Strategy Development: Many ‘strategic plans’ add little value. Only have benefits that last 3-5 yrs. but include a large amount or resources/documentation allocated to them. Development is more valuable. “Intent to leverage an organization’s strengths to exploit a market opportunity or competitor’s weakness” Gather facts about market, comp, internal, customers. Assemble a multifunctional team. Develop hypothesis and work through fact areas. SWOT analysis internal and comp. Align strategy with other functional areas of business: Selling, R&D, Manufacturing, Brand. PLAN.Chapter 1: Interpersonal skills result in understanding OB helping to determine manager effectiveness, leadership and communication skills, lower turnover, higher quality applications, better financial performance. MGMT skills: technical, human, conceptualManager is someone who gets things done through other people in org (10 roles). Org coordinated social unit composed of people that functions on a relatively continuous basis to achieve a common goal. Planning, organizing, leading and controlling. Interpersonal: figurehead, leader and liaison. Informational: monitor, disseminator, spokesperson. Decisional: entrepreneur, disturbance handler, resource allocator, negotiator. Luthans

and associates managers engage in four managerial activities.

Systematic study of behavior: Behavior generally is predictable if we know how the person perceived the situation and what is important to him. Evidence-Based Management: Complements systematic study. Argues for managers to make decisions on evidence. Intuition: Systematic study and EBM add to

intuition, or those “gut feelings”. Make decisions with intuition - working with incomplete information. ORGB is an applied behavioral science built upon behavioral disciplines. Psychology, social psychology, and anthropology. Contingency variable – situational factors moderate independent and dep variables. Responding to econ pressures & globalization, managing workforce diversity, improving customer service, people skills, stimulating innovation and change, working in networked org, work-life balance, positive work env, ethical behavior. Levels of analysis: Indiv, group, org. Inputs, processes, outcomes. Attitudes & stress, task perf, citizenship behav, withdrawal behav, group cohesion & function, productivity, survival.Chapter 2: Surface level and deep-level diversity. Discrimination, sexual harassment, intimidation, mockery&insults, exclusion, incility. In file: Age, sex, race, ethnicity, disability, tenure, religion. Not in file: sex orientation, gender identity. Intellectual: (activities) thinking, reasoning, problem solving. (dimensions) memory, number apt, verbal comp, inductive, deductive reasoning, spatial visualization, perceptual speed. Physical ability: strength (dynamic, trunk, static, explosive), flexibility (extent, dynamic), other (body coord, balance, stamina). Attracting, selecting, developing, and retaining diverse employees, diversity in groups, effective diversity programs (foster skills dev of all workers, teach legal framework & market adv)Chapter 3: