...organization’ (VO) in a more detailed manner (in order to realise what security challenges a VO has to cope with). Below we will present definitions of VO, give some examples of VOs, and describe main characteristics of VOs. We will also list the benefits and the security challenges associated with VOs. VO is a relatively new concept that has emerged in the beginning of1990s. There is no single clear-cut definition of what a VO is. Different sources define it somewhat differently. For example, in [1] VO is defined as a “dynamic collection of individuals and institutions which are required to share resources to achieve certain goals”. [[i]] defines VO as “a temporary or permanent coalition of geographically dispersed individuals, groups, organizational units or entire organizations that pool resources, capabilities and information to achieve common objectives”. Jet in [[ii]] a concept IT infrastructure, namely network, is introduced: “VO refers to both the members of a switchable interorganizational electronic network and to the network itself that delivers non-standard products”. Reasons behind a VO The first two definitions speak about “certain goals” or “common objectives” while the third opens up what these goals/objectives can be, i.e. non-standard products. Indeed, the incentive behind the creation of VOs is a collaborative delivery or creation of a customer-specified product or service. The reasons why organizations cannot provide such products/services on their own and...
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...Leading Change Answers (1) The top 3 reasons why change efforts fail are as follows; (i) Not establishing a great enough sense of urgency: When successful change efforts begin, individuals or group of people look hard at the companies competitive situation and the focus on potential revenue drop or an emerging market that everyone seems to be ignoring. These steps are important but without motivation to carry out these steps, people don’t help and the efforts fail. Some of the reasons why these efforts fail is; Sometimes executives underestimate how hard it can be to drive people out of their comfort zones. Sometimes they grossly overestimate how successful they have already been in increasing urgency. Sometimes they lack patience. (ii) Not Creating a Powerful Enough Guiding Coalition: This is because companies usually underestimate the difficulties of producing change and thus the importance of a powerful guiding coalition. Sometimes companies have no teamwork at the top and therefore undervalue the importance of this type of coalition. They expect the team to be led by a staff executive from human resources, quality, or strategic planning instead of a key line manager. (iii) Lack Vision: This is because companies do not create a vision to help direct the change effect. They do not develop strategies to achieve that vision. (2) The role of a leader in change initiatives include; establishing a sense of urgency, forming a powerful guiding coalition, creating...
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...OB Seminar 12: Managing Change & Stress • • • • Team Discussion on Case Study Team Presentation Reflection & Experiential Exercise Lesson 12 (Chapter 18) 1 Case study on Lynn Tilton’s leadership (p. 389) 1. Use Table 16-2 to evaluate the extent to which Lynn Tilton displayed the characteristics associated with being a good leader and good manager. 2 Case study on Lynn Tilton’s leadership (p. 389) 2. Which different positive and negative leadership traits and styles were displayed by Tilton? Cite examples. 3 Case study on Lynn Tilton’s leadership (p. 389) 3. To what extent does Tilton display situational approaches toward leadership? Explain. 4 Case study on Lynn Tilton’s leadership (p. 389) 4. Which of the four types of transformational leadership behavior were displayed by Tilton? Provide examples. 5 Case study on Lynn Tilton’s leadership (p. 389) 5. Would you like to work for Lynn Tilton? Explain why or why not. 6 Case study on Lynn Tilton’s leadership (p. 389) 6. What did you learn about leadership from this case? 7 Ch. 18 Learning Objectives 1. Discuss the external and internal forces that create the need for organizational change. 2. Describe Lewin’s change model and the systems model of change. 3. Discuss Kotter’s eight steps for leading organizational change. 4. Define organizational development and explain the OD process. 5. Explain the dynamic model of resistance to change. 18-8 Ch. 18 Learning Objectives ...
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... Company Background…………………………………………………………………… Organizational change………………………………………………………………….. PESTLE analysis,…………………………………………………………………………….. Drivers for Change………………………………………………………………………….. Objectives…………………………………………………………………………………….. Organizational change………………………………………………………………….. Types of Organizational change…………………………………………………… Change Process…………………………………………………………………………….. Types of change …………………………………………………………………………. Planning the change process………………………………………………………….. Planning Change Models …………………………………………………………………. Change at Ranbaxy………………………………………………………………………….. Models for change…………………………………………………………………………… Guidelines for successful change management……………………………………. Human factors involved in the proposed change………………………………. Reasons for resistance to change:……………………………………………………… Process of implementing the change…………………………………………………. Change Management…………………………………………………………………………. Evaluation……………………………………………………………………………………… Conclusion…………………………………………………………………………………………. PURPOSE: This report try to explain the organizational change implemented by the company named Ranbaxy and how effectively they managed the change and how they met with success in achieving their objectives. For the purpose of this report, the cultural change Ranbaxy implemented and post merger integration of the R&D department...
