Functions of Management Essay Example for Free

Functions of Management Essay The following will include the four major functions of management in a health care setting, how these functions apply to managing others, important roles for health care manager and leader in the diversified health care industry and the most significant aspect related to health care management that I would like to gain by taking this class. The four major functions of management in a health care setting are: organizing, planning, controlling and leading. The four functions mentioned all work hand in hand when managing others or while being managed. Each manager is expected to be a leader of their department and make sure that patient’s needs are being met. A leader has to be well organized within the department to accomplish things as checking in patients, calling patients to remind them of upcoming procedures and appointments, referrals, and insurance authorization, paper work needs to be well organized to make sure that everything is done in order and correct. Organizing make it easy for changing of shifts between employees. Planning comes in to play when schedules are mapped out to make sure that enough health care workers are present for each day’s work load. It also help to plan around a physician surgery schedule and so forth. Controlling helps the manager to keep focus on work performance which in turn helps to build relationships with employees and patients due to the active contact. Leading in management is very important and the responsibility is more. A leader is responsible for training, department meetings, work schedule and goals to be accomplished each day without compromising the care for each patient. Planning plays an important role for a health care manager and leader in a diversified health care industry, without planning ahead it puts a health care facility at risk of not being able to perform above and beyond for their patient’s health care needs. According to Harvard business â€Å"In addition to negotiating the day-to-day demands of a busy and complex organization, healthcare executives must also be able to evaluate and understand the impact of alternative care delivery models†.

Natural Language and Programming Language

Natural Language and Programming Language Programming Language Natural language such as English is the language, which is spoken and written for communication. The natural language consists of syntax, semantics, phonetics, etc. All natural languages have some fundamental rules, which are based on the structure of grammar. These grammatical rules are used by people in communication. Programming languages are used for developing computer programs, which enable a computer to perform some operations. The structure of these languages is based on some syntactic and semantic rules. Context-free, lexical and syntactic grammar may be used in Java programming (Dubey, 2006). The differences in the grammar of high level programming languages (e.g. Java) and natural language (e.g. English) are as follows: Natural languages are used for communication between people and programming languages enable human to interact with machines. Programming languages need a high degree of expertise, completeness and precision because computer can not think outside the statement while in speaking, some minor errors are ignored. The programming language syntax is not based on natural language grammar. Thus, the main difference in the grammar of high level language (Java) and natural language (English) is that natural language may be informal in speaking but not in written communication while the grammar of programming language follows specific syntax. Compiler A compiler is a specific computer program that converts the statements written in any high level (such as C, C++, etc) into the language that computer can understand, i.e. machine level language. The original program, which needs to be converted, is known as the source code and the generated machine language program is known as object code. The reason to convert a high level language program into machine code is to make an executable program. The operations performed by a compiler are: lexical analysis, preprocessing, parsing, semantic analysis, code generation and code optimization. Compilers are classified as native or cross compilers. The output of native compiler runs on the computer and operating system where the compiler is running and the output of cross compiler can be run on different platforms. Cross platform compilers are used for embedded systems (Aho, Sethi Ullman, 1986). The compiler group inputs characters into tokens because the original text can not be used by the data structure and it is very necessary to convert the source code into tokens. It makes the source code understandable for the computer. For example, an expression of ‘C’ language: sum=2+3; would be converted into tokens (such as ‘sum’ into IDENT, ‘=’ into ASSIGN_OP, ‘2’ into NUMBER, ‘+’ into ADD_OP, ‘3’ into NUMBER and ‘;’ into SEMICOLON). The compilation process analyses the syntax of programming language. Syntax analysis is further divided into tokenizing (grouping of input characters into tokens) and parsing (attempting to match the tokens to the syntax rules). In the process of compilation, lexical analyzer reads the source code and groups them into tokens (Ivantsov, 2008). A token is a categorized block of text (lexeme). Each token is a single unit of language, for example symbol name, keyword or an identifier. The lexical analyzer processes these lexemes according to their function by providing them meaning. This process is known as tokenization. After tokenizing, the tokens are sent for some other form of processing. The process may be considered a sub-task of parsing input. Parsing is the process of analyzing token sequence with respect to grammatical structure. Now, the data may be loaded for compilation. Thus, the compiler is a computer program, which converts the source code into machine readable form. This compilation process passes through various steps like lexical analysis, tokens, parser, etc. and makes the code available for the computer. References Aho, A. V., Sethi R. Ullman, J.D. (1986). Compilers: Princiles, Techniques, and Tools. New York: Addison-Wesley Dubey, A. (2006, December). Goodness criteria for programming language grammar rules. ACM SIGPLAN . 41(12), 44-53. Ivantsov, R. (2008, January 3). Irony .NET Compiler Construction Kit. Retrieved July 22, 2008, from http://www.codeproject.com/KB/recipes/Irony.aspx

