...Leadership takes on many roles. Whether a leader is acting in response to a specific cause or being given a task to achieve in a business atmosphere, leadership is developing strategy taking action, and motivating others to see the importance of the goal or goals. In social movements, people come together often for emotional reasons seeking to change the way society responds to certain actions. They are often a direct response to the need for reform and are brought about to make change to current established norms bringing awareness to how society morally and ethically responds to social issues. Social movements seek to implement, redefine and change the rules for the betterment of society and people. Because social movements are mainly interested in change, they are generally not for profit and require leadership that rallies the collective and influences participants to forge the path of change voluntarily with commitment to the cause rather than the outcome of getting some form of compensation. Differences between social movements and profit making businesses are that social movements “celebrate collective identity, and assert public voice” rather than focusing on the production of “goods or services. Social movements “interact with their constituents, not customers or clients” (Ganz, 2010, p. 2). True leadership on all levels whether in social movements, non- profits or other profitable business ventures, takes a person who possesses drive, focus and sees the overall picture...
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...AFT3073 – RESEARCH METHODOLOGY |GROUP ASSIGNMENT (25%) – RESEARCH TERM PAPER TOPICS | |Current Strategic Management Issues | |This course assignment is a term paper on current strategic management issues. Possible themes/issues for your research term paper | |include (but are not limited to) the following: | |Ethics and Corporate Citizenship Themes | |Understandings of corporate citizenship | |Links between ethics and corporate citizenship | |Performance measurement | |Accountability and governance | |Stakeholder engagement, consultation, reporting and governance | |Corporations, territory and governance ...
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...Critiquing the Affects of Globalization, Diversity, and Intuition on Managerial Roles Managerial roles are increasingly more challenging to fulfill with employees, projects and industries spanning across countries and boundaries. With globalization, there are business process differences to overcome, diversity with respect to organizational culture to consider, and the intuitive element is approached from gender perspective as well as its relevancy in shaping managers’ cognitive style. Global change is altering the supply chain management structure and efficiency for U. S. multinational corporations. Johnson (2006) points to five areas of importance regarding supply chain management structures: Globalization and outsourcing, including the impact of China and India on supply chain structure and coordination; new information technologies, such as radio frequency identification (RFID) and tools that enable enterprise integration and collaboration; economic forces within and between supply chains, from the consumer pricing to supplier contract negotiation; risk management, including risks from supply chain complexity and from security threats; product lifecycle management, including post-sale service and product recovery (p.191-192). Even though these areas are important, Johnson (2006) underemphasized the importance and affects of cultural values and managerial philosophies on supply chain management organizations (Robbins & Judge, 2007). Anwar and Chaker (2003) demonstrated...
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...Emergencies Name Institution Critical Assumptions in Emergencies Communication is widely regarded as one of the most essential elements in successfully managing an emergency situation. The dissemination of information, which is both timely as well as accurate, to the parties concerned goes a long way to lend a hand in ensuring that the recovery activities in an emergency situation, together with its management takes place effectively. For that reason, five critical assumptions are used to provide the basis of disaster management strategy. To begin, customer focus is a philosophy that guides the process of communication that takes place between the public and all the parties involved in managing the emergency. These customers are both of the internal and external nature. Staff, states and federal agencies, together with the general public, government officials, and the media are the internal and external partners respectively. Because of the diversity of the customer base, it is essential that the approach of customer service takes into account the needs, together with the interests, of the communities and individuals in question. They should give relevant information and answer the customers as required in order to manage expectations (Haddow & Haddow, 2013). Leadership commitment goes a long way in creating effective communication channels that are capable of disseminating vital information as required, both externally and internally. The...
