...Vision Change Analysis Paper I chose to do my change analysis paper on the Case Study from our text titled, “Role of Vision at Mentor Graphics. This company was formed in the early 1980s. Their main focus is designing a computer-aided engineering workstation product. As time has gone on this company has changed their vision. In the beginning it started out with “Build Something That People Will Buy (Palmer).” In the early 1980’s this vision was changed to “Beat Daisy (Palmer)”, due to the fact that this was a competitor that they were trying to beat out with sales. In 1985 they had accomplished this vision and needed to find a new one. At this point they needed to find a new vision. They chose “Six Boxes (Palmer),” this was because that would represent the six different businesses that they wanted to become leaders in. In the late 1980’s one of the businesses that was included in the vision was no longer a part of Mentor Graphics. This vision however caused them to not be able to make the proper decisions that were needed. This is when they decided to change the vision yet again. This time it was changed to “ 10X Imperative ( Palmer).” In 1989 yet another vision was decided upon. This one, “Changing the Way the World Designs Together (Palmer),” the problem with this vision was that it did not make since with what the company was doing at the time. As they realized that this vision was distracting from what the company was trying to do they chose yet another vision, “Our...
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...1 Introduction When you check out a company’s website, you will normally find their vision and mission statement posted in their About Us link. This is a statement of purpose determined by management based on an organization’s core values and beliefs that defines the organization’s identity and combines and ideal manifestation of its direction together with a tangible prescription for realizing its goals.1 This is mainly the statement for the overall company. Within different departments, some managers may have an additional vision statement for the department and the workers. At the supply and distribution company that I work for, I believe that there could be a vision, mission and strategy statement for each individual department, especially the Parcel-Packing department. The head department manager recently took on a change initiative to determine why the department was experiencing an overload of orders not being packed, when the flow of work had not changed. From observation, he took on the role of an interpreter in managing the change. In order to go about change, a vision had to be made. For the Parcel-Packing department, I have developed vision, mission and strategy statements that will hopefully help the change manager with the change initiative task. It is important to have these statements for this individual department due to the fact that with a change occurring, it will help to keep the focus of the goal that is to be achieved. Application Analysis While...
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...Running head: VISIONS OF CHANGE Visions of Change Managing Organizational Change HR587OH February 6, 2011 The Philadelphia Housing Authority is the fourth largest authority that identifies the need and brings together all kinds of resources and services for the low income population. 1. Leads a collaboration of programs to provide their clients with the help of community organizations to self-sufficiency. 2. Collaborates with and makes referrals to other high-quality service providers for homeownership. 3. Leads many advocacy efforts to ensure services are provided either by The Philadelphia Housing Authority or other providers. The strategic direction and goals included in this plan are The Philadelphia Housing Authority response to its understanding of what its client’s value most about the organization, and current opportunities and challenges for offering a high quality system of support in the community for people in need of affordable housing. The five-year period of this strategic plan will be a time of assessing and deepening the Philadelphia Housing Authority’s approaches to its work. Concurrently, The Philadelphia Housing Authority will take more of a leadership role in working with a broader array of community resources, and it will explore actively engaging more time in helping with the needs of their clients. With a fresh perspective on its mission, understanding what it does well, and the environment in which it operates, The Philadelphia Housing...
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...Setting a vision is critical for a change process to be successful. Generally speaking, a vision provides an organization with a sense of direction and purpose and provides a framework for the goals and mission of the organization. If it is well written, it should embrace the identified values of the organization, that is, what is the purpose of existence for the organization (Collins, 2001). Kotter (1996) tells us that there are three important purposes to a good vision. First, a good vision simplifies detailed decision-making. Second, assuming the right people are on the bus (Collins), then, even if initially difficult, a good vision will motivate people to taking the right actions. Lastly, Kotter states that a good vision will help to coordinate people more quickly and efficiently. Senge (1994) suggests that the vision be co-created so as to gain appreciation for the vision and to better understand each other’s perspectives and ideas. Collins stresses the fact that creating a vision should force the brutal facts to be faced. Facing facts helps create vision and leads to change. The authors, Kotter, Collins and Senge each offer ideas on how to create the vision and how to communicate it. Kotter, (1994) tells us that creation of the vision is an exercise of the heart and the mind, that it takes time, involves a group of people and is a challenge to do right. Collins (2001) and Senge (1994) also speak to the need of involving others. Collins in the sense of having...
