...Personal Ethical Statement Jessica L. Hayes GEN 200 July 16, 2013 F. Francis Personal Ethical Statement I learned a lot by doing the ethical lens inventory. For example, I learned that in order to make clear choices my head and heart have to be in the same place. My preferred ethical lenses are the result lens and reputation lens. People see me as a respectable leader because I am very sensible, and I determine the greater good for each individual. I equally value autonomy and equality, which is why I have two preferred ethical lenses. My ethical lenses also say that I use reasoning to figure out the rules of life, which I consider to be true. I use reasoning to figure out a lot of things that do not necessarily make sense. To be honest I never thought about how I made choices or decisions until I reflected upon the results of my ethical lens inventory. It really put things into perspective. My blind spot is that I am satisfied with too little good or unrealistic role expectations. I tend not to hold people accountable for what they are responsible for, which could be why I settle for too little good. My strengths include experience, tradition, prudence, fortitude, autonomy, optimism, and equality. I think these attributes contribute greatly to my decision-making process. I think it also helps me to be a better person. My strengths help me reason better and make clear choices. My strengths also help me determine what is good for a group setting because I tend to assume...
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...A vital asset in the world today is the organization structure main purpose of job tasks and coordination. Riordan Manufacturing decided to make changes to the company’s customer management system and has left the task up to individual employees to be the consultants. The company has also decided to form a formal system to manage their customer data. By creating this organizational structure managers will control and delegate assignments to employees starting from the top level down. Changing the informal organizational structure that created more than one boss will cease to cause huge confusion among employees. The most effective organizational structure for Riordan Manufacturing to focus on a customer management system would be the functional structure known as the chain of command. The functional structure starts from the top level executives and extends to the lowest echelon with clear understanding on who reports to whom, and only reporting to one person. Then provisional on the level of deciding power Riordan will set rules on the power limits starting from the bottom to the top for chain of command implementation. Organizational planned change can reach company goals rapidly with the managers identifying new outcomes and objectives. Managers will have a group of leaders to oversee the change and gather the progress and view if any recommended changes. Employee’s emotions will be taking into consideration when executing any new implementations necessary to meet the company’s...
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...Team Building and Conflict Strategy Plans, Diversity in the Workplace Michelle Lara-Mooy MGT311 Mr. Gary Winder August 7, 2013 With so many challenges that Riordan Manufacturing is currently facing, it is ideal for them to focus on all of the good things within the corporate structure, as well as any new items currently being worked on. Summarizing team building, it is most definitely vital to ensure the success of all projects, to negotiate and confirm an ideal strategy as they pick the chosen teams to begin their projects. By predicting and analyzing potential issues and following through with interviews and evaluations, management will only then be able to determine strategies for effective team building and can be reassured that operations will run smoothly. We will then be also to determine proper conflict management plans by following suit of those deemed most successful within our organization. With so many options and ways to build a team, considering the benefits and cons is essential in determining what will work best for the corporation. For every option, will come the pros and cons, and determining which weighs heavier in the route the company wants to go, will ensure they are going in the right direction. To begin with, determining what roles everyone will play on the team will help set the precedence for direction, responsibility, and plan of attack. This strategy focusses on assigning roles that are appropriate for the individual. Analyzing...
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...Week Five Reflection Summary MGT/311 Week Five Reflection Summary During week five, diversity in the workplace was the primary focus of our learning objectives. Over the past 60 years, as equality and worker rights have progressed immensely, diversity in the workplace has evolved significantly as well. With this significant change in workforce demographics, managers and employees have made many adjustments to not only accommodate these changes, but find ways to increase the productivity and efficiency in the workplace (Robbins & Judge, 2011). One of the most important elements in ensuring diversity is not only embraced, but capitalized on, is awareness and understanding of its limitless capabilities. Effective managers are able to analyze their workforce accurately and utilize their strengths in a highly productive, collaborative working environment. This summary will provide an overview of the strategies managers often use to manage, monitor and ensure diversity in the workplace. First, diversity management is a way of managing others with an open mind and the ability to know the needs and differences of others. Helping new employees, who are of the minority, become part of the "team" and making sure that the co-workers are helping them will cut down on the high turnover which usually can happen with minorities. There is no reason why they shouldn't feel welcomed and comfortable to stay long-term. Showing fairness to this diverse workforce is a must and cannot...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy Strengths Weaknesses Abilities Of Members Learning their Skills, Knowledge and abilities help staff better teams These abilities can set limits on what members can do and their effectiveness Personalities of Members With the right meshing personalities a team will thrive. Significantly influences behavior, one bad apple can spoil the bunch. Allocation of Roles Placing the Right people in the correct position for work will ensure productivity. Placing a great employee in the wrong position will lower production and moral. Diversity of Members Diversity creates imagination and thought throughout the team. Too much diversity will drive wedges between employees and can promote turnover. Size of the Team Small teams promote group effectiveness. Cohesiveness and mutual accountability decline, social loafing increases, and more people communicate less. Member Preferences If it is an employee’s choice they will work harder. Individualization will play a role when an employee decides they do not belong in a group. 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. For Riordan Manufacturing all of the variables that relate to how teams should be staffed will be taken...
