...and work studies provide valuable information on the workflow and productivity of staff members in their current roles. Observation of interaction between employees among themselves and with patients and associated activities provides good insight of the efficiency of the current job specifications. Meetings with staff and informal conversations about their expectations of the job are good sources for planning job redesign. Job Analysis Job analysis is the process of considering all the aspects of the new or redesigned job by breaking it down into job elements, the level of autonomy of the worker, the knowledge, skills, and abilities required to perform the job, and the behavior required from the employee (“Job Analysis, Design, and Evaluation,” 2004 [3]). The job analyst considers physical abilities required to...
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...Change and Culture Case Study Two It has been six months after the organizational merger and the new administration initiated a significant reduction in force. Organizations are making the tough decision about workforce size and structure because of unstable economic times. Reduction in workforce is a way for the organization to cut costs with employee salaries and benefits. There was a decision made to redesign patient care delivery and the first recommendation was that of a universal worker who would deliver many support services. The manager is faced with the challenge of making the redesign work knowing this model often failed with implemented in other organizations. The purpose of this paper is to discuss the process of job redesign and what work processes and performance expectations must be considered once the design is completed. Discussed is the article by Peter Senge and what steps and structures are put in place to make the organization a true learning organization, encouraging workers and managers to adapt and excel despite of the changes. Described is the plan and control the intra-organizational and inter-organizational communications that must occur to implement the job design changes. Management also must ensure individual job satisfaction. Process of Job Redesign Job redesign is the method used to improve the organizations performance. The job redesign focuses on the enhancement of services with a holistic approach. Job descriptions...
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...Essentials of MIS, 10e (Laudon/Laudon) Chapter 1 Business Information Systems in Your Career 1) Internet advertising is growing at a rate of more than 30 percent a year. Answer: FALSE Diff: 3 Page Ref: 6 AACSB: Reflective Thinking CASE: Comprehension 2) A business model describes how a company produces, delivers, and sells a product or service to create wealth. Answer: TRUE Diff: 1 Page Ref: 11 AACSB: Reflective Thinking CASE: Comprehension 3) Information technology (IT) consists of all the hardware that a firm needs to use in order to achieve its business objectives, whereas information systems consist of all the hardware and software needed. Answer: FALSE Diff: 2 Page Ref: 13 AACSB: Use of IT CASE: Comprehension 4) Computers are only part of an information system. Answer: TRUE Diff: 1 Page Ref: 15 AACSB: Use of IT CASE: Comprehension 5) Information systems literacy describes the behavioral approach to information systems, while computer literacy describes the technical approach. Answer: FALSE Diff: 1 Page Ref: 15 AACSB: Use of IT CASE: Comprehension 6) The dimensions of information systems are people, organizations, and information technology. Answer: TRUE Diff: 1 Page Ref: 16 AACSB: Use of IT CASE: Comprehension 7) In order to understand how a specific business firm uses information systems, you need to know something about the history and culture of the company. Answer: TRUE Diff: 1 Page Ref: 16 AACSB: Use of IT CASE: Comprehension...
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...Shellhaas and Pam Whitehouse Date: 7, December, 2012 Managing people Year 2 Harper Adams University College Word count: 2977 Content 1. Summary........................................................................................................................2 2. Introduction................................................................................................................4 3. Management approach of people 5 3.1 The development of management approach in COFCO 5 3.2 6S management system 6 3.3 The five steps combination theory 6 4. The style of leadership 7 4.1 Transformational leadership 7 4.2 Human are the first 8 5. COFCO appraisal system 8 5.1 KAAPP evaluation system 9 5.2 Performance evaluation crisscross 9 5.3 Scientific evaluate operating procedures. 10 6. Rewarding performance 12 6.1 Adjustment based on appraisal results 11 6.2 COFCO salry system........................................................................................11 7. Employee involvement 12 7.1 Employees involved in the management 12 7.2 Enterprise activities 13 8. Learning, training and developing............................................................................13 8.1 COFCO special training method 13 8.1.1 “Enterprise zhongliang” magezine 14 8.1.2 COFCO academy 14 8.2 Employee learning and development 15 9. Motivate different type of employees 16 9.1 The combination of theory X and theory...
