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Orgb blogger.com - Free download Ebook, Handbook, Textbook, User Guide PDF files on the internet quickly and easily. ORGB 4 4th Edition Nelson TEST BANK. Download FREE Sample Here for ORGB 4 4th Edition Nelson TEST BANK. Note: this is not a text book. File Format: PDF or Word. ALL CHAPTERS ARE INCLUDED. THIS IS A TEST BANK NOT A TEXTBOOK. THE TEST BANK USUALLY CONTAINS THE FOLLOWING TYPE OF QUESTIONS MULTIPLE CHOICE. TRUE AND FALSE. MATCHING. Jan 10, · Download at: blogger.com orgb 4 4th edition pdf orgb 4th edition pdf free download orgb 4 pdf download orgb 3rd edition pdf orgb textbook orgb5 orgb Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising.
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No Downloads. Views Total views. Actions Shares. Embeds 0 No embeds. No notes for slide. Orgb 4 4th edition nelson solutions manual 1. Issues in Diversity: The U. Globalization has created a boundaryless market in which all firms, large and small, must compete.
Cultural diversity within the United States encompasses all forms of differences among individuals, including age, gender, race, and ability. Technological change is one of the keys to strategic competitiveness, but it is also complex and risky.
Ethical issues compound the complex challenges of management, and involve things such as white-collar crime, computer use, employee rights, sexual harassment, romantic involvement at work, organizational justice, whistle-blowing, and social responsibility, orgb 4 pdf download. Learning Outcomes After readings this chapter, students should be able to do the following: 1 Describe the factors that affect organizations competing in the global economy.
Orgb 4 pdf download suggests that the world is free from national boundaries and is borderless, orgb 4 pdf download. What were once called multinational organizations organizations that did business in several countries are now referred to as transnational organizations, indicating that the global viewpoint supersedes national issues.
Transnational organizations operate worldwide across long distances and employ a multicultural mix of workers. Social and political upheavals have led organizations to change the way they conduct business as a result of thinking globally, orgb 4 pdf download.
The opening of trade barriers is another issue that affects organizations competing in a global economy. One key for any company competing in the global marketplace is to understand diverse cultures. Whether managing culturally diverse individuals within a single location or managing individuals at remote locations around the globe, orgb 4 pdf download must appreciate the differences among cultures. Geert Hofstede and his colleagues identified five dimensions of cultural differences that formed the basis for work-related attitudes: Individualism versus collectivism High power distance versus low power distance High uncertainty avoidance versus low uncertainty avoidance Masculinity versus femininity Long-term orientation versus short-term orientation 2 Explain how cultural differences form the basis of work-related attitudes.
In cultures where individualism predominates, the social framework is loose, and employees put loyalty to themselves and their families ahead of loyalty to their company and work group. Cultures orgb 4 pdf download by collectivism, on the other hand, are tightly knit social frameworks in which individual members depend strongly on others and group decisions are valued and 4. In countries with a high power distance, bosses are afforded more authority, which is seldom bypassed, orgb 4 pdf download, titles are used, and formality is the rule.
In societies with low power distance, people believe in minimizing inequality. Cultures with high uncertainty avoidance are concerned with security and tend to avoid conflict; whereas cultures with low uncertainty avoidance tolerate ambiguity better. Orgb 4 pdf download cultures characterized by traditional masculinity, assertiveness and materialism are valued; whereas cultures characterized by traditional femininity emphasize relationships and concern for others.
One way companies do this is through cultural sensitivity training. Another way to develop sensitivity is by using cross-cultural task forces or teams. The globalization of business affects all parts of the organization, but particularly human resource management.
Human resource managers must adopt a global view of human resource management, recruitment and selection, compensation, orgb 4 pdf download training and development. Diversity encompasses all forms of difference among individuals, including culture, gender, age, ability, religion, personality, social status, and sexual orientation.
