...be in an organization, and its main concern is on the people’s management within the organization. There are various reasons why Human Resource management need to be associated with strategic planning. First, it helps in organizational development. Strategic planning often encounters some changes in their processes and also in their system according to their places of work. Even though many individuals are aware of the issues happening in their departments, HR folks have the knowledge of the changes being experienced in the whole wide company (Storey, 2014). Nevertheless, they will be in a position to communicate with the HR issues with a special perception of how changes may affect the processes and systems which are already in place. Secondly, HRF helps in training and development which will be needed at some point in the strategic growth. HRF provides any input that will be required by the organization to achieve its goals. Also, HRF also helps in selection and staffing. When goals are set in an organization it’s the people, who work towards achieving this goal. When the right people are in the right places, it’s very important and when there is any need to hire new personnel getting the right people are recommended, and the human resource management helps in doing this. Human resource management within the organization may be affected by global conditions. These may include the labor market. Labor market is the geographic area where the organization recruit’s...
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...selected foundational philosophy of management theory to that of a more modern one. The comparison will entail a personal understanding of the evolution of management thought as it is represented in the philosophies under analysis. Personal view would indicate or relate the thought that “I believe that the task of any theory of managing is to produce generalizations that are actionable by managers in everyday life and that as managers use such generalizations, they create opportunities for robust tests of their validity. The business of science and the business of managing are not separable” (Argyrols, 1996, p. ?). While personal reflection shows that each chosen theory can correlate into the business world of today, as commonalities can be examined, each hold a number of differences that illuminates the individuality of the theory and the times in which the theory originated or was prominent. For this paper there will be a look into organization theory in part as portrayed by Peter Drucker from a modern perspective and a science management theory as devised by Frederick Taylor. In today’s organizational society there is a push for organizations to become more in line with a true learning organization, which essentially separates from the more mainstream or traditional authoritarian and controlling philosophy to that of a behavioral philosophy consisting of: personal clarification of one’s vision and viewpoints centered on objectivity; team learning, collective thinking...
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...a. its intents b. its philosophy c. its relation to education d. application e. conclusion Answers: Among the different leadership styles, I have chosen the transformational leadership. From its name itself "Transformational" it pictures a type of leadership style that leads to positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well. Here are some other good points of this leadership style that leads me in choosing it. a. Intents Change is one of the primary motives behind transformational leadership. According to Daft (2008), transformational leadership is “characterized by the ability to bring about significant change in followers and the organization” (p. 356). These types of leaders intend to stimulate the growth and development of their followers, their organizations, and themselves. When transformational leaders look at their followers, they see the next generation of leaders. Transformational leadership aims to stimulate and inspire followers to reach beyond what they thought possible and elicit extraordinary results. It looks to achieve true commitment and involvement from the follower by involving his or her self-worth in the work. Transformational leadership requires change to be implemented and sustained in an organization. Rather than demonstration...
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... 2014 Tina R. Walker Performance Management Framework Performance Management is what an organization puts in place to ensure they are successful and stay in front of their competitors. Managing performance is the most critical task of any executive or manager. When organizations are able to succeed at this task, their performance management processes will allow for communication of their strategies, measurements, reporting and monitoring of progress in order to manage and improve business performance. You can define Performance Management as a set of processes, usually supported by information technology, which is used to improve the strategic decisions people make every day. The quality of employee’s decisions will separate successful companies from the rest. Aligning Organizational Business Strategy Businesses strategies are created to track the means in which a business sets out to achieve its desired goals. It can be simply put as long-term business planning. It is typical for a business strategy to cover a period of about 3-5 years. A business strategy is focused on the major resource that will be used to ensure business will be able to perform adequately. Strategies also consider what products to allocate major resources to and how much product will need to be used. Performance Management, strategic and business goals should coincide and flow throughout the organization. Employees should easily observe a direct link between what they must accomplish and the organization’s...
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...Personal Philosophy “Leaders become great, not because of their power, but because of their ability to empower others.” John Maxwell. Leadership Philosophy requires a consistent action and fair behavior to be a good leader. Our perception of the environment is part of our personal philosophy. How we interpret and understand each event in our life affect the way we react in different situations. Commitment and effectiveness are ultimately the qualities that determine our leadership philosophy. How we behave is affected daily by our thoughts and should be reflected in the way we respond to situations both at home or work. Leadership is necessary to develop our potential as professionals. We need to maintain a strong conviction to our values and profession to achieve success as a leader. Keeping a clear vision of the future and knowing yourself is vital for assuming a leadership role. My personal philosophy of leadership is to set an example by treating people, as I would like to be treated, and listening actively to their opinion to communicate effectively. A leader should be just, respectful, and responsible while handling problems in a democratic way. Doing so will show confidence and earn the respect of employees. As a leader you need to implement changes effectively by help employees handle them in the work area. For all the above, I acknowledge that I have a personal philosophy of leadership. I am a leader who wants the best for employees, so we can advance the future...
