HCM 433 MANGEMENT AND ORGANIZATIONAL BEHAVIOUR.pdf

More documents

Recommendations

Info

Comprehending the barriers to communication and taking steps to minimize them are therefore the first step towards improving manager’s ability to communicate effectively. A sound, basic communication programme is the key to effective communication. A sound programme includes the fundamental concept that communication is an executive skill and that opportunities for developing the personal skills of executives in all aspect of human activity/relation should be provide. Whether oral or written, the effectiveness of communication does not depend on communication requires the following conditions. (i) A known comprehensive communication structure (ii) A code (rule) governing the relations among people occupying various roles. (iii) A quality of relationship among people immediately connected with each other. (iv) Communication must be an active one, not a passive process. (v) Communication must be sincere and open. The American Management Associations (AMA) has codified a number of communication principles into what it calls the ten commandments of good communication. Those commandments which are designed to improve effectiveness of organizational communication include: 1. Seek to clarify your ideas before communicating. The more systematically we analyze the problem or idea of message to be communicated the clearer it becomes. 2. Examine the true purpose of each communication. The communicator must be clear, in his preparation, as to his key aim. 3. Consider the total physical and human setting whenever you communicate. This is because inappropriate or uncomfortable seating, poor temperature control, shoddy visual material, telephone interruptions, extraneous noise will all contribute failure. 4. Consult with others where appropriate in planning communications. This planning of the communication should not be done in a vacuum. Instead, other should be consulted and encouraged to participate for example in the collection of facts analysis message and selection of the appropriate media. 5. Be mindful, while you communicate, of the overtones as well as the basic content of your message. There is a saying that the tone makes the music. Similarly, in communication the 118
tone of voice, the choice of language and congruency between what is said and hoe it is said influence the reactions of he receiver of the message. 6. Take the opportunity, when it arises, to convey something of help or value to the receiver. 7. Follow up your communication. Too often, information is transmitted without communicating, since communication is complete only when the message is understood by the receiver. And one never knows whether communication is understood unless the sender gets feedback. This is accomplished by asking questions requesting a reply to a letter and encouraging receivers to give their reactions to the message. 8. Communicate for tomorrow as well as today 9. Be sure you actions support your communications. 10. Seek not to be understood but to understand – be a good listener Information Necessary in Organisational Communication As noted earlier, if the aim is to enable people to give their best, then what are the things they need to know? There are three main areas of necessary information; Job Content:- Examples include: details of the individual’s own function, responsibilities and authorities the results expected and how performance is assessed: how the job affects and is affected by others and how is affects costs/expenses changes to the systems, targets. Job Context: examples include: details of the organization structure, conditions of employment; how pay and prospects are assessed; change in of proceedings. General Background: the overall management philosophy; major company developments/innovations; external developments – such as legislation-affecting the company. The precise nature of the information required can vary significantly from level to level, whilst a general manager and an office junior may each need to know about the company’s corporate objectives, detail and method of the presentation will be very different. 4.0 TUTOR MARKED ASSIGNMENT Highlight and comment on the ten commandment of good communication 5.0 CONCLUSION 119
Page 1 and 2:
NATIONAL OPEN UNIVERSITY OF NIGERIA
Page 3 and 4:
HCM 433 - MANAGEMENT AND ORGANISATI
Page 5:
UNIT 15: Organisational Structure E
Page 8 and 9:
HCM 433 - MANAGEMENT AND ORGANISATI
Page 10:
UNIT 10: Work Groups UNIT 11: Commu
Page 13 and 14:
Course Editor: Programme Leader: Na
Page 15 and 16:
