...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: __Mercado, Wanda_______________________ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |70 |Almost average, so there is room to|Likely something simple frustrating| |with My Job? | |improve satisfaction |her at work | |Am I Engaged? |36 |Above average commitment to work |Possible work interference with | | | | |family | |How Are You Feeling |41 |High positive emotions like |Could only be momentarily | |Right Now? | |motivated to help co-workers | | |What’s My Affect |36 |Is aware of her projections towards|May not truly show true feelings | |Intensity? | |others | | |What’s My Emotional |46 |Superb capability to deal with |Maybe not aware of other low | |Intelligence...
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...Employee Portfolio: Management Plan MGT/311 University of Phoenix Employee Portfolio: Management Plan Riordan Manufacturing managers are developing a plan to improve their abilities to manage employees. Three employees were recently tasked with completing a series of self-assessments to identify specific characteristics and to determine how those traits affect the performance of the organization. The self- assessments analyzed job satisfaction, employee engagement, and emotions. As a result of the analysis of the assessments, additional self-assessment recommendations are included to provide greater insight for the successful management and motivation of the individual employees. J. Aguilar, Rick Smith, and Janet Mills are the employees who participated in the self-assessments. The employees took the following self-assessments: How Satisfied Am I with My Job?, Am I Engaged? And How Are You Feeling Right Now? The manager identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to best capitalize on the employees’ characteristics. The results of J. Aguilar assessments indicated a job satisfaction rating below the means, exhibited high engagement, and positive emotions during the assessment. Rick Smith scored higher than the means in job performance, demonstrated high engagement, and exhibited positive emotions. Janet Mills scored below the means in job satisfaction, is only moderately engaged...
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...Coca Cola, various CEO’s reign has been discussed. I have taken Goizueta as the base and main character and then prepare EFE IFE and CPM matrix for his leadership. Vision and Mission Statement Our Mission Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions. * To refresh the world... * To inspire moments of optimism and happiness... * To create value and make a difference. Our Vision Our vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. IFE MATRIX for Goizueta as CEO of Coca-Cola IFE MATRIX (INTERNAL FACTOR EVALUATION) | Sir # | Strengths | Weight 0 - 1 | Response 1 - 4 | Weighted score | | | | | | 1 | Speedier decision making | 0.20 | 4.00 | 0.80 | 2 | Risk taker | 0.15 | 4.00 | 0.60 | 3 | Visionary | 0.12 | 4.00 | 0.48 | 4 | Reward based incentive programs | 0.05 | 3.00 | 0.15 | | | | | - | | Weaknesses | | | | 1 | Less job rotation | 0.10 | 2.50 | 0.25 | 2 | Undiversified portfolio | 0.12 | 2.50 | 0.30 | 3 | Less focus on customers | 0.15 | 2.00 | 0.30 | 4...
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...Employee Portfolio: Management Plan Sharon MGT/311 August 18, 2013 Employee Portfolio: Management Plan Performance in an organization is important to the running of a successful business. Three employees at Riordan Manufacturing were given the Pearson Prentice Hall Self-Assessment to evaluate their skills, abilities, and interests. All three employees scored a 65 when asked how satisfied they are with their job. This low number may indicate that they have a negative genetic predisposition towards life. Not surprisingly, each employee hit the median range of 35 when asked if they were engaged in their job. When a person scores high in this range, it usually means that they are more satisfied with their job and the commitment to their job. Emotions that people experience have an influence on his or her behavior in an organization. In general, people and organizations benefit from positive emotions. Both positive and negative emotions can be contagious. Displaying positive emotions around others can put them in a good mood, while displaying negative emotions around others can put others in a bad mood (Robbins, 2008). Due to scoring on the lower side of being satisfied with their jobs and the median range with their engagement, it is possible that these three employees could represent a negative impact on the performance of the organization. All three employees have a high emotional intelligence which affects self-awareness, self-management, self-motivation, empathy, and...
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...| |Syllabus | | |Axia College/College of Humanities | | |XCOM/285 Version 2 | | |Essentials of Managerial Communication | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. Course Description This course introduces students to the foundations of communication in a business setting. Students are exposed to various topics related to interpersonal and group communication within the context of applications in an office or virtual setting. Students will develop skills in forms of written communication, including memos, e-mails, business letters, and reports. Communication ethics and cross-cultural communications are also explored. Upon completing the course, students will have an awareness of their personal communication style and be able to identify areas of further exploration of communication as a business skill. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: ...
