...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: _Mike Pinter________________________ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |(61) This score indicates |Keeps busy and completes all task |Has lost faith with the | |with My Job? |dissatisfaction with the |put forth. |organization and no longer have the| | |organization and its policies. | |organization best interest at | | | | |heart. | |Am I Engaged? |(39) Employee is engaged and |Extremely focused and a great |Tends to lose focus when disgruntle| | |focused on the task at hand. Takes |multi-tasker. |with organization. | | |pride in his work ethics. | | | |How Are You Feeling |(41) Indicates an overall happy |Has many different accolades and is|Employee can and will pick up on | |Right Now? |demeanor. |exceptional at everything he |negatives energy from other | | ...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: _____Stacey |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Stacey’s results were an 81 |Working alone, freedom to do her |Does not feel there is an | |with My Job? | |job likes working conditions feels |advancement possibility, | | | |good about accomplishments , | | | | |freedom to make own decisions, | | | | |likes to keep busy | | |Am I Engaged? |Stacey’s results were 24 |She is able to preserve even if |Has trouble engaging in the | | | |things do not go well. |morning, cannot | | | |She is enthusiastic, |continue to study for long periods,| | | |Find studying fulfilling, |feels uninspired, has other things | | | ...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Karen Jubensky |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Very Satisfied |Motivated towards the job and life |General environment affects the | |with My Job? | |in general |perception of daily work | |Am I Engaged? |Yes |Take charge of work, committed and |Avoid office politics | | | |positive outlook | | |How Are You Feeling |Wonderful |Positive attitude, keep focus and |Share my positive outlook more | |Right Now? | |determination |often with peers | |What’s My Affect |Somewhat intentionally intense/38 |Laser sharp focus help getting work|Keep emotions in check in tough | |Intensity? | |done |situations | |What’s My Emotional |45 |Self awareness, empathy, motivation|Non | |Intelligence Score? | ...
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...Management Plan Summary Management Plan Summary The three employees all have different characteristics that define how they work, develop goals and perceive their current job. The three assessments I had individuals complete were: How satisfied am I with my job, Am I a deliberate decision maker? and how am I feeling right now? Each person answered mostly all of the questions differently. This tells me each of these people have different characteristics, perceptions and view job satisfaction in a different way. These three employees’ characteristics affect the performance of the organization by affecting the way employees work, make decisions and perceive their organization. Recommendations for Mark would include focusing on strengths to increase job satisfaction, working with others and decision making skills. Encouraging team assignments can help the individual maximize on encouraging others. Also encouraging Mark to being involved in setting individual and organizational goals will help overcome his weaknesses. Recommendations for Michelle would include working with others to increase a positive enthusiastic environment for employees and customers. Setting time sensitive goals will help overcome the decisions making weakness Michelle has. Placing Michelle in an environment that can encourage a great attitude and other people should highlight her strengths. Tom’s recommendations would include focusing on his weaknesses instead of his strengths. Helping develop organizational...
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...generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note job codes as well as pay grade. For HR purposes and for potential new hires, this section is very imperative. Next on a job description is a general summary. The general summary sections “provides a clear, concise statement that summarizes the particular job and differentiates it from others” (Youssef, (2012). Usually the general summary has thirty words or less and typically describes...
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...Instructions Post one article this week relating to dealing with Organizational Behaviors in the Workplace. 3. Due Date January 13, 2013 11:59:00 PM CST 4. Points Possible 1.333 5. Student Name Allissa Wilson 2. Review Submission History 1. 1. * Submission ( January 13, 2013 5:28:34 PM CST ) Submission Materials Submission Field : Organizational Communication in the Starbucks organization is exceptionally successful. Although Starbucks goes to no great lengths to define or list their organizational structure, recent changes in the organization define the organization as a matrix structure. Maintaining effective communication, Starbucks uses a model of communication used generally by smaller group networks, all channel communication. Starbucks employees always have a time table for important decisions that must be made for the company. Starbucks does an excellent job of illustrating pros and cons of future and current decisions. The model of communication used by Starbuck empowers all employees to think outside of the box, and employees are rewarded for innovative ideas as well as the ability to exceed customer satisfaction expectations. The use of technology, marketing tactics, and their employees to communicate success, goals, and vision to the customer has given the Starbuck Corporation a valued business model. The Starbucks organization list in its guiding principles the importance of embracing diversity, providing...
