...Five Functions of Management within the Army Denise Witherspoon MGT 330 Jonathan Good May 7, 2012 Five Functions of Management within the Army The five functions of management within the Army are inseparable. Through lost wars and battles, Army leadership had to learn the hard way why those functions were inseparable. In this paper, I will provide a brief narrative of the Army’s organizational structure and how it applies to the five functions of management. I will also incorporate leader and motivation theories as it relates to the Army. The Army’s organizational structure can be complex to those who aren’t familiar with the military. The Army consists of numbered armies, corps, divisions, brigades, and battalions that conduct full spectrum operations around the world.” (Department of Defense 2012). Those units report to the Department of Defense through a chain of command. The units within the Army have front line managers (Troop Commanders), middle managers (Division Commanders), and top managers (Commanding Generals). These managerial levels are comprised of Army officers. The enlisted leadership is comprised of line managers and staff managers. The President is the Commander-and-Chief of the armed forces, otherwise known as the President. His top-level management team consists of the Vice-President, the Chief of Staff, and the Secretary of Defense. The Army is a mechanistic organization combined with a Professional...
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...Table of Content: 1.0 Introduction pg 1 2.0 Describe the nature of the HR issue facing the organization pg 1 3.0 3.0 Relevant HR policies that are causing issues in MAS: pg 2 & 3 a) Seniority promotion over merit b) Specialist management program (SMP) c) Discrimination policies 4.0 Determine the internal and external environmental factors that pg 4 & 5 impact on the issue: a) Discrimination Policy : External & Internal b) Poor Leadership: External & Internal c) Seniority promotion: Internal 5.0 Theory & Solution to overcome the issue pg 6 & 7 a) Technical Ability b) Behavioral Interview c) Managerial Training d) Leadership Development Program 6.0 How will the solution overcome bigger issue? pg 8 a) Dealing with leadership shortage b) Dealing with Discrimination Policy c) Financial loss & Surplus of worker 7.0 Conclusion pg 9 Reference pg 10 1.0 Introduction In this assignment, I’m writing a report regarding the HR issues that are being practice by the Malaysia national air transport service known as ‘Malaysia Airlines System’ (MAS). MAS are connected to Government-Link-Companies (GLC), where the government is the biggest shareholder and have direct control stake of the company. The government has the power to appoint their senior management, making major business decisions, appoint the members of Board of Directors for...
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...Case Study: What is Joe’s Problem? Lisa A. Jones Introduction This case study describes the problems resulting from the promotion of Joe Doss at Ajax. Joe had an outstanding technical mind. He enjoyed doing research and working alone in his lab. Recognized as an outstanding contributor to the company, he received a promotion to head of a new research team. Problems immediately ensued, administrative details went unattended, and team members found it difficult to talk to Joe. He was preoccupied with technical problems. Organizational Level Problems The organization promoted Joe based on his technical skills, without taking into consideration Joe’s individual personality or evaluating his ability to lead the new research team. By promoting an individual prior to evaluating his leadership capabilities, the organization created a situation in which job dissatisfaction occurred among team-members and the team leader, Joe. This also created unnecessary stressors for all involved. Due to immediate conflicts among the team members, there was no cohesiveness within the team. This created an internal struggle for the team and the beginnings of an individualistic culture, where team members did not regard the importance of teamwork. The administrative model for decision makers in this case included limited knowledge of the employee in question and of his abilities to lead a team effectively. Supervisory Level Problems Joe’s supervisor...
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...TYPES OF INFLUENCE PROCESSES Influence processes are the processes a leader will use to influence their employees and impact their organization. These processes are direct decisions, allocation of resources, reward systems, selection and promotion of other leaders and role modeling. Direct Decisions A companies vision and mission are some direct decisions made by the leaders and top management team. Vision and mission in a organization is the main valuable that shapes an organizations culture (20..Conceptsof influence). Allocation of Resources This process refers to the wide network of money, human and technological resources. (200..Concepts of info). This is one of the most powerful processes of the top management team leaving them with the final decision for resource allocation and distribution. Reward System The reward system process impacts the culture of the organization and the behavior of the employees. Reward systems can be formal, which includes bonuses or incentives, or they can be informal, "a pat on the back". Rewards my involve recognition and promotion and are associated with performance that conforms to the organizations culture. (200..Concepts of influenc). Selection and Promotion of Leaders Promotion systems were originally designed to provide upward mobility to those whose performance merited increased responsibility. (2012. Leighton). The selection of leaders can be a critical task for top management teams due to the fact not all qualified...
