...Environmental Scan Paper The business environment of an organization reveals much about its competitiveness and the possible influences on the success of its strategies. The focus of this paper will be an environmental scan of the internal and external environments of two real-world firms, their competitive advantages and company strategies for creating value and sustaining competitiveness, measurement guidelines for verifying strategic effectiveness and their evaluation. Internal and External Environments Environmental scanning of the internal organizational environment focuses on company culture, employee-employee, manager-employee, and manager-manager, manager-shareholder interactions, in addition to organizational structure, natural resources’ access and brand awareness, among others (Schneider, 1995, p.70). Environmental scanning of the external organizational environment focuses on the analysis of the industry/immediate environment, national, and macro-environments. Analysis of the industry environment appraises the competitive Environmental Scan Paper The business environment of an organization reveals much about its competitiveness and the possible influences on the success of its strategies. The focus of this paper will be an environmental scan of the internal and external environments of two real-world firms, their competitive advantages and company strategies for creating value and sustaining competitiveness, measurement guidelines for verifying strategic...
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...Organizational Effectiveness in Criminal Justice Organizations All organizations have specific ethics, values, and goals that it uses to drive them in a forward direction that those within the organization need to know and understand. The Criminal justice system is not any different and has many moving parts that at times can make it difficult to have a clear picture of the overall effectiveness of the organization is truly operating. In order to make this picture clearer we will look at three areas in the following paper. Those areas are the definition of organizational effectiveness, applying theories of organizational effectiveness to the management of criminal justice organizations, and methods of exerting control in an organizational setting. Organizational Effectiveness Organizational effectiveness is defined as “the efficiency with which an association is able to meet its objectives” ("Organizational Effectiveness," 2015). For a business, they would use organizational effectiveness to measure growth, customer satisfaction, or profit margins. While in the criminal justice organization they are more likely to use it to determine the decrease in crime, ticket productivity, and overall crime deterrence in the town or city. There is no true way to measure how effective a criminal justice organization is, but they do agree that effectiveness is a priority. To achieve organizational effectiveness, an organization must first have a clear leadership structure. Second...
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...Islamabad, Pakistan E-mail: abdulhameed@comsats.edu.pk Abstract Employee is a key element of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development. This paper analyzes the theoretical framework & models related to employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness. The paper is divided into three parts. The introductory part provides brief overview related to employee development and its affect on employee performance. The second part analyzes the views and studies of the past researchers related to employee development and employee performance. In the end, paper presents the proposed model along with the discussion and conclusion. Keywords: Employee development, employee performance, organizational effectiveness. Introduction Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an individual employee and organization as a whole so; hence employee development consists of individual or employee...
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...presented them earlier this year. Using an expert panel approach followed by two exploratory surveys, we identify KM success measures. The research demonstrates that measures for KM success are required on multiple dimensions. This paper thus also presents a set of dimensions with measures that can be used to determine if KM in an organization is successful. Stefan Smolnik European Business School (EBS) Stefan.Smolnik@ebs.edu David Croasdell University of Nevada, Reno davec@unr.edu begin to identify instruments that can be used to operationalize these measures. Besides presenting some background on KM success, the paper also offers a series of perspectives on KM/KMS success. These perspectives were derived from an analysis of academics and practitioners’ definitions of KM/KMS success. 2. Background on KM Success After summarizing various definitions of KM, Jennex defined KM success as reusing knowledge to improve organizational effectiveness by providing the appropriate knowledge to those who need it when it is needed [13]. KM is expected to have a positive impact on the organization that improves organizational effectiveness. DeLone and McLean use the terms success and effectiveness interchangeably; one of the perspectives proposed in this paper does likewise in respect of KM [7], [8]. Jennex and Olfman summarized and synthesized the literature on KM/KMS’s critical success factors (CSF) into an ordered set of 12 KM CSFs identified from 17...
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...files, one working paper, one references list, THE REFERENCES MUST BE ARRANGED IN ALPHABET ORDER. Figures: The use of tables and charts are highly recommended and appreciated Deadline: 23 May 2016, 6pm (No late submission) ------------------------------------------------- Grammar: CAREFULLY check grammar before submitting working papers GENERAL INSTRUCTION Read Case 2.3: Carlos Ghosn: Leader without Borders in the Stahl et al. (2012) eBook. Use relevant case information and relevant OB theory and concepts, including research from at least 15 academic-peer reviewed journal articles, to answer the following questions: * Why was organizational change necessary in Nissan? What did Ghosn and others do to implement change? Was the change effective? * What type of leader is Ghosn? What are his relative strengths and weaknesses as a leader? * Compare and contrast Nissan and Renault Analyze how these dimensions influenced Ghosn’s effectiveness as a leader in both organizations, as well as how the organizational change at Nissan was implemented. o Employee motivation and engagement practices o Organizational culture Note: Only use information about the companies and relevant actors (e.g., Ghosn) that is presented in the case itself. You should not draw on company or biographical information that is extraneous to the case. OUTLINE TABLE OF CONTENTS LISTS OF FIGURES ABSTRACT (KHOI) INTRODUCTION (KHOI) ORGANIZATIONAL CHANGE IN NISSAN (TRUNG) ...