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...culture of an organization or group to which you have belonged or for which you have worked. Be sure to explain both the positive and negative aspects of the culture and the effect that it had on you as a person. Justify your answers with research, examples and reasoning. Along with the process of international economic integration, and business in general, as well as the Commercial Bank of Vietnam, including Vietnam Export Import Bank (EximBank), has been facing many challenges , especially when Vietnam became an official member of the world trade Organization (WTO). There is a general difficulty that commercial banking system Vietnam experience, there is not a lot of experience, lack of qualified personnel, and lack of staff to do work, although it is not among few people are trained from major universities... The question is that Eximbank need to be not left behind, to strive. The experience of our country as well as countries that economic development can’t be sustainable if based on cultural background. Within the scope of this article, please set up the solution to build and develop the corporate culture in the network. Need to create a business philosophy, philosophy of private enterprise This job is very important because it is the tool orientation and strategic management, as a means of education and human resource development of EximBank. Through understanding is known, the business philosophy of philosophy for personal and business philosophy applied to business...
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...Kao Corporation - The transformation of a Company to a University ABSTRACT : Kao Corporation has thrown open the organization and its people to the invigorating force of continuous learning. It recognizes the need to view the company as an educational institution and recognize that competitive advantage flows from people’s ability to constantly enhance their knowledge and skills. Formal classroom education is only a part of the continuing learning process although an important one. The more difficult part of redesigning a company as a learning centre is to reshape its work methods, information flows and management processes to create self development opportunities for people within their daily routines. The case further deliberates that for maximizing short term static efficiency, most companies have been designed to extract as much value as possible from all their assets including people. In this way they have sacrificed the long-term dynamic efficiencies that come from continuously enhancing and upgrading the capabilities of individuals so as to enable them to create new value. What set of attributes does Kao Corporation posses that differentiates itself from other companies. Basically Kao Corporation is a learning organization which not only “ learned” but “learnt how to learn”. The following attributes exhibited defines the characteristic of a learning organization as exemplified by Kao Corporation- continuing education ,creating a sense of stretch ,organizational fit and disequilibrium...
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...(1990), the definition of a learning organization is “a place where people continually expand their capacity to create results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn”. The main objective of this essay is to focus on the importance of the role of learning organizations and the methods in which they help in enhancing the performance of the organization as a whole. This is because the learning organization concept has been broadened and widely used by modern organizations and modern cultures. To begin with, this essay will start by focusing on the clarification of the idea of the learning organization philosophy, and will extend to critically explaining all of its advantages and disadvantages with the help of organizational examples and how the philosophy has been considered as being able to enhance an organization’s overall performance and will be concluded by providing recommendations for the managers of organizations. The learning organization approach has been popular since the 1990’s, and still stands as being one of the most talked about management theories in the business world nowadays (Marrapodi, 2003). Learning is an essential key to success in organizations and this is because learning aids the workforce of an organization in developing new skills. Without implementing the learning concept in an organization, both businesses and employees...
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...My leadership philosophy defines who I am as a leader, and it has developed over my past 11 years as a Non Commissioned Officer. I have seen examples of leaders I want to be like and examples of leaders I do not want to emulate. My leadership philosophy has also carried over to my civilian career where supervise, train, and evaluate a staff of ten individuals. As a leader, it is critical to know what is important to me, so I can communicate my expectations to my subordinates. I also believe it is of utmost importance for my staff to know my leadership philosophy. They should know what I value. Even if my subordinates do not share the same philosophy, it helps us to have a better understanding and respect for each other. The four values that sum up what is important to me are respect, learning, staff...
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...Philosophers’ Matrix and Analysis Philosophers | Classroom Engagement | Teaching and Learning | Parent or Community Involvement | Student social or emotional support | Confucius(551-479 BCE) | Cultivation of character, through observation, study and reflective thought. | Rote learning and memorization. | Parents working with child in the home setting continuing the skills of rote learning at home. | Students work asa group, think as a group therefore gaining social and emotional support from one another. | John Locke(1632-1704) | Skills and knowledge are gained by examples and practicing. | Learning by example through motivation simulated by the teacher. Not learning just reading, writing and math, but also virtue and wisdom. | Parents and community leading by example through showing respect and values to all students. | Social and emotional support incorporated through parent and teacher involvement with students. | John Dewey(1859-1952) | Content must be presented in a way that allows the student to relate the information to prior experiences, thus deepening the connection with this new knowledge. | Focus on learning by implementing “hands-on” activities. Strongly emphasizes the teacher’s role as being a “facilitator or guide”. | Encouraged parents to be an active part in their children’s education. | Felt strongly that school itself was a social organization. | Maria Montessori(1870-1952) | Adapt the environment, to link the child through well-thought-out lessons...
