...Achieving Goals Through Planning Elizabeth Smith ORG300 – Applying Leadership Principles Colorado State University – Global Campus Dr. Bradly E. Roh January 30, 2016 Achieving Goals Through Planning Planning is essential for organizations to reach their vision and goals. When an organization does not take the time to plan, they consent to putting the company’s future in jeopardy for the present. It also shows many of the present important issues that need attending to now are implications of insufficient planning in former times (Stryker, 2012). A vision can be communicated and achieved by execution of goals, objectives, and strategies (CSU-Global, 2016a). These three components are part of the planning process. Types of Planning During the planning stages of a company, goals can be set utilizing strategic and objective planning. They can be defined as desired concerns an organization wants to become consciously aware of; desired outcomes an organization wishes to accomplish and focuses upon. Without goals, a company will find difficulty in organizing activities and predicting what is in store for future events. Goals help employees maintain focus; they provide long-term vision and short-term inspiration (Schniele, 2007). Strategic Planning Strategic planning is one way to help an organization reach their goals. It guides the organization and helps them realize what is most important to the company; therefore, prioritizes the order of tasks...
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...Acquisition Planning 2 Compare and contrast how the listed agencies, such as the Departments of Health and Human Services (HHS), Homeland Security (DHS), and the National Aeronautics and Space Administration (NASA), have carried out acquisition planning. HHS, DHS and NASA are required to have written acquisition plans which must be close to what the elements in the FAR states. DHS and NASA also have the cost estimates and requirements documents when preparing the acquisition plan along with the consideration if lessons learned. HHS, DHS and NASA have different dollar thresholds when written acquisition plans are required. HHS written acquisition plan threshold was $500,000 and above as DHS was $10,000 and above and NASA was $10 million and above the written acquisition plan. A written acquisition plan helps to ensure thorough planning, which DHS and NASA prepared the written plan even though they were not required to. NASA and HHS require different written acquisition plans for contracts. NASA contracts valued at $10 million and above is necessary for a written acquisition plan because it improves documentation and helps with the training of staff that does not have that much experience. HHS contract valued at $500,000 and above requires a written acquisition plan because it gives the procurement office a better look at the overall acquisition planning. Compare and contrast how these same three (3) agencies have established policies that set different...
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...Introduction Assessing and planning are two big components of the supervisory process. They can be done through clinical supervision and/or peer coaching. It depends on which model will work best for your school. Clinical supervision looks more at data whereas, peer coaching involves more around. However, they are both similar and different in many ways that will be discussed in this paper. Clinical supervision Clinical supervision has changed over the years. It started in 1969 with five steps to include preconference, observation, analyzing of data and planning for post conference, post conference with teacher, and critique of the previous four steps (Glickman, Gordon, and Ross-Gordon, 2014). Over the years, twelve principles were added. They are classroom based, purpose for instruction and teacher’s long term development, separate from summative evaluation, understanding of child development, education, and teacher improvement, supervisor needs to have relational and problem solving skills, open-minded, reciprocated trust, collegial affiliation, data-based, gathers data based on the teacher’s lesson to be observed, has reflective conversation with teacher and supervisor, and is recurring ((Glickman, Gordon, and Ross-Gordon, 2014). It involves a teacher receiving feedback from a colleague that observed the teacher but wears many hats like a sounding board to enables the teacher to examine and alters their own professional practice (Pajak, 2003). Strengths and Weakness...
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...Management Planning - Halliburton Halliburton was founded in 1919 by Erle P. Halliburton and is currently “one of the world’s largest provider of products and services to the oil and gas industry” (Halliburton, 2010). Halliburton’s began with one man, borrowed supplies and a homemade mixing box is now an employer of over 50,000 people and has a presence in approximately 70 countries (Halliburton, 2010). Halliburton established its first research and testing laboratories and then set their sights on the international market. In 1926 Halliburton sold 5 cement mixing units in Burma and started their global arm of business. “Today, Halliburton offers the world’s broadest array of products, service and integrated solutions for oil and gas exploration, development and production” (Halliburton, 2010). In 2006 and 2007 Halliburton realigned its operations and divided them into two, Completion and Production, and Drilling and Evaluation, accounting for over 14 billion dollars in revenue for the company (Halliburton, 2010). The Drilling and Evaluation department is in charge of the drilling, evaluating, field and reservoir modeling and well-bore placement solutions for its customers. While the Completion and Production department managers the cementing, pressure control, pipeline and process services and completion services (Halliburton, 2010). Planning is an important function of management that helped Halliburton identify and achieve many ground breaking goals. Once Halliburton...
