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	<title>Trends Updates &#187; business organization</title>
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	<link>http://trendsupdates.com</link>
	<description>A trip down the trendy lane</description>
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		<title>It’s Simple, Really &#8211; Empowered Employees Mean Company Growth</title>
		<link>http://trendsupdates.com/it%e2%80%99s-simple-really-empowered-employees-mean-company-growth/</link>
		<comments>http://trendsupdates.com/it%e2%80%99s-simple-really-empowered-employees-mean-company-growth/#comments</comments>
		<pubDate>Thu, 30 Apr 2009 02:10:07 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Critic]]></category>
		<category><![CDATA[Society &amp; Culture]]></category>
		<category><![CDATA[Abraham Maslow’s Hierarchy of Needs Theory]]></category>
		<category><![CDATA[achievement]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[company bottom line]]></category>
		<category><![CDATA[company growth]]></category>
		<category><![CDATA[confidence]]></category>
		<category><![CDATA[employee benefits]]></category>
		<category><![CDATA[employee empowerment]]></category>
		<category><![CDATA[employees]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[profit]]></category>
		<category><![CDATA[progress]]></category>
		<category><![CDATA[Salary]]></category>
		<category><![CDATA[self-esteem]]></category>
		<category><![CDATA[sense of accomplishment]]></category>
		<category><![CDATA[trust]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=13466</guid>
		<description><![CDATA[Trust and confidence in employees greatly empower them, making them motivated to collectively bring the company to significant progress. In operational terms, this simply means endowing the people with measurable accountability of tasks. They are adults, after all. This mandated individual accountability brings about a sense of responsibility in each and every member of the [...]]]></description>
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		<item>
		<title>Organizational Reengineering: Sense of Ownership</title>
		<link>http://trendsupdates.com/organizational-reengineering-sense-of-ownership/</link>
		<comments>http://trendsupdates.com/organizational-reengineering-sense-of-ownership/#comments</comments>
		<pubDate>Tue, 28 Apr 2009 23:02:40 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Critic]]></category>
		<category><![CDATA[Society &amp; Culture]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[employee behavior]]></category>
		<category><![CDATA[employee relations]]></category>
		<category><![CDATA[empowerment]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[interdependency]]></category>
		<category><![CDATA[organizational reengineering]]></category>
		<category><![CDATA[systems thinking]]></category>
		<category><![CDATA[workplace environment]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=13342</guid>
		<description><![CDATA[Nowhere is systems thinking more evident than in employee relations. Open systems thinking and empowering clients to have the ability to be self-reliant have certainly become operationally pragmatic. In systems thinking, the focal point is empowerment. Interdependency is the natural result of systems thinking and empowerment. The employee organization is primordial. From it spring the [...]]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Why the Boss Shouldn’t Blame an Erring Employee Right Away</title>
		<link>http://trendsupdates.com/why-the-boss-shouldn%e2%80%99t-blame-an-erring-employee-right-away/</link>
		<comments>http://trendsupdates.com/why-the-boss-shouldn%e2%80%99t-blame-an-erring-employee-right-away/#comments</comments>
		<pubDate>Tue, 28 Apr 2009 01:22:05 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Critic]]></category>
		<category><![CDATA[Society &amp; Culture]]></category>
		<category><![CDATA[assembly line]]></category>
		<category><![CDATA[boss]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[employee relations]]></category>
		<category><![CDATA[erring employee]]></category>
		<category><![CDATA[human resources management]]></category>
		<category><![CDATA[labor]]></category>
		<category><![CDATA[manufacturing firm]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[problem solving]]></category>
		<category><![CDATA[Production]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[systems thinking]]></category>
		<category><![CDATA[systems view]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=13287</guid>
		<description><![CDATA[Labor or human resources are very much a part of the value chain of a manufacturing firm which, in itself, is composed of many diverse, yet complementary, components. A manufacturing firm working on a production schedule and towards a given output will have to rely heavily on its employees. However, having a ‘common platform of [...]]]></description>
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		</item>
		<item>
		<title>Systems Thinking in Employee Relations</title>
