...In early August 2015, I relocated to Jacksonville to embark on my Masters in Clinical Mental Health Counseling (CMHC) at the University of North Florida (UNF). This marked a definitive step in my career transition process. Approximately three years ago, several life and work related events converged which caused me to re-evaluate my life. Personal triggers included - turning 50, my husband’s health issues and his post-retirement life-style change and my mother’s retirement and her subsequent move to Jacksonville. At work, I was charged with the assessment of Obamacare and the implementation of the Health Exchange for Medicaid products; areas which I oversaw. I was also selected by senior executives at the corporation where I was employed to participate in the Executive Leadership Program for America’s Health Insurance Plans (AHIP). Despite having been certified from the prestigious program and recognized by internal and external entities as a leader and subject matter expert in my field, I was becoming increasing disenchanted at work. I was not able to break the “glass ceiling”. Those at the executive levels were (and are) mostly white males. Minorities (non-whites, non-hetero males and females) were already in place. There appeared to be no need to admit additional “tokens” to fulfill an appearance of diversity at the upper echelons. When I evaluated the impact of Obamacare, I predicted the need for substantial downsizing due to automation and projected revenue...
Words: 1800 - Pages: 8
...Strategic Leadership and Decision Making 16 ORGANIZATIONAL CULTURE One of the primary responsibilities of strategic leaders is to create and maintain the organizational characteristics that reward and encourage collective effort. Perhaps the most fundamental of these is organizational culture. But what do we really mean by organizational culture? What influence does it have on an organization? How does one go about building, influencing or changing an organization's culture? THE IMPACT OF CULTURE Why is culture so important to an organization? Edgar Schein, an MIT Professor of Management and author of Organizational Culture and Leadership: A Dynamic View, suggests that an organization's culture develops to help it cope with its environment. Today, organizational leaders are confronted with many complex issues during their attempts to generate organizational achievement in VUCA environments. A leader's success will depend, to a great extent, upon understanding organizational culture. Schein contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organization's culture. A CEO, SES, political appointee, or flag officer who comes into an organization prepared to "shake the place up" and institute sweeping changes...
Words: 5029 - Pages: 21
...society there is plans and structure for everything (Doole and Lowe 2000). Japanese management puts stress to secure survival, long term growth of company to benefit all incorporating the organization. It focuses on soft S of Mckinsey 7S concept i.e. staff style, skill and subordinate goal. Overall significance of HRM on management is high. There is a high importance of HR with stress on its strategic meaning. Management in Japan since end of Second World War can be segmented into different stages shuffling between uniqueness and universal practices. Japanese culture strongly influenced by confusion culture saw close social relation as an inevitable attribute between family etc and it could be said that became the basis of employment system such as lifetime employment and seniority based wages considerably differing from contractual society trend underlying American culture. Japanese core values include group orientation; can be justified by Hofstede’s low individualism score...
Words: 3354 - Pages: 14
...The Bacon's Rebellion was one of the largest popular Rebellion that uprising prior to the American revolution. This large Rebellion had began as a dispute among the English settlers in Virginia Over the Americans Indian policy. The civil war had erupted pitting Anti- American Indian westerns settlers( this include that there were many slaves and servants in the anti-American civil war. Governor William Berkeley and his allies where encouraged more and more policy toward the indigenous people. In 1876 the rebellion had took the name of the Nathaniel Bacon, that who had arrived as the young men in Virginia into the Elite. Most of all the consequence of wars in the Rebellion were profound than the idea and the sing leadership man. When Bacon had migrated to Virginia to search the personal gain that he entered a precarious world where the American Indians had freed and enslaved blacks, and the English colonist (including many contract with the servants) struggle to the coexist. By the late 1670 only four thousands of the American Indians, had divided twenty different tribes, that continued to live in close to the European settlers. Many of the Europeans settlers accepted the dependent status of the English crown. Governor Berkeley had treated equitably and distinguish between American Indians allies and foes. Regardless about the colonists those people that where located on the western frontier, were deeply evil to all the American Indians. All the details to the rebellion...
