Assement of Different Organizational Behaviors

Assement of Different Organizational Behaviors Free Online Research Papers Academicians and practitioners alike agree that change management skills, communication, decision making skills, motivation and human resource practices are the most important topic of all within the realm of organizational behavior. It is probably the most significant characteristic people need to have to be effective in the job. Change management skills, communication, decision making, motivation and human resources practices could be the major strategic concern in the 21st century, as professed by management experts. In fact, Hicks (1998) pointed out that, an administrator’s qualifications, change management skills, decision making, motivation and human resource practices are vital success of the organizational system. Today, managers on Southwest Airlines are contemplating the appropriate activities designed to improve the quality of life among academic personnel and career advancement. Furthermore, there is considerable evidence that have actually showed a significant contribution to quality of organization and professional enhancement. The possibilities in attaining these are through sessions held, attending conferences and conventions, participation club organizations and professional associations. Middlewood (1996) believed that academic staff development programs are one of the key areas to consider in the organization network for the development and productivity. In the United States of America, change management skills, communication, decision making, motivation and human resource practices are dynamic profession which does not remain fixed but constantly changing, shifting and growing to cope with the fast changing demands of business institutions. Giving this bleak scenario, organizational behavior according to Kanthak (1996) continues to provide quality business organization. In aiming quality, responsiveness and excellence, the business organization inspires to improve the internal efficiency and effectiveness of the management skills and one of these is the development program such as change management skills, motivation, decision making, human resource practices which inherently determines the success or failure of the organization. Indeed, accomplishing such significant development is a very difficult venture and it is only when the pressure for change and development are great that it is likely to happen. Southwest Airlines business organization in particular should consider the forces of changing management and development of decision making, motivation and human resource practices in relation to the complex needs of the organization, (Pre, 2005). In fact, management experts emphasized that organizational behavior in this century faces the paradox of being more critical than ever to society’s future while at the same time being under great pressure to prove its worth in educating professionals in higher learning to respond to the changing environment. The focus of the research paper is on the organizational behavior – along the dimensions of change management, communication, decision making, motivation and human resource practices. It is hoped that this research paper will serve as a guide for mangers in transforming organization into relevant and responsive institutions that prepare individuals who will be effective leaders and better citizens participating in the development of the changing society. This section includes principles theories, foreign and local literature of authorities that have bearing to the study. Likewise, other similar researches are also included to give sufficient background and information necessary for the realization of this research paper. According to Nickols (2004), managing the kinds of changes encountered by and instituted within organizations requires an unusually broad and finely honed set of skills, chief among which are the following: political skills, analytical skills, people skills, system skills and business skills. In European countries, the administrators/ managers, as a value model, should possess a constellation of desirable values in working with his subordinate. The people around him are keen observers of the way he loves his work and can easily be influenced by this behavior. His manifested values make profound effect on the environment of the organizational system. Values are an important part of business administration; without values, change management skills, decision making, motivation and human resource practices is impossible ( Newell ,1997). According to Livingstone (1996) on the organizational perspective, it is not enough to simply increase the knowledge and skills of faculty and improve their academic behaviors, but their organizational efforts and management skills must result in performance improvement that will enhance competitiveness and efficiency of the organization. Authorities in organizational behavior claim that experiences have considerable influence on the change management skills and motivational competence of an executive. According to Brockner (1998), an experienced leader is original, open to a wide variety of stimuli, has broad interests and is willing to take risks as opposed to being narrow minded and cautious. He is able to come up with new ides and may find risk taking and frequent change less stressful to the inexperienced leader. Some of these change management experts claim to help clients manage the changes they face – the changes happening to them. Others claim to help clients make changes. Still others offer to help by taking on the task of managing changes that must be made. In almost all cases, the process of change is treated separately from the specifics of the situation. It is expertise in this task of managing the general process of change that is laid claim to by professional change agents ( Pre ,2002). According to Nickols (2004), managing change refers to the making of changes in a planned and managed or systematic fashion. The aim is to more effectively implement new methods and systems in an ongoing organization. The changes to be managed lie within and are controlled by the organization. Perhaps the most familiar instance of this king of change is the change or version control aspect of information system development projects. However, these internal changes might have been triggered by events originating outside the organization, in what is usually termed â€Å"the environment†. Hence, managing change, namely, the response to changes over which the organization exercise little or no control (e. g. legislation, social and political upheaval, the actions of competitors, shifting economic tides and currents, and so on). On the other hand, Kram (1995) specified that stemming from the view of change management, human resource practices and motivation as an area of professional practice there arises yet a third definition of organizational behavior. This consists chiefly off the models, methods and techniques, tools, skills, and other forms of knowledge that go into making up any practice. According to him, organizations are first and foremost social systems. Without people there can be no organization. Organizations are hotly and intensely political. Change agents dare not join in this game but they had better