...SAMPLE OF OPORD http://www.globalsecurity.org/military/library/policy/army/fm/5-170/appc.htm Appendix C Sample Reconnaissance OPORD A sample reconnaissance OPORD is shown in Figure C-1. Figure C-1. Sample reconnaissance OPORD |______________________ | |Classification | | | |Copy 1 of 10 copies | |HQ, 99th Engineer Battalion | |NK111111 | |080500 JAN 97 | | | |OPERATION ORDER 97-11 | |References: ...
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...formed by a manager to help the organization accomplish its goals, then it qualifies as a formal group. Formal groups typically wear such labels as work group, team, committee, or task force. Formal groups fulfil two basic functions: organizational and individual.3 The various functions are listed in Table 7–1. Complex combinations of these functions can be found in formal groups at any given time : Groups are potentially good for organizations for several reasons. Groups are good for people, they can improve creativity, they sometimes make the best decisions, they gain commitments to decisions, they help control the behavior of their members, and they can help to counterbalance the effects of large organization size. | | 22. | What types of formal groups are found in organizations today? Answer: Permanent formal groups appear on organization charts, serve an ongoing purpose, and may include departments, divisions, teams, and the like. Temporary groups are created to solve a specific problem or perform a defined task and then disband. Examples are committees, cross-functional task forces, and project teams. | The organization’s managers to accomplish goals and serve the needs of the organization deliberately create formal groups. The major purpose of formal groups is to perform specific tasks and achieve specific objectives defined by the organization. The most common type of formal work group consists of individuals cooperating under the direction of a leader....
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...Acton – Burnett: Case Analysis Questions Response by Fermions 1. What differences, if any, exist between the problems that the task force has been asked to address and the “real” problems? Two Vice Presidents for the company Keene and Ryan come to the conclusion that a task force must be created to make sense of the final forecast and product demand forecast that the four marketing managers created. The task force found many problems some being systematic bias and that it seemed information was being withheld. In the end at the presentation it becomes obvious that the problems were poorly done incorrect forecasting and a collaboration to prevent people from becoming aware of it, by withholding information and having an aggressive negative manner when discussing the topic. 2. How appropriate was the selection of task force members? What criteria were used/should have been used for member selection? What would have been the effect of having Hunneus head it instead of Baker? Keene and Ryan began formatting the selection of task members by appointing the main focus, which was the market division. They started out by identifying the key groups. However, they decided not to include the marketing managers but their product managers whom reported to them. However, failure to concluded or contribute them in the forecasting task group may have been reason to the results of significant lost of information, influence and lack of decision making. Secondly, they appointed...
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...1-What were the mistakes made by Ryan and Keene during the whole process? The mistakes made by Ryan and Keen during the whole progress are fourfold: 1. Formation Baker is enlisted by commissioning executive Ryan and Keen to do an impossible job, both time and resource wise. Following an initial insight from Acton, the company’s chairman, Baker takes the lead to a newly created, cross functional task force. The idea is cascaded from top to down to him, across two layers of hierarchy. Very little is as well said about Acton’ and Herd’ ideas, except that they ‘feel’ that forecasting is an issue following significant loses in Q1 1975. Subsequently, Ryan and Keen appoint a task force on behalf of Baker. That Baker had no influence on the appointment of the members will have further knock on effects on Baker’s effective leadership later on (see points 2.1 relative to Baker). Another issue with both Ryan and Keene commissioning the taskforce to Baker is the multiple objectives incompatibility. Leading the taskforce may prove a good training ground for a tenderfoot like Baker, but at the expense of the success of this taskforce. 2. Selection a. of the team The taskforce is appointed with no respect to people’ preferences, level of relationship, experience and personal affinities. The taskforce is hand picking a great variety of employees from eight teams. Each team members has a separate line of reporting, level of seniority, age, experience and personal background...
