...Performance Management Paper By: Demetria Sims October 25, 2010 CERTIFICATE OF ORIGINALITY: I certify that the attached paper is my original work and has not previously been submitted by me or anyone else for any class. I further declare I have cited all sources from which I used language, ideas, and information, whether quoted verbatim or paraphrased, and that any assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. I have obtained written permission from the copyright holder for any trademarked material, logos, or images from the Internet or other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): Demetria Sims___________________________ ___ Performance Management Paper Introduction Performance management is an organized process by which an organization involves its employees, in improving the organizations efficiency and success of the company’s mission and goals. Elements of employee performance management include: “planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance and rewarding good performance.” (Performance Management.). Human resource management...
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...Business | | |MGT/307 Version 3 | | |Organizational Behavior and Group Dynamics | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course in organizational behavior encompasses the study of individual and group behavior in organizational settings. Emphasis is placed on strategic elements of organizational behavior, workforce diversity, managing change, effective communication, and performance systems. A comprehensive review of these processes, as well as others, will allow students to examine their role in organizations. Course Materials Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Robbins, S. P. & Judge, T. A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. |Week One: Fundamentals of Organizational Behavior and Ethics | | |Details ...
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...Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area around Enschede (n = 160), this paper attempts to find out if strategic employee behaviour is related to the fit between the organizational strategy as perceived by all employees and the organizational climate within an organisation. The results show that fit is negatively related to innovative work behaviour. Customer oriented behaviour; knowledge sharing...
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...in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Fitzgerald, J. & Dennis, A. (2009). Business data communications & networking (10th ed.). Hoboken, NJ: Wiley. Iniewski, K., McCrosky, C., & Minoli, D. (2008). Network infrastructure and architecture: Designing high-availability networks. Hoboken, NJ: Wiley-Interscience. Turban, E. & Volonino, L. (2009). Information technology for management: Improving performance in the digital economy (7th ed.). Hoboken, NJ: Wiley. Supplemental Resources Element K. (2010). Fundamentals of Data Communication: Level 1. Element K. (2010). Fundamentals of Data Communication: Level 2. Element K. (2010). Network Security Fundamentals. Article References Aird, C. L. & Sappenfield, D. (2009, June). IT the 'enabler' of global outsourcing. Financial Executive, 25(5), 62. Chtioui, T. (2009,...
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...TOWARDS A “LESS PAPER OFFICE” IN KUDHEIHA WORKERS UNION Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied (KUDHEIHA) Workers is a trade union among the many listed in Kenya that works for and champions the rights of workers in our country. Its headquarters are in Nairobi and has several branches spread all over the country. The structure of this union is such that, the Chairman, Secretary General and the Treasurer form the top management. The deputy secretary general and his assistants form the middle mangers. The branch managers form the line managers. The branch managers report directly to the Secretary General every now and then concerning their respective branches and all disputes reported are handled from the headquarter where the industrial relations officers take over. In its endeavors, the union depends majorly on CBA agreements and the labour laws Act 2007. Numerous reports are written after every negotiation with employers and cases filed if there tends to be a disagreement. All these files of cases dating from the 1980s that have ever been handled by the union and reports are stored in file cabinets in a store room. File cabinets are like the junk drawer that hasn’t been cleaned out in years: a few frequently used things are in the right place, and they store some valuable stuff- if you can find them. The files are too many and some are old and in tatters but it’s said that the union cannot function without these files. The employees...
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...W. Edwards Deming is one of the various quality pioneers in the United States. According to Deming biographer Andrea Gabor “Deming has become by far the most influential proponent of quality management in the United States” (Goestsch, Davis, p. 13, 2010). In this paper the subjects to describe are quality and its elements and how Deming’s use of the total quality elements made the pioneer successful. The elements of quality are useful in today’s environment, and this paper will also describe what is needed to ensure quality in the future. According to the American Heritage Dictionary, quality is the degree of excellence, a distinguishing attribute, and a social status or high rank (2011). From a management and organizational perspective there are several thoughts that address the meaning of quality. The ISO 9000 family of standards defines quality as the totality of a product or service features and elements that ensures the satisfaction of stated or implied needs or wants of customers (ISO, 2008). Edward Deming, one of the renowned pioneers of quality management states that quality is defined by the customer and consists of several measurement categories, and each category is considered to be important to customers (Deming, 1986). Drawing from the aforementioned definitions, quality can be defined as the ability to effectively and efficiently produce or deliver what the customers need or want while minimizing errors through the process. Edward Deming’s “quality movement”...