understand it. This is one area where you must make our own judgments and keep our own counsel; no one can do it for us. From the same author, he pointed out that two particular sets of skills are very important here: (1) workflow operations or systems analysis, and (2) financial analysis. Change agents must learn to take a part and reassemble operations and systems in novel ways, and then determine the financial and political impacts of what they have done. Conversely, they must be able to start with some financial measure or indicator or goal, and make their way quickly to those operations and systems that, if reconfigures a certain way, would have learned a trade that will be in demand for the foreseeable future. As stated by Nickols (2004), people are the sine qua non of organization. Moreover, they come characterized by all manner of sizes, shapes, colors, intelligence and ability levels, gender, sexual preferences, national origins, first and second languages, religious beliefs, attitudes toward life and work, personalities, and priorities – and these are just a few of the dimensions along which people vary. We have to deal with them all. The skills most needed in this area are those that typically fall under the heading of the communication or interpersonal skills. To be effective, we must be able to listen and listen actively, to restate, to reflect, to clarify without interrogating, to draw out the speaker, to lead or channel a discussion, to plant ideas, and to develop them. More important, we have to learn to see things through the eyes of these other inhabitants of the organizational world. A situation viewed from a marketing frame of reference is an entirely different situation when see through the eyes of a systems person. Part of the job of a change agent is to reconcile and resolve the conflict between and among desperate (and sometimes desperate) points of view. Charm is great if you have it. Courtesy is better. A well-paid compliment can buy gratitude. A sincere â€Å"Thank you† can earn respect, (Certo, 1985). Stoner and Wankel (1987) as cited by Nickols (2004) pointed out that people employed in today’s world of work do need to learn about computer-based information systems. For now, let’s just say that a system is an arrangement of resources and routines intended to produce specified results. To organize is to arrange. A system reflects organization and by the same token, an organization is a system. A word processing operator and the word processing equipment operated form a system. So do computers and the larger, information processing systems in which computers are so embedded. These are generally known as â€Å"hard† systems. There are â€Å"soft† systems as well: compensation systems, appraisal systems, promotion systems, and reward and incentive systems (Barbon , 2000). There are two sets of systems skills to be mastered. Many people associate the first set with computers and it is exemplified by â€Å"system’s analysis†. This set of skills, by the way, actually predates the digital computer and is known elsewhere (particularly in the United States Air Force and the aerospace industry) as â€Å"systems engineering†. For the most part, the kind of system with which this skill set concerns itself is a â€Å"closed† system which, for now, we can say is simply a mechanistic or contrived system with no purpose of its own and incapable of altering its own structure. In other words, it cannot learn and it cannot change of its own volition. The second set of system skills associated with a body of knowledge generally referred to as General Systems Theory (GST) and it deals with people, organizations, industries, economies, and even nations as socio-technical systems – as â€Å"open†, purposive systems, carrying out transactions with other systems and bent on survival, continuance, prosperity, dominance, plus a host of other goals and objectives, (Gempes, 2005). Business primarily aims to satisfy the consumer’s basic and secondary needs. It can be achieved through the use of effective business marketing practices and strategies. Hence, business skills include the managing the work unit’s resources effectively, linking employment agencies to market the graduates and generating income through Income Generating Programs (George, 1999). According to Foulkies (1986), a very useful framework for thinking about the change process is decision making and problem solving. Managing organizational behavior is seen as a matter of moving from one state to another, specifically, from the problem state to the solved state. Diagnosis or problem analysis is generally acknowledged as essential. Goals are set and achieved at various levels and in various areas of functions. Ends and means are discussed and related to one another. Careful planning is accompanied by efforts to obtain buy-in, support and commitment. The net effect is a transition from one state to another in a planned, orderly fashion. This is the planned change model. Conclusions Based on the assumption, people who enjoy working have the innate desire capacities for creativity and have the potential to work toward organizational objectives with minimum direction. This human resource model encourages an increased participation in decision making, change management, motivation and communication. The term achievement motivation theory on Southwest Airlines is to describe a person’s drive to overcome challenges, to advance and to grow. People who are high in need achievement are highly motivated to strive for the satisfaction that is derived from accomplishing or achieving some challenging tasks or goals. An organization based on concepts and democracy and independence develops a traditional structure of innate capacities in motivation, communication, decision-making that encourages work to learn better without close supervision. Furthermore, management experts particularly of Southwest Airlines described motivation, change management, communication, decision making and human resource practices as models of participatory management asserted that the key element in the human relations approach is the objectives of making organizational members feel useful and important. References Barbon , R .M. (2000) Faculty development of state universities and colleges in region XI : Its relations towards faculty job performance. Unpublished doctoral dissertation, Gregorio Araneta University Foundation, Malabon, Metro Manila Philippines. Certo (1985). Management of Organizations and Human Resources. Jowa, WMC.: Brown Publishers. Foulkies, U.T. (1986). Personal Administration and Resource Function. Illinois: Longmanns – Greene, Inc. George, J.J, 2nd edition (1999). Organization Behavior. NJ: Pearson Educ. Inc. Gempes, G.P. et. al. (2005). A model of Institutional Leadership in the Context of Change. University of Mindanao, Davao City Philippines: Unpublished Institutional Research. Gioia, E.E., Anderson, A.L. (2001). Political Skills. Retrieved October 29,2005,fromgoogle.co.in/search?q=political+skills+hl=enlr=sa=N Gorospe, V.R. (1998). Planning and Management in Universities.Manila: National Bookstore, Inc. Hicks, H.H. (1998). Educational Supervision in Principle and Practice. New York, USA: The Macmillan Co. Kanthak, L. M. (1996). What makes high achieving middle school. The Education Digest, 61,32-33. Kram, K.E. (1995). Monitoring at Work: Development Relationship in Organizational Life. Scott-Forseman Inc. Livingstone, H.C. (1996). The University: An Organizational Analysis. Glassgrow: Jossey-Bass Co. Newell, C.A. (1997). Human Behavior in Educational Administration. Englewood Cliffer, New Jersey: Prentice Hall, Inc. Nickol, F.L. (2004) Change management 101: a premier. Distance consulting, retrieved January 16, 2006, from http:// www. Home. att. Net/ nickels/change.htm Pre, V.P.(2005).Organizational climate of graduate education in region XI: Its relation to institutional change. Ateneo de Davao University, Davao City Philippines: Unpublished Doctoral Dissertation. 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How Disney Markets Nutrition to Children Research Paper

