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Organizational Culture Theory Research Paper

… Strong and good working relationships between the employees in a bureau are beneficial (Gormley 2008). The strong relationships ensure that there is competence and effectiveness in performance of the employees.

Political support is crucial for any bureaucracy to thrive. Political stability and support are the main determinant factor that will enable a bureaucracy to thrive in its activities. Political support enables the bureaucracy to work without any hurdles. This ensures that the bureaucracy works with ease. Political support enables the bureaucracy to receive help and assistance from politicians (Gormley 2008). Political interference is the main factor that leads to the collapse of bureaucracy. Negative working relations between a bureau and politicians are a negative factor that will make the bureau not to function accordingly.

Good…. [read more]

Organizational Change Theories the Termination Essay

… They cannot be compared to the military of the sixties which was a military establishment characterized by semi-mobilized citizens. American citizens have never been at ease with professional military (Shrader, 2006)

The developments that occurred after the Vietnam War are another significant area of change. The Marine Corps in this area seem to be exemplary just as with many features of defense in today's world. Corps was so disastrous in the 1970s. Abuse of drug and substance was at its peak, and there was no discipline. Incidents of violent racism were particularly rampant in 1970 (Hofman, 2010). The closure of many bases may bring isolation in the geographical and political arena. This means that they will be taken back to where they were prior to…. [read more]

Organizational Behavior Organization Change: Theory and Practice Research Paper

… Organizational Behavior

Organization Change: Theory and Practice

W. Warner Burke

Foundations for Organizational Science

Sage Production series, 2002

Evaluating the book Organization Change: Theory and Practice (Burke, 2002) from first a practical and secondarily from a theoretical standpoint is the intent of this review. The author's contention that the majority of efforts and strategies organizations put into place hoping to change end in failure is honest and refreshing. This also sets a more pragmatic tone to the entire book as the author quickly gets to the realistic aspects of what makes organizational change effective. The greatest crucible organizational change initiatives must pass through is the test of how permanent they become. This book provides a glimpse into both best and worst practices in managing change,…. [read more]

HRM Organizational Behavior, Theories Essay

… " (2007) In the rest of this section, I consider how the various high-performance work practices are logically consistent with the ideas from an organizational behavior perspective."(Pfeffer, 2007) Jangla (nd) states:" An organizational goal is the desired state of affairs." (nd) The framework of organizational behavior forms a construct upon which the entire organizational culture, mind-think, principles, mission, vision, goals and outcomes rests upon and this dictates the behavioral characteristics of the organization in such a manner that is spread throughout the various and diverse layers of the organization. For example, Wal-Mart has become a price leader by concentrating on the bottom line for the customer and the organization which is quite simply getting the most for the money or the biggest bang for the…. [read more]

Organizational Structures and Leadership Essay

… More effective services are provided to the patients as the staff is given freedom to work in their own way for the betterment of the patients.

3. Quick decisions are taken at any critical time as the problems are communicated immediately to the concerned person that leads to immediate solutions for the critical and important issues.

4. Highly motivated and dedicated staff exists because of the freedom given to them through the informal leadership style. People at my organization are happy and satisfied with their work and they perform their duties effectively and loyally.

The system of recruitment and promotion implemented at my organization is that the hiring is usually based on social preferences and personal relations. The people hired are usually those who come…. [read more]

Organization Behavior Management and Organizational Essay

… Performance bonuses, promotion to a higher job position, a 'well-done' note, 'employee of the year' award, appreciation in front of superiors and coworkers, etc. are some most effective motivational techniques managers use to motivate their subordinates (DuBrin 2009).

At Europcar Sydney International, Sohun motivates his team members through both monetary and non-monetary motivational techniques. He uses reward systems, bonuses, and lunch offers on regular basis for high performers while gives special attention to those who are unable to show desired results. For these low performers, Sohun arranges discussion sessions in which they are asked to present their views and feedback to their manager. He listens to their issues in a friendly manner and provides further guidance on their job tasks. This leadership persuades them to…. [read more]

Organizational Change Theory Article Review

… ' But by sharing information between the newspapers, a high level of quality is maintained that is mutually beneficial for all of the participants in the network.

