...MS Office Class Proposal Table of Contents Summary 3 Description 3 Course Objectives 3 Course Curriculum 3 Course Standards 3 Course Outline 4 Equipment Needed 5 Financial 5 Assumptions 5 Documentation 6 Summary This proposal is written to communicate the objectives, curriculum, standards and potential revenue in regards to an MS Office class. Description This class will be held 2 days a week for a semester in length. The location and times will be determined as the class is developed. The class will be designed for 12 (twelve) students, but will adaptable due to space. It will be taught in various formats, but not limited to lecture, textbook, and hands-on training. Student will also earn up to 2 (two) High School technology credits. The course will be offered in three sections. The sections must build upon each other. Course Objectives The objective of this course is to provide the background for the students to become knowledgeable in the components of Microsoft Office. It will also provide them with the knowledge and expertise to fulfill many roles in today’s society, be preparing them in the field of office systems. Course Curriculum Textbook - Microsoft Office 2007: Introductory Concepts and Techniques, Windows Vista Edition, 1st Edition ISBN-10: 1423927133 Course Standards This course will be taught to Sunshine State Standards (See Documentation). Course Outline Essential Introduction to Computers Microsoft Windows Vista 1. Introduction...
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...sharing. The advantages of gain sharing are that it would help the company to achieve sustained improvement in key performance measures (Masternak). It would reward only performance improvement within the company. The payouts are self-funded from savings generated by the plan (Masternak). Gain sharing aligns employees to organizational goals that need to be met. Gain sharing fosters a culture of continuous improvement. This is something that the company will only benefit from going forward. It enhances employee focus and awareness by giving the employees a sense of empowerment. It increases the feeling of ownership and accountability. Employees feel like they are part of something bigger and don't just have a job. It enhances the level of involvement, teamwork and cooperation. This is currently something that is not uniform. There are only a few teams that work very well together. It supports other performance improvement efforts and helps promote positive change. And lastly, it promotes morale, pride, and more positive attitudes toward the organization (Masternak). Gain sharing would work best for CircleWorks because the company's performance levels can easily be quantified and the work environment is already based on openness and trust. A supporting system of employee involvement will significantly enhance the long term effectiveness of the plan (Masternak). While the employees will be involved in the process, the final decisions and approval come from top management...
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...Implementing Strategy and Managing Change Implementing Strategy and Managing Change Name: University: Course: University: Tutor: Date: Implementing Strategy and Managing Change Vision and strategic aims as fundamentals in a fire service safety plan Vision is an important tool that fire and rescue services organization can use to obtain better strategies of improving performance. A vision provides the future of such organization and this helps develop the present resources to fit in the prevailing conditions. Vision can be described as the ability to configure what the future looks like and to plan for it. In the case of a company, it refers to the picture of how a company should look like in the future (Dooley, 2005). Through a vision, the main ideology and purpose of existence are formulated and these provide the basic direction to achieving the desired company development. Towards employees vision helps to fulfill an identity function and an identification function as well as mobilizing function. A vision describes the picture of the company in the future which makes it unique and distinctive. This serves as a sign of identity to the employees. Furthermore, a clear vision provides the staff with a sense and importance of their work. As a result, they are able to identify with the company which results in commitment towards their work and towards the vision as a common company objective (Sabrautzki, 2010). Strategic aims refer to the goals and objectives...
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...of Notre Dame of Maryland Education Department Technology Enriched Lesson Plan Rubric MTTS Technology Standard V: Design, Implement, and Assess Learning Experiences that Incorporate Technology |Criterion |Unacceptable (1) |Acceptable (2) |Competent (3) |Exemplary (4) |Score | |Content Standards and |The lesson plan is not related to current|The lesson plan is based on current state|The lesson plan is based on current state|The lesson plan is based on current state|( X 1 | |Objectives |state or school curriculum standards. |or school curriculum standards or |or school curriculum standards or |or school curriculum standards or |= ____ | | |The lesson plan does not include learning|competencies. Learning expectations |competencies. Learning expectations are |competencies. It establishes specific | | | |expectations and/or performance |and/or performance indicators are not |adequately noted. Performance indicators|learning expectations. Performance | | | |indicators. |listed in sufficient detail. |are listed and the plan shows how they |indicators are clearly defined and are | ...
