...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strategy Strengths Weaknesses Accommodating The accommodating plan will accommodate the one side that is pressed about the issue. The other side may be accommodating and not stressed about receiving a resolution. This plan may eventually fail because the one side that gave in to accommodate the other side may get tired of the accommodation and want a resolution. Avoiding Hopes that the problem resolves itself. This plan also may eventually fail because the conflict was never addressed. It is better as a leader to take ownership of the conflict instead of avoiding. Collaborating Takes both sides point of views into consideration. By getting both sides’ input into resolving the conflict, holds them accountable to making it work! Though they compromise and make a plan together, they may still be unable to work together on what they set out to accomplish. Compromising Both parties have to agree to give up one side to compromise with the other. This also helps to set things down that may not be working for one side anyway. By compromising there could still be conflict, both parties have to agree to compromise and make the plan work. Competing Competition can be healthy. Both parties competing to see which strategy works. This could make the conflict worse because it becomes a fight to...
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...Introduction In this paper Team A is responsible for developing teams for Riordan Manufacturing’s newly designed CardiCare Valve heart valves. The location of these teams is in Pontiac, Michigan, which produces plastic parts for the organization. Team A will develop a Team Strategy Plan of which we will identify several strategies in building viable teams, identify challenges or barriers that may occur, determine the best approach, and measure the teams efficiency. While developing these teams, Team A will create a Conflict Management Plan of which we will analyze the teams strengths and weaknesses, implementation of different conflict management strategies, select the best approach, identify potential challenges, and consider alternate strategies that will foster an efficient team. The Various Strategies Available to Build Teams Riordan Manufacturing is striving to create the perfect teams of employees to generate the best possible production of the newly designed CardiCare Valve heart valves. Creating those perfect teams requires much planning and organization. An important thing that Riordan needs to think about when trying to construct their teams is the number of members of each of the team. Generally speaking, the most effective teams have five to nine members (Robbins & Judge, 2011). When teams are larger, coordination and communication amongst its members may be an issue making it harder to get work done. Another thing for Riordan to consider when building...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | | |Managers control who is put in what team |Efficiency of team member’s performance is | |Capability and personality of team members |Set limits on what members can do |centered on skills and abilities to perform task.| |Member Preferences |Manager considers employees preference for |Threat to team morale if member fails to actively| | |working in teams or not. |participate. | | |Teams morale is likely to be higher and |Members may team player attitude but lack | | |high performing |ability. | | |Members selected to fill specific roles |Team members playing multiple roles might | | |Place able workers in central roles of team|experience burnout. | |Allocation of Roles Diversity | ...
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...Career Plan Sonia Sarmientos-Chavez MGT/521 April 20, 2013 Dr. Deb Lawton In setting up a career plan it gives he or she a visual of the work culture they may desire, by developing the strategic and operational plan it will help leaders reach the goal of the company. My current employer is Memorial Hermann Hospital and my goal is to become a material management director of the operating room. In completing the career plan it identifies me exactly. The current job title that I hold is administrative assistant to the director of the operating room; this title carries high power in the department. As a high powered individual at Memorial Hermann Hospital the job is very demanding which is a good thing because it allows giving 101% of yourself. The hospital is a teaching organization and this atmosphere is adapted by employees. Each day staff learns new skills; this career demonstrates your skills. The salary is competitive with the rest of the hospitals in the medical center. In the operating room there is always room for advancement. Every competency is essential in becoming a director because of the support to employees, surgeons, and patients. The ethical aspect is strength because as a leader you set the stage of doing what is right. When a problem occurs leadership has to follow up with the individual is having the problem (closing the loop). Memorial Hermann Hospital is known nationwide by having breakthroughs...
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...Employee Motivation Action Plan MGT/311 University of Phoenix September 29, 2014 Scott Jaeger Professor Julie Morgan University of Phoenix Material Employee Portfolio: Motivation Action Plan * Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | Jennifer | Jennifer is very dissatisfied with her job, She is dissatisfied with her management, but is very happy with her co-workers, leading to the belief that she is not being motivated properly. She is very happy in general, further confirming that belief. She is very emotionally intense, and has a high emotional intelligence score. She has a tendency to make rash decisions. | Given Jennifer’s lack of job satisfaction, specifically with management, she needs a change in motivation. Specifically, she believes that she is not being recognized for the hard work and dedication that she is putting in to the job. So Jennifer needs to be recognized for her work and achievements, to help her even out her negative other-inside experiences with the organization...
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...Table of Contents Background Macro-environmental Analysis Governmental Technology Demographic Societal Economic Competitive Analysis General Economic Characteristics of the Industry Driving forces in the Industry The Five Forces Model of Competitive Analysis Strategic Group Mapping Competitors Analysis Key Success Factors in the Industry Attractive/Unattractiveness of the Industry Company Situation Analysis Company Strategies Company’s Performance/Financial ratios SWOT Analysis Competitive Strength Assessment Key issues or problems Strategy Alternatives Final Recommendations Implementation Concerns Work Cited Page Background Panera Bread is a company with over 1,300 locations and $94 million in net income per year. They are a leader in the food service industry and continue to incorporate new and innovative ways to keep current customers and attract new customers. They have been in business since 1981, though they have undergone several name and owner changes. Their headquarters are in Richmond Heights, Missouri, and Ken Rosenthal is the founder. They are considered to be a Fast Casual Bakery-Café and their signature item is their fresh baked bread. Throughout this paper we will discuss the strengths and weaknesses of Panera and their competitors to get a better understanding of their market position and where they go from this day forward. Macro-Environmental Analysis ...
