...Team Strategy Plan Micah Flores MGT/311 March 20, 2014 John Humphries Team Strategy Plan Both in the past and contemporary organizations have used teams in business to change or enhance their operations or production. Although times have changed the beliefs and opinions of the use of teams within the organizational structure of given companies, the debate continues over which situations are best suited for teams to benefit the organization, and the type of team to create for a given company. Strategies for the creation of teams in business vary, and each has its own strengths and weaknesses. The key for any organization in the implementation of teams is to evaluate which type of team will successfully enhance the organization in accordance with the type of work and employees to perform that work. As a superintendent for Riordan Manufacturing, Inc., I will work to determine the most beneficial type of team to maximize production of the newly designed custom heart valves at the Pontiac, MI location. There are various strategies in the formation of teams for business purposes. One such strategy is known as the problem-solving team. Teams constructed and labeled as problem-solving are usually informal in nature and do not accomplish much in the grand scheme of things organizationally. They are usually comprised of no more than 12 employees, most likely at the same pay level and from the same department within the company. The meetings between members of problem-solving...
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...information on how to identify difficulties you as a manager may have when establishing teams. It will also provide information on successful characteristics of establishing teams. Stressed throughout are four recommendations for success, a guide on how to improve and resolve conflict. Understanding and being able identify the successful and unsuccessful things of managing a team is very important. This is not only important to the success of the team or when establishing teams but can help make a manager that more effective. Getting recommendations from those who are succeeding is also a very important aspect of being a manager. Success as a Manager In today’s meeting, we discussed the difficulties and success our mangers have had with our transition to self-directed and high-performing teams. We also discussed some ways to improve and become more effective in our managing. I will include the minute notes from this meeting along with some recommendations for success and a designed plan on how to improve intercession and conflict resolution abilities. The difficulties we have faced: Self-directed teams have to make several mechanical and operating decisions, which were priory made by supervisors. This may include things such as bonuses and rewards, schedules for the staff, inventory, and so forth. However, the biggest encounter, which will be faced, is implementing and managing behavioral issues and opportunities, completely essential by the nonappearance of a standard...
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...|[pic] |Syllabus | | |School of Business | | |OI/361 Version 2 | | |Innovation, Design, and Creativity for a | | |Competitive Advantage | Copyright © 2012, 2008 by University of Phoenix. All rights reserved. Course Description This course will provide students with a solid foundation in innovation, design, and creativity. Additionally, students will be prepared to apply relevant principles, tools, and techniques to promote and sustain organizational innovation for competitive advantage. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure...
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...PM Revision. Section B Chapter 1: Project life cycle. There are four stages in the Project Life Cycle. 1. Defining stage. 2. Planning stage. 3. Executing stage. 4. Closing stage. Chapter 4: Draw the WBS. * Defining the Project * There are five steps: Step 1: Defining the Project Scope * Project Scope Checklist 1. Project objective 2. Deliverables 3. Milestones 4. Technical requirements 5. Limits and exclusions 6. Reviews with customer Step 2: Establishing Project Priorities Step 3: Creating the Work Breakdown Structure Step 4: Integrating the WBS with the Organization Step 5: Coding the WBS for the information system Chapter 5: Factors influencing the Quality of Estimation. Quality of Estimates 1. Planning Horizon 2. Project Duration 3. People 4. Project Structure and Organization 5. Padding Estimates 6. Organization Culture 7. Other (Non-project) Factors Chapter 6: How to draw Network diagram & Gantt chart * Draw Network diagram. ( See 162, 163, 166, 169, and 170 in textbook) * Gantt chart. ( See 175, and 176 in textbook) Chapter 9: Ways can reduce project duration. Reducing Project Duration to Reduce Project Cost * Identifying direct costs to reduce project time * Gather information about direct and indirect costs of specific project durations. * Search critical activities for lowest direct-cost activities to shorten project duration. * Compute...
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...visionaries who help individuals to plan, lead, control and organise activities (Jooste, 2004, website). Mullins (2010) stated that leadership is a concept of teamwork, getting along with other people, inspiration and creating a vision. There are a lot of new challenges in the healthcare setting. Health professionals can’t deny the fact that we are working in an ever changing environment. New approaches, new technologies, new techniques are evolving to improve the quality, safety, efficiency of the healthcare and at the same time to be cost effective. The NHS plan (DH, 2000) argued that leadership and development of leaders on the healthcare setting should be paid more attention to. With this was the establishment of NHS Institute for Innovation and Improvement, which focuses on leadership development, as well as improvement and innovation. The workplace environment is a complex and a diverse area, strong, good and effective leadership is needed to implement change from policy makers and the government. Leaders should be confident, initiative, encourage high morale, a spirit of involvement, cooperation, fosters teamwork and should have the knowledge of what is happening in the department, latest development and kept abreast politically. On this assignment, I will be creating a personal development plan for a Band 7 post in the operating theatres in the next five years. I will be using the Leadership Framework set by The National Leadership Council to aid me in completing my development...
