...organization needs help individual and group behavior. External agents are usually professors or private consultants. Internal agents of change are already apart of the business. They already know how to change an organization. In most cases they are managers who have recently been brought into organization that needs help. External-Internal agents are the combination of both external and internal. An organization uses both approaches to change the problems that have arisen. Question My thought-provoking question is how effective are external and internal change agents? I want to know why because what would be the next step to take to get the company at a good performance level. I know this works in most cases because I have seen it happen. I am just curious. Personal Implication Internal change agents personally affect me the most. My dad is a general manager at Applebee’s and he usually gets sent to stores that have a poor performance. He knows how to run a restaurant successfully. My dad has to go into the store as a customer to see how the employees behavior individually and as a group. He figures out what needs to be changed. In most cases it is the employees’ attitudes that need to be resolved. He also shows how a manager should act and lead a team. As soon as the store reaches its goal in performance, he stays to maintain that performance level. Article This article relates to...
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...of your management style? 8. 24/7 operations are like relay races where you take the baton, run with it and then pass it on smoothly. How do you make seamless transitions on shift changes? 9. How effective are you in communicating with your peers and management? Give an example where you have used effective communication skills with your peers or bosses 10. How would you describe food cost and how would you calculate it? 11. Given you know how to calculate food cost how would you place a typical food order and what controls would you use to measure that cost? 12. How would you create a crew schedule? What would you need to build the schedule and what factors would you use to measure its effectiveness? 13. If you are the manager in charge with only two crew members but have three stations to fill: cashier, coffee assembler, and sandwich maker which station would you assign yourself to and why? 14. How effective are you at understanding budgets and implementing them? How do you measure controls and give an example of a budget factor you controlled in the past? 15. How do you schedule your...
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...Plantronics, Inc. from the Henley management College’s Centre for business in the Digital Economy provides new insight into how managers actually use information and communications technology (ICT) within their organisations and what impact the technology is having on the enterprise in general. The survey makes uncomfortable reading for anyone who believed new technology would automatically break down the barriers to communication, transforming organisations for the better. Rather, it suggests that close to half our ‘communications time’ at work is spent fielding and generating emails of which a full third are superfluous or irrelevant. The extensive use of e-mail for internal transactions is being questioned as a substitute for phone or face-to-face discussion particularly as the lapsed time for decisions is being elongated. The Henley findings also highlight the extent to which electronic work has intruded into home life, creating an expectation of being always connected. True, good use of ICT has benefited operational performance by speeding response times, allowing more effective information sharing, greater inclusivity among organisations, better processes and improved support for decision-making. At the same time, it is making working life increasingly faceless, reducing individual freedom to act and greater emphasis on protecting one’s own position. managers from a wide range of industries across a number of countries, primarily within the EU, participated in the questionnaire...
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...Organizational Effectiveness ORG/581 Organizational Effectiveness The survival of an organization must have the ability to change with the environment. New generations and advanced technology continue to challenge organizations. To completely gain an understanding on the effectiveness of an organization, it is important to identify the three key metrics and provide an example for each. Next, a company will be selected for ineffectiveness and a description of practices that have contributed to the organizations ineffectiveness. The last metric is recognized for the beneficial purpose toward the effectiveness on the organization. Key Metrics and Examples "Because managers are responsible for utilizing organizational resources in a way that maximizes an organization’s ability to create value, it is important to understand how they evaluate organizational performance" (Jones, 2010, p. 15). The three key metrics for an effective organization are control, innovation, and efficiency. The first key metric is control which is defined as focusing on the customers, stakeholders, and internal and external resources of the organization. The second key metric is innovation which means the recreation or discovery of a new product. During the innovation of a new product, the organization must then look into developing new skills and processes for the employees. The third key metric is efficiency which means to stay on top of competitive products, gaining knowledge of new...
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...one can accomplish a task successfully. Self-management is a strategy that trainees adopt to help them to maintain desired behaviors or to recognize symptoms that indicate variance from a desired path. A very high value can also be find in benefit number 9. Leadership training seems to enhance the attitudes and performance of followers. Specifically, it seems to have a positive effect on the motivation, values, and self –efficacy of followers. This means, if the managers/leaders in my company are well-trained this will also have a effect on all the team-members and I’ll probably won’t have to train everybody by just training the managers. Last but not least a training on team-skills will round-up the choice of most-valued training-benefits. Training in team communication and team effectiveness have positive effects on team performance. They also seem to affect nontechnical skills (team building) as well as situation awareness and decision making. Research shows that a number of factors affect training effectiveness. For example, training success is determined not...
