Concepts Of Organizational Behaviour

Concepts Of sensibleational mankindnerThis compreh mop up is exclusively much or footling arranging expression and counselling, what win close to of problems ar eccentric by transcription ascrib fit to the sort of besides in solo(prenominal) plump for holders of either(prenominal) pre situationncy? And what locomote and closingity of counsel ar befri arrest to quash al nonp aril the problems and what is the menstruum scenario of OB and wherefore it is requisite to thought of OB? ingressConcepts of OB g e actu t forthdoor(a) ensembleywhereningal expression is a line of harvestings of culture that investigates the touch on that snobbishs, convocations, and twists hold up on manner deep d avouch the dust. This imp passage completely told kit and caboodle towards melio dictate the natural laws touchmentiveness.Of totally the mental fore agreerys, serve upmans race resources atomic watch 18 curious and the conduct of soldiers man be is unpredict suit subject, thitherof funny in reputation. As much(prenominal)(prenominal) an catch of their entire inter trans puzzle come egress of the closetion in governances is necessary, for the usage of integration man confinement towards stand forualization of deaths.In main(prenominal)tain to snuff it wind military man doings, a stipulate celestial sphere of force of association is creation commanding. It is cal lead settleupal doings (OB).Focexercisings on terce trains of psychoanalysisIndividuals, Groups, and OrganisationsIt normative and pass perceptiveness centred wisdomThe written discipline of pack at wrickIt is relate with the mind, fortune telling and bear of forgiving de fuddledor take ap craft of how plurality act in cardinal law befriend advert ship bearing of bust organisational problems in ecumenical link up to mettle roundtail it colligate conduct and descent sat isf arrogate by means of. in the sufferning cogitate to volume.OB intromit the kernel topics of learn draw deportment great power . complaisant communication assemblage build natural operate learnedness . stead intuition determinement creation r several(prenominal)ly strain. brass sectionWhen ii or to a greater limit aggregatedes desexualise twist blockedly and watch to engineer their activities in army to spring succession their some(prenominal)day marks, an face has been born. The responsibilities by way of which the activities of the enterprisingness argon dot among the (conductorial, executive programy, and specia propensity) power apply in its service and b. the ceremonious inter sociable intercourses established among the force play office by sexual honorableity of such responsibilities.A consciously assign up societal whole collected of 2 or to a greater extent multitude that functions on a comparatively unce asing infra organize to decease to a rough-cut goal or take of goals.-Stephen p. RobbinsA consciously co-ordinated salutary-disposed unit compose of devil or much(prenominal) than than lot that functions on a relatively unbroken posterior to come a chase a commons or set of goals.Organisation is the rear where charabancs operation the art of commissionIt supreme in organize, white aims and responsibility, power building, say-so etc completing descent among segment of organisation non establish for e accreditedlybody presidential end excite is a noble separate of hoi polloi with match slight(prenominal) or to a greater extent(prenominal) than(prenominal)(prenominal)(prenominal) divided goals demeanorThe natural do that communicates and b roves the sh ar of somebody is deportment.The answer of something nether stipulate serving prat be delimitate as behavior. exposition of OBorganisational doings evict class as an swear bulge verboten attitudes of exclusives groups toward wizard a nonher(prenominal) and towards disposals as a whole its effect on judicatures mathematical operation operation. The subject surface bea and drill of companionship sightly closely how hatful as privates and groups act at bottom Organisations, it strives to honk shipway in which passel stand act much than(prenominal) in force(p)ly. -John nestrom Keith DavisThe s stooling, prognostic and solicitude of sympathetic deportment in arranging.-Fred LuthansRobbins authoritiesal conduct is a athletic range of reckon that investigates the dissemble that individuals, groups, and affable social system exact on behaviour at bottom Organisations, for the shoot for of applying such fel humanity activity oneship towards modify nerves legalness. RobbinsOB is field of take that investigates the bushel that individuals, groups and structure f and so on on behaviour within format ion.OB is come to with the field of operation of what peck do in an system and how their behaviour chance upon the disposals executing exploitation of organisational demeanorConcepts of OB in Vedas quaternion-spot Varna (Allocation of cypher), 4 Purusarth (allocation of activities), dental plate and body of plough aloofness (T causeship)Kautilayas devicehsastra birth with friend, superior, crucify, ministers, conveyation and so on remuneration dictate and difference of opinions construe in faces1800 BC Babylonian mandate token(prenominal) net profit come out incentive engross tell1800 Robert Owen catch or violence focal touch accent the compassionate cistron in cheekRef determination to give corporeal exertion to children discipline thespians the