...that the Woodson Foundation is a large nonprofit social service agency, which is teaming up with the public school system is Washington, D.C., to improve student outcomes. According to the textbook, I identify the stage of Woodson Foundation is in the norming stage, which is having close relationship develop and the group demonstrates cohesiveness. Team cohesion refers to the mutual attraction attractiveness of the team members, members of the team cohesion, and team members, team cohesion is not only a necessary condition for the existence of maintaining the team, but the team has the potential to play a very important role. If a team loses cohesion, it is impossible to complete the task entrusted to the organization itself will lose the conditions exist. A social psychologist has said that what the cohesion do is to enable members of the group to stay together in groups, which is a kind of interpersonal attraction, attraction it had some similarities mechanics, such as a personal in the play "meteor ball", the meteor ball turn around with center. The primary question that the Woodson Foundation is facing is to figure out the conflict in the development team. Because each group has its own interests, and in some cases these are directly opposed to one another. The second problem is that how to distribute the job for different candidates. In the scenario, the development team is consisted of three individuals- HR representatives from the Woodson Foundation, the schools, and...
Words: 771 - Pages: 4
...Avila University Managing Peaceful Change Daily non-confrontational conflict management, a new approach to management By Rayma Vinyard Jacoby Management 629, Summer 2013 Professor Stan Salva August 19, 2013 Rayma Vinyard Jacoby Professor Stan Salva Management 629 August 19, 2013 Managing Peaceful Change Conflict management and leadership transformation are often presented as areas of specialization. Change can be caused by conflict or in itself can create conflict. In leading team development, managers must understand their employees and their team in order to lead them forward through daily conflict resolution. By using non-defensive mediation techniques, a manager can help each team member create a voice, invest them in the process of change, and lead their team to success. Conflict transformation has been used to resolve international issues since the 1970’s. Strategic and powerful, these tactics can poise a manager for corporate success. Systemic conflict analysis and conflict monitoring, with key shareholders, creativity in the imagination of sustainable solutions, strategic planning of systemic interventions, and mobilization of agents of peaceful change are the core elements of conflict transformation. 1 Engaging key shareholders requires understanding the people and team dynamics within the conflict. This gives managers a place to begin. Analyzing and monitoring conflict transformation using non-defensive communication allows the manager to...
Words: 2829 - Pages: 12
...Conference Room | Time: | 9:00 a.m. - 12:30 p.m. | Call In: | 800-987-6543 | Called By: | Carrie Rainbolt | ID: | 3216554 | Joining: | Department Managers, Designated Speaker from each department | Code: | Strategy | | Risk, HR, Marketing, R&D, Sales and Operations | | | | | | | Preparation for Meeting | | Please Read: Survey Results (file located on shared drive, folder : Survey Results 2011 | Please Bring: Copy of Survey Results Report, Agenda, Pen and Paper | | | | | | | | | I | Open Meeting | | Subject: Communication Strategy | Objective: Job Aide for Managers | | | | | | | | | III | Agenda Topic | Presenter | Duration | 1 | Review of company issues to be reported to senior management | Carrie Rainbolt | 30 Minutes | 2 | Department Concerns | Department Managers | 10 Minutes each | 3 | Q&A | Carrie Rainbolt | 30 Minutes | 4 | Issue Log Review | Speaker from each department | 10 Minutes each | 5 | Additional Questions and Wrap Up | Carrie Rainbolt | 30 Minutes | | | | | | | | | Communication strategies and their value in various meeting situations Meetings are an important tool used by corporations and organizations of all sizes and configurations. Different scenarios and situations call for different types of meetings. The one thing all meetings have in common is the need for communication. Meeting situations range from standard everyday project status updates...
