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OB Group 2 - Portfolio

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Deanna Tillotson

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Transcript of OB Group 2 - Portfolio

Group 2 - The Alpha Squad
Organizational Behavior - Portfolio
BUAD 262 - 004
Professor: Dr. Kyleen Myrah
Introduction
Conclusion
Sydney Debowski
300157579
References
Prabh Sidhu
300220008
Linda Tran
300208027
Balance Point -
Workplace Generations, Instructor supplied material
1-800-GOT-JUNK. (2014, January 1). 1-800-GOT-JUNK. Retrieved from Junk RemovalHauling: 1-800-GOT JUNK - Trash Waste Garbage Rubbish Removal: http://www.1800gotjunk.com/ca_en

Australia, B. (2012, May 1).
Suits Season 1 Trailer (TV).
Retrieved from Youtube:

Cullum, L. (1986, May 12). 13.2
The Power to Influence
. Retrieved October 15, 2014, from
2012 Book Archive: http://2012books.lardbucket.org/books/an-introduction-to-organizational-behavior-v1.0/s17-02-the-power-to-influence.html

DeBlois, D., & Sanders, C. (Directors). (2010).
How to Train Your Dragon
[Motion Picture].

Gratton, L., & Erickson, T. J. (2007, November 1).
Eight Ways to Build Collaborative Teams
.
Retrieved from Harvard Business Review: https://hbr.org/2007/11/eight-ways-to-build-collaborative-teams/ar/1

Hardin, P. (2013, October 7).
'In my rise to the tip I was always aware of a higher power -
now I feel I'm ready to take it on.'
. Retrieved October 15, 2014, from Jantoo: http://www.jantoo.com/cartoon/09503120

Hilderman, K. (2014, July 1).
Lululemon's Stumbles and Blunders.
Retrieved from BC
Business: http://www.bcbusiness.ca/retail/lululemons-stumbles-and-blunders

Langton, N., Robbins, S. P., & Judge, T. A. (2014).
Fundamentals of Organizational
Behaviour.
New Jersey: Pearson Education, Inc.
Stoick the Vast, Hiccups Father, was raised in the Traditionalist generation where children took over their families profession, in this case, a Viking. Regardless of the family profession, children knew what they were to be, and what they would do when they grew up. It was also a generation where children did not question their parents.

This video clip provides an example of how Stoick the Vast thinks in regards to tradition and societal structure. He believes that Hickup should do as he is asked, as well as become what is expected of him. This would be an example of the Traditionalist generation verses Generation X'ers. Hiccup's behavior portrays that of someone in the Generation X cohort. This generation grew up with both parents working (in Hiccup's case his mother has passed) and is considered a latchkey kid. Generation Xer's also had a high competition for employment (Schullery, 2013)(typically due to the high volume of Baby Boomers in the generation before them), in Hiccups case he competes for Viking position with his peers. Generation Xer's like to do things their way and tend to disregard the rules, they also embrace change.(Balance Point) Hiccup's need for individuality and how he challenges authority clearly represents someone from Generation X.
In this scene Hiccup tracks down the night fiery dragon that he shot down with a rope sling during one of the dragon's attacks on the village. Hiccup is in conflict between making his father proud and killing the dragon and following is own moral compass and sparing the dragons life.
Hiccup displays a high dignity for life (although Hodgson's theory states human life, the moral theory will be used for this example).
His actions of releasing the dragon were autonomous.
Hiccup displayed fairness to the dragon and did not leave him tied in the ropes.
Hiccup avoided doing what he thought was evil and therefore displayed humaneness.

Hodgson suggests that these seven value systems help managers to make "principled, appropriate, and defensible decisions."
Newspaper Article One: Organizational Behavior Concepts

The conflict management strategy used between BC Hydro and:
The Canadian Environment (comprised of the environment minister and the minister of forests, lands, and natural resource operations) is
problem solving
. This strategy involves "trying to reach an agreement that satisfies both one's own and the other party's aspirations as much as possible" (Langton, Robbins, & Judge, 2014).
Andrea Morison (coordinator of the Peace Valley Environment Association is
yielding
. This strategy involves "accepting and incorporating the will of the other party" (Langton, Robbins, & Judge, 2014)
Treaty 8 First Nations in the Peace River is
compromising
. This strategy involves "balancing concern for oneself with concern for the other party in order to reach a solution" (Langton, Robbins, & Judge, 2014).

Negotiations
between BC Hyrdo and the Canadian government are ongoing. The environment and forests, lands, and natural resource operations ministers issued an environmental assessment certificate including a $20-million compensation plan.
BC Hydro is partaking in

integrative bargaining
, "negotiation that seeks one or more settlements that can create a win-win solution" (Langton, Robbins, & Judge, 2014) by trying to meet all of the conditions imposed on them by the Canadian and British Columbia government.
Distributive bargaining
, "negotiation that seeks to divide up a fixed amount of resources; a win-lose solution" (Langton, Robbins, & Judge, 2014) is also being utilized by BC Hydro as they refuse to look at any alternatives to the $7.9 billion Site C dam that is being proposed. Alternatives include intermittent resources such as wind and run off water (Pynn, 2014)

http://ottawacitizen.com/news/politics/i-was-sexually-assaulted-former-liberal-minister-sheila-copps-says


This cartoon shows the organizational theory of coercive power. Coercive power is the power that is based on fear. Members of organization comply with the individual with this power because that individual can affect their lives negatively. This power could lead to employees leaving or being fired and the employees that stay would have high resistance to the person with this power. An example of this would be a manager forcing an employee to do work that he or she does not want to do. This concept tells me that coercive power does exist in the workplace and that this cartoon shows the general definition of the power.