		<link>http://trendsupdates.com/systems-thinking-in-employee-relations/</link>
		<comments>http://trendsupdates.com/systems-thinking-in-employee-relations/#comments</comments>
		<pubDate>Mon, 27 Apr 2009 04:13:47 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Critic]]></category>
		<category><![CDATA[Society &amp; Culture]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[conflicting perspectives]]></category>
		<category><![CDATA[contextual cause of problems]]></category>
		<category><![CDATA[diversity]]></category>
		<category><![CDATA[employee relations]]></category>
		<category><![CDATA[group norms]]></category>
		<category><![CDATA[interpersonal relationships]]></category>
		<category><![CDATA[lean thinking]]></category>
		<category><![CDATA[pluralism]]></category>
		<category><![CDATA[social-psychological terms]]></category>
		<category><![CDATA[supply-chain partnering]]></category>
		<category><![CDATA[systems thinking]]></category>
		<category><![CDATA[timely management]]></category>
		<category><![CDATA[TQM]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=13251</guid>
		<description><![CDATA[In systems thinking, problems are seen as parts of an overall system, not just arbitrary results. This approach addresses the root or contextual cause of the problem, thereby not further allowing the problem to worsen. A certain framework exists in systems thinking whereby a problem is taken in relation to the whole, and not in [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<item>
		<title>Workplace Bullying is a Health Issue</title>
		<link>http://trendsupdates.com/workplace-bullying-is-a-health-issue/</link>
		<comments>http://trendsupdates.com/workplace-bullying-is-a-health-issue/#comments</comments>
		<pubDate>Wed, 15 Apr 2009 05:02:37 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Health &amp; Medicine]]></category>
		<category><![CDATA[Sci + Tech]]></category>
		<category><![CDATA[absenteeism]]></category>
		<category><![CDATA[anxiety]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[embarrassment]]></category>
		<category><![CDATA[employee safety and health]]></category>
		<category><![CDATA[fatigue]]></category>
		<category><![CDATA[health deterioration]]></category>
		<category><![CDATA[human rights recognition]]></category>
		<category><![CDATA[paranoia]]></category>
		<category><![CDATA[sleeplessness]]></category>
		<category><![CDATA[stress]]></category>
		<category><![CDATA[tardiness]]></category>
		<category><![CDATA[workers welfare]]></category>
		<category><![CDATA[workplace bullying]]></category>
		<category><![CDATA[workplace incivility]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=12350</guid>
		<description><![CDATA[According to Brooks (2000), workplace incivility translates to operational expenses for a business organization. The phenomenon goes through an entire downturn process that can be ugly for the company. There are victims of workplace incivility who suffer from stress, paranoia, anxiety, embarrassment, and fatigue. These may cause sleeplessness that, in turn, translates to tardiness, absenteeism, [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Toxic Boss</title>
		<link>http://trendsupdates.com/the-toxic-boss/</link>
		<comments>http://trendsupdates.com/the-toxic-boss/#comments</comments>
		<pubDate>Wed, 15 Apr 2009 04:53:12 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[disrespect]]></category>
		<category><![CDATA[employee morale]]></category>
		<category><![CDATA[employee turnover]]></category>
		<category><![CDATA[employee welfare]]></category>
		<category><![CDATA[harassment]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[mean boss]]></category>
		<category><![CDATA[office morale]]></category>
		<category><![CDATA[rude behavior]]></category>
		<category><![CDATA[toxic boss]]></category>
		<category><![CDATA[workplace bullying]]></category>
		<category><![CDATA[workplace incivility]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=12346</guid>
		<description><![CDATA[If the boss is the perpetrator of workplace incivility or workplace bullying, he will discover down the line that his toxic attitude does more harm than good for the company he is being paid to serve. Workplace incivility can include negative work behavior that can either be subtle or rude, is done with total disrespectful [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Workplace Incivility and Employee Turnover</title>
		<link>http://trendsupdates.com/workplace-incivility-and-employee-turnover/</link>
		<comments>http://trendsupdates.com/workplace-incivility-and-employee-turnover/#comments</comments>
		<pubDate>Wed, 15 Apr 2009 04:44:44 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[employee turnover]]></category>
		<category><![CDATA[employee welfare]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[office etiquette]]></category>
		<category><![CDATA[office morale]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[workplace communication]]></category>
		<category><![CDATA[workplace incivility]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=12343</guid>