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...Riordan Manufacturing Employee Profile Michael A Jones MGT/311 Bruce Bowring There were three employees that whom were coworkers of mine that participated in a number of self-assessments. These assessments showed results for man different areas including; How well they liked their job, how emotional they were, how engaged they were, their emotional intelligence, how they felt now and if they were a deliberate decision maker. Each employee had different results and each could bring something differently to the organization. However based of the results they may also need additional assessments. My first participant was a 19 year old male named John Indvick. John was pretty new to the army and was just settling in to his new job. As with most new employees John was very satisfied with his new job and was enjoying being able to keep busy all of the time and also being able to work alone when he has the chance. This can show a few things, for one it can show that he may not be a team player and doesn’t really like working as a team. Another issue he had not being able to tell people what to do. This is probably based off the fact that he is new and had to start at the bottom. Because of these findings he may need an additional assessment. The assessment I recommend for him is the goal setting assessment. He wants to succeed and do well and move up in the company. This assessment will allow him to set goals and potentially meet those goals and advance in this organization...
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...Shayna Robledo October 9, 2012 Music 290 The Dirty Heads A few weekends ago, on September 28, 2012, I attended The Dirty Heads (TDH) concert. The concert took place at Senator Theater. The doors opened at 7:30 PM and the concert started at 8:30 PM. The Dirty Heads has a full band. This means that they had a percussionist (Jon Olazabal), a drummer (Matt Ochoa), a bassist (David Foral), a vocalist/guitarist (Dustin “Duddy B”) and a singer/song writer (Jared “Dirty J” Watson). The style of music that they play is reggae with a mix of hip hop, ska punk, and So Cal style. They were the main event but Pyrex and Ease Up also performed during the concert. During the concert, TDH performed a number of amazing songs. My favorite four that they played are as follows; 1. Cabin by The Sea: This was my most favorite song that they played. It is a very mellow and relaxed song. The song is all about having the time of your life by the sea. It’s about relaxing and being yourself around your friends. It’s about expressing yourself and completely being at peace. It paints a picture of a fun night at the beach with your friends and completely being happy. I love that it kept repeating, “Our friends are all around and the storm was an ocean, they say we look better in a black and white photo”. To me, this truly expresses that you don’t have to worry about your troubles at the moment, just take a step back to admire life and have fun and remember it. This song is all about...
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...MGT/311 Change Management and Communication Plan Riordan Manufacturing has recently decided to make a big change to their organization’s customer management plan, changing to a new system will require all employees to use one management system, and will take a deal of planning to implement these changes. To ensure this process goes smoothly it is important to start with a change management plan. When changing management plans one must remember there are many different vital topics to discuss, such as the different power structures within the organization, there are different company characteristics, and strategies to implement many of the changes will be taking place. Next is to discuss the communication plan for the proposed changes to the management plan. Last would be valuable to develop the message based off of everything that has been discussed. Current formal power structure in Riordan Manufacturing is a chain of command. Chain of command power structure has a line of authority that is stretched from the highest-ranking leader in the company down to the lowest; one thing is defining who answers to whom, and who has final say in a situation. The result is a very structured work environment in which each employee understands who they have authority over and who has authority over them. An informal power structure is a team-oriented working environment. One result is a close community that emphasizes teamwork and communication to accomplish tasks, but can also result...
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...MGT 311 ENTIRE COURSE A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=mgt-311-entire-course Visit Our website: http://hwsoloutions.com/ Product Description MGT 311 ENTIRE COURSE, Week 2 Assignment Employee Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary of the team’s discussion. Week 3 Assignment Employee Portfolio Motivation Action Plan You are a manager for...
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...MGT/311 – Final Exam Study Guide Created by ACCNerd.com How to Use this Study Guide – READ ME FIRST The following study guide will NOT have the same exact questions on your test! However, this study guide WILL help you ace the MGT/311 Final Exam. The guide covers the same topics and will help you gain a deeper understanding of the concepts. Best of all, you are guaranteed a score of 90% or higher or your money back! Tip #1: Use CRTL+F to search a related keyword to quickly find the topic you need. Tip #2: If a topic is missing, please email us at support@accnerd.com. We can usually provide immediate custom support during normal business hours. Remember to check out ACCNerd.com for the latest updates! 1. Vera’s job in publishing requires her to seek out new writers. She has chosen a bunch of talented writers, but none of them seem to get chosen for publishing. She thinks this has something to do with conflicts in management. How would you describe Vera’s job attitude? Low job satisfaction. High job involvement Explanation: Vera obviously works very hard at her job, but she gets very little satisfaction because her writers never get published. 2. Julia is a receptionist at a stockbroker’s office. Her boss just came in and chewed her out for no apparent reason. Julia freaks out and slams her iPad in the garbage. What is the cause of Julia’s reaction? Emotion Explanation: Julia was upset by her boss’s actions and let her emotions cause her...
