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Organizational behavior

In the framework of organizational behavior, the attributes of effective communication and understanding the culture outlines the theory of motivation for human resources to utilize in solidifying the team. The theory of motivation offers the human resources key concepts to implement to the redefining the specific goals set forth from the project charter to the scope. The theory of motivation ranges from different thought of reason from theorists to apply a certain scientific approach, however, the direct approach is the model to connecting the team objectives with a purpose mindset amongst internal company employees.

Most employees need to feel the importance of the objectives; therefore, the project manager motivated communication tactics are critical for achieving the planned goals. The pursuit for a successful implementation is the normal functional operations of the technique of project management within the context of learning organizational behavior. The efforts of the three “C” are communication, cooperation, and coordination that all work together in a synergistic approach to create a winning coalition with organizational behavior and ford value chain .

The three “C” are essential to providing the means in allowing project management to function in a positive team environment. The objective to manage and complete the delivery of the organizational behavior within the principals of human resources is the ability to achieve the company’s goals and mission in a strategic framework. The new organizational structure for the centralization of a human resources department creates an opportunity for a transition when implementing a new phase in learning objectives.

Therefore, the change management plan for the human resources department is to outline a simplified way to streamline the information, in order to implement change in learning environment. The responsibilities are to successfully capture the criteria for initiating, execution, and to centralize the learning cultural organization initiative. The change management plan mission for an organizational structure will hone around the leadership assigned to the project that reinforces core initiatives.

The communication model for the change management plan is too focused on fundamental aspects to incorporate and execute within a matrix organizational structure. In order to infuse a successful change within a matrix organizational structure, the identification of assigned human resources leadership as well as the end recipient is required. Therefore, the human resource manager is the core responsible entity to ensure the initiating, executing, change management, and communication model.

The human manager core responsibility is to provide the leadership to sync other department heads, organization trainers, resources, and project team in order to efficiently and effectively complete the project (Mantel, Meredith, Shafer, and Sutton, 2005). The communication model plays an imperative role to accomplishing the tasks outlined for a successful transition from one concept to a changed concept. Therefore, the human resources manager leads the direction for the project to enforce objectives necessary to accomplish the CEO primarily mission of the organization.

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