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Five-Year Skills Development Plan:
The modern working environment is characterized by limitless employment opportunities and minimal worker loyalty. As a result, today's workplace is an environment where organizations need employees more than employees' need for the business. The emergence of this difficult working environment has contributed to several challenges to both employers and businesses. Some of the major challenges employers encounter includes difficulties in finding skilled workers and the need for more employee motivation in order to promote workers' loyalty. The need for increased motivation in the workplace is associated with the need for businesses to recruit and retain skilled workers. Therefore, the major challenge in the modern workplace revolves around employee motivation due to its role in retaining good employees and managers.
Vision for My Career or Professional Life:
As a Human esource Manager, I will develop new strategies and techniques that focus on improving motivation in the workplace…
References:
Carlopio, J & Andrewartha, G 2012, Developing management skills: a comprehensive guide for learners, 5th edn, Pearson Australia: Frenches Forest
Council of Social Service of New South Wales 2007, Models of Workforce Development,
Council of Social Service of New South Wales, viewed 28 May 2013,
Feinberg, T n.d., Five-Year Career Development Plan, viewed 28 May 2013, SelfGrowth.com,
Implementation of the Developmental Plan
The practical implantation of the supervisory development plan initiates from the learning strategies that have been defined in order to achieve the goals that the supervisor has set for himself. This developmental plan is not practiced for a specific period, rather it is an ongoing and permanent process that one should consider with gravity to become an effective supervisor. The training programs are also an approach that an individual can enroll to, but the application or implementation ought to be at the workplace.
Tracking of motivational techniques and skills which produces the maximum results enables the individual to be an effective supervisor. Besides, the weak areas that have been identified in the performance gap should also be considered with gravity and measures should be taken to improve and enhance those skills in which the individual is lacking.
The implementation phase must not eliminate or prohibit…
References
Lu, H.L. (2007). Mentor Teachers, Program Supervisors, and Peer Coaching in the Student Teaching Experience: A Phenomenological Study of the Experiences of Mentor Teachers, Program Supervisors, and Interns. USA: ProQuest.
During these meetings, it is necessary to align my coaching objectives with both the business and the career goals of the employees. I can directly address the challenge of solving problems for employees without allowing them to do so first by utilizing appreciative questions that requires them to search for applicable solutions. In the event that they cannot I can provide solutions for them. I can directly address the challenge of my avoiding conflict by farming conflict in a beneficial manner which reinforces the positives in the situation, both internally and externally. I can also actively promote the virtues of emotional intelligence from an internal and external perspective to actively reduce the incidence and severity of conflict.
eferences
Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: esearch, Theory and Practice. Westport: Quorum Books.
Cram, F. (2010). "Appreciative inquiry." MAI eview. 3 (1): 1-13.
Jalongo, M.J. (1995). "Promoting…
References
Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: Research, Theory and Practice. Westport: Quorum Books.
Cram, F. (2010). "Appreciative inquiry." MAI Review. 3 (1): 1-13.
Jalongo, M.J. (1995). "Promoting active listening in the classroom." Childhood Education. 72 (1): 13-18.
Kahneman, D, Tversky, a. (1981). "The framing of decisions and the psychological choice." Science. 211 (4481): 453-458.
The significance of career training programs i.e. formal and non-formal educational measures help in quality development of personnel and promoting the achievement of career goals and objectives as well as success in the field.
Conclusion:
The hospitality and hotel management industry provides numerous opportunities for individual development and success. Notably, success in this industry depends on the formal and informal career training and educational programs that an individual receives. These programs help in career development and management in relation to current and future career goals. Therefore, career development plan is based on the knowledge, skills, and abilities obtained from these training programs.
eferences:
"Career Development Plan." (2007). Success through People. etrieved from Nova Scotia Government website: http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf
Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.
Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and…
References:
"Career Development Plan." (2007). Success through People. Retrieved from Nova Scotia Government website: http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf
Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.
Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and the Need for New Professions and Forms of Education in Tourism and Hotel Management. Tourism and Hospitality Management, 14(1), 199-209.
Vokic, N.P. (2008). The Role of Training and Development in Hotel Industry Success -- the Case of Croatia. Acta Turistica, 20(1), 1-144.
Individual Development Plan
My Current State
Strengths: I am an excellent team player and I possess the ability of communicating well with other members of my team and motivate and inspire others towards accomplishment of goals. I believe that through team building, I am able to consistently develop and sustain cooperative functioning relationship with other team members.
I have a characteristic state of acceptance and inflexible assertiveness and thus I can describe myself as a positive thinking personality. I also have a superior conflict management record whereby I am capable of identifying and taking steps to avoid potential circumstances which could lead to distasteful confrontations.
I am also a person of elevated integrity and I believe in honesty in order to implant mutual confidence and trust. This has enabled me to create a culture that promotes high standards of ethics inside me and my team members. With this, I have…
References
Berger, D., & Berger, R. (2003). The Talent Management Handbook: Creating Organizational Excellence. New York: McGraw-Hill.
Dustin, W. (2005). Lifehack, Your Individual Development Plan. Retrieved from http://t.co/VTkwLvK
Ethan, B. (2012). Example Personal Development Plan. Self-improvement mentor.
Sanghi, S. (2007). The Handbook of Competency Mapping: Understanding, Designing and Implementing Competency Models in Organizations. New Delhi: Sage Publications.
Staff Development Plan
Staff development is central to the quality performance of activities in any organization. In order for an institution to achieve its goals and objectives, a clear staff development plan is necessary in order to set priorities and initiate a common spirit of all the staff members. This study examines the necessity of a key staff development plan in an envision higher learning institution. The study explores the importance of staff development to the quality of higher education. Currently, many higher learning institutions do not consider the necessity of proper staffing and development as a key to quality performance. Instead, these institutions fail to achieve their goals or objectives, and consequently low quality of higher education.
Higher education institutions highly depend on people to deliver their missions and objectives. In this regard, the quality of staff and the motivation they receive from the institution's management highly influences their…
References
World Bank. (1994). Higher Education: The Lessons of Experience. Washington DC
Blackwell, R. (2003). Towards Strategic Staff Development in Higher Education. Berkshire:
Mukherjee, H. & Jasbir, S. (1993). Staff Development Approaches in Higher Education:
Learning from Experience. London: Common Wealth Secretariat.
Five-Year Development Plan for the Company Wimott Dixon
The development plans for the Wilmott Dixon Company for the next five years can be based only on the current perceptions of the free market sustainability available now with the entire constraints and benefits attendant to the subject. The major thrust is in protecting the environment including avoiding carbon emissions and the second is the quality and sustainability. Thirdly concerns are about the operations and the future possible needs for the company effectiveness in retaining the market and in forays into new markets. Seen in this light it is pertinent to find what the issues in the market as of now are.
Sustainable Markets and Fair Trade:
Some of the striking examples of the problems with the creation of sustainable markets and the fair trade mechanisms can be seen in agriculture where the effects are immediate rather than in the construction industry…
References
Adf Online. 2006. Willmott Dixon Company Profile. Accessed 14 June, 2012
Smith, Julia. 2007. The Search for Sustainable Markets: The Promise and Failures of Fair Trade. Culture & Agriculture, vol. 29, no. 2, pp. 89 -- 99.
Willmott Dixon Group. 2012a. Energy and climate change. Accessed 14 June, 2012
Advance Practical Nurse Professional Development Plan
Nursing is a very lucrative career. However, it takes a lot of work and determination to be a nurse. The job requires specific skills and education as well as licensing. Find below my personal Advanced Professional Development Plan (APN). I will also discuss such aspects as background, marketing strategies and curricula.