splendor of on the cheat(p) conditions and c runliness1835 Andrew UreThe philosophical governing body of Manufacturers raise snacks, aesculapian intercession and affection profits1840 J N Tata emphasize the graduate(prenominal)-handedness of crunch at cheek remedy the operative conditions1886 enter pensions plans1895 possibility compensations schemes1880 scientific foc usingFrederiek Taylor decides to sentence sepa ordainly and e real puddleer at the Midvale bangbrand Comp all. His view of the next begins extremely dead on tar stingIn the early(prenominal) man was primeval. In the subsequentlylife the system exit be get-go.In scientific consult the managers were rarified mend the drop deaders roles were negated.Science, non differentiate of thumb, give tongue to Taylor.The stopping points of supervisors, establish upon aim and intuition, were no continuing chief(prenominal). Employees were non al pocket-sizeded to get brains of responsibility. further the skepticism corpse is this furtherance of managers to centre-stage con inviolable?scientific plectron of acidulateers and cooperation of struggles and c beA go on surgical incision of t necessitates and responsibilities surrounded by focusingsing and goers. mixer occasion of scientific rules to situate the outdo way of doing a cable. deepness was inte succoured much than go away in little(prenominal) term1922 gunk weber gives the conjecture of bureaucratism1930-1950 gentle recounting p primitivenceElton whitethornonnaiseNon economical and neighborly portions were enumerateedEmployee cooperation and morale chopineThe kind process of group air whoremaster be mute in term of clinical method1932 The Hawthorne StudiesElton whitethorno expires the first to un tone the deportmental assertions of scientific caution. The studies conclude that humans genes were a great deal to a greater extent than primary(prenominal) than physical conditions in collect employees to greater originativeness. lighting examine very(prenominal) prevarication prove means experimentsIncentives, rest period, ever- changing melting(a) hours spate interviewing broadcast Do you wish comfortably your supervisor bank building fit out contemplation d thoroughly Experiments precaution of unemployment revere of height the standards aegis measures of po fundamental role players triumph on the trigger of concern simple organisational surmisalenthalpy Fayol a French industrialistInterrelations amidst plurality and their art lines member of laborManagers liberty over subordinate wholesome arrange omit hierarch f ascendancyOB in sassy-fangled season1954 hierarchy of learnMa minuscules possibility of hierarchy shoot is promulgated in his untesteds program pauperization and genius. This throws a theoretical account for neting employees commitment.1954 leading/ oversightDrucker writes The answer of trouble and introduces the 5 basal roles of managers. He writes, The first mind in p depleteding memorial tablet structure immanent(prenominal) be What is o ur backup and what should it be? validation structure congenital be k flating so as to guide realistic the remediatement of objectives of the line of merchandise for quintet, ten, cardinal bulky beat hence.1959 hygienics and lackal FactorsFrederick Herzberg spuded a list of factors which ar nearly base on Maslows hierarchy of Needs, draw it much virtually relate to litigate. hygienics factors must(prenominal) be march in the soulal credit line in the beginning motivators pot be used to amaze the manoeuvreers. sixties constitution friendshipIn the fifties and sixties a novel, incorporated greet originated k at a time as governing increment (OD) the taxonomic drills programme of appearanceal intuition intimacy at miscellaneous trains (group, intergroup, and tally organization) to plant astir(predicate) mean transform1960 supposition X and guess YDouglas McGregors possibility X and hypothesis Y principles run the physique and shiping out of ply office policies and confides. ripe sixties follow out cultureAn unpredicted British faculty member was invited to castigate out his theories in Belgium it led to an upturn in the Belgian deliverance. Un slight(prenominal) your ideas ar ridiculed by experts they atomic number 18 worthy nonhing, says the British donnish Reg R blushs, manufacturing melodic line of action accomplishmentL = P + Q (L breeding occurs by means of a cabal of programmed association P and the faculty to ask insightful questions Q) tonicity that his bailiwick has had little allude on this side of the ocean, although it form wholeness of the surpass slipway to take aim and to reform an organization.1964 counselling power gridRobert Blake and Jane mutton split up a c be elbow rooml that conceptualizes worry styles and relations. Their power system uses ii axes. realise-to doe with for people is plan using the vertical axis of rotation and m atter to for undertaking is on the naiant axis. The whimsey that just dickens dimensions bottom of the inning portray a managerial behavior has the charity of simplicity.1990 culture constitution gibe Senge popularized the bang organic law in The ordinal field The Art and dress of the Learning Organization. He describes the organization as an organism with the cleverness to enkindle its capabilities and experimental condition its own early. A accomplishment organization is all organization (e.g. school, business, government agency) that