...Leadership Assessment Assignment 2 BUS 302 Prof. Thornton De’Shonda Lyons 11/23/2014 Question No. 1 Analyze the leadership style (s) of a senior (CEO, CFO, COO, Director, etc) in your current or previous organization who made a positive or negative impact on you. An employee who is effective in working and contributes to the organization success is a leader in his own eyes. Every leader has a different set of style which he used to incorporate the organizational goals and objectives. The implementation of plans, guidance to the people of the organizational and their motivation is few factors that come under the leader responsibility. Leadership styles or approaches a leader take to solve a certain problem changes in different scenarios. The best leadership style depends on the issues the organization face and its culture according to www.edcucationalbusiness.com. A company I worked for their leadership style that entail in my company of the CEO is situational leaning towards participative leadership style. Such a style requires the leader to be adaptable to the situation and to the abilities of the team. The leaders quickly adjust themselves to the constraints and limitations imposed on them. If a situation arises where the CEO has all the information, he will most surely use the authoritarian leadership style as he is the coach and mentor. In a situation where the information is distributed between the CEO and the workers, he will go for a participative...
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...WILLIAM R. GROTEVANT Global Business partner – strategic planner – talent ACQUISITION ➢ Managed best-in-class Business Unit acquisition in Frankfurt Germany for Nypro Healthcare ➢ Advisory Board member for Pharmaceutical Packaging strategic initiative ➢ Sourced/hired senior level Design/Development team for new medical/surgical group ➢ Integrated PEAK Surgical (Palo Alto, CA) with Salient Technologies (Portsmouth, NH) MEDTRONIC, INC. Portsmouth, NH 2012 – Present Advanced Energy, LLC Global HR Director/Strategic Business Partner • Direct report to VP/GM global $300M surgical technologies business unit – HR/OD strategy. • Focus on 200 person commercial team – transition from distributorship model to B2 B direct sales. • Part of new leadership team – long-term strategic goal: $1B annual revenues by 2020. • Aggressive expansion plans in underserved surgical markets: India, China, and South America. • Executive staffing, succession planning, leadership development and talent management focus. • Driving unique high-performance culture setting the bar for MDT in double digit growth model. NYPRO, INC. Clinton, MA 2009 – 2012 Healthcare Global Business Unit $1.4B Global Medical Device Manufacturer Global Director, Human Resources • Sr. HR Executive for Healthcare Global Business Unit – reported to GBU Group President • Lead...
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...Staffing Plan Peter Adija University of Phoenix Human Resources Management – MGT/431 Instructor David Mallory June 28, 2010 Staffing Plan Huffman Trucking (HT) is a company that has always gone against the grain. It has always taken the bold moves when others remained cautious and fearful. HT flourished through the uncertain times during and after World War II. And midway through 2010 with many economist and pundits forecasting that the economy will not get better soon and may relapse into a “double dip” recession, HT has sought to make the courageous move and take advantage of some of the positive signs in the market and bravely engage in hiring and re-staffing reflecting the company’s goal of expansion. Employees of a company are not just responsible for carrying out their duties while at work; they are responsible for representing the companies they work for on, and sometimes, off duty. Employees today should be aware that what they say and do off-duty could cause them their jobs. Recently a waitress in Charlotte, NC went on the social networking site Facebook, to vent about her tip from a customer. She rudely spoke about that customer and soon management discovered her post. (Frazier, 2010) Some may say this incident borders on issues of privacy but from a management perspective there is the image and well-being of the company to worry about. Employees are an extension of the company. Hiring employees is not just about body counts. A qualified individual...
