16 may 2011

Religions and the Organizations


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So, how does business exploit religions? Based on the work of Djamchid Assadi, “Do Religions Influence Customer Behavior?”, we can analyze the impacts of these religions on the needs, specifically Maslow’s Pyramid of Needs and for instance on the opportunities that Organizations have on a religious environment.

 

Psychological Needs


Christianity: Food does not have a very restringing issue. The principal impact on businesses that center on this religion is on Lent, during which in the Ash Day and during the Fridays of its duration, people cannot eat red meat; but instead they have to replace it with white meat as fish, chicken or seafood. Other substitutes can also be important. Still, what causes damage to the body and the excess of eating as well as drinking, contemplated in the capital sins (Gluttony), is prohibited.
As for clothing, this religion was very stringent about what to wear when at the church, but the only restriction that remains is just a suggestion for women not to wear very provocative clothes. Dark clothing is preferred on funerals.

Judaism:  “Kasheir” or “Kosher” are a set of rules that indicate if something is fit for consumption or not, applied by the followers of the Jewish religion. The word “Kashruth” is specific for Food rules in the religion.
Meat: animal that are allowed to be eaten include cows, goats, lambs, chickens, turkeys, gooses, and certain ducks. On the other hand, animals that are forbidden include pigs, horses, camels, and rabbits. The rule states that the animals allowed must be treated by a specialist called “Shochet”.
Dairy: all products derived from milk are allowed if they come from a kosher animal, although they cannot be combinated with meat or fowl.
Parve: they include all products that don’t contain dairy or meat. Some fishes are allowed, mainly those that have fins and scales. When a product of this category is combined with a dairy, it will remain a dairy.
In clothing, Jews prefer black or opaque colors for their ceremonies, with mostly concealing clothes. Gartels (Jew belts), are required by the religion, but belts can be used also for this purpose. Also a hat, and a double head covering (not only Kippot) is necessary when praying, but many Jews also use them when eating or at all times.

Islam: The word “Halal” comes from the arab language, designating what is inside the law and what is allowed in all aspects of life (Haram is the exact opposite).
Halal products: Milk (from cows, buffaloes, sheep, camels, and goats), honey, fish, none intoxicating plants, fresh or frozen vegetables, fresh or dried fruits, legumes and nuts, grains, certain animals (cows, sheep, goats, deer, moose, chickens, ducks, game birds, etc., but they must be slaughtered according to Islamic rules).
Haram products: pigs, boars, dogs, carnivorous animals, birds of prey, pests, animals forbidden by Islamic law, repulsive animals, amphibians, mules and donkeys, poisonous and hazardous aquatic animals; dead animals that were strangulated, clubbed in the head, fell, natural causes (carrion), gored or attacked by another animal; blood; human parts; animal or human disposals; alcohol;
 In clothing, the wear of a “Hidjab” or “Djalabib” for women is a religious regulation.

 

Safety Needs


Christianity: There aren’t many restrictions on health care; the main restrictions are alcohol, illegal drugs and tobacco which are considered bad for health, and for instance a sin.

Judaism: Nutritional products and exercise equipment are enforced. There is a preference when treating in hospitals. If the patient is from the opposite sex, the medical practitioner should avoid touching the person.

Islam: Halal is also applied in drugs and medical treatments.

 

Social Needs


Christianity: Holy week is the major festivity. It is promoted praying during these days and also going to church. Also Sunday is the normal day to rest and go to church.

Judaism: Rosh Hashanah is the Jew New Year. No work is permitted, and almost all the day is to be spent at the Synagogue. One of the principal traditions is to eat apples with honey, so they can have “a sweet year” (Assadi, 2003).
Yom Kippur is the most important Jew holyday. In that day, nobody can work, and all must pray, no food can be eaten, no bath, no cosmetics or deodorants, no sexual relations. On that day white is the color most must wear, some also wear kittels (white robes in which Jews are buried).