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...Vision Change Analysis By: HR 587 Managing Organizational Change K Milburn 4 June 2011 In business a vision is a well articulated view of how a company sees itself as well as an image of how a business wishes model itself during the long-term future. Business visions should be realistic and perceived as accomplishable by the people within an organization. The president of Mentor Graphics; Gerard Lageler (1992), may have had a point when he said “Grand, abstract visions can be too inspirational and that is why the company may wind up making more poetry than products.” Over the years Mentor Graphics changed its vision numerous times but eventually returned to a model that reverberated the goals of their original vision. A vision statement should not just be words to post on a wall but serve the function of defining an organization’s values and their purpose. The vision statement should inspire employees to achieve the goals of the company and though achieving those goals prove to why they should do business with the organization. Initially Mentor Graphics’ unarticulated vision was to “Build Something That People Will Buy” and in the end they found that the vision a company starts with is generally the best to follow. Over the years Mentor Graphics saw fit to continuously change their vision to match their new goals, eventually creating vision statements that where more and more grandiose, inspirational but also indistinguishable to the true...
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...gotten the approval for an IPO and want to head full force for it. Unfortunately, this is an all new theory for all of them as they knew the general course of action but need a change strategy and an end vision. With strong individuals such as, Don Ruiz CEO, Michelle Houghton CFO, Teri Robertson CTO and Greg Thoman, Gene One has the brainpower to flourish. They will not flourish, conversely, if there is no participative influenced strategy to pull everyone together and forward. Without this the strong willed individuals will continue to counteract each other and Gene One will stay at an impasse. With this counteractive mentality, there will be no cushion of security for every individual within the company to rely on. With no cushion of security Gene One employees will not give a team based effort and the organization itself will fall apart. Gene One will face many obstacles and likely fail unless they create and employ an organizational change. This organizational change should consist of leadership changes, teams and organizational culture. Leadership changes will outline the style and duties of each leader within the organization. This is the best time to educate the leaders on the Sarbanes-Oxley Act and how it directly affects the CEO, CFO and Board of directors.The second most important change will have to be that of the restructuring...
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...------------------------------------------------- SCHEDULE AND COST ESTIMATE FOR MUSICAL CONCERT SPRING 2012 A proposal and work breakdown structure for a musical concert scheduled to hold in spring of 2012. This proposal contains the description of the project, its objectives as well as the cost associated with the project. ------------------------------------------------- SCHEDULE AND COST ESTIMATE FOR MUSICAL CONCERT SPRING 2012 A proposal and work breakdown structure for a musical concert scheduled to hold in spring of 2012. This proposal contains the description of the project, its objectives as well as the cost associated with the project. NHARMONIC PRODUCTIONS 2011 NHARMONIC PRODUCTIONS 2011 By Abayomi Oluwole Submitted to Dr. Susan Orr on November 20, 2011 Requirement for Course Project Part 1 Executive Summary This thesis formulates a cost estimate and schedule for organizing a musical concert and recording to complement an annual festival which has attracted a global recognition as well and served as an avenue to unify different cultures and backgrounds; using music as a tool to create diversities in genres of music while exposing the Northern America to the styles of other continents. On the basis of several assumptions, a rough estimate of the cost and schedule of the entire structure has been developed along with a more detailed estimate of overhead cost and administrative cost. Project Description This project is to introduce...
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...Introduction Keller Advertising Agency provides its clients with a broad range of winning marketing consulting services. These services include strategic planning as well as tactical implementation. Strategic planning utilizes those processes that lead to an executable marketing plan including identifying areas of opportunity, market segmentation, product line analysis, financial planning, competitive analysis, and culminate in the design of a project implementation plan. This will serve as a detailed road map for the planning and supervision of all marketing activities. We provide a complete range of services. This allows us to evaluate a variety of marketing communications tools, choosing those that are best suited to the client's requirements. We then combine those tools in such a way so as to create meaningful, effective marketing for optimal results. Mission: Our primary focus is to work closely with clients and help them succeed in setting and meeting their marketing goals. We offer total support and a commitment to communicate their ideas in a strategic, creative, and cost-effective manner. Keys to Success * Have the technical expertise to minimize the learning curve for our clients and minimize their expenses. * Be a part of our client's business team. * Insure the timely launch of each client's marketing program. * Generate new innovative strategies for our clients that result in a high-quality and cost-effective product. Product Naming Strategy The...