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...Sources of resistance in organizational change and ways to overcome resistance Introduction An ancient Greek philosopher, once quoted that the “the only constant is change” (Heraclitus, unknown). Organizational change is an inevitable factor given that there are many components which are outside the organization which undergo changes and then sustenance of the organization then depends on adaptation. For example, the most recent change that we can see is the causality of the economic crises which occurred a few years back. This led to organizations changing their structures, their budgets, their talents, their costs and in some organizations everything from a shop floor to costs in the board rooms were susceptible to change. Managers in organizations are sometimes under pressure to suggest changes when they are newly appointed in an organization to prove their knowledge and expertise in an area and this is could sometimes be misused and changes are brought about only for the sake of change (Managing-change.net, 2013). One of the concerns of change is resistance which is natural and expected as it involves going from the known to unknown (Bovey and Hede, 2001a). Even though sometimes change is inevitable in an organization, the changes on the human element is sometimes ignored (Bovey and Hede, 2001b) which can be considered as the major source of resistance. Although the reason why people resist can be evident through analysis all potential sources of resistance cannot be comprehensively...
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...Is Intrinsic or Extrinsic Motivation Better? Motivation is a conceptual theory which used to explain and understand the reasons of individuals’ behaviors, actions and desires. Another explanation to motivation is that the psychological process that arouse and direct goal-directed behavior. From past to nowadays, motivation is a significant initiator in many incident. For instance, World War 1, World War 2, exploring new continent such as America, foundation of new companies, people’s life and etc. There need to be an initiator for incident to occur. Motivation is the first thing that comes to mind for the initiator role. There have been a lot of academic journals and researches about the effects and forms of motivation. Researches show that every human being has a different form and satisfaction level of motivation. In theory of Edward L. Deci and Richard M. Ryan which called the Self-determination theory focus to the choices that people make without any external influence and interference and the individual’s behavior whether is self-determined and self-motivated or happens with an external influence. This theory brings us to studies that happened in 1970’s which are the intrinsic and extrinsic motives. Intrinsic and Extrinsic motivations are the exactly the opposite of each other. “Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn actualize our potentials.” (Coon, 2010)...
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...Change is a Journey not a Blueprint MANAGEMENT OF ORGANISATION CHANGE Stephanie Golding | 10101131 | Change is a Journey not a Blueprint | November 20, 2015 Table of Contents Introduction ......................................................................................................................... 2 Planning for Change ........................................................................................................... 3 Resistance to Change .......................................................................................................... 3 Kurt Lewin’s Change Model ........................................................................................... 4 Unfreezing .................................................................................................................... 4 Moving .......................................................................................................................... 4 Refreezing ..................................................................................................................... 4 Initiators of Change............................................................................................................. 5 Steps to Transformation ...................................................................................................... 7 Kotter’s 8 Step Model ......................................................................................................... 7 Conclusion...
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...customer demand through its new product. One of the reasons that Apple leads the innovative product market is its top management adaptive capacity to changes. Steve Jobs, Apple’s CEO, has a vision to create product to change the computer world. For example, Apple creates a climate within the organization to encourage creativity and innovation. As a result, subsystems within the organization work hard to innovate product that will surprise customers. To impalement such a strategy the top management should quickly adapt the new situation and changes, and find a solution to continue. Apple constantly produces new and high quality products, comparing to its competitors, which increase the demand in consumers toward their product. This renewing managerial characteristic within Apple’s organization and subsystems makes Apple to stands out of crowd. Moreover, active Organizational Development in Apple creates awareness about the future market. Apple moves on planned changes, which helps the organization to stay ahead of the game. The members and employees working in the organization automatically adapt the same strategy, and they are ready to quickly react to the top management decision. It is crucial for an organization to be initiator and being aware of rapidly changing environment. This way approach to current and future changes enables Apple for self-renewal and gradually creates adaptive business...
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...Sydney to Hobart Yacht Race and the 1992 Kodak Asia Pacific Ocean Racing Championship. The phases of the project life-cycle-concept, development, execution, and finishing (2); the four basic project management functions-management of scope, quality, time, and cost; and the other essential project management functions-human resource management, communications management, contract/procurement management, and risk management-will be discussed in relation to the project. As a case study, a project management framework is applied to the project, in retrospect. Many project managers tackle their tasks without conscious reference to the various project management frameworks developed by theorists. This project was carried out by a project initiator with many years of experience, and a reputation for success in leading projects in the corporate and financial...
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...confidence. The best leaders are very confident in themselves and their ideas, which allow them to be key. But, they must be able to exude that confidence without taking arrogance or pressure. Great leaders have the ability to make tough decisions and are willing to take risks, even when conventional wisdom would dictate otherwise. They must be willing to stand alone if they believe in their convictions. This is directly related to their visionary skills, strategic thinking and their self-confidence. Involve the Entire Company Front to Back : Develop and practice the attitude that everyone owns the company. Value all contributions and constantly encourage your team to do so. When people truly believe they are valued and are respected organizational success is not far behind. Team Building - Your key focus and you can never lose it. Team recognition is what matters and most of your time needs to be spent on this. Otherwise you will not be capitalizing on the full potential of your team and the organization will suffer as...