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...MANAGING FOR THE LONG TERM | BEST OF HBR | November–December 1991 The Knowledge-Creating Company by Ikujiro Nonaka Editor’s Note: This 1991 article helped popularize the notion of “tacit” knowledge – the valuable and highly subjective insights and intuitions that are difficult to capture and share because people carry them in their heads. Years later, the piece can still startle a reader with its views of organizations and of the types of knowledge that inform them. For example, the advice on how to distill objective and transferable, or “explicit,” knowledge from tacit knowledge – with a vivid illustration of Matsushita Electric’s efforts to build a better bread-making machine – is both arresting and actionable. The next step: ensuring that explicit knowledge is translated back into tacit knowledge that will then go on to yield yet another innovative solution. 162 Harvard Business Review 1284 Nonaka.indd 162 | July–August 2007 I the one sure source of lasting competitive advantage is knowledge. When markets shift, technologies proliferate, competitors multiply, and products become obsolete almost overnight, successful companies are those that consistently create new knowledge, disseminate it widely throughout the organization, and quickly embody it in new technologies and products. These activities define the “knowledge-creating” company, whose sole business is continuous innovation. And yet, despite all the talk about “brainpower”...
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...Self-Managed Teams Jadira Maldonado Kaplan University MT140-01 Professor Whitley Self-Managed Team Using self-managed teams within the Sandwich Blitz company would help the company grow. This will also allow Dalman to have more time to concentrate on the expansion as well. Self-managed teams empower employees most often in manufacturing, workers are trained to do all most of the jobs in the unit, they have no immediate supervisor, and they make decisions previously made by the first-line supervisors (Bateman & Snell, 2012). Self-managed teams can offer several possible advantages that could be used at Sandwich Blitz; including stronger commitment, employee and customer fulfilment, improved quality, improved productivity, and faster product and service development. On the other hand there will be some drawbacks. Self-managed teams are tough to execute, and failure is a risk when used in an unsuitable situations, or lacking appropriate leadership. A number of organizations have been dissatisfied with the results from self-managing teams. In the case of Sandwich Blitz, self-management teams may work to a sure extent, for example, having the team members cross-trained to do various jobs. This will enhance the flexibility of the team in dealing with staff shortages and in addition to help out with Dalman having to help fix every problem managers have. Thus applying Dalman and Lei’s knowledge of work procedures with the teams would help the team members to find a solution...
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...|[pic] |Course Syllabus | | |School of Business | | |OI/361 Version 1 | | |Innovation, Design, and Creativity | | |for a Competitive Advantage | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course will provide students with a solid foundation in innovation, design, and creativity. Additionally, students will be prepared to apply relevant principles, tools, and techniques to promote and sustain organizational innovation for competitive advantage. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Financial strategies | Expect to account 60% incremental sales | marked by the end working with customers | Planning | Clear goals | Direction of failure | Business practices | Global competition | Increasing social responsibility | Selecting team members | Creating successful teams | Channels of communication | Distribute job duties | Complete tasks on time | Efficiency is lacking | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. Shape product and solutions working as a team. Providing rationale within the company to assist employees sustain positive interpersonal relationship within the organization. . Provide resources for strategy development and implementation providing useful ways of managing complexity, such as stakeholder’s analysis’s scenario development, clarification of distinctive competencies, strategic issues identification. Teaching personal how to problem solve through management to resolve conflict. Management need to address employee’s likes and clear expectations of each individual. By communicating the incentives to the teams and orientating gender difference to build teams. Management must make the goals and objectives...
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...and potential benefits. On the one hand when manager started their works, the first thing is make employee very clear their job goals, then they can focus on their personality skills. The purpose of this research is the employee job satisfaction survey can help company have high quality diversity management. The Diversity Management More and more company managing workforce use different tools and program, that’s make sure manager focus on the hygiene factors and motivators. Because of employees have different culture and social behaviors, depends on the different ethnic background and religions the employee have different organizational behaviors. Managers should be bringing people together into a cohesive, normal group and productive unit, managing diversity in the organization is very important for company. About diversity management, there are 5 steps to help managers to managing diversity in a workplace. Step 1: All of employee personnel policies are based on the employee performance. Make sure the tenure, ethnic background, religions and other category have positive influence for management policies. Managing diversity should be begins with high equality policies from company. While those policies are active, the manager can use it throughout the whole group. Step 2: When hiring people, manager should be focus on the candidate’s experience and skills, not age or any other category. Because of the organization benefits based on diverse and qualified workforce. Step...
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...(Organization Behavior and Design) Issam A. Ghazzawi, Ph.D. SPECIFIC LEARNING OBJECTIVES In today’s global economy, organizations are faced with many challenges including motivating and rewarding employees; communicating and making effective decisions; evaluating group and team behavior; assessing their organizational structure and determining its effectiveness, assessing its leadership and determining its effectiveness; and evaluating alternative methods to managing change in the newly designed organization. Successful managers must learn the importance of creating functional and effective structures, processes, and understanding and managing the human side of the organization as this will enable people to effectively work together to achieve agreed upon goals. Therefore, this integrated term-long case is designed to give you an opportunity to design an effective organization. After reading and responding to the case questions, students should be able to: * Assess an organization’s mission statement and tie said mission to the organization’s goals. * Evaluate an organization’s culture and suggest a culture that promotes creativity. * Identify the factors responsible for creating and transmitting organizational culture and for getting it to change. * Identify and suggest effective techniques for motivating employees. * Suggest and describe some of the steps needed to manage diversity in the workforce and their effectiveness. * Explain the...