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...Title: Course Code: HRMT20019 Course Name: Leading and Managing Change Course Coordinator: Dr Ezaz Ahmed Assignment number: 2 Due date: 26/09/2014 Weighting: 60% Student Name: Nadine Fearnley-Gallagher Student Number S0247862 Title: Course Code: HRMT20019 Course Name: Leading and Managing Change Course Coordinator: Dr Ezaz Ahmed Assignment number: 2 Due date: 26/09/2014 Weighting: 60% Student Name: Nadine Fearnley-Gallagher Student Number S0247862 CASE STUDY: SUPER STAR UNIVERSITY CASE STUDY: SUPER STAR UNIVERSITY ARGUMENTATIVE ESSAY ON CHANGE MANAGEMENT ARGUMENTATIVE ESSAY ON CHANGE MANAGEMENT Change is inevitable to every organization irrespective of their size and nature. Challenging the prevalent status quo is the main aim of change. Accepting the new needs is what change strives for. Awareness and acceptance are the two tools of managing change (Adams, Bessant and Phelps, 2006). Change is not hard but dealing with the consequences of change is hard to an organization. The dogma of change is the area where the main difficulty lies. Change management strategic moves help in better flexibility gain in the organization. Future is unpredictable and unseen, so decision making tools need to adapt to the changes to have business sustainability (Bommer, Rich and Rubin, 2005). The case study provided in the discussion paper is based on the learning epitome in Australia, the Super Star University (SSU). The...
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...Development at Infosys 1. Leadership Program at Infosys Infosys Leadership Institute (ILI) is committed to help leaders assume greater roles and influence their teams, clients and community positively. The four dimensions of ILI are Inspire,...
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...A PAPER ON INSTITUTIONALIZING CONTINUOUS IMPROVEMENTS THROUGH USE OF ESTABLISHED PERFORMANCE EXCELLENCE FRAMEWORKS By: Author 1: Prof. Cdr. Bhushan Dewan Director, VNS Business School, Bhopal MOBILE- 08120395060 Email- bhushan.dewan1@gmail.com ABOUT AUTHOR 1: 21 years of corporate experience as Vice President, Tata Consultancy Services, President-Tanla Solutions Ltd., Sr. VP- Adani Group, Commander-Indian Navy. 17 years of academic experience as Director Naval IT Management Institute, author of 2 books on Management of Technology. Speaker at various national & international seminars; Served as Jury Member of CII Award for Human Excellence, Jury Member, QIMPRO Platinum Award for Quality. And Author 2: Prof. Arun Mishra Assistant Professor, VNS Business School, Neelbud, Bhopal Mobile: 9893686820 Email: arunjimishra@gmail.com ABOUT AUTHOR 2: Author is an MBA from FMS, Dr. Hari Singh Gour University, Sagar (M.P.). He is having total 9 years of work experience. Since 2 years he is in academics. Earlier to this he has served in various corporate in various capacities for 7 Years which include ICFAI, HDFC Bank, Wander Ltd. Wockhardt Ltd. etc. ABSTRACT Old-fashioned command-and-control companies were merely trying to manage the "white space" in their organizational charts. Today's companies must manage the white space in entire value chains. Value chain is a high-level model of how businesses receive raw materials as input, add value to the raw...
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... | Assignment title | OB1: Culture and Management Style (1 of 3) | Learning Outcome | Learning outcome | Assessment Criteria | In this assessment you will have the opportunity to present evidence that shows you are able to: | Task no. | Evidence (Page no) | LO1 | Understand the relationship between organisational structure and culture | 1.1 | Compare and contrast different organisational structures and culture | 1 | | 1.2 | Explain how the relationship between an organisation’s structure and culture can impact on the performance of a business | 1 | | LO2 | Understand different approaches to management and leadership | 2.1 | Compare the effectiveness of different leadership styles in different organisations | 2 | | 2.2 | Explain how organisational theory underpins the practice of management | 2 | | 2.3 | Evaluate the different approaches to management used by different organisations | 2 | | Learner declaration | I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. Student signature: Date: | In addition to the above PASS criteria, this assignment gives you the opportunity to submit evidence in order to achieve the following MERIT and DISTINCTION grades | Grade Descriptor | Indicative characteristic/s | Contextualisation | ...
