... | |Module Title: |CHANGE, WORK AND DIVERSITY | |Distributed on: |Semester 2 2012-13 |Hand in Date: |Per announcement of UG office, as related to your | | | | |specific programme | Instructions on Assessment: Background of the subject topic It can be argued that organisations can generate greater effectiveness in a diverse, rapidly changing global environment by encouraging agreement on shared values and by jointly creating visions, goals, and strategies. Organisation can foster trust, collaboration, equality, participation, shared values, visions, and goals which can be perceived as core strategic elements of organisational activity in a global field of action. Agreement and commitment can be maintained through dialogue by; - focusing on common concerns, identifying shared needs, and conflict resolution - encouraging self-reliance, problem solving and united action and - sharing important experiences and producing a synergy of perception, intellect and emotion. In this way organisations can represent a more flexible, inclusive, human way of working, with increased opportunity for leading more satisfying work lives amongst their own employees. Strategic changes of various types and nature have been introduced...
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... | |specific programme | Instructions on Assessment: Background of the subject topic It can be argued that organisations can generate greater effectiveness in a diverse, rapidly changing global environment by encouraging agreement on shared values and by jointly creating visions, goals, and strategies. Organisation can foster trust, collaboration, equality, participation, shared values, visions, and goals which can be perceived as core strategic elements of organisational activity in a global field of action. Agreement and commitment can be maintained through dialogue by; - focusing on common concerns, identifying shared needs, and conflict resolution - encouraging self-reliance, problem solving and united action and - sharing important experiences and producing a synergy of perception, intellect and emotion. In this way organisations can represent a more flexible, inclusive, human way of working, with increased opportunity for leading more satisfying work lives amongst their own employees. Strategic changes of various types and nature have been introduced in this regard and implemented extensively in business organisations in recent times Assignment Tasks You have already been asked to complete a range of seminar-based research and reflections on the strategic change practices/problems in the British Airways. This particular takes the format...
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...Personal development includes activities that improve awareness and identity, develop talents and potential, build human capital and facilitate employability, enhance quality of life and contribute to the realization of dreams and aspirations. The concept is not limited to self-help but includes formal and informal activities for developing others in roles such as teacher, guide, counselor, manager, life coach or mentor. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems that support human development at the individual level in organizations.[1] At the level of the individual, personal development includes the following activities: • improving self-awareness • improving self-knowledge • building or renewing identity/self-esteem • developing strengths or talents • improving wealth • identifying or improving potential • building employability or human capital • enhancing lifestyle or the quality of life • fulfilling aspirations • defining and executing personal development plans • improving social abilities The concept covers a wider field than self-development or self-help: personal development also includes developing other people. This may take place through roles such as those of a teacher or mentor, either through a personal competency (such as the skill of certain managers in developing the potential of employees) or a professional...
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...Experiential Exercise: Self Competency—Key Competencies Self-Assessment Inventory Self-competence describes the attitudes, abilities and knowledge required in order to reflect on yourself and your own personality. As such it forms the basis for developing other competences. Every one of us has a range of personal dispositions, of personal characteristics or acquired views/attitudes, which influence us all in our daily lives. In order to fully develop your own abilities/talents and overcome (personal) obstacles it is important to have personal skills, and to set your own objective 1) What does your overall profile suggest in relation to your needs for personal and professional development? Individual’s view to handling a situation and being competent to handle pressure defines their self-control or in other words their self-competency. To develop personally or professionally, one must attain a self-control over the situation. To be proficient professionally, change is the only constant. There is strong urge to be volatile and keep constant search to learn new personality to develop our own. I strongly feel the urge to change myself. Although, I like exploring the new ideas, I am not open to change. 2) Based on the competency most in need of development, identify three possible actions that you might take to reduce the gap between your current and desired level for that competency. Based on my current level of being self-controlled, I feel I need to work on these three...
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...© Mizukami, Airisu C. IV- PT * CHAPTER 10 * FUNCTIONAL ASSESSMENT USED WITH OLDER ADULTS Health in Old Age * Is a complex, elusive concept. * Experiencing normal developmental age changes such as gradual changes in endurance, vision, hearing & reflex timing. * Some problems in old age due to a long-term disuse of physical & mental abilities: * Back problems due to lifelong postural habits or long use of sagging mattress. * New widow may struggle to make independent decisions regarding home maintenance. * Traumatic injury may occur such as hip fracture or CVA. * Trauma, whether physical or psychological, occurs in conjunction with chronic & acute disease, normal age changes & changes due to misuse or disuse. * Snow & Rogers describe this complex combination of normal & pathologic changes in old age as a “delicate balance” of adaptation. * The multi-dimensionality of health in old age is reflected in current trends toward multi-dimensional assessment instruments & Geriatric Evaluation Units. * Most multi-dimensional assessments include physical health, functional ability, psychologic health & social parameters. Functional Assessments Used in Occupational Therapy Physical Self-Maintenance Scale & Instrumental Activities of Daily Living Scale * The scales represent measures of two level function, competence, the scales represent measures of two levels of function, with the IADL requiring...
