...Chapter 1 Overview of the 21st century workplace - Organizations must adapt to rapidly changing society > like in 2003 there was so wireless but now its changing now most of the business rely on wireless communication - Economy is global and driven by innovation and technology > you need new original ideas (innovative) High performing companies gain extraordinary results from people working for them Interdependent, knowledge based > Depend on each other as a part of organization Study question 1 what are the challenges of working in the new economy > intellcutual capital people are the ultimate foundations of orgzanitional performances intellcutual capital is the collective brain power or shared knowledge of a workforce that can be used to create value A knowledge worker adds to Globalization . National boundaries of world business have largely dissappeared . globalizations is the worldwide interdependence of resource flows,product markets and business competition that characterisitv that characterize the new company Technology . Continuing transformation of the modern workplace throughout > the internet (having social network websites to market product) > worldwide web (exchange of stocks) > computers > information technology .Increasing demand for the knowledge workers with the skills to fully utilize technology Diversity: >workforce diversity reflects differences with respect to gender , age, race, ethnicity, religion,sexual orientation...
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...Key Components People performance management is part of strategic performance management Activity 1 Question 1 It’s a tool to ensure that effective management which results in teams and individuals * Knowing and understanding what is required and expected of them * Having the skills and abilities to deliver these expectations * Given feedback on performance Question 2 1. Performance appraisals is a process where an employees and managers come together on a yearly basis and discuss the employee’s performance, development and any additional support the employees need in their role. Performance appraisals help to access recent performance and is used as a basis for agreeing future objectives. 2. Informal keeping in touch meetings: These can take place as and when required. Keeping in touch meetings can help a manager to bring concerns about a individuals behaviours or performance as soon as there is a problem. These can be used to resolve issues at a early stage. Keeping in touch meetings are a great way for employees to discuss things they are worried about as it encourages employees to speak openly and honestly. 3. Personal Development planning: is about drawing up objectives and competencies, these are statements of specific outcomes that are to be achieved. Objectives should be developed involving the employee so that they are more relevant and more likely to be achieved. Objectives should state what is to be done, how it’s done, when...
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...what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company. Today we will discuss the negative affects of a poorly written appraisal and the positive affects of an effective written appraisal. We will cover the steps to take, the information to include, and the expected end results of the appraisal. Covering the core competencies is critical, they include: Inclusiveness, Stewardship, Problem solving and Decision Making, Strategic Planning and Organizing, Communication, Quality Improvement, Leadership, Service Focus, and Teamwork. So, are apprasials needed? Absolutly…the appraisal system identifies and ensures we retain the best employees. It gives an outlook of who can best do what, and where best to utilize them. It ensures they reach their highest potential within the company. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas. Affective appraisals inhibit improvement and development...
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...The two companies of Nike and Adidas want to be able to reach a goal in increasing revenues and take on a direction that will lead them to success. First of all, I will be explaining about Nike’s vision and what they plan on doing to reach their goal. Second, I will be talking about what Adidas plans on doing in reaching their goal. The goals of the two companies are really important because it will help us determine their business planning and strategies which will help them become a successful company in reducing competition. Nike Nike is planning on increasing its sales and will increase their sales by apparel investment, locations, and focusing more on the consumer. Nike plans to quadruple its apparel investment on the innovation side over the next five years (Ryan, 2010, p. 12). Nike wants to be able to overall boost sales and continue growing. The first step in increasing sales will be by the overall investment on apparel. From a strategy perspective, Nike has centralized its apparel team around the world and is reducing the number of styles, vendors and materials used to focus on top-selling items which include t-shirts, track jackets, etc (Ryan, 2010, p. 12). Apparel investment is one of the main goals for Nike; however, there are still many other growth opportunities that will help Nike with increasing sales. Furthermore, the company plans to grow the Nike brand through expanding it to more locations. Nike’s retail strategy in the U.S. is to run a small number...
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...Project Motorcycles This paper discusses the type of project organization that would suit the development of the larger touring class motorcycles along with the steps my company would take in order to develop the motorcycle. Next, I will recommend one strategy to the senior executives that the organization might use to balance a short- and long term eeds. Then, I will suggest the project management leadership style that is most conducive to overseeing the operation of the business growth plan. Finally, recommend three risk mitigation strategies to address project plan details that might be forgotten or overlooked. The project organization that would suit the development of the larger touring class motorcycles is the matrix organizational form. This is a “project-driven” form and the project managers reports directly to the vice president and general manager- which the power and authority comes from the general manager, however the project manager is responsible and accountable for the projects success (Kerzner, 2011, p. 125). The technical responsibility is maintained by the functional department, as well as the available information that can be exchanged for each project (p. 125). The process steps my company would take in order to develop the motorcycle are (Unknown, n.d.) : • Weigh risks of product failure against benefits of product success • Obtain short-term facilities for production of test products • Allocate temporary workers • Obtain small amounts of inventory...
