The Need for An Adequate Evaluation of Organization Behavior

As organizations truly affect almost every aspect of our daily lives, it is vital for us to understand the what, how and why of organizations (Buchanan Huczynski, 2010) . That is why an adequate evaluation of organizational behaviour is needed. This essay is going to analyse the application of a critical model of thinking to studying organizational behaviour. It is going to do so by first setting clear definitions of key terms, describing generally Taylorism, Fordism and Post-Fordism and then proceeding with analysis of different examples. These examples would relate to the above mentioned organizational behaviour theories and the relationships between them. As a result of the analysis a summary is to be drawn focusing on the value of†¦show more content†¦This led to lowered overall productivity and systematic underproduction. Hence, this provoked Taylor to develop scientific management. The principles behind Tayor’s management concept were based on the idea that wor kers put in the least amount of effort and that they are motivated solely by material gains. As a result, the theory implied that greater external control is needed for more productive operations. Furthermore, the theory basically built an instrumental view of human behaviour making the human factor a mere component in a machine (Morgan, 2006) . Taylor’s concept was considered a milestone in the development of management as it proposed a different, efficiency-orientated approach that relied on how work was organized. From his point of view surely it was the increased productivity, predictability and control of the system that made the idea better. H e himself states that if applied in a correct manner his methods would lead to far larger and better results (Taylor, 2007) . However, when the scientific management theory was applied the negative effects of the system manifested. Frederick Taylor was even called â€Å"enemy of the working man† because of the principles h e introduced (Morgan, 2006) . The separation between execution and conception and tightened control led to workers going to strike or leaving their jobs. Furthermore, the fact that the applied system presumed that workers had no otherShow MoreRelatedEffective Training Evaluations1600 Words   |  6 Pagesto new personnel. A training evaluation measures specific outcomes or criteria to determine the benefits of the program. In order to determine the effectiveness of the program an evaluation must be conducted. Companies invest in training because learning creates knowledge; often it is this knowledge that distinguishes successful companies and employees from those who are not. While there are various ways to evaluate the effectiveness of learning within an organization, most methods tend to fall somewhereRead MorePerformance Management : Effective And Efficient Planning1695 Words   |  7 Pagesthe organization’s goals and objectives as a parameter. It is a management succe ss tool that helps the employees, managers, and the organization to succeed. Performance management makes sure the organization gets what the employer expect from the employees (Mathis Jackson, 2012). Performance Management Theories. Performance management is important in any organization that there is no single globally accepted theory of performance management. Different scholars have opined the topic in their waysRead MorePerformance Apprasial969 Words   |  4 PagesPerformance appraisal is the day to day analysis of the employee’s performance and productivity in their respective job positions. Evaluation is usually done systematically and after a given period which in most cases done annually but this depend on the organization objectives. Several important factors are considered when drafting a performance appraisal; this includes the behavior of an individual, their achievements, strengths, and weaknesses. Data to be filled out in the performance appraisal is collectedRead MorePerformance Appraisal : Employee Evaluation Essay1125 Words   |  5 Pagesevaluating employee job performance. The employee evaluation consists of regular reviews at different intervals ever y six months or yearly reviews. The performance appraisal includes performance training, determining who will evaluate employee performance, evaluating job performance, and communicating results to employees. By conducting a performance evaluation, it can increase understanding of improving the problems that occur within the performance evaluations. In this research paper, it summarizes theRead More1.6:Challenges Of Procurement Practices . Soriede (2002)1609 Words   |  7 Pagescorruption, inadequate monitoring and evaluation of SCM, unethical behavior, and too much decentralization of the procurement system. a) Lack of Proper Knowledge, Skills and Capacity A good number of fresh university graduates were recruited and placed in charge of ensuring the proper functioning of the administrative structures within the ministry. Not much capacity building projects were put in place to enhance the human capital base of these organizations. The situation