...that an assessor would check out with an organisation’s top managers. However, only level 1 needs to be covered to meet the requirements of the Investors in People standard. |Principle 1. Developing strategies to improve the performance of the organisation | | | |Indicator 1. A strategy for improving the performance of the organisation is clearly defined and understood. | |Level |Evidence requirements | |1 |1 Top managers make sure the organisation has a clear purpose and vision supported by a strategy for improving its performance. | | |2 Top managers make sure the organisation has a business plan with measurable performance objectives. | | |3 Top managers make sure there...
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...Managing Human Resources HRD, Performance and Reward Management The current Coles regional store manager is currently underperforming in the role the company has assigned for them. As this position of regional store manager plays a key role in Coles achieving its organisational objectives through inspiring, engaging and leading a team of staff to embrace and demonstrate the above values. (Nanverkis, Baird, Coffey, & Shields, 2014) Suggest that human resources should review an organisations strategic direction before selecting recruits. All positions should be reviewed and aligned with the corporate strategy to ensure corporate goals are achieved. Human resource management is one of the most essential departments of an organisations success. The overall goal of this management team is to make sure that the organisations relations with their employees are satisfied. This includes attracting, developing and maintaining a quality workforce and developing performance objectives (Schermerhorn, et al., 2014). The human resource department is investigating one of the current regional manager’s performances. Reports have indicated that the regional manager is underperforming. Underperforming employee’s need to be addressed and handled by the organisation. Detailing several issues will help realign the employee with the organisations goals. The issues being addressed will actively engage and offer recommendations in assisting the regional store manager to effectively perform...
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...Managing Strategy 1 Amazon STRATEGIC ANALYSIS OF AMAZON Submitted for: MBA IN MS (MANAGING STRATEGY) TUTOR: PAUL ANDERSON SUBMITTED BY: C0411672 Managing Strategy 2 Amazon CONTENTS Title..................................................................01 Contents....................................................... 02 Introduction.................................................03 Section 1 Current strategic position......................04 Macro environment.................................... 04 Micro environment......................................07 Strategic Capabilities................................10 Section 2 Current and Future strategy..................13 Bowman’s strategy clock.........................13 Section 3 Implementation issues............................... 16 Cultural web................................................16 Kotters 8 step theory................................18 Conclusion....................................................21 Reference list..............................................22 Appendix..........................................................30 Managing Strategy 3 Amazon INTRODUCTION Amazon is an e-commerce platform based organisation established in 1995 by Jeffrey P. Bezos. Amazon.com is based in Washington, United States. Amazon is recognised as customer centric e-commerce organisation giving wide varieties, low price offers and convenience to its customers by offering services virtually. ...
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...essays to us. Please use the essay below to inspire and help you with your own studies, but please ensure you reference the essay if you quote it in your own work. As a prospective employee of an organisation, evaluate the usefulness of the knowledge of managing people and organisations in helping you to do your work better. Information for many businesses means both increased profits and increased efficiency within the operations of a company. In this respect then it is reasonable to conclude that information and knowledge related to managing people and organisations would be one of the more critical aspects of this informational system. However while information and knowledge may be of good, and in itself, they are the processes through which we apply this knowledge which often has a vital bearing on the effectiveness of such knowledge. This problem then may be seen as a fundamental one in the continuing success of an organisation in terms of it goals and strategic objectives. Understanding Organisations and People All organisations exist within an environment which displays a multiplicity of cultural and social structures which in turn are related to different groups of people who may be owners, managers, or workers that comprise the membership of the organisation (Mullins, 2005). Some firms are, however it must be admitted, quite successful without a complex structure especially if these companies are of a scale which does not require such complexity in...
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...Managing Innovation and Change At some point all organisations will face change. These changes may be moderately small, or they may impact significantly across the organisation. They may be as a result of internal developments example of this can be expanding their work staff or changes can be through external developments which can be through the environment or the economy changing which leads the organisations to react to it. The quote stated by (Senior and Fleming) “While the primary stimulus for change in organisations remains those forces in the external environment, the primary motivator for how change is accomplished resides with the people in the organisation” (Senior and Fleming, 2006, p.348). This explains both factors internally and externally are important to consider if you want to manage change effectively in an organisation. There are different types of changes such as 'Grundys' which consists of smooth incremental, bumpy incremental and discontinuous. Grundy’s different types of changes which shows different pattern of lines on a graph showing what type of change is occurring is a useful tool for the organisations to asses and can decide whether it should change or not. The smooth incremental line the organisations are able to predict where it is heading due to the slow pace and not much movement as mostly its heading the same direction. The bumpy incremental line which is relative equilibrium interspersed with accelerated pace of change. The final line which...
