...Case study # 1: Hospitals are driving toward a leaner organization Case study # 1 1. The best perspective of organizational effectiveness that describes the application of lean management practices is organizational learning perspective. This perspective focuses on the most value input as known as knowledge. Organizational learning is founded on the idea that organizational effectiveness depends on the organization’s capacity to acquire, share, use, and store valuable knowledge (Mcshane & Von Glinow, 2012). Sunderland Royal hospital engages in organizational learning perspective through learning lean management from external knowledge. Sunderland’s employees took tour at Nissan Factory to acquire and share knowledge from Nissan work plant, and later they applied and stored knowledge in their work unit. Employees always play critical role in this process and they are important intellectual capital of learning organizations. They can use and share knowledge through the process by mapping out their work process and identifying ways to reduce waste process. As Sunderland’s employees discovered ways to reduce average patient’s wait time, they can improve efficiency and quality service. Also, many other health care around the world apply lean management in their organization by receiving lean training from Japan. Flinders Medical center also learned and adopted lean knowledge after seeing South Australian Medical Facility experienced problem of overload patients in its emergency...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0048-3486.htm PR 38,5 The relationships between team learning activities and team performance Marianne van Woerkom Department of Human Resource Studies, Faculty of Social and Behavioural Sciences, Tilburg University, Tilburg, The Netherlands, and 560 Marcel Croon Tilburg University, Tilburg, The Netherlands Abstract Purpose – The purpose of this paper is to investigate how different team learning activities relate to different types of team performance as rated by team members and managers. Design/methodology/approach – The 624 respondents, working in 88 teams in seven different organizations indicate their perceptions of team learning and their performance ratings of the team. Moreover, managers in the organization are asked to evaluate the team performance. Findings – Team member ratings of effectiveness are positively related to the boundedness and stability of the team and information processing and negatively related to information acquisition. Manager ratings of effectiveness are positively related to boundedness and stability, information processing and information storage and retrieval. Team member ratings of efficiency are positively related to information processing and negatively related to information acquisition. Manager ratings of efficiency are positively related to boundedness and stability and information storage and retrieval. Team member ratings of innovativeness...
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...the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an individual employee and organization as a whole so; hence employee development consists of individual or employee and overall growth of the employee as when employees of the organization would...
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...Professionalism and Effectiveness Make the Most of the Generational Mix and Lead the Charge in Successful Employee Development Employee Development Systems, Inc 7308 South Alton Way, Suite 2J Centennial, Colorado 80112 800-282-3374 www.employeedevelopmentsystems.com Table of Contents Introduction Four Generations under One Roof o Generations, Their Technology and World View o Employee Development across the Generations How Learning Really Takes Place o 4 Ways to Maximize Learning Effectiveness o Integrating Flexible Technology and Learning Tools Employee Development Redefined o Activities Contributing to Learning Effectiveness o Employee Development Overhaul Level the Playing Field by Building Professional Competence o How to Help Employees Match Your Organization’s Culture o Business, Personal and Strategic Competencies Customize Performance Management o Meet the Needs of a Diverse Workforce Increase Personal Effectiveness o Understanding the Importance of Behavioral Style Conclusion Executive Summary How do you address the behavior, traits and learning styles of four generations in one workplace? Does your organization take into account the increasingly important role of informal learning in improving the overall effectiveness of your employees? Today’s effective training and development organizations offer programs and learning reinforcement tools that are well-suited to a variety of generations. They take into account formal and informal learning channels. Most...
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...allows adult learners to attend multiple campuses or center at the same time. Each campus possesses the capability of preparing adult learners for an associate degree. However, core courses for many of its degree or certification programs are restricted to specific campuses. The writer identified the practice area of adult basic education and literacy programs within her department. She gathered relevant data that reflects the college’s contextual setting by providing a (1) description of the educational services; (2) its history, mission, vision, and values; (3) demographic and data; (4) the annual budget or funding; (5) methods or models of program planning and delivery; (6) recruitment and marketing strategies and processes; (7) effectiveness evaluation techniques; (8) and recommendations for improvement in educational services. 2 Introduction This writer identified several practice areas of adult basic education and literacy programs within the community and neighboring geographical areas. The campus and community site programs are affiliated with a local state college and strategically located throughout the metropolitan area. The design of this type of educational system embraces lifelong learners, in the rapidly changing world of globalization....
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...Organizational Behavior Terminology and Concepts Paper What is Organizational Behavior? In fact organization behavior (OB) covers a lot of meaning and concepts in it. For example, there are organizational culture; diversity; communication; organizational effectiveness and efficiency; and organizational learning. Those key terms can give people a fully explanation what is Organizational Behavior. In the following, I am going to explain those key terms one by one, and also I will show you some examples that relative between my company and those keys term. First, I have to give a little bit ideas what is Organizational Behavior (OB). Organizational Behavior is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In my company, I am a general manager of the sales department. I usually treat my staff as well as I can. For example, on the end of each month, I will provide a dinner party for my staff, even it is not expensive dinner, but my staffs are all happy to attend. Also I will try to strive for as much as benefits for my staffs, too. Such as ask the company provides cheaper medical insurance, or...