A Rejected Child Children And Young People Essay

A Rejected Child Children And Young People Essay Elementary school age or middle childhood, is generally termed from the age of 6 to 12. Children from this age group are beginning to develop their character at a more mature and concrete operational cognitive level. According to developmental psychologist Jean Piaget (), school-aged children have the ability to mentally classify groups or act on concrete objects in their head. They are also able to find solutions to problems which are not too hypothetical and abstract. Psychologist Erik Erikson (1868) also claimed that a child at the age of 6 to 12 must master social and academic skills and keep up with their peers or faces inferiority. Inferiority may develop into low self-esteem issues. Children who face inferiority or low self-esteem might develop symptoms of withdrawal or aggression and find ways to compensate by defense mechanism to reaction in reality (Lin, 1997). Children who turn away negative emotions through withdrawal would usually be neglected as they tend to be shy and assertive. Aggressive children tend to be rejected as they are submissive and seen as easy to bully. Children from a minority group (e.g. race, social-economic status etc.) or children who are disabled in any way have higher risk of being rejected socially. The Rejected Child The children who are socially rejected due to their aggressive behavior tend to remain rejected as they move on (Keenan Evans, 2009). They lose their chance to socialize with other peers and may develop negative attitudes towards other people. Some of their peers do not always discriminate the rejected child like the others, but they do not want to be left out or mocked at and hence conformed due to peer pressure. Boys face stronger pressure than girls to comply with group behavior (Martin Ruble, 2010). Some kids who discriminate or have prejudice against the rejected children act as they receive satisfaction and support when bullying and achieve a sense of common identity. As social rejection usually stables down gradually, it becomes hard for the child to get over (Cillessen Bukowski, 2000). Rejected children tend to have lower self-esteem; they are more likely to hang out with other socially rejected children. They would then form their own social group and negatively influence one another with anti-social behaviors. They become easily angered and turn hostile to whoever that tries to harm them (Trembley, 2000). They also show little empathy and concern for others, and often feel little guilt and remorse. Intervention As the instructional leader of the school, the principal assist, instruct, plan and implement systems and programs to meet the childs needs. They have to work closely with the teachers and give advice and updates to parents on the current situation of their child in school. Therefore the principal, teacher and parents should work hand in hand, in every childs development for a better future. Teacher Teachers can group students with similar personality up to encourage friendship and cohesion among the students. Students can get over rejection a lot easier as they do not have to get into a larger peer group with majority strangers. The teachers should judge their students social skills and find out if they are being socially rejected. The teachers can pay attention to their students level of classroom participation. Through careful observation and interview, the teachers can identify victims of peer rejection. The teachers should also carefully distinguish the important figures in the social group and counsel them if needed. With proper education, chances of social rejection in school will be reduced and peers will learn to accept each other better. The teacher will set and maintain high and positive classroom standards where every student has the same amount of respect and value for one another. They can do so by having a group project with students identifying positive social skills from negative behaviors like bullying. Students will have a clear mind of what negative behaviors are and are educated not behave in that manner. The teachers shall be reminded not to single out negative points of the rejected students, or compare them to others as it might add-on to the peer rejection and unknowingly add-on to the students weakness. Parents The teacher and students parents must also remain in contact and update each other on the childs progress. Both the parent and child should accommodate to each others needs. The child would understand their parents perception and become more sensitive and independent. When the parents understand the childs needs, insecurities and fears, they can help the child to overcome them. When parents realize that their child is a victim of social rejection, they should not overreact. Instead, they should encourage their child to participate in extra-curriculum activities. Participating in extra-curriculum activities like sports, art and hobbies can build up the childs confidence outside school. Parents can also encourage their kids to ask their classmates or friends over to play together or for sleepovers. The children would learn how to interact among themselves which is very important for their social skills. The children can also identify how to be a good host or guest and behave accordingly. This also develops close-friendship between the child and their friend as they spend more time together and understand them better. When they are being confronted by other kids, they will know how to react and avoid being bullied. Teachers and Parents Intervention Once, the teachers to found out if there is any kids who are rejected among their peers in class, they will rearrange their seating locations so that it is easier for the child to participate in class and to monitor them. When setting up group projects, the teacher should appoint the rejected child with more responsibly than the other children. This would allow the rejected child to feel valued as they are entrusted by a person of authority, responsibility of the group and lies in their hands. The teacher can also take the opportunity to encourage the students to help one and other and not to seek help from the teacher. The children would learn to work as a group and foster a good relationship. The children are also encouraged to start a conversation or take turns during a conversation. After school, the teacher would conduct extra-curriculum activities for all the rejected children that were identified and spend more time with them. The parents of the child are also invited to join so that the parents can also understand what their children is going through and how the teachers are helping them. Both parents and teachers should teach or have one-on-one coaching sessions with the children. The child will learn how to take turns, share and abide by the rules of any event. The child should also be taught the ways to cope with teasing by their peers. Conclusion During a childs development phrases, parents, teachers and the childs peers are very important roles that would influence the child. With positive and authoritative parents, children can recover from peer rejection and build up their self-esteem. Parents are also one of the best listening ear for the child. If the teacher or parent is unable to encourage the child, they should consult the school psychologist or counselor for more strategies that could help the child cope with social peer rejection.

