...Change Management Plan Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their...
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...Change Management Plan Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their...
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...and ethics in an organisation. By Student’s Name University name Date Abstract An ethical climate is part of the whole organizational climate and means the mutual perceptions of how ethical issues should be dealt with and what ethically right behavior. Olson defines ethical climate as the personal perceptions of the institute that affects behavior and attitudes and functions as a reference for the action of employee’s (Collins & Porras, 2000, p, 83). Attention to healthcare and nursing ethics has come up due to a heightened awareness of the effects and complexity of ethical issues in health care environs. Ethical climate can affect the beliefs and behavior of employees when challenging patient care difficulties are debated and resolved in work settings. Numerous studies have revealed the power of hospital ethical climates on job satisfaction, stress, turnover intentions, and ethics. Thus, it seems imperative to come up with valid measures so as to raise the standards of the ethical climate in health care institutions. Ethical climate survey Various self-assessment questionnaires have been established to determine the ethical climate in hospitals and health care settings. The most extensively used assessments are the Hospital Ethical Climate Survey (HECS) prepared in the United States by Olson (Kent, 2002, p.78). HECS recognizes five subscales in the ethical climate of hospitals and has good psychometric properties. Different cultures and countries including Turkey...
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...Identifying and Reducing High Staff Turnover Introduction The Information Technology Department (IT) at ABC Hospital is comprised of the following Teams: Radiology IT, Radiation Oncology IT, Lab IT, Cardiology IT & Peri-operative IT Teams. The focus of the IT Department is to provide IT Support for the clinical applications utilized by the respective departments that they support. The IT department focuses on application support, incident management, project management, and a strong focus on customer service. Customers include Physicians, Radiologists, Technicians, Nurses, Clerical Staff, Billing staff, and Administrative Staff. The IT Staff is customer facing, they are required to interact with stakeholders on a daily basis. IT also serves as a liaison between the clinical departments and the technical IT Departments within ABC Hospital. IT focuses on understanding the IT needs of each department and verbalizes this in technical terms to the technical IT Department. IT department is staffed with eleven staff members and is managed by one Manager. Each IT sub department has a Team Lead who is directly responsible for each team meeting all IT & Clinical Department goals & objectives. Brady Consulting Services has been hired by ABC Hospital to provide an analysis and recommendations on the cause for high staff turnover within the IT Department. Over the past 2 years the IT Team has seen a high volume of staff turnover within the Lab IT, Radiation...
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...perceived organizational support and safety climate was expected that they would have a positive perception regarding safety climate at work therefore lowering one’s work-safety tension. (McGonagle & Kath, 2010, and Gyekye & Salminen, 2007) Introduction Organizational climate is considered to be one of the most significant and important characteristics within an organization. Organizational climate signifies the shared perceptions regarding an organizations values, norms, beliefs, practices, and procedures. Organizational climate may be defined differently from one organization to another but generally refers to the importance to which an organization focuses and emphasizes on an organization’s innovation, flexibility, appreciation and recognition, concern for an employee’s well-being, learning and development, citizenship and ethics, quality performance, involvement and empowerment and last of all leadership. There have been numerous studies that have correlated a relationship between an organization’s climate and an organizations success. If the relationship is positive then the correlation between climate and success is positive and if the relationship is negative the correlation between climate and success is negative. A positive relationship in organizational climate can correlate over to a positive relationship between perceived organizational support and worker-safety climate. (Gyekye & Salminen, 2007, What is Organizational Climate and Why Should You Warm Up to...
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...organizations, shows more interest in the employee than the industrial psychology, which focuses on understanding the behavior and the welfare of employees. Organizational topics include employee attitudes, behavior, work-related stress, and monitoring techniques (What is organizational Psychology, 2009). However, the main subjects of the area of the psychology organizational should not be categorized as strictly industrial or organizational. For example, the motivation is important for industrial psychology in relation to efficiency and the performance of employees, but is also very important for the organizational psychology, the happiness and welfare of employees. The organizational psychology can be improved with contributions from marketing and with techniques as a result of the search for a better quality. A couple of cases of this kind are market research studies and the creation of clubs of consumers or users who helps to know the factors and facilitate the retention of brands and products in the minds of consumers as well as his loyalty to them (Steve M Jex, Thomas W Britt, 2008). Without a doubt, the importance of organizational psychology allows to understand the human phenomena within the organization in its relations with the rest of the organizational system. Role of the Organizational Psychologist Psychologists must study human behavior within an organization based on the participation in factors, such as culture, the climate, motivation, leadership, decision...
