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组织行为论文代写 Organizational behavior is defined as the academic study of the ways in which different people act within groups.
Organizational behavior 组织行为论文代写
Introduction
Organizational behavior is defined as the academic study of the ways in which different people act within groups. There are some defined areas of organizational behavior such as improvement of job performance, promoting innovation, increasing job satisfaction and increasing leadership. It is also defined as the study of human behavior in an organizational setting which is the prime interface between organization and human behavior, as well as of the organist itself.
The underlying stance of understanding organizational behavior has evolved over the course of time, because behavior is the most significant element of employee performance. It is one of the reasons that today, organizational behavior is not just a topic of discussion, but it is a department and a legitimate field of study, that has introduced several disciplines of research and investigation in order to address the trends of market. It is not just an insight to address but a framework to be evaluated because it is the significant part of organization future.
译文：
组织行为 组织行为论文代写
介绍
组织行为被定义为对不同人在群体中的行为方式的学术研究。组织行为有一些明确的领域，例如提高工作绩效、促进创新、提高工作满意度和提高领导力。它也被定义为对组织环境中人类行为的研究，这是组织与人类行为以及风琴师本身之间的主要接口。
理解组织行为的基本立场随着时间的推移而演变，因为行为是员工绩效的最重要因素。原因之一是今天，组织行为不仅仅是一个讨论的话题，而是一个部门和一个合法的研究领域，它引入了几个研究和调查学科以应对市场趋势。它不仅是一个需要解决的洞察力，而且是一个需要评估的框架，因为它是组织未来的重要组成部分。
Discussion 组织行为论文代写
The history of organizational behavior is very old, traced back to 18th century when Mex Weber and the other intellect came up the ideas that can empower organization. By that time organizational behavior was just an ideology that had no significant theoretical backgrounds. In1760, during industrial revolution there was a prime focus on the development of industries and paved the way for new technologies that resulted in the adaptation of new techniques of manufacturing, with new techniques ad innovations, there was an increase in mechanization and to pave the way for managing employees in a more organized way to facilitate goal achievement.
译文：
讨论 组织行为论文代写
组织行为的历史非常悠久，可以追溯到 18 世纪，当时 Mex Weber 和其他知识分子提出了可以赋予组织权力的想法。 到那时，组织行为只是一种没有重要理论背景的意识形态。 1760 年，在工业革命期间，主要关注工业的发展并为新技术铺平了道路，这导致了制造新技术的适应，随着新技术和创新的出现，机械化程度提高并铺平了道路 以更有条理的方式管理员工以促进目标的实现。
Thus, industrial revolution was one of the significant lead to the study of organizational behavior.
The first theatrical insight guided by evidences was introduced in late 1920. The western electric company launched a famous series of studies that was a detained account on the behavior of workers of Hawthorne Works Plant in Cicero, Illinois.
The researchers aimed at finding out ways that can be used to determine whether workers can be made productive and more passionate to work if the environment will be upgraded. The underlying essence of up gradation dealt in better lightening and other design improvements that can add to the productivity of employees. The results revealed that environment was of least significance for the employees as compared to the other social factors, such as motivation and appreciation. The best known result was in the form of Hawthorne effect, under which it was described that the behavior of the employees change when they know that they are monitored and observed. The research o Hawthorne effect was credited for validatitig organizational behavior as one of the most signified fields of study. Human resource department, which is now considered as the core department of any organization is also the product of Hawthorne study 组织行为论文代写
译文：
因此，工业革命是组织行为研究的重要导火索之一。
第一个以证据为导向的戏剧洞察力于 1920 年末推出。这家西方电力公司发起了一系列著名的研究，这是对伊利诺伊州西塞罗霍桑工厂工人行为的拘留记录。
研究人员旨在找出可用于确定如果环境得到升级，工人是否可以提高工作效率和工作热情的方法。升级的根本本质在于更好的照明和其他可以提高员工生产力的设计改进。结果显示，与其他社会因素（例如动机和欣赏）相比，环境对员工的重要性最低。最著名的结果是霍桑效应，它描述了当员工知道他们受到监视和观察时，他们的行为会发生变化。霍桑效应的研究被认为是验证组织行为最重要的研究领域之一。人力资源部，现在被认为是任何组织的核心部门，也是霍桑学习的产物
An evaluation of studies and research on organizational behavior has highlighted that there is a great difference between the two timelines.
One of the basic understanding of shift in organizational behavior can be understood by an analysis of Henri Fayol’s theory. Henri fayol developed management principles under which management is defined as a displace as well as profession. It is highlighted that management involves different tasks such as recruitment of human resources and its deployment in the organization.组织行为论文代写
According to Foyl, management should be well educated and taught about the skills and the responsibilities that can help them to address the organization. These areas are, production, commercial and financial roles, planning and the coordination in management. Foyl discovered fourteen principles that can be used to address the necessities of an organization such as, authority, division of work, unity of direction, discipline, unity of command, remuneration, subordination of the individual interest, equity, centralization, scalar chain, esprit de corps.
