...Levels of Management of Nescafe In: Business and Management Levels of Management of Nescafe Levels of management Managers are organizational members who are responsible for the work performance of other organizational members. Managers have formal authority to use organizational resources and to make decisions. In organizations, there are typically three levels of management: top-level, middle-level, and first-level. These three main levels of managers form a hierarchy, in which they are ranked in order of importance. In most organizations, the number of managers at each level is such that the hierarchy resembles a pyramid, with many more first-level managers, fewer middle managers, and the fewest managers at the top level. Top-Level Managers Top-level managers, or top managers, are also called senior management or executives. These individuals are at the top one or two levels in an organization, and hold titles such as: Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Operational Officer (COO), Chief Information Officer (CIO), and Chairperson of the Board, President, Vice president, and corporate head. Middle-Level Managers Middle-level managers, or middle managers, are those in the levels below top managers. Middle managers' job titles include: General Manager, Plant manager, Regional manager, and Divisional manager. Middle-level managers are responsible for carrying out the goals set by top management. They do so by setting goals for their departments...
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...Unit 2 Assignment Management, simply put management is dealing with or controlling things or people. A manager is someone that is in control of these things or people. Every person is going to have different skills and styles of management. Contemporary approaches to management are widely used guidelines for managers. There are four contemporary approaches to management; Sociotechnical systems theory, Quantitative management, Organizational behavior, and Systems theory. Sociotechnical systems theory is an approach to management that suggests organizations are effective when their employees have the right tools, training, and knowledge. Employees being the social system and their knowledge being the technical system. This theory ascertains the idea that by ensuring the employees have these factors they will be able to make or produce product valued by consumers. Developed in the late 1950’s researchers believed workers should be given the freedom to fix mistakes early on that would result in waste, rather than later in the process. This approach promoted teamwork and work groups as an important factor for creating an efficient product system. Quantitative Management, adopted in the late 1940’s-1950’s is an approach that focuses on the use of science and math formulas as a management tool. By making a mathematical model of a problem managers can get a better view at the situation and have some aid in the decision making process. However typically managers do not focus solely...
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...SERVICE LEVEL AGREEMENT(SLA) AND SERVICE MANAGEMENT 1.1 DEFINITION A service is a ready-to-use deliverable that is of value to the customer. Services allow customers to do business without worrying about underlying technology or IT infrastructure. Service management is a business strategy that aims to upgrade the services that a company provides, by synchronizing service parts and resources forecasting, service partners, workforce technicians, and service pricing. In order for a service to continous meet customers needs it must be managed this is because technology is always changing so as business environment due to this fact customers need will always vary time to time. The service level agreement can be defined as the contract between the service provider and customer that specifies number of measurable terms describing the quality, perfomance, Availability of the service, priorities,obligation of invloved parties,type of the service provided and mode of provision, The schedule for notification in advance of network changes that may affect users. Most common companies uses Service Level Agreement are in :- Telecommunication companies IT service providers Internet Service Providers (ISP) outsourcing. Most recently,Information System departments in organization has adopted the idea of writing a service level agreement so that services for their customers (users in other departments within the organization) can be measured and justified. The service level agreement...
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...Levels of management Managers are organizational members who are responsible for the work performance of other organizational members. Managers have formal authority to use organizational resources and to make decisions. In organizations, there are typically three levels of management: top-level, middle-level, and first-level. These three main levels of managers form a hierarchy, in which they are ranked in order of importance. In most organizations, the number of managers at each level is such that the hierarchy resembles a pyramid, with many more first-level managers, fewer middle managers, and the fewest managers at the top level. Top-Level Managers Top-level managers, or top managers, are also called senior management or executives. These individuals are at the top one or two levels in an organization, and hold titles such as: Chief Executive Officer (CEO), Chief Financial Officer (CFO), Chief Operational Officer (COO), Chief Information Officer (CIO), and Chairperson of the Board, President, Vice president, and corporate head. Middle-Level Managers Middle-level managers, or middle managers, are those in the levels below top managers. Middle managers' job titles include: General Manager, Plant manager, Regional manager, and Divisional manager. Middle-level managers are responsible for carrying out the goals set by top management. They do so by setting goals for their departments and other business units. Middle managers can motivate and assist first-line...
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...has three levels of management which is top level, middle level and first-line level managers. Top managers are the person who responsible for decision making and establishing plans and goals that affect the entire organization. For middle managers, they are always the intermediate between first-line managers and top managers who translate the goals set by top managers into specific details that the lower managers can get things done. First-line managers are focus on controlling and directing to the non-managerial subordinates. They are usually...
