...Introduction There currently is not a comprehensive view of the existing and needed business systems of Riordan manufacturing (Smith Services Consulting Inc., 2011). The management of Riordan Manufacturing has submitted Service Request SR-rm-012 – Business Systems to have Smith Consulting create a summary of the business systems needed for effective management. Technical Team Bravo will begin with an overview of the current systems that exist in the areas of Finance and Accounting, Payroll and Human Resources, Information Technology, and Sales and Marketing. For each area covered, Technical Team Bravo will describe the business systems and subsystems used, identify who uses them, identify interrelations between business systems and subsystems, and include any noted disparities. Technical Team Bravo will conclude with a summary of suggestions for a systems plan to improve management (Smith Services Consulting Inc., 2011). Accounting Systems Riordan Manufacturing currently has six Enterprise Resource Planning (ERP) and Manufacturing Resource Planning (MRP) systems throughout four locations. These servers are accessed at the local level by 16 clients (PC’s.) The current challenge to management is the disparate systems and inconsistencies with respect to reporting capabilities and collaboration. Management needs to consolidate these systems into one Cloud-Based ERP/MRP solution that can handle real-time inventory management controls, and comprehensive, robust reporting tools...
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...the technology giant a small but much-needed product refresh in both hardware and software” The support of Beat’s audio gear design and online music services is what Apple has in mind. The integration of technologies is accompanied with a mixture of ideas, concepts and business approaches. Business executives and managers from both companies will face a common management dilemma in the acquisition of Beats Electronics. Research questions are relevant to the success of Apple Corporation’s move toward revolutionizing the music and technology industry. Furthermore, to answer the management dilemma: How can the organization successfully market technology within the music industry? The development of relevant questions for information gathering is paramount for business success. Significance, scope, magnitude, and feasibility of finding a solution to the issue, opportunity, or problem It is important that Apple find a solution to its stagnant growth so that sales will increase and the business can prosper again. Acquiring Beats may just be the solution to the problem. Beats is a growing business that is much smaller than Apple but still does well for itself. By acquiring Beats the scope of Apple’s business has expanded into audio accessories and now Apple has the opportunity to expand iTunes. The magnitude of merging the two companies can mean that Apple will grow...
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...w o n t surprise anyone to find an article on teams by Jon Katzenbach and Douglas Smith figuring into an issue devoted to high performance. While Peter Drucker may have been the first to point out that a team-based organization can be highly effective, Katzenbach and Smith's work made it possible for companies to implement the idea. In this groundbreaking 1993 article, the authors say that if managers want tomakebetterdecisionsaboutteamsjthey must be clear about what a team is. They define a team as"a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable."That definition lays down the discipline that teams must share to be effective. Katzenbach and Smith discuss the four elements - common commitment and purpose, performance goals, complementary skills, and mutual accountability - that make teams function. They also classify teams into three varieties - teams that recommend things, teams that make or do things, and teams that run things - and describe how each type faces different challenges. The Discipline of Teams by Jon R. Katzenbach and Douglas K. Smith I arly in the 1980s, Bill Greenwood What makes the difference between a team that performs and one that doesn't? (d a small band of rebel railroaders )n most of the top management of Burlington Northern and created a multibillion-dollar business in "piggybacking" rail services despite widespread...
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...| | | Topic Summary This topic contains relevant information on how to * establish a productive team * lead your team effectively * handle problems with your teams as they arise * evaluate your team’s productivity. | | Topic Index Topic Overview What Would You Do? Where Should You Focus? Topic Index Topic Summary About the Mentors Using the Topic Core Concepts Team Building: An Overview Understanding How Teams Work Establishing a Team Becoming an Effective Team Leader Handling Problems Evaluating Performance Steps Steps for Starting a Team Steps for Leading an Effective Team Tips Tips for Selecting Team Members Tips for Building Team Performance Practice Instructions Scenario Tools Worksheet for Forming a Team Checklist for Evaluating Whether a Group Is a Team Checklist for Assessing a Team’s Performance Checklist for Assessing Your Team’s Goals Checklist for Evaluating Yourself as a Team Leader Role Clarification Worksheet Test Yourself Instructions Questions To Learn More Harvard Online Article Notes and Articles Books Other Information Sources eLearning Programs | | About the Mentors Donna D. Conlin, M.Ed., is Organizational Development and Education Manager at Bose Corporation. She has twenty years of human resources development experience in a variety of business environments from entrepreneurial start-ups to established corporations, all experiencing significant change in their...