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...BarCharts, Inc.® WORLD’S #1 QUICK REFERENCE GUIDE DEFINITIONS Strategic Management is a process for conducting the entrepreneurial activities of a firm for organizational renewal, growth, and transformation. The major tasks are: (1) set a mission and goals, (2) assess the environment, (3) appraise company capabilities, (4) craft the strategy, (5) implement the strategy, and (6) evaluate and control the strategy. Business Policy is a set of prescribed and discretionary statements, limiting actions of individuals in the firm, as set forth in directives and guides. Mission is the reason for which the firm exists, and what it will do. Basically, it describes the products/services to be supplied, the markets to be served, and the technology applied (if important). Vision Statement answers the question, What do we want to become? Goals express the aspirations of the firm, general ends that cannot be measured. Ex. “In unrelenting pursuit of perfection.” Objectives are specific targets to be accomplished by a specified time. Ex. “Profits will grow at the rate of 5% annually for the next five years.” Long-term objectives (5 years or more) are strategic objectives and define the desired character of the company, at the specified time. Strategy is simply the means or general actions to be taken to achieve long-term objectives. Strategic management is the work of the General Manager. General Manager is a person who is responsible for a profit center, as opposed to a functional manager...
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...Tesla Motors Portfolio, Program and Project Management Course Project Contents Introduction 3 Organization’s Strategic Plan 3 Organization Strategic Capacity Plan 4 Portfolio Management Process 8 Project Selection Process 15 Program Management Plan 17 Risk Management Plan 20 Change Management 21 Resource Utilization Plan 24 Personnel 24 Production Line 25 Inventory 25 Charts and Graphs 26 Organizational Influence Chart 26 Project Selection Process Flowchart 27 Conclusion 27 Reference: 29 Introduction Tesla Motors designs and manufactures the most advanced electric vehicles and electric power trains in the world. Tesla Motors do not compromise on innovation, performance, or appeal. Nor does Tesla Motors compromise commitment to hiring and developing the best from around the world. Tesla Motors work in small, focused teams, which much like our products are agile, efficient, and focused on excellence. Tesla Motors are driven by work that contributes to a global impact and are passionate about our future in the automotive industry. The pace is fast, the work is stimulating, structure is limited, and innovation is expected. Tesla Motors is headquartered in Palo Alto, California, runs satellite offices in Los Angeles and Maidenhead, UK, and operates retail locations around the world. Whatever location you choose, you'll be surrounded by the best of the best, working together to impact the future of transportation. Tesla Motors is committed...
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...ASSIGNMENT 1 Business Intelligence Philippe Polders Sofie Theunissen Brighid Verstrepen 3e bachelor BI 2012- 2013 Table of contents Introduction 3 Mission, vision and balanced scorecard 3 Mission 3 Vision 3 Balanced scorecard 3 Strategic map 5 Management report 6 Evaluation of the KPI’s 6 KPI 1: Margin 6 KPI 2 and 3: Revenue on sales and Shipping costs 7 KPI 4: Customer size 7 KPI 5: On time delivery 8 KPI 6: Stock levels 9 KPI 7: Product portfolio 9 KPI 8: Sales per employee 10 KPI 9: Employee age 11 Management Advices 12 References 13 Introduction Northwind traders is a fictitious company which imports and exports specialty foods from all around the world. In this report, we will first introduce the company’s mission, vision and balanced scorecard. Afterwards, we will evaluate whether the targets are achieved or not, using Qlikview to analyse the data. Finally, we will formulate some advises for the management of this company to achieve their goals in the future. Mission, vision and balanced scorecard Mission As a trading company, our main goal is to make specialty food available for everybody around the World. We stand for quality and freshness of the products we supply. While paying exceptional attention to detail, we strive for a large variety of foods and beverages. Furthermore, we want to maintain long-term relationships with all our stakeholders by ensuring profitability and growth for our shareholders and by providing...
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...Shorter development times b. Higher worker morale c. Lower cost of capital d. Higher profit margins 3. A…………………….. is a temporary endeavor undertaken to create a unique product, service, or result. a. program b. process c. project d. portfolio 4. Which of the following is not an attribute of a project? a. projects are unique b. projects are developed using progressive elaboration c. projects have a primary customer or sponsor d. projects involve little uncertainty 5. Which of the following is not part of the triple constraint of project management? a. meeting scope goals b. meeting time goals c. meeting communications goals d. meeting cost goals 6. ………………….is the application of knowledge, skills, tools, and techniques to project activities to meet project requirements. a. Project management b. Program management c. Project portfolio management d. Requirements management 7. Project portfolio management addresses …………….. goals of an organization, while project management addresses …………….. goals. a. strategic, tactical b. tactical, strategic c. internal, external d. external, internal 8. Several application development projects done for the same functional group might best be managed as part of a ………………. a. portfolio b. program c. investment d. collaborative 9. Which of the following is not true? a. Most American companies have a project management office. b. You can earn an advanced degree in project management from hundreds of colleges and universities...
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...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |94, 27, 40, 39, 38, & 34 are all above average |This employee is highly motivated and the action plan is to |Self-Determination Theory | |Employee One |scores for employee one. Employee one shows great |continue to keep this person on the high level by letting him or| | | |job satisfaction, engagement, deliberate decision |her know what they are doing has value and is needed in the | | | |maker, emotional and intensity sounded. |department and the organization. | | | ...