Islam: Jum’ah, or Fridays, they have to be at collective worship, driven by an imam. The room of prayer must be free of pictures of living beings.

 

Egoistic Needs


Christianity: All types of music are permitted, although some are considered “satanic” and for instance not promoted. In festivities and churches, Christian music is listened and singed. There are no further restrictions, generally.

Judaism: As in Christianity, there are not many restrictions. Only in Holidays or special occasions, songs in Hebrew are marketed.

Islam: Moderate consumption is promoted. And music has several restrictions, mostly the type that provides distraction or entertainment. Music careers are not well viewed.

 

Self-Actualization Needs


Christianity: Iconography is permitted and heavily used as well Theology is a career of formal studies.

Judaism: Iconography is not allowed.


Bibliography
·     Kosher directory. What is kosher? Access 08/05/2011. Retrieved from http://www.kosher-directory.com/meaning.htm
·  Islamic food and nutrition council of America. What is Halal? Access 08/05/2011. Retrieved from http://www.ifanca.org/halal/
·  OUkosher. Why the world’s best known brands choose the OU for kosher certification. Access 08/05/2011. Retrieved from http://www.oukosher.org/index.php/consumer/featured_browse/C39/a/b
·  Assadi, D. (2003) Do religions influence customer behavior? Access 08/05/2011. Retrieved from http://www.escdijon.eu/download/fr/ceren/cahiers_5/assadi.pdf 
    Kuzma, A. Kuzma, A. Kuzma, J. How religion has embraced marketing and the implications for business. Access 08/05/2011. Retrieved from http://www.aabri.com/manuscripts/08072.pdf

Communication

Blogs, Social Networks, Instant Messaging Programs.
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Blogs are the new trend. With unlimited possibilities, all types of information sharing is possible with no other cost than that of internet connection. Companies are using this tool more and more, not only to share information with the same companions, but also as tools of engaging with their customer. There are blogs about everything, and adds are also used to enhance their usage. But for organizations a blog is more than just a simple tool to promote sales or communication on work issues. Events and other social functions are being promoted to maintain at date the employees. And why not... a blog can be the initial webpage for a company.

http://www.socialmedios.net/wp-content/uploads/2011/03/Social-networks.jpg
Social networks have gained field on organizational communication, it has become a way to do many things that before it had proven more difficult. Beginning with closeness with the final consumer as it can follow you on twitter or just do a clic on "I Like It" to share the brand with his friends, social networking has become the ultimate tool for keeping at day both employees and customers, some even using the chat option developed by, for example, "Facebook". But... "what that shines it isn't always gold", many companies see more problems on social networking for their companies as their employees lose time, while others have accepted it and even have grown using it in a better way.

http://hausofinfo.files.wordpress.com/2010/04/instant-messengers1.jpg
Cellphones vs. Instant messaging? Not at all. This programs have begun their era not replacing but complementing communication in other platforms. What it is true is that talking to your counterpart in Japan for example is not going to take the big share of your international calls bills if you communicate through these softwares. And although they are not as competent as professional videoconferencing services, they do offer a pocket friendly variety of services that go from image and document sharing to multiple videocall services with people around the world, of course if they have internet.

Bibliography
Chapman, L. (2011) Basics in Internal Organizational Communications. Free Management Library (webpage). Access 14/05/2011. Retrieved from: http://managementhelp.org/mrktng/org_cmm.htm

15 may 2011

Expatriates



http://www.expatriatefoundation.com/images/istock_multiflagworldxsmall.jpg

Expatriates are a worldwide phenomena of the last decades, although the immigration has been happening since decades ago. An expatriate is, defined by the Oxford Dictionaries Webpage, "a person who lives outside their native country", but this can happen in different ways: by own willingness because of different issues on the native country, because the company the employee is working sent him abroad, or because the citizen was exiled by the government of his native country. The thing here is that, no matter which is the reason, it is probable that the person has to work and adapt himself to the new country of residence. As the world has advanced on different fields, and as medium classes in different countries have risen, more and more people are becoming expatriates in different cathegories as shown in the image below.