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...development in the Bosch. Based on the company international executive and managerial planning and country-specific situation, this article will plan and reason the number in a chart for the future eight-year executive and managerial planning in Kazakhstan. An action plan related to the managerial staffing target will be provided. The EMP of the Bosch Group for Kazakhstan, a country with relatively small population and only 4 percent of the population holds a university degree, met four main problems. 1) The labor market for qualified and specialists is very small. 2) The production sites are located in rural places which are hardly attractive to qualified employees. 3) There is growing demand of expatriates for the diesel site. 4) Russian is used in everyday business by most of the people in Kazakhstan. In order to resolve these problems, the human resource manager has to make a plan according to the Bosch employee development scheme. In Bosch, the first typical staffing policy is that the managerial promotion of employees is mainly from within Bosch rather than from outside. For this principal, most of the employees of the manager level in Kazakhstan should be expatriates. Second, the Bosch headquarter constructed a complete and functional promotion procedure for the development of employees called “manager development plan” (MDP). Employees with outstanding performance in Kazakhstan will be systematically prepared for the next management level. Third, the promotion...
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...out and making yourself marketable in the corporate world. Now that their eldest son is in college, and they have seen how hard it was for him to get summer jobs and student work studies, they want to make the path a bit easier for their younger children. Their hope is to start a small business that will eventually become a family affair. This business will help the community as well as allow their children to have summer work growing up and instill in them the entrepreneurial spirit. As part of working class America, Sherdon and Anissa do not have a lot of income at their disposal. They will be investing all of their savings into this business, therefore, proper planning is a must. The business that they have decided to open is an employment agency. After researching the industry, both feel as though there is a market for this service and that the time it will take to open the business is reasonable. Additionally, they believe that if they can use a line of credit, their initial investment will be low and their risk a bit lower compared to other industries. To begin their journey to small business ownership, Sherdon and Anissa will approach their planning by way of using a project plan, especially focusing on managing their risks as they have a lot at stake. Statement of work...
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...NewVen Ltd Summary Business Plan Sagar Raisoni [pic] NewVen’s Business plan Executive summary NewVen is an Oxford based company, which plans to sell, install and maintain photovoltaic cells. Photovoltaic’s is a method of generating electrical power by converting solar energy into usable current electricity using semiconductors that exhibit the photovoltaic effect. Photovoltaic’s method employs solar panels on the roof or on the walls of the house, which are composed of a number of cells containing a photovoltaic cell. The UK is setting itself a mandatory target of ensuring that 15% of our energy consumption comes from renewable sources by 2020, there has never been a better time to invest in micro generation. (On the brink of a bright future,2010) [pic] http://www.bettergeneration.com/the-feed-in-tariff-is-kick-starting-a-solar-boom2100608.html PricewaterhouseCoopers released an analysis of the solar PV markets across Europe and emphasizing the UK market. PwC claims that there will be substantial increase in the installation of Solar PV in the next ten years, but there are a number of obstacles to overcome. In order to captivate this potential growth, individual firms and government must focus on the five big barriers: consumer awareness, upfront funding, and consistency of policy, access to capital and UK skills shortage. The above graph explains the rise of PV if all the five barriers are overcome. (Better generation Ltd, 2009) There are three...
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...Peoplelink Staffing Solutions Peoplelink was started January 1st 1987, by Jay Wilkinson, president and CEO; Jay Mattern, COO; and William Wilkinson, Chairman of the Board. Peoplelink is a privately held company focused on strategic, measured growth in both existing markets. Peoplelink’s growth plan calls for client-centered expansion and the use of the best of today’s technologies. Peoplelink has been named to the Inc. 500 list of the fastest growing companies in America, not only once but twice! They have also earned a spot on INC. Magazines new “INC. 5000.” Peoplelink goes beyond the larger business community. They are one of America’s 100 largest staffing firms. At Peoplelink they continually enhance the services that they offer to their clients, helping them to solve strategic staffing, labor management, and deployment issues, which ultimately improve client productivity and profit. Peoplelink Staffing is in 15 different states with numerous locations in each state. They offer a number of different services. Some of them include: temporary, temp-to-direct, direct hire, payrolling, and managed staffing. Peoplelink has different positions that they hire for such as: administrative, light industrial, engineering, medical, finance, and much more. Peoplelink has a simple but clever mission: To raise the bar in staffing! To raise the bar in the staffing industry to Peoplelink is to not settle for “good enough”, it means making better matches between employers...
