Organizational Theory Of Planned Behavior - 2063 Words

1. Introduction In order to accomplish this assignment, I have chosen to have one vegan day a week as the social activity that I will maintain throughout the session. In particular, on Sunday every week, all the food I consume is free of animal products including meat, milk, eggs, etc. The activity has been starting since Week 2 of the session and so far I have successfully completed ten vegan days for tine weeks respectively (from Session Week 2 to Week 10, including the mid-session break week) with different vegan dishes for each day, which are shown in the Appendix. In this reflective essay, I will explain the reason why I choose this activity, my plan and objectives, as well as my reflection on the progress which is divided into three†¦show more content†¦As an international student living away from home by myself, I have total control on my daily diet. Unlike when I live with my family back home and have to follow the family diet, I can eat whatever I want here. Therefore, my perceived power toward the behaviour is high as I do not have any objective constraint. 3. Plan and Objectives Due to the fact that this is a totally new habit which I have never experienced before, I need a lot of time for familiarisation and preparation. Therefore, in order to keep the progress on track, I have rearranged my weekly timetable and scheduled all the activities I need to do before Sunday when I cook the dishes. In particular, from Monday to Thursday every week, I actively search for vegan recipes from various sources such as my friends who are vegans or vegan cooking tutorials online. After that, because shopping often takes plenty of time, I spend my Friday preparing all the required ingredients as I do not have class on that day. Saturday is when I go through all the pre-cook steps such as defrosting frozen ingredients, chopping (onions, carrots, spring onions, etc.) and seasoning. Finally, I cook and decorate the dishes on Sunday, take picture for Twitter upload and enjoy them. The process then repeats on the next Monday. As previously stated, I expect to maintain this activity throughout the session. Therefore, theShow MoreRelatedLewin’s Three-Stage Model of Planned Change1134 Words   |  5 Pagesstrategic renewal through the implementation of â€Å"planned change† (Spector, 2010). Planned change, according to Cummings and Worley (2009), fundamentally concerns the process of changing organizational behaviors. More specifically, new behaviors must replace old ones or be adapted to or integrated with existing behaviors to enable successful change (Palmer, Dunford, Akin, 2009; Schein, 1993, 2004). This paper outlines the three stages of Lewin’s model of planned change – unfreezing, movement, and refreezingRead MoreLeadership And Change : Organization Development ( Od ), And Emergent Change1629 Words   |  7 Pagesthe approach should be able to balance innovation with organizational performance and embrace strategic experimentation of the new systems without any risking ( Leading Change, n.d.). There are various types of change theories and models which help people to be able to understand and then apply to change approach in effectively. Therefore, this essay will examine the definition of leadership and change develop and then critically evaluate planned change, organization development (OD), and emergent changeRead MoreLeadership And Change : Organization Development ( Od ), And Emergent Change1628 Words   |  7 Pagesthe approach should be able to balance innovation with organizational performance and embrace strategic experimentation of the new systems without any risking (Leading Change, n.d.). There are various types of change theories and models which help people to be able to understand and then apply to change approach in effectively. Therefore, this essay will examine the definition of leadership and change develop and then critically evaluate planned change, organization development (OD), and emergent changeRead MoreTaking a Look at Org anizational Change1208 Words   |  5 PagesIntroduction Organizational change is a systematic step taken by an organization to make sure changes are taking place smoothly and successfully with lasting benefits. Globalization and innovation of technology result in a constantly evolving business environment. Social media and mobile adaptability have revolutionized business and the effect of this is an ever increasing need for change, and therefore changes management. Technology growth effect has increase information availability and accountabilityRead MoreGeneral Model Of Planned Change702 Words   |  3 Pagesis the General Model of Planned Change? The general model of planned change was established by Kurt Lewis and it serves as a blueprint for organizations to follow during times of change. The general model of planned change consists of three simple steps. The first step in this process is unfreezing, during this phase the object is to reduce forces and maintain organizational behavior at its current level. The second phase is moving, which involves shifting the behavior within the company to a newRead