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...Introduction The business world has become very competitive and dynamic. In order to be successful in a work environment, organizations must be knowledgeable of what defines organizational behavior. Organizational behavior can help organizations expand, communicate, learn, and develop for better performance in the competitive, vibrant, and ever changing economy we all live in. It is important for organizations to learn the different behaviors, cultures, diversity, communications, effectiveness, and the learning styles that make up the organization and its environment. This paper will define and explain the terminology and concepts of organization behavior through research and examples used within the military. What is Organizational Behavior? Organizational behavior (OB) is the study of individuals and groups in organizations (Schermerhorn, 2005). The primary concern of OB is with people, what they do and how their behavior affects individual, group and organizational performance. Learning about OB will help you develop a better work-related understanding about yourself and other people (Shermerhorn, 2005). “People are the organization’s most important assets” are the words of Shermerhorn and should be taken seriously in an organization. Organizations must learn to value their employees so that when the time comes, employees will do the same for the organization. The military uses a unique organizational behavior, which is, governed by a set of rules and regulations (ex. Uniform...
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...“the study of human behavior in organizations.” (Schermerhorn, Hunt & Osborn, 2005, 17). This paper will explain key concepts and terminology of organizational behavior and how it relates to Redwood Coast Regional Center (RCRC), my organization. The discussion items include organizational culture, diversity, communication, organizational effectiveness and efficiency and organizational learning. Organizations are made up of people, whose actions influence all areas of business, and in turn create the dynamic of organizational behavior. Organizational Culture A key concept of organizational behavior is organizational culture. As stated by Marino and Salls (2005), “Your organization’s character and values are an underlying factor of many of its behaviors, and can tell you a lot about everyone’s priorities and level of engagement. One of today’s popular sayings is ‘Culture eats strategy for lunch any day’.” (p. 27). The culture within the organization of RCRC consists of people who value individuals first. Those served by the agency as well as its employees, are most important, and are treated as such. Redwood Coast Regional Center has a board of directors whose decisions are based upon what is best for the people while, of course, keeping in mind cost-effectiveness. Unfortunately, the agency is restricted by the State budget, as RCRC is a state funded agency, and is required to justify all expenditures. With that in mind, the organization still manages to portray an attitude...
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...e-learning - A Review of Literature Prepared by Tim L. Wentling Consuelo Waight James Gallaher Jason La Fleur Christine Wang Alaina Kanfer Knowledge and Learning Systems Group UNIVERSITY OF ILLINOIS AT URBANA-CHAMPAIGN September 2000 Funded by Allstate Insurance Company Sears, Roebuck and Company Eastman Kodak Company 1 UNIVERSITY OF ILLINOIS AT URBANA-CHAMPAIGN Table of Contents Topic Page I Defining e-Learning 3 II Strategic importance of e-Learning 6 III Organizational Culture and e-Learning 8 IV Trainers in an e-Learning environment 10 V Understanding distributed learners 13 VI Evaluation of e-Learning 19 VII Cost effectiveness of e-Learning 30 VIII Selected e-Learning comparison studies 34 IX Global issues in e-Learning 41 X e-Learning industry trends and delivery technologies 48 XI. References 60 2 A Review of Definitions Economic, social and technological forces continue to change the global economy, and the way of life in organizations and the world. In specific, these forces have and continue to revolutionize teaching and learning in organizations. Urdan & Weggen (2000) related that technology, the rapid obsolescence of knowledge and training, the need for just-in-time training delivery, and the search for cost-effective ways to meet learning needs of a globally distributed workforce have redefined the processes that underlie...
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...Leadership Styles and School Effectiveness Labels: Change Management Research Proposals, Leadership Research Proposals, Strategic Management Research Proposals, Travel Research Proposals Introduction The human mind is like a mine bestowed with billions of innovative seeds, and every one of those seeds can grow a fruitful tree of new inventions. At home, the education of a newly born child starts from the lap of a mother, for whom it is an obligatory privilege to look after her child. Education starting in the dark-age has been transformed as it has passed from mind to mind and race to race, based on spiritually traditional ways of learning, observations, and experiences. The acquisition of knowledge began with the informal learning process at home to formal learning in institutions or schools. In this way, knowledge was progressively traveling down different paths and in different ways through human minds. In recent years, the advent of new technologies from photocopying machines to computer programs, optical scanners, and telecommunication networks has contributed to knowledge transformation. Moreover, today, the dominance of digital technologies and distorted media information has set the stage for the human mind to be idle. It can be thought that the idleness of mind is not due to insufficient or a lack of information and ideas for knowledge development but rather the inevitability of creating multiple choices and overloading us with information. Here, the ramifications...
