Organizational Psychology

Author
Buonanno, Thomas  Anthony
Title
School Leadership for a Diverse Society
Year Degree Awarded
2020
Department
Educational Leadership
Degree
Ed.D.
Abstract
Given the increase of language minority students in school districts across Pennsylvania, school leaders are faced with the demand to address the unique needs of students learning English. Previous research suggests that state initiatives to simply assimilate students may not have been successful in meeting their needs. Furthermore, research and theory also suggest that leaders demonstrating cultural proficiency may be more effective in meeting the needs of English learners who are also ethnic minorities. The approach leaders take may be a function of the ethical paradigm that informs their decision-making. In order to understand the extent to which elementary school principals in one school district display cultural proficiency and to investigate the ethical paradigms that inform their decision-making, I conducted interviews with five principals in one large diverse school district in Pennsylvania. Drawing on a framework of Cultural Proficiency, I found in general there to be an over-appreciation of diversity and under-appreciation of cultural proficiency at the conclusion of this study. Additionally, there was an observed tendency for these school principals to view their leadership role as one that functions primarily within the confines of executing district policies at the building-level. Though each participant expressed the importance of advocacy for their students, they did not pursue policy creation or change within a broader political context. Despite the similarities among participants, my analysis suggested variations in the participants’ concepts of their role as school leaders to support English Language Learners and language minority students.
Advisor
McGinley, Christopher W.

Committee Members
Laurence, Janice H.
Haviland, Joseph
Smith, Michael W.

In an attempt to explain why the gender gap in leadership positions persists, we propose a model centered on legitimacy. When women hold powerful positions, they have a harder time than men eliciting respect and admiration (i.e., status) from subordinates. As a result, female power-holders are seen as less legitimate than male power-holders. Unless they are able to legitimize their role, relative illegitimacy will prompt a variety of consequences such as more negative subordinate behavior and reduced cooperation when the leader is a woman. Subordinate rejection will likely put female leaders in a precarious mindset, and trigger negative responses toward subordinates; such behavior can confirm negative expectations of female leaders and further undermine female authority in a self-reinforcing cycle of illegitimacy. Leader or organizational features that enhance status attributions and/or lower subordinates' perceptions of power differentials may increase legitimacy for women in leadership roles.

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

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Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
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Updated examples, case studies, and references throughout the book
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Key points and discussion questions following each chapter
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Updated instructor’s manual available online as a PDF or Word document"

This milestone text provides a comprehensive and state-of-the art overview of perfectionism theory, research, and treatment from the past 25 years, with contributions from the leading researchers in the field. The book examines new theories and perspectives including the social disconnection model of perfectionism and the 2 × 2 model of perfectionism. It also reviews empirical findings, with a special focus on stress, vulnerability, and resilience, and examines perfectionism in specific populations. Finally, it considers how perfectionism relates to physical health and psychophysiological processes and introduces new approaches to effective prevention and treatment. By increasing our understanding of perfectionism as a complex personality disposition and providing a framework for future explorations, this landmark publication aims to promote further research in this field. It will be invaluable reading for academics, students, and professionals in personality psychology, clinical and counselling psychology, applied psychology and related disciplines.

Leadership is everywhere: it has a dominant and privileged place in our society; it is constantly in our news, politics, businesses, films, books and magazines. Leadership is part of our social narrative, predominantly as a mythological force of goodness and success.
A key aim of this book is to deconstruct leadership, to challenge over-simplified accounts of leadership that may be desirable and offer us the comfort of ‘messiahs’ who can save us, but that actually distort leadership in unhelpful ways. Another aim is to reconstruct leadership, to offer new accounts of leadership for new times.
The  book identifies four dominant leadership discourses that have developed through socio-political and economic forces. The first 3 are Controller Leadership , Therapist Leadership, Messiah Leadership  reveal how leadership has developed in relation to changing contexts the past century. The final emergent discourse outlined is Eco-Leadership, and this chapter points to the need for new leadership for new times.

