...of Management, Cranfield, UK Abstract Purpose – The purpose of this paper is to critically assess current developments in the theory and practice of supply management and through such an assessment to identify barriers, possibilities and key trends. Design/methodology/approach – The paper is based on a three-year detailed study of six supply chains which encompassed 72 companies in Europe. The focal firms in each instance were sophisticated, blue-chip corporations operating on an international scale. Managers across at least four echelons of the supply chain were interviewed and the supply chains were traced and observed. Findings – The paper reveals that supply management is, at best, still emergent in terms of both theory and practice. Few practitioners were able – or even seriously aspired – to extend their reach across the supply chain in the manner prescribed in much modern theory. The paper identifies the range of key barriers and enablers to supply management and it concludes with an assessment of the main trends. Research limitations/implications – The research presents a number of challenges to existing thinking about supply strategy and supply chain management. It reveals the substantial gaps between theory and practice. A number of trends are identified which it is argued may work in favour of better prospects for SCM in the future and for the future of supply management as a discipline. Practical implications – A central challenge concerns who could or...
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...actions and beliefs that are intertwined with a number of other things. This paper will examine the unique leadership approaches of two very prominent basketball coaches who have become legends on and off the basketball court; Duke University basketball coach Mike Krzyzewski and Indiana University’s Coach Bobby Knight. Coach Krzyzewski’s Leadership Approach Coach Krzyzewski was an excellent basketball player. Basketball Hall of Fame recipient in 2001. He gained great notoriety not only as a coach but as a basketball player as well. In reviewing the article from the Harvard Business School regarding Coach Krzyzewski, it is quite evident that his leadership encompassed positive reinforcement for his players. He was quoted as saying, “I don’t want to be a manager or a dictator. I want to be a leader – and leadership is ongoing, adjustable, flexible, and dynamic. As such, leaders have to maintain a certain amount of discretion” (Krzyzewski, 2000). He respected his players and cultivated trust and respect amongst the team. He truly cared for his players and their well-being. Coach Knight’s Leadership Approach Coach Knight played basketball for Ohio State and also served as a basketball mentor. He was old school in the sense that discipline and structure carried great value in his mind for successfully leading a team. He had a definitive plan as to what he as well as the team needed to do to be successful and win. Knight was convinced, and his impressive record of winning served to confirm...
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...collective, standardized way of presenting scientific information. Psychology however, is unique in that it is both a “hard” and a “soft” science, because of the breadth of topics covered under this discipline, technical writing can range from being an easily apprehended read to hyper-specific academic jargon filled writing only science heads are likely to understand. For example, the effect of tau protein bundles in the brains of patients who have...
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...be invented. Meyerson and Scully, in my view, have grasped an important idea and have written about it in a careful and an illuminating way. It's one of those papers, I suspect, that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting the description of the tempered radical, at least in some circumstances and at different times. The reviewers, while suggesting changes, as reviewers do, were also very taken with the paper. It is intellectually interesting, and evocative. It provides us with a perspective on organizational issues that is typically glossed. It opens an arena for organizational analysis that is missed in most theoretical frameworks. Tempered radicals, Meyerson and Scully argue, are individuals who identify with and are committed to their organizations and also to a cause, community or ideology that is fundamentally different from, and possibly at odds with, the dominant culture of their organization. Their radicalism stimulates them to challenge the status quo. Their temperedness reflects the way they have been toughened by challenges, angered by what they see as injustices or ineffectiveness, and inclined to seek moderation in their interactions with members closer to the centre of organizational values and orientations. The paper is a scholarly treatment of a complex concept. It is radical in its charge to us to see new possibilities in the study of organization. It is tempered, even hopeful...
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...for the 21st century. Health care issues today have many chronic conditions such as, arthritis, hypertension, diabetes, cardio-vascular diseases, many mental health issues, and increasing obesity levels in the old as well as in the young. The registered nurse with a higher education will be able to function in unpredictable and complex situations. The registered nurse with a baccalaureate is able to demonstrate flexibility and critical thinking. The old, tired way nurses have been educated will be replaced with advanced learning in community-based, multidisciplinary patient care delivery system of the future. Nurses will no longer be in the back seat due to lesser education, but will be seated side-by-side with other heath care disciplines making educated decisions, quality improvements, and have great system thinking skills. The higher educated nurse will have great team leadership skills. Nursing education was primarily taught for health care challenges of the early 20th century. Education for nurses leading into the 20th century was the basics of keeping patients alive and helping the patient themselves with activities of daily living, and not including the patients family. Going into the 20th century, the registered nurse needs to be better educated, to know more than just the basics of daily task and procedures. The higher education for the nurse, the better education and prevention that nurse can provide to their patients and patient families....
