Learning Objectives
- is the field of study that draws on theory, methods, and principles from various disciplines to learn about individuals' perceptions, values, learning capacities, and actions while working in groups and within the organization and to analyze the external environment's effect on the organization and its human resources, missions, objectives, and strategies.
Contingency Approach
- believes that there's no one best way to manage in every situation and managers must find different ways that fit different situations.
Managing Workplace Behavior in Philippines and in Germany:
In the Philippines the business set up is hierarchical. Filipinos avoid behaviors that would make either party lose face. This leads to an indirect communication style, so carefully watch facial expressions and body language. This is a country where a smile may mean many different things, not all of them positive.As in other hierarchical societies, managers may take a somewhat paternalistic attitude to their employees. They may demonstrate a concern for employees that goes beyond the workplace and strictly professional concerns.
While in the Germany the business set up is extremely formal. German businesspeople have deep-seated rules and regulations. This is a formal culture that believes time is money. Relationships are clearly defined, which intimates the type of communication and behaviors expected.
Germans like working in teams and collaborate quite well across hierarchical lines. The communication within a team is generally quite collegial, albeit somewhat direct and blunt. Role allocation within the team is generally quite clearly defined and people will take greater responsibility for their specific task than for the group as a whole.
Approaches to Effectiveness:
Goal approach-
is the oldest and most widely used evaluation approach.It emphasizes the central role of goal achievement as a extension for assessing effectiveness . It reflects purposefulness, rationality, and achievement.System theory approach -
is a group of elements that individually establish relationship with each other and that interact with their environment both as individuals and as collective.
The multiple-constituency (MC) approach-
it means that achieving balance among the various parts of the system by satisfying the interests of the organization's constituency.It ought to arrange environmental conditions so that employees or members of organizations can make decisions on how they make a safe and sound outcomes in smooth flow of activities.
Environmental forces that initiates changes to Organizations:
The change process is driven by top-quality leaders who exert a lasting influence on the changes being made. These leaders establish direction; align people with their vision; and inspire people to overcome political, personal, and bureaucratic barriers to change. In all industries, a standard of continuous improvement and learning is becoming the norm around the world.
Organizational Culture
- is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations.
- is what the employees perceive and how this perception creates a pattern of beliefs, values, and expectations.
Difference in how some employees talk about positive culture and negative culture:
Every organization has a culture. Some are more positive than others. Schools and religious organizations have fairly positive and stimulating cultures. Even gangs have cultures that, while positive to their members, are generally considered by the rest of society as negative.
Culture is the sum total of everything that has been and continues to be on going in an organization.Culture can clearly guide you and your employees to a better understanding of your goals, visions, and approaches to increased productivity, perhaps with the use of valuable technology.
The impact of an organization's culture on individual and team behavior:
Organizational culture involves shared expectations, values, and attitudes, it exerts influence on individuals, groups, and organizational process. Scientist use a variety of techniques and approaches to evaluate each of these elements and its impact on individuals, groups, and organizational efficiency and effectiveness.
"The behavior sciences," stated Gibson, Ivancevich, and Donnelly in Organizations: Behavior, Structure, Processes, "have provided the basic framework and principles for the field of organizational behavior. Each behavioral science discipline provides a slightly different focus, analytical framework, and theme for helping managers answer questions about themselves, nonmanagers, and environmental forces."
Spirituality
The term spirituality has found its way into the organizational literature. It is a state or experience that can provide individuals with direction or meaning, or provide feelings of understanding, support, inner wholeness, or connectedness.
The term spirituality has found its way into the organizational literature. It is a state or experience that can provide individuals with direction or meaning, or provide feelings of understanding, support, inner wholeness, or connectedness.
Connectedness can be to themselves, other people, nature, the universe, a god, or some other supernatural power.
This definition involves inner feelings, being connected to the work and to colleagues. Because work is such a major part of the lives of employees, organizational culture and practices can contribute to a person's spiritual development and growth. Research results suggests that the encouragement and support of spirituality in the work setting can contribute to creativity, honesty, trust, commitment, personal need satisfaction, and improved organizational effectiveness.
Socialization
- is the process by which organizations bring new employees into the culture. In terms of culture, socialization involves a transmittal of values, assumptions, and attitudes from older to newer employees.
- is the process by which organizations bring new employees into the culture. In terms of culture, socialization involves a transmittal of values, assumptions, and attitudes from older to newer employees.
There are three stages of socialization, namely Anticipatory socialization, Accommodation, and Role Management:
Anticipatory Socialization-
The first stage that involves all those activities the individual undertakes prior to entering the organization or to taking a different job in the same organization.The primary purpose of these activities is to acquire information about the new organization and/or new job.
- Recruitment using realistic job previews.
- Selection and placement using realistic career paths. Recruitment and selection and placement programs. Recruitment programs are directed toward new employees, those not know in the organization.
Accommodation -
The second stage of socialization occurs after the individual becomes a member of the organization, after he or she takes the job. During this stage, the individual sees the organization and the job for what they actually are.
Accommodation Socialization-
- Tailor-made and individualized orientation programs. These are seldom given attention they deserve. The first few days on a new job can have very strong negative or positive impacts on the new employee.
- Social as well as technical skills training. These are in invaluable in the breaking-in stage.Training programs are necessary to instruct new employees in proper techniques and to help them develop requisite skills.
- Supportive and accurate feedback. In the context of socialization, provides important feedback about how well the individual is getting along in the organization.
- Challenging work assignments. Assigning challenging work to new employees is a principal feature of effective socialization programs.
- Demanding but fair supervisors. Assigning demanding bosses is a practice that seems to have considerable promise for increasing the retention rate of employees.