The purpose of this study was to identify the perceived level of stress based on demographic factors (gender, age, and teaching experience) and also to determine the contributing factors of stress among teachers who are currently teaching at Missionary Primary Schools in Kuala Lumpur. There are seven teacher’s stress sources that were included in this study which comprise workload, pupils’ attitude, time constraint, relationships with colleagues,relationships with parents, appreciation and support, and lack of resources. A total of 186 teachers from 14 Missionary Primary Schools in Kuala Lumpur were randomly chosen based on multistage cluster sampling that represents the total population. The data is analyzed by using both descriptive and inferential statistics (Independent t-test, one-way ANOVA test and Multiple Regression). The finding indicated that the stress level among respondents was at a moderate level. Further analysis revealed that there were no significant differences on the level of stress among respondents in terms of gender, age and work experience. In addition, it was found that parental relationship, and appreciation and support significantly predicted teacher’s stress level

It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organisational change management as an important first step towards constructing a new framework for managing change. The article concludes with recommendations for further research.

People abused by angry discipline as children, may tend to abuse or overly punish other people or themselves for perceived wrongs in their adult life. In some individuals, aggressive personality traits may be genetically inherited. The aggressive personality may feel weakened by having guidelines or boundaries for anger. Anger is a normal human emotion, and these guidelines can help express anger in a healthy way.

Anormal Psikoloji kitabı, ruhsal bozukluklar alanında çalışan tüm profesyoneller, psikiyatristler, klinik psikologlar, psikologlar, psikolojik danışmanlar, hekimler, sosyal hizmet uzmanları, psikiyatri hemşireleri ve bu alanlarda öğrenci yetiştiren akademisyenler ile eğitim alan öğrenciler için temel bir başvuru kitabıdır.
2013 yılının Mayısı ayında yayımlanan DSM-5 ölçütlerine göre ruhsal bozukluklarla ilgili sunulan bilgilerin güncellemesinin de yapıldığı bu kitap, tüm dünyada pek çok üniversitenin psikiyatri ve psikoloji bölümlerinde ders kitabı olarak okutulmaktadır.
Kitabın her bölümünde, ilk olarak ruhsal bozukluklarla ilgili vakalar sunulmakta, daha sonra bozuklukların klinik tanıları yapılmakta ve DSM-IV-TR’den farklı olan DSM-5’te yapılan değişikliklere yer verilmektedir. Ayrıca, DSM-5’teki tanı ölçütleri, bozuklukların etiyolojisi ve epidemiyolojisi, bozukluklar üzerinde kalıtımın ve çevrenin etkileri, biyolojik ve sosyal ve kültürel etkiler, en güncel araştırmalardan elde edilen verilerle harmanlanarak sunulmaktadır. Ruhsal bozuklukların tedavisinde etkili olacak terapi yaklaşımları ve ilaçla yapılan tedaviler hakkında da bilgiler veren kitap, sahip olduğu zengin içeriği ile eşsiz bir kaynaktır.
Anormal Psikoloji kitabının; profesyoneller ve öğrenciler için önemli bir rehber olacağına, yardıma ihtiyaç duyan insanların sorunlarının çözümüne, ruhsal bozuklukların tanı ve tedavisinde önemli katkılar sağlayacağına inanıyoruz.

This essay explores how management of creative organisations can communicate a flat organisational structure with emphasis on co- leadership and division of responsibility. Through a comparison of the language used in ordinary businesses with that of artistic organisations (especially theatres and symphonies), the essay suggests that by implementing the ‘artistic’ language into ordinary businesses, organisations can underpin a creative working culture and to a larger extend communicate the flat organisational structure that help organisations fulfil their potential in the creative economy.

El presente artículo pretende brindar luces acerca de la importancia de la Psicología Organizacional en el ámbito laboral y ayudarnos a comprender cómo ésta puede resolver conflictos en la organización complementándose con diferentes ámbitos profesionales. Los autores, no psicólogos, que cursan el último semestre de la Maestría con mención en Psicología Organizacional de la UNMSM, expondrán la utilidad que la Psicología Organizacional les brinda en su quehacer profesional aplicado en las organizaciones donde ellos se desempeñan.