		<description><![CDATA[The business organization would do well to have an image and reputation of recognizing the equal and unequivocal human rights of each and everyone. The human resources department of the company should have a very careful and thorough process of hiring employees, thereby being capable of eliminating potential problems in the future. The department should [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Conflict Resolution Strategies in Team Dynamics</title>
		<link>http://trendsupdates.com/conflict-resolution-strategies-in-team-dynamics/</link>
		<comments>http://trendsupdates.com/conflict-resolution-strategies-in-team-dynamics/#comments</comments>
		<pubDate>Sat, 28 Mar 2009 20:07:32 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[accomodating technique]]></category>
		<category><![CDATA[balance]]></category>
		<category><![CDATA[brotherhood]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[camaraderie]]></category>
		<category><![CDATA[collective consciousness]]></category>
		<category><![CDATA[compromise]]></category>
		<category><![CDATA[conflict]]></category>
		<category><![CDATA[conflict management]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[cooperative problem-solving]]></category>
		<category><![CDATA[friendship]]></category>
		<category><![CDATA[harmony]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[interaction]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[sisterhood]]></category>
		<category><![CDATA[team]]></category>
		<category><![CDATA[team dynamics]]></category>
		<category><![CDATA[team goals]]></category>
		<category><![CDATA[team spirit]]></category>
		<category><![CDATA[teamwork]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=11485</guid>
		<description><![CDATA[There are some conflict resolution strategies that work for individual teams. There is one common strategy that runs through all these, though, and that is dialogue. A cooperative problem-solving style also enables people to work together. This cooperation not only finishes the work but also bolsters camaraderie and team spirit. Some employ the strategy of [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Group Dynamics: Convergence + Resolution</title>
		<link>http://trendsupdates.com/group-dynamics-convergence-resolution/</link>
		<comments>http://trendsupdates.com/group-dynamics-convergence-resolution/#comments</comments>
		<pubDate>Sat, 28 Mar 2009 19:53:21 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[conflict]]></category>
		<category><![CDATA[conflict management]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[convergence]]></category>
		<category><![CDATA[creed]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[differences]]></category>
		<category><![CDATA[diversity]]></category>
		<category><![CDATA[fairness]]></category>
		<category><![CDATA[gender]]></category>
		<category><![CDATA[group dynamics]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[interaction]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[race]]></category>
		<category><![CDATA[team]]></category>
		<category><![CDATA[team dynamics]]></category>
		<category><![CDATA[teamwork]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=11479</guid>
		<description><![CDATA[Conflict resolution, a resultant and logical step to address the inescapable reality of conflict, is a must to move the team forward. Conflict resolution is a dynamic and pro-active endeavor that serves to find a commonality among the diversity in team membership. If there is no resolution to conflicts, the uniqueness of the individual cannot [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Constructive Conflict</title>
		<link>http://trendsupdates.com/constructive-conflict/</link>
		<comments>http://trendsupdates.com/constructive-conflict/#comments</comments>
		<pubDate>Sat, 28 Mar 2009 19:33:08 +0000</pubDate>
		<dc:creator>GSerrano</dc:creator>
				<category><![CDATA[Business]]></category>
		<category><![CDATA[business organization]]></category>
		<category><![CDATA[conflict]]></category>
		<category><![CDATA[conflict management]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[constructive conflict]]></category>
		<category><![CDATA[destructive conflict]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[interaction]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[team]]></category>
		<category><![CDATA[team divisiveness]]></category>
		<category><![CDATA[team dynamics]]></category>
		<category><![CDATA[teamwork]]></category>

		<guid isPermaLink="false">http://trendsupdates.com/?p=11467</guid>
		<description><![CDATA[Successful victims of conflict fight back even with negative response most of the time. Some responded by being absent often from team activities. The insight is clear. Those who fight back and try to resolve the conflict are members who recognize and confront the conflict issues squarely. In the process, they employ all means possible [...]]]></description>
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