I need help with Organizational Dynamics paper

I need help with Organizational Dynamics paper
Applied Summary Project 1 Applied Summary Project Shanequa Wilder Liz Rhee ORD460 Geneva College January 21, 2017 This week we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve. (Newstrom, 2015) Five years ago I worked for a company called MedExpress Urgent Care. MedExpress is company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families. I think that I could probably uses two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team.   Each one of the employees has to participate and work in coordination with each other to achieve the target rate.  No one is worried about his status or a job title.  The team requires adopting new approaches, research and development and new technologies to better their performance. While working there everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition, when we scored well as a team we had good incentives to keep us motivated to do well. The supportive model also applies to this job, because it had some characteristics from this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human behavior in whatever environment exists at the time. (Newstrom, 2015) Applied Summary Project Shanequa Wilder Liz Rhee ORD460 Geneva College February, 11 2017 The motivational system of MedExpress Urgent Care can best be explained as one that recognize with a Two-Factor Theory. The theory labels factors causing dissatisfaction of workers as hygiene factor due to their influence on the manner in which the jobs were performed. Hygiene factors in this context are used to refer to the policies, supervision, working conditions, salary, safety, and job security (Citation?). For example, an individual working in a too hot environment in summer and too cold environment in winter will not be motivated to work. Motivators are the factors that are intrinsic to the job and include the things such as achievement, recognition, advancement, and growth responsibilities (Citation?). They do encourage employees to work harder. The theory is a valuable aid to the managers since it points out on improving job environment and the manner in which work is performed. It emphasizes on the need for employers to motivate their employees for them to be productive. It is, however, important to state that there should not be sole focus on hygiene factors alone. Managers should give employees opportunities for challenging work. (Newstrom, 2015) Incentives have been found to have positive impact in improving performance of employees. A productive company has an effective assessment and rewarding systems aimed at encouraging motivation. Money is considered one means of rewarding employees. Money as an economic value is a medium of exchange for allocation of resources. Money as a social value is used to represent employer’s evaluation of employees and indicates an employee’s status relative to other employees (Citation?) . Money is a measure of accomplishment with employees comparing it with others. It gives the power to influence others and employees respond to it as a reward. Employees to identify the points at which they are equal use the cost and reward. Money is an extrinsic reward rather and intrinsic. The amount always differs with employee. Payment of extrinsic rewards decreases the intrinsic satisfaction received. (Newstrom, 2015) We would often have contest with other MedExpress offices within our district. A reward was given to the person who sold the most prescriptions for the week, or the office that had the most patients. Performance appraisal is one way of evaluating employee’s performance, sharing of their information and the finding ways to improve performance. The process involves, providing feedbacks and having good working relationships. The performance appraisal system is well defined and objectives are clearly communicated. It is based on careful job analysis and has adequate studies to support it. It involves setting goals and providing of extensive feedback systems. An employee of the organization performance appraisal was experienced in what? Please elaborate. The management had extensive feedbacks systems. The managers were always there to motivate the employees. Outstanding teams were rewarded. Employees were given incentive to motivate them to work harder. Positive and negative leadership styles are consistent with this OB model. The positive leadership style emphasizes on providing rewards and takes a supportive approach. It is characterized by constructive conversation approach in communication. The negative leadership emphasizes on threats, fear, and harshness. Workplace bullies often ridicule, insult, blame, harass, or make unreasonable demands. (Newstrom, 2015) I experienced positive type of leadership at MedExpress Urgent Care. The environment was characterized by good communication approaches. The managers were supportive and rewards were awarded to individuals that performed well. The organization behaviors and dynamics were consistent with the organizational behavior model. Employee’s performance was boosted due to the motivation and leadership style that have been adopted by the organization. Motivation, which was majorly brought about by offering incentives, led to employees working hard to improve performance. The employees were given personal credit for the good work they do. The employees get feedbacks on their past performance. They have complete control of their destiny and take responsibility for their actions. MedExpress Urgent Care did not exercise power motivation. The organization’s employees could be regarded as high-energy workers considering the fact that they were alert spirited and enthusiastic.