appeared worse in theRead MoreHuman Resource Departments : The Top Priority For Management1653 Words   |  7 Pagesrecruitment methods must be tailored for the open positions. Once the positions are filled, managing the new talent and bringing them into the fold is crucial. Corporate culture affects each employee and is affected by each employee. Executives need to understand this and communicate their requirements to their Human Resource Departments. Recruitment: Education and Experience â€Å"Organizational values and images are thus, communicated through publicity and advertising of variables such as salaryRead MorePerformance Management Process1588 Words   |  7 Pagesdefined as a systematic process utilized by companies or firms to enhance success by advancing the quality of performance of their staff. This involves the participation of all employees, whether on an individual or a team basis which promotes organization effectiveness in alignment with the organization’s goals. In order for performance management to be effective, there are six steps of the performance management process which must be carried out. These include: prerequisites, performance planningRead MoreTraining and Development Paper1159 Words   |  5 Pageshealth behavior of individuals and committees as well as living and working conditions that influence their health. Health education is the development of individual group, community, and systemic strategies to improve health knowledge, attitudes, skills, and behavior. Health education is a social science that draws from the biological, environmental, physical, and mental sciences to promote health and prevent disease disability and premature death through education driven voluntary behavior changeRead MoreThe Role Of Performance Appraisals On Compensation Decisions1599 Words   |  7 PagesThe Role of Performance Appraisals in Compensation Decisions The rise in the competitiveness of the ever-changing business environment has caused organizations to search for strategic ways to obtain and sustain a competitive advantage. Human resource managers can create competitive advantage for an organization by implementing effective performance appraisal systems, which properly compensate and incentivize employees. Incentivizing and compensating employees through an effective performance appraisalRead MoreOrganizational Behavior and Leadership Essay937 Words   |  4 Pagesforgiving. Which type of values are these? Instrumental values 2) Which theory is a reworking of Maslows need hierarchy and is better supported by additional research than is Maslows theory? ERG Theory 3) Which stage of the five-stage group development model is characterized by developing close relationships and cohesiveness? Norming 4) What defines a set of expected behavior patterns attributed to a person occupying a given position in a social unit? Group role 5) Which type of

The Atlanta Murders Of 1979â€1981, Sometimes Called The

The Atlanta murders of 1979–1981, sometimes called the Atlanta Child Murders (although several of the purported victims were adults), were a series of murders committed in the American city of Atlanta, Georgia, from the middle of 1979 until May 1981. Over the two-year period, at least 28 African-American children, adolescents and adults were killed. Wayne Williams, an Atlanta native who was 23 years old at the time of the last murder, was arrested for and convicted of two of the adult murders, and sentenced to two consecutive life terms. Police subsequently have attributed a number of the child murders to Williams and closed the cases, although he has not been tried or convicted in any of those cases. Police staked out a local river where†¦show more content†¦A witness said she saw Yusuf getting into a blue car before he disappeared. His body was found on November 8 in the abandoned E. P. Johnson elementary school by a school janitor who was looking for a place to uri nate. Bell s body was found clothed in the brown cut-off shorts he was last seen wearing, though they had a piece of masking tape stuck to them. He had been hit over the head twice and the cause of death was strangulation. Police did not immediately link his disappearance to the previous killings. On March 4, 1980, the first female victim, 12-year-old Angel Lenair, disappeared. She left her house around 4 pm, wearing a denim outfit, and was last seen at a friend s house watching the television program Sanford and Son. Lenair s body was found six days later, in a wooded vacant lot along Campbellton Road, wearing the same clothes in which she had left home. A pair of white panties that did not belong to Lenair were stuffed in her mouth, and her hands were bound with an electrical cord. The cause of death was strangulation. On March 11, one week after Lenair s disappearance, 11-year-old Jeffrey Mathis disappeared while on an errand for his mother. He was wearing gray jogging pants, brown shoes, and a white and green shirt. Months later a girl said she saw him get into a blue car with a light-skinned man and a dark-skinned man. The body of Jeffrey Mathis was found in a briar-covered patch of woodlands, 