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...Workplace Inequality: Female Discrimination Over the last 60 years, women have seen their rights evolve and improve; however, many believe the separation between man and woman is still too great especially when it comes to discrimination in the workplace. Today, in the workplace, women face inequality in pay, ability to receive promotions, and ability to obtain a leadership or executive position. Women on average earn .77 to every $1 a man earns and face discrimination and are often overlooked for promotions. In addition, even successful women tend to hit a “glass ceiling” when it comes to receiving leadership roles and executive positions. Women in executive positions also, on average, earn less than men in comparable executive positions. While legislation has been put in place to eliminate workplace discrimination, many believe that it has not done enough and the inequality that exists is still too prevalent. Women saw their rights increase in 1964 when Congress passed the Civil Rights Act of 1964. This Act is the most important piece of anti-discriminatory legislation in history, as it was a major starting point in ending discrimination. This Act ended discrimination on the basis of race, religion, color, national origin, and gender and required equal access to employment with the creation of the Equal Employment Opportunity Commission (EEOC). The EEOC regulates workplace discrimination and “Made it unlawful for an employer to fail or refuse to hire or to discharge any...
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...PRACTICE & PROBLEMS OF HUMAN RESOURCE DEPARTMENT OF BANGLADESH ARMY INTRODUCTION 1. Human beings are the most important resources in an organization. A firm’s / organization’s success depends on the capabilities of its members. Most problems, challenges, opportunities and frustrations in an organization are people related. Human Resource Management is one of the toughest duties of a manager or leader since humans differ in terms of attitudes, values, aspirations, motivations, assumptions, psychology, and life goals. Looking at today’s competitive world, managerial level staff will require more conceptual and strategic skills. Managers have to be proactive, able to anticipate technological developments and prepare their staff for whatever technological changes that might take place. This will be a successful task only when the HRM itself is fully aware of those changes and has the means to deal with them. HR managers have a number of roles to fulfill. They are the guardians of the manpower- the key assets of the organizations. They are also counselor and protector of employees and directly responsible for their effectiveness in the organization. They need to do their jobs in keeping with the existing laws, rules and regulations of the organization, and promote harmony at the workplace. This has direct bearing in a healthier and more attractive work environment. The success or failure of HR depends also on the top management’s recognition of the importance of HRM, and...
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...Contents Executive Summary 3 1. Introduction 3 1.1 Purpose 3 1.2 Scope 4 1.3 Method 4 1.4 Limitations 4 1.5 Assumptions 4 1.6 Background 4 2. Findings 4 2.1 Strengths 4 2.2 Weaknesses 5 3. Discussions 5 3.1 Organization Structure 5 3.2 Management and Leadership Style 5 3.3 Marketing and Promotion 5 3.4 Programs and Training 5 4. Conclusion 5 5. Recommendations and Implementation 6 6. References (optional) 6 Executive Summary The purpose of this report was to investigate a student sport club at a private university in Jakarta, which is called Badminton at BINUS University. Badminton is a non-profit Sport organization for undergraduate and graduate students of any major studying at BINUS University. Its main purpose is to develop it's members Badminton skills by providing Smash, Service, Backhand, Loop, Netting, and etc. Badminton has actively participated in Binus Badminton Club, Sparing inside and outside city, PORSINORA, Friendly-night, and national competition. The strengths of this organization can be seen from many national achievements that this unit has achieved. The main reason for its success was due to its strong leadership sustainability, which allowed the changing leaders and committees of the unit always manage to accomplish the set targets and goals. However, the unit has some areas for improvement. For example, the communication styles between supervisors and subordinates were sometimes problematic, as all participants...
