Authors Pearce and Robinson (2009) suggest, a balanced scorecard “Is a set of measures that are directly linked to the company’s strategy,” “Directs a company to link its own long-term strategy with tangible goals and actions,” and “Provides a framework to translate a strategy into operational terms” (p. 202). A balanced scorecard is comprised of four perceptions: financial, customer, internal business process, and learning and growth (Pearce & Robinson, 2009). Utilizing Kaplan and Norton’s development of the balance scorecard AB Cleaners (ABC) evaluated its strategies relative to their mission and vision. The preceding matrix echoes ABC’s measurements, its targets, and supporting initiatives for each of the four perspectives associated with the
Integration, which is the degree that an organization stresses and allows over work groups, was found to lead to a friendly and pleasant work environment with higher integration. And lastly legitimacy, the article stated, “Organizations must be perceived to have legitimacy by the workers in order to be effective.” The study observed mixed results. In the bivariate analysis, organizational structure had a major correlation with job stress. In the multivariate analysis, and procedural justice and instrumental communication were indicated as a direct cause of job stress on correctional staff (Allen, Hogan, & Lambert, 2006). The contributors of the study, Allen, Hogan, & Lambert (2006), believed that the study demonstrated the need to explore additional sources of stress for correctional staff and hoped that the article will stimulate more research.
Ethical standards are the code of conduct required by the organization for workers to follow. The relationship between organizational culture and ethics is that the organizational culture guides workers when faced with ethical problems. If the organization culture counters what they are required to do ethically, workers may put the organization in jeopardy by not act ethically. When a worker is faced with a decision that others within the organization think as appropriate, though it is unethical, the worker may follow what is acceptable as per the culture. It is the relationship between organizational culture and ethics that can get businesses into significant trouble in the long term.
Motivation is what arouses someone's interest, directs their performance and sets the amount of energy that a person puts into achieving their goal. There are a number of factors which can affect motivation levels in the workplace such as: the relationships between co-workers; stress levels; recognition and praise; alignment of goals; and standards set. Recognition and praise from senior staff and management for the work an employee does demonstrates to the employee that they are appreciated. This can result in increased motivation to perform to high standards and a feeling of duty towards a company. A lack of recognition for good work can dramatically reduce motivation as staff feel undervalued and unappreciated, a person may work hard for an employer who does not appreciate them.
Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive. Feedback maintains focus for team cohesion, builds strong relationships and trust for the team 3. Teams can actually work against each other if they are not managed well. How can you ensure that the teams within your organisation work
Running head: ORGANIZATIONAL CULTURAL ANALYSIS Organizational Cultural Analysis Shashi K. Bhat BUS7000 Organizational Behavior and Theory Diane Wuthnow Sunday, February 26, 2012 Introduction Organizational culture is a set of shared values, beliefs and assumptions that are commonly held in an organization. Culture defines the boundaries of an organization and differentiates an organization from another (Robins & Judge, 2012). Culture is what defines the dynamics of an organization and acts as a binding force between the members. Culture establishes implicit norms for the business, and may ultimately attribute to the rise or downfall of an organization. In today’s fast paced globalized businesses, maintaining a strong culture is getting increasingly challenging, and therefore stresses the need for a heightened awareness to maintain it.
Ravasi and Schultz (2006) stated that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. [1] Although a company may have its "own unique culture", in larger organizations there are sometimes conflicting cultures that co-exist owing to the characteristics of different management teams. Organizational culture may affect employees' identification with an organization. [2] According to Needle (2004),[6] organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, and strategy, type of employees, management style, and national culture. Corporate culture on the other hand refers to those cultures deliberately created by management to achieve specific strategic ends.
Having employees positively motivated is a key aspect that managers strive to achieve. Not only does motivation create employees to desire to accomplish more, but it also encourages employees to be the best, as well as stimulates better interpersonal relationships. Social Psychology looks at the struggles some employees face with creating motivation, and attempts to discover how to explain the different types of motivation, as well as how employers can be advised to achieve a higher level of motivation from their employees. This essay will explore the different elements of motivation, and how it is achieved. Some of the more specific aspects being analyzed are Goal Setting Theory, empowerment, and Social Motivational Training as scrutinized by various researchers.
This research will try to explain the relevance of the leader’s role in the effective governance organisations and how depending the role-played can alter the organizational outcomes. As a second aim, this essay will introduce the concepts “leadership” and “governance” showing the similarities and differences of both concepts to distinguish between its role and development. For this reason, research pretends to discuss these concepts to full understand the significance of governance and leadership within companies. In addition, a third aim was to expose the differences between a manager and a leader because both concepts are interrelated but also
EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships. Relationships have many different aspects; here are several examples: • Trust • Teamwork • Quality • Morale • Self-esteem • Loyalty • Respect for boss When conflicts are handled well, there’s a positive effect on work relationships. When they are not, these factors can deteriorate. Productivity and the free expression of ideas are also impacted. FACTORS THAT AFFECT HOW PEOPLE MANAGE CONFLICT The skills involved in managing conflict are