This research is a preliminary study, which aims to examine the relationship among peer relationship, organizational commitment, organizational culture and job satisfaction. Besides, the mediation role, the study also investigates the significance of job satisfaction. Further, while investigating the moderating impact of psychological capital “PsyCap” between the peer relationship and organizational commitment, it determined that PsyCap strengthens peer relationship and organizational commitment in Pakistan Railways. Thus, at large, job satisfaction had played mediating role between culture and employee commitment. On the other hand, PsyCap has a moderating impact in this study, whereas the job satisfaction does not arbitrate among peer relationships, organizational culture and organizational commitment.

... a typical naive set of assumptions about "group oriented" cultures it that the participants within them are basically altruistic, self-effacing, self-sacrificing and sociable. A society of such individuals should exhibit the very best of human civilization working in equitable, democratic communities. By contrast, those from individualistic cultures should be cold, grasping, selfish, egotistical and almost incapable of the cooperation demanded by a civil society. Indeed, a society of individualists, by this stereotype would be a dog eat dog affair, dedicated to conflict, riven with disloyalty and betrayal, forever failing to build a stable and humanistic community.

Executive functions are proposed to underpin intelligent goal-directed behavior.  Such skills, linked through multiple neuropsychological studies to functioning of the frontal lobes, are theorized to predict achievement in non-routine activities.  Furthermore, patients with frontal lobe damage often display disorganized behavior and real-life failures such as employment instability and bankruptcy despite normal or superior intelligence.  These observations suggest that executive ability should predict real-life successes within challenging, non-routine environments, and that it is perhaps more important than intelligence.  We used the context of professional sales as a test of these hypotheses.  Ninety new-car sales personnel completed an intelligence test and five assessments previously identified as sensitive to neuropsychological impairment independently of impairments of general intelligence.  The results revealed some sex differences, e.g., saleswomen performing significantly worse than salesmen on general intelligence but significantly better on multi-tasking.  As hypothesized, general intelligence did not predict objective sales, nor did skills in abstraction, multi-tasking, or theory of mind.  However, two tests of inhibition were significant predictors of sales achieved.  This was dependent on the sex of the personnel.  Sales were predicted by verbal response suppression for men and by motor response withholding for women.  The results validate the role of executive functions in real-life achievement in challenging, non-routine, environments.  In particular, they suggest that response inhibition may be a cognitive skill that particularly contributes to real-life success, at least in the context of sales, and this depends on biological sex.  Finally, some executive functions may be better predictors of real-life success than general intelligence.

A case study for organizational behavior based on the "DownCity"episode of the fourth season of Kitchen Nightmares.

This document contains (1) a summary of the series (2) a list of the cast of characters (3) an episode recap and (4) two discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the discussion questions, please email "[email protected]" with the phrase "Solution request" in the subject line.

SHOW SUMMARY Ramsay's Kitchen Nightmares is a television program featuring British celebrity chef Gordon Ramsay first broadcast on Channel 4 in 2004 in the UK. An American adaptation of this show entitled Kitchen Nightmares debuted September 19, 2007 on Fox. In each episode, Ramsay visits a failing restaurant and acts as a troubleshooter to help improve the establishment in just one week. Ramsay revisits the restaurant a few months later to see how business has fared in his absence.

The increased need for counseling services is evident with the steady rise in mental health conditions in college-aged students. However, a number of factors inhibit students from seeking help. This study argues that mental-health climates need to be assessed on individual campuses in order to improve counseling services outreach tactics. Results of surveys and interviews at Florida Institute of Technology suggest the awareness of mental health services and the availability of counseling staff need improvement. The presence of mental-health stigma and high levels of self-reliance among students would complicate the awareness improvement effort, but several measures could be effective.