Diversity: Helps firms attract and retain the best available human talent Aids marketing efforts Promotes creativity and innovation Improves problem solving Enhances organizational flexibility because it makes an organization challenge old assumptions and become more adaptable Five problems that are particularly notable with diversity at work are: Resistance to change Lack of cohesiveness Communication problems Interpersonal conflicts Slower decision making 4 Discuss the role of ethics, character, orgb 4 pdf download, and personal integrity in the organization.
Ethical theories can be classified as: Consequential theories—these emphasize the consequences or results of behavior. Rule-based theories—these emphasize the character of the act itself, not its effects, in arriving at universal moral rights and wrongs. Character theories—these emphasize the character of the individual and the intent of the actor instead of the character of the act itself or its consequences.
Contemporary organizations experience a wide variety of ethical and moral dilemmas such as: Employee rights—drug testing, free speech, downsizing and layoffs, and due process are but a few of the employee rights issues that managers face.
Organizational justice—distributive justice concerns the fairness of outcomes that individuals receive; whereas procedural justice concerns the fairness of the process by which outcomes are allocated. Whistle-blowing—whistle-blowers are employees who inform authorities of wrongdoings by their companies or coworkers. Technology consists of the intellectual and mechanical processes used by an organization to transform inputs into products or services that meet its goals.
Technological advances have prompted the advent of alternative work arrangements, or the nontraditional work practices, settings, and locations that are now supplementing traditional workplaces. Technological innovation affects the very nature of the management job. Most workers understand the benefits of modern technologies—innovation has improved working conditions and increased the availability of skilled jobs.
Technology is also bringing disadvantaged individuals into the workforce. Despite these and other benefits of new technology in the workplace, however, employees may still resist change.
Also, many workers react negatively to change that they feel 6, orgb 4 pdf download. Often their fears center around loss—of freedom, of control, of the things they like about their jobs. Consequently, they may fear diminished quality of work life along with increased pressure. Further, employees may fear being replaced by technology or being displaced into jobs of lower skill levels.
Key Terms Transnational organization p. Using these dimensions, describe the United States. What orgb 4 pdf download the primary sources of diversity in the U. The U. What is the reality of the glass ceiling? What would it take to change this reality?
The glass ceiling is a transparent barrier that keeps women from rising above a certain level in organizations. Its reality is that in the United States, it has been rare to find women in positions above middle management. Although growth in opportunities for women to attain executive positions has recently stagnated, the situation is improving for women in the boardroom. Corporations that shatter the glass ceiling share several practices: Upper managers demonstrate support for the advancement of women.
Leaders incorporate practices into their diversity management programs to ensure that women perceive the organization as attractive. Women are represented on standing committees addressing key strategic business 9. Systems are put in place to identify women with high potential for advancement. What are the potential benefits and problems of diversity? Diversity: Helps firms attract and retain the best available human talent Aids marketing efforts Promotes creativity and innovation Improves problem solving Enhances organizational flexibility because it makes an organization challenge old assumptions and become more adaptable Five problems that are particularly notable with diversity at work are: Resistance to change Lack of cohesiveness Communication problems Interpersonal conflicts Slower decision making 5.
What are some of the ethical challenges orgb 4 pdf download in organizations? Contemporary organizations experience a wide variety of ethical and moral dilemmas such as employee rights, sexual harassment, organizational justice, whistle-blowing, social responsibility, and codes of ethics, orgb 4 pdf download.
Describe the difference between distributive and procedural justice. Distributive justice concerns the fairness of outcomes that individuals receive in an organization, while procedural justice concerns the fairness of the process by which outcomes are allocated. Why do employees fear technological innovations, and how can managers help employees adjust? Also, many workers react negatively to change that they feel threatens orgb 4 pdf download work situation. Further, employees may fear being replaced by technology or being displaced into Managers can take several actions to help employees adjust to changing technology.
Individuals who participate in planning for the implementation of new technology learn about the potential changes in their jobs and are less resistant to the changes. Managers should also keep in mind the effects that new technology has on the skill orgb 4 pdf download of workers. Many employees support changes that increase the skill requirements of their jobs because increased skill requirements often lead to increased job autonomy, responsibility, and potentially pay.
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