example some offices don 't have their own cubicles and therefore work at a table together

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    Organizational behavior is directed to understanding, interpreting, and enhancing the behaviors and attitudes of the individuals and groups present in organizations. The concepts of organizational behavior can be applied to a multitude of organizational problems that can occur in corporate, educational, institutional, and other team settings. An instance of an organizational problem that I have experienced is when my company made the transition from a paper filing system to an electronic filing

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    Description of the Organizational Problem : The problem the organization faces is lack of Motivation among employees have various reasons. Working as an employee in this organization, I personally felt that my basic needs like security and physiological were not met. The lack of organizational structure and confinement of power at top level only inculcated the feelings of insecurity among employees. Lack of direct communication, poor appraisal, feedback and excessive control towards employees

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    MOTIVATION OF INDIVIDUALS WITHIN AN ORGANIZATION. INTRODUCTION ORGANIZATIONAL BEHAVIOUR Definition: According to Laurie J. Mullins, (2013. pp.4-5) “Organizational Behavior is concerned with the study of the behavior of people within an organizational setting, generally along the lines of understanding, prediction and control of human behavior, and patterns of structure in order to help improve organizational performance and effectiveness.” Where market growth is constantly sought after

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    Organizational Climate – Acquisition Interventions Creating a strong and collaborative corporate culture, especially in an organization with a diverse workforce, requires a proactive strategy. The challenge is heightened in this case, where an acquisition has created a collision of cultures and generations. Three interventions that could be used to promote a unified culture include mutual mentoring, knowledge management to transfer knowledge, and a detailed communication plan. The organization

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    .3 ORGANIZATIONAL COMMUNICATION The Organisational Communication Context defines the communicative relationships in an organisational context (Downs & Hazen 1977). According to Mueller and Lee (2002) there are three communication satisfaction dimensions, in the Downs and Hazen (1977) model that represents the communication experience in the organisational context. These communication dimensions include corporate information, communication climate and media quality. Effective organizational communication

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    organisational culture, or technologies to affect change in the organisation and the effect these changes have on the organisation. Organisational change can occur for distinct periods of time or be continuous (Shawn Grimsley, 2014). In the case study, the financial group wanted to consolidate its customer contact centres across several divisions. Rumours started spreading throughout the company about whether the change will be good for the company, which lead to employees feeling unsafe in their

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