For this assignment, I am going to evaluate the ethical practices and behavior of the CEO of a well-known multinational corporation, WorldCom. As a short summary, WorldCom has seen tremendous and rapid growth within a span of a few years only to collapse shortly after, when it was discovered that its financial reporting had been forged (Brown, 2004). This is an example of how unethical behavior by the leadership has permeated throughout an organization. In the next few sections, I will discuss how the role of leader may impact overall organizational ethical behavior

Background: Post-Traumatic Stress Disorder (PTSD) is a common psychological reaction after large-scale natural disasters. Given the number of people involved and shortage of resources in any major disaster, brief, pragmatic and easily trainable interventions are needed. The aim of this study is to evaluate the efficacy of Narrative Exposure Therapy (NET) as a short-term treatment for PTSD using Chinese earthquake survivors. Methods: A randomized waiting-list control pilot study was conducted between December 2009 and March 2010, at the site of the Sichuan earthquake in Beichuan County, China. Adult participants with newly diagnosed Post Traumatic Stress Disorder (PTSD) were randomly allocated to Narrative Exposure Therapy (NET) or a Waiting-List (WL) condition. The latter received NET treatment after a two-week waiting period. To compare the effectiveness of NET in traumatised earthquake survivors, both groups were assessed on PTSD symptoms, general mental health, anxiety and depression, social support, coping style and posttraumatic change before and after treatment and two months post treatment. Results: Adult participants (n=22) were randomly allocated to receive NET (n=11) or WL (n=11). Twenty two participants (11 in NET group, 11 in WL) were included in the analysis of primary outcomes. Compared with WL, NET showed significant reductions in PTSD symptoms, anxiety and depression, general mental stress and increased posttraumatic growth. The WL group later showed similar improvements after treatment. These changes remained stable for a two-month follow-up. Measures of social support and coping showed no stable effects. Conclusions: NET is effective in treating post-earthquake traumatic symptoms in adult Chinese earthquake survivors. The findings help advance current knowledge in the management of PTSD after natural disasters and inform future research. Larger sample sizes are needed to extend the present findings.

As más condições laborais e a forma de organização do trabalho dentro do sistema capitalista frequentemente têm se mostrado nocivas para o trabalhador. Além disso, a chamada síndrome da fadiga crônica é um dos males que acomete a classe trabalhadora. Por meio de revisão teórica buscou-se caracterizar a síndrome, suas possíveis causas e consequências e o papel do psicólogo nas organizações. A fadiga pode ser compreendida como um esgotamento físico e mental, culminando em consequências para a saúde do trabalhador. Excesso de trabalho, pressão por produção, turnos alternados, riscos físicos e falta de autonomia são alguns fatores apontados como prováveis desencadeadores da síndrome, e as consequências encontradas vão desde baixo rendimento e maior risco de acidentes de trabalho até dificuldade para relaxar em momentos de lazer. É papel do psicólogo do trabalho e organizacional realizar ações remediadoras e preventivas que impeçam ou dificultem o aparecimento da fadiga no trabalho.

A case study for organizational behavior based on the "Contemporary American Poultry" episode of the first season of Community.

This document contains (a) a summary of the series (b) descriptions of the characters (c) an episode recap and (d) three discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "[email protected]" and place the phrase "Solution request" in the subject line.


organizational behavior examples
organizational behavior cases

Статья  посвящена  описанию  модели  3-х  измерений  когнитивного  компонента  нетворкинга.  На  основе  модели  предложен  опросник  оценки  способности  личности  к  анализу  социальной  сети  организации.  Приводится  текст  методики,  результаты  анализа  ее  пунктов  и  структуры,  проверяется  валидность  и  надежность.  Данные,  полученные  на  выборке  143  работников  компаний  (исполнителей  и  руководителей),  позволяют  сделать  вывод  о  соответствии  структуры  опросника  модели  и  отсутствии  связи  с  социальной  желательностью.  Обнаружена  связь  с  нетворкинг-поведением,  статусом  сотрудника  в  компании  и  его  социальным  опытом.

