...The TQM Magazine Emerald Article: A new framework for managing change J.S. Oakland, S.J. Tanner Article information: To cite this document: J.S. Oakland, S.J. Tanner, (2007),"A new framework for managing change", The TQM Magazine, Vol. 19 Iss: 6 pp. 572 - 589 Permanent link to this document: http://dx.doi.org/10.1108/09544780710828421 Downloaded on: 16-08-2012 References: This document contains references to 20 other documents Citations: This document has been cited by 10 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 12014 times since 2007. * Users who downloaded this Article also downloaded: * François Des Rosiers, Jean Dubé, Marius Thériault, (2011),"Do peer effects shape property values?", Journal of Property Investment & Finance, Vol. 29 Iss: 4 pp. 510 - 528 http://dx.doi.org/10.1108/14635781111150376 Hui Chen, Miguel Baptista Nunes, Lihong Zhou, Guo Chao Peng, (2011),"Expanding the concept of requirements traceability: The role of electronic records management in gathering evidence of crucial communications and negotiations", Aslib Proceedings, Vol. 63 Iss: 2 pp. 168 - 187 http://dx.doi.org/10.1108/00012531111135646 Charles Inskip, Andy MacFarlane, Pauline Rafferty, (2010),"Organising music for movies", Aslib Proceedings, Vol. 62 Iss: 4 pp. 489 - 501 http://dx.doi.org/10.1108/00012531011074726 Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF MANCHESTER For Authors:...
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...HRM 701 Notes Issues faced today by HR Managers in Organization/ Competitive Challenges. 1) Competing, recruiting and staffing globally. 2) Embracing new Technology 3) Managing Change 4) Managing Talent/ Human Capital 5) Responding to the market 6) Containing cost. Roles and Responsibilities of HR manager in Organization Today 1) Advice and counsel 2) Service 3) Policy formulation and implementation 4) Employee advocacy Generally accepted steps in the strategic HR planning process 1) Mission, Vision, and Values 2) Environmental Analysis 3) Internal Analysis 4) Formulating Strategy 5) Strategy implementation 6) Evaluation and Assessment Steps required in the Implementation of an Employment Equity Policy or plan in an organization 1) Senior Management Commitment 2) Data Collection and Analysis 3) Employment system Review 4) Establishment of a Work plan 5) Implementation and or Evaluation, Monitoring, and Revision Steps in Conducting a Job Analysis 1) Identify the job/s to be analyzed 2) Determine the procedures to be used/ methods in collecting job data 3) Implement the job analysis methods 4) Review data collected through Job Analysis and 5) Summarize and document the data collected. Job Analysis – is the process of obtaining information about jobs by determining the duties, task or activities of jobs Critical Incident Method – Is a job analysis method by which important...
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...Superiority Superiority Physical Domain See first, more Act decisively NATO NEC will enable us to operate more effectively in the future strategic environment through the more efficient sharing and exploitation of information within the Alliance and with our coalition partners This will lead to better situational awareness across the board, facilitating improved decision-making, and bringing to bear the right military capabilities at the right time to achieve the desired military effect. Key Issues Clarity of vision Roadmap for change Dealing with complexity Legacy Environments – ‘stove-piped’ solutions Multiple Agencies New Technologies – SOA Information Assurance Multiple Customers Operators Operational planners Acquisition community Developers Framework and Methodology NAF Reality: Complexity of Defence Applications Reality: Complexity of Defence Applications inhibit agility inhibit agility Mainframe PC/NT apps Unix apps 3rd Party Interface AIS Reports Depository Banks Vendor Setup Budget Analysis Tool AIS Calendar Vendor Maintenance Insertions Orders Due Dates General Maintenance Broadcast Filter Stores & Mrkts Process Servers (Imaging) Printer Maintenance NEW Soundscan NPD Group AIG Warranty Guard Mesa Data S20-Sales Polling Printer PO I13- Auto Replenishment I06 - Customer Order S01 - Sales Corrections I17...
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...Management is a holistic procedure which collectively brings various types of elements that constitute towards the flourishing exercise of people management including, above all, learning and development. The purpose of performance management is to develop the ability of individuals to meet and often exceed expectations to achieve their full potential in the individuals given field of expertise, therefore benefitting themselves and the organisation. Performance Management provides an origin for self-development and it helps ensure that the support and direction these individuals require to improve is readily available. Perhaps the most significant purpose of performance management is the consistent communication of strategic goals with operational workers and the resulting performance achievements of associated people and processes. This aids motivating employees to become high performers because they feel valued within the organisation and because they can relate their performance towards organisational success through performance management. 1.2 Identify 3 components of Performance Management systems: - * Have clear easily defined job descriptions for each and every specific position in the company and ensure that employees’ goals are aligned with those of the organisation. * Involve collaboration between managers and employees: two way communication is essential to good and effective practice. An organisation that has a successful performance management system...
