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"Cancellation, in particular, can have a profound and lasting affect on the organization and its employees." (Hormozi, 2000)
Interdependence of Department in Organization
The following statement is an excerpt from the work entitled "Knowledge Worker Team Effectiveness: The Role of Autonomy, interdependence, team development, and contextual support variables" written by rian D. Janz, Jason a. Colquitt, Raymond a. Noe:
Those studies that have examined teams of knowledge workers have employed samples of research teams (Cheng, 1983; Cheng, 1984; Cheng & Miller, 1985), product development teams (Ancona & Caldwell, 1992; Katz, 1982; Katz & Allen, 1985; Keller, 1986), consulting teams (Ancona, 1990), insurance teams, administrative teams, and information systems teams (Campion, Pepper, & Medsker, 1996; Henderson & Lee, 1992). Results have indicated that interdependence is critical in such teams (Campion et al., 1996; Cheng, 1983)" (as Cited by Colquitt, 1997)
Management Skills & Competencies
Skills and Competency Grid for the 21st…
Meredith J. et al. (1995) Project Management: A Managerial Approach, New York John Wiley & Sons.
Hormozi, Amir M. (2000) the Project Lifecycle: The Termination Phase Online at: Questia Library Research.
Drucker, Peter F. (1999) Management Challenges for the 21st Century (Review) September 1999 Online available at Error! Bookmark not defined.
Mallinger, Mark Ph.D. (2004) Management Skills for the 21st Century: Communication & Interpersonal Skills Rank 1st. The Braziadio Business Report - School of Business and Management.
This will help me become more aware of effective communication techniques. This step should begin immediately and should continue for six months.
To determine if this is effective, I will seek feedback from my team members on my communication skills at the beginning and at the end of the process, to quantify any improvement.
To improve my relationship building skills, I will again focus on seeking out written resources regarding emotional intelligence as well as how best to motivate employees. There may also be seminars available that discuss this topic, in detail. This activity should begin immediately after my reading on communication skills, as these form a base for relationship building, and last for approximately six months. I will also seek the feedback of my team members to establish a baseline and to measure improvement over the course of the six months. The primary obstacle to both this and the…
Chen, S. & Miller, E.C. (1988, Jul/Aug.). Conceptual ability: A critical skill of management. IM, p. 23-26.
Gaide, S. (15 Nov., 2004). Are technical skills "Core competencies?" How do we Measure them? Distance Education Reports, p. 5 -7.
Hard skills, soft skills. (Oct. 2004). CIO Insight, p. 17.
Peckham, S. (No date). Technically speaking. TechDirections, p. 5.
"The Academy" culture however perceives training as a benefit to the employees, and offers it as a means of supporting the professional formation of its workforce, increasing their self-esteem and confidence and motivating them.
Another important feature which draws interest to "The Academy" culture is given by its emphasis on continuous learning and development. Companies which base their human resource decisions and actions on the principles of "The Academy" are generically defined as learning organizations. This type of institutions offers a multitude of benefits, including the ability to remain competitive and as such ensure a secure workplace or an increased access to resources, which also enhance the quality of the working environment (Easterby-Smith, Araujo and Burgoyne, 1999). All these advantages constitute another reason as to why "The Academy" culture is the most suitable one for me.
Easterby-Smith, M., Araujo, L., Burgoyne, J.G., 1999, Organizational Learning and the Learning Organization:…
Easterby-Smith, M., Araujo, L., Burgoyne, J.G., 1999, Organizational Learning and the Learning Organization: Developments in Theory and Practice, SAGE, ISBN 0761959165
What appears to be the right way today is often not going to be the right way tomorrow. Because of this it is hard to manage with any consistency to the idea of quality.
Another area in which I feel that I am weak is that of effective use of IT and equipment. This is an area in which I sometimes feel overwhelmed. How all the different systems work and relate to each other is sometimes overwhelming. I often know that there is a specific way to do something but can never seem to figure out how to make it work.
The one thing that surprised be about this assessment is that other people see me as better in many of the areas than I see myself. It's not that I feel that I am a really bad in any of the categories, but I do feel that there are…
Although I believe that I have good or average technical skills, I still intend to gain and learn more knowledge from the study that I chose and from the profession that I will choose in the future. To build more technical skills, among the actions that I will take are spending time in learning things that interest me and finding ways where I can practice the things that I learned.
Conceptual Skills believe that like most of us, I am also gifted of having conceptual skills. That is, having the ability to use the right logic and thinking, come up with feasible decisions, and find the right solutions to problems. However, despite that I do not lack conceptual skills, I believe that continuous practice and use of conceptual abilities still provides room for improvement. Thus, to build more conceptual skills, I plan to involve myself in tasks that require the…
Manager Interview: Quality Manager for a Chemical Company
William Wood is a quality manager for an international chemical company. The company has locations throughout the world, but has a number of chemical processing plants in Houston, Texas and the surrounding areas. As an international company that has multinational suppliers and customers, the company takes a global focus to order fulfillment, shipping, and environmental issues. The company develops and manufactures chemicals for a variety of different industrial uses, including, but not limited to: petrochemical applications, paint, household cleaners, and for use in semiconductors and light emitting diode (LED) chips. Dr. Wood has a PhD in electrical engineering and a background in the semi-conductor industry. He transitioned to the chemical industry after years of quality management in the electrical engineering field. He has worked for this company for two years as one of four quality managers at the company's largest plant in…
To some extent, management can be defined as the harmonization of science, art, practice and implementation. Management takes into account knowledge and skills. On one hand, the knowledge aspect of management can be learned. On the other hand, the skills aspect of management encompasses the internalization and transferal of management knowledge, which necessitates not only time resources, but also incessant practice. Skills employed by managers are in connection with organizational efficiency and have a significant influence on performance (Ping et al., 2012). In everyday practical life, managers ought to lay emphasis on the role of management skills in advancing the performance of organizations and businesses. esearch has indicated that the lack of management skills is one of the major reasons that lead small and medium sized companies into bankruptcy. Therefore, this implies that organizations ought to focus and strengthen their management skills (Pang et al., 2012). From time…
Analoui, F., Labbaf, H., and Noorbakhsh, F. (2000). Identification of clusters of managerial skills for increased effectiveness: the case of the steel industry in Iran. International Journal of Training and Development, 4(3), 217-234.
Bai, X., Enderwick, P. (2003). Economic Transition and Management Skills: The Case of China. Business Education and Emerging Market Economies: Trends and Prospects Conference. Retrieved 28 November 2015 from: https://www.scheller.gatech.edu/centers-initiatives/ciber/projects/workingpaper/2003/04-004.pdf
Boyatzis, R.E. (1982). The Competent Manager. John Wiley & Sons, New York, NY
Chunsheng, Z. (2014). What will happen when China becomes largest economy in the world? CKSB Knowledge. Retrieved 28 November 2015 from: http://knowledge.ckgsb.edu.cn/2014/08/27/china/what-will-happen-when-china-becomes-the-largest-economy-in-the-world/
Management Skills equired for a Security Manager
Management is a wide field of knowledge important to everyone at any particular point. Management is not only important to organizations or companies but also to individuals in their day-to-day activities. Individuals require management skills to manage time, finance and expenditures in daily aspects of life. Management is a necessary tool that enables one to carry out activities in an orderly and organized manner. In technical terms, management refers to the organization and coordination of activities in order to attain specific goals. This can happen in a business or an organization carrying out specific activities with the aim of achieving a certain pre-determined goal (Pollo 2002). In business terms, management is one of the key factors of production. Good management skills ensure high and quality productivity. Good management system increases efficiency, reduce, cost and time of carrying out activities in a business organization.…
Elis, C.W. 2004.Management Skills for New Managers. New York: Printed in the United States of America
Armstrong, M. 2005. Armstrong's handbook of Management and Leadership: Developing effective people skills for better leadership and management. Great Britain and the United States: Kogan page limited.
Rodrigo, V.L. 2010. Management Skills for Leadership Technique: Their Application in Managing workteams. Vigo: Ideaspropias Editorial.
Pollo, G.Z. 2002. Nursing Management Secrets. Philadelphia: Hanley & Belfus. Inc.