http://www.justlanded.com/english/Common/Footer/Expatriates/How-many-expats-are-there
As it can be seen, around 200 million people are considered to be expatriates in 2010 and the normal cathegories are Professionals, Lifestyle Migrants, Students and Ethnic Communities. Professionals and Students are the most important cathegories as globalization has prompted both to be competitive abroad. Professionals are trying to seek better opportunities abroad as well as better positions inside their own organizations. By its side, students, mostly postgraduate, are being attracted by different countries to study, and some times to stay there after that. This two trends can be supported by the percentage of immigrants in contrast with the population of the developed countries, shown below, that demonstrates how now reaching 10% of their populations are immigrants, a rather high number.

If we take the data and compare it with the worldwide population, the total immigration would be 3% more or less. this means that the immigration in developed countries is higher than the worldwide average, and for instance corroborates the view that students and professionals look at developed countries to live at. This trend is making organizations become more and more global as they have to start working even in their home business with people from different countries.

http://www.justlanded.com/var/storage/images/media/images/expatriates-percentages/4941800-1-eng-GB/Expatriates-percentages.png




Bibliography
Just Landed (2011) Expatriates Worldwide How Many Are They? Just Landed (webpage). Access 15/05/2011 Retrieved from http://www.justlanded.com/english/Common/Footer/Expatriates

11 may 2011

Merging Organizational Cultures

Organizational Learning

A learning organization is one that is skilled at creating, acquiring, interpreting, transferring, and retaining knowledge, and at purposefully modifying its behavior to reflect new knowledge and insights.
David Garvin,
Learning in Action

     
http://www.conferenceboard.ca/topics/humanresource/lpi/deliverables.aspx   
 How can an organization be clasified as a learning one?

Well, as you can see, at The Conference Board of Canada, they have a tool for organizations to know how well are they doing at learning. The Lerning Performance Index consists on five (5) variables: Vision, Culture, Learning Dynamics, Infrastructure and Training Investment. And this is rather important for nowadays companies, because a learning organization, tends to be an innovative and competitive one, always having at hand the last tools and knowledge to deliver true benefits for their uses at the right time.Then, to explain a little bit about what it consists on, and why are these variables important, let us analyze more deeply what does it measure.

Vision: Ranges from the development of the company's vision, to the different approaches that management and employees reflect. In this issue, the most important aspect resides on how does management transmits the importance of learning to the organization as a whole.

Culture: How is company structured, and how much importance they deliver to having a strong organizational culture (topic that has already been studied). The most important aspect of Culture is "how much does the management encourages the employees to see problems as opportunities, and learn from them. It is critical also the change as a promoted value, as the learning implies (not always but is rather common) changes.

Learning Dynamics: This aspect studies if the company is sharing and having a good process of teaching so that all the organization, or at least the section that will be issuing with the new process, understands the advantages and also the processes without many problems. The most important aspect of the Dynamics is about if the new work processes are shared among the employees.

Infrastructure: In this aspect, the mechanisms, and the institutions of learning are focused. The most important thing about this is if the employees are encouraged to upgrade their knowledge and education or not. Just by encouraging this, the company is shifting towards a more competitive future. When employees learn, they can confront new situations with tools that they didn't knew before.

Training Investment: As for training investment, it is studied the effects of capital involvement on the employees. It doesn't only include the investment, but the quality and the effectivity of it. It is very important for organizations to acknowledge the importance to invest in education and training as its future depends on it.

Having seen this, I think I don't have to explain why learning among organizations is a "must" in today's world. The competitivity of organizations rests on the cathegorization of the organization as a learning or not learning one. So you should expect that a non learning organization will be damaged as other organizations use this new knowledge effectively.

