WHY A MANAGER SHOULD‚ OR SHOULD NOT‚ BE CONSIDERED Why a Manager Should‚ or Should not‚ be considered a Stakeholder Stakeholders are those groups from whom the organization has voluntarily accepted benefits‚ and to whom the organization has therefore incurred obligations of fairness. Typically‚ this includes groups such as financiers‚ employees‚ customers‚ suppliers and local communities. I believe that managers should not be considered stakeholders. Managers should
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something much greater: consumers buy the whole concept (Slack‚ Chambers‚ Johnston‚ 2005). In terms of its elements‚ employees can be a weak or a strongest link in this service chain. Employees can influence the association a customer makes with a corporate brand‚ they act like an ambassadors of the organization even if they don’t have a direct contact with the customers: and the main aim of them is to build and maintain long-term relationships with loyal consumers (Davies‚ Chun‚ 2009). New marketing concept
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discuss the view that mechanistic and bureaucratic organisations will probably struggle to encourage organisational learning. The structure and learning perspectives of organisational analysis will be used as academic lenses to view and propel this discussion. Relevant theories will be applied to analyse my own organisational experiences (direct and indirect). Examples derived from case studies of organisational situations will be looked at so as to make the discussion more cohesive. To begin with definitions
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health and well-being of employees‚ and the relationship between workplaces and productivity. Research in diverse disciplines has shown the importance of a conducive work environment which supports employees to be effective at their job without compromising on their job satisfaction levels. A healthy work environment gives priority to work-life balance and comprises of leadership that values employees as key assets‚ employee participation‚ supportive supervision at all levels‚ job control‚ communication
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enviable position‚ SAS established a set of key values and goals that has clearly define the direction the company wants to go. This has catapulted them from the company’s humble begging 28 years ago with only seven employees‚ to a massive corporation with 200 offices in more than 50 countries and nearly 10 thousand employees. SAS Corporation’s key values are Employees Welfare‚ Empowerment and Loyalty. The corporation’s operational goal statement is to deliver superior software and services that
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What is organisational commitment? Explain the links between the various types of organisational commitment and job-related outcomes. Are committed employees necessarily more valuable to organisations than less committed employees? There are various definitions for the concept of organizational commitment but they all agree that it refers to a psychological state‚ which can be described as the bond or the attachment between an employee and their organization. McShane and Travaglione (2007:119)
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Introduction Motivation of employees at work is a subject widely discussed by human resources practioners. A plethora of potential benefits and importance of motivation in an organisation have been laid out and theories have often been used to vividly explain motivation. As such it is the aim of this essay to explain why it is important to motivate employees in an organisation with reference to Maslow’s Hierarchy of needs and McGregor’s theory X and Y of motivation. Definition of terms Motivation
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chapter‚ students should be able to: 1. Define organizational behavior (OB) 2. Describe what managers do 3. Explain the value of the systematic study of OB 4. List the major challenges and opportunities for managers to use OB concepts 5. Identify the contributions made by major behavioral science disciplines to OB 6. Describe why managers require a knowledge of OB 7. Explain the need for a contingency approach to the study of OB 8. Identify the three levels of analysis
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Assignment 1 – Part B – Organisational Theory Organisational design can be defined as achieving the organisation’s goals through changing and constructing the structure of that organisation (Robbins & Barnwell 2002). Organisational environment can be defined as the conditions that could potentially impact the organisation (Robbins & Barnwell 2002).The purpose of this essay is to explore and critically analyse British Petroleum (BP) from the modernist and symbolic interpretive perspectives. This
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UNDERSTANDING OUR RESPONSIBILITY REGARDING PERSONALLY IDENTIFIABLE INFORMATION IFSM 201 JULY 22‚ 2012 Abstract Anyone who uses computer technology today accepts the fact that their Personally Identifiable Information (PII) may or could be transmitted‚ collected‚ and used to benefit the one who receives that information. It is our responsibility to know what PII transmissions are being made available for public use over the web. Understanding all the aspects of PII and the approaches that are
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