what is organisational context?
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the overall environment of a business, assume it means what business they are in, who are the competitors, are they publically traded, etc.
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Go here & Get\nhttp://en.wikipedia.org/wiki/Context_switch
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hay...operational mangt in mainly into the strategies and thier effectiveness in an organisation. the formulation of plans n strategy's and how effective they are...
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an organogram (or organigram) is a chart of diagram of a organizational structure and hierarchy of a company, or in this case, a public school.
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Organization.\n\nBreak down larger parts of a problem (project) into smaller parts and get each of those done in time. Bring the parts back together and you have your whole project finished.
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Change management under the Organizational Development tradition, considers organisations to be social systems and is therefore concerned with the humanistic element in conjunction with the mechanics of the organisation. The aim is to improve the effectiveness and well-being of an organisation by facilitating a process of development so that eventually the organisation is able to solve its own problems and adapt as necessary.\n\nThe current change literature is separated into two schools of thought. On one hand, it can be “recipe driven”, using prescriptive guidelines for practice but with little theoretical underpinning. On the other hand it can very vague, with no clear focus on principles or application. Therefore, in order to implement effective change, the scientist-practitioner must be able to adapt and apply principles relevant to the current situation. \n\nThe models that we have reviewed for inclusion in our “theory in use” have been selected for their relevance, adaptability and incorporation of organization members. They are; Lewin’s Planned Change Model; The Action Research Model; The Positive Model (Appreciative Enquiry) and a brief summary of each is given below.\nLewin’s Change Model:\n) Unfreezing: \nReducing those forces maintaining the organization’s behavior at its present level\nCreating motivation and readiness to change through\ndisconfirmation or lack of confirmation,\ncreation of guilt or anxiety, and\nprovision of psychological safety\n2) Movement\nShifts the organization’s behaviors to a new level\n Changing through cognitive restructuring: Helping the client to see things, judge things, feel things, and react to things differently based on a new point of view\n3) Refreezing: Stabilizes the organization at a new state of equilibrium\n\nForce Field Analysis\nAction Research Model\nPositive Model\n\n\ni hope this is helpful
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Professional Employer Organization
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Historical context simply means looking at something based on when it happened....you cannot judge or evaluate using today/modern standards...you have to evaluate using the knowledge that we have of that period and those people.....put it into historical context.
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an organizational chart illustrates the hierarchies within an organization.  The purpose is to illustrate these hierarchies and relationships.
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In what context was the word used?
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You can show them episodes of 'The Office' or the movie 'Office Space.'\n\nWhat do you mean by organizational culture? Like how people interact in organizations?
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The word contextual can be used to define the congruent relationship between two parts.\n\nFor example, if I wanted to construct a 100 story highrise on the block of a low-density neighborhood, where the homes are typically one family, two car garage--it would be out of context.  If I were to build contextually, it would mean that  I would tailor my development to the existing housing stock, or within the visual scale of what is currently present.
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This could mean a couple things.....not sure of the context...\n\nFirst, principals are what you call the people who own and operate a closely held company.  So, someone might refer to the owners of an agency as the agency principals.\n\nSecond, there is a body of law known as principal/agent law, or the law of agency.  And loosely, you could refer to this body of law as "agency principles."  The idea in this area of law is, an "agent" can bind a "principal" to agreements.  So if someone can establish that X was an agent of Y -- that a principal-agent relationship existed -- then it follows that X had authority to enter an agreement on behalf of Y and make Y liable to fulfill that agreement.  I'm being a little fast and loose here but that's the general idea.
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Well organizational culture are the shared beliefs, expectations, values, norms, and work routines that influence they way in which individuals within an organization interact with each other. A leader can maintain a healthy culture by promoting socializing (which can be done though company events such as parties, contests) having and promoting good values (by showing that hard work won't go unnoticed) building in traditions or stories into the compies atmosphere, like how the company was founded. These are some ways, although there are many things that can be done.
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I've seen a number of different definitions, from a number of different perspectives.  This is my favorite...\n\n"A set of skills that an organization must perform well for the organization to be successful. Core competencies define the essence of "who the organization is."
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Backgrounds, Objectives, Scope, Constraints, Assumptions, Restraints
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source:http://www.isd-ioh.co.uk/\nOrganisational health - the effective balance between the interests of the organisation and the aspirations, skills and requirements of the individual within that organisation.\n\nsource: http://www.shb.ie/content-624526988_1.cfm\nEmphasis on workplace health has identified a need for an organisational approach to health promotion. This approach calls for changes in organisational systems that enhance the chance of individuals becoming healthy.\n\nsource:http://www.pwc.com/extweb/service.nsf/docid/3A5F2E4F380A118ECA2569F6002A80CB\n"Effective management of OHS risks is good for business"\nThere is an increasing recognition of the importance of managing OHS risks as an integral part of business management. OHS issues such as stress, workplace violence, fatigue and the aging workforce have emerged as major challenges for businesses and represent significant costs if left unmanaged.