...KEHINDE KOLAWOLE IBRAHIM Address: No DD 1 Zambia Crescent Barnawa Kaduna Mobile: 08039730504, 08179187660 E-mail: kehinde.ibrahim@cchellenic.com E-mail:kehindekolawole27@gmail.com ▪ Sex Male ▪ Date 27th July 1978 ▪ Marital Status Married ▪ State of Origin Kwara ▪ Nationality Nigerian ▪ Career Objective To work in an organization where my educational and intellectual capabilities will be used to further enhance the growth of the organization, take advantage of every positive opportunity to LEARN, GROW and EXCEL on chosen career. ▪ Education 2014 Postgraduate Diploma in Supply Chain Management & Logistics ▪ Summary of 2010 Professional Postgraduate Diploma in Strategic Management Qualification 2006 Professional Certificate in Marketing 2004 Advance Certificate in Marketing 2001 West African Examination Council ▪ Personal Competencies ▪ Excellent communication skills in oral and spoken word ▪ Good leadership, interpersonal and people skills ▪ Integrity and self regulation ▪ Continues improvement mindset. ▪ Ability to take initiative and work well with others ▪ Intellectual curiosity, open minded and willing to experiment...
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...Managers and what they go through Amber Pease South University Online Instructor: Antoinette Kohlman Managers and what they go through Being a Manager at Kroger entails a lot of work. A manager must be able to plan for the future effectively and be able to predict what would be the best decision for the store and the business to be both productive and run like it is supposed to. A manager must be able to set up resources that will help the company achieve the plans that will better the business as a whole. Even through the business part of being a manger, a manager must also step up and build positive relationships with all of the workers, make sure that the workers are aware of the plans to better the business and how they can help to obtain the goals of the business. When a manager makes plans for the future the manager must analyze the current situation of the company and develop goals to help the company strive to be better. After the goals are made up then the manager must evaluate and implement a plan to take action on the goals that will make the business better for the company. While the actions are taken place on the plans for a better business, then manager must then receive and monitor feedback from the course of action taken to see what should be done next. If the manager receives good feedback than the decisions made were obviously good ones, if the feedback was not good than a different course of action needs to be planned. If the feedback was both...
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...very diversified and has many aspects to it. The core organizational structure as a whole is the main hub that everyone looks to for guidance. The structure within our company is fairly simple and it has been effective for many years. With this being my third year of employment there I have seen employment changes and I have seen the company trying to shift others around to find the right place for each individual. The structure as a whole is necessary for a company to have in place. This is necessary to be successful with implementation of plans from the planning process. I have found that if there is a person that is in the wrong place within the company it can create chaos, lead to mistakes and plans go awry. It leads to overall poor morale and can prove costly for the company. As an example, my immediate boss was not in the right position within the company and made poor overall day to day decisions that ended up costing the company a lot of money. It led to poor morale for our teams and we lost contractors and business. The CEO in the company has recently hired someone to come in and handle acquisitions. The acquisitions manager has in turn hired an area manger that travels to locations to preview them for potential business. The individual within the acquisitions role has not previously worked in the transportation business so he is struggling to find his way. I do enjoy working with the company I am at. and I like all the people within the various divisions. I tend to work...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...of staff Assessment task 1 Shift Supervisor for Star Industries – Interview Portfolio RECRUITMENT AUTHORISATION REQUEST Recruiting will not commence until this form is completed and approved with a Position Description Attached. Date: 09/02/2014 Business Unit: Star Industries Department: Manufacturing Job Title: Shift Supervisor Oracle Cost Code: N/A √ Tick If New Position Replacing Existing Staff Member Name of Present Incumbent: (the person holding the position leaving) Mr Bob Brown__________________________________________________________ Position Reports to: Plant Manager NSW – Gary Denver Proposed Salary: $48,000 - $52,000 Existing Staff Salary: $50,944.40 Target Starting Date: 09/04/2014 Length of Probationary Period: 3 Months Recommended By: Gary Denver Date: 09/02/2014 Department Head: Jim Saunders Date: 09/02/2014 HUMAN RESOURCES Human Resources Advisor: Date: 09/02/2014 AUTHORISATIONAuthorised :Jim Saunders Date: 09/02/2014 (Managing Director of Business Unit): Al Perez Position Description POSITION TITLE:Shift Supervisor DIVISION:Production DEPARTMENT:Manufacturing RESPONSIBLE TO:Plant Manager Production of awnings. Ensuring stock control and stacking and re-stacking of product in warehouse. Maintenance of all plant and machinery. Liaise with suppliers and contractors. Arrange for efficient staffing for each shift, including selection, induction...