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...{Assignment Template} Name: Date: ILM Level 5 Certificate in Leadership and Management Assignment 8607-504: Leading Innovation and Change {Note: You can delete everything between these brackets {…} they are there for a guide to completion of the assignment.} {Minimum Word Count – 2,500 words. Note: The word count provided is intended as a guide to what is required to achieve a good pass. Individuals have different writing styles, and there is no penalty if the word count is exceeded. There is no penalty if the word count is not met – as long as the assessment criteria is adequately covered.} {Pass Mark is a minimum of 50% for each section} {To maximise your marks, please ensure you use ‘references’ whenever appropriate to show the source of any theory or models you have used. Please use Harvard Referencing which looks like the words in brackets in the following sentence - The OSCAR Model (Gilbert and Whittleworth, 2009) is a good model to help solve everyday workplace problems. You should also list all your references at the end of the assignment} {NOTE: This assignment should be submitted as a single Word document using this Assignment Template.} 1. Understand the need for innovation and change management within an organisation | 1.1. Explain the importance of innovation for own organisation. {8 Marks} | 1.2. Explain the importance of managing change within own organisation. {8 Marks} ...
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...ASSIGNMENT COVER SHEET Name: Nadine Williams Hadfield Address: 28 Parkland, Stella, Blaydon on Tyne, Tyne and Wear Post code / Zip: Ne21 4LJ Telephone No: 07875217096 Email Address: nadinehadfield@me.com Date: 7/7/13 Course Name: Level 7 Diploma in Strategic leadership and management Tutor Name: Maxine Shaverin Assignment Name: Professional Development for strategic managers DRAFT Introduction It is now commonly accepted that a firm and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set...
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...importance of aggregate planning strategies. The aggregate planning strategies has as its primary mission, set production levels in aggregated units along of a time horizon that generally ranges from 3 to 18 months, so as to achieve meet the needs identified in the long-term plan, keeping while minimum levels of costs and a good level of customer service. In aggregate planning various mathematical techniques can be used to obtain feasible schedules. With planning methods is to optimize the use of resources avoiding sudden changes in production and at the same time reduce the total cost planning. The importance of aggregate planning in the process of managing an organization is to establish plans for short and medium term to meet the requirements of the production forecast when the capacity from the standpoint of plant or equipment is relatively fixed. INTRODUCTION In this paper I’m going to talk about Aggregate Planning Strategies. The aggregate planning serves as a link between the decisions about the facilities and programming. The decision of the aggregate planning establishes production levels overall medium term, which is why it is necessary that the company these processes is implemented, making decisions and policies that relate to overtime, hiring, layoffs, outsourcing and levels inventory. Knowledge of these factors will allow us to determine production levels involved and the mix of resources used. Like the aggregate planning other types of control and programming that...
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...Managers in all organisations at all different hierarchical levels of management perform all management functions which are planning,organizing,;leading,coordinating,and controlling( Stoner e t all,2007;35).Therefore, it is of paramount importance for managers ,to posses certain skills which are needed for their functions to be successful but not necessarily in the same proportions.Moreso,the basic managerial skills includes technical ,conceptual and human skill. Definition of key terms Managerial skills The ability to make business decisions and lead subordinates within a company(business dictionary). So, managerial skill is best understood as the ability to perform managerial tasks effectively with readiness and agility (IMM Journal, 2012). Skills requires knowledge and ability to apply that knowledge competently and efficiently has to be acquired by practice. Therefore, levels of management in an organisation can be presented in the form of the pyramid in variation with the level of importance Diagram by Gaurav Akran,management 2011,online lower-level managers are also called operational managers or supervisors such as: Office manager,shift supervisor.They are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Lower level managers exist in every work unit in the organization. Although they typically do not set strategic goals for the organization,usually have a very strong influence...
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...Road Not Taken asked that I stop to consider every time I moved my jawa-like wizard around its grid-based maps. On one level I stared at the screen for about five minutes, contemplating every possible route to get the last child I needed to rescue to beat the area while avoiding a malicious black spirit that would drain about a fourth of my current health. But if I made too many useless moves here, I could end up without enough left to finish the next level. I eventually got to the child, but not without taking a spirit to the face - acceptable losses. That risk-reward balance is a clever hook at first, but it too quickly became less exciting as I played. Learning to match the varied animals, monsters, spirits, and other objects scattered across Road’s randomized levels in the fewest movements possible was, at first, unforgiving (leading to situations like my five-minute stumper). Every new object was a surprise, and some are as likely to end a good run on the spot as they are to help you out. But that’s to be expected from a Roguelike, where the first few sessions are more about learning the ins and outs than anything else. Most Roguelikes remove all your progress on death, making your knowledge of what to expect next time around the most palpable form of progress; here that knowledge is solidified in the form of a persistent and indispensable notebook that fills out as you uncover new objects and combinations. Being able to look up what each piece I encountered could turn...
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...have been miserable failures. Reidenbach and Robin’s notion of corporate moral development is based on the American psychologist Lawrence Kohlberg’s conception of individual moral development (see Unit A3). Kohlberg has described moral development as moving through three main levels. Each level is divided into two stages, so there are six stages in all. Some individuals progress through all the stages, while others get “stuck” at the lower stages. Pre-conventional level (stages 1 and 2). At stage 1, the infant is initially motivated purely externally by fear of punishment, such as a spanking, and at stage 2 by a desire for rewards, such as a piece of candy. Conventional level (stages 3 and 4). Stage 3 is the “good-boy/nice-girl morality,” in which children seek their parents’ or peers’ approval. After this, an individual may move to stage 4, the “law and order stage,” in which great value is placed on following social rules. At this stage people have started to move beyond merely an egoistic motivation to one in which there is real concern for meeting standards for non-selfish reasons. Kohlberg believed that most adults remain at this stage. Post-conventional, autonomous, or principles level (stages 5 and 6). Here, one accepts moral rules not just because they are part of one’s society but because one knows that the rules are right. In stage 5, individuals see morality as a kind of contract between individuals that grounds individual rights, a position which is very...