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...EFFICIENCY & EFFECTIVENESS I am trying to figure out how I missed this very important point in my business life. What is the difference between efficiency and effectiveness? I am thinking that maybe I didn’t miss it but perhaps it’s buried somewhere in the back of my brain. However, the required reading in Section 1.3 brought it back to the forefront in my mind, and made the distinguishing features of the two terms very clear, or did they? With efficiency being defined loosely as “doing things right” and effectiveness being defined as “doing the right things”, the question is being begged, “Is there really a difference and how do we measure it?” (Robbins & Coulter, 2012) The more I review the subtle play on words, the more apparent it seemed that there may a difference. However, one needs to add more verbiage to the definition to keep it clear. Efficiency involves getting the most output from the least amount of inputs. Effectiveness involves completing activities so that organizational goals are met. Although efficient activities help to meet the organizational goals, they are not effective until they are done in such a way until they become the standard. They are more or less measured in how well they are done so as to not expend valuable organizational resources unnecessarily. Effectiveness includes the repetitive nature of efficiency that so that the organization is constantly moving forward due to efficient activities. An analogy can be made between...
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...Summary of Group Effectiveness: What Really Matters? By Rameshwar Arora , 2014FPM09 Definition of a Group: A set of three or more people that can identify itself and be identified by the others in the organizations as a group. Purpose of the paper : “This article examines why groups succeed or fail and draws on a detailed case study.” Structure of the paper: Criticism of current knowledge base of group effectiveness, Criticism of current knowledge base of group effectiveness: 1. Current gaps in behavioral science research and theory about groups 2. Group task effectiveness have not well coped up with the increasing imperativeness of group performances. 3. The laboratory studies conducted are time bound and influenced by experimenter. (Drawback – Some crucial variables might be fixed at constant levels , rather their variations would be interesting to see) 4. The work on group dynamics is not insightful as well. (Drawback – It is not generally determined what all phenomena affect or lead to the Three factors play a major role in determining group effectiveness, according to these authors: task interdependence (how closely group members work together), outcome interdependence (whether, and how, group performance is rewarded), and potency (members' belief that the group can be effective). Let us discuss the salient features of each of these three Determinants of Work group ; “these variables influence group performance and can be influenced by members and supervisors...
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...Discussion Forum 1 Question 1.5: A sales forces manager needs to have information in order to decide whether to create a custom motivation program or purchase one offered by a consulting firm. What are the dilemmas the manger faces in selecting either of these alternatives? With selecting either of the programs, the sales force manager can face dilemmas. Before deciding on any of the programs the manger must know the goals that he/she is looking to accomplish. After deciding on the goals the manager needs to decide between conducting the research individually or buying and using research for the consulting firm. With the custom motivation program the manger can conduct his/her own research. With conducting the research the manager needs to look at the existing levels of motivation and see what enticements would need to be used to help the employees change to the desired motivation. The manager can look at information that has already been used. For instance a change in another part of the business could have an effect on the level of motivation that the employees have. If the enticements help increase the motivation of the employee then the custom motivation program will be good for the manger. If the custom motivation program fails then the consulting firm may be best. With the consulting firm the manger will have to think about investing before making an agreement with the firm. The manger need to invest in a firm that will fall into the business budget. Going over budget...
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...rivalry, outsourcing, joining forces, reengineering, that are utilized today, do improve and drastically enhance the operational effectiveness of an organization yet neglect to give the organization sustainable profitability. Subsequently, the main driver of the issue is by all accounts disappointment of administration to recognize operational effectiveness and technique: Management instruments have taken the place of strategy. 1) Operational effectiveness is performing similar exercises superior to anything opponents perform them. Operational effectiveness incorporates however is not constrained to effectiveness. It refers to numerous practices that permit an organization to better use its inputs. Porter expresses that an organization can beat opponents just in the event that it can set up a distinction it can protect. It must convey more prominent worth to customers or make comparable value at a lower cost, or do both. Nonetheless, Porter argues that most organizations today contend on the premise of operational effectiveness. The productivity frontier is the aggregate of all current best practices at any given time or the greatest quality that an organization can make at a given expense, utilizing the best accessible technologies, abilities, administration methods, and acquired inputs. Hence, when an organization enhances its operational effectiveness, it moves toward the frontier. The frontier is always moving outward as new advancements and administration methodologies are...
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... assistant managers, managers, or even owners of the business. The more you know about the individuals attending the presentation, the better you can prepare the presentation to meet everyone needs and expectations. (Laskowski, 1996) The way you effectively present yourself along with the deliverance of the information will have a direct reflection on your success. In this paper we will talk about characteristics to consider of the audience, the appropriate communication channels, and how to deliver your information effectively. When you consider the characteristics of the audience you look for the personality types, their gender, family background, education, religion, age, and economic status. These characteristics are called demographic characteristics. (Pearson Education, 1995-2010) Psychological profiles of your audience may come to some importance as you shape your message. These characteristics include opinions held by many are beliefs, sense of right or wrong or views of the goodness/badness are values. Inclination to vote is predispositions to behavior, we call attitude. Actions taken are behaviors. They are not often consistent with attitudes, beliefs and values. There are also situational characteristics that may come in effect as well. Time, audience size, location, and occasion may affect the deliverance and effectiveness of the information exchange ability. (Pearson Education, 1995-2010) When preparing your presentation to a diverse group of managers and sales associates...