译文：
对组织行为研究的评估表明，这两个时间轴之间存在巨大差异。
通过分析亨利·法约尔的理论，可以理解对组织行为转变的基本理解之一。 Henri fayol 制定了管理原则，根据该原则，管理既是一种职业，也是一种替代品。需要强调的是，管理涉及不同的任务，例如人力资源的招聘及其在组织中的部署。
根据 Foyl 的说法，管理层应该接受良好的教育和教导，了解可以帮助他们解决组织问题的技能和责任。这些领域是生产、商业和财务角色、规划和管理协调。 Foyl 发现了 14 条原则，可用于解决组织的必要性，例如权威、工作分工、统一方向、纪律、统一指挥、报酬、个人利益的从属关系、公平、集中、标量链、精神军团。
Stability of the tenure of personnel and initiative.
The first seven principles were considered to be an analysis of the jobs, such as vision of work in terms of specific and specialized jobs, under which a worker might be able to work in a more efficient way. It is also highlighted that the small management units that oversee function areas of the organization are now more capable of incorporating accountability of production in the form of assigning of work and holding workers accountable for their task. In addition, Foyl defined five major management roles that can help a manger to run an organization in effective way. As a result, there is an increase in productivity because when employees are made accountable for their tasks they try to put in more efforts and ultimately pave the way for achievement of goals.
The analysis of eight to fourteen principles highlight that significance of decision making process in the form of motivation, team spirit, hierarchy, employee satisfaction and hygiene. Here, it is found that Foyl introduced principles such as centralization, scalar chain and order etc. Centralization facilitates the understanding of how close the employees are to the stance of decision making. If decisions are made accurately, then there are more chances goal achievement because operation can only be coordination when clear decisions are made and those decision are effective in revision of employees as well as employers.
译文：
人员任期的稳定性和主动性。 组织行为论文代写
前七项原则被认为是对工作的分析，例如根据特定和专业工作的工作愿景，在这种情况下，工人可能能够以更有效的方式工作。还强调的是，监督组织职能领域的小型管理单位现在更有能力以分配工作和让工人对其任务负责的形式纳入生产问责制。此外，Foyl 定义了五个主要的管理角色，可以帮助经理有效地运营组织。结果，生产力提高了，因为当员工对他们的任务负责时，他们会尝试付出更多努力并最终为实现目标铺平道路。
对八到十四条原则的分析强调了决策过程在动机、团队精神、等级制度、员工满意度和卫生方面的重要性。在这里，发现 Foyl 引入了诸如中心化、标量链和顺序等原则。中心化有助于理解员工与决策立场的接近程度。如果决策准确，那么就有更多的机会实现目标，因为只有做出明确的决策，并且这些决策对员工和雇主的修正都有效时，才能进行协调。
Scalar chain highlights how a chain of command is created.
The underlying essence of this statement highlights that transmission of information from highest to lowest level or the lowest hierarchy within an organization. The analysis of order as an attribute of organizational behavior communicates that the workplace must have an underlying order in the form of clean, safe and tidy place for the employees. Foyl gave his example, highlighting that for a chef at work, it is important to have a work areas that is complete, neat and safe. Equity asserts that all the employees should be treated equally, none of the employees should be degraded or suppressed.组织行为论文代写
In addition equity also emphasized the importance of equal role distribution, attributes and incentive. Under equity all the employees feel valued and they are of motivated to perform their role at its best. The essence of stability of the tenure highlights that it is obvious that all the employees might be seeking some better opportunity of work and success. It is the responsibility of the organization to maintain the tenure so that the stability of organization can be made and employees can make their decisions accordingly. Initiatives refer to the actions that are taken by an organization for the achievement of underlying goals, and it is asserted that all the employees should be made confident that the organization will take initiatives in the best interest of employees. Esprit de corps refer to the “feeling of pored and mutual loyalty that is shared by the members of the group.
译文：
标量链重点介绍了命令链是如何创建的。
该声明的基本本质强调了信息在组织内从最高层到最低层或最低层级的传输。将秩序作为组织行为属性的分析表明，工作场所必须有一个潜在的秩序，即为员工提供干净、安全和整洁的场所。 Foyl 举了他的例子，强调对于工作中的厨师来说，拥有完整、整洁和安全的工作区域非常重要。公平主张所有员工都应该得到平等对待，任何员工都不应该被贬低或压制。
此外公平还强调了平等的角色分配、属性和激励的重要性。在公平条件下，所有员工都感到受到重视，他们有动力尽最大努力发挥自己的作用。任期稳定的本质突出表明，很明显，所有员工可能都在寻求更好的工作和成功机会。维持任期是组织的责任，这样才能使组织稳定，员工也可以相应地做出决定。主动性是指组织为实现基本目标而采取的行动，并主张所有员工都应该相信组织会为员工的最大利益而采取主动。 Esprit de corps 是指“团队成员共享的认真和相互忠诚的感觉。
It is the last principle proposed by Foyder, asserting that an employee should feel pride in the group in which an employee is working.
