...DESIGNED AND DEVELOPED BY Introduction to the Swami Vivekananda Contributor Personality Program (SVCPP) © DECEMBER 2011; ILLUMINE KNOWLEDGE RESOURCES PVT LTD. SVCPP-GTU-STUDENTS-V1 DESIGNED AND DEVELOPED BY ILLUMINE FOR THE I-BECOME INITIATIVE 1 What is this Program about? The purpose of the Swami Vivekananda Contributor Personality Program is to help each one of us aspire for and work towards a “Contributor Personality”. Why should I want to be a “Contributor Personality”? Contributors are far more effective at work, derive more fulfillment in any work, and are able to create opportunities for themselves especially in dynamic or changing job environments. They are outcome-oriented and find solutions to problems while taking care to include the interests of the organization. In other words, Contributors are likely to be far more successful in their work lives, than their peers with similar skills or qualifications. © DECEMBER 2011; ILLUMINE KNOWLEDGE RESOURCES PVT LTD. SVCPP-GTU-STUDENTS-V1 DESIGNED AND DEVELOPED BY ILLUMINE FOR THE I-BECOME INITIATIVE 2 What is the secret behind a Contributor’s success? The Contributor Personality demonstrates many qualities… …focuses on creating genuine value (for self, for the organization, for society) …demonstrates trust behavior (is trusted and trusts) …is proactive in finding solutions when faced with challenges (rather than giving excuses) …engages deeply with whatever work he/she...
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...Critique Volume 4, Number 1 Fall 2013 Riveros, A., Newton, P., & Costa, J. (2013). From Teachers to Teacher-Leaders: A Case Study Introduction This review critically reviews the article ‘From Teachers to Teacher-Leaders’ by Augusto Riveros, Paul Newton and Jose da Costa which appeared in International Journal of Teacher Leadership. The review will critique the article, evaluating its focus on the study, the research questions or hypotheses, the method and instrument used, the procedure, the findings and the conclusion at the end of the article. Overall, the article was well written, clear and relevant. I. Statement of the Problem a. Research Topic The topic of the study is to focus attention on the teachers’ experiences of leadership. The authors state, “teacher leadership has been positioned as a central component in discourses on educational change and improvement.” This sets the context for more specific research problem. b. Research Problem As the title of the article suggests, teacher leadership is from teachers to experienced teacher-leaders. In this study, the authors offer an analysis of a province-wide teacher leadership initiative that was administered by 2Learn.ca Society. The purpose is to introduce the innovation and technology infusion in K-12 curricula. The concept of teacher leadership is the central to this initiative. TLM or Teacher-Leader Model is built on the potential of teachers who had interest in technology and leadership in their...
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...National Health Service Case Study 3 National Health Service Case Study 3 Aisha Awhashi 130200137 Latifa BinJarsh 120100068 Sheikha Kharbash 130200138 Aisha Awhashi 130200137 Latifa BinJarsh 120100068 Sheikha Kharbash 130200138 Q1) NHS (National Health Service) has succeeded in encouraging employees to the cultural change through implementing several plans: first, they come up with national programmes which focused on the commitment to improving employees working lives by providing rewards trusts and they are ranked to 3 levels, the gold is (practice plus), which demonstrate that a trust is implementing improving working levels (IWL) across the whole organization in all staff groups. NHS set a goal that is all the organizations are expected to achieve practice plus by demonstrating best practice in a variety of areas, so we can understand from this statement that NHS is trying to motivate the organizations and employees to do their best. Moreover, many improvements that have been implemented as part of IWL are the appointment of a communication manger and schema (plan) to improve attendance at work, because they were facing some problems with the absence. Other initiatives include changing the role of a member of a staff to training and education co-ordinator, for example on of the employee helped another how to read and write, also some plans to develop a support group as part of the induction programme for medical staff. Furthermore...
