#organizationalbehavior

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Core Courses in the HR Curriculum: A Guide to Aspiring HR Professionals

One of the most critical functions in any organization is Human Resource Management (HRM). Understanding the core courses involved in pursuing a career in HR is essential. Similar to the Pillar 1 courses, these are designed for developing strong HR competencies at the root levels of an enterprise due to their simple and easy implementation. Check out institutions like Symbiosis Center for…

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What are the challenges students face in getting Organizational behavior assignment help?

Getting Organizational Behavior assignment help can be quite challenging for students due to various reasons. In this blog, we will explore the common difficulties that students face when dealing with Organizational Behavior assignments and how they can overcome them effectively.

Organizational Behavior Assignment Help: Understanding the Basics

One of the primary challenges students encounter with Organizational behavior assignments is understanding the basics of this subject. Organizational behavior is a complex field that includes studying how individuals behave in groups as well as corporate workplace behavior. Without a solid grasp of the fundamental concepts and theories in Organizational behavior, students may struggle to complete their assignments successfully.

Lack of Time Management Skills

Another significant challenge for students is time management. Multiple assignments, tests, and other responsibilities can be difficult to juggle, which might cause people to put off or hurry their work. Poor time management can result in incomplete or subpar Organizational Behavior assignments, negatively impacting students' grades.

Difficulty in Applying Theories to Real-Life Scenarios

Organizational behavior assignment often requires students to apply theoretical concepts to real-life workplace scenarios. This can be challenging for students who may struggle to see the practical implications of the theories they are studying. Without the ability to connect theory to practice, students may find it challenging to complete their assignments effectively.

Limited Access to Resources

Access to relevant resources such as textbooks, academic journals, and online databases is crucial for completing Organizational Behavior assignments. However, many students may face challenges in accessing these resources, either due to financial constraints or lack of availability. Students could find it difficult to perform in-depth study and turn in assignments of the highest caliber if they lack access to the proper resources.

Organizational Behavior Assignment Help UK: Language Barriers

For international students majoring or getting their Organizational behavior assignment help in the UK, language barriers can be a significant challenge. Non-native English speakers may struggle with the academic language and terminology used in Organizational behavior assignments, leading to misunderstandings and confusion. Language barriers can impact students' ability to express their ideas clearly and articulate their arguments effectively.

Overcoming the Challenges

While Organizational behavior assignments can be challenging, there are several strategies that students can use to overcome these difficulties effectively.

Develop a solid understanding of the basic concepts and theories in Organizational Behavior through regular study and revision.

Improve time management skills by creating a study schedule, setting deadlines for assignments, and breaking down tasks into manageable chunks.

Seek out additional resources such as online tutorials, academic workshops, and study groups to enhance learning and understanding.

Practice applying theoretical concepts to real-life scenarios by analyzing case studies, participating in class discussions, and seeking feedback from professors.

For international students, consider enrolling in language courses or workshops to improve their English language proficiency and academic writing skills.

In conclusion, getting your Organizational behavior assignment help can be challenging for students due to various reasons such as lack of understanding, time management issues, difficulty in applying theories, limited resources, and language barriers. By implementing effective strategies and seeking out support when needed, students can overcome these challenges and excel in their Organizational behavior assignments. Remember, with persistence and dedication, success is within reach.

[gauravsinha]

Green-Eyed Monsters: How Envy and Jealousy Fuel Workplace Conflicts

In the corporate world, ambition, and competition often drive success. However, these same forces can also give rise to negative emotions like envy and jealousy, which, if left unchecked, can fuel workplace conflicts and undermine team cohesion. Understanding the psychological roots and impacts of these emotions is crucial for creating a harmonious and productive work environment.

The Psychological Roots of Envy and Jealousy

Envy and jealousy are complex emotions that stem from comparisons and perceived inequalities. Envy arises when an individual lacks something that another possesses and desires it, often accompanied by feelings of inferiority and resentment. Jealousy, on the other hand, involves the fear of losing something valuable, such as status or relationships, to a rival.