These two cartoons show the concept of legitimate power. Legitimate power is the power that one receives from their position within an organization. Member of the organization comply with the authority of this person because of the concept of hierarchy. This power can be effective if the members respect the individual not only because of their position but also because of who they are. Additionally, this power could lead to referent power if used positively or coercive power if used negatively. Examples of this power would be a teacher listening to the instructions from the principal or a police officer following the command of the captain. This concept shows me that the behavior of an individual changes at different levels of an organization and these cartoons illustrate that. These cartoons apply the definitions of the different powers and therefore give a clearer meaning.

Compliance is a reluctant reaction to coersive power combined with the Legitimate power that Stoick possesses. Stoick the Vast, as chief of the island, has legitimate power over the village. However, his reputation for aggressiveness and fearlessness creates a fear, and therefore a coersive power (Langton, Robbins & Judge. 2014). An example of the aggressiveness appears in the clip, where Stoick demands that the Vikings get out of his way when he takes over the ships course.

According to the textbook Legitimate power creates compliance and Coersive power creates resistance, but as this clip shows the combination of the two powers led to a fear based compliance, which is not a strategy for effective management.
5. Self Awareness
(Langton, Robbins & Judge. 2014)





In this section of the clip Hickups good friend Astrid helps Hickup to recognize his true feelings as Stoick the Vast and his Viking troops sailing off with Toothless. The Vikings plan to use Toothless as a tool to find the dragons nest (with the intentions of killing the Queen dragon). Astrid asks Hickup a couple difficult questions and thus Hiccup is able to recognize how he feels and what he must to do help Toothless (and all the dragons). This self awareness is what leads him to ultimately save the dragons and the Vikings from the dragon Queen.

Managers and leaders with a high self-awareness are more likely to be effective. One might determine that a high self awareness may support Maslow's self-actualization theory. By becoming self aware one can recognize their true potential and thus a drive is created to reach that potential (Langton, Robbins & Judge. 2014).

Summary:

Lululemon's Stumbles and Blunders
article, by Kristen Hilderman, states that Lululemon Athletica Inc. has earned a spot securing number 25 on the list of B.C.'s Top 100 Companies. Despite the headlines of a resigning CEO regarding the 'see through pants' incident, Lululemon has kept a competitive benchmark. On April 3, 2013, due to an increase of complaints about the pants, it was announced that Sheree Waterson, chief product officer, would be leaving the company. And later on in June confirms Christine Day's resignation, due to lululemon's employees not being a fan of Mrs. Day leadership. Unfortunately, the company made international headlines when founder and boarder chair Chip Wilson went public, blaming that the pants incident was because certain customers bodies do not fit. As a result, lots of viewers were very displeased and said that this was an insult for most women. Wilson made it worse when he issued a video apology, but not to the customers; he apologized to the employees for dealing with these nonsense complaints.



The movie How to Train Your Dragon is a Dreamworks Animated film. Stoick the Vast is the chief of a Viking community on the Island of Berk. Hiccup is Stoick the Vasts son, and is not like the other members of the community. The community has problems with dragons stealing their food and for generations they have been attacked by and have had to kill the dragons. Hiccup is required, by tradition, to go through Viking training. Hiccup injures a dragon and instead of killing him, he helps him to overcome his injuries. Hiccup names the dragon Toothless and the two of them learn to trust each other and become friends.
Hiccup inadvertently discovers the dragons nest and reveals that to his father. Stoick the Vast then sets out to attack the dragons nest using Toothless as a guide. Hiccup saves the day when he rides his dragon friend and conquers the dragon King.
How to Train Your Dragon
Summary
How to Train Your Dragon
Clip 1 - Emotional Intelligence (EI)
1. Detecting the Emotions of Others
(Langton, Robbins & Judge. 2014)
Hiccup has a high emotional intelligence. He notices cues and makes inferences about how the dragon feels based on observation of Toothless the dragons behavior. For instance, Toothless tries a multitude of times to fly away and appears frustrated by his inability to do so. Hiccup instantly begins to problem solve to help the dragon with this frustration. Hiccup also sees that the dragon fails to catch a fish. This observation of behavior helps Hiccup determine that Toothless is hungry and frustrated. By having a high emotional intelligence Hiccup receives information on how to build a relationship with the dragon.

Having a high EI is an effective way for leaders and managers to assess the needs
of their teams. Being aware of a potential barrier to success, evaluating the solvability
of those barriers, and implementing a solution, establishes trust and cohesiveness
between authority and subordinates.

2. Intuitive Appeal - Handling Social Interaction
(Langton, Robbins & Judge. 2014)

In this section of the movie clip Hiccup begins to build rapport:
Hiccup brings the dragon a fish, as per his needs assessment
Hiccup recognizes the dragons gentleness when threat is removed, therefore Hiccup removes his knife and kicks it into the water
Intuitively Hiccup knows that he is required to partake in the regurgitated fish to build trust and rapport with Toothless.

The dragon responds to the bonding attempts in two ways. First he tries to smile to mimic Hiccup, then he draws in the dirt to copy Hiccups actions. Hiccup tests the boundaries by stepping on the lines of the dragons drawing and learns those boundaries. By avoiding the lines, and respecting the dragon, Hiccup has gained more trust. This is the beginning of a mutually beneficial relationship.


The ultimate trust is built when Hiccup shows vulnerability towards the dragon. By extending his hand, closing his eyes, and turning away,
trust was shown. The dragon responded to that trust by allowing Hiccup to touch him.
3. Emotional Intelligence may lead to a desire to
Problem Solve
(Langton, Robbins & Judge. 2014)

The actions of an emotionally intelligent person, who genuinely shows regard for another, and who carefully learns about the emotional needs of the other, can lead to a relationship (or team) of trust (Langton, Robbins & Judge, 2014). This relationship of caring and trust creates an environment where both parties want to problem solve rather than use the other conflict management styles (Forcing, Avoiding, Yielding, or Compromising) (Langton, Robbins & Judge. 2014). Problem solving becomes easier when there is high level of caring, trust and mutual respect involved.

