...VALUE AND HIGH PERFORMANCE THROUGH INTEGRATED SUSTAINABILITY PROGRAMS AND BUSINESS INTELLIGENCE---A STUDY OF ACCENTURE As companies grapple with the current economic situation, many are recognizing that this particular downturn in the business cycle is different from those that preceded it. Indeed, today’s business context—characterized by rapidly intensifying globalization that has substantially increased the complexity, risk and uncertainty of doing business—has only served to exacerbate the challenge of managing through a difficult economy. Many of today's biggest challenges come down to the different kind of decision making required to be successful. Organizations seeking high performance must make faster and bolder decisions. Companies must think both the positive and negative consequences of decisions made in this fast-paced environment. The systematic study of the organization’s ability to develop and sustain a culture capable of delivering quality products and services over time enables us to identify and understand the general requirements for doing so and provides insight into how to do it. In this paper I will share what I have learned about creating and sustaining an organizational value through integrated sustainability programs and business intelligence that is capable of high performance in Accenture. In a time of changing consumer values and economic uncertainty, the marketing function has a more strategic role to play in driving growth and high performance...
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...Final Report on the Investigation of the Macondo Well Blowout Deepwater Horizon Study Group March 1, 2011 The Deepwater Horizon Study Group (DHSG) was formed by members of the Center for Catastrophic Risk Management (CCRM) in May 2010 in response to the blowout of the Macondo well on April 20, 2010. A fundamental premise in the DHSG work is: we look back to understand the why‘s and how‘s of this disaster so we can better understand how best to go forward. The goal of the DHSG work is defining how to best move forward – assessing what major steps are needed to develop our national oil and gas resources in a reliable, responsible, and accountable manner. Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster This Page Intentionally Left Blank Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster In Memoriam Jason Anderson Senior tool pusher Dewey Revette Driller Stephen Curtis Assistant driller Donald Clark Assistant driller Dale Burkeen Crane operator Karl Kleppinger Roughneck Adam Weise Roughneck Shane Roshto Roughneck Wyatt Kemp Derrick man Gordon Jones Mud engineer Blair Manuel Mud engineer 1 Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster In Memoriam The Environment 2 Deepwater Horizon Study Group Investigation of the Macondo Well Blowout Disaster Table of Contents In Memoriam....................................................................
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...Presentation Topic and Reasons for the chosen Topic: In my group we researched a range of topic before narrowing it down to antenatal care. According to Patients Opinion (2010), a patient narrated their experience in an antenatal clinic saying ‘’the waiting times for Antenatal Clinic are horrendous; I waited for my 9:30 appointment for 3 hours. Although the midwife I saw was kind and courteous and apologised’’. Based on all the evidence found during our research, we decided to redesign and improve waiting time in antenatal care by adopting TPS through Lean process. Using the Sibbert Model to structure my group discussion and efforts: According to McNeil, R (2011), the Drexler Sibbert Model is all about the journey a team takes on the way to High Performance and it also represents the essential paradox of group life. The first...
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...Introduction This paper will cover several topics related to high-performing teams and work groups. It will discuss how these two kinds of workplace people sets and how they differ in their pursuit of organizational strategy and compare these differences to virtual teams. It will identify the characteristics of successful leaders of high-performing teams and finally discuss why high-performing teams are important to organizations. High-Performing Teams and Work Groups Before we can define high-performing teams or work groups, we will need to define the term team first. A team can be defined as a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable. "That definition lays down the discipline that teams must share to be effective (Katzenbach, 2005). Organizations utilize teams to perform operational and project based tasks. People working in teams have the capacity to solve complex problems that cannot be solved by individuals working alone. People working in teams bring more resources to a task, including a variety of perspectives, knowledge, skills, and experience (Capella University, 2008). This diversity of perspectives, knowledge, skills, and experience allows a team to outperform the sum of its parts and is a critical component of a team being labeled as a high-performing team. Teams come in many forms, they can be permanent or temporary...
