The 13th edition of Organizations: Behavior, Structure, Processes is based on the proposition that managing people, structure, and processes in organizations is a challenging, compelling, and crucial set of tasks. There is nothing boring about managing organizational behavior. Traditional approaches that worked a decade ago or even a few years ago are currently being questioned, modified or rejected. This book will provide an opportunity to look inside organizations and to develop your own perspective and approach will serve you in the positions you hold, the challenges you face, and the career choices you make in the 21st century.
This book presents theories, research results and applications that focus on managing organizational behavior in small, as well as large and global organizations.
[...] It was a strong motivation Jack Welch has set goals to be number one in various markets. Assume that it is both a difficult and an assigned goal. What does goal- setting research say about the effect of such goals on performance? Goal-setting research has a very positive result on performance. According to the book page 171, setting of a goal that is both specific and challenging leads to an increase in performance because it makes it clearer to the individual what he is supposed to Indeed, saying to an employee your best” is too vague to be realized. [...]
[...] Chapter Case for Analysis: Jack Welch of General Electric: A Neutron Bomb or a Motivator? Sources Gibson, Ivancevich, Donnelly, and Konopaske. Organizations: Behavior, Structure, Processes, 13th ed. McGraw-Hill Introduction to the book The 13th edition of Organizations: Behavior, Structure, Processes is based on the proposition that managing people, structure, and processes in organizations is a challenging, compelling, and crucial set of tasks. There is nothing boring about managing organizational behavior. Traditional approaches that worked a decade ago or even a few years ago are currently being questioned, modified or rejected. [...]
[...] However, Jack Welch used goal setting method to motivate employees. He actually insisted on goals that employees had to reach. He expressed the goals very clearly for everyone and employees could exactly know what to do. Moreover, I think that Jack Welch used the behavioral self-management method to motivate his employees because he asked them to be self-confident and having a strong sense of entrepreneurship to stay in General Electric. Moreover, to reward efficient employees, Jack Welch's management uses promotion. [...]
[...] Does Jack Welch use negative reinforcement, goal setting, or behavioral self- management? Or does he use a combination of techniques? Jack Welch had a perfect leadership attitude and that is why he could create a motivational atmosphere in General Electric company. Indeed, he was very self-confident, but he hated arrogant people. He used the potential of the best employees, and fired the others. So, he created a motivational atmosphere by creating a high level of competitiveness among better employees. According to the definition in the book, I think that Jack Welsh management includes negative reinforcement. [...]
[...] I think that Jack Welch had a very strong self- confidence to fire more than 100,000 employees! Obviously, the management style of Jack Welch inspired others CEOs like his successor Jeffrey Immelt. Jack Welch also published two books about his management and his organization: Winning, and Jack: Straight from the Gut. So the success of his management has probably helped a lot of managers What actions does Jack Welch take to encourage employee self- management? First, Jack Welch did everything to eliminate bureaucratic red tape and managerial layers. [...]
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