543 Leadership and Organizational Behavior



543 Leadership and Organizational BehaviorPortfoliocenter850008549640January 1, 2015Concordia University1000000January 1, 2015Concordia UniversityThe Impact of Motivation Debra YeagerConcordia UniversityAbstractMotivation is something within us all. It could be taught, it could be a part of who we are, but one thing is for sure, it is something all around us that does affect many parts of life. The involvement of motivation is such that it is taught and influenced at young ages, leading into educational motivation and work motivation. The impact of motivation on organizational behavior is very important. Motivation could make or break anything in its path, but with the right skills and motivational prompts the behaviors of all, from education to organizations, improve, which will then improve the scene that the individuals are in. It is important to understand that even though some possess motivation all on their own, many need appreciation or incentives to fill their motivational tanks. Here we will find just what makes one motivated, and how it affects an organization and the behavior of individuals and organizations together. As Michelangelo has said, “Lord, grant that I may always desire more than I can accomplish. (Phillips, 1993, p.222)The Impact of MotivationIt is hard to say just what makes one motivated, it is even harder to say what makes other people motivated. Here the definition of motivation will be explained as well as how it is learned. Not only will there will be an explanation of motivation in the organization, but at the earlier stages of life that determine how one is motivated, and how one carries that motivation through school into work. This information is important to understanding just how motivation impacts organizational behavior because individuals are all differently motivated and can work together harmoniously in an organization. How do you motivate someone? We are about to find out the ways that individuals have motivated children, adolescents, adults and employees, and how they continue to positively influence the motivation of others. It is understood that morals and motivation go hand in hand, the correlation between the two and the impact it has on organizational behavior will be explained. What is motivation to you? Some say it is what makes a person tick; others would say it is a drive behind what they do. According to The Agile Manager’s Guide to Motivating People “Motivation is doing more than you have to.” (Straub 1997, p.12). When we are young we are taught how to be motivated. This could be something as simple as getting a piece of candy when the toilet is used while potty training, earning enough stars on the chore chart to buy a book, or being giving money for A’s while in school. This just proves that everyone needs motivation. The Agile Manager’s Guide to Motivating People states that motivation applies to “Your relationship with yourself.” (Straub 1997, p.13)If your relationship with yourself is what should be what gets you motivated, then the Maslow’s hierarchy of needs is spot on. These levels of needs are self-fulfillment, self-esteem, social needs, safety needs and bodily needs. Bodily needs are the foundation for the pyramid. According to People, Communication and Organization once the needs of one part of the pyramid are met, then the individual can go to the next level. “This is the desire of an individual to achieve all that he is capable of achieving.” (Chilver, 1984, p.7)“Purists insist that no one can motivate another person, which all motivation comes from within.” (Deeprose, 1994, p. 11) Is this true? My personal opinion agrees with Deeprose, that it is within me, a part of me, who I am. However, did I get that way on my own? I must have been taught this motivation, taught that I can do things for rewards. These rewards don’t necessarily need to be a material thing, but I was first taught with material things. A star sticker when I cleaned my room, a trip for ice cream when I earned enough stars, an allowance when I did all my chores without being asked. There were definitely incentives to my motivation in my younger years. Somehow through all of those wonderful incentives, I still found motivation within, and the pleasure to have motivation without something coming out on the other side of it, it was for myself.The Self Theory is “based on a deceptively simple premise, derived from a general systems view that human beings have a fundamental need to maintain or enhance the phenomenal self.” The phenomenal self is the whole personality of the person, all the things that make up this individual, all the items used to describe this person.”(Snyder & Williams, 1982, pg.2) This theory suggests that a person will do whatever needed to maintain who he or she is, if they are a hard worker, they will maintain this. If he or she sees themselves as a low production employee, this person will do whatever he or she can to enhance productivity. This theory suggests that motivation is completely within, completely a part of someone, and that at any time the person can advance to another level. As I went through school I had motivation, motivation to do well, to stay out of trouble, to get good grades. My reward was my own. I wasn’t rewarded with good grades, I earned them, and I wasn’t rewarded by anyone other than myself. My hard work and the outcome of that was reward enough and I used that and turned it right back into motivation to complete the next task at hand. Don’t get me wrong, I would have been nice to have had some rewards based on the outcomes, however I wasn’t lucky enough to get payments for good grades, or materialistic items, a “good job” from my family was what I got and that was enough. My parents believed that motivation came from within after being taught a few key pleasures