I appreciate that to get the education and practice I need as a nurse I have to follow the APN professional development plan. I have discussed in this paper how I will achieve this. The outline is as follows:
Identify
Prioritize
Plan
Do
Evaluate
ecord
Identify My Learning Needs
I can do this in a variety of ways. First, I will reflect on my practice. I will determine which of my practicing areas I feel uncomfortable or unsure. I will evaluate if any of the areas I feel uncomfortable have something associated with…
References"
1) Writer Thoughts
2) Professional Development For Nurses. (n.d.). Retrieved December 2, 2014, from http://www.learningnurse.org/index.php/library/pro-development
3) Scope of Practice. (n.d.). Retrieved December 2, 2014, from http://www.nursingworld.org/EspeciallyForYou/AdvancedPracticeNurses/Scope-of-Practice-2
4) Howell, N. (n.d.). How to Write a CV for a Nurse. Retrieved December 2, 2014, from http://www.ehow.com/how_4799318_write-cv-nurse.html
The staff member might coordinate with other staff members to develop group training approaches as well as independent learning approaches.
Training/Staff Development
This is the heart of the development program where training activities are conducted in a designated time frame. Generally all staff involved in this development plan will be required to establish and attain a designated set of objectives within a one year time frame. At the end of this period of time staff will be encouraged to develop new continuing education goals and pursue them relative to their job function. Cross training may also be utilized as a form of professional growth and development for members of the support staff.
The methods used to facilitate learning and development will vary depending on the objectives and goals for training that have been established by the supervisor and staff during the evaluation and planning sessions. Among the considerations will include…
References
Smith. (2001). "Smith Staff Development Plan." Smith Middle School Planning Team, 25, November 2004: http://www.chccs.k12.nc.us/smith/updates.curriculum/sdplan.htm
Training and Development for Support Personnel." Specific Processes in the Human
Resources Domain, Part III. Pp. 458-464
The need in the short-term to create greater confidence in managing the uncertainty of the role is critical. As is the need for creating more opportunities for shared risk with subordinates. The development of this skill however will need to be medium-term as taking extension courses at a local university to make my ability to analyze and solve complex problems and build a more consistent action strategy is critical. In the medium-tern the need for also managing time as it relates to all of these factors in the problem solving characteristic is also critically important. In summary, over the long-term the need for more focus on creativity and its role in managing needs to be focused on through additional training and also through mentoring to understand how to better analyze and solve problems over time.
Assessing the Sustaining the Vision Characteristic
The dimensions included in this leadership characteristic are really…
Introduction
My personal leadership development plan is based my intention to use transformational leadership theory to promote healthcare-eldercare advocacy in my organizational behavior. As Shanks and Buchbinder (2012) show, “leadership development includes both formal and informal efforts” (p. 279). Completing courses online or at a university are formal ways to develop one’s leadership skills, while informal efforts can include anything from mentoring others to coaching and guiding staff members in new tasks or cross-discipline work. No matter the method employed, a personal leadership development plan should utilize a strategy for maximizing leadership effectiveness by implementing an appropriate theoretical support for the plan, recognizing one’s leadership strengths, correcting one’s leadership weaknesses, and identifying action items that will help close gaps between being the leader one is now and being the leader one seeks to become.
Transformational Leadership
Transformational leadership is a style of leadership that can be applied in virtually any…
he new organic smoothie can be made out of the same fruits as regular smoothies commercialized by Orange Julius.
he objectives of the marketing plan and marketing strategies include: increasing the market share by 10%, increasing sales by 12%, developing the image for the new organic smoothie, and expanding the company's overall image.
As mentioned above, more and more people turn to organic food, which means the company must take advantage of this market expansion period. Even more, after the new organic smoothie will be strongly established in customers' buying preferences, it is recommended that the company develops other types of organic food.
When launching a new product, the marketing mix is very i8mportant, as well as controlling the launch and the immediate period. he target market for the new organic smoothie is consisted of individuals aged 14-60, with medium income, medium to high education, health oriented. It is recommended…
The Morning Berry Smoothie (2008). Organic Eating Daily. Retrieved July 26, 2008 at http://organiceatingdaily.com/organic-beverages/morning-berry-smoothie/ .
Smoothies - Your Best Fast Food Alternative (2008). Retrieved July 26, 2008 at http://www.articlesnatch.com/Article/Smoothies-Your-Best--Fast-Food -- Alternative/107809.
Yogurt and smoothie opportunities are booming, says Dairy Innovation Forum 2005 speaker (2005). Dairy Management Inc. Retrieved July 26, 2008 at http://www.innovatewithdairy.com/InnovateWithDairy/Articles/Articles_DBV2_081505.htm.
Training and Development Plan for New Employees
To familiarize new employees with the organization and, hence, ensure that they get off to a good start.
Overview of the Company -- Brief History, Mission, Vision, Objectives
Overview of Key Policies
Safety Training -- Emergency Procedures and General esponsibilities
Day 2 to Day 4
General Administrative Policies and Procedures
eview of the Tasks Specific to the Position
eview of Performance Expectations
Day 5 to Day 15
Job-Specific/Departmental Orientation
Peer Critique
Being an on-the-job training and development plan, the post fails to offer a complete and detailed checklist of key items -- effectively comprising the ability of the plan to achieve its desired objectives. A well-designed on-the-job training and development plan should include parameters for enhanced performance and identify key areas for intervention. The relevance of clear timelines cannot, also, be overstated. Essentially, having in place a well-designed training and development plan is…
References
Jackson, S., Schuler, R. & Werner, S. (2011). Managing Human Resources (11th ed.). Mason, OH: Cengage Learning.
Supervisory Development Plan
This situational analysis is about the different ways in which situations can be handled. There is not much difficulty in understanding the complexity of the situation which is about to be discussed. Situational analysis starts with the setting of goals which then will be analyzed and decided how to go about them. This way the knowledge base will also increase. It will also help in improving the overall productivity. The performance gap will also help ensure that everything is done in a proper manner net time. With the help of different feedback from different people, I will then come to the conclusion which should have been reached to from the start.
The first step to devising a supervisory plan is to set goals. Without the proper set of goals the plan will surely fail. This will result in the whole plan to flop. All the work which…
Competency Development Plan
First, a little bit about myself. I am a qualified electrical mechanic and I am currently working as an Electrical Maintainer for J&P Richardson Industries in Wacol, Qld. I have been in this capacity for the past eight years. I have come to the conclusion that it is time to take the next step in my career development. For me, that includes seeking out progressive positions, but it also entails upgrading my education. I am seeking a Certificate IV in Instrumentation in order to facilitate my personal growth.
I began my career in Germany, where I apprenticed at a large commercial and industrial services company called Elektro Technik Niesky GmbH, in the town of Niesky in the far East of the country. I stayed there for seven years, finally leaving in 2001 to pursue more advanced opportunities in Australia. I first began work with Stevan Advanced Electrical…
Individual Development Plan
The origin of the term emotional intelligence is from a book by Daniel Goleman in 1995 and this book has made it one of the hottest subjects to be discussed in corporate America. This led to an article in the Harvard Business eview two years ago, and that attracted more readers than all articles published in the magazine during the last 40 years. This had such an effect on the CEO of Johnson & Johnson that he sent out the article to all 400 executives in the company. (Emotional Intelligence: What it is and why it Matters)
In the book, Goleman had divided the subject as consisting of five emotional competencies and these were to identify and name the emotional states of the person and to understand its link to emotions thought and action; to manage one's emotional states and thus to control emotions or to change…
References
Cherniss, Chary. (April 15, 2000) "Emotional Intelligence: What it is and why it Matters" Paper presented at the Annual Meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA. Retrieved from http://www.eiconsortium.org/research/what_is_emotional_intelligence.htm Accessed on 11 May, 2005
Dattner, Ben. "Succeeding with Emotional Intelligence" Retrieved from http://www.dattnerconsulting.com/presentations/ei.pdf Accessed on 11 May, 2005
'Emotional intelligence" Retrieved from http://en.wikipedia.org/wiki/Emotional_intelligence Accessed on 11 May, 2005
'Emotional Intelligence Training" Retrieved from http://www.jeannesegal.com/emotional_intelligence/emotional_intelligence.htm Accessed on 11 May, 2005
Employee Development Plan TemplateThe Employee Development Plan serves as a road map for short-term training and development activities that will enhance your subordinate\\\'s work and leadership competencies. You should review and revise this plan with your subordinate several times while you are working together.EMPLOYEE NAMEJavier EspinozaCURRENT POSITION TITLESenior ConsultantEMPLOYEE\\\'S LONG-TERM CAREER GOAL (35 years) Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In three to five years, the employee should be in a position to do the following:1. Transition into a training and leadership role within the organization, overseeing a team of three within 2 years .2. Take 4 courses on leadership training and team development over the course of 2 semesters to prepare for the leadership role.3. Set stringent time management goals for Javier to complete tasks at least 24 hours in advance of their due date. Successful will be measure by 90% of assignment…
Leadership Development Plan
It is imperative for an effective leader to have a plan in order to succeed. This takes into account a personal plan intended for growth and a professional one intended for improvement. The purpose of this paper is to highlight my personal strengths and weaknesses as a leader, ascertain the areas necessitated for enhancement, and pinpoint the leadership skills and practices that I will employ to become an effective leader. In addition, this paper will also delineate an outline of the goals and objectives that I deem to be a priority as well as a timeline for this leadership development. The general result will encompass an inclusive leadership plan of development that I will utilize to develop myself as an individual and also for any organization that I will eventually work for in the forthcoming periods.
