George P. George’s Summary<br />Accomplished and integrity driven professional offering over 17 years of sales management experience in Telecom and Office automation driving business through team management, key accounts, strategic partnership, and channel relationship.Exceptional well organised with a track record that demonstrates self-motivation, creativity and initiative.Works well in fast paced environment and has the skill set for handling multi-tasks.An effective communicator with excellent relationship building,interpersonal skills & organizational abilities.Excellent presentation skills with ability to hold technical or non- technical audience. <br />Additional Information<br />A company's success or failure is directly related to the effectiveness of the leadership. The problem is that ineffective leaders aren't called to the carpet until a company is in trouble and that may too late to turn things around.<br />The better approach is to teach people how they can be effective before they take the reigns. Here are the three essential components of a good leader:<br />Communication<br />Good Communication is key for anyone in the workplace but it's absolutely essential for someone in a leadership role. A leader must convey their ideas in a way that others can understand and appreciate. Beyond that, communication requires listening and understanding others as well as providing valuable feedback. Many people fail at communication because they're only concerned about what they have to say. However, the circle of communication can only be complete when the communicator listens and lets the other person know that they have been heard and correctly understood.<br />Motivation<br />Effective leaders move people to action. In the book Hope is Not a Strategy (Dog Ear Publishing, 2008) by Ted Gee, the author insists that effective leaders instill confidence in the people under their authority so that they are convinced that the direction he or she is moving toward is correct and achievable. Instilling confidence is certainly one way to motivate people, but there are alternatives. People can also be motivated through competitive pay or other rewards. In addition, people can be motivated through fear, which could come in the form of quot;
do what I say because I'm your boss.quot;
While this tactic may work initially, it could also backfire in the long-run as people exercise their disapproval through passive aggressive behavior or creating a hostile work environment overall.<br />Teamwork<br />People need people to achieve their goals, particularly in the workplace. Effective leaders see their staff as an asset rather than a liability. They realize that they can't succeed without the support of their subordinates and they appreciate their team's participation and contributions. This mindset requires a significant amount of trust on the part of the leader because operating as a team means that certain tasks will be delegated to others who may be more equipped to meet the challenge. At the same time, the leader is freed up to take on the responsibilities that is the best fit for his talents.<br /> HYPERLINK quot;
<br />Ads by Google<br />Building Winning TeamManage and be managed. Be your own self, lead, win respect<br />skip to main | skip to sidebar <br />Organizational Behaviour <br />Tuesday, November 27, 2007<br /> HYPERLINK quot;
OB Handout # 5 <br />Motivational Needs and ProcessesWhat is motivation?‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained, will satisfy the need and lead to the reduction in tension. In other words, needs create motives for a particular action (behaviour).Primary motives are hunger, thirst, maternal concerns, avoidance of pain, etc. These motives are involuntary. Then there are secondary motives which play an important role in employee motivation. Examples of secondary motives are: need for achievement, need for power, need for affiliation, need for security, and need for status.Theories of MotivationMaslow’s Hierarchy of Needs:Abraham Maslow suggested that needs of human being can be arranged in a hierarchical order. He maintained that the moment a particular need is satisfied, it ceases to be a motivator. Given below is the hierarchy of needs (with company strategies to meet those needs in brackets)Self-Actualization: self-fulfillment(opportunities for personal growth, realization of potentials) Esteem Needs: self-respect, autonomy, achievement, recognition(titles, status, symbols, promotion)Social Needs: affection, belogingness, acceptance(formal and informal work groups)Safety Needs: security and protection from any contingencies(seniority plans, health insurance, social security measures)Physiological Needs: Basic Needs(Salary and Wages)Herzberg’s Motivation-HygieneFredrick Herzberg proposed Motivation-Hygiene theory of motivation. According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc. ERG TheoryClayton Alderfer proposed the ERG theory of motivation. According to Alderfer, there are three groups of core needs: Existence (basic material existence, safety needs); Relatedness (social and self-esteem needs); and Growth: an intrinsic desire to grow and self-fulfillment. Contrary to Maslow’s theory, he proposed that more than one need may be operative at the same time and if the gratification of higher level need is stifled, the desire to satisfy lower level need would increase. For example, inability to satisfy the need for socialization may lead an individual to concentrate on making more money.Mclelland’s Theory of NeedsDavid Mclelland and his associates developed a theory of needs that provides a practical framework for motivational programmes at workplaces across the globe.The theory focuses on three needs:Need for Achievement: Drive to excel and become championsNeed for Power: Urge to control actions/ behaviour of othersNeed for Affiliation: Desire for intense socializationSome reflections on the Theory of NeedsA high achievement need does not necessarily mean that the person would be a good manager, especially in large organizations. People with high achivement needs are interested in how well they do personally and not in influencing others to do well. A salesperson with high achievement need would not necessarily make a good sales manager, and a good general manager in a large organization may have low achievement need.A person with high