When there is a merger between two companies, it can have its good and bad point. The reasons for a company to join in a merger may be to increase their capacity and financial resources and to reduce administrative costs, but in order for the merger to be successful there has to be a lot of commitment for both parties, the organizational leaders have to accept the people and the goals of a merger, there has to be a very open communication between both parties and open dialogue and feed-back between both parties, and the goals are settle based of free choice, it these points are ignored, the merger process will be difficult and long to complete and may eliminate all opportunities for the merger to be completed.
According to Deal and Kennedy, there are three impacts in a company from a merger
1. The over-your-shoulder effect
In this situation when there is a future merger, the employees don’t know what the changes that are going to happen in the future, there is a high uncertainty about the future regarding subjects such as budget, job and cost reductions, changes in organizational culture and department changes. One of the outcomes of a merger is that the company becomes more productive but it may reduce their currently working force, so it’s a very tiring situation for the employees and can reduce their task efficiency.
2. Winners-and-losers effect
In this situation the manager or leader tries to make the merge in a “winner” and “loser” situation, he put the company as the “winner” in this situation, there will be changes, but in favor of the company, in order to reduce the uncertainty in the employees he explain the merger as if they were the winners in the merger.
3. Cultural isolation effect
When there is going to be a merger, there is always going to be cultural changes that can affect a merger, even it the cultures are very similar in most aspect, there can still be small thing that are different between both parties, if there is going to be a merger, they have to take into account the national culture to make the merger be more easily affected and that the leaders understand and know how to in order to avoid collisions in the work place.
http://www.orgdct.com/mergers_and_organizational_cultu.htm
sábado, 25 de septiembre de 2010
viernes, 17 de septiembre de 2010
Org. learning + managing change and conflict
Organizational learning in very simple words can be explained as the way that a company learns to process, adapt and react when there are changes in the environment, and with the information gathered from the inside and the outside the company they react to improve and provide a better service. The information derives from tact sources (like intuition or a felling) or from an explicit source (like financial information, political information, etc), if the organizational learning is done right this will reduce future conflicts created because of an adaptation problem.
There are four orientations to theorizing learning:
1. The behaviorist orientation refers to the use of an experiment procedure to study what is the relation between a behavior and how is affected by the environment.
2. The cognitive orientation they are concerned that in every environment an individual knows how to adapt and change.
3. The human orientation is centered around human growth (read Maslow and Rogers)
4. the social/situational orientation refers to how a community or organization act, a person adapt according to how a group acts
There are two process of managing change that is associated with organizational learning
1. Adaptive learning refers when organizational changes happen because of the environments
2. proactive learning is an organizational change that happen because of willful thinking
there are two theories that are very used when explaining org. learning, The single loop and double loop learning, in the single loop learning you reach a decision with the same reasoning all the time, but in the double loop learning, you change your reasoning in order to reach a solution to the problem, the reasoning can be considered as standard process that a company or person does to reaches a decision regarding a topic.
"Learning without thought is labor lost; thought without learning is perilous".
- Confucius.
"Never seem more learned than the people you are with. Wear your learning like a pocket watch and keep it hidden. Do not pull it out to count the hours, but give the time when you are asked".
- Lord Chesterfield
http://www.sfb504.uni-mannheim.de/glossary/orglearn.htm
http://www.infed.org/biblio/organizational-learning.htm#_Learning_in_organizations
http://www.infed.org/thinkers/argyris.htm#_Single-loop_and_double-loop
There are four orientations to theorizing learning:
1. The behaviorist orientation refers to the use of an experiment procedure to study what is the relation between a behavior and how is affected by the environment.