11Show MoreRelatedCoco Cola18335 Words   |  74 Pagesissues * 3.6.1  Vietnam * 3.7  Nazi Germany and World War II * 3.8  Investments and operations in apartheid South Africa * 3.9  The Bigio family case * 4  Employee issues * 4.1  Racial discrimination * 4.2  Bottling plant murders * 4.2.1  Guatemala * 4.2.2  Colombia * 4.2.3  SINALTRAINAL lawsuit * 4.3  Shareholder resolution attempt (2002) * 5  Boycotts and controversies * 5.1  Israel and the Middle East * 5.2  2010 Polish election campaignRead More Rastafarian79520 Words   |  319 Pagesreligions in so many other cultures. There is an immense social and cultural logic to the emergence of Rastafarianism, even as it is, like all other religions, shaped by mystery and pure faith. This work helps us to understand the complex and sometimes elusive truth of how religions grow and sustain themselves, but Edmonds realizes that models that have been used to explain other religious phenomenon dont always apply comfortably to the peculiar developments of Rastafarianism. For instance,Read MoreAlternative Dispute Resolution Mechanism21967 Words   |  88 Pagespsychological aspects that affect perceptions and communications. It outlines a range of strategies for and approaches to mediation, and the ethical problems that may arise. 1 1. INTRODUCTION AND OVERVIEW Alternative Dispute Resolution (ADR, sometimes also called â€Å"Appropriate Dispute Resolution†) is a general term, used to define a set of approaches and techniques aimed at resolving disputes in a non-confrontational way. It covers a broad spectrum of approaches, from party-to-party engagement in negotiationsRead MoreOrganisational Theory230255 Words   |  922 Pagesculture as means of control or vehicle for development. The book explores approaches to Organization Theory from its origins through to the most recent debates. We show how the different traditions of organizational theory are intertwined, sometimes in sympathy, sometimes with profound disagreement. Chapter One provides an extended introduction to the nature and complexity of Organization Theory. This provides a springboard to the exploration, in each of the following chapters, of a distinctive ‘epoch’Read MoreLogical Reasoning189930 Words   |  760 Pagesgorilla suit for a Halloween party, the first thing you do is search for the word Gorilla in the Yellow Pages of the telephone book, and the problem here is not that you used a telephone book instead of the Internet. High-quality reasoning is called logical reasoning or critical thinking. Logical reasoning skills can be learned and improved. It is not a case of Either youre naturally good at it or you’re not. Rather, every student is capable of reasoning well, and everyone is capable ofRead MoreOcd - Symptoms, Causes, Treatment131367 Words   |  526 Pagesrelatively new development in the theory and treatment of obsessive–compulsive disorders (OCD). The possibility that a greater emphasis on cognitive factors might enhance a behavioral account of OCD can be traced back to Carr (1974), McFall and Wollersheim (1979), Rachman and Hodgson (1980), and Salkovskis (1985). Behavior therapy in the form of exposure and response prevention (ERP), which emerged in the 1960s and 1970s, proved to be a highly effective treatment for many forms of OCD. Behavioral researchRead MoreProject Managment Case Studies214937 Words   |  860 Pagestrade shows? Because of the time required to develop new products [4-6 months], we sometimes have to rush into projects without having a good definition of what is required. When a customer at a trade show gives us an idea for a new product, we rush to get the project underway for introduction at the next trade show. We then go back to the customer and ask for more clarification and/or specifications. Sometimes we must work with the customer for months to get the information we need. I know thatRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 Pagesconsidered in the planning of developmental assignments in order to have promotable managers. Another cause of plateaus is related to developmental programs. Companies sometimes make inflexible decisions about which employees should continue in management development pro-grams or those who should be placed on a fast track. Sometimes, these decisions are based on performance during the early stages of an employee’s career. Further, the decision may be made in the manner of a single elimination tournamentRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesa graduate program in education at NYU. ROXY PECK is Associate Dean of the College of Science and Mathematics and Professor of Statistics at California Polytechnic State University, San Luis Obispo. Roxy has been on the faculty at Cal Poly since 1979, serving for six years as Chair of the Statistics Department before becoming Associate Dean. She received an M.S. in Mathematics and a Ph.D. in Applied Statistics from the University of California, Riverside. Roxy is nationally known in the area ofRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOthers Are Happy Than When They Are Sad 107 glOBalization! Should You Expect â€Å"Service with a Smile† All Around the World? 108 Self-Assessment Library What’s My Emotional Intelligence Score? 115 An Ethical Choice Schadenfreude 120 Point/Counterpoint Sometimes Blowing Your Top Is a Good Thing 122 Questions for Review 121 Experiential Exercise Who Can Catch a Liar? 123 Ethical Dilemma Happiness Coaches for Employees 123 Case Incident 1 Is It Okay to Cry at Work? 124 Case Incident 2 Can You Read Emotions