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...Introduction Leadership is a method of persuading people to attain common goals which involves interpersonal skills to persuade others to perform with commitment to the task given instead of compliance (Hogan, 1994). In order to develop a person and enable them to response to changes, it involves mentoring and coaching. The process of leadership consists of interactions among three elements – The leader, the followers and the situation. Leaders who are appointed by the consensus from the followers are better and able to influence their followers towards goal achievement with the power conferred by the followers. However, Bennis (1989) argued that manager is not a leader but the roles given required them to become a leader. There are differences between leadership and management. Management is associated to competence, planning, paperwork, procedures, policy, manage, and consistency but leadership is associated to risk taking, dynamic, creativity, change and vision. Leadership’s effectiveness is highly dependent on personality traits and leadership style. Some personality traits in leaders are born with it while others can be learned and practiced. The Five Factor Model (FFM) or OCEAN model personality traits which contain openness to experience, conscientiousness, extraversion, agreeableness and neuroticism; had emerged as a robust model for understanding the relationship between personality and various academic behaviors (Barrick and Mount, 1991). Leadership style was defined...
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...satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers turned their attention from the “hard” physical environment to the “soft” psychological environment; thus the concept of organizational climate was born. The first researcher to initiate studies in this area was Kurt Lewin, the founder of group dynamics (1939). In his famous "leadership style" study, Lewin applied three different leadership styles, democracy, autocracy and laissez-faire, to...
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...Woodbridge, Virginia Prof. Amanda Hodnett The Leadership Experience (PAD515) April 16, 2012 At my work with various experience non college workers and others, a repeated debate raised with the theme “Young College Leaders Are Ineffective”. With researches, written articles and personal experience there is no doubt that “Young leaders are usually less effective because they have so little experience”. Matter of fact, it’s uncommon for us as older leaders to view younger leader as less effective than expected. From what my team had previously experienced before taking over as an administrator can clearly show that young leaders’ focus on leadership success rather than effectiveness. Besides being in the army over ten years my current position as an administrator allows me to serve in a capacity as a leader over 300 workers, which includes competent and incompetent workers therefore my experience can serve as a base for my agreement. The three sources from the public sphere that indicate that young public leaders are usually less effective because they have so little experience are: the United States Department of Defense Instruction No. 1320.14 (Powers 2012), which requires all Unites States military officers to meet the time in grade before any promotion consideration to the next grade can be made. Second is the US Army Regulation: AR 135 – 155 (US Army). This regulation supports the objectives of the Army’s officer promotion system that provides for career progression based...
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...Case analysis Texas Air, Inc. I. Main Problem * Pricing Strategy Sub problem: * Late departures * Poor service and safety II. Objectives * To defend its price leadership over its competitors in the airline industry. * To amend its pricing strategy to avoid massive losses. * To shun being the lowest rank out of fourteen major airline in its evaluation on time arrival. * To improve service and safety of the Texas Air Inc. III. SWOT analysis Strengths * Price leadership * Largest airline system * High number of established, high frequency discount rates Weaknesses * Poor service and safety * Ultra low-fares Opportunities * Growth and expansion * partnership Threats * Competition * Passengers complaints IV. Alternative Course s of Actions (ACAs) ACA1. Texas Air Inc. will now be increasing its price by 30%. Expect high quality service would be given to its consumers. ACA2. Set aside pricing philosophy Peanut and MaxSaver fares. V. Recommendation We decided to adapt ACA1 because this can be better strategic move for the Texas Air Inc. In this strategy, they can avoid passenger’s complaints such as late departures, canceled flights and dirty planes. We believe that they can give their passengers a high quality services. VI. Marketing Strategy Executive Summary: Early in 1987, Texas Air bought Eastern Airlines and the financially troubled People Express. Texas merged Continental, New York...
