Certification in organizationa Behavior & Corporate Culture

Understand organizational change as moving from a current state to a desired future state through reorganization, restructuring, or turnaround to realign with changing business demands.

Explore internal factors such as decreasing effectiveness, organizational silence, and deficiencies in structure, and external forces like technology, market conditions, globalization, political changes, and economic conditions.

The lecture explains resistance to change in organizations, rooted in fear of job security and status, and shows how transparent communication, trust, and inclusive discussions reduce resistance and support adaptation.

Explore Kurt Lewin's three-step model for organizational change: unfreezing prepares for change, moving introduces new behaviors with support, and freezing establishes stability as the new rule.

Explore organizational culture as the shared beliefs, values, and norms held by members, shaped over time, guiding how a company conducts business, makes decisions, and flows power and information.

Examine how culture forms through external adaptation and internal integration, guided by mission, goals, means and measurement, group and team boundaries, power and statuses, sustained by selection, norms, and socialization.

Foster open and healthy communication to build a positive organizational culture and spirituality, empowering employees through leadership and work-family health programs.

Compare strong and weak organizational cultures, showing how strong culture lowers turnover but slows change, while weak culture spurs innovation and adaptability through independent thought.

Explore the concept of personality and outline the topics covered in this unit, including elements of personality, Myers-Briggs type indicators, various traits, and the big five traits.

Define personality as a unique set of traits and inner psychological characteristics that shape how individuals respond to their environment. Explore how aggressive and kind dispositions influence behavior across situations.

Identify the two elements of personality—external traits like sociability and internal states such as thoughts and values—and how environment shapes them to create unique differences.

Explore key personality traits—authoritarianism, locus of control (internal vs external), machiavellianism, introversion and extroversion, achievement orientation, self-esteem, self-monitoring, and risk taking—and their impact on behavior and job satisfaction.

Explore the Myers-Briggs type indicators, detailing extroversion vs introversion, intuition vs sensing, thinking vs feeling, and judging vs perceiving, and how these traits influence behavior in organizational culture.

Explore the big five personality traits, openness, extroversion, conscientiousness, emotional stability, and agreeableness. Learn detailed descriptions of sociability, goal focus, harmony, stress coping, and openness to new ideas.

Explore the components of attitude and the right attitude, examine emotional intelligence and its elements, and introduce the Johari Window model.

Define attitude as a settled way of thinking or feeling that guides how we feel and behave toward people, objects, or events, as learned predispositions or inherent qualities.

Explore the cognitive element, effective components, and behavioral components of attitude by detailing beliefs, emotions, and reactions that shape attitudes.

Develop a right attitude by fostering positive self esteem, setting challenging targets, avoiding procrastination, and pursuing continuous learning to thrive in the organization.

Explore emotional intelligence as the ability to monitor and label your own and others' emotions, discriminate between them, and use information to guide thinking and behavior at work and home.

Explore the five key elements of emotional intelligence—self-awareness, self-regulation, motivation, social skills, and empathy—as popularized by Daniel Goleman, and learn how they influence behavior in organizational culture.

Apply the Johari Window model to enhance self-awareness and mutual understanding within groups by exploring attitudes, feelings, views, and motivations, and by clarifying safe and risky areas in interpersonal interaction.

Explore what motivation is, its types and motives, and study Maslow's hierarchy of needs and Herzberg's two-factor theory to understand motivation in organizations.

Define motivation as a process that energizes people to achieve goals, contrasting intrinsic motivation from self-generated factors with extrinsic motivation driven by rewards and recognition.

Explore how motives energize and direct behavior toward goals, focusing on primary motives: hunger, thirst, and sleep, and secondary motives like power, achievement, and affiliation.

Maslow's hierarchy of needs, proposed by Abraham Maslow in 1943, presents a five-level pyramid from physiological needs to self-actualization, spanning safety, love/belonging, and esteem.

Explore Herzberg's two-factor theory by identifying motivator factors—achievement, recognition, responsibility, work itself, advancement, personal growth—that boost job satisfaction, and hygiene factors—working conditions, coworker relations, policies, supervision, and wages—that prevent dissatisfaction.

Gain practical, real-world business and management skills through Skill Academy and earn a certification in corporate culture, emphasizing hands-on applications and upskilling for today’s professional world.