...WestJet Airlines WestJet Airlines is a Canadian low-cost carrier that was founded in 1996 by an entrepreneur Clive Beddoe. With an idea to start up a low-fare airline company, Beddoe quickly found a team of like-minded partners and WestJet Airlines was born. The role model for WestJet was Southwest Airlines and Morris Air, both operating in the United States. The main goal of the newfound company was to offer “affordable air travel coupled with good service” (WestJet handout, pg 52). Besides being a very successful low-fare carrier, WestJet has a unique corporate culture that has been built around caring for its passengers. Even though, the image of WestJet Airlines seems perfect for today’s economy, this company faces some issues that will be discussed throughout the paper. The main problem WestJet faces is how to maintain the corporate culture with rapid company growth. The “fun” culture is what WestJet is very proud of and “believed that the culture was the key to their airline’s continued success and they could not afford to mismanage it” (WestJet handout pg 52). In tough economy and market competition, WestJet top management needs to make very important decisions to compete with its competitors while keeping the unique corporate culture. First, the company’s challenges need to be analyzed to decide what the best alternatives are for WestJet future. To begin with the analysis, very important characteristic of the WestJetters is they are so customer oriented and...
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...“Ethics are the principles and values an individual uses to govern his activities and decisions. In an organization, a code of ethics is a set of principles that guide the organization in its programs, policies and decisions for the business. The ethical philosophy an organization uses to conduct business can affect the reputation, productivity and bottom line of the business.” (Kelchner, 2014) Having morals and ethics are based on the importance of ethical values. Senior Lifestyle is an organization that based their core values on CHART (caring, honesty, appreciation, respect, and teamwork). The ethical values of this organization based on the aspect of empowering their employees to deliver excellent services and care for their residence and families. Their aim is to work together, looking out for one another, and treating everyone how we want to be treated. It is easy for people in the community to work with a company that has the same type of ethical values and ideas. Everyone one values and wants respect, honesty, be cared for and appreciated, and it all can be accomplished with good teamwork. Caring: to have an inclination, liking, fondness, or affection, which I value in showing people every day to show how much you care for them. Honesty: “refers to a facet of moral character and connotes positive and virtuous attributes such as integrity, truthfulness, straight forwardness, trustworthy, loyal and fair.” (Wikipedia.org). Honesty is the best policy, is what I go by, or...
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...Introduction The main focus of this research is to investigate organizational structure and culture, examine different approaches to management and leadership and theories of organization, examine the relationship between motivational theories and demonstrate an understanding of working with others, teamwork, groups and group dynamics of two different organization. Executive Summary It is essential to comprehend the way in which the enterprises operate regarding organisation’s design and lifestyle and the way these types of features affect the actual efficiency from the organisation in the business industry. This particular research will target those activities connected with Hewlett-Packard (HP) and Apple regarding their design and lifestyle and also the variables affecting individual behaviour at work. It will likewise decrease the character connected with organizations and social behaviour from the enterprises and will measured the elements that may support or restrain the improvement of successful cooperation in the organizations. Similarly, It will also assess the power of technology on team implementation within the associations to achieve its goal-seeking accomplishments that can encourage people to deliver their best strengths within the organization. 1.1 Compare and contrast different organizational structure and culture Organizational structure is the form of an organization that is evident in the way divisions, departments, functions, and people join...
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...Teamwork and team decisions Mrudula Manjunath F00394781 Concordia University Wisconsin Abstract This paper relates to changes in an organization focusing on teamwork and team decisions. I try to analyze how teamwork affects our lives and how it affects our interactions with co-workers. “Becoming skilled at doing more with others may be the single most important thing you can do to increase your value--regardless of your level of authority” (Useem, 2006). My previous job was with a networking company which not only sold hardware and software but specialized in the wraparound services. Therefore, they were in the transition of moving more towards teamwork and promoting team culture within the organization. The term “team” is often used to refer to groups that meet over time to complete a project and then windup or is used to describe a group that operates solely as a team, with the role of leader alternating (self-directed work teams), or a traditional staff that meets as a group on an ongoing basis to discuss operating issues (Robbins & Judge, 2013). Here, I am using the word "team" as a synonym for “teamwork.” Not many departments in my company used to operate as teams—that is, “practice teamwork.” Members would talk to each other at the printer or over lunch. Their work efforts may be designed to meet the overarching objectives of the department, but our work on a day-to-day basis is largely done as individuals. This is unfortunate...
