...Identifying and Developing Emergent Leadership within the United States Patent and Trademark Office (USPTO) Kevin Williams University of Maryland University College Professor Boyle Abstract Identifying and Developing Emergent Leadership Introduction. While it is easy to define leadership as someone who has the ability to influence others in achieving a goal or mission (Robbins and Judge, p.191), providing a qualitative definition is challenging. How does one define good leadership? Answering this question is quite difficult as we all have different workforce experiences and perspectives. Just as individuals struggle with this question, so do organizations. As with most organizations, not only is there a struggle to define good leadership, there is a constant struggle to identify and develop leadership potential. Organizations are quick to identify, assessing and developing leaders as top priority, but as with most organizations they fail to implement a formal construct. On average, only 31 to 55 percent of large organizations have developed formal programs to identify and develop leadership potential (Dries and Pepermans, 2012). There are many challenges that confront organizations in developing a formal program, the most common being identifying the criteria that presently being used as opposed to what should be used (Dries and Pepermans, 2012). In their research, Dries and Perpermans discovered that in a lot of instances, organizations were relying on gut feelings...
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...My current organization can leverage the inimitable resources it has firstly by building a conceptual argument. To build an argument such as, my organization has to build a resource-based view that describes what resources are valuable and ultimately creates long-term profits for the organization. According to Colquitt, Lepine, & Wesson (2015), resource-based view is a model that argues that rare and inimitable resources help firms maintains competitive advantage. Those inimitable resources include history with the organization, making numerous small decisions and socially complex resources. To retrieve those resources, a leader in an organization such as a manager should closely examine employees’ behaviors. (Colquitt et al., 2015) states that a number of factors affect performances and commitment include individual mechanisms such as a job satisfaction, stress, motivation, trust, justice, and ethics. Individual characteristics, group mechanisms and organizational mechanisms also factors in on an employee’s performance. One of my co-workers has been employed at the establishment for 5+ years now, and is a great asset and very beneficial at the organization because of her extent of knowledge and history. Recently the manager conducted an individual evaluation with each employee, unfortunate for her, she did not have the best evaluation. Discussing her concern with me, made me reflect, she is the longest employee with the company and she does what is required for her to...
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...\AMBA 620 TEAM AGREEMENT & WORK PLAN - Weeks 9/10 Project (Global Leaders of Tomorrow) May 13, 2013 I. TEAM AGREEMENT: A. Team Contact Information Member Names (underline preferred) | Telephone Numbers | E-mail Contacts | Guidelines for contact (including preferred days, emergency information, etc.) | Franklin Djisam | 240.701.5673 | franklindjisam@gmail.com | Contact through text message | Leah Fant | 240.380.9658 | leahfant@gmail.com | Can be reached via email/text message | Courtney Hewitt | 240.475.8002 | cdhewitt1@gmail.com | contact me through text or email | Charmaine Sambajon | 240.330.5091 | charmainesambajon@hotmail.com | Can be reached through text message | Kumba Wonday | 240.551.4995 | kumbawonday@gmail.com | anytime but prefer email | Adiatu Yansaneh | 240-486-3878 | Adiatuy@yahoo.com | Text message or Call | B. Mission Statement: As a member of study group 2, our purpose is to proactively collaborate as a team in facilitating one another’s understanding of the content and theories explained in our AMBA 620 course, resulting in successful completion of our assigned group projects and overall coursework. Our team aspires to get a grade of A; it is part of our mission to exert our very best efforts for this endeavor. C. Vision Statement: As a team we are committed to developing a full understanding of the concepts introduced in our Managing People and Groups in the Global Workplace coursework and...