In the workplace, these emotions are triggered by various factors, including:

Recognition and Rewards: Disparities in recognition, promotions, and rewards can spark envy among employees who feel overlooked despite their efforts.

Opportunities and Resources: Unequal access to opportunities for growth and development can breed jealousy among those who feel sidelined.

Peer Comparisons: Constantly comparing oneself to colleagues can exacerbate feelings of inadequacy and competition, leading to envy.

The Impact of Envy and Jealousy on Workplace Dynamics

Unchecked envy and jealousy can have far-reaching consequences on workplace dynamics and overall productivity:

Increased Conflict: Envious and jealous individuals may engage in disruptive behaviours, such as gossiping, backstabbing, or undermining colleagues, leading to a toxic work environment.

Decreased Collaboration: When employees are driven by envy, they may become less willing to collaborate, share information, or support their teammates, hindering collective progress.

Lower Morale: A workplace rife with envy and jealousy can lead to decreased morale, job satisfaction, and engagement, resulting in higher turnover rates.

Erosion of Trust: Persistent envy and jealousy can erode trust among team members, making it difficult to build strong, cohesive relationships.

Strategies for Addressing Envy and Jealousy in the Workplace

To foster a positive work environment, it's essential to address envy and jealousy proactively. Here are some strategies to consider:

Promote Transparency and Fairness

Ensure that recognition, rewards, and opportunities are distributed fairly and transparently. Clear communication about criteria and decision-making processes can help mitigate feelings of envy.

Encourage Open Communication

Create an open and supportive environment where employees feel comfortable discussing their concerns and emotions. Regular feedback sessions and one-on-one meetings can help identify and address issues early on.

Foster a Culture of Collaboration

Emphasize the importance of teamwork and collaboration. Encourage employees to celebrate each other's successes and work together towards common goals.

Provide Professional Development Opportunities

Offer equal access to training, mentorship, and career development programs. This can help employees feel valued and reduce feelings of jealousy.

Model Positive Behavior

Leaders should model positive behavior by demonstrating empathy, fairness, and respect. Leading by example can set the tone for a supportive and inclusive workplace culture.

Address Issues Promptly

When envy or jealousy-related conflicts arise, address them promptly and constructively. Mediation and conflict resolution techniques can help resolve issues before they escalate.

Envy and jealousy are natural human emotions that can have significant impacts on workplace dynamics if not managed properly. By understanding the psychological roots of these emotions and implementing strategies to address them, organizations can create a more harmonious and productive work environment. Fostering a culture of transparency, collaboration, and mutual respect can help mitigate the negative effects of envy and jealousy, leading to a more engaged and cohesive workforce.

Embracing these strategies will not only improve individual well-being but also enhance overall organizational success. After all, a workplace free from the shadows of envy and jealousy is one where everyone can thrive.

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The Gestalt Principle: Why The Whole Is Greater Than the Sum of Its Parts Shaina Tranquilino April 23, 2024

In the realm of perception and cognition, the Gestalt principle stands as a testament to the interconnectedness and complexity of human experience. Coined by German psychologists in the early 20th century, this principle suggests that the whole is greater than the mere sum of its individual components. From visual illusions to problem-solving, the Gestalt principle illuminates how our minds organize and interpret the world around us.

Understanding the Gestalt Principle: At its core, the Gestalt principle emphasizes that our perception goes beyond the simple combination of individual elements. Instead, we tend to perceive objects as unified wholes, often emphasizing patterns, relationships, and structures. This principle manifests across various domains of human experience, offering insights into psychology, art, design, and even organizational behaviour.

Visual Perception: In visual perception, the Gestalt principle explains phenomena such as figure-ground relationship, proximity, similarity, closure, and continuity. For instance, when we look at a complex image, our minds effortlessly organize it into meaningful shapes and forms, prioritizing coherence and completeness. This innate tendency to perceive wholes rather than parts highlights the efficiency and sophistication of our visual processing.