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...every minuites nurse need to find ways to stretch the time available to meet the needs that arise(Hurber,20006)Many nurses complain about needing more time. They are stressed and frustrated . At any point in time nurse guggle work and other roles such as student, partner, parent, child,or friend.As work places are restructures for efficiency and employ fewer people, personnel work role stress arises ,effective time management is needed.(Hurber,2006). Time management is defined as accomplishment of specified activities during the time available. The goals of time management is the efficient use of time resources in order to be effective in achieving goals . Principles of planning and...
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...functions of management which are planning, organising, leading and controlling. The functions of management will indicate how they can help a company in this case IIL address the challenges its facing as it tries to achieve its long term plan of marketing the company's products and expanding locally and regionally. DEFINATION OF CONCEPTS Organizational Management is a common management style for modern small businesses. The organizational method allows managers to break down the entire operation of a department into several phases. Dividing operational functions into sections allows management to obtain a clear picture of what the goals of a department are and how to implement the goals most effectively. It also allows managers to respond rapidly to factors that affect the internal or external expectations of company (quote). according to .............. organisation of management is also defined as............................... THEORITICAL FRAMEWORK Organisational management is also defined as the process of planning, organising, leading and controlling resources within the entity with the overall aim of achieving its objectives. Planning Planning is the management function that involves setting goals and deciding how to best achieve them. Setting goals and developing plans helps the organization to move in a focused direction while operating in an efficient and effective manner. Long-range planning essentially is the same as strategic planning; both processes evaluate where...
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...SUCCESSION PLANNING The Entrepreneurs Personal Financial Plan W hen entrepreneurs consider their personal finances, it is critical they understand that the greatest intergenerational transfer of wealth in history will occur in the United States over the next decade. An estimated $10 trillion is expected to change hands, much of this resting in the hands of the nation's entrepreneurs, who must decide the fate of their companies when they are ready for transition. Many entrepreneurs who have family-owned or closely held businesses say their most difficult challenges are deciding who will succeed the current generation and how to preserve and build the company's value by providing for a smooth transition of ownership and management to the next generation. It is an understatement to say that estate and succession planning decisions involve complex questions of law, tax, and business planning. Such planning involves decisions about the types of property to own, the form of ownership and, for small business owners, the organization and operation of the business as well as the steps for passing that business on to the next generation. For the entrepreneurs, the only way to find the best plan is to work closely with the lawyer and other specialisb such as tax accountants, appraisJuly 2005 CPA W e a l t h P r o v i d e r ' 23 SUCCESSION PLANNING ers, life insuratice agents, bank trust officers, and financial planners, all of whom can provide other important sources of information...
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...Running Head: MANAGEMENT PLANNING PAPER Management Planning Paper for Halliburton Introduction Halliburton is one of the biggest oilfield service companies in the world. The company primarily serves the upstream oil and gas industry with an all-inclusive range of services, from the place of hydrocarbons to the construction of oil and gas. Services offered by the company include furnishing production optimization, drilling valuation, fluid services and oilfield drilling software and counselling. The company combines tried-and-true well drilling and optimization proficiencies with high-tech investigation and modelling software and services (About Us, 2010). From the time of its inception, it works in conventional oilfields from the North Sea to the Middle East as well as in more novel sites in Southeast Asia and Africa. The company has made numerous efforts in different directions for managing their position in the industry and divestment of its KBR engineering and military contracts division is part of its efforts. The Halliburton took KBR public in 2006 by extending a 20% stake in an IPO and afterwards divested the rest, cutting all connects with the company in 2007. It rationalized its management along with number of other efforts of the company. Due to all of these efforts, in 2006, the company was awarded with a multimillion-dollar contract by Saudi Aramco as component of the Khurais oilfield development project, the greatest in the region since...
