Verizon: External/Internal Factors MGT/330 January 28, 2012 Verizon: External/Internal Factors The four functions of management continue to guide Verizon through internal and external factors successfully. Of course, management needs to work creatively in problem solving and execute all the four functions in order to attain the objectives and goals in a way that the cost of accomplishment is viable for the company. Some of the internal and external factors that Verizon must effectively and efficiently guide themselves through are globalization, technology, innovation, diversity, and ethics. Verizon will need to continually adjust how they use the four functions of management to handle the strategic, tactical and operational decisions for the organization, and a crucial tool that Verizon uses to do so is delegation. How Internal and External Factors Affect the Four Functions of Management Like many others successful organizations, Verizon still stands on the four functions of management (planning, organizing, leading, and controlling) to guide them into the future.
| | | |Organizational culture refers to the beliefs and values that exist in an organization and have done| | | |for a long time, and to the beliefs of the staff and the foreseen value of their work that then | | | |influences their attitudes and behaviour. Managers and leaders adjust their behaviour to | | | |accomplish the mission of the organization, and this could influence the application of certain | | | |management and leadership models they usually use.
By doing this then the Company Q leadership can institute changes corporately as well as locally because they would then have an understanding the unique situations that each store has to contend with in each of the different communities. An added benefit of Company Q establishing and instituting a culture of social responsibility, will be in recruitment of talented individuals who are looking for companies that understand the importance of social responsibility in the communities in which they
It has been able to develop the forward-looking technology and attract some of the best employees available. As the compensation director, you have been asked to develop a job-based point evaluation plan for the organization. Briefly describe a job-based point evaluation plan. Discuss four compensable factors that you would include in the job-based point evaluation plan. Be sure to define each factor, justify why you selected it, and provide the weights or scales that you would assign to it.
Week 2 Learning Team Reflection Team A University of Phoenix LDR 531 Instructor November 09, 2011 Week 2 Learning Team Reflection During Week 2, team “B” reflected back on the assigned reading. The team evaluated how attitudes, emotions, personality, and values influence behaviors. Team B additionally developed a plan to increase employee motivation, satisfaction, and performance. The team found that managers and leaders influenced organizational behavior and employee attitudes, emotions, personalities, and values. These influences affect employee morale, motivation, satisfaction and performance.
Week 5 Assignment Christy Crigler Ashford University Contemporary Issues in Organizational Leadership BUS 660 Dr. William Adams January 26, 2014 Week 5 Assignment 1. Consider the factors from the situational leadership theory outlined in Figure 13.4. Apply these factors to Jacobs and Windber. In Figure 13.4 there is an equal, but balanced differently, relationship between the leader, the followers, and the situation. This figure is called the “Situational Leadership© Model” and supplies a visual on how leadership works and depends on the followers plus the situation.
Week Three Learning Team Reflection As a team member, the lines of communication must remain open. In most corporate environments, managers often find that delegation presents as key to tackling his or her increasing responsibilities and in meeting company objectives. Effective delegation requires the delegator to identify the right person for the job. First clarifying to the associate what he or she wants the individual to do remains essential to effective delegation. Next, specify the range of employee discretion and allowing employees to become a part of the business will help the employees understand why the company has to make decisions for individual jobs.
Learning Team A Week 4 Reflection MGT/311 May 18, 2014 Professor: William Conde Week 4 in MGT/311 class was informative. We learned how behavior can influence organizational structure, organizational culture, and power and politics. Power and political behavior can play a big role within an organization, because they are “natural processes in any group or organization” (Robbins & Judge, 2011, p. 420). Power refers to a capability that an individual has to influence the behavior of another person, so they will act in accordance with what that individual wishes. According to Robbins and Judge (2011), the bases of power can be grouped into two, formal and personal power (p. 421).
Management uses several ways that lead to successful performance; they lead by structure, emotional intelligence, human intelligence, and thought leadership. Management uses several ways that lead to successful performance; one way is by structure. An organization structure describes the way the organization operated. It is shown by an organization chart, which list the roles, departments, hierarchy or chain of command. It show a person who the leaders of the organization.
Which values and attitudes have significant effects on job satisfaction, organizational commitment and job involvement? 4. How does my organization apply motivational theories and models? 5. What other motivational methods are being applied in your organization that were not explicitly covered in text chapters 8 and 9?