...the biggest factors that could affect implementing any decision is communication. As leaders for the Kava project, Alex and I need to make sure that we clearly and thoroughly explain what the goal is, and listen to the members of our team to obtain quality solutions. “Effective communication is without doubt a key component of successful change.” (Lewis, 2006). For the Kava office to be successful, our team must be able to communicate the goals and expectations to the team. We must also be willing to hear feedback and value the input received from the team members (Lewis, 2006). The first three goals established were to hire a local employee, create a marketing brochure, and obtain proper business licenses and tax requirements to operate legally in Kava. Although we have used the resources at corporate to help with all three, there are still small issues that Alex and I must be able to deal with, and also need to create options in the event the original plan does not work. Developing back up plans will help make the transition easier and will allow our team deal with any last minute situations that may arise. One of the first items to take care of was to introduce our new employee, Sam, to the rest of the consultants at Milliman. Our team believed it was as valuable for Sam to meet the resources that we have available, as it was for the other...
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...I/Team Name__________________________ agrees to participate in schedules games Saturday, July 21st 2012. Location of the games will be held at 4820 Tuckaseegee Rec Center, Charlotte, NC 28208. The tournament is form 11am-3pm. Games will begin promptly at 11am. Teams are to arrive at the gym no later than 10:15am for registration. Each team must have at least 8 players and no more than 12 players. Each player will pay a fee of $10.00 with a total fee for all players due June 30th, 2012. Individuals or teams can make payments through PayPal. Use email address info@itsbtwnus.com. Please bring your email confirmation print off to registration. Waiver and Release (Please read carefully) By signing up and participating in the SCBP Basketball tournament, you are expressly assuming the risk and legal liability and waiving and releasing all claims for injuries, damages or losses that you might sustain as a result of participating in any and all activities. I acknowledge that there is certain risk of physical injury to participate and I voluntarily agree to assume the full risk of any and all injuries, damages or loss, regardless of severity, that I may sustain as a result of participation. I further agree to waive and relinquish all claims against South Carolina Black Pride, its officials, agents, volunteers, sponsors and other associated with SCBP that may have as a result of participants in the basketball games. I understand that photography of my participation in the activities/games...
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...Difference between Groups and Teams December 4, 2011 When coming together in the workplace to accomplish larger issues, teams or groups are usually assembled for this. This paper will discuss the differences between groups and teams and how they are applied to my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or something...
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...A chain is just as strong as its weakest link. A group is just as strong as its weakest member. The negative of working in a team outweigh the positives of working in a group. Working alone is better than working in a team because it is easier to manage, also because you won’t need to compromise your own ideas for others. Working alone, rather than in a team allows for easy management of the group. One reason why management is easier is because you have only yourself to manage. You can control what you do, when you do it, and the effort you put in. For example, this removes the constant need to get updated on your group members whilst working on a project. Another reason why working alone is better than working with others is because you are...
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...Case for Critical Analysis: Plumb-Quik Maureen Salick, a manufacturing vice president, walked into the monthly companywide meeting with a light step and a hopefulness she hadn’t felt in a long time. The company’s new, dynamic CEO was going to announce a new era of empowerment at Plumb-Quik, a 75 year old publicly held company that had once been a leading manufacturer and retailer of plumbing products and supplies. In recent years, the company experienced a host of problems: market share was declining in the face of increased foreign and domestic competition: new product ideas were few and far between; departments such as manufacturing and sales barely spoke to one another; morale was at an all-time low, and many employees were actively seeking other jobs. Everyone needed a dose of hope. Alex Boochoon who had been hired to revive the failing company, briskly opened the meeting with a challenge: “As we face increasing competition, we need new ideas, new energy, new spirit to make this company great. And the source for this change is you – each one of you.” He then went on to explain that under the new empowerment campaign, employees would be getting more information about how the company was run and would be able to work with their fellow employees in new and creative ways. Alex proclaimed a new era of trust and cooperation at Plumb-Quik. Maureen felt the excitement stirring within her; but as she looked around...
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...|Sales Team Contact Information: | |Sales Region: |Northeast Enterprise |Sales Office: |Rochester NY | |Account Executive: |Rick Andrews |AE Contact Phone: |716-819-2116 | |Sales Engineer: |Scott Krulisky |SE Contact Phone: |(716) 819-2163 | |Customer & Bid Document Information: | |Customer Name: |Ecology & Environment |Industry Type: |Testing & Remediation | |Date bid Received: |1/7/2016 |Questions Due Date: |TBD | |Date bid Issued: |12/28/2105 |Due Date: |TBD | |Is this a current client? | Yes | No |If Yes, Current Billing: |$ per month | |If yes, what Level 3 Services...
