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Organizational Behavior: Science, The Real World, and You
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Chapter 14 / Exercise 7
Organizational Behavior: Science, The Real World, and You
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Introduction to Business Management and Organizational Behaviour Organizational Behaviour – Organizational Design and Structure Organizational Behaviour – Organizational Design and Structure Introduction This module captures some key issues, themes, and challenges in the field of organizational behaviour. Some of these notions have been captured in previous modules; some have not. Some do not fit comfortably into previous modules and are therefore presented here. All are considered to have varying levels and degrees of influence on the behaviour of individuals, groups, and the organization. The employment "contract" between the organization and the individual employee can be real, implied, assumed, written or unwritten. Contracts can be formal legal documents, or can be more psychological in nature. Any form of employment contract has a significant influence on our behaviour. A psychological contract is an unwritten, assumed set of beliefs about the terms of the relationship and the accompanying expectations between the individual and the organization. It is an increasingly important concept in organizations today. Recent trends such as outsourcing, downsizing, and contingent work arrangements have heralded a new form of employment relationship. Under this "new deal", employees can no longer cling to traditional beliefs of lifetime employment but instead are responsible for increasing their own employability. Similarly, employers need to understand that their actions will impact the employee's psychological attachment to the organization. Employees have greater flexibility and mobility which, in turn, puts pressure on organizations to develop strategies that will more effectively manage the psychological contract. This has placed new emphasis on understanding how to increase employee engagement and retention in order to positively influence organizational performance. Organizational socialization is one way to better understand how individuals develop the values and beliefs that lead to a whole range of general and specific attitudes about work. It has significant influences on our behaviour. Career opportunities are important to employees. Organizations that emphasize personal growth and development for employees will positively impact employee engagement. There are four generally accepted stages of career growth: establishment, advancement, maintenance and withdrawal. During each of these stages, an individual may experience varying levels of stress as outlined in a previous module. As employees plan and manage their careers and cope with the stress that accompanies career ambitions, they also need to manage the influences that stress and career aspirations can have on their behaviour.
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Organizational Behavior: Science, The Real World, and You
The document you are viewing contains questions related to this textbook.
Chapter 14 / Exercise 7
Organizational Behavior: Science, The Real World, and You
Nelson/Quick
Expert Verified