| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "COMMUNICATION KEY ORGANIZATIONAL SUCCESS": |
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Communication: The Key to Organizational Success, 2006.
Examines the importance of communication in the overall success of an organization.
3,385 words (approx. 13.5 pages), 14 sources, APA, $ 96.95
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Abstract
In today's marketplace, the pressure to succeed is intense. Never before has a company's efficiency and profitability been so closely measured and studied. Without a well-tuned team in place and leadership to motivate and encourage communication and teamwork, a company is doomed to fail. This paper explores the notion that management of communication is a key to organizational success. The paper uses the case of NASA's "Challenger" disaster to examine the issue.
Paper Outline:
Introduction
Organizational Behavior
Leadership
Motivation
Team Building
Communication Failure: The NASA Challenger Disaster
Communication Strategies and Recommendations
Conclusion
References
From the Paper
"If a leader appears not to be concerned, then more than likely the team members will not be either. Internal cues, both verbal and non-verbal are extremely important to not only success but just day-to-day functioning. In order to avoid a complete break down in communication such as what happened in the Challenger Accident, one recommendation is to institute effective, reliable leadership because that will build trust and communicate skills. First leadership must be put in place then a change of policy can be put into place. There must be consistency with the chain of command where both the product and the use of the product are concerned. Everyone must have the same perception of the organization's objective. Everyone within the organization must be on the same page."
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Managing Organizational Change: Key to Efficiency and Productivity, 2006.
A discussion regarding the value of change management in the profitable operations of organizations.
4,099 words (approx. 16.4 pages), 22 sources, MLA, $ 110.95
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Abstract
This paper assesses the value of change management in the profitable operations of organizations. The paper provides various definitions of organizational change management and discusses the necessary process dimensions and the elements and the principles of change management. The paper further discusses the possible outcomes of a good change management, as well as the possible obstacles. The paper focuses primarily on the example of Northumbria University, which is pursuing a change management strategy in its entire operations to cope with a government policy that affected its principal source of income.
Outline:
1.0. Introduction
1.0.1. Change
1.0.2. Change & Project
1.0.3. Change Management
1.0.4. Change Management Concepts
2.0. Perceived Problem
2.0.1. Higher Education
2.0.2. Differences between a Polytechnic and a University
2.0.3. Northumbria: Past, Present and Future
2.0.4. From Polytechnic to University
2.0.5. Options
2.0.6. Outcomes of Change
3.0. Theoretical Concepts
3.0.1. Perceptions on Change Management
3.0.2. Types of Change
3.0.3. Principles of Change
3.0.4. Good Change Management
3.0.5. Changes in CM Concepts
3.0.6. Drivers of Change
3.0. Test of Theoretical Concepts
4.0. Conclusions
From the Paper
"The task of change management is to bring order to a messy situation (14). Essentially, it seeks to magnify and systematically handle all known and unknown elements in the business environment that could affect the efficient and profitable operation of an organization (13). In most cases, change management involves a problem, which is addressed by transformation, reduction or application. By transformation, the management task is to change the situation from a "problem state" to a "solved state," while the goal in reduction is to lessen the magnitude of the problem to blunt its effects on the organization. In application, the organization calls in specialists to transform, reduce or eliminate the problem (21). There is always the option of doing nothing and leaving things as they are but management scholars have consistently and strongly questioned this course of action (12)."
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Organizational Behavior: Organizational Structure Metaphor, 2006.
An assessment of the Emperor penguins' organizational effectiveness as a metaphor for organizational structure.
3,470 words (approx. 13.9 pages), 12 sources, APA, $ 97.95
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Abstract
Out of thousands of living creatures populating our planet, Emperor penguins represent one of the most inspirational natural metaphors for modern organizational behavior. The paper shows that Emperors put their skills and abilities to good use; they utilize their resources effectively; they overcome numerous obstacles to help the organization internal processes flow smoothly. Finally, they accomplish their common goal. Emperor penguins flourish in the place where few living things can survive. The paper shows that as we study Emperor penguins, we cannot help drawing parallels. What if the workplace worked like this? An employee and a manager could take some lessons in the areas of protection, sacrifice, cooperation and teamwork.