Sales and Purchasing Management
Skills required by a sales force manager
Sales managers must be result-oriented
A sales manager must be recruited based on their ability to deliver the desired results. Sales managers must be clear about the results to obtain from the sales force. This must be made clear in the interviews. In some cases, salespeople have been hired with the wrong idea of what the job requires of them. Another aspect of proper hiring deals with the fit between the company and market needs. Some sales employees are suited to a given environment while others are not. The appropriate way to identify the proper fit is for the sales manager to appreciate and like the prospective salesperson genuinely (ogers, 2011).
Offer superb sales training
Another important skill for a sales force manager is training. This includes identifying the skills that the sales force will require to own in…
Rogers, B. (2011). Rethinking Sales Management: A Strategic Guide for Practitioners. New York: John Wiley & Sons.
Point #2 -- Clear Explanation of Rationale for Rules and Policies
In general, students tend to respond more cooperatively when they understand the logical reason or rationale for classroom rules. Very often, they also exhibit better compliance with rules that allow an appropriate measure of independent self-regulation instead of strict inflexible compliance. One example that struck me as useful is the explanation of why students must ask for permission to be excused to the restroom in conjunction with an acknowledgment that mature students need not necessarily request permission directly from the teacher. The technique that I learned in this respect is to explain why only one or two students may leave the room at a time in conjunction with the opportunity for self-regulation. Specifically, I will allow independent use of the hall key and I will emphasize that it is predicated on mature use without necessitating disrupting the class to…
Management Skills equired of a Security Manager
Loss Prevention Skills
Security managers' main responsibility is protecting corporate assets, including premises, finance, plant and personnel. Accidents are costly affairs -- damage occurs to property (premises and plant) as well as people (personnel). Further, the organization has to pay a worker who takes time off for recuperating from sickness or injury. Some injured employees might quit the job and their replacement requires funds as well (i.e., recruitment and training of new employees). Injuries bring negative publicity for the company, which also has to typically pay a large compensation for work-related injury. Another area of concern for security managers is loss of money or property to robbery or some other violent crime (Pepper 2006). Security managers also need to concern themselves with the impact violence has on the workforce. Violence at the workplace has positively attracted labor unions' attention in the hospitality and…
ASIS (2003). The general security risk assessment guideline. Virginia: ASIS International.
Broder JF, (2006). Risk analysis and the security survey. UK: Elsevier Science.
Crawford A, (1998). Crime prevention and community safety. London: Longman.
Gill M, (1994). Crime at work: Studies in security and crime prevention, Leicester: Perpetuity Press.
Giving them the opportunity to participate in the product launch decisions from a marketing standpoint also highlighted an embarrassing point for marketing, and that was engineering often understood the competition and its true functionality better than anyone in marketing. The reason is that the engineers had taken great pride in working on their product features they were responsible for to make them the best in the industry, and it was clear some had taken great pains to make a statement in their work. Creating shared ownership of product outcomes strengthens morale of technical professionals and infuses an entire development team with more accountability (Voss, 1993) and willingness to internalize a strong commitment to the success of the product (Kochanski, Ledford, 2001).
The risk of recommending this strategy would be that the more dominant engineers would overrule marketing and turn the entire marketing strategy into more of a features discussion than…
David Baccarini, Geoff Salm, & Peter ED Love. (2004). Management of risks in information technology projects. Industrial Management + Data Systems, 104(3/4), 286-295.
Jain, S.. (2008). DECISION SCIENCES: A Story of Excellence at Hewlett-Packard. OR-MS Today, 35(2), 20
James Kochanski & Gerald Ledford. (2001). "How to keep me" -- retaining technical professionals. Research Technology Management, 44(3), 31-38.
Li, Y., & Zhu, K.. (2009). Information acquisition in new product introduction. European Journal of Operational Research, 198(2), 618.
Management Aptitude Analysis
The results of the management aptitude questionnaire were fairly conclusive and useful in regards to my propensity for this particular application in organizational behavior. My scores point out both my strengths as well as those areas in which I can use improvement. Additionally, this information is valuable to see what exact management skills I would be best suited to employ to help a contemporary organization progress.
The most encouraging part of this questionnaire was my score in conceptual skills, in which I achieved 25 points out of 30. In some ways, conceptual skills are the most important for a manager to possess, although human skills are becoming increasingly valuable as well (Daft, 2011, p. 11). However, conceptual skills are those in which a manager is cognizant of how the specific parts of an organization coalesce and work together. More importantly, conceptual skills are those which enable a…
Daft, R.L. (2011). Management. Mason: South-Western, Cengage Learning.
Historical records show that people always organized themselves in order to work together towards a common objective and they coordinated their efforts to achieve this objective (Accel-Team 2004). It was not until the latter part of the 19th century that the concept of scientific management entered history during the Industrial evolution, but management skills existed long before the 19th century. Ancient Egyptians built the pyramids, ancient Chinese erected the Great Wall of China, the Mesopotamians irrigated their lands and walled their cities and the omans of old put up their roads, aqueducts and notably Hadrian's Wall not without established and superb management standards of their leaders (Accel-Team) and massive obedience and coordination among the followers. The pyramids of Egypt, wonders of the world, each measure 75,600 square feet at the base, 480 feet high and consists of more than two million blocks of stone, each weighing 2.5 tons.…
1. Accel-Team. (2004). Developments from Ancient History. Accel-Team.com. http://www.accel-team/scientific
2. Allen, G. (1998). Management History. Supervision. http://allie.dcccd.edu.mgnmt1374
3. Geocities. (2004). Human Behavior. http://www.geocities.com/the sydication/hr.html
4. McNamara, C. (1999). Very Brief History of Management Theories. http://www.mapnp.org/library/mgmnt/history.htm
The assistant manager even walked the woman to the door when their business was concluded and wished her a good day before returning to his post. The researcher expected to see the assistant manager complain to others about her after she was gone, but this did not appear to be the case. It could have happened later, but it did not happen while the researcher was observing the assistant manager. Although the research did see several areas where management techniques were not the best, the treatment of that customer by the assistant manager sticks out in the researcher's mind as the most important example of what was seen during that observation time.
Management Principals Found
The idea of using basic management principles appears to be strong at Target. While the store looks to the future and works at being innovative as well, it also ensures that the management pays attention…
Management Perspective on Aviaton Safety
Aviation Safety Management
However, this topic narrows substantially when one considers it from a management perspective. Management has a number of diverse concerns that it must consider in regards to aviation safety. For the most part, these safety issues are typically balanced out with issues related to cost and customer satisfaction. Although safety should always be the principle point of concern, management oftentimes has to temper this with practical considerations related to finances regarding time and money spent. Management can help to mitigate the severity of financial constraints, however, by involving as many people as possible in the safety and quality assurance process via a team-based approach. Additionally, there are certain Safety Management System (SMS) programs that can help to stratify different facets of safety management. Finally, it is important for management to make aviation safety a continuous process which is increasingly refined and improved.…
Burnside, J.E. (2013). "Top five pre-flight mistakes." Aviation Safety Management. Retrieved from http://www.aviationsafetymagazine.com/issues/33_5/features/Pre-Flight-Check-Mistakes_10554-1.html
Conyers, B. (2013). "Safety management systems: beyond theory." SM4 Safety. Retrieved from http://sm4.global-aero.com/articles/safety-management-systems-beyond-the-theory/?disp=pdf
Grosenick, C. (2002). "Quality assurance: how does it impact maintenance?" Aviation Pros. Retrieved from http://www.aviationpros.com/article/10387519/quality-assurance-how-does-it-impact-maintenance?page=3
Waikar, A., Nichols, P. (1997) "Aviation safety: a quality perspective." Disaster Prevention and Management. 6 (2): 87 -- 93.
The World ank model centers on a five-person team called the Performance Advisory Service or PAS (Yandrick 1995). PAS trains supervisors to analyze work performance and personality problems. The supervisor first determines if a skill deficiency is involved or there are personal and environmental factors. He does this by reviewing the employee's records in search of troubled behavioral patterns; consulting with work team leaders, colleagues and support staff in investigating possible problems within the organization; and/or directly exploring the employee's work performance and conduct.