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...The core values and mission of an organization are contingent upon building team morale and promoting a healthy working environment free of negativity and conflict. Achieving the strategic goals and mission of Sun Systems Inc. is to achieve a high standard of excellence by building a well-trained and productive workforce while providing the best support to their customers. In addition, Sun System’s Inc values its employee’s and the service they provide. Through effective decision making and problem solving strategies, the corporation can develop an effective plan that can be readily accepted by the organization and its employee base. Although Sun Systems Inc. strives to maintain a productive and team oriented work environment, the corporation is faced with challenges directly related to the lack of acceptance and support of its employee base during the development and implementation of a new call management application and support process. In an effort to support the goals of the organization and in building a strong sound work environment free of conflict, problems such as emotional barriers, communication problems, negative perceptions, and a poorly managed work environment need to be identified and strategically resolved. The key to addressing the problems and resolving the employee concerns in an effort to arrive at a solution can be accomplished by the formulation and implementation of effective problem solving and decision making techniques. The...
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...managers, and innovative work environment. Employee morale has suffered because staff does not feel encouraged to be creative or that their opinions are valued. By benchmarking other companies, Best Snacks can determine which strategies they can implement to continue their previous successful history. Best Snacks has the opportunity to reorganize their structure to promote innovative ideas, improve management skills, and realign the vision with a new organizational culture. There have been no product or service innovations in the past 5 years; instead, previously successful marketing methods have been improved or extended. For example, the most recent product information had new package sizes. Best snacks needs to remain competitive and an industry leader by researching, analyzing, and surveying today’s consumers in order to develop new products. The previous corporate security of sustainable market strength based on a track record of quality and brand-name recognition is no longer a prologue to the future. This is a new era of constant, rapid, and unpredictable change. Best Snacks need to develop new leading products and new marketing strategies that will boost sales, bring in new customers and allow the company to remain an...
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...Organizational Change Plan – Part I The definition of organizational success is critical, though extremely difficult to define. Sharma (2009) states, “The success of any organization is reflected upon by its performance which is in turn highly dependent upon its strategies” (p. 7). To identify a strategy of successful performance, it is important to have an understanding of the desired the level of performance. With regard to individual performance and performance evaluation metrics, my current work unit is lacking and struggles to report accurate data for how an employee performance evaluation relates to units of service as well as error percentage. In the current state, there is not a single system solution to collect data therefore causing a painstakingly manual process to collect any form of data metrics. This organizational change proposal will identify the need to develop a comprehensive strategy of employee evaluation using the balanced scorecard approach. This performance management strategy will define the necessary performance tools for a successful implementation while ensuring the performance evaluations defined by the strategic goals governed by the institution. Need for Balanced Scorecard Identified According to the current job description, the sole responsibility of work unit staff is for the review of submitted laboratory samples, requisitions, and pathology reports for accurate and timely accessioning of patient and testing information into the...
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...specifically exceptional powers or qualities. 2) Who is a charismatic leadership? Ans: Charismatic leadership is a leadership based on the leader’s ability to communicate and behave in ways that reach followers on a basic, emotional way, to inspire and motivate. 3) Define the term “transactional leadership”. Ans: A transactional leader is one who guides and motivates his follows in the direction of establish goals by clarifying role and task requirements. It involves exchange relationship between leader and the followers. It is a perception for mediocrity and that transformational leadership leads to superior performance in organization facing demands for renewal and change. 4) Differentiate between transformational and transactional leadership. Ans: | Transformational leadership |Transactional leadership | |Builds on man’s need for meaning |Builds on man needs to get a job done and make a living | |Is preoccupied with purposes and values, morals and ethics. |Is preoccupied with power and position,...