Paper Outline:
Abstract
Organized Penguins
Skills and Abilities
Group Development Process - Adult Penguins
Group Development Process - Chicks
Roles and Norms
Teamwork Effectiveness
Leadership and Decision-Making
Managing Team Conflict
Organizational Effectiveness
Conclusion
References
From the Paper
"Another criterion of assessing organizational effectiveness is resource acquisition. Emperor Penguins rely on the ocean as their only food source, so it must be within reach of every mature penguin or they will starve and die. The acquisition of heat can be seen in the huddle where penguins must cooperate during storms or they will freeze to death. The acquisition of safety can be seen in the protection of their chicks from predators. Acquiring a mate takes a certain amount of skill and determination as well. The "healthy systems" approach is in effect in the rookery because we can see the genuine sense of community."
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Organizational Behavior, 2002.
This paper presents a brief discussion of three key concepts in organizational behavior: Effective communication, conflict management and perception and diversity.
1,650 words (approx. 6.6 pages), 6 sources, $ 62.95
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Abstract
The author relates each concept to a real-life experience and theoretical readings in organizational behavior.
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Organizational Change, 2007.
A general discussion of organizational change, using the example of change in low performing schools.
3,110 words (approx. 12.4 pages), 10 sources, APA, $ 90.95
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Abstract
This paper examines key concepts in organizational change, with a discussion on implementing changes in schools with low performance records. The first section of the paper defines organizational change. The paper describes the characteristics necessary for a leader to implement change within an organization. The role of the human resources department is also examined in terms of an organizational change. Four methods for handling change are presented and defined. The importance of having a strategic plan for implementing a change is also explored. This is the section in which change for low performing schools is used as an example.
Outline:
Overview of Organizational Change
The Skills that a Leader Must have for Implementing Change
Human Resources-the Key Element to a Successful Change Process
A Strategic Plan for Implementing Change
Bibliography
From the Paper
"Organizational change is often based on a single project and designates the nature of all those activities aimed at improving corporation's performance. The result of the above process bears the name of organizational development (OD) and refers to the company's evolution during change activities. This is a very important delimitation from a theoretical point of view as the two concepts often overlap in people's minds (McNamara, 1997). In time, organizational development made the object of several definitions which modified their content according to the transition from organizations perceived as stable and closed systems to organizations seen as flexible and environmentally adaptive entities whose most significant asset is represented by human resources. A standard definition from 1969 stated that: "Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge" (Beckhard, 1969, quoted by McNamara, 1997)."
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Organizational Success, 2002.
A discussion of how organizational success is dependant on change management.
1,150 words (approx. 4.6 pages), 4 sources, $ 44.95
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Abstract
This paper is based on the question; "The key to organizational success depends on how effective CHANGE is managed". Realistic examples are used to analyze and discuss the implications of this statement to the strategist. In the beginning, a brief example of change is given. Then the importance of managing change is given. Then, realistic examples are used to analyze the major forces for change.
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Organizational Structure, 2005.
This paper evaluates the organizational structures of three different companies: Verizon, Sears and NASD.
900 words (approx. 3.6 pages), 2 sources, $ 35.95
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Abstract
This paper explains that Verizon, Sears, and NASD possess unique opportunities for advancement within their given industries. The author points out that each organization is strong in unique way, and they possess considerable key organizational strengths that have fueled their successes. The paper evaluates these differences in greater detail, describing the successful components of each organization in order to identify their strengths and weaknesses.
From the Paper
"In modern society, today's companies possess unique and diverse organizational structures in order to satisfy a laundry list of objectives. It is expected that these differences in structure and operations are key components of the success or failure of a given business, and that the stronger organizations with the most effective operations, strategies and employees are more likely to prevail. Three organizations in different business areas, Verizon, Sears, and NASD, are worth further examination because of their commitments to improving their organizational structures in different ways. The following discussion evaluates these differences in greater detail, describing the successful components of each organization in order to identify their strengths and weaknesses. Verizon is one of the world's largest telecommunications companies, with a substantial workforce employed around the world."
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Impact of an Intranet on Organizational Functions, 2002.
This paper attempts to develop and validate a credible body of evidence supporting the value of organizational intranets in relation to organizational productivity.
