...Citizen Citizen’s Charters- A Handbook A Publication of the Government of India Ministry of Personnel, Public Grievances and Pensions Department of Administrative Reforms and Public Grievances New Delhi, India Contents Sl.No. 1 The Citizen’s Charters : Indian Experience Basic Concept, Origin and Principles The International Scene The Indian Scene Comprehensive Website on Citizen’s Charter Exemplary Implementation of the Citizen’s Charter Evaluation of Citizen’s Charter Compendium on Citizen’s Charters in Government of India Regional Seminars Capacity-Building workshops Department-Specific Workshops Information and Facilitation Counters(IFCs) Problems faced in Implementing the Charters goicharters.nic.in/cchandbook.htm 1/45 Page No. 1 10/21/13 Citizen Lessons Learnt Future Vision: Development of Charter Mark II Formulation of Citizen’s Charter Rationale of a Citizen’s Charter Components of a Citizen’s Charter Formulation of Citizen’s Charters: A Road Map Citizen’s Charters-Model Guidelines Citizen’s Charters-General Structure Guidelines Dos and Don’t for Implementing the Charters What Makes a Good Charters Things to Remember A Model Format for Citizen’s Charter 9 III Duties and Responsibilities of Nodal Officers Duties and Responsibilities of Nodal Officers of Citizen’s charter in Central/State Governments/Ministries/ Departments/Public Sector Undertakings/Organisations for Formulation and Implementation of Citizen’s Charters 14 Evaluation...
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...Analysis of the Team Charter The team charter is something brand new to me. It is something that I believe that has been one of the missing components of past group work. I view it as a type of contract with my classmates as something I agree to in completing the group work assignments, and something that states my responsibilities as a team member. Each team member has different strengths and weaknesses and in developing group chemistry, this is something of extreme importance to consider. After taking the Jungian Personality Assessment, I learned about myself and my classmates, that we all have strengths and weaknesses, including listening skills and how much we trust one another. In considering these scores, it is going to strengthen our team charter and the understanding of one another to know who is best suited for what position within the group, and the types of responsibilities that should be assigned to that person. Someone that is a good listener is someone who should collect and take a log about what the team decides. They are a good “right hand” to the leader of the group, and in listening to other team members, they can mediate between those that may not have good listening skills. Many times, this is a reason that group work can be a struggle and sometimes, ultimately a failure. A failure to see another teammates side in an assignment, may lead to a one sided, or even only partially developed idea. It may also lead to misdirection. If the leader of...
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...Analysis of Team Charter: Explain how, considering your team members’ individual differences, you must use your team charter to improve performance. Analysis of Team Charter: Explain how, considering your team members’ individual differences, you must use your team charter to improve performance. “Team” comprises a group of people linked in for a common purpose. In a smoothly functional team, every member contributes towards the desired team goal. Each member of the team is different from the other member in various qualities. Sometimes team members move away from the teams goal roadmap and thus the need for Team Charter arises. “Team Charters” are written documents which defines the team’s mission, vision and objectives. With a lot of diversity in the group, it is not easy to move forward in a team without the proper direction, objective and guidelines. Thus our team charter would be used as a tool to reach the desired project goals, provide a constructive learning experience and resolve the any potential conflicts that may arise. Below is the table showing the results of the self assessments for all the team members. Self Assessment analysis of Team Members | Team MemberNames | Jungian Personality Types | Trust Levels(1-5) | Listening Skills(15-75) | Christy Weaver | ENFJ | 3 | 36 | Fahad Baig | INTP | 1 | 55 | Jeff Rule | ESFJ | 1 | 42 | Monica Kumar | ISTJ | 3 | 46 | Ruchi Chitral | ESFP | 2 | 51 | Stacey Cohen | ESFP | 5 | 45 | ...
