Multimedia Capstone Free Essay Example, 1500 words

2.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In Changing Minds Gardner talks of an ‘Integrated viable identity. ’ How can the work of a site such as ours impact and attempt to create change in a way that supports the development and enhancement of any existing ‘integrated viable identity’ in any of our readers? (Hint – this is hard to find yet findable – look at references provided in the back of the book to help you find it if needed). As Gardner is interested in creating a science of mind change, he is concerned with the subject both before and after the adoption of the new view. When he discusses the â€Å"integrated viable identity, † it is in reference to the individual after they have converted from a fundamentalist view to the view of the reformer or innovator who is seeking change. The individual who has been changed must have an integrated viable identity for the conversion or reform to be considered a sustainable solution in the society or grou p. If the new idea is not integrated into the individual, it fails to take hold in the mind and thus will not be fully recognized, understood, or used as intended by the person. We will write a custom essay sample on Multimedia Capstone or any topic specifically for you Only $17.96 $11.86/pageorder now If it is not viable, as in the idea is not consistent with the life experience of the individual or needs of the group in action, then the new idea will also not be maintained. Finally, the focus on identity means that the person who’s mind has changed from a fundamentalist view must make the new idea his or her own, and identify with it, or the conversion attempt will fail a third time to be sustainable. Creating sustainable, integrated solutions to problems caused by wrong ideas leads Gardner to develop a vision of success that is the â€Å"integrated viable identity† of the individual after mind change. 3.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In Changing Minds Gardner speaks of ‘Representational Redescription. ’   Explain what this is, and whether we have it in our site. If we do, describe where it is and how it works in the site.   Also, explain how you might effectively use it in the future. â€Å"Representational Redescripti on† as intended by Gardner is a process where the reformer or activist must change the dominant way that an individual or group views a topic, by reversing the traditional associations that relate to a concept, symbol, or process in popular mental conception. An example of this might be Nicholas Taleb’s concept of the â€Å"Black Swan. † In traditional Greek philosophy, swans were viewed as a synonym for whiteness, the Greeks never considered or entertained the notion that swans could be black, it was against their fundamental concept of what a swan was, namely a white bird.

The Theory And Its Impact On The Field - 921 Words

Taking history into consideration, there have been many phases that have resulted in a negative turn in the field. I believe that the major downsides to our history have been primarily involved with the strict empiricism point of view and its similar counterparts. Beginning with Aristotle and his concept of Tabula Rasa, it is difficult to prove that this is true. The justification for this theory is minimal as we are far more complex to have a blank mind. Our mind is not blank and we have clear emotions that are present throughout the day. We justify our experiences and learn from them for the future. Our mind is capable of being creative and finding our potential in other aspects that are difficult to explain and attribute their origin from. If we keep believing this or any form of this theory, we would not be capable of seeking new aspects of the field. Initially, the movement towards a having a psychological science did not have much progression. This lack of movement was primarily seen during the Dark Ages. During this era, there was no longer contributions to move science forward. There was a clear hierarchy in which the church resided above all, which hindered the movement towards achieving innovative scientific ideas. Scholasticism was practiced and everyone followed what was allowed by religion. This did not work for the sciences as there were no new perspectives to advance the field. Considering that it was also difficult for individuals to communicateShow MoreRelatedInternationalization Theory and Its Impact on the Field of International Business7496 Words   |  30 PagesInternalization Theory and its Impact on the Field of International Business Alan M. Rugman and Alain Verbeke Abstract Internalization theory explains the existence and functioning of the multinational enterprise. It contributes to understanding the boundaries of the MNE, its interface with the external environment and its internal organizational design. 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Organizational Behavior Employee Motivation

Question: Discuss about the case study Organizational Behavior for Employee Motivation. Answer: Why is motivation at workplace essential? In the contemporary corporate world, in order to sustain in the volatile and stern market conditions, the organizations are required to prepare a team of enthusiastic, motivated, optimistic and loyal mavens. The key element for organizational stability and enhanced performances is motivated and passionate employees. Motivation drives employees to accomplish the goals, excel at their jobs and fulfil the responsibilities with positive, exultant and constructive outlook. Motivation is an imperative tool that reinforces employees attitude and behaviour towards their duties and responsibilities and triggers the tendency to achieve the desired targets and objectives with zeal and enthusiasm (Rusu, 2014). Dysfunctional workplace environment, lack of synergy, depressing and gloomy conversations and impassive organizational culture are the demotivating and dispiriting factors which result in unaspiring employees performances, taciturn attitude of staff, absenteeism and high