6,805 words (approx. 27.2 pages), 23 sources, MLA, $ 154.95
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Abstract
The paper gives an assessment of both the character and the degree of the impact of the extent to which an intranet is used within private sector organizations on both individual organizational functions (such as intra-organizational communications, decision making, group collaboration and employees? productivity) and on overall organizational business activities.
From the Paper
"When technology is considered within the context of physical science, it is typically viewed as the application of physical science and engineering technology to human endeavors. This concept emphasizes device effects and procedures. When technology is conceptualized within the context of the behavioral sciences, it is viewed as the application of language and linguistics, communications, cybernetics, and psychometrics to human endeavors. The behavioral science concept of technology incorporates applications of engineering research (particularly human factors engineering), logistics related to the effective use of physical resources, and information science. Technology, thus, is the "conscious invention of ways of acting on the material world to meet our needs.""
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Leadership and Organizational Change at Kudler Fine Foods, 2008.
A study of Kudler Fine Foods' organizational structure and leadership styles.
1,290 words (approx. 5.2 pages), 3 sources, APA, $ 43.95
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Abstract
This paper present Kudler Fine Foods as a model that can be used to analyze organizational change and leadership styles within a dynamic work environment. It examines how Kudler's operations affect a major facet of a business, its organizational structure. The examination is somewhat exploratory so as to highlight the strategic elements of the organization, while exploring issues related to change and other related organizational behavioral trends. Other issues and functions, which play an important role within the context of its organizational culture and have a drastic impact on human resources, and financial objectives, are explored and discussed using charts. The paper concludes that understanding and integrating the organizational structure with the Kudler's company objectives is the key to effective management.
Table of Contents:
Introduction
Organizational Culture at Kudler Fine Foods
Leadership Style at Kudler Fine Foods
External Environment and Kudler Fine Foods
Conclusion
From the Paper
"It is common knowledge that motivating the workforce is a necessary prerequisite for effective management. Kudler has gained tremendous success, by enforcing being able to correctly identifying rewards to performance and hence motivating the workforce to support the organizational structure. This is evident from the employee files and reviews that have shown improvements in major aspects of employee development."
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Organizational Behavior Concepts, 2005.
An overview of some of the main concepts used to describe organizational behavior.
939 words (approx. 3.8 pages), 3 sources, MLA, $ 33.95
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Abstract
There are many terminologies and concepts used in the study of organizational behavior. This paper examines how these terminologies and concepts help define the many aspects of organizational behaviors. Some of the terminologies and concepts described, include: organizational behavior, organizational culture, diversity, communication, organizational effectiveness and efficiency, and organizational learning.
From the Paper
"What is organizational culture? First, organizational should be defined. Organizational can be defined as anything that pertains to an organization. Second, culture should be defined. There are many definitions for the word culture. In order to fully understand the meaning of organizational culture, the correct definition should be used. One definition for culture is a high level of development. Another definition is the process of growing bacteria. A third defines culture as improvement or refinement. (Morehead, A. & Morehead, L. (Ed.). 1995). In this case, the proper definitions would be the first and third. So, organizational culture can be defined as, actions that promote a high level of development, improvement, and refinement within an organization. "
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Management and Organizational Structures, 2005.
A paper on management styles and organizational structures and strategies in the UK.
1,545 words (approx. 6.2 pages), 4 sources, APA, $ 50.95
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Abstract
This paper presents a proposal for identifying management styles and organizational structures and strategies in the UK. The paper points out that both organizational styles and management principles have undergone substantial changes in the past century and that the key components that result in the success or failure of an organization are the organizational goals and objectives. The paper also points out that leadership accounts for the greatest variance in the organizational structure and that no matter what the organizational structure, a leader with clearly defined goals and objectives will always be able to motivate his employees to perform at their best.
From the Paper
"Organizational structure is an entity made up of elements or parts (such as people, resources, aspirations, market trends, levels of competence, reward systems and departmental mandates) that impact each other by the relationships they form. A structural relationship is one in which the various parts act upon each other, and consequently generate particular types of behavior. (Fritz, 1996) All organizations, no matter how big or small, require some form of structure or a formal arrangement of relationships and work-duties in order to survive and grow."
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Organizational Culture and Change, 2004.
This paper discusses organizational culture, the personality of the organization, and methods of managing that culture during periods of organizational change.
