Organizational Model of Ft. end County Sheriff's Office
The Sheriff's Office in Fort end County, Texas, is operated under the same model as many Sheriff's departments throughout the country, and, particularly, like many sheriff's offices in the state of Texas. The position of Sheriff is an elected position, so that the Sheriff is elected by the public and serves for a specific-term. The current elected official is Milton Wright. However, the elected sheriff does not play the day-to-day role that he might in another county. This is largely due to the immense size of Fort end County, which is not only already one of the largest counties in the nation, but is also growing rapidly. In 2010, the county's population was 585,375, about half of them white, 21.5% black, 17% Asian, and 23.7% Hispanic, 23.3% foreign-born, with a median income of $80,548 but with 7.5% below the poverty level poverty (U.S.…...
mla
Bibliography: Turabian
Description: have to describe an organizational model of any police agency outside of New York State. Students will describe the nature and function of each subunit and the personnel resources dedicated to it. Students will also describe the demographics and geographic of the area served. sources and information must be cited.
Please login to your Writer Control Panel to manage this assignment.
Self-Organizational Model of Leadership in Practice -- 'It's a Good Thing'
Selfishness within organizations is much derided, given the common emphasis on community in business life. 'Teamwork' is buzzword of management gurus and corporate retreat organizers alike, and who would say he or she is not a team player, even if he or she is desiring promotion to a leadership position? However, self-organization theory "suggests that the evolution of the universe adheres to self-organizational principles," in other words, because even basic biological molecules may attempt to create both more of themselves (as leaders) and through doing so create more complex molecules (such as corporate empires), therefore individuals who attempt to create 'more' or to make more of themselves as human beings could theoretically empower other individuals.
Perhaps the quintessential example of self-organization as a mode of leadership can be found in both positive and negative forms, in two women whom have made…...
Balanced Scorecard
Customizing a Balanced Scorecard Model for Non-profits
The balanced scorecard is a useful tool for designing strategies that are able to encompass different perspectives in an organization that are related to different types of important objectives. Robert Kaplan and David Norton were the primary advocates that made the Balanced Scorecard approach popular as they found shortcomings with the traditional management systems ability to see the entire organization from a comprehensive perspective.
This approach was designed to be a tool that can help management translate vision and strategy into objectives and measures across four balanced perspectives: the financial perspective, customer perspective, internal process perspective, and the learning and growth perspective. Each perspective is important by itself, however when the four approaches are "balanced" then a type of synergy can emerge that can propel an organization to success. Because of the popularity of this approach in the private sector, the model has also…...
Organization Model for Accounting Company
A group of accountants who want to start their own accounting company need to make several considerations including having a clear vision of the firm's purpose and comprehensive understanding of the requirements of an entrepreneur in this field. In addition to these factors, the group of accountants also needs to examine and identify the most suitable organizational form of business for the accounting company. The need for identifying the most appropriate organizational form of business is fueled by the fact that finance and accounting companies usually provide a range of services to clients, which generates the need for effective organizational form of business to ensure coordination of the various services. Therefore, the groups of accountants seeking to start their own accounting business must decide and identify the suitable form of business organization.
Generally, there are various kinds of organizational forms of business with varying strengths and weaknesses.…...
Haiti Case Study and Response to Disaster
The 2010 earthquake was one of the most powerful earthquakes to hit Haiti in a century. This mega-disaster killed thousands of people and displaced more. The catastrophe triggered massive relief efforts that serve vital disaster management lessons for world regions. This paper draws largely on a 2010 report by the United States Joint Forces Command. The essay reviews the Joint Task Force Haiti Case Study and annotates the joint logistical planning processes and the joint mission execution designed for the Humanitarian Assistance Disaster Relief mission. Specific topics to be covered and analyzed include USSOUTHCOM's organization, Situational Awareness, deployment of forces, the speed of response versus force/resource flow requirements and communication.
Organization
The U.S. Southern Command (SOUTHCOM) adopted a directorate organization model to promote collaboration within stakeholders as well as interagency (United States Joint Forces Command, 2010). This structure gave the combatant commanders the latitude and authority…...
mla
Work cited
United States Joint Forces Command. USSOUTHCOM and JTF-Haiti... Some Challenges and Considerations in Forming a Joint Task Force. U.S. Joint Forces Command Joint Center for Operational Analysis 24 June 2010 Print, UNCLASSIFIED
Greene, Forster, and Winters (2003) report that charter schools typically serve disadvantaged populations. "The targeting of charter schools to disadvantaged populations I so common that many people have come to believe, incorrectly, that all charter schools serve disadvantaged students." (2003) One reason for this is that the "procedures by which new charter schools are created often encourage such targeting." (Greene, Forster, and Winters, 2003) Greene, Forster, and Winters reports case studies conducted by the U.S. Department of Education, one of which included 91 schools and states conclusions that "charter schools are held accountable for their performance...resource limitations are the biggest obstacles facing charter schools." (2003) in another study involving 150 schools and 60 authorizing agencies the U.S. Department of Education states findings that: "...charters learn quickly the best way to satisfy their various constituents is to focus on quality instruction." (Greene, Forster, and Winters, 2003)…...
mla
Bibliography
Elmore, Richard F. (2000) Building a New Structure for School Leadership. Albert Shanker Institute Winter 2000.