2. The cognitive orientation they are concerned that in every environment an individual knows how to adapt and change.
3. The human orientation is centered around human growth (read Maslow and Rogers)
4. the social/situational orientation refers to how a community or organization act, a person adapt according to how a group acts
There are two process of managing change that is associated with organizational learning
1. Adaptive learning refers when organizational changes happen because of the environments
2. proactive learning is an organizational change that happen because of willful thinking
there are two theories that are very used when explaining org. learning, The single loop and double loop learning, in the single loop learning you reach a decision with the same reasoning all the time, but in the double loop learning, you change your reasoning in order to reach a solution to the problem, the reasoning can be considered as standard process that a company or person does to reaches a decision regarding a topic.
"Learning without thought is labor lost; thought without learning is perilous".
- Confucius.
"Never seem more learned than the people you are with. Wear your learning like a pocket watch and keep it hidden. Do not pull it out to count the hours, but give the time when you are asked".
- Lord Chesterfield
http://www.sfb504.uni-mannheim.de/glossary/orglearn.htm
http://www.infed.org/biblio/organizational-learning.htm#_Learning_in_organizations
http://www.infed.org/thinkers/argyris.htm#_Single-loop_and_double-loop
viernes, 3 de septiembre de 2010
Management styles + Leadership styles
Abraham Lincoln said “No man is good enough to govern another man without that other's consent”.
A leader is a person that pushes or inspires a person to do something that can relate to the people that work under him, its not easy to be a good leader, the people that work under you leadership will work better if they trust your judgment and respect your decisions, its important in a company to have a good leader and a good manager also, if you are not the right person to lead a group of people, you will affect the environment, the work quality and the respect of the employees to the manager, it also motivates the employees to do a better work.
There are three leadership styles
• Autocratic style is when the manager makes all the decision, the employees has little say in the decision making and has to do everything that the leader tells them. This type of leader can affect the performance of the employees in a negative way, but when there is a new employee in the company, this style is the best for the employee in order to learn how to do and what they have to do in the office.
• Permissive style is when the manager is the one to make the decision, but takes into account the opinions and ideas of the employees, this is the type of leader that the companies prefer to have because it pushes the workers to be more efficient and keep challenging them in order to participate and improve.
• Delegative style is when the manager gives the employees free reign in the decision making, they decide what and how it has to be made, but the manager is still the one responsible for the result of the decision.
A good leader knows how to tell a message, how to delegate to people, know to participate in the work place with the employees and knows how to sell a project and push the employee into a project.
These styles should be adapted to every situation, not one of the style is the best for all cases.
http://www.inspirational-quotes.info/leadership.html
http://www.rpi.edu/dept/advising/free_enterprise/business_structures/management_styles.htm
http://www.nwlink.com/~donclark/leader/leadstl.html
A leader is a person that pushes or inspires a person to do something that can relate to the people that work under him, its not easy to be a good leader, the people that work under you leadership will work better if they trust your judgment and respect your decisions, its important in a company to have a good leader and a good manager also, if you are not the right person to lead a group of people, you will affect the environment, the work quality and the respect of the employees to the manager, it also motivates the employees to do a better work.
There are three leadership styles
• Autocratic style is when the manager makes all the decision, the employees has little say in the decision making and has to do everything that the leader tells them. This type of leader can affect the performance of the employees in a negative way, but when there is a new employee in the company, this style is the best for the employee in order to learn how to do and what they have to do in the office.
• Permissive style is when the manager is the one to make the decision, but takes into account the opinions and ideas of the employees, this is the type of leader that the companies prefer to have because it pushes the workers to be more efficient and keep challenging them in order to participate and improve.
• Delegative style is when the manager gives the employees free reign in the decision making, they decide what and how it has to be made, but the manager is still the one responsible for the result of the decision.
A good leader knows how to tell a message, how to delegate to people, know to participate in the work place with the employees and knows how to sell a project and push the employee into a project.
These styles should be adapted to every situation, not one of the style is the best for all cases.
http://www.inspirational-quotes.info/leadership.html
http://www.rpi.edu/dept/advising/free_enterprise/business_structures/management_styles.htm
http://www.nwlink.com/~donclark/leader/leadstl.html
Question 6
Select 2 of the following questions to be included in your blog:
1.List the main similarities and differences of Japanese and Korean management styles.