830 words (approx. 3.3 pages), 2 sources, MLA, $ 29.95
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Abstract
This paper explains that the culture of the organization, known as corporate culture, can be identified by examining the norms, plans, objectives, and social characteristics, basically everything that makes up the organization. The author defines various types of organizational culture: academy, baseball team, club, military, and fortress cultures. The paper outlines that, to manage change within the organization, the manager should work with the group, confront fear of change, consider the group's perspective, build trust, and be willing to compromise.
From the Paper
"An excellent example is given in the article: The wave of mergers and acquisitions from the 80s tends to be repeating itself today. Of course, such an acquisition could have meant that there was a chance you will not find yourself in the future of the company. Of course, it wasn?t a necessity, but the stress itself caused by the problem would have certainly diminished your motivation at work, because you would have had to find serious reasons why to keep making a serious effort within a company that you would eventually leave. It seems that the effects manifested themselves not only at work, but also in the family, as well as physiologically."
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Intranet and Organizational Functioning, 2002.
A research study to measure the impact of an Intranet on organizational functions.
9,676 words (approx. 38.7 pages), 38 sources, MLA, $ 197.95
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Abstract
This study develops and validates a credible body of evidence supporting the value of organizational intranets in relation to organizational productivity. The specific goal of this study is to assess both the character and the degree of the impact of the extent to which an intranet is used within private sector organizations on both individual organizational functions (such as intra-organizational communications, decision making, group collaboration and employees? productivity) and on overall organizational business activities. As this study purpose sought to assess the impacts of an intranet on an organization, only organizations with a functioning intranet in place were included in the research sample for the study. Following the problem statement, purpose, and research questions presented in the introductory chapter, the findings of this study are presented in four additional chapters. A review of the literature relevant to the problem investigated is presented in Chapter 2, while the methodology followed in the conduct of the study is described and explained in Chapter 3 and the results of the research performed are presented in Chapter 4. The conclusions drawn from the study findings, together with a discussion of the contribution of the research findings and conclusions and recommendations for future research are presented in Chapter 5.
Table of Contents:
Introduction
Background
Statement of the Problem
Research Purpose
Research Questions
Organization of the Research
Review of Literature
Introduction
Conceptual Framework
Organizational Context
Information Technology
Importance of IT
Broadband vs. Narrowband
Measuring the Impact of IT
Review of Relevant Research
Literature Review Summary
Research Methodology
Introduction
Research Design
Research Questions and Hypotheses
Population and Sample
Data Collection
Instrumentation
Data Analysis
Results
Introduction
Results of the Frequency Analyses
Results of Testing the Hypotheses
Conclusion
Introduction
Findings of the Research
Conclusions
Contributions of the Study
Recommendations for Future Research
Endnotes
Bibliography
Appendix: Data Collection Questionnaire
From the Paper
"Technology is one of the means by which productivity may be increased within an economy, an industry, or an organization. The introduction of new technology into industries tends to lower production costs in those industries, over the long-term. Technology, thus, is indispensable with respect to growth. With respect to natural resource requirements, it is said that society is "engaged in a race between technology and the exponentially rising demand for raw materials." With respect to most firms, an essential resource is human capital. Advances in technology enable organizations to utilize available human capital in more productive ways. Technology assists organizations to eliminate some of the limits to their ability to grow."
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Organizational Development in Thailand, 2002.
Organizational development theory as it applies to changing organizational structure and its applicability to companies located in, or employees from, Thailand.
2,304 words (approx. 9.2 pages), 8 sources, MLA, $ 71.95
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Abstract
This paper begins by defining organization structure and organizational development theory. It then explains the importance of such changes in today's markets and how organizations need to be more flexible than in the past. It further examines types of structures and horizontal specialization and how these apply to Thai society. It briefly provides an overview of classic Thai society and business culture and analyzes how these theories can be implemented there.
From the Paper
"Innovations in transportation and communications during the twentieth century have resulted in the ability of goods and services to move among nations with greater ease than at any other time in history. International business is no longer the exclusive realm of the large multinational corporation; small businesses are creating marketing niches for themselves in particular product or service areas. This new international focus means that companies in one nation may have employees from another, or many, nations. Organizational theory which may be entirely appropriate to one nation (such as the United States) may not be applicable to other countries."
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