This study utilized a sequential mixed method approach in developing a model for team effectiveness in Philippine organizations. In the first phase, qualitative data were gathered to elicit the factors that were deemed important to creating effective teams. In the second phase, a survey composed of three factors identified in the first phase: team member competencies, quality of relations, and leadership, was administered to 418 employees from 85 Filipino work teams from various sectors and industries. Results revealed that the three significant predictors accounted for 60% of the variance in perceived team effectiveness. The proposed model of input-process-output was partially supported. Results showed that quality of relations partially mediated the relationship of leadership and team member competence on perceived team effectiveness. The study highlights the importance of social relations especially in the Philippine context and underscores the value of understanding team effecti...

Adaptive control in the face of uncertainty involves making online predictions about events in order to plan actions to reliably achieve desirable outcomes. However, we often face situations in which the effects of our actions are probabilistic (e.g., returns on our investments), and the environment itself is dynamic, - it can change irrespective of any action we decide to take, and in a relatively stable or unstable way (e.g., economic climate). Therefore, the problem of control concerns learning to isolate the effects that are generated directly by our actions, from those that occur independently of them. We face this problem in a host of uncertain dynamic environments: ecological (using fertilizers to increase crop yield), economic (investing in real estate), industrial (operating nuclear power plants), mechanical (driving cars) and medical (stemming outbreaks of disease). Thus far there has been little attempt at a synthesis of the amassing research directed towards understanding control in the face of uncertainty. The aim of this book is to bring together theoretical and empirical research from disparate disciplines spanning Social, Cognitive and Clinical Psychology, Human Factors and Neuroscience to Engineering and Machine learning. It serves as a round up of the different techniques used to examine issues concerning control (prediction, agency, causality, uncertainty) and unifies a substantial amount of disparate research. The general framework (Monitoring and control- MC framework) used to achieve this proposes two central ideas (agency, uncertainty) that have important ramifications across disciplines. In sum, control processes involve self-regulatory mechanisms that enable us to make subjective estimates of success, which helps to anchor our interpretation of uncertain events. In addition, these estimates are integrated with estimations of rates of change of the events in the environment which helps us track the outcomes we aim to control.

Failure to adapt is one of the most often cited reasons for the premature return of expatriate assignees. This chapter reviews and builds on research that suggests that the expatriate socialization process involves multiple stakeholders. We review the state of the expatriate socialization literature and introduce recent theoretical developments on the process of expatriate socialization by adopting the host country national's (HCN) perspective, and propose that HCNs have a potentially important role as socializing agents for expatriates. Drawing on social identity and justice theories, we identify relevant social cognitions and organizational practice that influence HCN coworkers' decision to play this role-providing social support and sharing information with expatriates. A broader definition of expatriate success that includes the outcomes of HCNs is also proposed. We conclude by highlighting new theoretical perspectives and research directions for developing our understanding of the expatriate socialization processes.

Noble and concerted efforts have been made in many respects in the development of Africa. Although a lot seems to have been achieved, a lot more is still left to be desired in order to attain the optimum level of development and boost the contributions of African States, particularly those in the Sub-Saharan region, in key areas of positive global best practices. The need for the consciousness of maintenance culture cannot be over stressed if the continent is to attain her full potentials. Maintenance culture Management could act as a key driver in sustaining competitive advantage in as well as ensuring sustainability of processes in social and organizational settings. Thus, this is one critical area of immense potential developmental benefit to the continent and a veritable avenue to impact the global space. Through participative observation and desk research, this exploratory paper took an introspective look at the macro, micro and mini level perspectives of Maintenance culture Management. This was done to trigger behavioral alterations in the different dimensional perspectives and within the African continental environment with a view to changing the current unfavorable narrative and increasing her potentials for better global impact.

This is an introduction to the change management bestseller The Science of Organizational Change - the book is on Amazon Kindle for $9.99

Change management and change leadership are full of mythology, based on pop psychology, folk psychology, and unquestioned adherence to dated views of gurus. This book debunks many of those myths and grounds the future of leading change in business in complexity theory, psychology of risk, behavioral science, cognitive biases.  It proposes a new evidence-based method of looking at business decisions and change.

