FAUNDATION OF BEHAVIOR

Q1. What topics of individual behavior do you see in this story? Explain. Organizational behavior is a field of study that investigates the impact that individuals, groups and structures have on behavior within an organization. Organizational behavior focus on three areas which is individual behavior, group behavior and organizational aspect. The case study use Individual behavior which is predominantly on contributions from psychologists, this area includes such topics attitudes, personality, perception, learning and motivation. The odd couples case use personality topics of individual behavior. The personality is a unique combination of emotional, thought and behavior patterns that affect how a person reacts to situations and interacts with others. Randstad holding NV.a Dutch Company has been using pairing idea where the motto was Nobody should be alone. The company want every employees join together work with combine all idea, emotion and can teach each other. The company also use perception topics where the process by which we give meaning to our environment by organizing and interpreting sensory impressions. Randstad want introduce pairing idea because knowing that these Gen Yers need lots of attention in the workplace. And also this company use learning and motivation because every things in based on team and group. When hire new paired with an experienced agent, both individuals have some adjusting. Buy this kind method worker will work effectively and efficiently. It also taking less time consuming. Good attitude will be the work completed clearly and quickly. They also will generate more ideas to develop and achieve company goals.

Q 2. What do you think about this pairing-up-idea? Would you be comfortable with such an arrangement? Why or why not? We think the pairing-up-idea must continue practice by Randstad holding NV . We will be comfortable with such an arrangement. This is because the Randstad holding NV easily can achieve their organizational goals. For the success of a organization employee productivity is important which means a performance measure of both efficiency and effectiveness. So by the pairing-up-idea the both efficiency and effectiveness can be lead to a success when two different age of mind combined together. Furthermore, absenteeism is the failure to show up for work. Its difficult a organizational achieve a goal if employees do not show up the works. If pairing-up-idea is made they will show a good work performance by learning from each other. Turnover is also important to an organizational achievement. Turnover is the voluntary or involuntary permanent withdrawal from an organization. It can be a problem because it leads to increased recruiting, selection, and training costs as well as work disruptions. As with absenteeism, managers can never eliminate turnover, but it is something they want to minimize, especially among high-performing employees. So by this pairing-up-idea we can minimize the turnover with their own idea. Organizational citizenship behavior is discretionary behavior thats not part of an employees formal job requirements but that promotes the effective functioning of the organization. Pairing-up-idea will include each other on ones work team, volunteering for extended job activities, avoiding unnecessary conflicts, and making constructive statements about ones work group and the organization. Moreover job satisfaction important for successful organization. Job satisfaction is an attitude rather than a behavior, its an outcome that concern many managers because satisfied employees are more likely than dissatisfied employees to show up for work, have higher levels of performance, and stay with an organization. The pairingup-idea will satisfied the employees with mixed ideas. Workplace misbehavior can avoid by pairing-up-idea which is potentially harmful to the organization or individual within the organization.

Q3. what personality traits would be most needed for this type of work arrangement? Why? Personality traits which will be most needed for this type of work arrangement is preference for decision making. Employees, who are feeling types are aware of other people and their feelings, like harmony, need occasional praise, dislike telling people unpleasant things, tend to be sympathetic, and relate well to most people. Thinking types are logical order, are able to reprimand people and fine them when necessary, may seem hard-hearted, aNd tend to relate well only to other thinking types.

Q4. What types of issues might a Gen Y employee and an older ,more-experienced employee face? How could two people in such a close-knit work arrangement deal with those issues? That is, how could both make the adjustment easier? Type of issues Gen Y employee and an older, more experienced employee is managing generational differences in the workplace. They are bringing new attitudes with them to the workplace. Gen yers have grown up with an amazing array o experience and opportunities. So that they sharing information each other to succeed in their goals.

Q5. Design an employee attitude survey for Randstads employees Employees attitude survey is surveys that elicits responses from employees through questions about how they feel about their jobs work groups, supervisors, or the organization. Typically, attitude surveys present employees with a set of statements or questions asking how they feel about their jobs, work groups, supervisors or the organization.