Leaders and managers who genuinely make the effort to create this type of environment may find their teams have a higher level of commitment to the organizational goals, policies and procedures. (Langton, Robbins & Judge. 2014).
Concepts:
A key concept that this article talks about that connects to Organizational Behavior is Emotional Intelligence. Chip Wilson has low cognitive skills that influence a person's ability to succeed in coping with environmental demands and pressure. Therefore, Wilson showed low self awareness and empathy to solve the situation (Langton, Robbins & Judge. 2014).

Likewise, the article talks about Chip Wilson's media handling issue. It clearly was the wrong choice he made because it increased a number of very displeased customers. This relates to Conflict Management Strategies because Wilson neglected to use any conflict-handling techniques, which resulted in him having a negative position with the public (Langton, Robbins & Judge. 2014). His strategy to attack the see through pants situation was very poor and if he thought to use problem solving, compromising, or yielding, the outcome would have been very different.
4. Reading Emotional Cues
(Langton, Robbins & Judge. 2014)
In Chapter 2 of the text Langton, Robbins and Judge claim that to be an effective manager one needs to not only be aware of their own emotions but must be aware of the emotions of others.
This section of the clip shows how Hiccup is aware of how the environment affects the dragons. First he observes how Toothless follics in the grass. Hiccup later applies the love of grass theory in the ring (where he is supposed to
try and kill a dragon). Then when giving Toothless affection he discovers a spot that puts a dragon to sleep, he also discovers a playful side where Toothless follows a beam of light. In both instances of observing and learning, Hiccup applies the newly discovered theories to his training in the ring as to protect the dragons from harm.
Hiccup
Astrid
Stoick the Vast
Gobber
Toothless
Characters of Focus
Son of Stoick
Chief of the Vikings
Night-Fiery Dragon
Hiccup's peer
Stoick's 2nd in Command
Organizational Concepts

1st Clip: 5 Sections - Emotional Intelligence
1. Detecting the Emotions of Other
2. Intuitive Appeal - Handling Social Interactions
3. EI resulting in Problem Solving
4. Reading Emotional Cues
5. Self Awareness

2nd Clip - Hodgson's General Moral Principle
Dignity, Autonomy, Honesty, Loyalty, Fairness, Humaneness, and The Common Good

3rd Clip - Generational Gap
Traditional versus Generation X

4th Clip - Compliance
As a result of Coersive and Legitimate power
Canadian government concludes Site C damn should proceed despite environmental consequences: Meanwhile, the B.C. government approves environmental certificate for Site C dam
By Larry Pynn, Vancouver Sun
October 14, 2014

http://www.vancouversun.com/technology/Canadian+government+concludes+Site+should+proceed+despite+environmental+consequences/10289311/story.html
Newspaper Article One: Organizational Behavior Concepts Continued


Decision Making
: To build the dam or not

1.
Problem
: The discrepancy is the environmental impact, 5,550 hectares of land would be submerged, including the loss of approximately 3,800 hectares of land capable of agricultural production.

2.
Criteria
: BC Hydro believes that it would be a huge asset while members of the Canadian government see it as very damaging to the environment.
The joint panel described Site C as the best and cheapest alternative for new energy in the province.
Andrea Morison notes that the project is not in the interest of British Columbians as it is not something that we need.

3.
Allocate Weights
:
- $7.9 billion to construct
- Thousands of hectares of land lost
- $20 million compensation fund
- new protocols in place to reduce harm to wildlife and its habitat

4.
Alternatives
:
- Site C or liquefied natural gas from the northeast but not both
- wind/water run-off

5.
Evaluate Alternatives
:
- Assuming First Nations does not want to give liquefied natural gas "If you're going to push site c, we're not going to be in any favor of any LNG projects, or any of the pipeline projects up there" says Chief Roland Wilson (Pynn, 2014).
- There has not been enough research provided yet to look at wind or water run-off as alternatives.

6.
Select the Best Alternative
: It really needs to be understood if the Site C dam is needed as it comes with a great cost financially and to the environment.
Sexual harassment in the workplace is both wrong and it can cause a lot of damage. "Individuals who are sexually harassed report more negative job attitudes as a result", it also "undermines the victims' mental and physical health", as well as "negatively affects the group in which the victim works, lowering its level of productivity" (Langton, Robbins, & Judge, 2014). Copps comments that "men and women, parliamentarians and assistants have all felt the sting of sexual harassment" (Robertson, 2014).
http://www.vernonmorningstar.com/news/284180111.html
Business Article #2: https://www.hbr.org/2007/11/eight-ways-to-build-collaborative-teams/ar/1
This was a pivotal point in the film in regards to the power that Hiccup had over changing the relationship between, not only Hiccup and Toothless, but between Vikings and dragons. As Hiccup realizes the dragons are not violent but only wanted to protect themselves, he sees an opportunity to bond.

