hcm 114 - the science of organizational behavior
DESCRIPTION
The science of OB focuses on applications that can make a real difference in how organizations and people in them perform.TRANSCRIPT
THE SCIENCE OF
ORGANIZATIONAL BEHAVIOR
MAKING A REAL DIFFERENCE?The science of OB focuses on applications that can make a real difference in how organizations and people in them perform.
People & talents working in an organization are the most important
assets and resources in the Organization.
SCIENTIFIC THINKINGScientific thinking is important to OB:• The process of data collection is
controlled & systematic.• Proposed explanations are
carefully tested.• Only explanations that can be
rigorously verified are accepted.
CONTINGENCY THINKING• Seeks ways to meet the needs of different management situations.
• Recognizes responses to solutions must be crafted to best fit the circumstances and people involved.
ORGANIZATION-CULTURE SHAPINGLeaders have to keep in mind that
what works well in one culture may not work as well in another, it is much harder to specify exactly how cultural differences affect their organizations. e.g. motivation, job satisfaction, leadership style, negotiating tendencies, and ethical behavior.
ORGANIZATION-CULTURE SHAPINGThat is why it is important to shape
specific culture for every different organization rather than try to apply and execute a pre-built culture.Via OB studies, empirically based insights will help solving cross cultural issues.
EVIDENCED-BASED MANAGEMENT
• Uses hard facts and empirical evidence to make decisions.
• Evidence-based thinking manifests itself through a contingency approach which researchers identify how different situations can best be understood and handled.
Art & science of formulating, implementing, and evaluating, cross-functional decisions that enable an organization to achieve its objectivesIn essence, the strategic plan is a company’s game plan.
STRATEGIC MANAGEMENT
Strategic management achieves an organization’s success through
integration: Management
Management IS
Production/OperationsFinance/Accounting
Marketing
Research & Development
STRATEGIC MANAGEMENT
Vision & Mission
Strategy Formulation
External Opportunities & Threats
Internal Strengths & Weaknesses
Long-Term Objectives
Alternative Strategies
Strategy Selection
STRATEGIC MANAGEMENT
SWOT
• New business opportunities • Businesses to abandon• Allocation of resources• Expansion or diversification• International markets• Mergers or joint ventures• Avoidance of hostile takeover
Issues in Strategy Formulation
STRATEGIC MANAGEMENT
Strategy Implementation
Annual Objectives
Policies
Employee Motivation
Resource Allocation
STRATEGIC MANAGEMENT
MODERN WORKPLACE TRENDS
The environment of change in which we now live and work calls for lots of learning and continuous attention. The field of OB recognizes these trends in what people expect and value in terms of human behavior in organizations.
MODERN WORKPLACE TRENDS
• Commitment to ethical behavior.• Broader views of leadership.• Emphasis in human capital and teamwork.• Demise of command-and-control.• Influence of technology.• Respect for new workforce expectations.• Changing concept of careers.• Concern for sustainability.
ANATOMY OF AN ORGANIZATION
ORGANIZATION CULTURE
Organizational cultures influence the way we feel and act in organizations. In cultures that are more authoritarian and hierarchical, people are hesitant to make decisions and take action on their own, so they tend to show little initiative and wait for approval.
ORGANIZATION CULTUREIn other cultures, people can be extremely competitive and aggressive in the quest for performance results and rewards. Other cultures are known for their emphasis on speed and agility in dealing with markets and environments, and in generating new ideas & innovations.
ORGANIZATION CULTUREAs for organizational fit, people who find a good fit tend to experience confidence and satisfaction in their work. Those who find themselves in a bad fit may be more prone to withdraw, experience work stress, and even become angry and aggressive due to dissatisfaction.
ORGANIZATION CULTUREWe can define it again as a shared set of beliefs and values within an organization.
“It is the “character” of the organization.Organizational “fit” matches organizational culture and individual characteristics.”
~ Meg Whitman, former eBay CEO,
ORGANIZATION CULTURE
IT HAS TO BE:
SHAPED TO FITNOT EXECUITED RIGIDLY and STRICTLY
HCM 114
By Dr. Khaled Ouanes Ph.D.E-mail: [email protected]
Twitter: @khaled_ouanes
TEXTBOOK - Copyright © John Wiley & Sons, Inc.