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...Running head: Traditional vs. Team Work Environments Traditional vs. Team Work Environments and the Potential for Self-Managed Teams Traditional vs Team Environments This paper will explain the differences between traditional environments and team work environments. According to Exhibit 12.1 in our text book, in the traditional environment the managers determine and plan the work, and in a team environment the managers and team members jointly determine and plan the work. Jobs are narrowly defined and cross-training is viewed as inefficient in a traditional environment. Team environments feel jobs require broad skills and knowledge and cross-training is the norm. Most information is considered “management property” while it is freely shared at all levels in the new team environment. In the traditional environment training for non-managers focuses on technical skills rather than continuous learning that require interpersonal administrative and technical training for all. In the traditional work environment risk taking is discourage and can result in punishment, but risk taking is encouraged and supported in the new team environment. Traditionally, rewards are based on individual performance but the new team work environment rewards worker based on individual performance and contributions to team performance. Lastly, managers usually determine “best methods” but in the new team work environment everyone works to continuously improve methods and processes. (Bateman...
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...From: Clover Session 1: Focus on Haier’s HR strategy:self-managed teams As the first international brand rooted in China, Haier did an outstanding job. Haier has provided many new ideas in its management, marketing, and customer relation strategies, and Haier still faces challenges in improving its brand name especially in international markets, expanding its market share, and building effective channels in its new markets. However, what I’m pretty interested in is Haier’s HR strategy. Self-managed team is not a new term in organizational behavior, but Haier may be the first company that brings the term to live in China. It is an exciting sign for shifting trends in China. Session 2: Facts in Haier self-managed team implementation Chinese culture of hierarchy influences organizations profoundly, and Haier is absolutely a pioneer that breaks the traditional hierarchy-oriented organizational structure. * Self-managed team structure changes employees’ perception “I am my own CEO, and everything that I do can make a difference to the organization.” Feng Zhao, a leader of Haier’s self-managed team said. This is a valuable change of employee’s perception. Many research shows that employees’ perception can change their behavior, thus greatly influence their performance, which will ultimately make a difference in organizational effectiveness. In traditional Chinese organizations, especially in which hierarchy plays an important role, entry employees find it’s difficult...
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...2.1: Review own ability to set direction and communicate this to others It is important for me to know that everyone in my team are aware of our department’s goals and how these are aligned to the overall business strategy. I can increase my ability to set direction and communicate this to team members by talking to them more frequently, observing them at work and giving regular constructive feedback on their performance. Providing each team member with feedback is important in making the person feel needed and giving the feeling their contribution is valued. Feedback helps the team know that whatever they are doing as part of their daily workload is valued and not only helps the IT department’s goals but that of the overall business. Staff should feel motivated by hopefully give them the platform to take ownership and pride in their tasks. Defining and communicating the desired direction is an important aspect when trying to achieve the department’s goals. Following a well-known acronym SMART each one of my team is given objectives at the start of the year. A smart objective is: • Specific • Measurable • Achievable • Realistic • Time scaled From experience objectives that are SMART succeed because they are clear (specific) and you can tell when it has been achieved (measurable) as clear criteria is put in place to quantify the results. Once the objectives have been set an area I could improve is the monitoring stage whereby I help the person to achieve the...
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...of University of Phoenix Course: BUS/475 – Integrated Business Topics Value Alignment In every business, ethics and core values are very crucial tools that connect to the survivorship of an employee’s position in the workplace. These same values describe and define the personal outlook on an individual’s life. Team B will analyze the individual values and Dell’s values as reflected by Dell’s organizational plans and actions. The team will describe each one’s own evolution of personal and workplace values. An explanation will explain how individual values drive Team B’s actions and behavior, and analyze the alignment between the Team’s alignment between their values, actions, and behavior. A description of the degrees of alignment between Dell’s stated values, plans, and actions are provided. An explanation is also submitted in an effort to show the difference and analyze the degree of alignment between the Team’s values and Dell’s values as reflected by Dell’s plans and actions. Evolution of Personal and Workplace Values The origin and subsequent evolution of Team B’s personal and workplace values are similar. Each member was nurtured at an early age about how to exhibit practical values such as integrity, accountability, diligence, perseverance, and discipline. The same values are applied in the team’s personal lives as it is in their workplace. Often times business men and women lie on the job, steal company supplies, and...