Words: 847 - Pages: 4
...HBM CASE STUDY Building Coalition GROUP MEMBERS: Tçâá{ f|Çz{ ;DFU`ICCIH< f{|á{|Ü ftåxÇt ;DFU`ICCGH< ZtztÇ WxxÑ ftztÜ ;DFU`ICCIC< fÉâÜtä U|~tá{ etÇt ;DFU`ICCLD< Building a Coalition “After-school program to improve performance of students” Introduction: Woodson Foundation, a large non-profit social service agency, is teaming up with the public school system in Washington, D.C., to improve student outcome by starting an after-school program. To achieve the set target, Woodson Foundation and the school system have to work in collaboration by integrating their organizations effectively. Problems faced by the school: • • Truancy, low student performance and crime Burn out of staff and high turnover among new teachers Solution suggested by Woodson Foundation: • • Conducting an after-school program Integrate organizations effectively How Groups and teams typically operate: A team is a group of people holding themselves collectively accountable for using complementary skills to achieve a common purpose. Thus teamwork occurs when team members live up to their collective accountability for goal accomplishment. For defining the teams in an organization and their functions the first thing is to recognize that they do many things and make many types of performance contributions. Thus teams can be described as that • Recommend things: Teams that study specific problems and recommend solutions for them. These teams have a deadline for target completion and often disband...
Words: 2044 - Pages: 9
...Why shared moral values by team players of the firm reduce conflict and dependency that occurs due to bounded rationality and opportunistic behavior. Term paper for the module “Ethics, Compliance, and Alternative Dispute Resolution Mechanisms” at Hamburg School of Business Administration Prof. Dr. Christoph Niehus Simon Rybach Langenfelder Damm 90 22525 Hamburg Tel.: 0173/ 2196726 simon@rybach.de Matriculation number: 1896 MBA HL 2013 Charles Darwin described 1871 that “[…] an advancement in the standard of morality […] will certainly give an immense advantage to one tribe over another. A tribe including many members who, from possessing in a high degree the spirit of patriotism, fidelity, obedience, courage, and sympathy, were always ready to aid one another, and to sacrifice themselves for the common good, would be victorious over most other tribes” (Darwin, 1871/1981). His work about the antecedent of men pointed out to the importance of shared moral values as an element for the survival of certain tribes. These findings in the context of evolution are still valid and appropriate in the context of building high productivity teams in firms as a competitive advantage. Organizations have to cope with today’s complexity of a global business environment. Meeting this challenge requires a high degree of flexibility in companies in order to adapt to constantly, rapidly changing external factors. The globalization forces companies to develop new organizational structures...
Words: 1758 - Pages: 8
...Analyzing Personal Conflict Management Style Paper Mark A. Pitts Comm/330 July 1, 2013 Analyzing Personal Conflict Management Style Paper This paper describes three conflict management styles. I discuss the conflict management style I use most frequently, and why? And the difficulties I encounter in dealing with others who use different conflict management styles. In the paper I discuss advantages and disadvantages of each conflict management style. In conclusion I will describe conflict avoidance and its interrelationship with conflict management. The three conflict management styles are (1) Competition, (2) Compromise, and (3) Collaboration. The competition conflict-management style occurs when people stress winning a conflict at the expense of one or more other people. People who have power or want more power often seek to compete with others so that others will accept their point of view as the best position. The compromise style of conflict management attempts to find a middle ground—a solution that somewhat meets the needs of all concerned. The word “somewhat” is important. Although on the surface a compromise can look like a “win-win” approach, it can also create a lose-lose result if nobody gets what he or she wants or needs. When trying to reach a compromise, it comes with the expectation of losing something and winning something simultaneously; it is also expect that others win and lose as well. As shown in the compromise...
Words: 1953 - Pages: 8
...those standards formed for the health care community. Poor ethics and financial planning sometimes effects consumers. According to Nelson (2011), “Basic ethics principles that make up our common morality, including respect for patients, acting in patients’ best interest, avoid bringing harm to patients and treating patients in a fair and equitable manner, serve as the foundation for healthcare values.” This paper will contain a summary of the four elements associated with financial management, generally accepted accounting principles, and general financial ethical standards. The reader will explore Examples from two articles “Ethical Decision making for healthcare Executives” and “Ethics: A foundation for quality” that reflect ethical standards of conduct, financial reporting practices, and the significance of each example. Four elements of financial Management The four elements of financial management are planning, controlling, organizing/directing, and decision making. Planning is the methodical manner in which decisions are made according to the goals of an organization both short and long term. Management must supervise and monitor each...
