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An analysis of the B-level factors show the greatest variation is in creating and giving effective presentations and the focus on self-control and personal growth. My manager has very high expectations for each of their direct reports, and this is illustrated in the differences of these B-level factors. An analysis of the B-Level factors is shown in Figure B. Consistent with feedback on the a-Level Factors Analysis, my manager sees me highly effective at planning and running meetings including follow-up. When I asked about this score, the response was given of my strengths at the core management functions of planning, organizing, leading and controlling. communication, planning and reporting systems.
Figure B: B-Level Factors Analysis
My remaining attributes were classified as C-Level and are shown in Figure C: C-Level Factors Analysis. My manager and I agree I excel at recruiting new employees and interviewing them, in addition to onboarding them. My manager however states that my judgment on advanced customer management strategies needs additional training, as I have just begun to take on these more complex tasks in my career.
Figure C: C-Level Factors Analysis
Score / 10?
Self-assessment?
2nd view?
Importance (a/B/C)?
1 ?
Planning, prioritising and organising tasks and activities, time management, self and team.
6?
6?
A?
2 ?
Motivation and leadership of team and individual team members.
7?
4?
A?
3 ?
Communication skills, questioning and active listening, building trust, empathy and mutual understanding.
6?
4?
A?
4 ?
Performance appraisals planning, conducting, and follow-up, for team, and self.
8?
7?
B?
5 ?
One-to-one counselling, handling grievances, discipline, helping and enabling others with their challenges.
7?
5?
B?
6 ?
Training and developing others, coaching and mentoring, assessing training needs.
7?
7?
A?
7 ?
Delegation, identifying and agreeing tasks, measuring, follow-up, management by objectives (MBO's).
8?
7?
A?
9?
9?
A?
9 ?
Financial and commercial understanding (eg, budgets, profit & loss, cashflow, etc.) ?
9?
8?
A?
10 ?
Managing relationships, inter-department, peers, upwards, obtaining approval for projects, changes etc.
9?
9?
A?
11 ?
Planning and running meetings, effective follow-up.
9?
9?
B?
12 ?
Business writing, eg, letters, reports, plans, project plans.
10?
9?
B?
13 ?
Recruitment interviewing and selection, and effective induction of new people.
6?
6?
C?
14 ?
Administration; financial/performance reporting, monitoring, maintaining and developing reporting systems.
8?
6?
A?
15 ?
Creating and giving effective presentations to groups.
10?
7?
B?
16 ?
Innovation, vision, creativity, taking initiative, problem-solving and decision-making.
8?
5?
A?
17 ?
Quality awareness and managing, according to quality standards and procedures.
9?
6?
A?
18 ?
Employment and HR policy awareness and managing, according to policies (equality, disability, harassment, etc.) ?
10?
9?
A?
19 ?
Environmental and duty of care awareness and managing according to standards and procedures.
9?
7?
B?
20 ?
Customer care and customer service management - external and internal.
10?
8?
C?
21 ?
Self-development, self-control, compassion and humanity, seeking responsibility and personal growth.
10?
7?
B?
22 ?
Appreciation/application of social responsibility, sustainability, humanity and ethical considerations.
9?
6?
A?
management process. Also, I will give a personal example of how I would incorporate that task into my ideal position of a food service manager. Lawn (2013) suggested that the food service industry should be an important market to make significant gains in the near future. He reported that "foodservice in business and industry has recovered from the recessions doldrums and performed and should also grow significantly in 2013.
Organizational Ethical Dilemma PepsiCo is a global provider of various drink and food products, from Pespi and Mountain Dew to Frito-Lay corn chips and Honest Tea. It has market share in diverse communities around the world. The main ethical challenge it faces is how to stay social responsible and culturally sensitive. This paper will use the Trevion, Nelson (1995) model of ethical decision making to focus on this issue, what it
Training Development: Evolution of the Design Training Development: Evolution Desing Training Development: Evolution design Training Development: Evolution design Training and development of employees is an activity that is performed by the Human resource. It is aimed at enhancing the performance of groups and individuals in an organizational setting. Training is focuses on evaluating the performance of an individual while carrying a given task (Brown, 2002). Training and development is the practice of providing workshops,
History of Psychology Applied to Employee Selection" appears in Historical Perspectives in Industrial and Organizational Psychology. Although it is a chapter in the book, it provides detailed information and can be used as a stand-alone text in an analysis of the subject. Vinchur (2007) divides the subject into chronological time periods, which is unusual for most essays in the field of organizational psychology. The first section is on the
Global leadership used to be a bit of a novelty or niche part of doing business. While many businesses have engaged in global commerce and discourse for quite some time, it was much more limited in many other parts of industry. However, the advancement of technology, the internet/computers in particular and supply chain logistics has been a game changer. Also significant is the massive movement of many peoples from their
Executive Stock Option Plans "If the company does not do better than its competitors, but the stock market goes up, executives do very well from their stock options. This makes no sense." Discuss viewpoint. Can you think of alternatives to the usual executive option plan that take the viewpoint into account? Executive stock options are performance-based incentive plans that became popular in the 1950s and 1960s. They declined due to the stock