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... | |ASSIGNMENT COVER SHEET | |NAME OF STUDENT |Võ Văn Công Nguyên | |REGISTRATION NO. |B100104 | |UNIT TITLE |Unit 14: Working with and Leading People | |ASSIGNMENT TITLE |PV Gas Recruitment, Selection and Build Team | |ASSIGNMENT NO |1 of 2 | |NAME OF ASSESSOR |Hà Tuấn Anh | |SUBMISSION DEADLINE |August 16th, 2011 | I, _Võ Văn Công Nguyên_ hereby confirm that this assignment is my own work and not copied or plagiarized from any source. I have referenced the sources from which information is obtained by me for this assignment. ________________________________ ...
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...WORK SCHEDULE AND ASSIGNING SPECIFIC DUTIES. ESTABLISH AND IMPLEMENT DEPARTMENTAL POLICIES, GOALS, OBJECTIVE, AND PROCEDURES, CONFERRING ORGANISATION OFFICIALS. PRODUCTION OF SALT AS PER PRODUCTION SCHEDULE, ACHIEVE MAX EFFICIENCY OF THE PLANT, COST OPTIMIZATION, MAINTENANCE OF PLANT EQUIPMENT CO-ORDINATION WITH TECHNICAL TEAM DRIVER CO-ORDINATION WITH TECHNICAL TEAM TO ENSURE MAX. PLANT UTILIZATION RELATIONSHIP MANAGEMENT DRIVER EFFECTIVE TEAM BUILDING WITH ALL DEPT. COST OPTIMIZATION THINKER ACHIEVE MAX. OUTPUT WITH LEAST RESOURCES TRAINING & DEVELOPMENT DRIVER TRAINING & DEVELOPMENT OF STAFF TEAM BUILDING AND SECOND LINE THINKER & DRIVER DEVELOPMENT LEAD THE TEAM WITH THE HIGHEST ETHICAL STANDARDS, BY MAINTAINING EXCELLENT COMMUNICATION, WHICH WILL BE MOTIVATING THE CONFIDENCE OF THE TEAM. WORKING COLLABORATIVELY WITH ALL THE DEPARTMENTS, PEERS AND EMPLOYEES AS A TEAM WILL BE BENEFICIAL TO ACHIEVE DESIRED GOAL FOR THE COMPANY. STRONG BELIEVER OF SECOND LINE DEVELOPMENT SO THAT THE COMPANY IS ALWAYS HEALTHY IN TERMS OF EFFICIENT & EFFECTIVE WORKING HANDS. 1 TECHNO-COMMERCIAL ABILITIES 2 GO GETTER 3 LEADERSHIP 4 PRODUCTIVITY & QUALITY FOCUS 5 TEAM MANAGEMENT & INTERPERSONAL SKILLS...
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...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 use company equipment for personal gain. Valuable lessons were taken in by Team B from watching employees in the workplace get caught, suffer the consequences, and sometimes get fired. The same lessons apply personally...
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...Synopsis Discovering Adventure, Realising Extremes 5 (5.A.R.E) is an adventure race, proudly organised by Victoria Junior College Outdoor Activities Club. With its fifth instalment, it promises an adventure like no other, with multidisciplinary activities such as running, swimming, cycling and rockclimbing. As a team of 4, racers will have the chance to physically challenge themselves in a battle of wit and tact with other teams to emerge victorious. Dates to note: Registration closes - 1st May 2012 Racer’s Briefing - 12 th May 2012 Race day - 19th May 2012 Categories Racing Categories: Open Men / Open Mixed / VJ Mixed Price: $40 per person Things to Bring |Item |Recommended Quantity / team |Remarks | |Racer’s Shirt | |To be provided and worn on Race Day | |Comfortable Shorts / tights | | | |Swim Wear | |Specifically for girls during swimming. | |Water |3 litres |Water points will be present at certain stations | |Small Backpack |2...
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...that any tool that enhances communications has profound effects in terms of how people can learn from each other, and how they can achieve the kind of freedoms that they’re interested in.” –Bill Gates. When we talk, it is because we want to share ideas, information or express our feelings with another person. Many friendships begin with a conversation. Conversely, many animosities begin with misunderstanding or disagreement. In order to have an effective communication, both active listening and good speaking skills are essential. I work in an environment where effective communication is very crucial, since my team deals with both internal and external customers on a daily basis. For our internal customers, we have different types of business units like Marine, Recreational Vehicles, Motorsports and many other teams like Information Technology (IT) and Legal teams. They all speak and use different terminologies according to their businesses. Our communication channels include email, phone, WebEx, face-to-face meetings, teleconferences and our internal Colab website. For our external customers, we deal with various dealers, manufactures, and distributors from all different types of businesses and products. Our communication channels consist of phone calls and emails. To communicate with our external customers is very challenging because all we can hear is their tone of voice and see their writing. However, I have experienced effective communication with our external...