Companies that thrive must also know what type of change is required by the market environment. While sometimes small, sustained changes can be beneficial, at other times companies must take radical efforts to outpace competitors, like the upstart contact lens company CIBA Vision, when it strove to challenge pharmaceutical behemoth Johnson & Johnson. It launched "six formal development projects, each focused on a revolutionary change. Four entailed new products, including daily disposables and extended-wear lenses, and two involved new manufacturing processes. In a controversial but necessary move, he [the CEO] canceled dozens of small R&D initiatives for conventional…. [read more]

Organizational Change the Burke-Litwin Model Essay

… This represents a significant barrier to change in the U.S. Army. The best way to initiate change in individual work groups to affect their climate is through changes to leadership of those groups, but also with changes in the systems and structures that govern how those groups operate. It also helps to have an impetus for change.

Thus, creating motivation is another important variable in the model with respect to instigating change in the U.S. Army. Primacy is given to the mission of the organization and the strategies it undertakes. Arguably, motivation for change will not exist until members of the organization see that the change supports the mission. Any change that is viewed as compromising the mission will be rejected, since the stakes (lives,…. [read more]

Organizational Behavior Case Study

… As stated above, the most important change brought by her was in the communication system of the facility. Open environment increased the communication between all people of the facility; including staff, leads, residents and their family members. She encouraged upward communication that opened ways for staff to openly express their problems with seniors.

Number of meetings was also increased for improving the communication culture. Monthly staff's meetings were changed to weekly meetings and residents meetings the frequency was also changed from three months to bi-monthly. The feedback on issues raised by people of facility was given through publishing and distribution of posters and newsletters. This satisfied facility people that their concerns are considered important and resolved.

Manager came up with a new mission and vision…. [read more]

Organizational Development and Change Essay

… ¶ … organizational change and development in the military organization. Globalization and the advancements in the modern technology has had an impact on the organizational structures and processes which means that the organizations need to respond to these changes by making adjustments and changes in their organizational models.

Murrell Kenneth in "New Century Organization Development" has mentioned the core components of the organizational development. There are five core components: Community, Spirit, Wisdom, Work and Transformation. The first two components are related to the emotional aspects of the organization. The "Spirit" of the organization has a lot to do with the development of the organization because it is something that sets up the mood in the organization. "Community" is the component of organizational development which gives…. [read more]

Theory Whether Formal, Every Group Research Paper

… ¶ … Theory

Whether formal, every group has a structure regardless of the nature of their activity or the length of time they have been together (Freeman, 1970). Whether the group is a large nonprofit organization, a multibillion dollar corporate empire, a community or grassroots organization, or a group of friends who get together on a regular basis to discuss politics and the weather, each is a structured entity whether formal or informal, with flexible or stringent rules and guidelines. What aids in the solidification of the group is the issuance of tasks and responsibilities, power and resources spread amongst the membership. The simple notion that a group of individuals with various talents have come together for a common cause makes it a group (Freeman,…. [read more]

Organizational Behavior Research Paper

… These kinds of ideas would not have been created, without the ability to allow employees to telecommute. This encouraged them to think outside of traditional boundaries and work with other organizations. The results are that the CEHMM is finding a host of solutions (utilizing this kind of approach). (Davis, 2012)

These virtual tools are allowing various stakeholders to effectively interact with each other. This has created a situation where everyone is willing to do more and share new ideas with stakeholders. When this took place, many of the various uses for the algae increased (leading to more benefits for various stakeholders). This means that different aspects of virtual organizations are augmented with traditional strategies. The consequences are that the organization is creating win -- win…. [read more]

Organizational Failure That Caused the Fall of Enron Term Paper

… Organizational Failure That Caused the Fall of Enron

The fall of Enron shook up the business society from its roots. This large magnate had been able to embezzle millions of dollars, to risk the savings of individuals and to jeopardize the stability of the firm -- and up until the end, to lie about it. A question is being posed relative to the possibility of organizational behavior theories to have predicted the fall, or at least to have explained it in the aftermath.

