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2017 Journal Citation Reports (Clarivate Analytics, 2018)
- 5-Year Impact Factor: 4.043ℹFive-Year Impact Factor:
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2017 Journal Citation Reports (Clarivate Analytics, 2018)
- Source Normalized Impact per Paper (SNIP): 1.793ℹSource Normalized Impact per Paper (SNIP):
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Recent Research in Organizational Behavior Articles
...Manual to Accompany Organizational Behavior 5/e emerging knowledge and practice for the real world by Steven L. McShane and Mary Ann von Glinow Chapter 1 Introduction to the Field of Organizational Behavior Prepared by: Steven L. McShane, University of Western Australia This Instructor’s Manual 1ile is part of the Instructor’s Resource CDROM for Organizational Behavior: Emerging Knowledge and Practice for the Real World, 5th edition 10‐digit ISBN: 0073364347 13‐digit ISBN: 9780073364346 Published by McGraw‐Hill/Irwin, a business unit of The McGraw‐Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY, 10020. Copyright © 2010, 2008, 2005, 2003, 2000 by The McGraw‐Hill Companies, Inc. All rights reserved. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw‐Hill Companies, Inc., including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning. Some ancillaries, including electronic and print components, may not be available to customers outside the United States. McGraw-Hill Irwin Chapter 1: Introduction to the Field of Organizational Behavior 1 Introduction to the Field of Organizational Behavior LEARNING OBJECTIVES After reading this chapter, students should be able to: 1.......
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1 Organizational Behavior in Changing Times
...1 ORGANIZATIONAL BEHAVIOR in CHANGING tIMES CHAPTER SCAN THIS INTRODUCTORY CHAPTER PROVIDES AN OVERVIEW OF THE ENVIRONMENT OF ORGANIZATIONS FOR THESE CHANGING TIMES. IT BEGINS BY PROVIDING AN OVERVIEW OF BEHAVIOR IN ORGANIZATIONS AND THE INTERDISCIPLINARY ORIGINS OF THAT BEHAVIOR. NEXT, IT DESCRIBES THE ORGANIZATIONAL CONTEXT AND PRESENTS THE SIX FOCUS ORGANIZATIONS (BRINKER INTERNATIONAL, ENRON, HARLEY-DAVIDSON, HEWLETT-PACKARD, PATAGONIA, AND THE AMERICAN HEART ASSOCIATION). THIRD, IT POINTS OUT THE CRITICAL ROLE OF CHANGE AND CHALLENGE, FOLLOWED BY A DISCUSSION OF HOW PEOPLE LEARN ABOUT ORGANIZATIONAL BEHAVIOR. THE CHAPTER FINISHES BY RELATING THE VARIOUS FEATURES OF THE BOOK TO LEARNING STYLES AND OUTLINING THE PLAN FOR THE BOOK. LEARNING OBJECTIVES AFTER READING THIS CHAPTER, YOU SHOULD BE ABLE TO DO THE FOLLOWING: 1. Define organizational behavior. 2. Identify six interdisciplinary contributions to the study of organizational behavior. 3. Identify the important system components of an organization. 4. Describe the formal and informal elements of an organization. 5. Understand the diversity of organizations in the economy, as exemplified by the six focus organizations. 6. Recognize the challenge of change for organizational behavior. 7. Demonstrate the value of objective knowledge and skill development in the study of organizational behavior. KEY TERMS CHAPTER 1 INTRODUCES......
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Changing Demographics in the Workforce
...Changing Demographics in the US Work Force Debra Lewis HR400: Employment and Staffing December 11, 2012 Changing Demographics in the US Work Force When looking at changing demographics in the US work force, one thing is a definite; the numbers will change every year over all over the various subcategories. If you look at the Civilian Labor Force Data 2010-20 from the Bureau of Labor Statistics, you will see that there is a steady increase of total employees over the next 10 years as well as various differences in race and sex, such as white vs. hispanic and male vs. female. (Bureau of Labor Statistics, 2012) With that said, there will be an impact on how companies will handle employee recruitment. Adjustments will have to be made to the recruitment process and companies will have to be open to the change in order to adjust to these changing demographics. Companies will have to focus on diversity recruiting. “In today’s global economy, buying power rests in the hands of people from all walks of life,” so in order to appeal to the various customers, companies will need to employ employees from various ethnic backgrounds. Another reason diverse recruitment is important is that it will help a company build a superior workforce. Thirdly, by having a diverse workforce, companies will be able to use “their specialized insights and knowledge about the marketplace” (Diversity Recruitment, 2005). With the demographics showing a growing diverse work force,......