The personal assessment of management skills facilitated clear awareness and discernment…
References
Bateman, T. & Snell, S. (2015). Management: Leading & collaborating in the competitive world (11th ed., Chapter 1). New York, NY: McGraw-Hill Education.
Biro, M. M. (2012). 5 Leadership Behaviors Loyal Employees Trust, Forbes.
Bolden, R., Gosling, J. (2006). Leadership Competencies: Time to change the tune? Leadership, 2: 147.
Cameron, K. (2011). Responsible leadership as virtuous leadership. Journal of Business Ethics, 98: 25-35.
Training and Development Plan / Employees' Training and Development Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies
Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).
Justify why you selected the training method that you did
Propose two (2) ways to motivate an employee who has no interest in attending a training class
Develop a survey to collect feedback from the employees who attend the training
eferences
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies
In many businesses, particularly in the retail industry, one of the ways one…
References
Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. Volume 1. USA: John Wiley & Sons.
Hooker, B.J. (2015). Retail Customer Service Training: Ready-made Step-by-Step Lessons Made Easy For You. Australia: Australian eBook Publisher.
Lauby, S.J. (2005). Motivating Employees. USA: American Society for Training and Development.
Richason, O.W. (2015). How to Implement Customer Service Training With Employees. The Hearst Newspapers LLC. Retrieved from http://smallbusiness.chron.com/implement-customer-service-training-employees-1119.html on 19th November, 2015.
Professional Development Plan
Attaining a Master’s degree in Nursing requires a great deal of focus and coordinated effort. It also requires that the student’s personal and professional goals be aligned, as the Master’s degree in Nursing is really the ultimate expression of this alignment: a student whose personal values and aims do not reflect the professional aims represented by the Master’s in Nursing is a student who is likely to be pulled in two different directions at once. Unless the ultimate aims converge, divergence will result—and that is why it is so important that a nursing student reflect upon how his or her personal and professional goals correlate. This paper will serve as a professional development plan: it will give some background on my personal history, my professional accomplishments, my future aspirations, while also identifying my academic interests and my goals for my Walden educational experience.
Personal and Professional Goals…
Leadership Development Plan
I am an informed and inquisitive leader, and have sufficient command over functional knowledge and subject matter. esides this, I can easily grasp ideas and concepts. Paying attention to what others have to say, and supporting them, is a rather easy task for me. I like to take on novel challenges regularly so as to be able to learn new things. I look to multiple sources for inspiration, and my zeal as well as all the knowledge I have amassed aids me in leading by example.
Trust is one "superpower" I possess. People usually place their trust in me easily, and set store by whatever support I give them. They perceive me to be a credible, knowledgeable and reliable leader. Another task that I find easy to do is build confidence among team members.
In spite of the aforementioned strengths, there are some areas in which I…
Bibliography
Alvarez, A., Butterfield, L., & Ridgeway, D. (2016). Building Group Cohesion in the Workplace. Retrieved from cpancf.com: http://cpancf.com/articles_files/buildinggroupcohesionintheworkplace.asp
Baldoni, J. (2011). How a Good Leader Reacts to a Crisis? Retrieved 2016, from https://hbr.org/2011/01/how-a-good-leader-reacts-to-a
Piccolo, R. (2012). Extraversion and Leadership. Retrieved from http://ron-piccolo.com/2010/11/27/extraversion-and-leadership/
Emotion in Criminal Justice
Although criminal justice professionals strive to maintain and promote ideals of objectivity, emotion will always enter into the equation. No human endeavor can be emotionless, and criminal justice is no exception. Crimes, especially violent ones, can have devastating effects not only on the victim and his or her family, but on the entire community. Anger, fear, vengefulness, sorrow, grief, and even elation can all accompany the criminal justice process. Media hype and other elements contribute to the creation of intense emotion that surrounds the process of criminal justice. The process of criminal justice entails balancing the needs of the community with the needs of the individual victim(s) and the perpetrator(s). To balance these needs, criminal justice officials must occasionally rely on emotional input. Sometimes that emotional input arises from within the professional, in the form of sympathy for the victim, or in many cases, compassion for…
assist the line managers and their employees on the correct approach for the creation of individual development plan (IDP). The document provides a step by step guide, aiming to support both the employee and the supervisor in the process. The IDP is a focus on the needs and career aspirations of the employee, but should be considered a strategic tool not only for the employee to realise their ambitions, but also for the employer, who will benefit from the implementation of the plan. Not only will the employer benefit from the additional skills and knowledge gained by the employees that they can use in the workplace, the provision of the support, longer training development will also support motivation (Buchanan and Huczynski, 2011). Employees who feel the employer cares are more likely to be motivated, and the provision of training development may also satisfy some elements present on Maslow's hierarchy of…
Personal Development Plan for Academic Year 2014
What do I want to achieve?
The main target for this academic year is for me to improve my academic writing in school. I would like to make sure I get the basis English language writing skills and know how to do the various forms of academic writing that we will be using the course of my education within this institution. The main reason that makes me want to achieve this is the fact that in almost all the subjects that I will be taking in this school, there will be some form of official paper that I will have to write and these official papers will have to be in the form of academic structure and the punctuations and grammar must be of accepted levels and even the language must be of the college level. I have to otherwise but to concentrate…
References
Richard Yates, (2008). How to Improve Your Academic Writing. University of Essex Printing Services. Retrieved April 1, 2014 from https://www.essex.ac.uk/myskills/How_to_improve_your_academic_writing.pdf
Training & Development
Mr. President,
You and I spoke prior and we had agreed that I would portray for you my vision when it comes to training and development as well as some specific recommendations about how best to implement this vision and philosophy as it relates to the same. I will also be offering some fairly specific recommendations about the subject so as to reinforce and propagate the vision that is being explained. While training and development is a bland and unimportant topic to many people, it is a vital part of improving and sustaining the workforce and it can fill many of the gaps that are left behind by high schools and colleges. This approach is necessary prepare our workers, especially the young ones, for the careers and jobs of the future.
