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organizational behavior

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buyandelger Dorj

on 7 February 2013

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Transcript of organizational behavior

How CEO's personality traits influence Organizational culture Organizational Behavior Introduction Theoretical background Conclusion Nowadays, the fierce competition between companies is increasing; Organizational culture has become very important factor so that the organizations work successfully and effectively. Case description There are many different theories of personality.

Some of these major perspectives on personality:
-Type theories
-Trait theories / “The Big Five” personality dimensions /
-Psychodynamic theories
-Behavioral theories
-Humanist Organizational culture depends on CEO's personality traits strongly.

According to MY EXPERIENCE, management–team includes CEO, every director and managers who have authority to make decisions has more important role to create, develop and keep organizational culture and personality. Thank you for your attention

MA1N0222: Buyandelger.D Organizational culture is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions

There are many factors in the influence of organizational culture. One of them is personality that describes individuals I have identified how CEO’s personality traits influence the organizational culture according to my experience. Basically, I wrote this report on Trait theories, which viewed personality as the result of internal characteristics that are genetically based. Since 2009, I joined two different organizations including private company, which runs retail chain store business and non-governmental organization, which is funded by donor.

There were 3 types of CEO who have different personalities. My first Chief Executive Officer / CEO / is the owner who founded the company.
He is a very aggressive, pompous, bossy, unforgiving man. Second director was a very friendly, open-minded, flexible, clever, loyal and good-natured person. Third director is a well- qualified, intelligent, resourceful, hard-working, polite man. But he is also a very quiet, boring person. - ORGANIZATIONAL CULTURE 1

The organization’s values, vision is not obvious. We couldn’t describe it. Most of employees only worked there for their salary

- Management behavior is very difficult because almost every manager’s behavior in the job position is like aggressive director. CEO's behavior strongly influences other manager’s behavior.

-Relationship between management team and employees is very complicated

-Bad communication, physical environment, motivation and
reward policy.

-All employees always face punishment for
irresponsibility due to Organization’s policy.

-CEO usually makes all decisions by himself.
-Organizational citizenship behavior cannot accept idea, initiative, character of new member.

-Job satisfaction and involvement is low

-All of the above, this behaviors totally reduce employees’ involvement, initiative and ambition.

-But this company perfectly focuses on
technology’s innovation, learning and
development, inventory control,
turnover, norm, normative, and
customers’ need so on ORGANIZATIONAL CULTURE 2

- Describing clearly organization’s values and vision. So employees know where to go and for what to go

-Good relationship between management team and all employees

- Preferring team-work, job involvement and commitment

-Conducting reward policy, fair rule, performance evaluation

-Organizing traditional events such as birthday celebrations,
new member's acceptance event, funny punishment for irresponsibility

-Information exchange, product development,
job satisfaction is high

-Supporting and motivating colleagues •Traits theories:

Trait theories viewed personality as the result of internal characteristics that are genetically based.
The trait approach to personality is focused on differences between individuals. Trait theorists described “The Big Five” personality dimensions. Raymond Cattelli and Hans Eysenck is best known for trait theories I would conclude that my first organizational culture is very bad and second organizational culture is good but not perfect. -My first CEO was a boss. His emotional stability and conscientiousness is high, extraversion is very low and agreeableness is low in work environment.

-My second CEO was a leader. His agreeableness is high and extraversion is very high, emotional stability is very low, but his conscientiousness and openness to experience is mid traits.

-My third CEO was a manager. His conscientiousness and openness to experience is very high, but extraversion is very low I would prefer CEO like a manager developing leadership qualities.
Maybe, I mean CEO whose conscientiousness, openness to experience and agreeableness is very high, emotional stability is very low and extraversion is high but not very high. If you want to become CEO in the future, I would like to advise you to become CEO as a manager who have developed leadership qualities. What kind of CEO would you prefer ?
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