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Organizational behavior

Organizational behavior, organizational culture, diversity, communication, organizational effectiveness and efficiency, and organizational learning are crucial concepts to any person who is currently working with, or someday will work, for an organization. These terms are even important to people who desire to start an organization or business of their own. Knowing what they mean and how they work builds our know-how of working and developing organizations. These concepts should also serve as guides so that employees remain happy and productive (Argyris 2001).

An efficient means of keeping employees associated with the values and goals of an organization is by developing a culture that encourages employees to focus on a higher purpose for their work. Values that support this kind of consistent operation include the idea that people are basically, good, rational and interested in achievement. Leaders that unify an organization believe that the individual has something to contribute to the organization (Scholl, R, 2003). The bottom line for managers who want to create a culture of success is to start with creating a positive environment.

They need to bring in people whose values are in line with the organization’s culture, and continue to acknowledge success and involve the whole organization in maintaining an

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environment that allows people to enjoy working hard to meet the company’s goals. (Scholl, R, 2003). It is a must for the management to understand the relationship between a strong management and positive organizational outcomes, and that it possesses the opportunity to create, influence, and utilize these positive effects that can result from strong and equipped organizational culture. Conclusion

Today, Disney is burdened with several complaints stemming from the overburdened infrastructure issues caused by FastPass. These complaints are handled ably by higher administration. However, in answer to this, the new management has addressed this problem and has made significant changes to the FastPass system. (Bye Bye Fast Pass 2004). In all these issues, we must not forget that Walt was a man who knew in his heart that he will not let failures put him down. He believed that the artificial judgments of failure will only keep him from erring or making a mistake. Yet those mistakes and errors are the very stuff of growth.

He had a vision of how he wanted children and all people to be entertained. It never left his heart’s desires such that until now, his cartoons continue to entertain people of all ages. People are provoked to laughter and are able to rekindle its healing effect into their lives. Indeed, throughout the years, Walt Disney company’s consumers and shareholders have come to depend on the company for quality, creativity, innovation and integrity which it continues to uphold until now. Disney has its distributor in Columbia TriStar, Sony, which is responsible for distributing all of its movies (This market is growing).

Television remains to be the driver, which is just a small part of its portfolio. To date, Disney continues to aim at being the leader in the kids and family entertainment business.

REFERENCES

Aberdeen, J. A. Hollywood Renegades. The Society of Independent Motion Picture Producers. Walt Disney. Retrieved Feb. 7, 2007 at: http://www. cobbles. com/simpp/chapter1. htm Argyris, C. (2001). Harvard business review on organizational learning. Boston: Harvard Business School Publishing Corporation. Disney Company. Business as Usual? Retrieved Feb. 7, 2007 at: http://www. mouseplanet. com/mark/mg040526. htm Disney Meetings. Retrieved Feb. 7, 2007 at

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