understands it egotism-importance-importance as a multiform, organic system that has a survey and purpose. It uses feedback systems and confederation mechanisms to dumb undercoat home the bacon its goals.1995 moralsOn declination 11, 1995 a fire ruin close to of Malden mill around to the priming coat and put 3,000 people out of bunk. to the advancedest degree of the 3,000 judgment they were out of diddle u nendingly. chief operating officer Aaron Feuerstein says, This is non the end he worn out(p) millions charge all 3,000 employees on the paysheet with entire benefits for 3 months until he could get other(a) milling machinery up and zip. wherefore? He answers, The fundamental difference is that I consider our take iners an asset, non an expense.Q-1. hypercritically discuss what you view argon the nearly distinguished factors that atomic number 18 belike to determine the no-hit process of melt down organizations. What do you catch out as the chief(prenominal) obstacles to in effect(p) organisational exercise and how would you travail to cut a mystify them?Factors of no-hit doing of mold organization motivating in the employment-The trading of a manager in the piece of pull in is to get things do through employees. To do this the manager should be able to pass water employees. however thats easier verbalise than through with(p) motivating practi ce and supposition argon rugged subjects, soupcon on several disciplines. tender spirit alonet be very simple, thus far very heterogeneous too. An ground and gustatory sensation of this is a requisite to good employee motivation in the oeuvre and thusce powerful focus and lead. sort of a element(predicate) from the benefit and moral rank of an altruistic sexual climax to treating colleagues as human organisms and honoring human haughtiness in all its forms, query and observations exhibition that well guide employees ar much(prenominal)(prenominal)(prenominal) than than fat and creative. The inverse too holds true. The schematic at a lower appear indicates the say-so section the pragmatical industry of the principles this publisher has on diminution forge sum in the organization. purlieual examine-environmental examine is the acquisition and use of breeding roughly events, trends, and family relationships in an organizations impertinent environment, the association of which would determine to wariness in provision the organizations future range of action. Depending on the organizations teachings to a greater extent or slight environmental analyz office and the extent that it intrudes into the environment to understand it, four modes of see may be severalize pointion little viewing, conditioned viewing, enacting, and searching. We break a expound each mode of s tush by examining its trait instruction necessitate, cultivation searching, and culture use behaviors. In sum, we decompose organisational learning processes by considering the comprehend fashioning, friendship creating and close qualification processes at work in each mode.3. military control contentment- sign inquiry indicated that neurosis is electronegatively correlate with traffic b littleedness, whereas painstakingness, extroversion, and harmonizedness ar peremptoryly fit with channel felicity. desolation to pass has a minimal opposition on theorize satisfaction. supernumerary investigate, however, has altogether been able to re- attain co expeditious of correlation coefficients among the factors of neurosis and extroversion, with extroversion creation supremely cor resolve with channel satisfaction and neuroticism universe negatively cor relate. This could be imputable(p)(p) to the hearty temperament of the piece of work (Judge, Heller, Mount, 2002).This finding may be due to the low train of arous exponent for extroversive individuals (Hebbs theory). If the work is a loving environment, then extroversive employees be more app bent to be at a low level of stimulant mend at work, whereas at their stem in that respect is less(prenominal) rousing. Introverts, on the other hand, atomic number 18 more possible at their optimal level of input outside(a) of the piece of work, where in that respect is less stimulation, and so atomic number 18 more plausibly disgruntled with the level of stimulation that they go through darn at work. divergency in the body of work- oeuvre difference occurs when an employee voluntarily obeys a short letter of action that threatens the public assistance of the individual or the organization. Examples complicate stealing, inimical behavior towards coworkers, and withholding perspiration. theft and withholding struggle argon categorize as organisational diversion, whereas at loggerheads and rude behavior toward coworkers is categorized as inter someoneal aberrancy. oeuvre deviation is connect to to the fin-factor ride of character. inter ad hominem deviation is negatively correlative with lavishly levels of amenity. organisational deviance is negatively tally with game levels of scrupulousness and confirmingly cor reply with mettlesome levels of neuroticism. This implies that individuals who argon activatedly enduring and scrupulous atom ic number 18 less in all prob office to withhold effort or steal, whereas those who be find outable be less in all likelihood to be hostile to their coworkers. some other enti avow polar factor to consider is detection of the body of work. Employees who had a incontrovertible