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...Employee Motivation Action Plan MGT/311 University of Phoenix September 29, 2014 Scott Jaeger Professor Julie Morgan University of Phoenix Material Employee Portfolio: Motivation Action Plan * Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | Jennifer | Jennifer is very dissatisfied with her job, She is dissatisfied with her management, but is very happy with her co-workers, leading to the belief that she is not being motivated properly. She is very happy in general, further confirming that belief. She is very emotionally intense, and has a high emotional intelligence score. She has a tendency to make rash decisions. | Given Jennifer’s lack of job satisfaction, specifically with management, she needs a change in motivation. Specifically, she believes that she is not being recognized for the hard work and dedication that she is putting in to the job. So Jennifer needs to be recognized for her work and achievements, to help her even out her negative other-inside experiences with the organization...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | | |A person may give up a win to have power |When a person is losing as a team member | |This consists of a competing strategy that |when meeting a deadline. This happens when |then they will less likely want to help | |has a long term interaction plan that helps|you know you are right even when you make a|with other projects in the future. | |the company gain competitive advantage |fast decision | | |This consists of a calibrating strategy, |Team members try to relate to each other | | |people tend to work together when there is |and understand different views in reaching |May take longer in order to reach a goal as| |conflict and they work as a team to reach a|a solution |a team | |outcome | | | | |When the group is in calibration with each | ...
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...Team E Learning Reflection Week Two MGT / 311 February 6, 2011 Team E Learning Reflection Week One In week three, Team E learned a variety of concepts surrounding organizational behavior. As a team we learned the three the different property groups that a manager may use to determine work groups. We have learned the different types of groups that may be formed that consist of two or more people. We also learned that while in a group conflict may be necessary to use. Finally, we have learned about group development and what is included within group development. When a manager begins the process of deciding to form groups to complete a goal or mission the manager needs to understand the mission or goal. By knowing the mission or goal the manager can then begin the process of determine how to form the group based on the group properties. The different types of group properties that a manager may use are norms, status, size, and cohesiveness to form a group. The norms of a group are usually unspoken rules that govern a group which need to be abided by. Status in a group usually gives guidance on who to follow and who to lead the group so there is no misunderstanding onto who is in charge of the group and who does what for the group. A manager must know how many employees to place in a particular group. The manager would not want to include too few employees to complete a goal that is unrealistic with the size of the group nor have too many employees in a group who may have...
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...Reflection Week 5 MGT/311 May 31, 2012 Andreya Broadway, Cyndee Aguirre, Jason Rhodes This week we learned about diversity in the workplace. Kind of a touchy subject to many, but for team A it was a subject that hit close to home since all three of us have a very large diverse group in our respective workplaces. It is a manager’s job to make sure that groups are diverse in the company. Whether it is age, race, religion, tenure, or ability all of these qualities make up for a powerful combination for success if the manager takes the correct steps. A manager must understand first off what diverse associates he or she has in their environment. Once the manager has completed that step it is on to find out which assets will work best in a group. As described in class during the chapter 2 slides and discussion, every asset of diversity is much needed when assembling a team or group at work. Managing diversity is quite simple if a manager stays on top of it on a regular basis. The three levels of diversity are surface level, deep level, and management level, and all three of these levels are important when a managing diversity groups. It is a commitment that must be closely watched when trying to make sure those diversity trainings are being scheduled, and that steps are being taken to keep diversity in a positive way. Team A discussed that having weekly or monthly trainings and meetings are needed to ensure that the communication channel is used at all times to address...
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...Employee Motivation MGT 311/ Organizational Development Employee Motivation Isaiah It would seem that Isaiah is a workaholic he averages 50 – 75 hours in each work week. Isaiah rarely will take the time off that the company allows him to have in a vacation flex time. Isaiah is making his way through the ranks and is quickly on his way to being promoted to life coach. Isaiah has been with the company for just shy of a year and his motivation comes from self Goal - Setting and Self – Efficacy. In part Isaiah’s Self – Goal Setting involves Flex time and he and another co-worker are job sharing because they are both in school. With the promotion to Life Coach, Isaiah will have a dramatic increase in pay and give him the ability to be able to take the time off that the company is allowing him. Isaiah is very much a team player and will include as many people in the decision making process for things that have impact for the employees. Isaiah has many great ideas for team building and is a very integral part in keeping the morale up in his department for all the employees. Isaiah will create more of a “cozy” home environment that he is more than willing to share with everyone in his department. Isaiah is not one to “gossip” with other employees and is quick to stop the negativity from spreading. The Self-Goal Setting has Isaiah pushing himself harder to achieve the goals of Life Coach and maybe even beyond. Hillary: Hillary has been in...
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