affiliation need may be a good team-worker. However, a manager with high affiliation need may face a lot of problems. The best managers have high need of power and low need of affiliation.Goal-setting TheoryEdwin Lock proposed the Goal Setting theory in 1960s. He observed that intention to work toward a goal is a major source of motivation. A goal tells the employees what is to be done and what should be the intensity of efforts. Specific goals have invariably resulted in higher performance. If factors like ability and acceptance of the goals are held constant, difficult goals are likely to produce better results. Feedback plays an important role in Goal-setting theory. Feedback reinforces high performance behaviour. Lack of feedback may jeopardize goal accomplishment.Besides feedback, success of Goal-setting theory also depends on goal commitment, self-efficacy and culture.Goal commitment: employee is committed to goal i.e. he is determined not to lower or abandon the goal.Self-efficacy: employee’s belief in his/her ability to accomplish the goalCulture: shared values and meanings are crucial. Due to cultural influence, Japanese tend to have higher goal commitments and self-efficacy.Expectancy Theory of MotivationVictor Vroom proposed the Expectancy Theory of Motivation. Vroom observed that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. For example, an employee will be motivated to exert a high level of effort when he or she believes that efforts will lead to good performance appraisal which in turn will result in salary hike, incentive, bonus, promotion that will satisfy personal goals of the employee.The theory is based on the following three relationships:Effort-Performance Relationship: The probability perceived by the individual that exerting a given amount of effort will lead to performancePerformance-Reward Relationship: The degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome.Reward-Personal Goal Relationship: The degree to which organizational rewards satisfy an individual’s personal goals and attractiveness of those potential rewards for the individual.Linking Motivational Theories with HR Practices at the WorkplaceManagement by Objective (MBO)MBO is linked to goal-setting theory. Peter Drucker proposed this concept. Broadly speaking, MBO is a process of agreeing upon objectives within an organization. MBO is often accomplished by using set targets. Objectives should be SMART i.e. Specific, Measurable, Achievable, Realistic and Time-specific. Reliance Industries Limited in India has successfully implemented MBO programme. Any MBO initiative must be implemented along side suitable adjustment in rewards and feedback system.Employee Recognition Programmes Employee recognition programmes cater to the social needs and self-esteem needs of the employees. These include awards, newsletter announcements regarding accomplishments of an individual or a group, appreciation letter, certificate of merit, employee of the month/year programme, annual felicitation programmes to honour outstanding performers etc.Employee Involvement Programmes This is aimed at augmenting the commitment of the employees towards organization by providing them a role in decision making, autonomy, empowerment and stock ownership. Thus, employee involvement strategies link the destines of the employees with the of the company/organization. For example, by granting the employees a role in decision-making, Ford Motors has benefited in terms of improved product design, cost reduction, quality improvement and overall productivity.In number of organizations, workers participation in management is ensured by works council, works committees, quality circles etc. Besides many companies are now offering Employee Stock Ownership Plans in a big way to ensure employee involvement.Reward System A number of companies are resorting to performance-linked rewards in order to motivate employees. Examples are Variable Pay, Profit Sharing, Gain Sharing, Skill-based pay, flexible benefits, etc. <br />Posted by Dr Srirang K Jha at 11:43 PM <br />0 comments: <br />Post a Comment <br />Resolved Question<br />Show me another » <br />Importance of communication in organisational behaviour?<br />can any one sugest a website where i can find the importance of communication in organisational behaviour? its urgent pls...<br />1 year ago <br />Report Abuse <br />by shubhi <br />Member since: <br />13 December 2007 <br />Total points: <br />895 (Level 2) <br />Add to My Contacts <br />Block User <br />Best Answer - Chosen by Voters<br />Good communication is the most important tool in any organization and can be the making or breaking of a company. The paper looks at communication in organizational behavior and how communication affects promotion and marketing.quot;
The informal communication within an organization as mentioned earlier has no formal lines at all. This type of communication is generally known as a grapevine. The grapevine is used mostly in situations where there is something new going on and people either want to pass on information or learn information. It is strongest when news affects those closest to each other. Surprisingly communication through the grapevine is not as common as people believe and in a stable and happy environment is unlikely to be very strongquot;
.Communication, in general, may be defined as the process by which information is exchanged between individuals using written messages, spoken words, or gestures. It is a dynamic, interpersonal process in which an individual modifies his response on the basis of the behavior of the recipient of the message. Henri Fayol and Chester Barnard have contributed greatly to the field of communication. The more recently proposed managerial communication model is based on the modern research findings on communication.Managers need timely and appropriate information to make sound decisions. Therefore, communication is essential for the effective functioning of organizations. In the two-way communication process, a sender or speaker transmits a message to a receiver through a proper medium and gets feedback from him. Downward communication is the primary means of organizational communication and is directive in nature. Upward communication is less frequent and non-directive in nature. Lateral communication or cross-communication involves communication across the chain