of doing well; my parents stopped with the rewards, and claimed that “The rewards are not rewards at all; they are items you earned from being motivated to better yourself!” My sisters and I heard that for years, and continue to hear it now and share it with our children. Is this process of teaching some reward based motivation and then taking it away for self-motivating motivation affective? Well, in my case it is, it seems to have worked with my offspring and with many others, but for those that struggle there are always other ways of getting that individual back on track. For those adults that are just lacking in motivation for whatever reason there are some simple tips that are affective for short term results that get that employee motivated to do something fantastic. Charles Clark (1980)shares in Idea Management: How to Motivate Creativity and Innovation that “…incentive awards, badges, advancement opportunities, and recognition in the company newspaper all add up” and that “Something as simple as a month’s parking place next to the vice president’s- right up front, near the entrance- has proved effective in one company.” He also shares that “Incentives are effective motivators, but pride, self-respect, and doing something worthwhile are even more compelling.” (p24, 25). 151 Quick Ideas to Inspire Your Staff shared that “traditional motivation is external and uses a push to get people going. It assumes that people can be motivated by money or the things money buys” (Wilson, 2005, p.74)It is no doubt that even with children, it is a rare case that negative motivators do well. “Negative motivators, no matter where we meet them, generate smoldering rage, contempt, and resentment of titanic proportions.” (Straub, 1997, pg. 15). A negative motivator could be a boss. This “bad boss” or “bully boss”, or even a bad teacher could be the contributor of little to no motivation. While it seems strange that one person could change an individual’s motivation, the number shares that it is true. The “University of Florida researchers found that employees with abusive bosses were more likely than others to slow down or make errors on purpose” according to Good Boss, Bad Boss (Sutton, 2010, pg.4) If this is in fact true, then it is not necessarily true that the employees of a bad boss are not motivated, they just have changed their motivation to a negative form. Whether it is positive or negative change, “People don’t change their behavior unless it makes a difference for them to do so.”(Tarkenton and Tuleja, 1986, p.5) There are plenty of ways that leaders can lead poorly. Here are some common mistakes of leaders that hurt motivation: a lack of training or inadequate training, no firm definition of the job or what they are required to do, out of date supplies or copies or even inaccurate paperwork, and when there is not a proper reflection on the amount of work being done. (Kanji, Kristensen & Dahlgaard, 1995)Within some individuals just having the ability or chance to do something is motivating enough; receiving adequate pay, good working conditions, decent fringe benefits, and acceptable working relationship with your boss. These are not motivators according The Agile Manager’s Guide to Motivating People who shares that these are maintenance factors, are items “that employees feel they have a right to get no matter where you work.” (Straub, 1997 p.21). So, knowing what employees feel they are entitled to, help get them motivated. According to the FISH! A remarkable Way to Boost Morale and Improve results (Lundin, Paul and Christensen, 2000, pg. 78) There are a few ways to make this happen naturally. First, choose your attitude, meaning, you can choose to be negative, or to have a good day at work. Second, Play, have fun at work, make it fun, be fun and this creates more energy. Third- make their day, just what is says, make the customers day, make them laugh, smile and enjoy life, it is contagious. Lastly, be present. When you’re at work, your 100% at work. Be a part of it and be engaged in it. What is the benefit of all of these items? It sure does make life at work a whole lot better. Having a great attitude, having fun at work and making peoples day is a satisfying feeling at the end of the day. (Lundin, Paul et al, 2000, pg. 88) Not only does it come back into the organization and its people, but it creates something contagious and continual, something fun to return to daily. These four items create a healthy environment that is rewarding in itself. A great way to be motivating and to have it returned the same. Fish! Is a great philosophy about running a business. Seattle’s fish market is one of the most fun places I have ever been and it is catching. You can go in upset, and leave a very happy person, whether you buy a fish or not, the way they are so motivated to have fun and do a great job, it is inspiring to anyone that wants to be a leader. It opens to doors for ideas and creativity to flow; it encourages a fantastic atmosphere that everyone wants to be a part of. The Persuasive Edge suggests that employees need to be persuaded to be motivated. The use of emotion in persuasion is a desired use and “At its heart is the premise that our behavior is motivated by our attempts to satisfy our wants, desires, needs, or drives. To capture that edge you need to understand what motivates your audience.” (Martel, 1989, p.29)Telling an individual they did a great job is a fantastic way to keep them motivated, but it is hard to see every person face-to-face and tell them that, so How To Motivate People shares that leaders should have a “reinforcement memo” (Tarkenton and Tuleja,1986, p.95). The reinforcement memo could be “thanks for your hard work”, “you did a great job on that project”, “I appreciate your hard work” and so many other positive reinforcement comments that reinforce that