...Communication in organizations encompasses all the means, both formal and informal, by which information is passed up, down, and across the network of managers and employees in a business. These various modes of communication may be used to disseminate official information between employees and management, to exchange hearsay and rumors, or anything in between. The challenge for businesses is to channel these myriad communications so they serve to improve customer relations, bolster employee satisfaction, build knowledge-sharing throughout the organization, and most importantly, enhance the firm's competitiveness. EFFECTIVE VS. INEFFECTIVE COMMUNICATIONS Perhaps the importance of good communication is best understood by considering what things would be like in its absence. For instance, if a company has no mechanism for recording and transmitting special order requests from its customers, and the employees in the sales and fulfillment areas only interact minimally, there's a good chance that when it receives a special request the company will have difficulty delivering what the customer wants. It may even lose the sale as employees grapple with an unusual request the management hasn't prepared them for. Now consider a company going through a merger. Top executives at the merged entity proclaim that there will be thousands of layoffs to boost efficiency, but management is slow to say who will be affected, what the criteria are for deciding who is laid off, and what the...
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...Musa Mubarez MS. Mosher English1010 9 October 2014 Portrait of a Writer Setting lonely in a quiet room, laying down, in a red large couch, with blue pillows all over, each pillow about the size of a small laptop, listening to R&B music, eating cubes of cheese and drinking an orange juice half way filled with ice. Holding a black pen in the hand, tapping it along the song that is playing on the radio, having a piece of paper on the side and facing a red mac laptop as it’s curser is blinking on and off, writing down whatever come to mind then typing and organizing the thoughts to the laptop with the battery at seventy five percent. Typing with all fingers as if there is a race. Looking back and forth from the paper to the laptop. This...
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...March 12, 2015 Subject: Candidate Selection After going through four candidates’ resumes, I would like to recommend Barbara Bunn as our new Senior Technical Writer. My evaluation of candidates and recommendations are as follows. Evaluation of Candidates The first candidate, Byron McWhirter, he has extensive experience in writing and has strong English background. However, he has no relevant working experience with software. The second candidate, Frances Chu, he is proficient with software. This gives him advantages in writing instructions for software use. In addition, he has business education background, which would be valuable for developing manuals for both our students and our school. The third candidate, Bob Watson, he is experienced in developing electronic and hardcopy publications, however, he does all these work at home in a home. Though he also works in a group setting at home, but our position requires employees to work with stuff throughout schools. Moreover, he has no experience dealing with business. Our last candidate, Barbara Bunn, he has business background, great software skills and enough relevant manuals development writing experience. Recommendations It is essential for our new Senior Technical Writer to enough working experience in constructing instructional documents. Barbara was a technical writer for three companies in past years, which indicates that he is familiar with the procedures to establish manuals. Plus, His education information...
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...Employee Portfolio: Management Plan Barbara Mozley February 17, 2014 MGT/311 Organizational Development Steve Broe Employee Portfolio: Management Plan In this summary I will discuss how the series of self-assessments results employees had taken to aid myself in how to manage the employee’s better. With the assessments I have received back from the employee’s, I need to create an Employee Portfolio for each of the employees to help guide in developing ways to best manage them. How might these three employees characteristics affect the performance of the organization and are there any recommendations for additional assessments[?] All in all I believe these three employees’ characteristics have a positive effect on the performance of the organization and are self-motivated, self-actualized employee, and the employee who needs close supervision is when management can provide an environment in which the employee’s enjoy what they do and feel like they have a purpose and have pride in their work. One thing I did notice though is that management does need to help the workers to develop skills for better work performance as well as to be able to advance in the company. Also management needs to give employee's a clear sense of direction of what their job scope is and have a clear picture of what work needs to been done. Management needs to...