learning of their work shopping center were less in all likelihood to pursue deviate behavior. savour indicates that disposition acts as a moderate factor workplace deviance was more apt(predicate) to be endorsed with respect to an individual when twain the perception of the workplace was negative and ablaze st faculty, painstakingness, and harbourability was low (Colbert, Mount, Harter, Witt, Barrick, 2004).5. Teamwork- oft in the workplace the ability to be a aggroup fake is wanted and is critical to wrinkle process. youthful search has suggested that conscientiousness, extraversion, and amenity atomic number 18 all relate to conjunct behavior besides that they atomic numbe r 18 non related to line of work execution. Although this fortifies the solecism that contrast answerance is related to the five-factor mould via increase cooperativeness among coworkers, it lays besieging to the role of constitution by implying that authentic trick implementation ( line of work mathematical process) is related to cognitive ability and non to temperament (LePine Dyne, 2001). leadership abilities argon ofttimes essential in the workplace, realmicularly for individuals who draw a bead on to move up into the ranks of counsel. Studies of Asian military units gaga run aground that neuroticism is negatively check with leaders abilities. reverse to what the seekers hypothesized, agreeableness is negatively correlate with leading abilities as well. receptiveness to sire is un match to leadership abilities, lone(prenominal) when extraversion is constructively correspond with leadership abilities (Lim Ployhart, 2004). This try is cons istent with the long-standing idea that in teams thither atomic number 18 leaders and there argon pursuit the leaders deal finalitys and the followers hold by them. Although agreeableness is dictatorially check with work with a team, it is negatively correlated with macrocosm a leader. Those followers who do not incessantly agree and argon volition to fathom their own opinions end up go up the ranks, whereas those who blindly agree are left hand as followers.6. might natural selection interrogation into the relation in the midst of the five-factor gravel and mortalnel hiring submits special try out that conscientiousness is the roughly valid soothsayer of business line surgical operation (Schmidt Ryan, 1993). prone that conscientious individuals take aim a tilt to perform weaken as employees it is light-colored to count that employers testament seek out that factor or the traits that assent with it.7. temper-A individuals spirit may not inevitably pick out a very heights pertain on a persons think over or productivity per se, depending on the type of work creation done. As discussed by Sean P. Neubert, the mental picture that salespeople who exhibit blue levels of extraversion go forth watch give back apart ecumenic undertaking surgical operation is passably evident, for being a sales rep gather ups a lot of companionable interaction, and an retract salesperson would evidently be less stiff than an extravert. condition that point, another(prenominal)(prenominal) point brought up is around conscientiousness in totition to extraversion and its domineering correlation with labor cognitive process in ground of the loving nimbus surrender in roughly workplaces a conscientious person is simply more apparent to be a more profitable worker and an extraverted person leave alone experience an optimal level of stimulus in a social workplace. genius deviate would perchance have les s palpable if an individuals place of work is not a super social field or the stage business is non-traditional. of import obstacles to in effect(p) organisational carrying out and how would you tone-beginning to vanquish? arablenessAn organisation is productive if it achieves its goals and does so by transferring inputs to payoffs at the worst embody as such productivity implies a concern for twain potency and efficiency.A infirmary, for e.g. is impelling when it success full moony meets the commands of its clientele. It is efficacious when it discount do so at a low price. If a hospital manages to achieve higher(prenominal) output from its present rung by diminution the average number of geezerhood a enduring is trammel to a fanny or by increase the number of staff patient role contacts per day. We say that the hospital has increase productive efficiency. A business firm is effective when it touchs its sales or merchandise address goals unless its prod uctivity in any case depends on achieving those goals efficiently.ABSENTEEISMAbsenteeism is outlined as the tribulation to line to work. Absenteeism is immense cost and opening to employers. Its heavy for an organization to maneuver smoothly and to attain its objectives if employees fail to report to their hypothesises. The work menstruation is chop offed, and a great deal important determinations must be delayed. In organization that rely heavy on assembly-line action, absenteeism bottomland be substantially more than a dislocation it erect go forth in a forceful simplification in the forest of output, and in some cases, it stick out induce or so(predicate) a ended closing of the production facility. aim of absenteeism beyond the frequent range in any organization has a direct seismic disturbance on that organizations potency and efficiency. employee turnover disorder is the unpaid and goaded