With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
Managers of an organisation manage: themselves, people and relationships, policies and procedures, environments, financial and physical resources, information and technology, ideas, operations and processes. Leaders and managers demonstrate ethical behaviour when they: * match action to vision and espoused values * do what they say they will do * treat employees and society with respect * give as much as they receive As a leader, I am a model those behaviours, and to promote ethical workplace behaviours I should make clear expectations * lead by example * provide appropriate coaching, mentoring and
Job Redesign and Workplace Rewards Assessment Angel Ralston PSY/320 November 19, 2012 Debra Julian Abstract. Motivation with-in an organization is crucial to the success of the organization and the personal success of the employee. Understanding the process in which an organization sets goals, gives rewards, performs employee evaluations can make an organization grow as well as keep up a good performance reputation. Setting goals can have an impact on workplace productivity in a positive and a negative way. Rewards that are given for quality performance helps an individual be able to assess themselves, helping them be able to have job satisfaction along with personal growth.
E.g. Jack Welch, Steven Jobs Transactional leadership • Clarify the role and task requirements of subordinates • Initiate structure • Provide appropriate rewards • Display consideration for subordinates • Meet the social needs of subordinates 2. What are the two sets of behaviors that can be learned as an effective leader? • Task orientated behaviors: assigning employees to specific tasks, clarifying their work duties and procedures, ensuring that they follow the company rules, and pushing them to reach their performance
What roles do managers and leaders play in today’s environment? There is a direct connection between the way people view their managers and the way they perform. Strong leadership is imperative for shaping an organization into a force that serves as a sustainable business advantage (Kumle, 2006). On the other hand, management is the process of working with people and resources to accomplish organizational goals. Great managers do those thing both effectively and efficiently (Bateman and Snell, 2009).
An example of this could be social security benefits. These motivations help the company recruit top level employees and increase their overall productivity. But this can be a trade-off as these benefits and rewards can be costly. Takeaway 2 - Corporate Culture, Human Resources, and Ethics Zappos is a great example of a company that has created a lively atmosphere for their workers through their casual working environment. But another takeaway is that this type of culture is not compatible with many companies.
Macro Systems Paper Human service interactions in terms of macro systems differ within communities as well as organizations. An individual’s involvement in multiple systems such as micro, mezzo, and macro differ however they all seem to intertwine with one another. Human service workers role and responsibility are very important within the macro environment. Micro, Mezzo and Macro Social Systems There are three categories that make up social work: macro, mezzo and micro. All three of these categories coincide with the other one way or another.
The performance management creates the opportunity for management and individual success. Using performance management correctly can result in the organizational performance levels increasing and the company being more prosperous. A performance management outlines where the employee stands regarding his or her performance, as well as providing insight as to how the employee can increase his or her performance. Incorporating the organizations philosophy in the performance management sets a strong guideline for management to mirror the organizational goals when managing employee performance. This paper explored the importance of a successful method to measuring the employee skills as well as identifying gaps and delivering effective performance
The communication in the office flows directly from managers to subordinate. Top management set standards for authority, responsibility, and control. The development of this type of structure enables the organization to run more efficiently. Autry (1998) state “Larger organizations are often mechanistic, which means this type of design will improve efficiency and maximize specialization” (par.
Improving Organizational Performance April 29, 2013 Psy 428 Professor Catherine Floyd-Jennings Improving Organizational Performance Job satisfaction and productive work performance are essential factors in an organization. Ensuring that employees are satisfied and capable of exhibiting quality work performance can be challenging. This report will explore the four major phases of the simulation and the solutions recommended for improving work performance. I will discuss the way motivational theories can increase productivity and ways to reduce stress in the workplace in relation to the simulation. I will also examine how human behavior, cognition and affect can enhance relationships within an organization.