Dr. Chris Smith
Email: dr.chris.smith@adelaide.edu.au
Website: www.myuni.adelaide.edu.au  

Chris started his working life as a clinical psychologist in the psychiatric unit of a general hospital. After several years he moved into the business sector and, via a corporate HR role, occupied a number of general management/CEO positions across a variety of industries in Australia and the UK. In the mid-90s he left the business world for the academic one and joined Warwick Business School (UK) where he is currently an Associate Fellow of the Marketing and Strategic Management Group. In 2002 he moved to South Australia and became a full-time faculty member of the University of Adelaide Business School. He teaches on MBA and executive education programmes across a variety of international settings.

On successful completion of the course, students will be able to:

1. Work within major theories and perspectives on the management of organisations to identify and address key questions  concerning effective management within their own organisations.
2. Identify the relationships between individual experiences and organisational behaviours from a  systems view of organisational dynamics
3. Explain the implications of a systems perspective for the role and challenges of managing people in organisations

The text for this course is

• Buchanan, D. and Huczynski, A. A. (2017) Organizational Behavior 9th Ed. Prentice-Hall/Pearson Education. 

No specific online learning facilities are part of the course other than the usual communication and sharing of information/papers via MyUni.
Please ensure that your MyUni email address is one through which you can be contacted. 

Session 1: Causal analysis and managerial judgement
In this session we will unpack the concept of judgment and in particular how the results of any analysis will be the groundwork for all decisions that a manager makes. Note that any action is based on implicit or explicit analysis of causes. If the analysis is wrong it is highly probable that the decision will also be wrong.

Chapters 1-4 Huczynski and Buchanan
In praise of laziness. Businesspeople would be better off if they did less and thought more The Economist. (17 Aug. 2013)
Kim, D. H. (1992) Guidelines for drawing causal loop diagrams. The Systems Thinker, 3(1):5-6.
Repenning, N. P. & Sterman, J .D. (2001). Nobody ever gets credit for fixing problems that never happened. California Management Review 43(4):64-88

 Session 2: The individual
There are a variety of individual attributes and processes such as intelligence, personality, perception, attitudes and thinking that influence our behaviour, the decisions we make, our views of the other people, our perspectives on why other people behave as they do compared with ourselves, etc. Physical and social ‘genetics’ give us habitual ways of responding in particular situations. 

Chapters 5- 8 Huczynski and Buchanan
Cognitive biases. Wikipedia, 2017
Dunning, D. (2013) The paradox of knowing, The Psychologist 26(6):414-417.
In praise of misfits. Why business needs people with Asperger’s syndrome, attention-deficit disorder and dyslexia, The Economist (2 June 2012)
Lovallo, D and Sibony O. (2010) The case for behavioural strategy. The McKinsey Quarterly March: 1-10.
Myths about millennials. Businesses should beware of dubious generalizations about younger workers. The Economist (1 Aug. 2015)
To err is human; so if the failure to admit it. The Economist (1 June 2017)
 
Session 3: Motivation
Why do people do some things and not others? Why do some people work until midnight each day while others get off work as soon as they can? Why? One of the key requirements of effective management is that the manager’s subordinates continue to work efficiently and effectively, and even to improve their efficiency and effectiveness when their manager is not present.

Chapter 9 Buchanan and Huczynski
Dewhurst, M., Guthridge, M. and Mohr, E. (2009) Motivating People – getting beyond money McKinsey Quarterly (November): 1-5.
Digital Taylorism: A modern versions of “scientific management” threatens to dehumanize the workplace. The Economist (12 Sep 2015)
How to thrive at work with the minimum of effort, The Economist October, 2014
Ordonez, L., Schweltzer, E., Galinsky, A. & Bazerman, A. (2009) Goals gone wild: the systematic effects of over-prescribing goal setting, Academy of Management Practice, (Feb.): 6-16.
Pulakos, E.E & O’Leary, R.S. (2011). Why is performance management broken? Industrial and Organizational Psychology, 4: 146-164.
Ryan, R. M and Deci, E. L, (2000) Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being. American Psychologist 55(1), 68-68.
Thibaut, J. & Kelley, H. (1959) Social Exchange Theory.
The other side of paradise The Economist (Jan. 2016)
Why bosses should be careful with performance related pay, TheEconomist, (May 2013)
 
Session 4: Groups, roles and norms
In this session examine the structure and development of groups. The norms of the group and the roles we chose or are chosen to play demand particular behaviours and attitudes from us. For most of us the choice between being part of the group and being excluded by it is taken in the direction of group membership. 