MoreProductive Behavior1167 Words   |  5 PagesProductive and Counterproductive Behaviors Obviously, there are differences between productive and counterproductive behaviors. The differences in these behaviors play a major role and can either cause the success or failure of an organization. As long as both management and employees can understand the difference between these behaviors, counterproductive behavior will decrease while increasing productive behavior. Productive and Counterproductive Behaviors Any form of action that improvesRead MoreCase Analysis: Employee Attitudes710 Words   |  3 Pagesinclude Schwartz’s 10 values that guide a person’s behavior. Another method used is affective, cognitive, and behavioral components that influence behavior by increasing organizational commitment. Increasing employee involvement is also important to management. Ajzen’s theory of planned behavior can be used by managers to increase employee performance during a recession. Schwartz proposed that there are 10 values that guide a person’s behavior. The 10 values that he proposed are as follows: powerRead MoreThe Theory And Models Of Change1373 Words   |  6 Pagesprovide such awareness. In an effort to grasp the concepts of organization change in greater depth, it is vital to: (a) gain insight of the history of organization change, (b) know the nature of organizational change, (c) identify the levels of organizational change, and (d) review evaluate research, theory and models of change. History of Organization Change Organization change can be traced back to the early Bible days, involving Moses and his father-in-law Jethro. Moses, not only deemed as leaderRead MoreDifferent Types of Change Management Models844 Words   |  3 Pagessynthesis different types of change/models of change were introduced. Many change management models are adapted from natural science models such as chaos theory or the behavior of living organisms to nature (Dooley, 1997). The application of these theories will be used as a Meta theory for better understanding change management behavior in theory and practice. Therefore change management models have evolved over the last decades. In addition, change models can be used for changing a strategy (GioiaRead MoreOrganizational Behavior Synthesis paper1419 Words   |  6 PagesOrganizational Behavior The study of people at work is generally referred to as the study of organizational behavior. This chapter will start by defining the term organizational behavior and briefly reviewing its origins. Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations. Each person regularly uses intuition or our gut feelings in trying to explain phenomena. For example, a friend catches a cold and we’re quick to remind

Asthma Free Essays

Asthma 1. ) The organ system asthma affect is the respiratory system (the lungs). Asthma is diagnosed based on medical and family histories, a physical exam, and test result. We will write a custom essay sample on Asthma or any similar topic only for you Order Now During an asthma attack the person have an acute episodes when the airways in their lungs become narrow and becomes more difficult to breath. The lungs and airways overreact to certain triggers, in which the lining of the airways become swollen and inflamed, tightness of the chest, and increased of mucus in the lungs. It is harder to breath and may hurt too. Coughing and wheezing are common in asthma. Wheezing occurs because the rush of air moves through the narrowed airways. There are two types of medication to treat asthma. 1. ) A control drugs to prevent the attacks. 2. ) A quick relief (rescue) drugs for use during the attacks. A long term control drugs for asthma are used to prevent symptoms for people with moderate to severe asthma. Inhaled steroids prevent symptoms by not allowing the airways to swell. Also, long-acting beta-agonist inhalers will help prevent asthma symptoms as well. A quick relief (rescue) drugs work really fast to control asthma symptoms. Short-acting bronchodilator inhalers like Proventil, Ventolin, and Xopenex may help with asthma symptoms too. 2. ) Epidemiology is the branch of medicine that deals with the incidence, distribution, and possible control of diseases and other factors relating to health. Epidemiologists compare different groups of people to see why they may be sick, such as asthma. By understanding the conditions increase the possibility of developing health outcomes. Epidemiology led to advances in medicine and ways of controlling and preventing diseases. 3. ) Yes, there are other agents that can trigger asthma symptoms or an asthma attack. -Untreated conditions such as rhinitis, sinusitis, and gastroesophageal reflux (GERD). -Menstrual cycle/hormone changes -Perfumes, hairsprays, and scented lotion -Cleaning solutions, pesticides, and paint fumes -Air fresheners, incense sticks, and scented candles -Pollen from trees, grasses, and weeds -Changes in humidity (high humidity) -Per fur or feathers, pet urine, saliva and dander . ) I think the Europeans and especially the English affected by the disease because of air pollution, obesity, smoking, and the exposure of indoor or outdoor allergens. 5. ) As a researcher, I would put together these clues to make sense of an emerging epidemic of asthma by gathering all the informations from those who were affected by asthma symptoms or an asthma attack. 6. ) I think that all of the countries in the world ar e affected by this disease. Every countries have almost same amount of those who are affected by asthma. How to cite Asthma, Papers