Intuitive Appeal can be used by manager to create a more personalized relationship with their teams. This concept may be used in conjunction with Langton, Robbins and Judge's socialized charasmatic leadership on page 288 in that they both have to consider the other in fairness and respect. There also exists a similarity to the honesty and integrity that managers would have to practice in order for the Hodgson's General Moral Principles to apply; more on this theory in subsequent slides.
Article #1: Lululemon's Stumble and Blunders By Kristen Hilderman
Deanna Tillotson
300135270
Sheila Copps made allegations of sexual harassment and according to the Supreme Court of Canada, sexual harassment can be defined "as unwelcome behavior of a sexual nature in the workplace that negatively affects the work environment or leads to adverse job related consequences for the employee" (Langton, Robbins, & Judge, 2014). Based on this definition Sheila experienced sexual harassment in the workplace as an MPP when she was 28, around 1981. She wrote that they were "both on a Parliamentary tour studying violence against women...when the man pushed her against the wall and tried to kiss her until she kicked him in the crotch" (Robertson, 2014). Copps endured years of politicians heckling her because she was a women during her rise through the ranks in the federal Liberal party.
The implications of sexual harassment and bullying in the work place can be very detrimental to an organization's culture as well as the individual by creating a toxic work environment. A toxic work environment will decrease work effort, employee time at work, quality of work as well as a decline of performance and added worrying and stress.
"Sexual harassment is about power" (Langton, Robbins, & Judge, 2014). Sheila Copps' harasser was a fellow MPP when she was 28 years old. He may have felt inferior to her, wanted to control her but ultimately to have power over her. Regardless of his need to control Copps, sexual harassment is wrong, illegal, and can have very serious effects on the organization as a whole.
Source: (Parisi, 2011)
Source: (Hardin, 2013)
Source: (Cullum, 1986)
Article #1: Lululemon's Stumbles and Blunders By Kristen Hilderman
Business Article #1: https://www.bcbusiness.ca/retail/lululemons-stumbles-and-blunders
Article #2: Eight Ways to Build Collaborative Teams By Lynda Gratton and Tamara J. Erickson
Summary:
In the article "Eight ways to Build a Collaborative Teams" by Lynda Gratton and Tamara J. Erickson, they describe how diverse team play a significant role in companies successfully completing major tasks. Companies tend to have diverse team of highly educated experts to get the job done. These teams can work together virtually, collaborating online, or long distances. The authors explains that when BBC covers the World Cup or Olympics they have a set team that specializes in certain areas to complete the complex tasks that makes a production successful. These experts work in extremely high-pressure time with only one chance to record the action. Everything they plan and do will have to be of that exact time and mistakes will cost them everything they have worked for. The author's research concluded with 8 factors out of 100 that correlated with the successful performance of teams handling complex collaborative tasks. The main factors are size, virtually working together, diversity creating problems, high-level of education, picking the team leader, functioning individually or as a team, developing guidelines, and building trust among team members.
Article #2: Eight Ways to Build Collaborative Teams By Lynda Gratton and Tamara J. Erickson
Concepts:
A concept that connects to this article in Organizational Behavior is Characteristics of an Effective Team. The article talks about diversity, shared leadership, clear objective clear regulations, open communications, and consensus decisions (Langton, Robbins & Judge. 2014). Therefore, all of these characteristics make up an effective team.

Additionally, the articles emphasizes team diversity and how significant it is in a large collaborative effort. A large company needs diverse individuals, variety of ethnic backgrounds, and different experts to participate in completing complex tasks (Langton, Robbins & Judge. 2014). This relates to Group Diversity. The key of group diversity is to communicate what they know and what they do not know. Also, to use the diversity for multiple perspectives and creativity.

Lastly, the article also talks about how teams work together from all around the world. This relates to virtual teams and trust. There have been a number of concerns that virtual teams can not build trust because there is a lack of face-to-face communication (Langton, Robbins & Judge. 2014). However, studies show that teams can build trust without face to face, and they need to plan it properly to accommodate the distance. Researchers suggest that leaders should include personal information in team messages so it can start up a sense of trust and positive attitude (Langton, Robbins & Judge. 2014). Also, the leader should assign clear roles to each team member, so they can be identify and embrace their roles.
Article #2: Eight Ways to Build Collaborative Teams By Lynda Gratton and Tamara J. Erickson
Article #1: Lululemon's Stumbles and Blunders By Kristen Hilderman
Summary:
In the article "Managers, adjust your deadline expectations: powerful people perceive time differently" by Canadian Business Magazine, the study shows according to the University of California, Berkeley, being in a position of power effects your perception of time. The author explains "available time seems plentiful to higher-powered people" therefore to achieve success within a company managers should decrease their deadline expectations because each employee observes time differently.

The study consisted of 557 participants and they were asked to complete an online questionnaire. The questions were designed to measure their sense of power and their perspective on time. The study shows that the less power a person has, the more likely he or she felt insecure about time. Also, the study revealed that one's perception of existing time led powerful people to be less stressed.
Article #3: Managers, adjust your deadline expectations: powerful people perceive time differently By Kristen Quan
Concepts:
A concept that connects to this article in Organizational Behavior is Emotional Stability. The article explains how powerful people perceive time differently; they have a strong emotional stability because they tend to be calm, self-confident, and secure (Langton, Robbins & Judge. 2014). This concept expands how time management causes less stress and he or she feels secure when given more power and time.

Furthermore, perception is a key concept in this article. Perception is the process by which individuals, select, organize, and interpret their sensory impressions in order to give meaning (Langton, Robbins & Judge. 2014). Factors that influence perception are the situation, the perceiver, and the target. As a result, in the article, the perception of time is influenced by power. Managers perceive time differently because they take charge of their available time. Some managers manages their time with lists prioritizes their goals according to the time they have.

Article #3: Managers, adjust your deadline: powerful people perceive time differently By Kristene Quan
Matthew Rodgers
300222944
Business Web Site #1

Summary of 1-800-GOT-JUNK?
1-800-GOT-JUNK? was started and founded in Vancouver BC by Brian Scudamore in 1989. He started the company by seeing a junk removal truck while sitting inside a McDonalds. Brian bought a $700 truck and started a company of picking up garbage for locals. Once the company started to take off, he hired some part time college students to take care of the workload while he handled the business side of the company.

