chapter 6 midterm Essay

chapter 6 midterm Essay chapter 6 midterm Essay Organizational Behavior Midterm Exam Dr. Nancy R. Bishop Newton Human capital is the productive potential of an individual’s knowledge and actions. Social Capital is productive potential resulting from strong relationships, goodwill, trust, and cooperative effort. Human capital involves individual characteristics and abilities, Social Capital involves social relationships. Human capital would involve functions such as job related training such as your company’s products, or services. Work based development opportunities such as a mentor, and learning a second language. Social Capital has two general types . These types are internal and external to your current employer, such as relationships with co workers in another office and relationships with suppliers. According to the competing values , defining culture along two axes (internal or external focus and preference for stability or flexibility) defines four types of organizational cultures. A clan culture has an external focus and values flexibility; it emphasizes innovation and fast responses to change. A market culture has a strong external focus and values stability and control; such organizations are driven by competition and emphasize customer satisfaction. A hierarchy culture has an internal focus and values stability and control; it emphasizes formal, structured work to meet high standards The process essentially begins with targeting one of three layers of organizational culture- observable artifacts, exposed values, and basic assumptions for change. This is accomplished by using one of more of eleven mechanisms: (a) formal statements of organizational philosophy, mission, vision, values, and materials used for recruiting, selection, and socialization (b) the design of physical space, work environments, and buildings; (c) slogans, language, acronyms, and sayings (d) deliberate role modeling, training programs, teaching and coaching by managers and supervisors (e) explicit rewards, status symbols, and promotion criteria; (f) stories, legends, and myths about key people and events; (g) the organizational activities process, or outcomes that leaders pat attention to, measure and control (h) leader reactions to critical incidents and organizational crisis (i) organizational systems and procedures (j) the work flow and procedures (k) organizational goals and associated cri teria used for recruitment, selection, development, promotion, layoffs, and recruitment of people. Cultural changes or differences involve a respect for the individual, customer service, and striving for excellence, according to Sam Walton. Slogans, and acronyms have been used in advertising and are a normal in everyday culture and when a company attempts to change culture knowledge of culture is essential. The three phases of Feldman’s model are anticipatory socialization, encounter, and change and acquisition. Anticipatory socialization begins before an individual actually joins an organization. The encounter phase begins when the employment contract has been signed. Phase 3 involves the period in which employees master important task and resolve any role conflicts The various tactics used to socialize employees are collective v/s individual, formal v/s informal, sequential vs random, fixed vs variable, serial vs disjunctive, and investiture. Each tactic provides organizations with two opposing options for socializing employees. These tactics provide means of developing socialization norms which allow members to feel part of the organization. 1. Power distance- How equally should power be distributed? 2. Uncertainty avoidance – How much social norms and rules reduce uncertainty and unpredictability? 3. Institutional Collectivism- How much should loyalty to the social unit

Is an internship to permanent position a sure thing

Is an internship to permanent position a sure thing What risks are you willing to take in your job search†¦? A few months ago, one of my clients (I’ll call him Adam) got a graphic design job he was very excited about. This job was at a company that works with government and military contracts (aptly for Memorial Day). It was officially an internship, but was guaranteed to convert to a full-time position after three months if the client performed well. At the same time as Adam got that offer, he also received an offer for an interview at another company. Adam chose to turn down the second interview and to accept the internship with the company he loved. I was thrilled for Adam, and also a little concerned. Was it a good idea for my client to stop his job search before receiving an actual full-time job offer? I expressed my concern but Adam was confident he had made the right choice. Question for thought What I like about the way Adam made this decision is that it shows clarity of purpose and a willingness to take risks in pursuit of what he loves. I also recognize that if he had been playing it safe, he would have gone on that interview and accepted an offer if extended by the second company, even though it would have meant leaving his internship early and breaking that agreement. What would you have done in Adam’s situation? Would you have taken a risk like that, turning down an interview when all you had was an internship and the promise of a job in three months? Job on the line Two and a half months later, Adam had been giving his all on the job and making a positive impression, he thought, on the company. But the next thing he knew, the promised job was eliminated. Adam called me in upset, distraught yet still hoping to convince the company to extend his internship. He was not willing to give up without a fight. What are your thoughts now? Do you think Adam made the right decision in accepting this position? Don’t go down without a fight Just a few days after his initial call to me, Adam called me again to tell me some good news: His externship was extended for six more months. What are your thoughts now? Did Adam make the right choice? From my perspective, he absolutely did. He showed his current company that they were without a doubt the company he wanted to work for. And in six months, he will have nine months of great experience to put on his resume and to bring to his next position. He will be more marketable to any company seeking a graphic designer, and perhaps his current company will value him enough that they will find a permanent place for him there. Or, perhaps the other company who offered him an interview might have a position available. Who knows what might be possible? One thing is for sure: Without a willingness to risk, and without a willingness to fight, Adam might not have a job at all. I am tremendously proud of his commitment and tenacity, and believe these traits are some of the most important qualities any job seeker, employee, or intern can bring to the table. Please share your thoughts on any part of this story in the Comments below. Category:Job SearchBy Brenda BernsteinMay 28, 2012