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...Analysis of a Team Charter MGMT/521 Analysis of a Team Charter Implementing a team charter is strategic when collaborating, merging, and managing individual differences and similarities. The charter is a guide for a team of peers to follow and acknowledge while considering the team’s personality types, listening skills, and trust levels. The charter will develop and enhance the quality of collective performance within the group throughout the course. Ground rules, guidelines, expectations for time management, involvement, ensuring fair and even contribution, collaboration, and special considerations are set as parameters for the charter. Individual assessments evaluate team trust levels. “This instrument was designed to test your faith in people. Scores will range from 1 (high faith) to 5 (low faith)” (Pearson Prentice Hall, 2007). Collectively, scores for Team E range from one to three. Significantly, scores of medium to high faith prevailed, establishing cohesion. Analysis and interpretation of the listening skills assessment suggests “Effective communicators have developed good listening skills. This instrument is designed to provide you with some insights into your listening skills” (Pearson Prentice Hall, 2007). Results from this assessment confirm the majority have honed listening skills, an essential element in collaborating and cooperating. Evaluation of interpersonal perceptions verifies conclusive evidence for improved success. Friendliness, interpersonal...
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...Running head: Analysis of Team Charter Analysis of Team Charter Analysis of Team Charter Analysis of Team Charter The five members of Team A have similarities that provide for a solid framework to develop a functioning team. The design of the learning team charter provides a map for each member to discover individual strengths and weaknesses to share with the team. This tool establishes the action plan for the team and provides a map for success. Learning team charter The learning team charter (LTC) is broken down into for The LTC is made up of four segments: individuals skill inventory, team goals, ground rules, and conflict management. Under each section, specific inquiries relating to one of the four topics help the team member isolate his or her goals that pertain to the team. Rules and guidelines The LTC established three simple rules for Team A to follow: open communication, accountability for individual actions, and full participation in every project. These simple rules provided the framework necessary to accomplish Team A's goals. Expectations The trust assessment provided insight to each member's ability to trust others. This key element helped the team to determine if any member would not be able to trust the others to complete his or her portions and lead the effectively. The expectations for Team A is a high final grade and trust is an important part of achieving this goal. Fair play Team A selected a leader for the team. This...
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...Running head: Analysis of Team Charter Analysis of Team Charter MGT/521 October 25, 2010 Olivia Herriford Analysis of Team Charter Analysis of Team Charter The five members of Team A have similarities that provide for a solid framework to develop a functioning team. The design of the learning team charter provides a map for each member to discover individual strengths and weaknesses to share with the team. This tool establishes the action plan for the team and provides a map for success. Learning team charter The learning team charter (LTC) is broken down into for The LTC is made up of four segments: individuals skill inventory, team goals, ground rules, and conflict management. Under each section, specific inquiries relating to one of the four topics help the team member isolate his or her goals that pertain to the team. Rules and guidelines The LTC established three simple rules for Team A to follow: open communication, accountability for individual actions, and full participation in every project. These simple rules provided the framework necessary to accomplish Team A's goals. Expectations The trust assessment provided insight to each member's ability to trust others. This key element helped the team to determine if any member would not be able to trust the others to complete his or her portions and lead the effectively. The expectations for Team A is a high final grade and trust is an important part of achieving this goal. Fair play ...
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...Analysis of Team Charter Kenisha Thompson MGT/521 Management Dr. Gail A Zwart November 21, 2010 Analysis of Team Charter Paper Introduction At University of Phoenix (UOP), a learning team is essential to the success of studying and is a requirement for all classes. The Online Learning Systems or OLS provides students with a unique way to learn and to attain a Graduate or Undergraduate degree. One of the requirements of studying at University of Phoenix via the OLS is to work in a Learning team. A Learning Team consists of three to six students working together to complete assignments and to learn from each other’s experiences and knowledge. Each team members bring to the team his or her unique skills, knowledge, background and experiences to contribute to the Learning Team’s assignments and eventual success. As a result of the vast differences in the makeup of the team, teammate must first learn about each other, and a sure way to do this, is by creating a Learning Team Charter. A learning team charter can help the team to improve performance, in despite, the personality types, listening skills and the level of trusts each teammate has. Personality Types There are five members on the team and four different personality types. The four personality types are ENTP, ENTJ, ESTJ, and INTP. According to the individual personality results, four of the team members are extroverted and one introverted. The second part of the test concluded that four members...