In addition, it is highlighted that the stance of mutual pride and loyalty can be incorporated by the members of the group who have been working together and these values should be reinforced by the actions of the employers. They should try to incorporate and add positive attributes in the employees and their groups so that they can incorporate team building. These roles are commanding, planning, for casting, coordinating, organizing and controlling. Under these roles, the attributes and actions of employers are clearly identified which act as an underlying approach for the organizational behavior.组织行为论文代写
It is evident that there is a significant change in the understanding of organizational behavior from the past few years till now. This change can be observed in the multiples ways, one such way is the valuation of different organization over the course of time. An insight into the trends and the organizational concepts of 19th century highlight that initially the stance of organizational behavior was confined to the realms of environment. It was the time when the employers were of the view that environment and spacing is the only thing that is required by the employees to work with passion and achieve the organizational goals.
译文：
这是 Foyder 提出的最后一条原则，主张员工应该为员工所在的团队感到自豪。
此外，值得强调的是，共同工作的团队成员可以融入相互自豪和忠诚的立场，这些价值观应该通过雇主的行动得到加强。他们应该尝试在员工及其团队中融入和添加积极的属性，以便他们能够融入团队建设。这些角色是指挥、计划、铸造、协调、组织和控制。在这些角色下，雇主的属性和行为被清楚地确定，作为组织行为的基本方法。
很明显，从过去几年到现在，对组织行为的理解发生了重大变化。这种变化可以通过多种方式观察到，其中一种方式是随着时间的推移对不同组织的估值。对 19 世纪趋势和组织概念的洞察表明，最初组织行为的立场仅限于环境领域。当时，雇主认为环境和空间是员工满怀热情工作并实现组织目标所需的唯一条件。
When Hawthorne effect rejected the significance of environment,
simultaneously the attention of organizations was developed towards the social factors. It paves the necessity of human resource management because social factors cannot be addressed without human resource managers. It was the primary addition to the organizational behavior, and introduced for activities such as hiring, coordinating, managing employees and addressing the issues that might be faced by the employees in an organization.组织行为论文代写
In early 1960s and 1970s attention was focused on the social psychology and the emphasis of academic study that can help to explore the underlying features of an organization. Some of the significant features are, bounded rationality, contingency theory, resource dependency, institution theory and informal organization that diverted attention towards the actions required of an employer to run an organization. Under these departments and concepts, the focus of organizational behavior was shifted to the understanding of human relations.
So, leadership was one of the prime focus of attention, such as contingency theory introduced different leadership concepts that can be used to regulate organization. It was the time, during which employers introduced concepts such as, employee motivation, productivity of labor and the features that can lead to job satisfaction. In a simplified way, it was a practical approach to the Hawthorne effect under which incentives, apaches and other practical platforms were introduced so that employees can be made a part of organization and they can be motivated to use their skills for the benefit of organization. All thee implications were enforced under the role of human resource department.
译文：
当霍桑效应排斥环境的重要性时，
同时，组织的注意力也转向社会因素。它奠定了人力资源管理的必要性，因为没有人力资源经理就无法解决社会因素。它是对组织行为的主要补充，用于招聘、协调、管理员工和解决组织中员工可能面临的问题等活动。
1960 年代初和 1970 年代初期，人们的注意力集中在社会心理学和学术研究的重点上，这有助于探索组织的潜在特征。一些显着特征是有限理性、权变理论、资源依赖、制度理论和非正式组织，它们将注意力转移到雇主运营组织所需的行动上。在这些部门和概念下，组织行为的重点转移到了对人际关系的理解上。
因此，领导力是关注的主要焦点之一，例如权变理论引入了可用于规范组织的不同领导力概念。在那个时候，雇主引入了诸如员工积极性、劳动生产率以及可以导致工作满意度的特征等概念。简而言之，这是霍桑效应的一种实用方法，在该方法下，引入了激励、apaches 和其他实用平台，以便使员工成为组织的一部分，并且可以激励他们利用自己的技能为组织谋取利益。所有这些影响都是在人力资源部门的作用下执行的。
There are some significant actions introduced in the organization such as,
adhering to a particular leadership styles, introducing ways to incorporate employee management and changing the hierarchy of organization is that flow of communication can be facilitated and employees can understand the task and objectives of the organization. In addition, communication channels and interaction ways were also emphasized. It was a fundamental addition to organizational behavior because employers introduced and incorporated ways that were not only new but added to the smooth essence of organization. As a result, the employees were more free as compared to the labor commands of the past and they were well aware that all their action will be paid either in the form of bonuses or penalties which not only motivated them but also added to the working competences of the employees.
