6) Decision-making is an essential component in both Structuration Theory and Groupthink. Differentiate between the two theories as to how they use the decision-making process, how the theorists interpret the term, and what parameters should be used when discussing the decision-making process. 7) According to Organizational Culture Theory, stories are considered an important element in the culture of an organization. The Coordinated Management of Meaning centers on how meaning is achieved. Compare the two theories in
Therefore reflection can be a key skill to learn and a way of developing working practice which is anti-oppressive as well as empowering for service users. As part of the GSCC (2004) requirements it states that social workers need to use… ..’reflection and critical analysis to continuously develop an improve their specialist practice, including their practice in inter-agency contexts, drawing systematically, accurately and appropriately on theories, models and up to date research.’ (GSCC, 2004, pg16) According to Payne (2005), the work of Schon (1983, 1987), in exploring how professionals utilized their knowledge in working with people, first gave rise to the importance of reflective thinking for professional practice. Dewey (1991) and Jasper (2003) suggest that reflection is a deliberate and cognitive process which incorporates a gradual self awareness, transformation and critical appraisal of the social world. Taylor (2000) defines reflection as... ‘…the throwing back of thoughts and memories... (Taylor, 2000, pg3) ..Thinking about them in order to make sense of them and as necessary make appropriate changes. Johns
– The manager relies on control; the leader inspires trust. Managers are organisers who focus on operations. His function is operational. Manager coordinates people and processes, the utilisation of human and material resources to achieve and organisation’s objectives. Managers of an organisation manage: themselves, people and relationships, policies and procedures, environments, financial and physical resources, information and technology, ideas, operations and processes.
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.
Running Header: Principles of Organizational Psychology Principles of Organizational Psychology Dorothy Savage Psych/570 February 27, 2012 Jonathan Cabiria, Ph.D. Running Header: Principles of Organizational Psychology Organizational psychology has principles that help employees understand the behavior of individuals working in organizational settings according to Jex, S. M. & Britt, T. W. (2008). The principle will be discussed in the recruitment process from an organizational and applicant perspective, how the principles of organizational psychology can be used in the recruitment process, the concept of organizational socialization and how the principles of organizational psychology can be applied to organizational socialization, Include in this paper will be personal insight that relates work experiences. Recruitment process organizational and applicant perspective The recruitment process of an organization is moving toward green production according to Taylor, M.S. and Bergmann, T. (2008) There are benefits that employees, and organization can receive that will attract the ideal employee because organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position such as organizations location and salary. ( Taylor, M.S.
Social work framework assignment (Outline) Introduction Aim of the paper and any clarifications Imagine that represent my framework and the components within. Explain the picture and the relationship with my framework and briefly explain the component contained in the framework. Explain the core foundation of this framework, and any important assumptions embedded within my framework. (Core practice components). Theory: 1- Talk about theory in social (importance/ aim) 2- Theories and models that have influenced me during my studies and placement (theoretical framework).
The plan recommended by Team D was created by determining the formal and informal structures within Riordan and how these affect employee behavior. By identifying the most effective and appropriate structures and the effects on an employee’s behavior, the virtual organizational structure was chosen to support the changes. Features of Riordan’s culture and the potential influences of culture on the employee’s behavior were also factored in as well as any possible source of resistance the employees may have. Team D determined that an open communication strategy should be put in place to aid in carrying out of the new system, which will also assist in the evaluation of success or failure. Team D has also suggested that managers meet on a weekly basis with employees to go over data as well as collect assessments, pinpointing problem areas and to make any necessary changes if needed to be successful.
The aim is to critically evaluate different approaches to performance management and how they meet organisation requirements. This paper will introduce concept of reward, motivation and appraisal as a core functions in performance management as a strategic role for HR functionaries. Finally a discussion on how management have attempt to resolve their problems of converting labour potential in performance they desire by highlighting importance of motivation and reward in performance management, then attention turns into performance appraisal. 2. Performance management External forces such as competition, regulation and legislation have impact on organisational performance.
W. L. Gore & Associates – A Case Study Abstract One good way to gain the understanding of an organization is to examine its structure. Through this examination you can identify strengths and weaknesses within said structure and the organization as a whole. In this examination of W. L. Gore & Associates, it is noted that their structure is unique to say the very least. Their structure is far from a traditional organization’s structure. Many traditionalists feel that power, professional identity, visibility, and the facilitation of meaning-making processes are key factors in workplace productivity (Gluch, 2009).
I want to lead or supervise a team of technicians. I found an article explaining on how we choose our career path Perspectives on Career Development Career development can be understood as one of the many aspects of socialization that combine to create human development; in this case the focus is on occupational or work socialization. In psychological terms, the individual acquires motivation to act in certain ways related to his or her beliefs about personal self-efficacy to achieve in particular work domains, to the likelihood that certain valued outcomes will occur from some choices and not others, and to the salience of My Life