turnover (Greenberg, 2011). As an organizational consultant, it is crucial to analyse and understand the motivation issues presented in the American television series-The Office (season 3, episode 4). Examining the work culture, behaviour, leadership style and motivating or demotivating drivers portrayed in the episode and applying the concepts, models and theories of organizational behaviour and motivation; could unveil the real and actual problems and challenges of the organization along with recommendations and suggestions. Analysis of the scenario of the television show-the office as an organizational consultant. Grief counselling is an edifying episode of season 3. Michael Scott is trying to keep his troop entertained and regaled. After a while he is overpowered with grief, sorrow and depression when he learns about the tragic demise of his former boss, Mr. Ed Truck. Though, the staff consoles him but then quickly gets back to work as nobody wants to confer about deaths, accidents and tragedies. Michael disgusts the employees by imagining bloodbath and decapitation that nobody wants to listen to. Moreover, he summons the staff to a primitive grief counselling session that nobody takes seriously. Michael is so devastated with the concept of death and loss that he even tries to revive a deceased and germ-ridden bird. Employees think of this act as eerie and weird; for them being disheartened and depressed because of a birds death is quite atypical. On the contrary, Michael schedules the birds funeral, despite of knowing that the employees have a lot of work to do. Only Pam tries to comfort Mic hael by preparing a coffin box and a speech. Meanwhile, at a meeting in Stamford, Karen is distraught when Josh asks Jim to supervise her work; she is dismayed to see the vending machine being out of Herrs potato chips, her favourite. Jim, being friendly and kind, helps her find the chips by tracing manufacturers, distributors and Vending Machine Company. Karen is quite happy to see the efforts of her project supervisor. The whole scenario depicts a workaholic team that deals with an overly emotional boss. Overloaded with grief and pain; Michael expects the team to empathize with him. Michael longs for solace and support as he is not able to handle the loss of his former boss. Though, few minutes ago he was amusing the whole team by doing stuffs that bosses dont usually do. This explains that he strives to be surrounded with people and tries to inject personal feelings at workplace (Hellriegel, 2011). However, this disrupts the daily workflow of the team making them feel distracted and side-tracked. At times, the team feels as if he is cares only about his emotions, his moods, his imaginations and his convenience. Nevertheless, he tries to add fun element at the workplace and inflates the value of the employees, when needed. In this episode, he fosters a disconsolate ambience by constantly talking about the tragic incident and his loss. Being a regional manager, he is required to create a positive and energetic atmosphere even in stressed and catastrophic situations. Repeatedly using words like death, blood, accident, tragedy, mishap, etc. make the organizational climate glum and downhearted. As a boss, he needs to ease and comfort the employees to keep their focus intact. He cannot afford to bombard his emotions and sentiments as per his convenience; this can ruin the concentration level of the employees resulting in demotivation. Moreover, his effort to organize a grief counselling session and letting employees burst their emotions out goes wrong because the team does not urge for any counselling session. Nobody is in the frame of mind to reminisce their losses, leaving their crucial tasks behind. Michaels struggle to revive the bird might sound touching but actually it isnt. He is swamped by the emotion of not letting go a living being without trying to save it. His uncanny actions like taking the dead bird into the kitchen area and trying to resuscitate and thereafter, scheduling funeral for the bird make the employees upset about the hampered productivity and loss of precious time. Linking OB and Motivation Theories/Concepts With the Scenario The theories and concepts of organizational behaviour and motivation, study the dynamics of an organizational setting. Concepts like leadership, team-building, decision-making, job satisfaction, organizational culture, training and development programs, strategies, etc. are facets of OB and motivation. This is an interdisciplinary field of psychology and sociology (Ivancevich Matteson, 2005). Vrooms expectancy theory of motivation is based on the three beliefs of the employees: Expectancy: Enhanced and greater efforts would result in high performances. With appropriate resources, skills and support; the employees can put in a lot of hard work and efforts leading to boosted performances (Bloisi, 2003). Instrumentality: High performances would fetch valued outcome. Leaders need to track and evaluate the performances to provide the deserving employees with an outcome. Valence: The emotional orientations of the employees with respect to first order outcomes and second order outcomes. It implies strong preference for a particular reward (Bloisi, 2003). Leaders, who observe the employees determination, performance and output and try to promote their skills and capabilities by rewarding them, create a team of motivated and energized employees (Armstrong, 2006). Similarly, in the situation as presented in the show, the regional manager is required to provide appropriate motivation to the employees by understanding what they actually long for. Michael should understand that the entire team is putting in efforts to achieve its targets and get the desired outcome. Instead of forcing them to grieve and mourn for the loss; he should just motivate the team to concentrate on the responsibilities allocated. The employees require the support, direction and encouragement to perform stupendously and accomplish the tasks, but Michael is emotionally so weak that he gushes out