...Memorandum To: All Team Members From: Laketa Byrd, Project Team Leader Date: April 12, 2015 RE: Delivery issues to Canada due to paperwork with customs Team, as you know, we are having a grand opening for our new market in Canada, however, there are some issues we’re having with the shipment and delivery of items that are being delayed due to paperwork issues we’re having with customs. Since the grand opening is right around the corner, it’s imperative that all team members pull together to address these issues as soon as possible or this could cause many problems for us in this new market. It’s also just as important for the team to come up with ways that will afford us the ability to resolve these issues immediately so that we can continue to do business in this market. As the team leader, my main goal is to minimize the process of completing paperwork as much as possible as well as minimize the long amount of delivery time of our items. Since this is a new venture for us in this market, we all know how important it is for us to be able to deliver the items to our customers as scheduled and ahead of schedule, not behind schedule. With us being held up with the processing of more and more paperwork with customs, this could make it extremely different for us to thrive in this market and be able to attract new and additional customers as well as keep the ones we already have. I think in order for us to get ahead and/or resolve the issues we’re having we need to arrange a...
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...|Activity 3_1 | |Time stealers |Yes/ No |Can be by |Method | | | |me—yes/ no| | |Interruptions – telephone |Yes |Yes |Plan all calls to be made and make multiple | | | | |calls together to reduce the interruptions. | | | | |Screen calls during the day, and call back on | | | | |agreed times. | |Interruptions – personal visitors |Yes |Yes |Allow visitors during scheduled hours. | | | | |Communicate this to known visitors. Set definite| | | | |times when I don’t want to be interrupted. | |Mail and email |yes |Yes |Set times...
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...Abstract Visionary leadership, culture of accountability, affinity for risk, and strategic agility are all key characteristics of a High Performance Organization (HPO). A visionary leader is one who inspires the team to move towards the vision and creates strategic momentum through connection between strategy and those who deliver it on the front line. In a High Performance Organization, leaders are aware and realize how accountability must be paired with authority for maximal results. Outstanding leaders that have the ability to orchestrate organizational change often utilize a high degree of motivation. The president of K.I.S.S. Entertainment was a new leader who lacked the knowledge on how to successfully lead and motivate her team. The company developed great concepts and implemented new ideas where it was expected for the company to generate a sufficient amount of revenue. As time progressed and the work became overwhelming, the team began to become lackadaisical resulting in deprivation of execution. This paper inspects K.I.S.S. Entertainment as a company, identifies the problems with their leadership, and suggests solutions to rectify the issues with becoming a High Performance Organization as the outcome. K.I.S.S. Entertainment is a small event planning, marketing, and promotional media company based out of Chicago, IL. Since existence, K.I.S.S. Entertainment’s main focus has been to deliver important messages to the youth and African-American communities’ byway...
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...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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...business units. It develops diversity business cases to assist in training and has successfully increased the percentage of black people in executive positions. 3. What are the important components of an effective sexual harassment strategy? * Defining sexual harassment when it relates to a hostile environment is difficult, and care in determining what is enforceable is important. Those who develop and conduct training must not bring their own values into the training. Rather, they must present situations that are irrelevant and could quite likely lead to a backlash. 4. Why is team training necessary? What are the seven components of effective teams? What are some of the KSAs required of team members in effective teams? * Teams often produce innovative ways of reducing waste, improving quality and productivity. Teams are able to streamline processes and reduce the need for paperwork, and the like, thereby improving...
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...AC 1.1 Evaluate the benefits of delegation. According to Murdock and Scutt (2001) the definition of management is getting work done through people. The ability to manage efficiently and effectively is therefore dependent one’s ability to delegate. The success of any individual occupying a managerial position is measured not by what the individual is able to produce but by what his/her team produces. This can be effected through delegation. There are many benefits to delegation for the delegator/manager, the delegate/employee and the organisation. As a manager/leader it is important to take time to think about goals, not just activities. If it is done effectively delegating can relieve some of your stress and give you more time to do your job. Delegating can help enhance your credibility as a manager/leader. By allowing your employees new ways to show their responsibility, you get their respect and loyalty. It will also help to identify potential within your team. According to Murdock and Scutt (2001) a manager should delegate the following: * Routine tasks * Interesting tasks * Tasks that others could possibly do better * Tasks that others might enjoy * Tasks that are good for an individual’s development * Time consuming tasks * Tasks for which you are not ultimately responsible. Managers who delegate effectively also receive several personal benefits; most importantly, they have more time to do their own jobs when they assign tasks to others...