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...Management………………………………………………4 • • • • What are the differences between change and transition? What is transformation? Leading and managing change Why is organisational change difficult to accomplish? 4. Kotter’s Eight-Stage Process for Creating Major Change……………………7 5. Bridge’s Three Phases for Managing Transition ……………………………...9 6. The Project Management Approach to Change Projects…………………...11 7. Managing Performance During Times of Change……………………..….…19 8. Further Reading…………………………………………………………….……20 2 PURPOSE OF THE ‘HOW TO’ GUIDE The purpose of this guide and accompanying online resources is to provide University staff with an overview of ‘best practice’ change management methodologies, research, readings and guiding pro formas. This guide does not attempt to reproduce the many informative texts written on change management, transition and transformation. The follow-up reading is also strongly advised as it informs much of the change management and transition processes undertaken in the University of Adelaide. The guide identifies the differences between managing the process of change and leading people through transitions. It describes the University’s preferred process model of change which is John Kotter’s Eight-Stage Process for Creating Major Change. The importance of transition management is also addressed by the inclusion of William Bridges’ Three Phases for Managing Transitions. The guide then goes on to explain the practical implementation of these methodologies through the...
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...Introduction "Talent wins games, but teamwork and intelligence wins championships." -Michael Jordan When talking about accomplishing success in any type of organization, we must mind the essential role of team working. A team that provides high performance is one of the most important assets for a company. But even if an organization has the best talents in its field, it is not enough unless their aptitudes are incorporated into collectively performing unit. Turning an average performing into high performing team can be done by utilizing the strengths of each team member and the cultural diversity of the entire group. In the contemporary world we live, it is very common to work in multicultural teams. These teams are perceived as highly potential based on the perception that the greater the diversity, the greater the creativity and productivity of a team is. Yet, there are certain challenges that international teams encounter and that is why it is of great importance to be aware of the cultural diversity around the globe. Despite of how influential is our own culture on our beliefs and behaviours we must be aware that we are not coming from the one and only “valuable” culture in the world. People often tend to believe that their own values and beliefs are the only “right” ones as they are embedded in their particular cultures. We must be aware that each of us, each singular culture might shine in a different way, but that does not mean someone...
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...| Why is action performed (purpose) | Managing | Sales Team | Meetings, Coaching sessions | In order to ensure each employee of the sales team is preforming up to standards set with their role | Writing Sales Proposals | Executive Team | By computer using Microsoft Word | In order to get approval from executive team on sales incentives | Tracking Sales Goals | Executive Team | By computer using Microsoft Excel | In order to track goals set forth with each individual of the sales team | Taking Dictation from Executive Team | Executive Team | Meetings | In order to ensure Sales Manger is in line with Credit Union goals and objective from Executive Team | Training | Sales Team | Coaching sessions, training workshops, online courses | In order to ensure managers and employee have proper adequate training to succeed in their respective roles | Tracking Performance | Sales Team | By computer using Microsoft Excel | in order coach and develop each employee of sales team based on performance | | | | | | | | | | | | | | | | | Task Statements 1 | Managing Sales Team through meetings and coaching session, assigning projects, creating objectives, writing performance appraisals, monitoring performance in order to ensure each employee of the sales team is performing up to standards set within their role | 2 | Writing sales proposals to executive team using Microsoft Word in order to gain approval from executive team on sales incentives | 3 | Track Sales...
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...Assignment (Unit 5013) By: Name Tutor: Name Contents Introduction 2 Task 1 1.1 Management and leadership 3 – 4 1.2 Balancing the roles of management and leadership 4 – 6 1.3 Creating organisational vision 6 – 7 1.4 Self-belief, personal energy and commitment to leadership; 7 – 8 style of leadership 1.5 Building trust, empowering others and promoting ethical 8 – 9 leadership 1.6 Transformational, transactional and situational leadership 9 – 10 and impact on organisation Task 2 – Reflective statement about learning on the course 10 References 11 Introduction In 2009 Karl Moore of Mc Gill University interviewed Henry Mintzberg on his new book Henry Mintzberg on Managing – Pure and Simple, and asked the question as to whether Mintzbergs book should not have been called Leadership. Mintzberg’s response was that management and leadership are part and parcel of the same thing and shouldn’t be seperated in practice. He expressed the belief that the seperation of leadership from managament is utterly destructive, because managers who do not lead are boring and leaders who do not manage do not know what is going on. Whilst Mintzberg seems to make a very valid point and the fusion of leading and managing appears logical, it is undeniable that cenceptual differences exist between the term management, and the term leadership. Even without an accepted or definitive distinction between the two terms...
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