Bibliography
The Conference Board of Canada (2011) Learning Performance Index. The Conference Board of Canada (webpage). Access 11/05/2011. Retrieved from: http://www.conferenceboard.ca/topics/humanresource/lpi/default.aspx

Comments on Other Blogs

ORGANIZATIONS AND CULTURES by Paola Acosta

Paola uses a wide variety of tools making its blog more interesting. From videos to images, a large diversification on different topics of our subject is shown. And although she focuses on answering questions rather than investigating different approaches, she has a good criteria to talk about the topics at hand, doing a very good job. I fully recommend to visit her blog.
 

ORGANIZATIONS AND CULTURE by Juan Pablo Jiménez 

 
Juan Pablo by its side has a profound view answering different questions and trying to manage a full range of images and writing. The desing is attractive for who visits it. The topics are treated smoothly and helps the reader to fully comprehend the topics although they haven't studied it. Very recommended visit.

JUAN'S BACKYARD by Juan Isaza

Juan Isaza uses a rather simple kind of desing, but the content is not so simple. It can answer to different questions by comparing different organizations and adding interesting points of view. And although sometimes it seems to be little, it appears to be enough for a newtime reader on these topics. So I also recommend it.

7 mar 2011

Grupo Empresarial Antioqueño: A colombian Keiretsu

www.keiretsu.com

Keiretsu: "is a Japanese word which, translated literally, means headless combine. It is the name given to a form of corporate structure in which a number of organisations link together, usually by taking small stakes in each other and usually as a result of having a close business relationship, often as suppliers to each other."1

noticieroconfidencial.com

"[The GEA] doesn't have a juridical person as a group, but they share the same corporative philosophy as a group, and why not to say it, similar political interests, as well as social control and economic expansion common strategies. The companies [that conform the group] are owners of each other, this is what makes them share their potentialities and interests."2

 As we can see in both quotes, the GEA (Grupo Empresarial Antioqueño/ Antioquia's Empresarial Group) is exactly as what the Japanesse call Keiretsu. The GEA doesn't have a head, they cross small stocks from each other and they have close business relationship, as it will be developed further. The GEA is a link between Antioquia's (one of the states of Colombia) most powerful companies that where not influenced or dominated by other family groups in Colombia as Ardila-Lulle, Santodomingo or Sarmiento Ángulo. 

www.imagesfood.com
This prominent Colombian group was "conformed" in 1978 after some families started to buy shares of big companies in Antioquia, making some leaders of the companies reunite to counter this movement so they could "maintain" the control of Antioquia over its companies. As Fabio Rico said in a letter:
"... what it has been called 'Sindicato de Empresas Antioqueñas' as such, as organization, as constituted entity has never existed. That name wasn't elected by us. Rather someone had a belief that Antioquia's enterprises were syndicating to avoid that the lost of our very own, appreciated and important institutions would have continued. (...) We wanted to avoid the loss of Antioquia's capacity of decision. And that the determinations were made here, thinking about the problems, necessities and aspirations of our people. Twelve enterprises decided to join upon an idea and they inmediately started to search for paths that conducted them to asure one another, to protect each other, but without following share controls that benefited some persons and, still less, without trying to take advantage of the circunstances to assure some profits (...)"3

After this quote, we can understand that the GEA indeed worked as a Keiretsu, a regional Keiretsu that tried to mantain the power of decision within the region above all. But we still miss one piece of the puzzle to asure this, and Carlos Felipe Londoño can fill our gap:
fierros.com.co
"When the history of the three key enterprises in the actual conformation of the GEA is reviwed, (...) it can be found that since the initial periods of those companies, and even before the formation of the GEA, an horizontal and vertical integration was being made with many enterprises that make part of the GEA. It could be, then, said that solid ties and share crossing of the enterprises of Antioquia existed already before the formation of the GEA in 1978"4