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...An organisation will encounter all kinds of problems and can be affected by culture, size, law and many others. By looking at these factors a person can understand how Human resources and Learning and development can help to ensure an organisation will survive in its environment. According to Shein.E (1988) Organisational Psychology in: Mullins.L (1985) Management and Organisational Behaviour a pitman publishing imprint “a formal organisation is the planned co-ordination of the activities of a number of people for the achievement of some common, explicit purpose or goal, through division of labour and function, and through a hierarchy of authority and responsibility.” The purpose of (company name ) Is to forward customers tangible goods to (company Name) to build cars, to become globally recognised and to be the most dominant and profitable supplier of third party logistics service to the chosen clients by offering standards of excellence unachievable by competitors. A Swot analysis quoted by Mullins.L (1985) Management and organisational Behaviour Financial Times Pitman Publishing Imprint “can offer a number of potential advantages for helping to evaluate corporate performance”, “the swot analysis is a look at an organisations environmental setting and can help an organisation with decision making and problem solving.” This can help it run more smoothly or to expand by looking at its internal and external factors. When looking at internal...
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...1 Problem Analysis 3 1.2 Lack of Organisational Strategy 3 1.3 Poor Leadership 4 1.4 Lack of Learning 5 1.5 Lack of Systems 6 1.6 Poor Communication 6 2 Leadership at the Top and Functional Management Levels of the Organisation 7 3 Reichart’s Leadership and Managerial Abilities 10 3.1 There is no blame 11 3.2 A Shift of Mind 11 4 Recommendations Regarding Transformation and Change to Ensure Effective and Efficient Functioning of the Organisation 12 4.1 Managing Organisational Change 13 4.2 Apply Leadership 14 4.3 Design Effective Organisational Structure 16 4.4 Managing Resistance to Change 17 Bibliography 20 Executive Summary While analysing the case study of the Trophy Project the findings will show the major problems identified and to determine the root cause of the problems. The findings will show how the lack of leadership has resulted in poor or no organisational strategy. Through analysing the lack of behavioural, structural and operational strategy we see the effect it has on the overall organisation and its inadequacies’. It will show the importance of these strategies together with effective leadership and how executing the strategic goals in an integrative manner can lead transformational change, continuous improvement and the building of a learning organisation. The group identified the major problems within the Trophy case as the absence of effective leadership, the dearth in communication, the lack of organisational...
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...Northern California Sign up for our monthly E-Newsletter Home Local Markets Management Topics Industry Topics Insights Multimedia Events Marketing Programs About Us How an executive coach can help improve employee morale and productivity 03.01.2012 | Northern California Ricci M. Victorio, CSP, Managing Partner, Mosaic Family Business Center As companies continue to try to do more with less, the stress of doing the work of two or more people is taking a toll on employees. And that is making them less productive, less motivated and less likely to do their best work, says Ricci Victorio, CSP, managing partner at Mosaic Family Business Center. “As companies deal with lower budgets and tighten their belts, they are putting ever-greater demands on their employees,” says Victorio. “As an employer, you need to help your employees fill their cups back up, because they are being significantly drained. Whenever you have people being pushed at absolute top levels performing on all 100 cylinders all of the time, they run out of gas. And when they run out of emotional gas, negative behaviors start springing up.” Smart Business spoke with Victorio about how one-on-one coaching with employees can improve morale and help them work better together as a team. What is the value of executive coaching? It can improve morale and provide an internal vision for employees as they ask: What is my value? Why am I here? What am I doing? How can I do it better? Improved morale increases...