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...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 feel about their...
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...Competency modelling: A better approach in contemporary HRM practice? Introduction In the contemporary human resource management (HRM) practice, the process of human resource assessment and selection is shifting from the traditional job-based system of HRM to a newly-established competency approach. According to Dubios’ work (1998), more and more medium-sized and larger organizations are adopting the competency approach to replace the traditional job-oriented method to select and assess their employees in the USA and around the globe. This change happens mainly for the reason that the traditional job-based personnel management systems have shown a tendency to break down when jobs are dissolving under more flexible working conditions and simplification of the bureaucratic hierarchies of the contemporary organizations (Lawler, 1999). Based on the works of Nyboe (2004), in principle there are two distinct approaches to align work and competencies: to start with the work and adjust people and their qualifications to work requirements (job or production approach) or, alternatively, to start with the worker and assign tasks to workers according to their skills (competency or training approach). On one hand, in the job approach, tasks are grouped into individual jobs according to what is regarded a rational division of labor, and workers are recruited and trained to meet the requirements of those tasks. On the other hand, a competency approach has a shift of focus from...
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... Readiness & Behavioral Assessment Respond to the following questions using your results from the Life Factors and Personal Attributes Assessments. If you have any problems with completing the online assessments, please refer to the Life Factors & Personal Attributes Descriptions document, which will also allow you to complete this assignment. Each response to the following three questions should be a minimum of 50 words. What did you learn from the results of the Life Factors and Personal Attributes Assessments and/or the review of the Life Factors and Personal Attributes Descriptions document? In your own words, describe your strengths and how they impact your success in school. What I learned from reading the document is that there are several key factors and personal attributes that will make or break a successful college career. To have a very successful college career you will need be strong in all areas of your Life Factors and Personal Attributes. My strength would be my reason for want to further my education. With my current employer I am in a dead end position if choose not to relocate to where the company office is. So, this is my reason for going back to school to find a different career that will not have me move to a part of the country I would not like living in, Of the life factors mentioned (time, place, reason, resources, and skills), which do you need to focus on the most? How will your behavior need to change for academic success? The...
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...successfully complete the performance assessment task and objective assessment for this course of study. You may use this outline as a quick checklist as you work through the course and complete each activity. If you engage in all of the learning activities to develop your competence, this course of study may take up to six weeks to complete. Depending on your educational background, work experience, and the time that you are able to dedicate to your studies, you may be able to accelerate your progress. If you wish to do so, please consult with your course mentor. Week 1 Activity Read the following chapter in Management Learning Resource or Site Chapter 1 (“Innovative Management for a Changing World”) Complete the chapter review discussion questions and activities Watch the OTJ Video (“Camp BowWow”) Camp BowWow Complete the OTJ Video Assessment Camp BowWow Assessment Complete Interactive Quiz 1 Interactive Quiz 1 Complete the Aplia Assignment-Innovative Management for a Changing World Aplia Assignment Read supplemental articles Zenger: Leadership Excellence Hargis: Examining the Role of Transactional and Transformational Leadership Across Contexts Business Read the following chapter in Management Chapter 2 (“The Evolution of Management Thinking”) Watch the OTJ Video (“Barcelona Restaurant Group”) Barcelona Restaurant Group Barcelona Restaurant Group Assessment Complete the OTJ Video...
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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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...Readiness & Behavioral Assessment Respond to the following questions using your results from the Life Factors and Personal Attributes Assessments. If you have any problems with completing the online assessments, please refer to the Life Factors & Personal Attributes Descriptions document, which will also allow you to complete this assignment. Each response to the following three questions should be a minimum of 50 words. What did you learn from the results of the Life Factors and Personal Attributes Assessments and/or the review of the Life Factors and Personal Attributes Descriptions document? In your own words, describe your strengths and how they impact your success in school. Of the life factors mentioned (time, place, reason, resources, and skills), which do you need to focus on the most? How will your behavior need to change for academic success? What personal attributes (academic attributes, help seeking, persistence, procrastination, time management, and locus of control) will you work most to strengthen? How will your behavior need to change for academic success? From the assessment I learned that I am ready for college but I need to make more time to study and do homework. I need to stay focused so this doesn’t become an issue in the future. My reasons for going to school are well defined, Support and resources are not an issue for me. I scored 80 out of 100 so I am in the average score section for this assessment. My strength are my eagerness...