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...wang@bc.edu OBJECTIVE I believe technology and business is symbiotic; each needs the other to thrive. My career goal is to leverage technology skills to drive business innovation and growth, and business knowledge to drive and evaluate the use of technology. EDUCATION BOSTON COLLEGE CARROLL SCHOOL OF MANAGEMENT Boston, MA Master of Business Administration September 2015-present * Dean’s Scholarship NORTHEASTERN UNIVERSITY GRADUATE SCHOOL OF ENGINEERING Boston, MA Master of Science in Computer System Engineering, Concentration: Software Engineering December 2012 * Dean’s ScholarshipPROFESSIONAL EXPERIENCE | VICOR CORPORATION Andover, MAFull Stack Software Engineer, Core Team Member March 2013 – May 2015 * Led 16+ projects using software control system to automate manufacturing processing to reduce operation cost. * Automated human operational procedure, producing an annual cost savings of $45,000. * Saved 8 hours labor time per engineer per month by presenting and introducing new software development tool to the user community, project team, and management team. * Managed multiple projects to ensure deadlines...
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...rP os t 9-306-064 REV: FEBRUARY 12, 2008 ROSABETH MOSS KANTER RYAN L. RAFFAELLI op yo Innovation at Timberland: Thinking Outside the Shoe Box In December 2005, CEO Jeff Swartz and COO Ken Pucker headed for a meeting in Timberland’s Stratham, New Hampshire, world headquarters, to celebrate achievements and ensure that plans were in place for several important product launches in the spring. The approach of a new year gave them a chance to reflect on progress made and consider opportunities ahead. tC Jeff and Ken walked past the festive, holiday-decorated company store, with its promotion of ornaments to support Share Our Strength, a hunger relief organization. At the entrance of the company’s cafeteria, they stopped at a display featuring a campaign to stop the genocide in Darfur and an adjacent wall of customized Timberland boots designed by City Year to celebrate sixteen years of partnership in the community. Since 1989, Timberland had served as National Leadership Sponsor to the national youth service corps. All of these reflected the values that constituted Timberland’s soul. Now soles (the in-shoe variety) were on the leaders’ minds. No Over the past 3-4 years, Timberland had booted up a formal system to produce greater innovation—in some ways, a return to the past. The company’s early growth had come from bootstrapping significant inventions in footwear, including one of the world’s first waterproof boots. More recently, Timberland’s...
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...had to interview a business personality. The theme of our assignment was ‘SUCCESS IN BUSINESS’. This was really an appealing challenge for me as I was introduced to this type of quality education for the first time in my life, and had to undergo a series of procedures which were advised by my lecturer. The lecturer divided the whole class in groups of four or five and wanted us to work on this assignment as a team, which was a great thought as we were entering the first phase of our professional life. All of my group members were new to each other, all with different mindsets, views, and lifestyles; the only thing that was common among us more or less was the education we had, the level of enthusiasm that we shared and the notes provided by the lecturer to help us accomplish our task. The first and the most important task that our group faced was to have a sober but an eye-catching name for our group so as to represent ourselves in front of the whole class, all of the group members came out with different ideas and wanted their pick to be the group name, being the team leader I was trying to brainstorm all of the incredible names that we had in our minds for the group, but soon their was a conflict arising because of the difference of opinions, at last we rationalized our options and hammered out in favour of ‘BUSINESS GIANTS’ as we all shared the inspiration of being giants in the business world. The next phase of my assignment was to select a business personality to interview...