Analyzing TM Berhad using Bolman and Deal’s Four Frames :: essays research papers

Bolman & Deal’s Four Frames: Case Report 1.0  Ã‚  Ã‚  Ã‚  Ã‚  Introduction The purpose of this paper is to analyse TM Berhad using Bolman and Deal’s four frames, as per figure 1 below. Bolman & Deal suggests that ‘Leaders like everyone else, view their experiences through a set of preconditioned lenses and filters’ (Bolman and Deal, 1991, p 510) (Adapted from Bolman & Deal, 1997) In this paper, we have examined our company of choice, TM Berhad, utilizing each of these four frames as a â€Å"spectacle† to determine the leadership approach of its management, and then detailing the more prominent of the frames used. TM Berhad was chosen for our case analysis, due to availability of data from significant coverage on the company awarded by the media. 2.0  Ã‚  Ã‚  Ã‚  Ã‚  Telekom Berhad (â€Å"TM†)- Profile TM is a government-linked corporation, through its substantial shareholder Khazanah Malaysia (Khazanah), the Malaysian Government’s main investment vehicle. It is a major component of the Kuala Lumpur Stock Exchange Berhad Composite Index. In 2004, a new Group Chief Executive Officer, Dato Abdul Wahid bin Omar was appointed by Khazanah under a general revamp exercise of the GLCs. TM is the main nationwide provider of telecommunication services. It has x no of subsidiaries and operates in three core operating areas of: †¢ Telco- Its core telecommunication business †¢ Telekom Multimedia- Develops new media businesses †¢ ServiceCo- Oversees operational activities such as fleet and property management. The fixed line business and residential telephone services remain the core business of TM. TM’s organization chart is depicted in figure 2 below: Figure 2 3.0  Ã‚  Ã‚  Ã‚  Ã‚   Four –Frame Analysis Our four-frame analysis (Figure 3 above) reveals that TM, like any other modern large corporation, places heavy emphasis on the structural frame. Other frame elements are also present, for example, career development and training programmes are evidence of HR frame use, as well as deployment of a re-branding exercise and other symbolic rituals to provide symbolic frame elements. We may also make inferences that the political frame is also in play from agenda-setting, ambiguity and uncertainty caused by the rationalization and reorganization leading to scarcity of resources and internal conflict, and signing of a collective agreement to denote bargaining and negotiation. We have chosen to focus our detailed analysis on the more prominent structural frame. 4.0  Ã‚  Ã‚  Ã‚  Ã‚  Structural Frame Analysis Bolman & Deal list six assumptions behind the Structural Frame. 1) Organizations exist to achieve established goals and objectives. 2) Organizations work best when rationality prevails over personal preferences and external pressures. 3) Structures must be designed to fit organizational circumstances.

