...Work Culture and SWOT Analysis Work culture is the type of environment people work in, the way they interact with one another, the way they go about their work and practices undertaken in this environment. Some working culture is apparent at first glance while others are more subtle and slow to reveal. This paper will discuss how knowing your ideal work culture can help you in developing strategies and operational plans to achieve organizational goals, which competencies are essential in conducting a SWOT analysis, and how my competencies relate to the essential competencies for conducting a SWOT analysis. Ideal Work Culture in Developing Strategies Knowing my ideal work culture benefits my organization to achieve goals and allows me to achieve personal goals as well. According to University of Phoenix, my work culture results showed me to be leadership intensive, supportive, and well-resourced. I supervise my staff and influence my organization by being supportive and clearly defining jobs, goals and expectations. I am well-resourced, comfortable, and have a well-designed work place to complete high standards of work. As manager, I can determine the way that things are done in my organization and how to lead my employees to develop and achieve those goals because I am aware of the shared values, principles, traditions, and operations that take place in my organization. Once I determine which goals need to be achieved, I can develop a plan to achieve those goals either...
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...Work Culture Preferences XXxxxxxxxxx XXXXXXX BCOM 275 December 8, 2013 Professor XXXXX xxxxxx Work Culture Preferences Having an appropriate understanding of your ideal work culture is indispensable in developing both strategic plans to plans to achieve organizational goals. When conducting a Work Culture Results analysis there are certain competencies that are necessary, each of the competencies involved is important in developing a Career Building Plan, but the level of significance varies between individuals. Based on the outcomes of my Career Plan Building Activity, in the Work Culture Preferences survey of my ideal work culture three competencies are most prevalent, Supportive, Ethical, and well resourced. As the results of my assessment illustrate, strengths are a significant element in my achieving organizational goals. Specific examples are a secure and stable environment combined with factors such as recognition and celebration of success; and the ability to be at a safe place to work. Equally important in developing strategic and operational plans to achieving organizational goals are available opportunities with emphasis on fairness. Specific examples are the opportunity for varied and ground breaking work, innovative and creative atmosphere and the opportunity to control my own work schedule and organization. The manners in which my specific competencies relate to the required competencies for conducting a Work culture analysis are that my competencies...
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...Organizational Behavior & Leadership Competency Assessment and Development Plan Self Competency – involves your overall ability to assess your own strengths and weaknesses, set and pursue professional goals, balance work and personal life and engage in new learning – including new or modified skills, behaviors, and attitudes. Development Plan for the Ethics Competency I need to learn the principle of ethics better. There are many principles that are involved in this competency that I feel are important to learn. Another area of development has a lot to do with that of diversity. People of different backgrounds may view my ethical standpoint to be different from theirs, and there have been various times I have come across this situation. In the definition above of ethics competency it mentions “choosing behaviors”, this is an area that I do need to develop in. Sometimes I allow my emotions to take over which may lead to an unnecessary and unethical reaction at that moment. Getting to know my emotions in that moment and being able to have better control of my emotions will help me make better decisions at the time of a problem or choice. Across Cultures Competency – involves your overall ability to recognize and embrace similarities and differences among nations and cultures and then approach key organizational and strategic issues with an open and curious mind. Culture is the dominant pattern of living, thinking, and believing that is developed and...
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...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
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...erratic changes in their environment. In their run to achieve organizational effectiveness, the constant need to monitor and adjust to the environment is critical. Jobs and employees are essential buffers for uncertainties in organizations to their environment. But for it to be effective, a good fit between both employee and the job is necessary so as to have a competent and dynamic workforce. Therefore, the purpose of this essay analyses on a Human Resource (HR) perspective what is competency, the importance of competencies in the current workforce and its tandem relationship to staff undertaking international assignment. Importance of Competency in workforce Mcshane, Olekalns & Travaglione (2010) mentioned that information technology and transport systems enhanced the effects of globalization by bringing connectivity and interdependence between countries around the globe to a whole new level. Therefore, in order to meet the competitiveness of the environment, recognizing core competencies needed by the organizations in its employees is essential as it promotes customer value on the external aspect and allows creation of new business through innovation on the internal aspect (Nankervis et al 2011). As such, it’s no surprise that the same job of past and present now has very different scope of duties. Cooper, Robertson & Tinline (2003) affirm the above by highlighting that in the global environment, jobs are constantly changing due to both internal and external factors....