Art and Design: Artists and designers leverage the Gestalt principle to create compelling compositions that captivate the viewer's attention. By understanding how elements interact within a visual field, creators can manipulate perception to evoke specific emotions and convey particular messages. Whether through balance, contrast, or alignment, the Gestalt principle serves as a guiding principle in the creation of aesthetically pleasing and impactful artworks.

Problem-Solving and Creativity: Beyond perception, the Gestalt principle influences our problem-solving abilities and creative endeavors. When faced with a complex challenge, we often seek to understand the underlying patterns and relationships, allowing us to grasp the bigger picture. By recognizing how individual elements contribute to a larger whole, we can devise innovative solutions and approach problems from novel perspectives.

Psychological Insights: On a psychological level, the Gestalt principle sheds light on how we perceive ourselves and others within social contexts. We tend to categorize individuals based on overarching traits and characteristics, forming impressions that extend beyond mere summations of their attributes. This holistic perception influences our interactions, relationships, and societal dynamics, emphasizing the importance of considering the whole individual rather than isolated traits.

Organizational Dynamics: In the realm of organizational behavior, the Gestalt principle informs our understanding of group dynamics and teamwork. Successful teams prioritize collaboration and synergy, recognizing that the collective effort often yields results greater than the mere aggregation of individual contributions. By fostering a culture that values cohesion and shared goals, organizations can harness the power of the Gestalt principle to drive innovation and productivity.

The Gestalt principle serves as a cornerstone in our comprehension of perception, cognition, and human behaviour. It reminds us that the whole is not simply the sum of its parts but a complex interplay of relationships and patterns that transcend individual elements. Whether in art, problem-solving, or organizational dynamics, embracing the Gestalt principle empowers us to perceive the world with greater clarity and harness the inherent synergy of interconnectedness.

[inspiration-3000]

What is Motivation In Business and See How It Boost Output

The business world is constantly changing, but one thing remains constant: the need for intrinsic motivation. It's what gets people and businesses going, what makes them want to keep trying even when the going gets tough. What is Motivation In Business, and why is it so important? This book explores the meaning of motivation, its function in corporate management, and its impact on the future of businesses.

What Is Motivation In Business

What is Motivation In Business?

The term "motivation" is used in business to describe the forces behind adopting and adhering to productive courses of action. It includes the physical, psychological, interpersonal, and intellectual factors that trigger and direct human action. Within a business setting, motivation is the desire to take action to fulfill one's objectives.

Motivation: A Concept Worth Exploring

The question of "why" is at the heart of the concept of motivation. It motivates us to keep going when the going gets tough, seize chances when they arise, and chase our dreams. The term "motivation" is commonly used to describe the state of mind leading to business success. It's what keeps workers going, what gets them excited, and what keeps them committed to their jobs.

The Importance of Motivation In Business

In the business world, inspiration is essential. It affects how committed and enthusiastic workers are about their jobs. Employees excited about their work are more inclined to give their all to it and the company. The ability to do so is essential to maximizing workers' productivity and boosting business success.

The Difference Between Intrinsic and Extrinsic Motivation

There are two forms of motivation: those that come from inside and those that come from without. Organizations may create more successful motivating tactics by identifying and learning from these personality types. The Drive That Comes From Within —Intrinsic Motivation The source of an individual's intrinsic motivation is inside themselves. Push comes from inside through inherent factors like curiosity or enjoyment. Employees may be intrinsically driven, for example, if they find their work challenging and pleasurable, have a feeling of success upon completing a task, or are enthusiastic about and satisfied by their work. Self-sustaining motivation like this is compelling. Employees driven by their interests are more invested in their work, produce more remarkable results, and remain with the company longer. The External Influence, or Extrinsic Motivation On the other hand, extrinsic motivation relies on external stimuli, like prizes or praise. Workers who want to be rewarded with pay raises, promotions, or compliments may be extrinsically driven. This motivation encourages Employees to carry out duties and reach targets. Firms must balance intrinsic and extrinsic motivation to maintain long-term employee engagement and happiness.