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...Extrinsic and Intrinsic Rewards In this paper I will answer the following questions: 1. Compare and contrast extrinsic and intrinsic rewards within the workplace. 2. How have you observed extrinsic and intrinsic rewards working well? 3. How can managers and leaders improve extrinsic reward and pay for performance plan? Introduction Motivation in an organization is a key element to increase overall operational efficacy. Proper motivation keeps employees working at high productivity levels, increases morale and increases retention of valuable employees. All of those dimensions are critical to a successful operational structure. In addition, these are also central elements in ensuring that when organizational change is necessary, the conditions to make switches will be as conducive as possible to desired outcomes1 . How to motivate diversified workforces and engage staff is the subject of ongoing studies and examinations of management tactics. Motivation is facilitated by the managers and leaders of an organization and can be divided into intrinsic and extrinsic categories. Both intrinsic and extrinsic rewards when used properly motivate employees to reach optimal success in the work place. Compare and contrast extrinsic and intrinsic rewards within the workplace. Extrinsic rewards are usually financial. They are generally awarded to employees from managers in the form of pay raises, bonuses, benefits and title. These rewards...
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...DEVELOPING HIGH PERFORMANCE WORKING AND HOW THEY CAN ADDRESS THESE ISSUES Module: People Management (Challenges and Choices) Lecturer: Myrtle Emmanuel Due Date: 21/05/12 TABLE OF CONTENTS 1) Objective …………………………………………………………………………………… 1 2) Essay ………………………………………………………………………………………… 2 - 12 3) Critical self-reflection ……………………………………………………………… 13 - 14 4) References ……………………………………………………………………………….. 15 – 16 Objective The main Objective of this individual paper is to discuss several issues HR managers face in developing high performance working and how can they overcome these issues. This essay will have a brief introduction of the topic and a proper discussion of the issues the managers encounter while developing high performance and how they can address them. The essay will end with a satisfactory conclusion to the topic. Issues HR Managers face and a solution to these issues regarding Developing High Performance working The manner of the management of people at workplace contributes to the variation in organizational performance as it influences the performance returns of an organization. With the innovation of high performance working, it has been possible to select and retain workforce with greater focus on job involvement, where the level of performance is enhanced. Some of the critical areas addressed by the high performance working include human resource, work organization, employee relation, management and leadership within the organization (Belt &...
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...improving themselves in terms of operations and performance. This is not only vital for meeting their organisational objectives, but also for sustenance (Zheir et al, 2012). Previous researches and studies claim that leadership is the key factor for an organisation or business to survive, operate and perform in today’s competitive market (Ximane,2015);(Bass,1990);( Jung, 2002). Furthermore proper leadership is the strategic element in increasing and achieving organisational goals (Bass &Avolio, 1995) ;( Yousef, 1998). On the other hand, some researches and studies contend that organisational leadership is an embellished concept in that it is not necessary in attaining organisational performance since there are other internal and external factors that come into play ( Ismail et al,1998; (Bass& Avolio,2002;(Munjis,2011). A number of researches and studies have been carried out to demonstrate that leadership and organisational performance, commitment and innovation go hand in hand (Judge, Bono, Ilies and Gerhardt, 2002; Judge and Piccolo, 2004; Keller, 2006; McGrath and MacMillan, 2000; Meyer and Hepard, 2000; Purcell, Kinnie, Hutchinson and Dickson, 2004; Yukl, 2002). Conversely, some studies for instance, House and Aditya (1997) suggest that is not a key factor in achieving organisational performance, commitment and innovation. Due to the conflicting findings concerning the role of leadership and organisational performance, commitment and innovation, point out there is a...
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...OBJECTIVE : To evaluate present organizational structure and management control system of Birch Paper Company particularly on the decentralized operations of its divisions with respect to its overall performance. PROBLEM : What effective management control system or systems should the Company adopt to attain maximum profitability not only of its divisions’ respective operations but that of the Company as a whole? AREAS OF CONSIDERATION 1. Company Background Birch Paper Company is a medium-sized, vertically integrated paper company, producing white and kraft papers and paperboard. It has four producing divisions and a timberland division which supplied part of the company’s pulp requirement; each division is operating independently headed by its respective division managers. Birch’s division managers normally were free to buy materials or inputs from whichever supplier they wished, and even on sales within the company; so divisions were expected to meet the going market price if they wanted the business. Early in the year, its Northern Division designed a special retail display box in conjunction with the Thompson Division, which was equipped to make the box. Thompson, as one of Birch’s four producing divisions converted paperboard output into corrugated boxes. It also printed and colored the outside surface of the boxes. Birch’s Southern Division will supply the lineboard and corrugating medium to Thompson Division in the event the latter got...
