E-commerce and E-business may seem to have no significant difference due to the close similarity in definition between business and commerce. The difference between the two terms is that E-business goes beyond selling products unlike e-commerce, which deals with products sale. E-business also involves procurement, customer education, as well as marketing. E-business involves more activities than advocating for a website that encourages online transactions by including aspects of organizational culture (eBusiness Programmers, 2013). The inclusion of cultural behavior of the organization describes e-business application for organizational behavior. E-business encompasses e-commerce and included front office application as well as back-office application to create basis for modern business, through enhancement of customer value through technology applications (Ou-Yang, 2012).
There are four layers of diversity within an organizational management. These layers of diversity include personality of an individual that include his or her likes and dislikes. Personality also encompasses values and beliefs. It is shaped during an individual’s early life through influence. Another layer of diversity is internal dimensions, which an individual has no control over and examples in this case include aspects of gender diversities, racial variation, color differences, and other varying traits from which people make judgments. External dimensions include aspects of life but individuals can have some control on them. These dimensions change with time and examples of the same include career aspects, working styles, as well as individual skills (Lew, 2013). The last of the dimensions is organizational dimensions, which include examples like culture, preferential treatments, as well as opportunities.
The mentoring process involve selection of a good or appropriate mentor, preparation for a mentoring meeting, and drawing up of a clear plan from which to select the goals and objective. These goals and objectives have to be prescribed within a timeframe. After setting a timeframe, one has to ensure that the meeting is productive after which one has to monitor, follow up the progress and review the progress (Rowe, 1994). It is after the review that planning for future objectives. Mentoring helps organization in developing good working relationships as well as enhancing the organizational culture and practices. Seeking a mentor as an individual is good since it forms a basis for gaining behavioral skills that would not have been gained otherwise.
Culture shocks involve the disorientation that an individual may feel whenever experiencing unfamiliar environments or new ways of life. This may arise due to immigration or a movement between social environments. Reentry shocks involve the feeling that one has when he or she gets back to his or original environment due to the fact that he or she had been used to the cultural experiences in the current environment (Macionis, 2010). In this case, one feels sad or depressed about his home environment due to the good experience obtained elsewhere.
The Big Five personality dimensions involve personality traits that describe individual personality. These dimensions include openness, conscientiousness, agreeableness, extraversions, as well as neuroticism. Openness involves appreciation for things like art, adventure, emotion, unusual ideas, experiences, as well as reflection on intellectual curiosity. Conscientiousness is the tendency to portray self-discipline as well as aim for achievement. Agreeableness requires one to be cooperative and compassionate towards others. Extraversion is the aspect of being energetic and having positive emotions, and being sociable. Neuroticism involves experience on unpleasant emotions but one has to be stable and have impulse control on emotions (Cherry, 2013). All these relate to the way workers relate to each other and handle problems related to individual emotions and experiences.
Attitude involves evaluation of individuals, objects, or even idea in terms of their positivity or negativity. The components of attitude include cognitive component, effective component, and behaviorally based comp0onent. Cognitive component include aspects like the attitude of denying someone copy you behavior in order to remain the best in an organization. Effective based attitude involve a feeling regarding the way a person does his or her task (Rowe, 1994). On the other hand, behaviorally based attitude involve a feeling towards failure in that it could be caused by wickedness or laziness. Attitudes are related to cognitive dissonance in that both are based on judgments such as the case of cognitive dissonance whereby an individual’s problem may be seen as resulting from some course such as laziness or wrong decision-making.
Stereotypes are formed and maintained by a certain process, which is based on the reasons why people form stereotypes. The basic one of the processes of forming stereotypes is the categorization process in which case categories are designed. Cognitive psychology plays a key role in this case, but people have to categorize the world into social world and physical world. After this categorization, people are set into little but preferred groups (Rowe, 1994). It is from these groups that determination of what people want is done based on cognitive efficiency, satisfaction, and self esteem. People can decrease their use of stereotypes based on their views and comparison between groups.
The need for achievement can be describe as the desire to reach the top of set goals or objectives through challenging processes. An individual aspires acquire wealth or accomplish something based on his or her abilities but through avoidance. The need for affiliation involves the desire to be recognized or associated with a certain group of people within a society. The need for power on the other hand is the desire to gain power and be in a top position where you can issue commands or make decisions on courses of action (Mind Tools Ltd, 2013). McClelland’s need have implication on management in that the three needs play various roles to organizational development. The need for affiliation encourages employees’ relations while the need for power and achievement acts as motivating tools for high productivity.
Learning goals are goals set based on the desire to understand a certain process of activities. In this case, an individual would set goals under which he or she would determine what skills or knowledge would be necessary for a particular job or process. Performance outcome goals are set based on a given process from which a desired level of outcome is expected (Seijt, 2006). An individual would expect a certain process to deliver some predetermined results. Performance outcome goals could distract employees from discovering task relevant strategies since their efforts are directed towards certain expectations.
Cherry, K. (2013). The Big Five Personality Dimensions: 5 Major Factors of Personality. Retrieved February 23, 2013, from About.com Guide: http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm
eBusiness Programmers. (2013). Difference between Ecommerce and Ebusiness. Retrieved February 23, 2013, from ebusinessprogrammers.com: http://www.ebusinessprogrammers.com/ebusiness/ecommerce_and_ebusiness.asp
Francine Richards, D. M. (2013 ). Coaching and Mentoring Processes. Retrieved Feb 23, 2013 , from smallbusiness.chron.com: http://smallbusiness.chron.com/coaching-mentoring- processes-20271.html
Lew, R. (2013). The Four Layers of Diversity in a Workplace. Retrieved february 23, 2013, from ezinearticles.com: http://ezinearticles.com/?The-Four-Layers-of-Diversity-in-a- Workplace&id=6376361
Macionis, J. &. (2010). Culture and Sociology. 7th edition ed. Toronto: Pearson Canada Inc.
Mind Tools Ltd. (2013). Discovering What Drives Members of Your Team. Retrieved February 23, 2013, from McClelland’s Human Motivation Theory: http://www.mindtools.com/pages/article/human-motivation-theory.htm
Ou-Yang, C. (2012). From e-Commerce to e-Business. Retrieved february 23, 2013, from http://188.8.131.52/teaching/2005%20EMBA%20e-business/Kala-chap1-2005.pdf
Rowe, L. G. (1994). Diverse Teams at Work. Irwin Professional Publishing.
Seijt, G. P. (2006, May June). LEARNING GOALS OR PERFORMANCE GOALS: IS IT THE JOURNEY OR THE DESTINATION? . Retrieved February 23, 2013, from http://www.iveybusinessjournal.com/topics/leadership/learning-goals-or-performance- goals-is-it-the-journey-or-the-destination#.USh7jFGFLK4
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