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...have the following traits: • Leadership Motivation • Integrity • Emotional intelligence • Fearless Answer 2: According to Blake and Mouton’s Managerial Grid, authority-obedience management style best describe Okuda. As we know from the article, Okuda was self-motivated; target oriented and had high aim for results. He replaced few top ranking executives and included performance in promotion system suggested that his objectives as a leader was toward increased productivity and company growth. Okuda exercised his power by delegating responsibilities and motivated the employees through performance driven promotion to achieve the company’s objective. Answer 3: Leader – Member Relations would be appropriate for this situation. It’s not always right to handle each follower in same fashion and leader needs to keep this in mind. If Okuda would use this theory, he would have earned respect, trust and confidence which would have motivated the employees to adapt to his working style. But Hiroski Okuda was using Leader Position Power style. He had the authority and was influencing toward various aspects like hiring, firing, promotions and disciplinary actions. He changed the culture of Japan and Toyota, which lead him to lose his position as a president in Toyota. Answer 4: As per the contingency theories of leadership Path-Goal model describe Hiroski Okuda’s leadership style. To support the answer few points...
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...Analysis and Reflection on Leadership Analysis and Reflection on Leadership Abstract The purpose of this paper is to analyze and reflect on the the characteristics and behaviors associated with effective leadership or failed to do so. I have chosen to discuss a manager who demonstrated some great qualities of a manager but one that I consider who has had trouble being an overall effective manager that had a negative effect on the department, low moral, high job turnaround and low employee satisfaction. Because of his unsuccessful attempts at being an effective manager, I learned how to be a poor manager because of his leadership skills, but in turn what needs to take place in order for me to be a successful leader with my own employees in the future. Background History The individual I selected is a manager who holds some great characteristics as a manager but overall is not an effective manager that lacks a lot of overall characteristics as a good manager. Some of the great characteristics he holds is he is very knowledgeable in all areas of our company. He will encourage his employees to advance their career outside of the department, provides feedback on suggestions such as Expert Power (Colquitt et al, 2011) and doesn’t hound them about daily job tasks. However, the bad characteristics outweigh the good a great deal and has a huge negative impact on the department, the moral has become very low and his...
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...Influence Processes MGT615 AIU September 9, 2013 Abstract After encouragement to write a brief article about "CEOs and presidents" for a management journal by a colleague, this paper will compare the leadership styles of three leaders: Andrea Jung, Indra Nooyi, and Brenda Barnes. It will include an introduction to the concept of influence processes, a summary of the various types of influence processes and the factors that can affect them, and an analysis of the processes used by the three leaders. It will also identify the processes that the leaders and top management team (TMT) are using to impact the organization. Influence Processes Influence processes are the processes a leader will use to influence their employees. There are four types of influence processes which are high-control innovator, status quo guardian, participative innovator, and process manager. There are six factors that could affect these influence processes, which are environment, structure, leadership, technology, strategy, and culture (Nahavandi, 2006). Andrea Jung, Indra Nooyi, and Brenda Barnes are three leaders with different leadership skills. A high challenge seeking leader with a desire for high control is a high-control innovator or HCI. This leader will maintain tight control of the organization while seeking a challenge. A high challenge seeking leader with a desire for low control is a participative innovator or PI. This leader will delegate control of the organization while...
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...1.0 QUESTION 1 1.1 PESTEL Model The first marketing perspective action that could have been taken by Levi’s is implementing the PESTEL model. PESTEL model can be look as a market research analysis which views and group macro-environmental factors as a whole group picture and it is purposely for the manager to make decision for the organization. PESTEL can also let the manger to see the current market status, business position, and the opportunities of growing products and business. There are six factors that are grouped in the PESTEL model, the first factors is political factor which is considers about the terms and change and activities of the government. For example, government has increased the tax rate, thus the manger will make adjustment by increase current price of the year due to maintain current amount of profit. The second factor is the economic factor which looks into the current economy situation, such as inflation or recession and the exchange and interest rate. Manager will invest in more machinery or other investments when the interest rate is low. The third factor is the sociological factor which looks into the current needs and culture of the social. For instant, the demand of skinny jeans among the youngsters have increased, Levi’s will design and produce this kind of jeans. The next factor is the technological factor which deals with the affect changes or growth of technology of Levi’s. This factor should be consider seriously by Levi’s, because the...
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