· Discuss the behaviour influencin
Page 17 and 18:
MODULE: 1 UNIT 1 MANAGEMENT PERSPEC
Page 19 and 20:
(iii) The reference to management a
Page 21 and 22:
Departmental heads, Supervisors, Fo
Page 23 and 24:
in coordinating efforts occur becau
Page 25 and 26:
For purpose of this book, administr
Page 27 and 28:
UNIT 2 THE STUFF OF ORGANISATIONAL
Page 29 and 30:
suggested by the economic security
Page 31 and 32:
of organisational behaviour and a n
Page 33 and 34:
*We see organizations as societies
Page 35 and 36:
Mullins, L. J. (2000). Management a
Page 37 and 38:
The common features of a formal Org
Page 39 and 40:
of inefficiency was prevalent in th
Page 41 and 42:
•Discipline •Unity of Command
Page 43 and 44:
3. Explain clearly the different ty
Page 45 and 46:
expectations that supervisor, thoug
Page 47 and 48:
Many types of barriers which can oc
Page 49 and 50:
who unable to leave. Such workers c
Page 51 and 52:
without receiving benefits in retur
Page 53 and 54:
It is however important to note (re
Page 55 and 56:
processes that are not a response t
Page 57 and 58:
UNIT 5: Content MANAGEMENT OF CHANG
Page 59 and 60:
Technological Change: Everyone is k
Page 61 and 62:
Sometimes changes are introduced wi
Page 63 and 64:
iii. Even where change is socially
Page 65 and 66:
3.8 MANAGING RESISTANCE TO CHANGE A
Page 67 and 68: Mullins, L. J. (2000). Management a
Page 69 and 70: It is the resource that enables a l
Page 71 and 72: influences other because they feel
Page 73 and 74: This basis of power is based on the
Page 75 and 76: 7.0 REFERENCES French, W. L. and Be
Page 77 and 78: iv. Personal Achievement: here, the
Page 79 and 80: The relationship between status, oc
Page 81 and 82: UNIT 8: Content PERCEPTION 1.0. Int
Page 83 and 84: interpretation of the world around
Page 85 and 86: 3. Past Experience: The selective n
Page 87 and 88: outstanding performance is attribut
Page 89 and 90: greatly influenced by their own cha
Page 91 and 92: elate to the social stimulus value
Page 93 and 94: Similarly individual are born into
Page 95 and 96: a) The Id is the unit that contains
Page 97 and 98: 5. Genital stage (13 years and abov
Page 99 and 100: 5.0 CONCLUSION We have in this sect
Page 101 and 102: At the end of studying this unit, y
Page 103 and 104: Besides, there are also other class
Page 105 and 106: a Socialization of New Employees: S
Page 107 and 108: (rewards greater than cost) of an o
Page 109 and 110: 2. Eye Contact and Location of Memb
Page 111 and 112: UNIT 11: COMMUNICATION IN ORGANIZAT
Page 113 and 114: (i) Some individual or group as an
Page 115 and 116: (v) Communication is also the neces
Page 117: task of communication. In other wor
Page 121 and 122: UNIT 12: MOTIVATION 1.0. Introducti
Page 123 and 124: in the face of difficulties and pro
Page 125 and 126: 3.2 THEORIES OF MOTIVATION There ar
Page 127 and 128: According to Maslow, needs are hier
Page 129 and 130: Safety Social Relatedness Esteem Se
Page 131 and 132: The first group of factors (the dis
Page 133 and 134: The question is however often asked
Page 135 and 136: A effects. In this unit our attenti
Page 137 and 138: Probability that effort will lead t
Page 139 and 140: satisfy their emotions and desires.
Page 141 and 142: The implication of attribution theo
Page 143 and 144: i. more workers are able to do vari
Page 145 and 146: influences that motivate people so
Page 147 and 148: Thirdly, it is almost certainly tru
Page 149 and 150: “Labour is good in its self. A ma
Page 151 and 152: 8. The motivation of many employees
Page 153 and 154: In every organization, there exists
Page 155 and 156: decentralisation, with activities i
Page 157 and 158: Structure provides the framework fo
Page 159 and 160: According to Mullins (2000), clearl
Page 161 and 162: functions, departments or sections.
Page 163 and 164: M :- Marketing F :- Finance iv) Nat
Page 165 and 166: •the process of managing the acti
Page 167 and 168: functions undertaken increases. Peo
Page 169 and 170:
Therefore, the matrix organisation
Page 171 and 172:
A basic aim for the study of organi
Page 173 and 174:
ii) Technology - the manner in whic
Page 175 and 176:
Task - the nature of the work activ
Page 177 and 178:
In a university, for example, the m
Page 179 and 180:
The growth of information technolog
Page 181 and 182:
Most organisational resources are l
Page 183 and 184:
It may not always be possible for m
Page 185 and 186:
•Influence of Technology on Organ
Page 187:
Mitchell, T. R. (1987). People in O
show all

HCM 433 MANGEMENT AND ORGANIZATIONAL BEHAVIOUR.pdf

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?