How Disney Markets Nutrition to Children - Research Paper Example Bob Chapek, the President appointed in September 2011, is responsible for the Disney Consumer Products (DCP) throughout the world. Furthermore, he oversees the Disney publishers and online shopping portals which is one of the largest of its kind in the world (Disney, 2012). In 2007, Jennifer Anopolsky, the Vice President of the company, announced that they are making changes in their nutritional products to remove added fats from the diets. Further, she said that it is their first move towards the commitment of a positive change in the long run (Disney, 2012). The paper will, thus, discuss the booming marketing strategies used by the company to promote their nutritional products among retail consumers. Discussion The first initiative Disney has taken is to include two experts: Dr. Keith Ayoob and Dr. Jim Hill. The former is the Associate Clinical Professor of Pediatrics and the later is the Director of Human Nutrition Centre (Federal Trade Commission, 2007). They along with the compa ny’s experts introduced a dietary guideline that will provide health benefits to the people and children. The guideline included separate standards for main meals such as non-inclusion of snacks or dairy products, limited calories, sodium and sugar, and commitment to using zero grams added fat. Thus, the people around the world started feeling that the company is thinking about their health concerns such as obesity being one of the major problems. Furthermore, the company has implemented significant healthy options in their Disney Parks to attract children and families. Disney Parks and Resorts mostly consist of the Disney food products which are enjoyed by the families visiting those places. Therefore, the kid meals included standard ingredients that benefited the health of the children. Prior to the change, the default kids’ meal consisted of fries and soda compulsorily, whereas, at present, the compulsory inclusions will combine vegetables, fruits, juices and many m ore choices of healthier products (Bell & Winig, 2009). Snacks items by large are the most convenient consumable among the food items. However, it has been noticed that snacks have affected many people’s health who availed these items. The growing concern is that snacks items are available in each and every corner of a country due to its conveniences which are being consumed on a regular basis mostly by the office goers. Thus, Disney ensured that they include such varieties in their snacks portfolio which will be healthier and importantly will not increase obesity. Therefore, the company included large varieties of fruit carts and nutritious products such as nuts in their snacks. Furthermore, the company insisted on selling products directly to retailers. They created or designed products in their company but manufactured them through the licensing companies.

Economic policies of the UK on overcoming global financial crisis of Essay

Economic policies of the UK on overcoming global financial crisis of 2008 - Essay Example Every crisis has a unique cause, as well as characteristics; however, the following are typical amongst the factors responsible for generating this disaster: overshooting of markets; rise in credit; excessive debt leveraging; incorrect view of dangers; a country’s capital flight; off-balance sheet procedures by banks; macroeconomic policies that are non-sustainable; deregulation with no appropriate system of supervision; and latest financial instruments utilized in an inappropriate manner. The distinctiveness of the current disaster is that it happens to be a combination of a financial crisis coming from one of the largest world economy, i.e. the USA, with a universal downturn. The present financial crisis got triggered by the replete of the housing bubble, together with the consequent sub-prime mortgage crisis within the USA. Although the crisis has not yet been thoroughly analyzed, there are suggestions by experts that a number of causes explaining the reasons for the sub-pr ime crisis, which exploded in August 2007 in the USA ( Hansjorg & Milka 2011, p.36). There are two significant trends in the years resulting in the crisis; firstly, interest rates had been dropping since the 1980s, secondly, following the financial crisis in Asia during 1997–1998, countries began accumulating foreign exchange reserves, aided by the current account deficit of the US. The majority of countries diverted part of their reserves to sovereign wealth funds put into higher-yielding assets compared to the US Treasury, in addition to other government securities, streaming into high technology stocks and, following the â€Å"dot.com Bubble† spout in 2000, to housing markets within the USA and countries such as the UK. The continuous falling of interest rates, along with the large...This paper clearly outlines the effectiveness of the economic response of the UK to the global financial crisis challenges. Every crisis has a unique cause, as well as characteristics; however, the following are typical factors responsible for their origination: overshooting of markets; rise in credit; excessive debt leveraging; incorrect view of dangers; a country’s capital flight; off-balance sheet procedures by banks; macroeconomic policies that are non-sustainable; deregulation with no appropriate system of supervision; and latest financial instruments utilized in an inappropriate manner. In March 2011, the Government published its â€Å"Plan for Growth† This plan had four ambitions: creating the most competitive system of tax within the G20 group of key economies; making the UK the best place within Europe for starting, financing and growing business; encouraging investment, as well as exports as a key to a more balanced economy; and finally creating a more educated workforce that happens to be the most flexible within Europe. Amongst the measures announced were a lessening in the tax rate on the profits of businesses; an internationally competitive tax rule governing multinational organizations; tax enticement for company investment; an embalm of deregulation particularly for helping small businesses; additional investment within infrastructure, science, vocational training, research and development. In 2009, the international leadership of the UK through its chairmanship of the G20 assisted the world in taming the worst economic crisis. It succeeded in drawing the leaders of the world's main economies at the G20 Summit thereby agreeing on strongly coordinated action of stabilizing the world economy.