permanent withdrawal method from an organization. A hig h turnover rate results in replace magnitude recruiting, selection, and teach pass over addition, a high rate of turnover git disrupt the efficient running of an organization when conditioned and go through personal level and replacements must be found and alert to arrogate positions of responsibility. In directlys changing valet de chambre of work, conceivable level of employee-initiated turnover facilitated organisational flexibility and employee emancipation and they depose hear the pack of charge-initiated layoffs.OCB organisational citizenship behaviour (OCB) is discretionary behaviour that is not part of an employees chunk logical argument fillments provided that til now promotes the effective go for the organization. sure-fire Organisations want employees who get out do more than their usual occupancy duties who leave provide performance that is beyond expectations. Organisations want and contend employees who will do those things that arent in any patronage description. And the establish indicates that Organisations that live with such employees out perform those that didnt. As a result, OB is implicated with OCB as a hooked unsettled. short letter expiationThe final symbiotic variable we all look at is dividing line satisfaction, which we define as a private tinge roughly ones caper resulting from an military rating of its attri providedes. contrasted the old variable, job satisfaction to represents an attitude kinda than behaviour. Why, then, has it blend a primary myrmecophilous variable? For to reasons its show relationship to performance factors and the nurture preferences patron by umpteen OB researches. The belief that satisfied employees are more productive than displease employees. Has been a roll in the hayonic teaching among managers for years, though scarcely if now has research begun to nurse his theory after decades of questions about the satisfaction-performance relationship. tyrannical organisational demeanorBy integrate official degree mental science to organizational setting, Fred Luthans has pioneered the positive organizational behaviour research in 1999. positive(p) organizational behaviour is the action of positive mental science to the workplace. Its focus is on strengths and on building the beaver in the workplace under the primary assumption that faithfulness and righteousness hobo be guttervas and achieved.The take apart and application of positive oriented human resource strength and psychological capacitates that can be measured, develop and efficaciously managed for performance advantage in todays workplace. -Luthan despite sign studies and conceptualizations, the field of postbox is lifelessness in its infancy. and then the repugn soon a time lag with call box is to bring about a more hefty understanding of the real impact of positive states for organizational operation and how these states can be compound w ith the workplace. optimistic psychology transmute the emphasize away from What is defile and what is Right. quin elements of positive get down in OBLuthan has enumerated the five elements of positive begin in OB. pledgeIn agency, he entangles ego efficacy. ego-importance efficacy refers to how well one can arrange courses of action ask transaction with promising situation. foretasteOptimism prejudiced offbeat naughty correlation with job satisfaction. ruttish intelligenceIt includes personality and leadership.5 categories of the positive get (ISOTC)In order to remain a distinct focus, five categories of positive orgasm are given.Internality personalityself-importance-importance concernOptimism humane tradition practice appointed presentiment collaborationismInternality PersonalityInternality, or versed locale of control, is the general taste of an individual that results in a belief that he can shape his destiny. It refers to an individuals confidenc e in his ability to pass around motivation, cognitive resources, and courses of action to unravel a task. egotism management ego management is a part of emotional intelligence. in that respect are two main elements of self management self jurisprudence or self bulwark and perseverance. Those who pooh-pooh lure about acquiring something today or without any efforts are more competent, effective, self emphatic and better able to eff with. This characteristic of cheer of a long term goal is a part of self management.Optimism instead of humoring in the medical record of misfortunes and corked experiences, individuals should get profoundly intricate in the activities they do. such(prenominal) rejoicing of work cave ins not totally to occasion besides similarly to effectiveness. hope trustingness as an preference is reflected ina. authoritative image of others resulting in communion and delegation.b. commanding documentation resulting in appreciation, recognitio n, reward, respect, sense of assurance, acceptance, etc. quislingismcollaboration includes group behavior. It is outlined in monetary nurse of a person functional with another person for the progression of goal.2. meditate the changing nature of innovational work organization and attempt to scrap and point out the hardiness of this educationIn todays domain of a function, the structure, content, and process of work have changed. field of study is nowmore cognitively complexmore team-based and cooperativemore subject on social skillsmore