...Abstract Visionary leadership, culture of accountability, affinity for risk, and strategic agility are all key characteristics of a High Performance Organization (HPO). A visionary leader is one who inspires the team to move towards the vision and creates strategic momentum through connection between strategy and those who deliver it on the front line. In a High Performance Organization, leaders are aware and realize how accountability must be paired with authority for maximal results. Outstanding leaders that have the ability to orchestrate organizational change often utilize a high degree of motivation. The president of K.I.S.S. Entertainment was a new leader who lacked the knowledge on how to successfully lead and motivate her team. The company developed great concepts and implemented new ideas where it was expected for the company to generate a sufficient amount of revenue. As time progressed and the work became overwhelming, the team began to become lackadaisical resulting in deprivation of execution. This paper inspects K.I.S.S. Entertainment as a company, identifies the problems with their leadership, and suggests solutions to rectify the issues with becoming a High Performance Organization as the outcome. K.I.S.S. Entertainment is a small event planning, marketing, and promotional media company based out of Chicago, IL. Since existence, K.I.S.S. Entertainment’s main focus has been to deliver important messages to the youth and African-American communities’ byway...
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...High Performance Organizations “Ten Golden Rules of High Performance”: Not in agreement with 2. Cater to every need – make it easy, not hard, for people to perform” After reading the assigned text, there were some agreements and disagreements which came up from my professional experience, as well as understanding of leadership versus management. Being a Human Resources professional, mid-level manager and business owner, it is my belief that “catering to every need, making it easy, not hard, for people to perform”, is very borderline, to the point I disagree with it. When humans are in a sense of comfort, many times full productivity is not going to take place. It is times of being uncomfortable we regain focus and push to achieve goals and greatness. There is a difference with making an environment challenging to produce results and creativity, instead of making it easy. When employees are in an overly relaxed atmosphere the lack of concentration will raise its ugly head, causing low performance. Meeting ADA requirements is completely different. When being in leadership there is an expectation of performance and efficiency to meet company goals. This is why there is an important need of thorough screening, interviewing and possible skillset testing before hiring employees. Putting this measure in the talent attraction and management side will give a higher performance rating of employees who come into a role understanding fully what is expected of them, as well as the...
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...culture of ABC changed. ABC lost a lot of their highly skilled, highly valuable employees. They have consciously tried to hire “the best of the best” but yet they are not willing to provide the salaries and benefits to get those individuals. In fact, ABC has really been focusing on cost-cutting measures the last couple of years. Employee recognition and rewards are very rare, bonuses were not given last year, locations in the US continue to get shut down, and layoffs are frequent in order to get headcount and employee expenses down. Purchases of new computers and other technology equipment are considered an unnecessary expense. Understandably, turnover is high and those who stay tend not to be satisfied. Many leave quickly; others just complain and talk about how much better the company used to be. ABC was the organization reviewed in my OCI paper. ABC’s highest style rating was conventional and their second highest style was approval. Most employees feel the need to conform, to not get involved in any disagreements, and to have superficial relationships with their co-workers so that everyone likes them and so that they can get promoted. ABC’s weakest style was humanistic or encouraging. Training, helping, and coaching other co-workers are infrequent because the focus is on everyone getting their own stuff done and letting other co-workers figure it out on their own. In summary, ABC needs to reduce their passive-defensive styles and increase their constructive...
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...Keller Graduate University [2009] Final Project Proposal “How to make Natel Engineering become a High Performance Organization” GROUP MEMBERS: Anthony Gonzales (acgonzales@msn.com) Christopher Cerdon (ccerdon@gmail.com) Raymond Bucassas (raymond_bucassas@yahoo.com) Kathryn Weber (kweber777@gmail.com) Nancy Sanchez (nancysanchez1985@hotmail.com) [pomona, ca] INTRODUCTION Good employee relations are crucial to any work environment in order to perform at their maximum efficiency. Excellent work and ethical values are needed to ensure a high quality standard of treatment in all occupational situations. A company that does not know how to treat their employees as their number one asset is a company destined to falter. Target Company: Natel Engineering Co., Inc. Chatsworth, Ca Founded in 1975, a foremost, privately held, independent manufacturer of a wide variety of microelectronic products, providing mid to high volume production to defense, aerospace, fiber optics/optoelectronics, medical, space, RF microwave and telecommunication industries. According to Business Week magazine in 2007, Natel Engineering Co. has been ranked as the 9th largest aerospace manufacturer in the greater San Fernando Valley area based on the number of employees. Natel is founded and owned by Sudesh Arora, who has a very prestigious background in Electrical Engineering -- he developed an exceptionally complex sulfur analyzer which won him the popular IR-100 Award...