Database Design Draw Diagram

Questions: 1.Use the symbols as prescribed in your unit-textbook to draw the ER diagram for the above case study? 2.Provide assumptions and business rules relevant to your ERD? 3.Map your Entity Relationship diagram into relations and make sure that all the relations are in 3NF. Provide all the relations in the following format? Answers: The aim of this report is to present the conceptual model and logical design for the database for the CQMC. The ER Diagram The ER diagram is given below. It represents the conceptual data model diagram for the business process of CQMC. Assumptions and Business Rules The business rules are, Each patient can make more than one appointment. Each appointment is related to a patient. Each patient can have zero or more past medication history data. Each medical history is related to a patient. Each patient can have zero or more current medicine usage. Each current medicine usage record will be related to a patient. Each medicine can have more than one current medicine usages. Each current medicine usage record will be related to a medicine. Each general practitioner or GP can give reference to multiple patients. Each reference will be related to a patient. Each patient can have zero or more reference. Each reference will be for a patient. Each specialist can have multiple qualification. Each qualification can have multiple specialists. Each appointment will be for a specialist. Each specialist can have multiple appointments. Each appointment can have multiple consultation sessions. Each consultation session will be covered by an appointment. Each appointment can have multiple procedures. Each procedure can be a part of multiple individual appointments. Each reference is added to one or more consultation. Each consultation is related to a reference. Each appointment must have a payment. Each payment is related to an appointment. Some of the assumptions made for the ER diagram are listed as, The data about a general practitioner is collected only when he/she refers at least one patient to CQMC. Data about a medicine is stored even if no patient takes it. Data about qualification is recorded only when there is at least one specialist for that qualification. Data about a specialist is recorded only when there is at least one appointment for the specialist. Data about the produces are kept irrespective of its application on patients. All M:N relationships are broken down into multiple 1:M and 1:N relationships. Suitable primary keys and attributes are added to the ER diagram. Logical Design The relations in the logical design satisfying the conditions of 3NF, are listed as, GP (MPN, fullName, clinicAddress, contactNumber, email) MedicalHistory (patientID, date, surgeryDetails) foreign key (patientID) references Patient(patientID) Patient (patientID, fullName, geneder, dob, fullAddress, contactNumber, email, otherDetails) Medicine (medicineID, medicineName, usedFor) CurrentMedicine (medicineID, patientID, dosage, startDate) foreign key (medicineID) references Medicine(medicineID) foreign key (patientID) references Patient(patientID) Reference (MPN, patientID, referralReason, dateReferral) foreign key (patientID) references Patient(patientID) foreign key (MPN) references GP(MPN) Consultation (apptID, consultationDate, consultationTime, consultationDetails, consultationCharge, MPN, patientID, prescriptionDetails) foreign key (apptID) references Appointment(apptID) foreign key (patientID) references Reference(patientID) foreign key (MPN) references Reference (MPN) Qualification (qualificationID, qualificationTitle, qualificationDetails) Specialist (specialistID, specialistName, specialization, contactNumber, email, discount, reasonDiscount) SpecialistQualification (specialistID, qualificationID, dateCertification) foreign key (specialistID) references Specialist (specialistID) foreign key (qualificationID) references Qualification (qualificationID) Appointment (apptID, apptDate, apptTime, totalCharge, specialistID, patientID) foreign key (specialistID) references Specialist (specialistID) foreign key (patientID) references Patient(patientID) Procedure (procedureID, procedureTitle, procedureCharge, procedureDetails) AppointmentProcedure (apptID, procedureID, datePerformed) foreign key (apptID) references Appointment(apptID) foreign key (procedureID) references Procedure (procedureID) Payment (apptID, discount, billedAmount, datePayment) foreign key (apptID) references Appointment(apptID) References CORONEL, C. MORRIS, S. 2016. Database Systems: Design, Implementation, Management, Cengage Learning. HOFFER, J. A., VENKATARAMAN, R. TOPI, H. 2016. Modern Database Management, Pearson Education, Limited.