The old adage goes, “If you can find a career doing something you love and get paid for it, you’ve got it made.”  On the surface this may sound all good and a sound strategy, but based on research focusing on intrinsic and extrinsic motivation, this in not often the case.  Intrinsic motivation is the internally rooted positive draw that one feels towards performing an activity, often expressed by the joy of the experience during the activity or the satisfaction that one feels after the activity is completed.  In contrast, offering external rewards, often in the form of money, which influences the actor to perform and complete an activity, produces extrinsic motivation. Beyond simple monetary rewards, other forms of external rewards that develop extrinsic motivation may include positive reinforcement and social approval (Deci, 1971).

The workforce in most industrialized countries is aging. However, the role of age in job design has largely been ignored. In the present paper, we apply lifespan development perspectives to the interaction between job characteristics and age. Specifically, we examine the possible joint effects of age and job characteristics on job satisfaction, engagement, and performance, developing a series of propositions to guide future research. We also discuss possible boundary conditions, mediating mechanisms, and future research challenges.

Despite efforts to dispel discrimination, workplace discrimination still occurs. We introduce two classes of identity management strategies individuals use to mitigate the negative consequences of discrimination: identity switching (i.e., deemphasizing target identities and recategorizing to a more positively valued identity) and identity redefinition (i.e., stereotype reassociation and regeneration). Organizations adopting a color-blind approach may make it more difficult for individuals to use identity switching because the policies deemphasize differences in social identities. In contrast, organizations adopting a multicultural approach may make it more difficult for individuals to use identity redefinition. Multicultural approaches, applied superficially , may celebrate group differences that might actually reinforce culturally dominant stereotypes. We explore the likelihood that individuals will adopt each strategy given these organizational approaches to diversity. We outline steps organizations can take to reduce the need for identity management strategies and to facilitate identity management when necessary.

“As we know, well-led groups provide many member benefits: feelings of universality, a sense of hope, altruism, acquisition of knowledge and skills, and mutual support...This text is affordable, easy to use, and very suitable for providing group work material in BSW or MSW practice courses.”

— Greg Tully, West Chester University



AN EXPERIENTIAL APPROACH TO GROUP WORK
Second Edition

Rich Furman, University of Washington, Tacoma
Kimberly Bender, University of Denver
Diana Rowan, University of North Carolina, Charlotte

An Experiential Approach to Group Work is not your typical group work text! Using dozens of exercises that build practice-tested skills, the authors' approach is in perfect step with CSWE's competence-based education requirements. The book is organized into three sections—the first addresses stages of group practice, the second looks at major types of groups, and the final section looks at examples of group work practice with special populations.

Features of the Second Edition

    Expanded! Discussion of the theory of group process and dynamics
    New! Content regarding Canadian, British, and Australian group work practices
    New! Chapters on anti-oppressive practice, group work with immigrants, and macro-practice group work
    New! Content on the use and development of technology to aid group work
    Contains customized exercises for each group work topic, designed to build the student and practitioner’s skills for use in group work sessions
    Special emphasis on how to bring individual sessions or groups to closure
    Provides examples of group work in specialized settings: conflict resolution groups within elementary schools, pregnant teens, Latinos, and HIV/AIDS clients

Why do organizational members derive pleasure from being dishonest? The paper seeks to respond to this question by adopting a psychoanalytically informed approach to the analysis of how individuals perceive their own corruptness. I focus in particular on the Goldman Sachs Abacus deal, a notorious case of corruption concealed behind a facade of legality. Building on the detailed analysis of emails exchanges from within Goldman Sachs, I utilize the Lacanian concept of ‘ideological fantasy’ to discuss how the traders’ narratives bear witness to a certain logic of fantasy that appears to fuel corrupt activities. I also examine the cover-up tactics which were adopted to camouflage the corrupt operations and make them appear licit. Corrupt performances and their cover-up are theorized as forms of self-transgressive jouissance, a simultaneously pleasurable and selfdestructive practice that is needed to sustain and protect the impossible norms of the corporation.