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...statement Our goal is to treat our employees, customers and investors with the utmost respect by creating an innovative workplace that... * Fosters employee decision making and establishes an environment where employees value themselves, their coworkers and our customers. * Allows our customers to receive competitive pricing and timely, accurate and proactive customer service. * Allows our investors to earn exceptional returns on their investment while being proud of their Company's community reputation and its treatment of employees. Summary We are very proud of our Mission Statement. It is a true profile of who we are as a company. Every day we strive to become better at what we do and that is taking care of our customers internally and externally. Internally, we are able to find the potential in our employees and help them become better at what they do. We use and provide top of the line equipment and infrastructure to give our employees the ability to succeed and grow within the company. Externally we’ve been recognized in the last 5 years for our great Customer Service (how? JD Powers etc). Our continuous growth is evidence of what a great job we are doing and did I mention that our growth is thanks to our customers. It is all word of mouth. We advertise very little compared to our growth. We have great competitive prices but what really sets us apart is our Customer Service. As you can see our Mission Statement is a brief description of what StarTex Power...
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...Running head: ORGANIZATIONAL STRUCTURE DISCUSSION SUMMARY Corporate Strategy Analysis Summary Team C MGT/230 June 29, 2015 Jack Geer 1 ORGANIZATIONAL STRUCTURE DISCUSSION SUMMARY 2 Organizational Structure Summary Introduction As a corporation, it is important that an organizational structure is put in place to achieve maximum efficiency. There are three main types of organizational structure: functional, divisional, and matrix. As with everything, there are advantages and disadvantages of each structure. Organizational Structures Functional Organization: In a functional organization, jobs are specialized and grouped according to business functions and the skills they require. Functional structures are best with smaller simple environments. They tend to have two layers, the first being the CEO and the second being production, marketing, human resources, research and development, finance, accounting, and so forth. Other forms tend to be more flexible and responsive than the functional form. The largest advantage of having a functional form is the cost. Seeing that as the organization has many different employees in one level, it is easy to spend less money on equipment as well has have a higher production rate. Other great advantages of a functional structure are; the employee performance which is better maintained and communication is precise and clearly elaborate...
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...Decision-Making Analysis Discussion Summary Keyana Byrd February 22, 2016 MGT/230 Margaret Terassi Decision-Making Analysis Discussion Summary For this assignment, our team was to get together and reflect on the findings from the video: Xerox CEO. After reviewing the videos, we discussed several striking moves that Xerox made under the leadership of CEO Anne Mulcahy. We talked about the hardships that the company went through and the decisions that were made to fix the problems that existed within the enterprise. We talked about the drive and determination that you would need to be a CEO, especially in tight situations. We also discussed how some CEO's are brought into the company with existing problems which puts them into a situation that shows their true leadership skills. When Anne Mulcahy became the CEO of Xerox, she was brought into a world of conflict and strife. Inheriting a disastrous mess and the company drowning in debt Xerox was tottering on the brink of bankruptcy in Chapter 11. The corporation had over $17 billion in debt and had accounted losses in all of the previous six years. A radical reorganization of the sales force of companyShead not gone as per to plan. Customers were sad, and the financial system had started to weaken. Above all of that, Xerox established itself in the center of an extended inquiry by the Securities and Exchange Commission of accounting indecency in its unit of Mexico. The conflict was definitely one of the characteristics...
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...1945 and experienced early success with good reputations. Alcon was publicly listed in 1971 and became the world’s ophthalmology company in 2000. However, Mihir et al.(2006) stated “Even though Alcon has had a great development as a division of Nestle, it has not been recognized by financial world”.(p.4) Peter Brabeck-Letmathe, Nestle’s CEO, was concerned about the Alcon’s valuation and recognition by the financial world. For him, analysts are not recognizing the true value of Alcon, consequently it might affect Nestle from truly exposing of its value as well. In order to build up the value of Nestle as the sum of its components parts, Brabeck contacted Wolfgang Reichenberger, Nestle’s Chief Financial Officer (CFO), and Francisco Castaner, Executive Vice President (EVP). They had discussed to crave-out Alcon for a public listing and what effects this could cause for Nestle and Alcon. Considering the carve-out, Nestle should analyze four listing alternatives provided by Credit Suisse First Boston and how each one would affect investor base. Additionally, Brabeck, Reichenberger and Castaner would rethink what effect would a public listing of Alcon really have on the valuation and financing for the two companies involved (Mihir D., et al. 2006). In my opinion this is a decision-base case study, Nestle and...
