Managing Organizational Behavior In all organizations

Today's organizational is predominantly dynamic that pose enormous opportunities and challenges to the corporate practitioners and policy makers. Understanding such dynamism is very crucial to pursue the organizational strategic objectives. The primary aim of this paper is to examine the impact of organizational culture on employee performance and productivity from the perspectives of multinational companies operating especially under the telecommunication sector of Bangladesh in South Asia. The paper has applied qualitative methodology focusing on a case study of Grameenphone (GP) (a subsidiary of Teleron in Norway), the leading telecommunication based subsidairy in Bangladesh. The paper argues that organizational culture significantly influences employee performance and productivity in the dynamic emerging context.

 Evolutionary and revolutionary change  Reasons why people resist change  Managing change and diversity in the organization  The use of social media in organizational communication REVOLUTIONARY AND EVOLUTIONARY CHANGE. According to Katherine Miller (2014) Organizational change can occur quickly or slowly. These organizational changes are classified into two types revolutionary and evolutionary to call attention to two different, valid ways of changing organizational culture. People less familiar with organizational change have a hard time recognizing the validity of both approaches, particularly the evolutionary type.

ABSTRACT The focus of internal corporate communication is gaining interest, particularly because it is very essential in all dimensions of the organization’s performance. Hence, effective communication has been linked to a number of positive outcomes like organizational success, financially and socially, higher levels of cooperation and employee job satisfaction while ineffective communication may lead to dissatisfaction, misunderstandings, lack of information, lower performances and more employee rotations. The inability of managers to effectively communicate with their employees leads to employee job dissatisfaction and poor performance. Hence, this study examines how internal corporate communication influences employees job satisfaction in selected organizations under study. The survey method was adopted to gather data; 296 copies of the questionnaire were administered on junior and senior personnel of the selected organizations under study while in-depth interview was conducted with selected management level personnel. Data were collected and analyzed in simple frequency tables and the responses were represented in frequency tables as percentages of the overall sample. Also the Pearson chi-square was employed to determine the relationship between variables for any significance. Findings from the study show that the channels of internal corporate communication operational in the selected organizations are: face-to-face discussions, e-mails, intercom units, intranet, reports, messengers, memos, newsletters, official letters, bulletin boards, departmental/management meetings, group/team discussions, in-house training sessions, management/employee briefing sessions, labor union meetings, suggestion boxes, notices, closed unit groups (CUGs), and assemblies. Further findings reveal that most of the employees perceive internal corporate communication in their organizations as very effective, positive and a necessary organizational tool for employee job satisfaction. Findings reveal a significant relationship between internal corporate communication and employee job satisfaction which further enhances employee job performance. Further findings from the study also reveal that organizations are faced with diverse internal communication challenges such as: distorted feedback, matching message content with appropriate packaging, inadequate information, uneven flow of information, messages with lack of clarity of purpose, inability to arrive at a homogeneous internal communication approach and complete communication breakdown. These challenges, when not properly tackled, can hinder many organizational processes, especially its efforts at achieving employee job satisfaction/performance and, ultimately, organizational success. Internal corporate communication plays a major role in influencing employee job satisfaction which significantly influences employee job performance hence; organizations that want to successfully retain a satisfied workforce must be willing to employ a communication style that is more participative and employee-supportive. Keywords: internal corporate communication, employees’ job satisfaction, employees’ job performance.

Giffen, Ryan, "Organizational culture and personality type: relationship with person-organization fit and turnover intention" (2015). Graduate Theses and Dissertations. 14387.

The concept of organizational culture has gained wide acceptance in understanding the management of change in human relation practices. The review of numerous literatures proved that management of human resource in organization has become indispensable in attaining the mission and vision statement. In the light of the complexity of organizational culture and how it impacts on employees' performance, the study examined the fears and style of management in integrating employees to the values, norms and beliefs of organizations s in organization on the performance of their employees. The survey descriptive research design was adopted for the study and empirical data for the study were collected through a well-structured questionnaire, which was prepared and distributed among the staff and management in Abeokuta Metropolis, Ogun State, South-West Nigeria. 97 questionnaires were duly filled and returned. Stratified and simple random sampling methods were adopted in selecting the participants for this study. The inferential statistics was adopted through SSPS. The findings revealed that it is evident that strong relationship exists between organizational culture and employee performance, suggesting organization material such as equipment handling; social behavior and symbolic elements have positive and large influences the performance of employees. It was also evident that there was a significant relationship between employees' attitudinal behaviors and management style; while relative relationship exists between learning new culture and cooperation among employees. An organization with a culture that encourages employee participation, commitment, team work, which is characterized by team work and harmony, and which give room for employee self-development and improvement will attract highly attract, retain and motivate highly skillful individuals. No doubt, this will result in a high performing organization evident in its profitability and turnover rate. Consequently the challenge of incompatibility in values, beliefs and norms that could arise between employee and the organization will be avoided.

Banking sector is growing financial institution in Pakistan especially in the hub of Pakistan, Karachi city. There are certain factors that directly and indirectly highly effect on the employees performance. This study addresses the major subject organizational conflict which is very important for today's organization and this study aims to determine the Impact of organizational conflict on Employees Performance of Banking Sector in Karachi. Wherever group of people works together and then conflict may arise. This study deeply concerns the different variables of conflict and how to manage the conflict in the organizations? Conflict is unavoidable factor which highly impact on the employees' performance. Within the scope of this study, three factors effect on Employees performance namely organizational conflict, gender discrimination and communication. Banks are usually is the source of national economy through their good and bad performance it is highly impact on the country's growth. Therefore, it is more essential that how banks can minimize the conflict and satisfy to their employees. This study is based on the quantitative analysis through survey form. Descriptive statistics is used and hypotheses have been tested. Likert scale has been used for the questionnaire. This is an empirical study and sample size 150 been taken from its population which is collected from baking sector of Karachi. The output has been found that measurement scale significantly impact on the performance of employees; conflict is normal in the organizations. Therefore, this study suggested that it is easiest way to avoid the conflict throughout the management conflicts skills and management should be proactive to handle this issue on their routine basis; management should provide the better opportunity and working environment to each employees. There would be equal opportunity for both male as well female employees; Communication must be comprehensible because it reduces the gap and differences among the employees.

The twenty-first century organizations are increasingly becoming multicultural workplaces for communication. This paper explores recent literature on the increasing global influence of workforce diversity and its affect on workplace communication. It provides a model for the discussion of the opportunities and challenges of diversity in the workplace. The paper then provides an analytical framework that guides readers with practical ideas that can assist them in their endeavors to effectively communicate in a globally diverse work environment. The paper stresses that effective communication in a diverse workforce ensures a high level of performance and productivity for human and intellectual capital and provides business organizations a competitive advantage in their expanded markets and in the global economy.