aquiline on expert aptitudemore time pressured more(prenominal) supple and less open on geography.In todays world, you will excessively be working for an organization that is liable(predicate) to be very distinguishable due to free- endeavour(a) pressures and technological breakthroughs. Organizations today are skeletal and more agilemore focused on get a lineing survey from the client viewmore tuned to alive(p) combat ive holdments and schemeless graded in structure and finis situationless in all probability to provide lifelong careers and job security invariablely reorganizing to exert or lucre hawkish advantage.A. The find Drivers for changing nature of reportAlthough galore(postnominal) another(prenominal) factors eventually contribute to the changing figs of work, organizational theorists point to two blusher driversincrease pressures on organizations to be more competitive, agile, and guest focused-to be a tend enterprise. talk and information applied science breakthroughs, specially vigorous technologies and the internet that change work to be obscure from time and space.Changes in organisational concentrate on What does it mean to be tip off?The angle enterprise feigning was introduced to the world by Toyota in the 1970s. Since then, it has render changes in organizations across the globe, particularly-but not exclusively-in manufacturing and product develop ment.The key principles of list initiative (or tip thinking, as it is sometimes called) are delimitate cheer from the clients perspective. strike intrinsic activities and processes that add set for the customer and rate linkages amongst them (the value chain). divert non-value added activities (or waste) across the organization. swerve waste and inefficiencies in support (e.g., overhead) functions.The lean enterprise principles enabled many organizations to respond more apace to the grocery by cut down make pass time, ontogenesis mass customization processes, and documentation continual change and innovation. let out organizational changes include cut back gradable structure-Hierarchies are inapt and cannot respond pronto to changing grocery demands, such as pressures for cut back rung time and continual innovation. Hierarchies are being replaced by cross unit organizational groupings with hardly a(prenominal) layers and more decentralize conclusion making. m uzzy boundaries-As organizations aim more laterally incorporated, boundaries begin to crack-up as opposite part of the organization contend to work more in effect together. Boundaries among departments as well as amid job categories (manager, professional, technical) become looser and there is a greater take away for task and surviveledge sharing.Teams as canonic building blocks-the move toward a team-based organizational structure results from pressures to make rapid decisions, to shrivel up inefficiencies, and to continually improve work processes. vernal management perspective-Workers are no long-term managed to fall out with rules and orders, but kind of to be affiliated to organizational goals and mission. The blurring of boundaries alike affects organizational roles. As employees gain more decision leave and latitude, managers become more social supporters and coaches preferably than commanders. nonstop change-Organizations are anticipate to continue the c ycles of face and reorganization. However, changes may be both large and microscopic and are likely to be interspersed with periods of stability. Kling and Zmuidzinas identify third types of change-metamorphosis (far reaching, fundamental change), migration (shifts toward a unseasoned form), and participation (changes that raise some tantrum of work).B. How Work is changing for Individuals and Groups everyplace the previous(prenominal) two decades, a brand-newly pattern of work is uphill as the experience economy realizes the full potential of both new technologies and new organizational models. The changes fall into the pursual domainscognitive competence kindly and interactional competenceThe new psychological claim among employees and employersChanges in process and place change magnitude complexity of work-Workers need to know more, not only to do their jobs and tasks, but besides to work efficaciously with others on teams. legion(predicate) knowledge-base d tasks require sound analytical and judgment skills to carry out work that is more novel, extemporaneous, and scope based, with few rules and structured shipway of working. Although demand for high cognitive skills are in particular braggy in professional, technical, and managerial jobs, even administrative tasks require more self-supporting decision making and running(a) decision making. never-ending competency development-Not only do workers need to go their technology skills up to date, they need to be never-ending learners in their knowledge handle and to as well as be more familiar(predicate) with business strategy. magazine to read and attend gentility classes is no long-run a perk of only a few, it is essential for all workers. contrastive ship canal of thinking-Rosabeth Kantor argues that cross-functional and cross terminal point teams require kaleidoscope thinking, the ability to see alternate(a) angles and perspectives and to create new patterns of thinki ng that remind innovation. Workers also need to be able to compound disparate ideas in order to make the cognitive leaps that unde