Reflection on Placebo Effect Essay Example for Free

Reflection on Placebo Effect Essay Does a Supportive Patient-Therapist Relationship Enhance Clinical Improvement? Kaptchuk (2008), Components of Placebo Effect: Randomised Controlled Trial in Patients with Irritable Bowel Syndrome. (PRO) Argument 1: Kaptchuk (2008) suggested that placebo effects (non-specific effects) include three components: a patient’s response to observation and assessment, the patient’s response to the administration of placebo treatment, and the patient’s response to the patient-practitioner interaction. Kaptchuk (2008) found that the symptoms of IBS patients in the condition with placebo treatment and supportive patient-therapist relationship ameliorated the most across all measures compared to patients with having only observation and the patients with only placebo treatment. Thus he claimed that a supportive patient-therapist relationship is the most potent component of placebo effects. Argument 2: After three and six weeks, only in the condition with placebo treatment and supportive patient-therapist relationship, the symptom severity score of 60% patients decreased 50. Also Kaptchuk (2008) found that after six weeks, the change in life quality of patient in condition with only observation and the life quality of patient in condition with placebo treatment was similar, but the life quality change of patient with placebo treatment and supportive patient-therapist relationship was observable. So Kaptchuk (2008) suggested that a supportive patient-therapist relationship can enhance clinical improvement. Argument 3: Kaptchuk (2008) also compared these IBS patients to the patients who received IBS drug treatment. He found that the patients with placebo treatment and supportive relationship had comparable symptom relief as those who with drug treatment. His finding was only applied to IBS patients with supportive patient-therapist relationship, thus he indicated that a supportive patient-therapist relationship could enhance the efficiency of clinical treatment. Critique (or Strength): The result of the study done by Kaptchuk (2008) clearly demonstrated the importance of supportive patient-therapist relationship in medical treatment. However, Kaptchuk conducted the study on IBS patients, because he believed that placebo effects are most likely to be demonstrable in disorders defined by subjective symptoms. As Kaptchuk (2008) stated in limitation that he did not know if his finding could be applied to other illnesses, I also think that if Kaptchuk conducted his study on patients with the disease that has external causes, the results will be more convincing. One of important causes of IBS is stress, a subjective etiology. Thus a supportive patient-therapist relationship may have greater influence on IBS patient than the patient with other diseases, like flu.

Developmental Assessment Essay -- Child Assessment Essay

The child I chose to write about for this assignment is two year old Danjuma from Wayne, Ohio. He is the youngest of three children and attends an Early Head Start Program two days a week. The child’s parents have jobs; when the mother is working her sister takes care of Danjuma. The family has financial problems but don’t qualify for any type of public assistance. Danjuma is twenty-four inches tall and twenty-eight pounds. He walks well and has good coordination; he can be seen running, jumping, creeping, crawling, and rolling. He can kick a small ball forward as well as catch a ball using is full body; he can also throw a ball overhand. At home he can turn doorknobs, get himself undressed, and can feed himself using eating utensils. At the Early Head Start Program Danjuma enjoys completing simple puzzles, scribbling, shaking rhythm instruments, manipulating clay, and different finger play activities. He loves washing his hands on his own but requires help at home due to the fact that he can’t yet reach the sink. Like any child, Danjuma loves using his senses and motor skills to explore his world; he can be seen looking intently at his toys and food as if curious about them; he also still puts objects in his mouth to further explore what they are. When taken to a new place, Danjuma shows curiosity; his mother recently took him to the library for the first time. The child ran immediately to the children’s section, touching and looking at everything with enthusiasm. Danjuma did all of this again the next time he went to the library as if he was remembering about what he did the last time he was there. This child recently got a shape sorter toy; he has been seen struggling to get the correct shapes in each hole. Wh... ...nts and teachers. The socioculture theory talks about how â€Å"†¦parents, caregivers, peers and the culture at large are responsible for the development of higher order functions.† Basically, the child in question is influenced by what goes on around him. He is read to a lot at home, so he has started trying to read familiar books on his own. He sees new opportunities every day to do something new that his friends are trying, so of course he has to try it too. He has also learned that the way he talks with his family is okay because they ‘translate’ everything he says to others that don’t understand him. Works Cited http://psychology.about.com/od/developmentecourse/f/sociocultural-theory.htm http://www.sparknotes.com/psychology/psych101/personality/section3.rhtml http://www.education.com/reference/article/arnold-gesell-child-learning-development-theory/ Developmental Assessment Essay -- Child Assessment Essay The child I chose to write about for this assignment is two year old Danjuma from Wayne, Ohio. He is the youngest of three children and attends an Early Head Start Program two days a week. The child’s parents have jobs; when the mother is working her sister takes care of Danjuma. The family has financial problems but don’t qualify for any type of public assistance. Danjuma is twenty-four inches tall and twenty-eight pounds. He walks well and has good coordination; he can be seen running, jumping, creeping, crawling, and rolling. He can kick a small ball forward as well