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...Case study: Andrew Ryan at VC Brakes 1. Analyze the effectiveness of the approach to change taken at VC Brakes. 2. Was Andrew Ryan effective? What could he have done differently? 3. Should Ryan stay at VC Brakes and continue to help with the TQM initiative? If so, what should he do differently? The approach taken was the right thing to do and in my opinion was well planned. The fact that it didn’t work out however means that it wasn’t the right fit for the organizational culture of VC Brakes. If VC Brakes had no division between the engineers and the rest of the operations I believe the approach would have provided successful results. Andrew Ryan was effective in his original endeavors as the senior manager of the engineering services (ES) team. However I think this question is referring to his task of implementing TQM into VC Brakes, so in that regard no he was not effective. Although TQM had great values Ryan was unable to break the divider between management and lower level employees to make progress with TQM. Lower level employees were said to have some creative and (in my opinion) easy to fix ideas on current operations. For example the box cutters that were standard were said to not be up to par. Although upper management didn’t change the box cutters out for new ones originally Ryan could have told upper management to change the box cutters simply as a way to get employees on board with the idea of implementing TQM. If Ryan had exhausted his efforts to make the change...
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...monthly cash flow at the small business I am currently consulting for, an immediate analysis was needed on the organization’s operational and financial structures. Our small advisory team aimed to complete a corporate examination that would recognize deficiencies and recommend new practices that would ultimately lay the framework for future success and stability. In the end, discoveries were presented and discussed with the President of the firm and goals were established. The change principles were then relayed to the other members of the management group, who were invited to share their vision and views, however, these principles were met with conflict and friction. Previously, company wide decisions were made by these few individuals in senior management. Regrettably, these corporate leaders did not have the wherewithal to forecast the effects of their decisions, as they did not have an actual pulse on the company’s revenue streams or any firm idea of business management. They implemented frameworks, made hiring decisions and purchases that did not add to the bottom line nor prove to create any return on investment. To the growing detriment of the firm, these individuals were given free reign by the President to operate under lax structures. The subsequent recommendations of our analysis moved to create greater transparency, fostering increased accountability in decision making as well as a reworked pay scale allowing for a larger operational balance at the end of each month...
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...lack of effective communication skills while engaging with employees. Effective communication skills can increase productivity among employees and create a healthy work environment. Ms. Harris is a successful manager of a relatively new division bringing in $40 million business deals. Ms. Harris has been an excellent asset to the company; she is hard working and is looking to move up. Although Ms. Harris has made great achievements in her life, she has poor communication skills with her employees. Her employees have stated that she is curt, sometimes defensive and overwhelming with facts. This makes Ms. Harris unapproachable and hard to work for. Employees feel that they are being talked down to. Ms. Harris is frustrated with senior management’s lack of attention to her successful division. Ms. Harris has many assumptions about management and their reasoning for overlooking her division. Ms. Harris feels she is being discriminated against racially and by gender. Furthermore, Ms. Harris does not know that her employees find her difficult to work with. Most importantly, upper manager is focused on numbers rather than creating a productive and open work environment. Ms. Harris and upper management decided for her to continue to stay in the division because she can identify with changing demographics and bring a different perspective to the business. Sadly, no plan has been designed or implemented by upper management to lessen Ms. Harris’s frustration. In turn, her frustration...
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...The excerpt from Natalie Goldberg’s “Writing Down the Bones” emphasizes writing as a perennial developmental process that requires commitment to reach the goal of becoming an adept writer. I liked the fact that Goldberg recognizes the various problems a budding writer faces such as mistrust of one’s own instinct, impatience, aggression, and fear of revealing true emotions. She provides a good solution to the problems she recognizes by advising that a writer should embrace and release his emotions if he wants to write something that resonates with the man inside and will ultimately convey his feelings unto his readers. The excerpt from Betsy Lerner’s “The Forest for the Trees” showcased the journey a writer makes to stardom, the misconceptions...
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...MEMO The memo will both summarize and analyze the information obtained in my interview with NAME, Senior Lecturer and Assistant to the Chair of the Department of Mathematical Sciences at IUPUI, regarding professional writing skills used in her particular workplace. I will also outline the personal goals I have set for my own writing. Interview Summary According to NAME, the two most important characteristics of effectively written documents are clarity and concision. Always a mathematician, she believes sound, logical arguments are the keys to achieving this in her writing. This practice helps her eliminate wordiness and omit superfluous information as well as achieve brevity in her overall document. Keeping her documents brief and to the point, she says, is a sign of respect toward her readers and their valuable time. Sound arguments also help ensure that readers will be able to follow her thought process and arrive at the conclusion she desires. NAME writes for many different audiences, often with varying levels of knowledge. These may include the department chair, faculty and occasionally staff from other units. It is important, she says, to keep the needs of the readers in mind. Even readers with the highest level of knowledge about a subject need to be kept informed about changes and advancements. She also advises that writers remember that documents are often passed along to other readers (perhaps outside the intended audience). She feels it is important...