What Managers Need To Know About Motivation

What Managers Need to Know About Motivation

In the world of business, inspiration plays a key role. It has an obvious bearing on how well a company operates. Employee Drive and Productivity An engaged worker is more likely to give their all in their work. They have a higher commitment, concentration, and willingness to exert themselves—the individual gains, as well as the organization as a whole, from this. Managers may support high performance and cultivate a culture of excellence by learning what drives their people. Incentives and Performance in the Business Work output is also affected by intrinsic motivation. When workers feel inspired, they give their full attention and effort to their jobs. Increased sales and profitability are only two examples of how this might benefit a business. Businesses may increase productivity and accomplish their strategic goals by creating an atmosphere promoting work motivation.

Inspiration and Contentment in One's Work

Motivation and job happiness are intertwined. Employees are more likely to be content with their jobs if they feel inspired to do their best. Motivated workers are less likely to quit, and everyone will enjoy coming to work more. An employee that wants their work is an advantage to any company. Having them around increases the likelihood that the business will benefit from increased productivity, dedication, and employee loyalty. Motivation's Role in Keeping Workers Around The ability to keep employees motivated is crucial. Engaged workers are less likely to leave their positions, providing more excellent organizational stability. Employee Turnover and the Role of Motivation Unfulfilled and dissatisfied workers are likelier to quit their jobs when they need more motivation. Motivated workers, on the other hand, are more inclined to stick around and help the business thrive. The best way for firms to keep their employees happy and avoid turnover is to design programs that appeal to their requirements for intrinsic motivation.

Methods for Increasing Memorization and Retention Through Motivation in Business

Improved staff retention may be achieved via the use of powerful motivational tactics. Offering competitive compensation, promoting employees, recognizing and rewarding their accomplishments, and creating a happy and supportive work atmosphere are all examples of such tactics. Businesses may establish a work climate that supports retention and fosters long-term loyalty by meeting the motivating requirements of their employees.

Theories of Motivation and Their Role in Organizational Success

Several ideas attempt to shed light on the nature of motivation and its relevance to the business sector. These ideas give a framework for thinking about what motivates people and how to channel that energy to benefit an organization. The Importance of Maslow's Theory of Motivation in the Business Maslow proposed a hierarchy of wants, from the most fundamental physiological demands to the ultimate goal of self-actualization, in his theory of motivation. To better satisfy the requirements of their employees and inspire them to give their best work, business leaders would do well to get an appreciation for these factors. Companies might provide chances for development and self-actualization in addition to satisfying fundamental necessities like money and job security. Employee Performance and the Role of Expectation Theory According to the Expectancy Theory, a person's level of motivation can shift depending on what they believe the outcome will be. In other words, employees will work more if they feel their effort will lead to high performance and if they think that good performance will lead to a desirable reward. According to this approach, managers should clearly show employees what is expected of them and how their success will be rewarded. Employee Happiness and the Equity Theory According to the Equity Theory, morale improves when workers feel their contributions are valued. Employees' satisfaction and productivity can increase when they believe they are being treated properly. According to this view, firms should guarantee that incentives and recognition are given on an even playing field.