In this paper, we explore a systematic approach of specific guidelines that will enhance anyone’s efforts to succeed in the business environment.  Our examination follows a logical flow of events that includes: 1) Preparation, 2) Communicating with Others, 3) Working in Groups, 4) Leadership in the Workplace, and 5) Balancing Our Personal and Business Worlds.  In addition, we also explore the implications of this new knowledge by integrating theoretical concepts, research, and class discussions into work and life experience, including explanations and examples from previous experience, as well as implications for future application.  Finally, we discover that we create our own opportunities by the quality and quantity of the investments we make into our own careers.  Our success equals our investments.  Bottom line:  Balance is number one! ... Expectation = Outcome.

This writing appears as Appendix I in my book, Transitions in Consciousness from an African American Perspective: Original Essays in Psycho-Historical Context.  The book was published in 2004.  Appendix I is a comprehensive Timeline of African American Life, focused on Five Historical Time Frames For African American Life, with Consciousness Transition Themes and Examples of Historical Events.  The five time frames are: 1517-1863 (6 Themes)--The Beginning of Slavery in the New World Up to The Onset of a Civil War and The Emancipation of Slaves; 1863-1896 (4 Themes)--Resistance to the End of the Civil War and the Force of the Reconstruction Era Up to Early Popularized African American Cultural Influences; 1896-1929 (5 Themes)--Creative Tension of Two Ideologies for Black Progress: Vocational Education vs. College-Trained Leadership Up to The Second Black Nationalist Movement; 1929-1954 (4 Themes)—The Condoning of a Segregated American Lifestyle and the Treatment of African Americans As “Objects” By the U. S. Government Up To Challenges To U. S. Segregated Cultural Life Through Music, Art, Publications, Inventions, Sports, and Civic Symbols; 1954-2002 (Themes)—The Struggle of the Civil Rights Movement, Sit-In Movement, and Freedom Rides to Promote the Ideas of Freedom, Desegregation, and Full Equality for African Americans Up to The Struggle to Shift Race-Related Consciousness and to Urge Cultural Transformations By Infusing African American Cultural Influences and a Search for the Meaning of Race and Ethnicity Into The Mainstream Via The Mediums of Music, Dance, Film, Television, Publications, Sports, and Civic Symbols.  Even though the Time Line ends at 2002, the Themes are very instructive for understanding what is happening in today’s reality (2017) regarding race relations in the United States.  The Themes mirror how the mind, body, and spirit has been dealt with in the United States over time in regard to the phenomenon of race.

El artículo propone un enfoque de la gestión humana que privilegia espacios conversacionales en la organización. Consideramos que la verbalización tiene como efectos la simbolización, socialización y responsabilización en los sujetos individuales, grupales y colectivos. Dedicamos especial interés a la responsabilización, resaltando que la participación a través de la palabra genera compromiso, inclusión y sentido de pertenencia. En los casos estudiados, privilegiamos el método analítico entendido como método de análisis del discurso, el cual fundamenta la actitud del profesional que basa su quehacer en escuchar, analizar e intervenir. Los hallazgos de la investigación permiten plantear una vía para la responsabilidad empresarial.
PALABRAS CLAVE | Gestión humana, orientación analítica, verbalización, responsabilización, desarrollo humano.

The present paper proposes an approach to human management that privileges conversational spaces in the organization through verbalization, which results in symbolization, socialization and responsibilization of individuals in the organization groups. Our special concern is responsibilization, emphasizing that participation through conversation generates commitment, inclusion and a sense of belonging in individuals. In the cases studied, we have privileged the analytical method, understood as the method of discourse analysis, which underlies the attitude of the professional who grounds his work on listening, analyzing and intervening. The research findings allow the set out of a path to corporate responsibility.

KEYWORDS | Human management, analytical orientation, verbalization, responsibilization, human development.