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...How to improve efficiency of organization Literature Review Tanshu Song BUS 551 University of La Verne The effective of an organization is concern by every managers. It was an important innovation in business management. Organizational effectiveness considers how well an organization performs business. In the present prospectus, the research will focus on effective management style and individuals behaviour which will impact on the efficiency of organization. The following literature reviews will attempt to show the information related to prospectus and demonstrate the analysis. In the research article by William Clark and Ray Wright (2009), they mentions the challenge which organizations will face in next several years. Increasing pressure to do more with fewer workers, growing demand for strategic new services, expected loss of legacy management skills and need for automated solutions. Then they provide a solution which can capture the knowledge of retiring workers and perform many tasks necessary to manage both legacy and distributed systems. This wide range of solutions that enable knowledge retention and automate the process workflow to provision and maintain IT services specifically. “By taking advantage of the wide range of solutions for automating management tasks, the agency can benefit from the ability to create automated, repeatable processes, reduce the need to replace retiring workers, improve ability to recruit new employees...
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...GLOBAL COLLEGE MALTA BACHELOR IN MANANGEMMENT Module Title CHANGE MANAGEMENT Assessment Type: Continuous Assignment Assessment Method: Individual Assignment Word count: 1,814 Submission Deadline: 29 July 2014 Date submitted: 29 July 2014 Lecturer: Andrew Saliba Student Name: Judit Matyas Student number: Student Signature ……………… Strategic Change within Organisational Culture at Hay Management Consultants Strategic change is inevitable and essential for a business, in order to adapt to its ever changing market environment and sustain its success within it. While strategic planning of change follows normative models of management, it takes place within the context of the unique social environment and beliefs of the organisation. Therefore the key element found influencing strategic development and management of change is the social and cultural characteristics of the organisation- its organisational culture, defined as the distinctive environment rooted in the set of shared values, visions and norms of employees and managers. The organisational culture, as a set of shared assumptions and values is encompassed within the Cultural Web; a model which portrays the internal characteristics of the company and is used to determine and analyse and all its key elements. Knowing the organisational culture’s significant influence on the adaptation to organisational change, the Cultural Web developed and adapted by Johnson and Scholes (1999) is used in order to find the most...
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...Know how Managing knowledge for competitive advantage An Economist Intelligence Unit white paper sponsored by Tata Consultancy Services Know how Managing knowledge for competitive advantage Acknowledgements Know how: Managing knowledge for competitive advantage is a briefing paper written by the Economist Intelligence Unit and sponsored by Tata Consultancy Services (TCS). The findings and views expressed in this white paper do not necessarily reflect the views of TCS, which has sponsored this publication in the interest of promoting informed debate. The Economist Intelligence Unit bears sole responsibility for the content of the report. The main author was Terry Ernest-Jones and the editor was Gareth Lofthouse. The findings are based on two main strands of research: ● The Economist Intelligence Unit conducted an online survey of 122 senior executives in western Europe, 68 of whom were based in the UK. Participants were selected from large organisations with over $1bn in annual sales revenue, and from a cross-section of industries, with a particular emphasis on financial services, healthcare and pharmaceuticals, telecommunications and professional services companies. ● We also interviewed several senior executives and knowledge-management practitioners on the challenges they face in managing corporate knowledge, and on the strategies they have employed to exploit business information for competitive advantage. Our sincere thanks go to all the interviewees and survey...
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...TABLE OF CONTENTS DECLARATION 0 TABLE OF CONTENTS 1 1. EXECUTIVE SUMMARY: 3 2. FINDINGS 4 2.1 SWOT Analysis 4 3. DISCUSSION 7 3.1 Problem Summary: 7 4. RECOMMENDATIONS 7 5. SET UP PROGRAMME OFFICE 7 5.1 Programme Office setup 7 5.2 Changes the Organisational Design 8 5.3 Shaping the organisational programme 8 6. STRATEGIC ANALYSIS 10 6.1 Analysis 10 6.1.1 Core competencies 10 6.1.2 Organisational behaviour study 10 6.1.3 Organisational Vision and Mission 11 6.1.4 Balanced Scorecard based strategy implementation 11 6.1.5 Balanced Scorecard value creation perspectives: 12 6.1.6 Building a strategy map 13 6.1.7 Implementing a Balanced Scorecard Programme Management learning organisation structure 14 7. STRATEGIC DEVELOPMENT 15 7.1 SWOT analysis 15 7.2 PESTEL analysis 15 7.3 GAP analysis 16 8. STRATEGY IMPLEMENTATION 16 8.1 Creation of a strategy plan 16 8.2 Strategic Transformation Project Implementation Route 2 (Project route) 17 9. MANAGING ORGANISATIONAL CHANGE 17 10. INNOVATIVE CONTINUOUS IMPROVEMENT PROGRAME 18 11. REFERENCES 20 1. EXECUTIVE SUMMARY: Levis Strauss has been one of the world’s most successful brands in the fashion industry but is now subject to a falling market share and is no longer meeting the demands of its external environment. Levis leadership is ineffective and the approach taken to resolve its problems is futile, capital intensive and does not produce any results. The organisation will have to embark on a radical change...
