...communication. Knowing these will help Kellogg’s in communicating effectively with the customers and will be able to solve the problem of the schools who are troubled with funding the breakfast club. Body Communication is the flow of information from one individual to another. It is the process of sending and receiving information. This can be done through writing, talking or through any type of medium. Kellogg’s needs to understand the importance of communication because it will help them understand each other as well as build relationships with customers. The core to having satisfying relationships with customers whether at home or work is for Kellogg’s to understand the communication process. Communication process is a sequence of events involved in sending an information or message to the other end. There are 7 stages in the communication process. 1. Source – the source is also known as the sender. The sender or source is where an individual wishes to convey a message or an idea to others. With Kellogg’s being the main source of communication, they need to understand what they want to convey or communicate and why. They also need to make sure that the information they want to communicate with is accurate and beneficial. They need to put an effective communication out there to parents, schools and the public about the breakfast club...
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...3PRM F306A CIPD Assessment Activity Template |All activities should be completed |Assessment Criteria | | | | |Activity 1 | | |In pairs or small groups, research and discuss answers to the following. Then provide written individual responses, | | |in your own words, to each question. | | | |1.1 | |Explain at least 2 purposes of performance management and its relationship to business objectives. | | |Identify 3 components of performance management systems. |1.2 | |Explain the relationship between motivation and performance management, referring to at least 2 motivational theories.|1.3 | |Identify 2 purposes of reward within a performance management system. | | |Describe at least 3 components...
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...Project Meetings Report by Ibrahim Emad Farrag Supervised by Dr. Mohamed Hussein Abstract Meetings are a vehicle for exchanging information, confirming progress, creatively developing deliverables or solutions, making decisions, and growing as a team. They provide a means for collaborative thinking, discussion, and deliberation that is invaluable in getting project work done. Unfortunately, we seem to have a dysfunctional relationship with meetings. We need them, but hate them. However Through intentionally planning, using facilitative techniques, and managing group dynamics, we can transform useless meeting time into productive results. This facilitated collaboration helps people work better together to create the outcomes and project deliverables you need in a focused period of time. This report is going to first indentify the types of project meetings then we will look into how to make a meeting more productive and efficient, last we will study the meetings in each phase of a project. Table of Contents Introduction 1 Profile of a Project Meeting facilitator 2 When to Meet—and When Not to Meet 4 Project Meeting Characteristics 5 Types of Project Meetings 6 Information Exchange Meetings 7 Creative Development Meetings 7 Decision-Making Meetings 8 Coaching Meetings 8 Project Meeting Structure 9 Meeting Formality 9 Meeting Frequency 9 Tools for Keeping Meetings on Target 10 Tools for Meeting Preparation 10 The Meeting Preparation...
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...Unit 328:- Understand how to lead effective meetings AC 1.1 Explain the purpose of a meeting Staff meetings The purpose of regular staff meetings helps an organisation become much more organised and efficient and places both employees and managers on the same page, it makes it easier to establish roles and collaborates to finish projects and achieve goals. They make it possible for all members of a company to work together with less confusion and accomplish objectives faster. They cover a range of relevant information, and provide a platform for employees to ask questions and discuss concerns with management enabling staff to offer ideas and solutions directly to managers and team members within the company. Staff meetings inform and educate employees about new rules and regulations that affect them and should be long enough to get the point across. They also help to harmonise the skills and experience of the team members in achieving a common purpose, realise what each other is doing and discuss problems they have, assess the progress of goals and what steps to take to resolve them. Meetings ensure all team members are informed of each member’s progress and encourage them to help each other if problems need resolving. Members realise they are not working alone and by working together team spirit is enhanced. One-on-one meetings One-on-one meetings between a team member and their manager provide an uninterrupted private time to receive and discuss the employee’s...
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...The follow up meeting designated at its date, time, and location is planned to discuss the living conditions and solutions for the female senior resident. The individuals to be at the meeting are the Tribal Band (community organizers), female senior resident, and the state officials. The state officials to be at the meeting are the individuals who previously observed the home and area of the reservation. The individuals known as the state officials is the Head of Special Human Service Task Force, and Twelve (12) State Agency Representatives. As in the agenda above, the Tribal Band are the facilitators in attendance of the follow up meeting. Those taking part in the meeting are the necessary individuals who have specific reasons for being part of the Native American Reservation Follow Up Meeting. The Tribal Band, who are the community organizers are part of this meeting, because they are a group of individuals representing for the Native American Reservation and the female senior resident. It is their job in knowing what issue(s) are present in their community. The issue(s) that are present is when they are to take action to fight for what they believe...