In the last option, the supervisor may ask or remind the employee about the consequence of poor performance; if he or she is being rewarded for poor or nonperformance; if performance matters to him or her; if there are health or stress factors conducing to his or her poor or low-level performance; or if there are external stimuli behind it. Armed now with the different angles…
Brown, J. (1992). How Would You Handle These Prickly Management Problems? Medical Laboratory Observer: Nelson Publishing. http://www.findarticles.com/p/articles/mi_m3230/is_n11_v24/ai_13806643
Business Wire. (1999) a.M. Best Company Says Technology Can Solve Insurance Management Problems. Gale Group 2000. http://www.findarticles.com/p/articles/mi_m3MKT/is_n78_v97/ai_56542486
Day, CM. (1987). Three Diagnostic Clues to Management Problems. Medical Laboratory Observer: Nelson Publishing. http://www.findarticles.com/p/articles/mi_m3230/is_v19/ai_5118836
Heisler, DL. (1989). The Wrong Response to Today's Problems. American Metal Market. Reed Business Information. http://www.findarticles.com/p/articles/mi_m3MKT/is_n78_v97/ai_7565287
Another trait of leadership Zinni and Klotz (2009) explore is the ability of a leader to communicate clearly and articulately with the organization and the public. He can no longer afford to be the faceless top of a chain of command. It behooves the modern leader to develop a variety of decision making skills, such as honing his intuition, learning to quickly recognize developing patterns and trends, and quickly communicating his directions and intentions. This also means that today's leader must be able to show the way through times of crisis and change. A leader's ability to calmly steer a course in times of turmoil is crucial to the survival of any enterprise. Finally, a modern leader needs to think and act strategically. He must plan out the future course of action and guide the organization toward achieving the vision he has articulated. He must be able to hold fast…
Cooper, I.D., (2007, May/June). The impotence of importance -- reflections on leadership. Annals of family medicine, 5:261-262. Retrieved June 28, 2010, from www.annfammed.org (25)
Li, C., (2010). Open Leadership: How social technology can transform the way you lead. San Fransico, CA: Jossey-Bass Wiley.
Shulstad, R.A., (2009, summer). Perspectives on leadership and management. Air & space power journal, 11-17. Superintendent of Documents. Retrived June 28,2010, from http://www.airpower.au.af.mil (24)
Spurgeon, P., & Cragg, R., (2007). Is it leadership or management? Clinician in management. 15: 123-125. In R. Chambers, K. Mohanna, P. Spurgeon, & D. Wall, (Eds.). How to succeed as a leader. Oxford, U.K.: Radcliffe Publishing. (21)
His human resources management is not considered to be efficient. Specialists in the field have stated that Murdoch is a ruthless manager that terrorizes his employees in order to motivate them. His visits in certain divisions of his company determine increased tension among his employees and their superiors.
In addition to this, Murdoch's authoritative style determines his employees to follow the rules he establishes. His leadership style does not allow his subordinates to consider him a CEO, but a dictator they must fear. His style does not seem to be constant. This is because he is known for actions based on his mood. His behavior around employees is also in accordance with different requirements determined by the company's activity. This does not help create a stable work environment for employees.
The recruitment and selection process developed by Murdoch is based on aspects that are considered improper by human resources specialists.…
1. Leadership Styles (2011). Leadership Expert. Retrieved April 3, 2011 from http://www.leadership-expert.co.uk/leadership-styles/.
2. Webb, R. (2009). Leadership Styles vs. Motivation. Workplace Leadership. Retrieved April 3, 2011 from http://www.motivation-tools.com/workplace/leadership_styles.htm .
3. Subhadra, K. & Bhatia, V. (2004). Rupert Murdoch -- the Media Mogul. ICMR Center for Management Research. Retrieved April 5, 2011.
4. Wolinski, S. (2011). Feedback and Leadership. Retrieved April 5, 2011 from http://managementhelp.org/blogs/leadership/tag/leadership-skills/ .
In a world that favors early adopters and revolves around the latest technology, individuals will be better served if they continue to seek out learning opportunities after their formal education has ended. Local governments and communities should provide these opportunities through libraries, universities and community centers. The skills gap applies to all.
Although people are defined by their different skill sets and this diversity enhances the richness of life in America, it is also clear that some skills are more important than others. If young people aspire to be successful adults, they must gain the skills they need to succeed in higher education, and those higher education skills must then translate into useful skills for the workforce. Focusing on process and information application, rather than restricting curricula to the collection of facts and information, is a critical step for successful learning. Integrating business leaders in the effort of re-defining…
American Society for Training and Development 2006. 'Bridging the Skills Gap: How the Skills Shortage Threatens Growth and Competitiveness and What to do About It' Alexandria, VA.
Daggett, Willard R. 'Jobs and the Skills Gap. International Center for Leadership in Education' Rexford, N.Y. Available at: www.state.me.us/education/diploma/jobsandskills.pdf
'Job Skills Checklist', Purdue University. Available at: http://owl.english.purdue.edu/owl/resource/626/01/
National Education Association 'Statement of Principles: 21st Century Skills and the Reauthorization of NCLB/ESEA'. Available at: http://www.nea.org/home/17154.htm
Managing Behaviors & Teaching Social Skills
Antisocial behavior in schools in on the rise and has become a concern in school systems, from both a learning perspective and from a safety perspective, as well. Previously, schools have dealt with such behaviors using punitive measures such as expulsion, or even law enforcement measures to attempt to discourage youth from behaving in an undesirable manner. These programs have had little or no effect on curbing behavior problems in schools. Second Step and Boys Town are programs, which implement a positive approach to behavior management. These programs teach youth alternatives to violence and stress problem solving, coping, and conflict management. These programs have had considerably greater success than their predecessors. This research will qualitatively explore the theoretical issues behind the success of these two programs and take a critical look at them to explore ways in which they may be further improved for…
Butterworth, F. (1998, July 26). Why the South's murder rate is so high. The New York Times on the Web. ( http://www.nytimes.com )
Capra. F. (1996). The Web of Life. New York: Anchor Books.
Carlson, N.R. (1994). Physiology of behavior. Boston: Allyn & Bacon
Cohen, D., Nisbett, R.E., & Bowdle, B.F. (1996). Insult, aggression, and the southern culture of honor: an "experimental ethnography." Journal of Personality and Social Psychology, 70, 945-960.
Management and Organizational Development
CHAPTE V - SUMMAY ESULTS
Fresno County Department of Children and Family Services emancipates twenty and thirty eighteen-year-old foster children each month. These children face many challenges as they work through a transition into the adult, working world. Children in a foster care setting have not had the stability needed for them to develop the life skills necessary to adjust to life on their own. Many of the emancipated youth have either not graduated from high school, nor hold a G.E.D. certificate. In addition, they do not have adequate basic living skills.. The youths typically do not have employment, nor have they built a history during their teen years of successful part time entry level jobs.
The housing experiences of these children, as they have moves from home to home, have not taught them the basic skills needed to keep a home, or apartment. These young…
director for this program, recommended by his or her peers from within the foster care system. This person should be someone who has demonstrated a high level of commitment to the foster care system, and has a track record of frequently going "above and beyond" the normal course of daily activities in order to benefit the well being of children in the system.
Funds for an additional training program to teach foster care workers about the benefits of mentoring relationships.
Standards, goals and objectives must be written for the Mentor, and for his or her case worker to follow and use as guidelines for the ongoing relationship
Connection event planning. Location, supplies, budget for event foods, decorations, and other ambiance.
skills that project managers need to be successful. Briefly describe the project management skill that you believe is most important. Explain why you believe it is most important and whether and how it can be learned.
One of the most important skills for a project manager to possess is time management skills. Time management skills affect the project in a multitude of different ways. All projects are limited by time by definition and the project schedule is one of the three greatest restraining factors in project management. Therefore in this aspect, time management is central to the success of the overall project. Software development projects are often complex associations of various activities and therefore managing in such an environment takes advanced time management skills.
However, there is another facet to time management that affects the productivity of a project manager and that is their personal time management skills. Although this…
" Nevertheless, the research to date indicates that participative management techniques can provide a major return on the investment. According to Angermeier, Dunford and Boss (2009, p. 127), "Employee perceptions of the extent to which their work climate is participative rather than authoritarian have important implications for critical work attitudes and behavior."