译文：
组织中引入了一些重要的行动，例如，
坚持特定的领导风格，引入员工管理的方法和改变组织的层次结构，可以促进沟通，员工可以了解组织的任务和目标。 此外，还强调了沟通渠道和互动方式。 这是对组织行为的基本补充，因为雇主引入并整合了不仅是新的方式，而且还增加了组织的流畅本质。 因此，与过去的劳动指令相比，员工更加自由，他们清楚地知道，他们的所有行为都将以奖金或罚款的形式获得报酬，这不仅激励了他们，还增加了工作能力 的员工。
In the beginning of 20th century,
the attention of organization was shifted to the therapies that were inbred with an aim to clarify the understanding of organizational behavior. One of the significant contribution was done by Henro Fyl who incorporated certain chunk of organizational framework which needed to be addressed so that effectiveness and goal orientation of organization can be made. With the passage of time, new things are made part of the organization, taking into account that it is known as third stage of organizational behavior. In this stage the primary interaction of the employers and researchers were the group and individual.组织行为论文代写
In the second stage, the fact was the connect employees with the employer but this approach stressed the necessities of smoothening relationship of one employee with the other and the group members. As a result. There were some significant changes brought to the organization in the form of changes in the employee interaction and the way employees were arranged. Some major changes were the distribution of takes, its evaluation and reporting because the connection of employee interaction with the employer deprived employees of the colleague affection. As a result several workplace conflicts were brought on board and it was a major hurdle in the passage to success.
译文：
在 20 世纪初，
组织的注意力转移到了近亲繁殖的疗法上，目的是澄清对组织行为的理解。其中一项重大贡献是由 Henro Fyl 完成的，他合并了某些需要解决的组织框架块，以便可以实现组织的有效性和目标导向。随着时间的推移，新事物成为组织的一部分，考虑到它被称为组织行为的第三阶段。在这个阶段，雇主和研究人员的主要互动是团体和个人。
在第二阶段，事实是将员工与雇主联系起来，但这种方法强调了缓和一名员工与另一名员工和集团成员之间关系的必要性。因此。以员工互动和员工安排方式的变化形式为组织带来了一些重大变化。一些主要的变化是拍摄的分配、评估和报告，因为员工与雇主互动的联系剥夺了员工对同事的感情。结果导致了一些工作场所冲突，这是通往成功的主要障碍。
So, the third stage brought employee interaction on board for which different group evaluation and team work was promoted.
It also added different departments to the organization and almost all the organization started those department such as managerial, accountancy and executives which helped to understand the joint responsibility and the significant of excellence. It was the time when the concept of employee diversity and ethical considerations were introduced with an aim to incorporate accountability and feeling of transparency. However there were no sound ground on which these adaptation were justified.
In 21 century, there was a remarkable shift in the understanding of organizational behavioral because it was introduced as an academic discipline. In this stage, different models ad levels of organizational behavior are introduced din order to incorporate better understanding and the smooth working of organization, these models and level are also in use in the current time. Some significant models of organizational behavior are, autocratic custodial, collegial and supportive.组织行为论文代写
These models were introduced with an aim to classify organization with respect to the industry and department, along with the belief under which the employer think that the organization can achieve its goals. Autocratic model inferred a managerial orientation of authority, highlighting the obedience and dependency of the employees on the boss. In this model, the managerial orientation is doctorial and a manger exercise its commands over the employees. Significant example of model of organization can be found in the United States in which all the requirements and obligations are introduced to the employees in the beginning and it is the job description of an employee to adhere to those obligation.
译文：
因此，第三阶段在船上进行了员工互动，促进了不同的小组评估和团队合作。
它还为组织增加了不同的部门，几乎所有的组织都开设了管理、会计和高管等部门，这有助于理解共同责任和卓越的重要性。那时引入了员工多样性和道德考量的概念，目的是将问责制和透明感结合起来。然而，没有任何合理的理由来证明这些适应是合理的。
在 21 世纪，对组织行为的理解发生了显着转变，因为它作为一门学科被引入。在这个阶段，为了更好地理解和组织组织的顺利运作，引入了不同的组织行为模型和层次，这些模型和层次也在当前使用。一些重要的组织行为模式是，专制监管、合议和支持。
引入这些模型的目的是根据行业和部门对组织进行分类，以及雇主认为组织可以实现其目标的信念。专制模式推断出一种权威的管理取向，突出了员工对老板的服从和依赖。在这个模型中，管理方向是博士，经理对员工行使命令。在美国可以找到组织模式的一个重要例子，其中所有要求和义务一开始就介绍给员工，并且员工的工作描述是遵守这些义务。
The basis of custodial model is found in the economic resources in which manorial orientation is done by money resources.