as catch a ball using is full body; he can also throw a ball overhand. At home he can turn doorknobs, get himself undressed, and can feed himself using eating utensils. At the Early Head Start Program Danjuma enjoys completing simple puzzles, scribbling, shaking rhythm instruments, manipulating clay, and different finger play activities. He loves washing his hands on his own but requires help at home due to the fact that he can’t yet reach the sink. Like any child, Danjuma loves using his senses and motor skills to explore his world; he can be seen looking intently at his toys and food as if curious about them; he also still puts objects in his mouth to further explore what they are. When taken to a new place, Danjuma shows curiosity; his mother recently took him to the library for the first time. The child ran immediately to the children’s section, touching and looking at everything with enthusiasm. Danjuma did all of this again the next time he went to the library as if he was remembering about what he did the last time he was there. This child recently got a shape sorter toy; he has been seen struggling to get the correct shapes in each hole. Wh... ...nts and teachers. The socioculture theory talks about how â€Å"†¦parents, caregivers, peers and the culture at large are responsible for the development of higher order functions.† Basically, the child in question is influenced by what goes on around him. He is read to a lot at home, so he has started trying to read familiar books on his own. He sees new opportunities every day to do something new that his friends are trying, so of course he has to try it too. He has also learned that the way he talks with his family is okay because they ‘translate’ everything he says to others that don’t understand him. Works Cited http://psychology.about.com/od/developmentecourse/f/sociocultural-theory.htm http://www.sparknotes.com/psychology/psych101/personality/section3.rhtml http://www.education.com/reference/article/arnold-gesell-child-learning-development-theory/

Samsung Introduction

Founded Samsung Introduction-2 Important points, 1970’s subsidized, In 1938, Samsung began as a small business trading produce and consumer goods. Almost 70 years later, Samsung has transformed itself into a global powerhouse whose superior products and services now range from semiconductors and LNG ships to fine chemicals and financial services, just to name a few. 1938-1970 Samsung Beginning On March 1, 1938, founding chairman Byung-Chull Lee started a business in Taegu, Korea with 30,000 won (South Korean currency).At first, Mr. Lee's little business was primarily in trade export, selling dried Korean fish, vegetables, and fruit to Manchuria and Beijing. But in just over a decade, SAMSUNG – meaning literally â€Å"three stars† in Korean – would have its own flour mills and confectionery machines, its own manufacturing and sales operations, and ultimately become the roots of the modern global corporation that still bears the same name today. 969-SAMSUNG- Sanyo Electronics established (Renamed SAMSUNG Electro-Mechanics in March 1975 and merged with SAMSUNG Electronics in March 1977) 1969-SAMSUNG Electronics Manufacturing incorporated (Renamed SAMSUNG Electronics in February 1984) 1970-1980 Samsung Industrial Era Throughout the 1970s, SAMSUNG laid the strategic foundations for its future growth by investing in the heavy, chemical, and petrochemical industries.The company's second â€Å"Five-Year Management Plan,† announced in August 1973, targeted these industries and also introduced SAMSUNG to the shipbuilding industry Another burst of growth for SAMSUNG came from the burgeoning home electronics business. SAMSUNG Electronics, already a major manufacturer in the domestic (Korean) market, began to export its products for the first time during this period. Another significant development was SAMSUNG's 1974 acquisition of a 50 percent stake in Korea Semiconductor, further consolidate SAMSUNG Electronics' reign as a leader in semic onductor manufacturing. 980-1990 Entering the global technology marketplace The late 70s and early 80s represented a time of increasing diversification and global growth for Samsung’s core technology businesses. In 1978, SAMSUNG Semiconductor and SAMSUNG Electronics became separate entities as new products were introduced to the global market. SAMSUNG Precision Company (established in 1977) laid the foundation in another high-tech industry – aerospace.Renamed SAMSUNG Aerospace Industries in February 1987 (now known as SAMSUNG Techwin), SAMSUNG has been developing its aerospace capabilities with unprecedented speed ever since. Future plans include the development of future space stations – and even space facilities for the Moon and Mars in the early 21st century. SAMSUNG's increasing focus on technology led to another key development in the mid-80s with the creation of the company's two Research & Development institutes, SAMSUNG Economic Research Institute (S ERI) in 1986.SAMSUNG Advanced Institute of Technology (SAIT) in 1987. Together, these two pioneering R&D organizations have helped SAMSUNG expand its reach even further into electronics, semiconductors, high polymer chemicals, genetic engineering, optical telecommunications, aerospace and new fields of technology innovation from nanotechnology to advanced network architectures. On November 19, 1987, SAMSUNG's founding Chairman Byung-Chull Lee passed away after almost fifty years at the helm of the company. His son, Kun-Hee Lee succeeded him as the new Chairman.On the 50th anniversary of SAMSUNG's founding in 1988, he announced the â€Å"Second Foundation† of the company, directing SAMSUNG's growth towards becoming a world-class 21st century corporation. For this â€Å"Second Foundation,† SAMSUNG challenged itself to restructure old businesses and enter new ones with the aim of becoming one of the world's top five electronics companies. The merger of SAMSUNG Electro nics and SAMSUNG Semiconductor & Telecommunications was undoubtedly a key strategic moment in the progress towards this goal.For the first time in the group's history, SAMSUNG was now in a position to maximize its technological resources and develop value-added products. 