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...LAB 9B 1. Scroll down the CBOFS website and click on now-cast under the water level icon. The water level animation which appears displays the most recent water levels in local time at a [ (1) (2) (3) ]-hour interval. 2. Water levels are reported in the animation relative to the MLLW in feet and are color coded in the animation with the lowest water levels (indicating low tide) most likely represented by [ (green to red) (blues and purples) ]. 3. The animation shows the tides moving through the estuary [ ( towards) ( away from) ] the mouth of the bay. Figure 2 shows water level changes during one tide’s journey through the Bay. 4. The times shown below the maps, indicate it probably took about [ (3) (6) (12) ] hours for the low tide to travel the entire length of the Bay. 5. In figure 2, mark the location of Kiptopeke ( Beach), VA, on the map to the left at 37.1 degrees N, 76.0 degree W (or you can find the location on the CBOFS website map). It is [ (northwest) (northeast) ]. 6. The comparison of the 0600 25 April Water level now-cast map in figure 2 with the predicted and observed water levels in figure 3 for the same time are consistent on showing the presence of a [ (low) (high) ] tide in the mouth of the bay. 7. Knowing the direction of movement of tides in Chesapeake Bay as seen in the water levels Now-cast animation, figure 2 reveals that this tide (identified in item 6) progressed about [ (half) (the entire length) ] of the bay in the subsequent five hours...
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...Associate Level Material Appendix A Stages of Critical Thinking Complete the matrix by identifying the six stages of critical thinking, describing how to move from each stage to the next, and listing obstacles you may face as you move to the next stage of critical thinking. Stages of Critical Thinking How to Move to the Next Stage Obstacles to Moving to the Next Stage EXAMPLE: The Unreflective Thinker Examine my thinking to identify problems that affect my thinking. Deceiving myself about the effectiveness of my thinking The Challenged Thinker Determine the problems that I have in my own thinking Thinking that there are no problems in my thinking The Beginning Thinker Take up new challenges and take control of my thinking Not taking control and taking on new challenges The Practical Thinker Determine new habits that I need to pick up Not being able to identify the habits that I need The Advanced Thinker Establish good habits Sticking to bad habits and not grasping the good ones The Accomplished Thinker Taking charge and also being aware of things that can be changed Not taking charge and not paying attention to things that can be changed Write a 150- to 200-word explanation of your current stage of critical-thinking development and explain why you placed yourself at that stage. Format your paragraph consistent with Associate Level Writing Style Handbook guidelines. I believe that I am a practical thinker. I believe this to be true because I don’t...
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...sometimes ago. It was just a short news article in one of the local dailies. The story keeps on ringing in my mind up to today. I feel that the whole nation should stand and honor this woman for her courageous actions she portrayed on this fateful day. It happened that in the year 2007 in the city of Orina in India, a town that had over 100,000 people. It was raining heavily, and life was almost coming to a standstill. Everyone in the area woke up in shock after finding pools of water moving at alarming speed sweeping everything it came across. It was around 8 in the morning. Before even people realized what was happening, the water level started rising, and there was no accessible route to escape. People quickly rushed out of their houses and water was unfortunately found themselves stranded as the water level continued to rise above the level of their waists. At this moment, the rain was still slowly falling, and everything became a menace. After about an hour, the town was full of water and people were trying helplessly to come out of the water. Water was gradually rising, and there was nothing else visible but water. It was a moment of darkness as people started drowning one after the other. The aged people and children were the most affected. Everyone was screaming to save his or her own life. There was neither gender nor tribe; the language was the same; Save a life at whatever cost. One young lady rose up from nowhere, amidst dead bodies floating on water. Death was inevitable...
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...given an opportunity to think critically about how to approach to influence different managers and workers with different characteristics. By running the simulation twice, it allowed us to find out what actions have worked and what did not during the first run, and then second run allowed us to apply what we learned to complete the second simulation in a much more efficient and timely manner. There are three stages in the simulation, including mobilization, movement, and sustain phases. The simulation begins in the mobilization phase, and in this phase it was important to get everyone aware of the new change we wish to initiate in the company. The key factor in the beginning was to introduce the new project to each person on a personal level, using personal interviews, skill building, and getting consultant’s support. All of these involve personal contact and were effective in making people both aware and interested to the change. The second stage was movement phase, and the key factors that lead to success in this stages was maintaining high credibility. We could gain credibility through getting consultant’s support and getting CEO’s public support. As majority individuals got into interest and trial stages we were able to use town hall meetings and walk the talk, which attracted more workers to be in interest and trial stages. Again, maintaining high credibility was important throughout the stages because low credibility meant low chance with people would buy in to the initiative...
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