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...TRAINING & DEVELOPMENT NEEDS APPROACH TO IDENTIFICATION A TRAINING AND DEVELOPMENT Needs Assessment is a systematic exploration of the way things are and the way they should be. These "things" are usually associated with organizational and/or individual performance . WHY design and conduct a Needs Assessment? We need to consider the benefits of any Human Resource Development (HRD) intervention before we just go and do it: * What learning will be accomplished? * What changes in behavior and performance are expected? * Will we get them? * What are the expected economic costs and benefits of any projected solutions? We are often in too much of a hurry. We implement a solution, sometimes but not always the correct intervention. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. We need to do the same for Human Resource Development. The largest expense for HRD programs, by far, is attributable to the time spent by the participants in training programs, career development, and/or organization development activities. ==================================================================== METHODS OF TRAINING NEEDS IDENTIFICATION In addition to -PERFORMANACE APPRAISAL there are other methods like -ONE TO ONE INTERVIEWS [ in person / by telephone] [ one to one information gathering] -FOCUS GROUPS [meetings of individuals...
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... CAREER DEVELOPMENT COMPETENCIES ASSESSMENT Congratulations on taking a positive step toward your career development. Taking this assessment will help you get started on your journey toward a more fulfilling work life. PRINT THIS ASSESSMENT, ANSWER THE QUESTIONS, AND SCORE USING THE INSTRUCTIONS BELOW. GUIDANCE ON YOUR NEXT STEPS IS PROVIDED AT THE END. What allows some people to effectively manage their careers while others do so less successfully? Often, it is the mastery of several key competencies that allow people to be successful in developing their careers. As you read the following list of career management behaviors, assess your own level of competency in each area of our career development model using the following scale: Not True (1) Somewhat True (2) Very True (3) Self‐Assessment Competencies • • • • • • • Career Awareness Competencies • I know what makes work environments personally satisfying and productive to me and am able to create these environments _____ • • • • • • I understand the culture of my workplace _____ I am able to identify desired organizational values and goals _____ I understand industry changes and their impact on my career effectiveness _____ I have a sense of future options and opportunities for my career _____ I am effective at building relationships and support systems for my career growth _____ TOTAL CAREER AWARENESS COMPETENCY SCORE: __________ I know and value my personal strengths and abilities _____ I know how I am perceived by others _____ ...
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...two main reasons I have chosen to return to the University of Phoenix to compete my Masters in Business Administration are financial and self-worth. I can not afford to pay my finical aid back yet, so by continuing my education I can defer my payments two more years, until I complete the program. Second, I never thought I would accomplish an associates degree let alone a bachelors degree, so by accomplishing an MBA, I will surpass any personal goals I previously set for myself. Jungian 16-type personality assessment One of the tools UoP uses are the computer-based assessment programs. Pearson/Prentis Hall provides a series of quizzes in a self-assessment library that provide in-depth analysis of a variety of manager based personality traits. The Jungian 16-type personality assessment computes personality and interpretations to help the student better assess career choices. My assessment combination was ENFJ. This combination reveals that I am charismatic, compassionate, and highly persuasive. While I am in complete agreement with this assessment, the suggestions for career choices were not on-base for me. The suggested career choices were TV producer, fundraiser, drama teacher, or health adviser. While these suggestions sound interesting and fun, they are not plausible with my 20 years of...
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...Each class member is required to develop an individual Leadership Development Plan (LDP) reflecting the results and evaluation of the Self-Assessments and Skill Development exercises completed during this course, leading to a detailed Personal Situation Analysis. The LDP should clearly demonstrate a synthesis of relevant leadership theories explored in this class in the formulation of a Personal Action Plan that includes specific development activities, necessary resources, and target completion date. Guidelines Papers must be 15 or more pages in length, 12 point font, double-spaced, include a cover page, table of contents, introduction, body of the report, summary or conclusion, and reference page. Even though this is not a scientific-type writing assignment, and is mostly creative in nature, references are still very important. At least six authoritative, outside references are required from the Online Library (anonymous authors or web pages are not acceptable). These should be listed on the last page titled "Reference." Appropriate citations are required in the body of the report. All DeVry University policies are in effect including the plagiarism policy. Papers are due during Week 7 of this course. Any questions about this paper may be discussed in the weekly Q & A Discussion topic. This paper is worth 250 total points and will be graded on quality of research topic, quality of paper information, use of citations, grammar, and sentence structure. Milestones ...
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