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REF: https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/what-is-organizational-behavior
In a nutshell, organizational behavior is the study of how human behavior affects an organization. Organizational behavior aims to learn how an organization operates through the behaviors of its members. Instead of taking a strictly numerical approach to determine an organization’s operations, it takes a more psychological approach. By understanding people, you can better understand an organization
 
The academic study of organizational behavior can be dated back to Taylor’s scientific theory . However, certain components of organizational behavior can date back even further. In this section we will discuss how organizational behavior developed into a field of its own.
Looking back thousands of years we can find components of organizational behavior. Famous philosophers like Plato and Aristotle discussed key components of today’s organizations including the importance of leadership and clear communication. While these seem like very basic and broad concepts today, at the time they were innovative ideas and helped to lay the foundation for organizational behavior.
If organizational behavior were a simple topic, this course would be short and sweet. We could simply say that organizational behavior is how people and groups act within an organization. But it’s not so simple!
When organizational behavior grew into an academic study with the rise of the Industrial Revolution, it began to complicate what could appear to be simple topics. People began asking a lot of questions and started critiquing how organizations operated. Like many academic ventures, people began to deep dive into how behavior plays a role in organizations and why changes in behavior alter the way organizations operate. Along the way, organizational behavior has grown to incorporate components of management, psychology, leadership, personality traits, motivation, etc.
Organizational behavior has grown into its own niche within a wide variety of other genres. This is exciting because it allows us to really investigate each and every aspect of behavior within an organization! Today, organizational behavior is recognized as an essential component of an organization. Scholars and businesses alike recognize its importance and continue to help it adapt to current issues and new findings.

The Covid-19 pandemic has created upheavals across industries and the year 2020 has seen unprecedented levels of unemployment. This means that hiring is becoming increasingly competitive due to the sheer volume of applicants, making the job of recruiters even more challenging. If at this time, your recruiters are busy doing their tasks manually, then most probably the goals that you would have laid out for your staffing firm this year are not going to be met or it would be challenging to meet them. Recruiters need to start thinking strategically for your firm to succeed in these times.
Technology is known for easing the challenges of any industry and staffing is no different. Irrespective of this global crisis, a strong technology stack can empower your recruiters and ensure that they face the challenges of the industry head on.
In this blog, we have listed some of the tedious tasks that recruiters have to do while hiring and how they can be eased with the use of technology.
 

 
Deal Sheets
Deal sheets, especially for healthcare staffing firms, require recruiters to perform the complex mathematical calculations and to determine rates and margins profitably. Deal sheets need to change on a client-by-client or job-by-job basis. This means changing burden types and rules for every single client or job.
This is just the tip of the iceberg. Taxes need to be loaded in the calculation, orientation rates need to be set, overtime thresholds need to be set up, and more. Recruiters need to refer to the GSA database to populate lodging and per diem rates based on the location of the job.
If done manually this can be extremely complicated with a high risk of human error. An ATS that supports deal sheets configuration can be invaluable in such cases and can save a lot of time and improve productivity for recruiters.
How can TargetRecruit Help?
TargetRecruit’s Deal Sheets with Pay Packages feature helps recruiters dynamically confirm rates for both candidates and clients on the fly while adhering to contractual rates and maintaining margins. All the calculations are done on a deal sheets template, which can then be assigned to a client or a job. See this video and pdf to learn more.
To help close the loop, we offer the ability to send Pay Packages. Every time a job is created, including those from your VMS, and every time an applicant is created, including those from your website, you can automatically send formatted and personalized customized pay package emails to your candidates based on criteria you determine.
 
Emails
Most recruiters receive a huge volume of emails a day, from candidates or clients. In a scenario without the right technology in place, the recruiter will be moving back and forth between email and the ATS. So every time, a recruiter gets an email from a new contact or a candidate, he has to go to the ATS and create the profile manually. When a client sends a job order in an email, the job needs to be created in the ATS separately.
This may be manageable for smaller volumes but can easily tie up too much of a consultants time when the number of applicants increases, and can result in delays making candidates and jobs live, or result in only a selection of candidates making it into the ATS.
But, email is still the preferred communication channel for staffing firms, and it’s not going to change anytime soon.  The solution is an ATS with a fully integrated email solution, allowing seamless blending of data between the email client and the ATS database.  Candidate resumes and job briefs can be added in seconds and are immediately available for consultants to work on.
How can TargetRecruit Help?
With TargetRecruit Email Connector, TargetRecruit ATS can be integrated with Outlook or Gmail, you can view and access information about clients, candidates, and contacts directly from your inbox. Email integration will allow you to track all candidates and client emails automatically. You can quickly add a contact or a candidate from Outlook or Gmail, create job orders, parse resumes or add notes- all from your inbox. See this video and pdf to learn more.

Competency Info
The Advanced Performance Assessment for Learning
Design stack is designed so that, if all three credentials are taken together, they will become more than the sum of their parts. Each micro-credential is intended to be able to stand on its own; however, the ideas and activities of each of these credentials support and expand on the others, allowing a fuller appreciation of performance assessment and its implications. Even more value will be gained by engaging in all three Performance Assessment for Learning stacks together.
Habits, Skills, and Dispositions:
Habits, Skills, and Dispositions are those qualities that—in addition to academic knowledge - are necessary for success in college, career, and civic life. Examples include collaboration, creativity, communication, and self-direction, among others. Increasingly, these habits, skills, and dispositions are seen as essential for the success of students in college, career, and civic life (for more, see the infographic in the resources). They are referred to in the field by a number of names, including essential skills and dispositions, work-study habits, non-cognitive skills, etc.
Performance assessments that measure habits, skills, and dispositions provide students with feedback on how well developed these essential skills are and how they might improve performance.

