Once a task has been selected another question is posed; “is this the correct choice for the organization?” (Drucker) This questions pertains to the organization, not the owners, shareholders, or employees. An action plan is then made. The action plan defines the tasks, responsible parties, affected parties, informed parties, and timeline for each task to be completed. Action plans are often edited. There should be multiple meetings to review the action plan as well as any issues that have occurred.
For example, this could be: • Your current workplace • Your current place of learning (school, college, etc) • A workplace that you are familiar with (you have worked there in the past, a friend / family member works there, etc) • A place of learning that you are familiar with (you have studied there in the past, a friend / family member studies there, etc). Part 1: Creating a diverse environment 1. In relation to your chosen workplace / place of learning, provide examples of policies / codes of conduct that encourage and / or protect equality and diversity. 2. In relation to your chosen workplace / place of learning, describe what is expected of members of staff who have specific responsibility for equality and diversity.
Family like culture, and resistant to change: should have capacity to change, family like culture does not fit future growth. ii) Diagnose the problem(s) by examining if the problem(s) is due to the lack of fit of the organization structure with the contextual variables or due to process-related causes or both. (This link is important – the idea is to see if the lack of fit (if the fit is not there) is causing some of those problems). Part 4: Problem Solution i) Identify alternative solutions. Structure matrix: since they have many products to develop.
Provide different ways the OD consult could have prepared for the initial meeting. He could have: • Collected preliminary date of the organisation • Clarified the nature of the organisations current functioning • Clarified the issues to be addressed • Clarified what the clients possible solution might be • Determined the relevant client who can directly impact the change issue • He could have submitted a proposal to Robert Denton, in order for him to assess whether he is qualified to be chosen as the OD Practitioner 2.1 In what ways were these discussions effective or ineffective for the OD Practitioner? • The discussions were ineffective as Denton could only provide him the symptom of the problem in a vague statement “ things nag at me that I can’t put my finger on ... ... we haven’t yelled together as team quite like I’d hoped” 2.2 Are there other questions that might have been asked to clarify organisational issues? • Asked around the nature of the organisations current functioning • Clarified the specific issues to be addressed • Asked Denton his clients possible solution might be • Asked Denton who can directly impact the change issue 3.1 How was the mutual expectations, time and resources and ground rules determined? • Mutual expectations was only discussed in the form of the OD Consultants fee, they did discuss the time in the sense of a weekend retreat and resources was discussed in that the OD Consultant will conduct employee interviews and the only ground rule discussed was
I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised. Causes and Explanation Because there are a variety of personalities within the work place it is inevitable that there will be conflict at some point and this could be for any number of reasons; * Different Personal Values; at some point you may be asked to complete a task that conflicts with your ethical standards. When work conflicts with personal values conflict can arise very quickly and this can be overcome by trying not to ask people to do tasks that you know will cause them distress due to their beliefs/values. * Unpredictable Policies: When rules or policies change within the workplace and those changes are not communicated clearly, confusion and conflict can occur. It is essential to inform people of changes and why these changes are happening as when you are aware of why something is being altered you are much more likely to accept it.
Inherent in the concept of strategic leadership is the notion that this environment requires different ways of thinking and problem solving. This article introduces some concepts of systems thinking and suggests that it is a framework that should be understood and applied by strategic leaders. It is insufficient and often counter-productive for strategic leaders to merely be good cogs in the machine. Strategic leaders must also be able to discern when a venerated system or process has outlived its usefulness or when it is operating as designed, but against the overall purpose for which the organization was established. Sociologist Robert K Merton coined the term “goal displacement” to describe this phenomenon.
And thirdly, we must separate ourselves from using social, political, religious and legal beliefs in making a sound decision on how to handle ethical situations that we encounter in our workplace as well as our daily lives. How will you handle your next ethical situation? Will you evaluate it with critical thought or base it on what the world around us
Jeremy should use the capital he gets from this deal in combination with his core competences, such as harvest resources and creating new and use existing contacts, to develop something new. 1. Recommendation Based on the given background, the situation analysis, and also our evaluation of the strategic options, our conclusion is that Jeremy should sell Cover-It to Cover Concepts. Below are the main reasons behind this recommendation presented. 1.1 Jeremy´s personality and poor health Since the company is revolving around Jeremy and the main asset is Jeremy’s declining health could jeopardize the entire company.
I will then look at ways I have assessed learners. The summary will draw together my reflections of practice so far and highlight improvements so far in the format of a professional action plan which will help me maintain professional status and practice professionally, in my position as Business Studies Teacher in Prince William School and Sixth Form in Oundle and later if I return to FE as a Teacher of Business Studies. What is professional practice? (Learning outcomes 1) Before I can reflect on my practice so far it is worth me thinking about what professional practice is. As a graduate I spent many years as an Operations and Unit manager in retail and hospitality and although my service and qualifications entitled me to be part of a trade professional body which set out their own code of ethics, the public would not have considered me in the same light as a doctor or teacher.
Conflict and Negotiation Group 25 Management 340- Organizational Behavior Dr. Shaun Pichler California State University of Fullerton Introduction Conflict is opposition or disagreement between individuals or entities that differ in interest, perceptions, and preferences (Joyce S. Osland, 2001). Workplace conflicts occur when individuals or groups are required to cooperate to meet challenging goals, are placed in ambiguous situations, resources are scare, task expectations, and authorities and control are not defined. Negotiation is the process in which parties with different preferences attempt to make joint decisions for conflict resolution (Zartman William , 1997). Conflict resolution is a situation after effective negotiations have taken place. Reasons for conflicts are eliminated and working relationships are maintained or improved.