Archive for organizationalbehavior SmartBlogs

Organizations are made up of teams and individuals who execute specific tasks to drive a greater, overarching business goal. However, the link between individual actions and broader organizational goals is often unclear. Most employees, including leaders, do not realize the impact that their actions (or lack of) can have on business operations.

When key business tasks are carried out, whether on small projects or large initiatives, accountable behavior is essential.[…] Continue Reading »

The following is an excerpt from “Performance Management: Changing Behavior That Drives Organizational Effectiveness,” Fifth Edition, revised, by Aubrey C. Daniels, PhD., and Jon S. Bailey, Ph.D., for Performance Management Publications, a division of Aubrey Daniels International Inc.

Success in business is defined by an organization’s ability to produce results. If you don’t make a profit, you will go out of business.[…] Continue Reading »

All too often, business leaders find themselves between a rock and a hard place. Globalization has, once again, placed them in this familiar predicament.

On one side, they are pressured by tight deadlines, reduced budgets, and greater demands from their customers. On the other, they are also being urged to integrate cultural awareness and other cross-cultural considerations into their managerial decisions — decisions that are supposed to affect operations on the other side of the globe.[…] Continue Reading »

This article is adapted from material that will appear in “Buying a Business,” by Robert Brown and Alan S. Gutterman, which will be published in early 2013 by Aspatore Publishers.

When the discussion turns to “organizational culture” or “corporate culture,” most people have some sense or recognition of what the concept means, at least to them. A fairly simply definition, or explanation, is “the way we do things around here.”

However, not surprisingly, there is no generally accepted definition of “culture,” organizational or otherwise, and scholars and researchers from various academic disciplines have added their own nuances when suggesting a definition.[…] Continue Reading »

In last month’s SmartBlog post on corporate culture, I outlined how high-performing, values-aligned organizations establish clear performance expectations as well as values expectations. Creating values expectations in the form of measurable, tangible, observable behaviors shifts values from desired attitudes to demonstrated behaviors.

Let’s talk a moment about others’ attitudes. Can a leader manage others’ attitudes?[…] Continue Reading »