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Changing Demographics in the U.S. Workforce
...Kaplan University HR400: Employment and Staffing Unit 1 Changing demographics in the U.S. workforce February 5, 2013 Changing demographics in the U.S. workforce According to United States Department of Labor, over the next decade there will be some important changes to the demographic trends within the workforce. It is predicted that the labor force will continue to diversify because immigration accounts for most of the population growth. It is predicted that by 2020 non-Hispanic workers will make up only 68 percent of the workforce (Lerman & Schmidt, page 4). One issued Human Resource management will face as the labor force diversifies is finding talented, educated employees. This is because the education levels within the Hispanic community are below high school level. As of 1997 only fifty-five percent of the Hispanic population over the age of 25 had completed high school (Lerman & Schmidt, page 4). Because Hispanics have a growing presence in the job market, their lack of education will lower the educational base of the labor force. Thus the human resource departments will have to change their strategy on finding the skill needed to perform the jobs they need to fill. Another issue that Human Resource departments need to be aware of is the rise of women in the work place. Whereas this is a good thing, organizations need to consider that the rise of women in the work force will bring other issues. The likely hood that the women will have young......
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“How Can Diverse Workforce Affect the Organization”
...employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become increasingly important and common for many organizations as globalization is a way to expand an organization and targeting a more open market. Many organizations have successfully crossed the bridge of globalization and became popular brand, such as McDonald’s, Nike and Toyota just......
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10 Hr Trends That Are Changing the Face of Business
...INTRODUCTION The business world is changing at bullet-train speed – technology, the global economy, increasing regulatory scrutiny, the looming talent crisis, the recognition that mental illness is dramatically affecting the workplace. All of these are having a huge impact on the HR profession. The c-level is finally starting to realize how important your role is. They want you to get out of the day-to-day administrivia - while still making sure everything is done perfectly, mind you. They want you to measurably contribute to the top-line and the bottom line, and help mitigate risk. There are ten major trends that you need to be aware of as your role evolves to meet these challenges. Let’s start with the most obvious. #1. The Changing Role of the HR Professional We need to put the “human” back into human resources. Employees are humans, not commodities, and HR departments have to start seeing them differently. With the current push towards strategies that engage employees, attract top talent, and contribute to the bottom line, this change is imperative. We need to stop whining about being at the table. These days, almost every book or article you read about the role of HR talks about HR needing to be ‘at the table’ or to be more strategic. It’s my observation that in almost every respected company, HR is at the table. So for most HR leaders, the question is not ‘how do you get to the table’. It is ‘now that you are at the table, how do you best......
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...Workplace Diversity: Benefits, Challenges and Solutions Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating......
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Hr Metrics and Workforce
...Chapter 6 HR MetRics and WoRkfoRce analytics Kevin D. Carlson anD MiChael J. Kavanagh EDITORS’ NOTE The capacity to manage is limited by the accessible information in our possession. Research on goal setting confirms that being able to articulate the specific goal for a task and the level of the goal we want to achieve enhances performance of that task. Better information about the expectations of customers, the actions of competitors, and the state of the economy provides strong support for the strategic direction of organizations. Information about levels of output, for example, numbers of defects and efficiency of processes, positions line managers to produce high-quality products in the right amounts at the right time to meet customer needs. The same is true for the effective management of human capital in organizations. As discussed in this chapter, effective approaches to the measurement of human capital and the impact of people on organization processes, for example, HR programs such as recruiting, will enable both HRM professionals and line managers to utilize the human capital in organizations effectively. This measurement is accomplished by focusing on the development of systems of workforce analytics and supporting HR metrics that meet the needs of organization decision makers. This chapter offers a brief history of the efforts involved in the development of HR metrics and workforce analytics and of how these efforts have been enhanced by the advent of......