Success in Business Through Inspirational Methods

The success of every business depends on its ability to implement successful methods of motivation. These tactics can raise morale, increase output, and cultivate a constructive culture in the workplace. Leadership's Crucial Function in Keeping Workers Energized The ability of leaders to inspire their teams is crucial. Leaders that are effective in their roles motivate their teams, lay out specific objectives, offer constructive criticism, and publicly acknowledge their staff for a job well done. They make workers feel appreciated and inspired to give their all on the job. Motivation in the workplace is often a direct result of the organization's leadership style. For instance, transformational leaders motivate their teams by casting a long-term vision and urging individuals to put the group's goals ahead of their own. This kind of leadership may foster high levels of staff motivation and dedication. Setting Objectives as a Means of Boosting Employee Morale Achieving one's goals is a great way to boost one's motivation. Employees benefit significantly from having goals that are both specific and attainable. They increase motivation and output by giving readers a path to follow and a yardstick to judge progress. Specific, Measurable, Attainable, Relevant, and Time-bound (SMART) goals are recommended. As a result, rest assured that they will be well-defined, achievable, and aligned with your company's goals. The Influence of Rewards and Praise on Motivation Motivating factors include acknowledgment and recompense. They verify the worth of an employee's work, increasing morale. Recognition may profoundly affect employees' motivation and sense of fulfillment, whether a simple "thank you" or a more formal incentive. Employee of the Month awards, performance bonuses, and peer recognition programs are examples of recognition and incentive programs businesses may implement to increase employee motivation.

Success In Organizational Settings And Employee Motivation

Success in Organizational Settings and Employee Motivation

When employees are inspired to do their best, the organization thrives. Overall organizational success is tied to employee engagement, affecting performance, productivity, job satisfaction, and retention. The Role of Motivation in Shaping Corporate Culture The company's culture may improve with the help of dedicated staff. Motivated workers show initiative, stick with the company, and feel fulfilled. The ideas, beliefs, and conventions that shape workers' attitudes and actions at work are collectively known as "organizational culture." Employee output, cooperation, and organizational success benefit from a culture of positivity and motivation. Influence of Motivation on Workplace Actions Behavior in the workplace is affected by motivation as well. It impacts team dynamics, employee reactions to obstacles, and productivity. Motivated workers are more likely to engage in productive organizational behaviors, including collaboration, creativity, and integrity, all of which add to the organization's bottom line.

What We Learned About the Role of Motivation in Business

Finally, motivation is a potent instrument in business. It's a significant factor in the organization's overall success since it boosts efficiency, output, worker happiness, and loyalty. Companies may maximize their workforce's potential and accomplish their objectives by comprehending the notion of motivation and using efficient motivating techniques. In the business world, motivation is crucial. It's the backbone of a positive and productive workplace and the source of all other excellent outcomes. Motivation will continue to play a critical part in determining a company's destiny as it faces the difficulties and possibilities of the current business landscape. Read the full article

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How managers can encourage mental health days While we’ve done a lot to collectively raise awareness of the importance of mental health, we’ve still got a ways to go in the workplace. One report finds that 83% of US workers suffer from work-related stress, with a quarter saying their job is their top stressor. In another study, 60% of global employees named their…Read more... https://qz.com/how-managers-can-encourage-mental-health-days-1850284655

[operationsinsider]

Simon Sinek is a well-known author, motivational speaker, and organizational consultant. In "Leaders Eat Last," Sinek focuses on the importance of leadership in creating a healthy and successful organization. He argues that the best leaders prioritize the well-being of their team members and create a culture of trust, collaboration, and mutual support. The book draws on insights from biology, anthropology, and psychology to explain why some leaders are more effective than others. Sinek highlights the role of hormones such as oxytocin, which promotes trust and social bonding, in creating a positive work environment. He also discusses the impact of modern technology on our social connections and the importance of face-to-face interactions in building strong relationships. Through a series of real-world examples, Sinek illustrates the principles of good leadership and the benefits of creating a "circle of safety" where team members feel secure, valued, and respected. He emphasizes the importance of empathy, active listening, and open communication in creating a culture of trust and collaboration. Go to operationsinsider.com to read the full summary including the key takeaways of this book. Link for summaries or purchase in BIO Like❤️/Share✅/comment👇/follow👉@operationsinsider #opex #operationsinsider #wasteattack #waste #LeadersEatLast #SimonSinek #Leadership #OrganizationalBehavior #MotivationalSpeaker #EmployeeEngagement #Teamwork #CompanyCulture #Success #PersonalDevelopment #Inspiration #ProfessionalGrowth #Management #Business #LeadershipSkills #Mindset #WorkplaceCulture #CorporateLeadership #Entrepreneurship #TeamBuilding #LeadershipDevelopment #BookSummary #BestSeller #HighPerformance #HumanResources #careerdevelopment (hier: Kitzbühel, Tirol, Austria) https://www.instagram.com/p/CpiOpG6IcML/?igshid=NGJjMDIxMWI=

