...Definitions The definitions below are to explain the research clearly: Mentor. These are individuals whom possess both experience and knowledge in the work place, and because of this, they are able to offer guidance to those who are starting in their company (The Pennsylvania State University, 2005) Protégée. The individual whom the mentor provide with guidance and support (Journal of Business and Psychology, 2001) Social Exchange Theory. Social theory that states that people continue or terminate relationships based on the weight of the benefits and costs of doing so (pyschologyabout.com) Leadership. A relationship between leaders and followers, both individually and in group, in mutual pursuit of organizational outcomes and in the fulfillment of individual needs and wants (Mavrinac, 2005) Value. The regard that something is held to deserve; the importance, worth, or usefulness of something (google.com). Methods and Procedures The primary research was conducted by administrating an electronic survey to ten working people. The survey ranged from questions on their thought of mentorship in the work place to whether they had actually implemented it and if was proven successful. Secondary research was gathered electronically. Findings Since its early history, mentorship in the workplace has proven to be successful in almost all instances when implemented correctly. Through mentorship, protégées are able to learn the both the values of the company and...
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...the age at which future generations will be eligible for benefits. Management will need to find ways to stimulate career interests of older employees to keep them motivated and productive. Firms also will need to find ways to ease labor shortages by attracting those to return who already have retired. Let’s discuss these and other issues. Learning Objectives By the time we have finished this chapter you will be able to: 1. Describe a comprehensive approach to retaining employees. 2. Explain why employee engagement is important, and how to foster such engagement. 3. Discuss what employers and supervisors can do to support employees’ career development needs. 4. List and discuss the four steps in effectively coaching an employee. 5. List the main decisions employers should address in reaching promotion decisions. 6. Explain the factors you would consider when dismissing an employee. Managing Employee Turnover and Retention * Costs of turnover * Managing voluntary turnover * Retention/reducing voluntary turnover Turnover is an expensive cost for organizations. Understanding more about the costs and causes of turnover is important. There are tangible and intangible costs associated with turnover. Reducing turnover...
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...INTRODUCTION GE Healthcare provides transformational medical technologies and services that are shaping a new age of patient care. Our broad expertise across the cardiology care area helps our customers to deliver better care to more people around the world at a lower cost. In addition, we partner with health care leaders, striving to leverage the global policy change necessary to implement a successful shift to sustainable health care systems. The “healthymagination” vision for the future invites the world to join us on our global journey as we continuously develop innovations focused on reducing costs, increasing access and improving quality and efficiency. Headquartered in the United Kingdom, GE Healthcare is a $17 billion unit of General Electric Company (NYSE: GE). Worldwide, GE Healthcare employs more than 46,000 people committed to serving health care professionals and their patients in more than 100 countries. GE Healthcare’s comprehensive product portfolio provides solutions for all care areas in the field of diagnostic cardiology and patient monitoring. As one of those 46,000 employees, my engineering position engages customers in brining local hospital information systems in communication with GE Healthcare cardiology products through IT infrastructure and HL7 (Health Level Seven) programming language. Organizationally, my contribution serves within the America’s Service organization, with an immediate manager, dotted lines to project managers, and other engineering...
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...Objective The objective of this report is to focus on the concept Training and Development in HRM” and examines in more detail some of the theoretical advantages and disadvantages of Training and Development strategies in HRM followed by a critical review on the evidence based around what impact it has had in practice in terms of promoting and enhancing business performance. While we cannot ignore the importance of HRM theories in today’s management context, this paper explores whether these theories work well in practice. Introduction The key purpose of HRM is to enable management to enhance the individual and collective contributions of people to the short and long term success of the enterprise. (Personnel Management Lead Body, 1993) The workplace is in a constant state of change resulting from ongoing developments in technology and innovation and increasing economic, social and political pressures. This poses new and complex challenges for the human resources function within organisations. (Hathorn, 2012: 3). In today’s competitive global business climate, companies looking to improve their gross margins and increase productivity are increasingly looking for ways to boost employee performance and effectiveness. People in an organization are considered to be one of the most valuable resources of today’s firms. Other resources such as brands, products, processes, technological advancement, economies of scale can still provide a competitive advantage but an organisation’s...