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...that explore the complexity and diversity of collective human activity have contributed to the formation and development of OB. Something of this complexity is apparent in the sometimes conflicting purposes and objective embraced by, or attributed to, management and organizations. Given the demanding nature of organizing and managing people, it is not surprising that OB is widely regarded as the foundation of management studies. (Knights and Willmott, 2007:p.3)Within the notion of behavior, including thinking and feeling as well as acting. OB aspires to have relevance for understanding the behavior of people working at all hierarchical levels- from the workers employed part-time or on a casual basis on the shop floor or in the office to the most senior executive. Each is involved in processes of organizing and being organized and managing and being managed. OB should be better to understand how and why people are organized; to identify and assess the likely consequences of making changes; and to introduce changes in ways that anticipate and minimize counter-productive effects.’(Knights and Willmott, 2007:p.3-4) This report will discuss several aspects of organizational behavior such as culture and structure, leadership and management, motivation, group and team work. Reference will be made to Siemens and other organization. Compare the effectiveness of leadership styles and discuss the impact that different leadership styles...
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...racticeBriefing Notes: Best Practices in Professional Development Introduction A firm interested in increasing its employees’ skills and competencies while deepening their employees’ commitment to the organization should c onsider three interventions: the nature of the job, formal training and the mentoring/co aching process. This paper on best practices outlines the issues firms fa ce in developing programs in these three areas and disc usses which practices, program designs or methods firms should take up in response to these issues. The Job Research in firms suggests that younger professionals are drawn to two different kinds of firms: the firm with a great reputation in the field, and the smaller, often less reputable, firms that offer younger people a broader range of opportunities. They usually favor the former when they regard their first or secon d job as a way station to a longer-term career in another company or setting and want to garner the “halo” effect of having worked at a great firm. This phenomenon o c curs in other professional services as well. For example, many consultants are happy to go to M cKinsey for their first five years of employment even though the prospect of becoming a partner and then a director are quite limited, and the work itself is extremely taxing. Many firms, however, cannot rely exclusively on the limited supply of skills within the firm to create opportunities for learning and growth. Therefore, these firms must...
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...Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology Author(s): Bruce Kogut and Udo Zander Source: Organization Science, Vol. 3, No. 3, Focused Issue: Management of Technology (Aug., 1992), pp. 383-397 Summary: Carlos Ip Introduction: Why firms exist? A prevailing view is that firms serve to keep in check transaction costs from self-interested motivations of individuals. Authors said that firms do better than markets in sharing and trasnfer of knowledge of individuals and groups within an organization. Knowledge is held by individuals, but is also expressed in regularities by which members cooperate in a social community (i.e. group, organization, network). • Suggesting that firms learn new skills by recombining their current capabilties. • Growth occurs by building on social relationship existed in a firm. • Cumulative knowledge of the firm provides options to expand in new but uncertain markets in the future. Paradox identified: firm growth efforts by replication of its technology enhances potential for imitation. Authors view the central competitive dimension of what firms know how to do is to create and transfer knowledge efficiently within an organization content, • Suggest that organizations are social communities in which individual and social expertise is transformed into economically useful products and services by the application of a set of higher-order organizing princples. • Firms exist because they provide a social...
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...IB 2-4 Tasks 1-2 Week 1 Jones: Chapter 2 – Basic Challenges of Organizational Design Differentiation - differentiation = process by which an organization allocates people and resources to organizational tasks and establishes the task and authority relationships that allow the organization to achieve its goals à process of establishing and controlling the division of labor/the degree of specialization o necessary because of increased complexity with growth Organizational roles - - organizational role = set of task-related behaviors required of a person by his or her position in an organization à identifiable tasks and responsibilities allow for accountability o organization structure is based on interlocking roles authority = power to hold people accountable for their actions and to make decisions concerning the use of organizational resources à results from differentiation into individual organizational roles control = ability to coordinate and motivate people to work in the organization’s interests Subunits: Functions and Divisions - - function = subunit composed of a group of people, working together, who possess similar skills or use the same kind of knowledge, tools or techniques to perform their jobs à as organizations grow, they differentiate into 5 different kinds of functions: o support functions – facilitate control of relations with environment and stakeholders (purchasing, sales & marketing, public relations, legal affairs) ...
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...has been facing unprecedented challenges with the wave of privatization and globalization of myanmar economy. Banks are under intense pressure to perform in today’s volatile market place. Steep competition, globalization, growing customer demand and exposure to higher credit risks are forcing the banks to find new ways of providing better customer service so as to improve profitability. The strategic management of human resources is one of the ways companies may use to increase their competitiveness in the new organizational landscapes, since managing in a global marketplace, introducing new technology, developing organizational knowledge, improving customer service or product quality, requires considering the “human equation” (Pfeffer, 1998). The management of organization human resources is an integral part of how an organization is going to achieve its mission goals. Without people, there is no one to do the work. Therefore, integrating HRM into the organization strategic plan is important step in Establishing an HR Strategy. The function of building human resources management strategy requires analyzing the current strategies of the organization and its goals which means Because of the globalization, the competition is very intense to get competitive advantage. Globalization represents the structural making of the world that is characterized by the free flow of Information technology and human resources across national boundaries as well as the spread of Technology and mass...
