Organizational Effectiveness
Employee Satisfaction, Employee Engagement and Organizational Culture
It has been stated by Vance (2006) that personnel committed to the company and absorbed in their jobs offer corporations critical competitive advantages; these include decreased workforce turnover and increased productivity. Commitment and engagement are clearly able to potentially bring about valuable business outcomes for a firm. But what does the term engagement imply? Personnel engagement implies that company workers are proud of their company and satisfied with the role they have been accorded in it. Personnel satisfaction or engagement may further refer to how far individuals believe in, and enjoy, their jobs, as well as how far they feel the management of their firm values their contribution and efforts. With increase in engagement of employees, their likelihood to make special efforts for the company's benefit and deliver superior job performance will increase. Moreover, an engaged workforce tends to remain with the company;…...
mlaReferences
Management Sciences for Health. (2012). Designing and Implementing Training Programs. Retrieved February 5, 2016, from World Health Organization: www.apps.who.int/medicinedocs/
Vance, R. J. (2006). Employee Engagement and Committment. Virginia: Society for Human Resource Management (SHRM).
External and Internal ecruitment Procedures/Methods
To operate effectively, and thus remain in business, an organization must have in place an able, motivated, and competent staff. Indeed, it has been stated in some quarters that human resources are the most valuable organizational assets. I wouldn't agree more. To ensure that they have the right staff to advance their agenda and achieve their objectives, organizations routinely seek to bring on board the most capable employees. This they do by engaging in an often complex and lengthy recruitment process. Essentially, recruitment could be categorized into two, i.e. internal recruitment and external recruitment. Both approaches to recruitment have their own unique advantages and disadvantages. In brief, external recruitment, according to Schermerhorn (2010, p. 293) "seeks job applicants from outside the organization," while internal recruitment, as the author further points out, "seeks job applicants from inside the organization."
It is important to note that today, the relevance…...
mlaReferences
Ferreirra, E.J., Erasmus, A.W. & Groenewals, D. (2010). Administrative Management (2nd ed.). Cape Town, South Africa: Juta and Company.
Griffin, R. & Moorhead, G. (2009). Organizational Behavior: Managing People and Organizations (9th ed.). Mason, OH: Cengage Learning.
Hubbard, E. (2004). The Managers Guide to Diversity Management. Amherst, Massachusetts: Human Resource Development Press, Inc.
Leviticus, J. (2014). Why is Diversity in the Workplace Important to Employees? Retrieved from http://everydaylife.globalpost.com/diversity-workplace-important-employees-25453.html
Environment Affects Organizational Effectiveness
To achieve an ethical institution, individuals must concentrate as much on institutional culture as on individual behavior. When individuals focus on these two, they will find that culture is created by two processed the establishment of institutional values and the implementation of those values. This study focuses on the role of the environment in shaping the organizational culture.
A number of ethical issues derive from vice, error and weakness. However, most of these stem from an institutional culture that promotes prudently or internal values at the expense of the ethical ones. In such a culture, good managers will make right decisions that are sometimes ethically problematic. This implies that they will make knowledgeable decisions, with strength of virtue and character, but those decisions will be unethical.
The environment in which an institution operates also shapes the cultural values, goals, norms and institutional beliefs. Therefore, because of such a…...
mlaReferences
Green, S. (2011). The would-be pioneer. Harvard Business Review. 89(4), 124-126. This article can be found in EBSCO.
Scarborough, J. (2011). The origins of cultural differences and their impact on management. Westport, Conn: Quorum Books.
Usunier, J.-C. (2008). International and cross-cultural management research. London: SAGE.
Some people also call this kind of leadership servant leadership, because of the way the leader makes himself more equal with the followers. Transactional leadership is more about giving orders that are expected to be followed, where transformational leadership is more about discussing ideas and finding ways that the organization can be changed for the better (ass & Avolio, 1994). There are times when transactional leadership is better, of course, depending on the type of organization. For most organizations, though, transformational leadership is the right way to go.