Over the recent years and decades, there has been a seismic and major shift in the…
References
Freifeld, L. (2013). Training Increases Employee Retention. Training Magazine. Retrieved 17 December 2015, from https://trainingmag.com/content/training-increases-employee-retention
Graser, M. (2013). Epic Fail: How Blockbuster Could Have Owned Netflix. Variety. Retrieved 17 December 2015, from http://variety.com/2013/biz/news/epic-fail-how-blockbuster-could-have-owned-netflix-1200823443/
Hamel, G. (2015). How Is Seniority Important to a Union?. Small Business - Chron.com. Retrieved 17 December 2015, from http://smallbusiness.chron.com/seniority-important-union-13338.html
Wagner, D. (2015). Google, Amazon, Apple Dominate Most Desirable Companies List - InformationWeek. InformationWeek. Retrieved 17 December 2015, from http://www.informationweek.com/it-life/google-amazon-apple-dominate-most-desirable-companies-list/a/d-id/1319587
Introduction
The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…
Leadership
For a business or an organisation to be successful, there is a need for well trained and effective executives / leaders. An organization without proper leadership will find it very difficult to achieve sustainable success. Leaders help in drafting and disseminating information about new visions or directions and providing staff with the right motivation to boost productivity in this age of intense competition. Therefore, it is necessary for companies to continuously train their leaders so as to ensure that their skills are up-to-date and that their organisations are being led in the right direction (Gitlow, 2004). Based on these observations, this paper seeks to explore the finer issues of leadership through insights of an interview with an acknowledged leader, who trained to be a leader through experience and diligence he gained in different occupations throughout his career.
Key Events
Throughout his life he has experienced various things that have…
References
Dmock, V., & McGree, K. (1995). Leading Change From The Classroom: Teachers As Leaders. Retrieved from http://www.sedl.org/change/issues/issues44.html
Gitlow, A. (2004). Being the Boss: The Importance of Leadership and Power. Beard Books.
Kadalie, D. (2006). Leader's resource kit: Tools and techniques to develop your leadership. Nairobi: Evangel Publishing House.
Sanders. (1967). Natural and Spiritual Leadership. Spiritual Leadership, 35-42.
Freud and Erikson Theory
Compare and Contrast Freud and Erikson Theory
This essay begins by discussing Psychoanalytic Theory proposed by Sigmund Freud; the theory portrays that human behaviour is the result of conflict between the biological drives that develop slowly from childhood and play a significant part in determining a person's character. After a short review of the Psychoanalytic theory and evaluating it against modern psychoanalytic perspectives, the study will then cover a quite different theory i.e. Erikson's theory that reduces the significance of biological contributions. Erikson's Theory supposes that character/personality development is determined by not only biological factors but also by historical, ethnic, and cognitive factors. Erikson's theory explains challenges or issues that people face in the modern world. The fact that words such as "inner-space," "identity crisis" and "lifespan" have gained prominence in spoken and written language is testament to Erikson Theory's relevance. The Erikson's theory also has…
References
Cherry, K. (n.d.). Freud vs. Erikson: How Do Their Theories Compare? Retrieved November 16, 2015, from http://psychology.about.com/od/theoriesofpersonality/ss/Freud-and-Erikson Compared.htm#step2
Difference Between Erikson and Freud (2011, April 5). Retrieved November 16, 2015, from http://www.differencebetween.net/science/difference-between-erikson-and-freud/
Hayes, N. (1999). Access to Psychology. London, UK: Hodder & Stoughton Educational
Jarvis, M. & Chandler, E. (2001).Angles on Psychology. Cheltenham, Australia: Nelson Thornes Limited.
Vision and Interests
Personal VALUES
Influencing FACTORS
Responsibilities
• Providing holistic, safe, and patient-centered care.
• Providing individualized attention to patients when delivering care.
Commitment
• Model positive healthy behaviors.
• Maintain current knowledge and skills while engaging in self-enhancement through continuous learning.
• Uphold personal and professional standards of practice at all times during nursing practice.
Personal Experience
• I have previously cared for a sick family member before joining the nursing career. This influenced my choice to pursue a career in nursing.
Family Member(s)
• The family member I cared for influenced my decision to pursue a career in the nursing field.
Friends and Peers
• Most of my friends and peers are in the nursing field and have encouraged me to pursue a career in this field.
Mentors
Work-Related
OPTIONS to Consider
PLANNED Accomplishments
Education
• I will engage in continuous education to enhance my competence and…
Instructional leadership and professional development are some of the most important components towards enhancing the effectiveness of teachers with regards to learning outcomes and achievement of the required educational standards. This is primarily because instructional leadership and professional development are focused on student learning and achievement. School districts are increasingly recognizing the need to promote instructional leadership and professional development of educators in order to enhance student learning and achievement. Paterson Public School considers instructional leadership and professional development as the basic vehicles for generating the desired change in teaching practice, which in turn helps in enhancing learning outcomes and student achievement. As a result, the school utilizes several measures for conducting needs assessment in relation to instructional leadership and professional development. This paper examines the evaluation instruments utilized by Paterson Public School for needs assessment on instructional leadership and professional development.
Evaluation Instruments at Paterson Public School
Paterson Public…
4. equired esources and Funding Propositions
With the guarantee of $60,000 for next year from the community churches, the New Youth Center is challenged with the task of raising the additional $300,000. $150,000 is expected to be received from within the business community. The reasons behind this belief are based on the fact that the center can also support the business objectives of contributors by improving their market perception within the community or creating tax deduction opportunities. The next $100,000 is expected to be donated by not-for-profit organizations which militate for the proper integration of youth, as well as for responsible citizenship and environmental protection. Due to the center's triple actions, it is expected that several NGOs participate to raising the necessary funds. Finally, the last $50,000 is to be raised from individual members of the community, such as parents or other people who get a sense of personal fulfillment…
Reference:
Barrett, R.D., Ware, M.E., 2002, Planned Giving Essentials: A Step-by-Step Guide to Success, 2nd Edition, Jones & Bartlett Publishers, ISBN 0834219050
Levine, S.J., Guide for Writing a Funding Proposal, Learners Associates, http://www.learnerassociates.net/proposal / last accessed on October 23, 2009
2008, Letting Down the Nets: A Funding Proposal for the National Church, the Anglican Church of Canada, http://www.anglican.ca/fm/ldtn/ldtn-fp.htm last accessed on October 23, 2009
The technological environment might be the most important environmental factor for organizational development going forwards. In particular, advances in communication have increased the pace at which business operates today. In addition, the increase in communication speed and intensity has resulted in the evolution of the knowledge economy. hen a company's success depends almost wholly on its knowledge base, organizational development becomes critical to the company's success.
This is because organizational development places specific emphasis on the human resources and organizational culture functions. Talent must be attracted, retained and shepherded in order to achieve long-term success in an information economy. Companies that do not have plans in place to help them foster strong organizational development will struggle to meet the requirements of the information economy as they will lose key people, fail to attract talent, or will have cultures that are incongruent with the dynamism in today's economy.
Another important factor…
Works Cited;
Kritsonis, a. (2005). Comparison of change theories. International Journal of Scholarly Academic Intellectual Diversity. Vol. 8 (1) 1-7/
ODPortal.com website. (2010). Retrieved May 5, 2010 from http://www.odportal.com/
Collaboration and co-operation - working with others towards a shared goal.
Team abilities - creating group synergy in pursuing collective goals.
Influence: - exerting effective tactics for persuasion.
Leadership: exciting and guiding individuals and groups (Emotional Intelligence Competencies, 2005).
