...Week 4 Jamilah Gaston OI/361 October 14, 2013 Bruce Hunter Mental Model/Mindset Paper Over the years, AAA Transportation has pride itself on transporting the finest wholesale produce in Waukegan, WI. Recently however, we have decided to expand our services and not only offer wholesale produce but potentially add nonperishable items to our delivery services. With this option, we expand our delivery area to not only within this small city but to the entire state and even potentially deliver to the states which surround. Adding nonperishable items would also benefit our existing customers by giving them more food options to choose from. Thus, bringing in more profit. This could be one of our best ideas yet. While I am sure that this new idea may pose a few questions and spark up some doubtful conversation to some of our employees who are used to our current way of business. However, I can assure you all that this expansion will be beneficial. Now, I am fully aware that one’s mental model/mindset can be described as; “beliefs, ideas, images, and verbal descriptions that we consciously or unconsciously form from our experiences and which (when formed) guide our thoughts and actions within narrow channels. These representations of perceived reality explain cause and effect to us, and lead us to expect certain results, give meaning to events, and predispose us to behave in certain ways. Although mental models provide internal stability in a world of continuous change, they...
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...Mental Model Mindsets University of Phoenix OI/361: Innovation, Design, and Creativity for a Competitive Advantage Mental Model Mindsets Change is an everyday occurrence in life. Individuals are not always in agreement with change because of their mental models or mindsets. These terms describe the brain processes to make sense of what is happening in an individual's environment. This poses a challenge for organizations because some creative ideas may be the steppingstones for progress, success, or provide the competitive edge. AAA Transportation in Waukegan, Wisconsin; an interstate trucking company specializing in transporting wholesale produce in climate controlled trailers is facing reluctance in the proposed change in services offered by the new owner. As a human resources (HR) representative the task is to get two of their reluctant employees to join their team. This paper will cover mental model mindsets and the impacts, the four steps to change and their uses, the five forces of influence and affects, and finally, commonly used mental model mindsets that guide decision-making and influence. The new owners want to add delivery of nonperishable products that includes canned foods, to their delivery routes because they believe that many of the routes do not require a full load on the trucks, and there is room to add nonperishable goods at a lower rate...
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...Mental Model/Mindsets Phillip Heard, Robert Locher, Auriel LaCour, Keith Taylor, John Lino OI/ 361 August 6, 2013 Joseph Krupka Mental Model/Mindsets Phil Heard is predominately an innovative person. As an innovative person he is adept at finding new, more efficient, ways to conduct business. He is proficient at finding ways to improve Baderman Island Resort’s physical attributes to make them more aesthetically appealing as well as physically accessible. Phil’s innovative nature will also be a great asset when dealing with external organizations. Incorporating Phil Heard’s innovative attribute within the team will definitely have a positive on Baderman’s bottom line. After all, as stated by von Stamm, B. (2008), “Innovative organizations manage their existing business through structured and efficient processes…” Baderman Island Resorts is a beautiful location for business and pleasure. One of the most exciting goals of the company is the future expansion of the resort. As a member of the management team at Baderman, Robert brings great strengths to the management team of five. As an intuitive thinker, Robert brings the properties of resourcefulness, the emphasizing of hard work, achievement, hard work and the ability to find good answers quickly (Rowe, 2004). In a management test to evaluate the management and innovation team’s strengths, Robert scored a 56 which is eight points below the standard of 64. This indicated strong intuitive tendencies. The management team’s...
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...Mental Model/Mindset Paper Working in Human Resources with the management team for AAA Transportation. The company is based in Waukegan, WI, and it is and interstate trucking company that focuses on transporting wholesale products in refrigerated trailers around the Midwest. There are new owners coming taking over the company, and they plan to make some changes that can potentially improve the company’s growth and become more successful. The Changes the owners plan to make is adding delivery of nonperishable products to the delivery routes. Considering that many of the routes does not require a full load, there would be plenty of room left for the products to fit. The new owners also plan to provide the delivery at a lower rate that the customers are now paying. Two of the company’s strongest employees are not responding to the changes the way the owners hoped. Vernon does not think expanding the core business is a smart move and Bud does not think AAA is strong enough to compete with the competitors that are already providing those services. Vernon and Bud have been with AAA for 20 years and have a high influence with the other workers. This paper will review the mental model/mindset and the impact it has on employees, the four steps to changing the mental model/mindset, the five forces that influence those mental model/mindsets, and examples of the mental model/mindset. Mental model/mindsets and their impact on you and your two coworkers. Mental model/mindsets...