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...MANAGING WORKFORCE DIVERSITY AT IBM: A GLOBAL HR TOPIC THAT HAS ARRIVED J. T. (Ted) Childs Jr. To be successful, global companies must continue to look toward the future, and CEOs, senior line and HR management, and diversity leaders play a key role in that process. Workforce diversity cannot be delegated; it must be a partnership. Although the HR team plays the key staff role, total delegation from the top, without active involvement, is a recipe for failure. IBM considers diversity a business imperative as fundamental as delivering superior technologies in the marketplace. To ensure that talented people can contribute at the highest possible level, the company insists on a workplace that is free of discrimination and harassment and full of opportunity for all people. © 2005 Wiley Periodicals, Inc. Today, workforce diversity is a global workplace and marketplace topic. Any business that intends to be successful must have a borderless view and an unyielding commitment to ensuring that workforce diversity is part of its day-to-day business conduct. Success also must be measured as it pertains to a company’s composition and program content. A company’s management team must ask itself, “Do we look like our customers, at all levels of our business?” “Do our programs reflect an understanding of the demand for talent in a competitive worldwide marketplace?” “Is our business culture one that fosters inclusiveness and tolerance in each country where we do business?” and, most...
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...16 Reference 17 Executive Summary “Organizational change is necessary for businesses to remain competitive in today’s market. To successfully implement change initiatives, change agents must understand that the role of employees is highly important, and employees’ reactions to change are influenced by a number of factors, including employees’ emotions and cognitions, communication, and participation in decision making” (Wittig, C. 2012). Writer has observed and researched the change initiative implementation of Universal Weather and Aviation, an industry leader in business aviation. Writer is currently employed with Universal as the Contract Administrator for the ground handling supply category. Writer will give a brief history of the company and organization, explain the strategic change initiative, its successes and failures and finally discuss the actual and expected outcomes of the change initiative. Universal Weather and Aviation, Inc. is an all-inclusive business aviation and logistics company head quartered in Houston, Texas. Universal was established in 1959 and has grown exponentially over a period 50 years. Today, Universal has a global presence in nineteen (19) countries and a network of global partnerships all over the world. For several years, Universal was distinguished as provider of choice. Universal not only offers weather services and flight plans for their clients, they also offer ground handling, fuel, permits, catering , transportation...
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...How the National Offender Management Service works March 2012 Introduction Who we are Key functions Our structure How NOMS Works introduction who we are key functions our structure “ Our vision is that there will be fewer victims, and our “ communities will be safer NOMS was established in 2008 with a clear brief, to bring together the commissioning and provision of offender services in prison and in the community, ensuring best value for public money. So organisational change isn’t new to us; it’s part of what we are all about. But the reality now is that we are in a new world, with the double challenge of responding to the policy priorities of the Coalition Government and significantly reducing our costs by approximately 23 per cent by 2015. The rate of change and scale of challenge for both Prisons and Probation is unprecedented. To meet our objectives of protecting the public and reducing reoffending – we have reshaped and transformed the way we operate creating a leaner organisation focused on outcomes for the public. We have dismantled our old regional model, and our structure has been fundamentally reshaped to support HQ and Central Services front line delivery at much reduced cost. Perhaps most significantly, our new structure makes a clear distinction between the different functions of the Agency – commissioning services; delivering those services directly such as through HM Prison Service and national operational services such as licence recall and population...