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...AMBA 640 / AMBA 640 HYBRID COURSE MATERIALS ASSIGNMENTS Acme Mexico City and Application of World-Class Operations and Information Systems Management Techniques and Production Planning and Strategy for Toyota North America (Version 06/01/15) Background Information for Acme Mexico City Acme Home Improvements, Inc. was founded in 1982 in Raleigh, North Carolina, USA. By mid 2015, the company had 125 stores along the US East Coast from Florida to Maine. Its annual sales are currently ~$5,400,000,000 with $280,000,000 net income. The average store is about 100,000 square feet with an additional 10,000 square feet of outside garden center. The stores typically carry 40,000 different products from 5,000 vendors worldwide. Major US competitors include Ace, Home Depot, Lowe's, and TruValue. All four operate already in Mexico. 1 In the interests of seeking greater profits and buffering against downturns in the US market, Acme has determined to follow these and other competitors to Canada and Mexico. In the latter, it has established, in accordance with Mexican law, a joint venture with local interests, known as Acme Home Improvements de México, SA de CV ("Acme de México" or "Acme Mexico City"). (SA de CV = Sociedad Anónima de Capital Variable, a Mexican corporate form.) There are five major product groups within each Acme store: plumbing and electrical supplies, building materials, hardware and tools, seasonal and garden/yard items, and paint, flooring and wall coverings. Each store...
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...Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation AMBA 620 Professor Shandler Abstract In recent years, experts from psychological sciences and business have noticed changes in the employee-employer relationship over the last decades specifically in regards to workplace performance and organizational commitment. While most agree that the issue deserves attention, consensus dissolves around how to respond to the problem. This paper examines how job satisfaction, stress, and motivation can impact workplace performance and commitment in the workplace. The focus of this paper will revolve around the Medical Billing industry and how one organization has chosen to address the changes surrounding workplace performance and organizational commitment. Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation Introduction This paper is an examination of how job satisfaction, stress, and motivation are directly related to workplace performance and commitment. The main points to be discussed revolve around the importance of an employee’s job satisfaction, the stresses surrounding the employee, and the employee’s motivations or lack thereof and its impact on the organization’s overall success. Context/Situation While in college I was employed, part-time, as a medical biller during summer and winter breaks for three years and for one full year after graduation. Throughout my time with the organization I was the lone male...
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...Consulting Report: Amanda Haubert Case Destiny Alicia Walker AMBA 620-9045 Dr. Ed Olson April 22, 2014 Introduction The purpose of this analysis is to examine a case that I have chosen written by one of my cohorts. While analyzing this case I will focus on key points from the readings to highlight how this case does, in fact, pertain to this reading and other articles that are relevant to the class. Upon conclusion of this analysis, my hope is that the reader will have a better insight of different aspects of management and management conflicts in this workplace. Case Synopsis The particular case at hand involves change in management in the workplace. When a new manager replaces a manger that has been a part of an organization for a while, conflicts can and almost always occur for the manager. The new manager in the particular case simply came in and tried to do his job. He tried to enforce the rules that were in place, but before he was there, these rules were not enforced as much. Once the rules were enforced, conflicts began to arise. After such conflicts arose, a large number of employees left. When the employees left, the star employees that stayed decided to give advice to the mew manager on his working skills and he listened. He implemented what the employees told him and there was almost an immediate change. The branch started performing even better than they were before the other employees left and even became one of the highest performing branches in the company...
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...AMBA 620: Managing People and Groups in the Global Workplace Week 3 Individual Paper January 24, 2009 Abstract This paper will focus on how job satisfaction, job stress, and motivation can impact performance and commitment in the workplace. I will outline my specific experience as a young professional in Washington, DC. After I finished my undergraduate studies and while in my first graduate program, I had the fortunate opportunity of working with a public health accreditation agency. In my position as Director of Training Programs, I had the opportunity to oversee all of the educational programs being developed and administered by the agency. Because it was a small agency there was a large dependency for each other as colleagues. Most of what I did on a daily basis was reliant on others and vice versa. The organization was led by an inexperienced executive director that had very little leadership experience and no management experience. As a result, the staff were overworked, underpaid, and in some cases rewarded for unprofessional behaviors. On one occasion, I was verbally disrespected by a colleague, and my leadership (the executive director) did nothing because of the intimidation with the staff that did the disrespecting. Ultimately the individual was never reprimanded and he was allowed to continue to speak to others in a crude manner. As a result of the organizational behavior assessment that I took online, I also explained in detail the results of that...