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...Running head: ANALYSIS OF TEAM CHARTER Analysis of Team Charter University of Phoenix Management MGT521 Abstract Learning teams are used by University of Phoenix to benefit working adults in sharing practical knowledge from work and life experiences. The charter gives a guide throughout the course that will enable a team to work cohesive. Ground rules and guidelines were set, team member skills, expectations for time management and involvement, ensure fair and even contribution and collaboration, and special considerations. We performed computerized assessments and used results to determine how well we worked per out team charter. Analysis of Team Charter The Jungian 16-Type Personality assessment (Pearson Education, 2007e) was taken by each of our team members. The members include Kim , Alexandra , Amique , Morgan , and . The personality classifications were as follows: Kim-INFJ, Alexandra-INTJ, Amique-ENTJ, Morgan-ENTJ, and Debbie-ENFJ. The first letter refers to being extroverted or introverted. The second letter refers to being sensing or intuitive. All five of the team members were intuitive. Thinking or feeling refers to the third letter. We have two members who are feeling and three who are thinkers. The fourth letter P or J is referencing perceiving or judging. Again all five members are judging. According to the analysis and interpretation a possible career choice for Kim is psychologist, librarian, drama teacher, novelist, or human resources...
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...Analysis of Team Charter MGT/521 Analysis of Team Charter Team charters are important tools that define the purpose, organization, and the expectations of each team member are. Team charters are maps that aid team members to understand the process that will occur when groups are form to work to achieve a specific goal. Also is a document generated at the beginning of the journey to ensure all members are clear of the direction the team is moving and provide guidance when the team is out of focus. The team charter sets down the general expectations and guidelines for members of the team. Previous research has suggested that team charters can pay dividends in terms of more effective team performance over time (Mathieu & Rapp, 2009, p. 90-103). If we want to be successful and work efficiently as a team we need to know each other personally and professionally to understand how each of the team members work. Understands and evaluate our strengths and weaknesses to supplement each other abilities and virtues. We can start to know each other by completing the self-assessment available on University of Phoenix student website. Once we take the self-assessment we will discuss each team member results to identify skills, capabilities, and interests. The Jungian 16-type personality assessment is an excellent tool we can use to determine each team member personality and how can we best fit into our team. When each team member finished his or her assessments evaluation, we can...
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...teams in the workplace. Effective team building starts by establishing the team's core values and never breaking them. During the formation of the team it is essential to create a team charter in order to mutually define the purpose of the team, determine the goals of the team, and how the team will work together to achieve its objectives. The team charter frames the expectations of each team member and serves as the document of record for performance accountability. Analysis of a Team Charter “Chartering is the procedure by which a team meets at the beginning of its process to describe its mission or task, set its goals, secure commitment by members to the achievement of those goals, make its plans, and allocate its resources (University of Phoenix, 2004, p. 4). The team charter is a document created by the members of the team to define individual responsibilities, expectations, and rules of conduct. The charter establishes communication protocol, escalation procedures for underperforming members, and expectant behavior of each team member regarding his collaboration efforts. The charter will be used as a tool to improve team member performance and to help the individual achieve greater professional competence as a member and leader of work teams (University of Phoenix, 2004). Analysis of Personalities Great teams can focus each individual's strengths while hiding his weaknesses...
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...ANALYSIS OF TEAM CHARTER Individual Assignment: Analysis of Team Charter YOUR NAME MGT/521 Date NAME OF PROFESSOR Individual Assignment: Analysis of Team Charter Learning Team # is comprised of five students made up of (NUMBER OF MALES) (INSERT HERE) and (NUMBER OF FEMALES). Comparing personalities, Team # has three extroverts versus two introverts, three intuitive versus two sensing types, three thinking versus two feeling types, and four judging versus one perceiving type. (Jungian 16-Type Personality Assessment, 2008). Using the team charter, understanding our Jungian 16-Type personalities can assist in dealing with conflict. (Team Charter, 2008). Potential barriers to the achievement of the team charter goals are: the ability to communicate effectively, being able to meet online at designated times, and personality clashes or differences in opinions. NAME has an eager-to-please personality, strong interpersonal skills and a background in psychology, which can come in useful in dealing with personality conflicts. (NAME, 2008). NAME has the most likely personality type to be argumentative. (Jungian 16-Type Personality Assessment, 2008). NAME’s strong interpersonal skills might help to resolve potential conflict with NAME. I like to organize and run things and have a natural head for mechanics. (Jungian 16-Type Personality Assessment 2008). I can, therefore, help in the role of getting tasks underway. NAME has a tendency to be critical and independent. (Jungian...
