...Team 2011 Dave Garlington BA206-W1 11/22/2011 Table of Contents Part 1 Analysis 3 Alternatives 3 Situational Leadership 5 Analysis 5 Alternatives 7 Unable but Willing 7 Unable and Unwilling 7 Contingency Theories of Leadership 8 Analysis 8 Fiedler Model 8 Path-Goal Theory 9 Leader-Participation Model 10 Alternatives 11 Part 11 Alternatives 12 “Transactional Leadership 12 “Transformational Leadership 13 Charismatic Leadership 14 Analysis 14 Characteristics of Charismatic Leadership 15 Process of Charismatic Leadership 16 Alternatives 17 Part 111 Recommendations 18 Works Cited 20 Leadership 20 Situational 20 Contincency 20 Team Performance 20 Part 1 Analysis High Performance Teams In order for any team to have a productive outcome, the team must be able to work on the same level as everyone on the team. Finding the balance where everyone can communicate with one another on the same level can be challenging. It is up to management to find the common ground among the team and build from there. Sunflower’s new CEO, John Clements, is concerned about how the sale’s team has been conducting the overall performance within the team. The team seems to be struggling with a sense of ownership as a whole within the company. Valuable production time and cost are being lost because each member doesn’t have ownership of what their job entails and what their responsibilities are. The employees are blaming each other for why the team...
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...group of people, lying out of sight behind the partial wall. Because of the fire, the statues cast shadows across the wall that the prisoners are facing. The prisoners watch the stories that these shadows play out, and because these shadows are all they ever get to see, they believe them to be the most real things in the world. When they talk to one another about “men,” “women,” “trees,” or “horses,” they are referring to these shadows. These prisoners represent the lowest stage on the line—imagination. A prisoner is freed from his bonds, and is forced to look at the fire and at the statues themselves. After an initial period of pain and confusion because of direct exposure of his eyes to the light of the fire, the prisoner realizes that what he sees now are things more real than the shadows he has always taken to be reality. He grasps how the fire and the statues together cause the shadows, which are copies of these more real things. He accepts the statues and fire as the most real things in the world. This stage in the cave represents belief. He has made contact with real things—the statues—but he is not aware that there are things of greater reality—a...
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...history of Six-Sigma The roots of Six Sigma as a measurement standard go back to Carl Frederick Gauss (1777-1885) who introduced the concept of normal curve. Six Sigma as a measurement standard in product variation can be traced back to the 1920´s when Walter Shewhart showed that three sigma, from the mean is the point where a process requires correction. As history would seem to have it, the beginnings of Six Sigma really come from 1979 when an exasperated Motorola executive named Art Sundry said, at a meeting, “The real problem at Motorola is that our quality stinks!”. Apparently, this statement led to series of activities that in turn led to the discovery of the crucial correlation between higher quality and lower development costs in manufacturing products of all kinds. The problem was that the common thought was that quality initiatives simply cost too much money. What Motorola realized is that if these initiatives were done right, improving quality would actually reduce costs. Motorola decided to take the approach that high quality products should actually cost less to produce. Motorola reasoned that the highest quality producer should be the lowest cost producer. THEORETICAL ANALYSIS OF THE CONCEPT OF SIX-SIGMA What is Six-Sigma Six-Sigma has at least three different meanings depending upon the context; there is not one answer to what is Six-Sigma. The first answer to what is Six-Sigma is that it is a management philosophy. Six-Sigma is a customer...
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...so strongly the feel as if they are needs. And so I believe that market research can inspire parents to influence students to become all they can and compete in our job force to make a valuable contribution to our society. In my mind education has become a business along with that statement comes the revelation that it is a business that our country is failing to excel in because it has become so much of a business that we are not educating our children at a level that will allow them to compete in our markets to fill job openings. We need marketing research to helps us “prioritize the more important and pressing problems selected for solution, reach the best possible solution based on the information available, implement the solution, modify the solution when additional information so dictates (Danaher, Hardie & Putsis, 2001)” (Al-Shatanawi, Osman & Halim, 2014, p. 151). I believe that preparing today’s youth to be tomorrow’s leaders through education should be a top priority for every American citizen and marketing research and presentation can move us in that direction. Societal problems must be managed by governing bodies just as business owner /executives must manage business. The individual in control of our lives need information to successfully manage larger issues, such as employment, affecting the quality of life in our country. However with all the benefits that marketing research can bestow upon society, still problems...
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...TEAM EFFECTIVENESS Besides the basic approach there is now a more applied focus on the impact that teams have on employee behavior, especially the contribution to satisfaction and performance, has also received attention. An overall summary of the way to use teams to enhance satisfaction and performance are as follows: 1. Organizing work around intact groups 2. Having groups charged with selection, training, and rewarding of members 3. Using groups to enforce strong norms for behavior, with group involvement in off the job as well as on the job behavior 4. Distributing resources on a group rather than an individual basis 5. Allowing and perhaps even promoting intergroup rivalry so as to build within-group solidarity Three factors seem to play the major role in determining group effectiveness: Task interdependence (how closely group members work together), outcome interdependence (whether and how group performance is rewarded) and potency as how members belief that the group can be effective. To assess team effectiveness first requires careful specification of criteria. Effective teams are characterized as being dependable, making reliable connections between the parts, and targeting the direction and goals of the organization. This is accomplished when members “buy in,” achieve coordination, have the desired impact, and exhibit the kind of vitality that sustains the organization over time as the environment shifts or changes. Factors that affect the success level of...