This company was announced one of the top ten admired corporate cultures in Canada for 2013. The employees working for Brian Scudamore are very happy in the sense that they love the motto of the company. Picking up garbage is not one of the most glamorous jobs but Brian has been trying to change that and is succeeding. With shiny new trucks and proper looking uniforms for the driver's, customers sense that each employee enjoys what they are doing.
http://www.1800gotjunk.com/ca_en
OB Concept for 1-800-GOT-JUNK?
The concept that applies to this company would be
Intuition.
Brian Scudamore started this company by following his gut and making a quick decision. He saw that junk removal truck outside a McDonalds and by using his intuition, began thinking that starting a junk removal company could possibly help him get through school. Once this company began to take off it was apparent that going with his gut feeling was a strong point for him. He dropped out of school in his third year and started working on his company full time. Now after all these years, and him starting this on a gut feeling, there are many different locations all over Canada, the United States, and Australia.
OB Concept for Maple Leafs Foods
The concept that applies to this company would be
Transformational leadership
. Michael McCain is the chief executive officer and is constantly asking how his employees are doing, and if they feel if anything could change. The team at Maple Leafs Foods is constantly working to make sure their employees are feeling welcome and heard. They have meetings to hear the ideas of staff and care about their customers ideas Customers are able to communicate through their online message board about what is making customers happy and what is not.

Business Web Site #2

Maple Leafs Foods Summary
"Maple Leafs Foods is Canada's largest food supplier and has been around since the merger of Maple Leaf Mills Limited and Canada Packers Inc. in 1991. Maple Leaf does what is right by acting with integrity, behaving responsibly, and treating people with respect.

They focus their success on teams and by doing so they are able to hire the best people possible for the job and rewarding success of employes that merit it" (Maplea Leaf, 2014, about us). While working for Maple Leafs Foods you will feel empowered to go that extra mile to get something done because there will be someone there to applaud your efforts.

Http://www.mapleleaffood.com
Business Web Site #3

Procter and Gamble Summary
Procter and Gamble is a large supplier of many different types of products for Canada. While serving more than 5 million different Canadians throughout the country Procter and Gamble has had a rough upbringing.

The company was started by two men in 1837, William Procter and James Gamble immigrated to Canada looking to start a better life. Working for this company now is a huge inspirational boost. The owners now believe in fair work and fair wages while making sure you are put into a department you are happy with.

http://www.pg.com/en_CA
OB Concept for Procter and Gamble
The concept that applies to this would be
Job Satisfaction.
The company enjoys making their employees happy while providing a safe workplace. After the upbringing the company has had with the two founders moving to Canada the owners now want to make sure that each employee is paid fairly and has a great opportunity for advancement in the company. Everyone should be able to have a fair upbringing and Procter and Gamble has pushed through and made it to the top.
In this portion of the clip, Hiccup builds Toothless an artificial tail fin. After careful observation of Toothless's needs, he brings Toothless an entire basket of fish, not only to distract Toothless while Hiccup puts on the artificial tail fin, but to make him happy. The desire to make Toothless happy is evident when Hiccup removes the Eel from the fish pile, again this reaction is a result of Hiccup's observation of the dragons behavior.
Hodgson's General Moral Principle
(Langton, Robbins & Judge. 2014)
Hodgson's General Moral Principle states that one is guided by their morals and values as to what is right and wrong. Hodgson's The Magnificent Seven Principles categorizes values and ethics into dignity of human life, autonomy, honesty, loyalty, fairness, humaneness, and the common good.
Clip 3 - Generational Gap
In this clip Stoick vents to fellow Viking Gobber about his struggles to understand his son Hiccup. Hiccup has a mind of his own and does not follow the norms of the village. In fact Hiccup is awkward and is deemed a menace by the entire village.
Clip 4 - Compliance
(Langton, Robbins & Judge. 2014)
In this clip Gobber is hesitant to question the actions of Stoick. He asks about the plan of attack but displays fear when he claims it is not he who wants to know, but the other men (who may be too afraid to ask).
Suits - Business Television Program
USA Network
Linda's Summary
Sydney's Summary
Prabh's Summary
Matthew's Summary
Deanna: Leadership/Information
Sydney: Organization/Writing Skills
Prabh: Presentation/Speaker
Matthew: Planning/Organization/Technology
Linda: Organization/Planning

Our group is diverse in the skills we possessed and we all have different ethnic backgrounds that brings culture and diversity to our group. We have different skills that compliment each other and this helps us complete various tasks efficiently. Furthermore, with our diverse skills, it helps us adapt and flourish in the workplace today.

Deanna's Summary
Organizational behavior is the study of the impact that individuals, groups, and structure have on the behavior in an organization. The goal of studying the science and psychology of organizational behavior is to apply the knowledge to improve the organizations effectiveness (Langton, Robbins & Judge, 2014).

This portfolio investigates a variety of concepts that affect every organization such as communication, conflict, negotiation, power, leadership and decision making. The portfolio also looks at theories including management styles. This examination of concepts and theories is done through different mediums that we are exposed to daily. These mediums include business cartoons, company websites, movies, business magazines, television programs, and newspaper articles. Each medium has been analyzed to find what organizational concept or theory is associated with organizational behavior and how that behavior affects the workplace or people as a whole.

As a group we have tried to fully understand and apply the organizational behavior concepts within each type of media while trying to present it in a creative, informative, and descriptive way. This portfolio is our interpretation of organization behavior in real world terms. Through examining the different mediums it is very clear how organizational behavior affects our day to day lives personally and professionally.