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...Motivation, Performance, & Satisfaction Alisha Joseph LDR/531 October 31, 2011 David Grier Motivation, Performance, & Satisfaction Introduction Performance, motivation, and satisfaction on the job are factors that are determined by employees and their employers. The employees bring in personal beliefs, morals, education, experience, and values. The employers regulate the information supplied to employees and the employees bring values, education, experience, morals, and personal beliefs. Boosting subordinates’ motivation can enhance performance and satisfaction on the job. “Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work (Columbia Electronic Encyclopedia, 2007).” Developing Employees Developing employees in a manner that upholds and enhances performance, motivation, and satisfaction on the job is the responsibility of the organization. The selection process is a good way to start this by administering candidates for employment personality test to make sure the company, the team and the candidate are compatible. The company shall be held accountable to give new employees a clear expectation of what is required of she or he to perform her or his duty, supply an opportunity for employees to communicate openly with peers, managers, and leaders and explain the benefits and pay that comes with the job. Managers will confer with its subordinates on a regular basis to redefine...
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...Personal Development involves holistic advancement of various attributes of an individual. There are several components involved in this that ensure the holistic developments. This helps in the achievement of social, emotional and mental maturity (DeCenzo & Silhanek, 2002, p. 144). In order to enhance the holistic development of a person, there are certain activities that can be undertaken towards the promotion of efficient development. These activities should be done continuously to ensure progressive growth of the individual. On the other hand, a lot of expertise should also be involved in order to develop the desirable characteristics that will result into object and autonomous life decisions. Several organizations have adopted training programs in an attempt to enhance individuals’ performance. These programs are believed to enhance mental development. However, they also involve various components that enhance the holistic development of the people undergoing training (DeCenzo & Silhanek, 2002, p. 149). At the places of work, training programs have been widely used because they are designed to enhance professional development professional advancement in various fields. If certain skills are lacking, the program will be tailored to cover the gap that is experienced. As a result of this, effectiveness and efficiency can be achieved in the organization. The training programs will help in the achievement of various short term goals. Initially, the achievement of certain professional...
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...The Finale: Growing American Widget Staff HRM 531 Human Capital Management May 20, 2012 The Finale: Growing American Widget Staff This proposal is to introduce Spectral Staffing Services; our consulting services offer quality leadership to any organization Spectral Staffing Services, Inc. understands locating and establishing the right person for American Widget can require valuable time. Our interim managers have a diverse knowledge within their arenas, and have the support of a team of professionals who will conduct valuations by examining data through benchmarking, performance, and detecting any administrative gaps that inhibit optimum performance. Grounded on data and administrative primaries our interim manager will develop actions plans, and begin the application of performance approaches. Spectral Staffing interim manager can also support in staffing and employing as well as ease the change process by providing training and mentoring for new employees. Identification of an operational gap By conducting a gap analysis, we can compare expectations with current levels to identify if an operational gap exists within an organization. Use of the gap analysis tool to assess operational excellence in areas that include: * Human resources * Information technology * Business direction and processes Through the “identification and extrapolation of key learning issues from the literature and empirical findings, organizations can better improve their business...
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...Damita Goods Strayer University May 24, 2013 Abstract Hyper competition among businesses continues to increase the importance and relevance of employee motivation. This is essentially because employee motivation grants tangible benefits to the employee as an individual and consequently to organizational growth. One of the challenges facing management in the face of global competition is the designing of appropriate motivation plan that can ensure employee satisfaction and growth of the business. This paper therefore attempts to design an appropriate motivation plan for Danquah and Sons, a small manufacturing company based in Baltimore, Maryland that produces WooWoo, a widget. The motivation plan will encourage high employee job satisfaction, reduce turnover rate, increase productivity and improve quality of work. The paper proposes two methods for all employees at Danquah & Sons and looks at ways to motivate the ordinary factory low rate worker, his relevance and the need for teamwork. Theories of Motivation and Motivation Plans (Schermerhorn et. al 2012) defines motivation as “forces within an individual that accounts for the direction, level, and persistence of a person’s efforts expended at work” (p. 102). Social Scientists have developed many motivation theories, notable among which are Maslow’s hierarchy of needs theory that views human needs as activated in five-step hierarchy ranging from physiological(lowest) to safety, to social, to esteem, to self-actualization...