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...In a Basket MGT/210 Version 3 Supervision and Leadership Regarding the discussion for the assignment in a basket between all of my class mates and I everyone pretty much had the same ideas in solving the issues. Most of us agreed upon which ones would be delegated and which would be acted upon. I noticed that many of us chose to delegate jobs like the rest room is out of order and the 130 pairs of shoes to be stocked away. These are jobs in my opinion I feel that an employee are hired for and is something that can be delegated to the other employees to do. There are mantinence and stocking and important for the emloyees to accomplish. Also there were some of us that agreed that certain jobs were important to be acted upon such as the notice from the fire department for the upcoming inspection. This is important to make sure everything is correct and up to date. If not the companies can get fines and it would not be safe for the employees in case of an emergency. A notice from head quarters about the upcoming holiday sale is also another that many of us agreed should be acted upon. This is because there is a lot to get ready and to make sure everyone is aware and knows what is going on. All fellow students had there own reasons for certain jobs being delegated or acted upon. When discussing with my classmates about some of the options...
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...The Changing Role of the Relationship Manager The relationship between wealth managers and their clients is not what it used to be. Public opinion of the financial sector, as a whole, has become sharply critical—people are outraged by the inability of the industry. Clients have become far less trusting and increasingly likely to jump to another wealth manager. But the relationship between RMs and their clients has actually changed well before the onset of crisis. Rise of the Product-Push Model before a Crisis At many wealth-management institutions, particularly the larger ones, the continuity of client relationships has— over time—been disrupted by organizational changes and the shuffling of client portfolios among RMs. In some cases, the goal was to bind the client more to the institution than to an individual advisor. In other cases, however, the institution itself simply could not maintain a consistent service model. At the same time, investors became more interested in diversifying their wealth across institutions. And as information about financial products became more accessible, some investors became self-directed. They tended to be less interested in holistic planning and more interested in specific types of support or investment recommendations. The role of the RM has also changed. Since the beginning of the decade, the RM has become less of a confidant and more of a salesperson. This shift was most apparent in the brokerage model, where RMs began providing targeted...
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...CASE STUDY - I PRATHAMESH STEEL (PVT.) LTD. Prathamesh Steel (Pvt.) Ltd. founded 15 years before by Mr. A.M. Bapat was having booming time. At that time, Mr. Bapat, worked both in the office and in the factory and knew his men and they knew him. Production standard were always maintained and labour turnover was practically non-existing. As the business mushroomed, the number of employees has progressively increased. Thus, Mr. Bapat's greetings and conversation with his workers became less frequent. In fact, he had so many things to do, that he could no longer supervise the factory. Thus, he hired another man, Mr. Godse as a plant supervisor. As this time though the number of workers increased to about 500, labour turnover and absenteeism increased along with the labour cases. The only thing that decreased was productivity. In order to meet the situations, Mr. Bapat granted substantial increase in wages which were already high and made some arrangements for increment earnings based on merit rating on seniority. Yet labour turnover and absenteeism continue at a high rate. On investigation, it was found that the new plant supervisor lacked the patience and understanding which is necessary for dealing with the employees. When something was found wrong, he was scolding the employees but no attempt was made to find the case of faulty work. Meanwhile, labour unrest developed. The ,Worker began to complain about working on Saturdays and not having either time or facilities change...
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...IT’S MY BIKE Debbie Martin was overjoyed when she was selected the new Supplier Quantity Manager for the commercial product division of Cold Air Corporation. In this role, she was responsible for monitoring the quality of component parts for twelve production lines scattered throughout the large manufacturing plant. When she started the new position, Debbie knew she would be faced with many opportunities and conflicts. Her immediate supervisor, the manager of shipping and receiving, was not known as an easy person to work for. He expected his subordinates to have a take charge attitude and to avoid bothering him with trivial issues. What Debbie had not envisioned was just how trivial and non-productive some of the conflicts in her new position would be. She certainly had not expected to be on the verge of a fistfight. Debbie was just starting her shift when she received a telephone call from Ronnie, one of her subordinates. Ronnie was a purchasing parts inspector, and was responsible for inspecting certain incoming parts for all production lines in the plant. He was complaining that the Airhandler Quality team had borrowed “the bike” for a special project and would not return it. He reminded Debbie of his current project and how covering the entire 15-acre plant on foot would only delay completion of the project. Debbie rolled her eyes as she thought about the logistics of inspecting component past’s three separate buildings. She also realized that Ronnie had a...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Erica was night supervisor in ABC company. Her job is to assign the staff and make sure that all blood units are process for the respective components without loss of any product. One night she started her shift with so much of pending work. She deligated the night staff their task so as to get the maximum work done. She then started her own routine work. Ater sometime she noticed that staff were talking to each other and not paying attention to the work. As it was busy night and she had a lot to finish ,she came on the floor and asked the staff to go back to workstation. Her tone and approach was very wrong. She was aggressive and bossing to them as she is supervisor. The staff did not like her approach but they did not agrue initially and started their work. Erica was under stress as she was aware about the work load. She did not move from their and continued to keep an eye on the staff as she did not have trust on them. One of staff,Robert mentioned to her that she can continue her work and do not worry about the work. They will definately concentrate on the job. She did not believied him and again started arguing with him as she was a boss. Robert and other staff they did not like her behaviour so they started giving back anwer to her. The whole lab atmoshere was charged up and end up in the big discussion and argument. Erica mentioned to them she has licence and authority to watch them as she is their supervisor and they have to obey her commands. This statmemt...
