APPLICATION OF THE ATOMIC BUNKER GAME IN THE DEVELOPMENT OF THE SDG "COORDINATION MECHANISMS FOR INCLUDING GENDER PERSPECTIVES" IN THE SUBJECT OF "ORGANIZATIONAL BEHAVIOR AND CHANGE MANAGEMENT"

2021 ◽  
Author(s):  
Vicente Guerola-Navarro ◽  
Raul Oltra-Badenes ◽  
Hermenegildo Gil-Gomez
Keyword(s):  
Change Management ◽  
Organizational Behavior ◽  
Coordination Mechanisms ◽  
The Subject ◽  
Gender Perspectives

Analysis of Social Media in Administration

2012 ◽  
pp. 845-861
Author(s):  
Karoll Haussler Carneiro Ramos ◽  
Joselice Ferreira Lima ◽  
Flávio Elias de Deus ◽  
Luis Fernando Ramos Molinaro
Keyword(s):  
Social Sciences ◽  
Social Psychology ◽  
Social Media ◽  
Organizational Behavior ◽  
Case Studies ◽  
Common Sense ◽  
Organizational Practices ◽  
The Subject ◽  
Points Of View

This chapter analyzes some case studies about social media in organizations’ administration. To do this, social media’s epistemological base will be introduced, considering contributions from the subject of organizational behavior. The importance of this discipline is that it brings together social sciences points of view (social psychology, sociology and anthropology). After this, views will be presented regarding the mathematical nature of social media. In this part, the internet’s influence on social media will also be discussed, for it has contributed to a new common sense, and it is responsible for social media popularity. Finally, how social media interferes in organizations will be attested to, as well as how it can be managed. In order to help the understanding of such knowledge, a survey will be introduced, with articles related to organizational practices in social media.

Corporate Social Responsibility and Its Application to Social and Business Systems

2020 ◽  
pp. 1-15
Author(s):  
Emad Rahim
Keyword(s):  
Social Responsibility ◽  
Change Management ◽  
Business Systems ◽  
Socially Responsible ◽  
Bottom Line ◽  
Case Examples ◽  
Scale Free ◽  
Line Scale ◽  
The Subject ◽  
Corporate Social

This chapter provides an overview of contemporary aspects of change management and social responsibility and social and business systems. The topic of sustainability describes the foundation of the subject, as well as theory, concepts, and principles. The author provides various case examples and perspectives on the triple bottom line, scale-free networks, social and business systems, and delivers to readers a blueprint for developing a change management strategy for fostering a socially responsible environment.

Organizational behavior

2020 ◽  
Author(s):  
Semen Reznik
Keyword(s):  
Higher Education ◽  
Change Management ◽  
Organizational Behavior ◽  
Conflict Management ◽  
Team Leadership ◽  
Federal State ◽  
Educational Standards ◽  
Leadership Change ◽  
Delegation Of Authority ◽  
State Educational

The textbook discusses the processes of managing the labor behavior of personnel in a modern organization. Special attention is paid to the qualities and competencies of the Manager, organizational and administrative and socio-psychological methods of management, relationships with subordinates and managers, delegation of authority, conflict management, formation of the Manager's team, leadership, change management and reputation of the organization. Meets the requirements of the Federal state educational standards of higher education of the latest generation. For students studying in the areas of training "personnel Management", "Economics", "Management".

Getting back on track: change management at AfrobitLink Ltd

2017 ◽  
Vol 13 (1) ◽  
pp. 120-151
Author(s):  
Olugbenga Adeyinka ◽  
Mary Kuchta Foster
Keyword(s):  
Change Management ◽  
Organizational Behavior ◽  
Attribution Theory ◽  
International Management ◽  
Rapid Expansion ◽  
Field Analysis ◽  
Graduate Courses ◽  
Content Type ◽  
Upper Level ◽  
Management Theories

Synopsis AfrobitLink Ltd was an information technology (IT) firm with headquarters in Lagos, Nigeria. AfrobitLink started as a very small IT firm with less than two dozen staff. Within a few years of its founding, AfrobitLink established itself as a dependable organization known for delivering high-quality IT services. However, starting in 2004, AfrobitLink experienced rapid growth as it expanded to serve the telecommunications firms taking advantage of the deregulated market. This rapid expansion resulted in many challenges for AfrobitLink. The firm rapidly expanded into all 36 states in Nigeria, hiring a manager to oversee the company’s operations in each of the states. Poor hiring practices, inadequate training, excessive spans of control, low accountability, a subjective reward system, and other cultural issues, such as a relaxed attitude to time, resulted in low motivation, high employee turnover, poor customer service, and financial losses. By 2013, the firm was operating at a loss and its reputation was in shambles. Generally, the culture was toxic: employees did not identify with the firm or care about its goals, there were no performance standards, employees were not held accountable, self-interest and discrimination prevailed. The organization was in a downward spiral. Consultants were hired to help sort out the firm’s problems but these efforts yielded few results. Ken Wilson, the founder’s son, was hired in 2014 as VP of Administration to help get the firm back on track. As a change agent, Ken had to decide how to address the issues facing the firm and how to achieve profitable growth. Research methodology Primary sources included interviews with the company CEO, his wife, his son, and a volunteer staff member. Secondary sources included the company website. The names of the people and the firm in the case have been changed to provide anonymity. Relevant courses and levels This case is intended for use in graduate courses (although it can also be used in upper level undergraduate courses) in change management/organization development, organizational behavior, leadership, or international management. For graduate courses, students may focus on application or integration of several theories or concepts. For upper level undergraduate courses, students may focus on application of a single theory or concept. Below are suggested texts or readings for each type of student by subject. Theoretical bases Change management theories (e.g. Lewin’s force field analysis (Schein, 1996), Kotter’s eight-step change management process (Kotter, 2007), The change kaleidoscope approach (Balogun and Hailey, 2008)), social identity theory (Tajfel, 1981), attribution theory (Kelley, 1972), leadership theories (e.g. Hersey and Blanchard, 1969), intercultural/international management theories (e.g. Hofstede, 1980, 1991).