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...Theory A, these actions will contribute to Felicia’s sense of belongingness by…” Notice how in the above example, the writing has eliminated first person pronouns by rephrasing. - Sources – Use APA to cite/reference and other sources. Use the skills learned in weeks 4 and 5. Go to your online library. Find academic scholarly peer reviewed articles to support and justify all opinions. Back-up opinions and observations with the experts. Paraphrase all. No quotes are allowed. HEADINGS AND TOPIC SENTENCES: To ensure full credit, do not include the boldface headings that appear in the outlines for your papers. Be sure, however, that you do outline as you plan your paper. Planning is a key to success. Also remember that all papers in your 571 class must be submitted to GROWS before submitting for grading. Manage your time accordingly. Papers that do not include APA formatted headings may be returned for correction. Late penalties may apply. Submission of Assignment and Evaluation Please submit this final as a Word attachment in the digital Dropbox by 11:59 on the indicated Sunday. - You will receive a grade and feedback within 72 hours from the due date and time. - Twenty percent (20%) of your grade is based on the quality of your writing and eighty percent (80%) is based on the quality of...
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...www.ccsenet.org/ijps International Journal of Psychological Studies Vol. 2, No. 2; December 2010 Organizational Climate and its Effects on Organizational Variables: An Empirical Study Jianwei Zhang (Corresponding author) School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China E-mail: jianweizhang@263.net Yuxin Liu Business School, University of International Business and Economics, Beijing 100029, China Abstract This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers...
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...Running head: CAPSTONE PAPER CAPSTONE PAPER Theoretical and Practical Change in Strategic Organizational Leadership By: John King BSM 3-200 MGT 499 Capstone: Strategic Organizational Leadership Executive Summary The rationale or objective of this Capstone Paper is not to support or defend a particular type of strategic organizational leadership; but, to explore and analyze the theoretical and practical changes that cause organizational leadership to alter its goals and effectiveness, by way of strategic variables or necessity. The understanding and significance of theoretical and practical change in organizational leadership is fundamental to the nature and trends of business and government goals and their effectiveness. Organizational leadership is a planned social process that a person or persons in charge, lead or organize groups of people to achieve a common objective. This process may be orchestrated on a large or small scale and for profit or power. This strategic process is not normally the vision of a manager initially, but the dream or idea of the true leader. The strategies used by the leader of an organization often establish the culture of the organization (Flamholtz, & Randle, 2008). Theoretical and practical change in organizational leadership appears to be involved heavily with organizational culture or behavior. The history and background of organizational leadership has illustrated...
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...|[pic] |Syllabus | | |School of Business | | |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...Running head: ORGANIZATIONAL DEVELOPMENT Organizational Development University of Phoenix Organizational Development Organizational development and organizational psychology share a similar link. Both organizational development and organizational psychology entail delving into the realm human behavior in efforts to modify individual and group behavior to increase organizational efficiency and performance. The objective of this paper is to examine organizational development by providing an explanation of the process followed by identifying the theories associated with organizational development. In addition, the paper will illustrate which specific conditions are necessary for successful organizational change and development. Close assessment of the objective will lead to a clear understanding of the bond between organizational development and organizational psychology. Process of Organizational Development Organizational development is the systematic process to implement planned and effective change using technologies, research, theories, and behavioral science in effort to promote change that will “improve” the performance and overall health of an organization. More specifically, “organization development (OD) is a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges”(University of Virginia Leadership Development Center, n.d., ¶ 1). The primary...