1990-1997 Leaping onto the Global Stage New management Era New Management is more than a mere re-engineering of SAMSUNG but rather an entire revolution dedicated to making world-class products, providing total customer satisfaction, and being a good corporate citizen. In retrospect, New Management was a decisive turning point for SAMSUNG, the moment when the entire company was repositioned on the basis of â€Å"Quality first. During this period, 17 different products – from semiconductors to computer monitors, TFT-LCD screens to color picture tubes – leaped into the ranks of the top five products for global market share in their respective areas. There is no doubt that part of SAMSUNG's success in these areas is due to its rigorous enforcement of quality control at all its plants across the world.? Thanks to the â€Å"Line Stop† system, any employee can shut down the assembly line when inferior products are discovered.Production is simply halted until the problem is solved. SAMSUNG also adheres to the â€Å"Six Sigma† concept of total quality management. 1997-2000 Digital Frontier 1997 was a dark year for nearly all of Korea. That year, nearly all companies in Korea shrank. SAMSUNG was no exception. The company restructured by reducing the number of its affiliated companies to 45, decreasing personnel by almost 50,000, and improving the soundness of its financial structure.Although the news was bleak, SAMSUNG was one of the few companies able to continue growing thanks to its leadership in digital and network technologies, and its steady concentration on electronics, finances, and related services. 2000-Present Pioneering the Digital Age With the start of the s econd millennium, SAMSUNG begins its second century. The digital age has brought revolutionary opportunities and changes to global business. The SAMSUNG Group has responded to these changes and is currently upgrading its business structure, management perspective, and corporate culture to meet global standards.Our commitment of being â€Å"World's Best† has won us the number one global market share for thirteen of our products. We succeeded in achieving the global competitiveness through continually improving our financial structure and profitability, as we examine the structure of our own organization. The quick pace of our development is reflected in our management philosophy â€Å"We will devote our human resources and technology to create superior products and services, thereby contributing to a better global society. â€Å"

Relationship Between Emotional Intelligence and Perceptions of Ethical Behaviour - Free Essay Example

Sample details Pages: 7 Words: 2228 Downloads: 1 Date added: 2017/09/11 Category Advertising Essay Tags: Relationship Essay Did you like this example? tract Research Report –Relationship between emotional intelligence and perceptions of ethical behaviour Abstract Empirically the purpose of this study is to investigate the perception of emotional intelligence, pluralist ignorance and one’s ethical standards in the workplace environment. This study is undertaken to help reduce pluralist ignorance in the workplace via educating upcoming business students and the general public. †. Don’t waste time! Our writers will create an original "Relationship Between Emotional Intelligence and Perceptions of Ethical Behaviour" essay for you Create order Jonathan, Halbesleben, Buckley, Sauer et al 2000: pg17) The method utilised to investigate this research is a survey, which will be undertaken by 229 UWS undergraduate students through Campbelltown and Parramatta campuses. The results will be compared and contrasted to note the pluralistic ignorance and emotional intelligence of an individual. Pluralistic ignorance and emotional intelligence plays an important role in today’s business environment. It is thought to offer better teamwork, decision making, an increase in satisfaction and performance and also a decrease in burnout. It has the implications of overall business ethics, behaviour and individual variance in perception. In the study we confirmed that this variation of emotional behaviour in the workplace is effected by gender. Angelo Kinicki describes emotional intelligence as â€Å"the ability to manage oneself and interact with others in mature and constructive ways† (Kinicki et al 2008: pg 53). Whereas pluralistic ignorance is the assumption that others’ beliefs differ from yours even though behaviours are identical. There are positive and negative perceptions of self- related ethical behaviour towards the judgment of others’ ethical behaviour; these findings regarding these concepts have discrepancies-. In the particular, Halbesleben, Buckley and Sauer (2004) suggested that individuals erroneously believe that others are more unethical than they actually perceive themselves to be. (Halbesleben, Buckley and Sauer, et al , 2004: pg17). On the other hand Joseph, Berry and Deshpande (2008) theory was that â€Å"a perception of ethical behaviour of peer is a reflection of individual’s ethical behaviour† (Joseph, Berry, Deshpande ,2009 et al 2009: pg544). The relevance of this information is to enlighten employees and employers and also the general public of an individual’s emotional, psychological behaviour in the workplace, whether it is EI or PI. The study that I am undertaking is a replication of Joseph berry and Deshpande work (Joseph, Berry, Deshpande et al, 2009:pg546) of emotional intelligence and pluralist ignorance via a survey taken by University of Western Sydney students in the Parramatta and Campbelltown campuses. It encompasses several similarities of the theories, of the scholars discussed above. The hypothesis which I will be investigating in the scope of this research report will be that; â€Å"males and females have differing emotional intelligence and pluralistic views†. Also my second hypothesis will be that, â€Å"gender plays an important role when decision making is needed in the workplace†. Method The participants in the study were 120 males and 109 females, who participated in the study across both Campbelltown and Parramatta University of