Words: 1126 - Pages: 5
...ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride in seeing that I am pretty close to it. As suggested, I had a close friend to assess me as well. Surprisingly, my PMF score did not waiver much. My score was 9; decreasing by only half a point. Although, my PMF score may have been high I still have room for growth. Like most people, I have to work hard and continue to grow and develop in all aspects of my management foundation. This assessment...
Words: 1045 - Pages: 5
...throughout profile of the management foundation (PMF) score, it shows that how far a manager has reached the managerial skills and competencies. For example, if a person reaches 10 in PMF, that person can become a successful manager. However, if the PMF score of a person is around 5, that person still has room to improve to some managerial skills and develop management foundations. Lussier and Achua (2012) say that the transactional leadership process involves an exchange of valued benefits, based on the values and motivations of both leaders and followers, while transformational leadership motivates followers by appealing to higher ideals and moral values. The “TT” leadership style assessment shows that person refers to transactional leadership more than transformational leadership. Moreover, the other assessments in appendix shows that person has some strong skills related to management and leadership such as yielding tendency, avoiding tendency, problem-solving tendency, Time Management, and Organizational Design Preference. In contrast, the weaknesses of that person are forcing tendency, compromising tendency, and decision-making skills. The final point is that the “academic culture” is the best fit for that person in organization. The assessment result summary This paragraph will give and analyze the result of all assessment (A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design...
Words: 672 - Pages: 3
...changes to the current state, a proposal to develop a new after school program to target these three problem areas. The Woodson Foundation has extensive skills in raising private funds and coordinating community efforts with that of educational professionals. Utilizing the strengths of the Woodson Foundation will be paramount to creating a successful after-school program. Assets to Successful Implementation: * All Parties have the common goal and benefit of student success. * The Woodson Foundation has a proven track record of raising funds to create a program that is self-reliant and not dependent on revues from the school board. Additionally, they have won several awards for minimizing costs and still proving excellent service. * National Coalition for Parental Involvement (NCPIE) is able to encourage parental involvement via the PTA by educating parents in constructive ways to assist the program. * Teaching staff is motivated by better student performance as it will result in a more positive working environment * Enhancing student performance will in turn help resolve truancy and crime Hindrances to Successful Implementation: * Bureaucratic School Board wants to limit practices within existing policies and procedures with strict hiring guidelines. * Racial imbalance in diversity among members of the Woodson Foundation * NCPIE feels parents should have more control over educational concerns while school faculty feels they should have more...
Words: 1273 - Pages: 6
...launched in the 1970s, and their continuing success has led to CBR programs being adopted throughout Africa, Asia and South America. Locally Based on historical accounts the government's concern for the disabled persons began as early as 1917 and the national concern for rehabilitation was manifested by non-government organizations as well. On January 16–20, 1978, the country hosted the Second International Conference on Legislation Concerning the Disabled organized by the Rehabilitation International's national affiliate, the Philippine Foundation for the Rehabilitation for Disabled Persons (PFRD). During the said conference, President Ferdinand Marcos signed Presidential Decree No. 1509 creating the National Commission Concerning Disabled Persons (NCCDP). NCCDP was tasked to prepare and adopt an integrated and comprehensive long-term National Rehabilitation Plan (NRP). From the time of its inception in 1978, the Philippine Foundation for the Rehabilitation of Disabled, Inc. (PFRD) served as the Commission's Secretariat to assist the NCCDP Board in the implementation of its objectives and functions. This arrangement stayed in effect until P.D. 1509 was amended by P.D. 1761 on January 4, 1981. With the success of the important work began during the International Year of Disabled Persons in 1981, the Decade of Disabled Persons (1981-1991) was proclaimed for nationwide observance on...
Words: 986 - Pages: 4
... PART ONE: COMMUNICATION SKILLS ..............................................................5 PART TWO: ORIENTATION AND TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an organization in a positive and productive manner. This ensures that all employees, not just a select few, understand the expectations of the organization. Best practice tools and measurements seem to pinpoint on the individual more so than...