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...Analysis of Case Study Christopher Rubio Week 4 HCS/483 When ever an organization is thinking of implementing a New It Initiative they must ensure that they are well organized and fully understand the length and time a project may take. According to Cook “ Project failure occurs when a project is significantly over budget, takes must longer than estimated timeline, or has to be terminated because of so many problems have occurred that proceeding is no longer judged to be viable.” With Memorial Health System failed implementation of a CPOE system they had many problems including an over budgeted project, Lack of belief in project, Insufficient leadership support, Failure to respect uncertainty, Failure to anticipate short-term disruptions, and initiative undernourishment. In this paper we will discuss all six of these problems along with give possible solutions to each of them. Failure to respect uncertainty: When the system was finally implemented it was had a lot of bugs in the system. They implemented the system at all of facilities. Because of this as well as a few other issues such as lack of training the system was taken offline and they continued with the old system. The solution to this problem would have been to implement the system in one location instead of the entire hospital. This place can be used as the test facility in which you can do two things. One you can work all the bugs out and the other would be to use it as a training facility where you can send...
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...EXECUTIVE SUMMARY 1. Issues The meaning of Open Sky in the ASEAN must be determined. For the purposes of this Report, it is taken to refer to a situation of extensive liberalisation within the ASEAN region. It concentrates on the international links between members of ASEAN, and is not so concerned with domestic cabotage. The report does not focus on beyond rights, or on 5th freedom operations of non-ASEAN airlines within the region, though it recognises that these can have an impact on Open Sky arrangements. The rationale for Open Sky is taken to be to promote competition in the airline industry, and to give all airlines from ASEAN the scope to compete on intra ASEAN routes. Open Sky will also give airlines extra flexibility over their route development. Issues which need to be considered include: How well Open Sky will work in ASEAN? Will markets be competitive enough? Will there be shifts in hub location? Will anti competitive strategies affect operation? And will there be instability in the industry? 2. Experience of Open Skies Elsewhere There are many Open Skies bilateral agreements, and a few regional agreements. Few regional Open Skies agreements have led to substantial liberalisation or integration. The exception is Europe - Open Skies in Europe has meant the formation of a single aviation market. Significantly, this arrangement did not come about as a result of countries negotiating an open skies agreement - rather it was imposed on them by a central...
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...McCormick International Institute for Industrial Environmental Economics (IIIEE) at Lund University Phone: 0462220256 Email: kes.mccormick@iiiee.lu.se Acknowledgement First of all, I would like to express my gratitude to my supervisors, Tomas Kåberger and Kes McCormick, for their continuous advice, support and encouragement throughout this thesis work. Without their support, I could not finish writing this paper. Next, I would particularly like to thank my interviewees, Ayako Fujii, Minoru Yamada, Yasuhito Endo, and Hiroshi Shimotenma for warm hospitality. They gave me inspirations for this thesis, and their energy gave me courage to finish this work. I would like to express my gratitude to LUMES program for offering me an opportunity to study environmental sciences, continuous support, and wonderful classmates. Special thanks to all of my classmates, Becky, Cynthia, Eda, Leah, everyone, for sharing laughs and tears, from hard time of thesis writing to wonderful party time. To Kerstin Hellen-Halme and her family. You are my family in Sweden. Thank you very much for everything, and your warm and continuous support to my life in Sweden. And to Patrick Reijnst. You made my days in Sweden. I still cannot find a good word to express my feeling. You have always taken excellent care of me. Thank you for your everything… Finally, I would like to thank my parents for their...
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...Learning and Change for Sustainability at Yarra Valley Water Patrick Crittenden Suzanne Benn Dexter Dunphy A Case Study March 2010 Enquiries The Australian Research Institute in Education for Sustainability Graduate School of the Environment Macquarie University NSW 2109 ariescoordinator@gse.mq.edu.au (02) 9850 8597 2 Contents Introduction ............................................................................ 4 Methodology ............................................................................ 5 Background ............................................................................. 5 Approaches to Learning and Change at YVW .................................... 6 Creating a more innovative organisational culture.....................................6 Integrating environment as a strategic issue............................................7 Sustainability tools ..........................................................................9 The Natural Step................................................................................... 9 Life Cycle Assessment ...........................................................................11 Collaborative learning through stakeholder engagement ........................... 12 Linking culture, strategy and mechanisms for learning and change ......13 Organisational learning ................................................................... 14 Conclusion ....................................................................