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...paragraphs. Firstly, the old system was prone to central tendency error. It had 13 rating levels and lacked a described evaluation criteria. As one can understand, if the rating scale is large and the different levels are not sufficiently explained, the evaluators will be more likely to evaluate less accurately. In the case, one can read that managers gave almost to everyone a B or a C, provided few A or D ratings. This is a problem because it shows that the managers do not take the performance and evaluation system as a serious and fundamental tool, which consequently affects employees who are not able to receive valuable feedback on their performance. In our opinion this problem has two main root causes. The first one is that managers do not want to upset employees and the sense of teamwork and egalitarianism, so they give medium ratings to everyone. They might believe that a medium grading does not affect neither positively nor negatively employees’ performance. We believe that the other cause could be the lack of clarity in the rating levels description. The fact that the grading system is not clear for managers hampers a precise evaluation of all employees. Second, in addition to the lack of evaluation criteria, there is a problem of absence of assessment of the attributes of specific jobs and consequent alignment with the company’s strategic goals. There are no clear job descriptions, so besides not knowing well how managers should evaluate, they also do not know...
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...3 ACNIELSEN BUSINESS EFFECTIVE SURVEY – TAKING PULSE OF OUR STAFF 5 2.4 MOTIVATION & JOB SATISFACTION 6 2.5 PROMOTING ORGANIZATIONAL COMMITMENT 8 3. TOPIC 2 – DEVELOPING MANAGERIAL SKILLS & PRACTICES 9 3.1 THE IMPORTANCE OF INTERPERSONAL BEHAVIOR 9 3.2 BUILDING A CULTURE OF TRUST 9 3.3 PROMOTING ORGANIZATIONAL CITIZENSHIP BEHAVIOR – A PASSION FOR PERFORMANCE 10 3.4 CAREER DEVELOPMENT 10 3.5 ORGANIZATIONAL COMMUNICATION 11 3.6 TEAMWORK 13 4. TOPIC 3 – DEVELOPING LEADERSHIP SKILLS (C.11-14) 14 4.1 ORGANIZATIONAL LEADERSHIP 14 4.2 CULTURE, CREATIVITY, AND INNOVATION 14 4.3 DESIGNING EFFECTIVE ORGANIZATION 14 4.4 MANAGING ORGANIZATIONAL CHANGE 14 5. SUMMARY 14 1. INTRODUCTION Organizational Behavior has so far been among my most interesting courses during this MBA program. It has provided me with a new perspective as well as a more systematic approach in dealing with my daily managerial issues at work. For me, it is like a journey up the mountain. This course helps me realize an important wisdom that what I see at the bottom of the mountain is not what I see at the top. Without this wisdom, I could have closed my mind to all that I cannot view from my position and, therefore, limit my capacity to grow and improve. Such wisdom helps open my mind to improvement, and teaches me to respect what, at first, I cannot view. In the end, I have learnt this important lesson – what I cannot see can now be seen from a different part of the mountain. With this thought...
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...| Conflict Resolution at General Hospital | Leadership and Organizational Behavior | | | 08/21/2011 | | Discuss the conflict that is occurring at General Hospital. There are several conflicts going on with General Hospital, the first conflict apparent is the Intrapersonal conflict for Mike Hammer. Intrapersonal conflicts occur when a person’s behavior results in outcomes that are mutually exclusive (Hellriegel, D., & Slocum, J.W. 2011). Mike Hammer feels that he is the only one who has the best financial interest for the hospital in mind. With several attempts to make changes to practices within the hospital in order to cut cost and seeing resistance and no success, he feels that he the only one reaching for the goal of saving the hospital. Once Hammer brings on Harding as a part of his team to make changes in the hospital, together they face Interpersonal conflict. Interpersonal conflict not only occurs when two or more individuals perceive that their goals are in opposition, but also occurs when there is some form of role ambiguity (Hellriegel, D. 2011). While Hammer and Harding are clear on their roles, Interpersonal conflict is apparent between Hammer and the Doctors of General hospital when it comes down to what practices the doctors will carry out on the patients. While Hammer believes eliminating some practices may save money the doctors see it as Hammer stepping outside of his boundaries and telling them how to perform their medical expertise...