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...Riordan Manufacturing Strategic Plan Riordan Manufacturing Strategic Plan This paper was structured by Team A and based on the strategic plan of Riordan Manufacturing. Team A completed an environmental scan, strategy formulation, strategy implementation and also completed evaluation and controls. There is a significant amount of information that is discovered through this process which will benefit Riordan Manufacturing and their business operations. In result, Riordan Manufacturing is able to benefit from this process because they use it as an edge in the industry and gain a lead on the competition. Environmental Scan The internal environmental scan for Riordan Manufacturing is included in the SWOT analysis; a group which determines the weaknesses and strengths. A strength for Riordan would be their solidified brand name which helps them keep a strong reputation among their clientele. Furthermore, Riordan benefits from having access to high-end natural resources. In regards to downfalls, Riordan suffers from their high cost of structure and the lack of access to ideal key distributions. In addition, the external environmental scan of the SWOT analysis is comprised of opportunities and threats. Riordan has some potential in removing internal trade barriers and the introduction of the latest technology. Riordan’s threat is the increment of those trade barriers and the introduction of substituted products. Competitive Advantages The manufacturing...
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...Marketing University of Phoenix Environmental Factors of Global and Domestic Marketing MKT/421 February 21, 2011 Environmental Factors of Global and Domestic Marketing Trying to market in a foreign country can be much more difficult than one might think. Oftentimes the response you are hoping for just do not happen, and unexpected negative responses can result instead. With the introduction of the internet it is very important not to compare characterizations of 20 or 30 years ago. People can now easily communicate by just a couple of clicks on a computer keyboard and the world has become accessible for almost all of us. However, even now in our digital age, with the world essentially at everyone’s fingertips, it is still crucial to carefully research the foreign market you wish to enter, as cultural, and ethical differences still very much exist and must still be considered and respected for successful marketing (Osaki, T. (2008). Influence of Global Economic Interdependence Global trade and interdependence is extremely important for every country in the world. When a country is involved with global trade it opens the doors for improving local conditions by providing employment and providing better opportunities for the people. On its own a country cannot function independently with absolutely no involvement from others, and to be successful, a country must be have some kind of trade and commerce relationship with other countries. (Armstrong, G., Kotler, P. 2009)...
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...MGT 431 ENTIRE COURSE A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=mgt-431-entire-course Visit Our website: http://hwsoloutions.com/ Product Description MGT 431 ENTIRE COURSE, MGT 431 ENTIRE COURSE http://www.homeworkproviders.com/shop/mgt-431-entire-course/ MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans Paper.doc MGT 431 Week 3 Team Assignment – Development and Training Paper MGT 431 Week 4 DQ 1.docx MGT 431 Week 4 DQ 2.docx MGT 431 Week 4 DQ 3.docx MGT 431 Week 4 Team Assignment Compensation Methods Paper.docx MGT 431 Week 5 DQ 1.docx MGT 431 Week 5 DQ 2.docx MGT 431 Week 5 Team Assignment HR Trends and Challenges Paper.doc MGT 431 Week 5 Individual Assignment – Labor Relations Paper MGT 431 ENTIRE COURSE http://www.homeworkproviders.com/shop/mgt-431-entire-course/ MGT 431 Week 1 DQ 1.docx MGT 431 Week 1 DQ 2.docx MGT 431 Week 1 Individual Assignment HR Roles and Responsibilities.doc MGT 431 Week 2 DQ 1.docx MGT 431 Week 2 DQ 2.docx MGT 431 Week 2 Team Assignment Staffing Plan Paper.doc MGT 431 Week 3 DQ 1.docx MGT 431 Week 3 DQ 2.docx MGT 431 Week 3 DQ 3.docx MGT 431 Week 3 Individual Assignment Incentive Plans...
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...Within these teams that are being developed there are always going to be instances of conflict that will arise. It is important to understand and know how to handle these conflicts and what the different conflict management strategies are. Every conflict management strategy will also have its own set of strengths and weaknesses and by identifying them it will be easier to choose the correct one for the situation. There are different methods for building and forming a team and there are five that were looked at in the formation of this team. The first method is a clear expectation of goals, a strength being that it offers much better efficiency at measuring objectives; however, it does not address communications and human relationships. There must be a definite part delineation of each group associate since each individual in the group must know the part he or she is supposed to perform in the group with regards to the parts of the other individuals and group associates. Each associate must understand where and how he or she fits into the group. The other strategy is addressing the channels of communication. Strengths are that knowledge and bonding are developed that assists in developing associations but efficiency and accomplishment can suffer because much importance is given to associations. There must be a developed and open method of interaction between all the associates of the group including the group leader. This will develop a working environment where associates...
