BA 10 Mod 3: Organizational Behavior and Management
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- problems with business today (4)
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1. Fewer workers
2. widening skill gap
3. global competition for talent
4. Rapid change in technology-->ppl slow to adapt. need to DMU (develop,manage,utilize) - building blocks of a comp (4)
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1. mission: identify purpose
2. business goals: how does it measure success
3. business strategy: how will it meet its goals
4. organizational culture -
SWOT analysis:
what does it stand for?
what does it analyze -
Strengths, weaknesses, opportunities, threats.
evaluation of environmental and org analysis - Environmental Analysis
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analysis of things that comp can't control.
ex:availability of friendly, hard-working, and loyal workers - organizational analysis
- organization within company
- What do you need to do to build a Management team(4)
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1. plan
2. organize: how to arrange co. resources
3. direct: guide employees to meet objectives
4. monitor performance
4. control - Structuring an Organization
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structure follows strategy:
pick structure that matches what you want to accomplish - Chain of Command
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span of control. the more direct reports you have=the more power.
also, how many layers up are you? - Specialization
- fewer number of tasks
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Departmentalization
advantages and disadv. -
grouping jobs into departments.
advantages: high interaction w/in same group
disadv: less communication. formation of silos-->need to integrate - Staffing the Organization (proccess of)
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1. Recruit
2. Assess
3. Select - Functional Organization
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 Def: authority determined by relationships between group functions and activities
 Used by most small to medium size firms
 Structured around basic business functions (marketing, operations, finance) have dept for each
Benefits: specialization w/in functional areas and smoother coordination among them
 Large firms: fosters centralization and accountability more difficult
 As orgs grow
ïƒ go to other 3 structures - Divisional Organization
- corp. divisions operate as separate businesses under corporate umbrella (nestle, Coca cola)
- Matrix Organization
- most of work done as projects or teams and report to managers (construction, consulting)
- International Org
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each comp in every area operates independently
(Levis and Fed Ex) - centralized vs. decentralized
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centralized: standardized
decentralized: to capitalize on local activites - tall vs. flat orgs
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tall: limits authority, slows change
flat: few layers of management. easy access to decision-makers, less control - Work of Leaders (5)
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1. creating a vision of the company
2.set values that guide behavior
3. lead execution of business strategy
4. determine when change is needed
5. leading the change - Emotional Intelligence of Leaders (5)
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1. Self-awareness
2. self-regulation
3. motivation
4. empathy
5. social skill - Recruiting
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who to attract.
how will you attract them
job analysis=which KSAs are needed for job? -
Attracting candidates:
also name 2 most important -
most important= meaning for work, and opportunity for advancement
base salary
benefits
org. culture
signing bonus
opp for wealth - Job analysis took
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1. observation
2. interview
3. perform the job
4. critical incidents - SELECTION=PREDICTION
- match KSAs of job with KSAs of person
- a good interview
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1. demonstrate how skils and experience relate to job
2. explain Experience
3. Know your own skills
demonstrate thinking, problem-solving, and interpersonal skills - High performance=
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high performance= f(ability x motivation)
motivation: incentives, rewards - Classical Theory
- people will work for money
- Theory X
- people will work on a system of rewards and punishments. they must be closely supervised
- Expectancy Theory
- work towards rewards that they expect
- Behavior Modification Theory
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continue high performance if rewarded, but won't if its not rewarded.
if bad behavior not punished, becomes rewarded - Management by objectives
- employees will work to achieve goals set jointly with their managers
- Hawthorne Effect
- employees will work if receive special attention from management
- Maslow's Hierarchy of Needs
- employees work to satisfy needs. lower-level needs satisfied first before higher-level needs
- Equity theory
- work if managers treat all employees the same based on I/O factors
- Theory Y
- will work if it makes them feel good
- Two-Factor Theory/ Hertzberg
- work if "motivators" and "hygiene factors" there.
- what should be measured in performance?
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1. Job Behaviors
2. Job Outcomes - Performance Measurement:
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Objective: things you can count
subjective: things you rate/judge
most companies do this really badly - Performance Management
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if have outcomes-->want to improve performance
1. communicate performance feedback
2. coach job behavior
3. developing employees skills
4. redirect employee behavior - Can't do problems
- train to build KSAs
- Won't do problems
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increase motivation
do not send them to training! - Scale Definition
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uniform scale of judgment for more agreement.
accuracy=acceptance=improvement - Power of Culture
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1. shapes employee behavior
2. reward appropriate behaviors
3. punishes and isolates violators - What makes a strong culture?
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1. Intensity: fundamental beliefs
2. Degree of Agreement: unity - Managing culture
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1. recruit and select people who fit culture
2. socialize and train employees
3. reward and recognize employees - impact of culture
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1. job behavior is shaped
2. job motivation goes up if they feel committed to the org
3. satisfaction when workers feel "in sync" with cultural values - Breaking Resistance
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-create compelling reason to change=create motivation
-distributive vs. procedural justice - Getting past resistance thru "fair process"
- basically sharing information and sharing the problem
- distributive justice
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-use incentives to drive behavior change.
-tell ppl what will change but not why
-result: compliance, lack of trust - procedural justice
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-tell ppl whay problem is, ask for imput
-tell people what to expect as function of change
result: commitment, trust, feeling of respect, power, and control - Civil Rights Act 1964
- can't discriminate against individual's race, color, religion, sex, or national origin
- EEOC Equal Employment Opportunity Commission
- take complaints and then take employers to court
- DFEH Department of Fair and Equal Housing
- protects sexual preferences, diseases
- "at will"
- means employers can terminate jobs without cause
- 2 types of Sexual Harrassment
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1. Quid pro quo
2. hostile work environment - Americans with Disabilities Act 1990
- these ppl cant be discrimianted against if they have the qualifications. companies also must provide reasonable accomodations for them