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...2011 Human Resources IndIvIdual Performance revIew (IPr) 2 Table of conTenTS Individual Performance Review (IPR) Guidelines Definition of Terms CHaPTeR 1: Goals How it works CHaPTeR 2: RevIew How it works n Preparing for the meeting n In the meeting n after the meeting CHaPTeR 3: aPPRaIsal (YeaR-enD aPPRaIsal) How it works n Preparing for the meeting n In the meeting n after the meeting CHaPTeR 4: PeRfoRmanCe RankInG How it works n Preparing for the ranking panel n ranking panel session CHaPTeR 5: ouTComes How it works n Preparing for the discussion n discussion n Performance share nomination n Pay outcomes appendix - factors affecting Performance Ranking 3 4 5 5 6 6 6 6 6 7 7 7 7 7 8 8 8 8 9 9 9 9 10 10 11 within the objectives of simplifying and standardising Hr processes across the Shell Group, these global guidelines are distributed for adoption by Shell Group companies. any resulting changes to current practices may require, in some locations, compliance checks with local legislation and/or consultation with employee representative bodies. no rights can be derived from this guide and the process described within is not contractually binding in relation to terms and conditions of employment or agreements with Trade unions or Staff councils. This guide is intended for managers and employees of the Shell Group and is consequently for internal Shell use only. IndIvIdual Performance revIew (IPr) 3 IndIvIdual Performance revIew (IPr) GuIdelIneS ...
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...of deadlines on a project as she is not familiar with new programming language. However, Sam had no verbal or written warnings record against her performances. Manager had a meeting about her inability to meet her latest deadline but there were no legal documents about the meeting such as specific timelines for a performance review. Furthermore, during the meeting, Sam physically struck manager and walked out and had not returned for 7 days. Sam submitted a medical certificate for 7 days absence to Human Resources Department and the certificate had been filed within the organization’s system. Manager, supervisor and Human Resources department had a meeting without Sam about Sam’s misconduct and they made a decision to dismiss Sam. Sam brought this case to Australian Industrial Relations Commission and she won the case as there is no evidence to support its case of dismissal on the grounds of misconduct or serious misconduct. Sam was awarded costs of approximately $5000 for lost salary and wages and a further $5,000 for emotional distress * Reason to lose the case 1. The employer failed to follow a formal disciplinary process. 2. There was no impartial investigation carried out 3. There were no records of any notes provided by the employer to back the claims that there had been meetings and reviews. The only written evidence produced was the termination letter. 4. Sam produced a verified copy of her medical certificate in the hearing along with email evidence...
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...Individual: Project Budget CMGT/410 January 19,2015 Jim Kupferer Individual: Project Budget MEMO: To: Branch Managers CC: From: Date: January 19, 2015 Re: Proposed Budget for Offsite Training Session This memo is to inform all concerned of the budget needed for the upcoming proposed compliance training session. I will include estimates for all hardware, software, documents, airfares, transportation, accommodations, labor, and salaries of those attending the training. The first item on the budget will be the fees for the project manager. It is estimated it will take this person five days to set up the training session. The average salary for a project manager is $96,425 per year (glassdoor, 2014). If this is broken down for just the five days needed to prepare plus the two days of the training session, the estimated cost for the project manager is approximately $2600. Some equipment will need to be rented such as, a screen and projector to show slides during the meeting sessions. The cost for these items are $99 per day (Rental Projectors.Com, 2014), The item will need to be picked up the day before the training sessions and returned the next day. This means the equipment will need to be rented for four day at a cost of $396 and the cost of someone picking up the equipment and then returning it. The average wages for a delivery person is $13.35 per hour, (MyMajors, 2014), and it will take approximately...
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...Types of Conflict Conflict in business meetings usually falls into two categories: 1. Real professional differences – Conflict can arise from very real differences in professional opinions. In many cases, these differences don't develop into open conflict. But conflict is more likely when the outcome is extremely important, when the decision being made is irreversible, or when the impact of making the wrong decision will reflect badly on those involved. When this type of conflict is left unresolved, it can rapidly spoil relationships. 2. Power struggles and personality issues – Conflict can arise when individuals or groups dislike one-another, or feel that their positions are being threatened. This type of conflict tends to be more about people's personalities than about "facts" or decisions being made. The techniques we'll discuss below still apply, but you may also need to resolve the underlying problem. For more on this, see our articles on Conflict Resolution (in particular, Thomas and Kilmann's conflict styles) and on Resolving Team Conflict. Reducing the Opportunity for Conflict The best defenses against conflict often involve preparing thoroughly before the meeting, and chairing strongly during the meeting. If you develop a reputation for running tightly structured meetings, there's less chance that individuals who attend those meetings will try to pursue their own agendas. See Running Effective Meetings for practical tips on how to do this. Send out...
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...and/or whose mental health issues are interfering with leading productive lives. River Community itself is a unique residential treatment program providing recovery services to individuals with concurrent mental health and chemical dependency problems. The current director of River Community is a LCSW and ACSW. Social Model Recovery Systems ascribes to the principles and practices of social rehabilitation. The social rehabilitation approach is one in which addiction is viewed as being centered in the reciprocal relationship between...
