...PASCOE VALE GIRLS COLLEGE 8227 School Strategic Plan 2010 -2013 [pic] |Endorsement by School |SIGNED………………………………………. | |Principal |NAME Helen Jackson | | |DATE 16th February 2010 | |Endorsement by School |SIGNED………………………………………. | |Council |NAME Darren McIntosh | | |DATE 16th February 2010 | | |School Council President signs indicating that the School Strategic Plan has been endorsed by School Council | |Endorsement by Regional |SIGNED………………………………………. | |Network Leader |NAME Peter Enright | | |DATE…………………………………………… | ...
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...MS Office Class Proposal Table of Contents Summary 3 Description 3 Course Objectives 3 Course Curriculum 3 Course Standards 3 Course Outline 4 Equipment Needed 5 Financial 5 Assumptions 5 Documentation 6 Summary This proposal is written to communicate the objectives, curriculum, standards and potential revenue in regards to an MS Office class. Description This class will be held 2 days a week for a semester in length. The location and times will be determined as the class is developed. The class will be designed for 12 (twelve) students, but will adaptable due to space. It will be taught in various formats, but not limited to lecture, textbook, and hands-on training. Student will also earn up to 2 (two) High School technology credits. The course will be offered in three sections. The sections must build upon each other. Course Objectives The objective of this course is to provide the background for the students to become knowledgeable in the components of Microsoft Office. It will also provide them with the knowledge and expertise to fulfill many roles in today’s society, be preparing them in the field of office systems. Course Curriculum Textbook - Microsoft Office 2007: Introductory Concepts and Techniques, Windows Vista Edition, 1st Edition ISBN-10: 1423927133 Course Standards This course will be taught to Sunshine State Standards (See Documentation). Course Outline Essential Introduction to Computers Microsoft Windows Vista 1. Introduction...
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...Strategic leadership – what does it mean? Defining strategic leadership has proven a difficult task, due to the complex nature of the term, and also vast amount of literature to date. Davies et al (2003:303) argues that a strategic leader “can see the future, bigger picture for organisation as well as understand the current contextual setting of the organisation”. However, Rowe (2001:81) describes strategic leadership “as the ability to influence others to voluntarily make day-to-day decisions that enhance long-term viability of the organisation while maintaining its short-term financial stability”. Consequently, strategic leadership was quantified as the “ability to anticipate, envision, maintain flexibility, think strategically” (Hitt et al. 2003, cited in Rowe 2001:83). In light of the above, strategic leadership can be seen as the direct influence on organisational processes that achieves performance outcomes. It requires both flexible, adaptive capabilities and the need to engage in managerial ethos; essential features according to Boal and Hooijberg (2001). The need for strategic leadership The global economy can be seen as a fluid entity, constantly changing and moving in different directions. With this comes uncertainty and the need for leaders to think strategically in today’s organisations. “Mobilising an organisation to adapt its behaviours in order to thrive in new business environments is critical” (Laurie 1997:124). This was an early opinion about leadership...
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...Chapter Twelve CORPORATE SINGLE INDUSTRY STRATEGY - This chapter is related to organizational control, structure and culture. Learning Objectives * Understand how organizational design requires the right combination of structure, control, and culture. * Discuss how effective organizational design enables company to increase product differentiation, reduce costs, & build competitive advantage. * Explain importance of flat hierarchy & factors determining centralization/decentralization * Explain advantages of functional structure & why/when necessary to move to more complex structure. * Differentiate between complex forms of structure used for specific business-level strategies. - What comes first strategy or structure? During the 60s and 70s the strategy should follow your structure. The debate continues. Look at it based on the industry characteristics and the type of organization you are in. In the 90s researches argued that your structure should follow your strategy. As the strategy is more comprehensive than the structure, then structure should follow the strategy. The business environment is independent and the company is the dependent. Then we should follow the business environment. When we do the strategy, we examine the macro business environment the micro business environment the competitors analysis and understand...
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...Opportunity Identification In order for Best Snacks to regain its firm stand in the snack food industry they will have to tackle the issues there are currently facing. Such as, the decline in sales, market share decreases resulting in their stock prices dropping significantly, the possibility of losing their long-term popular place in the snack food industry due to the lack of their innovation and creativity. Best Snacks has the chance to integrate in a cultural change program aimed to increase employees’ creative thinking skills resulting in their increase in innovation and creativity at work. By doing this, Best Snacks would open up new realm of strategies in organizational theory, design and change. In examining and recognizing what opportunities are available, taking into account the issues it would be critical to first assess and develop a strategic innovation plan consisting of intrapreneurship and creativity. “The leaders of innovation and new product development in established organizations are intrapreneurs,...