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...Week 4 Career Plan: Culture Preferences After completing the “Work Culture” preferences, I was not surprised by the results. It stated that I like working with a team of close knit people who are independent and supportive, having great ideas and being the “go to person” is my strong point because I enjoy being in control of my schedule and assignments. It also stated that I need a comfortable place to work that is safe and has all of the necessary resources to do my job. In general this description fits who I think I am as an employee as well as a leader. Completion of the Career Interest Profiler and the Competencies exercise was helpful in my search to determine what I needed to work on. Career interest profiler simplifies what career would be best suited for you by how you answer the questions asked. Within the competencies, I found that I have a lot of strength in team building. After completing both of those I found it easier to make a decision to stay with my original career path in entrepreneurship. I will focus on the business administration aspect, later venturing into human resource management. This will allow me opportunity to do all that my work culture results outlined. The work culture preferences were very similar to my personal competency results from week two of the course. In week two, after finishing the personal competency exercise, I learned that I am on the right path. The competency test stated that I was well organized, enjoyed being...
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...Work Culture Preferences Management/521 June 17, 2013 Facilitator: Marvin Jones Abstract Organizations today understand that by being ethical, team centered, and well-resourced are vital for today’s managers and employees. Managers contribute positively to society and make a difference in employee’s lives by having a friendly and supportive work atmosphere. The organization will focus on achieving goals and each manager/team lead will have knowledge and experience in their field. Work Culture Preferences and Competencies The Work Culture Results states that I am ethical, team work centered and well-resourced for my organization. The ability to learn your ideal work culture is beneficial for your organization to achieve goals but also allows you to achieve goals. Strategic Plans are plans set forth for the employees in the organization because we emphasize on fairness. The organization understands that by having managers and employees who possess the knowledge in...
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...COMPETENCY BASED RECRUITMENT: STANDARD CHARTERED BANK 20-Nov-15 Informational Report on CBR Activities This document is an informational report compiled using qualitative research techniques. Purpose of report is to acquire a cross sectional analysis of Standard chartered bank and its Created By: Ahmed Faizan Kashmiri (14447) competency based recruitment activities in relation to its corporate values and management principles. Competency Based Recruitment: Standard Chartered Bank Competency Based Recruitment: Standard Chartered Bank ORGANIZATION AT A GLANCE Company Information Organization Standard Chartered Bank Address Head quartered at London ,UK Type Multinational Presence in countries 66 Locations 1700 offices Chairman Sir John Peace Industry Banking Number of employees 87000 Direct, 100000 Contractual Annual revenue US $ 19.71 Billion (2014) Estimated Assets £33 Billion CBR Management Global HR Teams ( HRRSC ) Country Responsible Head Of HR CBR Management Style Cross Functional Collaborations Standard Chartered PLC (LSE: STAN, SEHK: 2888, NSE: STAN) Is a British multinational banking and services company headquartered in London, United Kingdom. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) across more than 70 countries and employs around 87,000 people. It is a bank with operations ...
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...SUPPORT@ACTIVITYMODE.COM MGT 521 WEEK 2 week 2 complete 1- Complete the Effective Research and Writing at University of Phoenix Module. Save a screen shot of the completion screen as a Microsoft Word document on your computer once you finish the module. Click the Assignment Files tab to submit your assignment 2- Navigate to the My Career Plan in Phoenix Career Services. Complete the Career Plan Building Activity: Work Culture Preferences. Note. Access to Career Plan Building Activity: Work Culture Preferences is only available after you complete the Career Plan Building Activity: Competencies. Write a paper of no more than 350 words discussing the results of your Career Plan Building Activity: Work Culture Preferences and Competencies. Reflect on your results. How can knowing your ideal work culture help you in developing strategic and operational plans to achieve organizational goals? Which competencies are essential to conducting a strengths, weaknesses, opportunities, and threats (SWOT) analysis? How do your competencies relate to the essential competencies for conducting a SWOT analysis? Click the Assignment Files tab to submit your assignment. 3- You have decided to pursue an MBA degree either to further your career, start a new career, or achieve a personal goal. In this program, you will study the functional areas of business. Use the MBA Overview and Effective Research and Writing at University of Phoenix Modules you reviewed to complete this assignment. Write...
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...Cultural Competency in Nursing Care Dorcas Jacobs Grand Canyon University: NRS 429V Family Centered Health Promotion September 29, 2013 Cultural Competency in Nursing Care As the United States becomes more and more culturally diverse one cannot help but be exposed to various cultures and worldviews. America has long been called the melting pot, and that term has never been truer than it is today. According to Green and Reinckens (2013) the U.S. Census Bureau estimates that by the year 2041 the U.S. population will be a majority minority. In other words, less than half of the population will be non-Hispanic, single race Caucasian. This growing diversity makes cultural competence in healthcare a necessary requirement for effective communication and delivery of patient centered care. In fact, cultural competency is so necessary that The Joint Commission has produced a number of items addressing this issue, and states that organizations and their personnel must do the following in order to provide culturally competent care: (1) value diversity; (2) assess themselves; (3) manage the dynamics of difference; (4) acquire and institutionalize cultural knowledge; and (5) adapt to diversity and the cultural contexts of individuals and communities served. (The Joint Commission, 2010) This paper will explore the value of understanding one’s own heritage when evaluating the needs of others. Comparison will also be made between health traditions of three families of differing cultural...