Another thing that ass and Avolio (1994) point out is that leaders who focus on transformational leadership keep their followers for a much longer period of time. They are in the game for the long-term, and because of that they are committed to changing the organization for the better overall. There may be some growing pains, but the level of trust that…...
mlaBibliography
Bass, B.M. And Avolio, B.J. (1994) Improving organizational effectiveness through transformational leadership. California: Sage Publications, Inc.
Bennis, W. (2003). On Becoming a Leader. Massachusetts: Perseus Publishing.
Strategy Order
Organizational Effectiveness & Strategy in Darden Restaurant Group
Darden Restaurant group is the world's largest company-owned and managed full-service restaurant company which includes Red Lobster, Olive Garden, Bahama Breeze, LongHorn Steakhouse, Seasons 52, and The Capital Grille. Since 1995, Darden Restaurant Incorporation has been in operation, and the name Darden came from illiam Darden when he found and opened their first Red Lobster, which is a seafood restaurant, in Lakeland Florida 43 years ago. After being acquired by General Mills for many years, Darden decided to be a separate publicly held company, and the company went from six restaurants in 1970 to approximately 680 restaurants in North America by the end of 2008 (Richmond, 2008, pp. 1-57). Furthermore, in order to stay aggressive and on top in the food industry, Darden uses operational effectiveness and strategies in order to be a strong contender as they are.
After reviewing the 2010…...
mlaWorks Cited
Darden (2010), Supplier diversity. Available from [Accessed: July 24, 2011].http://www.darden.com/diversity/supplier.asp
Lockyer, S. (2007), Darden could become franchisor via buyout. Restaurant news. Available from [Accessed: July 23, 2011].http://www.nrn.com/article/darden-could-become-frachisor-buyout
Macleod, D.S. (2010). "North america's biggest buyer of lobster looks to grow their own," Maine Observer, July 14, p.1. Available from http://thehaul.maineobserver.net/2010/07/14/north-americas-biggest-buyer-of-lobster-looks-to-grow-their-own/
Richmond, B. (2008), Darden restaurants inc: Form 10-k. Edgar Online. Available from: [Accessed: July 23, 2011].http://files.shareholder.com/downloads/DRI/0x0x270699/fl5f373d-3786-4c56-a11f-d0f5c36cbfdd/DRI_2008-10-K.pdf
Human esources -- Performance Management and Organizational Effectiveness
The LAMP framework developed by John W. Boudreau is ideal for the development, implementation and evaluation of a performance management system in a China-based U.S.-China joint venture whose employees are predominantly Chinese nationals. Focusing on impact, effectiveness and efficiency, the LAMP method of "decision science" uses the tools of Logic, Analytics, Measures and Process to gauge talentship, and focuses on the most effective OI. In conjunction with this method, special leadership and feedback would be necessary in establishing this American-Chinese venture due to marked differences between Western and Chinese culture.
Body: Critical issues that need to be addressed in developing, implementing, and evaluating a performance management system in a China-based U.S.-China joint venture whose employees are predominantly Chinese nationals.
Development, implementation and evaluation of a performance management system in a China-based U.S.-China joint venture whose employees are predominantly Chinese nationals would greatly benefit from using…...
mlaReferences
Anonymous. (2011, January 10). Minimum wage law was only the first stage. Retrieved September 15, 2013 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/822883424
Boudreau, J.W. (2006). Talentship and HR measurement analysis: From ROI to strategic organizational change. Retrieved September 15, 2013 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/224361363
Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. Journal for Quality and Participation, 26(1), 17-22.
Magana, S., & Stai, B. (2011). Chinese compensation systems. Retrieved September 15, 2013 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/876966554
Human esources -- Performance Management and Organizational Effectiveness
Assess the strengths and weaknesses of the performance management system in your organization.