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...Employee Motivation MGT 311/ Organizational Development Employee Motivation Isaiah It would seem that Isaiah is a workaholic he averages 50 – 75 hours in each work week. Isaiah rarely will take the time off that the company allows him to have in a vacation flex time. Isaiah is making his way through the ranks and is quickly on his way to being promoted to life coach. Isaiah has been with the company for just shy of a year and his motivation comes from self Goal - Setting and Self – Efficacy. In part Isaiah’s Self – Goal Setting involves Flex time and he and another co-worker are job sharing because they are both in school. With the promotion to Life Coach, Isaiah will have a dramatic increase in pay and give him the ability to be able to take the time off that the company is allowing him. Isaiah is very much a team player and will include as many people in the decision making process for things that have impact for the employees. Isaiah has many great ideas for team building and is a very integral part in keeping the morale up in his department for all the employees. Isaiah will create more of a “cozy” home environment that he is more than willing to share with everyone in his department. Isaiah is not one to “gossip” with other employees and is quick to stop the negativity from spreading. The Self-Goal Setting has Isaiah pushing himself harder to achieve the goals of Life Coach and maybe even beyond. Hillary: Hillary has been in...
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...Team Strategy Plan Patty Haynes 09/08/14 MGT/311 – Week 4 Individual Mr. Gregory Martin University of Phoenix Material - Patty Haynes Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | | |When objectives are clear for each employee|More emotion such as encouragement could be| |Setting clear objectives of what is |on what is expected of them, it will |used while setting objectives. If the | |expected when accomplishing goals |eliminate confusion and optimize efficiency|goals are set too high, employees will feel| | |while accomplishing the goals set as a |failure and pressure. | | |team. | | | |Using clear channels of communication can |When the channels of communication are | |Using clear channels of communication |eliminate confusion regarding any |interrupted the team is put in a | | |responsibilities amongst employees. Also, |standstill, this will hault all production,| | |directions...
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...Conflict Management Plan MGT/311 Version 1 1 University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strengths Strategy Weaknesses Could potentially cause poor relationship between competing parties. Reach solution at the expense of others. Time consuming to gain agreement on solution. Mandates effort for all parties involved. Competition Provides a quick resolution. Confront unpopular actions. Collaboration Avoidance The ability to solve initial issue. Builds relationship for future projects. Shared responsibility of resolution. Less stressful because of win-win outcome. Avoids disruption. Buys time to gather thoughts. Failure to reconcile differences of original conflict. Negligence of having a resolution. Temporary solution. Management puts his or her goals on hold so others can achieve their goals. Requires extensive cooperation. Temporary solution. A potential lose-lose situation because parties might not be satisfied. Need for monitoring to ensure that each party lives up to their end of the bargain. Can not be used for complex issues. Accommodation Compromise Allows the ability access the situation from every angle. Preserves future relationships. Ability to prioritize issues that are more important. Efficient resolution. Effective for non complex issues. 2. Which of the available conflict...
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...“Management Planning Presentation” Fritz Gerald Pierre MGT 230 12/05/2012 Dr. Tamara Mangum Individual Management Planning Presentation Imagine you are an executive for BP, and you are preparing a presentation for the board of directors about the organization’s direction. Create a 10- to 15-slide Microsoft® PowerPoint® presentation, with speaker notes, in which you address the following: Evaluate the planning function of management as it relates to the organization’s goals and strategies. Use steps in the planning process outlined in the text. * Analyze the influence that legal issues, ethics, and corporate social responsibility have had on management planning at BP. Provide at least one example for each. * Analyze at least three factors that influence the company's strategic, tactical, operational, and contingency planning. Format your paper consistent with APA guidelines. http://www.scribd.com/doc/95091675/Management-Planning-Presentation Planning Part of the management function that involves setting goals and deciding how to best achieve them is called planning. [ Setting goals and developing plans helps the organization to move in a focused direction while operating in an efficient and effective manner. Strategies or plans are then developed for moving the organization closer to its goals. Types of Planning There are four types of planning a company can use; strategic, tactical, operational and contingency planning. Planning...
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...Incentive Plans Paper Danyiel Brown MGT/431 University of Phoenix March 29, 2012 Demetrius Holt Incentive Plans Paper Incentive plans are reward plans that are used to motivate employees to perform past the common values of their company and increase their productivity created by their company. . There are three types of incentive plans recognized by the experts in the HR and development field; they are enterprise, group and individual. One of the incentive plans that most organizations provide these days is merit pay. Merit pay is determined by the employee’s work performance and achievements set forth by the organization’s standards. “Merit raises can serve to motivate if employees perceive the raise to be related to the performance required to earn it” (Al-Nsour, 2012). There can be a downsize to providing employees with merit raises because over years the employees performance may decline but they will still feel that they are obligated to receive the raised whether they performed or not. There are other issues that can occur with merit pay incentives such as no rules put in place for managers to calculate work performance, not enough funds obtainable to increase the base pay for the entire staff and some employees may assume merit pay has nothing to do with their work performance and overall productivity. Merit pay sometimes does not motivate employees of an upper level because of the lack of honesty on both the managers and supervisors and the employees which...
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