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...Organizational Impact Paper Hope Breaux 01/361 June 08, 2015 Bruce Hunter Organizational Impact Paper Organizations must strive to generate ways to maintain a competitive advantage in today’s ever changing society. The key to the success of any business involves innovation. Methods of innovation are critical for manufacturing goods and services to consumers. In an effort to become more profitable and keep a competitive edge, organizations must provide high quality products and services while keeping its operating expenses low. Therefore, the business must integrate innovation, design, and creativity into their business models to meet their objectives of offering quality products and services. This paper is intended to evaluate the impact of innovation, design, and creativity will have on the strategy of two businesses-the Shared Appreciation Mortgage Company and the Lotus Elise Company while considering their processes, products and services of both organizations. The Lotus Elise The development of the Lotus Seven was launched by Colin Chapman. Chapman had an idea of offering to the public a sports care with the qualities of a race car at an affordable price. The performance of the Lotus Seven would provide a unique driving experience that had light weight construction like a race car but not the use of a powerful and heavy engine. To achieve this goal, Chapman strategy was to “combine elements of knowledge, information, and creativity” to the Lotus Seven. (Stamm, 2008...
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...Mental Model/Mindsets Paper Student Name OI/361 April 7, 2014 Instructor Name Mental Model/Mindsets Paper Reality representations that people use to understand and identify the particular phenomenon are known as mental models. Mental models represent assumptions that are deeply ingrained and they influence how people take action and how they understand the world. Mental models are developed over time through experience, socialization and interaction with others. They are opinions, beliefs, perceptions, assumptions, values and truths. Mental models are often hidden and one is not aware of them or their effect on one’s behavior. When mental models are created they become reinforced in the mind and it becomes hard to change them (Von Stamm, 2008). Vernon and Bud have been in this company for more than twenty years, thus there mental models are deeply rooted and difficult to change. It is hard to convince both of them to change their mental models or adopt new ones. The mental models that these two coworkers have impacted greatly on how they behave in the company and the decisions they make. Vernon is afraid of the expansion and Bud is against competing with other organizations. Changing Mental Model/Mindsets In any organization, change is constant, hence the need to keep changing mental models of employees. It is hard to change mental models since they are not forces that one is aware of consciously, but subconsciously. Vernon and Bud are against the new change that has...
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...OI 361 Week 4 Individual Mental Model/Mindsets Paper To Buy This material Click below link http://www.uoptutors.com/OI-361/OI-361-Week-4-Individual-Mental-Model-Mindsets-Paper ssume you work in Human Resources as a part of the management team for AAA Transportation in Waukegan, WI, which has recently been acquired. AAA Transportation is an interstate trucking company that specializes in transporting wholesale produce in refrigerated trailers throughout the Midwest. The new owners want to make some sweeping changes in the services offered. One of the things that they would like to do is add delivery of nonperishable products, such as canned foods, to their delivery routes, allowing AAA to expand the area they cover and to provide expanded service to their existing customers. They think that, because many of the routes do not require a full load on the trucks, there is room to add the nonperishable goods and provide delivery at a lower rate than the customers are now paying. Two of your coworkers, Vernon and Bud, are resistant to the changes proposed by the new owners. Vernon supervises the company’s drivers and Bud works in the corporate offices. Vernon does not think that it is a good idea to expand out of their core business, while Bud thinks that AAA is not strong enough to compete with existing companies that service the nonperishable foods market (several of whom AAA has had a long history of mutually respecting each others’ customers and routes); they risk alienating...