As a result, the employees are oriented towards benefits and security. The basic need of the employee that is met by organization is security. Although it is one of those models which is current under practice, still it is highlighted that the employees do not work happily, they are more aggressive and stressed. Some of the organization that adhere to this model are, Indra Ghandi in which employees are provided with the facilities such as transport, day care and house lease facility and in return their services are required.
Another significant organizational behavior model is “the supportive model”. The basis of this model is the leaders with managerial orientation of the support, under which employees are motivated to turn towards the participation in job and job performance. The underlying essence of this model is leadership rather than money and authority.组织行为论文代写
It is one of the most useful and supportive model of organizational behavior, taking into account that the manager recognize the worker not by the actions and the goals achievement rather employees are assessed in terms of the flaws in leadership styles. It is one of the most preferred model of organizational behavior in Australia because leadership is considered as the underlying approach that motivate employees to strive for goal achievement.
译文：
托管模式的基础是在经济资源中发现的，其中庄园导向是由货币资源完成的。
因此，员工以福利和安全为导向。组织满足的员工的基本需求是安全性。虽然它是目前正在实践中的模式之一，但仍然凸显出员工工作不愉快，他们更具侵略性和压力。坚持这种模式的一些组织是 Indra Ghandi，其中为员工提供交通、日托和房屋租赁设施等设施，作为回报，他们需要提供服务。
另一个重要的组织行为模型是“支持模型”。这种模式的基础是领导者具有管理导向的支持，在这种支持下，员工有动力转向参与工作和工作绩效。这种模式的本质是领导力，而不是金钱和权威。
它是最有用和支持性的组织行为模型之一，考虑到经理不是通过行动和目标实现来认可员工，而是根据领导风格的缺陷来评估员工。它是澳大利亚最受欢迎的组织行为模型之一，因为领导力被认为是激励员工为实现目标而奋斗的基本方法。
The collegial model of organizational behavioral highlights the word,
“colleague”, which means that a group of people having some common purpose. This model is directly associated with the underlying essence of team work and project management. However the basic foundation of the model lies in the ability of the team and the manger to building up their relationship in such a way that positive outcomes are attained.组织行为论文代写
Under the impact of these models, employees feel more motivated and satisfied because they are made to work in the limelight of the recognition and each of the member’s performance is analyzed. Another major befit associated with collegial model is the Essene of self-discipline that highlights that the feeling of employees are backed and empowered by the feeling of team work that is incorporated by the manager and the leaders in the form of appraisal and appreciations. It is one of the most widely use model.
The implication evaluation of these models highlights that there is no such organization that is working by relying on that particular model.
In fact every organization is a combination of these models, taking into account the underlying goals of objective achievement which is not possible by relying on a single model. Another significant evolution that is observed in the organization behavior of the present time is the differentiation in the organizational behaviors. In addition, to these levels, there are some other profound addition to the organizational behavior as compared to the past in fact these additions are considered as the elements of organizational behaviors. These elements are, structure, technology, people and environment.组织行为论文代写
Structure refers to the roles and relationship of the people within an organization. In the present time, significance is given to the type of relationship that the employees have with the other employees and the employers. Different people in different organizations are given different roles and their performance is judged on the basis of the performance of these roles and responsibilities.
It is one of the requirements of the modern organization that an employee should be assigned the role that is in his approve and the roles on which an employee has complete command. The structure of the organization helps to understand the underlying feature of an organization because it facilitates an insight into the duties that are fulfill under the fulfilment of those roles. In addition, structure also help the employees to perform their roles because if an organization follows a general structure then there is no sense of responsibility which paves the way for no attention towards goal achievement because of lack of check and accountability.
译文：
组织行为的集体模型突出了这个词，
“同事”，意思是一群有共同目标的人。该模型与团队工作和项目管理的基本本质直接相关。然而，该模型的基本基础在于团队和经理以实现积极成果的方式建立关系的能力。
在这些模式的影响下，员工会更有动力和满足感，因为他们在认可的聚光灯下工作，并分析了每个成员的表现。与大学模式相关的另一个主要好处是自律的本质，它强调员工的感觉得到团队合作感的支持和授权，团队合作感由经理和领导者以评估和欣赏的形式纳入。它是使用最广泛的模型之一。
这些模型的含义评估强调，没有这样的组织依靠该特定模型工作。
事实上，每个组织都是这些模型的组合，考虑到目标实现的潜在目标，这是不可能依靠单一模型实现的。在当前组织行为中观察到的另一个重要演变是组织行为的分化。此外，在这些层次上，组织行为与过去相比还有一些其他深刻的补充，实际上这些补充被认为是组织行为的要素。这些元素是结构、技术、人和环境。
结构是指组织内人员的角色和关系。在当前，重要的是员工与其他员工和雇主之间的关系类型。不同组织中的不同人员被赋予不同的角色，并根据这些角色和职责的表现来判断他们的表现。
现代组织的要求之一是，应为员工分配其批准的角色以及员工可以完全掌控的角色。组织的结构有助于了解组织的基本特征，因为它有助于深入了解在履行这些角色的情况下履行的职责。此外，结构也有助于员工履行其职责，因为如果一个组织遵循一般结构，那么就没有责任感，这为由于缺乏检查和问责而对目标实现不关注铺平了道路。
People is another major element of organizational behavior as an organization cannot be formulated and designed without people.