The research to date has confirmed that employees in highly participative work environments outperformed their counterparts in nonparticipative management organizations (Angermeier et al. 2009). For example, a study by Angermeier and his associates found that employees working in participative management settings provided 14% better customer service, committed 26% fewer clinical errors, demonstrated 79% lower burnout, and were 61% less likely to leave the organization than employees in more authoritarian work environment. According to Angermeier et al. (2009, p. 128), "These findings suggest that participative management initiatives have a significant impact on the commitment and productivity of individual employees."…
Angermeier, I, Dunford, BB & Boss, AD 2009, March-April, 'The Impact of Participative
Management Perceptions on Customer Service, Medical Errors, Burnout, and Turnover
Intentions,' Journal of Healthcare Management, vol. 54, no. 2, pp. 127-134.
Biech, E 2001, the Pfeiffer Book of Successful Team-Building Tools: Best of the Annuals. San Francisco: Jossey-Bass/Pfeiffer.
management exercise basedon Neoforma master- case, added case practice marketing management skills.) Smart Card LLC expertise smart cards magnetic stripe tech- nology develop applications solutions meet rapidly growing demand marketing frequency programs.
In my opinion, the management could have done some additional research on the market to quantify the size of the market. There are several issues that are relevant in this case. One is that there are still questions whether the card will work or not, something that is obviously likely change the size of the market itself.
At the same time, there doesn't seem to be enough research into whether or not companies would actually be interested in such technology. Obviously, customer retention is a great topic for different businesses on the market. However, many of the companies already have their own internal programs and solutions that they use and have been using for a significant period of…
KATZ model of management skills necessary at various levels of management?
The Katz model of management skills may be argued as dated. The theory, developed by Robert Katz and popular in the 1950's, is based on the idea of three core skills areas; technical skills, human skills, and conceptual skills. When examining this approach, it may be argued each of these skill areas is relevant to management at different levels. Technical skills refers to knowledge and proficiency in specific areas associated with the activities relevant to the organisation, human skills refers to inter-social skills, such as the ability to communicate and skills required to lead effectivity. Conceptual skills are the ability to conceive and develop abstract ideas and visions which may be used to support decision making and strategizing. Katz argued at lower management levels, the first core area of technical skills is most important, with human skills still being…
Other strategies for increasing the company's employee retention rate are: holding organization events, providing financial compensation and benefits, offering career development plans, or offering other benefits (Heathfield, 2007).
5. Starbucks and Domino's are both dealing with high employee turnover rates, but in different manners. While Starbucks is focusing more on increasing salaries, Domino's tries to create a work environment that would satisfy its employees and hopefully reduce the employee turnover rate. The strategy applied by Starbucks and consisting in increasing salaries will only prove to be effective on short-term. Slightly increased salaries will not increase the company's employees' loyalty. Domino's is applying a different strategy that consist in creating this healthy work environment for its employees, which will prove to be efficient for a long-term, since it is based on building a company culture that will better integrate employees, making them feel they are a valued part of the company.…
Strategic Human Resources Management: Aligning with the Mission (1999). U.S. Office of Personnel Management. Retrieved September 27, 2007 at http://www.opm.gov/studies/alignnet.pdf .
Heathfield, Susan M. (2007). The Bottom line for Employee Retention. Retrieved September 27, 2007 at http://humanresources.about.com/od/retention/a/manager_role.htm .
Theory of Planned Behavior (2007). Value-Based Management online. Retrieved September 27, 2007 at http://www.valuebasedmanagement.net/methods_ajzen_theory_planned_behaviour.html .
Heathfield, Susan M. (2007). Keep Your Best: Retention Tips. Retention in an Improving Job Market. Retrieved September 27, 2007 at http://humanresources.about.com/cs/retention/a/turnover.htm .
Managing the Total Quality Management (TQM)
Computer integrated manufacturing (CIM) is the amalgamation of diverse entities within the production system all the way through the use of information and computerization technologies for well-organized control and administration of manufacturing and related purposes (Francett, 1988; Gould, 1989; Groves, 1990; Sabbaghi, 1991). Some accounted profits of CIM (Aly, 1989, Chang and Wysk, 1985; Gaylord, 1987; Goldhar, 1985) are faster release of new goods, shorter production preparation, as well as development cycles, increased competence and elasticity, enhanced product quality, as well as serviceability.
Even though a lot of U.S. companies depend on the completion of CIM technologies to recover or uphold competitive gain (Doll and Vonderembske, 1987), a significant percentage has been unsuccessful to realize the expected benefits (De Meyer, 1990). One motive for this breakdown is their leading focus on the technological features of implementation at the same time as disregarding the critical…
Aly, Nael A. (March 1989). A Survey on the Use of Computer-Integrated Manufacturing In Food Processing Companies, Food Technology: 82-87.
Blest, John P., (Spring 1992). Raymond G. Hunt and Carolyn C. Shadle, Action Teams in the Total Quality Process: Experience in a Job Shop, National Productivity Review: 195-202.
Camp, Robert C., (1989). Competitive Bench Marking: Xerox's Powerful Quality tool is making Total Quality Happen, Research Report, The Conference Board. 35-42.
Chang, Tien-Chien and Richard A. Wysk, (1985). An Introduction to Automated Process Planning System, Prentice Hall Inc., Englewood Cliffs, New Jersey.
Managing Diversity and Equal Opportunity
With the turn of the 21st century, a dramatic increase is being witnessed in the international flow of labor with repercussion for domestic labor supply and management. The native, racial and emigre mixture of the employees is predominantly important for the workplace. The importance of this domestic cultural multiplicity in the labor force, highlighted by worldwide influences and necessities, has lately encouraged the researchers to focus on the companies' and managers' response to diversity, be it of any form (Watson, Spoonley, & Fitzgerald, 2009).
If the workforce of the present times is compared with the one that was found 20 years ago, it will be easy to observe that there are "more white women, people of color, disabled persons, new and recent immigrants, gays and lesbians, and intergenerational mixes (i.e., baby boomers, Generation Xers, and Generation Nexters)" (iccucci, 2002) today. This situation has given birth…
Hemphills, H., & Hayne, R. (1997). Discrimination, Harassment, and the Failure of Diversity Training: What to Do Now. Westport, CT: Quorum Book. Retrieved December 15, 2012, from http://www.questia.com/read/23366693/discrimination-harassment-and-the-failure-of-diversity
King, A.S. (1995, December). Capacity for Empathy: Confronting Discrimination in Managing Multicultural WorkForce Diversity. Business Communication Quarterly, 58(4), 46+. Retrieved December 14, 2012, from http://www.questia.com/read/1G1-18023663/capacity-for-empathy-confronting-discrimination-in
Ollapally, A., & Bhatnagar, J. The Holistic Approach to Diversity Management: HR Implications. Indian Journal of Industrial Relations, 44(3), 454+. Retrieved December 15, 2012, from http://www.questia.com/read/1G1-210224380/the-holistic-approach-to-diversity-management-hr
Riccucci, N.M. (2002). Managing Diversity in Public Sector Workforces. Boulder, CO: Westview Press. Retrieved December 14, 2012, from http://www.questia.com/read/100875091/managing-diversity-in-public-sector-workforces
Management and Leadership DIscussion
For decades, school management processes have been popular among schools around the nation. School management processes put more responsibility on the local teacher and administrator basis in order to influence more positive results. The success of student learning depends heavily on "community participation, decentralization or teacher empowerment" (Wohlstetter & Mohrmon, 1994). This allows principals to step up and take a managerial approach to implementing individual and strategies unique to the needs of their schools. Ultimately, there are then variations within leadership processes. Thus, "some school districts dictate that structure, as in San Diego; others leave it up to the schools themselves, but hold the principal accountable for ensuring that all parties are given the opportunity to contribute, such as in Prince William County" (Wohlstetter & Mohrmon, 1994). The principal is thus a facilitator of change and an innovator that works to motivate individual teachers and administrators…
Murray, Martin. (2012). Total Quality Management. Manufacturing. Web. http://logistics.about.com/od/qualityinthesupplychain/a/TQM.htm
Spillane, James P., Diamond, John B., Burch, Patricia, Hallett, Tim, Jita, Loyiso, & Zoltners, Jennifer. (2013). Managing in the middle: School leaders and the enactment of accountability policy. Northwestern University. Web. http://www.sesp.northwestern.edu/docs/mngingmiddleSPIDIABUR.pdf
Wohlstetter, Priscilla & Mohrman, Susan A. (1994). School-based management: Promise and process. Issues and Research in Educational Finance. Web. http://www2.ed.gov/pubs/CPRE/fb5sbm.html
Managing Human esources
Change and conflict are some of the manager's current challenges. This thesis tries to inquire into the change processes and managers response to conflicts that arise as a result of change resistance. The manifestation of conflict and the impact of conflict are also discussed. The thesis also looks into the different theories formulated to explain change process and their relationship to conflict management. Also covered is the way decision makers can mitigate conflict and bring sanity in their organizations.