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...writing is about telling the truth. Telling the truth in an interesting way is not as easy as it seems. Most lose faith. Their sense of self and story shatters in crumbles to the ground. Commonly her students will show up for the first day of the workshop looking like bright ducklings who will follow her anywhere, but by the time the second class rolls around, they look at her as if the relationship is definitely off (Lamott 95). Lamott tips on writing what is real will help me stay focused on writing about my own true stories, because the work won’t have be made up. You don’t have to keep digging and digging trying to make your fake story real, real stories sometimes may sound fake but they real and more interesting then your fake stories. My senior year of high school my English Teacher gave the class a writing assignment to write about a true story in your life. I wanted my story to sound the best, so I made my story up. The story was about a ghost encounter in Colorado, it...
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...WRITING AS MEDIUM Why do I write? First, I write because I have feelings that are sometimes well said when written. You see, I used to be that someone who is really not outspoken. I keep almost all my thoughts to myself that sometimes, when I get the chance to say it, It gets tangled up making it harder to express. I used to consider writing as my way of letting it all out. As if writing is my refuge. When I was in high school, every time I feel down, I write my emotions to my notebooks. Sometimes when I feel intensely sad, I grab any notebook near me and write on it. I even cry while I write. Nowadays, I no longer feel the same way and as I read through my “diaries”, I never would’ve realized how emotional I was during those days. I also use writing as a way to record my life because I love travelling down memory lane. I love taking time reading through my “diaries” and see myself during that exact time. Like when mom and I had a fight, I wrote with such strength that my pen ran through the paper like a knife. There are also times when I feel too happy that I write with the most beautiful hand writing I could ever produce. Such times tell me that I could be extreme. I would like to call those days as my transition period. The time when I hit rough waters just to get to whom I am now. From the past me who was too introverted to the present me who am a little less introverted and a little more outspoken. Writing really makes a big contribution to my growth. But, I seldom...
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...In the article Women in Management in America, women are highly under-represented in upper-level management in many U.S. companies and are also making less than men performing the same types of jobs. The article explains that the glass ceiling is one of the main barriers preventing women from reaching upper management positions. The barrier has been around for many years, but women are starting to break the glass ceiling. There are some companies that are beginning to recognize that women bring a wealth of talent and expertise to the table and they are exploring this talent and giving them opportunities at upper level management positions. Using the White House as evidence, we currently have Secretary of State Hillary Clinton in one of the most powerful positions in the world. The article also brought up some specific barriers to women's advancement in the workplace. Training, career development, promotion, compensation, "old boy network" and discrimination. Discrimination was on the top of the list, however it has existed for many years in the United States. Congress has over the years passed various statues to address the situation. One of the most important federal statutes that deal with discrimination is the Civil Right Act of 1964 (Fogliasso, 2011). In the training area where women wanted to gain knowlwedge for the next level they were just not given the training, so without the training and experience women would often be passed over for upper management...
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...possess, the glass ceiling still continue to exist in organizations that are male dominating and find it difficult to break into management. The purpose of this research is to identify the barriers that exists impeding women’s career progression in the fire service and to make recommendations that the St. Lucia Fire Service may implement to increase capacity in senior management level. It is important for women to be part of senior management since women currently make a proportionally larger percentage at the workplace and also because the government has established that in any form of recruitment into the fire service, women should make up twenty percent of the capacity. This research examined how the concept of the glass ceiling is unavoidable in the fire service. Two stages of data collection and analysis were carried out. By using descriptive research the status of women in the fire service will be presented. A questionnaire was developed and delivered to two hundred fire personnel. An analysis of answers from the questionnaire was analyzed to assess the opinions about the impact of females on promotions to senior management. To continue) Introduction Although women in management are becoming more visible yet inequalities exist, the glass ceiling continues to affect women in the workplace. According to Sage Reference n.d, “the glass ceiling is the invisible barrier that have kept women from promotion to upper management and other leadership positions in the business...