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...Consulting Report A Review of the Literature Stacie Johnson University of Maryland University College Author Note This paper was prepared for AMBA 620, Section 1141, taught by Professor Boyle Case Synopsis Ms. Williams works at a bank and her case involved a problematic situation that developed a few months after two new employees joined her team. The two employees in question were the new branch manager, and a part-time teller. Both employees’ job performance was stellar, but it diminished shortly after their hire date. They began to demonstrate a lack of motivation and commitment to their jobs. For example the teller started to become complacent and distracted. His attention to detail began to wane as the cash drawer started to regularly close out unbalanced. Additionally, the teller stopped making the required sales referrals to his customers. This resulted in decreased business for the bank. The manager in this case was not holding the teller responsible and he also started delegating the overwhelming majority of his duties and responsibilities to others. Routine task performance quickly began to deteriorate. These two members’ poor performance began to have an impact on everyone at the branch office. According to bank policy, each branch is evaluated for performance to determine compensation and bonus incentives using a balanced scorecard system. The branch as a whole has quarterly sales goals which require every employee to be a team player in order to...
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...Case Report: Changing How to Store Information Anthony Willis University of Maryland, University College This paper was prepared for Managing People and Groups in the Global Workplace, AMBA 620, taught by Professor Lucia Miree A. Case Synopsis During his tenure at the Information Technology department, Shanu paints the picture of a positive work environment where the employees are satisfied and happy with their jobs. After three years of working with the company, Shanu witnessed two junior members get laid off without a formal warning or explanation. The abrupt dismissal of these employees caused a shift in the culture of the work environment and generated issues that would impact the employees of the IT Department. After the abrupt dismissal the remaining employees began to exhibit unprofessional behaviors such as socializing, taking longer breaks, tardiness, and missing departmental meetings. They began to physically and psychologically withdraw from the company becoming disengaged with the department revealing their true issue, stress and job satisfaction. B. Framework for case analysis: Workplace stress is common in today’s uncertain jobs market; however, an abundance of stress can interfere with employee’s productivity and impact their physical and emotional health (Segal, Smith, & Robinson, 2013). Studies show that employees who have high stress levels tend to underperform and cannot work to their full potential, which in turn cause companies to lose profits...
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...Managerial Leadership Report: Effectively Taking the Lead AMBA 620 Section 9040 Professor Schulin August 20, 2013 Abstract Leadership is learned and performed in different ways. There will always be conflicts with one’s viewpoints. This means that certain individuals will see it as a form of power and expertise. Other individuals in managerial positions may see this as a time to shape and assist in raising the lower level staff. However, effectively implementing such characteristics takes patience and planning ahead. The leaders of a company big and small are human too and while those may bite at the chance for authority and command, others will make their environment friendly, yet hardworking. It is critical that anyone given control of their employees be aware the accountability that can ultimately make or break a company’s vision. This report will discuss detailed features of a leader named Ms. Evelyn and analyze her actions in failing to meet expectations. The failures will be highlighted in order to show the negative effects on his subordinates. Introduction The main goal of this paper is to discuss and analyze management practices and their reflection on the organization and myself. Ms. Evelyn was the manager at the on-base department store I worked for. From the beginning I could feel some friction if I were make a mistake. Fresh out of high school I did not have a lot of experience, so I was basically just learning what I could while pursuing my undergraduate...
