| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "ORGANIZATIONAL BENEFITS": |
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Organizational Benefits, 2003.
An examination of the range of benefits available in business organizations.
1,380 words (approx. 5.5 pages), 4 sources, MLA, $ 47.95
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Abstract
This paper examines the range of benefits available in business organizations in addition to the direct compensation of a salary. It discusses possible benefits which may include health benefits, 401k plans, on-site child care, flextime, support for continuing education and volunteer work on company time.
From the Paper
"When most people are contemplating their first job they tend to think about the salary they want. This is perfectly understandable. A good salary is the most measurable of all of the forms of compensation that one can receive at a job and the most easily ..."
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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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Wal-Mart's Application of Organizational Behavior, 2008.
This paper is an analysis of Wal-Mart's organizational culture, organizational structure and human resources practices.
2,413 words (approx. 9.7 pages), 10 sources, APA, $ 73.95
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Abstract
This paper discuss Wal-Mart's organizational culture, organizational structure and human resources practices. First, the paper discusses how Wal-Mart's founder, Sam Walton shaped it's culture from a belief system, which inspired him and which is preserved by the company to this day. It consists of the three basic beliefs, the sundown rule, the 10-foot rule, Sam Walton's 10 rules for building business, equality of opportunity and diversity. Secondly, the paper looks at how Wal-Mart is lifting its business to a new level through new initiatives in fields, like merchandising, marketing, supply chain, store operations and environmental stewardship. Lastly, the paper discusses Wal-Mart's response to the criticism that it offers low prices to consumers at the expense of its 1.8 million employees it calls "associates".
Outline:
Organizational Culture
Organizational Structure
Human Resources Practices
From the Paper
" Wal-Mart set up new policies, which confined wages in certain positions only, hire more part-time employees in place of full-time, and change schedules, which would force some employees to an on-call status only (Mittal 2007). The company has been the respondents since 2002 to lawsuits for unfair labor practices and policies. These lawsuits included class-action charges of sexual discrimination in pay and promotion for 1.6 million current and former female employees. The lawsuit asserted that 92% of Wal-Mart's cashiers were female but only 14% of them were managers. The wage gap was wide from the highest levels between female and male vice president downwards. Accusations hurled against Wal-Mart included wage abuses, the omission of contraceptive coverage in insurance plans, child labor and disabilities violations, sexual orientation and coercing employees to file for public benefits to hide the company's inadequate wages and benefits. This new wage and work rule policy would reduce or eliminate higher-paid fulltime employees and replace them with part-timers with lower wages and no benefits. Requiring them to be on-call on a 24-hour basis would discourage employees with families. Most of them are women and long-time employees, who would have to give up salary increases or forced to work at unreasonable or difficult hours. National Organization of Women vice president Olga Vives commented that Wal-Mart's claims of valuing its employees could only underscore a solid intention to further enrich the Waltons, the company's executives and shareholders at the expense of the workers (Mittal)."
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Wal-Mart's Organizational Structure, 2008.
An analysis of the elements of Wal-Mart's organizational structure and organizational culture that allow it to offer low cost quality products.
1,725 words (approx. 6.9 pages), 8 sources, MLA, $ 55.95
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Abstract
This paper discusses the organizational structure of Wal-Mart and how it allows them to offer quality products and services at low prices and yet remain successful. The paper looks at the company's external and internal elements, such as organizational structure and functions. It also discusses low costs that allow the company to offer quality products at low prices.
Table of Contents:
Organizational Structure
Organizational Culture
Human Resources Practices
From the Paper
"As we can see, according to the company's organizational structure and culture and in line with these policies, at Wal-Mart, the emphasis is placed on attaining the cost reduction objectives in order to be able to provide low priced products. This is done by improving operational mechanisms and by continuously developing means by which efficiency can be increased. This ranges from providing feedback from the operational departments to the IT department in order to improve automatic procedures to encouraging an excellent horizontal communication between the different departments in the organization."