The focus of my Individual Development Plan is to work on increasing my leadership skills. Leadership skills are important in both the academic world as well as in the business world. Those people who have strong leadership skills tend to be very successful at whatever they do. I really want to work hard at improving my skills so that I can be seen as a strong leader in everything that I do. The first thing that I need to do in developing my plan is to pick the specific things that I want to work on and then come up with an action plan on how to go about working on…
References
Emotional Intelligence Competencies. (2005). Retrieved February 6, 2010, from Potentials
Unliminted Web site: http://kartikvyas.com/articles5.html
How to Write a Great Individual Development Plan (IDP). (2008). Retrieved February 5, 2010,
from Web site: http://www.greatleadershipbydan.com/2008/11/how-to-write-great-individual.html
The second type of competition is posed by the local pet care services, which -- similar to The Happy Pup Daycare Center -- are focused on small scale services, with an increased willingness and ability to customize the service offering. These local companies are however not as threatening as they all activate in an underserved market, and especially as they are geographically spread to several smaller areas, that seldom intersect.
d) Economic Analysis
The pet care services industry is expected to be influenced by the general state of the economy, with the understanding that an improved economic condition would generate an increase in the demand for pet care services, whereas an economic contraction would result in a decrease in the demand for pet care services. Today, the economy strives to revive from a recession and the demand for the pet care services would be contracted in comparison to its potential…
References:
Moran, P.J., 2006, Pet sitting for profit, 3rd edition, John Wiley and Sons
2004, Doggie daycare is a booming business, Kennel Source, http://www.kennelsource.com/thesource/default.asp?f=2004/10&ID=21 last accessed on June 30, 2011
Strategic Development
Supporting Strategic Development
One of the biggest development issues any company ahs is if they are at a stage where growth into new markets is possible. At some point the market place is going to get so crowded that a company has to decide whether it is going to try and survive in the present market or forge into new ones. Or, the company can simply create a new market through a niche product. Whatever the solution, the company first has to tak a close look at itself to determine if it is a good idea for them or not. The process by which companies do this is by determining a strategic plan whereby it is possible. To implement this strategic plan a company will have use different approaches that take into account how the company is doing at all levels of the process. Considering that a certain…
References
Buzzell, R.D., & Gale, B.T., (1987). The PIMS (profit impact of market strategy) principles: Linking strategy to performance. New York: Simon & Schuster.
Dias, L.M.C. (2001). A definition of robustness analysis in decision aiding. Retrieved March 15, 2012 from http://www4.fe.uc.pt/lmcdias/english/defroba.htm
Manktelow, J., & Carson, A. (2010). Risk analysis: Evaluating and managing the risks that you face. Retrieved March 19, 2012 from http://www.mindtools.com/pages/article/newTMC_07.htm
Osborn, A.F. (1963). Applied imagination: Principles and procedures for creative problem solving. New York: Scribner & Sons.
training plan for the implementation of EH (electronic health record) that St. Joseph Hospital has launched on May 2012. The training program will consist of approximately 1500 hospital employees and physicians. The implementation of the training program will take 6 months to complete and the program will assist St. Joseph Hospital to deliver a quality healthcare to patients.
Present competitions within the healthcare market environment have made healthcare organizations to continue searching for innovation to capture the opportunities and overcome obstacles as well as surviving within the present competitive environment. Training and education has become a critical tool that healthcare organizations employ to achieve competitive advantages. Implementing training and education for employee assists healthcare organizations to eliminate medical errors associated with healthcare practice which consequently enhances quality healthcare delivery.
Fundamental objective of this paper is to provide training and development for new and existing employees of St. Joseph Health System.…
References
Bohlander, S. (2011). Managing Human Resources. Cengage Learning. Canada.
Brokel, J.M. & Harrison, M.I. (2009). Redesigning Care Processes Using an Electronic Health Record: A System's Experience. The Joint Commission Journal on Quality and Patient Safety. 35 (2): 82-92.
Gomez-Mejia, L. Balkin, D. & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, Nj: Prentice Hall.
Differentiated instruction offers the possibility for all students to meet their own personal and optimal potential in the learning environment of the classroom.
ILIOGRAPHY
ellai, Mariann (2008) Professional Development Plan. Schenectady City Schools. Online available at: http://www.schenectady.k12.ny.us/ProfessionalDevelopment/ProfDevPlan08.pdf
Corley, Mary Ann (2005) Differentiated Instruction: Adjusting to the Needs of All Learners. Focus on asics Vol. 7 Issue C. March, 2005. National Center for the Study of Adult Learning and Literacy.
Differentiated Instruction (2007) Council for Exceptional Children. News & Issues. Arlington, Virginia. Online available at http://www.cec.sped.org/AM/Template.cfm?Section=Differentiated_Instruction&Template=/TaggedPage/TaggedPageDisplay.cfm&TPLID=24&ContentID=4695
Empowering Students to Succeed (2007) Title II Professional Development Plan. Dekalb County School System 2006-2007. Online available at: http://www.dekalbk12.org/TitleIIplan.doc
Heacox, D. (2002). Differentiating instruction in the regular classroom: How to reach and teach all learners, grades 3-12. Minneapolis, MN: Free Spirit Publishing.
Moore, etty (2008) Using Assistive Technology, Differentiated Instruction and Professional Learning Teams. CODE Chronicles, Issue No. 1, 2006 November.
Tomlinson, C. (1999). The…
BIBLIOGRAPHY
Bellai, Mariann (2008) Professional Development Plan. Schenectady City Schools. Online available at: http://www.schenectady.k12.ny.us/ProfessionalDevelopment/ProfDevPlan08.pdf
Corley, Mary Ann (2005) Differentiated Instruction: Adjusting to the Needs of All Learners. Focus on Basics Vol. 7 Issue C. March, 2005. National Center for the Study of Adult Learning and Literacy.
Differentiated Instruction (2007) Council for Exceptional Children. News & Issues. Arlington, Virginia. Online available at http://www.cec.sped.org/AM/Template.cfm?Section=Differentiated_Instruction&Template=/TaggedPage/TaggedPageDisplay.cfm&TPLID=24&ContentID=4695
Empowering Students to Succeed (2007) Title II Professional Development Plan. Dekalb County School System 2006-2007. Online available at: http://www.dekalbk12.org/TitleIIplan.doc
Spencer's
Model of Staff Development
This essay attempts to analyze the strengths and weaknesses of the Spencer model of staff development as it pertains to my work environment in the retail jewelry business. In other words, by understanding the fundamentals of staff development and the Spencer model and principles, I will attempt to correlate any associated relevance to my department. Staff development in the retail industry entails many areas; however, even though the jewelry business is basically the same sales process as compared to a clothing or shoe retail outlet in many respects, this industry also requires even more focused staff development because of the end product, the level and sophistication of the consumer as well as the extra security and integrity requirements. Jewelry retail is more a 'One-on-One Consultancy' process where sales staffs are appointed to work as one-on-one consumer-focused services. This means that that under training or inexperience…
References
Tyler, Kathryn (1998, May). Take New Employee Orientation Off the Back Burner. HR Magazine.
In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HD training components will revolve. This training component will be broken down into five different categories: Job Training, Job-Looking Skills, Job-etention Skills, Lifetime Learning, and Life Abilities.
Job Looking Skills
Job etention Skills
1. Job Search 1. Personal esponsibilities 5. Job performance
2. Application/esume 2. Time Management 6. Interpersonal Skills
3. Interviewing 3. Economic Literacy 7. Learning Skills
4. Job Selection Process 4. Work Attitudes 8. Math Skills
Lifetime Learning Life Abilities
1. eflection 1. Consumer Buying 3. Preventative Health Care
2. Change Management 2. Parenting Skills 4. Community esources
Communication Skills
1. Communication Styles 4. Observation…
References
Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,
from Web site:
http://cpolrhp.belvoir.army.mil/scr/FunctionalAreas/CHRA/hrd/Guidance/SCHRD_PRO
GRAM_EVAL.pdf
Volunteer activities
Volunteers are considered to be compassionate, patience, unselfish caring and just plain love which are expressed by an individual to another. Voluntarism is considered to be in kind donation in that it is where a person donates his skills and manpower to the organization by performing duties a signed to him. Management and leadership of nonprofit organizations should ensure that they get highly skilled volunteers who come and stay through the extension of the visions of the volunteering through creating an experience which is meaningful, develops skills, demonstrate impact and ability to tap into the volunteers' capabilities and interest.
Volunteers my stop rendering their services due to poor management practices. Nonprofit organizations should tap volunteers to help in doing charitable work in their organization. Most people do not volunteer because they are never given a chance by the nonprofit organizations.