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...Becoming a High Performance Organization: A study of Alpha Newspaper Group. Introduction The subject of my course project is Alpha Newspaper Group. Alpha is a print media company that I worked for in 2009. They own regional newspapers throughout the country that are published on a weekly basis. Alpha operates two main headquarters; one in the north of the country, where the business was established and where the owners reside, and one in the midlands where I worked. Our office oversaw the publication of 5 newspapers in the local area with a staff of 30 or so journalists, editors, production designers, HR personnel and management. The print media industry is going through tough times. Technological advances and access to free information have had a negative effect on sales and revenue raised through advertising. It’s led to serious questions being posed about the future of the industry. The need to adapt like any other industry in today’s climate is present. Added to this the economic recession has not helped. Newspapers are a staple in people’s expenditure however value for money is still sought. There is plenty of competition and the product needs to maintain high standards. Whilst I was working for the company Alpha were looking down every avenue in order to reduce costs. Alpha had an organizational structure that placed a lot of power in the northern headquarters. The owners worked predominantly from there and had far less direct contact with the midland office. They...
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...Creating High Performance Organizations Overview of Organization The Organization that will be the topic of discussion in my final project is Children’s Memorial Hospital. Children's Memorial has been named one of the top 30 best children’s hospitals in the United States in nine pediatric specialties. The hospital ranked among the top 10 in five pediatric specialties, and ranked fifth in urology. The rankings for each of the 10 pediatric specialties were based on reputation among physicians and data-driven factors such as outcomes and care-related indicators including patient volumes, infection control, advanced clinical services, nurse staffing ratios and availability of key technologies. The largest pediatric hospital in Illinois and the pediatric educational facility for Northwestern University Feinberg School of Medicine, Children's Memorial provides specialists in every known pediatric specialty. These physicians served more than 180,000 children last year. The American Nurses Association has recognized the hospital as the first hospital in the state – and the first pediatric hospital in the nation – to receive its prestigious Nursing Excellence Magnet Award. Preliminary Problem Statement Children’s Memorial Hospital was founded in 1882 in an 8-bed cottage the hospital has grown in size and capacity over the past 125 years, yet we still have to turn patients away, because of overcrowding. In 2004 talks of a building a new hospital to accommodate the flow of patients...
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...Elements of a High-Performance Organization Paper AJS/534 Week 4 December 7, 2015 Instructor: Robert Kehoe Elements of a High-Performance Organization Paper The purpose of this paper is to identify the elements of a high performance team and a learning organization. Team B has chosen an organization (law enforcement) represented by one of the team members. The paper will explain how information technology (IT) contributes to high performance teams and learning teams. It would also describe and address the strategic capability leverage of IT, and the organizational structure to create and maintain high performance teams and the law enforcement. Under the constant pressure of inevitably increasing demands of the external demands and stakeholders, organizations are continually looking for the elements that make up high-performance standards. High-performance organizations have contributing characteristics such as organizational design, hierarchy, leadership, people, information technology (IT), culture, motivation, and entrustment. Law enforcement organizations are amongst the organizations that need to embody all of these characteristics to be successful. Not only does law enforcement have a large number of internal demands to help cultivate a high-performance organization, but there are also several external demands as well. Surrounding communities and the citizens are also a constant influence on the organization's ability to achieve high performance. While some...