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...| | | |Equivalent Modules Master List |Equivalent courses offered at Aalto University, School Of Economics. | | | | | |Courses offered are subject to changes. | | |Updated information on the courses will be sent to successful candidates by Aalto | | |University, School Of Economics. | | | | | |*The same course can be transferred only as 1 course. | |First Level Modules | | |ACC1006 Accounting Information Systems |International...
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...thing to have a refined goal to seek and work towards achieving and in the process transcending to new heights with the help of that goal. You live with that goal from its very inception as an idea until it becomes a reality. In a new venture by the Joint Efforts Group and on the occasion of publishing our Annual Development Plan of 2013, we would like to introduce you to the new brand name of our group: Aljhood. Our goal: «A new beginning with Aljhood, towards innovation and excellence, towards creating excellence.” ALJHOOD’s Culture Aljhood strives with unlimited ambition to promote and apply the concepts of corporate culture, which are considered the secret to success between the different segments of organized work: Management of ALJHOOD its employees & clients. ALJHOOD’s Vision To lead the Consultation and Development market locally and regionally by developing and raising our standards of performance to the highest levels for our clients; Providing operational, technical and informational support for business development, effective solutions to the problems they face on a daily basis, and influencing significant change at the corporate level. Our new beginning: “Aljhood not only means to intensify efforts towards innovation and excellence, but to create excellence.” Aljhood has come to consolidate the collective action and teamwork between the two subdivisions of Development and Training. In this new beginning for our group, we ask for God’s ...
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...Case Study 2 Jessica Adkins Liberty University February 7, 2016 Performance Appraisals Mrs. Howell will be unable to use the information found within the performance appraisals to decide which employees should be discharged. This is due to the managers failing to complete the appraisals properly. A performance appraisal is defined as “the identification, measurement, and management of human performance in organizations (Luis R. Gomez-Meija, 2016, p. 205) Performance appraisals are generally tools that are used in evaluating an employee’s performance based on the dimensions set by the firm (Luis R. Gomez-Meija, 2016). Performance appraisals supply firms with employee shortcomings once per year, ensure consistency among employees, and recognize valuable employees (Segal, 2000). Performance appraisals are of upmost importance to firms who are facing downsizing since it supplies accurate information for the decision-making process that is required to make employee decisions (Segal, 2000). The firm is facing the issue of performance appraisals having inaccurate information. This inaccurate information is prohibiting Karen Howell from laying off the correct employees. The firm should not layoff any employees until the information found in the appraisals can be more accurate. Requiring the managers to conduct new appraisals is the only way to prohibit the firm from facing legal issues. If the firm is unable to wait for these results then Mrs. Howell will have to use other methods...
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...LEADERSHIP AND ORGANIZATIONAL CHANGE Nebojša Janićijević Belgrade University, School of Economics jnebojsa@eunet.rs MGT 597 ETHICS & LEADERSHIP References Mandatory Yukl G. (2010).Leadership in Organizations. 7th edition. Upper Saddle River: Pearson Supplementary Kotter J. (1996). Leading Chnage. Cambidge Ma.: Harvard Business School Press Janićijević N. (2009). Upravljanje organizacionim promenama. Beograd: Ekonomski fakultet . MGT 597 ETHICS & LEADERSHIP The process of organizational change management Initiating Diagnosis Creating vision Planning Motivating Power management Implementation Management of personal transition Stabilization Monitoring and control UNFREEZING MOVE REFREEZING MGT 597 ETHICS & LEADERSHIP Initiating changes The first step in change management The importance of leader’s mental change In order to initiate changes, a leader has to: 1. 2. 3. 4. Recognizes causes and drivers of change; Develops his own awareness of the necessity of breaking with status quo Develops his wish to make changes and to make decision to start changes; Identifies and appoint a change agent, define his roles and responsibilities and build productive relationship with him MGT 597 ETHICS & LEADERSHIP Model of causes of organizatioonal changes External soruces – changes in environment The inertia of organization Internal sources -. Changes in the company 1 Anticipation of the crisis External and / or internal misbalance 1 ...
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...benefits; Good company to work for till profits started to slide off" in 36 reviews * "Lots of great people at the company, learned a lot and inspired my career in technology" in 33 reviews * "Good pay, great management, I felt like the work I was doing was important for the company" in 30 reviews Cons: * "No work life balance, limited career advancement, lack of good benefits of tech companies" in 20 reviews * "Senior management (C-Level) does no communicate down to employees well" in 27 reviews * "Poor management decision making processes - not innovative" in 18 reviews * "Upper management doesn't listen to people lower down that actually know what they're talking about" in 15 reviews * "Many bad/useless middle management built up over the years but the layoff did some clean up" in 13 reviews Reviews Dec 8, 2013 “Loved the company and the people.” Software Development Manager (Former Employee) Rolling Meadows, IL I worked at BlackBerry full-time for more than 5 years Pros – BlackBerry was a great company with great people. I still believe the technology is the best in the industry and is only lagging due to customer lack of appreciation of the importance of Mil grade security. Cons – Executive management failed to grasp the importance and desired feature sets of the typical consumer and was so arrogant as to react too slowly to market demands in the consumer space. Yes, I would...
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