Today's managers are faced with the trade off between change and conflict. Change has become an irresistible part of organization and managers must therefore come up withy strategies and policies of managing change in an order to reduce conflict that may hinder the performance and also to reduce performance gap.
Conflict is bound to occur when different individuals have different perception, opinion, ideas and thought. Change and…
Knudsen T.(2003).Human Capital Management: New Possibilities in People Management. Journal of Business Ethics, 21(2),42-45.
Humphreys, M. (2005). Natural Resources, Conflict, and Conflict Resolution: Uncovering the Mechanisms. The Journal of Conflict Resolution, 49 (4), 23-36.
Kindler, H.S. (2005). Conflict Management: Resolving Disagreements in the Workplace. London: Thomson/Course Technology.
Kotter, J. (1995, march-april). Leading Change:Why Transformation Efforts Fail. Havard Business School Review, 59-67.
As organizations become larger in both scope and scale, the need for both management and leadership compounds. Many organization problems today, correlate heavily to a lack of true management. Aspects such as fraud, high employee turnover, product recalls, and strikes, all have origins with management. To better combat many of these negative influences, companies must hire, attract and retain talented management. In order to do so, many companies use the administrative management theory of management. This theory emphasizes the use of planned procedures, job specialization, and merit pay to help facilitate business objectives. I believe this theory to be the most useful in regards to managing an organization. For one, specialization of labor helps increase operational efficiencies with a business. In addition, planned procedures allow both employees and management to have clearly defined goals and job expectations. Finally pay based on merit provides incentive for employee and management to…
1) Manfred F.R. Kets de Vries The Dark Side of Leadership - Business Strategy Review 14(3), Autumn Page 26 (2003).
2) Stroh, L.K., Northcraft, G.B., & Neale, M.A. (2002). Organizational behavior: A management challenge. Mahwah, NJ: Lawrence Erlbaum.
3) Paul C. Dinsmore et al. (2005) The right projects done right! John Wiley and Sons, 2005. ISBN 0-7879-7113-8. p.35-42
4) Lewis R. Ireland (2006) Project Management. McGraw-Hill Professional, 2006. ISBN 0-07-147160-X p.110- 116
Management - Is it an Art or a Science?
Management is Art
Management has a lot more closely attached to art than it is to science. usiness management is about working with, as well as influencing other people to fulfill the goals of both the corporations and its associates (2).
Managing in the New Era
Quick transformations that are far-reaching all through each and every feature of business today prompts the corporations to reorganize the method they do things. Even though the customary management replica has developed quite a bit, it is still geared to an unbending composition and command -- and manage state of mind (3). This replica is well modified to an atmosphere where transformation is sluggish and evolutionary rather than fast and radical. It helps put in order procedures and promote a sense of responsibility, order, and discipline (4).
What it is short of is elasticity making…
1) Bjrn Bjerke. Business Leadership and Culture: National Management Styles in the Global. Edward Elgar, 1999.
2) Floyd Norris. A Climb to Riches, One Merger at a Time. New York Times. 2003.
3) Hal R. Varian. Can markets be used to help people make nonmarket decisions? New York Times. 2003.
4) Jeff Madrick. Looking beyond free trade as a solution to helping the developing world. New York Times. 2003.
Matrix A shows a set of skills and tri-part analysis of those skills for five individuals. The Matrix is based on: S = Strong, W = Weak, or T= In Training. The skill sets are: problem solving, written communications, oral communication, leadership, creativity, goal orientation, multi-tasking, time management, analysis, delegating, and strategic thinking. Analysis of the matrix shows the following:
Based on the matrix, areas of concern are, in order of ranking:
Oral Communication (3 weak)
Strategic Thinking (4 still in training)
Analytical Skills (3 still in training)
Written Communication (1 weak, 3 in training)
Time Management (1 weak)
If we assign points to each individual as 3 for Strong, 2 for In training, and 1 for weak, we find that the…
Problem Solving and Analytical Skills. (2009). University of Kent. Retrieved from: http://www.kent.ac.uk/careers/sk/problem-solving-skills.htm
Six Types of Oral Communication Activities. (2011). Speaking the Disciplines. Retrieved from: http://www.speaking.pitt.edu/about/oral-comm.html
Mind Tools. (2012). Time Management Games and Tools. Mindtools.com. Retrieved from: http://www.mindtools.com/pages/main/newMN_HTE.htm
Rein, S. (2012). Three Keys to Improving Your Strategic Thinking. Forbes.com. Retrieved from: http://www.forbes.com/2010/11/09/strategic-thinking-innovation-creativity-leadership-managing-rein.html
Furuholt, (2006) argues that lack of management engagement to the acceptance of information systems has been a barrier to the implementation of information systems. The issues are even common with organizations in the developing countries where management does not give enough priority to the information systems implementation. Importantly, implementation of information systems requires management support since management will need to approve fund that would be used for IS implementation. Generally, younger people are more interested in the it tools than older people. In a situation where number of older working team outnumbers younger working team within an organization, the IS implementation may be cumbersome.
More importantly, lack of knowledge of information systems may serve as barrier to its implementation. In the developed countries, private and public organizations have already aware the importance of information systems to the organizations. Many organizations in developed countries already realize that it tool is a…
Abukhzam, M. & Lee, a. (2010). Factors affecting Bank Staff attitude towards E-banking adoption in Libya. The Electronic Journal on Information Systems in Developing Countries: 42(2): 1-15.
Ali, S.N.A. (2010). E-government services: an exploration of the main factors that contribute to successful implementation in Libya. PhD thesis, University of Portsmouth.
Bartol, K.M. (1982). Managing Information Systems Personnel: A Review of the Literature and Managerial Implications. MIS Quarterly.
Boh, W.F. & Yelling, D. (2007). Using Organizational Architecture Standards in Managing Information Technology. Journal of Management Information Systems. 23 (3): 163 -- 207.
Trending analysis through a balanced scorecard methodology is used to evaluate the level of performance of each practice relative to another based on patients served, costs, and support costs. The use of balanced scorecards as part of the strategic planning process in healthcare organizations is a best practice that delivers insights and intelligence that drives ROI strategies (Niles, 2010). This is certainly the case with the healthcare organization interviewed.
3. What are some of the most important practices or activities related to this function? What is your involvement?
Managing the underlying IT systems that make the reporting performance evaluation and improvement processes possible is the most important activity related to that specific function. As the acting CIO for the healthcare organization, the person interviewed must also manage the teams that keep the computer systems up and running over time. The have completely accountability and responsibility for keeping the entire IT…
(Building and Maintaining a Diverse Workforce)
Agencies are required to develop a good understanding of their individual strengths and weaknesses so as to plan their programs to their best advantage. An agency acquires this information by evaluating the views of the employees on diversity issues. Analysis of the trends and projections of the workforce in determination of the skills gaps and necessitates and devising successive planning strategies are crucial moves for agency strategic and business planning. Such efforts facilitate the managers with the required facts so as to be aware of the assignment of resources and the making the necessary planning for the future work of the organization and the points of concentration of their energy to produce a high performance organization. (Building and Maintaining a Diverse Workforce)
The successful managers understand the necessary skills for producing a successful diverse workforce. Firstly they should be aware of the discrimination and…
Building and Maintaining a Diverse Workforce" (25 June 2000) Retrieved at http://www.opm.gov/Diversity/diversity-3.htm . Accessed on 15 January, 2005
Creating a Diverse Workforce" Retrieved from Retrieved at http://www.businessweek.com/adsections/diversity/diversework.htm . Accessed on 15 January, 2005
Recruiting and Managing a Diverse Workforce" Retrieved at http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=19018&cat_id=1102Accessed on 15 January, 2005
Green, Kelli A; L. pez, Mayra; Wysocki, Allen; Kepner, Karl. "Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools" University of Florida Cooperative Extension Service Institute of Food and Agricultural Sciences. Retrieved at http://www.minoritygraduate.com/feature27.asp. Accessed on 15 January, 2005
The performance of each team member depends on the performance of all others, this being a team project. Constraints include time and financial resources; as such improvement requires permanent improvement effort.
isk Management. No risk has been identified related to the project's completion.