2.Explain the phenomenon of convergence in terms of management styles. What are the forces or factors pushing for convergence?
3.Explain the phenomenon of differentiation in terms of management styles. What are the forces of factors pushing for differentiation?
4.In the case of Korean and Japanese management styles, do you think they tend to converge or diverge? Are they likely to converge to each other or to other management styles (Western, Asian, etc).
5.What is isomorphism? Do you think organisations change management styles to adapt to the environment? Which environment is stronger: national environment or international environment?
Questions:
1.List the main similarities and differences of Japanese and Korean management styles.
The cultures and management styles between the Japanese and the Koreans are very similar but at the same time very different, one of the most obvious similarities of the Korean and the Japanese, is group of companies that are own by the same group an all the companies in these groups makes the supply chain for each other, in Japan is called Zaibatsu and in Korea is called Chaenol, in both countries these companies have a very close relationship with the government because of their large working force and their long time history, another similarity between these two is that they are manage by one family or clan and most of the people that manage the companies of the group are blood related, the only noticeable different between these two groups, is that in the Chaenol, the only company that they don’t have is a bank, its not uncommon in Japan that one of the Zaibatsu to own a bank.
Both countries pay attention to market share and profit maximization, the Japanese pay a lot of attention to their competitors but the Korean pay less attention to their competitor, but when they expand, then they pay more attention, both emphasize of technology, especially the Koreans and the Japanese pay more attention to manufacturing, Japan pays more attention to customer closeness and pay a lot of attention the company trademark.
This is a convergence culture
2. Explain the phenomenon of convergence in terms of management styles. What are the forces or factors pushing for convergence?
The phenomenon of convergence in management style can be see with the similarity of how companies act, not all countries act the same, in the example of Korea and Japan is easy to see the similarities between both countries because their cultures are very similar, but there are still some differences in the way the act, think the Japanese culture and the Korean culture as to different lines, the lines go alongside each other but they never merge or touch each other, its very easy to reach an agreement in a negotiation between Japan and Korea.
1.List the main similarities and differences of Japanese and Korean management styles.
2.Explain the phenomenon of convergence in terms of management styles. What are the forces or factors pushing for convergence?
3.Explain the phenomenon of differentiation in terms of management styles. What are the forces of factors pushing for differentiation?
4.In the case of Korean and Japanese management styles, do you think they tend to converge or diverge? Are they likely to converge to each other or to other management styles (Western, Asian, etc).
5.What is isomorphism? Do you think organisations change management styles to adapt to the environment? Which environment is stronger: national environment or international environment?
Questions:
1.List the main similarities and differences of Japanese and Korean management styles.
The cultures and management styles between the Japanese and the Koreans are very similar but at the same time very different, one of the most obvious similarities of the Korean and the Japanese, is group of companies that are own by the same group an all the companies in these groups makes the supply chain for each other, in Japan is called Zaibatsu and in Korea is called Chaenol, in both countries these companies have a very close relationship with the government because of their large working force and their long time history, another similarity between these two is that they are manage by one family or clan and most of the people that manage the companies of the group are blood related, the only noticeable different between these two groups, is that in the Chaenol, the only company that they don’t have is a bank, its not uncommon in Japan that one of the Zaibatsu to own a bank.
Both countries pay attention to market share and profit maximization, the Japanese pay a lot of attention to their competitors but the Korean pay less attention to their competitor, but when they expand, then they pay more attention, both emphasize of technology, especially the Koreans and the Japanese pay more attention to manufacturing, Japan pays more attention to customer closeness and pay a lot of attention the company trademark.
This is a convergence culture
2. Explain the phenomenon of convergence in terms of management styles. What are the forces or factors pushing for convergence?