Chapter 10-13, Buchanan and Huczynski
Bryan, L.L., Matson, E. & Weiss, L.M. (2007) Harnessing the power of informal employee networks, McKinsey Quarterly (4): 1-10.
Facebook is bad for you; Get a life! Using the social network seems to make people more miserable. The Economist, (17 Aug. 2013)
Team spirit. The Economist (19 Mar. 2016)
The collaboration curse. The Economist (23 Jan. 2016)
The making of Bonecrusher, Esquire, 1999
Quattrociocchi, W. (2017) Conspiracy Theories. Scientific American, April, 52-52
 
Session 5: Social influence processes
Being with others has a major impact on how people behave and think as we (unknowingly at times) conform to group pressure and norms. Similarly we are always influenced by the rules and policies of the organization we are in and in particular by the commands of our bosses and of ‘the system’. 

Chapter 10-13, Buchanan and Huczynski
In the social-media age, bosses careers are more vulnerable than ever, The Economist, 2014 (11 October)
New research hints at ways to make meetings more effective. The Economist (4th Apr. 2015)
Robertson, I. (2013) How power affects the brain. The Psychologist, 26(3): 186-9.
Power corrupts, but it corrupts only those who think they deserve it. The Economist (21 Jan 2010).

Session 6: Organizational structure and context
It is often suggested, “structure follows strategy” in that organizations are theoretically designed and structured in the best way to deliver the planned strategy. From bureaucracies to the N-form there are intended and unintended consequences of structure. The challenge of developing the “best” structure is even greater in this era of globalization and the Internet. 

Chapter 14-17, Buchanan and Huczynski
Alvesson, M. & Spicer, A. S. (2012) A Stupidity-Based Theory of Organizations. Journal of Management Studies, 49(7): 1194-1220.
Agrawal, V., J. M. Manyika and J.E. Richards. (2003) Matching people and jobs. McKinsey Quarterly Special Edition. 70-8.
Braithwaite, J., Westbrook, J. & Iedema, R (2005) Restructuring as gratification. Journal of the Royal Society of Medicine,98:542-44
Ghislanzoni et al (2010), Taking organizational redesign from plan to practice. McKinsey Quarterly 1-9

Session 7: Conflict and conflict management
Conflict at the interpersonal, intergroup and inter-organizational level is an inevitable part of organizational life. Whether the conflict between tasks spills over into destructive conflict between people and how this is managed is an integral part of the manager’s day-to-day life.

Chapter 21 Buchanan and Huczynski
A matter of trust Behaviour such as reciprocity and co-operation is not bred in the bone. Rather, it responds to incentives and experience The Economist (15 Feb 2001)
Tjosvold, D. (2008) The conflict-positive organization: it depends upon us. Journal of Organizational Behavior. 29: 19-28
Weiss, J. & Hughes, J (2005) Want collaboration? Accept and positively manage conflict, Harvard Business Review, March: 93-101.

Session 8: Forecasting and decision-making
Managers continuously make decisions individually and in groups; in fact the most important decisions in organizations, e.g. capital expenditure, brand campaigns, product development, whether to launch or not launch a space shuttle, etc. are always taken by groups. Unfortunately the most important decisions are often the ones that are the most uncertain both with respect to required expertise, the processes of deciding and the ranking of outcomes.

Chapter 20, Buchanan and Huczynski
How companies make good decisions. McKinsey Quarterly Dec. 2008: 1-7
In search of clarity. Unravelling the complexities of executive decision-making. The Economist Intelligence Unit Sept. 2007
Lovallo, D. P and Sibony, O. (2006) Distortions and deceptions in strategic decisions. The hidden traps in decision making. McKinsey Quarterly (1), September-October, 19-29.
Wiesel, F., Modell, S. & Moll, J. (2011). Customer orientation and management control in the public sector: A garbage can analysis. European Account8ing Review 20(3): 551-581
 
Session 9: Organizational change
There comes the time when managers may decide that change must take place. This is a difficult process that may make things worse and many managers prefer the less risky option of ‘going with the flow’. However there are some broad guidelines and evidentiary-based orientations that can make success more likely.