After this fragment it can be seen that not only the enterprises tried to work as a "family" defending their inner space, but they were and are also integrated in an horizontal and vertical way, creating a somewhat of the spider web that characterizes the Keiretsu. It is interesting that a regional affinity can develop so strong ties among big enterprises of different sectors to defend theirselves of "external" control over a legacy of the region. Some can conclude that this "headless combine" is a reflection of a cultural horizontal collectivism thinking that is shared in the region, and indeed is more than a Keiretsu a regionalized form of it, because of self interests of the group (Antioquia's companies) rather than those of the whole (Colombian companies).
www.underconsideration.com
Quotes

The Economist (2009). Idea: Keiretsu; Paragraph 1, Lines 1 to 4. The Econimist. The Economist Webpage. Access 06/03/2011 Retrieved from http://www.economist.com/node/14299720

2 Noticiero Confidencial (2010). Conozca a los grupos empresariales colombianos; Paragraph 2, Lines 1 to 8. Noticiero Confidencial. Noticiero Confidencial Webpage. Access 06/03/2011 Retrieved from http://noticieroconfidencial.com/?p=11
[Personal Traduction]

3 Londoño, César F. (2004). GRUPO EMPRESARIAL ANTIOQUEÑO. EVOLUCIÓN DE POLÍTICAS Y ESTRATEGIAS, 1978-2002; Page 6, Paragraph 4, Lines 1 to 20. Revista EIA Nro. 1 pgs. 47 to 62. Escuela de Ingeniería de Antioquia Webpage. Access 06/03/2011 Retrieved from http://revista.eia.edu.co/articulos1/5.pdf
[Personal Traduction]

4 Londoño, César F. (2004). GRUPO EMPRESARIAL ANTIOQUEÑO. EVOLUCIÓN DE POLÍTICAS Y ESTRATEGIAS, 1978-2002; Page 6, Paragraph 5, Lines 5 to 14. Revista EIA Nro. 1 pgs. 47 to 62. Escuela de Ingeniería de Antioquia Webpage. Access 06/03/2011 Retrieved from http://revista.eia.edu.co/articulos1/5.pdf
[Personal Traduction]
Bibliography

The Economist (2009). Idea: Keiretsu. The Econimist. The Economist Webpage. Access 06/03/2011 Retrieved from http://www.economist.com/node/14299720

Noticiero Confidencial (2010). Conozca a los grupos empresariales colombianos. Noticiero Confidencial. Noticiero Confidencial Webpage. Access 06/03/2011 Retrieved from http://noticieroconfidencial.com/?p=11

Londoño, César F. (2004). GRUPO EMPRESARIAL ANTIOQUEÑO. EVOLUCIÓN DE POLÍTICAS Y ESTRATEGIAS, 1978-2002. Revista EIA Nro. 1 pgs. 47 to 62. Escuela de Ingeniería de Antioquia Webpage. Access 06/03/2011 Retrieved from http://revista.eia.edu.co/articulos1/5.pdf

D'Amato, Gina (2011). Management Styles: Convergence and Divergence Lecture. EAFIT University, Medellín Colombia.

6 mar 2011

Ethical Behavior: A solid ethical culture, the key for a solid company

Do you think that strong ethical cultures in a company doesn't do any good? Well, KRI (Kenexa Research Institute) can prove you wrong. But before we go on to that topic, let us talk a bit about Ethics and its implementation on companies. Ethics are, in the most basic sense, the implicit norms or rules followed by a society because of their values. Ethics are the way you should behave in society to be accepted. Done with that, for a corporation to implement a strong ethical base it requires, more than rules, a culture which normally needs high amounts of time and money to be implemented.


www.kenexa.com
KRI handed up some statistical data where it showed which specific ethical behaviors where being followed in the United States, and which were the implications of these ethical behaviors in the employees of those organizations. We can see then, that some items like serving stake holders, the administration support for ethics, and corporate values where highly scored by workers. So, the percentage of favorability represented the commitment of an employee with its enterprise when it followed one of these components. This also inspired them to work with the company.  As mentioned in the last entry, the company cannot serve only for stockholder capital accumulation, it also has to deal with further goals, not only because of the customer satisfaction, but also because of overall efficiency.