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...Employee Portfolio Management Plan MGT/311 Employee Portfolio Management Plan In the month of September Riordan Manufacturing selected three employees and administrated a series of self-assessments to create an employee portfolio to provide a management plan. The management decided to asses each individual’s character, personality, and job satisfaction. The following self-assessment questions for the three employees: How satisfied am I with my-job, Am I engaged, How are you feeling right now, What’s my affect intensity, What’s my emotional intelligence score, Am I a deliberate decision maker. The self-assessments questions will evaluate individual characteristics of employees. Self-assessments questions will evaluate the impact of individual employee characteristics and any adverse organizational performance. The information from the assessments will determine management methods based on individual employee characteristics. The Riordan Management self-assessments of the three employees indicated strengths, weakness, opportunities and organizational behavior of the company. The self-assessment of employee in Team A is a positive influence for the Riordan Manufacturing Company. Employee in Team A, analysis is very satisfied in job satisfaction, competence in making decisions, and being able to keep busy. The employee in Team A identified problems to evaluate and made a decision or best alternative for the company. Employee in Team A is very effective in communication...
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...organization has different structural dimensions like formalization, hierarchy of authority, specialization, personnel ratios and professionalism. Any organization should boost improvement and participation and should be planning to go beyond its performance levels. Organizations would also excell on having contextual magnitudes such as technology uses, size and operating environment from where it operates. There are also different types of organizational structures that group employees together based on their skills and knowledge, basically a corporation has necessary jobs that are related and organizations finds who works well with whom and who will make the decisions. These structures are horizontal, functional, divisional, hybrid and matrix (www.smallbusiness.com/functional). The horizontal structure has a less- distinct chain of command. All employees in this segment can have input on how they organization is run. Employees in the horizon structure don’t have a single defined duty because they work together in teams where everyone has many different functions within the organization. There employees may not have on boss, but many different supervisors throughout the company. In this setting, team leaders report to a crew of supervisors where each supervisor has equal power (www.smallbusiness.chron.com) The functional organizational structure is probable the most common structure because the organization groups the staff according to their strengths and task knowledge....
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...Mission Statement As a leader in the automobile manufacturing industry, we will provide our clients all around the world with the best customer treatment experience. We will under-promise and over-deliver in all we do. We will sell and service our luxury vehicles and motorcycles with the highest quality and integrity. We recognize that the greatest asset in achieving our Mission is the individual effort of each employee. All of our staff will be indoctrinated with our vision and be viewed as an essential asset to our success. Further, they will be asked to define, and therefore to understand, what their role in the accomplishment of that mission is. Their own definition, from a customer's point of view, can then be applied in their own personal job description on a daily basis. We pride ourselves on the technology we have integrated to become more environmentally friendly. With the ever-changing market we will use our high level of expertise and advanced technology to consistently provide the best products and services to our customers and provide profit and growth to our shareholders. BMW Vision We believe that sustainability is capable of making a positive contribution to the company’s long-term business success. Taking social and environmental responsibility for everything we do is an integral part of how we perceive ourselves as a company. We are convinced that the lasting economic success of any enterprise these days is based increasingly on acting responsibly and ensuring...
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...ASSIGNMENT #1 2 Question #1 - Given the business situation for Spectrum Brand. Explain. Spectrum Brands, the former Rayovac Corporation, went on a radical business transformation under David Jones’ management. According to Dictionary.com, to transform means to: “change in condition, nature, or character;; convert” (“Transform,” 2011, para. 2). The company that used to produce only batteries ventured into new businesses and currently operates in the market of pet products, personal grooming, and lawn and garden care (“The Buyout  Boom,” 2007). The diversification of products certainly required a new organization structure, which should be based on a matrix structure, or a multidivisional structure; since line, and line-and-staff structures would not be appropriate anymore for the required dynamic of the new company. It has been discovered that “[a]s companies grow and diversify, traditional line structures become difficult to coordinate, making communication difficult and decision making slow” (Ferrel, Hirt & Ferrel, 2009, p 247). Remember, you never end a paragraph with a quote. In a multidivisional structure, the company is organized in divisions, which are large groups that might be formed on the geography, product or customer basis; and within those divisions there may be departments also organized by customer, products, regions or a combination of those groups. This structure enables the decision process to be faster, since the managers...
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...immediate results, job reductions, reduced employee morale led to reduced profits and stock price reduced to half in last six months. Organizational Structure: Two different models for US and Europe were adopted, as US market was more homogenous, a nationwide brand and product division management was adopted. Western Europe is a heterogeneous market with different languages, culture and laws therefore a decentralized model was adopted. United States The organizational model was developed on two key dimensions: functions and brand. Brand manager has responsibility for profitability and matching company strategy with product category. Brand manager has access to strong divisional functions. It was more product centric and costlier. There was competition within brand managers and this was the era when max product innovation took place. In 1987 structure was changed and functional units were centralized. Brands would be managed as components of category portfolios by category general manager, to whom both brand and functional managers would report. Each business unit has it’s own sales, product development, manufacturing and finance functions. To retain the functional strength a matrix reporting structure was set up whereby functional leaders report directly to their business leader and also have reporting relationship to their functional leadership. Again product managers were more powerful and responsible for profit and loss, matrix structure create ambiguity as man can’t serve...
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