Employee survey: Employees comfortable working in this organization It is necessary for an organization to change with the times in terms of technology. Having good communication among coworkers, Information and knowledge are shared openly within this organization. They work together to complete given job They help each other to learn their job even they do not having knowledge on it I believe my company is committed to creating a diverse environment Teamwork is encouraged and practiced in this organization and strong feeling of teamwork and cooperation in this organization. I have adequate opportunities for professional growth in this organization My manager is actively interested in my professional development and advancement. People are held accountable for the quality of work they produce. The organization's policies for promotion and advancement are always fair.

GROWING LEADERS

1.What do you think about Buckleys statement that leaders and managers differ? Do you agree? why or why not? I agree with Buckleys statement because he believes leaders differ managers. A meaning of leaders is someone who can influence others and who has managerial authority. He said that leader is as much about inspiration as anything else. Moreover a managers is about process that someone who coordinate and oversees the work of other people in order to accomplish organization goal

2.What leadership models/theories/issues do you see in this case? List and describe. Extremely important Excellent leaders dontt just pop up out of nowhere Leaders who have a skill and abilities to help it survive and thrive

Issues About 8 years ago, the companys former CEO (Jim McNerney, who is now Boeings CEO) and his top team spent 18 months developing a new leadership model for the company. After their numerous brainstorming sessions and much heated debate, the group finally agreed on six leadership attributes that they believed were essential for the company to become skilled at executing strategy and being accountable.

3.Takes each of six leadership attributes that the company feels is important. Explain what do you think each one involves. Then discuss how those attributes might be developed and measured

Integrity is important Is a training of outward actions and inner values. A person of integrity is the same on the outside and on the inside. Such an individual can be trusted because he or she never veers from inner values, even when it might be expeditious to do so. A leader must have the trust of followers and therefore must display integrity.

Integrity Without integrity at the helm of a company, a business is usually short-lived. In fact, when business integrity is present throughout the deepest layers of a company and not just at its surface, it becomes the heart and soul of the companys culture and can mean the difference between a company that succeeds and a company that falters.

Deliver result Business strategy and corporate performance provides business leaders the risk insight they will need to make sound business decisions. Articulating the relationship of it risk to operate performance in the job.

Demonstrate ethical Demonstrate ethical is to behave honestly and practice ethical behaviours in interactions
Recognising that you are a model for those whom you lead. Being consistent and clear about your ethical standards. Providing facts, not smoke screens. Speaking up even when it may be risky to do so. Challenging and system that encourages dishonesty or rewards unethical behavior.

Raising the bar One of the most critical challenges facing companies today is strengthering and retaining Leadership talent. Raising the leadership bar has been developed to address this challenges, and has been specifically designed for designed for director level leaders and above, as well as high potential talent. Offered as four, two-days sessions held quarterly over a twelve month period, raising the leadership bar provide a comprehensive and carefully designed ser of learning and development experiences with a singular objectives to accelerate leadership growth.

Innovate resourceful With the recession forcing us to make do with what we have, being resourceful is now a necessary skill for todays generation of leaders. It is not simply a matter of doing more with less companies have a preached this for at least a generation. Resourceful is not a means of coping with deprivation. It can be a virtue that opens the door to greater accomplishment.

chart the course The Chart-the-Course theme is about having a course of action to follow. They prefer to enter a situation having an idea of what is to happen. They identify a process to accomplish a goal and have a somewhat contained tension as they work to create and monitor a plan. The aim is not the plan itself, but to use it as a guide to move things along toward the goal. Their informed and deliberate decisions are based on analyzing, outlining, conceptualizing or foreseeing what needs to be done. INFJs are more task-focused than people-focused. They like to take themselves "out" of a system so they can get a better look at what's going on. They become stressed when they don't know what is likely to happen. In stressful circumstances, they tend to disconnect and withdraw in order to think things through and put their introverted in tuition to work on perceiving a solution. energize and inspire others The latest Aspire 2010 Leadership Report found that the ability to inspire is one of the must-have characteristics of todays leaders. Research by Gallup Polls in 2009 confirms that the ability to inspire others is critical to performance in todays economy. Followers need hope for the future alongside trust, compassion and stability in order to be engaged and committed to succeed within their organization. And yet being inspirational is one of those frustratingly intangible measures. Typically, leaders know (or are told) that they need to work on the skill, but arent sure how to go about it.