Monitoring and Controlling Mechanisms. The data analysts will develop a metric system to measure each member's performance on a weekly basis. This weekly performance will be submitted to the project manager for potential adjustments.
V. Operations management plan
Operations Strategy. An easy way to understand the meaning of operations strategy is to break the word into the two separate words: operations and strategy - these words being the opposite of each other (Slack & Lewis, 2002). 'Operations' is about the functions and procedures regarding the day-to-day processes, while 'strategy' is about the direction and scope of an organisation over a long period of time. The operations strategy…
Aberdeen Group. 2008. Operational KPIs and Performance Management -- Are Your Daily Decisions Based on Fact?, http://www.aberdeen.com/
Cooper, M. & Lambert D. 2000. Issues in Supply Chain Management. Industrial Marketing Management, vol. 29: pp. 65-83.
Johnson, J. C. And Wood, D.F. 1996. Contemporary Logistics, N.J.: Prentice Hall Upper Saddle Creek.
Keah C.R.K. And Handfield, R.B. 1998 .Supply Chain Management: Supplier Performance and Firm Performance. International Journal of Purchasing and Materials Management: pp.2-9.
Skill-Development Exercise 1: (PARTS III & IV)
Deciding Which eadership Decision-Making Style to Use
Preparation for Skill-Development Exercise
Below are 10 situations calling for a decision. Select the appropriate decision-making style for each. Be sure to use Model 8.1 when determining the style to use. First determine the answers to the variables (S1A, S2C, S3P, S4E) and write them on the lines below the situation. Then place the selected style on the "eadership style" line.
You have developed a new work procedure that will increase productivity. Your boss likes the idea and wants you to try it in a few weeks. You view your followers as fairly capable, and believe that they will be receptive to the change.
eadership style ____S2C
2. There is new competition in your industry. Your organization's revenues have been dropping. You have been told to lay…
Leadership style ____S3P
(Lussier, Robert N.. Leadership: Theory, Application, and Skill Development, 4th Edition. South Western Educational Publishing, 2009-02-01. pp. 323-324).
Undercover Boss is a great show for illustrating core management concepts. A season five episode features the CEO of the Larry H. Miller Company, owner of the Utah Jazz along with eighty other concerns. This episode features issues related to occupational health and safety, customer service and marketing. In the episode about Modell's Sporting Goods, a family-owned business that has been around since 1889, issues related to logistics, wages, and social justice come to the fore. In the first season episode featuring the CEO and president of 7-11, issues related to management and corporate structure, customer service, and quality assurance are brought to light. These three episodes can all be used to better understand textbook concepts, from the particular skills managers need to succeed to ethics and social responsibility. Of these three episodes, the most engaging was the one about Modell's because of the way the owner came to…
Schermerhorn, J.R. (2012). Exploring Management. 3rd edition.
Undercover Boss Utah Jazz: https://www.youtube.com/watch?v=f_Tc3qCOj68&feature=youtu.be
Undercover Boss Modell's: https://www.youtube.com/watch?v=8jadl9usH3s&feature=youtu.be
Undercover Boss 7-11:
In my opinion, valuable organizational change is a process. It is nothing that comes from one day to the other. It requires the combined efforts of the organization as a whole: Skilled managers and the commitment of an organization's workforce alike.
Discussion of the paper's results: What are the key findings? What does it add to the body of knowledge?
The key findings of the paper are threefold.
First, the current management of organizational change tends to be reactive in its response to the pace of change that has never been greater than today. Second, successful management of change within organizations is a highly required skill. Third, further research into the nature of change management needs to be conducted and a new and pragmatic framework for change management is needed as a critical success factor for the management of change. It adds to the body of knowledge, that managerial skills…
Empowerment and Performance of Middle Management
The empowerment of middle managers is a paradox that is not easily solved. As this strata or level of management is often given responsibility for making sure goals are achieved yet often they have little actual authority to demand results or use legitimate power (French, aven, 1960). Empowerment from senior management is one potential approach to augmenting the effectiveness of this level of management yet the context of empowerment is just as critical as the support given (Bartunek, Spreitzer, 2006). This paper will analyze the approaches for middle managers to be more effective in their roles, with empowerment being an enabler, not the foundation, of long-term change. For middle managers to achieve that, they must also continually improve and transform themselves from supporters of the status quo (as managers often do) to being transformational leaders in their own right (Jackson, 1991).
Jean M. Bartunek, and Gretchen M. Spreitzer. 2006. The Interdisciplinary Career of a Popular Construct Used in Management: Empowerment in the Late 20th Century. Journal of Management Inquiry 15, no. 3, (September 1): 255-273.
David Collins. 1996. Whither democracy? Lost debates in management empowerment. Empowerment in Organizations 4, no. 1, (January 1): 12-24.
Eisenbeiss, S., and S. Boerner. 2010. Transformational Leadership and R&D Innovation: Taking a Curvilinear Approach. Creativity and Innovation Management 19, no. 4, (December 1): 364-372.
French, J.P.R. Jr., and Raven, B. (1960). The bases of social power. In D. Cartwright and A. Zander (eds.), Group dynamics (pp. 607-623). New York: Harper and Row.
Managing ecruitment and Selection
Being able to successfully manage the recruitment and staffing of an entire Human esources (H) department is the foundation of a successful enterprise. For example, eese and French cite the work of Bratton and Gold in saying, "ecruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements" (2010). This quote aptly highlights the extreme importance of being able to successfully woo and establish a team of competent people who are equally invested in doing an exemplary job with a given company. Thus, the H department needs to understand the nuances and strategies that go into the process of successfully winning over the…
Burton, J., 1998. Managing Residential Care. New York: Routledge.
French, R. & ., 2010. Recruitment and Selection. [Online]
Available at: http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291 -
This is also favorable for organizations as a whole, as enhanced leadership skills within employees, means better performance within the company. This is historically proven by the many companies who have implemented the program.
2. Workout can certainly be adapted to any type of organization. It is however emphasized that the program is fairly expensive to implement in terms of outside facilitators and training venues, which might present a challenge to not-for-profit organizations. However, this depends upon the specific resources and needs of an organization.
A not-for-profit organization might for example need only one outside facilitator to train facilitators within the company itself. Existing company facilities could be used for this, as initial training sessions will be small. If there is a need for more funding resources, sponsors can be contacted in this regard. In this it is important that the involved sponsors be aware of the benefits of Workout.…
A manager's duty is not to be liked but to be effective; a manager remains firmly committed to the health of his or her organization by following rules, regulations, and guidelines. "A leader is someone who people naturally follow through their own choice, whereas a manager must be obeyed," ("The Difference between Management and Leadership," 1997). Effective managers and leaders both motivate and inspire people to reach their highest potential.
