Southwest Airlines - Effective employee relations program/ Career development Southwest Airlines Southwest is a major player in the airline industry, which employs nearly 35,000 individuals. According to an article, (Hollis, 2003), Southwest Airlines has taken a different approach to building interactively relationships with the company, with employees, and with its customers to ensure the success of the business. As a result, Southwest has sustained an enhanced growth and profitability when most
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Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities
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Henry Tam and MGI Team Within the MGI team there was four key factors that led to problems with the team: the organizational structure, the lack of establishment of team values or vision, no development of trust, and the lack of acknowledgment of the team members personal needs. From the first meeting it was clear that the team had no defined organizational structure. There was no designated leader and were no roles established. The problem with this was that the team members all had different
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organizational context as a professional development tool, which takes the form of transfer of knowledge from an experienced person – termed as mentor – to a comparatively less senior person in the organization. Through mentoring professional knowledge and experience is transferred to a less experienced person (Hirschfeld, Thomas and Lankau, 2006). The goal of mentoring is to assist the mentee in personal and professional development. Learning and development in organizational contexts is closely associated
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LEADERSHIP DEVELOPMENT FALL 2015 COURSE DESCRIPTION This course is designed as an introductory leadership development course. It provides an introduction to leadership and leadership development with an emphasis on expanding student understanding of personal traits, values, characteristics, and developmental tasks as a foundation for developing leadership skills and competencies. PRIMARY INSTRUCTOR Charles Beard Instructor School of Human Resource Education and Workforce Development Louisiana
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Organizational Change and Personal Leadership Development Plan “A Successful Downsizing: Developing a Culture of Trust and Responsibility” William Paul Barrett Dr. Paul Richardson September 7, 2015 Abstract In this collection, the discussion of leadership development plan (LDP) is being explored. This is originated from an author’s point of view. The framework is from the author’s personal leadership experience. Also, included are assessments, skills, various styles, trials
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Self-Assessment of Leadership Practices In this paper, you will be introduced to my leadership self-assessment based on seven habits profile. I will share with you more in detail regarding my strengths, weaknesses and recommendations for leadership development. In the end, I will present you with SMART goals in order to support my future goals. Seven Habits Profile and Findings Seven habits profile is a self-scoring statement form. Using the best judgment, reading each statement, I circled the number
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There are various methods and styles of communication that are merely more than two or more people agreeing on a given subject but is about understanding differing views, information, and, or sharing ideas. However, this cannot be accomplished through and ineffective process. This paper will discuss the importance of effective communication, healthcare communication, therapeutic communication and its effects on outcome, and the effects of lack of communication on outcomes. Communication
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The Clarion School for Boys, Inc – Milwaukee Division June 14. 2014 MGMT 408 Rene Trevino Introduction The best way to divide up a project is to find out exactly who does what and how. Basically who ate the key players in the project? It seems like the key players are as follows: * The Social Services Department is responsible for ensuring that those under care receive the appropriate clinical treatment. Access is required to treatment files, email, mail routing and dictation. The
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meaning feedback for performance that is not up to par with procedure as well as praising employees for a job well done.” (Mayhew, R. 2013). Process performance management includes service approaches, that consist of production line, self-service, and personal attention approaches. This summary will also cover product approaches for their process performance measurements that consist of, batch assembly line and continuous flow approaches. This executive summary of process performance measurement will detail
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