...Experiences of Quality Award Examiners and Assessors aim to show that developments in the quality award assessment process in organizations can make a contribution, within a wider framework of organizational learning. The underpinning theoretical argument is that quality award models and associated organizational assessment processes can be used to achieve much wider benefits, than that of quality per se. The quality award assessment process has been applied in organizations from the mid-1980s to the present. The process uses models such as the Business Excellence Model and the Baldrige model. These models use an interpretation of quality, which is based on the holistic approach of total quality management. In parallel with the development of the assessment process, there has been considerable development in the field of organizational learning with an emphasis on developing learning based skills in employees. It shows how the learning experiences and skills developed and enhanced through the assessment process can be applied within an organization’s approach to learning in other disciplines. Introduction The application of the Business Excellence Model (BEM) and the Malcolm Baldrige Criteria for Performance Excellence has created focus for creating performance improvement in most of the organizations. The organizations that used the models as organizational self-assessment tools had higher performance improvements such as high levels of annual sales, market...
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... |School of Business | | |LDR/531 Version 4 | | |Organizational Leadership | Copyright © 2011, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course prepares students to apply leadership principles to the roles they play as managers. Students will discover more about themselves and will learn more about the connection between the individual and the organization. Other topics include organizational culture, structure, group behavior, motivation, power, politics, organizational change, and workplace conflict. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum.2+10+ University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing...
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...end-state of existence” (p. 145). In fact, values are the foundation of a person’s understanding of the attitudes’ and motivation’s of others insomuch that his or her perceptions are influenced by the values he or she has (Robbins and Judge, 2011). Each person within an organization brings his or her own values to the organization, which contains individual interpretations of what is right and wrong implying a preference for certain behaviors and outcomes thereby influencing the attitudes and behaviors of an organization (Robbins and Judge, 2011). As noted by Yukl (2010), “[i]nfluence is the essence of leadership, and powerful leaders can have a substantial impact on the lives of followers and the fate of an organization” (p. 408). The personal values and ethics of the leaders of an organization often drive the values and ethical behavior of that organization (Yukl, 2010). Thus, it is paramount the values of organizational leaders are consistent and in line with the values of their organization (Yukl, 2010). Alignment of Personal and Organizational Values Our team researched and evaluated the organizational values and ethics of Sutter Health. Sutter Health is a not-for-profit network of physician organizations, hospitals and other health care providers (Sutter Health, 2008). Sutter Health focuses on enhancing the well-being of individual in the communities they serve through a not-for-profit commitment to compassion and excellence in health care services (Sutter Health, 2008)...
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...Building a Vision-Guided, Values-Driven Organization By Richard Barrett PART I: WHY VALUES ARE IMPORTANT Organizational values are more important today than at any other time in history because the personal and societal context within which business operates is changing. Who you are as an organization, and what you stand for, are becoming just as important as what you sell. The values that an organization lives by are important to a variety of stakeholders: • Society: Organizational values need to meet society’s expectations with regard to environmental stewardship and social responsibility. Failure to support society’s values can have a very significant impact on financial performance.1 Shareholders: Organizational values need to meet the needs of the new breed of shareholders that are only investing in companies that: (a) meet socially responsible investment criteria; and (b) compete to be the best companies to work for, or other quality awards. Potential employees: To attract the best people, the organizational values need to meet the needs of potential new employees who are choosing to work in organizational cultures that align with their personal values. Existing employees: To retain the best people, the organizational values also need to meet the needs of existing employees and support them in finding personal fulfillment at work. • • • Employee Fulfillment Whilst attention to all stakeholders needs are important, the most critical are: (a) How existing employees...
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... |MGT/307 Version 3 | | |Organizational Behavior and Group Dynamics | Copyright © 2010, 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course in organizational behavior encompasses the study of individual and group behavior in organizational settings. Emphasis is placed on strategic elements of organizational behavior, workforce diversity, managing change, effective communication, and performance systems. A comprehensive review of these processes, as well as others, will allow students to examine their role in organizations. Course Materials Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Robbins, S. P. & Judge, T. A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. All electronic materials are available on the student website. |Week One: Fundamentals of Organizational Behavior and Ethics | | |Details |Due |Points | |Objectives |Explain key concepts and terminology related to organizational...