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...In this paper I will discuss my results from the work culture activity along with which competencies are essential to conducting a strengths, weaknesses, opportunities, and threats (SWOT) analysis, and how competencies relate to the essential competencies for conducting a SWOT analysis. The work culture results states that I am high-powered, supportive and an expert. These results will allow me to better understand my strengths and weaknesses in the work place along with allowing me to achieve my organizational and personal goals. The competencies that are essential to conducting strength, weaknesses, opportunities and threat analysis are external and internal analysis The External Analysis examines opportunities and threats that exist in the environment. Both opportunities and threats exist independently in a company. The way to differentiate between a strength and weakness from an opportunity or threat is to ask: Would this issue exist if the company did not exist? If the answer is yes, it should be considered external to the firm. Opportunities refer to favorable conditions in the environment that could produce rewards for the organization if acted upon properly. That is, opportunities are situations that exist but must be acted on if the firm is to benefit from them. Threats refer to conditions or barriers that may prevent the firms from reaching its objectives (http://mystrategicplan.com/resources/external-analysis/#sthash.KgH4dcrD.dpuf) The Internal Analysis of strengths...
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...Process for Employees 31 Annexure 2: Proposed Feedback Questionnaire 32 REFERENCE 36 1.0 Introduction HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people-oriented concept. It has a body of knowledge and this knowledge is transferred to younger generations through management institutes in India. By now HRD is a well-recognized function in organizations. HRD is… “a process of developing and/or unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.” HRD from organizational point of view is a continuous process in which the employees of an organization are helped/motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, beliefs, attitude necessary to perform present and future roles by realizing highest human potential with a view to contribute positively to the organizational, group, individual and social goals. HRD is based on the two assumptions: HRD makes sense only when it contributes towards business improvement and business excellence. HRD also strongly believe that good people and good culture make good organizations. HRD means building: HRD means building competencies. The most important HRD...
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...folders can be resolved and still maintain the upward profit margin for the company. It would require some compromising from employees to move forward. Questions or challenges that Wolfgang is facing are communication to other executives on maintaining management competencies set by headquarters? Is a competency-based pay system more flexible or standardization already established? Healthcare’s goal was to have the same compensation system globally, however compensation is extremely complex. Pay systems must conform to local laws for employee compensation while also fitting into global Healthcare’s policies. Leadership Competence of the Healthcare Group Competency has been defined demonstrable characteristics of the employee including knowledge, skills, and behaviors (Jahja & Kleiner, 1997). Competencies outlined for Healthcare are as follows: • Business related competencies include achievement orientation, innovation, and change, and decision making. • People-related competencies include team leadership, capability development, relationship building, and influence of others. • Personal competencies include business understanding, analytical thinking, and self-development. Wolfgang may find some of the competencies easy to implement because it might already be...
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...Starbucks’ Strategy Charlene McMickens Modern Management Dr. Christopher McGrath February 3, 2016 Introduction Organizational culture is the set of key values, beliefs, understandings, and norms shared by members of an organization (Daft, 2012). In this paper, I will examine the elements of Starbucks’ organizational culture that contributed to its success in a global economy and look into management’s role with creating and sustaining the organizational culture. I will next assess the effectiveness of the company’s management decisions in providing innovative offerings for its customers. Then I will look into determining one key management competency and indicate one way the competency is a good fit for the organizational culture. Lastly, I will evaluate Starbuck’s ability to achieve long-term sustainability as a global leader in the coffee industry without the organization’s CEO, Howard Schultz. Starbuck’s is a multinational company famously known for its coffee. Starbucks offers some of the world’s finest grown fresh roasted whole bean coffee. The company first opened in 1971, at the historic Pike Place Market in Seattle as one storefront. The Starbucks’ name is from the first mate in Moby Dick. In 1981, now CEO Howard Schultz first walked into a Starbucks store, his first cup of coffee had him intrigued and he joined it a year later. Starbucks maintains its great success by standing by its mission statement “to inspire and nurture the human spirit, - one person, one...
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...Cultural competence is highly important in the human services profession and is part of the National Organization for Human Services (NOHS) standards of ethics. As human service professionals we work with people from all different backgrounds, socioeconomic classes, and ages. We have to be aware the people we work with values and beliefs so that we do not offend them or cause conflict with them when we are supposed to be assisting them. On a practice level to me cultural competency means that we are respectful of not only our clients, but every one we work with. Our clients will come from different backgrounds and have different values and beliefs along with our coworkers also. When we look at the definition of cultural competence according...
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