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・ Organizational Excellence Award
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Organizational orientations
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Organizational orientations : ウィキペディア英語版
Organizational orientations

Organizational orientation is defined as an individual's predisposition toward work, motivation to work, job satisfaction, and ways of dealing with peers, subordinates, and supervisors on the job (Papa 2008). It can also be referred to the different ways people approach their roles in an organization and the different approaches people have toward work and the place of work in their lives (organizational orientations). Three organizational orientations have been identified as, upward mobile, indifferent, and ambivalent (Goodboy 2007). These three types of orientations are associated with organizational communication behavior and organizational outcomes such as employee job satisfaction and motivation. Presthus believed that these orientations results in employees having different orientations toward work itself, motivation to work, and job satisfaction (McCroskey 1998). These orientations are also believed to be traits, people will have these orientations regardless of the organization they are working for.
==Brief history==
The organizational orientation concept was advanced decades ago in the field of management by Presthus in 1962. He believed that the different types of orientations results in employees having different views about their job satisfaction, motivation to work, and ways of dealing with coworkers or supervisors. He viewed his theory of as organizational behavior. He believed that people learned their traits through experiences while working in an organization. His theory produced three different traits that employees would have; upward mobile, indifferent, and ambivalent (McCroskey 1998). Recently the organizational orientation concept has drawn the attention of quantitative researchers in the field of communication. McCroskey conducted research that explained a large amount about the relevance of this concept to organizational communication (McCroskey 2004).

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