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What Works In Womens Networks - Research Paper Example

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In the book Organizational Behaviour: Understanding and Managing Life at Work (Johns & Saks, 2010), the authors focus on the understanding and the manageability of organizational behavior on a number of core factors…
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What Works In Womens Networks
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Download file to see previous pages The areas to be given special attention during the discussion include the following: work motivation, workers’ personality variations, group and teamwork, leadership, communication and conflict resolution. This paper is an analytical discussion of the impacts of women groups in organizations with reference to the individual behavioral traits of different workers and the effect of social behavior on the processes of the organization. “What Works In Women’s Networks” is an article published in the Bloomberg Business Week (2007). This article is an explicative account of how three organizations designed groups for female staff members, a move that clearly had profound impacts on the success of the organizations (Johns & Saks, p. 120-145). The intentions behind the formation of female staff groups within different organizations include the following: promoting teamwork, complementing personal weaknesses, improving communication, motivating the members and encouraging professional development among the members. However, the failure to address these areas at many organizations falls among the factors that greatly limit the success and the desired prosperity of women within the organizational structure. The major reasons as to why women networks and groups receive a bad welcoming at many organizations is based on the following reasons: 1. Women groups often show so much activity on the fringes of organizations – hosting ‘learning sessions and lunches’ or book association – that in many instances add nothing to the skills and the exposure that women need to prosper within the work organizations. 2. The fact that these groupings seem to achieve nothing in the area of establishments and realizing potential towards the pursuit for the organizational goals. However, this could be the case when women groups are run and headed by individuals who do not have power, as this would improve their success. 3. The socialized assumption that women groups do not work, thus, are treated with light consideration, on the part of the group members as well as the organizations, which do not see any potential in nurturing such women groups. This can be supported by the findings of the interview carried out on 900 female executives in the area the groupings that contribute to their success. 4. The fact that these women groups due to their reliance on female volunteers and the meager funding collected end up, become just a little more than ‘women social gatherings,’ thus, not in a position to attract heavy investors and advisors. The coverage of this report will include detailed explanations of the claims presented through the article, namely: explaining the basis on which the ideas in the article are drawn; relating the claims of this report with those from other studies and giving a comparative evaluation of different claims. Also, it should be understood that organizational behavior is not a study of the behavior of the organization but the study of the behavioral orientation of the individuals within an organizational pattern. The behavioral orientation of the different personnel refer to the differences in personality and learning abilities, the perceptions and the diversity of workers, the values and the work behavior of different workers as well as the different models of employee motivation. Other areas of importance include group and teamwork, leadership, communication and the very important area of stress and conflict management (Johns & Saks, p. 120-145). The unique running and managerial features that give the group a competitive edge include the ...Download file to see next pagesRead More
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