Greene, Jay P.; Forster, Greg; and Winters, Marcus a. (2003) Apples to Apples: An Evaluation of Charter Schools Serving General Student Populations. Equation Working Paper. Manhattan Institute for Policy Research. July 2003. No. 1. Online available at http://www.manhattan-institute.org/html/ewp_01.htm#01
Finn, Chester E.; and Vanourek, Gregg (2005) Lessons from the U.S. Experience with Charter Schools. Prepared for the PEPG Conference: Mobilizing the Private Sector for Public Education. Kennedy School of Government, Harvard University, October 5-6, 2005. Online available at http://www.ksg.harvard.edu/pepg/PDF/events/MPSPE/PEPG-05-10finn.pdf
Organizational Diagnosis of Palm
Palm Computing had reinvented the hand held computer market overnight with the line of PalmPilot and similar devices geared to the mobile gadget industry. According to Clancy (1999), "Palm Computing ultimately sold faster than the videocassette recorder, the color TV, the cell phone, even the personal computer that was its great-grandfather. Introduced in April 1996, within 18 months Palm Computing had shipped more than 1 million units of the handheld and some estimate there were 2 million Palm devices shipped in 1998 alone." (Clancy, 1999)
Such incredible demand for Palm Computing's products were a function of the brilliant and innovative management and design team that launched and built the company. The two prominent executives of the company, responsible for developing product and marketing, and product releases, were Jeff Hawkins and Donna Dubinsky.
According to Clancy (1999), "In Hawkins, Silicon Valley has one of its most independent, original thinkers. And…...
mla
References
Enderle R. (2010) "HP and Palm: The Explosion that Will Rock the Computer Industry"
Organizational Behavior
An employer of any number of employees must consider it a basic duty to provide a stress free workplace for all his employees. It is a well-known fact that stress at a workplace induces animosity among the employees and creates problems that would not have been present under ordinary circumstances. Stress at the workplace also reduces the productivity of the workers therein and creates tension for the management, which finds itself under a lot of pressure. In a medical sense stress at the workplace actually affects the powers of the brain in such areas as concentration, learning and being able to memorize details that are an important function of the brain. In a legal sense, stress is a factor that leads to a whole lot of litigation when the employees sue the company for bad stress management in the workplace. This in turn results in bad publicity and a…...
Organizational Issues and Criminology
Introduction- When we think of the criminal justice system in the United States, we are referring to a broad collection of federal, state, and local agencies that are focused on crime prevention and upholding the law. In general, these agencies uphold the law at various levels, investigate crime, process the accused, compile evidence, work with the district attorney, and develop profiles and crime prevention techniques. The process of the criminal justice organization is designed to work in conjunction with the three branches of the U.S. government, and to uphold the Constitution. Organizationally, because there are so many agencies, personalities, interpretations and goals, there tends to be either a crime control model or a due process model. Many scholars see that this is one of the downfalls of the organization, because the tension and competition between the two viewpoints tends to cause negative issues within the system as…...
organization described in the Kuppler (n.d.) case study is General Motors (GM). General Motors is one of the largest automobile manufacturers in the world. Its other strengths include its operations in more than a hundred different countries. In spite of its more than a century of relative success, GM has experienced growing pains in recent years due to what Kuppler (n.d.) calls a "culture crisis." The organizational culture of General Motors is hierarchical, bureaucratic, and resistant to change.
Organizational Modeling
The Kuppler (n.d.) case study reveals GM as having an organizational culture that is primarily custodial in nature, with some autocratic attributes. Both the autocratic and custodial elements discourage individual responsibility and prevent the sense of "urgency" that might have prevented the disastrous ignition switch debacle, which killed 13 people. One of the hallmarks of a custodial organizational model is that employees are acculturated to be dependent and loyal to the…...
Organizational Structure Analysis
Why Flattening Hierarchies and Empowering Teams Is a Strategy
Flattening, also called delayering, simply refers to the removal of layers in the organizational hierarchy of a company, and the expansion of the manager's span of power. The supposed benefits of flattening run basically from pushing decisions down to improving client and market responsiveness to enhancing drive as well as responsibility. This is a strategy because the basis of flattening seems positive: to stay competitive in the face of more competition, for example, companies should pursue a streamlined, effective organization, which could respond to clients more rapidly (Wulf, 2012).
An empowered worker has the power and responsibility of making decisions, instead of the need to get instructions or consent from the manager. In an empowered team, every teammate has a say in group discussions. The team might make alterations to their product or project at will. An organization structured around empowered…...
Organizational culture theory and the role and impact of both formal and informal groups on the functioning of modern day organizations.
Organizational culture is the way organizations conducts its business transactions. It also refers to the different perspectives that a company sees things. An organization builds its own organizational culture through structure, history and the traditions of the company (Shafritz 2005). Theories of organizational culture suggest that culture gives an organization a sense of identity and defines what the company stands for. It also tells us what the company is. Culture also gives details to the principles of the company. Organizational culture in broader terms is the collective behavior of humans and the meaning of the actions that people do.