Training for the Employees

Questions: 1.List Six to Eight Circumstances under which policy or procedural adjustments might be required after a trial period. Use your own Experience and Conduct suitable research to develop your answer. 2.You have Convened a Selection panel to be involved in hiring an accounts clerk for your Organisation. A number of the people on the panel have not been involved in the recruitment process before. In approximately 200 words explain what training and support might be required by these people.3.Under what Circumstances might it be necessary for Staff to attend some form of training relating to new Policies and Procedures for Recruitment, Selection and Induction? 4.You are in Charge of Recruitment. One of the Managers in the Organisation has asked you to recruit a New Employee for their Department. Make a Comprehensive list of the 18 Steps/ Procedures you would follow. Answers: 1.Circumstances under which procedural adjustments might be required after a trial period The circumstances under which procedural adjustments are necessary after a trial period include the following: Changes in the length of the trial period: Procedural adjustments are necessary for the alterations in the length of the entire trial period. Usually, trial period is routinely extended for the specific duration of first sanctioned leave of absence of any employee (Shackleton 2015). However, no other additions of trial period are legalized. As per the regulations of OECD, there are several notification procedure in case of changes in the length of the trial period, delay in the period of start of notice, length of notice period at different durations of tenure, severance of pay at different durations of tenure (Forms.wairc.wa.gov.au 2017). Changes in the salary as well as bonuses The procedural adjustments are also required for alterations in the salary structures along with bonuses. For instance, procedural adjustments are required for payment of salary clauses as per 13.3.3, payment of salaries as enumerated as per 1/52nd of annual salary, incremental progression, general salary scale provisions at different levels, supported wage rates and many others after trial period (Fair Work Ombudsman 2017). Supplementary trial period Employees serving additional trial periods is another circumstance that might require procedural adjustments Completion of trial period Department heads of business corporations need to notify all the employees regarding completion or else extension of trial period. However, in case of no such notification, the trial period can be regarded to have finalized (Bryson et al. 2013). Furthermore, in different explanatory circumstances, the human resource managers might determine that the trial period is not concluded in case of proper notice could not be provided and this can lead to procedural adjustments. Lay off trial period The completion or else non-completion of the layoff trial period might change the lay-off status and add the benefits that might accrue for a particular status. Prior experience shows that lay off after a trail period requires different procedural adjustments as per the Fair Work Ombudsman. Thus, procedural adjustments are necessary for making it certain different entitlements are paid such as outstanding wages, pay particularly in lieu of notice of termination, accrued annual leave and redundancy pay. As per Fair Work Ombudsman, a specific employer can also be accountable to pay a penalty of an amount up to $54,000 per infringement in case if employer have not conformed to their requirements under pertinent Commonwealth workplace regulations (Fair Work Ombudsman 2017). Termination during trial period or else lay off trial period Termination during the period of trail can lead to changes in procedural adjustments (Taylor 2014). However, experience says that employees in the probationary period are necessarily exempt from the Fair Work Act (unfair dismissal regulations) under the circumstance of termination of employment. It has been witnessed that under the Workplace Relations Act, staffs working for a realistic probation period (minimum 6 months period) were exempt from necessarily unfair dismissal regulations, however this exemption is not provided under the Fair Work Act. Numerous clauses of probationary deliver a smaller period of notice for the purpose of termination of employment during the period of probationary as against after cessation of the probation. Nevertheless, the notice period for cessation of employment requires procedural adjustments as period of probation cannot be lesser than the prescribed minimum periods stated under the National Employment Standards (NES) stipulated under the FW Act ( (Fair Work Ombudsman 2017). Thus, from personal experience it can be said that procedural adjustments are required for termination of employments during as well as after probationary period as per the Fair Work Act 2009 (Cth). 