Archive for Insurance
January 17, 2009 at 1:17 pm
· Filed under Businesss, CRM, Finance, Insurance, Management, Organization, Organizational Conflict, conflict management, conflict management behavior, conflict resolution, conflict stimulation, motels, online business, small business, term life insurance ·Tagged blinds, conflict management, conflict management behavior, conflict resolution, conflict stimulation, CRM, motels, online business, Organizational Conflict, small business, term life insurance
Conflictive and Conflict-management Behavior
Manifest behavior is the action resulting from perceived and/or felt conflict. At this stage, a conscious attempt is made by one party to block the goal achievement of the other party. Such behavior may range from subtle, indirect and highly controlled forms of interference to more open forms of aggressive behavior like strikes, riots and war.
Most conflict-handling behaviors are displayed in several forms like resignation and withdrawal, appeasement and compromise, confrontation and collaboration, etc. These behaviors are often referred to as conflict management styles and stem from the strategies of conflict stimulation or conflict resolution. In a later section, we shall discuss in greater detail some of these modes of conflict management. I was talking with owner of Motels in California, he says that conflicts require special attention and need to be taken care smartly. It is not easy to just suppress it with force or money.
Aftermath
The interplay between different forms of overt conflict behavior and conflict handling strategies of stimulation or resolution influence the consequences. These consequences (in terms of performance of the group, the level of satisfaction and quality of relationship in the involved parties, change of structure and policies etc.) in turn influence the antecedent conditions and probability of future conflict. Customer relationship management software helps company to take care of before and after sales activities happen with the customer. Sometimes the aftermath sows the seeds of yet another conflict episode in which case the entire process is repeated.
Permalink
December 26, 2008 at 12:10 pm
· Filed under Administration, Businesss, Finance, Insurance, Management, Organization, Organizational Climate, Organizational Structure, Software, Types of Organizational Conflict ·Tagged Software, Finance, Management, Organizational Climate, Insurance, Factor of Organizational Culture, Organizational Policy, Businesss, Organizational Size, Organizational Conflict, Types of Organizational Conflict
Conflict between Individuals
Conflict can also take an interpersonal form. Conflict between individuals takes place owing to several factors, but most common are personal dislikes or personality differences. When there are only differences of opinion between individuals about task-related matters, it can be construed as technical conflict rather than interpersonal conflict. Of course, technical and interpersonal conflicts may influence each other due to role-related pressures. For a blinds store, the sales manager may put the blame for low sales volume on the production manager for not giving on time production of roller shades and woven wood shades. Because of that they were not able to meet the schedule task for sales. This may start disliking the production manger as an incompetent person. It is often very difficult to establish whether a conflict between two parties is due to manifest rational factors, or it emanates from hidden personal factors.
Conflicts between an Individual and a Group
These types of intragroup conflicts arise frequently due to an individual’s inability to conform to the group norms. For example, most groups have an idea of a “fair day’s work” and may pressurize an individual if he exceeds or falls short of the group’s productivity norms. If the individual resents any such pressure or punishment, he could come into conflict with other group members.
We will discuss briefly about conflicts between an Individual and a group in next post.
Permalink
December 24, 2008 at 9:32 am
· Filed under Businesss, Factor of Organizational Culture, Finance, Insurance, Management, Organizational Climate, Organizational Conflict, Organizational Policy, Organizational Size, Software, Types of Organizational Conflict ·Tagged Software, Finance, Business, Organization, Management, Organizational Climate, Insurance, Administration, Organizational Policy, Organizational Conflict, Types of Organizational Conflict
A survey suggests that the modern manager spends over 20% of this time handling one form of conflict or the other. Top and middle level managers in the same survey has pointed out the importance of conflict management skills. We hope that the knowledge you will gain from this Unit will equip you better to manage conflict situations more deftly at you workplace.
Today we will discuss some type of organizational conflict.
Conflict within an Individual
You can locate conflict at various levels. There could be conflict within oneself-the intrapersonal conflict. Basically, there are three types of such conflicts. You may have an excellent job offer in a city you are not wiling to go to. In such a case, you are attracted to and repelled by the same object-an approach-avoidance conflict. Similarly you may be attracted to two equally appealing alternatives like seeing a movie or going for a picnic-an approach-approach conflict. You may also be repelled by two equally unpleasant alternatives like the threat of being dismissed if you fail to report against a friendly colleague who is guilty of breaking the organization’s rules-an avoidance-avoidance conflict. We will discuss some other types of conflict in our next post.