Please use the additional handout provided to understand the format and to make comments. Thank you, we hope you enjoy our portfolio.
References Continued
Maple Leaf Foods. (2014, January 1).
Maple Leaf Foods
. Retrieved from Maple Leaf
Foods: http://www.mapleleaffoods.com/

Parisi, M. (2011, April 1). dentonsnow. Retrieved October 15, 2014, from Wordpress:
http://dentonsnow.wordpress.com/Procter & Gamble. (2013, January 1). P&G Canada Home: Company Inspired Purpose. Brands Trusted Everyday. Sustainability Changes that Matter. Retrieved from P & G: http://www.pg.com/en_CA/

Pynn, L. (201, October 15).
Canadian government concludes Site C dam should proceed
despite environmental consequences:
Meanwhile B.C. government approves environmental certificate for Site C dam. Retrieved from The Vancouver Sun: http://www.vancouversun.com/technology/Canadian+government+concludes+Site+should+proceed+despite+environmental+consequences/10289311/story.html

Quan, K. (2014, October 14).
Managers, adjust your deadline expectations: powerful
people perceive time differently.
Retrieved from Canadian Business: http://www.canadianbusiness.com/leadership/powerful-people-perceive-time-differently/

Robertson, D. (2014, November 10).
I was sexually assaulted, former Liberal minister
Sheila Copps says.
Retrieved from Ottawa Citizen: http://ottawacitizen.com/news/politics/i-was-sexually-assaulted-former-liberal-minister-sheila-copps-says

Rolke, R. (2014, November 30).
Council ready to get to work.
Retrieved from The Morning
Star: http://www.vernonmorningstar.com/news/284180111.html

Waterstone. (2014, January 1).
Canada's 10 Most Admired Corporate Cultures.
Retrieved
from 2014 National Winners: Waterstone Human Capital: http://www.waterstonehc.com/cmac/about-canadas-10/2011-national-and-regional-winners
The main concepts that I think we have learned and used in this class for our group activity and project are the stages of Group development and our Attitudes.
Stages of Group Development:
Forming:
After we got assigned our group. We came to a consensus of a time and place to meet to discuss and learn about each others hobbies and interest. Also, we discussed our expectations we wanted to have in this class and on our group project. Our expectations were to complete the tasks to the best of our ability and aim for a high grade that we all desire.
Storming:
We came to a consensus to meet every Wednesday each week to complete various tasks we were assigned. We all were very easy to who does what in our group. We used picking out of a hat to pick our parts for our portfolio and the team was happy with that decision. We then picked certain dates to complete certain tasks and everyone pulled through.
Norming:
We then had set roles for each group member. Each member of our group has different skills and this makes our team work well and efficiently.
Performing:
During completing the tasks we would come to difficulties with technology issues but each team member was willing to help one another and made sure that it is more than okay to ask for help. Also, coming together to complete our portfolio.
Adjourning:
While putting our portfolio together we have realized how much we have come to complete such a big project together. We feel very accomplished and happy with our results.
Prabh
- In our group Prabh is the more silent one but when he does have an idea he is not afraid to tell us what it is. When Prabh is given a task he will always complete it and without fail it will be done very well. Throughout this experience of the group I think Prabh has really come out of his shell, especially when it came to the presentation and we all acted our roles, he was really into it. Some characteristics Prabh has would be Information power and Referent power. When Prabh contributes his ideas he has Information power because we all want to listen to what he has to say. Even though it takes some effort to get him to talk once and a while, we all wants him to talk because we know of the good ideas he has. Prabh also has a likeable state about him; people want to be like him because of the way he is able to hold himself together in tough situation.

Sydney
- When you are looking for someone to get us going or to lighten the mood in our group you turn to Sydney. She has many characteristics about her that makes her very likeable; she’s very funny, caring, out there with her ideas. She enjoys taking charge and will definitely have a great advantage in the future with her career. Some characteristics Sydney holds would be Reward power and Legitimate power. When working with Sydney you will quickly realize that she is very respectful and will give you the praise you deserve for doing the work you have done, if done wrong she will try and help you better it and teach you along the way. Sydney does hold Legitimate power because when she is in a group I think people automatically will turn to her for ideas, she is able to contribute and help everyone around her.


I and 4 other students formed a group in order to create a portfolio that would reflect concepts of organizational behavior. Our group was vastly constructed of Type A people meaning that we were all hard workers and dedicated. However each member brought different experiences and perspectives to the group. This allowed our group to think outside the box and come up with original but effective ideas. Additionally, each person in the group came from different cultures leading to diversity and that helped us bond as were able to learn about each other. To be specific, the members of my group were Deanna, Linda, Matt, & Sydney.

Deanna contributed new ideas, experience and determination to the group. She always had a fresh idea for each topic that we covered and her experience helped us figure out what would work and what wouldn’t and set the base for this whole project. On top of all that, Deanna was the one that always kept the group focused and working to complete the task at hand, she was determined, making everyone else determined. Linda always added a positive attitude and ideas while always completely what needed to be done. She was the ultimate team player; she always got along with everyone and provided constructive criticism to come up with the best possible outcome. Also, she always completed the tasks she needed too so team work was never hindered. Matt was the hard worker, get things done member of the group. He always worked hard to get the best possible outcome for all his assigned work. On top of that, he always kept the group on the timetable by making sure we always had a room for meetings. Sydney provided enthusiasm, experience and new ideas for the group. She always had a positive attitude and kept everyone feeling upbeat. Her experience helped us come up with ideas for topics so we always had something different for each part of our project.

Each member of this group has the skills necessary to adapt to different situations and thrive in any of them. Through this group assignment I personally have benefited from being able to experience different thought processes and perspectives. This has led me to really try harder to think differently and come up with original ideas, to push myself to succeed in my own way and not just by the norm. The skills that I have picked up from working in this group will forever help me through my career and lead me to success.
Without a doubt our team has the skills and the ability to thrive and be successful in a professional workplace setting. Each one of us possess diverse skills that an employer or a coworker would be happy to work along side. The culture in our group welcomes open communication, is filled with laughter and sharing. This culture would not have been achievable if the members on our team had not possessed the individual skills and attitudes they did:

Deanna is a rock, a natural born leader. She continually pushed for everyone to see the big picture and remind us of the goals we made as a team. Deanna was always available to help the team with OB or Prezi questions. Deanna was creative and always thinking outside the box.

Prabh is a quieter man but smart and thoughtful. He does not talk just for the sake of talking so when he does talk, it's important and intelligent so we all listen. Prabh is an excellent public speaker which will be very beneficial to him in the business world.