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...Chapter 1 What Is Organizational Behavior? Learning Objectives After studying this chapter, students should be able to: 1. Demonstrate the importance of interpersonal skills in the workplace. 2. Describe the manager’s functions, roles, and skills. 3. Define organizational behavior (OB). 4. Show the value to OB of systematic study. 5. Identify the major behavioral science disciplines that contribute to OB. 6. Demonstrate why few absolutes apply to OB. 7. Identify the challenges and opportunities managers have in applying OB concepts. 8. Compare the three levels of analysis in this book’s OB model. Instructor Resources Instructors may wish to use the following resources when presenting this chapter. Learning Catalytics Questions: Instructor Directions and Follow-Up Organizational Behavior Concept | LC Question | Instructor Directions and Follow-Up | Management skills and managerial activities | Refer to the allocation of activities by time for average, successful, and effective managers. Prioritize how you spend your time as a college student. | This is a good discussion starter on managerial activities and what is important. First, make the connection for students between activities that managers spend their time on and similar activities that college students spend their time on. Next, display results from the class and compare with the Luthans results. For example: * Traditional management = making decisions,......
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Cultural Diversity in Hospitality Management – How to Improve Cultural Diversity Workforce
...Management Hospitality Management 2012 Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT – How to improve cultural diversity workforce BACHELOR'S THESIS | ABSTRACT TURKU UNIVERSITY OF APPLIED SCIENCES Degree Programme In Hospitality Management | Hospitality Management 2012 | 64 Susanna Saari Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT The bachelor´s thesis investigates cultural diversity in the hospitality management. It aims at presenting effective ways to improve cultural diversity in a workplace. This study was commissioned by JW Marriott San Antonio Hill Country Resort & Spa in Texas, USA and three hotels in Stillwater, Oklahoma, USA: Atherton Hotel, Hampton Inn & Suites and Residence Inn. The bachelor´s thesis incorporates culture theories and their applications to the workplace. Additionally, it focuses on cultural diversity dimensions in hospitality workplace, such as its benefits and challenges, its reflection in the work environment which have been related to the organization’s cultural diversity management. Eventually it provides solutions, such as a corporate strategic plan which focuses on the improvement of cultural diversity in the workplace by means of cultural diversity training. These best practices of cultural diversity are discussed in detail both in the literature review and in the study. The bachelor’s thesis has used two research methods, both qualitative and quantitative research approach. Qualitative research......
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Changing How We Change
...Changing how we Change Change is necessary and important for any organization because without change, businesses would lose their competitive edge and fail to meet the needs of loyal customers. With advances in technology, cultural alterations, policy modifications and the price of care, hospitals have changed to more patient-centered approach organizations that address inconsistencies in quality and efficiency. To succeed in healthcare today, hospitals have to change their organizations to ones that operate more like businesses than traditional hospitals. Leaders and managers must deal with internal and external environments which in turn promote organizational change. To compound the matter of changing an organization, these external and internal factors affect organizations but more importantly affect people differently. Organization Description In Florida there are over 300 hospitals in the state (Florida Hospital Association, 2014) with many of these hospitals being associated with large healthcare systems located within the state. Broward County is located in Southeast Florida, and is the second most populous county in Florida; it is 1200 square miles with 16 acute care hospitals that offer similar services (United States Census Bureau, 2014). The county’s smallest acute care hospital is associated with a world renowned healthcare system from Ohio which is both advantageous and unfavorable in the realm of managing organizational change. The Ohio health system was......