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...Mental model/Mindsets Name: Institution: Introduction AAA Transportation has been a well-established company. The firm deals with transporting wholesale produce which are perishable. The firm has been acquired by new owners and they have identified a new business opportunity. The new idea is to transport nonperishable goods together with the perishable good. Two coworkers emerge and are resistant to this venture. They are citing that AAA is not strong enough to compete and it is not a good idea. What are affecting the two coworkers are the mental models/mindsets. The management will work on changing the mental models/mindsets of the two and include them t in the new line of business. The idea is important to all the staffs and the new owners and when exploited it will make a difference in the company. Four steps to changing mental models/mindsets There are four major steps that can be utilized to change the mental models/mindset at an individual who defies change. The first step is to comprehend the power and limits of mental models/mindset. [Crook 2006]. Change is always inevitable. Changing the mindset of a person is not an easy task; it needs time to bring the change. The person naturally recognizes the surrounding of the environment around him. In the scenario of Vernon and Bud, they don’t see the emerging ventures because of the comfort zone in the business. The firm may not have the mighty to compete with other companies...
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...Running head: WE’VE ALWAYS DONE IT THIS WAY! WE’VE ALWAYS DONE IT THIS WAY! Dale Chaisson Brandman University Self, Systems, & Leadership Dr. Brooks November 21, 2013 We’ve Always Done It This Way! Is it possible for an organization to succeed without some type of Learning System in place? If so, how does one quantify the success statistics? What is the culture like? Does this organization promote upward mobility? These are some of the issues, problems, and concerns I’m faced with in my current situation. Hopefully, during the course of my research and dissection of my organization I’ll be able to pinpoint the ROOT CAUSE. All to often we (human beings) tend to take the least path of resistance of any particular situation at any given time. Well, it’s time to face the music-so to speak. It’s time we cycle back and match our vision with reality. I can remember my first day speaking with the team, boy was that an eye opener! All I heard was, “this is how it’s supposed to be done. However this how WE do it because my way is proven-and has been for the last 30 years. So you just do what I say and you should be okay.” Needless to say, I knew right then and there I had my work cut out for me. As I met more and more co-workers the common theme was, “ just stay under the radar and you’ll be okay.” learning disabilities of this magnitude pose a huge threat to everyone’s forward progress. Yes, my company has a cornucopia of learning disabilities. The following is my...
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...Personality and ability have major implications for how people feel, think and behave in organizations. Based on your review of Chapter 4 and on individual personality differences – present your views on this quote “Organizations should or should not select or hire prospective employees on the basis of their personality traits” In a general sense, I completely agree with this statement. People are hired on credentials such as experience or education, so this is merely another criteria albeit an important one. It is always a good idea to hire people who will mesh well with the organizations values and beliefs. The values and beliefs are typically what will dictate the environment and thus culture of an organization. Take Google for example. Google’s unorthodox culture of having fun and being innovative probably wouldn’t mesh well with someone that has a high external locus of control as they prefer structured, directed work environments as explained by Daft & Lane (2011). However, I also feel that the level or degree of desirable traits versus undesirable and the extent of value placed in them should play a role in evaluating candidates. This is especially true in leadership roles. Daft & Lane (2011) conclude that a person with a high level of authoritarianism would not work well with a team with an equally high level of dogmatism which would typically result in lower productivity and morale. However, if both sides have a lower to moderate level of those two characteristics...
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...How can your mental models about your world both assist and limit your perceptions when you meet a person for the first time? Mental models are psychological representations of real, hypothetical, or imaginary situations (Princeton, 2013). The first known recorded postulation of the mental models theory came from the American philosopher Charles Sanders Peirce, who stated that reasoning is a process by which humans "examine the state of things asserted in the premises, forms a diagram of that state of things, perceives in the parts of the diagram relations not explicitly mentioned in the premises, satisfies itself by mental experiments upon the diagram that these relations would always subsist, or at least would do so in a certain proportion of cases, and concludes their necessary, or probable, truth.” Similarly the Scottish psychologist Kenneth Craik suggested that the human mind constructed small scale models of the world for which it used to anticipate events, to reason and to underlie explanation. Modern Cognitive scientists have since debated that the human mind constructs mental models due to perception, imagination and knowledge. Mental models are created through various avenues such as personal experience, social values, religious beliefs, cultural attitudes and norms. Therefore mental models are how we determine and make sense of reality; these can be range from simple generalisations to immensely complex ideas and theories. These models thus underpin all...