According to the Context for Nonprofit esource Development…
References
Ethics and Accountability (2011)
The Nonprofit Sector: Resource Development and Management (2001)
The Resource development Process (n.d)
The Context for Nonprofit Resource Development (2011)
In terms of the organizational development style to be used throughout the change process, this should best be the pathfinder style. Despite the complexity of this approach, fact remains that it combines the benefits of other styles, while reducing their limitations. The pathfinder style virtually focuses on both high levels of organizational effectiveness, as well as high levels of member satisfaction (Harvey and Brown, 2001). This means that the approach will focus on improving senior-junior communications, for the satisfaction of the employees, as well as the increase in the performances of the overall entity.
Given that the process of change cannot be structured onto a strict plan, but that the plan has to be tailored to the unique features of the Mobile Mine Assembly Group, the levels of formalization at this stage are reduced. Nevertheless, throughout the actual implementation, or the time in which the change strategy comes into direct…
REFERENCES
Ewing, P., 2009, U.S. Navy Readiness Flaws Exposed, Defense News, http://www.defensenews.com/story.php?i=4058309 last accessed on December 2, 2009
Harvey, D.F., Brown, D.R., 2009, An Experiential Approach to Organization Development, 6th Edition, Prentice Hall
Kieschnick, F., 2008, Mine Warfare "Shifts Colors" to Southern California, Pentagon Brief, http://pentagonbrief.wordpress.com/2008/12 / last accessed on December 3, 2009
McNamara, P., 2008, Organizational Performance Management, http://managementhelp.org/org_perf/org_perf.htm last accessed on December 3, 2009
The different types of fundraisers are numerous. Some groups choose to hold auctions or raffles in which they make profits off the sale goods that have been donated. Others choose from many different types of activities such as a walk-a-thon or bowl -a-thon. During these events money is raised by donations from supporters based on how many times, or for how long a specific activity is accomplished (What are the Different Types of Fundraisers, 2009). Tele-a-thons are also very popular ways for some nonprofit organizations to raise money.
Fundraising is not always an easy thing to do but it is a very vital function for all nonprofit organizations. It is so vital because this is the way that these organizations obtain the funds that they need to go about doing what their organization was originally set up to do. These campaigns are usually their only source of income. So in…
References
Fund Development Plan. (2009). Retrieved December 5, 2009, from Florida Philanthropic
Advisors Web site: http://www.floridagives.org/developmentplan.html
Non-profit organizations. (n.d.). Retrieved December 5, 2009, from Cornell University Law
School Web site: http://topics.law.cornell.edu/wex/Non-profit_organizations
Note that this framework also includes support for Expert Network and Learning Management applications to also increase school employees, teachers, and students' productivity as well.
Figure 1: Electronic Education Record ystems Hierarchy
ource: Murphy and Columbus (2002)
chool it Continuity Plan
What is most critical is that the core business processes are not interrupted within the school, and that is the primary objective of the it Continuity Plan. These include the daily collaboration of employees, teachers, administrators, parents, teachers, service organizations and school district offices. The software platforms and applications relied on to support these processes include collaboration tools including e-mail, the website, the intranet portal and content management system, school supplier management and school procurement. To ensure these processes are not interrupted the systems and databases that contain these records need to be first replicated and then moved to an interim hosting center. It is imperative that the school…
Sources:
Klein, Russ (2006) -. Achieving Collaboration Excellence: Content Management, Data Integration and the Enterprise Portal. Aberdeen Group Research Report. Aberdeen Group. August, 2006
Murphy, Jim and Columbus, Louis. Re-Orienting Your Content and Knowledge Management Strategies. AMR Research. Report. October 31, 2002. Boston, MA. Downloaded from the Internet on February 9, 2007 at http://www.lwcresearch.com/filesfordownloads/ReorientingYourContentandKnowledgeMgmtStrategy.pdf
Olsen, Florence. The Power of Portals. The Chronicle of Higher Education. Page A32. Downloaded from the Internet on February 9, 2007:
http://www.buffalo.edu/aboutmyub/pdf/48a03201.pdf
manager." The introduction describe " -development important a manager mix a bit coaching theories ( I a coaching I techniques Kolb' learning cycle techniques fuore managers improve ), I a part body essay real life examples managers coaching techniques -development successful ( describe techniques ).
The importance of self-development in becoming a manager
Self-development is defined first and foremost as an overall holistic desire to find one's freedom and the desire to connect with one's self and own sense of worth, integrity and happiness so as to enjoy abundant happiness both at home and at work. Self-development in simpler terms is that amazing quest / journey that a person embarks on; a point of realization when all the pieces of a person's life fall together and they finally remove their own self limitations and inhibitions that hinder or stop any person more so a manager from achieving greatness. This definition…
References
BRUCE, H.A. 1938. Self-development: how to build self-confidence, a handbook for the ambitious, New York, Three Sirens Press.
BRUCE, H.A. 2010. Self-Development: A Handbook for the Ambitious, Whitefish, Kessinger Publishing, LLC.
BYNUM, W.F.A.P., R. (ed.) 2005. Oxford Dictionary of Scientific Quotations, London: Oxford University Press.
CLELAND, D. & IRELAND, L. 2006. Project Management: Strategic Design and Implementation, New York, McGraw-Hill.
Those proposals included broadening its vital presence, and strong growth, in commercial markets and health imaging, refocusing research and development dollars; speeding investments in commercial markets; and taking over other companies and technologies to enlarge Kodak's portfolio of digital products and services.
On the force of its taking over Kodak Versamark and NexPress, Kodak's Graphic Communication Group is piling a portfolio of major variable-date printing equipment providers. Kodak's Digital and Film Imaging Systems business persists to prove its success in digital markets. In 2003, Kodak's share of the consumer digital camera market went up to No. 4 across the world, making the strong acceptance of the Kodak Easyshare range of cameras. Kodak the sole company coming in the Top 5 also ranks No. 2 in digital camera sales in America. Following just 8 months after entering the snapshot printer market in April 2003, Kodak claimed the top slot and persists…
References
Eastman Kodak. http://www.coursework.info/i/51664.html . Retrieved from Accessed on 4 June, 2005
Health, Safety, and Environment 2004 Annual Report: Employee Training an Important Practice at Kodak. Eastman Kodak Company. Retrieved at http://wwwcaen.kodak.com/U.S./plugins/acrobat/en/corp/environment/04CorpEnviroRpt/HSE2004AnnualReport.pdf . Accessed on 4 June, 2005
Introduction. Retrieved at http://www.kodak.com/U.S./en/corp/kodakHistory/index.shtml . Accessed on 4 June, 2005
Kodak Reports Significant Progress in Digital Growth Strategies. 22 September, 2004. Retrieved at http://www.cdrinfo.com/Sections/News/Details.aspx?NewsId=10658Accessed on 4 June, 2005
AIDS on South African Development
Today, the chromium, platinum, gold and diamond mining sectors provide the largest percentage of export revenues for South Africa. One of the inevitable consequences of these natural resource extraction industries is the proliferation of mining camps that house the migrant domestic and foreign workers from neighboring countries that support the industry. Although conditions vary, most mining camps are squalid affairs that lack running water, electricity or the other basic amenities of modern life that most people take for granted. These harsh living conditions, combined with the loneliness that results from being forced to spend long periods of time away from family and friends, create an ideal environment for the spread of communicable diseases, especially human immunodeficiency virus / acquired immunodeficiency syndrome (HIV / AIDS). This paper provides a review of the related primary and secondary literature concerning mining camps and their role in the spread…
Works Cited
Boe, Hans-Petter and Crush, Jonathan. HIV / AIDS, Population Mobility and Migration in Southern Africa: Defining a Research and Policy Agenda. Pretoria: Regional HIV / AIDS
Programme for Southern Africa of the Netherlands' Embassy in Pretoria, 2005.
