Unit 3: Organisations and Behaviour Assignment 1 An organisation is defined as a clearly bounded group (or groups) of people interacting together to achieve a particular goal in a formally structured and co-coordinated way. A hierarchy organisation is when employees are ranked at various levels within the organisation‚ each level is one above the other. A tall hierarchical organisation has many levels and a flat hierarchical organisation will only have a few. Flat Hierarchy http://limkokwingmba
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Organisational Climate – An Indicator to Organisational Health and Performance By Berinder Singh Kullar Research Scholar – CMJ University‚ Shillong Under guidance of Dr Manjeet Kaur Kaushal CMJ University (Faculty of Management and Commerce) Introduction Organisations are distinguishable in many ways from each other in ways the employees feel‚ behave and work. The attitudes of employees vary in terms of their behavior towards their job‚ towards their co-workers‚ towards their customers
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The term organisational culture means many different things to many different people. Hofstede et al. (1990‚ p. 286) states that there is no consensus about the definition of organisational culture. In this essay‚ organisational culture will be discussed‚ focusing on defining and exploring it and how it impacts organisations. The essay will initially explore and discuss the constructs of organisational culture including the founder’s influence‚ the selection and socialisation processes that arise
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Organisational change: can an organisational culture be changed? Despite its ordered and steady foundation‚ organisational culture can be changed if it is guided by a comprehensive strategy. An organisations culture is founded by relatively stable characteristics‚ based deeply on values that are enforced by organisational practices. However‚ an organisational culture can be changed. This essay will aim to establish this and explain the measures which are involved in changing an organisational
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1.0 Introduction The aim of this report is to analyse two companies who have significantly different organisational structures. It will analyse the relationship between an organisations structure and culture and the effects on the business performance. Also the factors which influence an individual’s behaviour at work will be looked into. The two companies that will be focused on are: 1.1 British Telecom (BT) BT is a leading communications solutions provider serving customers throughout the
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ORGANISATIONS: BEHAVIOUR‚ STRUCTURE‚ PROCESSES PRESENTATION DATE: 06 / 05 / 2012 Table Of Contents: i) Abstract ii) Introduction iii) Job Responsibilities: Bank Manager iv) Key Personnel Description and Relationships a) Organization b) Tellers / Personal Bankers c) Customers - Existing / Potential d) Specialist Managers / Relationship Managers e) Summary v) Diagram: Branch Structure and Interdependencies
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ORGANISATIONAL BEHAVIOUR What is organisational behaviour? The study of human behaviour‚ attitudes and performance within an organisational setting; drawing on theory‚ methods and principles from such disciplines as psychology‚ sociology and cultural anthropology to learn about individual‚ groups and processes. Three different OB perspectives Macro-perspective; the big picture Micro-perspective; the smaller units Meso-perspective; integration and movement between macro and micros Three levels
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of blue-collar and white-collar employees of saree Amiot‚ C.E.‚ Terry‚ D.J.‚ Jimmieson‚ N.L. and Callan‚ V.J. (2006)‚ "A longitudinal investigation of coping processes during a merger: Implications for job Armenakis‚ A.‚ & Bedeian‚ A. (1999)‚ "Organisational change: a review of theory and research in the 1990s"‚ Journal of Management‚ Vol Armenakis‚ A. A.‚ Harris‚ S. G. and Mossholder‚ K. W. (1993)‚ "Creating readiness for organizational change"‚ Human Relations‚ Vol Armstrong-Stassen‚ M. (1997‚ August)
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Organisational Ethics Ethics is a system or code of moral standards of a particular person‚ group or profession. The operative word is ’system’. A ’system’ can be a set of facts‚ principles or rules arranged in an orderly form. When we make a decision we balance competing priorities‚ values and perceived obligations in order to make something better than it was. We can make things better by improving something good‚ making something less bad or reducing uncertainty. A good decision may not be
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judgment‚ so that people will have a greater chance to understand each other. This easy will study‚ the positive and negative impact of dialogue transforming in organisational cultures. The role of dialogue is to spread common values meanings that company wants its employees to follow all the employees should express their own interest. Organisational culture guides the behaviour of all employees in the organisation and also determines the things should be done. Each organisation has its own culture‚ which
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