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...always paid attention to competencies and incorporated them mostly in their appraisal systems. For example when L&T, LIC or NDDB, NOCIL, HLL, Bharat Petroleum etc. revised their Performance appraisal systems they focussed on the assessment of competencies. Role analysis was done and role directories prepared by the Indian Oil Corporation in mid eighties. Competency mapping is important and is an essential exercise. Every well managed firm should: have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placement and training needs identification. What is Competency? Any underlying characteristic required performing a given task, activity, or role successfully can be considered as competency. Competency may take the following forms: Knowledge, Attitude, Skill, Other characteristics of an individual including: Motives, Values, Self concept etc. Competencies may be grouped in to various areas. In classic article published a few decades ago in Harvard Business Review Daniel Katz grouped them under three areas which were later expanded in to the following four: Technical. Managerial, Human and Conceptual. This is a convenience classification and a given competency may fall into one or more areas and may include more than one from. It is this combination...
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...1-What were the mistakes made by Ryan and Keene during the whole process? The mistakes made by Ryan and Keen during the whole progress are fourfold: 1. Formation Baker is enlisted by commissioning executive Ryan and Keen to do an impossible job, both time and resource wise. Following an initial insight from Acton, the company’s chairman, Baker takes the lead to a newly created, cross functional task force. The idea is cascaded from top to down to him, across two layers of hierarchy. Very little is as well said about Acton’ and Herd’ ideas, except that they ‘feel’ that forecasting is an issue following significant loses in Q1 1975. Subsequently, Ryan and Keen appoint a task force on behalf of Baker. That Baker had no influence on the appointment of the members will have further knock on effects on Baker’s effective leadership later on (see points 2.1 relative to Baker). Another issue with both Ryan and Keene commissioning the taskforce to Baker is the multiple objectives incompatibility. Leading the taskforce may prove a good training ground for a tenderfoot like Baker, but at the expense of the success of this taskforce. 2. Selection a. of the team The taskforce is appointed with no respect to people’ preferences, level of relationship, experience and personal affinities. The taskforce is hand picking a great variety of employees from eight teams. Each team members has a separate line of reporting, level of seniority, age, experience and personal background (old...
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...first quarter of 1975 to their handling of the meeting during which the members of the task-force made their presentations? 30% It was clear that Baker had little to no control over the task force. Baker had not created the team and had no real authority (aside from being designated as the head) over the task force. The task force was a formality in the Keene & Baker’s eyes, thus they concluded the area that needed to be studied was marketing division (market managers made final forecasts based on info from prod mgrs, VP of sales, VP of manufacturing, & econ forecasts from VP of econ). At this point Keene & Baker never gave much thought or importance to the task force therefore they were just content to “formally” state that the situation was being analyzed. In reality neither of the VP’s actually gave much importance to the two losing quarters situation. This in turn showed when the task force report meeting had gotten out of control and they were headed to a break, Keene told Baker “…you better figure out what you’re going to do at 3:00 (when they returned from the break)”. This statement from Keene showed that he had little authority or control over the situation, he was placing the blame on Baker instead of backing him up. The following is a broken down analysis of the mistakes that Keene & Ryan committed: Greenhorn choice (assigning David Baker to be in charge of the task force - taking it likely to not deal with it themselves - initial analysis and diagnosis of the...
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...their handling of the meeting during which the members of the task-force made their presentations? We believe that the 2 individuals, Keene and Ryan made some serious and basic mistakes in the manner by which they handled the task at hand, despite their extensive experience in their fields, judging from their managerial positions, their educational backgrounds, and the fact that they were selected by the CEO to re-examine the company’s procedures for forecasting sales. We believe that Keene and Ryan spent very little time trying to understand and analyse the situation that was brought forward to them. Although the case does not mention any specific time span on how much time was spent initially analysing the situation, we incur from certain references such as how they just briefly discussed the matter among themselves and the chief operating officer, they were able to reach very critical decisions regarding the task force, the time frame and the general process. However, it is known that it is of utmost importance to understand the problem thoroughly in order to define the appropriate roadmap to finding a solution, assigning the right members to the task force, scheduling an appropriate deadline, and finding an appropriate leader to spearhead the operation. Keene and Ryan demonstrated lack of competency in all of the above mentioned points. To begin with, they decided to appoint Baker as the task force leader. Based on what though? Based on the mere fact that...