www.kenexa.com
But, what makes the real difference when an organization has a strong ethical culture instead of a weak one? Well, the data on the right shows us an answer to this question. Pride, confidence and satisfaction grow deeply in a strong ethical culture, while they do not grow so much in a weak platform. These values are very intagible, but they can be linked with more tangible aspects as the intention of an employee to stay within the organization, his commitment, and his performance. Also happiness can be related to these values. Ethics, then, are making the difference and for instance a solid company, as Jack W. Wiley (the executive director of KRI) observes: "Employee’s feelings about ethics are closely related to their beliefs or perceptions about how an organization is performing, their overall satisfaction and their intent to stay or leave". Ethics are very related to beliefs or perceptions, and for every person, these two key aspects, determine everything. If a person believes in something it will be more willing to do it.
www.kenexa.com
But, lets not stay only in people, lets see how can a company be influenced by having a strong ethical culture. The image above shows three key items for an enterprise: performance, reputation, investment. In constast with a weak ethical culture company, a strong one can raise all of these items over 35% more. So, is not only about employees, is about the company as a whole. Ethics are now a reality needed in corporations if they want to succed in the market. Ethics are no longer something that companies can ignore without repercussions. The era where unethical organizations held a place on the market is ending, so are you willing to take the risk?

Bibliography

Meyer, Jennifer (2010). Creating an Ethical Culture... Looking Beyond Sarbanes-Oxley Compliance. Kenexa Webpage. Access 06/03/2011 Retrieved from http://www.kenexa.com/getattachment/0fd92403-cc61-4934-9bb3-17d3a31a8373/Creating-an-Ethical-Culture-Looking-Beyond-Sarba.aspx

Thorne Linda, Bartholomew Susan (2003). The Socio-Cultural Embeddednessof Individuals' Ethical Reasoning in Organizations. Journal of business ethics 35:1-14

D'Amato, Gina (2011). Decision Making & Ethical Behavior in IB Lecture. EAFIT University, Medellín Colombia.

The Corporation

www.thecorporation.com
What are corporations doing with our world? This is a fascinating question, with so many responses that not even the amusing film called "The Corporation", can summarize; and all the answers aren't good nor bad. Corporations have made a lot for people, but at the time, as they seek for revenues to satisfy their stockholders, they have been using not so ethical things. These actors of international relations have been acting for one sole end, in what perojatively is called machiavelism: "profit maximization".

And though I do not believe that "the end justifies the means" is necessarily bad, I do believe that there are individual egocentric "ends" and collective community enhancing "ends". And at the same time, the end, I believe, cannot be achieved by a mean that will do less global good that the end itself. So, let me try to develop my thinking: a) if a company says that its ultimate goal is to maximize profits for only a small group of capitalists, the goal of this company is badly issued because it will serve all its stakeholders only as far as the profits are achieved; and in the same way the means, while the direct stockholders are not vulnerable to a bad action, will include everything, even lying, killing or doing any dirty action just to comply with the objective. b) if a company says that its end is to maximize stakeholder return (community wellfare, products that enhance life, environmental health, and others) but it uses any mean to accomplish it, even the final destruction of a religious community for example, then the means are not satisfying the end itself, and are even violating the final objective.

For instance, I have to items in consideration initially, a wrong "end" and a "mean" that doesn't comply with the "end" or that is doing more damage that the benefits entailed by the "end" itself. A corporation deals with many stakeholders, all of them contributing to the corporation because they assume that is better for them if it exists. If the corporation, then, is using all of its stakeholders to just satisfy an elite coinstrained circle, then this actoris attempting against itself. If we want to understand a corporation, the corporation isn't just about the stockholders, and for instance, profit maximization cannot be a goal nor an ultimate mean.

The mindset has to be changed, a corporation is like a state, and for instance it has to contribute with all that composes a part of it, from its external system (customers, suppliers, environment, government) to its internal system (employees and shareholders). If the corporations want to survive, then is time for a deep change in their organizational culture.