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...High School: a media analysis of Glee The following is a paper I wrote for a sociology class and I have been thinking alot about group dynamics and fitting in and the difference a close knit group of friends can make in one person's life...more on that topic to come. The minority to be analyzed is the subordinate group in the high school environment. More specifically: how can membership in a subordinate group perceived as “bottom of the rung”, enhance the cohesiveness of that socially subordinate group in the adolescent environment, and how does the subgroup attempt to overcome the negative perception imposed on them? The hypothesis being that members of a social group with specific goals, perceived as subordinate and influenced by the social superiority of their peers will bond as a result of common social maltreatment as well as common goals. The results of this study can provide an understanding of the realistic ability for high school aged children to develop healthy relationships despite their subordinate status within their social environment and whether this idea is accurately represented in the media. Literature Review In addressing the concrete definition and study of cohesion, Moody and White explain the ongoing issue of cohesion this way: “Although questions about social cohesion lie at the core of our discipline, definitions are often vague and difficult ...
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...determining factor to securing employment. One way in breaking the ice of interviewing jitters is to prepare the students in advance. The Civil Engineering/Structural Design and Construction Engineering Technology program at Penn State University held a Mock Interview and Panel Discussion event to help students better prepare for an interview as realistic as possible. This was accomplished by inviting professionals from the industry from the construction management and engineering design fields to interview the students. Similar to speed dating techniques, each student had a 20-minute interview with each professional and then was critiqued on their performance. This paper discusses the step process of the mock interview event, feedback from the industry and students, and what lessons were learned. Overall, this paper shows how a mock interview event can be a...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...Case Study Analysis Paper 1: A Tale of Two Coaches John Bentley Grand Canyon University Leadership Styles and Development LDR-600 Armando Sotero February 27, 2013 Case Study Analysis Paper 1: A Tale of Two Coaches It was the best of basketball and it was the best of basketball or was it. The purpose of this paper is to analyze the leadership styles of two successful NCAA basketball coaches: Bobby Knight and Mike Krzyzewski. First, the paper will identify the leadership perspective of each coach. Leadership Perspectives Coach Knight and Coach K were at the center of and embodied the will of their teams. Northouse (2010) described this as a process between the leader and followers…leaders affect followers and vice a versa. Coach night devised a system he expected the team to follow. He said to the players, “Follow our rules, do exactly what I tell you and you will not lose (Snook, Perlow, & Delacey, 2005).” In a similar fashion, Coach K taught discipline too. He invested heavily in drills and skills while focusing on the needs of each player…helping players become a team. Interesting enough they both had one rule to follow…don’t do anything that will harm the team (Snook, Perlow, & Delacey, 2005). Besides a leadership process, each coach used personality to influence team results (Northouse, 2010; “How does“, 2007). Coach Knight’s demanding behavior, meticulous plans and expecting perfection from players is evidence of a conscientiousness personality...
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...marketing being questioned and marketing budgets cut. White Paper: I believe marketing is essential to the success of organisations. However, sometimes marketers are their own worst enemy, failing to account for their often considerable Marketing’s decline: budgets, falling back on dull and uninspiring campaigns, and floundering when questioned on the financial impact of their strategies. a wild exaggeration? Dr Evmorfia Argyriou, Aston Business School, UK This White Paper, the result of research completed for The Professor Peter Leeflang, Rijksuniversiteit Groningen, The Netherlands Institute by Aston Business School, reveals how marketers themselves perceive their role and importantly how they are Professor John Saunders, Aston Business School, UK and AUDENCIA Grade École, Nantes, France perceived by their colleagues in the finance department. Professor Peter Verhoef, Rijksuniversiteit Groningen, The Netherlands Whilst marketing is unquestionably central to business success – with marketing orientation and the influence of marketing within a firm critical to business performance – our Paper shows that marketers must overcome their own Contents weaknesses if they are to prove the value they add and earn the respect of their peers. 2 Marketing’s decline? 4 Marketing now David Thorp Director of Research and Professional Development 6 Marketing is loved! The Chartered Institute of Marketing 7 Calling our bluff 8 Stuck in the muddle 10 Win-win strategies for marketing 18 Marketing ahead! cpd 1 hour...
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...Yancy Hoyle 238925 TCP1- Task 1 Thesis: An effective leader is faced with many challenges while striving to meet the needs of the organization and to accomplish those goals with minimal resistance, he or she must understand why employees behave in the ways that they do, become adept at engaging employees, manage employee performance, and facilitate organizational change. |Blanchard, K.H. & Hersey, P. (1972). Management of organizational behavior: Utilizing human resources 2nd ed.). Englewood Cliffs, NJ: | |Prentice-Hall, Inc. | | | |In this text, authors Blanchard and Hersey address workplace behaviors and how leaders can recognize and either reinforce or redirect specific| |types of employee conduct. They also discuss a variety of motivations behind certain behaviors, such as social mores, individual needs, and | |peer influence. Understanding why employees respond well or poorly within the workplace is critical to managing both human resources and in | |pursuing the goals of the organization. Blanchard and Hersey are both recognized leaders in management theory, with numerous books, articles, | |training programs, and trade publications to their credit, both as a team and separately. The first...