2.Training and support Requirements of Recruiters The recruiters involved in the panel for hiring an accounts clerk for the organization needs to acquire the requisite skills as well as competencies. Proper training to the panel of recruiters can help in aversion of unlawful discernment in the process if recruitment. In addition to this, this training support can help in the preparation of job descriptions of an accounts clerk as well as requisite person specifications utilizing the HERA competencies (Chaneta 2014). Furthermore, the panel of recruitment requires training for effectual interviewing and shortlisting the most appropriate ones for the vacant position. However, certain specific training and development is essential that needs to impart fundamentals of finance as well as accounting for different non-financial managers, training for the trainers, effectual policies for impactful training in addition to Instructional design for recruiters (Kundu et al. 2015). 3.Circumstances leading Requirement of Training for the Employees related to new policies of Recruitment Employees require training under certain specific circumstances related to the new policies of recruitment for comprehending maintenance of compliance with the policies of the company and protect different individuals as well as organization from specifically the pressure of expediency. Therefore, training is essential for gaining an overview regarding the written policies of the company regarding the recruitment of employees to a certain vacant position (Derous and De Fruyt 2016). Extensive training can therefore help the employees to understand various directives and regulations related to the following -Code of conduct -Privacy -Conflict of interest -Condition of Working -Termination policies of both voluntary as well as involuntary workers -Recruitment Policies (Shackleton 2015) -Policies for compensation -Performance management policies -Learning and development strategies -Diverse benefits as well as eligibility -Overtime policies -Confidentiality -Health and safety rules -Leave -Grievance resolution policies -General policies and many others Therefore, a formal training to the employees can hereby assist in understanding recruitment policy purpose. This also helps to explain the scope of the recruitment policy, statement of policy, merit or the criteria of selection, specific equity, confidentiality, conflict of interest, appointment of particular members of different religious congregations, ardent appeals, endorsements, reviews as well as additional backing (Chaneta 2014). 4.Process of recruitment to be followed Recruitment process indicates towards the entire procedure of attraction, selection as well as appointment of the most suitable candidates for different categories of jobs that might be permanent or else temporary within a particular business organization (Bryson et al. 2013). Thus, recruitment process can be regarded as a procedure that involves selection of individuals for various unpaid positions that include voluntary roles or else unpaid trainee roles. Figure 1: Recruitment Process (Source: Bryson et al. 2013) Steps that can be followed for selection of an employee are as listed below: -Preparation of recruitment -Advertisements -Establishment of the Selection process -Determination of appointment process (Chaneta 2014). Steps of recruitment that can be followed include the following: -Analysis of the need for workforce -Description of the position -Determination of the sourcing as well as advertisement strategy -Determination of composition of selection panel -Advertisement of the position -Assessment of the selection panel (Taylor 2014). -Analysis of the candidate outcome on manger online -Determination of the successful candidate -Providing advice to different ineffective applicant -Providing conclusion to the process of recruitment -Boarding preparation -Establishment of Probation strategies References Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human resources. Human Resource Management in transition, pp.125-149. Chaneta, I., 2014. Recruitment and Selection. International Journal of Management, IT and Engineering, 4(2), p.289. Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection Research. International Journal of Selection and Assessment, 24(1), pp.1-3. Fair Work Ombudsman. 2017. Welcome to the Fair Work Ombudsman website. [online] Available at: https://www.fairwork.gov.au [Accessed 10 Mar. 2017]. Forms.wairc.wa.gov.au. 2017. WAIRC. [online] Available at: https://forms.wairc.wa.gov.au [Accessed 10 Mar. 2017]. Kundu, S.C., Rattan, D., Sheera, V.P. and Gahlawat, N., 2015. RecRuitment and Selection techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational companieS. Journal of Organisation and Human Behaviour, 4(4). Shackleton, V., 2015. Recruitment and Selection. Elements of Applied Psychology, p.153. Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), pp.139-14.