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...support continuous improvement and career development (Duke Human Resources, n.d.). The objective of this essay is to create a professional development plan of Learning Team Red. The development plan will be based upon the DISC Assessment each team member completed in week one of the course, Organizational Behavior. The development plan will address the behavior styles of the members individually and as a group, additionally detailing my leadership ability of the team. Learning Team Red consists of four members. Cathy Devers, Rachel Smith, Victor Torres-Rosario and Tamara Kilgore. Each were to communicate throughout one week providing their results of the DISC Assessment taken personally, with the addition of some based on the assessment completed by others the members known professionally and academically. Neither team member expressed their career goals to the team. However, it is my belief that each wish to excel in the MBA program and their respective organizations. Rachel Smith, the first team member that will be discussed did not engage in active communication. Based upon a brief description, her DISC Assessment identified her as cautious, with a substyle of master minder. Rachel did provide an example of how she interacts in her respective work place, defining her actions as “spot on” from the assessment. Rachel communicated that she does not tend to interact with co-workers socially. Her motive is to come in and get the job done. In my opinion, and based upon the...
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...Managing People and Organization Batch 05 Acknowledgement I would like to express my appreciation to all those who provided me the possibility to complete this report. A special gratefulness I like to give, our Ms. Upekha Manamendra, whose give valuable suggestions and encouragement and helped me to writing this report. Furthermore I would also like to thanks with much appreciation my family, who gave the support to complete the report. Special thanks go to my batch mate, Pawani Iddagoda, Anupama Rohanage, Devanika Karunarathne and Danushi Fedrick, who help me and gave suggestion about the report task. I have to appreciate the guidance given by other lecturers as well and thanks to their comment and advices. | | Executive Summary This report is about four assessments that done using case study of Joy of Chocolate. First assessment is about organizational Goals, Objective and Policy, Formal and Informal Organization and Open system theory of J.O.C Chocolates. Second assessment is about job performance, Importance of team working and Team cohesiveness of J.O.C. Third assessment is about manager’s different roles and measure on managerial performance, leadership theories and transformational theory of leadership of J.O.C and CG Chocolate. In last assessment it’s mainly about Organizational Structure. Table of Content Introduction 5 Assessment Task 01 6 Question 01 6 Question 02 6 Question 03 6 Question 04 7 Question 05 7 Assessment task 02 8 Question...
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...Control Self-Assessment Introduction: Management has the responsibility to ensure that effective, sustainable internal controls to keep their areas in line with stated corporate directions, to help it achieve its mission, to minimize surprises and risks, and to allow the organization to successfully deal with change, have been established within their organizations. Internal controls are defined as activities undertaken to increase the likelihood of achieving management objectives in three areas: * Efficiency and effectiveness of operations * Reliability of financial reporting * Compliance with laws and regulations There are many techniques for reaching all parts of an organization in order to assess and manage risks in the organization, self-assessment by front line staff is one of these techniques, some argue the widespread use of questionnaires that are completed by key employees, The questionnaires are designed in a way to help the management in identifying risk and eliminating considerations of risk that do not apply to a department within the organization. The questionnaire serves as management tool for the organization in evaluating how well risks are being addressed through current control policies and practices. It is designed to raise awareness of certain issues and encourage further analysis and discussion. Another technique is the use of interviews with managers in particular business units to determine whether the area is under control...
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...audit department has been wide spread. External audit independence, corporate governance and most recently the use of a fraud risk assessment have been a few recent developments of such new legislation and rules set forth. Businesses as well as the public were skeptical of the changes but admitted something had to be done. “The fraud triangle, developed by Donald R. Cressey, tells us that there are three interrelated elements that enable someone to commit fraud: the non-sharable financial need that drives a person to want to commit the fraud, the opportunity that enables him to commit the fraud, and the ability to rationalize the fraudulent behavior. The vulnerability that an organization has to those capable of overcoming these three elements is fraud risk,” (Wells, 2011). A fraud risk assessment is a process designed to proactively assess and correct these vulnerabilities to both internal and external fraud to defend against and reduce the chances of fraud. The objective of a fraud risk assessment is to identify and address these vulnerabilities to reduce that risk of fraud. In a 2008 study by the ACFE, “the report to the Nation – 2008, indicates that, on average, an organization loses 8% of its top-line revenues to internal fraud alone,” (Forster, 2009). Despite the skepticism, if planned and executed successfully fraud risk assessment can accomplish many benefits including deterring possible fraud perpetrators, identify vulnerabilities and addressing these areas proactively...
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...Methodology Apply to Organization’s IT Risk Management Kun Tao (Quincy) Cal Poly Pomona Author Note This paper was prepared for GBA 577 Advanced IS Auditing, taught by Professor Manson. March 2014 Page 1 of 26 Risk-Based IT Audit Table of Contents Abstract .......................................................................................................................................... 3 Introduction .................................................................................................................................... 4 Methodology................................................................................................................................... 6 Risk-based auditing methodology: Risk assessment...................................................................... 6 IT Risk Management................................................................................................................... 7 IT Risk Control Framework........................................................................................................ 8 Identifying assets...................................................................................................................... 13 Determining criticality and confidentiality levels......................................................................14 Threat and vulnerability identification...................................................................................... 15 Risk calculation...