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...Texas A&M University-Commerce Week 8 Assignment 1. What adaptive challenge did Ruud Koedijk, the firm’s Chairman, face in 1994? Though his company was leading the tax-prep and, auditing/consulting industry in the Netherlands, there was limited opportunity for growth in the segment the organization served. The auditing business was getting saturated and the margin was shrinking. In addition, competition in the consulting industry was ever growing. The Chairman did not know how to move the organization into business areas that showed more profitable growth. The partners in the organization had a culture of being resistant to change and Ruud did not know how to change their attitude and furthermore, the impact they had on the existing organizational culture was proved to be an adaptive challenge for the company. 2. What characteristics of the firm hindered their ability to be proactive and adaptive? The company had a history of being resistant to change because they were content with their position in the industry and felt that they did not need to learn new ways of running their business due to their long time success. The partners controlled everything. They ran the firm like a bureaucracy and did not tap into the creativity or the knowledge and ideas of the 300 partners that made up the firm. They saw success as only profitability and their individual units. They did learn from one other and only focused on the bottom line. They were no honest with...
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...0765 FAX: 213.740.3582 Office Hours: by appt Course Overview GOAL: The goal of this course is to enhance participant understanding of the nature and the processes of effective groups, and what it takes to build and lead them as high performance teams. Teams are an endemic aspect of culture and society. Whether playing sports, singing choir, playing in the orchestra, performing ballet, or parenting, one is engaged in team-based activities. Organizations increasingly rely upon teams as a primary work unit. Whether you are in supply chain management, customer relationship management, marketing and sales, new product development, manufacturing engineering, project management, information systems, cross-functional task forces, or consulting, you will inevitably be solicited to contribute to team-based organizational initiatives. Despite their ubiquity and our collective competence in building and leading sports and performance teams, there is often little understanding of what it takes to build a cohesive and effective work team. Members are assigned, objectives are given, resources (if you’re lucky) are allocated, but beyond that there is scant...
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...Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Dawnita Blackmon-Mosely Tiaunna Connelly Elizabeth Davis Jesus Elias Jaimi Faux Michael Morris Rodney Ulibarri Webster University Abstract The purpose of this project was to develop a training program for Wellbridge Clubs that focused on teaching sales staff to sell personal training (PT) packages to members, in order to increase Wellbridge sales. The training agenda was designed based on Silberman’s (2006) Active Training, in order to engage the participants in their learning process. The use of immediate learning exercises is intended to draw the participants into the process of guided note taking during the brain-friendly lectures. Through headlines and graphical associations, organized information is presented that is more easily retained. Role-playing scenarios solidify newly acquired information, and action planning provides an opportunity to prepare the participants for on-the-job application. These techniques were chosen because they provide the best option for active involvement of the participants, and thus, their attainment and retention of skill. Keywords: Wellbridge, personal training, active training, human capital Designing an Active Training Sales Program for Wellbridge Clubs Sales Staff Wellbridge Clubs is a fitness management company that was founded in 1983 in Denver, Colorado (Wellbridge Clubs, 2014). Through the operation of 19 athletic clubs nationwide, Wellbridge...