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...1. Introduction Organizational effectiveness is paramount to the success of any company, whether this relates to a Small or Medium Enterprise (SME) or a much larger global organization. Therefore it is essential that business leaders have a firm understanding of all aspects that contribute to organizational effectiveness; this includes an understanding of how individual differences contribute to this. This paper considers how organizational effectiveness can be enhanced by organizations having a thorough understanding of individual (employee) differences and how these differences affect the contribution of the individual on the business. Additionally this paper considers how organizations may exploit this knowledge and gives consideration to the most significant barrier to such exploitation. 2. Organizational Effectiveness All organizations strive to be effective and much effort is expended in achieving and measuring organization effectiveness. Whilst the definition of ‘organization’ does not necessarily have to relate to a business or company in every instance, for the purpose of this paper the term will relate to a ‘business organization’ and therefore organizational effectiveness will relate to achievement of organizational goals or business objectives. “From the perspective of an employee, the extent to which an organization can provide satisfaction of the needs associated with the following range of variables is a major consideration in...
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...Organizational Trends Nathaniel Benson, Felton Wells, Kevin Harring, William Kindred MGT/307 February 17, 2011 Charles Parnell Organizational Trends Team B entered discussion concerning organizational trends. Within the discussion the team came to a consensus about its thoughts toward organizational trends. In this paper we will describe the characteristics of high performance workplaces and organizations, discuss how high performance workplaces and organizations differ from traditional organizations in terms of operational effectiveness, workplace stress, and organizational dynamics. We will then compile strategies for managing workplace stress, and evaluate emerging trends in organizational behavior related to high performance workplaces and stress management techniques. Although each organization has its own way of doing things, trends in high performance workplaces and organizations differ from traditional organizations in terms of operational effectiveness, workplace stress, and organizational dynamics. High Performance Workplace and Organization Characteristics Organizations consist of many characteristics of high performance. A few of these characteristics consist of work clarity, and a capability assessment. Work clarity consists of making sure every employee understands why the organization exists and what is important. The process makes it clear to all employees in the organization, what business the larger or parent organizations are in and...
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...Resources Management Society for Human Resources Management Human resources disciplines Paper #1 May 26, 2015 Human resources Management (HRM) is the process of developing, training, compensating people, developing strategies and policies related to them. It is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics. It can be simply defined as the convergence of human beings, resources and management, where human beings have the actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short- and long-term organizational goals as well as personal needs. The Society for Human Resource Management (SHRM), the world’s largest HR membership organization devoted to human resource management, and the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management lists several disciplines that can be practiced by HR Managers. Let’s have a deeper look at Organizational and employee development and ethics and corporate Social responsibility. Organizational and Employee Development deals with organizational performance and the means by which it develops its human resources. Resources address improving organizational effectiveness and training employees to meet current and future job demands. It allows managers to establish...
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...An Organizational Perspective of HCL Technologies Michael Franklin MBA – 6241 16 September 2012 Abstract This organizational perspective paper provides an overview of outsourcing, how the relationship between development and performance management effects outsourcing services and the goals of HCL Technologies. An Organization Perspective on HCL Technologies Introduction In order for a company to effectively provide outsourcing services, it is important that some the internal aspects of the company, such as development and performance management, be established and operating proficiently. In doing so, it is also important that the Human Resource Management (HRM) team know what type of development is needed within an organization as well as establish a good performance management system in order to meet outsourcing organizational strategic goals. “For a company to have a good strategy foundation, certain tasks must be accomplished in pursuit of the company’s goals, individuals must possess certain skills to perform those tasks, and these individuals must be motivated perform their skills effectively.” (Noe, R., Hollenback, J., Gerhart, B., Wright, P. 2010, p. 9) This is where the importance of development and performance management becomes essential for a company. When providing outsourcing services for global clients, it is important that internal aspects such as development and performance management are operating at the highest level. HCL Technologies is a technology...
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...Organizational Effectiveness Paper Organizational effectiveness is far more important than offering insurability that an organization functioning as it should be. Accomplishing superior efficiency, productivity, and operation is a major component that is needed for any organization to be profitable and successful (Mihalicz, 2012). Describing organizational effectiveness and the application of theories of organizational effectiveness can help in the supervision of criminal justice personnel. Organizational effectiveness can also help individuals in establishing an enhanced perception of the affiliation that needs to be present in order to operate effectively a department. By using methods of feedback, prioritizing, and sustaining emphasis on the particular tasks; the organization will have the valuable tools that are needed in order to make use of control in the organizational environment. Definition of Organizational Effectiveness According to Mihalicz, organizational effectiveness is the belief of how successful an organization can be by fulfilling and attaining the greatest results within the organization that will give the best results (2012). Short-term areas of organizational effectiveness are just as important as the sustainability, concerns for other individuals, and the corporate background and traditions of the organization. The leadership and management are also key features that are needed to demonstrate communication and strategy techniques to guide organizations...
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