Organization Behavior and Industrial Psychology: OBIP

Independently published
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Organizational behavior (OB) is the study of the way people interact within groups. Normally this study is applied in an attempt to create more efficient business organizations. The central idea of the study of organizational behavior is that a scientific approach can be applied to the management of workers. 
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Gitesh Sharma is an author, blogger and founder of Sharmaji Technology Media was born on 26 June 1997 in Howrah, Kolkata (India), is a leader in the field of search engine optimization tools, resources & community. He is interests range from web development to programming. Most interesting, he is love to write about blogging, SEO to search engines. They have a blog on which they write information from blogging, SEO, web designing to technology. He is top seller author in Google Play.



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Additional Information

Publisher
Independently published
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Published on
Nov 4, 2018
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Pages
124
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ISBN
9781730896361
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Best For
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Language
English
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Genres
Business & Economics / Organizational Behavior
Education / Organizations & Institutions
Psychology / Industrial & Organizational Psychology
Religion / Institutions & Organizations
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Content Protection
This content is DRM protected.
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The Practice of Organizational Diagnosis: Theory & Methods presents a new paradigm for examining the intergroup dynamics of organizations by combining the procedures of organizational diagnosis with the theory of embedded intergroup relations. In this volume, Alderfer explains the relevance of the paradigm concept for the present work, shows the importance of intergroup relations in the formative organization studies, reviews extant modes of organizational diagnosis, and demonstrates the limitations of interpersonal and intra-group theories. He then presents the five laws of embedded intergroup relations as a response to the problems associated with the earlier work. After comparing and contrasting alterative group level theories and explaining the several meanings of empirical support, the author describes the empirical basis of the five laws. Based on examining alternative codes of professional conduct and applying the five laws, he provides his prescriptions for the ethical basis of sound diagnostic practice. With the theory and ethical position in place, he then explains procedures for conducting each phase of organizational diagnosis: entry, data collection, data analysis, and feedback. He follows that by reporting the empirical bases for the methods used in the four phases. The volume concludes by describing the courses and educational processes essential for educating people to conduct organizational diagnoses. A recurring theme from beginning to end is that the lawfulness of human behavior in relation to organizations is as applicable to diagnosticians, whether working alone or in teams, as it is to their clients. By addressing theory, method, data, and values, the volume presents a complete paradigm for organizational diagnosis.
In 1989, the prominent organisational culture scholar, Stephen Ott, lamented what he saw as the failure of the organisational culture perspective to have the kind of lasting influence — whether empirical, or in terms of its contribution to practice — that had been hoped for. In attempting to explain this state of affairs, Ott observed that: “Some of the most important unanswered questions are methodological, and without methodological advancement, the perspective will not achieve maturity.” The situation today, more than two decades after Ott voiced these concerns, is that academics, researchers, and practitioners alike continue to struggle with the question of how best to decipher and measure an organisation's culture.Organisational Culture: Concept, Context and Measurement (In Two Volumes) aims to encourage an agenda for organisational culture research that gives a renewed emphasis to methodological issues. In pursuit of this aim, consideration is given to both conceptual questions and questions of measurement. In Volume I of the book, the main focus is on the concept of organisational culture. Based on an analysis and critique of existing treatments, as well as a comparison of organisational culture with a number of closely related concepts, consideration is given to how the concept might usefully be elaborated and further refined. In Volume II of the book, the focus is on methodological issues. Drawing on the findings of a series of empirical studies conducted over a number of years, consideration is given to what would be required to develop a measure for organisational culture that is practically useful and also capable of accessing culture at its deepest, and arguably most influential yet most elusive, level. In particular, an approach is advocated that seeks to contextualise organisational culture, in terms of various time and experience domains, and that also promotes the use of attributions analysis as a means whereby to further understand culture at this level.A valuable resource for scholars and practitioners alike, the book provides readers who are interested in understanding the role and influence of culture in organisations with a comprehensive analysis of the development and application of the organisational culture concept. For readers who are interested in conducting research into the measurement and practical application of organisational culture, the book provides a methodological approach that can be used to guide their research.
Tradition has painted a portrait of a Savior aloof from governmental concerns and whose teachings point to an apolitical life for his disciples. How, then, are we to respond today to a world so thoroughly entrenched in national and international affairs? But such a picture of Jesus is far from accurate, argues John Howard Yoder.

Using the texts of the New Testament, Yoder critically examines the traditional portrait of Jesus as an apolitical figure and attempts to clarify the true impact of Jesus' life, work, and teachings on his disciples' social behavior.

The book first surveys the multiple ways the image of an apolitical Jesus has been propagated, then canvasses the Gospel narrative to reveal how Jesus is rightly portrayed as a thinker and leader immediately concerned with the agenda of politics and the related issues of power, status, and right relations. Selected passages from the epistles corroborate a Savior deeply concerned with social, political, and moral issues.

In this thorough revision of his acclaimed 1972 text, Yoder provides updated interaction with publications touching on this subject. Following most of the chapters are new "epilogues" that summarize research conducted during the last two decades -- research that continues to support the insights set forth in Yoder's original work.

Currently a standard in many college and seminary ethics courses, The Politics of Jesus is also an excellent resource for the general reader desiring to understand Christ's response to the world of politics and his will for those who would follow him.
The moment you walk into Menlo Innovations, you can sense the atmosphere full of energy, playfulness, enthusiasm, and maybe even . . . joy. As a package-delivery person once remarked, “I don’t know what you do, but whatever it is, I want to work here.”


Every year, thousands of visitors come from around the world to visit Menlo Innovations, a small software company in Ann Arbor, Michigan. They make the trek not to learn about technology but to witness a radically different approach to company culture.


CEO and “Chief Storyteller” Rich Sheridan removed the fear and ambiguity that typically make a workplace miserable. His own experience in the software industry taught him that, for many, work was marked by long hours and mismanaged projects with low-quality results. There had to be a better way.


With joy as the explicit goal, Sheridan and his team changed everything about how the company was run. They established a shared belief system that supports working in pairs and embraces making mistakes, all while fostering dignity for the team.


The results blew away all expectations. Menlo has won numerous growth awards and was named an Inc. magazine “audacious small company.” It has tripled its physical office three times and produced products that dominate markets for its clients.


Joy, Inc. offers an inside look at how Sheridan and Menlo created a joyful culture, and shows how any organization can follow their methods for a more passionate team and sustainable, profitable results. Sheridan also shows how to run smarter meetings and build cultural training into your hiring process.


Joy, Inc. offers an inspirational blueprint for readers in any field who want a committed, energizing atmosphere at work—leading to sustainable business results.

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