Lurie, M. et al. (1999). "Circular Migration and Sexual Networking in Rural KwaZulu-Natal:
Implications for the Spread of HIV and Other Sexually Transmitted Diseases." Health
It could be achieved through the implementation of the following strategies:
a. Offering training programs especially designed to the characteristics of each position b. Enrolling the employees into training programs based on time quality management (increasing task quality in the same amount of time) or the concepts of the learning organization c. Implementing and promoting change as an ongoing process and a part of the organizational culture, rather than a sporadic event, and finally d. Implementing reward systems, such as premiums, bonuses or even promotions. These will further motivate the staff members to increase their performances, contributing as such to the creation of the dynamic and challenging working environment.
The strategies proposed are extremely complex and are aimed to generate benefits on the long-term. This automatically means that their implementation will require patience and attention to details. Aside this, the change plan will also require financial resources. The punctual courses…
References
Mansfield, R., 1989, Frontiers of Management: Research and Practice, Routledge
Oakland, J.S., Morris, P., 1997, TQM: A Pictorial Guide for Managers, Butterworth-Heinemann
Peyton, P.R., 2003, Dignity at Work: Eliminate Bullying and Create a Positive Working Environment, Psychology Press
Storey, J., 1996, Blackwell Cases in Human Resource and Change Management, Blackwell Publishing
Human esources or Learning and Development Practitioner
In today's competitive business environment, it is more and more important for an individual to take responsibility for their own growth and development in the workplace. CPD is a combination of approaches, ideas and techniques that help one manage their own learning and growth. The focus of CPD is firmly on the benefits that professional development can bring one in the real world. Perhaps the most important message is that one size doesn't fit all. Wherever one is in their career now, and whatever they want to achieve, their CPD should be uniquely theirs (What is CPD, 2012).
Pre-qualification education and Initial Professional Development cannot provide all the knowledge and skills that one needs for their entire career. Most professionals will want to specialize or move into senior or managerial positions during their careers, as well as needing to develop the knowledge and…
References
CIPD's HR Profession Map. 2012. [ONLINE] Available at: http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ . [Accessed 07 June 2012].
Continuing Professional Development. n.d. Available at: http://www.cic.org.uk/activities/cpdguidance0706.pdf . [Accessed 07 June 2012].
What is CPD? 2012. [ONLINE] Available at: http://www.cipd.co.uk/cpd/aboutcpd/whatiscpd.htm . [Accessed 07 June 2012].
d.). Even SWOT analysis can help urban planners determine situational variables, approximate risk, and therefore maximize the efficiency of an economic development plan. Issues such as community competitiveness have a strong impact on outside investors, which is another reason why urban planners must take advantage of a wide range of techniques. Urban planners can encourage economic development via a multi-stage process: analysis of need, analysis of risk, and analysis of potential investors.
As it relates to urban planning, sustainable development combines socially and environmentally responsible initiatives. Those initiatives must also be proven to stimulate economic growth and development in the community. Some government incentives may be offered directly for the purposes of creating and implementing sustainable development programs for communities. Land-use planning is one key facet of sustainable urban development. Controlling sprawl, implementing local and regional public transportation systems, and ensuring investments in clean water are other sustainable development issues…
References
HUD (2009). Economic development programs. Retrieved online: http://www.hud.gov/offices/cpd/economicdevelopment/programs/
"Urban Planning and Sustainable Development," (n.d.). Retrieved online: http://www.h-net.org/announce/show.cgi?ID=157060
World Bank Group (2007). Urban Development. Retrieved online: http://info.worldbank.org/etools/docs/library/166856/UCMP/UCMP/step_two_urban_competitiveness.html
Previously the element of interest and personal motivation were found missing, the technical capabilities of the employees have never been a matter of debate, however the personal and mental capacities and limitations are either ignored or not respected which resulted in the poor performance of the organization. Apparently, the rise in the demands pertaining to the particpation of the employees and the industrial democracy has also distorted the professional environment. Such all complains were lately resolved and answered through the unique approach of the organization, the organization has understood the significance of the employees, and had realized that their performance is not based upon their professional capabilities, but rather it is the function of the mental capability of the employee related to the friendly and conducive environment offered to the employees occasionally. The need of the employees that focus upon peaceful, conducive and liberal environment has been ensured, which required…
References
Hamel, G. Leading the Revolution. Boston, MA: Harvard Business School Press. 2000. Pp. 123-124.
Keely, L. Strategic Choices. Dublin Group presentation materials, unpublished. 1999.
Mahler, W., & Drotter, S. The Succession Planning Handbook for the Chief Executive, Midland Park, NJ: Mahler Publishing Co. 1986.
McKinsey and Co. The War for Talent Survey, New York, NY: McKinsey and Co. publication. 1997.
Local Economic Development Initiatives
THE IMPACT OF LOCAL ECONOMIC DEVELOPMENT
The Concept of Sustainable ural Communities in Local Areas
The Concept of ural Development in Local Areas
The Concept of Endogenous Development Initiatives in Local areas
Transformation is key when it comes to local economic development initiatives. Ever since World War II economies in so many different rural areas have been faced with the rising harsh economic circumstances that have been threatening people's everyday existence. A lot of the situations that they are going through have a lot to do with depopulation resulting for the most part from low growth in job opportunities, out-migration, an aging population, underemployment rate, high unemployment and low family income, lack of socio-economic infrastructure ( shopping centers, health centers, schools, power and electric supply water supply,). esearch show that the rural economy in both developed and developing nations countries has also gone through a big…
References
Andolina, R. (2012). THE VALUES OF WATER: Development cultures and indigenous cultures in highland ecuador. Latin American Research Review, 21(12), 3-26,231,235.
Blignaut, J. & . (2011). The impact of water scarcity on economic development initiatives. Water S.A., 34(12), 123-145.
Cole, M.A. (2009). imits to growth, sustainable development and environmental kuznets curves: An examination of the environmental impact of economic development. . Sustainable Development, 12(4), 23-67.
Gordon, T.M. (2009). Bargaining in the shadow of the ballot box: Causes and consequences of local voter initiatives. Public Choice, 23(14), 45-56.
Learning and Development
Business Studies Business Functions Major Subject: Human esources equested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion.
Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast majority of organizations have realized the importance of human resource as a driver for the organization's success. Human resources is the largest asset that a company can have and they are the drivers for all organizational goals and objectives. For example, an organization could have the latest technology that would help it reduce its costs, but if does not have competent employees to operate and use the technology it would not be able to meet its goals. This…
References
BEEBE, S.A., MOTTET, T.P. & ROACH, K.D. 2012. Training & Development, Pearson Higher Ed.
CHIEN, I.-L. 2012. The Effect of Individual Development Plan and Job Rotation on Job Satisfaction -- the Moderation Role of Supervisor's support and Personal Growth Need.
JEHANZEB, K. & BASHIR, N.A. 2012. Training And Development Program and Its Benefits to Employees and Organizations: A Conceptual Study. Far East Journal of Psychology and Business, 9, 58-71.
SALAS, E., TANNENBAUM, S.I., KRAIGER, K. & SMITH-JENTSCH, K.A. 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13, 74-101.
Change Management Plan
For I
Mike Lucas
The role of change
"Change is so pervasive in our lives that it almost defeats description and analysis" -- (Mortensen, 2008)
Change at any level, individual or collective (communal/familial, societal, or organizational), is a complex and challenging process that requires time, energy, commitment, and often some level of distinct intention and sacrifice, on both the front and back ends of the process. Change describes both the action(s) and the result(s) of any type of alteration, modification, transformation, or exchange of one behavior/idea for another from smaller-scale individual changes to large-scale organizational (or social systems) changes.
At any level, the process of change needs to be managed to some degree. Generally, individuals can manage their own processes of change and in many individual cases, change may happen more spontaneously. Change that occurs in systems, like organizational change, requires a more strategic (or structured) approach…
References
Mortensen, Chris, 2008, Change, In Zalta, Edward (ed.), The Stanford Encyclopedia of Philosophy found at http://plato.stanford.edu/archives/fall2008/entries/change/ >.