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...culture of ABC changed. ABC lost a lot of their highly skilled, highly valuable employees. They have consciously tried to hire “the best of the best” but yet they are not willing to provide the salaries and benefits to get those individuals. In fact, ABC has really been focusing on cost-cutting measures the last couple of years. Employee recognition and rewards are very rare, bonuses were not given last year, locations in the US continue to get shut down, and layoffs are frequent in order to get headcount and employee expenses down. Purchases of new computers and other technology equipment are considered an unnecessary expense. Understandably, turnover is high and those who stay tend not to be satisfied. Many leave quickly; others just complain and talk about how much better the company used to be. ABC was the organization reviewed in my OCI paper. ABC’s highest style rating was conventional and their second highest style was approval. Most employees feel the need to conform, to not get involved in any disagreements, and to have superficial relationships with their co-workers so that everyone likes them and so that they can get promoted. ABC’s weakest style was humanistic or encouraging. Training, helping, and coaching other co-workers are infrequent because the focus is on everyone getting their own stuff done and letting other co-workers figure it out on their own. In summary, ABC needs to reduce their passive-defensive styles and increase their constructive...
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...Ethical Dilemma: Stressing out employees is your job 1. Do you think there is a trade-off between the positive (high performance) and negative (increased stress) effects of stretch goals? Setting goals is part of organizational life and a powerful way to keep employees aligned and clear about expectations. But how tough should the goals be? How high should you set the bar? Some leaders like to set goals at a low to moderate level, based on the concept that they want everyone to be successful. They believe that success increases employee motivation and satisfaction. A second approach is to set the goals fairly high, expecting that a good portion of the employees will achieve them, but everyone has to work pretty hard to be successful. The third approach is to make the goals so high that only the very best performers might attain them, but not too often. This is based on the premise that if you set the bar really high then everyone will work their hardest to go as far as they can. However, stretch goals can have a tradeoff between the positive and negative effects. On the positive side, it can increase high work performance since it enables employees to reach their fullest potential. Sometimes employees find stretch goals very motivating and make it a challenge to attain it, because managers generally attach incentives such as recognition and other forms of rewards for attaining these goals. Nevertheless, stretch goals also have negative effects and this is the stress that...
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...used to provide cheap ways or alternative that was considered cost effective in the commercial parallelism. Cluster is the process where computers are tightly or loosely connected and are working together thus seen as one system. The component that are in the cluster are normally interconnected using a fast or local network that is of high speed. The nodes in the network mostly computer that is used as the server normally run their own instance of the operating system. The whole idea of computer cluster started from coming together of computing development that entailed the presence of cheap microprocessor, network that had high speed and the software’s that was considered having a high performance in the distributed mode of computing. The main use of cluster is to boost the performance and the availability compared to using a single computer. The process is cheap and faster if compared to using a single computer. Computer cluster can be used in many ways to start with small corporate clusters with a minority of nodes to roughly faster mainframes example the IBM. Cluster computing has some outstanding importance when implemented in an organization. To start with cluster computing is known to be cost effective that is low cost. This is seen where customer has a chance to exclude the cost and the hard bit of procurement, they can configure and easily operate HPC clusters and also have a pricing of mode known as pay as you go. The other advantage is where one can optimize cost by...
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...A1- Explain how you determined your product design decisions in the simulation. In the simulation we had to start a computer company from the ground. Initially, we were given a 2 million dollar investment to start with. We had to choose 2 out of 3 markets in 4 different major cities each with their individual need. We had to design computers that will respond to their needs based on the market report that was provided. We did not have a report or review of our products to rely on to build new computers since we were a new company. Therefore, we analyzed the market research to see what our targeted market wanted and the price they were willing to pay. Then we build computers based on them. Mercedes, a very well-known car company, wants a computers that is fast and powerful, has engineering features and can connect with other computers. In response to their needs, we manufactured the GCS 100, a powerful, fast computer with engineering capacity that can link to other computers. We chose the GCS100 name because it is our acronym plus 100. We added the 100 in case we came with an updated version we can change the number and keep the GCS. After a quarter of deceptive result we decide to stop manufacturing the GCS100 and replaced it with Global Power computers which we later updated to global power 1. Workhorse has the largest market. They wanted an easy and fun to use computer with office application that can link with other computers. Therefore we manufactured the GCS with the...