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............................. 6 a. Affordable housing and slum redevelopment in a global context ..................... 6 b. Affordable housing and slum redevelopment in India ....................................... 7 c. Affordable housing and slum redevelopment in Pune ....................................... 9 III. Need Assessment ................................................................................................... 10 IV. Bibliography .......................................................................................................... 12 Introduction The term, “smart city” can be rather nebulous when taken by itself; there exists no widely accepted definition (Ministry of Urban Development, 2015, p. 5). The significance of a smart city varies across countries and cities, making it imperative to examine what the name means in the Indian context. As per the government, a smart city has three major features: a strong infrastructural core that induces high-quality living, a sustainable, clean environment and “smart solutions” (Ministry of Urban Development, 2015, p. 5). Even this concise description of smart cities seems to depict a highly dense, multi-faceted landscape and thus it perfectly conveys the complexity of a city that is to be considered “smart”. Naturally, implementing such an ambitious model for urban development in India would require tackling an endless number of issues. This is why the following report chooses to focus...
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...determined quid pro quo from the case Pease vs. Alford Photo Industries are. You are a member of a protective class You were subjected to unwelcome sexual harassment in the form of sexual advances or requests for sexual favors from a supervisor or individual with authority over the plaintiff. Harassment complained of was based on sex. Submission to the unwelcome advances was an express or implied condition for receiving some form of job benefits, or refusal to submit to sexual demands resulted in a tangible job detriment. Employer knew or should have known of the harassment. The second form of sexual harassment is called Hostile work environment. Its is unwelcome conduct constituting hostile work environment harassment must be sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment. An example of this could be the making of sexually oriented jokes or comments. Another example is touching of a sexual nature. Displaying sexually oriented calendars or posters in the work environment is even considered to be sexual harassment. 5. Prevention of Sexual Harassment The most effective weapon against sexual harassment is prevention. Harassment does not disappear on its own. In fact, it is more likely...
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...research has shown that people join businesses, but leave because of what they managers’ do or don’t do. It is seen that superiors who have high opinion and rate workers’ capability, pay care to their ambitions, assure stimulating work, value the excellence of work life and providing chances for learning have faithful and engaged staffs. Consequently, managers and supervisors play an active and vital part in worker retention. Creating a Motivating Environment: Supervisors who create motivating surroundings are possible to keep their team members together for a lengthier period of time. Retaining does not automatically have to derive through fun events such as, celebrations, parties, team excursions etc. Extra Responsibility: Giving extra duty to staffs is an extra way to get them involved with the company. Though, just giving the extra duty does not help. How to Improve Worker Retention: Individuals want to enjoy their work so creating work fun and enjoyable. Comprehend that staffs need to balance life and work so offer flexible starting times and core hours. Rewards and Recognition: Staffs want to be acknowledged for a job well done. Rewards and recognition react to this need by authenticating performance and motivating staff toward continuous development. Rewarding and recognizing individuals for performance not only affects the individual being recognized, but others in the business as well. Need for Rewards and Recognition Recognition should be part of the...
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...CHAPTER I THE PROBLEM AND ITS BACKGROUND Introduction Over the past three decades, From the dream of a group of sisters thirty-three years ago, the institution has blossomed and will continue to grow for many years to come, always adherent to its mission of serving mankind with commitment, competence, compassion, loyalty, and love. One of the courses offered is the Bachelor of Hotel and Restaurant Management. When they have reached their final last year in the College, they are required to undergo to their On-the-Job Training these are offered in every College or University in any course to prepare their students in facing the challenges of the real life such as landing their job. The employability of every applicant is not measured by the lessons they have learned inside the school but the type of training and potentials has been developed. Hence, On-the-Job Training plays a vital role the life of every student because these training are on big factor landing their preferred jobs. Most of the companies nowadays hire their personnel who are equipped of adequate skills and knowledge and capable of performing such duties and responsibilities maybe assigned. The On-the-Job Training is one of the important for parents who want better future for their youth. Students will acquire the knowledge and skills necessary to understand the processes of training and development. The course covers components of training design, including needs assessment, objectives, and evaluation...