Starbucks Corporation, founded in 1971 in Seattle, Washington (Shahi, Omar, Aufschlager, Schmerling, & Gassner, 2007, p. 3), prides itself in its exemplary performance management system. The prototypical performance management system focuses on two functions: decision-making, in the form of "pay increases, promotions, transfers, assignments, reductions in force or other administrative H actions" (Pulakos, 2004, p. 3); and employee development, through guiding the "training, job experiences, mentoring and other developmental activities that employees will engage in to develop their capabilities" (Pulakos, 2004, p. 3). Using 360 Feedback Performance Appraisal provided by direct reports, employees (here called "partners"), coworkers, managers and customers (Starbucks Corporation, 2013; Lepsinger & Lucia, 1997), Starbucks' performance management system has many strengths but is also burdened with a few pronounced weaknesses.
In the decision-making function, Starbucks is strong in that…...
mlaReferences
Evans, E.M., & Hansen, A.K. (2010). Starbucks: Continual training - A needs-based analysis of training borrowed and transfer partners. Retrieved September 15, 2013 from www.akhansen.com Web site: http://www.akhansen.com/docs/StarbucksContTraining.pdf
Hammers, M. (2011, September 7). Starbucks is pleasing employees and pouring profits. Retrieved September 15, 2013 from www.workforce.com Web site: http://www.workforce.com/articles/starbucks-is-pleasing-employees-and-pouring-profits
Indeed. (2013). Starbucks. Retrieved September 15, 2013 from www.indeed.com Web site: http://www.indeed.com/cmp/Starbucks/reviews?start=20&lang=en
Indeed. (2013). Starbucks. Retrieved September 15, 2013 from www.indeed.com: http://www.indeed.com/cmp/Starbucks/reviews?start=80&lang=en
Leadership on Organization Effectiveness
MedShare is an organization engaged in the provision of health care services. ecently, the company gave me an appointment as the Chief Financial Officer to manage the organization's financial operations and lead it to a successful path. MedShare is the parent company of the subsidiary On-site Healthcare Facility that also owns www.onsite.com Domain. It is a global corporation with strong representation in leading markets throughout the United States. This is a Texas corporation with international headquarters in Texas. The business was organized in 2008. It has demonstrated itself as a top competitor in the healthcare industry since its inception. It made an initial public offering in 2009 and has proven to be a profitable business venture (Bass & Avolio, 2010). For this reason, investors were fast at purchasing stock and trusted the organization with their investments. MedShare services portfolio includes:
Cancer Services
II. Cardiothoracic Services
III. Children's Services
IV. Clinical…...
mlaReferences
Bass, B.M., & Avolio, B.J. (2010). Improving organizational effectiveness through transformational leadership. Thousand Oaks: Sage Publications.
Borkowski, N. (2009). Organizational behavior, theory, and design in health care. Sudbury, Mass: Jones and Bartlett Publishers.
Ginter, P.M., Duncan, W.J., & Swayne, L.E. (2013). Strategic management of health care organizations. San Francisco, CA: Jossey-Bass.
Krause, T.R., & Hidley, J.H. (2009). Taking the lead in patient safety: How healthcare leaders influence behavior and create culture. Hoboken, N.J: John Wiley & Sons.
Political leaders in charge of this decision will not take into consideration only the effects that a possible bailout might have on the automakers. They will take into consideration the macroeconomic effects and challenges that are expected to emerge in case the bailout is approved.
The symbolic frame probably has the least importance regarding this subject. In case the bailout will not be approved, the cultural or symbolic aspects related to the big automakers affected by this situation will not have the strength to clarify the situation.
2. The important lesson provided by the organizational behavior consists in improving organizational effectiveness. This lesson should be important for all the managers or aspiring managers and it should always be taken into consideration when deciding upon important aspects that affect the organization in case.