employees motivation and work ethic. Letting your employees know how great they are is a simple approach, yet profoundly affects their motivation. Donald Dalena said “three simple keys are necessary to unlock the door to human progress within the workplace: care, continuous feedback, and the feeling of mutual need,” from an article in Industry Week. (Benge and Hickey, 1984, p.71) Doesn’t that sound familiar? Based on a video from class about Camphill Village, we learned that most people really want the feeling of a mutual need. Many of us all want the same, a sense of belonging, to know where we stand in our jobs or even in our personal life, and for people to care. Even in the 1980’s the terms were all the same, people wanted to be appreciated, people wanted to have the care of their co-workers and leaders, they wanted feedback on how they were doing and that wanted to feel important. It is interesting that none of this has changed, and more and more each day leaders are honoring these wants to form a stronger more constructive organization, and it is working and the behavior of the staff in the organization is what continues to help the organization thrive. After all, happy employees do look good to customers, if the organization is sound and the employees speak highly of the organization, only good things will happen. How do we make an organization’s behavior strong enough that motivation comes easily? We start at the beginning. The beginning of the organization, the foundation that it was built on. We start with the founders and work our way to present day. Is this an easy process? Well it definitely not as hard as so many individuals think. It is purely changing the way you operate as a person and things will quickly change for everyone. This change has to come from a significant person in the organization, a person such as a leader. The leader must be prepared to be clear on what the team needs to be doing, be clear on the purpose of the organization, and to speak to the team with such clarity that they take it on as one, each motivated by one another and their own internal fire. (Myers & Mann, 2011, p.129) Great leaders know how to inspire those they lead; they have the education and motivation to touch almost every person in their team. But how do they do it? It’s not really complicated at all; they really just take the time to know what makes the individual tick, what touches them and fulfills their needs? Most likely any leader knows some needs that their employees have, they tend to use those as leverage, but there are far more needs present then just a paycheck and insurance. There are so many more needs then those that many individuals feel entitled to. Leaders have developed some wonderful ways of getting the team together to meet those needs. First, it is the mentality of the leader; the leader must work with the team he or she is leading, not just look at the members like “extensions” but at members of a strong team. (Donnithorne, 1993, pg.78). Second is the tender trust. Trust has to be given to ensure it is received, it makes a team strong. The team can unite with trust, and this trust starts with the leader allowing the members to work and maintain their own responsibilities as well as help with other responsibilities when others cannot. These two items are imperative to a great team from a great leader, but wait, what next? There is so much more to this, holding the members of the team in “high regard” , allowing the team to share the success of the organization ( not necessarily financially) , being goal oriented by either setting goals for the team, or encouraging the team to set goals together, encouraging members input and showing appreciation when the input comes in, the leader gives directions as clear as possible and waits for any questions to come his way, and the leader keeps a good open line of communication with the team and uses it as well to encourage the positive communication between all members. (Donnithorne, 1993, pg.79-80). Why is the impact of a leader so important? Good leaders tend to be positive re-enforcers, which are also motivators. The impact of motivation on organizational behavior is larger than just motivation from a person, but leaders to reinforce and help fill the positive fulfillment tank that the individuals have. No, not everyone needs a pat on the back, but some people do, and some people should get them even if they don’t need it. But, we don’t just need good leaders to help keep us motivated, we also need our peers to do it too.OCB, also known as Organizational Citizenship Behavior “is a behavior by an employee intended to help coworkers or the organization.” This includes being punctual, helping others, making suggestions to improve things, and not wasting time at work. (Spector, 1997, p.57)When it comes to OCB you can be compliant, which is doing what is required of the job without having to be supervised, you come on time and you stay on task. Altruism is the helping kind of OCB. Both are good groups and are affective, one may do less than the other, but not all employees are going to want to help others, and not all employees will be on time, but OCB shows that peers can motivate others.We have the leader doing well and the members of the team doing well to create a motivated team that respects and trust one another. What happens when we get a new employee that just doesn’t fit into the mix? What happens to the younger person that just landed a job with us that is really struggling to get in tune with our team? The organization must get the new member up to date with the team.Training is important, the employees love to know that the organization cares enough about them to train them, get them up to date, it is an investment and it is worth it also. Employees know that the training will help them move up the ladder and that it is normally time well spent. When someone new comes in, especially if they are struggling we have to get them up to speed and training and team building is just the way to get that accomplished. There are many ways to make this happen, and even though a training session is the most obvious way, there are other ways to train on the job. Here are nine ways to develop your subordinates. 