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...Using Strengths To Improve Motivation Steven Carro University of Phoenix Organizational Behavior MGT/312 Mr. Edward Skornia November 2, 2015 Using Strengths To Improve Motivation Motivating yourself or someone else can be very tricky. Extrinsic motivators such as money or rewards can help, but intrinsic motivators are more important because they drive you to do things for the fun of it, or because you believe it’s a good or right thing to do. This paper will address key strengths, strategies for advancement, goals setting to increase performance, engagement and performance, and motivational theories to demonstrate how each can improve your motivation and provide opportunities for career advancement. Key Strengths As displayed in the table in Appendix 1 of this paper, my top 5 key strengths are: the ability to handle stressful situations, the ability to lead, loyalty, setting goals, and being optimistic in the face of adversity. Understanding and using your personality strengths and weaknesses is important because it helps you understand how your energy is directed, how you gather data, make decisions, and how you feel about the world around you. The ability to handle stressful situations is a strength that I’ve tested time and time again while serving as a leader in the U.S. Army. Because I’m a confident person and have numerous experiences to fall back on, I’m able to remain calm and provide a comforting feeling to those around me. An example of this is when I was...
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...Define variable pay and identify three elements of successful pay-for-performance plans. Discuss three types of individual incentives. Explain three ways that sales employees are typically compensated. Identify key concerns that must be addressed when designing group/team variable pay plans. Discuss why profit sharing and employee stock ownership are common organizational incentive plans. Identify the components of executive compensation and discuss criticisms of executive compensation levels. Copyright © 2008 by Nelson, a division of Thomson Canada Limited. 11–2 Variable Pay: Incentives for Performance • Variable Pay Compensation linked to individual, group/team, and/or organizational performance. • Basic assumptions: Some jobs contribute more to organizational success than others. Some people perform better and are more productive than others. Employees who perform better should receive more compensation. Some of employees’ total compensation should be tied directly to performance. Copyright © 2008 by Nelson, a division of Thomson Canada Limited. 11–3 Developing Successful Pay-for-Performance Plans • Reasons for Adopting Pay or Incentive Plans: Link more directly strategic business goals and employee performance. Enhance organizational results and reward employees financially for their contributions. Reward employees to recognize different levels of employee performance. Achieve HR objectives, such as increasing retention, reducing turnover...
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...members with responsibilities for company sectors. In some ways, each subsidiary reports to a member of the Executive Committee. However, each company develops its own plans and strategies. In addition, those strategic plans remain fixed over a five-year period. Therefore, the managers are not only effectively delegated but also strongly accountable for their actions. They set their targets by themselves. Then, they move toward the goals based on their own decisions. So, there is no excuse for them to miss the objectives. That’s why Roy Black states that decentralized management is “unequivocal accountability for what you do.” Five- and Ten-year plans at Johnson & Johnson let them have long-term views and learning opportunities. It is in the fast-moving, complex, high competitive health care businesses. It is hard to make a prediction for the future and so the view point is likely to be short-tem focus. It might have adverse effect on long-term corporate performance. At Johnson & Johnson, however, each subsidiary has to develop a five- and ten-year strategic plan and use it as a guiding vehicle for short-tem profit plans and budgets. Its long lasting performance proves effectiveness of the system. Using the five- and ten-year planning concept, Johnson & Johnson requires managers to include in their plans an explanation of how and why their estimations have changed over...