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...Sharing The sharing of information across any organization is essential in the mode of communication. The manner in which information is shared can be detrimental depending on the type of organizational structure. An efficient performance organization and a learning organization are two different types of organizational structures. The learning organization is open to constant adaptation and improvement to better change the organizations structures, processes and working practices (Antonoaie & Antonoaie, 2014). In a learning organization, everyone in the organization engages in continuous learning from the individual to the teams (Antonoaie & Antonoaie, 2014). The values and decision making is informed by all information that can be shared (Antonoaie & Antonoaie, 2014). This type of organization will function optimally in an organic design. Having an organic design typically means that the organization adapts to a changing environment, an adaptive culture, and has an innovation strategy (Daft, 2013). In a learning organization with everyone receiving information from all areas, empowered roles are better suited than tasks that are narrowly defined to a person (Daft, 2013). The strategic emphasis is on innovation instead of efficiency as is the case in an efficient performance organization. The efficient performance organization is focused on labor productivity and ways to improve efficiency (Daft, 2013). This type of organization focuses on a centralized structure that is hierarchical...
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...information so important in a learning organization as compared to an efficient performance organization? Discuss how an organization’s approach to information-sharing might be related to other elements of organization design, such as structure, tasks, strategy, and culture. Shared information is so important in a learning organization as compared to an efficient performance organization because in a learning organization it promotes communication and collaboration so that everyone is fully engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability (Daft, 2010, p.31). A learning organization follows a horizontal structure which disbands the vertical structure by flattening the distance between managers a the top of the organization and putting emphasis on self-directed teams which include members from several functional areas creating less boundaries (Daft, 2010, p.31). In a learning organization, employees play a role in the team or department and roles may be continually redefined or adjusted. There are few rules and knowledge and control of tasks are located within the group. Information within a learning organization serves a distinct and separate purpose. Information is widespread and ensures that all employees are aware of the information. They maintain open lines of communication with everyone, including customers. The culture within a learning organization encourages openness, equality...
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...0rganisational behavior is defined as a field of study that investigates the impact that individuals, groups, and structures have on behavior within the organization. Put differently organizational behavior is the study of human behavior in an organizational setting. It is the study of how individuals and groups behave within the organization as well as how members of the organization interact with the external environment. Gibson defines organizational behavior as a field of study that draws on theory, methods, and principles from various disciplines to learn about individuals perceptions, values , learning capacities, and actions while working in groups and within the organization and to analyze the external environment’s effect on the organization and its human resource, missions, objectives, and strategies. Organizational behavior is a still-emerging discipline which seeks to enable managers to understand people better to enhance them improves their management practices to increase productivity, customer satisfaction, and better competitive position. Due to the changing trends in the global or external environment, organizational structure, incentive systems, leadership styles, and organizational processes that worked in the past might not work well in today’s vibrant environment. Emphases have changed from autocratic to democratic. Organizations have been forced to redesign their processes and procedures. The basic framework for the field of organizational behavior is drawn from behavioral...
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...VOLUNTEERING AND SERVICE LEARNING: A CASE STUDY OF A SERVICE LEARNING PROJECT AT “CROSSROADS FOUNDATION” Samuel, Ho Lee, Fullness Social Enterprises Society, Lingnan University, sleeho819@hotmail.com Erica, Kim Man Lee, Fullness Social Enterprises Society, Lingnan University, erica_lee02@yahoo.com Mike, Hyung Min Lee, Dongguk University, wemakemoves123@gmail.com Jacqueline Kelleher, Pace University, jk56646n@pace.edu Katy Kaestner, Trinity University, kkaestne@trinity.edu ABSTRACT The processes and outcomes of a service learning project conducted by a group of five students and engaged with a nonprofit organization are described in this paper. The processes and outcomes are evaluated with respect to the effectiveness of service learning as an educational means and the contribution to the nonprofit sector made by service learning initiatives. The findings include the benefit of the initial ambiguity of the service learning project and the benefit of the project outputs to the nonprofit agency. It is concluded that researchers may need to figure out the absolute relationship between initial ambiguity and the effectiveness of a service learning project and that between project outputs and the benefits received by the organization concerned. It is also concluded that researchers need to study how to keep participants’ passion towards the nonprofit sector after completion of their service learning project. KEYWORDS Service learning, volunteering, nonprofit organizations, social enterprises...
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...Organizational Effectiveness CONSULTING PROJECT GUIDELINES Deliverable Dates: Proposal (2/6); Project Analysis (3/25) Points Possible: 70 Overview The consulting project is intended to provide you with a hands-on experience in helping an organization improve its effectiveness while also allowing meaningful learning about high-performance team dynamics. On average, each team member should spend 12-15 hours designing and carrying out the project (60-75 hours per team). After carrying out the project each team will complete a 4-5 page (single-spaced) paper, including the following: 1) A professional, descriptive title page. 2) 6 essential paper components (see details on page 2). An evaluation of the project by the client who was served by the project will be completed by the client contact person (use client evaluation form); instruct your client contact to send the completed evaluation directly to me. I need to receive the client evaluations before Finals Week begins. Completed peer evaluations of each team member’s performance will also be submitted the week after the projects are finished. These evaluations should NOT be included with the paper to ensure anonymity among team members. Proposal & Engagement Letter Teams are encouraged to develop their own projects. If you need help finding an organization, please contact me. Potential projects from my sources will be posted on Learning Suite. Your project should involve helping the organization itself...
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