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...chemical composition of the lens (Haigh, 1993). This further poses difficulty in focussing on an object. The ability to focus on a distant object is also affected and reduced by the decrease in elastic property of eye muscles controlling the shape of the lens or the muscles that aid in contraction of lens. Therefore the efficiency of eyes is greatly reduced with increasing age. Ageing also causes changes in the near point of a person. More light is required with increasing age for improved contrast. Nearly double illumination is required for 40 years old people and triple for 60 years old when compared to the young people of about 20 years (Haigh, 1993). The problem of temporary vision impairment caused due to the bright light (glare) also increases with age only. The capability to prevent glare is usually reduced to half in 12 years. (Reuben et al., 1988). Visual Fields 1. About one in seven over 65 has abnormal visual fields (Johnson and Keltner, 1983). 2. Thirteen percent over 65 exhibit a field deficit; 3.5% had severe loss of visual fields 3. 57.6% of those with abnormal vision were previously unaware of this...
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...1 The CASE Journal Volume 4, Issue 2 (Spring 2008) Table of Contents Click on the article or case title to go to that page Editorial Policy Letter from the Editor Case Abstracts Cases “Sally’s Dilemma: Making Tough Choices in Collaborative Visioning” Karl A. Hickerson, David J. O’Connell & Arun K. Pillutla, St. Ambrose University “The Death of a Salesman Revisited: Part A” Herbert Sherman, Long Island University & Daniel James Rowley, University of Northern Colorado “The Death of a Salesman Revisited: Part B” Herbert Sherman, Long Island University & Daniel James Rowley, University of Northern Colorado “Customer Service at the Jewish Community Center” Edward Demarais, Salem State College, Sandra Sheckman, & Gina Vega, Salem State “The Frozen Production Line” Anton Massman, U.S. Air Force, Elaine Davis & Janell M. Kurtz, St. Cloud State University “Dow Chemical and Agent Orange in Vietnam” Cedric Dawkins, California State Polytechnic University – Pomona Membership Form Page 2 The CASE Journal Volume 4, Issue 2 (Spring 2008) EDITORIAL POLICY The audience for this journal includes both practitioners and academics and thus encourages submissions from a broad range of individuals. The CASE Journal invites submissions of cases designed for classroom use. Cases from all business disciplines will be considered. Cases must be factual, and releases must be available where necessary. All cases must be accompanied by an instructor’s manual ...
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...How effective was Ko in defining and framing a vision for Motorola Penang? In what ways were her efforts similar to and different from the example of Charles Schwab citied earlier? How did Ko resolve the dilemma of where visions come from? Where did she find her vision? S. K. Ko had a very aggressive and challenging vision for Motorola Penang. She struggled with the most effective way of making that vision a reality. Ideal vision is something that inspires and directs people. There is always a tension for a leader when it comes to giving and receiving a vision. She engaged many of her top team in discussions about the challenges of the future of the facility. She had many specific and concrete ideas but didn’t want to seem to be imposing them on the group. She wanted to get most involvement possible to ensure all relevant information was considered that would be tasked with making the vision a reality. Ko’s philosophy reflects a positive, familial, celebrate every accomplishment kind of work environment. She saw technology as a two sided coin that would eliminate low skill job at the same time that it brought new opportunities. She was committed to rapidly moving Motorola Penang to produce more complex systems products, creating an increased demand for technicians and engineers and potentially less demand for unskilled operators. Besides Charles Schawb anticipated a need in the middle class. His vision led him the unique path. It took his organization to places other organizations...
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...- EL MANAGEMENT DE LA REALIDAD INTRODUCCIÓN Creemos que el mundo está tomando nuevos caminos, cuyo punto principal es que son basicamente impredecibles. O sea que por primera vez, en las empresas reconocemos que el horizonte es en verdad un estimado, un verdadero acto de fe que requiere una flexibilidad que no se requeria hace pocos años y se necesita una coherencia mucho mayor para que al hacer un cambio, los problemas no se multipliquen y los malentendidos lleven a más pérdidas. Para estos tiempos hemos desarrollado este sistema gerencial que tiene dos características básicas: * Simplicidad * Sentido de la realidad que permitan una efectiva relacion entre lo que queremos alcanzar y la tarea de cada dia, privilegiando la relacion de lo que soñamos alcanzar con la realidad donde estamos. NUESTRA IDEA ACERCA DEL MANAGEMENT La idea basica del Management de la Realidad es que sea un sistema que parta de los sueños de lo que uno quiera y se relacione con las prioridades de cada dia de una manera util y facil, usando tecnicas cotidianas que nos permitan hacerlo con eficacia y un minimo estrés. La empresa se salva o se hunde por sus miembros, y esta verdad de Pero Grullo se enuncia en el mercado con una parafernalia de cosas que tiene que hacer cada persona que le hace imposible moverse. Es tanto lo que habria qu recordar, que cualquiera que pretenda hacerlo quedaria inmovilizado. Y aunque todos intentamos ser como somos a pesar de estas presiones, nos sentimos en falta...