Effectiveness and efficiency must characterize all types of organizations, private, profits oriented ones, but non-profit and governmental organizations also. The…...
mlaReference List
1. U.S. Automakers Bailout - a Bridge to Bankruptcy or a Road to Salvation. Saving to Invest. Retrieved December 12, 2008 at http://www.savingtoinvest.com/2008/11/us-automakers-bailout-bridge-to.html .
A second change that has occurred and will continue to transform is that, regardless of the motivation, many employers have begun to experiment with flextime, telecommuting, and voluntary reduced-load work arrangements to give employees more discretion and personal flexibility in how they integrate work demands with other life roles such as family, community, and leisure. This increase in flexible work arrangements has further blurred the boundaries between work and home for many employees. Effectively switching and managing multiple work and non-work roles has never been more complex. Findings from individual, family, and organizational perspectives are mixed in terms of the success and social acceptance of alternative work arrangements (Kossek & Lambert, 2005, p. 6)
Though the criminal justice system is known for what they do and have been around for centuries, it is important to note that every organization has a plan, a vision, and successful mixed with failures. This is…...
mlaReferences
Kossek, E.E. & Lambert, S.J. (Eds.). (2005). Work and Life Integration: Organizational, Cultural, and Individual Perspectives. Mahwah, NJ: Lawrence Erlbaum Associates.
Miner, J.B. (2002). Organizational Behavior: Foundations, Theories, and Analyses. New York: Oxford University Press.
Sims, R.R. (1994). Ethics and Organizational Decision Making: A Call for Renewal. Westport, CT: Quorum Books.
Sims, R.R. (2002). Managing Organizational Behavior. Westport, CT: Quorum Books.
Organizational Behavior
Terminology and Concepts
American companies have suffered in recent years. In their efforts to reduce cost, restructuring and downsizing have affected almost every organization either directly or indirectly. These attempts to 'right the ship' so to speak will cause problems for these organizations in the terms of their ability to perform in the long-term. Organizational behavior has been cast aside in too many areas which entails that these companies have shown poor leadership by trying to capitalize on technological breakthroughs as opposed to building the human resource aspects of their businesses. This paper is a summary of some organizational behavior concepts and terminologies that are affected by the quest for profits. Through readings, articles, and my personal experiences, I have summarized what I feel can be construed as organizational behavior, culture, diversity, communication, effectiveness, efficiency and learning. I have been blessed by the fact that I hold a position that…...
Organizational Theory #2
What core competences give an organization competitive advantage? What are examples of an organization's functional-level strategies?
Core competencies are those capabilities that are critical to a business achieving a competitive advantage in the marketplace. Typically, core competencies can be identified by certain common characteristics -- offering a benefit to the customer, difficult to imitate, uniquely identify the organization and easily leveraged to create many products or operate in many markets (Kern, 2010). The organization that is best able to use its resources to create value is in an ideal position to outperform the competition, thus creating advantage (Jones, 2010). Core competencies tend to change in response to changes in the environment. They are flexible, evolve over time and enable the company to enter apparently different markets with a clear and distinctive brand proposition. Examples of core competencies include manufacturing, research and development, new technology or organizational design and change.…...
mlaReferences
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Terry, L.D., & Hoefer, R.A. (1995). Making politics and power respectable. Public Administration Review, 55(3), 298.
Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.
All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).
No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the company's interest first).
All…...
mlaReferences
Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Organizational Diagnosis of Palm
Palm Computing had reinvented the hand held computer market overnight with the line of PalmPilot and similar devices geared to the mobile gadget industry. According to Clancy (1999), "Palm Computing ultimately sold faster than the videocassette recorder, the color TV, the cell phone, even the personal computer that was its great-grandfather. Introduced in April 1996, within 18 months Palm Computing had shipped more than 1 million units of the handheld and some estimate there were 2 million Palm devices shipped in 1998 alone." (Clancy, 1999)
Such incredible demand for Palm Computing's products were a function of the brilliant and innovative management and design team that launched and built the company. The two prominent executives of the company, responsible for developing product and marketing, and product releases, were Jeff Hawkins and Donna Dubinsky.