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Organizational e-Health, 2007.
A case study presentation of how e-health relates to a medical practice's vision and mission.
3,472 words (approx. 13.9 pages), 7 sources, APA, $ 97.95
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Abstract
This paper presents a case study about Dr. Humphrey's clinic and the benefits to it of e-health. The paper discusses the vision and mission of the clinic by providing information about the target audience, core beliefs of the practice (relative to e-health) and how e-health fits with the clinic's care delivery model. The paper then looks at the practices that might need to be changed and the target goal for this medical office.
Table of Contents:
Vision and Mission
Target Audience
Core Beliefs of the Organization
Negative Aspect of e-Health
Fit with Current Care Delivery Model
Potential Changes
Target Goal
E-Health Applications
Self Scheduling
Online Medical Records Review
E-Health Patient Education
Desired Educational Outcome
Confidentiality Policy and Procedure
Ethical Positions
Outcome Measures for e-Health Education
Measures
Consumer Measures
Consumer Outcome Results
Provider and Organizational Measures
Provider and Organizational Outcome Results
E-Health Benefits
Benefits to the Consumer
Benefits to the Provider
Benefits to the Organization
Benefits to the Community
Access Issues
Patient Bill of Rights
Conclusion
From the Paper
"Dr. Manzanita Humphrey opened a general family practice clinic 15 years ago in Phoenix, Arizona. Over the course of time, she has added another physician and two nurse practitioners to her clinic. Dr. Humphrey has followed the evolution of e-Health closely determining that the Your Health clinic would benefit if she were to add an electronic patient system. Team B has been hired to propose an e-Health alternative for Dr. Humphrey and her clinic. The intention of this paper is to advance a vision and mission by providing information about the target audience, core beliefs of the practice (relative to e-Health), how e-Health fits with the clinics care delivery model, practices that might need to be changed, and the target goal. E-Health applications for the Your Health clinic website include: self scheduling, online medical records review, and links to reviewed professional health information. Each application's benefits to both the consumer and organization will be discussed. Access issues that might limit use of the applications will also be described. Policies and procedures to protect the confidentiality of the Your Health clinic's patients will be addressed. Ethical positions of the Your Health clinic will be stated. How Team B will measure the positive and negative outcomes and the impact of e-Health on the consumer, provider, and organization will be developed. Benefits of the e-Health proposal will be established for the consumer, provider, organization, and community at large. Access issues for the patients, with possible solutions will be presented. Finally, a Patient Bill of Rights will be drafted for Dr. Humphrey and the Your Health clinic."
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Organizational Communications, Business Ethics and Globalization, 2006.
Examines organizational communications and business ethics in Nigeria, India and China, using case Studies of Halliburton, Bank of America and Wal-Mart.
1,806 words (approx. 7.2 pages), 5 sources, APA, $ 58.95
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Abstract
The process of globalization is a form of dialogue between an international business organization and another nation's economy and needs. Globalization involves combining existing business organizational structures with that of a new local culture. The tumult that occurs during an organizational expansion into a new economic environment can be difficult, but productive as well. This paper examines how Bank of America made use of a large, inexpensive, yet relatively well-educated English-speaking work force India. It embraced India's advantages and provided benefits for Indian workers, as well as educational, health and safety safeguards and financial opportunities. The paper shows that even Wal-Mart made use of a large population experienced in garment manufacturing on a mass scale in China and provided substantial benefits to the nation in excess to what the local populace was accustomed to receiving from indigenous companies. In contrast, the paper shows that although Halliburton in Nigeria also initially made use of a lower-cost English speaking former colony, it did so with less effective results because of a perceived insensitivity to national needs, such as its corruption and abuse of the local environment.