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...Week 5 Research Assignment High Performance and High Regards By Cassie McDonald OML-360-433-201230 July 27th, 2012 Friends University In order to attain high performance in the Human Resource field nowadays, you must be able to walk the walk and talk the talk. However, as easy as that may seem, there are many factors that need to be taken into consideration to effectively create a high performing organization in the respect of any human resources department. Job design, recruitment and selection, training and development, performance management, and compensation all go hand-in-hand to develop such a successful, high performing outcome. Job design is a vital part in the development of high performance. The role that any human resource representative plays in this part is that they must put themselves in the managers’ shoes. To carry out the job successfully, you really have to break down work procedures and clearly define the specialized tasks to be completed. The human resource representative is responsible for working with the manager or the department lead to ensure this information is the most accurate as this will ultimately be the basis of which defines the job duties and responsibilities. By working with the managers or department leads, it gives the human resource representative the opportunity to thoroughly understand the job itself and its place in the grand scheme of the business. In high performance organizations, job design is essential because it emphasizes...
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...What is a High Performance Team? A high performance team, simply put, is an efficient, high-output team. These teams require a significant amount of time and development to achieve high performance results. It is not enough to only hire team members that are good at their jobs, but they also need to have personality traits that complement the other group members. When formed correctly and in higher concentrations, high performance teams within an organization can result in a high performance organization as a whole. Figure 1 - Lao Tzu Quote Another key to high performance teams is that all team members must invest in the success of the team. If only one team member is focused on getting ahead at the expense of unethical behavior (such as taking another team member’s credit or lying about an incident), the trust of the team can easily be breached. Without trust between all of the team members, the team will never operate at its highest performance. How to Build High-Performance Teams (Weiss, 1991) states that, “High-performance teams operate in an atmosphere of mutual respect (reciprocity) in which team members identify with each other and with the team as a whole.” To sum up the AMA’s approach on high performance teams, teams that are empowered and hold each other accountable are the teams that perform the highest. Figure 2 - Logo, Denver Broncos How are High Performance Teams Created? A well known theory of team building is Tuckman’s group developmental...
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...(BP’s) approach to KM: 4 Business objectives of British Petroleum to KMS: 4 Developing better ideas: 4 Organization wide best practice: 4 Greater collaboration among entities: 5 Generating new ways: 5 Reduces cost: 5 Challenges of KMS implementation in BP: 5 Transferring best practice: 5 Train modest performing teams: 6 Management tools to avoid failure of KMS in BP: 6 Build a Case for Change Management: 6 Visionary Leadership: 6 Communication: 6 Time: 7 Deploy agents: 7 Proper performance measures: 7 Culture changes: 7 Social media in reconsidering the previous KM approach: 7 Socialization: from tacit to tacit: 7 Externalization: from tacit to explicit 8 Combination: from explicit to explicit 8 Internalization: from explicit to tacit 8 Conclusion: 8 References: 8 Executive Summary: Knowledge management is a multi-disciplined process of creation, developing, improving and disseminating the knowledge in the organization (Unc.edu, 2014). Toyota is one of the largest car manufacturing companies around the world. It produces car not only in its originated country but also different countries around the world. To be competent, Toyota puts much more emphasize on the knowledge managements of the organization. They develop the “learn local”, “act global, learn local” and “learn local, act global” approaches to develop a competitive environment in the organization. British Petroleum is one of the largest oil companies in the world. It also implemented the KM in its...