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...Introduction: Widely known as the champion of the energy industry, Enron is suddenly faced with a corporate crisis in the form of a scandal. This scandal involves not only Enron’s accounting practices but also its corporate governance and culture (Lawrence & Weber, 2008). This report will recommend some potential strategies for Enron to move forward from the scandal. To do this, we must incorporate stakeholder theory, which “argues that corporations serve a broad public purpose; to create value for society” (Lawrence & Weber, 2014, p 6.). This means that Enron must take responsibility for the scandal it created and take actions to regain its stakeholders’ confidence. To accomplish this, we will first identify and analyze Enron’s primary stakeholders, and then point out the key problems along with possible solutions. Finally, we will end the analysis with the best solutions that Enron should enact. Primary Stakeholders: The three most salient stakeholders are Enron’s shareholders, employees, and the government. We choose these three based on their interests, power, relevance, likelihood to form coalitions, and also due to the legitimacy and urgency of their claims. The first important stakeholder is none other than Enron’s shareholders. The owners of Enron invested their money relying on Enron’s false financial statements, only to lose billions of dollars. They are likely to form coalitions and engage in shareholder activism. In fact, they have the legal power to...
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...Casino Evaluation and Recommendations Angela Retchko PSY/435 11 June, 2012 Christopher Reid Casino Evaluation and Recommendations In the scenario provided there are two main issues that need to be rectified immediately; that of retention of dealers who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted...
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...get his engineers to think like managers. It's a common complaint, but behind it lies an uncommonly important question: What does it mean to think like a manager? Sadly, little attention has been paid to that question in recent years. Most of us have become so enamored of "leadership" that "management" has been pushed into the background. Nobody aspires to being a good manager anymore; everybody wants to be a great leader. But the separation of management from leadership is dangerous. Just as management without leadership encourages an uninspired style, which deadens activities, leadership without management encourages a disconnected style, which promotes hubris. And we all know the destructive HARVARD BUSINESS REVIEW 54 power of hubris in organizations. So let's get back to plain old management. The problem, of course, is that plain old management is complicated and confusing. Be global, managers are told, and be local. Collaborate, and compete. Change, perpetually, and maintain order. Make the numbers while nurturing your people. How is anyone supposed to reconcile all this? The fact is, no one can. To be effective, managers need to face the juxtapositions in order to arrive at a deep integration of these seemingly contradictory concerns. That means they must focus not only on what they have to accomplish but also on how they have to think. Managers need various "mind-sets." Helping managers appreciate that was the challenge we set for ourselves in the...
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...business organization leads to an effective productivity. To ensure this productivity, the organization has to create comfortable and satisfying condition for their employees so that they get job satisfaction. Job satisfaction affects emotions and beliefs that each employee has about their work and their job. Job satisfaction is the result of employees’ perception which is viewed as important to them. There are several factors that affect an employee’s satisfaction on his/her job. Our paper looks forward to applying the theories and methods of sociology and organizational behavior to clear the impact of job satisfaction to the working’s environment in general and to National Economics University’s organization in particular. From the analysis of these impacts, we can take some recommendation to improve the university’s organizational effectiveness. 2. Objectives * Broad objective The main objective of this study is to define clearly how job satisfaction influences employees in general and also in staff at National Economics University. * Specific objective * To identify the importance of job satisfaction and the factors those influence the job satisfaction of teacher and employees working at National Economics University. * To identify employees’ perception in their job. * To offer alternative suggestions to improve the job satisfaction level at National Economics University. 3. Overview of National Economics University National Economics University...
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... Problem Statement Analysis of the problems Literature Review * Recruitment process * Key salient Features of advertisement * Induction Implementations and Suggestions 01.Immediate decisions can be taken by the management 02.Main areas management must consider as long term implementation. 03. How to get back manpower plan on to the right track 04. Integrate the recruitment plan with organizational plan 05 Recruitment Employee outsourcing (RPO) Conclusion Refference Executive Summary Global consumer Product Company was going to introduce newly developed baby soap ranges. So there was an urgent manpower requirement and they wanted to recruit brand manager for the product. But company is currently facing serious problem in recruiting wrong...
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...PROPOSAL TOPIC: THE EFFECTS OF TRAINING AND DEVELOPMENT ON THE PERFORMANCE OF KOFORIDUA POLYTECHNIC STAFF GEORGE ASANTE EDUAH (SB/DHR/13/0020) MBA HUMAN RESOURCE MANAGEMENT 1.1 Background of the Study The Workers or Employees working in or for an organization are now being considered as ‘human assets’ even though different terms like ‘staff’, ‘manpower’, ‘personnel’, etc. are still in currency. The emerging trend is to treat them as ‘human assets’ or ‘human resources’. The success of any organization depends on appropriate use of human assets available in the organization. All other assets could only be supplementary to human assets. Towards augmenting the human resources and to cope with changes – both internal and external, the organization has to concentrate necessarily on developing the ability, wisdom and skills of its workforce. Again employees are said to be the most valuable assets in an organization, and that an organization is only as good as its people. Only through them can organizations achieve their objectives. It is therefore important that employees possess the necessary skills, knowledge and abilities (SKAs) in order that organizations achieve their goals and remain competitive and successful. A formal approach for organizations to update employees’ acquisition of job-related SKAs is by training. From a human capital theory perspective, training is investment rather than consumption. Research claimed that training is an important factor that could...
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