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...Lack of Organisational Strategy 3 1.3 Poor Leadership 4 1.4 Lack of Learning 5 1.5 Lack of Systems 6 1.6 Poor Communication 6 2 Leadership at the Top and Functional Management Levels of the Organisation 7 3 Reichart’s Leadership and Managerial Abilities 10 3.1 There is no blame 11 3.2 A Shift of Mind 11 4 Recommendations Regarding Transformation and Change to Ensure Effective and Efficient Functioning of the Organisation 12 4.1 Managing Organisational Change 13 4.2 Apply Leadership 14 4.3 Design Effective Organisational Structure 16 4.4 Managing Resistance to Change 17 Bibliography 20 Executive Summary While analysing the case study of the Trophy Project the findings will show the major problems identified and to determine the root cause of the problems. The findings will show how the lack of leadership has resulted in poor or no organisational strategy. Through analysing the lack of behavioural, structural and operational strategy we see the effect it has on the overall organisation and its inadequacies’. It will show the importance of these strategies together with effective leadership and how executing the strategic goals in an integrative manner can lead transformational change, continuous improvement and the building of a learning organisation. The group identified the major problems within the Trophy case as the absence of effective leadership, the dearth in communication, the lack of organisational strategy with the lack of a...
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...LEADING INNOVATION AND CHANGE INSTITUTE OF LEADERSHIP AND MANAGEMENT LEVEL 5 AWARD /CERTIFICATE/DIPLOMA AC 1.1 EXPLAIN THE IMPORTANCE OF INNOVATION FOR OWN ORGANISATION Innovation is central to the future of the organisation (Trust) effectiveness to operate in the external/internal environment. The organisations culture needs to set the conditions and processes for Innovation and creativity to take place. Innovation can help set the strategic direction and enhances the ability to respond to key factors identified in a PESTEL analysis or organisational SWOT (appendix a). Evaluating key factors identified in the PESTEL analysis highlights why innovation is important to the organisation: Benefit | Factor | SIMILTANEOUSLY IMPROVE QUALITY AND PRODUCTIVITY | Better use of technology aligned to business strategyEnsure assets are fully usedDevelop IT for patient self-service systemsMaintain focus on high standards of practice, documentation and communication with patientsImprove health education use of social mediaProvide employees with stimulating work that creates a sense of personal growth | ECONOMIC GROWTH BECOMING MORE COMPETIVE | Improve business processesIncrease investment in sciences and technologyCreating confidence for external investmentCreate business partnerships | TRANSFORMS PATIENT OUTCOMES | Improved decision makingNew medicines, medical technologiesFocus on treatments in the homeGood informatics | An important consideration when new innovations...
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...Slide 1.1 1: Introducing Strategy Johnson, Whittington and Scholes, Exploring Strategy, 9th Edition, © Pearson Education Limited 2011 Slide 1.2 Learning outcomes • Summarise the strategy of an organisation in a ‘strategy statement’. • Identify key issues for an organisation’s strategy according to the Exploring Strategy model. • Distinguish between corporate, business and operational strategies. • Understand how different people contribute to strategy at work. • Appreciate the contributions of different academic disciplines and theoretical lenses to practical strategy analysis. Johnson, Whittington and Scholes, Exploring Strategy, 9th Edition, © Pearson Education Limited 2011 Slide 1.3 Definitions of strategy (1) • ‘..the determination of the long-run goals and objectives of an enterprise and the adoption of courses of action and the allocation of resource necessary for carrying out these goals’ Alfred Chandler • ‘Competitive strategy is about being different. It means deliberately choosing a different set of activities to deliver a unique mix of value’ Michael Porter Sources: A.D. Chandler, Strategy and Structure: Chapters in the History of American Enterprise, MIT Press, 1963, p. 13 M.E. Porter, ‘What is strategy?’, Harvard Business Review, 1996, November–December, p. 60 Johnson, Whittington and Scholes, Exploring Strategy, 9th Edition, © Pearson Education Limited 2011 Slide 1.4 Definitions of strategy (2) • ‘..a pattern in a stream of decisions’...
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...an organisation’s preferred culture and behaviour, however this is not evident in this organisation, There is clearly no mutual respect for employees’ rights and support from top-level management as people are intimidated and threatened if they do not deliver results. The organizations behavioural strategy needs to transform from a bureaucratic to a learning organisation where employees operate in high performance teams and where good communication and free flow of information flourish (Pieter Steyn & Erik Schmikl, Pg 112 – Pg 113). The organisation does not address any sort of training, employee development, relationships with customers and other factors bearing on quality. Instead it focuses on mistakes and condemns them instead of viewing them as opportunities for growth and learning. Top leadership failed by not providing a culture of trust, support, cohesion and lacked motivational leadership. Arbitrary induction of methodologies believing it would solve the absence of management acumen. The project manager found himself in an activity trap; he spent more time preparing paperwork, reports and projection, which was needed for his weekly meeting with the corporate, instead of managing the project. (Harold Kerzner, Ph.D. Project Management A System Approach to Planning Scheduling and Controlling, Pg 265) In order to resolve some of these inherent problems, we propose the organisation consider the Organic Structure .The organic structure tends to work better in dynamic environments...