The element of people present the individual and groups who are the part of an organization. It also specifies the description of groups, wither they are unofficial, official, and formal. The understanding of people also addressed the evaluation of the inclusion of people who will be working for an organization. It is evident that those organization works in a more organized way in which there is a clear difference of people, and employees are known to the adherence of hierarchy.组织行为论文代写
Diversity is one of the major subject of people. It is also one of the subject that is common to the organizational behavioral of modern era because in the past it was one of the major limitation. Employee diversity highlight that all the employees within an organization must be made to work in coordination. There must not be any social evil in the form of racism, discrimination and mitigation of the employee culture. Diversity is one of the best goals that is brought to the realms of organizational behavior because it has added to the understating of goal achievement. Inclusion of diversity has reduced the cost of employees as diversity is addressed from the internal sources and it is easy to manage organization at multi-dimensional and international level.
Technology is another significant and important element of organizational behavior.
It is highlighted that none of the organization of the present time could have excelled without technology. It would not be wrong to say that technology is one of the hallmarks for the choice of organization to be considered as modern and up to the set trends. In addition, it is highlighted that it is the equipment of organization behavior that the employer should incorporate the required technology in the workforce so that employees can be facilitated.组织行为论文代写
It was introduced with an aim to reduce the goal which was prevalent in the form of technological task which was done by the employees. Another aspect of technology asset that it is an important part of organizational behavior because in the absence of technology an employee cannot work with accuracy, and technology reduced the chances of errors because technology not only reduce the labor costs, but it is a onetime expense that can lead to organizational prosperity in the long run.
译文：
人是组织行为的另一个主要因素，因为没有人就无法制定和设计组织。
人的元素代表作为组织一部分的个人和团体。它还指定了团体的描述，它们是非官方的、官方的和正式的。对人的理解还涉及对将为组织工作的人的包容性的评估。很明显，这些组织以更有组织的方式运作，其中人与人之间存在明显差异，并且员工都知道等级制度的遵守。
多样性是人们的主要主题之一。它也是现代组织行为的共同主题之一，因为它在过去是主要限制之一。员工多样性强调必须使组织内的所有员工协同工作。不得以种族主义、歧视和缓和员工文化的形式存在任何社会罪恶。多样性是被带到组织行为领域的最佳目标之一，因为它增加了对目标实现的低估。多元化的包容性降低了员工的成本，因为多元化是从内部来源解决的，并且很容易在多维和国际层面管理组织。
技术是组织行为的另一个重要且重要的因素。
需要强调的是，如果没有技术，当今的任何组织都不可能出色。可以说技术是选择被视为现代且符合既定趋势的组织的标志之一，这并没有错。此外，强调雇主应将所需的技术融入劳动力中，以便为员工提供便利，这是组织行为的设备。
引入它的目的是减少以员工完成的技术任务形式普遍存在的目标。技术资产的另一个方面是它是组织行为的重要组成部分，因为在没有技术的情况下，员工无法准确工作，而技术减少了出错的机会，因为技术不仅降低了劳动力成本，而且是一次性费用从长远来看，可以导致组织繁荣。
Environment is another major element of organization behavior.
It is highlighted that it is the environmental factors which makes up the complete organization. Although hawthorn papers defied the significance of environment by the current trends highlighted that employees cannot work until, appropriate environment is not provided to the employees. It also signifies the importance of internal and external factors. One of the justification is that, by that time, there was no significance and classification of external and internal factors which can add to the understanding of an organization. In addition it is highlighted that the classification of environment is organization into external and internal factors has facilitated the understanding of signifies of each factors thus added to the importance of environment.