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...Page 6 Change Matrix Page 7 Strike Initial change reaction Page 8 TABLE 3: New Recommended changes. Page 9 Recommendations based on failed changes in Table 2: Change Model: Page 10 GSRTC and Kotter Page 11 Managing future change at GSRTC. Recommendations Page 12 Steps to Change: Page 13 Conclusion Page 14 References Introduction: This paper will reflect on the number of changes that Gujarat State Road Transport Corporation went through in response to two events, (1) Government of Gujarat to allowing competition (2) Paying back several years of unpaid wages to employees. These events would cripple Gujarat State Road Transport Corporation if it was not for dynamic changes. The changes that took place after these events proved to be unwelcomed by the employees resulting in a strike, again, impacting Gujarat State Road Transport Corporation. By reviewing this case and analysing change modelling literature, this paper discusses the implementation of Kotter’s eight step change model to assist in the success of managing change. In addition to Kotter’s linear model, Senge’s fifth discipline is suggested to assist build the foundations for a learning organisation. Combining a change model and a holistic learning organisation the rate of success will increase if managed and lead correctly. The success should be measurable in this case a lot of the changes are financially measured and can be recorded and monitored. Situation: Gujarat State Road...
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...Division and Diversity Division and Diversity Veronica Benson Cunningham Grand Canyon University: EDU 131N September 16, 2012 The Behavioral theory that I will discuss is behavioral psychologist B. F. Skinner (1901- 1990) who sought to understand why our voluntary actions are influenced by what happens to us immediately after we perform an act. In the 1960’s his ideas were used to develop behavior modifications techniques which are still used in present day. He is best noted for his research on operant conditioning and negative reinforcements. He developed the “cumulative recorder,” which showed rates of responding as a sloped line, as well as the skinner box ( tested a rat using a lever to get pleasure from positive reinforcement). The device (“cumulative recorder”) determined that behavior did not depend on the preceding stimulus as previously thought, but that behaviors were dependent upon what happens after the response, called the operant behavior. These principles can be witnessed in teaching, child rearing, and promoting the development of healthy social relationships. Skinner’s theory of reinforcing stimulus states that an act will be repeated if it receives a reward (reinforcement). We may repeatedly try to get this attention even more to receive this reinforcing stimulus. He felt that a person receives this stimulus only immediately after a particular act occurred. Although Skinner never used the term Behavioral...
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...“The executives at companies that went from good to great and sustained that performance for 15 years or more were all cut from the same cloth. It didn’t matter when the transition took place... the successful organisations all had a level 5 leader at the time of the transition” (Collins 2001) Discuss the importance of leadership in the context of developing corporate strategy. (Summer 07) Leadership is incredibly important in developing corporate strategy. Good leadership and bad leadership can have huge beneficial/detrimental effect to a company and its strategy development. There are many dimensions of leadership such as: * Leadership and Teamwork: Leading the individuals and promoting teamwork in the team/division that they are under. * Time management: Insuring time is spent wisely and deadlines are met. * Decision-making and Problem solving: Leaders have to make decisions that will affect the whole team and come up with solutions to problems that they encounter along the way. * Creativity and Innovation: Leaders have to be creative and innovative as they strive to get the best out of the group of people that they are working with. * Motivation: Leaders have to motivate their team in whatever task they are involved in. * Communication and Presentation: Leaders communication skills will have to be excellent as they have to communicate not only to the team they are working with, but also their supervisors. * Vocation: Leaders have to be passionate...
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...Introduction Negotiation is a method of conflict resolution. It is a problem-solving process in which two or more parties attempt to resolve their disagreement or conflict in a manner, and through a process, that is mutually agreeable. Where as the general concept of negotiation is easy enough to understand, in practice it can be an extremely difficult proposition. Negotiation is further complicated when the parties find themselves negotiating across dissimilar cultures. “Culture is a powerful factor in shaping how people think, communicate and behave. It therefore affects how they negotiate” .Our presentation investigates the impact of culture on negotiations. It begins by defining culture, to include a discussion on how culture is imbedded in an individual through their mental models and values. It then breaks out the four dimensions of culture identified by Geert Hofstede. A general overview of negotiations follows the culture. It includes a definition of negotiations and discusses the range or continuum of negotiation styles. The section on negotiations closes with an overview of negotiation skills to include the actors and their frames of reference. The final idea provides a description of how culture impacts negotiations. First, it overlaps four elements of negotiations; actors, structure, strategy, and process with Hofstede’s dimensions of negotiation. Then, a summarization of cultural affects on specific negotiation styles is provided. Defining Culture Working...
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