1. “Assign important, challenging jobs” this makes the employee feel important and challenged. 2. “Gradually mete out responsibility for tasks you usually perform” share the wealth! Usually employees love to be busy, and they love responsibility, so give it to them! 3.”Praise employees when they have performed a job well”, this must have been mentioned numerous time already, people want to know they are doing a good job, tell them! 4.”Involve them in decision making”, your employees have good ideas too, let them share them with you; this will improve you as a leader and the team. 5. “Send them to a management development or personal enrichment seminar once a year”, keep them up to date on training, employees need to feel valued and in the “know” they want to know that they are working towards moving up. 6. “Provide frequent, honest and objective feedback”, tell those you lead how they are doing, they want to know so that they can make adjustments where they can and improve their skills for themselves, the leader and the organization. 7. “Don’t solve problems for them”, let your employees solve the problems and work together to do it! 8. “Remain assessable for their problems or questions” keep an open line of communication at all times, let know them know they can come to you. Lastly, and most likely the most important, number 9. “Train your subordinates so that one or more of them can take over your job when you leave or get promoted” this is exactly what a good leader plans to do, train the employee well so that they can move up. (Deep & Sussman, 1990, 75-76)Once your team is motivated and performing well, the team has to be encouraged to stay that way. Gary Chapman has shared many techniques when it comes to five languages; he has shared the Five Love Languages, Five Languages of Apology and the 5 Languages of Appreciation in the Workplace. His theory about Appreciation is that it can empower organizations by encouraging its people. Understanding the five languages of appreciation is simple, but showing those little acts of appreciation is a must for the organization and the people. The five languages of appreciation are: Words of Affirmation, Quality Time, Acts of Service, Tangible Gifts, and physical touch. (Chapman, 2011) Why are these languages of appreciation so important to an organization? These languages are the way to keep the staff motivated, feeling appreciated and fulfilled. For most of us we can look at the job we have done and enjoy it, but after a while even the self-motivated individual gets burnt out without appreciation. The question that continues to ring in everyone’s ears is how does motivation impact organizational behavior? Through my research there were sources going back to the 1980 to present. Nothing has changed through the course of time, except employees now more than ever before are not motivated by the paycheck, this is how work began so long ago, and with the changes of society it has changed drastically. Now employees need persuaded to do something. Years ago managers would say “please complete this chart” and the employee would do just that, now there are so many individuals that don’t have the drive, that we must be able to motivate them to do their job. Organizations are units or areas that many people work together, to complete a task or to meet goals. An organization could be a simple structure or a complex structure that has many levels. Our organizations could be schools, clinics, any military unit or squadron and even law firms. To ease the pain of organizations, I will approach the organization as a school. Schools are complex structures, with many levels. First, you have the school that has a principle that leads groups of teachers, paraprofessionals, tutors, cafeteria staff, custodial staff, maintenance staff and the children of course. This organization doesn’t stop here, there are other schools in the district, with the same individuals there, but they all have a boss. Usually there are district heads, superintendents, and a board of directors, often known in business organizations a CEO’s. The school is a special organization because it has a large amount of outside support going into the school, parents working with the students and teachers for the best results, volunteers coming into the school, the federal government that mandates certain curriculum and testing, they all support the organization, which benefits it operation. Motivation impacts this organization from many different levels. First and foremost motivation impacts the school through the children. This behavior is taught by parents and reinforced by teachers and others in the school system. The motivation gets the children to school, gets them learning and helps the teacher learn what makes them tick! Once a teacher can diagnose how to keep his or her students engaged, the motives behind it are what put it all into action. If children are motivated by an extra recess, perhaps the teacher will plan out an extra recess if students complete all task by a certain time. If students are motivated by wondrous things, perhaps the teacher would show the students an interesting experiment if they get a certain number of smiley faces. We see how well it works with just young individuals, but even adults work the same way. A teacher on a work day, imputing grades and cleaning the classroom, absolutely exhausting work, but it has to be done. The boss lets the teachers know that once the grades are