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...South Delaware Coors Inc. Case Study Analysis Executive Summary: Larry Brownlow is a full time MBA student who will be graduating soon. Larry decided to pursue his MBA because he wants to be a business owner and has a trust worth $500,000 that will soon be available to him. Larry has recently come across an opportunity to apply for a Coors beer distributorship. Before Larry applies for the distributorship he must first figure out if this is a good business decision. Due to Larry being a full time student he does not have the time to research this opportunity himself. Larry has $15,000 to use for feasibility research and has commissioned Manson and Associates to do the research. Manson and Associates is a general research supplier that has done feasibility research in the region. Manson and Associates has provided Larry with an estimate to do the requested research. The estimate for all the research Larry would like far exceeds his budget and therefore he will not be able to purchase the full research plan. Larry must decide what parts of the research plan he needs most to determine whether or not applying for the distributorship is the best business move for his future. Situation Analysis Environment Economic conditions and trends Larry only has $15,000 available for research purposes and he will $500,000 available for investment by the time it is needed for the full investment. Cultural and social values and trends Coors has a high quality product with a strong brand...
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...Returning Wrestling to the University Imagine this, you are in the gym waiting for the first practice of the season to start. Your excitement is overwhelming. You have spent your entire life working up to this point; you are a college athlete. You are being paid to attend school and play your favorite sport for it. Your coach walks in with an upset look on his face. You think to yourself that it’s just going to be a difficult practice. Your coach actually tells you that you do not have practice today. You wont have practice ever again. Your entire life work gone, just like that. With your heart crushed, you cannot understand why the sport is just, canceled. You walk up to your coach and ask what the problem is. Your coach, as disappointed as you, tells you that the University board of athletics has decided to drop your “life” from the program to abide by the Title IX requirements and for not being a profitable program. This actually happened here at the University of Utah 50 years ago and it’s because there is a problem going on at Universities like The U and it is that men’s non-revenue sports, like wrestling, are being impacted negatively. Wresting is beginning to fade from colleges that are not in the Big Ten or the Ivy League, and Colleges like the University of Utah are participating in letting the sport diminish. In an article written by Coyte G. Cooper, “Involving the core product” “While there were 363 NCAA wrestling programs in 1981, the number of men’s wrestling...
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...important to human activity than leadership. Effective leadership helps our nation through times of peril. It makes a business organization successful. It enables a not-for-profit organization to fulfill its mission. The effective leadership of parents enables children to grow strong and healthy and become productive adults. The absence of leadership is equally dramatic in its effects. Without leadership, organizations move too slowly, stagnate, and lose their way. Much of the literature about organizations stresses decision-making and implies that if decision-making is timely, complete, and correct, then things will go well. Yet a decision by itself changes nothing. After a decision is made, an organization faces the problem of implementation—how to get things done in a timely and effective way. Problems of implementation are really issues about how leaders influence behavior, change the course of events, and overcome resistance. Leadership is crucial in implementing decisions successfully. Each of us recognizes the importance of leadership when we vote for our political leaders. We realize that it matters who is in office, so we participate in a contest, an election, to choose the best candidate. Investors recognize the importance of business leadership when they say that a good leader can make a success of a weak business plan, but that a poor leader can ruin even the best plan. 10 The Importance of Leadership Who Will Gain from Leadership? Do you want to be a leader? Or, if you’re...
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...Employee Portfolio: Management Plan Summary MGT 311 February 23, 2015 Stephanie Womble Employee Portfolio: Management Plan Summary When giving assessments at work, one of the most important areas a manager/employer must look at is the emotional state of the employee that is working for them. After taking a detailed look at the results of the assessments the manager noticed that each person has their strengths and weaknesses that are positive and may need some work. Samantha has many strengths. She is an overall confident person, with great enthusiasm, who believes in herself and the work that he produces for a company. This is a positive for the company because they need individuals who are not scared to work and believe in themselves as well as showing positivity. She is also aware of his surroundings. Caring for people and their emotions as well as being aware of his own shows great empathy for others. Making sure that she is a deliberate thinker is another one of his strong assets. Her strengths show that he is capable of becoming a leader, making serious decisions as well as getting along on team assignments. Her weaknesses he lacks encouragement is when dealing with certain job positions, may not be understanding of other’s emotions and may make rash decisions and needs to be careful of what she says. She should be recommended to take “What affects my emotions?” Matthew is by far the best out of the three. He is a responsible employee who...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: ___ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Scored a 76 |Has confidence in his work, stays |No feel of accomplishment or praise| |with My Job? | |occupied as much as possible, a |for what he does. | | | |leader and responsible. | | |Am I Engaged? |Scored a 27 |He is not negative when it comes to|He needs a little more | | | |working. |encouragement when having certain | | | | |job positions. | |How Are You Feeling |Scored a 21 |Has enthusiasm |Expresses many sad emotions. | |Right Now? | | | | |What’s My Affect |Scored a 47 |Can be a very emotional person when|Not understanding of others’ | |Intensity? |Very High ...
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