ORGANISATIONALBEHAVIOUR

Organisational Behaviour

Only cite these sources.
• Organizational Behavior, 8th Edition Revised Pearson Huczynski & Buchanan
The Fifth Edition of HR Management at Work (CIPD Marchington & Wilkinson)
• The accompanying study guide
Please answer the following questions in 550 words or less, covering the following topics: Use examples from the course or from your own life. Term definitions Various approaches to responsibility sharing
What will be the main point of your response?
• The drivers of trends in service delivery are frequently discussed in generic terms.
However, don’t spend too much time here; keep the introduction brief.
• Describe the structure of the case study succinctly.
Consider the big picture while also delivering various aspects.
• Depending on the method (or methods) of service delivery, it can be addressed in a variety of ways.
• In terms of more general literature, what are the benefits and drawbacks of various modes?
• Alternative modes of delivery make for a natural forum for debate, criticism, and suggestions.
• Illustrations of delivery system problems
Think critically: Does your argument support or refute previous research?
• Broader theoretical horizons
• How might the delivery be made better? This is a part of the question, so it must be taken into account while providing a complete response. Make recommendations based on the analysis of the issues and the literature on service delivery (not just out of thin air).
• Verdicts

overall strategy
1. A succinct, precise introduction
2. The body of the response 3. Conclusions
Use entire examples or “punctuate with examples to illustrate key points,” as appropriate.

1. Organizational Structures: The response should address the following topics: • Organizational structure issues and contingencies • What types of environmental or strategic contingencies might occur?
• Sake choices
• Consider how strategic decisions and unforeseen circumstances may affect organizational restructuring choices. How much do these options and circumstances influence or constrain these decisions?
• Compare and contrast the perspectives of strategic choice and contingency theory on what constitutes an effective organizational structure.
• Consider the claim that organizations must match their organizational structures to their strategic decisions in order to be successful.
2. Organizational Cultures: Your response should address the following topics: • The strength of cultures (is having a strong culture a good thing?) • Advantages and disadvantages People-aligning is a goal. How can something be good or bad?
• What elements shape cultures and organizations?
• Diversification and integration
• Examine the idea that a strong and cohesive organizational culture is always achievable, appropriate, and desirable.
• Analyze the reasons why changing organizational culture might be so challenging.
• Consider the justifications for and against attempts by companies to create robust, cohesive corporate cultures.
3. Change Management: The response should address the following topics: • different modules (hard and soft approaches) to use; • organizational leadership issues. • Consequences of change management; • Resistance to change; • Describe and assess the management’s options for implementing change.
The applicability of various change management techniques should be examined, as should the potential impact of social and cultural elements on any attempt at deliberate organizational change. Examine how these elements might be utilized in support of the change management endeavor, using models and examples from change management.
4. HRM models, such as the resource-based view, best practices, and best fit:
The following questions should be answered:
Best fit and best practice approaches
• Techniques
• Environmental alterations
• An edge in the marketplace
• How can the HR results be targeted to receive all types of advantages?
• Describe the best practice/high commitment HRM paradigm and critically evaluate its advantages and disadvantages as a framework for directing HRM performance.
• Describe how outside factors (such as the labor market, the product market, and the national context) influence best-fit HRM policy and practice at work.

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5. Employee Participation and Involvement (“EIP”)
The following questions should be answered:
• The influence of EIP on organizational results, as demonstrated by employee dedication
• Informal vs. formal management styles when setting up meetings EIP
• The kind of danger present
• What, if any, positive effects may employee participation and involvement have on organizational outcomes? Make use of a variety of different strategies.
• Examine how employee involvement and participation (EIP) works at your own organization using the concepts covered in the module as a guide.
• Assess its practical efficacy and offer suggestions for ways to make EIP better.
• How should the efficacy of Employment Involvement and Participation (EIP) practices in the workplace be measured? Is it likely that this criterion will be the same or different depending on the organizational context or the viewpoints of different stakeholders?
• Describe the many approaches that can be taken to boost employee involvement and participation (EIP). Can these procedures boost workers’ productivity at work?

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