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...Analysis of Cross-Functional Teams By: Timothy Ray PROC 5000 - S1 2016 Procurement and Acquisitions Professor Claude Wiedower Table of Contents Abstract …………………………………………………………………. 2 History …………………………………………………………………... 2 Types of Cross-Functioning Teams …………………………………….. 4 Use of Cross-Functioanl Teams ………………………………………… 6 Team Composition ……………………………………………………… 7 Benefits of cross functional Teams ……………………………………... 8 Challenges ………………………………………………………………. 10 Developing a Successful Team …………………………………………. 11 Summary ………………………………………………………………... 13 Comclusion ……………………………………………………………… 13 Abstract Many of today’s most successful companies utilize various types of teams to complete projects, solve problems within the company, and brainstorm fresh, new ideas for the company. Of all the different types of teams, cross-functional teams are the most popular and among the best to use. In a cross-functional team, individuals from different backgrounds or departments come together to accomplish a common goal. This is becoming more common in companies today because of the great benefits each individual can contribute to, not only the team, but also to the company. A few interesting aspects of cross-functional teams include the history and background; the different types of teams; the purpose of cross-functional teams and their many uses; the pros and cons of cross-functional teams; and how develop successful teams. Each of these aspects will be discussed in detail to...
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...The Flayton team did a great job after they realized there was a possibility that its customer data may get breached. The whole team responses to this issue immediately. Brett Flayton, CEO of Flayton Electronics, fully involved in from the beginning and gave enough support. Laurie, who was responsible for security at Flayton, tried to get more details in all aspects. Sergei, the CIO of Flayton, tried to find the possible reasons that made the data breached. I suggest Flayton Electronics to do the following steps, which I think are most critical for Flayton Electronics Company. First of all, terminate all of possible ways which may cause the data breach as soon as possible. Flayton Electronics have to close it immediately. For a Company, it should do everything it could to make the data breach have as little damage as possible to the Company, as well as to its customers. Hence, when this kind of crisis happens, timing is very important. The earlier to stop the data breach, the less damage to company and its customer since it may be difficult for a company to identify exactly reason that causes the data breach, especially for a big company. Every single process needs to be identified, which will be a time-consuming process. But it will be much easier for company to indentify all of possible reasons causing the data breach and terminate them immediately will be a best way to make everything under the control as early as possible. As long as Flayton Electronics team confirms...
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...the success of their business. It will improve their financial performance through creating happy guests through happy team members. The guidelines in this book should be adopted [where relevant]. HR strongly recommends that employees adopt these guidelines even in their personal lives so that these behaviors become natural. The two main objectives of this hand book are to help BSSO (Branch Sales and Service Officer) achieve excellence in Guest Experience and ensure Service Quality. ‘BRAC’ Bank Guest Experience Fundamentals These guidelines will help us to achieve ‘BRAC’ Bank guest experience standards- 1) Bold – BSSO will be BOLD on behalf of their guests and colleagues. They will be the first to greet, first to listen, first to make suggestions, first to satisfy even the unexpressed needs and to bid a fond farewell. 2) Reliable – BSSO will take full ownership in serving their guests to their complete satisfaction. 3) Appealing – They will ensure that all guest touch points are appealing and inviting. 4) Consistent – It is also necessary to ensure that guest experience quality is consistent in all aspects across all guest service points all the time. The Five Essential Areas of Excellence in Guest Experience [5P’s]: BRAC Bank guest experience standards will apply to the five aspects for excellence in guest experience listed below; • People – The team who serves our guests • Premises – the locations from which they serve guests. • Papers – the documents they use to...
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...Analyzing Managerial Decisions: Why Teams Fail By HCM-540, MBOL5, Health Care Organization Instructor: Saint Leo University Distance Learning December 15, 2013 DISCUSS POTENTAIL REASONS WHY TEAMS OFTEN FAIL TO DELIVER THE HOPED FOR RESULTS There many reasons a team can fail in achieving the results hope for in the organization. The use of teams in an organization allows them to share specialize knowledge amongst its members. In doing this, value is created for the organization and the team. This method of knowledge sharing is beneficial as oppose to the traditional hierarchy of knowledge distribution. The reasons are as follows: 1. A major reason any team fails, whether it is a management or project team, is the lack of a clear, overriding, and compelling vision or purpose. Like a team racing a sail boat, business teams have to know not only their destination, they have to have a compelling reason for getting there as quickly and efficiently as possible. Otherwise, they’ll do whatever it takes to get by, and they’ll make sure nobody on the team does any more than necessary. A known purpose answers the question, “What are we here for.” For example, an Information Technology department is concerned with the low level of pride their staff had for their projects. Staff usually tries to keep to themselves and avoid initiative. The team usually feels that the meetings are mostly irrelevant to their work, and do not lead to progress, holding needless arguments...
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