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...como podemos darnos cuenta en que áreas podemos crecer o mejorar para hacer más fuertes nuestras fortalezas y defendernos de las debilidades. Lo que mas me gusto de la conferencia fue que compartió experiencias reales, y anécdotas que le han pasado durante su estancia en ese trabajo, ya que realmente podemos saber a que nos enfrentaremos, en este caso, si llegamos a trabajar en una consultoría. También me gusto que fuera directamente al grano, y explico de manera breve pero muy clara todo lo que se requería, además de que respondió varias dudas de varios alumnos. Como ya mencioné, me parece muy interesante ver como un Ingeniero Industrial puede dedicarse a varias cosas, y algunas muy distintas entre ellas, por lo cual creo nos da una visión hacía el futuro muy amplia para ver hacia donde queremos dirigirnos. Otra cosa que me gusto fueron los diferentes tips para las entrevistas que dio, ya que creo es algo que todos podremos utilizar, cuando sea necesario. Realmente yo no le cambiaría nada, ya que realmente cumplió con explicarnos todo lo que el realiza, así como la empresa donde trabaja y sobre los distintos proyectos en los que ha sido...
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...ENSAYO: EL PELIGRO DE PERMANECER EN LA ZONA SEGURA El Peligro de permanecer en la zona segura: Cómo romper con el hábito de la titularidad que acaba con las empresas En gran parte de los análisis empresariales se parte de premisas generales, que den base de comparación global para saber qué lugares tienen las condiciones idóneas para desarrollar un proyecto. Lo anterior se traduce a inversiones y, al menos en México, es benévolamente publicada toda la inversión extranjera. Se desarrollará entonces el presente desde una panorámica nacional con algunos indicadores numéricos comparativos a nivel mundial que ayuden a ejemplificar, desde el punto de vista particular, la observancia de la conducta de titularidad. PricewaterhouseCoopers en su estudio Saratoga1 publicado en febrero pasado indica que México es el país en Latinoamérica con el mayor porcentaje de rotación de personal con el 17.8%, mientras que 11.2% a nivel LATAM, 8.4% para EU y 10% para Europa, por resultado es de los más altos a nivel mundial. Con este dato acerca de rotación, a primera vista, es difícil de considerar que las empresas mexicanas tienen problemas de titularidad, pero a su vez, puede ser causa de la misma. En el contexto propio se aprecian los síntomas de titularidad en todos los órganos socio-económicos, esta conducta de estancamiento que parece estar infiltrada en la cultura. En la opinión poblacional hacia lo gubernamental se dice que la titularidad viene a destruir la mayoría de los intentos de...
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...marginan, nos matan la memoria, nos queman las ideas, nos quitan las palabras... oh... Si la historia la escriben los que ganan, eso quiere decir que hay otra historia: la verdadera historia, quien quiera oir que oiga. Litto Nebbia “Quien quiera oir que oiga” Ejes: 1) fisiología del cerebro y fenómenos referidos a la memoria. 2) Filosófico: relación con Nietzsche y memoria colectiva, de la especie, etc. 3) Histórico-político: Políticas de olvido y memoria en Argentina. 1) Clasificación de las alteraciones de la memoria Amnesias orgánicas: subcorticales, corticales. Agnosias: visuales, auditivas, tactiles, corporales, motoras. - Amnesias funcionales: psicógenas. Hipermnesias: vision panorámica de la propia vida, prodigiosas Paramnesias a)alteraciones en el recuerdo - Confabulaciones - Falsos recuerdos delirantes - pseudología fantástica - fenómeno "punta de la lengua" - chequeo - b) alteraciones en el reconocimiento - deja vu, deja vecu - jamais vu - sindrome de capgras Síntesis de: La Memoria como propiedad de los sistemas cerebrales de Carlos Muñoz Gutierrez #En un texto clásico del año 1932, F. Bartlett ya nos advirtió de que considerar así nuestra memoria era un error, un error que se ha perpetuado hasta casi la década de los noventa. Detengámonos en un fragmento de la obra de Bartlett. "Recordar no es la reactivación de innumerables recuerdos fijados, fragmentarios y sin vida. Es una...
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