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...Thesis statement: “The leadership role is a burden carried by one creating a path showing the way forward to serve the rest and not the rest to serve him.” Idea outline. 1. Introduction 1. Who is a leader 2. What is a role of a leader in a community 3. Who is the ideal leader 4. What is leadership 2. A Leader in the society 1. What is positive leadership 2. How is a leader supposed to be 3. Influence from a leader 1. Moral 2. Spiritual 3. Physical 4. The power of a leader 1. Legitimate 2. Reward 3. Coercive 4. Expert 5. Styles of leadership 1. Exploitative 2. Benevolent 3. Participative 6. Characters of a good leader 1. Communication with others 2. Creating a path forward in leading 3. Dedication to tasks 4. Initiation of change where applicable 5. Promoting ethical conduct 7. Other add-ons 8. Conclusion INTRODUCTION Who are leaders? Leaders can be defined as those selected people who practice leadership. What is leadership then? Leadership can be defined as using of influence to make a person do something that the leader wants. Influence here stands for positive, personal, or sentimental bonds conjuring love, liking and admiration as the final result. Leadership, taking into consideration the definition shows that it has an everlasting effect on the practitioner and takes a long-term and can be used not only in the organization setting but also in all the aspects of life. This means that leadership is an art as well...
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...organizational assets. Human assets are often ignored compared to other assets because of five factors: management values, attitude toward risk, nature of employee skills, availability of outsourcing and utilitarianism. Each of these major factors affects how “investment oriented” a company is compared to other organizational assets (Mello, 2015, p. 12). The first factor, management values and their actions involve the readiness of the company to integrate successful plans to invest in human assets; and the second factor, attitude toward risk involves the risks the company is willing to take to invest in their human assets (Mello, 2015). In order to lessen the risk associated with human asset investments, organizations need to develop successful strategies that appeal to their employees or risk losing their investments. Employees today, seek more of a challenging or non-traditional work arrangement than their predecessor and do not want the employer to think of them as owned (Mello, 2015; Newsweek, n.d.). Factor number three, the nature of the skills involves the specialized training provided by organizations; these skills may or may not be transferred to other organizations within market. Skills such as technical knowledge, commitment, teamwork, and...
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...MGT/311 Riordan Manufacturing – Team Strategy Plan Part I. Team Strategy Plan Being part of a group of newly hired team the Superintendents at Riordan Manufacturing believes in trusting teams; also, this is the key way to suppling work duties and completing a job on time. Teams will start to develop from present employees and some will be new hire. This purpose of the teams is to begin production of the newly designed CardiCare Valve heart valves at the Pontiac Michigan provision. The objective of this team strategy plan is to identify strategies available to build the teams. In addition, there are challenges or barriers that may occur. Then we must know how to determine the best strategy and discussed. Finally, to ensure effectiveness, certain procedures that had to be taken to determine each team’s success. There are many strategies to bring into play in creating successful teams. After selecting team members, the superintendents will have to agree on what strategies are helpful in team building. Than their will have to be a leader, so creating a leader for the teams will build certain members of the team so they will know what his or her role is, and the workload can be evenly distributed. An excellent leader will distribute workers skills and put a person into the right job task within the team. Some team building strategies will make sure that the groups who make up your production work together as a team towards the same goal. Having understanding by empowering...
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...paper will address the identification of processed used by Toyota Corporation during the accelerator crisis. It will identify the process used and the core problems with the process. In part A of the paper the paper addresses the issues that began with sticky gas pedals, floor mats, and pedal entrapment and braking issues on some models of Toyotas vehicles. The quality of the vehicle was the issue. In part B of the paper the issue was safety and this lead to drivers dying because of safety issues. In part C of the paper Toyota has a lean process established that had no buy in from employees or Leadership which contributed to issues with their product. Toyota thought they had implemented a learn culture that consist of problem solving, teamwork, and a continuous improvement culture to sustain lean. Toyota Process Improvement Toyota is considered a global leader in the automobile business. Toyota has dominated the market with accolades from several organizations endorsing the Lexus as well as the Camry on a top ten list of best cars to own. Toyota had the market share of 12.8 percent. Toyota was based in Japan in 1933 and was introduced to the United States of American in 1957. Toyota made a name for them for producing reliable vehicles with superb quality. This paper will identify several processes for improvement that Toyota has researched, developed, or incorporated due to the crisis of the accelerators. A process will be identified for improvement and be identified...