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...Matt W. Moore / Andrew Pearce / Sarah Applebaum *************** Taller de Diseño Gráfico IV Escuela de Diseño, DuocUC Profesora / Marta Kiverstein Gurovich m.kiverstein@profesor.duoc.cl Alumno / Claudio Arias Baeza superlight_@hotmail.com sensación, significado y aplicación del color Publicado en Chile por LFNT, La Opera 472, Maipú Santiago 2010. Tel: 9 6447457 Director editorial: karla castro atencio Textos, diagramación y diseño: Claudio Arias Baeza ISBN-13: 978-84-96774-52-9 Impreso en chile Agradecimientos a Ingrid Calvo Ivanovic por su tremendo aporte en recursos de aprendizaje de color. Por fomentar el estudio de este y compartir sus conocimientos libremente. Este libro, en gran parte es una recopilación de lo aprendido gracias a ella. Ingrid Calvo Ivanovic es Diseñadora Gráfica titulada en la Universidad de Chile. Miembro individual de la Asociación Internacional del Color (AIC). Miembro colaborativo del Study Group on Color Education de la AIC. Encargada de Extensión de la Asociación Chilena del Color. Miembro directivo del Grupo Color Santiago. También es docente en la Universidad de Chile y en el Instituto Profesional DuocUC. *************** Prólogo El mundo material es incoloro. Las teorías modernas del color engloban ahora las esferas físicas y perceptual, que se unen para vincular el color a una sensación. Está ampliamente aceptado que, en realidad, la hierba no es verde y que el cielo tampoco es azul. El color es algo...
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...MEMORIA DE CÁLCULO CARRETERA SAN GABRIEL-MINATITLÁN VÍAS TERRESTRES RODRIGO AVILA KHOURY Contenido Tipo de camino 4 Geotecnia 5 Medio Ambiente 7 Adecuación de los estándares 8 Estándares geométricos 8 Pendiente Gobernadora 10 Alineamiento Horizontal 11 Tangente 11 Curva simple 11 Grado de curvatura 13 Radio de curva 13 Longitud de curva 13 Curvas de transición 13 Espiral 14 Tipo de curvas 16 Rumbo 18 Registro de trazo 23 Sección transversal 23 Obras de drenaje 29 Alineamiento Vertical 36 Tangentes 36 Pendiente gobernadora 37 Pendiente máxima 37 Longitud critica de una tangente del alineamiento vertical. 37 Curvas verticales 37 Rasante 37 Secciones transversales 41 Corte 41 Terraplén 41 Balcón 41 Áreas 41 Curva Masa 48 Costos 55 Trazo definitivo de carretera 56 Proceso constructivo 57 Tipo de camino El proyecto presentado a continuación es acerca del tramo 20+300 a 21+550 de la carretera San Gabriel-Minatitlán. Esta carretera es de suma importancia, ya que pasa por una parte importante del país, y une diferentes estados como Michoacán, Jalisco, Edo de México, Hidalgo, Veracruz, entre otros. Todos los cálculos presentados a continuación fueron basados en las normas de SCT, y se consideró que es una carretera de tipo C. Estas normas establecen los requisitos mínimos y parámetros a considerar. La utilidad principal de este camino, es conectar a los diferentes poblados y de esta forma mejorar su comunicación...
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...205-S07 REV. 15 DE JUNIO, 1993 W.A. SAHLMAN W.E. FRUHAN, JR. Harris Seafoods, Inc. Charlie Harris, de 54 años de edad, era Presidente y Director Ejecutivo de Harris Seafoods Inc. La empresa había sido fundada por su padre en 1935. Charlie Harris padre había trabajado en la industria maderera de Savannah, Georgia. Un constructor de embarcaciones para la pesca de gambas, a quien había vendido madera, se había declarado en quiebra. Como resultado de ello, Harris se convirtió en propietario de dos barcos de pesca de gambas de reciente construcción. Desde entonces, Harris Seafoods evolucionó hasta convertirse en uno de los principales productores norteamericanos de gambas congeladas. Charlie Harris hijo asumió la presidencia de la empresa en 1958 después de que su padre quedara incapacitado tras sufrir un grave infarto. En 1979, las ventas de la empresa ascendían a casi 33 millones de dólares, con unos beneficios después de impuestos de 7,8 millones de dólares. Esta última cifra representaba una rentabilidad de los recursos propios se había logrado a pesar de que la empresa tenía un bajo porcentaje de deuda en su estructura de capital. La empresa había emitido acciones en 1967. La dirección seguía controlando el 60% de las acciones, pero existía un mercado secundario activo para sus acciones. Había dos millones de acciones en circulación a finales de 1979. El valor total de mercado de la empresa era de 54 millones de dólares. El Anexo 1 contiene las cuentas de resultados y...
