responsibility of individual managers‚ and (c) able to motivate managers and employees to put in effort to attain selected goals desired by top management. 22-3 Motivation combines goal congruence and effort. Motivation is the desire to attain a selected goal specified by top management (the goal-congruence aspect) combined with the resulting pursuit of that goal (the effort aspect). 22-4 The chapter cites five benefits of decentralization: 1. Creates greater responsiveness to local needs
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)‚ International review of industrial & organizational research. Vol. 6‚ 283-357. New York: Wiley. 6. Edwards J.R. (1993). Problems with the use profile similarity indices in the study of congruence in organizational research. Personnel Psychology‚ 46‚ 641-665. 7. Edwards J.R. (1994). The study of congruence in organizational behaviour research: Critique and a proposed alteranative. Organizational Behaviour & Human Decision Processes‚ 58‚ 51-100. 8. Werbel‚ J.D.‚ & Gilliland‚ S.W. (1999). Person
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Introduction This essay asks us to examine the origins and influences which developed into Carl Rogers of Person-Centred Therapy (PCT) or Rogerian Counselling. We need to understand the theoretical constructs of this therapy and the underlying philosophical influences. We are asked to discuss how Rogers responds to the psychological disorders and how this approach might be helpful in treating these disorders. We need to consider the strengths and weaknesses of this type of therapy. Carl
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Evaluate the claim that Person-Centred Therapy offers the therapist all that he/she will need to treat clients. Introduction In this essay I will look at the claim that Person-Centred Therapy offers the therapist all that he/she will need to treat clients. Firstly‚ I will outline what Person-Centred therapy is and look at what its originator‚ Carl Rogers’‚ theories behind this approach are. I will then discuss some of the criticisms that have been made about Person-Centred Therapy‚ and weigh them
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Literature Review Introduction Through the inter-connection between change management‚ knowledge management and people management‚ the author believes you can look at‚ assess‚ and analyse organisational readiness and responsiveness to change. This will done through the narrative cyclical approach (FIGURE XX). All of this works together to answer the research question of‚ “Is there a framework/s that can be used to help organisations increase organisational readiness and responsiveness to change”
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Bibliography 16 Person-Organisation Fit Person-Organisation fit(P-O fit) is broadly defined as the compatibility between people and organisations (Kristof 1996); a compatibility of values and expectations between employee and employer. It is the congruence of an individual’s beliefs and values with the culture‚ norms‚ and values of an organization. Forms of P-O fit Kristof (1996) further explains - P-O Fit has three main forms. * The first is supplementary fit. It exists when the characteristics
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In this paper‚ I would argue that the best strategy for MEPD is new product development and innovation based on the current market environments and its unique technical capabilities. To support my argument‚ I would use Congruence Model to analyze the problems and advice solutions. Crucial Performance SMA has a strong technological capability in the invention and had been running at an average of 10% growth over the previous 10 years. As one of eight line division in SMA‚ MEPD developed unique
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Rogers’ Humanistic approach believed in the innate ability of individuals to find their way through their problems given the correct environment to do so. In order to do this successfully however‚ Rogers professed that three core conditions: empathy‚ congruence and understanding must exist. In the absence of one of these‚ positive personality change will not happen. This essay will explore in greater depth these three fundamentals and I will show how they are necessary‚ and can be applied practically
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similarities across groups. These values differences and similarities are important for both individuals and organizations. Value Congruence The similarity between individual and organizational values‚ between employees and their organizations has a significant effect on organizational commitment‚ employee work satisfaction and turnover. Individual Values Value congruence is important for allowing an individual to identify positively with the organization. One of the difficulties thoughtfully understands
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and experiencing a match between the real self and ideal self‚ is a fully functioning person (Ciccarelli and White 532). He also believed that for a person to achieve self-actualization they must be in a state of congruence. (McLeod) Roy and Moss are clearly not in a state of congruence; their ideal self (the perception of what they should be or would like to be) is different from their actual self (their actual perception of characteristics‚ traits‚ and abilities that form the basis of the striving
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