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...president of T.A.H. Performance Consultants Inc., a full-service human resource development consulting firm specializing in the enhancement of individual and organizational performance. As a dynamic speaker, trainer, consultant, and coach, Holmes has helped countless individuals enhance their ability to communicate, resolve conflict, and solve problems in culturally diverse settings. He has created and copyrighted numerous training systems, and speaks on a variety of communication, diversity, and consulting topics including creating culturally empowered environments, improving communication in culturally diverse settings, and leading teams in the 21st century. Contact Information: T.A.H. Performance Consultants, Inc. 30307 Sterling Drive Novi, MI 48377 248-669-5294 tyrone@doctorholmes.net www.doctorholmes.net Overview Over the past 20 years, there has been a significant change in how organizations structure themselves to do business. Whether they are corporations, governmental entities, educational institutions, or nonprofit agencies, more and more organizations are moving away from traditional hierarchical work structures and toward team-based approaches to work. Teams offer many potential benefits including increased involvement, development, and empowerment of employees; more effective use of a diverse array of employee skills and capabilities; improved problem solving and decision making; increased creativity; and improved work processes and performance. However, many teams...
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...officer, vice president of administration, and eight Executive Committee members with responsibilities for company sectors. In some ways, each subsidiary reports to a member of the Executive Committee. However, each company develops its own plans and strategies. In addition, those strategic plans remain fixed over a five-year period. Therefore, the managers are not only effectively delegated but also strongly accountable for their actions. They set their targets by themselves. Then, they move toward the goals based on their own decisions. So, there is no excuse for them to miss the objectives. That’s why Roy Black states that decentralized management is “unequivocal accountability for what you do.” Five- and Ten-year plans at Johnson & Johnson let them have long-term views and learning opportunities. It is in the fast-moving, complex, high competitive health care businesses. It is hard to make a prediction for the future and so the view point is likely to be short-tem focus. It might have adverse effect on long-term corporate performance. At Johnson & Johnson, however, each subsidiary has to develop a five- and ten-year strategic plan and use it as a guiding vehicle for short-tem profit plans and budgets. Its long lasting performance proves effectiveness of the system. Using the five- and ten-year planning...
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...etc. According to Delbridge, R, (1992) human resource management can play important roles to the organizations so that all the employees can learn how to work together and achieve the same objective. Human resource management is the key to enhance the skill of the employees to work more effectively and to ensure the employees are work along well. There are many human resource management activities such as job analysis, job design, HRM, recruitment, selection, placement, human resource development, performance appraisal, compensation and many more. The important roles of human resource management are the analysis to design the work position, workforce planning, recruiting, selecting, employees orienting, performance appraisal, training & development. Each of these can contribute to the performance of the organizations, Nadler L Ed., (1984). Workforce planning is the process of considering the manpower needed to provide a sufficient quantity and quality, to help the organization achieves its objectives as planned. Workforce planning process consists of three steps: estimate the workforce needed in the future, analyze the existing manpower and carry out the plan. This is very effective to help the organization to enhance its performance....
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...Blaine Kent State University Mission / Purpose The Salem Campus of Kent State University recognizes the dignity and worth of all human beings, believes post-secondary education should be available to all who can benefit from it, and accepts responsibility for offering educational programs and supportive services responsive to the needs of its community. Consistent with this responsibility, the mission of the Insurance Studies degree program is to prepare individuals for productive and progressively successful employment in the insurance industry, one of the Ohio's top employers at nearly 200,000 jobs statewide. Goals and Student Learning Outcomes/Objectives, with Any Associations and Related Measures, Targets, Findings, and Action Plans G 1:Prepare Individuals for Career Success in Insurance Industry Prepare traditional and non-traditional students to enter the insurance business world with: • the knowledge and understanding gained through a broad-based liberal arts education, • the specific knowledge and skill sets associated with a thorough understanding of risk management and insurance, and • true respect for the role these disciplines play within our economic system. SLO 1:Achieve Liberal Arts, Risk Management and Insurance Comprehension Both in terms of liberal arts competencies, such as writing, mathematics, science, and communication, and business-specific knowledge, such as management, finance and operations, ensure program graduates...
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