Causes of the American Revolution :: Essays on American Revolution

During the late seventeen hundreds, many tumultuous events resulted in Colonial opposition to Great Britain. The conditions of rights of the colonists will slowly be changed as the constriction of the parliament becomes more and more intolerable. During the Seven Years' War England was not only alarmed by the colonists' insistence on trading with the enemy, but also with Boston merchants hiring James Otis in order to protest the legality of the writs of assistance (general search warrants) used to hunt out smuggled goods. "let the parliament lay what burthens they please on us, we must, it is our duty to submit and patiently bear them, till they will be pleased to relieve us....". This is a very strong dictum, that in 1764, the colonists were of a submissive nature, and were weakly pleading for self-autonomy. This small fire of anger will become a huge conflagration as the rights are slowly rescinded. On October 19, 1765 the Stamp Act Congress and Parliamentary Taxation committee's passed some laws that attempted to strengthen the grip of the English crown. "I.That his Majesty's subjects in these colonies, owe the same allegiance to the Crown of Great Britain that is owing from his subjects born within the realm, and all due subordination to that august body, the Parliament of Great Britain." This statement can be used as a summation of the entire document that the Stamp Act Congress had initiated. The statement depicts the colonists has having to be submissive and servile in the view of Great Britain, this policy angered the colonists very much, and was another component of the transition of the colonists' rights and liberties. When the Declatory Act was passed in March of 1766, many colonies were attempting to claim that they were "seceding" from England. "Whereas several of the houses of representatives in his Majesty's colonies and plantations in America, have of late, against law, or to the general assemblies of the same, the sole and exclusive right of imposing duties and taxes upon his Majesty's subjects in the said colonies....be it declared ...., that the said colonies and plantations in America, have been, are, and of right ought to be, subordinate unto, and dependent upon the imperial Crown and Parliament of Great Britain;". The Parliament of course denounced the attempt at independance and still dogmatilcally passed the following law to show that the colonists were still british subjects. Again, the colonists were infuriated and later will resist the british imperialism on the colonies. "All before, are calculated to regulate trade, and preserve prpromote a mutually beneficial intercourse between the several constituent parts of the

Hunting laws essay Essay

Why are people likely to break hunting laws, whereas the people with the license are the ones that suffer? Over the years people have violated hunting laws. There has been little research for motivations for poaching. Illegal taking of wildlife is a serious problem in today’s society. Questions such as these prompted are discussed in the two following articles: â€Å"Illegal Hunting and Angling the Neutralization of Wildlife,† by Stephen L. Eliason, and an article by Bob Hood â€Å"Rules of the Game. † At first it may appear that only way these two writers might meet in  common ground would be in a head on collision. Nevertheless after reading their articles more carefully, one can realize that Eliason and Hood are actually saying two different things. Initially, these articles seem to be very little in common. Although their titles, for example, convey the same image: Eliasons aggressive â€Å"Illegal Hunting and Angling the Neutralization of Wildlife† versus Hoods passive â€Å"Rules of the Game. † Their subject matters and these authors reasons for writing make them very dissimilar, Eliason states how the very impact  of poaching has affected our society by contrast Hood is merely stating the facts of our local Texas game laws. Between Eliasons use of his method of trying to inform the reader what poaching can do and Hoods general statements on how to follow Texas game warden laws, readers have difficulty recognizing a neutral meeting ground between these persistent writers. Villasenor 2 This strong insistence by each writer that hunting laws should be followed, however, helps the readers see the two differences between these two articles. For both authors, the proposition that â€Å"hunting laws should be followed† is their way of trying to reach out to the general public. For instance Hood states local Texas hunting laws and gives you basic information on how they should be followed. Eliason however is stating on how poaching affects the country as a whole and has enough data and facts to prove his cause. Regarding the similar topic though, we find Hood and Eliason expressing very different views. According to Hood he is stating the dos and don’ts every hunter should know before  hinting predators and non-game animals. Eliason cites a much more informative article stating the affects of the ecological impact of poaching and much more evidence to support his view point. Although Eliason and Hood write about the differences in hunting laws, readers can not see a common ground. Upon close analysis, their articles reveal more then several points of dissimilarity. Both writers have two totally different viewpoints about hunting laws. Readers can recognize that Eliasons and Hoods statements prove to be different.