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...enterprise. Yet, the development of these human resources is seldom managed in a systematic manner, although much time and money are invested in the recruitment, selection, and training of people. It is true that many companies engage in some human resource planning activities, but it is equally true that many of these companies encounter difficulties with a piecemeal approach to staffing. Usually there is little or no integration between human resource planning and other managerial functions such as enterprise planning, organizing, leading, or controlling. Furthermore, human resource planning activities are often not carried out systematically. The purpose of this article is to introduce ways to overcome these limitations by using a conceptual human resource model that integrates the various aspects of human resource planning and links them with other managerial functions.1 THE SYSTEMS APPROACH Human resource planning should not be considered in isolation; rather, it should be an integral part of the total management system, as shown in Figure I. Specifically, enterprise plans become the basis for organization plans, which are concerned with the structure and activities necessary to achieve enterprise objectives. The present and forecasted organization structure determines the number and qualifications of managers required. Then the demand for managers is compared with manpower currently available through the management inventory. Based on this analysis, internal and external sources...
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...(Guzzo, Jette & Katzell, 1985). And so, developing employees’ knowledge, skills and abilities via training is tightly related with the competitive advantage of the organization. According to Patel & Cardon (2010) compensation is vital for contemporary organization as it contributes to attract and retain high skilled workers with superior salaries, and it encourages a desired stakeholder behavior regarding recognition and legitimacy. Minbaeva et al. (2003) inferred that compensation would enhance motivation among personnel too. HR planning should therefore incorporate compensation too in order to sustain competitiveness in the future. Hypothesis H1: Future orientation on staffing is positively related to competitive advantage of the organization. Future orientation on staffing is a very important thing as it decides the kind of people...
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...To: Donald Penchiala, the Director of Staffing Services RE: Tanglewood Retail Case January 18, 2012 Every organization in the global economy has to develop a strong staffing strategy if they wish to remain competitive and be successful. Tanglewood Retail Stores is one of the largest retailers among 12 regions locally and oversees. After examining the report that you provided me, I have analyzed the staffing strategy and would like to provide you with my recommendations. Acquire or Develop Talent: After reviewing the Tanglewood Case along with exhibit 1.7 in Part One of our text Strategic Staffing, I feel the staffing levels and quality listed and the need for developing talent and exceptional workforce that Tanglewood currently has is one of its greatest assets and will play into a key staffing strategy. Tanglewood has differentiated itself from its competition in its development of an organizational culture that provides employees with a level of expertise that far exceeds its competition. Looking at any successful organization you will notice that their internal culture is a key factor in its ability to meet organizational goals. It is clear that Tanglewood has a family/team oriented environment. For instance, people from the same region as the store will have better knowledge of its clientele and are a better fit because they know the culture of the environment and live in the same atmosphere as their workplace. With that being said I think it is essential that you develop...
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...MM522: Week 7 – Assignment: Marketing Plan – Victus HR Solutions 06/12/2010 Omolola Adekeye D03211850 Student Keller Graduate School of Management Executive Summary Our company functions as a Human Resources Management Consultancy firm providing specialty human resource services and business immigration to small and midsize business. Professional recruitment services are offered to healthcare and legal professionals. We represent the interests of both healthcare and legal professionals and the facilities that employ them -- matching professionals with their most desirable job openings while supporting employers in their search for skilled, experienced talent in those same professions. Victus HR Solutions is a human resource (HR) consulting company Victus has expertise in a wide range of HR areas and is targeting the emerging company market. Victus HR Solutions will offer this market the ability to compensate it with stock options from their company in lieu of only cash. This will be especially appealing to start-up companies that find capital scarce. Omolola Adekeye, the founder and owner will be leveraging her past and current personal/professional relationships to generate business for Victus HR Solutions. The leveraging of these relationships will be especially fruitful since a large degree of business for emerging companies is based on networking. Omolola has a large number of relationships to utilize having spent over as immigration professional. She also has...