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...Analysis of Team Charter Kitty Hatch MGT/521 Monday October 25, 2010 Analysis of Team Charter The team charter was created to build a cohesive, and strategic foundation in which future problems can be prevented. This is not an easy task, as a team is made up of a group of diverse individuals with a wide range of skills and personalities. Byrd and Luthy (2010) address the subject as follows, “It is important for students to view themselves as a team, not just a group working on various tasks or projects” (p. 14). A team charter sets the ground rules to assist the team in meshing their personalities, listening skills, and trust levels to work effectively together. This can be seen in the analysis of my team’s charter. Integrating diverse personalities can lead to creative and well formed ideas. According to the individual personality test results from the Jungian 16-type personality test (Robbins, 2007), our team has very similar personalities. Two of the personalities in my team are argumentative, outgoing, and visionary, and two personalities are compassionate, and good natured. Wilde (2010) had this to say, “In the long run teams do better when they are composed of the widest possible range of personalities” (p. 22). The range of personalities allows the team to have different perspectives, and afford more creativity in combining their efforts. My team will have to push each other to be more innovative, as their personalities are very similar. To...
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...Analysis of Team Charter A team charter defines a team’s purpose, sets clear guidelines and is the basis in carrying out the project. Team A’s charter is a living document that lays out expected and unaccepted behaviors. The charter also serves as a reminder that no one team member will bear the burden of completing assignments entirely by his or herself. Each team member has unique qualities that will aid in the success of the team. Using the team charter to improve team cohesion, the charter should address trust issues, communication skills, and terms of managing conflict. The goal of Team A is not only to succeed but also to perform effectively and produce a high quality of work. Some key characteristics of a successful team are respect, support, and trust. After comparing the results from the “Do I Trust Others?” quiz half of our team is trusting whereas the other two have very little trust in others. With this team charter we can overcome this hurdle and sharpen our trust skills. To jump this hurdle and improve performance we need to build trust. With some it is not easy to earn trust. We will get to know each other, keep the communication lines open, show our personal sides, and treat each other with dignity and respect. In time we will gain each others trust. A team must have diverse skills to succeed. Our various backgrounds and career paths will enhance the team dynamics, each team member brings different skill sets to the group. The charter should promote effective...
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...Liu 1 This analysis is to compare and contrast two labor papers presented at the IZA Young Professionals program at Georgetown University last week. They are Explaining Charter School Effectiveness by Angrist, Pathak and Walters and Matching, Sorting and Wages by Lise, Meghir and Robin. The first one uses a reduced-form approach to study the treatment effect of charter school attendance while the second one develops a structural search-matching model to study optimal labor market policies. As will be discussed below, these two papers ask very different questions; and thus utilize very different empirical approaches, both well-suited for the purposes of each paper. In the Explaining Charter School Effectiveness paper, the authors ask the following questions: Do charter schools generate achievement gains? What are the causes of charter school treatment effect heterogeneity? They conduct a semi-parametric investigation of heterogeneous potential outcomes, and estimation of LATE gives mixed results for urban and non-urban charter schools. This charter school treatment effect heterogeneity is referred by the authors as “urban charter advantage”: urban charter schools boost student achievement while charter schools in other setting do not. Then they seek to isolate sources of charter effect heterogeneity through both student-level and school- ! Liu 2 level explanatory variables. On the student-level, student demographics explain some of the urban charter advantage because...
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...A team charter is a plan that is made up by a team or a group of people working together that specifically describes each team member’s role and responsibilities. It also includes the overall deadlines for those assigned responsibilities and the consequences if those responsibilities are not carried out by any one team member. In order for it to be an effective plan, it is crucial that the charter is created and agreed upon by all team members in order for it to be effective. If it is not, it could actually become more ineffective for the desired outcome of the team. One example of this is “team meetings” that I have to do for each of my clients on a monthly basis. It involves a meeting with myself, the client, his/her counselor, any other professionals that may be involved with the client, and any of the client’s supports. The goal of the meeting is to discuss the client’s progress, strengths, and needs. If any new needs have come about for the client, the team discusses and agrees on who will be responsible for accomplishing them. It is my job to facilitate the meeting, as I have been has been trained to do so (it also in the grant contract) and then document all of this information. It is also my responsibility to meet with the client weekly to ensure that each team member is doing what was agreed upon and if not, to contact them as to why. If nothing can be accomplished from this, then I have to report that to my supervisor. Unfortunately, sometimes it does fall...
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