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...1973–2009 is the most influential case study written about the McDonald which makes the readers aware of the reasons and strategies behind the success of the McDonald, even with the criticism McDonald faced throughout the history of its existence. This case study analyzes the strategic initiative taken by each CEO and assessment of these initiatives. Ray Kroc, 1955–1973 Ray Kroc founded McDonald’s Corporation in 1955. He bought the rights from MacDonald’s brothers to open the franchises all across the country. Illinois was the first place to have McDonald. Ray Kroc adopted the ideas of simple, limited menu and easy steps of food. He gave the world with the most famous gold arch logo of the McDonald. Centralization, uniformity and provision of the standard operating procedures for the company operations were the key initiatives taken by the Ray Kroc for the success of franchising system. Centralization is defined as the process in which all the major decisions take place at the top management. Ray developed standard operating procedure and start monitoring franchises to make sure standards are being met. Uniformity was the key element of his strategy. Kroc gave the idea of centralized strategy for the corporate business. Under this strategy, Kroc gave the idea of QSC (quality, service and cleanliness). Under his tenure, top management took all kinds of decisions adopting the idea of centralization. The centralization and uniformity initiative was successful, but it was a hindrance...
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...Case Study: Accenture's Work-Life Balance Programs Case Study Questions 1. Diversity competency involves the knowledge, abilities, and skills to value organizational, group, and individual characteristics while embracing such attributes as prospective sources of productivity and distinctiveness. In the case of Accenture’s work-life balance initiatives, an environment of inclusion is fostered with people who hold characteristics diverse from themselves. This is achieved through the Lifeworks program, a free and private resource offering information on a broad range of topics that include health coaching, access to experts in financial and legal matters as well as ergonomic evaluations. In addition, the Future Leave initiative offers employees flexibility to manage family or personal issues during the course of their employment. Employees can save to fund their own future leaves of about one to three months for an activity they feel enriches their life, such as meeting family commitments or trekking through Alaska. Other key attributes in the case include communication, and individual commitment to work with team members owing to their contributions and talents, irrespective of their personal attributes. This is illustrated in Tserng’s case where she returns at the end of her leave and is welcomed with open arms. The simple gesture of welcoming a worker who was on leave for more than two months signifies the need for teamwork and a commitment to work with others...
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...IKEA Case Study 12/31/2009 GAPR09RM085 Riddhima Chopra IKEA Case Study December 31, 2009 Table of Contents About....................................................................................................................................................... 3 History ..................................................................................................................................................... 3 Corporate Structure ................................................................................................................................ 4 Vision and Mission .................................................................................................................................. 4 The IKEA Concept .................................................................................................................................... 5 IKEA Range .............................................................................................................................................. 5 IKEA Store................................................................................................................................................ 6 Design.................................................................................................................................................. 6 Location.........................................................................................................................................
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...Conclusion 9 5.0 References 10 6.0 Appendices 11 6.1 Appendix One – Comparison of Change Models 11 6.2 Appendix Two - Archetypical Metaphors for Organisations 1 1.0 Introduction The purpose of this report will be to critically review a contemporary management practice topic of change management within the case study of the organisation in order to identify the key strengths and weaknesses of the organisation and make appropriate leadership and management recommendations for improvement in this management practice. The topic under investigation in this report is change management. All organisations experience change constantly. For the case study organisation there has been some planned changes made such as the hand held work devices and electronic vehicle tracking devices to improve efficiency. However the organisation needs to implement change in the future due to change in legislation, regulations and customer service targets. 2.0 Literature Review 2.1 Definition of Change Management ‘to move an organisation from its present point to a different one which is more desirable in meeting its objectives.’ (Hannagan, 1998:31) ‘a continuous, open-ended and unpredictable process of aligning and re-aligning an organisation to its changing environment.’ (Burnes, 2000:280) Both definitions talk about change in the literal sense of moving and/or realigning, however Hannagan suggests a planned change by focusing on ‘meeting objectives’, whereas Burnes’ definition...