Bibliography

Achbar Mark, Abbott Jennifer, Bakan Joel (2004). The Corporation. The Corporation Webpage. Access 06/03/2011 Retrieved from http://www.thecorporation.com/index.cfm

Kline, John M. (2006). MNCs and Surrogate Sovereignty." Brown Journal of World Affairs 13, no. 1: 123-133

D'Amato, Gina (2011). Multinational Corporations Lecture. EAFIT University, Medellín Colombia.

2 feb 2011

Attitudes and Values

Although the last entry made was about a similar topic but in a larger way, it would be interesting to answer the question: What kind of attitude does my employee have towards my company? Or, better on, why is my employee working for me?

Taken from farm4.static.flickr.com
Happiness / Unhappiness, Leave / Stay, Fire / Ignore. These are variables that both CEO's and employees have to face day by day, because of work issues. Not every work fits every person, nor every person is willing to take every job proposal they recive. There was an interesting blog at the NY Times about an owner of five small stores in Chicago, he said something remarkable: "You can try, you can listen, you can solve some problems, you can try some more. Good management requires training, counseling and patience, but there comes a point when you are robbing the business of precious time and energy." 1 He later added: "Bad management can make a good employee dysfunctional. On the other hand, good management will not always make a dysfunctional employee good. And sometimes people who would be great employees somewhere else just don’t fit your company, whether it is the type of business or the company culture." 2 His solution was simple, if you have an unhappy worker, then you should fire him.


www.happinessatworkindex.co.uk
There are lots of studies about why a worker, even if he/she is not happy will stay at his/her job. But the matter itself for a CEO would be about if the company can afford to lose a great employee because they cannot make that employee happy. A study in England called "The Happiness at Work Index and Employment Study from Badenoch & Clark" had some interesting statistics about which were the most important things from the employees about their jobs (Figure 1) and, as it can be seen many of the topics composed what it would be the attitude of an employee towards a job depending on how these variables were met. The study also found that: "nearly a fifth (18%) of respondents are actively looking to move jobs and over 41% expect to change jobs this year" 3 Why are they looking for jobs if they stated that they were happy at their actual work places? Well, this answer cannot be given. Happiness varies in definition from person to person, so even if these people state that they are happy, most of them may not be achieving their goals on their current workspace. Theories and models have to be taken into account if the goal is to retain Human Resources.

Quotes

1 Goltz, Jay (2010). The Secret to Having Happy Employees; Paragraph 5, Lines 2 to 5. The New York Times. You're  The Boss, The New York Times Business Blogs. Access 02/02/2011 Retrieved from http://boss.blogs.nytimes.com/2010/03/09/the-secret-to-having-happy-employees/

2 Goltz, Jay (2010). The Secret to Having Happy Employees; Paragraph 6, Lines 3 to 7. The New York Times. You're  The Boss, The New York Times Business Blogs. Access 02/02/2011 Retrieved from http://boss.blogs.nytimes.com/2010/03/09/the-secret-to-having-happy-employees/

3 Badenoch & Clark (2010). Workforce happier but no time for complacency; Paragraph 2, Lines 2 to 3. The Happiness at Work Index and Employment Study from Badenoch & Clark. The Happiness at Work Index from Badenoch & Clark. Access 02/02/2011 Retrieved from http://www.happinessatworkindex.co.uk/ 

Bibliography

Goltz, Jay (2010). The Secret to Having Happy Employees. The New York Times. You're  The Boss, The New York Times Business Blogs. Access 02/02/2011 Retrieved from http://boss.blogs.nytimes.com/2010/03/09/the-secret-to-having-happy-employees/

Badenoch & Clark (2010). Workforce happier but no time for complacency. The Happiness at Work Index and Employment Study from Badenoch & Clark. The Happiness at Work Index from Badenoch & Clark. Access 02/02/2011 Retrieved from http://www.happinessatworkindex.co.uk/

Fox, Justin (2008). How to Succeed? Make Employees Happy. Time Magazine Webpage. Time Magazine Webpage. Access 02/02/2011 Retrieved from http://www.time.com/time/magazine/article/0,9171,1818183,00.html

D'Amato, Gina (2011). Attitudes and Values Lecture. EAFIT University, Medellín Colombia.