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...processes and standards • Cross-Functional team Management My work spanned across two continents with an in-depth knowledge of Middle Eastern cultural and social traditions; supported by an excellent command of two languages. I have passion for people, and I am a highly effective mentor and coach, adept at inspiring confidence, leading by example, and building high-performance teams committed to quality and responsiveness. EXPERIENCE SUMMARY Project Management • Broad knowledge and experience with tools and techniques for planning, organizing, monitoring and controlling projects as well as industry best practices and methodologies of processes and techniques for project management. • Full awareness of CMMI standards and process development. • Team Self Process TSP/PSP approaches and coaching methodologies. • Experienced in projects’ Financial Management procedures and techniques to manage project budget and finance initiatives • Lead multi-functions’ teams in the execution of several projects that aim to increase overall delivery productivity through recalibrating delivery and reducing non-value added elements. • Considerable knowledge in the analysis, design, and re-engineering of system applications and...
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...Article published in Education Today, issue 2 of 2005, Aries Publishing Company, Thames, New Zealand. Article by: Dr Tom H Brown Deputy Director Department of Telematic Learning & Education Innovation University of Pretoria South Africa 0002 +27 12 420-3884 (Tel) +27 12 420-3828 (Fax) +27 82 908-3884 (Cell) eMail: tom.brown@up.ac.za Beyond constructivism: Exploring future learning paradigms Abstract Educational practice is continually subjected to renewal, due to developments in information and communication technology (ICT), the commercialisation and globalisation of education, social changes and the pursuit of quality. Of these, the impact of ICT and the new knowledge economy are the most significant. Changes in our educational practice lead, in turn, to changes in our approaches to teaching and learning. These changes also impact on our teaching and learning paradigms. Currently, as over the past few decades, we teach and learn in a constructivist learning paradigm. This article discusses past and present paradigm shifts in education and then explores possible future learning paradigms in the light of the knowledge explosion in the knowledge era that we are currently entering. 1. The impact of ICT on education The electronic information revolution currently experienced in the world can be compared to and reveals the same characteristics as the first information revolution started by Gutenberg’s printing press. This means that, just as present-day society accepts...
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...------------------------------------------------- Task 1: Organization and Leadership Analysis Assessment Code: C200 Student Name: Student ID: Date: Student Mentor Name: Table of Contents Organization Overview 3 An organizational overview in a non-profit description of a job is an analysis of all the key shareholders of the organization. It would ideally be a catalogue of all necessary information that would help an external party to assess the organizational fit in a better way, and understand whether he/she is in total sync with the organizational goals, and the other beneficiaries(Ko\vsnarov\'a, 2013). Generally an overview is a summary of- 3 Organization Description 4 Leadership Practices 5 Relationship Between Leadership and Organizational Culture 7 SWOT Analysis 8 For the betterment of our understanding of the given topic, we are conducting a SWOT analysis of the organization. 8 Organizational Strength 8 Organizational Weaknesses 8 Organizational Opportunities 9 Organizational Threats 9 Leadership Evaluation 10 In this context I have chosen the situational leadership theory that according to me it was the ideal form of leadership being portrayed by Mark Benioff, for his organization. It is extremely relevant in this context and we can attribute the overall success of the leadership owing to the leadership qualities shown by him. 10 Leadership Strengths 10 Leadership Weaknesses 12 Recommendations for Leadership Development 13 References...
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...Leadership Development Plan GM 592: Leadership in the 21st Century STUDENT NAME Month day, 200X Table of Contents . Purpose of Study . Background Analysis . Literature Review . Benchmark Analysis . SWOT Analysis . Proposed Action Plan with Implementation Timeline . Potential Impact of Current Trends . Desired Future State References Purpose of Study The position I currently hold is Advanced Skills Training Manager for a global provider of office technology and equipment. My direct team unit in the organization is the corporate university (an HR function), but we also have cross functional responsibilities to sales with a dotted line reporting structure to the Regional Sr. Sales Leadership team. My primary responsibilities are to manage training and development for the field sales organization within my territory (543 reps and 87 managers in the North Eastern ¼ of the US). This territory is divided into 6 “Areas” – each with its own Sr. Leadership team and sales force as well as unique geographic, competitive, and cultural needs. Mypositionhas very recentlychanged (duringthis class, in fact) and,as a result, myrole has shifted and I been assigned three additional Areas as well as new direction and responsibilities. Prior to the change, the university primarily focused on new hire skills with some management and higher level classroom training. The mission for my new position is to support the Area Business plan through “front...
