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