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...Staffing Plan The human resources department of an organization holds much significance and human beings are considered the most important asset of an organization. A company has different functions in an organization such as marketing, accounting, human resources, manufacturing, operations, and each function needs to be proficient and have the right employees to ensure that the business processes and operations become highly effective (Messmer, 1999). This requires the framing of an appropriate staffing plan and even working on the details such as the number of people who need to be hired in various functions, and developing the strategies for recruitment purposes in compliance with the legal system of the country. Here, the chosen organization would be a restaurant chain, and a decision needs to be made on important constituents of a staffing plan. These would be the functional distribution of people in the organization, deciding upon the strategies to be used for their recruitment, and checking the selected strategies for their legal compliance. In the restaurant, all the functions are uniquely significant just as they are in any other business sector, but a special emphasis definitely is on the customer service. This is the determining factor that will have a direct influence on whether the people will love to be back in the restaurant again. Moreover, if the people working in the restaurant chain are confident of the quality of products they serve and the services they...
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...recruiting plans, position postings and advertisements, and performance development planning within your performance management system (Heathfield, 2000). Hiring a new employee(s) can be challenging and a lot work. Some bosses will just hire the first person they interview so they can get it over with, but this could be very damaging to the company. Small companies like Emery’s Landscaping cannot afford to make this mistake. They are small company of 12 employees and if someone is not pulling their weight then another person has to pick up the slack. Emery’s is a landscaping company which needs a marketing person. The goal of a market analysis is to determine the attractiveness of a market and to understand its evolving opportunities and threats as they relate to the strengths and weaknesses of the firm (Aaker, 2012). The business is growing more and more every day. Communication and commitment to our clients is a couple of our strengths. The weather is one of our weaknesses but we have no control on this. The new employee will help the company to make sure our strengths are greater than our weaknesses. Mr. Emery is so busy he cannot keep up with getting new customers and making designs for the new clients. He has decided to promote Ken to help with the designing and the new employee with take over Ken’s position. In most organizations, there are really two kinds of jobs: core or foundation jobs (i.e., jobs that are probably needed regardless of the level of business volume...
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...21st Century (Source: Hewitt Associates – Best Employers to Work for in Australia 2001) 1. The emergence of employee networks (flexible staffing models) 2. More diverse workforces 3. Growing importance of information to employees 4. Power shift from leaders to workers 5. Empowered employees 6. New ways to connect to work 7. Speed blurs work life and personal life 8. More diversity in employee needs and concerns Best Business Results (Source: Hewitt Associates – Best Employers to Work for in Australia 2001) Talent acquisition & retention (Accelerated development) Economic Conditions Customer Loyalty Best Business Results Employee Motivation (Compelling employment offer) Organisational Culture & Values People Leadership A PAUSE FOR REFLECTION In a recent paper, 21st Century Corporations, Hewitt examined the demographic and technological forces impacting businesses this century. The key trends impacting the employer/employee relationship are interesting to consider as we reflect on the practices and secrets of Best Employers. As you read this report, it is worth bearing in mind the issues facing the organisations of the 21st Century. The Emergence of Employee Networks As technology speeds product life, companies’ workforce needs will change frequently. Companies will need to implement increasingly flexible staffing models and rely on networks of employees, independent contractors, consultants, part-time employees and temporary workers. Jobs will be skill...
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... Jennifer Familant DATE: March 10, 2014 SUBJECT: Staffing Strategy It is my understanding that you, the Board of Directors of New Health Medical Systems, recently announced a new strategic direction to become a regional center for critically ill patients. As a part of that strategy, New Health Medical Systems (NHMS) has opened a new cardiovascular unit where patients can receive care for heart attacks, strokes, and other types of cardiovascular diseases. NHMS was quickly able to recruit a quality physician to head the unit as well as additional professional staff, however finding qualified technicians have become much more difficult than originally anticipated. The problem does not seem to be so much in terms of the position being attractive to candidates, but rather a lack of skilled technicians in the immediate region. Most of the skilled technicians are already employed, and are not actively seeking jobs with other organizations. In order to fill the 35 technician positions, the director of staffing has created a new staffing strategy that includes the following: 1. Place advertisement in the local newspapers 2. Contact staffing agencies that specializes in placing technicians into health care facilities 3. Organize a job fair and invite local professionals to attend 4. Offer a $1,000 signing bonus to anyone who joins the organization and stays for at least 180 days Although these four staffing strategies have the potential to increase the pool of...
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