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...Position Power and Personal Power A View of Leadership vs. Management owner 12/18/2020 GM:591: Leadership and Organizational Behavior Instructor: INTRODUCTION In the past twenty to forty years, the face of corporate America has changed drastically from family owned businesses to conglomerates that absorb smaller businesses by the dozens. Those days where a person works for a single company until retirement are long gone. Retirement funds, 401k’s, investment accounts, and high efficiency technology dominate lunch counter conversations, versus our parent’s conversations about family matters and how the kids are doing. Something has been lost from those days where people actually cared about coworkers and each other. I’m sure if you would ask ten people for a reason for the lack of concern, you would get different responses. According to what I have learned through this course in Organization Behavior, all the case studies, and the research on personal and position power, I have concluded that people are not put first. This has lead to and lack of success in business as well as failures. In most recent times, Enron Corporation comes to mind, along with other companies that accepted government bailout money in order to avoid massive layoffs or closing altogether. My group in this course chose to do the group project on position power and personal power. My individual subtopic deals with how a manager with only position power affects his/her subordinates...
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...Paralysis By Analysis: There are a number of underlying issues depending on your lens of analysis, and you can use each chapter of the textbook to explain something in the case. Johns and Saks (2013) Individual Behaviour * Personality and Learning * e.g., Peterson’s peers refer to him as conscientious. Peterson’s conscientiousness could imply: * he is likely to perform well on most jobs (pg. 47) * he is likely to be an effective leader (pg. 308) * he is likely to contribute to the organizational effectiveness through citizenship behaviour (pg. 139). * Perception, Attribution, and Diversity * e.g., Peterson suspects trying to implement the inventory control system might have lead Curt Andrews to feel resentful and not trusted (pg. 6). * Curt’s perception of trust could explain his resistance to the inventory control system. Specifically, Peterson claims that Curt Andrews resists the inventory control system that was implemented to help Curt plan and coordinate (pg. 6). Curt’s resistance calls attention to a common reason for resisting change; namely, lack of trust (pg. 575). Curt resisted the inventory control systems because he did not trust Peterson’s motives for it. * Equally, perceptions of trust in management are positively related to job satisfaction, organizational commitment, job performance, and organizational citizenship (pg. 101). Curt’s participation in meetings and his issues with coworkers and subordinates may partly...
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...Principles of Knowledge Engineering and Management (ISE531) Managing Knowledge Processes Prof. Benny Cheung Department of Industrial & Systems Engineering 1 Principles of Knowledge Engineering and Management (ISE531) Learning Objectives •To familiarize with knowledge processes such as knowledge creation, knowledge acquisition, knowledge transfer, sharing and retention •Knowledge transfer methods and how to support effective knowledge sharing •To understand how to develop culture for knowledge transfer •Various techniques for knowledge retention such as after action review, etc. •To understand knowledge validation process •Metrics for measuring the outcome of knowledge processes 2 Benny Cheung Principles of Knowledge Engineering and Management (ISE531) The Knowledge Processes •Knowledge consists of patterns of information in form of rules, applicable to explain or predict phenomenon (e.g. apple drops due to gravity). •Knowledge processes are what individual and collective use to produce, transmit, acquire, store and use knowledge. •Knowledge management deals with knowledge processes and a knowledge environment. •There are a number of primary knowledge processes which are: •knowledge production (or creation or generation) •knowledge acquisition •knowledge sharing •knowledge retention •knowledge validation •knowledge transfer (or diffusion). Benny Cheung 3 Principles of Knowledge Engineering and Management (ISE531) Knowledge Production •Knowledge...