译文：
环境是组织行为的另一个主要因素。
需要强调的是，构成完整组织的是环境因素。 尽管山楂纸通过当前趋势强调员工无法工作，直到没有为员工提供适当的环境，从而蔑视环境的重要性。 它还表明内部和外部因素的重要性。 理由之一是，到那时，可以增加对组织的理解的外部和内部因素没有意义和分类。 此外，强调环境的分类是组织成外部和内部因素，促进了对每个因素的含义的理解，从而增加了环境的重要性。
The internal factors of the organization re,
financial resources, physical resources and human resources. All these factors play a central role in making the internal environment of the organization because lack of financial resources, creates gap in the economic development of organization such as analyzing the employees, addressing the stock needs and then maintenance etc. Physical resources refers to the allocation of resources that are required, these resources are also confirmed as the part of company’s location, its facilities and the other equipment’s. Then, human resources refer to the resources such as target audience, volunteers and the employees without whom an organization cannot work.组织行为论文代写
The external factors of organization are, political factor, economic factors, and the social factors. Political factors refer to the legal adherence and the legitimacy of the organization which plays a central role in defining the position of organization. Economic resources refers to the overall budget, stock and the shares of the organization which plays a central role in easing and defining the future and the current status of organization in terms of global market. Social factors refers to the factors that can incorporate and inculcate societal values and norms because organizational values play a central role in the grooming and approach of employees towards their job. It is one of the approaches that can attract more number of employees and help to restore the functionality of an organization.
译文：
本组织的内部因素，
财政资源、物质资源和人力资源。所有这些因素在组织内部环境中起着核心作用，因为缺乏财务资源，在分析员工，解决库存需求，然后维护等组织的经济发展中造成差距。 物理资源是指分配在所需资源中，这些资源也确认为公司所在地、其设施和其他设备的一部分。那么，人力资源是指目标受众、志愿者和员工等资源，没有这些资源，组织就无法运作。
组织的外部因素有政治因素、经济因素和社会因素。政治因素是指组织的合法性和合法性，它在确定组织的地位方面起着核心作用。经济资源是指组织的整体预算、存量和份额，它在缓解和定义组织在全球市场方面的未来和现状方面起着核心作用。社会因素是指可以融入和灌输社会价值观和规范的因素，因为组织价值观在员工的工作态度和工作方式中起着核心作用。这是可以吸引更多员工并帮助恢复组织功能的方法之一。
There are some significant research themes in analyzing organizational behavior.
It is more like a shift from the ways in which organization work and the employment is introduced with some new elements that are meant to establish the organization research work. Some significant topics of research are, new employment
New Employment relationship refers to mobility that is tied to the formation of new employment relationship in different industries as well as in specific terms. There is a global shift in the personal management practices which are evident such as decline in the seniority based wages in Japan. In addition, three is a decline in job security as well, coupled with a high performance demand in England as well as a high unemployment that prolog to postsecondary school education as well as apprenticeship in Germany.
Then, Eastern Europe has also gone a strategic reorientation from placement with the support of centralized workforce planning and recruitment through labor markets. An insight into the employment of employment relationship reflect both, employment arrangement and the by-product of transition. Some major themes are availability of rewards available from the labor force participation and performance, understanding of new psychological contracts and the impacts of contract on equity.
译文：
在分析组织行为方面有一些重要的研究主题。
它更像是从组织工作和就业方式的转变，引入了一些旨在建立组织研究工作的新元素。一些重要的研究课题是，新就业
新雇佣关系是指在不同行业和特定条件下与新雇佣关系形成相联系的流动性。个人管理实践发生了明显的全球变化，例如日本基于资历的工资下降。此外，三是工作保障的下降，加上英国的高绩效需求以及德国的中学后教育和学徒制的高失业率。
然后，在集中劳动力规划和通过劳动力市场招聘的支持下，东欧也从安置进行了战略重新定位。对雇佣关系的洞察反映了雇佣安排和转型的副产品。一些主要主题是劳动力参与和绩效的奖励可用性、对新心理契约的理解以及契约对公平的影响。
The rewards that are the sole motivation of workforce participation and performance is significant such as career opportunities,
fulfilling work and compensation. Assessing rewards also include entails issues in terms of reward distribution its location and the essence of exchanges. Another major theme is reward distribution which infers locus of decision making in terms of resource allocation. Reward distribution is also significant where there is a potent control over firing, hiring and the other levels that appear to the decentralized so that responsiveness can be permitted to local market conditions. Then, assessment of wages is another major topic of discussion because reward based on seniority has been declined over time. Decentralizing personal decagons is also significant which means analyzing relationship between immediate superiors and the co-workers.
Another topic of discussion is inequality and the shifting of reward allocation because polls of public opinion in the United Sates observed that an optimistic attitude is found in 1960 in terms of economic success with a mitigation in the fear of losing affluence. In addition, workplace justice is considered to be a long standing topic in organizational research because of the increasing concerns and consequences of uneven transition. The, compensation research has also brought some significant topics on board such as issues in specific distribution, disparity between haves and have nots and shift in organizational hierarchies.