Words: 2568 - Pages: 11
...Using both published and unpublished primary sources, I argue that the business ethics field emerged in the early twentieth century, against the backdrop of the establishment of business schools in major universities. I bring to light four important developments: business ethics lectures at the University of California and Yale University, Leon Marshall's curriculum at the College of Commerce of the University of Chicago, and the William A. Vawter Foundation on Business Ethics at Northwestern University. Conflict resolution [electronic resource] Team Publications. (n.d). Amherst, Mass. HRD Press c2002. This article contains team building exercises. The exercises build strength and team cohesive functions. It teaches about working together and compromising in a team setting. It details conflict resolution tactics while defining conflict resolution in a modern world. Bibliography Annotated BADEN, D. (2014). Look on the Bright Side: A Comparison of Positive and Negative Role Models in Business Ethics Education. Academy Of Management Learning & Education, 13(2), 154-170. doi:10.5465/amle.2012.0251 This study explores how positive and negative role models (PRMs and NRMs) of business affect students' attitudes, expectations, and behavioral intentions relating to their future business behavior. A thematic analysis of student reflections based on their experience of material presented in their Business...
Words: 836 - Pages: 4
...Professional Values and Ethics GEN/200 June 28, 2011 Professional Values and Ethics It is important to understand why professional values and ethics are vital to a successful career. To fully appreciate what professional values and ethics are, we must describe the meaning of each. Values pertaining to a professional environment are defined as “A professional’s obligation to comply with rules of one’s conduct, ethics, etiquette, professional values and attitudes.” (Ethics and Professional Responsibility, 2004). Ethics is concerned with “What is right and wrong, good and bad, and harmful and beneficial regarding decisions and actions in organizational transactions.” (Business Ethics, the Changing Environment, and Stakeholder Management, 2006). Maintaining positive ethics and values in a personal, economic, and social environment will promote a successful career. Personal values continuously change, are developed over time, and help with making appropriate decisions in a professional career. For example, an automobile salesperson is often expected to falsify costumer’s incomes to increase loan approvals to sell the customer a vehicle that is beyond his or her means. The type of salesperson who goes along with, this shows a lack of personal values and often makes one time sales to customers. It is the salesperson with values that will make repeat sales and garner the greatest number of referrals. “Fostering a customer-oriented selling approach amongst salespeople...
Words: 1259 - Pages: 6
...Management Process and Organization Behavior MB0022/ PB 001/MH0026 Contents Unit 1 Management Process Unit 2 Organizational Behavior Unit 3 Foundation of Organization behavior Unit 4 Learning Unit 5 Value, Ethics and Job satifaction Unit 6 Personality Unit 7 Emotions Unit 8 Perception 96 83 69 52 41 33 17 1 Edition: Fall 2008 Contents Unit 9 Motivation Unit 10 Group Behavior Unit 11 Power and Politics Unit 12 Conflict Management Unit 13 Stress management Unit 14 176 114 131 147 164 Organization change Unit 15 Organization Development 191 205 Edition: Fall 2008 BKID – B0665 Dr. K. Jayakumar Vice Chancellor Sikkim Manipal University of Health, Medical, and Technological sciences Prof. Nandagopal V. B. Director and Dean Sikkim Manipal University of Health, Medical, and Technological sciences. Board of Studies Dr. T. V. Narasimha Rao Professor, Manipal Universal Learning Ms. Vimala Parthasarathy Prof. K. V. Varambally Director, Manipal Institute of Management, Manipal Mr. Shankar Jagannathan Asst. Professor,. Sikkim Manipal University of Former Group Treasurer Health, Medical and Technological studies. Ms. Sadhana Dash Senor Manager HR Microsoft India corporation ( Pvt) limited Mr. Pankaj Khanna Director, HR, Fidelity Mutual Fund Mr. Abraham Mathews Chief Financial Officer Infosys BPO, Bangalore Wipro Technologies Limited, Bangalore Content Preparation Team ...
Words: 1020 - Pages: 5
