People in business

   Christine Rubanik, group 4

   People in organization

   In this topic, “People in organization”, I will tell you firstly about organization. Then I will tell about people in organization. Then I will pass to organization and climate. After that I will tell about job description, job specification and entrepreneurs.

   I will start with organization. So, what is organization? Basically, an organization in its simplest form is a person or group of people intentionally organized to accomplish an overall, common goal or set of goals. Business organizations can range in size from one person to tens of thousands. It is important to examine the various parts of organization theory. These components are:  goals, work, power and authority, delegation, structure.

   Members of the organization often have some image in their minds about how the organization should be working. An organization operates according to an overall purpose, or mission. And also all organizations operate according to overall values, or priorities in the nature of how they carry out their activities. These values are the personality, or culture, of the organization. Organizations have major subsystems, such as departments, programs, divisions, teams, etc. Often, these systems and processes are defined by plans, policies and procedures. How you interpret each of the above major parts of an organization depends very much on your values and your nature.

   If there is anyone characteristic of people which is universally valid and important, it is that they differ. The late Douglas McGregor did an excellent job of conceptualizing some of the assumptions about human nature which are relevant to organizational behavior. He labeled this, Theory X, the classical or traditional view, and Theory Y, a progressive view. Theory X holds that the average person inherently dislikes work, is inherently lazy, irresponsible, self-centered, and security oriented, and is indifferent to the needs of the organization. Theory Y makes the opposite assumptions. People do not inherently dislike work and are not inherently lazy. It happens just because of the nature of their work and supervision. But we should remember that when we make assumptions about the average person, at best we are referring to most people, and in doing so must recognize that there are exceptions.

    Now I will tell you about organization and climate. Organizational climate is the process of quantifying the “culture” of an organization. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.  Climate and culture are both important aspects of the overall context. Organizational culture tends to be shared by all or most members of some social group; is something that older members usually try to pass on to younger members. Cultures are often studied and understood at a national level. Culture can be examined at an organizational level as well. The main distinction between organizational and national culture is that people can choose to join a place of work, but are usually born into a national culture. Organizational climate, on the other hand, is often defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization.

   Here I will tell about job description. A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competence. A job description may include relationships with other people in the organization: supervisory level, managerial requirements, and relationships with other colleagues. A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.

   A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job. Components of job specification are next. Experience: number of years of experience in the job you are seeking to fill. Education: state what degrees, training, or certifications are required for the position. Required skills, knowledge and characteristics: state the skills, knowledge, and personal characteristics of individuals who have successfully performed this job.  High level overview of job requirements: in less than ten bullet points, cite the key components and requirements of the job you are filling. A job specification is useful for recruiting as it helps you write your job postings and your website recruiting material.

   And now I will tell about entrepreneurs. An entrepreneur in English is a term applied to a person who is willing to launch a new venture or enterprise and accept full responsibility for the outcome. The entrepreneur leads the firm or organization and also demonstrates leadership qualities by selecting managerial staff. Management skill and strong team building abilities are essential leadership attributes for successful entrepreneurs. Entrepreneurs also often possess innate traits such as extroversion and a propensity for risk-taking. There are three types of entrepreneurs: social entrepreneur, serial entrepreneur and lifestyle entrepreneur.  A social entrepreneur is motivated by a desire to help, improve and transform social, environmental, educational and economic conditions. A serial entrepreneur is one who continuously comes up with new ideas and starts new businesses. In the media, the serial entrepreneur is represented as possessing a higher propensity for risk, innovation and achievement. A lifestyle entrepreneur places passion before profit when launching a business in order to combine personal interests and talent with the ability to earn a living.

   And in the end I want to tell that business people who are tops in their field have a lot in common, and art professionals can learn a lot from their successes and strategies.