* They ensure they provide quality service to the patients. Their strong desire to work is brought about by the good managerial style adopted by the facility. The staff is ready to receive patients at all times,* and there is no need for appointments. In MedExpress Urgent Care, the staff and not the management, which exists to offer help in difficult situations, majorly do the decision-making. The decisions in the facility are arrived by consensus rather than division or conflict. The organization structure is flat or horizontal and not vertical. This means that all the individuals have equal right to determine the policy and influence decisions obeying the collegial model. Collegial models depict the people’s needs wishes of professional colleagues. There is creation of formal and informal opportunities in a means to elaborate policy initiatives. There is huge emphasize on expertise authority rather than official authority (Citation?). The collegial model is strongly normative and do not seem to portray reality. The decision making process is slow and cumbersome,* because decision-making is done by consensus. The decision-making may be difficult to sustain considering that the top management remain accountable to the governing body. Collegial processes success depends on the attitude of staff . You need a concluding paragraph that summarizes this section of the paper. Hi Shanequa, I reset your margins since they are automatically set in APA format. When you go to Format at the top of the screen, scroll down to paragraph, and then set the margin left and right at 0. Content: 13/15 Organization: 11/15 Support: 7/10 Style/Mechanics: 12/15 Page Requirements: 5/5 Total: 48/60 References Newstrom, J. W. (2015). Organizational Behavior Human Behavior at Work. New York: McGraw- Hill Education. https://www.medexpress.com https://www.educba.com
I need help with Organizational Dynamics paper
Applied Summary Project 1 Applied Summary Project Shanequa Wilder Liz Rhee ORD460 Geneva College January 21, 2017 This week,* we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve. (Newstrom, 2015) Five years ago,* I worked for a company called MedExpress Urgent Care. MedExpress, is a company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity.  There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families. I think that I could probably uses two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model,* the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team (Citation?).   Each one of the employees has to participate and work in coordination with each other to achieve the target goal.  No one is worried about his status or a job title.  The team requires adopting new approaches, research and development,* and new technologies to better their performance. While working there,* everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition when we scored well as a team.* We had good incentives to keep us motivated to do well. The supportive model also applies to this job, because it had some characteristics from this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human behavior in whatever environment exists at the time. (Newstrom, 2015) Hi Shanequa, You did a nice job discussing the organizational behavior model that the MedExpress Urgent Care followed, but you did not identify the model your supervisor followed. Please write a paragraph about the supervisor’s approach. Content: 10/15 Organization: 12/15 Support: 9/10 Style/Mechanics: 11/15 Page Length: 4/5 Total: 46/60 References Newstrom, J. W. (2015). Organizational Behavior Human Behavior at Work. New York: McGraw- Hill Education. https://www.medexpress.com https://www.educba.com
I need help with Organizational Dynamics paper
Running head: Organizational behavior 7 Applied Summary Project Shanequa Wilder Liz Rhee ORD460 Geneva College February, 25 2017 Types of organization power Power refers to the possession of authority to influence others. In an organization, there are different types of powers which when effectively exercised,* helps the organization to function more efficiently. In any organization, the abuse of power for instance when those who possess it are bias to the people who they influence, there arises conflict. Biased use of power kills the employee’s morale of doing work which reduces their productivity which will in turn reflect in the overall performance of the whole organization. The different types of power found in an organization are the following; Legitimate power Legitimate power is also referred to as positional power,* and it is the power that comes with the position that one holds in the organization. (Newstrom, 2015) Since legitimate power is derived from the position which an individual holds, there are different levels of this type of power. An example of legitimate power in the organization is the power of a department manager over the junior employees of that department. The work description requires the junior employees to report to the department manager and therefore,* the manager has influence over the junior employees. On the other hand, the department managers have to report to the organization CEO and therefore, the CEO has influence over the managers. Expert power Expert power refers to power held by individuals because of their possession of knowledge or expertise. (Newstrom, 2015) The knowledge