Organizational behavior elite electric company case 9

For example, imagine a company with a culture that is strongly outcome oriented. Occupational Hazards, 69, What are some other factors of productivity that Welch may have left out? A strong culture may sometimes outperform a weak culture because of the consistency of expectations. A counterculture may be tolerated by the organization as long as it is bringing in results and contributing positively to the effectiveness of the organization.

Automotive News, 81, As a result of these policies, the company benefits from a turnover rate lower than the industry average Weber, ; Motivation secrets, In the name of teamwork and profitability, Henderson traveled to other factories looking for places where worker autonomy was high.

The case of DaimlerChrysler. This is a derivative of Organizational Behavior by a publisher who has requested that they and the original author not receive attribution, which was originally released and is used under CC BY-NC-SA.

How could Henderson have accomplished his goal if the industry was suffering a shortage of FAA-certified individuals? These cultures prevent quick action, and as a result may be a misfit to a changing and dynamic environment.

Horizontal, high-performance teams with real decision-making clout and accountability for results can transform a company. How could one person fulfill such a vital corporate mission? Cultivating and managing employee citizenship behavior.

A safety review panel concluded that the development of a safety culture was essential to avoid such occurrences in the future Hofmann, They also reward employee service performance through bonuses and incentives Conley, ; Kuehner-Herbert, It will be interesting to see whether he will bring the same competitive approach to the world of philanthropy.

Can you imagine an effective use of subcultures within an organization? In the name of teamwork and profitability, Henderson traveled to other factories looking for places where worker autonomy was high. Motivation secrets of the best employers.

People-Oriented Cultures People-oriented cultures value fairness, supportiveness, and respect for individual rights. One limitation of a strong culture is the difficulty of changing a strong culture. In an interesting study, researchers uncovered five different subcultures within a single police organization.

For example, the Home Depot Inc. The Case of General Electric Figure 9. What differentiates companies with service culture from those without such a culture may be the desire to solve customer-related problems proactively.

For example, British Petroleum experienced an explosion in their Texas City, Texas, refinery inwhich led to the death of 15 workers while injuring When Robert Nardelli became CEO of the company inhe decided to change its culture, starting with centralizing many of the decisions that were previously left to individual stores.

It is important to realize that a strong culture may act as an asset or liability for the organization, depending on the types of values that are shared. These organizations aim to coordinate and align individual effort for greatest levels of efficiency. Chief Executive; Guttman, H. Kraft CEO slams company, trims marketing staff.

How might his initial planning and development of the factory have differed if he were working for a new, small, start-up organization? He implemented his favorite ideas at the factory at Durham. Factory floors, traditionally, are unempowered workplaces where workers are more like cogs in a vast machine than self-determining team members.

In companies that have a safety culture, there is a strong commitment to safety starting at management level and trickling down to lower levels.

Such proactive behavior on the part of employees who share company values is likely to emerge frequently in companies with a service culture.

Organizational behavior : human behavior at work

During mergers and acquisitions, companies inevitably experience a clash of cultures, as well as a clash of structures and operating systems.Search Results for 'case 9 on the elite electric company' Elite Electric Company Case 9 Elite Electric Company Theresa L Offutt March 27, Business /Organizational Behavior Instructor: Norma J Anderson, MSM Elite Electric Company.

Organizational Behavior Concepts: PAGE * MERGEFORMAT 9 Organizational Behavior Concepts: General Electric William Ward Axia College MGT Thomas Jankowski June 1, Introduction Every business has a set of key characteristics or values that make up an organizational culture which is unique to its business.

If this value system matches the organizational environment, the company outperforms its competitors. On the other hand, a strong outcome-oriented culture coupled with unethical behaviors and an obsession with quantitative performance indicators may be detrimental to an organization’s effectiveness.

The Case of General Electric;. Organizational Behavior Elite Electric Company Case 9 To understand how the concept of organizational behavior can be applied and described through the work environment of My Company, I will first explore a general definition of what Organizational Behavior is and then relate how the individual components apply.

Note: Citations are based on reference standards. However, formatting rules can vary widely between applications and fields of interest or study.

The specific requirements or preferences of your reviewing publisher, classroom teacher, institution or organization should be applied. This is “Teamwork Takes to the Sky: The Case of General Electric”, section from the book An Introduction to Organizational Behavior (v. ).

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Organizational behavior elite electric company case 9
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