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...distributed talent in the context of a globally interconnected society (Villarroel et al 2007, 2011a, 2011b). Although the term “crowdsourcing” is relatively new (Howe 2006), and it has only received theoretical attention by management academics in recent years (Geerts, 2009) (Malone, et al., 2010), crowdsourcing initiatives led by companies have over two decades of existence, finding roots in the software industry (von Hippel & von Krog, 2003). Crowdsourcing offers a new business model that allows companies to gather faster and at a lower cost, the knowledge distributed among the population, specific to each one of us, the knowledge of time and place. (Hayek, 1945) (Schenk & Guittard, 2011)(Villarroel 2008, 2011c; Villarroel & Taylor 2007). (Malone, et al., 2010) Even though crowdsourcing is emerging recently to the understanding of a wider audience, it has stuck the eye of a few lecturers as early as 1998, whilst Thomas Malone and Robert Laubacher, noticed the organizational changes in motion and expected long term consequences (Malone & Laubacher, 1998). The Linux case has highlighted these new flexible businesses which might be assembled at some point of the initiatives and then are dissolved once the venture is done so staff can then seek for long term projects to paintings on. (Malone & Laubacher, 1998) This new style revolutionizes the organizational construction that we are used to: the economic system turns into centered within the individual as an alternative of within...
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...Life Strategic Initiative What is the initiative? Baxter’s Work & Life Strategic Initiative formally began with an 18-month extensive employee-needs assessment that provided a far better understanding of how the company could benefit by championing greater work-life balance for all its employees—for women as well as men. Baxter has succeeded at integrating its business case for worklife balance into a new corporate culture that is supported from the top down, demonstrated by strong CEO commitment and role modeling. A major result of this strategic assessment has been that Baxter redefined and expanded the work-life experience to encompass more categories of conflicts experienced by employees. Baxter, in conjunction with MK Consultants, developed the four-level The Work and Life Pyramid of Needs, which rests on a base of Respect (the company’s attitude toward the employee’s needs) and rises through Balance (the employee’s goal) to Flexibility (what the company wants to help the employee attain) to Programs (the supports that the company provides). The study refocused Baxter’s strategy, giving increased importance to and emphasis on respect for the “whole” person, including his or her responsibilities and interests outside of work. The initiative has since added work-life to Baxter’s shared values, employee satisfaction tools, performance standards, and other existing HR initiatives. In addition, the study’s findings added up to a strong business case for flexibility...
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...AJAX MINERALS AND PERRIER CASE STUDIES Name: Course: 560 HRM Professor Date: February 23, 2014 Ajax Minerals had for some time been operating at an optimal capacity. Its successful operations were however marred by poor management skills and weak employee relations. The company was then faced with an external business rivalry from Pacific Rim Mining Company that created direct and stiff competition. Initial estimates focused that in a span of three years Pacific Rim would hold a strong base in the industry and ultimately run Ajax Minerals out of business. The latter had the capacity and resources to undertake cheaper mining exercises and export the minerals to the U.S while incurring a significantly lower operating cost than Ajax. This severe business threat was quickly identified the top managerial and administrative leadership bracket of the company. They needed to act quickly in order for them to handle the challenge and maintain the company’s position on the industry. Junior levels of management were unaware of the present situation affecting the company this included supervisors and regular hourly workers who were only interested in the daily operations with which they earned considerable overtime pay (Palmer, 2009, pg180). Organizational life in any working place has an associated aspect that causes resistance to any change that have a direct or indirect impact on the working conditions and remuneration of employees. Change is always perceived to have...
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...HR 434 Compensation Management 23 February 2012 Pay for Performance What better way to drive people to work harder and more efficiently, you may ask, than to offer them a special carrot: more money for hitting specific company targets? The idea seems perfect. Studies have shown time and again that pay represents one of the most important factors involved in retaining qualified employees, it is little wonder that there has been a great deal of attention focused on how best to compensate employees for their performance in recent years. Moreover, because employee performance and productivity is inextricably related to organizational profitability, these issues have assumed new relevance and importance in the current economic environment. There have been some mixed reviews concerning pay-for-performance approaches to enhancing employee performance, though, that suggest there is more involved than simply throwing money at top performers. Despite these constraints, many authorities suggest that pay-for-performance programs have a lot to offer organizations seeking to identify better ways to improve employee performance. Pay for performance is not a new idea. Organizations all over the world use this type of system when offering bonuses based on predetermined results or commission. Pay-for-performance programs, also known as incentive pay or merit pay, are a solid approach to rewarding top-quality performance by employees in many types of organizations including healthcare settings...
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