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MBA 520 Discussion Questions

What is the relationship among leadership, organizational behavior, and performance?

Why is it important for leaders to be able to take an approach to situations which is multidisciplinary, analytical, and systematic and yet uses a contingent approach?

Why is defining culture simply as the organization's values not an effective way to look at culture?

Describe the characteristics of effective teams.
Why do teams fail?
Why is trust important?
How do you build cohesiveness in a team?

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Update: Please note that this question "Why is defining culture simply as the organization's values not an effective way to look at culture? Minimum 200 words " although not answered separately, is answered under the very first section of the solution. Here they are again and I have attached them in a separate document as well so there is no confusion.

MBA 520 questions Addendum

Why is defining culture simply as the organization's values not an effective way to look at culture? Minimum 200 words

This is because organizational culture is more than values of the organization.

Organizational culture is the personality of the organization, formed by the unwritten code that determines the correct patterns of behavior for the organization. Organizational culture includes the assumptions, attitudes, values, experiences, beliefs, norms and tangible behaviors of organization members (McShane & Von Glinow, 2005).

Strong corporate culture can be good for the bottom line because it serves three important functions (McShane& Von Glinow, 2005).

One is that corporate culture is a deeply embedded form of social control that influences employee decisions and behavior, directing employees in ways that are consistent with organizational expectations (McShane& Von Glinow, 2005).

Secondly, corporate culture can be the social glue that binds employees together and makes them feel part of the company. Employees are motivated to adopt the organization's dominant culture as their own because it satisfies their need for social identity (McShane& Von Glinow, 2005).

Lastly, corporate culture helps employees make sense of organizational events. They can get on with their jobs instead of spending time trying to decipher what is expected of them. Employees can also communicate and cooperate more efficiently with each other because they share a common vision of reality (McShane& Von Glinow, 2005).

References:

McShane, S., & Von Glinow, M., (2005). Organizational behavior: Emerging realities for the workplace revolution (4th ed.). New York, NY: McGraw-Hill.

Hi,

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Below and attached are the comprehensive answers (same answers in 2 different formats) to your questions on MBA 520 Organizational Culture, Leadership and Teams. I hope these help you in your studies.

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MBA 520 Questions
What is the relationship among leadership, organizational behavior, and performance? Minimum 200 words

Organizational culture is the personality of the organization, formed by the unwritten code that determines the correct patterns of behavior for the organization. Organizational culture includes the assumptions, attitudes, values, experiences, beliefs, norms and tangible behaviors of organization members (McShane & Von Glinow, 2005).

Strong corporate culture can be good for the bottom line because it serves three important functions (McShane& Von Glinow, 2005).

One is that corporate culture is a deeply embedded form of social control that influences employee decisions and behavior, ...

Solution Summary

This is a discussion of the relationship among leadership, organizational behavior, and performance; the importance of leaders taking a multidisciplinary, analytical, and systematic approach to situations using a contingent approach; defining organizational culture as more than just values; and characteristics of effective teams.

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