Setting Ambidextrous Organizational Objectives

Setting Ambidextrous Organizational Objectives, available at Free, has an average rating of 4.79, with 6 lectures, based on 7 reviews, and has 623 subscribers.

You will learn about This video is intended for business managers and leaders. and it examines an organization's ability to be aligned and efficient in its management Exploration – This will include things such as search, variation, risk taking, experimentation, flexibility, discovery or innovation, Exploitation – This includes such things as refinement, choice, production, efficiency, selection, implementation, and execution. And, how structural and behavioral mechanisms affect organizational ambidexterity This course is ideal for individuals who are Interested learners would include business managers and students, HR personnel, managements and administrations. or This course is for those managers who want to introduce new ideas and need to understand thoroughly the potential profitability, how and why it's going to be workable, and the basic elements of how ambidextrous teams working on opposing projects can improve the bottom line. It is particularly useful for Interested learners would include business managers and students, HR personnel, managements and administrations. or This course is for those managers who want to introduce new ideas and need to understand thoroughly the potential profitability, how and why it's going to be workable, and the basic elements of how ambidextrous teams working on opposing projects can improve the bottom line.

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Summary

Title: Setting Ambidextrous Organizational Objectives

Price: Free

Average Rating: 4.79

Number of Lectures: 6

Number of Published Lectures: 6

Number of Curriculum Items: 6

Number of Published Curriculum Objects: 6

Original Price: Free

Quality Status: approved

Status: Live

What You Will Learn

This video is intended for business managers and leaders. and it examines an organization's ability to be aligned and efficient in its management
Exploration – This will include things such as search, variation, risk taking, experimentation, flexibility, discovery or innovation,
Exploitation – This includes such things as refinement, choice, production, efficiency, selection, implementation, and execution.
And, how structural and behavioral mechanisms affect organizational ambidexterity

Who Should Attend

Interested learners would include business managers and students, HR personnel, managements and administrations.
This course is for those managers who want to introduce new ideas and need to understand thoroughly the potential profitability, how and why it's going to be workable, and the basic elements of how ambidextrous teams working on opposing projects can improve the bottom line.

Target Audiences

Interested learners would include business managers and students, HR personnel, managements and administrations.
This course is for those managers who want to introduce new ideas and need to understand thoroughly the potential profitability, how and why it's going to be workable, and the basic elements of how ambidextrous teams working on opposing projects can improve the bottom line.

Ambidextrous leadership was defined as the leaders’ ability to foster both explorative and exploitative behaviors in followers by increasing or reducing variance in their behavior and flexibly switching between those behaviors (Rosing et al., 2011).

The construct of ambidextrous leadership has also been linked to the combination of leadership styles (Jansen et al., 2009). Leaders who are transformational encourage “out of the box thinking”, information sharing, and question assumptions. Transformational leaders promote exploration and innovative thinking. Transactional leaders focus on making incremental improvements and making the best use of the existing processes. The transactional leadership style promotes exploitative behaviors. An ambidextrous leader is able to switch back and forth between transformation/exploration and transaction/exploitation as needed, in other words, being able to switch between different leadership styles at the appropriate time, in order to foster innovation and then implement plans. Ambidextrous leadership consists of three elements (1) opening leader behaviors to foster exploration, (2) closing leader behaviors to foster exploitation, (3) and the temporal flexibility to switch between both as the situation requires (Rosing et al., 2011). Opening leadership behaviors include: allowing for multiple ways to accomplish a task, experimentation, and errors, whereas closing behaviors include; monitoring routines, sticking to plans, and minimizing errors.

Course Curriculum

Chapter 1: Introduction

Lecture 1: Introduction

Chapter 2: Structural and behavioral mechanisms

Lecture 1: Structural and behavioral mechanisms

Chapter 3: Exploration and Exploitation

Lecture 1: Exploration and Exploitation

Chapter 4: Levels of ambidexterity

Lecture 1: Levels of ambidexterity

Chapter 5: Ambidextrous Leadership

Lecture 1: Ambidextrous leadership

Chapter 6: Review

Lecture 1: Review

Instructors

Shane Patrick Irvine
Business and Law Explained in Layperson Terms

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