western Sydney campuses. The materials utilised for the survey were part of a larger survey from the scholarly work of :(Joseph, J. Berry, K. and Deshpande, S. P. (2008). Impact of emotional intelligence and other factors on perception of ethical behaviour of peers. Journal of Business Ethics, 89 (4), 539-546. ) The survey was distributed in class as an opportunity to educate students to become aware of the factors that contribute to pluralist ignorance in the workplace. The (UWS) students were asked to assist schola rly studies via completing the replicated survey of J. Berry and Deshpande, in class and asked to hand it in the end of the day. Hence, A total of 229 students were surveyed across both campuses , of those all students participated and were included in the present sample and also were assured there anonymity and confidentiality. The students were asked the following in the survey, overall regarding ethical behaviour in the workplace, â€Å"Stands for perceived Ethical Behaviour of Peers (EBP)†, â€Å"Stands for perceived Ethical Behaviour of Self (EBS)†, â€Å"stands for Over claiming Scales (OS)† and â€Å"Stands for the Wong and Law Emotional intelligence Scale (WLEIS)†. The responses were offered and scaled on the EBP and also EBS as by Very Infrequently (1) to Very Frequently (4), OS was scaled from Not at all familiar (1) to very familiar (3) and WLEIS was scaled from Total disagree (1) to totally agree (7). Then the scores were added up at the end and put on a computer program, spreadsheet to illustrate the findings in a form of correlation. Overall, these scores indicated the emotional intelligence and perceptual intelligence of an individual. Results Table 1: The Variables of UWS students Personal and emotional behaviours in the workplace. | |Male |Male |Female |Female |Sign. | | |Variables |Mean |SD |Mean |SD | | | | |N = 120 | |N = 109 | | | |1 |Ethical Behaviour of Peers (EBP) |2. 70 |. 46 |2. 62 |. 50 |ns | |2 |Ethical Behaviour of Self (EBS) |2. 1 |. 51 |1. 82 |. 45 |*** | |3 |Over claiming Scale (OS) |1. 07 |. 12 |1. 04 |. 12 |* | |4 |Self Emotion Appraisal (SEA) |5. 39 |. 96 |5. 12 |1. 01 |* | |5 |Others Emotion Appraisal (OEA) |4. 97 |1. 18 |5. 41 |. 97 |** | |6 |Use of Emotion (UOE) |5. 15 |1. 18 |5. 13 |1. 5 |ns | |7 |Regulation of Emotion (ROE) |5. 01 |1. 37 |4. 91 |1. 07 |ns | NB. ns = not significant, * = significant at . 05 level, ** = significant at . 01 level, and *** = significant at . 001 level. Table 2. The variables correlation Variables 1 2 3 4 5 6 78 1. Sex1. 00 2. EBP -. 081. 00 3. EBS -. 28** . 41**1. 00 4. OS -. 15* -. 03 -. 011. 00 5. SEA -. 13* . 08 -. 02 -. 151. 00 6. OEA . 20 . 15* . 09 -. 09 . 21**1. 00 7. UOE . 01 . 01 -. 12 -. 02 . 23** . 19**1. 00 8. ROE -. 4 -. 05 -. 12 . 03 . 19** . 15* . 29**1. 00 NB. *= significant at . 05 level and **= significant at . 01 level. There were overall 229 students which participated in the survey throughout both Campbelltown and Parramatta campuses. In which they were 120 males and 109 females. You can see from Table 1 and Table 2 above, that there were a number of significant differences between males and females on a number of variables and correlatio n. (1)There was not a significant difference, between males and females on perception of ethical behaviour of peers (EBP), where males scored a higher ( mean =2. 0)however scored a lower (SD. 46) than females (mean 2. 62, SD. 50). The differences in the Standard deviation means the variance of the scores from the mean are tighter in the males then the females; this indicates a more positive correlation from the males than the females. This signifies that females agree to perform more unethical behaviours with their peers than males. (2)There was a significant difference, where p. 001, between males and females on perceptions of ethical behaviour of self(EBS), where males scored higher (mean = 2. 11, SD = . 1) than females (mean = 1. 82, SD = . 45). The result means that males were more likely to agree that they would or do perform unethical behaviours more than females. (3)There was a slight variance, where p. 05, between males and females on over claiming scale(OS), where males sco red a higher (mean 1. 07), than females (mean 1. 04). However both Standard deviation for males and females were the same (. 12), indicating that variance of scores from the mean were the same, over claiming that they perceive themselves to be familiar in various products. 4)There was a inconsequential difference, where p. 05, between males and females on self emotional appraisal (SEA), where males scored a higher (mean 5. 39) than the females (mean 5. 12). However the standard deviation varied as the females had a higher (SD. 1. 01) than males (SD. 96). The results suggest that females agree that they are self appraisal of there own emotions than males, meaning that they are more aware of their deep emotions and to be able to express emotions naturally. (Song, Law and Wong et al 2004: Pg484) (5) There was a significant difference, where p0. 1, between males and females on others self emotional appraisal (OEA), where males scored a lower (mean. 4. 97) than females (mean 5. 41). Howe ver the males scored a higher (SD. 1. 18) than females (SD. 0. 97), suggesting that males are more aware of others emotions and appraisals than females, meaning males have the ability to perceive and understand the emotions of the people around them(Song, Law and Wong et al 2004:Pg 484) (6) There was not a significant variation, between males and females on use of emotions (UOE), where males scored higher (mean 5. 5, SD. 1. 18) than females (mean 5. 13. SD. 5. 15), showing that males are slightly more aware of how they utilise and manipulate their emotions than females. (7) There was not a significant disparity, between males and females on regulation of emotions (ROE), where males scored higher (mean. 5. 01 SD. 1. 37) than females (mean 4. 91 SD. 1. 