According to Clancy (1999), "In Hawkins, Silicon Valley has one of its most independent, original thinkers. And…...
mlaReferences
Enderle R. (2010) "HP and Palm: The Explosion that Will Rock the Computer Industry"
Leadersphere (2008) "HR Intelligence Report -- Organizational Diagnostic Models -- A Review & Synthesis"
Niccolai J., Gohring N. (2010) "A Brief History of Palm" http://www.pcworld.com/article/195199/a_brief_history_of_palm.html
The personnel performance and human motivation components of the study of organizational behavior also date back to the late 19th and early 20th century work of theorists like Max Weber and to the 20th century works of Douglass McGregor and Abraham Maslow (George & Jones, 2008; NAU, 2010). Weber outlined the most productive breakdown of organizational hierarchies, elements of working groups, and the relationship between individual employees and their supervisors. McGregor and Maslow contributed psychological theories that identified specific factors that determine levels of personal commitment and satisfaction of individual employees within organizations (George & Jones, 2008; NAU, 2010).
The Importance of Organizational Behavior to Modern Business Management
Understanding organizational behavior in all of its applications is an essential requirement in modern business management (NAU, 2010; obbins & Judge, 2009). Naturally, the specific aspects of organizational behavior that are most important to individual business managers depend on the responsibilities of managers. At…...
mlaReferences
George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
National American University. (2008). Organizational Behavior Instructional Materials
Version 1.
I. Introduction
A. Hook: Open with a captivating statement or statistic about the significance of military and professional bearing.
B. Thesis statement: State the main argument of the essay, highlighting the importance of military and professional bearing in shaping individual conduct and organizational effectiveness.
II. Definition and Significance of Military and Professional Bearing
A. Military bearing:
1. Definition: Upright posture, disciplined demeanor, and respectful behavior expected of military personnel.
2. Significance: Instills discipline, fosters unit cohesion, and projects a professional image.
B. Professional bearing:
1. Definition: Conduct and demeanor that reflects high standards of ethics, competency, and accountability.
2. Significance: Enhances....
Unconscious Bias in Workplace Dynamics: A Thesis Study
Introduction
Unconscious bias, also known as implicit bias, refers to the automatic and unintentional attitudes or stereotypes that individuals hold about others based on their gender, race, ethnicity, religion, or other group affiliations. These biases can manifest in various forms, including discrimination, stereotyping, and microaggressions, and have a significant impact on workplace dynamics.
Impact on Workplace Dynamics
Recruitment and Hiring: Unconscious bias can influence hiring decisions, leading to underrepresentation of certain groups in the workplace. For example, studies have shown that biased language in job descriptions or resumes can lead to discrimination against qualified candidates.
....
1. The importance of mission and vision statements for a US Air Force Squadron and how it guides decision-making and operations.
2. The process of developing mission and vision statements for a US Air Force Squadron and the key considerations that need to be taken into account.
3. The role of leadership in communicating mission and vision statements to squadron members and ensuring alignment with organizational goals.
4. The impact of mission and vision statements on morale, motivation, and performance within a US Air Force Squadron.
5. The challenges and obstacles in developing mission and vision statements for a US Air Force Squadron and....
Essay Topic 1: The Interplay of Transformational and Transactional Leadership on Job Satisfaction
Explore the distinct characteristics of transformational and transactional leadership styles.
Examine how these styles interact to influence employee job satisfaction.
Discuss the mediating role of employee motivation, empowerment, and trust in shaping satisfaction levels.
Analyze empirical findings and provide examples of effective leadership practices that foster both job satisfaction and organizational performance.
Essay Topic 2: The Impact of Leadership Style on Job Satisfaction in Different Organizational Contexts
Investigate how the relationship between leadership style and job satisfaction varies across different organizational settings.
Consider factors such as industry, organizational....
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