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...본 연구는 고객만족을 달성하기 위해서는 판매원의 고객지향성이 전제되어야 한다는 가정에서 출발하였다. 판매원의 고객지향성에 관해서는 기존연구가 부족하였으며, 특히 실증적인 연구가 이루어지지 않았다, 지수개발의 첫 단계로서 판매원 고객지향성의 개념을 기존문헌들의 고찰, 전문가와의 면담, 연구자의 추론을 바탕으로 재정립하였다. 그 결과 판매원의 고객지향성은 마케팅 컨셉트의 실천적 요소, 인간적 요소, 시간적 요소, 비용적 요소 및 기술적 요소의 5개 차원으로 정리되었다. 고객지향지수 측정을 목적으로 총 39개 문항이 개발되었는데 척도정화의 과정을 거쳐 최종 22개 문항으로 정리되었다. 척도정화과정에서 마케팅 실천적 요소는 신념적 요소와 고객응대적 요소 두 개의 하위개념으로 분리되었다. 고객지향지수의 인덱스로서의 가치를 높이기 위해 구성요소간의 가중치를 회귀분석을 통해 구한 후, 가중치가 부여된 구성요소간의 선형결합으로 이루어진 함수가 본 연구에서 도출한 고객지향지수(COIS: Customer Orientation Index of Salesperson)이다. COIS의 특성을 관찰하고 진단도구로서 활용할 목적으로 COIS와 판매원 성과와의 상관관계를 분석하였다. 이를 위해 조정변수를 도입했는데, 그 내용은 판매원과 고객간의 관계의 질(RQ: Relationship Quality), 미래거래에 대한 기대(AFI: Anticipation for Future Interactions), 판매원의 전문성(SE: Salesperson Expertise) 등 세 변수이다. 하위집단 회귀분석을 해본 결과 세 변수들은 모두 조정변수의 역할을 하는 것으로 판명되었다. 즉, 관계의 질이 높은 상황에서는 고객지향성과 성과간에는 정의 관계가 존재하나, 관계의 질이 낮은 상황에서는 부의 상관관계를 보였다. 미래거래에 대한 기대에 관해서도 그 기대가 높은 상황에서는 고객지향성과 성과간에 정의 상관관계를 보였으나, 기대가 낮은 상황에서는 부의 상관관계를 나타냈다. 판매원의 전문성과 관련해서는, 전문성이 높은 판매원의 경우에는 고객지향성과 성과간에 정의 상관관계를 가지고, 전문성이 낮은 판매원의 경우에는 부의 상관관계를 가지는 것으로 나타났다. 이러한 결과를 놓고 볼 때, 판매원의 고객지향성이 높다고 해서 반드시 높은 성과를 기대할 수 없다는 사실이 발견되었다. 따라서, 판매원의 고객지향성과 성과의 관계를 설명하는 데 있어서는 조건부 틀이 보다 적합함을 알 수 있다. 연구결과를 바탕으로 판매원 관리의 진단도구를 개발하였다. 첫째, 판매원 포트폴리오 개념으로서 고객지향성과 성과를 기준으로 한 매트릭스를 통해서 판매원 집단의 건전성을 진단해 볼 수 있었다. 또한 각 유형별로 바람직한 포트폴리오를 구성하기 위한 전략적 대안을 제시하였다. 둘째, 판매원 배치 모형을 개발하였다. 고객지향 욕구지수를 도입하여 B2B 영업 등 특수부문에 어떤 판매원을 배치하여야 하는 가에 대한 해답을...
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...Assignment 2014 Cost & Management Accounting Assignment # 1 Prepared by: ASAD AMIN Roll no: 11108124 Section: B Submitted to: Sir Hassan Jabbar Explain the relative merits of the top-down and bottom-up approaches to budget setting? Budgeting Budgeting is a formal process in which a company's expenses and revenues are planned for the future. Top down and bottom up are two most common budgeting techniques. In the top-down approach, upper management prepares budgets with no input from employees or lower-level managers. In the bottom-up budgeting approach, managers and employees at the department level prepare budgets for their individual departments. A final, organizational budget is prepared by consolidating all individual, department budgets. The relative merits of Top-Down Budgeting Financial Control * When upper management evaluates a company's overall financial needs and compares the needs to projected revenues for a year, it gets a clear picture of how much money it can reasonably allocate to different areas. Decisions are made about where finances will have the most positive impact and staffers are given directives on what they have to work with. This approach allows upper managers to maintain complete financial...
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