Words: 1198 - Pages: 5
...Introduction: Downsizing is a commonly used euphemism which refers to reducing the overall size and operating costs of a company, most directly through a reduction in the total number of employees. When the market is tight, downsizing is extremely common, as companies fight to survive in a hostile climate while competing with other companies in the same sector. For employees, downsizing can be very unnerving and upsetting. There are several reasons to engage in downsizing. The primary reason is to make the daily operations of a business more efficient. For example, a company may be able to replace assembly line employees with machines which will be quicker and less prone to error. In addition, downsizing increases profits by reducing the overall overhead of a business. In other instances, a company may decide to shut down an entire division; a car company, for example, might decide to stop making sedans altogether, thus cutting an entire department. In some cases, it becomes apparent that a business has too many employees. This may be because there has been a decline in demand for the company's services, or because a company is running more smoothly and efficiently than it once was. Many offices are heavily bloated with support staff and redundant departments, and these businesses may refer to downsizing as “trimming the fat.” Downsizing and fixed cost: Some industries that have reduced fixed cost commitments include government agencies such as the division of defense, computer...
Words: 3313 - Pages: 14
...Forthcoming in: Ursula M. Staudinger and Ulman Lindenberger (eds.), Understanding Human Development: Lifespan Psychology in Exchange with Other Disciplines. Dordrecht: Kluwer Academic Publishers. 1 Karl Ulrich Mayer, 2002 The sociology of the life course and life span psychology - diverging or converging pathways? 1. Introduction In the last twenty to thirty years both life span psychology and the sociology of the life course have experienced a great and long take off with regard to theory building and conceptualization, methodological advances and empirical studies. Within sociology, but also partly in demography, economics and social policy studies, a cohort and life course perspective, event history analysis and microanalytic longitudinal data have become almost predominant (Mayer 1990, 2000; Riley et al. 1994). Baltes et al. (1999: 473) note, for instance, that life span psychology became more prominent due to, among other reasons, “... a concern with life span development in neighboring social science disciplines, especially sociology. Life course sociology took hold as a powerful intellectual force.” At the beginning of this development there were great expectations that the disciplines involved in this “life course turn” - especially life course sociology and life span psychology - would not only grow together in a parallel trajectory, but that there would be co-evolution in the direction of a truly interdisciplinary or even transdisciplinary paradigm...
Words: 9579 - Pages: 39
...Running Head: Military SCM & JIT Military Supply Chain Management and Just-In-Time Lionel O. Wright Integrated Logistics Management – LGMT682 February 15, 2011 Professor Joseph Garmon [pic] TABLE OF CONTENTS Abstract ……………………………………………………………………………………. 3 Introduction …………………………………………………………………………………4 Traditional Military Supply Chains …………………………………………………………4 Military Supply Chains and the New Environment …………………………………………6 Why Move Towards Lean (JIT) Initiatives? ……………………………………………….16 What is JIT Management? ………………………………………………………………….20 Military Supply Chains since JIT ….………………………………………………………..23 Adopting an Integrated Approach …………………………………………………………..26 Conclusion…………………………………………………………………………………...31 References…………………………………………………………………………………...34 ABSTRACT According to Van Creveld, “Strategy, like politics, is said to be the art of the possible; but surely what is possible is determined not merely by numerical strengths, doctrine, intelligence, arms and tactics, but, in the first place, by the hardest facts of all: those concerning requirements, supplies available and expected, organization and administration, transportation and arteries of communication…before a commander can even start thinking of maneuvering or giving battle, of marching this way and that, of penetrating, enveloping, encircling, of annihilating or wearing down, in short of putting into practice...