imputed into the system they can go for the day and enjoy the long weekend. They are motivated to complete the task so they can go home, while other teachers would perhaps do this throughout the week on their own time, or some would come in on the final day they are due, either way, those that are motivated to get the work done reap the benefits of it. Student test scores are also motivators for teachers in some states, the scores of the students could give the teachers rewards for their hard work in education, parking spots, a job well done, a gift from a child, a hug from a child, a thank you email and so many other signs of appreciation keep these teachers motivated, and rightfully so. The motivation impact the school organization doesn’t stop there. In some districts those with more innovative programs are being rewarded, schools with the highest scores in test, science fairs, and other extra activities are all part of the organization, and they all require motivation. The motivation of these items may not always be clear, but the best school organizations have a lot going on and take pride in the various opportunities their students can have. Another truth to this is the more that is available and the more motivated the staff, the higher quality of school, which means more money for more programs, which in the organizations of schools; this is a very big deal. It seems that motivation in organizations is a large circle that continues to move in a circular motion. Everyone impacts something or someone. In the school organization the motivation is first started for the teachers usually by the desire to teach, then the paycheck, then the smiles on the child’s face. The extras follow suit and continue the support of motivation in the organization. This motivation can come to school in the form of a child as well, and continue to motivate the teachers to work harder, or change lesson plans or connect with the students. The cycle never ends when it comes to motivation in a school organization, what about other organizations?Google is a great organization to mention when it comes to organizational behavior and motivation. As we learned in class based on the video about Google, it is a very large organization. The organization began with people strait out of college that wanted to “change the world”. The founders are true to what they want the organization to be, and even though sometimes it shuts down some ideas that may come from employees and their motivation, it seems to generate more motivation. It was shown that employees were well taken care of. Not only did the employees of Google receive a paycheck and insurance, they were flourished with free meals during their duty day, laptop computers, massages, gyms, outdoor activities and great teams. My favorite silent motivator was the 20% time rule. This rule allowed employees to work on items that interested them. This was a big success and a great way of telling the employees that their interests were important to the organization. Another great way that Google has encouraged motivation in the organization is to inspire people. The team’s that are built in Google have encouraged some fantastic motivation that not only helps the people continue to thrive in the organization, and this reflects on the organizations behavior. What a wonderful concept to use in your organization. Happy employees, happy organization. Google uses departmentalization to build its teams. This means that all the people in one team have a set of goals and most likely the same interest in reaching that goal. They work well together and report to a leader. There is a large span of control in Google when it comes to little items and the departments, but the founders are still very involved and make the main decisions along with the CEO. Because of the involvement of leadership from different levels, this is motivating to the teams in different departments. Knowing that the top of the organization it interested in your department is a great sign of respect and understanding. This form of appreciation motivates staff to continue to do well. The staff do well and continue to be innovative and inspiring to others. Thus, the circle continues, and Google is a great example of the benefits of motivation impacting organizational behavior. All the principles that have been discussed are all contributors to organizational behavior and the wellbeing of the people in the organization. Job satisfaction, motivation, attitude, good leadership, morals and ethics, and production are all part of the organization, and are all impacted by motivation. Whether the structure of the organization is complex or simple, it is very clear that in order to benefit the organizations behavior; each and every level must be motivated, and able to motivate others. Everything that is a part of an organization must be maintained and up to date to encourage the motivation and the growth of the organization. A few tips that were mentioned were ; training employees, appreciating them in their language, acknowledging their skills, respecting them, understanding their needs and wants, giving incentives, and trusting the employees. These key ideas will help with the motivation and will increase the motivation of the organization and will perfect the organization. Motivation impacts organizational behavior through its employees, through its mission and goals and through its customers, by keeping employees motivated the organization ensures productivity is at its highest, the mission of the organization will be completed and the goals of the organization will be met. Customers will see the positive aspects of the organization and will continue to be good customers, productivity will increase and all in all the positive results will continue coming back around, encouraging organizational behavior for years