9. what did you do? Tell us about an occasion when you chose, for whatever reason, not to finish a particular task? Tell us about a time your supervisor was absent and you had to make a decision? What steps have you taken to enable you to become more effective in your team? What have you done to become more effective in your career?
The success and performance advantage of organizations are very much reliant on its ability to align its internal arrangement with the demand of external world. The majority of organizations are faced with ongoing changes due to internal and external pressures. These pressures can lead to strategic changes that affect the entire organization or incremental changes that have a direct impact on a specific area. The economy today, organizations must continually examine their external business environment to maintain their competitive advantage by making internal adjustments. Introduction Managing employees’ resistance towards organizational change is one of the key problems to successful change.
Explain the stages of team growth. The stages of team growth are: I. Forming- At this stage the team members come together. There is a level of uncertainty which needs to be worked through by asking questions. The team leader needs to clearly communicate the team’s purpose, support the team and show direction. II.
Also, explaining how their roles align with the organization’s objectives and goals. The possible negative result of this successful solution could be that employees may not be on board with the change. Employees may be used to what “always been” in the organization. Part of the role profile is establishing and defining the behavioral competencies with in the organization. Line managers should also discuss what is expected of staff such as their personal drive, business awareness, teamwork, communication, customer focus, leadership, communication, developing
Human Resources managers are the ones who build an image that prospective employees are looking. Once hired, Human Resources managers must continuously evaluate their workers because in some occasions an employee can work better in another position. Another important
Outline how you, as an organisational leader, would gather information about continuous improvement needs and would contribute to and implement continuous improvement initiatives. Draft a memo to employees providing information about changes to plans and operations, the outcomes of continuous improvement efforts. Lastly, also consider customer service and feedback from customers that might contribute to identification of improvement opportunities. Include reference to the impact of change on individuals and groups within an organisation, risk assessment, risk management and techniques for successfully managing the different types of change. What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes?
This risk entails that the Crisp Project’s assigned leader is not experienced for their current managerial position. This will result to turbulence for the project. A new project leader needs to be hired as a result, or the current one needs to be trained to lead the Crisp project. The continuation of the report will explain the two risks in more detail assessing the level of the risk, the observation, additional facts, the impact on the project, and recommendations for how to address these two risks. Findings: 1.
Abstract The Life Styles Inventory (LSI) which I took identifies the thoughts and motivations which guide me as an individual and including behaviors. The LSI referred to my personal, management and leadership style .These areas will show the core of an individual's effectiveness or in this case my style and effectiveness. The characteristic of a person’s thinking and behavior contributes greatly to the way a person or individual performs their duties. Fortunately, people have the ability to change unsuccessful reasoning and behavior in such ways that can change an person’s effectiveness. First it is important that person know whether their actions are supportive of quality performance or act as a distraction.
My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
8) You disagree with the way your supervisor says to handle a problem. What would you do? 9) Who would you talk to if you discovered that a co-worker was disclosing confidential information that should not be divulged? 10) When would it be appropriate to bring in your supervisor while dealing with an angry customer? 11) How would you attempt to make changes in the process if you