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...Case Study: Should He Be Fired for That Facebook Post? 1) What are the issue(s) arise in Downcity Motors? Elaborate it Insufficient in employee handbook According to the case study, Downcity Motors did not have a proper policy regarding the actions have been done by James Kenton. They have not yet updated their employee manual to cover the issue regarding the social media. The management actually has been talking about this for months, but they kept dropping down on the to-do list instead of take action regarding this issue. Do not consider the opinion of employees According to the case study, it has addressed that Kenton used to come to Susannah and Toby to discuss about the issue in the Mercedes Benz event and expressed his opinion. However, they decided to ignore their comment. Highly engaged employee like Kenton normally is enthused about their organization and care about its success. When they are less given chances to express their opinion in the organization, in the sense of participation, more likely it will demotivate the employees and employees do not feel their value to the company. Lack of two way communication in Downcity Motors Downcity Motors seems did not promote feedback channel from its employees. The organization seems using the autocratic management style where employees need to follow everything that decided by the upper management. Like Dell wants his daughter to fire Kenton with a strong word of “He got to go”. Besides, even when a particular...
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...Diversity in the Workplace Diversity in the Workplace Organizational Behavior 12/11/2011 Diversity in the Workplace Diversity in organizations is increasingly gaining importance and attention by hiring and cooperate management. Nowadays, not only does diversity in the workplace mean being in compliance with the equal opportunity act, but culturally diverse employees are being valued as an asset to the company. Managers have started to appreciate new points of views and ideas from employees with a cultural diverse background rather than expecting them to adapt and assimilate to the current company’s “good old way” of conducting business. The purpose of this paper is to design a model and provided procedures for analyzing diversity, and show how the results would be implemented in a cultural diversity training program. The Diversity Framework The diversity of an individual is a complex framework that consists of different personal and social components. There are two different types of personal components; the first type is a personal component we cannot control or influence, such as our race, age, gender, physical condition, sexual orientation and ethnicity. On the other hand, the second type of personal component we are rather able to choose or impact, such as our marital status, job, religious belief, educational background and appearance. These personal diversity components critically determine our behavior, attitude and views at work. Finally, the social component...
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...Relating Employee Engagement and HRD Climate: A Challenge for HR Professionals Abstract: In today’s competitive world, it has become imperative for organizations to nurture, develop and engage talent in the best possible manner. Employee engagement can be defined as the degree to which a person is emotionally attached with the organization. Employee engagement is strongly related to business outcomes. Greater the employee engagement; greater is the productivity of the organization. Hence, management consultants and practitioners are putting enormous efforts to augment the employee engagement among their employees. Also, a relationship exists between HRD climate and job satisfaction, organizational commitment and many other factors which ultimately results in engagement of employees in their work. The purpose of the study was to measure the employee engagement level and to study the relationship between employee engagement and HRD climate and impact of HRD climate on employee engagement in one of the leading digital e-commerce company in National Capital Region (NCR). OCTAPACE profile (Pareek, 2003) was used to measure the HRD climate. OCTAPACE measures eight dimensions of HRD climate viz. openness, collaboration, trust, pro-action, autonomy, authenticity, confrontation and experimentation. The study was conducted on 108 respondents. Data was analyzed using correlation and regression analysis in SPSS. The various dimensions of HRD climate were observed individually...
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...should include each component. This paper will conclude with any improvements that could be made to increase the effectiveness of the diversity plan for Sherwood Manufacturing. Current Climate: To execute any plan with metrics, it is important to ensure that you have a baseline of data to begin with. This will show you problem areas that exist at this time as well as areas in which your organization is doing well. (Ten common components of a diversity plan, n.d.) Sherwood would be best if they developed a committee or if the human resource area developed a group to set up a survey. This survey could help understand the current climate and where best to start developing a diversity plan. Timeline: Your Diversity Plan must include a timeline of execution and measurement, in addition to the other components of the plan. You must designate a specific time to implement the plan, how often you will check in to see how each of the metrics it is targeting are doing, even a plan for gathering feedback and making necessary changes. Without a timeline, it is easy to lose track of your Plan and to start heading toward failure. (Ten common components of a diversity plan, n.d.) The same committee must set up a timeline. The time line must consist of trainings, measurable successes, cultural events and more surveys to conclude results. The committee must also make sure that Sherwood management is implementing the timeline and leadership by example. Advisors: Every good Diversity Plan must include...
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...best holistic outcome in what we do. Tobacco Use Tobacco use by employees will not be tolerated on the grounds of Company X, except in the confines of their own personal vehicle. This policy is to include smokeless tobacco. Tobacco use in a personal vehicle will be conducted on the employees scheduled break time. Littering of tobacco by-products will also not be tolerated, and if caught, employee will be cited for littering by local law enforcement. Usage of tobacco products will also be prohibited in the confines of Company X’s vehicles. Gifts Employees of Company X are prohibited from accepting any gift from a business partner, competitor, or public government official (foreign or domestic), in the excess of twenty-five dollars. Some entertainment is allowed, however, like an occasional restaurant visit or sporting event. Company X realizes that sometimes good relationships and trust can be built while sharing a meal or watching a game or match, as long as it isn’t frequent and excessive, and as long as it is at the discretion of the employee’s supervisor. When an employee may be in doubt of what may or may not be acceptable, consult with the ethics office...