In order for a manager to create and maintain a healthy organizational culture, he or she should develop strong interpersonal awareness, including mediation skills and respect for diversity. As a director of development at a private Catholic high school, I work in a stimulating environment that requires ascription to rational and financial goals as well as to spiritual, ideological, and interpersonal goals. With a diverse student body and a diverse staff, I must retain a strong emotional as well as…
The Difference between Management and Leadership." (1997). Retrieved August 20, 2005 online at http://www.see.ed.ac.uk/~gerard/MENG/ME96/Documents/Intro/leader.html
Leading vs. Managing -- They're Two Different Animals." (2001). Online Women's Business Center. Retrieved August 20, 2005 online at http://www.onlinewbc.gov/docs/manage/leading.html
Maccoby, Michael (2000). "Understanding the Difference between Management and Leadership." Research Technology Management. Volume 43. No. 1. January-February, 2000. pp 57-59. Retrieved August 20, 2005 online at http://www.maccoby.com/Articles/UtDBMaL.html
If one takes the broad generalization of the mega-environment (general environment); one finds the conditions and trends that make up the organizational culture or even the society in which one operates. This term actually encompasses a number of similar and disparate factors. The technological part of the environment tends to focus on knowledge; the economic element the means of production, distribution and consumption of wealth; the legal-political element focuses on the governmental or rule-based systems to organize the society; the international element the external relationships, and the socio-cultural environment the attitudes, values, norms, believes and behaviors of a particular group or organization (Organizational Environment and Culture, 2008). All these forces are a sum total of how organizations act and react -- whether regionally or internationally.
The legal-political element of the environment is the systems that organize that environment, the rules that are enforced, and the overall manner in…
Organizational Environment and Culture. (2008). Zainbooks.com. Retrieved from:
Bendell, T. (2005). Structuring Business Process Improvement Methodologies. Total Quality Management, 16(8-9): 969-78.
Brown, L.M. And B.Z. Posner. (2001). "Exploring the Relationship Between Learning and Leadership," Leadership and Organizational Development. May, 2001: 274-80.
When all the needs or expectations of the stakeholders are met, the business will continue to thrive.
Core Human esource Functions
Involuntary turnover is rampant among employees of high talent. These employees form then crucial asset that determine the overall success of the organization. Involuntary turnover occurs due to issues such as frequent absences, premature termination of contracts, sexual harassment or by the mere fact that an employee becomes overqualified for a particular job. Supposing I were a top H manager in my firm I would hire people who are qualified to fill any vacant positions taking keen attention to exclude overqualified persons so as top avoid the occurrence of involuntary turnover in the future (Taylor, 2005).
Additionally, I would introduce strategies that seek to retain employees in the organization. One of the strategies would be to introduce teambuilding activities such as retreats and workshops. I would also ensure that…
Svensson, G., & Wood, G. (2003). The dynamics of business ethics: a function of time and culture -- cases and models. Management Decision, 41(4), p350.
Taylor, S. (2005). People resourcing. London: Chartered Inst. Of Personnel and Development.
Managing Risks Associated With Stress
Describe how to maintain life balance and manage risks associated with stress
Maintaining life balance requires happiness. Even during stress, an individual should not allow all the stressors to take a toll on him/her. Avoiding stressors is the most appropriate way of managing stress. Developing new habits could help remove and distract an individual from stressful situations, pressures and stressors, which is essential in managing stress permanently. In this modern world, individuals must learn to change and minimize their exposure to stressful situations. While this technique does not change the situations causing stress, it enables an individual to change his/her relationship and reaction to the stressful situations hence maintaining a life balance.
Early Warning Systems are often used to identify officers at risks of family violence. Describe how to use an early warning system to identify officers at risk of using excessive force.
True, a virtual team approach with fewer face-to-face meetings might be logistically easier, but it will not in the long-term create a cohesive organizational culture. Human resource staff is available at present to conduct team building exercises to create a greater sense of singular organizational culture, which would be ideal as soon as possible
An even better solution than teams, virtual or otherwise, would be constructing a matrix organization, which would retain some of the functional structure currently under operation. In this structure, every worker reports his or her functional manager as well as to a program manager. But although workers in different sub-specialties like technical employment might retain their loyalty to their functional areas, they would also have links to other group projects that were shared between other areas of the organization. This creates more cohesion in the long run. True, complexity can raise the potential for greater conflicts,…
If these managers are unfit at achieving such objectives, the change process will not be effective.
Establish the vision and the strategy
Any change management process must start by building a vision that the new organization will be based on. Same as all companies are built on a vision of their founders, so should the new organization that will result after the change management process, be built on a vision.
Although the manager will create the vision of the new organization, he should make sure that all the stakeholders in included in the process. The vision should not only be directed at how the museum will look like from an artistic point-of-view, but it should also be directed towards its employees and how they will participate in the change management process and in the new organization, and towards the new image that the Louvre will present in comparison with similar…
1. Change Management for Shared Services and BPO (2010). SourcingMag. Retrieved August 22, 2010 from http://www.google.ro/imgres?imgurl=http://www.sourcingmag.com/library/graphics/Framework_for_change_management.gif&imgrefurl=http://www.sourcingmag.com/content/c070618a.asp&h=454&w=445&sz=40&tbnid=d5hnQISSPQ2oRM:&tbnh=128&tbnw=125&prev=/images%3Fq%3Dchange%2Bmanagement&zoom=1&hl=ro&usg=__6JeBM0DmBEEc0EVToXVilzkpzrI=&sa=X&ei=fupwTOLODIPN4AbxnuzSCQ&ved=0CDcQ9QEwAw .
2. Kotter, J. (1995). John P. Kotter's eight steps to successful change. Retrieved August 23, 2010 from http://www.businessballs.com/changemanagement.htm .
3. Cellars, T. (2007). Change Management Models. Retrieved August 23, 2010 from http://www.associatedcontent.com/article/237685/change_management_models_a_look_at.html .
4. ADKAR -- A model for change management (2007). Change Management Learning Center. Retrieved August 23, 2010 from http://www.change-management.com/tutorial-adkar-overview.htm .
A cheap product will not be able to survive in this rapidly changing business environment. Organization is another extremely important aspect of the necessary managerial skills for any manager desiring guaranteed success at their individual Verizon location. Organization can be as simple as instituting training at work in a pattern that overlooks no single employee. A good manager cannot expect employees to train themselves or improve their work manners without additional help. A strong organized training program is sure to enhance even the most successful company.
A strong leadership team is another necessary important aspect for businesses engaged in the phone industry. Verizon's leadership team must be instituted and adopted without fear at the workplace, because employees who fear their supervisors simply cannot evolve into successful employees interested in the growth of the company. A strong leadership team will effectively manage the business with the overall objective of accomplishing the…
Bass, B.M. (1996). A new paradigm of leadership: An inquiry into transformational leadership. Alexandria: U.S. Army Research Institute for the Behavioral and Social Sciences.
Oak, C. & Schoeffler, B. (2002). Management for the 21st Century. Retrieved March 13, 2007, from Insurance Journal Web site: http://www.insurancejournal.com/magzines/southcentral/2002/03/11/mindyourbiz/18984 .
Verizon. (2007). Verizon. Retrieved March 17, 2007, at http://www.verizon.com .
When employees are managed for their potential in addition to their contribution, their willingness to openly share and contribute information significantly increases. esistance to change and fear are minimized and employees perceive their role as contributor and knowledge expert over time, not as an employee who is being automated out of a job for example. The critical factors that lead to a learning organization are put into motion by transformational leaders who seek to define a culture inside their organizations of professional growth for subordinates. The focus on autonomy, mastery and purpose is critically important for organizations to grow entrepreneurs (El Tarabishy, 2006) while at the same time overcoming resistance to change as employees don't see the need to hoard information but to add rapidly to it to master their field and be an acknowledged expert or guru in their fields. The difference in behaviors is mastery over one's position…
Li Yueh Chen, & F. Barry Barnes. (2006). Leadership Behaviors and Knowledge Sharing in Professional Service Firms Engaged in Strategic Alliances. Journal of Applied Management and Entrepreneurship, 11(2), 51-69.
Karina Skovvang Christensen. (2005). Enabling intrapreneurship: the case of a knowledge-intensive industrial company. European Journal of Innovation Management, 8(3), 305-322.
El Tarabishy, Ayman (2006). An exploratory study investigating the relationship between the CEO's leadership and the organization's entrepreneurial orientation. Ed.D. dissertation, The George Washington University, United States -- District of Columbia.
Ling, Y., Simsek, Z., Lubatkin, M., & Veiga, J.. (2008). Transformational leadership's role in promoting corporate entrepreneurship: Examining the CEO and Top Management Team Interface. Academy of Management Journal, 51(3), 557.
This concept originated with the principles of Total Quality Management (TQM).