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...Cultural Competency Assessment Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that...
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...Plan for Positive Influence Through various behavioral assessments employers can determine best practices to improve employee motivation, satisfaction, and performance. Measurement tools can include assessments of employee personality traits and characteristics, work behaviors and attitudes, and job involvement and satisfaction. By using the information gathered from these assessments, employers can develop comprehensive plans to improve relational processes to bring together different individuals to work together in productive ways. For example, employees who have differing values, personalities, and emotional intelligence can learn new behavioral patterns to successfully collaborate in the workplace. Team members completed several example assessments to determine behavioral factors such as predominant personality style, emotional intelligence, and attitudes regarding job satisfaction, involvement, and workplace diversity. Employers can use personality assessments to determine how employees will work in some areas (Robbins & Judge, 2007). For example, personality styles of the team were dominant and interactive; indicating that team members would be complimentary when dealing with clients. According to data outlined in the DISC Platinum Rule Behavioral Style Assessment, individuals with interactive personality styles possess skills that are influential with developing relationships to accomplish goals and are more relationship-oriented then task-oriented (Alessandra...
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...Assessment 1: Skill Discovery Introduction In the field of organizational management, the concept of effective managing and leading has been discussing for long. Being a good manager or leader in contemporary organizations is no longer just about establishing control over their subordinates, indeed successful managers and leaders are required to equip themselves with a diversity of skills and competences. This paper will be focusing on managing skills and competences from a personal point of view. First of all, some commonly cited skills and competencies that are essential for successful managing and leading in organizations will be identified and explained briefly. Secondly, one skill will be nominated as ‘the strength’ of mine. Thirdly, another skill, which is considered as ‘the complementary behavior’, will be nominated as well. Both nominated skills will be discussed in detail and analyses are conducted based on relevant personality, working experiences, previous learning in management theories as well as some typical self-assessment exercises. Key Managing and Leading Skills in Organizations In recent years, managing and leading organizations to compete against competitors and establish sustainable advantages is no longer an easy target to achieve. With the rapid changing world, the traditional way of controlling employees in order to meet objective is losing its effectiveness. Organizations are taking significant transformations in terms of managing styles...
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...Task4.Be able to assess the work and development needs of individuals 4.1The factors involved in planning the monitoring and assessment of work performance It is monitored in order to improve the performance of members of its performance is very important. I should consider the following factors to plan and monitor the performance of members of the workplace. At first I had planned performance required to do so, I should consider the following: - The performance of the program you want. - Should exist in order to help members improve their performance resources - Should be taken to improve performance. - To check the Framework Programme is appropriate. In order to monitor the performance of the following points should be considered a member of: - Provide performance feedback every day. - Create a relationship between performance and incentives. - Good appreciation and performance incentives. - Performance appropriate evaluation. - A tremendous pace, in order to improve performance. There are three factors that always follow in the employee's performance. Performance management, performance management process provides an opportunity for staff and human resource managers to discuss development goals, work together to create achieving those goals. Achieving overall organizational goals requires several ongoing activities, including identifying priorities and expected results plan, build are those committed to making the results of ongoing feedback between the...
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...employees with a positive image. The corporate goal includes locating and investing in an influential business leader (Marrs, 2012). The 360˚Reach-Personal Brand Assessment identifies brand attributes, personal brand skills, strengths and weaknesses with projective exercises for recognizing each member’s team role. This exercise highlights detailed information about the effectiveness for each group member and what valuable skills he or she provides for the team (Reach Communication Consulting, Inc., 2009). Brand Attributes Attributes identify personal values for each group member and how his or her strengths influence the team (Reach Communication Consulting, Inc., 2009). This survey recognizes the daily motivation for each team member. The attributes from each team member provide a balance within the team, which overcomes any challenge or conflict. One strategy helping the team cohesion includes embracing the unique skills each member provides for the group (Reach Communication Consulting, Inc., 2009). Personal Brand Skills Personal branding focuses on marketing you as a high-valued employee. A personal brand identifies personal strengths and weakness for members of the group, team, or organization. Personal brands recognize the unique, relevant, and creative skills useful for the group, team, or organization. Personal brands usually consist of three phases, which include the extract phase, the express phase, and the exude phase (Aspire.com, 2014). The extract phase...
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