From the Paper
"Of course, there are not as many safety and security concerns in India regarding the local population in regards to the banking industry as there are with defense manufacturing. Still, it seems as though, because the company entered into the agreement with a spirit of respect, it has become one of the most popular of "foreign banks" that "are moving more money into India, lured by the rising incomes in Asia's fourth-biggest economy," combined with its cheaper sources of English-speaking and technically experienced labor. (MacDonald & Daga, 2003) Unlike Nigeria, the African nation's economy is not expanding at nearly as quick a pace, thus highlighting the dependency of the Nigerian nation upon Halliburton."
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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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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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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 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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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 Leadership, 2008.
This paper explores the importance of organizational leadership in achieving organizational objectives.
947 words (approx. 3.8 pages), 7 sources, MLA, $ 33.95
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Abstract
The paper looks at the essential roles a leader must assume as well as the qualities that forward-thinking CEOs must possess. The paper explains how strong leadership creates opportunities, does not allow short-term challenges to overwhelm long-term strategies and allows creativity to flourish. The paper concludes that without committed leaders, an organization cannot hope to have committed subordinates.
From the Paper
"In their path-breaking work, Richard H. Hall and Pamela S. Tolbert draw upon Selznick to remind readers that those who have formal leadership roles in organizations are expected to define the organizational agenda and/or mission, institute the structural changes necessary in order to see to it that goals are achieved, ensure that the organization's integrity is not compromised (which essentially means maintaining fidelity to the organization's fundamental goals), and - lastly - maintain a firm hand on any internal conflict (109-110). Suffice it to say, leaders who cannot satisfy these core objectives are leaders who will not be able to oversee constructive change and will permit partisan bickering within the organization to overcome larger objectives."
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Organizational Behavior, 2005.
A discussion of organizational behavior as it relates to health care.
900 words (approx. 3.6 pages), 0 sources, $ 35.95
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Abstract
The paper discusses organizational behavior, organizational culture, and diversity in relation to health care. The paper examines communication that is important to health care, as well as organizational effectiveness, and learning. The writer proposes that this paper is significant to health care because it addresses the significance of organizational structure that will serve communities in the modern health care industry.
From the Paper
"Organizational behavior defines the manner in which the entity recognizes the function of people in relation to its organizational goals. Through a systems approach organizational behavior encompasses the relationship between the employees, the community, and the organization. When an understanding of these elements is achieved the organization can function in a manner that ensures that goals can be met effectively, and that individuals within the organization will support positive outcomes in the future. This is significant because each individual within the organization has a desire to have needs met. These needs may be financial, exist in terms of needed recognition, or they may be in learning every element of the industry. When the organization cannot function to meet the needs of the employees then there will exist a difficulty in meeting the organizational goals over time."
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Organizational Behavior of Globalization, 2002.
A look at organizational behavior challenges in businesses operating across multinational or global boundaries.
5,088 words (approx. 20.4 pages), 19 sources, APA, $ 127.95
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Abstract
This paper reviews many of the distinctive organizational challenges related to globalization. First, a background is established by identifying some forces driving globalization. An important aspect of this paper is to understand that a foreign subsidiary of a company is not an independent entity and therefore the company must understand that it is essential to adjust the corporate organizational behavior practices to meet the needs of employees in every country. The following organizational challenges are covered: adjusting organizational behavior to fit corporate culture; managing a global company; teamwork in a global atmosphere; the rights of the oppressed; and electronic communication and globalization. By putting these challenges in context, a U.S. multinational corporation could effectively develop the organizational behavior practices that can be successfully implemented by subsidiaries in other countries.
From the Paper
"There are many globalization challenges for businesses, especially those operating across national boundaries as a multinational or global enterprise. Organizational behavior in a global company is especially challenging because organizational practices vary from country to country. With technology changing at every blink of the eye, the world in general is starting to look smaller and global dominance more attainable. As a result, more and more companies are venturing outside the constraints and realms of geographical and cultural boundaries. Thus, these companies are eagerly embarking upon the idea and concept of globalization. This prompts the need to manage human resources effectively to gain competitive advantage in the global market place."
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