[jonfazzaro]

"I’ve met so many people looking for clear instructions on how to 'craft' an adaptive organization, a sort of manual that can be followed. Truth is, the beauty of human systems is inseparable from the impossibility of doing so."

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Organizational Development in Organizational Behavior: Transforming Companies for Success

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Core Courses in the HR Curriculum: A Guide to Aspiring HR Professionals

One of the most critical functions in any organization is Human Resource Management (HRM). Understanding the core courses involved in pursuing a career in HR is essential. Similar to the Pillar 1 courses, these are designed for developing strong HR competencies at the root levels of an enterprise due to their simple and easy implementation. Check out institutions like Symbiosis Center for Distance Education as their course on symbiosis correspondence includes in-depth knowledge of the basic principles related to HR. In this full guide to the HR Curriculum, we'll take you through each of its core courses and what's awaiting your learning inside!

1. COM Fundamentals of Human Resource Management

Understanding HR Basics

All HR experts must grasp the basic principles of Human Resource Management. This is a course that introduces the fundamental principles on which HR practices are built within organizations. Expect topics such as:

How to Recruit Like the Big Boys: Be Taught To Draw In The Proper Employe, How Recruitment Processes

How Selection Processes Better choice of candidates can be selected by utilizing which ways.

How to Retain Valuable Employees; How To Keep Employees Happy With These 4 Quickest Tips

While you are working on these principles, the urgency of having good HR strategies will be more apparent to you. You will understand how they can impact an organization's performance and culture in a real way.

Dive Deeper

Using the tools of Symbiosis Distance Learning Center, learners acquire and apply these basics better which arrange a systematic organization of vaguer concepts.

2. Organizational Behavior

Why It Matters

Organizational Behavior: This class is the study of individuals and groups in organizations. Every HR professional needs to know this. Topics covered include:

Motivation — Understanding the factors that motivate employees to perform.

Leadership Styles — Know them all and how they affect people.

Team Dynamics – Discover what happens amongst teams, and how these create a massive impact on the overall function.

Real-World Applications

An understanding of these ingredients is what puts you in the position to create a good workplace culture. Learn tips on how to improve collaboration and motivation in the team, contributing to overall organizational growth.

3. Theories of Labor Laws and Industrial Relations

The Legal Backbone of HR

Every HR professional must navigate the complex world of labor laws and industrial relations. This course introduces key regulations that govern employment. Specific topics include:

· Essential Labor Laws: Know the legal requirements every company must meet.

· Handling Disputes: Learn techniques for managing conflicts and fostering negotiations.

Importance of Good Relations

It is important to know these laws so you and your workplace can be as harmonious as possible. Good industrial relations do not allow disputes to occur because of which the workplace remains durable.

4. Performance Management

Setting Standards

Ultimately, Performance Management is the process of optimizing performance by ensuring that employees do what they are supposed to and work in alignment with organizational goals. It is designed to teach you how to set performance standards and rate your employees accurately based on their accomplishments. Here are some of the topics you will study:

Defining Performance Standards: Understand what it takes to set expectations.

Employee Evaluation Methods: Understand how you can evaluate better.

How to Give Constructive Feedback: Find the top ways to give feedback that drives staff motivation

Boosting Productivity

All that you learn here is more about techniques that will help not only to increase your self-performance but also the overall productivity of an organization. You would be a valuable addition to any HR role by mastering performance management.