The notion that only managers play a role in controlling work activities is based on two false ideas. One is the antiquated notion of totalitarian management. Modern management does not follow this style, as it is often not consistent with organizational objectives. The second false idea is that the manager can control the employee at all times. In practice, managers merely provide instruction and guidance with respect to work activities. Employees often devise their own ways of performing different tasks, and it would be near impossible for management to control this. Thus, employees do exert some control over work activities.
Q3. Operations management can be applied to any managerial function.
Operations management techniques are based around analysis of processes. Control is merely one aspect of the role, even within the operations setting. In fact, operations management also consists of…
Should the outcomes perform well against the goals, then the performance appraisal process must undergo a re-evaluation. Theories about the underperformance of key outcomes can be matched against feedback from the appraisers and the employees. From that point, a course of action can be developed that will alter the appraisal process to better align it with its objectives. The final step in the control mechanism is the adjustment process. The new ideas must be incorporated into the existing appraisal system. These new ideas must then be tested to determine if they have been as effective as intended, or if they have even moved the outcomes further from the objectives. At this point, the manager is engaged in a feedback loop that exists to continuously improve the performance appraisal process.
Performance appraisals are often conducted poorly, and this has led to considerable criticism of the tool. There are three fundamental…
Heskett, Jim (2006). What's to be Done About Performance Reviews? Harvard Business School. Retrieved November 26, 2008 at http://hbswk.hbs.edu/item/5563.html
No author. (2008). Performance Reviews. Carnegie Mellon University. Retrieved November 26, 2008 at http://www.cmu.edu/hr/hr_services/performance/reviews.html
Culbert, Samuel a. (2008) Get Rid of the Performance Review! MIT Sloan Management Review. Retrieved November 26, 2008 at http://sloanreview.mit.edu/wsj/insight/hr/2008/10/20/
No author. (2004) Performance Appraisal Handbook. United States Department of the Interior. Retrieved November 26, 2008 at http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf
This is one way to ensure everyone can work together with the same goals and information. Neighboring states could us the same criteria for training, thereby cutting training costs and ensuring cooperation and understanding from neighboring responders in the U.S. As well.
It is clear the field of emergency management is not what it was even ten years ago. Today, there are more considerations about terrorism, global warfare, and WMD that were not as prevalent even ten years ago. Emergency management has to evolve as disaster and the threat of disaster evolves. With all the talk of global warming, there may be ramifications from that problem that may become much more apparent in the future, and emergency management may have to deal with those too, such as mass evacuations, massive climate change, and other problems.
Farazmand, a. (2001). Handbook of crisis and emergency management. New York: Marcel Dekker, Inc.
Farazmand, a. (2001). Handbook of crisis and emergency management. New York: Marcel Dekker, Inc.
g. In U.K.), organizations are tempted to use positive discrimination for corresponding to contemporary requirements. This implies hiring disadvantaged applicants regardless of their professional competency. For instance, last year, UK's Gloucestershire Police and Avon and Somerset police confessed to have rejected white men for hiring women and ethnic minorities in order to meet Government requirements (http://www.workplacelaw.net/display.php?resource_id=8292&keywords).This is an extremely negative phenomenon as it succeeds in increasing the gap among different groups. Therefore, when encouraging such a strategy, authorities should pinpoint the rationale behind it and should organize conferences and workshops debating this issue.
Piturro, Marlene. 2007. Recruiting and Managing a Diverse Workforce. http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=19018&listelement=3&cat_id=1102 (Accessed March 8, 2007).
Price Eboni, Gozu Aysegul, Kern David, Powe Neil, Wand Gary, Golden Sherita, and Cooper Lisa. 2005. The Role of Cultural Diversity Climate in Recruitment, Promotion, and Retention of Faculty in Academic Medicine. http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=1490155#N0x914e898.0x9306d20 (Accessed March 8, 2007).
usinesses doubt the benefits of…
Piturro, Marlene. 2007. Recruiting and Managing a Diverse Workforce. http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402&article_id=19018&listelement=3&cat_id=1102 (Accessed March 8, 2007).
Price Eboni, Gozu Aysegul, Kern David, Powe Neil, Wand Gary, Golden Sherita, and Cooper Lisa. 2005. The Role of Cultural Diversity Climate in Recruitment, Promotion, and Retention of Faculty in Academic Medicine. http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=1490155#N0x914e898.0x9306d20 (Accessed March 8, 2007).
Businesses doubt the benefits of an ethnically diverse workforce. 2007. http://www.workplacelaw.net/display.php?resource_id=8292&keywords (Accessed March 8, 2007).
Cendant embraces diversity as a corporate way of life: Company aims to achieve a workforce that reflects its customers and markets. 2003. Human Resource Management International Digest 11: 12-15.
Evaluate the impact of globalization and management across borders
After its retrenchment in the U.S., Starbucks is still considering expanding its operations China. "Despite its long presence in the Chinese market -- Starbucks opened its first shop in Beijing in 1999 -- the Seattle coffee giant only has 376 stores on the China mainland, compared with 878 in Japan" (Sanchanta 2011). Starbucks has tried to learn from some of its mistakes domestically in the U.S., such as its super-saturation of certain marketplaces, while incorporating many of the successful lessons of its other ventures, such as its ability to tailor product offerings to local needs. "Cracking the code in China for any company is not an easy task -- there will be a number of winners and lots of losers of people who go there and rush to judgment and don't succeed…The thing I am most interested in when I go…
Clark, Taylor. (2008). How Starbucks colonized the world. The Sunday Times. Retrieved July
21, 2011 at http://business.timesonline.co.uk/tol/business/industry_sectors/leisure/article3381092.ece
Leadership and management. (2011). Team Technology. Retrieved July 21, 2011 at Retrieved July 21, 2011 at http://www.teamtechnology.co.uk/leadership-basics.html
Sanchanta, Mariko (2011). Starbucks plans major China expansion. The Wall Street Journal.
Managing High Performance
A familiar challenge for any expanding enterprise is how to find and manage the highest potential employees who can over time mature into leadership positions. While there are always more applicants that positions available in senior management, the task of any leadership team is to accurately and with insight find those employees with the greatest potential of success (uggiero, 2008). From the very informal succession planning techniques small businesses use that are tantamount of planning sessions, to the much more rigorous and thorough high potential employee development programs, there is a very wide variation in approach and results (Bloch, 1996). The intent of this analysis is to provide a small, rapidly growing company with insights into how best to manage the dilemma of having 50% of its workforce looking to advance their careers with a limited number of positions available while also giving the majority of employees…
Bloch, Susan. (1996). Coaching tomorrow's top managers. Employee Counseling Today, 8(5), 30-32.
Kevin S. Groves. (2007). Integrating leadership development and succession planning best practices. The Journal of Management Development, 26(3), 239-260.
Ruggiero, J. (2008). Identifying and Developing High Potential Leadership Talent. Journal of Personal Finance, 7(2), 13-33.
The people belonging to the third corporate culture are from the engineering culture. This culture is personified by engineers and technical specialists, who believe on the awesome power of the technology in solving the organizational culture. These people believe on the power of the machines in solving human and organizational problems.
According to Schein, people involved with any of the above three cultures often fails to see the other side and the perspective of other culture, often resulting failure in organizational learning. Although people belonging to each of the culture do great service for the organization, yet they fail to see the holistic picture of the organization and fail to share the similar meaning of the organizational problems. The main reasons for these problems certainly occur because of the people inheriting different norms, educational experiences, expectations, and rewards structures in their professions.
Therefore, it is now wonder that an organization…
Schein, Edgar H. (1996) Three Cultures of Management: The Key to Organizational Learning. Sloan Management Review, fall. 9.
Management Info Systems
My mother often tells the story about one Summer as I was growing up. Each year, we would host a family reunion at one of the local parks. My mother hated this time of year because the guest list seemed to grow larger every year, and she was in charge of so many things. To her delight, when I was 9 years old, I offered to "manage" the reunion for her. I asked her for all the people who would attend, and spent days quizzing her on who would do what, who would bring what, and even what would the contingency plan be if the weather turned sour or some other unknown were to occur. My contribution to the event was a very precise and colorful chart in which I used up every single color combination in my crayon box, drew lines for responsible people and products…