Organizational Behavior PERSONAL LEARNIG PAPER ‘’Live as if you were to die tomorrow. Learn as if you were to live forever.’’- Mahatma Gandhi. In this Personal learning paper, I intend to discuss not the content of the course, but what I learnt by attending the classes – both about myself and about the subject. In the very beginning, the subject of Organizational Behaviour seemed to me an attempt to formalize, through theory and jargon, what is commonly known as ‘common sense’. In other point of
"Behavior is the mirror in which everyone shows their image. - Johann Wolfgang von Goethe Every productive company realizes that one of the most precious assets in the business is the people. "To hire and retain the best qualified people without considering race, color, religion, gender or age" (Boeing, 2006, p. 2) - Today organizations concentrate on continuous personnel development that is necessary to increase the value of its human capital. Organizational behavior is the influences that affect
This approach was pioneered by Fred Luthans in his research mapping positive behaviors in organizations known as the concept of positive organizational behavior (POB) (Bakker & Schaufeli, 2008; Luthans, 2002; Youssef & Luthans, 2007). In contrast to previous approaches, positive organizational behaviors have an orientation to the development of strengths and human resources and the development of measurable, open psychological capacity
fairness in organizational settings (Greenberg, 1990) the interpersonal treatment people receive as procedures are enacted (Bies & Moag, 1986). The precursor of organizational justice was laid down by Adams (1963). Recent studies view justice to safeguard a broader context. However the understanding of justice is known as in its “adolescent” stage (Miller & Daus, 2004). There are still many debates and inconsistencies in the literature concerning what number of dimensions organizational justice has
It is considered the most often researched organizational variable in the organizational behavior literature (Blau, 1999). It is also considered from central factors for understanding and managing organizational behavior because it has the potential to affect a wide range of behaviors in organizations (George and Jones, 2000). Locke (1976) conducted a review of job satisfaction and stated that more than 3,350 articles
Indeed, employees having skill, opportunity, knowledge, and desire to individually accomplish in an aspect that drives to collective organizational success and; thus, reveals an empowered organization. In this regard, the focus will to empower employees to enable them for direct, work and manage within the organization. Another interactive aspect in the empowerment of employees will be respectful environment and interactions that can enthusiastically engage them in healthier and productive scenario
identified by its unique culture. According to Needle (2004) organizational culture is the values, beliefs and principles of organizational members as a the result of the environmental factors the organization operates in. These factors include the history, the nature of markets they work in and the impact on the management according to the targets they have to achieve, working conditions of the employees and how that is reflected on their behaviors, the strategy and the local culture of the region they
There is growing evidence that nurses experience worsening work conditions, with increasingly unsupportive work environments, non-family working hours and increased stress. The supervisor-nurse relationship is often the buffer between organizational demands and professional workplace expectations. Notably, effective supervisor-nurse relationships predict high
Effect of Diverse Work Environment on Employee Satisfaction and Organizational Commitment amongst Indian Employees Abstract Diversity in workplace is one of the foundations which determine an organization’s success, as companies need to optimally utilize the skills and talent of a wide variety of employees. It is a common belief that companies recruiting a diverse workforce understand the demographic behaviors of the customers they serve much better than companies that hire only a limited group
This chapter focuses on broad review of various literature and models on the research topic. The researcher consulted books, articles, and journals from EBSCO library, search engines and other relevant sources. These materials provide an insightful depth in the study thereby demonstrating the efficacy of developing an effective performance appraisal strategy as a tool for enhancing employee motivation. Key words: Performance Appraisal, Motivation, performance management, human resource management