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...Strategic management in an organisation is integral. However, the importance of knowledge management strategies and its effect on an organisation is perhaps debatable. In a not for profit organisation such as Teen Challenge, knowledge management strategies are vital and greatly affect the strategic management of the company. Teen Challenge is a Queensland based not for profit organisation that focuses on rehabilitation of young women. Founded in 1971, Teen Challenge has created a safe environment for 16 to 39 year old females with issues such as substance abuse, mental illness, addiction and homelessness (Teen Challenge, 2013). The necessity of knowledge management, its importance and specific strategies, will be discussed and a final outcome will be offered as to whether not for profit organisations need knowledge management strategies to operate. This outcome will be applied to the Teen Challenge organisation demonstrating that knowledge management strategies can be analysed in a local, not for profit organisation. A question to be considered when addressing non-profit organisations and their knowledge management strategies is the necessity of it in the scope of their operation. In a non-profit organisation such as Teen Challenge, the main knowledge management strategies that could be potentially utilised are codification and personalisation. Management strategies are a major part of strategic management as codification and personalisation influence many factors of the business...
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...compete with the changing market circumstances. You are required to identify the need for change in any department or area in your chosen organization and you have to state why there is a need for change and how will you plan and implement it effectively. Task 1 Understand the background to organisational strategic change 1.1 Discuss models of strategic change and their differences (AC 1.1). 1.2 Evaluate the relevance of models of strategic change to your chosen organisations in the current Economy (as of the current situation which is the best suitable model) (AC 1.2). 1.3 Assess the value of using strategic intervention techniques in your chosen organisations (AC 1.3). Task 2 Understanding the issues related to strategic change in an organisation 2.1 Examine the need for strategic change in the chosen organisation (explain where or which part of the organization you intend to bring change) (A.C 2.1). 2.2 Assess the factors that are driving the need for strategic change in your chosen organisation. (A.C 2.2) 2.3 Assess the...
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...Whistleblowing and ethics helplines in the 1Modes of Managing Morality Model Leon J van Vuuren Department of Human Resource Management University of Johannesburg Abstract The Modes of Managing Morality (MMM) model provides a heuristic device to assist business ethics scholars and practitioners to make sense of the differences that exist in the ways in which different organisations manage their ethics. Although it is difficult to demonstrate a clear distinction between ethics advice and whistleblowing, these activities are often fused in organisations and the seeking of ethics advice may of necessity sometimes spill over to a need for whistleblowing. The extent and ways organisations are tolerant to and utilise ethics communication in each of these modes were illustrated in this paper. In particular, the varied prominence of whistleblowing and ethics advice facilities in each of the reactive (some whistleblowing), compliance (ethics advice supplementary to whistleblowing) and integrity (whistleblowing supplementary to ethics advice) modes were indicated. The seamless integration of ethics talk and ethics advice in the TAO-mode makes whistleblowing superfluous in this mode. The necessity for leaders and managers to acquire an ethics management competence that would, among others, allow them to actively engage in and encourage ethics talk, was emphasised. Keywords: Ethics, ethics talk, hotlines, help lines, help desk, whistleblowing, Modes of Managing Morality Model, compliance versus integrity...
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...Introduction Organisation development is not only about maximising profit but is also about implementing change and keeping employee motivated towards set standards. Over the period things are changing quick in paced moving business environment, the role of HR manager to recruit staff effectively and provide them sufficient training to face challenge of change in organisation. Organisation Development The goal of organisation development is to increase performance of organisation and enhance life of their employees. In simple word organisation development is a physician to a human body that diagnose important priorities within organisation and suggest and guide management through necessary change. To understand the definition one has to understand each word and its meaning, “organisation” means people and resources within organisation and “development” means necessary changes and growth, to summarise it “planned and system wide effort by top management to increase overall performance through necessary change”. "Organization development is a system-wide application of behavioural science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness." (Cummings & Worley, 1997) "Organizational development is a long-term effort led and supported by top management, to improve an organization's visioning, empowerment, learning, and problem-solving processes, through an...
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...that the work submitted for this assignment is my own and research sources are fully acknowledged. Student signature: Date: Assessment Criteria Learning Outcome LO1 LO2 LO3 Learning Outcome Understand the relationship between supply chain management (SCM) and organisational business objectives Be able to use information technology to optimise supplier relationships in an organisation Understand the role of information technology in supply chain management Assess ment Criteria 1.1 1.2 1.3 2.1 2.2 2.3 3.1 3.2 3.3 LO4 Understand the role of logistics and procurement in supply chain management 4.1 4.2 4.3 5.1 LO5 Be able to plan a strategy to improve an organisation’s supply chain 5.2 5.3 In this assessment you will have the opportunity to present evidence that shows you are able to: Explain the importance of effective supply chain management in achieving organisational objectives Explain the link between supply chain management and business functions in an organisation Discuss the key drivers...
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...........................................................................................4 Framework of SHRM.....................................................................................................5 LO2.................................................................................................................................8 HRM process..................................................................................................................8 Roles in SHRM..............................................................................................................9 Development and implementation of HRM strategies..................................................10 LO 3...............................................................................................................................12 Range of HR strategies for British Airways..................................................................12 LO 4...............................................................................................................................15 Contemporary issues in...
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