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...Paper Learning Team has discussed and referenced the strategic and financial planning of Wal-Mart Inc. Wal-Mart has proven to be very successful through its many years of service. Wal-Mart has continued to increase in sales since the first store was opened in 1962. The reasoning behind Sam Walton’s, founder of Wal-Mart, success has been his strategic and financial planning through the years. According to Wal-Mart’s 2011 Annual Report, the company’s vision is to save their customers money so their customers can live a healthier life, (Wal-Mart, 2011.) This is Wal-Mart’s strategic plan set for their employees to achieve. Extensive research has to be done on an every day basis to discover what products can achieve this strategic plan. Within Wal-Mart’s vision are two set initiatives; low prices and healthier products. One way Wal-Mart can achieve this is their Global Business Processes team. This team handles the implementing and developing efficiencies within the company. Some ways this can be done is by improving work productivity, understanding the consumer’s needs and wants and also finding the best suited individuals for the company. The Global Business Processes team helps streamline the financial costs to benefit the company’s needs and requirements. An example of an initiative the Global Business Processes Team leads is the cost leadership. The cost leadership approach allows the company to sell to their consumers at a lower cost than their...
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...HR Planning and Staffing: How are they connected? We hear the statement: “HR Planning is the foundation of staffing under the new PSEA”. But what does this mean and how do we make it happen? Background HR planning is a generic term that can have many different meanings. For the purposes of this discussion, we mean the following: HR planning is a process that identifies current and future human resources needs for an organization to achieve its goals. It means forecasting an organization’s future demand and supply for employees, based on its business needs; and subsequently developing and employing the strategies required to meet these needs. It involves a gap analysis between current HR supply and future demand. Strategies are then developed to address the gap and may involve recruitment, internal staffing, development, training, contracting and partnering, and activities relating to downsizing. “Forecasting future needs” implies understanding the future business directions of the organization so that the HR needs can be appropriately identified. HR planning can be conducted at the organization level or at any component level but a key to success is always understanding and linking to business direction. HR Planning always starts with understanding the business needs of the organization. There may also be a need to further develop and refine plans for the strategies that are going to be employed and this may result in separate, or integrated, staffing plans, training plans etc...
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...Abstract Midwestern training Company- LDC (Leadership Development Centre) is a company that contributed in the training and have been very well known for its success in running-training mid-level manager. Pam is a director at LDC. He entrusted the responsibility of new programs in LDCs. Preparations were carried out running according to plan even faster than expected. However, a few weeks before the training program began, there was a problem. Introduction Pam was a director of training at a large, Midwestern training company-Leadership development center (LDC). One the Pam’s responsibilities was to plan the launch of LDC's new training programs. The company had a reputation for excellent programs targeted at mid-level managers. Pam determined that the program's success would be measured in three ways, First, the number of participants taking the first program would be monitored. Second, she would survey all participants regarding their satisfication with the program, it's content, material, facilities, administration, and instructor. Finally, LDC would track the number of mid-level managers from the companies of those attending the senior executive program to determine if there was an increased participation level over time. She estimated that the program design would require about three weeks and that development of the brochures would take an additional two weeks. Printing the brochures would require four day, and assembling them for mailing would take another three...