Words: 8424 - Pages: 34
...AFGE 2013 Issue Papers Table of Contents Another Manufactured Crisis: What’s Next in the Fiscal Showdown………1 Federal Pay……………………………………………………………….…..…..4 Federal Employees’ Health Benefits Program……………………………….15 Official Time for Federal Employee Union Representatives………….........22 Arbitrary Cuts in Civil Servants………………………………………………..26 Sourcing: Complying with the Law……………………………………….......31 Capping Taxpayer-Funded Service Contractor Compensation……………43 Transportation Security Administration and TSOs…………………………..46 Domestic Partnership Benefits……………………………..………………….49 Employment Non-Discrimination Act……………………………………..…..55 Paid Parental Leave………………………………………………..…………..57 One America, Many Voices Act………………………………………….…....60 Department of Veterans Affairs…………………………………..……………62 Department of Defense……………………………...……….………………...71 Federal Prisons………………………………………………………………….90 Social Security Administration ……………………………………….…...…103 National Guard/Reserve Technicians ………………………...……….……108 D.C. Workers’ Issues …………………...……………………………..…..…117 Equal Employment Opportunity Commission. ……………………..……...120 Another Manufactured Crisis: What’s Next in the Fiscal Showdown? Background At the beginning of January, President Obama signed a tax deal that restored higher Clinton-era rates to those making over $450,000, and funded an extension of unemployment insurance benefits to the long-term unemployed, extended for another year the $240 monthly transit subsidy, but did not...
Words: 54164 - Pages: 217
...Matthery Table of Contents Executive Summary 3 Identification and examination of angle being used 4 Case Analysis (Application of negotiating skills concepts) 5 Conclusion 10 Bibliography 12 Executive Summary The organisation structure determines the manner and extent to which roles, power and responsibilities are delegated, controlled and coordinated, and how information flows between levels of management. "Cultural Implications" is the connection that culture has on organisation. Implications are essentially consequences from a particular event at a cultural level.. Culture influences the structures as well as the behaviour of the different stakeholders. The understanding of the cultural context from which an employee or customer originates is imperative to the overall success of any business. This has created an extensive increase in demand for training and understanding, particularly within the area of decision making. Mesopotamia Brewery ltd initially seeks to facilitate training within the context of “Industrialisation by Invitation” i.e. the contractual agreement with the expatriate brewers to facilitate the transfer of knowledge and skills. However, very little is mentioned about training at the managerial level. The issues evolving from this...
Words: 2926 - Pages: 12
...UVA-OB-0682 PY INTERGROUP RELATIONS AT ATLANTICA’S FLIGHT CENTERS CO Rick Oberweis stood on the observation deck of the Prudential Building, gazing through the plate-glass windows at the city of Boston spread below. It was a Sunday afternoon, in the fall of a year which proved turbulent for Rick, and he came to the top of the Pru as he often did to gather his thoughts and take stock. Though he worked at a desk now, Oberweis was a commercial and corporate pilot for many years, and so it didn’t surprise him when—of all the landmarks to look at— his absent gaze came to rest on Logan International Airport, visible in the gray distance of Boston Harbor. Oberweis was director of Flight Operations for Atlantica, Inc., a Boston-based technology firm. A St. Louis native, he came east to Boston a year ago to take this position, which Atlantica just created as part of an acquisition-driven restructuring. East Versus West NO T The last few years were good ones for Atlantica. Two years ago the company, flush with cash, acquired Pacific Industries, a high-tech company based in San Diego, which Wall Street analysts deemed an excellent “fit” for the Boston firm. The two companies’ product lines meshed nicely, and their areas of expertise were complementary. The only possible clash, the pundits worried, was culture: how would a free-thinking California company get along with its more conservative adoptive parent? DO The events of the following year bore...