The specter of organizational theories is extremely vast and it basically includes efforts to explain the elements which impact the behavior of individuals and groups of individuals within an organizational climate. In other words, "organizational behavior (OB) is the study and application…. [read more]

Organization Behavior "Performance Management Essay

… In order to fill the gap between training and development needs and the organizational requirements, the Management must institute an effective people performance management system for all categories of its workforce (Boselie, Dietz, & Boon 2005).

Goal Setting:

Managers are assigned different short-term and long-term targets which they have to achieve through their subordinates within specified deadlines and allocated resources. In order to accomplish these targets in an effective and efficient fashion, the managers need to get the work done through their subordinates in a well-organized fashion. The Performance Management model by Michael Armstrong gives a special focus on goal setting for the achievement of organizational objectives in a cost-efficient way. Armstrong believes that managers can divide their big targets into small targets and assign…. [read more]

Organizational Behavior Q's Classical Theory Is Concerned Thesis

… Organizational Behavior Q's

Classical theory is concerned primarily -- perhaps even solely -- with the organization of work, employees, and resources in a way that maximizes efficiency and thus profitability. Max Weber was one of the progenitors of this theory; he saw society as a whole as an organized structure with constituent parts in constant communication and adjustment with each other; this is primarily how this theory views business organizations as well. Behavioral theory, in contrast, asserts that certain learnable behavioral traits, especially in leaders, determine motivation and productivity. This theory places the burden of profitability on individual behaviors rather than on overall organizational structure (though neither individual behavior nor organizational structure are necessarily excluded from consideration by either theory; it is more a matter…. [read more]

Timeline of Organizations Difference Between Mechanistic and Organic Essay

… ¶ … Organizations

The first prominent theory in the history of modern management studies was that of scientific management, as espoused by Frederick Taylor. Taylor was attempting to render human beings as productive as possible in a scientific fashion. Workers were treated like cogs in a machine. Managers would "scientifically select, train, and develop each worker rather than passively leaving them [the workers] to train themselves" (Frederick Taylor and scientific management, 2013, Net MBA). Worker input was viewed with hostility, and the main obligation of workers was to be as productive as possible and to make as many objects as possible for consumers. Taylor took a highly mechanistic view of organizational development.

Gradually, the field of management began to give greater consideration to the question…. [read more]

Organizational Theory #2 What Core Essay

… Revolutionary change, therefore, can often mean providing something new to customers.

Three ways to implement revolutionary change are reengineering, restructuring, and innovation (Jones, 2010). Reengineering involves the fundamental rethinking and radical redesign of business processes to achieve improvements in critical measures of performance such as cost, quality, service and speed. Restructuring is a process by which managers change task and authority relationships and redesign organizational structure and culture to improve organizational effectiveness. It can involve tactics such as downsizing or leveraging technology to improve performance. Innovation is the process by which an organization uses its skills and resource to develop new goods and services or to develop new production and operating systems to better respond to the needs of customers. Innovation is one of the…. [read more]

Organizational Management Southwest Airlines Term Paper

… Organizational Management

Southwest Airlines was started in Texas and began flights in June of 1971, with three Boeing 737 aircraft. It served the three cities of Houston, Dallas, and San Antonio. "Today, Southwest operates more than 550 Boeing 737 aircraft among 72 cities. Southwest topped the monthly domestic originating passenger rankings for the first time in May of 2003. Yearend results for 2010 saw Southwest's thirty eighth year of being profitable. Southwest became a major airline in 1989 when it surpassed the billion-dollar revenue mark" (About the Company, 2011). Southwest is the United States' most triumphant low fare, high-frequency, passenger carrier. Southwest operates more than three thousand flights every day and is the largest U.S. carrier in terms of passengers hauled. In May of 2011,…. [read more]