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...Corporation (ANSCOR)Group of Companies, under the leadership of Andres Soriano, Jr. addressed a long felt need for an effective formal planning system for the two companies. According to Soriano, the companies had developed their budgeting and long-ranged planning systems several years earlier but, despite the many advantages these gave them they still were not satisfied with their ability to respond to the rapid changes in the environment around them. Therefore, they search for a process that would enable them to upgrade their planning capability. In November 1982, Dr. Lorange addressed a joint dinner-meeting of SMC and ANSCOR Group and shares his insights on the implementation of the strategic planning of the two companies. 1982. The time of Marcos regime. In which the control of the ownership has been turned political. Rapid changes to environment merely occurred. TIME FRAME The two companies experienced difficulty in their implementation phase and three problems occurred: the planning process is much time consuming which involved more work than one might reasonably expect of people; the two companies emphasized in developing the objectives and strategic programs led to past strategies outweighing the new strategies; there were some Business Family and Element Teams who were asking for "hand-holding" to guide to the process. 1.Examine loopholes in the planning process. 2.Develop a strategy for an efficient planning process. 3.Study pros and cons of the involvement...
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...Gillette Personal Care Division: Marketing Planning and Control A Case Study Introduction: Gillette was founded in 1901 by King C. Gillette. It was a leading International Manufacturer of consumer products ranging from Electric razor to ballpoint pens. Gillette has three divisions: 1. Safety Razors (Blades and Razors) 2. Paper mate Division (Writing Instruments) 3. Personal Care Division-PCD. (Hair Care , Skin care, Deodorants/ Anti-perspirants) The Brands of Gillette are divided into four rough categories: Build, Hold, Harvest and Withdraw. Mennen and P&G are the major competitors for Gillette. Right Guard pioneered in United States with a unit Market Share of 26% in 1967. But Because of fluorocarbons scare burst by mid 1982 its market share was dropped down to 8.5%.White rain was a shampoo that was introduced in low price category in 1952,but it was phased out in late 1970.PCD division of Gillette decided to roll out new version of shampoo and conditioners in May 1985 and as soon as it was launched it was a resounding success. Problem Statement: * Ineffectiveness of Gillette’s planning and control system * Revitalization of Right guard brand to increase its market share * Finding ways to build upon the success of white rain to increase market share Analysis: Gillette’s Marketing Planning and Control System Planning and control of system was too rigid and time...
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...people in almost 70 countries (Halliburton, 2010). The services offered by the company include the furnishing of production optimization, drilling, fluid services, drilling valuation and oilfield drilling software and counseling (Halliburton, 2010). The company has tested drilling procedures and practices as well as high-tech investigative and modeling software (Halliburton, 2010). Evaluation of Planning Function of Management Planning is one of the four functions of management, which includes organizing, leading and controlling. Planning is to identify where one wants to go a, why he or she chooses to go there, how he or she will get there and what is required to accomplish it. Planning is looking ahead and deciding what future courses of action can be accomplished. This is the beginning step for any company in its business operations. Therefore, it is the same with Halliburton, one of the world’s largest companies. This company is as large that to be as successful as it is, one knows that its planning has to be effective. This company’s management knows that planning for such a large scale and so diversified that it must make sure its systems activity knows when, how and whom is going to carry out the jobs and duties. Halliburton must have a detailed plan for its future actions and is its strength for making all of their expansions. Haliburton has made many mergers and acquisitions over the years. One of the most recent acquisitions was on September 17, 2010;...
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...information will you need to collect to plan a response for this transition? How will you use this information to create a selection strategy? (400-600 words; you may use a table to present the information needed and its purpose) The information that I would need to collect to assist Dofasco with the transition of having colleagues retire and new faces come in the company is the following: * First off having a HR Planning Process which describes the organizational as a whole I terms of recruitment needs will be helpful in the transition. In terms of what will be included is, external factors affecting recruitment, internal factors, job analyst , organizational analyst, job performance and the most important recruitment and selection of the candidates * What strategy do you recommend to address the large number of hires necessary in the next 10 years? Provide an outline that addresses HR planning, recruitment, and selection activities and how they are related. (400–600 words) What selection tools might be appropriate to assess applicants’ leadership potential, organizational fit, and ability to acquire knowledge and skills quickly? Justify your choices. (400–600 words) How will you determine if your plan is working? Specifically, what are the important targets you will set and how will you evaluate success in reaching them? Justify your choices. (400–600 words) What consequences might your...
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