Organizational Behavior case free essay sample

Kara out of courtesy added her office boss as her facebook friend but soon her boss started to interfere in her personal life. Kara had to leave her job when her boss started manipulating her work hours through her personal information. Bullies, a common fact in elementary schools, have entered in workplaces too. Both male and female bosses bully their employees. Most of the time, the bullied employees either remain silent or leave their job. In these cases, coworkers are not helpful and often blame the victims thinking they deserve it. Sometimes bosses think bullying makes the employees to do their job more effectively and they think fear of being bullied motivate them to perform better. But actually it has the opposite effects. The bullied employees are less motivated to perform extra-role or citizenship behavior or speak positively about the organization. Question Answer Q. How does workplace bullying violate the rules of organizational justice? Answer: There are three main organizational justices such as Distributive Justice, Procedural Justice and Interactional Justice. We will write a custom essay sample on Organizational Behavior case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The theories of justices are created to make the workplace an effective and a pleasant place, where everyone treated as the same fairness. For instance: Interactional justice concerns fairness of how individuals treat one another not only when resources are distributed but in everyday interactions, as well. However, workplace bullying is the opposite side of interactional justice: Persistent, offensive, abusive, intimidating or insulting behaviors, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress Based upon theories we can say that workplace bullying violate the rules of organizational justice by avoiding interactional justice in organizations. Q. What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on employee’s self efficacy? If so, what might those effects be? Answer: Workplace bullying may reduce an employee’s esteem, safety and security, and self actualization according to Maslow’s Hierarchy of Needs. Workplace bullying can also affect one’s self efficacy. An employee with low self efficacy, when bullied, can experience a decline in their already low self efficacy which may decrease his/her need for achievement, need for power, and need for affiliation based on McClelland’s theory of needs. There are not too many people, which if they are being bullied would want to achieve a new position, attain power, or even want to belong to such a company where other employee’s are bullies. Q. If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? What strategies would be most effective? What strategies might be ineffective? What would you do if one of your colleagues was a victim of an abusive supervisor? Answer: If I were a victim of workplace bullying, I would first approach my bully and inform him/her of the inappropriate behavior. If the behavior continued and the bully was not management, then I would go to management and let them know there is a problem. If the bully was a part of management, I would seek help from the special groups in most companies that are dedicated to unfair behavior within the company. If the company had no such group, I would do the opposite of what the bully expects my reaction to be. I think going to the special group would be effective, but if there is no such group then going to management would be the next best thing. Retaliation and confrontation would not be effective strategies. There would be nothing worse than having workplace bullying turn into workplace violence. I would help a colleague who is or was victims of an abusive supervisor seek the necessary help in the most effective manner. Q. What factors do you believe contribute to workplace bullying? Are bullies a product of the situation, or are they flawed personalities? What situations and what personality factors might contribute to the presence of bullies? Answer: Insecurity, lack of confidence, and low self esteem are a few factors that could contribute to workplace bullying. Authoritarian personalities are driven by the fear of being weak and summarized them as people with a blind belief in authority and readiness to attack those who are regarded as weak or as socially acceptable as victims. An employee who may be insecure or threatened about loss of his/her position may resort to bullying. Within a negative social climate, low satisfaction with leadership was found to be an organizational feature strongly identified with bullying. An employee with low confidence and low self esteem may find an outlet to deal with these issues by bullying others. Bullies are both products of situation and flawed personalities. Bullying is the result of negative and stressful working environment. Sometimes the work is too much stressful for the bosses so they bully their subordinates to get rid of the stress and sometimes it is their twisted personality that contributes to the presence of workplace bullying.