Introduction to Human Behavior in Organization

Introduction to Organizational Behavior People have a variety of needs. Irrespective of one's status, age, and achievements, one would still have some unfulfilled needs. In order to satisfy their unfulfilled needs more effectively, people have learned to organize themselves into groups. The process of organizing facilitates an organization in its specialization efforts. It helps the employees to develop specialized skills and enhances the productivity and efficient functioning of the organization. The organizational system consists of social, technical and economic elements which coordinate human and material resources to achieve various organizational objectives. Some of the objectives of an organization may be: †¢ To maximize profits †¢ To produce goods and services of good quality †¢ To compete with other players in the industry †¢ To ensure welfare of its employees †¢ To make efficient use of resources and achieve growth Human behavior in organizations is as complex as the social system itself. People differ from each other in their needs and values, which can be understood better with the help of behavioral science. Behavioral science considers the influence of various elements (social, economic and technical systems) of the complex external environment on people's behavior. It improves people's understanding of interpersonal skills and so also their ability to work together as a team to achieve organizational goals effectively. Organizational Behavior Defined Organizational behavior is the system of culture, leadership, communication and group dynamics that determines an organization’s actions. According to Keith Davis, â€Å"it is the study and application of knowledge about how people act within an organization. Key Forces Affecting Organizational Behavior Elements of Organizational Behavior How people behave in an organization under a given situation is the concern of organizational behavior. People join an organization to achieve certain objectives. The efforts of the people are co-ordinate by the structure of authority-responsibility relationships. People use some technology to pro duce goods and services to achieve their goals. We can call people, structure and technology as the internal organizational elements. These elements interact with the external environment and are influenced by it. The study of organizational behavior, thus, involves four key elements; people, structure, technology and the environment in which the organization operates. 1) People: People make up the internal social system of the organization. That system consists of individuals and groups, and large groups as well as small ones. There are unofficial, informal groups and more official, formal ones. Groups are dynamic. We must remember that organizations exist to serve people, rather than people existing to serve organization. The human organization of today is not the same as it was yesterday, or the day before. In particular, the workforce has become richly diverse, which means that employees bring a wide array of educational backgrounds, talents, and perspectives to their jobs. Managers need to be tuned into these diverse patterns and trends, and to be prepared to adapt to them. 2) Structure: Structure defines the roles and relationships of people in an organization. Different people in the organization are given different roles and they have certain relationships with others. Organization structure leads to division of work so that people can perform their duties to accomplish the organization goals. Under the structure, different duties are to be performed by different people. Some may be managers others may be supervisors, clerks, peons or workers. All are related to each other to accomplish the goals in a co-coordinated manner. The structure relates to authority-responsibility relationships. 3) Technology: Technology provides the resources with which people work and affects the tasks that they perform. They cannot accomplish much with their hands, so they build building, design machines, create work processes, and assemble resources. The technology used has a significant influence on working relationships. The great benefit of technology is that it allows people to do more and better work, but it also restricts people in various ways. It has costs as well as benefits. 4) Environment: All organizations operate within an internal and external environment. A single organization does not exist alone. It is part of a large system that contains many other elements such as government the family, and other organizations. Numerous changes in the environment create demands on organizations. Individual organizations, such as a factory or a school, cannot escape being influenced by this external environment. It influences the attitudes of people, affects working conditions, and provides competition for resources and power. It must be considered in the study of human behavior in organizations. Organizational Behavior and Administration The constituents of an organization are in one way or another affected by the nature of the behavioral quality of life therein and is, therefore, concerned with improving organizational behavior. Managers and supervisors are burdened with the responsibility of harnessing organizational behavior to improve people-organization relationships while the executives must attempt to create an atmosphere in the organization that will motivate employees to work effectively in harmony and in coordination with their co-workers. People find their work pleasurable whenever there’s cooperation, teamwork and understanding among themselves. The effective and successful application of human behavior paves the way for the realization of human, organizational and social objectives. Historical Development of Organizational Behavior Though human relationships have existed since time immemorial, the branch of knowledge dealing with them is relatively recent. Prior to the industrial revolution, people worked in small groups and had simple work relationships. They