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...THE SECRET OF SUCCESS Be aware and apply the Seven (7) habits of effective people • Be Proactive Take initiative in life by realizing that your decisions (and how they align with life's principles) are the primary determining factor for effectiveness in your life. Take responsibility for your choices and the consequences that follow. Begin with the End in Mind Self-discover and clarify your deeply important character values and life goals. Envision the ideal characteristics for each of your various roles and relationships in life. Put First Things First A manager must manage his own person. Personally. And managers should implement activities that aim to reach the second habit. Covey says that rule two is the mental creation; rule three is the physical creation. Think Win-Win Genuinely strive for mutually beneficial solutions or agreements in your relationships. Value and respect people by understanding a "win" for all is ultimately a better long-term resolution than if only one person in the situation had got his way. Synergize Combine the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone. Sharpen the Saw Balance and renew your resources, energy, and health to create a sustainable, long-term, effective lifestyle. It primarily emphasizes exercise for physical renewal, prayer (meditation, yoga, etc.) and good reading for mental renewal. It also mentions service to society for spiritual renewal. • • • • • ...
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...Kurt Lewin three step change theory model – unfreeze, change, freeze JANUARY 21, 2010 BY MIKE MORRISON20 COMMENTS Kurt Lewin three step model change theory Introduction The Kurt Lewin change theory model is based around a 3-step process (Unfreeze-Change-Freeze) that provides a high-level approach to change. It gives a manager or other change agent a framework to implement a change effort, which is always very sensitive and must be made as seamless as possible. The Kurt Lewin model can help a leader do the following three steps: * Make a radical change * Minimize the disruption of the structure’s operations * Make sure that the change is adopted permanently Summary of Kurt Lewin’s Change theory This three step model gives a manager or change agent an idea of what implementing change means when dealing with people. The 3 phases of the Kurt Lewin model provide guidance on how to go about getting people to change: a manager will implement new processes and re-assign tasks, but change will only be effective if the people involved embrace it and help putting it into practice it. Lewin change model – Unfreeze – “ready to change” When a structure has been in place for a while, habits and routine have naturally settled in. The organization as a whole is going in the right direction, but – as shown on the illustration – people or processes may have strayed off course. For example, tasks that are not relevant or useful anymore are still being performed by force of habit...
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...includes examples from various channels to deliver the message for its intended purposes. The assignment by Team B was an exercise to give practice to team members, to write business communication and to review and learn from the feedback from the instructor. It also allow the team members to analyze the completed work and use as a learning tool. Each communique had a purpose which focused on the communication, from individuals in the accounting department. Each member from B Team were to write a communique using one of the scenarios provided by the assignment guidelines, as an employee in accounting, representing the company considering to acquire the other. The purpose of this summary is to evaluate the communiques by Team B and its effectiveness to its readers. The evaluation will also cover areas such as, appropriateness, style and channel, and suggestions for a more effective message. The first thing one might find important in this evaluation is the ethical implications of information discovered which have an effect on the evaluation. The information concludes that after careful review of the financial statements of JJJ Company, it appears, it may not serve as a benefit to the ABC Company to acquire JJJ Company. And, it might be best for ABC Company to consider other companies which may hold a better financial situation...
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...class over the last 3 months, l would say it was an eye opener in the sense that the course opened me up to a whole world of information that was entirely new to me. After completing group and individual work for 12 weeks, I would say that l have learned quite a lot from my group in the discussion classes and this has had a positive effect on the way me and the way l interact in the workplace. This essay will focus on what l took away from the course and on how the experiences in this class will shape my future interaction especially in the workplace. For me, the purpose of the MGT 501 course is to present a systemic knowledge about people and workings within organizations that can be used to enhance individual and organizational effectiveness in the work place. MGT 501 introduced organizational behavior from several perspectives in the sense of explaining the meaning and the reason why organizational behavior is useful. It showed me how to develop skills in organizational behavior like leadership skills, personality and learning skills. It also presented a frame work of understanding the field. A very important aspect of this course was to be able to make sense of any organization in which l am placed or l find myself in the future. I believe without a doubt that after taking this course, l can adequately answer questions as to what is going on within an my organization at least from a human stand point. Apart from helping me understand what management and organizational...
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...connects7: It would be a good idea for Bob & Mike to make special trips to have a first-hand understanding of the ground reality in Detroit and San Francisco. This would reduce the lack of communication connections due to the distributed nature of MPCs businesses and also the fact that Al has not been able to spend the necessary time at these locations. This will help Bob & Mike evaluate the real issues and the extent to which Al is aware and in-charge of the situation. They might as well find that Al has things under control and the regional managers report the regular status to Al and Al does provide the necessary guidance, albeit remotely - Upward Communication: It is seen that a majority of the line functions in the organizations report into Al. Since Al is a very senior executive, the Board needs to know Al’s performance accurately8. Direct connections with regional offices should provide a clear picture on Al’s day to day effectiveness. It is highly recommended that Al’s loyalty to the company, his excellent track record and his willingness to work in midst of serious issues on the personal front should be communicated to the Board along with news that he just helped close a much-awaited $15MM deal in Detroit. - Support Structures: The situation that MPC is facing with one of its senior executive is not new to an Organization; in fact this could be faced by anyone in the Organization. Bob should plan for an effective support for Al for the next 3 months. Joe Roderick could...
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