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...TTH 6 November 25, 2014 Manager Paper I interview Anthony Rodriguez the General manager of TGI Friday’s in Rancho Cucamonga. TGI Friday's is a franchise restaurant that serves a variety of food items (like burgers, pasta, wings, salads). The TGI Friday’s, in Rancho Cucamonga, has a large amount of traffic with weekly sales of 90 to 100 thousand and about 60 employees. Anthony has no college education but has read many manger books like the One Minute Manager and Good to Great. Before becoming a General manager of TGI Friday’s, he uses to be a server for a different Friday’s. The purpose of the interview was to determine how a manager plans their day-to-day operations and how they motivate employees. Planning is a very important for managers since it helps them understand their overall task with steps needed to accomplish such task. However there is not right way to plan so everyone has his or her own ideas of planning. For Anthony planning means creating a list of his entire task. At times he is asked to increase the use of customer loyalty program (a program offered at Friday’s that allows customers to earn points on purchase and allows them to receive free items). So he brainstormed and came up with idea of creating a game by offering top servers with the most sign up a gift card. Later he executed his plan, which end up being a success since it increased sign ups. Motivating employees to perform everyday task is an important task for a manager. TGI Friday’s offers employee’s...
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...Cabin Crew and Event Managers Duties and responsibility Similarities. The similarities of duties and responsibility that cabin crew and event mangers have is they both have to deals with customers face to face. For example cabin crew members would work to ensure safety with passengers on the plane. As for Event mangers they would have to personally speak to their customer and discuss what they would want, going over the risk assessment that may happen during their event. Cabin crews that work in British Airways needs for example would need to create relationships with their members and services partnership. This is so they can continue to use their services and results when working together will be better. This is the same for event mangers as they would need to keep a good relationship with its partnerships as they would later on need its services for another client. This is because many clients an event manger works with require the same services and products. Both jobs needs to keep providing excellent services and behaviour to all customers they deal with. What is also the same is that both jobs needs to be on time. For a cabin crew member they would need to be on time as they work with the time of the airlines departures. They would need to come earlier as they would need to check if all the equipment is working and bring on board their own bag before the flight starts. As for an event manger they would need to be earlier to event that they have created with the customer...
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...University of Phoenix Material Appendix A: Matrix of Theoretical Models |Theoretical Model |Description of Theoretical Model |Type of health care change situation where | | | |model best applies | | Expectancy Theory |For any given situation, the force that |Clinical Ladder Program | | |drives a person to perform is dependent |Valence - wanting to participate in a | | |upon three factors: valence, |clinical ladder program | | |instrumentality, and expectancy |Instrumentality – participation in the | | | |program will lead to recognition of the | | | |bedside nurse | | | |Expectancy – a bonus upon success | | | |completion of the program | |Equity Theory |A model is based on a person...
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...Senior Manager-Retail Operations of a very established hyper mart. It was a Monday afternoon as he stood by the glass door at his office watching people coming in and leaving the store. It was a Monday and there were not too many people other than those who wait for the weekend rush to ebb before they stepped into the store for their week-long groceries He could see one young girl at the footwear section for ladies struggling to decide which pair to buy.| It seemed that she wanted to buy one pair and could not decide which one of the two to buy. Subhash could see her trying one out, walking to the mirror and repeating the same with the other pair. Finally, after the customer service representative of that section had a small conversation with her, the girl happily marched to the till with one pair. Subhash walked back to his chair wondering how similar this incidence was to the situation he was in. He had interviewed three candidates in the last three days for the position of customer service representative. The three candidates did fulfill the basic requirements of the job and did seem to fulfill all the requirements mentioned in the job description. But he could not decide which one to select. There was no way he could try all the candidates out to choose like the girl did with her footwear! And then an idea struck him—'If someone could help that girl decide, I could also do with the advice from someone'. He sat in his chair and called his friend Meera, who was an HR Manager in...
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