Organizational culture is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. "[1] Ravasi and Schultz (2006) state that organizational culture is a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations. Although it’s difficult to get consensus about the definition of organizational culture, several constructs are commonly agreed upon – that organizational culture is holistic, historically determined, related to anthropological concepts, socially constructed, soft, and difficult to change. This definition continues to explain organizational values, described as "beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals.
They observe the response individuals make to different situations or different conditions. Like behaviorist, cognitivists believe the environment has an impact upon a learner and what happens in one’s life. Lastly, they both hold that our experiences impact the way we learn. In conclusion, these two schools of psychology clearly have their differences and similarities. Behaviorism and cognitivism in my opinion are one of the most important schools of
Organizational culture Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. 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.
The process used to arrive at decisions may be unstructured or structured. The nature and composition of groups, their size, demographic makeup, structure, and purpose, all affect their functioning to some degree. The external contingencies faced by groups (time pressure and conflicting goals) impact the development and effectiveness of decision-making groups as well. In organizations many decisions of consequence are made after some form of group decision-making process is undertaken (Morgan 1996). However, groups are not the only form of collective work arrangement.
Motivation is a process that arises from research in physiological or psychological need that activates a behavior or a drive that is aimed at a goal (Byrnes 2009). The corresponding theories arise from research in psychology, identified as four theory areas: need, cognitive, reinforcement, and social learning (ibid.). Need theories states that people behave the way they do because of internal needs they are attempting to fulfill (ibid.). Cognitive theories argue that the ways people think are used to decide their behaviors. Reinforcement theories depend heavily on the effect of law, which argues that people
Discuss two errors in attribution Attribution theory is concerned with how individuals interpret events and how this relates to their thinking and behaviour. The attribution theory relates to the concept that people try to make sense of their surroundings on the basis of what they think is the cause and what the effect of the situation. There are two attributions. When people attribute cause of other people’s behaviour to their internal characteristics, they make a dispositional attribution. The term disposition refers to somebody’s beliefs, attitudes, and personality.
The NLP Communication Model Neuro-Linguistic Programming (NLP) is about the ability to discover and change the way we communicate (internally, with ourselves, and externally, with others) in order to achieve our specific and desired outcomes. The NLP communication model is based on cognitive psychology and was developed by John Grinder and Richard Bandler. According to the NLP communication model, when someone behaves in a certain way (their external behaviour), a chain reaction is set up within you (your internal response), which in turn causes you to respond in some way (your external behaviour), which then creates a chain reaction within the other person (their internal response), and the cycle continues. The internal representations that we make about an outside event are not necessarilythe event itself.Typically, what happens is that there is an external event and we run that eventthrough our internal processing. We make an Internal Representation (I/R) of thatevent.
Understanding the importance of these core personality traits that predict leader effectiveness can help organizations with their leader selection, training, and development practices. However, the behavioral theories of leadership state that it is the behaviour of leaders that distinguishes them from their followers. In other words, leadership is a skill that can be taught. Likewise, the situational leadership theories state that a leader emerges to fit the situation. Different people will take the lead in different situations.
In essence this means that a person's perception of another person tends to be more stable and involved based on our instinctual analysis of a person's behavior. Kenny's ideas are consistent with Heider's earlier notions citing that due to the fact that people are so often changing whether in action, behavior, or demeanor, we accordingly seek out the stable factors in a person that aid us in predicting their personality as well as future behaviors and such (18). The prediction occuring in these moments is an example of trait inference, the basic assumption that a person's actions are based on their personality, and will therefore remain consistent and
Running Head: SOURCES OF MOTIVATION PAPER Sources of Motivation Paper PSY 355 date University of Phoenix Sources of Motivation Paper When defining motivation, there are several definitions. Every person may have their own meaning of what motivation means to them. Motivation can be described as a trait that one needs in order to achieve something in life. There are many things that prompt individuals to behave in certain ways. There are also many different theories that revolve around how and why a person is motivated to behave in such ways.