Organizational Diagnosis Burke and Litwin Model Essay

… Organizational Diagnosis

Burke & Litwin Model

There is a linkage that has been suggested by the Burke & Litwin Model or the Causal Model of Organizational Performance and Change. Hypothesis has been given by this link on how the external and the internal factors can and do effect the performance. A framework has been provided by this model which helps in the assessment of environmental and organizational dimensions which are very important in order to being about a successful change. This framework also helps in understanding how these environmental and organizational dimensions should be linked together in a casual manner that would enable a change in the performance as well.

The things that have been found and understood from research and theory have been linked…. [read more]

Organizational Behavior Joe Salatino (Revision) Case Study

… The other theory is the operant condition, where the individual learn and adopt voluntary behavior. The implications and influence of the theory to the surroundings made voluntary behavior to be referred to as operants (Hellriegel & Slocum, 2007, pg 98). Managers can influence this behavior due to the availability of consequences. For instance, if Joe increased the salary abruptly, then most of the employees would change their behavior, because of motivation. The consequence of work is pay. This is a tool most managers use to change the employee's behavior.

The last and most commonly used theory is the social learning theory. This was the theory to be implemented by Joe to help govern his company. According to the theory, people observe others and tend to…. [read more]

Organizational Behavior Theories and Advance Practices Essay

… Multiunit enterprises receive a surprisingly small amount of scholarly attention considering their significant effects on corporations. According to David a. Garvin and Lynne C. Levesque, a multiunit enterprise is "a geographically dispersed organization built from standard units (stores, restaurants, or branches) that are aggregated into larger geographic groupings (districts, regions, and divisions)."

This organizational structure has become increasingly common across many different industries.

The multiunit enterprise has and will continue to have many ramifications on operational efficiency, corporate strategy, and management structure. Garvin and Levesque mention consistency and customization as the two major challenges. Thesis:


Consistency - Multiunit enterprises can encounter consistency issues because they consist of numerous and distant units. The disparate nature of the units makes implementation difficult because of communication barriers…. [read more]

Organizational Development Term Paper

… Organizational development theory has always been a multifaceted discipline, incorporating not only business theory but "a wide range of theoretical influences including social psychology, group dynamics, psychotherapy, industrial- organizational psychology, participative management, and sociology" (Church & Jamieson, 2014: 2). Today, organizational development has been profoundly affected by globalization and changes in technology. The reading identifies three different perspectives on the change as traditional, pragmatic, and scholarly (Cummings & Worley, 2010: 693). Traditionalists stress the need for organizations to emphasize employees having a better work-life balance and humanistic values such as diversity, spirituality, and self-actualization (Cummings & Worley, 2010: 693). Supporting the organization requires supporting the humanity of employees. In stark contrast, the pragmatic trend emphasizes enhancing employee effectiveness by setting performance outcomes and work processes…. [read more]

Organizational Change in the Public Capstone Project

… These eight factors affect the outcome of results of change organizational levels during the change process.

This discussion also considers each factor as potentially leading to the successful implementation of change or improving implementation process. Conclusively, in spite of what some researchers might view as the coherent nature of these determinants and suggestions (Saarinen & Tinnila, 2002).

