BUSM 4194 Leading for Change (Singapore semester 3, 2013) Exam Case study Yarra Valley Water: Learning and change for sustainability By PATRICK CRITTENDEN, SUZANNE BENN AND DEXTER DUNPHY Introduction Yarra Valley Water (YVW) is widely recognised in Australia as a leader in corporate sustainability. The Victorian Government-owned water utility delivers water and sewerage services to over 1.6 million people in the northern and eastern suburbs of Melbourne. Its operating licence covers over
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undertaking has a significant impact on the company and employee. According to Dr. Tara Carprenter and Tim Barnhart (2007 para. 1); “job analysis consists of identifying a job’s component parts and then discovering what employee behaviors are required for successful performance (Carpenter, Tara Dr. & Barnhart, Tim).” This analysis will then transition and lead to additional HR functions such as recruiting, compensation determination, hiring selection, training needs and performance appraisals. The ultimate
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1 Insights, strategy and solutions 10 2 Leading HR 14 3 Organisation design 17 4 Organisation development 20 5 Resourcing and talent planning 23 6 Learning and development 26 7 Performance and reward 30 8 Employee engagement 33 9 Employee relations 36 39 10 Service delivery and information Behaviours 42–51 The Profession Map behaviours 43 Curious 44 Decisive thinker
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» THE HIGH-PERFORMANCE ORGANIZATION BEST OF HBR 1993 It w o n t surprise anyone to find an article on teams by Jon Katzenbach and Douglas Smith figuring into an issue devoted to high performance. While Peter Drucker may have been the first to point out that a team-based organization can be highly effective, Katzenbach and Smith's work made it possible for companies to implement the idea. In this groundbreaking 1993 article, the authors say that if managers want tomakebetterdecisionsaboutteamsjthey
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Melissa Roberts 9610377 Global Strategy & Leadership S2 2013 Case Scenario 1 Pacific Brands The aim of the restructuring strategy of PacBrands is to refocus the business on brands and move away from manufacturing. It requires a major restructuring including cost-‐cutting; reorganizing capital management and
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certificate of originality 7/7/11 80 Learning Team Charter Create the Learning Team Charter. To receive full points, you must submit a complete charter, not just contact info. 7/7/11 30 Week Three: Compensation and Benefits Details Due Points Objectives 3.1 Analyze the impact of various compensation methods and benefit programs on employees and organizations. 3.2 Relate salary and benefit administration strategies to organizational culture and performance. 3.3 Examine how incentive plans relate
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evidence as a way of providing quality health services to patients. The main goal of evidence based practice on novice nurses is to impact informal knowledge and skills to new nurses. Novice nurses will gain the required competence skills as they continue training under the skilled physicians. Novice nurses will be accessed on regular basis to determine the EBP positive impact on their transition exercise. Therefore, the evidence based practice on novice nurses will provide best intervention for quality
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Introduction This paper is a case study on “ Allan Mullally CEO, Ford Motor Company” which discusses, firstly the role of leadership and how it can impact organizational performance. Secondly Mulally’s leadership style at Ford Motor Company and provide examples of how his actions fit this style. Thirdly how goal setting helped Ford improve its performance. Fourthly, asses Mulally on each element in communication openness including message transmission, trust, agendas and goals. Fiftly, evaluate
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“bringing sweet moments of Hershey happiness to the world every day,” summarizes their company, their people, their past and their future. (About Hershey, 2010.) Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. Hershey’s performance management system already appeals to the diverse groups that it employs, they are a well rounded group that continues to be successful. Their system already is appealing to their diverse groups; they
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required to move to clinical nursing practice competence while giving the skills required to meet the mission and objectives of the organization, the program gives nurses the administration abilities to work cooperatively within a multidisciplinary team. The nurse residency program bridges the gap between
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