One of the trends described in Uhl-Bien, Schermerhorn, and Osborn (2014) is importance of connections and networks. I believe this trend has great importance because in the job market one must built a relationship with employers. Especially in my particular field, the clinical laboratory, where there is only a handful of major medical centers in New York City. It is essential that we maintain positive connections with past employers or colleagues because they can help us if a new opportunity arises.
Another human behavior trend I believe is important in organization would be “broader views of leadership” (Uhl-Bien, Schermerhorn, and Osborn, 2014, p. 6). It is described in Uhl-Bien, Schermerhorn, and Osborn (2014) that leadership must come from all employees’ not just managers. I believe that an organization in which its employees take initiative to correct errors or suggest better processes will have great success. Since, the employee is the person performing the job; they are ones that know better what process works …show more content…
These scientific methods utilized models, which present possible scenarios and relate possible causes to desire solutions according to Uhl-Bien, Schermerhorn, and Osborn (2014). On the contrary, in contingency thinking “choosing most suitable management approach takes into consideration contingency factors, including corporate strategy, structure and culture” (Wei-Tsong Wang and Nai-Yuan Ko, 2012, p.425). Several factors influence the managerial approach to respond to a specific situation; there is no one solution for all problems. Contingency thinking gives the organization more flexibility to adapt control measure to the situations based on the particular problem and those involved. As opposed to scientific thinking in which a response to a situation results from a model of similar
Another human behavior trend I believe is important in organization would be “broader views of leadership” (Uhl-Bien, Schermerhorn, and Osborn, 2014, p. 6). It is described in Uhl-Bien, Schermerhorn, and Osborn (2014) that leadership must come from all employees’ not just managers. I believe that an organization in which its employees take initiative to correct errors or suggest better processes will have great success. Since, the employee is the person performing the job; they are ones that know better what process works …show more content…
These scientific methods utilized models, which present possible scenarios and relate possible causes to desire solutions according to Uhl-Bien, Schermerhorn, and Osborn (2014). On the contrary, in contingency thinking “choosing most suitable management approach takes into consideration contingency factors, including corporate strategy, structure and culture” (Wei-Tsong Wang and Nai-Yuan Ko, 2012, p.425). Several factors influence the managerial approach to respond to a specific situation; there is no one solution for all problems. Contingency thinking gives the organization more flexibility to adapt control measure to the situations based on the particular problem and those involved. As opposed to scientific thinking in which a response to a situation results from a model of similar