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...Hot topics EMPLOYER BRANDING Maintaining momentum in a recession 1 2 5 7 9 11 13 15 16 EXECUTIVE SUMMARY MAKE EMPLOYER BRANDING A BUSINESS IMPERATIVE JOIN IT UP MEET THE ‘ON A SHOESTRING’ CHALLENGE ENGAGE YOUR PEOPLE COMMUNICATE THINK TO THE FUTURE CONCLUSIONS – AND CIPD VIEWPOINT FURTHER SOURCES OF INFORMATION EXECUTIVE SUMMARY In 2007, the CIPD published Employer Branding: Fad or the future of HR? Two years on, the concept of employer brand is still with us. But is it under threat in the current economic climate? Or is it more important than ever? The birth of employer branding is associated with the war for talent of the 1990s. With the UK in recession, our Labour Market Outlook surveys report an increase in recruitment freezes, and a decline in organisations taking on new staff. But while a focus on recruitment marketing may be where many organisations initially focused their efforts, commitment to a true employer branding approach goes beyond the need to attract suitable candidates in a competitive labour market. The CIPD has defined employer branding as ‘a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture’. For employer branding to be successful, it’s essential it is linked to the overall HR strategy, and in turn supports the organisation’s goals. ‘Now, more than ever, employer...
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...Final Strategic Plan Bus/475 Integrated Business Topic Final Strategic Plan The strategic objective of Dunkin Donuts is to constantly fuel the growth of the franchise by continually trying to engage and attract potential new customers – while keeping current customers loyal. To meet these strategic objectives, Dunking Donuts must compile date and complete a balanced scorecard. According to Pearce and Robison (2009), a balanced scorecard measures a company’s financial performance, customer knowledge, internal business processes, learning, and growth to strategize to plan to meet company goals. The date compiled will be analyzed to measure process performance, productivity improvements, operations metric, employee satisfaction, employee turnover and retention, evaluate the level of organizational capacity, discover the nature of the organizational culture, and research the technological innovation of the company. Process or Internal Operations Perspective 1. Measure of process performance. A. Measure every employees’ performance including store managers and supervisors B. Look at the least productive stores and compare them to more profitable stores. Observe what the least productive store may be doing different from the more productive store. Implement those differences and observe if they work to better the store. C. The productive stores should be analyzed to determine where deficiencies lie and fix it. D. Observe how the current process can be made better...
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...Discuss some differences between organizational culture and organizational climate. Organizational culture depicts an “unwritten set of rules, attitudes, practices, beliefs” and mores that are the basic foundational principle of the organization. It affects the way members interact with each other, their customers and stakeholders outside of the company. It would be fair to also surmise that the organizational culture serves to determine the reputation of the firm. Culture includes history, people management style, leadership, performance evaluation system, and a specific set of values and norms shared by individuals and groups in the organization. Organizational climate (also referred to as “corporate climate”) describes the very subjective perception and morale about the firm. Some of the factors may include team functioning, relationship between staff and management, clarity of purpose and roles. Organizational culture differs from organizational climate in that the former is deep and stable, whereas, the latter is a recurring set of behaviors, feelings and attitude that characterizes everyday life in the organization. However, organizational climate “highlights a high level of variability across different cross-sections of the department”2. In order to improve the climate in the organization, the culture has to be cognizant of the factors contributing to the atmosphere in the work-place. Give at least one example of some aspect of each in a place where you have worked...
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...ABSTRACT Evidence is presented to support that organizational performance can be enhanced through ethical leadership. An ethical corporate culture has been associated with trust, commitment to quality, customer satisfaction, employee commitment, and financial performance. There is an opportunity for managers to take a proactive approach to incorporating ethical concerns into strategic planning. In addition, there has been public policy support for top management to be responsible for organizational ethics. Academic researchers can assist by investigating the relationship between ethical leadership and organizational performance variables. The Role of Ethical Leadership in Organizational Performance There is increasing support that it is good business for an organization to be ethical and that ethical cultures emerge from strong leadership. The rewards to organizations supporting ethical cultures include increased efficiency in daily operations and decision making, employee commitment, product quality improvements, customer loyalty, and improved financial performance (Ferrell, Maignan, and Loe 1999). Three different approaches are used by companies to implement ethics initiatives. Through compliance an organization can use internal controls to gain ethical conformity. Organizations may use ethics in public relations to enhance their reputation and gain extra media attention. A third, more committed approach involves using a value-based philosophy...
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