The phenomenon of convergence in management style can be see with the similarity of how companies act, not all countries act the same, in the example of Korea and Japan is easy to see the similarities between both countries because their cultures are very similar, but there are still some differences in the way the act, think the Japanese culture and the Korean culture as to different lines, the lines go alongside each other but they never merge or touch each other, its very easy to reach an agreement in a negotiation between Japan and Korea.
Question 5
Through Internet research, find and explain a real situation relating to international business in which ethical behavior becomes the key issue in the decision making process.
The selected situation must be a clear example of cultural differences relating to ethical behavior and decision making.
An ethical behaviors refers to doing the right thing in Business, but sometimes its not so easy to do the right thing if you want to succeed or to expand your company, in the case of Pegasus International Inc, is one of the leading manufacturer of integrated circuits and related software for specialty markets of communications and mass storage, as well as PC-based audio, video, and multimedia. They wanted to expand their business to china, but in order to get the license they needed in order to expand to china, they have to do a “payoff” or bribe in every prefecture and they suspected that other companies that entered they Chinese market did pay the bribe, its not uncommon that Chinese takes bribes in from foreign companies that want to expand to this country, here is the part where ethical behavior is considered, its is worth it to lose part f the companies integrity in order to expand to this country, if they pay the bribes in order to get the licenses, they may get 100 million dollars in utilities from that country, but its against the values of Pegasus International Inc, these values are guided by these 4 rules:
• Be Honest With Yourself and Others
• Tell It All and Tell It Like It Is
• Protect Our Intellectual Property
• Face the Facts
In the Chinese culture its normal to pay some bribes in order to get what you want if you are a foreign company that wants to enter that market, but, in the united states its considered as an illegal activity and if an American company makes something that is considered as illegal or unethical, there will be series repercussion in the company image and stocks, it will take a lot of work to recover from such a scandal.
Another case where there is an important cultural difference is Google and China, Google wanted to open a server in china, but in china there are laws that regulates what should be seen and what should not be seen, at the beginning Google and china reached an agreement but later there were tension between both parties because of the censorship that was implemented in the Chinese server, this restriction was different that they were used to, this restriction was not very well accepter because in the other Google servers there was not a tight censorship and the countries in where they were servers where democratic countries, in the Chinese offices they examined the e-mails and web pages to search for cyber terrorist and oppositions against the Chinese government, in you opinion, is this an ethical decision by the Chinese government?
this video is from Dilbert and its about ethics, enjoy.
http://www.businessweek.com/technology/content/mar2010/tc20100324_284005.htm
http://www.washingtonpost.com/wp-dyn/content/article/2010/01/13/AR2010011302908.html
http://www.redherring.com/home/26359
http://www.scu.edu/ethics/dialogue/candc/cases/million.html
The selected situation must be a clear example of cultural differences relating to ethical behavior and decision making.
An ethical behaviors refers to doing the right thing in Business, but sometimes its not so easy to do the right thing if you want to succeed or to expand your company, in the case of Pegasus International Inc, is one of the leading manufacturer of integrated circuits and related software for specialty markets of communications and mass storage, as well as PC-based audio, video, and multimedia. They wanted to expand their business to china, but in order to get the license they needed in order to expand to china, they have to do a “payoff” or bribe in every prefecture and they suspected that other companies that entered they Chinese market did pay the bribe, its not uncommon that Chinese takes bribes in from foreign companies that want to expand to this country, here is the part where ethical behavior is considered, its is worth it to lose part f the companies integrity in order to expand to this country, if they pay the bribes in order to get the licenses, they may get 100 million dollars in utilities from that country, but its against the values of Pegasus International Inc, these values are guided by these 4 rules:
• Be Honest With Yourself and Others
• Tell It All and Tell It Like It Is
• Protect Our Intellectual Property
• Face the Facts
In the Chinese culture its normal to pay some bribes in order to get what you want if you are a foreign company that wants to enter that market, but, in the united states its considered as an illegal activity and if an American company makes something that is considered as illegal or unethical, there will be series repercussion in the company image and stocks, it will take a lot of work to recover from such a scandal.
