Feedbacks of the employees are essential for the organization to make desired changes in their management strategies. PwC has constituted teams for executing different tasks and the team leaders have given the responsibility of collecting the feedbacks of the employees. Moreover, team leaders were given the responsibility of improving the scores within their business or geographies (Hellriegel & Slocum, 2010, p.258). Thus PwC was succeeded in giving more attention to the individual needs of the employees. It is impossible for PwC to standardize their strategies for the 28000 diverse employees. Constructive feedbacks from the team members helped PwC to take actions based on it at the micro level because of the allocation of the responsibilities to the team leaders for taking proper actions.
Doing business with the opposite sex was the major slogan adopted for supported appropriated self disclosure by PwC. PwC has realised that there are differences between the male and female body languages and increasing the female role models visibility is important for making positive mentoring relationships (Hellriegel & Slocum, 2010, p.258). Informative and social skill development is another aspect of supported appropriated self disclosure. In order to develop proper social skills, identification of the body language is important. As per some studies, most of the communication occurs nonverbally compared to the verbal communication. Body language is the most important nonverbal medium of communication.
Race, gender and work-life experiences of each employee out of the 28000 employees of PwC might be entirely different because of the immense diversity of workforce. These differences may create cultural or interpersonal barriers in the functioning of the teams formulated from different ethnic groups. In order to avoid such conflicts PwC has given the responsibility of knowing the employee professionally and
Semi-annual surveys were conducted in order to track satisfaction rates among employees (Hellriegel & Slocum, 2010, p.258). It is important to know…
The author states that the post modern managerial leadership met the challenges by developing new products that met the fast changing preferences of people. The modern management theories were focused on the productivity criteria and traditional management worked within the broader parameters of organization’s administration and management guidelines.
Mohamed asserts that there are various key terms that need to be understood in order to conceptualize the concept of organizational behavior. Some of the terms mentioned by the author include: organizational effectiveness and efficiency, organizational culture, communication, diversity, and organizational learning.
Researcher’s arguments will then be perceived in every second paragraph for each journal article. Organizational learning has been depicted as the ultimate source to attain competitive advantage (Fang, Jiang, Makino, & Beamish, 2010 as cited in Teh & Yong, 2011, p.
It assists in making people gain popularity as well as gain the ability to get things done. It is useful for persons who use the mode of luring people in order to be successful, for example salespersons. I have discussed the analysis of this book based on organization behavior research.
In the book Leading Change, Kotter has used the word urgency to describe the first phase so as to get a head start into the process of transformation. This has to do with taking stock of competitive and market realities with a focus on crises and opportunities.
It is a compilation of some vital messages to a particular head of an organization. The messages deduced here are supplemental to Hamm’s work of 2006 on the same subject.
The messages provided in Hamm’s work for proper management and
The hiring process will deliberately select people with diverse ethnic, cultural and educational backgrounds. Different norms such as dress code, body language, power distance and behavior rules will hinder the effectiveness of the teams.
The writer identifies 3 different bases of power and 4 different types of influence tactics that might be used effectively to have senior management. He introduces these technologies and practices, explaining in detail why these power bases and tactics would be acceptable and effective in this situation.
The authors received a number of accolades for their development of a strategic management practice guidebook that enables them to achieve success and excellence in its operations. Since its publication in 1982, the book attracted various positive comments from corporate
5 pages (1250 words)Book Report/Review
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