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...into account the personal commitments of each team member and come up with suitable timelines as to when each one can take the responsibility of submitting the assignments. Mutual respect: As mentioned in the common objectives and work organization sections, we would identify the strengths of the team members and also availability and time commitments of each individual and come to a decision as to who takes responsibility for what task and assignment. If one team member is not able to do a particular task in a specific week, the team members would help out. Feedback will be provided with mutual respect to the team members. Functional relations: Teams are more effective when their members share common mental models of the work. We would like to share a common mental model of our work throughout this course to maintain a high level of performance within the group. We respect each member’s feedback and encourage and motivate each other so that everyone feels a sense of belonging and want to make the team more effective. Conflict resolution: If our team members disagree with one team member’s arguments, we provide the explanation as to why we are disagreeing. We would not make that team member feel rejected but motivate and guide him or her in the right direction of thinking. This way we would be able to avoid conflicts among team...
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...YOUR OWN MENTAL MODELS “Investigating Your Own Mental Models” Running Head: INVESTIGATING YOUR OWN MENTAL MODELS 1. 1. Describe the mental model thoroughly, including its origins, how long it has been established, conversations you have heard about it, etc. According to Hrepic (2011), “wider studies of mental model definitions show that no consensus exists about the definition of the term mental model and “some definitions of the concept are even contradictory.” “Canas and Antol”, believe the main reason for disagreements in the definition of the mental model is that the term has been used by researchers who work in different fields and who focused on its different aspects. However, “Van der Veer” believes that although there is no agreement about the exact definition of the concept, in general, “mental model” refers to the internal representations that people form of the environment through their interaction with it”(p. 1). In other words, mental models are believed to be assumptions, beliefs, generalizations even stereotypes of a person’s belief system that is often generated by their experiences. According to Senge (2006), “our mental models determine...
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...customers are now paying. Two of the company's employees Vernon and Bud are opposed to the changes of the new owners. Vernon directs the company's drivers and Bud works in the corporate offices. Vernon does not think that expanding the core business is a good idea, while Bud thinks that AAA is not capable of competing with existing companies that provide the same nonperishable products. Vernon and Bud have been with AAA for more than 20 years and both have a high influence between the rest of the employees. This paper will go over the mental model/mindsets including the impact of the two coworkers, the four steps to changing mental models/mind sets, the five forces that influence those mental model/ mindsets, and examples. Mental model/mindsets and their impact Mental model/ mindsets are beliefs, ideas, images, and verbal description that we form from experiences. In order to be successful in business, it is important to have the accurate business mindset. Suchlike ideas that are easy as coming...
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...Mental Models and Mindsets Eric Jewell OI/361 May 4, 2015 Val Porter Mental Models / Mindsets AAA Transporting is taking steps to offering new services. There are two employees that are slowing down the process. One, a supervisor, thinks it is not a good idea to expand past our core business. The other, an office worker, thinks the service does not fit our current model and could disrupt relations with other companies. Having these two employees on board through this change is imperative to moving forward in a timely manner. Over the next few paragraphs we will discuss mental models and mindsets, and how they play a role in affecting our employees. We will do this by discussing steps to changing mental models and mindsets. We will also talk about the forces that affect the mental models and mindsets. After discussing the steps to change and the forces that affect us, we will go over the most commonly used mental models and mindsets. We will then try to examine which mental models and mindsets are affecting our employees. Knowing these things will help us transport our employees through this change. Four Steps The four steps for changing our mental models and mindsets according to Wind, Crook, and Gunther (2005). * Understanding power and limits. * Testing relevance against changing environment and generating new ideas as well as creating integrated models. * Overcoming inhibitors by changing infrastructure and thinking. * Changing and implementing...
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