Another case where there is an important cultural difference is Google and China, Google wanted to open a server in china, but in china there are laws that regulates what should be seen and what should not be seen, at the beginning Google and china reached an agreement but later there were tension between both parties because of the censorship that was implemented in the Chinese server, this restriction was different that they were used to, this restriction was not very well accepter because in the other Google servers there was not a tight censorship and the countries in where they were servers where democratic countries, in the Chinese offices they examined the e-mails and web pages to search for cyber terrorist and oppositions against the Chinese government, in you opinion, is this an ethical decision by the Chinese government?
this video is from Dilbert and its about ethics, enjoy.
http://www.businessweek.com/technology/content/mar2010/tc20100324_284005.htm
http://www.washingtonpost.com/wp-dyn/content/article/2010/01/13/AR2010011302908.html
http://www.redherring.com/home/26359
http://www.scu.edu/ethics/dialogue/candc/cases/million.html
Question 4
Communication is a process that allows organisations to send/receive messages within their own boundaries but also to interact with outside entities (customers, suppliers, the media, etc.). Messages are send/received not only through oral and written statements, there are many channels and ways that need to be considered when discussing effective organisational communication. In that sense, the use of sounds has become increasingly important.
Based on the article “If Intercontinental were a sound…what would it be?”*, Please discuss the implications (potential advantages, disadvantages, challenges, etc.) of using sounds to send strategic messages. You need to integrate the use of key concepts relating to the topic of communication to support your answer.
In an organization, the way one person can communicate with another can be very varied, you can speak with the other person, thru a phone, thru text message or e-mail, thru office memo, but, there is also the new idea of using sound as a way to send a message, but think about it. Can you send a message thru sound? Can you send thru musical notes an idea or an action?
Yes you can, a sound can transmit a felling to the listener, and according to the article “If Intercontinental were a sound… what would it be?” sound can affect an environment, a sound can change the feeling of a person, if in a negotiation you have the right kind of sound the other party will be more open to listen you ideas and strategies with a more open mind, and if you put another kind of sound the other party can be less inclined to be more open minded to your ideas, if you are in a bar, the type of music that you hear can turn the evening romantic or more friendly, but it also can turn the environment a little tense, that why when you watch a movie, depending on the scene there is a music that gives the right feeling to the environment.
In the Article “If Intercontinental were a sound…what would it be?”, different hotels had the challenge to create a sound that represented their hotel, the star wars opening is a good example, every one knows what that sound represents. It’s not easy to create a sound, you have to take into account the tempo and time, depending on the sound, you can send the message of a vending machine or a chocolatier making chocolate, after a lot of tries, they reached the sound that they wanted and represented their hotels chains.
An inconvenience of this type of communication is that there is a very fine line when you are making a sound, you want a sound that represents elegance, but the sound you get is relaxed, and another difficulty of this type of communications is that is not composed of letters and document that you can load to an e-mail, depending of the number of instruments that are needed to make the sound, you have to take into account how are you going to make them blend perfectly and how much of each instrument you have to incorporate.
The video is a commercial for the Marriot Hotel Chain, listen to the music in the back ground and you will hear how different types of cultures and blending and you will imagine different countries, this is one of the examples that show how a sound can represents a hotel, there is another commercial for Frontera concha y toro, the music they have show an image of their wine.
Michael Spencer, "If InterContinental were a sound … what would it be?", Journal of Business Strategy, Vol. 31 Iss: 4, pp.39 - 46
Based on the article “If Intercontinental were a sound…what would it be?”*, Please discuss the implications (potential advantages, disadvantages, challenges, etc.) of using sounds to send strategic messages. You need to integrate the use of key concepts relating to the topic of communication to support your answer.
