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PERSONAL PROFILE

ORGANIZATIONAL BEHAVIOR

• The field of study that draws in theory, methods, and principles from various discipline to learn about individuals perceptions, values, learning capacities, and actions while working in groups and within the organization and to analyze the external environment's effect on the organization and its human resources, missions, objectives and strategies.

CONTINGENCY APPROACH

• Is an approach to management that believe's there's no one best way to manage in every situation and managers must find different ways that fit different situations.  We can say that there are ways which will be effective or which will be not dependent on the situation.

GOAL APPROACH TO EFFECTIVENESS

• Perspective on effectiveness that emphasizes the central role of goal achievement as a criterion for assessing effectiveness.

SYSTEM THEORY APPROACH TO EFFECTIVENESS

• A grouping elements that individually establish relationships with each other and that interact with their environment both as individuals and as a collective.

STAKEHOLDER APPROACH TO EFFECTIVENESS

• Perspective that emphasizes the relative importance of different groups' and individuals' interests in an organization. 

ORGANIZATIONAL CULTURE

• What employees perceive and how this perception creates a pattern of beliefs, values, and expectations.

SOCIALIZATION

• The process by which organizations bring new employees into the culture. 

IMPACT OF ORGANIZATION'S CULTURE

• The impact of culture on employees indicate that it provides and encourages a form of stability.  There is a feeling of stability, as well as sense of organizational identity, provided by an organization's culture.  Also, culture can generate sense of loyalty and commitment.

SPIRITUALITY

• is a state or experience that can be provide individuals with direction or meaning , or provide feelings of understanding, support, inner wholeness, or connectedness.  Connectedness can be to the themselves, other people, nature, the universe, a god or some other supernatural power.

POSITIVE BENEFITS OF SPIRITUALITY

• Spirituality can attribute to creativity, honesty, trust, commitment, personal need satisfaction, and improved effectiveness include attaining a broader world view; concern with working with integrity; acquiring a strong sense of community; and willingness to work and to make a positive difference by making contributions to colleagues, stakeholders, and society.

EFFECTIVE SOCIALIZATION PRACTICES

ANTICIPATORY SOCIALIZATION

• The organization's primary activities during the first stage of socialization are recruitment and selection and placement program.

ACCOMMODATION SOCIALIZATION

• Orientation Programs - are seldom given attention they deserve.  It enable new employees to meet the rest of the employees as soon as possible.  The new employee must cope with the new environment in ignorance, but if given some help and guidance, he can cope more effectively.
• Training Programs - are invaluable in the breaking-in stage. It is necessary to instruct new employees in proper techniques and to help them develop requisite skills.  It also provides frequent feedback about progress in acquiring the necessary skills.
• Performance Evaluation - it provides important feedback about how well individual is getting along in the organization.
• Assigning Challenging Works - is a principal feature of effective socialization programs.
• Assigning Demanding Bosses - is a practice that seems to have considerable promise for increasing the retention rate of the new employees.  In this context, "demanding" should not be interpreted as "autocratic"

GLOBALIZATION

• The interdependency of transportation,distribution, communication and economic networks across international boarders.

CROSS-CULTURAL MANAGEMENT

• Involves the study of the behavior of individuals in an organizations around the world.  It is important because it describes, compares, and attempts to understand the organizational behavior within countries, and cultures, and also improves the interaction and behavior of people.

CULTURAL DIMENSIONS

People's Relationship to Nature

• In a culture in which dominance is practiced, poor performance often results in sanctions or punishment.  in a preordain cultural setting, poor performance is expected from some people. In a harmony-oriented culture, poor performance is likely to be met with recognition that it or the system in which it occurs must be important.

Individualism versus Collectivism

• Individualism describes the attitudes of independence of a person who feels a large degree if freedom in his personal life and decisions.

Time Orientation

• The difference in cultural views of time help explain behave differences among people from different societies and the problems that may result when individuals with different orientations must interact.

Activity Orientation

• The result-oriented culture suggests that employees work to accomplish specific goals.
• The being-oriented culture finds employees working to enjoy life more fully.

Degree of Formality

• This informality has caused problems in business dealings and negotiations with people from other cultures. In many countries being blunt and informal is considered impolite and nonprofessional.

Language

• When communication in organizations involves translation from one language to another, the problems of meaning that arise become significant.  It is difficult to translate from one language to another.

Religion

• In many cultures, religion is a dominant factors. As such, it can have a significant effect on how and what business is conducted, work schedules, and attitudes about ethics.

HOFSTEDE'S ORIGINAL CULTURAL DIMENSIONS

UNCERTAINTY AVOIDANCE

• A dimension identified by Hofstede that concerns the degree to which people are comfortable with ambiguous situations and with the inability to predict future needs with accuracy.

MASCULINITY-FEMININITY

• High masculinity in a culture designates assertiveness, dominance, and independence.  High femininity in a culture designates interdependence, compassion, and emotional opinions.

INDIVIDUALISM-COLLECTIVISM

• Individualism emphasizes pursuit of individual goals, needs, and success.  Collectivism emphasizes group need, satisfaction and performance.

POWER DISTANCE

• It refers to the degree to which members of society accept differences in power and status among themselves.

My Organizational Profile

ADMINISTRATIVE ASSISTANT'S ORGANIZATION

MISSION:

       To acquire knowledge and skills and develop potentialities needed to be competent and be the top executives in the corporate world of business.

VISION:

       To be an instrument in molding future administrators in achieving their success through developing their potentials.

OBJECTIVES:

• To have a sense of perseverance and the spirit of initiative.
• To establish good human relation skills.
• To be innovative, creative and to try new and better ways of doing things.

VALUES:

• God-fearing personnel
• Self-reliant
• Service with dedication
• Hardworking

 ORGANIZATIONAL ENVIRONMENT:

       Our office is the training ground in which all its trainees has the chance to develop their abilities and skills.  It is designed for all members of Administrative Assistant's Organization-Office Management trainees to become more competitive on their chosen career.  They are surrounded by their colleague who tends to help them to develop oneself.  They conduct activities to assist and assess trainees to feel like they are already in the field.  The setting is very effective and appropriate in achieving such goals for the betterment of each individual.

ORGANIZATIONAL RELATIONSHIP:

     The relationship between the members of this organization is collaboratively participated by them, their colleagues, and governed by their instructor who acts as facilitator of learning and acquiring knowledge.  All of them are working hand in hand and expected to give their best, efforts and full cooperation in every activity that are task to them.

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