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...GLOBAL SUPPLY CHAIN MANAGEMENT MO255 NIKKI WONG XIAO XUAN NORTHUMBRIA UNIVERSITY (2897 Words) Executive Summary The objective of this report is to develop Singapore as a premier global hub port and international maritime centre, and to safeguard Singapore strategic maritime objectives. Research for this report includes evaluating the application on Lean and Total Quality Management (TQM) in logistics and supply chain networks to achieve Maritime Port Authority (MPA) objectives such as quality of service, competitiveness, reliability and efficiency. The major findings shows that lean implementation improves processing times achieving more work in less staff time and bringing services up to standard. (Radnor, Walley, Stephens, & Bucci, 2006). It also changes the focus of management from optimizing separate technologies, assets, and vertical departments to optimizing the flow of products and services through entire value streams that flow horizontally across technologies, assets, and departments to customers. Lean helps to eliminate waste along entire value streams, instead of at isolated points, creates processes that need less human effort, less space, less capital, and less time to make products and services at far less costs and with much fewer defects, compared with traditional business systems. Also, it requires keeping far less than half the needed inventory on site, results in many fewer defects and produces a greater...
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...Journal of Advanced Nursing, 1999, 30(6), 1432±1440 Issues and innovations in nursing education Evaluation of an innovative curriculum: nursing education in the next century 1 Senior Lecturer, Faculty of Welfare and Health Studies, University of Haifa Hasida Ben-Zur PhD Dana Yagil PhD Lecturer, Faculty of Welfare and Health Studies, University of Haifa and Ada Spitzer RN PhD Senior Lecturer and Head of Nursing Department, Faculty of Welfare and Health Studies, University of Haifa, Haifa, Israel Accepted for publication 22 March 1999 BEN-ZUR H., YAGIL D. & SPITZER A. (1999) BEN-ZUR Journal of Advanced Nursing 30(6), 1432±1440 Evaluation of an innovative curriculum: nursing education in the next century The present research focused on an interim evaluation of a new nursing curriculum made by ®rst- and second-year undergraduates. Study 1 examined the assessments made by 90 students of the new, actual programme of their studies, as well as an ideal one, on 21 bipolar criteria re¯ecting the developing changes in health care practices and higher educational processes in western society. The results of study 1 indicated that students perceived the actual programme as compatible with health care changes, but lacking in terms of the learning process. Study 2 investigated the same assessments among 105 registered nurses who evaluated the traditional nursing programme under which they were trained as well as an ideal one. The results of study 2 showed that registered...
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...redesign as the deliberate and yet purposeful planning of a given job and includes all of its social and structural aspects as well as the effects of these aspects on the employee. Mergers can have profound effects on the design of organizations. Certain changes may occur within the administration while other may occur within the general organizational workforce structures as well as organizational processes. There may be a need for the managerial positions to be simplified with the truncation of the redundant management positions. Some organizational functions may also need to be merged or even adjusted. As a result of politics as well as economics, there would be a need for service line assimilations during the merger. Additionally, there would be a need for the optimization of medical as well as operational procedures. The standardization of the clinical, information technology, business as well as clinical programs can be necessary for the increasing of the quality of the patient care as well as safety. This can also help in the improvement of staff as well as physician satisfaction as noted by Betka, & Mengwasser (2009). How to begin the process of job redesign The process of job redesign begins after a careful evaluation of the job to be redesigned as well as the expected quality of work life (Slocum, 1981).A consideration of Taylor’s (1911) view of job design indicates that a series of activities must be carried out in order for the job redesign to yield a productive workforce...
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...An Illustration on Developing an Analytical Job Evaluation System Free of Sex Bias A Systematic Approach to Pay Determination Free of Sex Bias Supplementary Book 1 Supplementary Book 2 Supplementary Book 3 Equal Pay Self-Audit Kit: A Proactive Approach for Employers to Achieve Equal Pay An Easy Read Guide is also available as a quick reference for all users including employers of small business and employees in general. The publications are available at the EOC website. Should you require clarifications on these publications or obtain the hard copies, please contact the Equal Opportunities Commission. Enquiries Fax Email Website : 2511-8211 : 2511-8142 : eoc@eoc.org.hk : www.eoc.org.hk AN ILLUSTRATION ON DEVELOPING AN ANALYTICAL JOB EVALUATION SYSTEM FREE OF SEX BIAS TABLE OF CONTENTS Page Introduction Part 1 Part 2 Part 3 Part 4 Analytical Job Evaluation Selection of Factors for Job Comparison Defining Factor Levels Developing a Scoring System Job Evaluation Template Part 5 Appendix 1 Appendix 2 Introducing a Gender-neutral Job Evaluation System Job Description Template Sample Factor Level Definitions 1 2 7 12 15 19 20 24 25 INTRODUCTION This is a supplementary book to the “Guide to Employers on Equal Pay between Men & Women”. The purpose is to illustrate the mechanism of an analytical job evaluation system that is free of sex bias. The tool presented is not intended to be a prescribed job evaluation methodology for compliance with...