Role Management-
In contrast to accommodation stage, which requires the individual to adjust to demands and expectations of the immediate work group, this stage takes on a broader set of issues and problems.
- Provision of professional counseling.
- Adaptive and flexible work assignments.
- Sincere person-oriented managers
TAKING IT TO THE NET:
TRADITIONAL ECONOMY VS NEW ECONOMY COMPANY
1. How much of each company's revenue and profit is generated outside its country of origin?
A.)SOFTWARE:
B .)AUTOMOBILE:
US$ 95.75 billion (2009)
US$ 109.02 billion (2009)HYUNDAI MOTOR COMPANY
Hyundai Motor Company offers a globally competitive and diverse product portfolio through its sales network; 6,000 of dealers and 24 overseas production and sales bases, in over 180 countries worldwide. Additionally, Hyundai continues to aggressively target overseas markets by establishing local production bases in key markets.
Efforts to actively respond to and deal with the demands of each market include the operation of second plants in the emerging markets of India, China, and the Czech Republic. The Hyundai Motor Company network will further expand with the Russia Plant scheduled to commence mass production in January 2011.
2. What does the code of ethics statement for each company say?
A.)SOFTWARE:
IBM COMPANY
The company values were updated to reflect three modern business, marketplace and employee views: "Dedication to every client's success", "Innovation that matters - for our company and for the world", "Trust and personal responsibility in all relationships".
In 2004, another Jam was conducted during which 52,000 employees exchanged best practices for 72 hours. They focused on finding actionable ideas to support implementation of the values previously identified. A new post-Jam Ratings event was developed to allow IBMers to select key ideas that support the values. The board of directors cited this Jam when awarding Palmisano a pay rise in the spring of 2005.
B.)AUTOMOBILE:
HYUNDAI MOTOR COMPANY
Based on a respect for human dignity, we make efforts to meet the expectations of all stakeholders including customers and business partners by building a constructive relationship amongst management, labor, executives and employees. Also, we focus on communicating our corporate values both internally and externally, and gaining confidence from all stakeholders.
3. What changes have they had to cope with in their people policies and product/service mix in the past decade?
A.)SOFTWARE
IBM COMPANY:
The company's Client division produces the flagship Windows OS line such as Windows 7; it also produces the Windows Live family of products and services. Server and Tools produces the server versions of Windows, such as Windows Server 2008 R2 as well as a set of development tools called Microsoft Visual Studio, Microsoft Silverlight, a web application framework, and Systems Management Server, a collection of tools providing remote-control abilities, patch management, software distribution and a hardware/software inventory. Other server products include: Microsoft SQL Server, a relational database management system, Microsoft Exchange Server, for certain business-oriented e-mail and scheduling features, Small Business Server, for messaging and other small business-oriented features; and Microsoft BizTalk Server, for business process management.HYUNDAI MOTOR COMPANY
Corporate social responsibility covers three areas: trust-based management, environmental management, and social contribution.
For trust-based management, we will focus on enhancement of labor relations, mutually beneficial cooperation with suppliers, ethics management, and transparent management. As for environmental management, we will proactively respond to global trends and regulations related to the environment.
For social contribution, we plan to enlarge our capacity and obtain expertise to effectively carry out global social contribution projects and participate in volunteering programs to contribute to development of local communities.
4. How effective are the firms? (Describe what basis you use to determine effectiveness?
For me the IBM COMPANY is one of the top software company because for them "Innovation that matters" that's why they are effective in the costumers because they can give the needs of their costumer. And their services are good and effective.
As well as HYUNDAI MOTOR COMPANY is also one of the top automobile company. They also make efforts to sustain or meet the expectations of their stockholders including their customer and business partner. And their services are good and effective.
5. Would you want to work for either of these firms? Why?
If i will be given a chance I'm very glad to work either of the firms, because both of the firm has a good code of ethics and the management give their trust to the employees to do things or make innovation to the company.
ONE OF THE BEST FIRMS:
America's Top Companies
If there's a theme to this year's ranking of the top-performing stocks in the Standard & Poor's 500-index, it is the belief that the economy is heading in the right direction, what you might call cautious economic optimism. Read the profiles that follow for 50 reasons for the upbeat mood.2. Edward Jones
The investment adviser weathered the recession without closing one of its 12,615 offices or laying off a single employee (the British division was sold in October). Salaries were frozen, but profit sharing continued.
2008 revenue ($ millions): 3,859
OFFSHORING:WHAT'S IT ALL ABOUT?
1.What do these three firms do? What services do they offer?
Wipro IT Business,
a division of Wipro Limited (NYSE:WIT), is amongst the largest global IT services, BPO and Product Engineering companies. In addition to the IT business, Wipro also has leadership position in niche market segments of consumer products and lighting solutions. The company has been listed since 1945 and started its technology business in 1980. Today, Wipro generates USD 6 billion (India GAAP figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the US.
Wipro makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services, 24/7. Wipro enables business results by being a ‘transformation catalyst’. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals.
Wipro makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services, 24/7. Wipro enables business results by being a ‘transformation catalyst’. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals.
Infosys defines, designs and delivers technology-enabled business solutions that help Global 2000 companies win in a Flat World. Infosys also provides a complete range of services by leveraging our domain and business expertise and strategic alliances with leading technology providers.
At TCS, we achieve real business results that allow you to transform, and not just maintain, your operations. Our IT services, business solutions and outsourcing bring you a level of certainty that no other competitor can match. You will experience your requirements being met on time, within budget and with high quality; greater efficiency and responsiveness to your business; and the ability to shift investment to strategic initiatives rather than tactical functions.
2. Which industries do they serve?
wipro
Industries:
3. How do these Indian outsourcing companies save from U.S. companies money?
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