Company Work I Would Like to Fill

¶ … Company Work I would like to fill the position of Executive Organizational Design in ABC Company. The following details provide complete understanding of the job along with required job specifications. Job Description -- Executive Organizational Design Executive Organizational Design is primarily responsible for coordinating and assisting in various OD processes and projects and ensure timely follow-up and completion of tasks.

Qualifications/Competencies Education: Advanced degree in HR Expertise: Related experience in HR Other skills include advance MS Office, time Management and excellent communication Organizational Relationships: Executive OD directly reports to Manager OD and collaborates with all departments for successful execution of projects. Major Responsibilities Developing a High Performance Culture: Coordinate to ensure that organizational structure, headcount and reporting lines are accurately represented in the system. Coordinate to ensure that all organizational members have access to culture survey.

Assist the line managers in scheduling Action-Planning workshops and keep a strict follow-up on implementation Developing leadership at all Levels: Coordinate with the line managers to schedule and administer various leadership discussions, meetings and workshops. Assist in identifying and short listing vendors who can help in various leadership interventions. Coordinate with Learning and Talent team to ensure that required leadership training is delivered Manage Organization Design & Change: Ensure that organizational data on ground (Headcount, Hierarchy, Reporting lines etc.) is reflected accurately in the respective system.

Keep track of organizational changes and maintain history/records Organizational Design Projects: Ensure the ability to develop and deliver solutions timely. Ensure the ability to deliver quality products/services. Ensure that provided solutions are innovative, state-of -- the art and based on best in class practices Performance Management: Ensure that the PMS is user friendly and based on best in class practices. Ensure accuracy of data in PMS. Ensure customer query resolution in stipulated amount of time. Ensure compliance to the performance management process & system.

Continuously develop ABC PMS to reflect state of the art thinking and global best practices in performance management. Develop training material and guidelines to ensure that all organizational members are trained in the concept and use of PMS in ABC at all times. Ensure safety and confidentiality of employee data. Play the lead role in communicating to the organization about the system and the process Goal Setting and Motivation Establishing short-term and long-term goals proves be a road map for progressing in every sphere of life (Schweitze, Ordonez, & Douma, 2002).

As said by Goldstein, goals provide a sense of direction and purpose. Goal setting starts with defining the goals, breaking it down into tasks, preparing a network diagram that represents process flow, then making a schedule, analyze the risks involved and finally get busy starting off with it (Dobson, 2008). The whole process of goal setting itself serves to be a motivation for me. Especially at my new place, I will require more details about how to go about work that best serves the need of the hour.

Therefore, my motivation starts at the point I am asked to set goals in accordance to the company objectives. Following the goal setting process and procedures, I as Executive organizational design, will prefer these goal setting considerations. Initially, Supervisor must take along the incumbent while deriving the department's goal from organizational goals. The finalized department's goal must be made clear to the staff. Supervisors along with the incumbent must be involved in goal setting process for each individual.

Supervisor must make sure that individual's assigned goals do not conflict with any other staff member. Supervisor must also rest assure that the goals are not in a conflict with the organizational goals. In case of working in teams, each team member must have their own work specific goals along with a common team goal to counter social loafing. Managing Stress at Workplace While dealing with day-to-day activities at work, a lot of issues arise that causes stress.

I deal with stress with a more laid back attitude so that I can manage other activities while keeping only the positive stress factors on my mind. In order to positively contribute towards workplace and to manage stress, I practice a number of ways that include keeping a stress diary. First of all, I keep a stress diary so that I can easily identify the cause of stress. In this diary, I keep record of my feelings and activities all day long.

In case of a stressful event, I write complete details about what the event was, what caused it and which of my strategy worked it out. So, after a short period of time, when I go through that event in the diary I am well aware what caused me anxiety and stress and how I dealt with that certain situation. I will keep the right attitude on workplace so that things don't get worse. Moreover, autogenic therapy is another of my approach to handle stress at my new position (Edworthy, 2002).

Non-verbal and cultural barriers to communication It is equally essential to address the nonverbal and cultural barriers to communication while working at a new workplace. There are several ways that I can adopt to address this serious matter such as gathering information, creating rapport, and clearing barriers that intervene while mediating (Madonik, 2001). Culture plays a vital role in which ways nonverbal communication influences relationships. To avoid nonverbal barriers at my new workplace, I will study the nonverbal signals before joining my.