possessed by these types of individuals helps the organization to solve complicated problems and therefor they are indispensable in the organization. The other employee’s hold these individuals with high regards owing to their expertise,* and they therefore influence their actions in the organization. (Expert power helps the possessor to clinch to other type of in the organization for example legitimate power. Grammatical error. Please revise.) Referent power This type of power is derived from the interpersonal relationships that an individual have with others in the organization. Referent power comes as a result of the respect one is given by others in the organization. People with referent power are able to influence others in the organization through the admiration, respect and trust from the others. Referent power may also be derived from the interconnections that an individual has with prominent people in the organization. For instance, when you are friends with the CEO of the company, people will treat you with more respect and admiration than when you are not. You did not cite properly. I see that you received information from http://smallbusiness.chron.com/5-sources-power-organizations-14467.html about these types of powers. The content is 80-90% the same. You must cite them. Coercive power This type of power comes from a person’s ability to influence the others through punishment and threats. For example, when a junior employee works late so that he can meet the deadline in order to avoid being punished by his superior is thought to be coercive power. This type of power is important to make the employees adhere to the organization’s rules and policies. Reward power Reward power is derived from a person’s ability to influence how the rewards and incentives in the organization are allocated. Many rewards may be under a manger’s control and these are not limited to material things. (Newstrom, 2015) Reward power serves as the basis for reinforcing desirable behavior. (Newstrom, 2015) I think that the one that most identifies with MedExpress would have to be, expert power. This is because MedExpress was a business that was started by a three physicians. They use their expertise to put together a thriving business, and they made sure that they hire the best staff to fit their model. Reward power is also used with MedExpress being a fast growing company, there were promotions or transfers that were offered to employees who performed well. Organizational politics tactics *“Organizational politics refers to intentional behaviors that are used to enhance or protect a person’s influence and self-interest while also inspiring confidence and trust by others.” * (Newstrom, 2015) You need the page number for direct quotes. One of the organizational politics tactics I have witnessed is the bribing of an employee by a senior employee in the organization though promotion and salary increments so that they can remain quite about an issue. A tactic that I have seen used in this organization is toward the physicians that they hire. Most physicians are under a strict contract when employed there. They offer incentives that help them pay off student loans, pay to get them out of another contract and pay insurance. The downfall comes when the contract is broken. It makes it hard for the physician to leave the company. Did you do anything about this act of bribery? It is best not to make a statement like this without substance. Please revise. Organizational politics changes the attitude of the employees toward work and this affects their productivity. The employees responded to these tactics in different ways;* to those the politics benefited became corrupt and less productive as they could easily get promotions and salary increases without necessarily working any harder. To the employees who were not involved, the politics killed their morale and some even quit working in the organization to look for fair treatment in other organizations. An action plan Goal- To communicate the information being hidden to the top management so that appropriate action can be taken and those found responsible adequately pays. Strategy- Make sure that I am right about what I want to report. Find people who I can trust to deliver the message to the top management and communicate to them about the matter. Implementation- After selecting identifying those who I can trust to take the message and actually do the communication. Make them assure me that they will deliver the information so that if they can’t,* I can find other people within the company. Timeframe- Implement the plan in a period of 2-3 weeks so that am not too fast to miss any fact or too late for any action to be taken. Hi Shanequa, Improper political actions are hard to prove. The company may bring a lawsuit against you for defamation. From what you wrote, you do not appear to have solid proof of misconduct or unethical practices at your place of employment. Please revisit chapter 11 of the text and find other articles about organizational politics, and come up with more feasible action plan. I can’t give you a grade for this paper until I talked to the Program Director. Last term, you received a warning for plagiarism. I will have him look at this paper, and let me know how to proceed. References Newstrom, J. W. (2015). Organizational Behavior Human Behavior at Work. New York: McGraw-Hill Education. Simpson, A.V, Freeder, D., & Clegg, S.R.(December 01, 2013). Compassion, power and organization. Journal of political power, 6, 3,384-404.