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...Paralysis By Analysis: There are a number of underlying issues depending on your lens of analysis, and you can use each chapter of the textbook to explain something in the case. Johns and Saks (2013) Individual Behaviour * Personality and Learning * e.g., Peterson’s peers refer to him as conscientious. Peterson’s conscientiousness could imply: * he is likely to perform well on most jobs (pg. 47) * he is likely to be an effective leader (pg. 308) * he is likely to contribute to the organizational effectiveness through citizenship behaviour (pg. 139). * Perception, Attribution, and Diversity * e.g., Peterson suspects trying to implement the inventory control system might have lead Curt Andrews to feel resentful and not trusted (pg. 6). * Curt’s perception of trust could explain his resistance to the inventory control system. Specifically, Peterson claims that Curt Andrews resists the inventory control system that was implemented to help Curt plan and coordinate (pg. 6). Curt’s resistance calls attention to a common reason for resisting change; namely, lack of trust (pg. 575). Curt resisted the inventory control systems because he did not trust Peterson’s motives for it. * Equally, perceptions of trust in management are positively related to job satisfaction, organizational commitment, job performance, and organizational citizenship (pg. 101). Curt’s participation in meetings and his issues with coworkers and subordinates may partly...
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...Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS Assessment Code: C200/BIP Task1 Student Name: xxxx Student ID: xxxxx Date: October 30th 2014 Student Mentor Name: xxxx Task 1: ORGANIZATION AND LEADERSHIP ANALYSIS 0 Organization Overview 2 Organization Description 3 Leadership Practices 4 Relationship between Leadership and Organizational Culture 7 SWOT Analysis 8 Organizational Strength 8 Organizational Weaknesses 9 Organizational Opportunities 10 Organizational Threats 10 Leadership Evaluation 11 Leadership Strengths 11 Leadership Weaknesses 13 Recommendations for Leadership Development 14 Organization Overview Organizational overview provides a framework of the organization. It would ideally be a catalogue all necessary information that would help an external party to assess the organizational fit in a better way and understand whether he/she is in total sync with the organizational goals and the other beneficiaries. The organizational overview addresses the following: * The mission and the history * The stakeholders * The goals and the programs * The budget * The outcomes and the achievements * The sponsors or the funders. I have chosen Salesforce.com as the organization for my analysis and believe that the description provided would help in giving a better understanding of the organization for any third party considering a position with the organization. This organization was developed about fifteen years ago...
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...THE LEADERSHIP TRAINING ACTIVITY BOOK 50 Exercises for Building Effective Leaders LOIS B. HART, Ed.D. CHARLOTTE S. WAISMAN, Ph.D. AMACOM AMERICAN MANAGEMENT ASSOCIATION New York | Atlanta | Brussels Chicago | Mexico City | San Francisco Shanghai | Tokyo | Toronto | Washington, D. C. Special discounts on bulk quantities of AMACOM books are available to corporations, professional associations, and other organizations. For details, contact Special Sales Department, AMACOM, a division of American Management Association, 1601 Broadway, New York, NY 10019. Tel.: 212-903-8316. Fax: 212-903-8083. Web site: www.amacombooks.org This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. Library of Congress Cataloging-in-Publication Data Hart, Lois Borland. The leadership training activity book / Lois B. Hart, Charlotte S. Waisman ; foreword by James M. Kouzes. p. cm. Includes index. ISBN 0-8144-7262-1 1. Leadership—Study and teaching—Activity programs. I. Waisman, Charlotte S. II. Title. HD57.7.H383 2005 658.4′092—dc22 2004019036 © 2005 by Lois B. Hart and Charlotte S. Waisman All rights reserved. Printed in the United States of America...
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...UNDERSTANDING LEADERSHIP • Prentice defined it as “the accomplishment of a goal through the direction of human assistants” • Understand people’s motivations and enlist employee participation • Understand fellow workers • Relate individual goals to group goals A. Problems and Illusions • Crude forms of leadership rely on monetary rewards and alleviation of fears • Human beings are not machines, have complex responses • Each player must fully understand his part, its relation to group effort and want to carry it out • Find ways to channel wants into effective cooperation B. Relations with People • Two basic lessons – Men are complex and men are different • Enable superiors to know subordinates as human beings • Must be in a position to satisfy them • Understand implications of his own actions • Consistent and clear decisions C. Pitfalls of Perception • Worst difficulties come from misperceiving reality • Successful leader is prepared for such misperceptions • Psychological difficulty of being a subordinate • Understanding leader doesn’t consider them inferior, but maintains a psychological distance • Eliminate phony democracy D. Goals in Development • Balance risks and returns • Executive must watch long term growth of his men • Long run growth vital part of continuing leadership • Development limited only by contributions ...
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