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Five Trends That Are Dramatically Changing Work and the Workplace
...Knoll Workplace Research Five Trends that Are Dramatically Changing Work and the Workplace By Joe Aki Ouye, Ph.D. Co-Founder and Partner New Ways of Working, LLC The Changing Nature of Work My wife, a manager at Hewlett-Packard, usually has a two minute commute—a thirty foot walk from the kitchen up to her office. She goes “to the central office” about once every other week, more to keep in touch socially rather than to formally collaborate. Although she only meets face-to-face with her globally-based team members about once per year, she has an audio conference with them weekly. As HP’s work force grows and becomes more global, she is a highly sought after manager. She has learned how to work with her distributed team, setting clear directions, communicating often and clearly, and, most importantly, creating activities to engender team trust and cohesion. Most workers today do not work like my wife; most still commute to and from traditional, centralized offices and work with teams in close proximity. Nevertheless, more and more of us are—or will be—working in both non-traditional ways and places, ranging from relying on adaptable furniture and hoteling desks at the central office, to satellite offices, offshore offices, and telework from home. According to a recent benchmarking study by our research consortium, The New Ways of Working, many organizations are formalizing “Alternative Workplace” programs that combine nontraditional work......
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The Changing Workforce Is One of the Emerging Trends in Organizational Behavior. Describe How the Workforce Is Changing and Briefly Identify Two Consequences of These Changes for Organizations.
...The basic of organizational behavior (OB) is how individual behave in an organization related to its work settings (McShane, Olekalns and Travaglione, 2013). In a shifting business environment, managing of workforce has been of huge concerned and OB has offered contributions in managing workforce over the years. Globally workforce is changing rapidly for reasons such as the labour force is growing older, workforce are becoming diverse, changers in workers attitudes and labour shortages (Weick and Quinn, 1999). As stated above one of the main causes of the changing workforce is the ageing population. As baby boomers are getting older and starting to retire, it is important that employers understand the needs and motivation of the younger generation (generation Y) who will soon be replacing the older generations (Anderson and Hussey, 2000). Moreover companies feel the need to recruits and retains younger workforce to replace an estimated amount of 75 millions of departing older workforce (Humphrey, Costigan and Pickering, 2003). The generation Y people are known to be disinterested and selfless about the welfare of others. In order to attract and retain them, companies have to be aware of their work values (Twenge and al, 2010). A consequence for the organization of this change is that older generations were fulfilling their job with the potential of a lasting relationship between the employee and the organization than the younger generations. The latter showed little......
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Changing Characteristics of the Workforce
...Changing Characteristics of the Workforce There are several trends regarding the future of the American workforce that underscore the challenge and importance of the human resource function (Bernardin 15). The office environment is a microcosm of humanity, there are varying personalities, socioeconomic influences, and cultural differences to name a few. The composition of the workforce is changing drastically, and these changes are affecting HRM policies and practices. It is estimated as of 2010 only 15 percent of the U.S. workforce were native-born white males. Furthermore, nearly 90 percent of growth in the U.S. workforce from 1995 to 2008 came from women, immigrants, African-Americans, and people of Hispanic or Asian origin (Bernardin 15). Consequently, it is now more important than ever, HR professionals and Managers develop skills to manage the diversity of the organization today. One such skill is the development of Emotional Intelligence (EI). (EI) is paramount to managing the changing characteristics of a diverse workforce in the competitive business environment of today. Cultural differences can be a source of conflict in the workplace that can affect productivity and ultimately the bottom line. Much like family that evolves and grows through marriage, or friendships, people are often thrown together with different interests and personalities. The same can be said for the workplace, except that often people are thrown together for no other reason than they...
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...Leading Practices for Improved Organizational Performance ............ 4 HR Analytics Contributes by Driving Insights to Action ...................... 5 Addressing Information Needs through Analytic Workflows ........... 5 About Oracle Business Intelligence Applications ............................... 7 The Foundation: OBIEE 11g .......................................................... 8 HR Analytics Subject Areas ........................................................... 9 A Case Story ................................................................................... 15 Benefits and ROI ............................................................................. 17 The Value of a Pre-Built Solution ................................................. 17 Business Value Adds Up ............................................................. 17 Maximizing Success – Next Steps ................................................... 19 Conclusion ...................................................................................... 20 The Business Need for Improved HR Analytics As worldwide economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times. Employee salaries make up close to half of many organizations’ operating expenses and can be even higher in some industries such as financial services, so the contribution of the workforce to organization success is......
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