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...has taught me a lot about learning organizations. My organization still has a lot to learn about becoming a learning organization. I have learned that there are different kinds of culture and model behavior. I thought that I could share my knowledge with my associates on how they should be working and applying themselves. Some of them brush me off like they were not interested in my advice. I am the transportation coordinator at this nursing facility and have been having communication issues with the nursing staff about having the residents ready. It Seems that this issues is not that important to them unless the supervisor starts to question why the resident is not on time for their doctors’ appointment. I finally realize that I had to change my mind set and work smarter and not become so upset about the situation. I consider this a learning experience for me to grow wiser and cover myself. I started documenting every little thing that I do. These types of decision help me to evaluate every situation within the company. The article I found reference to me on how to channel my negative behavior. A supervisor is expected to assist subordinates in identifying negative behavior characteristics; sometimes I have seen supervisor demonstrated negative behavior toward an employee. I notice how the morale is very low employees do not respect the nurses; they have that don’t care attitude. I know that the supervisors can see this every day. I think the upper management feels if they buy...
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...Sunday, October 30, 2011 Windows Server Proposal For Worldwide Advertising Inc. Below is a project for my Windows Server Administration Course. This was the first course of the kind I have taken. Let me know what you think. Summary Servers are the backbone of an organization. The implementation and configuration of a server network can determine the prosperity or failure of a business. After reviewing the needs of Worldwide Advertising Inc., I have come up with what I think is the best solution. I will be covering infrastructure server roles such as: DHCP and DNS, which work behind the scenes, to the application servers which give life to your advertising dreams. I have prescribed an active directory schema that will require effortless management. I have proposed a File and Sharing implementation that suites a growing enterprise as well as state of the art data storage. I have also noted some preliminary estimates of scheduling and manpower required for the solution. Deployment and Server Edition Throughout the infrastructure the most advanced server operating system, Windows Server 2008 R2, will be used. Enterprise edition will be leveraged on all servers, because it has 4 virtual licenses per OS. To increase reliability and security Server Core will be on all servers. There will be a total of 10 servers for the Worldwide Advertising Inc. internal network. The majority of the servers will be managed from the Los Angeles main office while four servers...
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...market. The purchase that occur in the business market are often done by trained purchasing agents which have thoroughly studied and adhered to what the business entities that they represent need. Another difference between the two markets is multiple buying influences. This entails the sellers to send in professional sales representatives to conduct business with the potential buyers since the buyers also send in buying committees of technical experts. There is also a derived demand in the business market. This means that the demand for a business is taken or derived for consumer goods. Moreover, in the business market, there is an inelastic demand in the business market. The business market does not easily get affected by any sudden changes in the prices. Also in the business market, there is a...
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...values 5.5 Culture of J D Wetherspoon 5.6 Organisation culture and organizational behaviour 5.7 Management approach 5.0 Business strategy------------------------------------P4 6.8 Possible strategies 6.9 Strategy during the 1980s and 1990s, and four benefits 6.10 Compare two different strategy 6.11 Factors before change strategy 6.12 Business strategy and strategic choice 6.13 Key issue about management 6.0 Change------------------------------------------------P8 7.14 Forces for change 7.15 Stakeholder power 7.16 Change situation 7.0 Conclude---------------------------------------------P11 1.0 introduction This report is for analyse J D Wetherspoon’s business strategy and environment. First section analyse the changes in the external environment which J D Wetherspoon has faced since it was founded in 1979. In section 2 should consider the relationship between organizational culture and organizational behavior. Third is to analyse business strategy which J D Wetherspoon adopted during the period covered by the case study, and expected to relate these to other possible strategies which could be available to an organization like J D Wetherspoon and, in addition, identify issues of choosing and managing a strategy within an organization. Finally begin by reviewing changes in strategy and factors that may cause change and then move on to...
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...Essay Questions (Ch 9) 1. Identify and briefly discuss the four distinguishing characteristics of a mature (well-functioning) group. The distinguishing characteristics includes (1) a clear purpose and mission, (2) well-understood norms and standards of conduct (3) a high level of group cohesion (4) a flexible status structure. Stating the purpose in terms specific goals enhances productivity over and above any performance benefits achieved through individual goal setting. Behavioral norms for high performance and productivity set above organizational norms characterizes high performing work groups. Smaller groups tend to be more cohesive than large groups, and cohesion based on attraction results in effective control over members with respect to important performance norms. Successful resolution of authority issues within a group result in a well understood status structure. This contributes to group functioning. 2. Describe the five stages of Tuckman's Group Development Process. What individual and group issues are addressed in each stage? Forming Storming Norming Performing Adjourning Individual How do I What's my What do the How can I Whta's issues fit in? role here? Others expect best perform next? ...
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