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...Topic and Reasons for the chosen Topic: In my group we researched a range of topic before narrowing it down to antenatal care. According to Patients Opinion (2010), a patient narrated their experience in an antenatal clinic saying ‘’the waiting times for Antenatal Clinic are horrendous; I waited for my 9:30 appointment for 3 hours. Although the midwife I saw was kind and courteous and apologised’’. Based on all the evidence found during our research, we decided to redesign and improve waiting time in antenatal care by adopting TPS through Lean process. Using the Sibbert Model to structure my group discussion and efforts: According to McNeil, R (2011), the Drexler Sibbert Model is all about the journey a team takes on the way to High Performance and it also represents the essential paradox of group life. The first...
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...Final Report on the Investigation of the Macondo Well Blowout Deepwater Horizon Study Group March 1, 2011 The Deepwater Horizon Study Group (DHSG) was formed by members of the Center for Catastrophic Risk Management (CCRM) in May 2010 in response to the blowout of the Macondo well on April 20, 2010. A fundamental premise in the DHSG work is: we look back to understand the why‘s and how‘s of this disaster so we can better understand how best to go forward. The goal of the DHSG work is defining how to best move forward – assessing what major steps are needed to develop our national oil and gas resources in a reliable, responsible, and accountable manner. Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster This Page Intentionally Left Blank Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster In Memoriam Jason Anderson Senior tool pusher Dewey Revette Driller Stephen Curtis Assistant driller Donald Clark Assistant driller Dale Burkeen Crane operator Karl Kleppinger Roughneck Adam Weise Roughneck Shane Roshto Roughneck Wyatt Kemp Derrick man Gordon Jones Mud engineer Blair Manuel Mud engineer 1 Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster In Memoriam The Environment 2 Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster Table of Contents In Memoriam....................................................................
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...solvents with different polarities throughout the experiment, this determined whether the different pens provided were polar or non-polar. As discussed above, the polarity of the solvents has been identified through their structure and electronegativity. Both mix 1 and mix 2 contains polar and non-polar solvents which was used to determine the inks that had polar and non-polar properties. Now by knowing the polarity levels of the solvents, the ink polarity can be determined by how well it interacts with the solvent. As shown in figures 6 – pen 2 had Rf values of zero explaining that the ink was not soluble in water and acetic acid. This indicates that the ink components from pen 2 is non-polar because it did not interact with water (containing high levels of polarity). Furthermore, in figure 12, pens 3 and 4 were found to travel significantly faster and produced a clearer separation of pigments on the chromatography paper. As acetone is mostly polar, this indicates that the ink components has polar properties. Furthermore, when tested in deionised water, the ink from the exam notes was easily dissolved by water, indicating that the components of unknown ink are polar because polar molecules interest best with polar molecules. Showing very similar properties, in acetic acid and water, which are both very polar solvents, pen 3 and the unknown pen displayed the same separated pigments on the chromatography paper, with percentage differences of… Blue percentage difference: (100-100)/100...
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...Total quality management in production: In pharmaceutical factory raw material arrives at the warehouse where it is stored in clean environment Basically there are two types of raw material is used in the production they are: 1) Inactive raw material 2) Active raw material Inactive and active Raw Material: Inactive raw material is used to increase the mass of the medicine .This material does not causes any effect on illness or disease. It increases the size of the tablet in order to make it digestible. On the other hand active raw material is used for illness and therapy. In pharmaceutical industry raw material is imported from foreign countries. At he time when raw material is stored in warehouse a sticker named quarantine is displayed on it in order to show that it has not undergone any treatment. Before production begins a sample is drawn from quarantine material which is passed from tests at quality assurance if it passes the test an analysis number is allotted on it. After this line clearance which is given by quality assurance that the material is available for production. Quality assurance chemists and pharmacists check the temperature and humidity in the production areas where machinery is situated along with all others, quality assurance gives line clearance to start the production and quality control department will check it at every stage. Two standards of productions are implemented during the whole production process i.e. USP (United States Pharmacopeia)...
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