It involves the vision, norms, systems, beliefs and the organization values. Organizational culture contains values accepted by the employees of an organization. There are four main categories of organizational culture. Dominance and…...
mla
Men and women perform different tasks in the society. There are tasks that women cannot do whereas the men are competent. Other tasks are hard for men to perform while the same tasks are easy for the women. The changing world enables women to work in the fields that many people regarded as belonging to the men. Women are now working in construction companies as a form of employment. The tasks affect positively in a bureaucratic performance since women incorporate their skills with that of men to work towards the achievement of an organization's goal. Strong and good working relationships between the employees in a bureau are beneficial (Gormley 2008). The strong relationships ensure that there is competence and effectiveness in performance of the employees.
Political support is crucial for any bureaucracy to thrive. Political stability and support are the main determinant factor that will enable a bureaucracy to thrive in its activities. Political support enables the bureaucracy to work without any hurdles. This ensures that the bureaucracy works with ease. Political support enables the bureaucracy to receive help and assistance from politicians (Gormley 2008). Political interference is the main factor that leads to the collapse of bureaucracy. Negative working relations between a bureau and politicians are a negative factor that will make the bureau not to function accordingly.
Good leadership helps bureaus to work effectively. Good leadership ensures that there are no corruption cases in many bureaus (Gormley 2008). Bad leadership results in the misappropriation of funds and corruption in the bureaus. Good leadership is a motivator to the junior staffs who look up to the leaders and follow the examples set up by the leaders. This enables the employees in the bureau to perform excellently in all sectors. Good governance and leadership by the officials enable the organization to get funding from the government that helps it in carrying outs its tasks.
This means training that is focused on increasing the knowledge economy of the transforming firm rather than in simply standardizing processes. According to the text by Chapman (2009), this may even call for a change in the linguistic approach to this process. Chapman advises that "training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, ie., facilitating learning. So focus on facilitating learning, not imposing training." (Chapman, p. 1) It is conceivable that an appeal to this approach might have spared much of the uncertainty that permeated Cutting Edge Paper during and after the changeover in ownership.
Another recommendation is for the opening of dialogue during the process of transformation so that leadership can become more attuned to the needs of personnel. It is conceivable that during this transformation and Cutting Edge Paper, some ambiguity might have been reduced if leadership…...
mla
Works Cited:
Chapman, A. (2009). Organizational Change, Training and Learning. BusinessBalls.com.
Corley, K.G. & Gioia, D.A. (2004). Identity Ambiguity and Change in the Wake of a Corporate Spin-off. Administrative Science Quarterly, 49(2).
Eisenberg, E.M. (1984). Ambiguity as Strategy in Organizational Communication. Communication Monographs, 51, 227-242.
Eustis, J. & McMillan, G. (1997). Technology Initiatives and Organizational Changge: Higher Education in a Networked World. CAUSE '97.
Organizational Motivation Leadership
Effective and positive leadership is a basic foundation for any administrative institution to yield good results and therefore cause a great impact.
In this study we base our focus on a critical organization which is the infant daycare.
Infant daycare organization
Infant daycare centers are organizations that focus on the welfare of the child by providing care while the parent goes to work or gets engaged in other activities that may not allow the mother of father to be around the child during the day. The state requires that such organizations meet certain standards of safety, health and that the staff should have proper training. These institutions are normally equipped with fun toys and learning materials with the qualified caregivers trying as much as they can to make the life of infants as comfortable as possible. With the many challenges that infants face including having to master the ability to learn…...
OGANIZATIONAL PHILOSOPHY AT WOK: TECHNOLOGY & ETHICS
Organizational Behavior
Digital and information technology allows for new opportunities for education, including at the professional level. More and more, human resources use technology to assist in the modification and development of company culture. 21st century organizational leadership can be characterized by the realization that a clearly defined and strongly present organizational culture is key to success. Some of the most successful organizations are ones wherein their culture is adaptable and flexible. These same companies understand the importance and value of smooth transition and effective implementation of organizational change as well as promotion of organizational culture. Human esources is a department that is integral in the development and sustainment of the organizational culture. Human esources is additionally a depart that can facilitate organizational change(s). Human esources professionals should take the time to educate themselves and learn the ways in which technology can supplement their skills…...
mla
References:
Dewett, T., & Jones, G.R. (2001) The role of information technology in the organization: a review, model, and assessment. Journal of Management, 27, 313 -- 346.
Heracleous, L., & Barrett, M. (2001) Organizational Change as Discourse: Communicative Actions and Deep Structures in the Context of Information Technology Implementation. The Academy of Management Journal, 44(4), 755 -- 778.
Jin, K.G. (2007) Information Technology Professionals' Perceived Organizational Values and Managerial Ethics: An Empirical Study. Journal of Business Ethics, 71(2), 149 -- 159.
Sign Up for Unlimited Study Help
Our semester plans gives you unlimited, unrestricted access to our entire library
of resources —writing tools, guides, example essays, tutorials, class notes, and more.