were, however, subjected to unhealthy working conditions and scarcity of resources, so they hardly had any job satisfaction. During the early stages of the industrial revolution, the conditions of workers showed no signs of improvement. But as increased industrial activity led to greater supply of goods, wages, working conditions, and level of job satisfaction gradually improved. ROBERT OWEN Robert Owen was a Welsh entrepreneur who bought his first factory in 1789, at the age of 18. He is important in the history of OB because he was one of the first industrialists to recognize how that growing factory system was demeaning to workers. Repulsed by the harsh practices he saw in factories such as the employment of young children (many under the age of 10 with 13- hour workdays, and miserable working conditions. Owen became a reformer. He chided factory owners for treating their equipment better than their employees He criticized them for buying the best machines but then employing the cheapest labor to run them. Owen argued that money spent on improving labor was one of the best investments that business executives could make . He claimed that showing concern for employees both was profitable for management and would relieve human misery. For his time, Owen was an idealist. What he proposed was a utopian workplace that would reduce the sufferings of the working class. He was more than a hundred years ahead of his time when he argued, in 1852, for regulated hours of work for all, child labor laws, public education, company-furnished meals at work, and business involvement in community projects. The history which has become a past now shows how each management wizard contributed towards welfare of employees, their working conditions and hence eventually increasing the productivity. ANDREW URE Ure provided academic training at Anderson's College in Glasgow for managers in the early factory system. He published a text in 1835 that dealt mainly with the technical problems of manufacturing in the textile industry, but also dealt with problems of managing. Obviously pro-management, Ure advocated an â€Å"automatic plan† to provide harmony and to keep any individual worker from stopping production. He was a defender of the factory system and believed workers must recognize the benefits of mechanization and not resist its introduction. FREDERICK TAYLOR Probably the most famous management pioneer of all is Frederick W. Taylor (1856–1915), the father of scientific management. Taylor rose from common laborer to chief engineer in six years, and completed a home study course to earn a degree in mechanical engineering in 1883. In trying to overcome soldiering by the workers, Taylor began a scientific study of what workers ought to be able to produce. This study led to the beginnings of scientific management. Taylor used time studies to break tasks down into elementary movements, and designed complementary piece-rate incentive systems. Taylor believed management's responsibility was in knowing what you want workers to do and then seeing that they do it in the best and cheapest way. He developed many new concepts such as functional authority. In other words, Taylor proposed that all authority was based on knowledge, not position. He wrote Shop Management in 1903, became the president of the American Society of Mechanical Engineers in 1906, and was a widely traveled lecturer, lecturing at Harvard from 1909 to 1914. In 1911, Taylor published Principles of Scientific Management in 1911. Its contents would become widely accepted by managers worldwide. The book described the theory of scientific management. Scientific management was defined as methods aimed at determining the one best way for a job to be done. During this same period organized labor waged an all-out war on Taylorism resulting in a congressional investigation. In February of 1912, however, the committee reported finding no evidence to support abuses of workers or any need for remedial legislation. Taylor did not neglect the human side of work, as often suggested. He simply emphasized the individual worker not the group. Taylor called for a revolution that would fuse the interests of labor and management into a mutually rewarding whole. ELTON MAYO AND THE HAWTHORNE STUDIES Elton Mayo (1880–1949) joined the Harvard faculty in 1926 as associate professor of industrial research, and two years later was asked to work with Western Electric, as part of the Harvard research group, to continue the Hawthorne studies. Mayo was intrigued by the initial results of the early illumination studies that showed output had increased upon changes in illumination—either brighter or darker—but no one knew why. Mayo believed the increased output came from a change in mental attitude in the group as the workers developed into a social unit. Other experiments included the piecework experiment, the interviewing program, and the bank wiring room experiments. From these experiments the Mayoists concluded that employees have social needs as well as physical needs, and managers need a mix of managerial skills that include human relations skills. Organizational behavior is also heavily influenced by sociology in its study of group behavior, organization structure, diversity, and culture. In addition, the insights of cultural anthropologists contribute to an understanding of organizational culture (the values and customs of a firm). In recent years, several companies have hired anthropologists to help them cultivate the right organizational culture. Organizational behavior also gains insights from political science toward understanding the distribution of power in organizations. Contribution of other Social Sciences Psychology Psychology is the study of individual behavior within the organization. Psychological theories have helped us explain and predict individual behavior. Relationship with Organizational Behavior If one wants to improve the behavior of an individual we have to look into the psychological needs of an individual. So the knowledge of psychology can really