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...bonding that comes with striving toward a common goal (Harvard Business School, 2009). Learning team charters will challenge each member to work together in a collaborative effort. In order for a team to reach establish goals all members must participate and a learning team charter is imperative. The charter will provide direction and will define the purpose of the team. The subject at hand is the definition of group communication, how group communication is different from individual communication. Effective strategies must be in place to promote group and individual communication. Making sure that the learning team charter's dispute resolution section has enough information for strong strategies for fostering good team communication is a must. Proper technology that will facilitate group communication and knowing what the advantages and disadvantages of using these technologies will help ensure the final project is a success. Group communication Communication has many forms: face-to-face, formal meetings, phone conversations, e-mail messaging these types of communication all use words and are forms of verbal communication. Today in the business world more companies are achieving goals through teamwork. Working in teams brings different strengths and talents together to solve and make decisions (Locker & Kienzler, 2008). A communication between two people is primarily an interchange – dyadic communication. Additionally, a group often meets face-to-face with a common purpose...
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...interact with one another it is critically important within any given organization to strengthen relationships between individuals (Rahim and Bonoma 2006, p.77). In the Waki oil company issues of interpersonal relationships have proved to be quiet a big challenge for the organization over the past few years. The management has at various occasions experienced difficulties in trying to come up with better and appropriate solutions to conflicts between and among the employees, as well as those that involve interaction between the managers and the employees. Basically conflict refers to a state of whereby individuals do not agree with another or rather do not share the same ideas as the other. Such situations necessitate that there be a place good and appropriate ways through which the conflict between individuals may be solved promoting fairness with the parties involved having full satisfaction and in support of the resolution reached at regarding the conflict (Blake and Mouton 2002, p. 50). Within the Waki oil organization there are different department which in a weekly basis need to come together giving reports and sharing issues regarding how the company is progressing. It is within these weekly meeting that managers from different department come into conflict with one another in regards to ideas that each holds. Worse enough the conflict extends out of the meeting discussions to the day to day activities of the company. Such that even the employees themselves see what is happening...
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...designed to increase revenue and decrease costs. To attain this goal, an evaluation of the current sales team members will need to take place. Based on this evaluation of skills management will select several members of the current staff as well as hire some new employees to create a well-rounded, highly skilled team. The team’s responsibilities and functions will change and there will be an increase in responsibility. As a part of the restructure, a training plan, regular performance feedback, and annual performance appraisals are to be part of a performance management plan. This proposal will describe the new team members, revised responsibilities, training, and performance appraisal process proposed to ensure the team’s success. The first step will be to reorganize and restructure the team. The new team will have strong sales skills, be effective team players, be creative, innovative, and have an enthusiastic attitude. The team will consist of six members including a sales manager and five sales associates. The sales manager position is responsible for the team’s success in effectively implementing new customer programs, achieving sales goals, and motivating, mentoring, and training the sales associates. In addition, the sales manager will provide regular performance feedback, including areas where the sales associate is excelling and areas that need improvement. The sales associates are responsible for rolling out new programs, increasing the customer base, retaining...
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...Processes Involved In Planning Support for Individuals There are many different processes and assessments that can be used in health and social care but here are the most important ones that can be used. There is the cycle of support planning, which is: This is the small cycle Assessment Check of care services Care planning Implementation of care services In this cycle, there is an assessment taken place to help the individual and the care plan is made or in the process of making then sent for it to be implemented to the care services, then sent off to the cared services for it to be checked. Referral The support planning and delivery process can be seen as a cycle: Holistic assessment Reviewing Evaluating Identifying current provision Monitoring Care planning Implementation Recording Communicating Since the NHS Care and Community Act 1990, all the local authorities have decided that everyone should start using the support planning cycle. The stages of this support planning cycle are: Referral- This enables people to become known to the services. For example, Martha is 89 years old, and she has been a very independent career minded woman and she has dementia. Because she is very old and has dementia which means she needs to be used to or become known to services, so that professionals known that she is also an important patient, who needs to be looked after carefully. This would...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: Centre name: | ACACIA LEARNING | | Candidate name: | Lucianne Powell | | CIPD Qualification undertaken: | CIPD Membership No: | 42847350 | Unit code(s): | 3PRM | Unit title(s): | Supporting Good Practice in Performance and Reward Management | Unit tutor: | Karen Philpson | Date due for assessment: | 2nd December 2014 | Date submitted: | 1st December 2014 | Word Count:State number of word used | | Candidate declaration: * I confirm that the work/evidence presented for assessment is my own unaided work. * I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. * I confirm that 75% of this submission comprises my own written work, in my own words. * I declare that the word count limit includes all aspects of my written submission. I agree that title/contents page, references/bibliography are the only part of the submission that do not form part of the word-count’ I also agree that if my assessment is +/ - 10% of the word count the assessment will returned with the appropriate advice to reduce/ increase the word count, which may delay assessment feedback following the submission. * I agree to this work being subjected...
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