While interest in art-based interventions is growing rapidly, little is known about the aesthetic, material, and interpersonal mechanisms by which art interventions, and musical interventions in particular, operate. We address this gap by drawing from an in-depth case study of a musical intervention in a professional ice-hockey team in Finland. At the time of the study, the organization faced a serious crisis, having lost 11 sequential games, leading its managers to search for " alternative " means for promoting social cohesion, and subsequently engaging in an arts-based musical intervention. Our findings examine how material objects and collective synchronization rhythms grounded the interpersonal interactions of team members and mediated members' attempts to transform personal subjective experiences into collective collaboration. We draw out the conceptual implications of our findings for understanding, on the one hand, the collective nature of aesthetic processes, and on the other hand, the materially mediated processes of communication. In terms of practical implication, we contribute to understanding the social dynamics and transformative organizational possibilities of artistic interventions that generate value for the organization and its members.

Making sense of a situation or issue, particularly if it is confusing, ambiguous or paradoxical, also requires sense to be made of human nature, of the cognitive and comprehension processes of those people who are trying to make sense of the situation. The perceptions of the situation or issue, what is imagined and what is sensed, occur at the boundary of the inner and the outer world and form the basis of the orientation process through which a person actually makes sense of the world. Most of this perceptual flow across the boundary between inner and outer worlds takes place unconsciously and so is often disregarded in typical sense making procedures. Instead of working with human nature as an animated perceptual flow, it is typically viewed as a set of inanimate categories or dimensions, which can be statically and prescriptively described. Rather than attempting to work with human nature in this mechanistic and largely ineffective manner, a human sense making framework is described, which actively engages with unconscious perceptual flows by working with language as a flow of dynamic vectors rather than just a set of simple static descriptions. This human sense making framework enables individuals and groups to orient themselves in complex and uncertain situations, so providing much greater levels of situational awareness. Introduction The behaviour of human beings, by their very nature, can often appear to be complex, irrational and paradoxical. Rather than embracing human nature and actively navigating its rich complexity, it can seem much easier to view it in a simplistic manner by describing it in the prescriptive categories and dimensions of psychometrics. One of the main reasons for using this simplistic approach is that it seems to provide an apparent level of certainty in understanding human nature and predicting human behaviour. The reality is, however, that this simplistic approach often results in situations where human nature becomes idealised and pathologised. Rather than attempting to describe an individual and their personality characteristics by placing them in a tightly defined prescriptive type, or locating them at some point along a trait dimension, an alternative approach is to place the individual at the centre of their own knowledge and experience, inviting them to engage with the dynamic feedforward– feedback perceptual loop across the boundary between their inner and their outer worlds. Standing at the centre of their knowledge and experience also naturally places an individual in the centre of a circle of their perceptions, with the circumference of the circle being the boundary between their inner and their outer worlds. This circle of understanding and awareness is neither fixed nor rigid. It is constantly and dynamically moving as perceptions emerge, exist and evolve along the boundary between inner and outer worlds.

A case study for organizational behavior based on the "Initiation" episode of the third season of The Office (S03E05).

This document contains (a) a summary of the series (b) an episode recap and (c) four discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "[email protected]" and place the phrase "Solution request" in the subject line.


organizational behavior examples
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Purpose – This research aims to explore the notion of fit between subordinates’ need for cognitive closure and supervisors’ power tactics on organizational conflict management. Design/methodology/approach – Two-hundred and ninety employees drawn from six different Italian organizations were recruited for the purpose of this study. Findings – Results indicated that high-need-for-closure subordinates utilized more constructive (solution-oriented) conflict management strategies when their supervisors relied on harsh power tactics, whereas low-need-for-closure subordinates were more inclined to use solution-oriented conflict management strategies when their supervisors relied on soft power tactics. Additionally, results indicated that, overall, supervisors’ use of harsh power tactics increased subordinates reliance on maladapted (control-oriented) conflict management strategies, but even more so for subordinates with low need for cognitive closure. Originality/value – This study highlig...