mentor, Major General Ng Chee Khern, Chief of Air Force (2006-2009), to whom I owe my deepest respect, appreciation and most heartfelt gratitude. 3 4 You’re almost done with . The next challenge is . adolescence National Service leadership survival skills Now’s the time to hone your and for life. 5 Major (NS) Stanley Chua is the founder and lead trainer of NS Formulas, a private consultancy that psychologically prepares youths to flourish in National Service (NS). 6
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effectively manage. Furthermore, outside circumstances such as time and resources, may exacerbate the issue. These obstacles, albeit not comprehensive, consist of role ambiguity, conflicting interests, resistance to change, and lack of cohesion and its effect on the difficulty of information sharing (Chan, 2008). Role Ambiguity In forming teams, organizations often form new positions and responsibilities previously non-existent within the current design. This creates a level of uncertainty
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Case 4a: Microsoft Q1: A company’s ability to attract, motivate, and retain superior people is a key determinant for success in any organization, and Microsoft was at one point unmatched in their ability to do just this. Subsequently, their recruiting and retention strategy was indeed likely their core source of competitive advantage when the company was an engine of exponential growth. As Microsoft entered the 90s however, with the company’s growth slowing, and the organization moving towards
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Sources of resistance in organizational change and ways to overcome resistance Introduction An ancient Greek philosopher, once quoted that the “the only constant is change” (Heraclitus, unknown). Organizational change is an inevitable factor given that there are many components which are outside the organization which undergo changes and then sustenance of the organization then depends on adaptation. For example, the most recent change that we can see is the causality of the economic crises which
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purported by its author. Browne (2012) defines the issue as the question or controversy that is responsible for the discussion, the actual stimulus (p. 19). In the memo by A. Ravaswami to one of his colleagues, the issue raised is whether a leadership development program is even necessary (A. Ravaswami, personal communication, October 10, 2012). This is an example of an explicitly stated prescriptive issue. The author is raising the question as to what is the proper route for training his top-level
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as cited in Jones, 2007). Within the context of international management, culture involves different dimensions. Four major dimensions provide frameworks for identifying international differences in culture (Jones, 2007). First, GLOBE (Global Leadership and Organizational Behavior Effective) Project team classifies cultural differences along four different dimensions:
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Summarizing FEMA’s National Disaster Recovery Framework Submitted in Partial Fulfillment of Requirements For PROJ 587 Advanced Program Management Keller University @ DeVry University Online Dr. Robert Kenmore, Professor Group Project – Gilbert, Reynolds-Myers, Ladson, M. Williams, Williams, & Sampath January 18, 2014 I. Strategic Plan A. FEMA’s National Disaster Recovery Framework
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If Successful, Then Why Does My Frustration Grow? Stacy Lynn is the Coordinator of Student Activities at Mid-State Community College (MSCC). Stacy has just completed three new student orientation (NSO) sessions. The initial feedback from 525 new students and their families has been overwhelmingly positive. Stacy considers the NSO sessions to be a success, however on a personal level Stacy is feeling anything but success. This is due to the set of circumstances that led to the recent completion of
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GM591 Leadership and Organizational Behavior Through utilizing the information from the case study of “The Forgotten Group Member,” and the explanation of the stages of team development in the course textbook, Organizational Behavior, (2010, p. 166) of forming, storming, norming, performing and adjourning, the majority of the group members are in the norming stage, but never resolved issues that started in the storming stage. Therefore, collectively, they are still in the storming stage. The
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Aleena Gilani Human Resource Management Final Paper “Google’s mission is to organize the world’s information and make it universally accessible and useful.” (Company – Google. (n.d.). Retrieved from http://www.google.com/about/company/) Google, which originally was call “BackRub”, was founded by two men, Larry Page and Sergey Brin who both went to Stanford University together in 1995. The Google company itself was founded in 1998. The founders had made a list of “10 things” that they believed
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