Words: 2511 - Pages: 11
...Nigeria was taken from the Niger River running through the country. This name was coined by Flora Shaw, the future wife of Baron Lugard, a British colonial administrator, in the late 19th century. Since 2002 there has been a spate of clashes in the north of the country between government forces and the Boko Haram militant group which seeks to establish Sharia law. Nigeria is the most populous country in Africa, the seventh most populous country in the world, and the most populous country in the world in which the majority of the population is black. It is listed among the "Next Eleven" economies, and is a member of the Commonwealth of Nations. On October 1, 1960, Nigeria gained its independence from the United Kingdom and has had both the Military Government and a Democratic elected Government since then. The country also suffered its first civil war in 1966. The violence against the Igbo increased their desire for autonomy and protection from the military's wrath. By May 1967, the Eastern Region had declared itself an independent state called the Republic of Biafra under...
Words: 4248 - Pages: 17
...Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
Words: 4146 - Pages: 17
...occasional paper no. 7 world summit for social development after the golden age: the future of the welfare state in the new global order by gøsta esping-andersen unrisd united nations research institute for social development UNRISD work for the Social Summit is being carried out with the support and co-operation of the United Nations Development Programme. Proof-reading and layout: Rhonda Gibbes Dissemination: Adrienne Cruz UNRISD/OP/94/7 ISSN 1020-2285 Copyright United Nations Research Institute for Social Development (UNRISD). Short extracts from this publication may be reproduced unaltered without authorization on condition that the source is indicated. For rights of reproduction or translation, application should be made to UNRISD, Palais des Nations, 1211 Geneva 10, Switzerland. UNRISD welcomes such applications. UNRISD publications can be obtained from the same address. The designations employed and the presentation of the material in this publication do not imply the expression of any opinion whatsoever on the part of the United Nations Research Institute for Social Development concerning the legal status of any country, territory or area, or of its authorities, or concerning the delimitation of its frontiers or boundaries. The views expressed in this publication are those of the author and do not necessarily reflect the views of the Institute. after the golden age: the future of the welfare state in the new global order occasional paper...
Words: 16208 - Pages: 65
...Cost/Benefit analysis of Employee Training programs University of Phoenix HRM/531 Training is a process that can provide significant value and rewards that far outweigh its financial costs. The effects of training touches the lives of employees from the first day of a new job through retirement The purpose of this paper is to show how employee training benefits not only the organization but also the environment as well. The reader will be introduced to an oil distribution company undergoing costly problems because of poorly trained employees. These problems have resulted in repeated environmental violations. An analysis of the company was conducted to weigh the cost/benefits of incorporating an effective employee-training program to address the problem. The outcome of the analysis will determine whether the training is financially feasible, or if another project should be pursued. In addition, the effect of management behavior on productivity, the definition and use of behavior costing, effects of high performance work policies on business financial performanceas that relate to the company; along with recommendations based on researched data gathered will be given in this paper. Training is defined as an activity leading to skilled behavior. Employee training involves a set of planned activities that organization will have their employees complete in order to increase their job knowledge, skills, and abilities. In practice, training gets employees accustomed...
Words: 2346 - Pages: 10
...Cisco Systems, Inc. is an American-based multinational corporation that designs and sells consumer electronics, networking and communications technology and services. Headquartered in San Jose, California, Cisco has more than 65,000 employees and annual revenue of US$40.0 billion as of 2010. By providing a highly connected workplace, an inclusive and diverse environment, comprehensive health and wellness programs, robust professional development opportunities, and competitive compensation and benefits, Cisco helps more than 70,000 Cisco employees multiply impact on the job and in their personal lives. | | Culture and Climate It is the shared beliefs and quality of interactions within and across organizational units: Open and trusting, internally competitive, operationally disciplined, and creative and entrepreneurial. Also called corporate culture, it's shown in: - the ways the organization conducts its business, treats its employees, customers, and the wider community, - the extent to which freedom is allowed in decision making, developing new ideas, and personal expression, - how power and information flow through its hierarchy, and how committed employees are towards collective objectives. Our values shape our Culture. These are Cisco’s values: Change the World, Focus intensively on customers, Make innovation happen, Win together, Respect and care for each other, Always do the right thing” Awards and Recognition In FY12 Cisco was included in Fortune magazine’s“100...
Words: 3568 - Pages: 15