Factor 1: Need for change

It is the role of managerial leaders to authenticate and convincingly address the need for change. Research shows that the discharge of intended change usually requires that leaders confirm the need for change and plead with other members of the organization and significant external stakeholders that it is indispensable (Richards & Rodrigues, 1993; Middlemist & Hitt, 1988, Walters, 1990; Abramson & Paul, 2001).…. [read more]

Organizational Behaviour This Report Focuses Essay

… These values determine to a great level how individual put their psychological energies into action. The outcomes of these can either be negative or positive (Dean, 2011). Further, they can advance beyond the group level and affect the relationship between different groups in organizations. The correlation between these values and those instituted at the corporate levels of the organization, to a large extent determine how operations are accomplished within the workplace and how goals are achieved within the same. In light of such group dynamics, managers within organizations are required to put into consideration certain factors in order to oversee and facilitate group performance. Different approaches can be used by management in achieving this end. These include actions like, the establishment of appropriate communication channels,…. [read more]

Organization Behavior Contemporary Issues Essay

… Similarly, the second approach, "Participation and Involvement" discusses the importance of employees' role in the organizational development and innovation process. By following this approach, organizations can not only bring the required change effectively, but can also improve the level of motivation and commitment of their employees. Further, the managers can improve the skills and capabilities of their subordinates through facilitation and support in the change management process. These new skills can also help them in the long run in their day-to-day tasks. The fifth change approach, "Negotiation and Agreement" is also effective when organizations give equal importance to their change strategy as well as to their industrial relations.


Converse to these strengths of the model, there are certain weaknesses which resist organizations to follow…. [read more]

Organizational Structure Essay

… Daly can then layout his plans as far as goals and objectives of the corporation. These meetings will have to have norms that support the sales force and assures there is no backlash for speaking out. The meeting should be made up of corporate leadership, salespeople, managers, administrators, members from each department. Following the organizational meeting. Daly will have to communicate to each layer of management his strategic direction concerning their operative goals and objectives that correlate the corporate direction (Ingbretson, 2012). Following those meetings, each manager or supervisor can then meet with their individual sales teams and other workers to share the required processes and tasks required to meet the departmental goals. In this way all ideas have an opportunity to be heard and…. [read more]

Organizational Change and Development Essay

… Organizational Change and Development

The critical enterprise consists, ideally, of three aspects: (1) explanation and critique of current systems and the historical currents that have given rise to them, (2) an alternative vision of organizations and society that resolves the problems and oppressions in the current systems, and (3) an account of how one moves from the current system to the envisioned one, either naturally or through planned change. Critical research on organizations has generally been weakest in terms of this third aspect. No doubt this is due, in large part, to the Sisyphean tasks of explaining the subtle and often hidden means of control that pre- serve current systems and going beyond them to en- vision alternatives that are exceptionally difficult to distill and…. [read more]

Organizational Culture Essay

… Organizational Culture

In order to analyze and look at the company focus regarding its organizational culture, we must first understand what is meant by organizational culture. Schein (1985)

describes organizational culture as "a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that have worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems."

In a simpler description, organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express…. [read more]

Organizational Analysis of Family Farms When Family-Run Thesis

… Organizational Analysis of Family Farms

When family-run businesses such as organic farms succeed they do so because the organizational culture of both family and business are similar.

There are a number of different ways of using the tenets of organizational theory to understand how organizational culture both differs from corporate culture and produces financial success.

Key Points

* Corporate culture is imposed from above.

* Organizational structure is created organically from within.

* Organizations are held together by "push" factors as well as pulled apart by centrifugal forces.

Organizational theory tends to overlook the specific and particular ways in which family-based businesses are constructed and in particular how organizational culture helps these businesses succeed.

Organizational Theory and the Family Business

There are two different perspectives…. [read more]

Organizational Behavior the Basic Objective Research Paper

… Organizational Behavior

The basic objective of this project is to describe and analyze the organizational structure of Foresight Technologies Co -- a fictional company, as well as to investigate whether this organizational structure is directed towards achievement of the organizational goals. In addition, this project also aims to suggest appropriate recommendations to the organizational structure which would further facilitate the realization of the organizational goals and lead to increased control, efficiency and calculability. The write-up begins with an overview of the organization, i.e. its inception, location, size, etc. followed by the organizational structure, an overview of departments, its work functions, communication, organizational mission, goals, objectives, etc. And the organizational culture in the company. This is followed by identification of the organizational contingencies and its "fit"…. [read more]

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