his sentiments and feelings without understanding the mind-set of his team. Since, the team does not get the pertinent motivational drivers, it does not reciprocate what Michael is yearning for. The effective manager theory explains that a manager needs to be consistent and emotionally stable. The foundation of a highly motivated team is an effective manager, who boosts the morale of the employees despite of facing troubles and issues at personal end. An effective manager never lacks in internal fortitude (McShane, 2011). He is the one who strikes a perfect balance between fun and sincerity. He inspires the team to fight back and get out of the bad phase. For him, the workplace should be clean and comfortable physically and psychologically. Michael tries to make the workplace pepped-up by cracking jokes and acting funny, but when he gets to know about the sudden death of his former boss, he drowns into the depressing and dismal syndrome. Though, the staff tries to sympathize with him while maintaining an emotional distance; but he needs a team which engrosses along in dreary and bleak discussions and counselling sessions. This hampers the entire teams energy and verve. Michael does not prove to be an effective manager as he does not try to tone down his feelings nor he tries to understand the employees outlook. Intrinsic and extrinsic motivational theory explains the various drives and reasons for which the employees work hard. The internal desires and wishes for inherent satisfactions like; to act morally, to refine the skills and capabilities, to learn and explore, to sooth the discontent and restlessness, to develop confidence, to help others, etc. are the facets of intrinsic motivation (Lau, 2014). Factors that are external to an individual like money, incentives, perks, status, class, luxuries, etc. are extrinsic motivators (Lau, 2014). Every employee urges for different motivational drivers. It is the prime responsibility of the manager or the leader to understand that urge and desire of the employees. If an employee delivers the best quality output when the leader praises his efforts, provides him with regular feedback and fosters an optimistic and sprightly organizational climate; then he might not get motivated with mere incentives (Champoux, 2011). Similarly, in the fourth episode of the show, the manager is overwhelmed with his emotions and his school of thought and he does not realize what instigator or motivational driver the team needs. The team requires a leader who remains positive even in adverse circumstances and who has high emotional quotient. Recommendations as an Organizational Consultant Emotional sensitivity is healthy, but after a certain limit it becomes detrimental. It is important to manage the strong and extreme emotions especially at a workplace. As a manager, it is important to think about employees motivation. In the scenario as depicted in the episode of the show The Office, the employees find it hard to deal with the managers over sensitivity. As an organizational consultant it is imperative to provide few recommendations which could lead to high motivation level of employees. In the given situation, in order to keep the employees charged and motivated, it is essential to firstly understand that there is a thin line difference between being sensitive and being weak. The manager needs to conduct self-assessment to know if he is being weak and setting a wrong example in front of the entire team. He should also explore his emotions through journaling; this can help him curtail the extreme emotions and responses. Eventually he would be able to spread cheer and optimism making the employees feel passionate and enthused for their tasks (Driskill Brenton, 2005). The manager needs to know what drives and pushes the team to work harder and perform better. If the employees are not showing any keenness or interest in interacting about deaths, calamities and heartaches; then it is a prerequisite for the manager to not force them to do so. This enhances the relationship and understanding between the team and the manager. This leads to high motivational level. Thirdly, if in adverse situations, the manager needs a shoulder to cry on or needs someone to share the feelings with; he can do so, but in a normal and sensible manner that doesnt look peculiar and anomalous. This can make the employees sense the honesty and genuineness in emotions. Hence, they would be able to share their feelings and concerns as well that would result in healthy interactions and strong rapport. References Nygard, R. Celotta, J. (2006). Grief Counselling- The Office. Season 3. Episode 4. NBC. Greenberg, J. (2011). Behaviour in organizations. NJ: Prentice Hall. Hellriegel, D. (2011). Organizational behaviour. NY: Cengage Learning. McShane, S. L. (2011). Organizational behaviour and its concepts .NY: McGraw-Hill. Ivancevich J. Matteson, M. (2005). Organizational behaviour and management. Boston: McGraw Hill. Rusu, G. (2014). Linking human resources motivation to organizational climate. Journal of- Social and Behavioural Sciences, Vol. 124, pp.51-58. Lau, C. (2014). The effects of non-financial and financial measures on employee motivation to participate in target setting. The British Accounting Review, Vol. 5, Issue no. 6, pp. 45-66. Armstrong, M. (2006). Human Resource Management Practice. Kogan Page, Vol. 8, pp. 251-269. Basson, G. (2003). Organizational Management A Multi-Disciplinary Approach. South Africa: FPM Publishing. Bloisi, W. (2003). Management and Organisational Behaviour. NY: McGraw-Hill. Champoux, J. (2011). Organizational Behavior and motivation: Integrating Individuals, Groups, and Organizations. NY: Routledge. Driskill, G. Brenton, A. (2005). Organizational Culture in Action: A Cultural Analysis Handbook. CA: Sage Publications. Goleman, D. (2002). Primal Leadership: Realizing the Power of Emotional Intelligence. Boston: Harvard Business School Press. Porter, M. (2011). The Five Competitive Forces that Shape Strategy and lead to motivation. Boston: Harvard Business Review Press.