Matthew is a joy to work with. He encourages positivity and the success of others. Matthew communicates well and has a very high emotional intelligence. Matthew is highly organized and has excellent time management skills.

Linda sees the task at hand and attacks it one hundred percent. She never complained and always sought help if needed and encouraged others along the way.

As a whole, our group is very diverse and we quickly molded ourselves together with all of our unique skills to become very successful. By working so effectively in such diversity, the team was able to set goals and reach them.

The emotional intelligence of the group proved to very high which was suggested from our scores from the assessment we completed. Proof of the high emotion intelligence was the way the team dealt with conflict. No one let their personal feelings stand in the way of the overall success of the group. For example, when voting for an idea, we all knew that it was not a personal choice but rather the best choice for the team. Conflict was fully functional and helped our team move forward in decision making and deciding what was best for the team as well as sometimes helping a team team member realize something about themselves.
Coercive Power Cartoon
Team at 1-800-GOT-JUNK?
Legitimate Power Cartoons
Attitudes:
Our group attitudes have been very positive with everything we have accomplished in this course. It makes me very content with how everyone attitude have been positive throughout our difficulties. For example, we did our portfolio on prezi which was a new website for most of our members but with instructions and help from our group member we were all confident after with the help we got from our group.

Team at Procter and Gamble
Team at Maple Leafs Foods
In conclusion, each group member would be able to adapt and thrive in the work place today because we have diverse skills and have great worth ethic that will be able to adapt in the work place.
Linda's Summary Continued
Deanna
- When I think of a boss of a corporation I think of someone like Deanna, she has all the characteristics needed to succeed in the work place and she is one of the most looked up to people in our group. When we needed guidance this term in something that we were going to do she was the one that we would turn to, to help us with the outcome of our part of the project. The two major things I see in Deanna would be Legitimate power and Referent power, she has a strong presence and people want to be able to succeed like she can. I have no doubt in my mind that Deanna will become an executive of a corporation or start her own successful business in the near future. She is a very strong leader in our group and is very smart, when things come down to getting done she is always on the group encouraging us to get it done.

Linda
- When a group of people are put together there is always a strong role that everyone will naturally take on right off the bat, Linda did not do this. Linda was the person who was comfortable doing everything and anything. I thought even though kind of shy she is able to lead our group and also she is completely content if someone else wants to take over and tell us what needs to get done. Linda shows great strengths in Reward power and in Expert power; she knows what she is talking about when she does contribute her ideas and never tells anyone they have done a bad job but simply helps them when needed.
Newspaper Article One
Newspaper Article One Link
Newspaper
Article Two
Newspaper Article Two: Organizational Behavior Concepts
Newspaper Article Two Organizational Behavior Concepts Continued
Newspaper Article Three
Table of Contents

Slide
Group introduction .............................................................................................. 3
Overview of Prezi ............................................................................................... 4
Newspaper Article 1 ........................................................................................... 5
Article 1 link ............................................................................................. 6
Article 1 Organizational Concepts ........................................................... 7
Newspaper Article 2 link ..................................................................................... 9
Article 2 Organizational Concepts ......................................................... 10
Newspaper Article 3 link ................................................................................... 12
Article 3 Organizational Concepts ......................................................... 13
Cartoon Organizational Concepts .................................................................... 14
Magazine Article 1 link ...................................................................................... 17
Summary ................................................................................................ 19
Article 1 Organizational Concepts .......................................................... 20
Magazine Article 2 link ...................................................................................... 21
Summary ................................................................................................ 23
Article 2 Organizational Concepts .......................................................... 24
Magazine Article 3 link ...................................................................................... 25
Summary ................................................................................................ 26
Article 3 Organizational Concepts ..................................................................... 27
Suits is about a cut throat law firm who impulsively hires a young man who proves to be a genius in law, but does not have a law degree. In fact this young man has been engaging in criminal activity. The law firm will do anything to win and is a high competitive environment. They look for dynamic, driven members that will do anything to achieve their goals. Their culture is designed to create an exclusivity that peer professionals would do anything to be apart of.

This program is an example of a mercenary culture.
Members of the law firm develop pseudo friendships that prove to be merely a game to advance in status within the firm.
The culture of the organization implies that to be a member you must make the organization your entire life and failure to do so would result in your termination.
The lawyers are extremely goal focused and will do anything, at all costs to win their cases and destroy their enemies.

A mercenary culture would not prove to be an effective management or leadership strategy for long term sustainability. To impose such strict regulations on team members could result in defiance and or resignation, running the risk of losing valuable members. All business relationships could be compromised as they are not build on trust and ethical behaviors. It would however allow for the achievement of immediate results.
The Vernon council is a
team
made up of four incumbents and two newcomers with Akbul Mund playing the leadership role. Each member brings something to the table including past experience, a go-getter attitude, and positivity.

The team was brought together for orientation sessions on November 27, 2014 where they began to pass through stages of the
five-stage model.

The council entered stage one: Forming. The members of Vernon council are already beginning to think of themselves as a team and recognize their overall purpose. There will still be some uncertainty as members get to know one another and learn what types of behavior are acceptable.

Stage Two: Storming. Based on the newspaper article, the council seems to be getting along, accepting the existence of the team as well as whom the leader is. Akbul Mund so far shows to be in the leadership role within the Vernon council team.

Stage Three: Norming. During this stage the team will begin to build close relationships with one another and "demonstrate cohesiveness" (Langton, Robbins, Judge, 2014). The team is very diverse in respects to culture, experience, sex, and age. These differences will help create what the norm is for the city council as they encounter different situations.

Stage Four: Performing. Once the Vernon council has a stronger certainty of their purpose, structure, and they type of leadership Akbul Mund will provide, they will begin carrying out council activity cohesively.

Stage Five: Adjourning. In four years when it is the end of electoral term, the team will adjourn. Some members may feel a sense of loss of the closeness the team developed while others may be celebratory of the team's accomplishments.