In an organization, the way one person can communicate with another can be very varied, you can speak with the other person, thru a phone, thru text message or e-mail, thru office memo, but, there is also the new idea of using sound as a way to send a message, but think about it. Can you send a message thru sound? Can you send thru musical notes an idea or an action?
Yes you can, a sound can transmit a felling to the listener, and according to the article “If Intercontinental were a sound… what would it be?” sound can affect an environment, a sound can change the feeling of a person, if in a negotiation you have the right kind of sound the other party will be more open to listen you ideas and strategies with a more open mind, and if you put another kind of sound the other party can be less inclined to be more open minded to your ideas, if you are in a bar, the type of music that you hear can turn the evening romantic or more friendly, but it also can turn the environment a little tense, that why when you watch a movie, depending on the scene there is a music that gives the right feeling to the environment.
In the Article “If Intercontinental were a sound…what would it be?”, different hotels had the challenge to create a sound that represented their hotel, the star wars opening is a good example, every one knows what that sound represents. It’s not easy to create a sound, you have to take into account the tempo and time, depending on the sound, you can send the message of a vending machine or a chocolatier making chocolate, after a lot of tries, they reached the sound that they wanted and represented their hotels chains.
An inconvenience of this type of communication is that there is a very fine line when you are making a sound, you want a sound that represents elegance, but the sound you get is relaxed, and another difficulty of this type of communications is that is not composed of letters and document that you can load to an e-mail, depending of the number of instruments that are needed to make the sound, you have to take into account how are you going to make them blend perfectly and how much of each instrument you have to incorporate.
The video is a commercial for the Marriot Hotel Chain, listen to the music in the back ground and you will hear how different types of cultures and blending and you will imagine different countries, this is one of the examples that show how a sound can represents a hotel, there is another commercial for Frontera concha y toro, the music they have show an image of their wine.
Michael Spencer, "If InterContinental were a sound … what would it be?", Journal of Business Strategy, Vol. 31 Iss: 4, pp.39 - 46
Question 3
1. What are the Hawthorne Studies? explain its importance for studying motivation at the workplace and its influence over diverse motivation theories. (include key findings and limitations) (max. 500 words)
The Hawthorne studies where a series of studies done in Hawthorne Plant of the Western Electric Company in Cicero, Illinois between the yeas 1927 to 1932, the study was led by Elton mayo, who was a professor in the Harvard Business School, and two associates, F.J. Roethlisberger and William J. Dickson, first they investigated how the performance of the employee changed if there where changes in the work place thru physical and environmental aspects in the work place such as humidity and brightness in the office, they had two groups, one knew that they were in an experiment, but the other group did not know that they were being watched by the investigator, they noticed that these factor did not affected the productivity in both groups, if group A improved, the group B improved, they were not affected by the changes in the work place, but they realized that each of their groups was very closed to changes, all the members of the group have to stay in the same speed as the others, if you are to slow or to fast it will turn the rest of the group against you.
The researcher noted that it did not matter what type of changes they did, the employees keep improving, but they also noticed that the employees where happy with the attention they were getting, during the investigation they draw four conclusions:
1. Even if a person has great potential, social factor can affect the level of production of the person.
2. The relationship between manager and employee can affect how the worker does his work.
3. The work-groups have their own norms of what is considered as a day’s work.
4. The work-place is a social system with independent parts.
the second part of this video you can see how the relationship between manager ans employee affect how a worker does in is work
http://www.nwlink.com/~donclark/hrd/history/hawthorne.html
http://www.analytictech.com/mb021/handouts/bank_wiring.htm
2. Based on the class activity about "Flight 001: Motivating Employees", please answer the following question:
¿Which motivation theory do you think has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?
In this case, its attention, in her previous job, she did not feel appreciated and they considered as a part that could be replaced at any time, but in her new job, she feels appreciated, they ask her opinion and she can tell her point of view of the changes that could be made, she feel as she was an indispensable piece of a well made machine, she had a good working environment, in her opinion, what motivates her to work is not the salary, but because she feels important and especial while doing her work.