1 feb 2011

Organizational Behavior

Nowadays is common for many of us, who have some grade of relation with Administration terms, the meaning of Organizational Behavior. Basically it reffers to the way the companies or even little chains of people behave, if they are succeding at leadership, employee, shareholder and even stakeholder levels. Not that there aren't any other meanings for the word, but in this case it would be a simple and accurate way of seeing it.

www.greatplacetowork.com
There is a famous evaluation institute called Great Place to Work (located in San Francisco, USA), that, alongside with many magazines around the world, evaluates companies in whole regions and countries. The objective is not just to attract employees (or great employees to make the difference remarked) but to become better through this process that takes place each year. 

So, what does this have to do with Organizational Behavior? Well quite much. The evaluation process includes, from the point of view of the employees: "aspects as the credibility of the leaders, the acknowledge of the contributions that workers have made to their company, how good or bad is the environment of work (taking into account place and coworkers), pride for the company and the perception of justice, equality and deservance with respect to the achievements made" 1


From this point of view, and since many companies have started to take a further look in this evaluation and other researchs about the topic, the world is now facing a stage of cultural and stakeholder awareness. It isn't just about the best payment, nowadays is about it all. Where is the organization headed? What is its culture? Are their employees working in what they feel confortable at? Are they meeting their proffesional goals? Are the stakeholders winning something from the enterprise? And many other cuestions. This study is developing awareness, as many others, that the companies need and have to be compromised with their organizational behavior if they want to have success, not only with its workers, but with customers, and society as a whole.

Quote

1 Dinero Magazine (2010). Las 25 mejores empresas para trabajar. Dinero Webpage, Paragraph 2, lines 7 to 10. Retrieved from http://www.dinero.com/edicion-impresa/caratula/25-mejores-empresas-para-trabajar_80275.aspx
[Personal Traduction]

Bibliography

Great Place To Work. Great Place to Work Webpage. Retrieved from http://www.greatplacetowork.com/ Access 01/02/2011

Dinero Magazine (2010). Las 25 mejores empresas para trabajar. Dinero Webpage. Access 01/02/2011 Retrieved from http://www.dinero.com/edicion-impresa/caratula/25-mejores-empresas-para-trabajar_80275.aspx 

Costea, B., & Crump, N. (1999). Introducing organisational behaviour: Issues in course design. Education & Training, 41(8), 403. Access 01/02/2011 Retrieved from http://search.proquest.com/docview/237064908?accountid=45662

D'Amato, Gina (2011). Organizational Behavior Lecture. EAFIT University, Medellín Colombia.

Some Interesting Blogs

Looking around on The BOB's webpage, I just wondered here and there and found out some blogs of international news, though regionalistic some, part of their focus is the young people, and of the relation of each zone with the rest of the world. So, just a little summary of each from my personal point of view, says as follows:


Kind of thrilling international news blog, centered in Spain and European Union, but also adding international news as well as Latin America and United States follow up. Who minds to take a look at it, can find a different perspective of the world, and an interesting point of view from Spain eyes. 



Quite an exotic blog, yet simple. It mainly develops news and activities that have to do with the South Asian region, and its international relations with other countries all around the world. It's enjoyable for those that, as me, don't get much news about eastern countries, keeping it's identity and without being polarized by western reporters.


A well designed blog, Qorreo, a bit of alike as Periodismo Independiente lets us know about Spain and its news, but also news about what they call the Iberosphere (mainly the area of influence of Spain). Maybe polarized a little, this doesn't mean the information showed would not be of good taste for its follower.