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...Facing Bacon 5 4. What Should Bacon Do? 5 5. Roll Back - Creation of Task Force 6 Boundary Management 6 X-Teams 6 Team Process Methodology & Evaluation 6 1. Organizational Context • The company had a great period of growth since it started in 1881, until 1990. • The company sold its products to a wide range of customers. • The company was affected by an economic slowdown and a declining price of gold (1990 recession). • This economic slowdown affected the company’s sales to industrial customers and jewelery manufacturers. • These changes caused excessive inventories. • Wynn Aston III, chief executive, decided to reexamine the company procedures for forecasting sales. • Peter Casey (Vice president of marketing) and Chis Trott (Vice president of corporate planning) were chosen to create a task force to investigate and find a solution for this problem. • The team selected passed through different steps: task force formation, initial meeting of task force, preparation of the task force report and the August 4 report. • During these steps, the task force team made several mistakes that caused conflict in the presentation of the oral report and to other members of the organization. 2. Analysis • Old-timers created resistance to new and young MBA members instead of respecting the designated positions (for example that a young member would lead the task force). This reflects insecurity demonstrated by the old-timers as well as a...
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...include specifications, policies, internet standards and organizational ideas. The Organization that produces these documents is the IETF or the Internet Engineering Task Force and more specifically a small group of people called the Internet society on behalf of the IETF. The RFC’s have a long history and were first created in 1969 as working notes for ARPAnet, since then the RFC database has grown significantly with a multitude of the earlier publications becoming outdated. For the first 29 years of publication, The RFC database was edited and monitored by Jon Postel until his death in 1998. Now that we know a little about RFC’s, let me elaborate on a few topics, lets divulge into what an internet draft is, a little about the IETF, and finally what the process is to produce an RFC. An internet draft is basically a working document used by the IETF. During the creation of a new RFC, draft versions are created and made available so that the public can view it. Doing this, peers and others in the industry can review these drafts and comment on them whether they are commenting on what can be changed or on what they think of the new publication, it gives the editors some new ideas and ways to improve or change the new documentation before it gets published as an RFC. The IETF or the Internet Engineering Task Force is basically a large group of individuals with knowledge about networking protocols and other technical related subjects that work together to develop new policies and...
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...RFC- 5/16 Just another confusing name for the computer illiterate, RFC is not so much what it once was and has evolved over the years. The definition of an RFC is not true any longer; however, it does still retain all of the procedures that were set up in the beginning. There is a long path that one must take in order to get An RFC put in place, proper support and drafts are required for any submissions to be taken seriously. An RFC or Request for Comment is a publication or work of the Internet Engineering Task Force (IETF) as well as the Internet Society. It is basically a list of standards, behaviors that one should set up and practice and informational information that is deemed important for people to know. This is all published by the IETF as their engineers are the majority of the authors, but there are ways for independent submissions to become recognized. The first step of an RFC is to get an Internet Draft ready or (I-D). This step is basically what an old school RFC really was; it is a submission to fellow peers for comments and suggestion. There are multitudes of I-Ds out on the web with many of them picking up attention; those picking up the most attention have the best shot at becoming a RFC. IT is all about what will affect the most people in a positive manner, and the Draft is the perfect testing tool. While being tested and all, the Drafts are only valid for a half year unless they release an updated version. At this point in the process, it is important...
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...INTERNET INFRASTRUCTURE IN TURKEY Many things have changed since Arpanet. If we look to the 30 or 40 years back, we may be startled to see how much has changed in such a small span of time (and in such a fast way). The first thing that strikes our mind about this change is the "speed of the Internet": The first "backbone" had a bandwidth in 2 Kbps. Nowadays it has a bandwidth of 10 Gigabytes per second. We have mutliplied our speed 5-10 thousand times in the course of the time. Another example is the number of people using the computer Networks in Turkey. The Internet which was being used by only a few people 40 years ago, has now become the “network of networks” that has been shared by everybody and that embrace the world globally. Unfortunately there’s not much room for everyone on Internet. To solve this problem Internet Protocol is used which is basically a number allocation system that assigns a number to everyone. Every person, who will connect to the Internet or is already connected, has an IP number by default -to put it in more technical terms- has an "IP address" by default. If you’d like to have a space on Internet, the first thing you are to do is to find an IP adress from somewhere. For instance, if you are attending a University, most probably your department will assign you one. Then, how on earth your department has obtained that IP address from? Most probably, they have obtained the IP number from that university’s office for Information Technology...
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