of command. Interactive communication helps employees coordinate their work to achieve overall organizational objectives.Communication need not always involve the exchange of words. Nonverbal communication refers to the use of nonword human responses like facial expressions and gestures and the perceived characteristics of the environment through which the human verbal and nonverbal messages are transmitted.There may be a number of interruptions in the communication process that act as barriers to communication. These barriers may totally prevent communication, filter a part of it, or convey the wrong meaning. Filtering, selective perception, defensiveness and linguistic differences are some of the barriers to effective communication.A network refers to a group of people who develop and maintain contact with others to exchange information of common interest in an informal manner. The grapevine is an informal network in which information moves freely in all directions, goes beyond the chain of authority and satisfies the social needs of organizational members.Information technology has, to a great extent, revolutionized the communication process in organizations. A computerized MIS facilitates faster and efficient communication in organizations. Electronic mail is a computer-based communication system which allows messages to be exchanged instantly. Telecommuting involves the accomplishment of all or part of a person's work at home through computer links to the office. Though telecommuting benefits employees, organizations and society in many ways, it can lead to the social isolation of employees working from home.<br />Source(s):<br />http://www.academon.com/lib/paper/64188.…http://www.icmrindia.org/courseware/Orga…www.organizationalbehaviors.com<br />1 year ago <br />100% 2 Votes <br />Report Abuse <br />Is this what you are searching for?<br />Rating: Good Answer <br />Rating: Bad Answer <br />0 stars - mark this as Interesting! <br />Who found this interesting?<br />Be the first person to mark this question as interesting! <br />Email <br />Comment (0) <br />Save <br />Add to private Watchlist<br />Save to Yahoo! Bookmarks <br />Add to My Yahoo! <br />Add to Del.icio.us <br />RSS <br />There are currently no comments for this question.<br />* You must be logged into Answers to add comments. Sign in or Register.<br />Other Answers (13)<br />Top of Form<br />Show: <br />Bottom of Form<br />by Rc <br />Member since: <br />14 January 2007 <br />Total points: <br />134 (Level 1) <br />Add to My Contacts <br />Block User <br />Any office managerial job, I was told, is 30% technical knowledge and 70% man management.As in any typical Company's existence and also during a product's and process's life cycle, specification about raw material, process technology and distribution structure is fixed and pre arrived, it is only material and makes a difference, is the application and commitment of employees to the cause. This is directly related to quot;
how well you communicate through your intra personnel and inter personnel; arrangementquot;
.Spiritual Knowledge, is knowledge about one's own Spirit. While stressing on Self-Knowledge and Self-Introspection through Self-Observation, it looks to minimise and eliminate this communication gap between persons through equipping one to look from third person’s perspective. By taking care about our body, mind and soul, we are made to be more alert and sensitive there by can respond with more clarity.Any typical Spiritual Practice regimen with its emphasis on Yoga, Meditation, Pranayama will help us to steer ourselves to the right track. More than the practice, it is understanding and be aware of this need and utility will clear us from so many social and occupation pressures and resulted stress and maladies. We have a rich repository of Spiritual books from Eastern tradition. In act, I have tried to put this traditional knowledge into layman’s terms by incorporating the essence through SCIENTIFIC ANGLE in my book “Excerpts from essentials of SPIRITUAL KNOWLEDGE for better LIFE MANAGEMENT”.Rc Reddy(K. Ramesh Chandra Reddy) <br />Source(s):<br />Spiritual Knowledge book written by me and titled as quot;
Excerpts from essentials of Spiritual Knowledge for better life managementquot;
.RK Mission publications book tiotlerd as quot;
Yoga for beginnersquot;
.Documents from Web page http://www.rcspirituality.spaces.live.com<br />1 year ago <br />0% 0 Votes <br />0 Rating: Good Answer <br />0 Rating: Bad Answer <br />Report Abuse <br />by k.mariabastin k <br />Member since: <br />04 November 2008 <br />Total points: <br />110 (Level 1) <br />Add to My Contacts <br />Block User <br />communication is the organisation.I am studying business organisation. so organisation is very important in the world.some organisation behaviour is very worst.some of organisation behaviour is very GOOD.OOOOOK<br />Source(s):<br />MY AIM IS TO BECOME A GOOD BUSINESS MAN<br />1 year ago <br />0% 0 Votes <br />0 Rating: Good Answer <br />1 Rating: Bad Answer <br />Report Abuse <br />by Pooja K <br />Member since: <br />25 August 2008 <br />Total points: <br />2666 (Level 4) <br />Add to My Contacts <br />Block User <br />communication is very important. It reflects what you actually are. because it simply shows what kind of behaviour you have like friendly, autocratic or democratici don't know any site but search in google <br />1 year ago <br />0% 0 Votes <br />0 Rating: Good Answer <br />0 Rating: Bad Answer <br />Report Abuse <br />by surjeet s <br />Member since: <br />29 August 2008 <br />Total points: <br />200 (Level 1) <br />Add to My Contacts <br />Block User <br />main importance of communicatin in organistaional behaviour is prictic and regular talking with other person and regular reading english news paper good actitute and always met your seniour person then u develop ur communiction and behaviour . call me 09917215921<br />Source(s):<br />only prectice. u can do it <br />Recruitment and Training The company also undertakes the training and development of its employees. The company is open for Engineers, MBAs, Telecom network analysts and IT specialists. Innovation, initiation, leadership, problem solving approach, etc. are the qualities the company looks for. Freshers also have opportunities to work with the company.<br />
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