Chapter 19 Buchanan and Huczynski
Appelbaum, SH, Habashy S., Malo, J.L & Shafiq H (2012) Back to the future: revisiting Kotter’s 1996 change model, Journal of Management Development Vol. 31 No. 8, 2012, 765-782
Beinhocker, E. D. (2006) The adaptable corporation, McKinsey Quarterly, 2: 77-87.
Boaz, N. and Fox, E. A. (2014) Change leader, change thyself. McKinsey Quarterly March 1-11.
Hughes, M. (2012) Do 70 per cent of all organizational change initiatives really fail? Journal of Change Management, 11(4):451-464.
Inflexible organization destroys strategy The Economist, (6 Sept 2014)
Isern, J. & Pung, C (2007) Driving radical change.McKinsey Quarterly, 4: 1-12.
Swanson, D. J & Cree, A. S. (2014) sharpening the focus of Force Field Analysis. Journal of Change Management 14(1):28-47
 
Session 10: Management and Leadership
In the good times the business press praises top business people as charismatic, decisive, and transformational and in the bad times (i.e. now!) as greedy, incompetent and overpaid. And each year there are new books in the airport bookstalls giving advice on how to be a great leader and/or manager. In this session we examine leadership and management and try and discover some of the simpler ‘truth’.

Chapter 18 Buchanan and Huczynski 
Barsch, J., Mogelof, J and Webb, C. (2010) How centred leadership achieves extraordinary results.  McKinsey Quarterly, 1-9.
Going off the rails Companies need to keep an eye on their bosses for signs of destructive behaviour.  The Economist (30 Nov. 2013)
Measuring management. It is no longer just a plausible theory that good management boosts  productivity The Economist, (18 Jan, 2014)
Royal Bank of Scotland: What a disaster. Lessons from the collapse The Economist, (26 Oct. 2013)
Sutton, B. (2010) Good bosses tune in. McKinsey Quarterly, (August): 2-10.
The look of a leader. The Economist (27 Sept 2014) X

Assessment Item	Percentage of total mark	Relevant Learning Outcome	Due or Scheduled Date
Individual Assignment 1	60%	A,B,C,D	17th November 2017
Group Projects	30%	A,B,C,D	19 November 2017
Class Participation	10%	A,B,C	In Class

GROUP ASSIGNMENT (30%)

The interaction of individual and group dynamics makes each organization in a country unique in many way and yet similar in others. Using concepts from the first intensive and the organizations represented in your groups prepare a PowerPoint presentation that shows the differences and similarities and explain these (again using concepts from the first intensive). Use the ‘notes’ pages of the presentation to make your more detailed points. The presentation should comprise 10-15 slides with 150-200 words on the notes pages as the major content). Note that you will not be required to make a presentation.

INDIVIDUAL ASSIGNMENT (60%)

Using models and theories from the organizational behaviour literature critically analyse the processes/outcomes/etc. of one of
a) Conflict, conflict resolution;
b) Decision-making or
c) Management/leadership in your organization.
There will probably be overlap between these three but ensure that your theoretical and practical focus is on one area. Suggest how any problems you identify might be resolved in the short, medium and long term.

– NB writing a concept in normal language is generally ‘description’ and not analysis. Analysis is the key to passing this assignment – description only is a key to failing it.

The analysis should be 2000-3000 words and should be correctly referenced to specific articles or parts of the textbook (do not reference ‘slides handouts’)

Note: the purpose of this exercise is for you to demonstrate the analytic use of models from the course and others we have not covered

ENGAGEMENT (10%)

This will reflect your participation in the class, your resistance to ‘phone obsession’ etc. and in general your conduct as an active learner.

The individual assignment, with the appropriate coversheet and declaration is to be submitted via MyUni. . Please submit your assignment in ‘Word’ format and not pdf.

Students are expected to submit their work by the due date to maintain a fair and equitable system. Extensions will generally only be given for medical or other serious reasons. All requests for extensions must be emailed to the lecturer in charge of the course before the due date. Each request will be assessed on its merits. A late assignment (without prior arrangement) may be penalised by a 5% mark reduction for each day that it is late.