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...OB1: Culture and Management Style (1 of 3) | ------------------------------------------------- ------------------------------------------------- Learning Outcome | Learning outcome | Assessment Criteria | In this assessment you will have the opportunity to present evidence that shows you are able to: | Task no. | Evidence(Page no) | LO1 | Understand the relationship between organisational structure and culture | 1.1 | Compare and contrast different organisational structures and culture | 1 | | | | 1.2 | Explain how the relationship between an organisation’s structure and culture can impact on the performance of a business | 1 | | LO2 | Understand different approaches to management and leadership | 2.1 | Compare the effectiveness of different leadership styles in different organisations | 2 | | | | 2.2 | Explain how organisational theory underpins the practice of management | 2 | | | | 2.3 | Evaluate the different approaches to management used by different organisations | 2 | | Learner declaration | I certify that the work submitted for this assignment is my own and research sources are fully acknowledged. Student signature: Date: | In addition to the above PASS criteria, this assignment gives you the opportunity to submit evidence in order to achieve the following MERIT and DISTINCTION grades | Grade Descriptor | Indicative characteristic/s | Contextualisation | M1 Identify and apply strategies to find appropriate solutions |...
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...an extraordinary 2-year Accenture study of emerging business leaders, this book shows why the skills of today's global leaders won't be enough and why tomorrow's leaders won't resemble today's. Goldsmith and his co-authors first identify five new "factors of leadership" and their implications: global thinking, appreciation of diversity, technological savvy, and willingness to partner and openness to sharing leadership. They explain what it will mean to lead in an era where intellectual capital is the dominant source of value; how to lead people whose backgrounds and values may be radically dissimilar from yours; and why achieving personal self-mastery is now a fundamental prerequisite for leading others. Marshall Goldsmith is one of the world's foremost authorities in helping leaders achieve positive, measurable change. Ranked a Wall Street Journal "Top 10" executive development consultant and profiled by The New Yorker, he is one of an elite few that has worked with over 50 CEOs. He also co-edited The Leader of the Future, The Organization of the Future and Global Leadership. The Next Generation is a summary of two years of knowledge acquisition, research, and interviews sponsored by Accenture and concluded in partnership with Marshall Goldsmith and his colleagues in the Alliant International University. This book also builds upon valuable contributions by Warren Bennis and John O'Neil. Who Can Benefit. This book is unique. Instead of interviewing current CEOs and executives...
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...outcome, etc. All these characteristics can be high or low. * In my opinion, the following elements, taken together, can make a picture of the culture in an organization: Awareness of yourself and your place in the organization. For example, some cultures value hiding employee’s emotions, others - encourage their openness. In some cases, independence and creativity are demonstrated through the partnership, and in others - through individualism. Communication system and communicational language. The use of oral, written, non-verbal communication, " telephone laws" and openness of communication varies from group to group, from organization to organization. Worker’s appearance, clothing and presentation of himself at work. There is a big variety of uniforms, business styles, neatness, cosmetics, hair, etc. All these confirm the presence of multiple micro-cultures. What and how people eat, customs and traditions in this area. For example, some people bring their own food, some visit a coffee shop inside or outside the organization Frequency and duration of eating also play role. It is also important if the workers of different levels eat together or separately, etc. Awareness of time, attitude to it and its use. Degree of...
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...Managing Diversity at IBM Nederland (The Netherlands) 05-02-2005 A Vision on Managing Diversity The multinational IT-company IBM is convinced that it can only keep its current competitive edge by reflecting marketplace diversity in the workforce and by offering a safe work environment for all employees. The company considers workforce diversity as 'the bridge between the workplace and the marketplace'. Ambition: an Inclusive Work Environment In 1953, the CEO at that time published IBM's first equal opportunity policy letter. This letter stated simply that IBM will hire people based on their ability, "regardless of race, colour or creed." IBM's subsequent CEO's reinforced that policy throughout the years. Since then, equal opportunity at IBM has been an evolutionary journey that underscores the company's commitment to an inclusive work environment where people's ideas and contributions are welcome - regardless of where they come from, what they look like or what personal beliefs they hold. Diversity in Leadership To stress the importance of workforce diversity, IBM's worldwide headquarters employs a Vice President of Global Workforce Diversity. This official formulates global policies on managing diversity. Regional headquarters employ diversity managers. These people translate the global policies on managing diversity into regional spearheads. Next, the executive management teams of every subsidiary formulate local actions in order to increase and to make full use...
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