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...developing a plan designed to motivate, satisfy, and increase performance within the group assigned to create the show. The team needs to take into consideration individual behaviors, such as values, attitudes, emotions, and personalities. The author of this paper was tasked with writing the plan that will create a positive influence within the team that will be creating the television show. Creating a plan for Positive Influence The three main areas that need to be focused when creating a plan of positive influence are satisfaction, motivation, and performance. The employees need to work in an environment that satisfies their basic needs for employment. The employees need to be properly motivated to work on a project for an extended period. The main result that the employer is looking for is performance of the employees who produces a completed television series. Satisfaction Holland (2011) stated, “Job satisfaction is known to be a significant attitudinal variable associated with employee commitment in both job and organizational performance.” (p. 96). The employees need to be committed to the vision and maintain a positive attitude through stages of the project. Employees should be paid a wage that satisfies both basic needs and quality of life. An employee who gets paid the minimum wage for a particular position may not be fully committed to the project, and more concerned about paying bills than developing a high quality project. The employee needs to be paid a decent...
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...complete the television show pilot and the first season of the show. The team was composed of producers, writers, videographers, editors, and staff coordinators. The team has been tasked with developing a plan designed to motivate, satisfy, and increase performance within the group assigned to create the show. The team needs to take into consideration individual behaviors, such as values, attitudes, emotions, and personalities. The author of this paper was tasked with writing the plan that will create a positive influence within the team that will be creating the television show. Creating a plan for Positive Influence The three main areas that need to be focused when creating a plan of positive influence are satisfaction, motivation, and performance. The employees need to work in an environment that satisfies their basic needs for employment. The employees need to be properly motivated to work on a project for an extended period. The main result that the employer is looking for is performance of the employees who produces a completed television series. Satisfaction Holland (2011) stated, “Job satisfaction is known to be a significant attitudinal variable associated with employee commitment in both job and organizational performance.” (p. 96). The employees need to be committed to the vision and maintain a positive attitude through stages of the project. Employees should be paid a wage that satisfies both basic needs and quality of life. An employee who gets paid the minimum wage...
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...Running head: CONDUCTING A FOCUS GROUP Conducting a Focus Group of XXX Educational Program Graduates By Outstanding DHA Student Medical University of South Carolina PURPOSE The purpose of this paper is to describe the planning and design of a focus group for recent graduates of the XXX Program at YYY State University in Northridge (UN). The mission of the XXX program is to produce graduates that can function effectively in staff, front-line management and middle management positions for a variety of health care sectors. Insufficient data exists to determine qualitatively if we have fulfilled our mission. This qualitative research is intended to answer the following question: “How well did the UN XXX Program prepare you for the current position you hold in your organization?” Although this project is intended to serve as a form of self-contained research, it is conceivable that the results of this project may lead to the creation of additional sources of data such as employer focus groups or survey instruments for additional insight. PLANNING Morgan (1997) emphasizes that three factors must be taken into consideration prior to planning for a focus group; ethical concerns, budgetary issues and time constraints. Although personal work experiences will be shared by the intended participants, there is no intent to ask questions of a personal demographic nature such, as home address...
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...E-Business Outsourcing An Oracle White Paper January 2003 Linux/Intel Effectiveness For Running E-Business: A Case Study of Oracle E-Business Outsourcing Executive Overview ............................................................................................. 3 Introduction .......................................................................................................... 3 Why Linux? ........................................................................................................... 4 Price/Performance Measurement of Intel Architecture ................................. 4 UNBREAKABLE LINUX ................................................................................ 4 Architecture for E-Business outsourcing.......................................................... 5 Oracle E-Business Outsourcing Standard Infrastructure .............................. 5 effectiveness of Linux/Intel for outsourcing ................................................... 6 Reliability ............................................................................................................... 7 Reliability Advantages of Oracle E-Business Suite on Linux/Intel and RISC ........................................................................................................................7 Performance ......................................................................................................... 8 Production Performance of Linux/Intel for Oracle Outsourcing .....
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...feasible, it consider impact of important factors related to organizations in strategic planning. The strategic planning of business includes all functional subdivisions and forwards them in a united direction. One of these subsystems is human resource management. Strategic human resource management comes after the strategic planning, and followed by strategic human resource planning as a major activity in SHRM. In strategic human resource planning, it can use different analytical methods and techniques that one of them is PEST analysis. This paper introduces how to apply it in a new manner. This manner is result of practical case of application of SHRP in an organization. Key words: PEST Analysis/ Strategic Human Resource Planning/ Strategic Human resource Management. 1. Introduction: Planning is about change and change management is a difficult. Rise and fall of strategic planning indicates organizations find tools to help to navigate organization's ship into the uncertain water of change. Success of a program is difficult to assess, as changing objectives and goals and the results are not simply measurable (Martinez: 1999). The organizations always are attempting to coordinate their resources, feasibilities, tools and capital in certain framework for to achieve organizational goals. In this attempt should be identify the role of each component. The most important component of the organization is human resource and appropriate use of its capabilities...
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