to come. Motivation has been defined and explained on many different levels, with ideas of my own, ideas of the “self-theory” and ideas that teach motivation. Children, adolescent, adults and employees are all motivated in certain ways, and that cycle was touched on with personal examples. The explanation of motivation in organizations thoroughly shows how it impacts organizations and the individuals within the organization as well as those that are customers or users of the products from that organization. It is very clear that motivation has an impact on many smaller items that make up the organizations behavior. Employee satisfaction, productivity levels, respect, trust and even work attendance are all impacted by motivation, which impacts the organization and its behavior. Motivation isn’t really an impact on organizational behavior, but the foundation of the organization itself. BibliographyBenge,?E.?J., & Hickey,?J. (1984). Morale and motivation: How to measure morale and increase productivity. (p.71)New York, NY: F. Watts. Chapman,?G.?D., & White,?P.?E. (2011). The 5 Languages of Appreciation in the Workplace: Empowering organizations by encouraging people. Chicago, IL: Northfield Pub. Chilver,?J. (1984). People, Communication, and Organization: A case study approach. (p.4, 7) Oxford Oxfordshire, England: Pergamon. Clark,?C.?H. (1980). Idea Management: How to motivate creativity and innovation. (p.24-25) New York, N.Y: AMACOM. Deep,?S.?D., & Sussman,?L. (1990). Smart moves: 14 steps to keep any boss happy, 8 ways to start meetings on time, and 1,600 more tips to get the best from yourself and the people around you. (P75-76) Reading, Mass: Addison-Wesley Pub. Co. Deeprose,?D. (1994). How to Recognize & Reward Employees. (p.11)New York, N.Y: AMACOM, American Management Association. Donnithorne,?L. (1993). The West Point guide to leadership. (p.78, 79-80) New York, N.Y: Currency Doubleday. Films Media Group (2002). Let Each Light Shine: A Portrait of Camphill Village [Video file]. Retrieved from Media Group (2010). Google World [Video file]. Retrieved from ., Kristensen,?K., & Dahlgaard,?J. (1995). Quality Motivation. Total Quality Management, 6(4), 427-434. doi:10.1080/09544129550035350Lundin,?S.?C., Paul,?H., & Christensen,?J. (2000). Fish!: A remarkable way to boost morale and improve results. (p.78, 88) New York, N.Y.: Hyperion. Martel,?M. (1989). The Persuasive Edge: The executive's guide to speaking and presenting. (p.29)New York, N.Y.: Ballantine Books. Myers,?B., & Mann,?J.?D. (2011). Take the lead: Motivate, inspire, and bring out the best in yourself and everyone around you. (p.129)New York, NY: Atria. Phillips,?B. (1993). Phillips' book of great thoughts, funny sayings: A stupendous collection of quotes, quips, epigrams, witticisms, and humorous comments: for personal enjoyment and ready reference (p.?222). Wheaton, Ill: Tyndale House.Snyder,?R., & Williams,?R. (1982). Self Theory: An integrative theory of work motivation. Journal of Occupational Psychology, 55(4), 257-267.Spector,?P.?E. (1997). Job satisfaction: Application, assessment, cause, and consequences. (p.57)Thousand Oaks, C.A: Sage Publications. Straub,?J.?T. (1997). The Agile Manager's Guide to Motivating People. (p.12, 13, 21) Bristol, Vt: Velocity Business Pub. Sutton,?R.?I. (2010). Good Boss, Bad Boss: How to be the best-- and learn from the worst. (p.4)New York, NY: Business Plus. Tarkenton,?F., & Tuleja,?T. (1986). How to Motivate People: The team strategy for success. (p.5, 95)New York, N.Y.: Harper & Row. Wilson,?J.?R. (2005). 151 Quick ideas to inspire your staff. (p.74)Franklin Lakes, N.J: Career Press. 543 Leadership and Organizational Behavior reflectionDebra YeagerLeadership and organizational behavior is important to learn and understand when working in any organization from Camp hill Village to Google we have seen how important it is to have good leaders and good jobs to encourage growth of the individuals that are part of the organization, but also ways to encourage the emotions of the individuals that are part of the organizations.We learned many techniques that helped the behavior of an organization such as team meetings, 20% time on personal ideas for the organization, free food, massages, and exercise all which seem to improve not only the behavior of the staff in the organization, but the dedication the people have to the organization. We also learned the limitations of organization which commonly occur with lack of funds or differences of laws in countries the organization is trying to reach. This very informative class shared many ideas of how to inspire the dedication and growth of abilities of personal as well as change to benefit the consumer of client. Some of the information was based on the ethical and cultural differences that organizations have to deal with. This information is important to understand so that relationships with other cultures are not injured due to uneducated leaders. These skills have helped me understand why there are certain agreements between nations and cultures and why some events are so important to attend and embrace. This knowledge helps so many people reflect on their own movement and how that affects organizations and how those few movements could change the relationships of intercultural relationships as well as leader to worker, agency to agency, etc. This class has definitely help secure my abilities and skills in being a leader and applying those skills to those I lead with sensitivity in an ethically and cultural manner. Understanding how organizations run, the behavior within the organization and the behavior of a good leader has taught me that I can be a good leader for an organization and can and will be respectful to those I lead whatever culture they may be a part of. ................
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