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...I am pleased to reflect on my experience this semester in Business Management 3510. I feel that it was a successful class which taught me a lot regarding how to function in a team and as an individual. Personally, I do not enjoy classes that don’t challenge me. I have always been one to persevere through difficult situations and challenge myself by undertaking complex tasks. If I am presented with a class that doesn’t meet my intellectual standards I have a habit of making things harder than they have to be in order to challenge myself. That’s why I was content in Business Management 3510, I found the team activities, fun, challenging, and stimulating. I will admit that the Business Simulation was far more entertaining to me than the Functional Presentation; however, I found each equally challenging. I believe my role in the functional presentation wasn’t as significant as the Simulation. I feel that there was groupthink (George & Jones, 2009, p. 171) occurring quite frequently. This was probably due to the fact that we presented at the end of the semester fresh off the coat-tails of the Simulation project. I made it a point to take on the role of a quasi-leader in the functional team, although everyone pulled their weight in the end. I made it a point to think outside of the proverbial box by taking the team away from the norm (George & Jones, 2009, p.53) of banking that Finance teams had brought to the table in the past. I brought in the investment...
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...For exclusive use at University of Melbourne, 2015 9 -4 1 4 -0 5 9 REV: MARCH 26, 2015 TSEDAL NEELEY (Re)Building a Global Team: Tariq Khan at Tek Tariq Khan arrived home after a 16-hour meeting. He was grappling with whether to accept the global sales and marketing team manager position. Khan spent the entire day with the senior leadership of the team trying to understand the group’s challenges. However, the meeting had raised more questions than answers. Already a rising star within his company, Khan was only 33 when he was offered this high-profile position to lead a diverse 68-person team whose members hailed from 27 countries and spoke 18 different languages. The team’s recent performance had seen a precipitous decline, resulting in the previously well-regarded manager departing the company in a state of disrepute. Employee satisfaction also plunged by more than half its peak nearly two years prior. Should Khan accept the position, he would be expected to reverse the performance lag in less than two years, achieving substantial sales growth and increasing market share. However, should he fail to resurrect the team in the allotted timeframe, his status as a high-potential would be jeopardized. Khan hoped that meetings with both the senior executives and the outgoing manager would help him decide whether or not to take the position. The meetings thus far had been exhausting, but revealing. Khan had a greater understanding of the group, but still had...
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...Electronic Communication with Virtual Teams Tia Taylor CMC260 August 23, 2014 The term Virtual teams are used loosely among the average person, especially young adults. However, everyone at one point in their adult life has been a part of a virtual team and did not even know it. A virtual team is a group of people whose members communicate primarily through electronic and digital tools. Members of a virtual team may be within the same city or even across the world. (WebFinance, 2014) Whether you have had experience or are going to be new to a virtual team, the best way to familiarize yourself with the expectations are to compare the communication you have within social media to your new adventure with business partners. Your communication will be professional at all times yet; you will most likely not meet any of your teammates in person or face to face. Some of the platforms that you may often use within the team include emails, video conferencing tools such as the program Skype, and social media tools like those within LinkedIn or Facebook. Virtual teams allow organizations to bring people together to combine the best expertise, regardless of where they live. Take, for example, the countries Mexico, France, China and the United States and involve some representatives on a virtual team to conduct business. The individuals involved get to look forward to many benefits including working from the comfort of home and never having to take a flight...
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...Job Analysis | | | Job analysis performed with designed workforce planning and selection of key team members to the Sales department. | | Desiree Cooper | 10/11/2010 | | Job Analysis October 11, 2010 After reviewing the company’s new strategic plans for the direction of success a complete job analysis has been done for the Sales department. As part of our continuing efforts to be the most dynamic sales force in the industry we have collected data based on job performance and observation to determine what we need to do going forward in our process. Job performance and observations were the main data sources for this particular portion of the analysis. To better understand what needed to be done I underwent a job performance study to determine what it is that our sales department daily tasks are and how it is evaluated. Part of this study included performing the job hands on and getting a feel of the overall sales process. This includes generating leads or new business, consultations, and securing or closing the transaction while building long lasting relationships and gaining possible referrals. This is no easy tasks and I can see where our team and new hires will need development training and maybe quarterly performance evaluations. These will be key to our sales team progress and success as well as beneficial to the company’s overall objective and service initiatives. Training and development are key to the ongoing efforts of this process. While...
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