Stace, D & Dunphy, D 1994, Beyond the Boundaries, Leading and Re-Creating the Successful Enterprise, McGraw-Hill, Roseville, NSW.
HM
Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" (ODN, 2014). Training naturally plays a critical role in this process. De Silva (1997) defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice. Training therefore is a means of increasing the organization's total knowledge in order to increase its capabilities.
For a training program to be effective in improving organizational development, it needs to be focused on specific objectives that pertain to the organization's overall mission. By creating an alignment between the needs of the organization, through a skills assessment for example, a training program can be developed to increase the organization's capabilities in areas that are the most important. Knowledge and capability are of course only part of the equation -- by increasing organizational knowledge the potential…
References
De Silva, S. (1997). Developing the training role of an employers' organization. International Labour Organisation. Retrieved June 10, 2014 from http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf
Jenkins, A. (2014). Different employee development methods and their benefits. eHow. Retrieved June 10, 2014 from http://www.ehow.com/info_12114326_different-employee-development-methods-benefits.html
Kram, K. & Isabella, L. (1995). Mentoring alternatives: The role of peer relationships in career development. The Academy of Management Journal. Vol. 28 (1) 110-132.
ODN. (2014). What is organizational development? Organizational Development Network. Retrieved June 10, 2014 from http://www.odnetwork.org/?page=whatisod
Organisational Development
Current Situation
Organisational Development Plan
Implementation of the Development Plan
Stakeholder Engagement
Evaluation of the Development Plan
Organisational Development at SPCA
Of all Queensland's societies and organisations dedicated to the prevention of animal cruelty and bettering the lives of animals, the oyal Society for the Prevention of Cruelty of Animals (SPCA Qld) is the oldest. The organisation needs approximately $42 million in funding every year to help build and maintain the various programs and services it offers. Since SPCA Qld is a community-based non-government charity, most of its funding comes from donations, sponsorships and bequests from the local community. Government funding accounts for less than 1% of the money it receives (SPCA Queensland, 2016).
The organisation boasts a rich and interesting history that spans 130 years. It started with just a single supporter and has now grown into a sizeable organisation with 270 remunerated employees and 3,000 dedicated…
References
Anderson, D., & Anderson, L. (2010). Beyond change management: how to achieve breakthrough results through conscious change management. San Francisco: Pfeiffer.
Anderson, K. A., Brandt, J. C., Lord, L. K., & Miles, E. A. (2013). Euthanasia in Animal Shelters: Management's Perspective on Staff Reactions and Support Programs. Anthrozoos, Vol 26, Issue 4, 569-578. Retrieved from Taylor and Francis Online: http://www.tandfonline.com/doi/pdf/10.2752/175303713X13795775536057?needAccess=true
Australian Broadcasting Corporation. (2008). Stress Bustesr. Retrieved August 29, 2016, from ABC: http://www.abc.net.au/tv/stressbuster/episodes/.html
By, R., & Macleod, C. (2009). Managing organisational change in public services: international issues, challenges and cases. New York: Routledge.
I will also have the tutor critique the first drafts of documents I prepare and have them review my final versions. I would also like for my tutor/coach to observe me an a couple of meetings and have them offer suggestions for improvement.
Development Plan: Dealing with Operating Problems
I believe the collaborative approach I outlined above will help in identifying operational problems during the planning process and provide an early warning where handoff with in the implementation process may not go smoothly. As part of my discussions with cross-function partners will be the development of contingency plans in case any anticipated problem do arise. I will schedule a weekly meeting with all the cross-function leads, including any important suppliers and vendors, to access how things are going, early identification of any suspected problems, work to determine possible solutions and understand how the solution will impact all functional areas.
To…
Schedule a meeting with tutor/coach for feedback and to determine future plans
Measurement Plan:
To measure my improvement, retake the AccuVision assessment at the end of the spring 2011 semester.
Kenya: A Case Study in Reform
From its rough beginnings, Kenya has instituted a series of economic reforms in an attempt to raise the condition of the Kenyan people. They are an attempt to bring the Kenyan people out of a state of poverty and repression to one of stability and security about their ability to sustain themselves. Each reform has been better than the last, but they are still far from solving these issues in their country. This paper will cite the reasons for this as being a need for the people to regain the feeling of nationalism echoed in the early years of independence.
Kenya's History:
Prior to1800 Kenya consisted of groups of small tribal governments. Kenya is grouped into more than 70 ethnic groups, Some of the ethnic tribes are large e.g. The Agikuyu who form a majority of the population within their homeland in the central…
Works Cited
Africa Guide. World of Information Sessional Paper No. 2 of 1997 on Industrial Transformation
Amoako, Dr. K.Y. Claiming the 21st Century: Africa's Agenda (Speech). Executive
Secretary of the United Nations Economic Commission for Africa at the National
Summit on Africa, (Washington D.C., 17 February 2000)
Super's Life-Span Theory
Career development is a continuous process that can last for a lifetime since it incorporates the decisions and changes that individuals make from entry into a particular field until retirement. This view is supported by David Super's Life-Span Theory, which postulates that personal change is a continuous process because people are influenced by various factors in life as the develop from one stage to another and experience different life roles. The continuous nature of career development is also attributable to the fact that people have the capability to carry out different duties across several occupations. Therefore, career is not an isolated phenomenon, but a social phenomenon influenced by social factors and the organization where these factors are rooted (Baruch, 2004). In essence, career development should be viewed through the lenses of its changing nature because of individuals' potential to develop different skills and ability throughout their life…
References
Baruch, Y. (2004). Managing careers: theory and practice. Upper Saddle River, NJ: Pearson Education.
Schwimmer, L. (2013, October 15). The 10 Words You Won't Say . . . On Your Deathbed. The Huffington Post. Retrieved April 14, 2017, from http://www.huffingtonpost.com/larry-schwimmer/the-10-words-you-wont-say_b_4097452.html
Maxx Company -- Strategic Marketing Plan
TK Maxx Strategic Marketing Plan
TK Maxx is expanding beyond the brick and mortar footprint that helped it rise to the top of retail operations in the United Kingdom. As with its competitors, TK Maxx has entered the mobile digital market and is implementing multiple distribution channels (McVey, 1960). The company has a clear target market that transcends the various channels over which its goods are marketed. This is the case because the market segment targeted by TK Maxx is made up of digital natives or consumers who have discovered the benefits of being technologically savvy -- particularly for shopping.
The marketing objectives for TK Maxx were identified as follows:
To increase market share for kid's shoes by 25% by September 2018.
To increase market share in home textiles by 15% by September 2018.
To increase e-commerce sales of designer bags and accessories by…
References
Bankruptcy announcement. (2012) Feline's Basement. Available at http://www.filenesbasement.com/
Burt S. And Sparks L (2003) Competitive analysis of the retail sector in the UK. Institute for Retail Studies, University of Stirling: 78.
Cavazza, M. (2004), 'Nanotechnology promises to alter the face of fashion', Retail Week, (11 June, 2004)
Case study: Total Logistics takes it to the max for TK Maxx. (2001) Total Logistics. Available at http://www.total-logistics.eu.com/supply-chain-documents/2011_TK-Maxx_CS.pdf
HR Plan: Philips Academy Andover
Introduction
The Human Resources (HR) department of any organization is the spine of the entity. This is where the integrity of the company needs to reside, and where the team members can be protected from potential abuses of power. Abuses of power are more common than most people care to admit, and are one of the reasons that HR was born in the first place. As history has demonstrated without a doubt, where there are human beings there will always be abuses of power, as power as the tendency to corrupt others. However, aside from the corruption of authority, the HR department is there to make sure that members of the team are getting their needs meet and are being protected as they build their careers. This plan will imitate the mentality of many other companies and have the HR department view the employees as…