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...Avenues of High Performing Teams Tami Durling MGMT340-1501B-02 -5th IP Abstract High Performing Teams help organizations to succeed with their goals, short, and long term plans. Internal and external High Performing teams organize the company within a moral, virtue, innovative, positive, and kind atmosphere (Institutionalism). The culture of the business takes on a highly driven positive behavior of conflict and resolution. With these teams there is perseverance and healthy compromise to get the task at hand finished, and its everybody’s responsibility. The stress and responsibility of getting the job done is on the shoulders of the team as a whole not just one person. High Performing Teams organizational management has no chain of command, however the team is considered one unit. Avenues of High Performing Teams Difficulties managers are having establishing self-directed High Performing Teams.- Global information technologies pertaining to being proficient in computer hardware and software is a must in the twentieth century. Everyone is connected globally throughout every nation through the Internet. Businesses market and hire all over the world to trade, service, and sell to different cultures around the world. It is important to know how to video conference, email, research credible sites, and operate applications such as excel and Microsoft word. High Performance functioning teams need to be equipped with virtual teams and e-leadership...
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...HIGH PERFORMANCE ORGANIZATIONS By Jojo Sams A high-performance organization is one which has adopted a set of working practices deemed to change its context, focus, priorities and goals to allow for enhanced individual and organizational performance, an emphasis is placed on employee empowerment and teamwork in which workers are empowered to make decisions both at the point of production and at the point of customer contact, it also employs a more participative rather than authoritarian management style to build support systems that are designed to serve the servers and producers, not the management and the bureaucracy. I think people should work with you and not for you because this means that the people under you are not simply followers who blindly go where you go, but rather are a group of people who are supportive of collaboration in order to achieve a common goal, the organization's success. When people are empowered to take risks and encouraged to have a "say" and offer their input regardless of their official "status" in the company, there is a high level of human satisfaction and commitment to the success of the organization, this is vital to high performing organizations. High performance organizations are intentionally designed to bring out the best in their people, employees or consumers, with policies that bring about improvements in performance, focus on customer satisfaction and in enhancing the quality of working life. In essence...
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...able to see that the organization is improving their ROCE, as the figures are shown to have doubled within the financial year from 46% in 2014 to 92% in 2015. This is able to suggest that the organization is generating a Net Profit of 92 pence for every £1 invested which also illustrates that the business is performing well compared to the average businesses as the Industry average states that the average ratio for the ROCE is 38%. The Gross Profit margin of the organization between the years 2013-2015 is seen to be better than that of the Industry Average (36%). However, the organizations Gross Profit margin is seen to have decreased by 3% in 2015 compared to the margin of 2014- which demonstrates that the organization is performing better than the Industry Averages but isn’t performing to its expectations due to the decrease during in the financial year of 2015. The Net Profit of the organization is shown to have decreased between the years 2013-2015 where the Net Profit is shown to have fallen 19% between the financial years. This is able to illustrate that the organizations expenses could possibly be expanding over the years, which as a result is causing the costs to be high and resulting into the decrease in profits. The Net Profit of the organization between the years is also lower than the Industry average (38%), which is able to imply the organization isn’t generating as much Net Profit as they should be. The Stock Turnover of the organization is shown to have increased...
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...And thus, best performing organizations have strengthened the high performance through maintaining personal accountability to the employees. Hence, the HRM of the mentioned in the case need to adopt this strategy to improve its performance for a competitive advantage against other organizations undergoing the same hardship. Attracting the right people to the organization For instance, organizational culture is a collective interaction of environments, experience, behaviors and coworkers that are consistently supported and demonstrated in an organization. Hence, this company needs to attract the right people who will embrace and work within the culture of the company that will lead to improvement of its hardship, financial performance and gain competitive advantage over its competitors who have not adopted the system. (Meehan, Gadiesh & Hori, 2006). Moreover, the company can improve its hardship and gain competitive advantage over its competitors by cultivating and building a performance culture through good leadership of rewarding the behaviors, practices and words that are more similar with the organization`s mission. This practice will improve employee performance and consequently lead to better performance of the company. Moreover, HRM of poor performing organization as in the case need to construct a long-term planning as this will enable the company to run its activities consistently, and have a competitive advantage over other non performing organizations in the market...