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...Groups, Teams, and Conflict MTG/311 March 4, 2015 Groups, Teams, and Conflict Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Forming: Cross-Functional with Common Plan and PurposeIdentify team members, analyze work, develop goals to achieve mission success, and generate strategies to achieve goals (Robbins & Judge, 2013). | High level of communication promotes clearly defined purpose. Proper planning enhances climate of trust and allows common purpose to provide guidance for overcoming barriers (Robbins & Judge, 2013). Enhanced tendency to attain synergy and achieve goals (Wienclaw, 2015). | Personal agendas weaken the common purpose and reduce cohesiveness. Infrequent strategy reviews encourages team confusion (Robbins & Judge, 2013). | Storming: Team Member Commitment | Create structure and processes. Reduced dysfunctional conflict and build trust and cohesiveness (Robbins & Judge, 2013). | Challenges to authority. Some participants may struggle with the limits the team levies on individualism. | Norming: Determine Leadership Hierarchy and Performance Metrics | Clearly defined chain of command promotes normalcy and respect. Clearly communicated performance metrics enhances normalcy (Robbins & Judge, 2013). | New task assignments may cause some members to revert to Storming phase. | Performing: Coach to Goals | Team Manager is able to...
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...Personnel Fusion Consultants Table of Contents ICPH Background: The Institute for Children, Poverty and Homelessness is an independent nonprofit organization that was founded in New York City in 1990. The organization was formed after the late 1980’s when family homelessness rates was increasing in the United States. (ICPH) is a research and development organization that studies the motives of family homelessness and as well, develops data to inform and help enhance public policy for family homelessness. During their past 25 years of service, the Institute of Children, Poverty and Homelessness has been committed to advance statistics as they believe this data is what interests the public and political provision to help with homeless families. Their mission is to study the impact of poverty on family and child well-being and to generate research that will enhance public policies and programs affecting poor and homeless children and their families. ICPH examines the condition of extreme poverty in the United States and its effect on educational attainment, housing, employment, child welfare, domestic violence and family wellness. They also work on raising awareness of homelessness through publications and other materials for school and community. The ultimate goal of The Children, poverty and Homelessness is to produce evidence-based, action-oriented research that will educate...
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...High Performance Executive Teams Sonia Taneja Texas A&M University-Commerce Scott Sewell Texas A&M University-Commerce Mildred Golden Pryor Texas A&M University-Commerce Strategically and tactically, organizational leaders often establish teams to accomplish the missions, visions, goals and objectives of their respective organizations. Teams exist in all types of organizations including financial institutions, factories, healthcare organizations, and educational institutions. Yet executives often struggle to maintain high performance of their own leadership teams. This research seeks to answer several questions, including: (1) What are the characteristics of a high performance executive team? (2) What problems do executive teams face that negatively impact their potential for high performance? And (3) What can executives do to increase their respective teams’ potential for high performance? INTRODUCTION Holmes (2012) recognized that organizations are changing from traditional hierarchical work structures to team-based approaches to work. He noted that high-performance teams must “develop goals and plans, enhance communication among members, develop and maintain positive relationships among members, solve problems and make decisions on a timely basis, successfully manage conflict, facilitate productive meetings, clarify roles for team members, operate in a productive manner, exhibit effective team leadership, provide development opportunities for team members”...
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...organization’s performance is determined by the competency, knowledge and skill level of its employees and is vital for any aspirations to progress. Training and development enhances the performance of employees, ergo the organization. Thats why both training and development are imperative and an essential part of the H.R.M functions. “Aligning employee knowledge and skills with H.R policies and decisions with the organizational strategy and mission.” 1 Career Training and Development Defined Training is the process of acquiring the essential skills required for a particular job. Targeting specific goals, such as learning and understanding a process and operating a certain machine or system. Career development puts its emphasis on skills which can be utilized in a wide range of areas, like decision making, thinking critically, creatively, and managing people. Basically career training consists of showing employees what are their duties and how to perform them. Whereas career development enhances employee KSA ( knowledge, skills, and abilities), and instructs employees on how to perform their duties more efficiently and effectively by being innovative and productive. What is the Importance of Training and Development Addresses employee weaknesses - Proper training and development assists in eliminating employee weaknesses by strengthening their skills through individual development programs which helps them to a higher more effective level of performance. Improves...
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...specific building blocks that would help management improve an employee performance and job satisfaction include self-awareness, self-management, social-awareness and Relationship management. Self-awareness is the...