help in improving and modifying the behavior of individual. If the psychological needs are fulfilled, it gives satisfaction to people and also give peace of mind, which can improve the ability of an organization. Many of the theories dealing with personality, attitude, learning, motivation, and stress have been applied in Organizational Behavior to understand work-related phenomena such as job satisfaction, commitment, absenteeism, turnover, and worker well-being. Elements of Psychology’s contribution to Organizational Behavior include: Learning This are of contribution became a significant element to Organizational Behavior studies when scientists attempted to identify how people would learn new skills within the workplace and how different learning styles would have to address for employees. Motivation In order to optimize the performance of members within any organization it is necessary to understand the individual characteristics of such members and by attempting to fulfill their individual’s needs creates a pattern in which to bring out the best in their efforts. Personality Psychology’s research in personality contributes to Organizational Behavior ability to assess individual attitudes and tie them to an organization or workgroup. This can certainly be a key to identifying elements related to motivation and other interpersonal dynamics. Attitude Measurement Psychology’s statistical work has provided much input related to Organizational Behavior as it relates to member’s attitudes. How an organization is to manage, reward, and create policy should include the mindsets of its members and align to organizational objectives. Work Stress How a person reacts to his/her environment and perception of that environment is deeply affected by the perspective they hold and how they think. Stress being a potential positive negative aspect of organizations certainly has a role in the study of OB. Job Satisfaction Certain key metrics relating to an organization’s effectiveness include job satisfaction of its members. How an organization provides an environment and opportunity to bring out the best in its employees is certainly its ability to explore the psychology of this work force. Sociology Sociology is defined â€Å"as the study of people in relation to their social environment or culture† (Robbins, Judge, 2007). The impact that sociology has on Organizational Behavior is significant as organizations at their nature are formations that hold both a social environment and culture. Sociologists, studying the structure and function of small groups within a society have contributed greatly to a more complete understanding of behavior within organizations. Taking their cue from Sociologists, scholars in the field of Organizational Behavior have studied the effects of the structure and function of work organization on the behavior of groups, as well as the individuals within those groups. Elements of Sociology’s Contribution to Organizational Behavior include: Communication The means and manner in which an organization’s member’s exchange information and the effectives of such exchange is highly necessary for the effective organization. Sociology’s contribution towards this dynamic of organizations is valuable in order to optimize the process and improve its accuracy. Power As shared with Anthropology, the study of power, its presence, and influence within the organization has within it a substantial role within the organization. In order to best analyze and assess an organization, the role of power and authority and its influences is necessary. Conflict As a natural by-product of any organization, conflict and its study are necessary in order to identify and map the process of improvement within an organization as well as predict potential calamity. The study of conflict and its origins will be necessary to identify the sources and solutions within the organization. Intergroup Behavior With teaming being a critical next step for many organizations, the role of intergroup behavior will have increased necessity. The ability to study the dynamics of a group and their exchanges can better help the Organizational Behavior practitioner in facilitate the formation of groups within the organization for organization benefit. Political Science Help to understand how difference in preferences and interest lead to conflict and power struggle between groups within organization. It is also involves the study of individual and group behavior within a particular political environment. It has made significant contribution in the areas of structuring of conflict allocation of power, politics within the organization and the overall administrative process. Political science has contributed immensely in developing a general theory of human behavior at work. Various disciplines tend to study very specific and narrow aspects of human behavior, resulting in fragmentation of knowledge. Behavioral science must attempt to integrate the concepts and principles from all the disciplines to make a comprehensive study of human behavior. Anthropology Anthropology involves the study of mankind, especially of its origin, development, customs and beliefs. The work of anthropologists has provided insights into the basic differences in values, attitudes and behavior of people from different countries and in different organizations. It helps to understand how culture and belief system develop. Culture is the conventionalized behavior of society which influences a person’s behavior it changes slowly, giving stability and security to society. The culture of every individual has its effects on on-the-job performance. To understand an employee’s behavior, an understanding of the culture in which he lives must have to be established. People’s exposure and contacts in churches, schools, homes, stones, as well as to the other activities they do cause them to develop a set of basic values, which are so engrained in them that they become very difficult to change. They influence his aspirations, attitude towards with his supervisors and co-worker.