When project managing a distributed team in a variety of locations, a collaboration software (or project management) tool is an effective way to keep everyone on the same page and all of your project information in one place. However, using a great tool doesn’t magically make collaboration happen. Here are 10 best practices when using a collaboration software tool:

Share proactively - Assign team members to the tasks they need to be aware of and @mention them in the comments, so they receive alerts when the ball is in their court.
Put every project into your collaboration project management tool - Use your tool as a single source of all project-related materials and notes. This will make the material easy to find for everyone, no matter when they joined the project.
Create water cooler channels - Creating channels in your communication tools where team members can discuss non-work related topics allows them to get to know each other and be social even from afar.
Celebrate small wins - Collaboration tools are a great place to share victories, no matter how big or small. Even a short message can go a long way.
Balance the load - You can’t collaborate well if you’re overloaded with work. Use your tool’s visibility and resource management features to ensure project tasks are balanced among your team members.

Management theories help organizations to focus, communicate, and evolve. Using management theory in the workplace allows leadership to focus on their main goals.
 
When a management style or theory is implemented, it automatically streamlines the top priorities for the organization. Management theory also allows us to better communicate with people we work with which in turn allows us to work more efficiently.

Management theories help organizations to focus, communicate, and evolve. Using management theory in the workplace allows leadership to focus on their main goals. When a management style or theory is implemented, it automatically streamlines the top priorities for the organization. Management theory also allows us to better communicate with people we work with which in turn allows us to work more efficiently. By understanding management theory, basic assumptions about management styles and goals can be assumed and can save time during daily interactions and meetings within an organization.
Theories can only reach so far, and management theories are no exception. There is no such thing as a one-size-fits-all management theory. What may work for one organization may not be relevant for another. Therefore, when one theory does not fit a particular situation, it is important to explore the option of developing a new theory that would lead in a new, more applicable direction. While some theories can stand the test of time, other theories may grow to be irrelevant and new theories will develop in their place.
We can find  many management theories introduced on : 

Scientific Management Theory
Administrative Management Theory
Bureaucratic Management Theory
Human Relations Management Theory
X&Y Management Theory


REF: https://courses.lumenlearning.com/wmopen-organizationalbehavior/chapter/management-theory-and-organizational-behavior/
 

1. Communicate With ThemI used to talk to my daughter continuously (right from her birth won’t be an exaggeration). I used to label every action I was doing, right from standing up, sitting down, singing, cooking, etc. I also marked every object she was looking at like door, plate, stroller, shoes; feeling- like the wind, heat, cold; tasting- like sour, sweet, salty, etc. So, by the time she was nine months old, she had a good vocabulary, a good grasp of all the activities people did around her and understood different tastes.2. Introduce Books, Storytelling And NarrationBooks play a vital role in both brain development and language skills. They’re also the first step towards gross motor skill development (holding books, turning pages). I had introduced cloth books & soft sponge books to her when she was two months old, board books from five months, and paper books after she turned a year old. She liked colourful objects, animals, birds & shapes till around nine months and then loved listening to simple short stories from illustrated books (no fairy tales). And activity books (match the shadows, pairing similar objects) after she turned 2.3. Ask Questions To Stimulate The Thinking ProcessAs I introduced the books, I named the objects she was seeing in all the languages I knew. Then I gradually started describing them (shape, colour, use). I explained the environment in which they are found and constantly asked her questions. For example, pointing at a rabbit, instead of asking “what is this?” I asked her, “it has long ears, a short fluffy tail, is soft & white like cotton. What is it?”. I continued with the exercise even when we went out to some shop or mall. We played the “I spy” game in the house & outdoors. I would describe objects and ask her to identify them. It was fun.4. Let Your Kids Explore - Touch, Feel, Smell, TasteI encouraged the natural tendency that kids have to explore the world around them. (But of course, with discretion). I never stopped her from playing with stones or mud in the garden, things like tasting sour lime or bitter gourd, smell a flower on the plant, etc. She learned by herself that stones were hard, mud was soft, ice was cold, the paper could be torn with hands and rubber bands were elastic & so on. Things that were not safe for her we explained to her & kept out of reach- like touching a hot cup of tea could burn her skin, pressing against a glass door could break the glass, playing with a sharp object could hurt, etc.

What a syllabus is
A syllabus is a synecdoche for a course of study—a part of the curricular experience that represents the whole. They are often the very first course texts our students encounter and, accordingly, they frame and preface learning in powerful ways. On one hand, they communicate practical and structural details—where and when a course meets, what to read, and how to contact an instructor. But they also express intellectual and discipline-specific expectations. 
As a special genre of educational texts, syllabi have taken various forms and played various roles over many centuries. In the 17th century ‘syllabus’ was synonymous with ‘table’ or ‘index.’ They served as a structural preview for manuscripts or a list of speakers and topics for a lecture series—they were a means of organizing texts, ideas, and experience. Although that core function remains, post-secondary syllabi have expanded significantly in volume and purview over the past forty years.