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...opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy are likely to gain a competitive edge” (p. 18). By establishing core competencies and skills required, InterClean/EnviroTech will draw and retain the talent required to make the company successful. From these core competencies and skills developed through the job analysis (communicated in an earlier report) and communication with the current...
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...Book Review Book Name: Performance Management: A Strategic and Integrated Approach to Achieve Success Authors: Michael Armstrong & Angela Baron Publication: JAICO Publication House, 2012 Approach: * Strategic in the sense that it is concerned with the broader issues facing the business if it is to function effectively in its environment and with the general direction in which it intends to go to achieve longer-term goals. * Integrated in four senses: * Vertical integration- linking or aligning businesses, team and individual objectives. * Functional integration- linking functional strategies in different part of the business. * HR integration- linking different aspect of HRM. * Individual needs integration- linking organizational and individual need together as far as possible. Performance: Performance is defined as “a multi-dimensional construct, the measurement of which varies, depending on a variety of factors. It is important to determine whether the measurement objective is to assess performance outcomes or behavior.” History of Performance management: According to the author the history of performance management formally evolved out of the work of Frederick Taylor. Then the merit-rating came to the fore in the USA and the UK in the 1950s and 1960s, when it was sometimes rechristened performance appraisal. Management by objectives then came out in the 1960s and simultaneously, experiments were made with the critical incident...
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...LEADERSHIP TASK 3 Leaders act as visionaries who help individuals to plan, lead, control and organise activities (Jooste, 2004, website). Mullins (2010) stated that leadership is a concept of teamwork, getting along with other people, inspiration and creating a vision. There are a lot of new challenges in the healthcare setting. Health professionals can’t deny the fact that we are working in an ever changing environment. New approaches, new technologies, new techniques are evolving to improve the quality, safety, efficiency of the healthcare and at the same time to be cost effective. The NHS plan (DH, 2000) argued that leadership and development of leaders on the healthcare setting should be paid more attention to. With this was the establishment of NHS Institute for Innovation and Improvement, which focuses on leadership development, as well as improvement and innovation. The workplace environment is a complex and a diverse area, strong, good and effective leadership is needed to implement change from policy makers and the government. Leaders should be confident, initiative, encourage high morale, a spirit of involvement, cooperation, fosters teamwork and should have the knowledge of what is happening in the department, latest development and kept abreast politically. On this assignment, I will be creating a personal development plan for a Band 7 post in the operating theatres in the next five years. I will be using the Leadership Framework set by The National Leadership...
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...company’s new direction, management has assembled a new sales team and development plan to help the team be successful at implementing the new strategy. The new sales team will be consisting of Jim Martin, Vice President of Sales, Tom Gonzalez, Sales Manager, and Outside Sales Representatives, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. Additionally, the next step is to create a training program for these employees. This training and mentoring program is designed to prepare the new team to carryout the objectives of the company. Furthermore, when creating a successful program, management must first identify the new training and mentoring needs, objectives of the program, performance standards, delivery methods, contents, time frames, evaluation methods, feedback, and alternate avenues for those who require further development. Assessing Needs and Objectives When selecting members for the new team, management focused on specific skill sets that would be significant to the success of the organizations new strategy. Notably, employees from both entities were evaluated and chosen because they presented high levels of proficiency in key areas such as communication, customer service, problem-solving, leadership, innovation, and critical thinking. Although members from either entity exhibit strong success skills, there seem to be some inconsistency. For example, members from InterClean have excellent sales strategies and are aggressive in meeting and exceeding sales goals. However...
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...Running head: [SHORTENED TITLE UP TO 50 CHARACTERS] 1 The study of performance management is an area many organizations realize should be a priority for their employee’s development in today’s workforce and the future workforce. The success of an organizational performance management system is identified by the overall success and professional development of their employees. To understand and define an effective performance management system, organizational leadership should know their employee’s needs, enhance their competencies, have an effective communication plan, and empower their employees with knowledge resulting in a highly motivated workforce. Several performance management strategies have been developed and implemented over the years; however effective and successful performance management systems continue to be a challenge. Over the past few years, organizations have adopted coaching strategies to help enhance their performance management system. With the adoption of successful coaching principles, organizations have seen higher performance outputs and overall job satisfaction. Loehr and Schwartz have described executive leaders as “corporate athletes” and suggested that to perform at high levels over lengthy periods of time they must train in the same systematic, multi-level way athletes do. (Loehr & Schwartz, 2001) The paper will discuss how business leaders, Lee Cockerell, former Executive Vice President of Operations at Walt Disney World® Resort...
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