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...Contents INTRODUCTION 1 TASK 1 1 TASK 2 1 2.1. ORGANIZATIONAL AUDIT INCLUDING A SWOT ANALYSIS 2 SWOT ANALYSIS OF EXPEDIA 3 2.2 ENVIRONMENTAL AUDIT WITH REFERENCE TO PORTERS FIVE FORCE MODEL 4 2.3 NEED OF STAKEHOLDER ANALYSIS AND ITS SIGNIFICANCE 5 TASK 3: APPROACHES TO STRATEGY EVALUATION AND SELECTION 6 TASK 4 8 1. Who are responsible for the implementation of effective strategy and define their roles 8 2. What resource requirements are needed for the implementation of effective strategy 9 3. Target and timescales required to be monitored and achieved 9 CONCLUSION 10 REFERENCES 10 INTRODUCTION A strategic planning is very important for the success of any organization. It includes vision, mission and creative thinking. In other words, strategic planning provides a positive direction and also draws the measurable goals. In this report we will discuss about the strategic planning process and its role in the success of an organization. After the detailed examination of strategic context, the problematic sections involved in strategic planning are discussed. Finally, the different types of planning techniques in the context of Vodafone have been discussed. (Olsen,2011) TASK 1 PPT attached TASK 2 Vodafone is the world’s second largest telecommunication company which was founded in the year 1991. The company has more than 400 million customers round the globe with its operations extended in around 30 countries. It also provides telecommunications...
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...Assessment activity 12 Q:1 What performance and process monitoring activities might be undertaken in a business organization ? Do you consider these procedures to be effective and useful? Explain Ans: We're used to thinking of ongoing performance management for employees, for example, setting goals, monitoring an employee's achievement of those goals, sharing feedback with the employee, evaluating the employee's performance, rewarding the employee's performance or firing the employee. However, performance management applies to teams and organizations, as well. Organizational performance involves the recurring activities to establish organizational goals, monitor progress toward the goals, and make adjustments to achieve those goals more effectively and efficiently. Those recurring activities are much of what leaders and managers inherently do in their organizations -- some of them do it far better than others. (It's useful to think of organizational change in the context of organizational performance, rather than change for the sake of change, so the topic of Organizational Change will be useful to the reader, as well.) When seeking to improve the performance of an organization, it's very helpful to regularly conduct assessments of the current performance of the organization. Assessments might be planned, systematic and explicit (these often are the best kinds of assessments) or unplanned and implicit. Well-done assessments typically use tools, such as comprehensive questionnaires...
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...Uncorrelated Costs vs Benefit: 6 Feedback Gone Awry 6 Non-clarity of Purpose 6 The Problem with Hierarchy 7 Pitfalls of Performance Related Pay 7 Non-continuity 8 II. PMS Evolution and Strategic Human Capital Management (SHCM) 8 Move toward Theory Y 9 Clearly Communicated Objectives 9 Designing for Involvement and Participation 11 Understanding Motivation 11 Determining Frequency 12 Importance of Stakeholder Input 13 Training and Implementation 14 Monitoring and follow-up 15 Continuity and Improvement 15 III. Challenges Faced in the Implementation of Integrated PMS 15 Change 16 Globalization & Culture 16 Open Talent Economy 17 Performance-Directed Corporate Culture 18 Leadership 18 Support Structure 19 Organizational Justice 20 Cultivating Commitment and Creativity 22 Conclusion 23 References 24 Bibliography 28 Abstract Many experts are lauding traditional performance appraisal methods as obsolete and ineffective. Others advocate an overhaul of the system by re-examining its relevance as an aligner of personal employee goals and organizational strategy. This paper gives an overview of the evolutionary process from traditional performance appraisal (PA) to integrated performance management systems (PMS). Common pitfalls of the traits approach appraisal...
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