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...High Performance Teams Waseem AL Rousan J3 M2 Assessment1 30675904 Waseem Al Rousan High Performance Teams Content J3 M2 Assessment1 30675904 Waseem Al Rousan Contents Introduction: ................................................................................................................................................. 2 What is a group ............................................................................................................................................. 2 Team Development Stages: Group Formation Theory (Tuckman’s 4/5 Stage Model) ................................. 3 Group performance theories ........................................................................................................................ 3 The T7 Model of Team Effectiveness ........................................................................................................ 3 Rubin, Plovnick, and Fry Model—The GRPI Model of Team Effectiveness .............................................. 4 Katzenbach and Smith Model—Focusing on Team Basics........................................................................ 6 High performing team case study/Umniah’s IT Infrastructure team ........................................................... 6 Team Performance Measurement and Management .............................................................................. 8 Team Behaviors and Values ...........................................................................
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...security, to satisfy state and federal compliance laws with information, increase the lifecycle of Applebee’s International, Inc., and to be able to stay with The organizational strategy is to secure and expand operations control for communication and system deployed throughout the Applebee’s International, Inc. infrastructure and network around the world. By maintaining control on securing communications and information of what information and data is accessed and how they are using the information once accessed. In addition to the organizational mission, the values and vision of the organizations is to give integrity, excellence, innovation, accountability, inclusion, trust, and making a difference in the community and in the organization. The SWOT Analysis is a tool to be able to determine the company’s overall assessment of a company’s competitive position and health of the organization. The SWOT analysis for Applebee’s International, Inc. was conducted on October 31, 2011. This analysis indicated the strengths, weaknesses, external opportunities, and threats that would support the possible implementation of the Smart Cards with PKI project. The overall weaknesses and threats that are possible have been considered and are within the opportunities with the new implementation of the Smart Cards with PKI project. The stakeholder concerns and expectations are formed around all of the internal and external entitlements that are involved in Applebee’s International, Inc...
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...Executive Summary With our organization reaching over 100 employees in many different salary levels we must evaluate the best possible compensation strategy for our organization. In this report, the various compensation strategies and recommendations for implementation will be displayed. The compensation strategy of an organization is one of the most important programs that is a necessity to retain and attract quality workers. There are many different ways to compensate workers but the focus of research has been on that of performance based, incentive based and total compensation strategies. These each have a different benefits for different organizations. The performance based compensation is one that rewards workers for completing projects by certain deadlines or with certain standards. This strategy is beneficial for an organization that has strict deadlines and wants to attract workers who think what they accomplish should speak for itself. This compensation rewards workers who achieve a certain task in a given amount of time and is rewarded by benefits or promotions. This strategy is beneficial for retaining skilled workers who are competitive and high performing. The incentive based compensation strategy is one that rewards workers who attain professional achievements. These achievements could be joining a professional organization or gaining a professional certification. This strategy is beneficial to the organization as it helps to demonstrate the credentials...
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...Leading high-performance teams The team working is an important concept of the society wherein few people work together towards a common goal. In American culture, working in teams often considered contrary. Marvin Weisbord, author and organizational development expert, mentioned that, “Teamwork is the quintessential contradiction of a society grounded in individual achievement.” Still building, leading and organizing successful teams considered as a critical leadership task. It is always challenging to have people work together closely to achieve specific tasks in any team environment. The team is “a group of individuals who work together to produce products or deliver services for which they are mutually accountable.” -- Mohrman et al. The team is “a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.” -- Katzenbach and Smith The team is “two or more people who must coordinate their activities to accomplish a common goal.” -- Shonk High Performance Teams are always working collaboratively and effectively across the organization to accomplish given team tasks and objectives, delivers the competitive results quickly enough to remain as top performers. There are challenges such as team conflicts, obtaining maximum results from the teams and managing highly diverse teams – maintaining teamwork mentality as well capitalizing on the diversity of talents...
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