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...MODULE IN ED 740-CURRICULUM DESIGN AND DEVELOPMENT BY FIRMA CACCAM VIRAY, Ph. D. Professor And ESTRELITA TOLENTINO GAMIT, Ph.D. Asso. Professor OPEN UNIVERSITY CENTRAL LUZON STATE UNIVERSITY SCIENCE CITY OF MUNOZ, NUEVA ECIJA PHILIPPINES INTRODUCTION The excellence in the program in any institution reflects the quality of program planning and development. Education is no exception: the quality of individual school programs varies quite directly with the quality of program planning. The programs of individual schools, classrooms and of individual students usually mirror distinctly the nature and extent of the planning and development of these programs by teacher and students (Saylor and Alexander, 1966). Curriculum development is a complex undertaking. Its complexity and difficulty are perhaps heightened by the usual absence of a set of clear ideas or models and planning and the how and theory of curriculum planning and development (Beauchamp, 1961). ASSUMPTIONS OF CURRICULUM PLANNING (Saylor and Alexander, 1966) 1. Quality in educational program has priority in educational goals. 2. The curriculum itself must be dynamic and ever changing as new developments and needs in our society arise. 3. The process of curriculum planning must be continuous, not limited and must be dynamic. 4. No master curriculum plans will serve all schools. 5. Many individuals participate in curriculum planning. 6. Procedures of curriculum planning...
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...management philosophy using five different articles or books that have been published within the last five years in academic literature. Furthermore, a matrix will be included to depict the similarities and differences among the five different articles or books. The management philosophy that this author prefers centers on the learning organization. The learning organization is not a new concept however, it did not become popular until the 1990s when organizations begin to realize that in order to be successful well into the future they had to embrace new ways of thinking instead of hanging onto the old ways of thinking. A learning organization is able to continuously experiment and improve its capabilities by enabling individuals within the organization to identify and solve problems. Therefore, the organization is able to enhance its capacity to grow, learn, and adapt its culture. Furthermore, the organization will gain new knowledge and insights. By comparing the articles this author believes that there is no universal definition of a learning organization and that there are multiple viewpoints surrounding the characteristics of this type of organization. The remainder of this paper is organized as follows: a discussion that focuses on the varying definitions of a learning organization and multiple viewpoints related to the characteristics of learning organizations. Discussion: Definition of a Learning Organization Organizational practitioners define the term “learning organization”...
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...Philosophy is known as human knowledge, how we perceive it and how we think clear critical thoughts while seeking the solutions. Philosophy can be our way of beliefs and values, and how we consider making our choices. Although it is said that there is no simple answer to what is the true meaning of philosophy. To define Philosophy one must answer the question where does the word Philosophy derive from. The word Philosophy derives from the Greek. Its meaning is from two Greek words Philein, which means to love and Sophia, which means knowledge or wisdom. Philosophy was invented by the Greeks, they believed that any person who seeks knowledge; is a philosopher. We become engaged in philosophy every day, whether knowingly, or unknowingly. When someone asks us “what do we want for dinner? Or who do we think will win tonight’s game?” we are becoming engaged in philosophy. Throughout life we have all thought long and hard about a decision we made, in doing so we have thought philosophically. It is said that a philosophical question cannot be answered in any straightforward manner; this is a common misconception. Many other misconceptions exist, such as that philosophy never makes any progress. Progress can come in any form of a question not just in the answer like, partial answers, questions unanswered and question clarified and subdivided these are all progress. There are also misconceptions in which one opinion is as good as the next or that truth is relative. To comprehend philosophy...
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...became a learning organization – what changes in structure, labor practices and especially management philosophy made NUMMI more competitive that the GM plant that it replaced? How do the different parts of the system support each other? 207 words NUMMI became a consummately adaptive enterprise. The leadership at NUMMI realized the importance of “Creative Tension”. They were true in their assessment in judging the current reality as well as very clear in the vision of where they wanted to be in the future. The managers at NUMMI took on the roles of designers, teachers as well as stewards thus creating an ambiance of shared responsibility and mutual respect. The corporate philosophy of the company changed to be customer centric. Service to its customers was considered as of paramount importance followed by service to its employees. The labors at the plant felt a sense of ownership and pride not only in the work they performed but also in the overall growth of the company. The hierarchical structure in the company was changed to be more flatter organization in which the opinions of the lowest members of the organization were also recognized for the benefit of the company. There was a culture of discipline and long term visibility of the firm shared among the employees of the firm. The management at NUMMI realized that the long term sustainability of the company could only be achieved by the process of continued learning, or something referred to as “learning organization”. ...
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...GE Case Strategic Solution The inherited Problems When Jack Welch inherited the company in 1981, the economic conditions were really tough. The US economy had slid into a recession, the interest rates were high and strength of the dollar made the problems even worse. At that GE was a huge conglomerate of various companies with 43 strategic divisions and 190 departments. Transformational Change Jack wanted a leaner structure and therefore set a very clear agenda for the company. His philosophy was if the business division was not either number 1 or 2 in the market then it should be sold. Therefore his philosophy of fix, close and sell pervaded the entire organization and eventually led to selling of over 200 divisions between 1981 and 1990. Although these divisions comprised on 25% sales of the parent company, however their relative non-performance in the market led to their selling. The company was able to free$11 billion capital and invested double the amount in making profitable acquisitions. The company bought Westinghouse Lighthouse, Employer’s reinsurance etc. In an effort to make the company leaner, Welch reduced the strategic planning staff to half, abolished the strategic planning system staff and the corporate planning staff. Welch also introduced an external market based performance approach as approach to a more lax internal performance approach. The sales, margins were now compared with the competition. The delayering of the organizational structure...
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