Permalink
December 19, 2008 at 12:56 pm
· Filed under Administration, Businesss, Finance, Insurance, Management, Managerial Value, Managerial Values, Organization, Organizational Climate, Organizational Conflict, Organizational Policy, Software ·Tagged Software, Finance, Organization, Management, Administration, Factor of Organizational Culture, Managerial Values, Businesss, Managerial Value, Organizational Conflict
Conflict has always been widespread in society but it is only recently that it has generated a lot of interest and has been the focus of research and study. We are living in the age of conflict. Everyday the choices available to us regarding any decision are increasing in number. You may have wanted to become a manager, an entrepreneur or a computer scientist. On the other hand, your father might have wanted you to become a doctor, a lawyer or a chartered accountant. Thus you faced a conflict not only at an intrapersonal level, in term of the various choices confronting you, but also at an interpersonal level-your choice vs. your father’s choice of a career for you.
Conflict is not confined at the individual level alone but is manifesting itself more and more in organizations. Employees have become more vociferous in their demands for a better deal. Various departments in an organization face a situation full of conflicts due to a number of reasons like goal diversity, scarcity of resources or task interdependence etc. for example in blinds manufacturing organization one department Woven wood shades and another department is Roller shades blinds. Both departments employee fight with each other for promotional advertisement of their product.
Management today is faced with the awesome responsibility of ensuring optimum levels of growth and productivity in an environment that is full of conflicting situations.
Permalink
September 11, 2008 at 2:26 pm
· Filed under Administration, Businesss, Finance, Insurance, Management, Organizational Climate ·Tagged Business, Finance, Insurance, Organizational Climate, Organizational culture
If you examine closely there sample definitions, you will not only be able to identify the commonalities but also be able to see that the abstract concept of culture and operational concept of climate basically refer to the perceived personality of an organization in very much the same sense as individuals have personality. Just as have a personality-a set of relatively stable traits-so does an organization. Just as any culture has some do’s and don’ts in the form of totems and taboos which dictate how each member should behave with a fellow member or an outsider, similarly each organization has a culture that influence the behavior of employees towards clients, competitors, colleagues, supervisors, subordinates and strangers. For example, for house interior there are several different types of window blinds and shade products to choose from; the decision may seem tough, but one will be able to separate the good from the bad.
Organizational culture is a concept in the field of Organizational studies and management which describes the attitudes, experiences, beliefs and values of an organization. It has been defined as “the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization
It should be noted that Organizational Culture of Organizational Climate (OC) is the perceived aspects of an organization’s internal environment, but within the same organization there may be very different OCs. For example, GUARANTEEDblinds.com has got lots of window blinds and shade products like wood blinds, faux wood blinds which are very different from each other.
Permalink
March 5, 2008 at 11:14 am
· Filed under Businesss, Finance, Insurance, Software ·Tagged Business, Management, Organization, Organizational culture
Organizational climate is a relatively ending quality of the internal environment that is experienced by the members, influences their behavior and can described in terms of values of a particular set of characteristics of the organization (Renato Tagiuri, 1968).
Organizational climate is the set of characteristics that describe an organization and that (a) distinguish one organization from other organizations; (b) are relatively enduring over time and (c) influence the behavior of the people in the organization (Forehand & Gilmer, 1964).
Compare these two definitions of “Organizational Climate” with a definition of “Organizational Culture” as given by Stephen P. Robbins (1986): Organizational Culture is a relatively uniform perception held of the organization, it has common characteristics, it is descriptive, it can distinguish one organization from another and it integrates individual, group and organization system variables.
ref: Insurance Agency Management Software, Insurance CRM, SFA Software
Permalink
February 8, 2008 at 6:43 am
· Filed under Businesss, Finance, Insurance, Software ·Tagged Business, Finance, Insurnace, Management, Organization, Software
For any Organization Agency management System helps to run organisation smoothly. Ageny Management Software are available in market with inbuilt CRM Software and SFA Software. Today we talk Organizational Culture or climate here.
Every organization has some characteristics which are common with any other organization. At the same time, each organization has its unique set of characteristics and properties. This psychological structure of organization and their sub-units is usually referred to as Organizational Culture.
For a layman, culture is a commonly experienced phenomenon and many words like, climate; atmosphere, environment and milieu are often used interchangeably to describe it. In fact, most of the studies which have tried to measure an organization’s “culture” have operationalised it in terms of “organization Climate”.
A couple of formal definitions of organization climate we will talk in next post.
ref: Agency Management System, Insurance Software
Permalink
