Organizational studies and human resource management Essays

report concludes by recommending actions that could be undertaken to manage workplace bullying, to recognize and to act upon the said responsibilities in the pertinent areas. Introduction Most people think that bullying is very common nowadays. Studies commissioned by the Workplace Bullying Institute have shown that one in three employees has suffered

Introduction Organizational culture comprised of values, beliefs and ethics which motivate the employees to communicate with people. The main stability and outcomes of people based on organizational culture. The employees are expected to adopt these assumptions and innovation for precise their attitude and behavior according to the best alternative orientation. In every organization there is a positive environmental factors and some negative factors as will for

organization is termed as an organizational culture. Organizational culture has been a subject of concern time immemorial; with the huge number of people worldwide, it’s only inherent that the welfare of the workplace be of concern. Culture offers us a platform through which persons have a shared picture of “what is”. That which integrates people in any organization is the focus on merit of symbols and the ability to comprehend them. The core factors of organizational culture are a mission, ability

operations, especially in terms of human resource functions. Organizations may choose to operate in a union-free or unionized environment. This paper aims to discuss the differences from the organization's perspective in operating in a union-free environment versus a unionized environment. The memorandum will also examine the rights of the union, management, and employees in both environments. Additionally, the paper will discuss the impact of mergers on human resource functions, including work restructuring

INTRODUCTION Concepts like leadership, organizational culture and organizational innovation have been the focus of extensive research in the field of management sciences (Argyris, 1955; Likert 1961; Stogdill, 1963; House, 1971; Vroom & Yetton, 1974; Burns, 1978; Siegel & Kaemmerer, 1978; Miles & Snow, 1978; Ouchi, 1981; Bass, 1985; Schein, 1985; Quinn, 1988; Kotter, 1992; Brown, 1992; Scott & Bruce, 1994; Fiedler, 1996, Amabile, 1998, Hofstede, 1998). Organizational culture and leadership emerged as important

and c) clearly explain major causal mechanisms. 1) Comparison and contrast of three frameworks According to the interactionist perspective of organizational creativity (Woodman, Sawyer, & Griffin, 1993), creativity results from interaction of the individual with the many levels of their organizational environment, namely the individual, team, and organizational levels. It is multilevel because it involves the individual, the team, and the organization. The causal mechanism of creativity is different

Effective Leadership and Management and Team Effectiveness. INTRODUCTION The objective of this assignment is to unpack the key differences between leadership and management. While doing that, I will also be deliberating on my own environment as well as personal leadership with a particular focus on specifically where I can develop further to enhance an even stronger and effective team that will achieve high performance results. In any organisation, the aim of good management is to provide a service

experience a change in mind and heart and commitment is built on organizational objectives. This study will look into ways on how academic middle managers empower their faculty members to prepare them to work towards the attainment of goals as well as towards the attainment of their needs through the different leadership roles performed by the former. On the other hand, transactional leadership focuses on motivating members towards organizational vision of which rewards are expected in the attainment thereof

concentrates on the associations shaped amongst adherents and leaders. Transformational pioneers rouse and motivate supporters by helping them discover esteem in assignments. Such leaders regularly have high good principles. Case Study on Servant Leadership Case study: The importance of servant initiative: a contextual analysis of a female chairman in a government funded school setting The motivation behind this subjective review was to pick up a comprehension of the practices of a female worker

Integrity of Bethel University: College of Professional Studies Throughout this essay, I will be presenting detailed information regarding my position on Bethel University: College of Professional Studies’ organizational structure and the function it has within the higher education industry. Additionally, I will provide historical background information, as well as, compare Bethel University’s current organizational structure to modern management theory and applicable frameworks. With the assistance

Lesson 3 Case Study on Situational Approaches - Consistency and Leadership Rakesh kawan International American University MGT 500: Organizational Behavior and Leadership Sushil Pant September 24, 2014 Introduction: Situational Approaches - Consistency and Leadership Situational Leadership is a leadership style where the leader makes decisions according to the present situation. For that a leader must be aware about the present condition of the followers and their perception towards the situation

Summary of the book "Good to Great" by Jim Collins is one of the most influential and respected studies of management theory. Jim Collins is a management consultant that became respected for this book since it established it as a classic in a managemental genre and received a status of a bestseller due to its extensive popularity around the world. Collins wanted to identify and analyze the factors that allow companies to make a leap in development and become innovative, respected and great. The paper

century The Great Man hypothesis has developed.The hypothesis suggested that the traits and features of leadership are inherent which simply refer that great leaders are born not made. Trait Hypothesis (1930s-1940): According to this hypothesis all the human beings have born with specific qualities which make them a unique personality. These qualities include values, moral character, sense of humor, intelligence

has been studied in depth considering varying characteristics and many factors. This study explains the relationship of emotional intelligence and leadership in learning organization. Researchers have concluded that higher emotional intelligence is the basic foundation of strong leadership. In this research we have considered three driving factors, i.e. self-confidence, self-awareness and self-motivation. Our study is descriptive in nature and we will use quantitative tools for our research. In a learning

Organization Culture and Leadership Analysis Using Sociology Paradigm Introduction This study has described the organizational culture and leadership of my company. I analysis my company adopt the?functionalism Paradigm, which is one of the major theoretical perspectives in sociology. See below is sociological paradigm. This paradigm developed by Burrell and Morgan classifies sociological theories along the two orthogonal dimensions of regulation vs. change and subjectivity vs. objectivity

Theoretical Framework This study is postulated on the theories, concepts and principles regarding on Workplace Bullying and its impact on employees productivity and performance. According to Einarsen’s conceptual framework Model (see Figure 1) of the nature and cause of workplace bullying (Einarsen 2003; as cited in Einarsen, 2005), three elements can describe the causes of workplace bullying: individual, social and organizational. Hoel and Stalin (2003; as cited in Lewis, 2004) suggested that there

The Authentic Leadership Questionnaire (ALQ) has helped to suggest that Authentic Leadership leads to increased organizational citizenship and individual satisfaction (Northouse, 2016, p.218). Another measurement survey is the Multifactor Leadership Questionnaire (MLQ) suggests that charisma and motivation have the most positive effects and that individualized consideration

David et al(2007) “Towards a model of human resource solutions for achieving intergenerational interaction in organisations” the authors have focused on a human intervention model towards achieving a cooperative generational interface. The model outlines four separate stages in generational group interaction. At the core lies the organisation, within which different generational groups co-exist. In order to explore generational interaction, the present paper draws upon Park’s (1950) race relations

The 11 C’s are character, charisma, conscience, conviction, courage, communication, compassion, commitment, consistency, consideration and contribution. The leadership codes are strategists, executors, talent managers and human capital developers. In his paper, he also includes some questions asked by the leaders from several organizations that are interested in his concept. The questions are asked and answered during the ILA webinar. From the paper, he mentions that to become

The stress provided by the work environment is often reflected in the form of physical turmoil, psychological illness, and reduced social interaction. Studies on the effect of different environmental stressors on people indicate that they can impact people’s behavior, mood, cognitive function, physical health, and/or psychological well-being. Coping is an important aspect of dealing with stress. Development