It is very important for the city council to move through the five stages smoothly as their behavior affects the city of Vernon as a whole as well as other members in the organization. If the team cannot function well together, deadlines are not met, and individuals within the team and people closely related to the team are not satisfied.
Newspaper Article Three: Organizational Behavior Concepts
Business Article #3: https://www.canadianbusiness.com/leadership/powerful-people-perceive-time-differently/
Business Magazine Article#3: Managers, adjust your deadline expectations: powerful people perceive time differently By Kristene Quan
Business Magazine Article #1
Business Magazine Article #2
Table of Contents Continued ...
Slide
Business Web Summary 1 .................................................................... 29
Organizational Concept ................................................................... 31
Business Web Summary 2 .................................................................... 33
Organizational Concept ................................................................... 35
Business Web Summary 3 ................................................................... 37
Organizational Concept ................................................................... 39
Movie Introduction and Summary ......................................................... 41
Characters of Focus ........................................................................ 44
Organizational Behavior Concepts .................................................. 45
Clip 1 - Summary and Organizational Concepts ............................. 46
Clip 1 - You Tube Video ............................................................. 51
Clip 2 - Summary and Organizational Concepts ............................. 52
Clip 2 - You Tube Video ............................................................. 53
Clip 3 - Summary and Organizational Concepts ............................. 54
Clip 3 - You Tube Video ............................................................. 55
Clip 4 - Summary and Organizational Concept ............................... 56
Clip 4 - You Tube Video ............................................................. 57
Business Television Program Summary and Concept .......................... 58
Program Clip - You Tube ................................................................. 59
Individual Summaries ....................................................................... 60-67
References .................................................................................. 68-69
Newspaper Article Three: Organizational Behavior Concepts Continued
An important activity that the city council will partake in is negotiation. They will negotiate with one another as well as people in the community on a daily basis. They will most likely utilize integrative bargaining as a negotiation tool in which a win win outcome is desired.
When integrative bargaining is used effectively, future negotiations are easier and relationships will be long-term and built on trust. This is especially important for the new council to build trust in the community as they begin their four year journey alongside the people of Vernon. If negotiations are not handled with an interest of the opposing party, animosities can form making the workplace an uncomfortable place to work and divide people who may work better together.
Summary: This newspaper article discusses the ongoing negotiations taking place between B.C. Hydro and the opposing parties to move forward with the proposed Site C dam near Fort. St. John, B.C.
Summary: Sheila Copps, a former federal cabinet minister writes about being sexually harassed by a colleague while they were both on a Parliamentary tour in 1981. Sheila came forward after several other women made allegations on Parliament Hill.
Summary: In the newspaper article "Council ready to get to work", members of the newly elected Vernon council made up of four incumbents and two newcomers begin their term with orientation sessions to become familiar with the inner workings of the organization.
Organizational behavior exists in all aspect of our daily lives As shown here, specific aspects of organizational theory can be identified and analyzed for the purposes of learning what is effective and ineffective within management and leadership behaviors. Advertising, news, and cartoons alike are structured specifically to express a message, provide a service, or to convince the reader of ideals. Even movies, television programs and other online mediums such as companies websites are organized in specific ways to meet their companies objectives and abide by their policies, procedures and mission statements. Organizational behavior goes beyond just business between corporations and the consumer, it flows throughout every aspect of our daily lives.

To create a group and have it work in perfect synergy to become a productive team is not an easy task. Without a pre-existing culture, an organizational vision, or a mission statement groups are left to entrust in each others skills, abilities and knowledge. The value of leadership becomes clear when these things are lacking. Our group discovered the importance of leadership and management, as well as cohesiveness, productivity,and clearly set organizational goals.

Establishment of an organizational culture that is ideal for all members is definitely a challenge. With a group so diverse in age, race, culture, values, and experiences to be able to come together in unison to create a collage of newly learned material by all members of a group is a satisfying experience.

Movie Analysis
How to Train Your Dragon
Our group was an interesting mix of Generation x and y. I found it intriguing to be a Gen X'er teaching a Gen Y'er about an aspect of technology. Signifying to me that there does not exist a specific set of attributes that puts people in categories according to year of birth.

Linda's maturity is beyond her years. Her gentle ways and kindness will take her far as she exudes a charisma that will atone for her non aggressiveness. She is careful with her words and her positive outlook will help her go far in any organization. Linda fulfills her obligations and lives up to expectations suggesting that she is at a conventional stage of her moral development.

Matthew is other centered. He has huge potential to perfect a socialized charismatic leadership style. He is well on his way to being able to assert himself to be heard. Matthew shyness and reservation should not be underestimated, as when he is in a positive where he must perform, he exceeds expectation. Matthew portrays himself as a highly trustworthy person and those qualities will serve him well as an authentic leader.

Prabh's public speaking abilities has the potential to serve him well in any future presentations or negotiations he finds himself in. I would like to guess that Prabh stems from a culture that highly respects their elders. As a person twice his age I felt very respected by him. Prabh has a high consideration for others and so I believe it is safe to say he has a high Emotional Intelligence (EI). EI is an important quality to have.
Deanna's Summary Continued ...

Sydney has a wonderful confidence about her. She is not afraid to speak her mind and express how she is feeling. This quality shows a high self awareness and an understanding of personal boundaries and limitations. Sydney is a dedicated and caring team member and leader. She is able to hold her team accountable while maintaining a positive environment.

In my opinion the diversity in the cultures played less of a role than did the diversity of the generations. It proves to be difficult to step out of a parenting role and treat team mates, who are of the same age of that of ones children, as peers and as equals. In my experience it almost becomes automatic that the elders in a group become the matriarch of that group. Knowledge is power, and acknowledgment of this allows for personal growth to avoid it in the future.
Full transcript