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...Branch Manager 3 4.0 Mr. Anasari’s key people – internal and external interactions 4 4.1 Internal Interactions 4 Human Resource Manager 4 Loan Officer 5 Credit Manager 5 Bank Operational Manager 7 Customer Service Manager 7 4.2 External Interactions 8 Saudi Arabian chambers of commerce 8 Customers 8 5.0 Nature and evaluation of interdependencies 8 6.0 Recommendations 11 7.0 References 12 1.0 Introduction The role of managers nowadays has evolved greatly over the past years and it has changed significantly in different industries. One thing that remains the same is that managers are always held responsible by their supervisors, to make sure the employees achieve their objectives with expectations. The key to a success and profitable business are neither the systems nor the strategies of the firm. It is the character and skill of individual managers, who practice what they preach are what counts, that is why hiring the right manager is essential in supervising and managing the overall performance of staff in their department (Robbins, 2001). ‘People in the organisation are your most important asset’ is an incorrect statement; because I believe the right people are the organisation’s most important asset. Therefore, companies should hire based on the correct individual’s attitude and behaviour for the company, then train and develop those who deem to have potential. 2.0 Organizational Background – Al-Rajhi Bank Al-Rajhi Bank is the world’s largest Islamic bank...
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...social customs: innovative management models based on integration of diverse culture: and adjusting existing practising principles with varied culture. Even though the development of all these approaches are some of the characteristics of each manager reflecting mutual understanding, inspiration and innovation, most of them heavily rely on the cultural quotient. In brief, beliefs, values, perceptions, expectations, attitudes and assumptions derived from IQ and EQ are on the other hand, getting along with Cultural Intelligence occurred in his or her social environment of regional, national, economic and livelihood. In general, culture is mainly concerned with beliefs and values, of individuals and groups, based on definitions of people’s behaviour and experiences. A widespread simplification of the meaning is that culture is a common tradition accepted by majority of the people in a particular social environment or a communication bridge which portrays the ability to understand on a specific experience. People...
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...014101 Unit 6 Business Decision Making Project Report Table of Contents Information Processing Tools 3 Strategic, tactical and operational information 3 Examples of strategic, tactical and operational information relevant to a Banking sector 3 MIS and its relevance in an organization 4 Project plan for an activity and determine the critical path 5 Financial tools for decision making 5 Project Planning Steps 5 Bibliography 6 Information Processing Tools Strategic, tactical and operational information Strategic planning refers to the process through which an organization defines its strategy, allocate its resource and lead the direction that the company will follow to achieve its goals. Strategic Planning is the formal planning for the future and help the company to define: what we do? For whom we do it? How do we successes? Tactical Planning refers to the process of taking the strategic plan and divided into specific activities, short term actions and plans to achieve the planned objectives. Operational Planning refers to the action plan for the day-to-day functioning of an organization. It defines the short term methods to achieve the strategic objectives set while strategic planning is done. In other words, operation planning allows the company to determine how to do it. Examples of strategic, tactical and operational information relevant to a Banking sector Currently, organizations are in the race for enhancing their capability in order to survive...
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...Organisational Behaviour and Leadership 1 Index: 1. Executive summary 2. Comparing Maslow’s theory of motivation with Skinner’s reinforcement theory in view of critique of each theory with special reference to the South African workplace. 3. A critical evaluation of the similarities and differences between reinforcement and the expectancy theories of motivation. Motivating a choice as to which one has the mist relevance to explaining the work motivation of employees in South Africa. 4. How managers can encourage effective performance by managing the reward process in their organisations. Applying two motivational theories to effect performance. 5. References 2 Executive Summary: Other than being familiarised with different theories and that all are motivation related; the three assignments led to discoveries that: 1. One theory can be embedded in another when the purpose for a theory is changed, i.e. from a need to a behaviour. 2. By comparing theories, content (need) theories focus on the need as a motivator per se, whereas process/cognitive theories focus on how we are motivated. They differ a lot and similarities are rather superficial. The third assignment revealed that by focusing on a feature like performance one could discover specific motivational theories suited to it and how other can be instrumental to its goal. It is my opinion that companies will really benefit from considering making use of the expectancy model. It is an individual directed...
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