5. Training and Development

Building Skills

Therefore, you need to be learning continuously in this fast-paced work environment. A Training and Development course includes a variety of methods to reskill your employees. Key points include:

Built for the new training mannequin: Learn different types of learning and how well they work.

Why Development Programs Matter: Learn why when you invest in your people, they stay and are happier.

Fostering a Learning Culture

Organizations can increase their training and development priorities, which could result in the organization adopting a culture of continuous improvement. This also helps in the upgradation of skills and the workforce gets prepared for future challenges as well.

Conclusion: How to Master HR

By taking all of these core courses you will gain the fundamental skills required to be an effective human resource manager. One such platform is the Symbiosis Distance Learning Center which delivers its programs-flexibilities in learning, provides flexibility to learners, and makes their journey smooth with Symbiosis correspondence courses.

These courses either if you are a beginner or want to make your career on the utmost level, will explain all the basics of HR management. This means by adopting these principles; you may really add loads of worth to an organization’s success.

Investing your time in learning these fundamentals can get you a decent job. The world of HR is dynamic, and making sure you have strong principles will allow you to help make the mark on your organization that I believe we all seek.

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SOLUTION AT Academic Writers Bay View attached explanation and answer. Let me know if you have any questions..‫المملكة العربية السعودية‬‫وزارة التعليم‬‫الجامعة السعودية اإللكترونية‬College of Administrative and Financial SciencesAssignment 3Deadline: 04/12/2021 @ 23:59Course Name: Organizational BehaviorStudent’s Name:Course Code: MGT301Student’s ID Number:Semester: 1stCRN:Academic Year: 2021/2022 GFor Instructor’s Use onlyInstructor’s Name: Malak AlghamdiStudents’ Grade: 00/ 05Level of Marks: High/Middle/LowInstructions – PLEASE READ THEM CAREFULLY• The Assignment must be submitted on Blackboard (WORD format only) viaallocated folder.• Assignments submitted through email will not be accepted.• Students are advised to make their work clear and well presented; marks may bereduced for poor presentation. This includes filling your information on the coverpage.• Students must mention question number clearly in their answer.• Late submission will NOT be accepted.• Avoid plagiarism, the work should be in your own words, copying from students orother resources without proper referencing will result in ZERO marks. No exceptions.• All answered must be typed using Times New Roman (size 12, double-spaced) font.No pictures containing text will be accepted and will be considered plagiarism).• Submissions without this cover page will NOT be accepted.Course Learning Outcomes-Covered1Define the impact of company’s culture, structure and design can have on its organizationalbehavior. (CLO3)Assignment 3Reference Source:Textbook:Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational behaviour: Improvingperformance and commitment in the workplace (6th ed). Burr Ridge, IL: McGraw-Hill Irwin.Case Study: -… CLICK HERE TO GET A PROFESSIONAL WRITER TO WORK ON THIS PAPER AND OTHER SIMILAR PAPERS CLICK THE BUTTON TO MAKE YOUR ORDER

[motivationalspeech]

Employee motivation is defined as the enthusiasm, energy level, commitment and the amount of creativity that an employee brings to the organization on a daily basis. Motivation is derived from the Latin word, “movere” which literally means movement.

[foundenist-blog]

In this article, we are going to look at the definition, examples and the importance of understanding and applying organizational behavior into your workplace.

Definition of organizational behavior

Organizational behavior, also known just as OB, is a field of study that investigates the behavior of individuals, groups and the structure working within an organization with the purpose of applying this knowledge gained towards improving the organization effectiveness. In other words, OB studies how people think and act and how it impacts the organization.

We can say that the success of an organization largely depends on the effective management of its employees. Their behavior is driven by their ideas, feelings and attitudes.

Continue reading    

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Most US workers say their job isn't extremely important to their identity There are many ways to find meaning in life, and one popular vehicle for that is through work. But a new survey from Pew Research Center found that only 39% of workers say their job or career is extremely or very important to their overall identity.Read more... https://qz.com/most-us-workers-say-their-job-isnt-extremely-important-1850275084