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INTRODUCTION Organizational behaviour is a field of study that investigates the impact that individuals, groups, and structure have on behaviour within organizations for the purpose of applying such knowledge toward improving an organizations effectiveness. It studies three determinants of behaviour in organizations - that of individuals, groups and structure.

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OB is an umbrella study that encompasses a great deal of important and integrated topics such as motivation, leader behaviour and power, interpersonal communication, group structure and processes, learning, attitude development and perception, change processes, conflict, work design, and work stress.

Success in business needs : 

Success in business needs 1) Identifying & Retaining Quality Employees Finding and hiring quality employees can be both difficult and time-consuming. Make it easier, more accurate and faster by identifying the most effective behaviour the job position needs. Then select the right person to fit that needed behaviour, identify their motivating values and attributes. When you use a complete, well-rounded approach, your chances of success increase dramatically. Not only will you hire the right person for the job, that person will be more effective, productive and satisfied in that job.

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2) Effective Communication Does there seem to be a communication barrier between you and your co-workers, your supervisor or those you supervise? Understand the reasons for this and learn more effective ways of communicating with co-workers. Discover the hidden, underlying reasons for conflicts and better ways of resolving them

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3) Building Effective Teams Instead of trying to manage around people's weaknesses and deficiencies learn to capitalize on their natural strengths, skills, behaviours and values to build dynamic teams. Successfully navigate the stages all teams go through to function and communicate effectively. Provide a structure and method so people are clear on their responsibilities and the authority they have to carry them out.

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4)Organizational Needs Assessment Do you really know what your organization's training and development needs are? Do you have a way of measuring the effectiveness of the training? Before launching into quickly forgotten and ineffective programs for your employees, develop a customized needs assessment, training and development program.

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5) Motivating Today’s Employees What are the driving forces behind behaviour? Why do employees act the way they do? What motivates your employees? What do they feel passionate about? Understand the progressive levels of motivation. Learn to tap into employees motivating values to further the goals of your organization.

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6) Performance Appraisals for Success Performance appraisals are more than just a necessary, yearly critique of your employees. They can be one of the most powerful tools you have in helping your employees succeed. Properly constructed and used, performance appraisals keep everyone moving in the same direction, give timely feedback and keep the lines of communication open.

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7)Purpose Driven Corporate Culture If I asked any of your employees what the purpose of the organization is, could they tell me? The highest level of motivation for humans is to give of themselves to something that is bigger than they are - a common purpose. Develop a purpose-driven culture and real-life strategic plan for your organization.

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8) Stress Management Tools There is good stress and bad stress and we all experience both kinds. However, there are physiological, mental and emotional consequences to not dealing with stress effectively. Some of the results in the workplace are lowered productivity, absenteeism and low morale. Help employees identify the stressors in their life and learn effective ways of dealing with them.

How To Keep Good Employees? : 

Employee Retention Retention of talented employees can be a source of benefit for an organization. The loss of talented employees can have negative effects to a company's success. How To Keep Good Employees?

High Employee Retention : 

High Employee Retention Reliable employees Motivated team Increased efficiency Low recruitment, selection and training costs

Low Employee Retention : 

Low Employee Retention High recruitment and selection costs High training costs Low employee happiness and motivation Bad company image

Performance Evaluations : 

Performance Evaluations Allow staff and managers to discuss performance aims. Help staff with performance improvement. Measure current performance. Reward staff that have performed well by giving compensation or advancement. Identify training needs. Performance evaluations can be a first step for discipline and dismissal, if bad employee performance continues.

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Company's should apply the GRAPE theory: Growth Recognition Achievement Participation Effort (on behalf of the manager)

Leadership Development Process : 

Leadership Development Process We believe that organizations are unique, each with its own culture, values, ethics, and ways of interacting.  We believe that the best leadership model for any given organization is the one that best fits its unique characteristics or its desired future state.  We further believe that the most effective leadership programs are the ones that result from the vision, values, and strategies put forth by the CEO.  That is why our leadership work is 100% custom.

Leadership Development Process : 

Developing A Leadership Model – Leadership models are based on the organization’s mission, vision, values, strategies, ethics, and guiding principles.  They are converted into behaviour-based competencies defining exemplary leadership practices.Conducting Leadership Assessments – Once a model is established, a 360o leadership assessment instrument is developed and conducted system-wide to determine the extent to which the desired leadership behaviours are practiced throughout the organization at the macro level.Leadership assessments allow us to identify specific training needs and the best allocation of training and development resources eliminating unnecessary costs and maximizing returns on investments. Leadership Development Process

Service Excellence for Petronas CSD : 

Service Excellence for Petronas CSD Petronas Corporate Security Division (CSD) early this year embarked on enhancing their service standards to reflect the organization’s desire to inculcate a global mindset and behaviour amongst its employees. In late January 2007 Focus Learning conducted a workshop to understand the current mindset of the division’s staff.

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On 26 and 27 February 2007, the program proceeded to Phase 1.3 where key members of the division participated in crafting the ‘Standard People Practices,’ a set of actions and recitals to be used by the auxiliary police when dealing with customers. Petronas is Malaysia’s national oil organization and a Fortune 500 company. The Corporate Security Division is entrusted to secure and protect all of Petronas offices and plants. It is staffed by more than 300 auxiliary police personnel providing round-the-clock security services. They also provide security services to the Petronas Twin Towers, the world’s tallest twin towers.  The workshops were conducted by senior consultants Kamarul Zaman Mohd Amin, Ismail Ibrahim, and Siddiq Hassan. Coordinating the workshops for Petronas CSD were Human Resource Manager Mr. Ratasha Hamid assisted by Ms. Badariah.

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Senior CSD personnel sharing their views during the interview session.

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Senior consultant Ismail observing how an auxiliary police provides assistance to a visitor

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Some of the CSD personnel filling up the questionnaire that was provided

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Senior consultants Siddiq (left) and Kamarul (right) being given an exclusive tour of the Petronas Sky Bridge.

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Practising the SPP that was developed

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CSD HR Manager, Ratasha Hamid busy keying in his team’s agreed SPPs.

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