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...started the season in Western Kazakhstan 30 kilometers from the Caspian Sea. My contract was breached in every way possible from the time I arrived until the time I left Kazakhstan. Salary payments were supposed to be made “promptly” at the beginning of the following month. So, salary payments for the month of August should have been paid September 1st … but they were not. Instead, we received a portion of our payment on the 17th. I say portion because we were not paid in full. The team President decided that we performed poorly at the exhibition tournament in Eastern Kazakhstan and deducted every player 10% of our “bonus” pay. When the imports and myself heard about this for the first time, we were taken by surprise. We had no idea what this “bonus” pay meant. Then it was explained to us from other players. Apparently, our salary (100%) was made up of two numbers: one number (70%) was the amount that was to be paid to us every month and the other was a bonus (30%) amount dictated by the coaches and team...
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...Team Work Angela Meek BUS 318 Instructor Jodi Feikema January 20, 2014 Teams within an organization setting are becoming an increased practice. Teams do many things and contribute much to today’s competitive organizations. There are four primary typed of teams: Problem-Solving Teams, Work Groups, Quality Teams and Virtual Teams. (Uhlig, 2008) In this paper I will describe these different teams, what they are like, and how they work to reach goals. Teams are created within organizations to bring together their top employees that have the skills and knowledge to reach that organization’s specific goals. There are several types of teams used by organizations. Each one is unique in how they work and each one shows how employees working together are more productive than when they work alone to reach certain goals. (Uhlig, 2008) Within an organization that uses teams to reach their goals, there will be formal and informal team structures. Formal teams are structured, have a specific purpose, and are named department, division, or team within an organization. These teams can be temporary or on-going within the organization. (Schemerhorn, Osborn, Uhl-Bien, & Hunt, 2012) Formal teams work based on a hierarchical structure. This means that there is a manager and employees. Organizations that want to lessen the emphasis of hierarchy may change the manager’s title to lead or coach. The employees may be called associates or simply...
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...that can be used to identify oneself as a member of a socially meaningful group or “social network. (1) Most can easily identify with many separate discourses as a result from their raising such as in “Speaking in Tongues” or as a result of their education and adaptability to their environments as in “First They Changed My Name”. Human’s ability to adapt uses our “Get in where you fit in” mind set. Acting as one’s camouflage allows us as humans to avoid sticking out and instead encourages our abilities to blend in with the crowd and not be treated differently or singled out from the majority. While working within a very upstanding company, I was recently promoted to Environmental Health and Safety Coordinator. I am now part of a 5 person team whose purpose for the company is to stay aware and address any and all safety issues that presently pose a threat to employees or the environment. We put into place regulations in order to initiate preventative maintenance protocols and procedures to prevent future safety and compliance issues that may arise. This safety (EHS)...
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...Bradford’s Warehouse: Bradford was a successful leader for several reasons. According to Schreisheim’s, Garbage In, Garbage Out Model, Bradford selected good employees, rather than attempting to create them, by ‘borrowing’ talent from other Ingersoll divisions. After evaluating the staffing requirements, he makes his employee selection based on their ‘technical and conceptual ability, human relations ability and interpersonal skills, and intrinsic work motivation’; “these persons are particularly selected for their past accomplishment, inventive ideas, ability to work rapidly, and their probable compatibility with existing Warehouse personnel.” Another success factor is attributed to specific Cultural Dimensions Bradford is characterized by: Power Distance, Assertiveness, In-Group Collectivism and Performance Orientation. He has definitely positioned himself on another dimension, commanding power and authority not only with his subordinates, but with his peers and most significantly with his superior, Mr. Ingersoll. Bradford has enough ‘power’ and influence over the president of the company to have all his demands satisfied, ‘Bob Bradford has a direct telephone line to our president, Mr. Ingersoll. When Bradford wants something he simply phone Ingersoll and gets it!.......” The degree of assertiveness and power-fueled determination allows him to be ‘forceful, aggressive, and tough, permitting him to ‘indiscriminately ‘raid’ other projects for people...
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...C&S Wholesale Grocers: Self-Managed Teams HBS Case Study, 9-404-025 Introduction The case of C&S Wholesale Grocers: Self-Managed Teams is about when and how to make a major organizational change. Rick Cohen, CEO of C&S Wholesale Grocers, has to make a decision in a few days about whether to keep the current organizational structure, which is already stretched to the limit, or to explore an alternate structure, self-managed teams, that could improve workflow and morale. This is a challenging decision since the new structure could help manage the increased workload better during the upcoming holidays but there is some risk that starting a new system could make things worse especially in the short term. If the decision is to go forward with self-managed teams, Cohen wonders whether to launch teams with one shift, to only have experienced people on the teams, and whether the teams should be cross functional. Alternatively, it might be better to wait until the beginning of the next year to begin a full-scale experiment with teams. What could be done to hold it together during the increased workload of the holidays? Diagnosis Rick Cohen is CEO for C&S Wholesale Grocers, a warehousing and distribution company. This is a particularly challenging decision for Cohen because some things are pushing him toward making a change and some common sense and wisdom is holding him back, at least somewhat; he also does not have much time to take some action which is more critical every...