The Hawthorne studies where a series of studies done in Hawthorne Plant of the Western Electric Company in Cicero, Illinois between the yeas 1927 to 1932, the study was led by Elton mayo, who was a professor in the Harvard Business School, and two associates, F.J. Roethlisberger and William J. Dickson, first they investigated how the performance of the employee changed if there where changes in the work place thru physical and environmental aspects in the work place such as humidity and brightness in the office, they had two groups, one knew that they were in an experiment, but the other group did not know that they were being watched by the investigator, they noticed that these factor did not affected the productivity in both groups, if group A improved, the group B improved, they were not affected by the changes in the work place, but they realized that each of their groups was very closed to changes, all the members of the group have to stay in the same speed as the others, if you are to slow or to fast it will turn the rest of the group against you.
The researcher noted that it did not matter what type of changes they did, the employees keep improving, but they also noticed that the employees where happy with the attention they were getting, during the investigation they draw four conclusions:
1. Even if a person has great potential, social factor can affect the level of production of the person.
2. The relationship between manager and employee can affect how the worker does his work.
3. The work-groups have their own norms of what is considered as a day’s work.
4. The work-place is a social system with independent parts.
the second part of this video you can see how the relationship between manager ans employee affect how a worker does in is work
http://www.nwlink.com/~donclark/hrd/history/hawthorne.html
http://www.analytictech.com/mb021/handouts/bank_wiring.htm
2. Based on the class activity about "Flight 001: Motivating Employees", please answer the following question:
¿Which motivation theory do you think has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?
In this case, its attention, in her previous job, she did not feel appreciated and they considered as a part that could be replaced at any time, but in her new job, she feels appreciated, they ask her opinion and she can tell her point of view of the changes that could be made, she feel as she was an indispensable piece of a well made machine, she had a good working environment, in her opinion, what motivates her to work is not the salary, but because she feels important and especial while doing her work.
Question 2
Please explain, using your own words, the concept of Pygmalion Effect.
What are the potential implications, uses, or challenges that this effect may pose for organisations engaging into international operations that require the understanding of diverse cultural contexts? Can you use this concept to explain the relationship between national and organisational cultures?
The main idea of the Pygmalion effect is that when you have expectations in a person, that person will prove those expectations, this idea is also known as the power of expectation.
The Pygmalion it’s also know as the Galatea effect because on a Greek mythology, an greek artist carved a statue of a beautiful woman and fell in love with the statue, and the goddess Aphrodite brought to life as Galatea, you can also see how an expecttion can affect a person, in the play "Pygmalion" written by George Barnard Shaw, a gentleman bets that he can turn a cockney flower girl into the perfect image of a lady.
This effect happens every where, it can be in the office, a classroom, a mall or even a party, the effect can influence a person in a negative or positive way, for example, if you are a teacher in a class room and you are watching the students as they make a test, you center you attention in two students, to the first student you think, “I think that he will get a very good grade in this test” and you turn your gaze to the second student and think “I don’t think that he will get a good grade”, when you are grading the tests, you will see that the first student got a A+ and the second student will get a C-, this effect can influence a person according to the expectation that you have of that person.
It’s also the same situation in an office, if a manager gives an employee a task and he does not believe that he is the right person for the task, the person will fail. It’s very important if you ever are going to give a task to a person to keep in mind that the person is the one for the job, that he will complete the task that has been given to him. Also, the way to treat a person can affect their performance, if a manager doesn’t pay attention to a particular employee or he does not praise the employee as much as the other, the employee will think that he is a failure and his attitude toward work will become negative and he will make mistakes and will not try hard enough to make an excellent work and can affect negative way his co-workers, but, if the employee is being treated the same as the others, he is being praised for doing a good work, slowly, the employee will get better and more secure with his work and will become an important part of the company and he will have a positive attitude toward work and will affect in a positive way to his co-workers.