scholarly journals EXPERIENCE OF EXTERNAL COLLABORATION IN “ORGANIZATIONAL BEHAVIOR AND CHANGE MANAGEMENT” SUBJECT IN PRACTICAL LESSON

2019 ◽  
Author(s):  
Vicente Guerola-Navarro ◽  
Raul Oltra-Badenes ◽  
Hermenegildo Gil-Gomez ◽  
Maria Herrero-Casanova
Keyword(s):  
Change Management ◽  
Organizational Behavior ◽  
External Collaboration

SOCIAL AND PSYCHOLOGICAL ADAPTATION OF PERSONNEL AS A FACTOR IN THE EFFICIENCY OF ORGANIZATIONAL INTERACTION

2020 ◽  
Vol 15 (6) ◽  
pp. 201-216
Author(s):  
E.Y. ASTAFICHEVA ◽  
Keyword(s):  
Organizational Behavior ◽  
Internal Structure ◽  
Psychological Adaptation ◽  
Team Development ◽  
Corporate Management ◽  
Adaptation Process ◽  
Study Analysis ◽  
The Social ◽  
The Subject ◽  
Job Duties

The purpose of the study: analysis of the mechanism of socio-psychological adaptation of personnel as a factor in ensuring the effectiveness of organizational interaction in corporations. The subject of research: corporate relations that develop in the process of social and psychological adaptation of personnel. Social and psychological adaptation of personnel requires special, organizationally separate attention of corporate management. The personnel adaptation process should not be "let loose" or be mixed with the professional adaptation of workers. The management of the corporation must have a planned program of action specifically aimed at ensuring the social and psychological adaptation of personnel to changes. As a result of the study, it was substantiated that socio-psychological adaptation as an institution of organizational behavior has an internal structure, the most significant components of which are the adaptation of “newcomers”, their “entry into the team”; development by employees of new job duties due to internal corporate changes; staff getting used to the new conditions of the corporation.

Analysis of Social Media in Administration

2012 ◽  
pp. 769-784
Author(s):  
Karoll Haussler Carneiro Ramos ◽  
Joselice Ferreira Lima ◽  
Flávio Elias de Deus ◽  
Luis Fernando Ramos Molinaro
Keyword(s):  
Social Sciences ◽  
Social Psychology ◽  
Social Media ◽  
Organizational Behavior ◽  
Case Studies ◽  
Common Sense ◽  
Organizational Practices ◽  
The Subject ◽  
Points Of View

This chapter analyzes some case studies about social media in organizations’ administration. To do this, social media’s epistemological base will be introduced, considering contributions from the subject of organizational behavior. The importance of this discipline is that it brings together social sciences points of view (social psychology, sociology and anthropology). After this, views will be presented regarding the mathematical nature of social media. In this part, the internet’s influence on social media will also be discussed, for it has contributed to a new common sense, and it is responsible for social media popularity. Finally, how social media interferes in organizations will be attested to, as well as how it can be managed. In order to help the understanding of such knowledge, a survey will be introduced, with articles related to organizational practices in social media.

“No More Money, Hannah!”: Using HBO’s Girls to Teach Force Field Analysis

2020 ◽  
pp. 237929812097544
Author(s):  
Pamela L. Cox
Keyword(s):  
Change Management ◽  
Organizational Behavior ◽  
Force Field ◽  
Learning Style ◽  
Resistance To Change ◽  
Field Analysis ◽  
Classroom Activities ◽  
Use Of Technology ◽  
Force Field Analysis ◽  
Short Video

Research suggests that students today favor a collaborative learning style, short cases, and group activities over semester-long case studies, and they respond well to classroom activities characterized by the use of technology, entertainment, and excitement. Accordingly, this article presents an exercise designed using these types of activities to engage students while teaching them about Lewin’s force field analysis, resistance to change, and tactics for overcoming resistance to change. The exercise is designed for late undergraduates or graduate students in a change management course or in a change management module in an organizational behavior course. It provides students an easy, initial exercise to learn and apply force field analysis to a short video scene and a personal experience of change as well as to a more complicated follow-on case study.

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