understanding of own department's role within Indian Railways' overall goals; long-term thinking and planning; how to lead change, moving from ideas to implementation; financial evaluation of projects, etc. Participant Sanjay Gehlot, chief commercial manager, passenger services, Eastern Railways said, "This programme gave us a good idea of where we stand and where we are heading for. We acquired a theoretical framework as to what we should be aspiring for." He also pointed out a session that he found
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ASSESSING CHANGE MANAGERS’ IMAGES Introduction This exercise was carried out to assess change managers’ images. The work so far gives an in depth discussion on the actions of two change managers as they relate to the six images of change. In this regard two change managers were interviewed and both of them are in the retail business entity. For convenience, they are labeled as Change manager A and B of A and B companies respectively. The responses of both change managers were compared and contrasted
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meeting of the partners to discuss the matter. Before the meeting, opinions about the pressing problems of the day and proposed solutions were sought from the entire staff. The meeting resulted in a formal decision to create a new position, general manager of operations. The partners proceeded to compose a job description and job announcement for recruiting purposes. Highlights and major responsibilities of the job description include: • Supervising day-to-day office personnel and operations
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July of 2013 I was the director of Nutrition Services at the local Medical Center. At this time the facility decided to outsource not only my position but the positions of managers in 2 other departments to a worldwide company. I have a Associates in Criminal Justice, I am a certified Correctional Officer, a Certified Dietary Manager and will have Bachelor’s Degree in Business in May----a person would think I could do better. But with the job market the way it is and me being an older person—it has
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Ch#16 “Why Training Is The Boss’s Job” The problem Grove is describing in the last chapter of his novel is that “Most managers seem to feel that training employees is a job that should be left to others, perhaps to training specialist”. (Grove, p.222) When all along throughout each chapter he stresses his key ideology that, “The output of a manager is the output of the organizational units under his or her supervision or influence”. (Grove. 1983) As Grove implies in his mantra throughout the
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possible because Mr. Cohen already had years of experience in the company, so he could understand and navigate general company politics. Lone, obsessive geniuses may do well in a garage start-up but, in big companies, to make innovation happen, the manager first needs to embrace both the corporate machine and the people in it. On a personal level, Mr Cohen had a keen grasp of his shortcomings and knew when to recruit different thinkers for his team. He understood the iterative nature of the innovation
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PROJECT PLAN MAIL DISTRIBUTION CENTRE PROJECT MANAGER: Geoff Blackland START DATE: 01/12/2015 PURPOSE: Develop a new staff recruitment and selection process for mail distribution centre. TIMELINE: Three months REQUIRED STAFF FOR PROJECT: Henry Smith (Human Resources), Roger Tucker (Mail Distribution Manager) & Janine Taylor (General Manager) Interview Panel (to be advised) Stage 1 of the Planning Process: 1) Select the Interview Panel and block out appropriate times to conduct
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exist. Many of Google’s employees are also highly independent and do not like being micromanaged. Garvin (2013) described a 2002 experiment where Google made their organization flat, eliminating engineering managers, the company realized that managers do more than just manage projects. Managers contributed to the company, “by communicating strategy, helping employees prioritize projects, facilitating collaboration, supporting career development, and ensuring that processes and systems aligned with
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Managers and employees can use this Article in many different ways. For one this can be used in trainings in more than one way, it can be used to set examples in the work place, it can be used in corporate, and it can be used by managers to increase and do research on the job performance in the work place. The information in this article can be used in a training to explain how dress in a particular fashion, or attire can effect how one get their job done. The manager can make comparisons on how
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Emerenciana Soriano. The department maintains a file of the company’s record of personnel. The branch managers are responsible for recruiting branch personnel who we trained at the head office from one week to one month. When the position of branch manager becomes vacant, the general manager pulls someone out from the Marketing Department to fill the vacancy. The performance of new branch manager is lackluster in the first few months. After a year, either their performance improves, or failed totally
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