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...Jonathan Heath Lo que indican los indicadores Cómo utilizar la información estadística para entender la realidad económica de México Prólogo de Eduardo Sojo Garza-Aldape Jonathan Heath Lo que indican los indicadores Cómo utilizar la información estadística para entender la realidad económica de México 332.972 Heath, Jonathan. Lo que indican los indicadores : cómo utilizar la información estadística para entender la realidad económica de México / Jonathan Heath ; pról. Eduardo Sojo Garza-Aldape . -- México : INEGI, c2012. xx, 419 p. : il. ISBN 978-607-494-288-0 1 . Desarrollo económico - México. 2. México - Condiciones económicas. I. Garza-Aldape, Eduardo Sojo. DR © 2012, Instituto Nacional de Estadística y Geografía Edificio Sede Av. Héroe de Nacozari Sur Núm. 2301 Fracc. Jardines del Parque, CP 20276 Aguascalientes, Ags. www.inegi.org.mx atencion.usuarios@inegi.org.mx Lo que indican los indicadores Cómo utilizar la información estadística para entender la realidad económica de México Impreso en México ISBN 978-607-494-288-0 Advertencia El análisis, puntos de vista, comentarios y opiniones vertidas en este libro son de carácter estrictamente personal y no reflejan, en ningún momento, la posición oficial del Instituto Nacional de Estadística y Geografía (INEGI). Lo que indican los indicadores Contenido INEGI. Lo que indican los indicadores. Cómo utilizar la información estadística para entender la realidad...
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...UNIVERSIDAD AUTÓNOMA DEL ESTADO DE HIDALGO. INSTITUTO DE CIENCIAS BÁSICAS EN INGENIERÍA. MONOGRAFÍA TITULADA: REDES DE BANDA ANCHA. QUE PARA OBTENER EL TITULO DE INGENIERO EN ELECTRÓNICA Y TELECOMUNICACIONES PRESENTA: JOSÉ LUIS MONTIEL ISLAS ASESOR: ING. MARIANO ARUMIR RIVAS PACHUCA DE SOTO, HIDALGO 2006 Agradecimientos Ing. Mariano Arumir Rivas. Por su excelente apoyo y buena orientación para hacer posible este documento. Ing. Miguel Aristeo Rosas Yacotu. Por sus consejos y por ser un buen coordinador y amigo. Y a todos los profesores que fueron eslabones claves para que este momento fuera una realidad. DEDICATORIAS A mis padres Francisca y José Luis con todo mi amor y admiración, a quien dedico todos mis logros y por todo el apoyo incondicional. A mis hermanos Elisa y Jorge que han sido y serán mis mejores amigos por toda la vida. A mi sobrino Oscar por haber llenado de alegría mí corazón. A mi novia Nancy con mucho amor, le agradezco por compartir su tiempo y hacer mi vida mas feliz. A mis familiares y amigos Aquellos que estuvieron presentes en mi vida de estudiante y me dieron su su apoyo y confianza. Índice Justificación …………………………………………… i …………………………………….. iii Objetivo especifico …………………………………….. iv Objetivo general Capitulo I 1.- Introducción a las Redes de Transporte de Alta Velocidad. 1.1 Introducción a Banda Ancha…………………………........... 1 1.2 Dimensiones Técnicas Básicas: Cómo Entender...
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