One of the challenges in understanding organizational behavior is that addresses issues that aren’t obvious. Organizational behavior provides managers with considerable insights into the important but hidden , aspects of organization. I.e. attitudes, perceptions, group norms, informal interactions, interpersonal and inter group conflicts. These are the elements that influence how employees behave at work. It is most important for a company to realize that if an Organizational behavior principle has to be introduced in a company; it would need to be transitioned slowly.
Dramatic introduction and transition of a guideline would lead to employee dissatisfaction.
Downsizing is the planned elimination of jobs in an organization, when an organization has too many employees. This can happen when an organization is faced with declining market share, has grown too aggressively, or has been poorly managed. One option for improving is to eliminate some of those excess workers
Managers at all levels, in all areas, in all sizes and in all kinds of organizations do face ethical issues and dilemmas.
What is ethics? Ethics is defined as principles, values, and beliefs that define right and wrong decisions and behavior. Many decisions that managers make require them to consider both the process and who is affected by the result. To better understand the ethical issues involve such decision and stage of moral development.
To manage workforce diversity, management need to widen their recruiting net. When a diverse set of applicants exists, managers must ensure that selection process does not discriminate.
Applicants need to be comfortable with the organization’s culture and made be aware of management’s desire to accommodate their need. The goals of an organization, strengthens its business partnerships and creates positive change within the community. While the impetus for diversity programs begins with desirable social and political goals, the strategic commitment needed to make it a part of the company’s business strategy can come only from the highest levels of an organization. Many organizations provide special workshops to raise diversity awareness issues.
The management facing challenges in encouraging creativity and innovation among all their employees are certainly not unique. Although innovation has always been a part of the manager’s job. Nowadays managers are taking steps to make their workplace more efficient and flexible. Changes come in the form of an occasional storm, a brief distraction in an otherwise calm and predictable trip.
Work-life balance is about people having a measure of control over when, where and how they work. It is achieved when an individual’s right to a fulfilled life inside and outside work is accepted and respected as the norm – to the mutual benefit of the individual, business and society.
Sexual harassment is a global issue. Sexual harassment creates an unpleasant work environment and undermines worker’s ability to perform their job. Sexual harassment is defined as unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment. For many organizations, it’s offensive or hostile environment issue that is problematic. Managers must be aware of what constitutes such an environment. Another thing that managers must understand is that the victim doesn’t necessarily have to be the person harassed but could be anyone affected by the offensive conduct.
PTML is a subsidiary of PTCL (Pakistan Telecom Company Limited), the largest operator in Pakistan. PTML was established to operate cellular telephony. The company commenced its operations, under the brand name of Ufone from Islamabad on January 29’ 2001.Since Etisalat took over PTCL in 2006, during the year as a consequence of PTCL’s privatization, 26% of its shares were acquired by Emirates Telecommunication Corporation (Etisalat).
Being part of PTCL, the management of Ufone has also been handed over to Etisalat. In September 2006, Ufone selected Huawei to deploy the nationwide GSM network at a contract value of above USD550 million. Ufone adopted Huawei’s new-generation GSM solution, including All-IP core network and BTS, to construct a GSM network covering 1,500 cities and towns of Pakistan.
“Ufone, it’s all about U! We are, where you want to be… At Ufone we aim to provide you with wider coverage, superior connectivity, clear signals & voice quality. Wherever you are, Ufone keeps you connected.”
“To be the leading telecommunication solutions for our customer while exceeding shareholder values and employee expectation.”
While keeping its tradition of being the trend setter in the industry, Ufone changed the image of mobile phones from a luxury only affordable by the elite, to a necessity affordable by the common man. Since its inception, Ufone has positioned its brand for masses.
In keeping with the upcoming competition and market dynamics, Ufone increased its focus on the youth segment (which comprises 50% of the population), with the Prepay brand. Ufone’s Prepay brand is now considered to be one of the most favored brands by the youth market and is followed by other mobile operators launching their respective brands for the youth market.
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