07), indicating that males agree upon not being able to regulate their emotions than females, meaning that females have the ability to regulate there emotions, enabling a more rapid recovery from psychological stress. Song, Law and Wong et al 2004: Pg 484) There was a significant discrepancy in most of the results as females and males differed in most areas, however was mediated in the area of over claiming scale, indicating that they perceived products in similar ways, even though they are both different genders. However they differed in other areas such as: The area of the perception of ethical behaviour of peers, this signified that females agree to perform more unethical behaviours with their peers than males. Another major difference was the result of males agreeing upon that they would or do perform unethical behaviours more than females. These above results indicated that my hypothesis was indeed correct as differences in genders will effect the decision making process in the workplace environment as emotional and pluralistic ignorance differed. Discussion We explored the role of pluralistic ignorance and emotional intelligence in the workplace and how it affects it. Overall, our results suggest that gender play and important role in emotional intelligence, where male’s females were perceived to be more capable and have the ability to manage themselves more effectively and efficiently and males in a workplace environment and also to interact with others in maturely. Whereas males were suggested to be more ethical aware of others behaviours and them selves, they believed they did not differ, however pluralistic ignorance was encompassed by most female participants as they believed they were more ethical then others. Overall my 1,2 hypothesis was supported as males and females differed in their emotional behaviour and perception of others, hence leading to differing views of the decision making process in the workplace. The results and my hypothesis were supported by Law and Wong as there theory was that â€Å"emotional intelligence is conceptually distinct from personality† (Song, Law and Wong et al 2004: pg 483). Consequently, the authors Halbesleben, Buckley and Sauer theory of pluralistic influence also contributed to validity of my hypothesis; as they discuss that individuals mistakenly believe that others are more unethical than they actually are and perceived to be. Hence coinciding with my hypothesis as male and female individuals have varying perceptions of ethical behaviour in a workplace towards there colleagues. There were number of limitations of this research which could address. Firstly, there was not enough time for undergraduate students to think and fill up the survey properly. Also these made the students compulsory fill up the survey, this might of led to the students unwillingness and randomly selecting categories without properly interpreting them. Secondly, the survey was not given on a large scale rather only two groups of students in the same subject. Thirdly, the authors Mesmer-Magnus , Viswesvaran, Joseph and Deshpande indicates that â€Å" respondents may be particularly sensitive to questions about ethics’(Mesmer-Magnus , Viswesvaran, Joseph and Deshpande et al 2008 pg236 ). Finally, there was not an even number of participants from both genders, which resulted in the decreasing reliability of the results presented. We realised there would be potential problems of this research report reliability. But other sources of theories helped clarify some of the findings. Future research has to be undertaken to better triangulate the finding and to make it credential. The implications of this research can help organisations better effectively and efficiently improve decision making processes, which will lead to a better performance within the workplace. If utilised in proper ways it can also be effective in increasing profit margins via successful teamwork. The authors Mesmer-Magnus , Viswesvaran, Joseph and Deshpande suggest on (et al 2008: pg 235 )That if emotional intelligence and awareness of pluaristic ignorance is trained into the workplace it could lead to a 4% of the individual variance ethicality, which means it could generate significant improvements in performance and saving for the organisation. (Mesmer-Magnus, Viswesvaran, Joseph and Deshpande et al 2008: pg 235), hence reducing the prevalence of counterproductive workplace behaviour. Conclusion Emotional intelligence and pluralist ignorance has received a large scale of debates and theories in academic literature. Throughout all theories of the EI and PI topics, research suggest and stresses the importance of organisations assimilating training programs to counteract these problems as the authors Mesmer-Magnus, Viswesvaran, Joseph and Deshpande conclude that overall employees with high emotional intelligence is better performers on the job. Mesmer-Magnus, Viswesvaran, Joseph and Deshpande et al 2008 pg 237) Our research is also a significant forecaster of individual’s pluralist ignorance and emotional intelligence. That perception of others ethical self differs from the counterparts. This report embeds additional supporting information on theories of various academic scholars of the idea that, ‘if an employee is more knowledgeable in the areas of EI and PI he/she will significantly better and organisation ethical behaviour and performance’ (et al 2008 pg 237). References Angelo Kinicki. (2008). Organizational Behavior: core concepts The McGraw Hill/ Irwin Americas: New York, NY. Jacop Joseph, Kevin Berry, Satish P. Deshpande (2009). Impact of Emotional intelligence and Perception of Ethical Behavior of Peers, Journal of Business Ethics,89:539-546. Jessica Mesemer-Magnus, Chockalingam Viswesvaran, Jacop Joseph and Satish P. Deshpande (2008). The role of emotional intelligence in integrity and ethics perceptions , Research on emotion in organization, (4), 225-239. Jonathon R. B. Halbesleben, M. Ronald Buckley and Nicole D. Sauer, (2004). The Role of Pluralistic Ignorance in Perceptions of Unethical Behavior: An Investigation of Attorneys’ and students’ Perception of Ethical Behavior, Ethics and Behavior, 14 (1), 17-30. Kenneth S. Law, Chi-Sum Wong, Lynda J. Song, (2004). The Construct and Criterion Validity of Emotional Intelligence and Its Potential Utility for Management Studies, Journal of applied psychology, 89 (3), 483-496.