译文：
作为员工参与和绩效的唯一动机的奖励很重要，例如职业机会，
完成工作和报酬。评估奖励还包括奖励分配、位置和交换本质方面的问题。另一个主要主题是奖励分配，它推断资源分配方面的决策轨迹。奖励分配也很重要，因为可以有效控制解雇、招聘和其他分散的级别，以便可以对当地市场条件做出响应。然后，工资评估是另一个主要讨论话题，因为随着时间的推移，基于资历的奖励已经下降。分散个人十边形也很重要，这意味着分析直接上级和同事之间的关系。
另一个讨论的话题是不平等和奖励分配的转移，因为美国的民意调查观察到，1960 年人们对经济成功持乐观态度，对失去富裕的恐惧有所缓解。此外，由于不平衡过渡的日益关注和后果，工作场所公正被认为是组织研究中一个长期存在的话题。薪酬研究还带来了一些重要主题，例如具体分配问题、富人和穷人之间的差距以及组织层次结构的转变。
Understanding old dependent variables guided by new employment relationship is also significant in current organizational behavior.
It is found that the new distinctions among categories such as core, peripheral, contingent and temporary workers have brought issued for micro-organizational behavior, and it studied the individual level responses. Commitment is also considered as one of the major behavioral components, also defined as the intention to remain in the company guided by positive motivation. It also addresses other aspects such as employee organization relationship, ethical values and how these values are dependent on the organization and practiced by the employees in a positive way.
The organizational citizenship is one of the possible outcome of attribute such as trust and it is also influenced by the perceptions of prpecdural though not distributive fairness. With an increase in the competitive reassure, there is an evident increase on the performance demands and this variable to shift to “performance beyond expectations”. In reference to the organizational transition, there has been a significant shift in the types of behaviors which are investigated by the organization, where prime focus is given to the retributive citizenship and the negative citizenship.
译文：
了解由新的雇佣关系引导的旧依赖变量在当前的组织行为中也很重要。
发现核心工、外围工、临时工和临时工等类别之间的新区分为微观组织行为带来了新的区分，并研究了个体层面的反应。承诺也被认为是主要的行为组成部分之一，也被定义为在积极动机的指导下留在公司的意图。它还涉及其他方面，例如员工组织关系、道德价值观以及这些价值观如何依赖于组织并由员工以积极的方式实践。
组织公民是信任等属性的可能结果之一，它也受到预先而非分配公平的看法的影响。随着竞争信心的增加，性能需求明显增加，这个变量转向“性能超出预期”。在组织转型方面，组织调查的行为类型发生了重大转变，其中主要关注报复性公民和消极公民。
Thus, it is found that several dimensions of study and investigation are introduced in the modern era.
There are several reason of it, that range from the demands of the organizatiom to the shift in the attitude of the organizational stakeholders and the complexity in the worker-form relationship as compared to the appreciation and the negative consequences that can result in a shape from organization to the stance of organizing. 组织行为论文代写
Organizational behavior in the present time is the product of different features such as, leadership, interference of the employer’s reduction of gap and distance between the employee and employer, incorporating diverse culture, adding opportunities of learning for employees in the form of workshops, training and other sessions that can add to the body of knowledge. Then, toady, organization is shifted to the stance of functionality where the regulation of human behavior is the primary source of achieving organizational goals.
译文：
因此，发现现代时期引入了几个维度的研究和调查。
几个原因，范围从组织的需求到组织利益相关者态度的转变，以及工人与形式关系的复杂性，与欣赏和负面后果相比，可能导致从组织到组织立场的形成。
当前的组织行为是不同特征的产物，例如领导力、干预雇主减少员工与雇主之间的差距和距离、融入多元文化、以研讨会、培训和培训的形式为员工增加学习机会。 可以增加知识体系的其他课程。 然后，今天，组织转变为功能性立场，其中人类行为的调节是实现组织目标的主要来源。
Conclusion
Organizational behavior is an underlying feature of organization that adds to the completion of organization. It is one of the core elements of organization that has undergone several changes over the course of time. Generally, these shifts are divided into three stages but a critical insight infers that ever new day and every new week is bringing a shift in the organizational behavior because it is the code of conduct. A comparison from the past infers that the organizational behavior in the resent time is an accumulation of different resources, positive attitude, universal acceptance and the appreciation of employees as a central motivation for progression. Ina nutshell, organizational behavior has become more cumulative and multi-dimensional over the course of time, that has not only added to the organizational adherence but it is a positive source to restore economic, social, and potential progress. 组织行为论文代写
译文：
结论 组织行为论文代写
组织行为是组织的基本特征，它增加了组织的完整性。它是组织的核心要素之一，随着时间的推移经历了多次变化。一般来说，这些转变分为三个阶段，但一个批判性的洞察力推断，每一个新的一天和每一个新的星期都会带来组织行为的转变，因为它是行为准则。从过去的比较可以看出，当前的组织行为是不同资源的积累、积极的态度、普遍的接受和员工的欣赏，这是进步的核心动力。简而言之，随着时间的推移，组织行为变得更具累积性和多维性，这不仅增加了组织的依从性，而且是恢复经济、社会和潜在进步的积极源泉。
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