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...Cheerleading Team Packet Welcome to Exceptional Athletics Nebraska and thank you for your interest in our All-Star Cheerleading Program! MISSION: To be a premier cheerleading facility in the greater Omaha area and to provide a fun, safe environment for children to learn and grow in their cheerleading and tumbling abilities. REGISTRATION: Forms for registration are available at Exceptional Athletics Nebraska or via email. MEMBERSHIP FEES: An annual membership fee of $40/year for 1 child or $75/year for 2 children or $100 for 3 or more children is required. This is to assist with covering insurance and paperwork ALLSTAR PROGRAM INFORMATION: All-Star Cheerleading is a competitive team not associated with a school but rather with a gym such as Exceptional Athletics Nebraska. Teams prepare year around for several different competitions. Teams are divided according to age and skill levels: Minis: 8 years and under Youth: 12 years and under Junior: 14 years and under Senior: 18 years to 10 Special Needs: All ages Tryouts: Tryouts will be held Every Tuesday and Thursday in April and will be an open format. Kids ages 10 and under will practice from 6-7pm and kids ages 10 and older will practice from 7-8:30pm. We may ask kids to try different times to see where they fit best. Everyone will be practicing as a group, so we can see how everyone works together. Team Placement: Exceptional Athletics retains the right to: 1. Place cheerleaders on the team(s)...
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...of organisational objectives. It is also about being able to improve performance, motivate the team and secure their commitment and recognise the impact of organisational politics and personal interests. Scenario Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario:- You are a senior manager in a business unit of a medium sized enterprise, with functional management and organisational leadership responsibilities. You have responsibility for all aspects of the performance management of your team and its contribution towards the achievement of business goals. Please select and research an organisation of your choice to identify its approach to performance management. Provide brief details of your research in a summary of between 200 and 250 words, this should not be counted in the suggested word count. Use the results of your research to answer the tasks below. Task 1: Describe a performance management process for ensuring that responsibility for delivering strategic objectives is shared throughout the organisation. Use a practical example to illustrate how team performance links to organisational objectives. Identify a range of at least four different tools and techniques for setting team performance targets. Evaluate these by comparing and contrasting them, using a table format if preferred...
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...Recipients * Format * Owner The communication channel as regards in this project will be as following: * Formal * Verbal and Written * As contain in the project communication plan Communication Plan: This document outlines the plan of communication for KIOKO Group project team and contractor. WHAT | WHEN | WHERE | OWNER | ATTENDEES | Status Meeting | Every WeekFriday12 Noon | Conference Room | Project Manager | Project Team, Contractor and KIOKO Group Automation logistics Head | Progress Meeting | Every two WeekMonday10am | RM 302 | Contractor | Project Team and KIOKO Group logistics Head | WRITTEN COMMUNICATION | WHAT | DUE WHEN | METHOD OF DELIVERY | SENDER | RECEIVER | Meeting Minutes | 2 days after the meeting | EMAIL | Designated Staff | All participants | Action Item Log | 4 days after the PMO Status meeting | EMAIL | Designated Staff | All participants | Meeting Agenda | 2 days before a meeting | EMAIL | Meeting Facilitator | All meeting participants | Status Reports to Project Manager | WeeklyWednesdayBy noon | Paper Copy and Soft Copy through email | Project Lead | Project Manager | Status Reports to Strategic Alignment Team | 3 days after review by PMMonday 9am | Paper Copy and Soft copy through email |...
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...hard-working and reliable person, able to work well both as part of a team and under my own initiative. I can work hard towards deadlines and willing to further my skills and knowledge. I thrived under pressure, work flexibly and I am a very motivated worker. I am willing and able to adapt to new situations and have excellent communication skills. I am able to communicate both efficiently, effectively, precisely, and clearly. After such experience in team work, I am able to find my feet quickly and become an effective team member in any situation. I enjoy working with people from any background, age, race or ability, and people find me to be friendly, out-going, bubbly and approachable person. Personal Interest:- Working with people with learning difficulties, reading, cross stitch, watching DVD’s, seeing family and friends, socialising, going out for drinks and meals. Employment:- Senior Support Worker 55 Scotch Orchard, Lichfield, Staffordshire WS13 6DE Key Achievements:- * Having 11 years experience with people with learning difficulties and complex needs with challenging behaviour. * Ateending training to gain knowledge & in crease skills. * Using good communication skills towards colleagues, service users & professional bodies. * Working in a diverse & equal setting. * To make best use of resources availalbe. * Working effectively as part as a multi-disciplinary team. * Administering medication. * Devising personal &...
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