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...would assist them in this regard. GM's sincerity regarding smaller, more fuel efficient vehicles was overshadowed by overconfidence that their way was the better way. GM's management had a superior attitude approach to NUMMI. Not enough of GM's senior management was humble enough to accept the fact that they could learn from a competitor. However, even GM recognized how poor their factory efficiency was. They knew that their workforce was the worst in the industry. They also knew that the Fremont plant was the worst of the worst. Freemont Plant GM's Fremont plant conditions were horrendous, which led to horrendous errors on the production line. Sex, drugs, and alcohol were rampant during working hours. Employees came to work drunk or high, or did not come to work at all. Absenteeism was high. Drinking on the production line was the norm. There was zero accountability, and 100% protection from the union. Wages were too high for the workers who did have any sort of work ethic to be able to find employment elsewhere. Actually, work ethic was scarce, both among the union employees and their managers. The overriding lack of...
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...equilibrium of social, environmental and economic factors that affect the business with an aim of improving the short term and longtime performance of the business. Human resource department has a wide scope in the sustainability of the business by balancing several components of the business. These are financial feasibility of the organization and the welfare of the employees, the society, and environmental friendly integrating initiatives (Aras & Crowther, 2012). Sustainability involves compliance with the codes and regulations, integration of social and environmental factors and governance factors into the business and transformation. Frazer (2013) states that, “The primary role of any human resource manager is designing a holistic policy to manage the employee’s talents, which will create sustainability in business strategies and practices” (p .78). The HR should create a culture of unlimited Leadership development for the high potential employees. Workforce engagement contributes to sustainability through customer satisfaction that defines the business growth. Engaging the employees is a noble initiative and the best domain that epitomizes the workers part on the triple bottom line (Hitchcock & Willard, 2009). Collaboration and enhancing teamwork among different departments and team works is an important sustainability tool that all HR managers should employ to improve sustainability. Sustainability affects main businesses of the business from research, development...
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...In broader terms, all decisions that affect the workforce of the organization concern the HRM function. The activities involved in HRM function are pervasive throughout the organization. Line managers, typically spend more than 50 percent of their time for human resource activities such hiring, evaluating, disciplining, and scheduling employees. Human resource management specialists in the HRM department help organizations with all activities related to staffing and maintaining an effective workforce. Major HRM responsibilities include work design and job analysis, training and development, recruiting, compensation, team-building, performance management and appraisal, worker health and safety issues, as well as identifying or developing valid methods for selecting staff. HRM department provides the tools, data and processes that are used by line managers in their human resource management component of their job. What is the focus of HRM department? “The HRM focus should always be maintaining and, ideally, expanding the customer base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do with this focus regardless of the size of the business, or the products or services you are trying to sell.” (Dr. James Spina, former head of Executive Development at the Tribune Company). HRM is involved in managing the human resources with a focus on expanding customer base that gives profit to the company. The bottom line of the company is the focus of the...
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...ethics is a set of principles that guide the organization in its programs, policies and decisions for the business. The ethical philosophy an organization uses to conduct business can affect the reputation, productivity and bottom line of the business. Values and ethics are central to any organization; those operating in the national security arena are no exception. What exactly do we mean by values and ethics? Both are extremely broad terms, and we need to focus in on the aspects most relevant for strategic leaders and decision makers. What we will first discuss is the distinctive nature of ethics for public officials; second, the forces which influence the ethical behavior of individuals in organizations; and third, explore the actions strategic leaders can take to build ethical climates in their organizations. Values can be defined as those things that are important to or valued by someone. That someone can be an individual or, collectively, an organization. One place where values are important is in relation to vision. One of the imperatives for organizational vision is that it must be based on and consistent with the organization's core values. In one example of a vision statement we'll look at later, the organization's core values - in this case, integrity, professionalism, caring, teamwork, and stewardship- were deemed important enough to be included with the statement of the organization's vision. Dr. John Johns, in an article entitled "The Ethical Dimensions of National...
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