Organizations need to manage employee stress that is directly related to technology by such means as offering stress-management seminars, allocating certain times of the day for relaxation, investing in ergonomic technology, and by judicious use of communications technologies. Preventing stress is far easier and cheaper than treating stress-related illnesses. Therefore, one of the trends in organizational behavior regarding the impact of technology on work-related stress is to improve the workspace by making it healthier and more ergonomic. In a workplace environment that contains potential health hazards related to technology, such as in a factory warehouse where machines create noise and fumes, the organization must keep abreast keep their employees informed about the ways to avoid physically stressing their body. A loud or polluted workplace can greatly increase stress levels on the job. Persons who have to drive all day long are exposed to stressors related to automotive technologies and cellular phone communications. Information technology impacts stress levels in office environments: the ergonomic design of computer work stations, the accessibility of office facilities, and the ease of use of software applications all have an impact on work-related stress. Therefore, in an office environment, increasing numbers of organizations are training their employees to stretch and take breaks to avoid repetitive stress problems from sitting at a computer all day. Outdated or poorly designed...
Organizations need to be willing to invest in necessary tools and materials that conform with the latest ergonomic trends and also need to be willing to upgrade software and hardware systems to reduce work-related stress. Installing good chairs in offices, flat panel monitors, and allowing employees to take frequent breaks is one way that organizations can help manage technology-related workplace stress. Remote offices can help some employees reduce work-related stress, so in some cases technology can actually reduce stress.
Organizational Behavior Managers are people who do things right, while leaders are people who do the right thing." -- Warren Bennis, Ph.D. "On Becoming a Leader." Since organizational behavior is the "study and application of knowledge about how people, individuals, and groups act in organizations," then to build an argument for or against this as a vital ingredient in the workforce, we need to look at a few of the theories
Organizational Behavior In 1984, the movie The Gods Must be Crazy depicted a Kalahari bushman who finds a Coca-Cola bottle that was discarded from an airplane into the desert. The bushman does not recognize the bottle or the brand, and the situation leads to all manner of confusion among the tribe, who try to decipher the meaning of the bottle. Such a story would be rather incomprehensible today, that there would
Organizational Behavior Power and influence are two critical aspects of the ways that people in organizations interrelate. Power is relatively simple -- it is about how you get what you want. Influence is trickier -- the text understands it as the reaction to power. The author discusses issues relating to obedience. The acceptance of authority is discussed, and the author proposes that there are four conditions that must be met in order
Organizational Behavior In the last few years, the safe disposal of radioactive and hazardous waste have been increasingly brought to the forefront. This is because the public is demanding that some kind of solution is provided for addressing these challenges over the long-term. The result is the creation of the Centers of Excellence for Hazardous Materials Management (CEHMM). This is a nonprofit that was founded to address these and other challenges
Organizational Behavior Date Here (Day, Month, Year) This paper explains the core concepts of organizational behavior in the view of the case study of president of Great Northern American, Joe Salatino. The paper first explains the importance of perceptions and the attributions formed on the basis of those perceptions by the people. It also highlights the appropriate learning theory which could be deployed by Joe Salatino effectively in dealing with his employees.
Organizational Behaviour This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and
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