The effect of the Pygmalion effects is not something that you see at first sight, you know the theory but in order to see results you have to investigate for some times and you will see that the final result on an employee and on the company, this is the desirable result that every teacher, company or organization want to achieve. This is the positive effect of the Pygmalion effects.
J. Sterling Livingston said "If he is unskilled, he leaves scars on the careers of the young men (and women), cuts deeply into their self-esteem and distorts their image of themselves as human beings. But if he is skillful and has high expectations of his subordinates, their self-confidence will grow, their capabilities will develop and their productivity will be high. More often than he realizes, the manager is Pygmalion."
http://www.accomplishlife.com/blogs/8/The-Pygmalion-Effect.html
http://www.envisionsoftware.com/articles/Pygmalion_Effect.html
http://humanresources.about.com/od/managementtips/a/mgmtsecret.htm
http://fcis.oise.utoronto.ca/~daniel_sc/assignment1/1968rosenjacob.html
What are the potential implications, uses, or challenges that this effect may pose for organisations engaging into international operations that require the understanding of diverse cultural contexts? Can you use this concept to explain the relationship between national and organisational cultures?
The main idea of the Pygmalion effect is that when you have expectations in a person, that person will prove those expectations, this idea is also known as the power of expectation.
The Pygmalion it’s also know as the Galatea effect because on a Greek mythology, an greek artist carved a statue of a beautiful woman and fell in love with the statue, and the goddess Aphrodite brought to life as Galatea, you can also see how an expecttion can affect a person, in the play "Pygmalion" written by George Barnard Shaw, a gentleman bets that he can turn a cockney flower girl into the perfect image of a lady.
This effect happens every where, it can be in the office, a classroom, a mall or even a party, the effect can influence a person in a negative or positive way, for example, if you are a teacher in a class room and you are watching the students as they make a test, you center you attention in two students, to the first student you think, “I think that he will get a very good grade in this test” and you turn your gaze to the second student and think “I don’t think that he will get a good grade”, when you are grading the tests, you will see that the first student got a A+ and the second student will get a C-, this effect can influence a person according to the expectation that you have of that person.
It’s also the same situation in an office, if a manager gives an employee a task and he does not believe that he is the right person for the task, the person will fail. It’s very important if you ever are going to give a task to a person to keep in mind that the person is the one for the job, that he will complete the task that has been given to him. Also, the way to treat a person can affect their performance, if a manager doesn’t pay attention to a particular employee or he does not praise the employee as much as the other, the employee will think that he is a failure and his attitude toward work will become negative and he will make mistakes and will not try hard enough to make an excellent work and can affect negative way his co-workers, but, if the employee is being treated the same as the others, he is being praised for doing a good work, slowly, the employee will get better and more secure with his work and will become an important part of the company and he will have a positive attitude toward work and will affect in a positive way to his co-workers.
The effect of the Pygmalion effects is not something that you see at first sight, you know the theory but in order to see results you have to investigate for some times and you will see that the final result on an employee and on the company, this is the desirable result that every teacher, company or organization want to achieve. This is the positive effect of the Pygmalion effects.
J. Sterling Livingston said "If he is unskilled, he leaves scars on the careers of the young men (and women), cuts deeply into their self-esteem and distorts their image of themselves as human beings. But if he is skillful and has high expectations of his subordinates, their self-confidence will grow, their capabilities will develop and their productivity will be high. More often than he realizes, the manager is Pygmalion."
http://www.accomplishlife.com/blogs/8/The-Pygmalion-Effect.html
http://www.envisionsoftware.com/articles/Pygmalion_Effect.html
http://humanresources.about.com/od/managementtips/a/mgmtsecret.htm
http://fcis.oise.utoronto.ca/~daniel_sc/assignment1/1968rosenjacob.html
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