What communication techniques demonstrate the company’s flexibility? There are several techniques used by TRI that demonstrates their flexibility. The top-down system they have in place shows that they have in place a structured management system. The open door policy of theirs shows that they are receptive to their employees’ ideas and grievances. The cross training shows they are always aware and interested in the advancement of their employees.
Assigment 3: Alan Mulally, CEO, Fort Motor Company Strayer University Leadership and Organizational Behavior – BUS 520 April 24, 2012 Dr. Joseph Nwoye Alan Mulally, CEO, Fort Motor Company Discuss the role of leadership and how it can impact organizational performance. Leadership is the way to guide people toward productive results to achieve the objectives of the organization. An effective leader has the ability to motive and influence others with their own ideas. Leadership can affect the performance of the organization depending on the level at which the leader function delegated to the manager and team leaders to plan, organize, control and operate effectively. An effective leader will use diversity at the workplace to combat the fierce competition in the market place.
COMPUCOM CULTURAL CHANGES To: Professor Derek Crews GM591ON Leadership and Organizational Behavior 10/22/07 COMPUCOM CULTURAL CHANGES In most cases it is the primary goal of any organization to promote growth. Often this is achieved by increasing individual or team performance and productivity. With such a goal in mind, cultural or even structural changes are often required. Sometimes these changes may be small and unnoticeable; at other times aggressive and immediate changes are required to promote company growth and wellbeing. The primary building block of any organization is the individual.
• Team cohesion - Within the team, members typically specialise in different tasks. The point of a team is that each individual in the team brings a range of skills, knowledge, attitudes, aptitudes, personalities and priorities to the team. • Personal achievement - The success of every individual is extricable bound to the success of the whole team. 4. It is important that the team’s purpose and role be collaboratively developed so all employees know and clearly understand the organisation’s vision, strategies, goals and objectives, and align their team goals with them.
The problem was only overviewed by the president, and the expectation of the OD consultant was that he will eventually find the roots of Don-Mary malfunction and resolve them successfully. Little information was provided regarding the deadline for the required resolution (Cummings & Worley, 2005). The only condition that was set in the very beginning was the employment need for both Don and Mary. The list of acceptable/non-acceptable solutions was not provided. The outcome of the contracting process was set as an effective decision about how to make the necessary efforts, determining the resources required in order to complete the tasks and record the risks, assumptions and constraints.
The debrief process enables reports to be submitted and evaluated, issues to be discussed, problems to be identified and improvement strategies to be developed. Gathering attendee’s responses using a questionnaire evaluation form. Reports generated by the evaluation process should be distributed to everybody involved in the planning process, to analyse processes and help close the gap between goals and actual performance. 4. Why do you as conference convenor prepare post conference correspondence?
The leader-follower relationship is important in practically every setting because one role cannot exist without the other. These relationships exist in small businesses, corporations, and community settings, among others. Kelley discusses followers with the intent to make the audience aware of what makes good followers and how we can be better followers. Kellerman writes her article with leaders in mind so that they may understand followers more thoroughly in order to benefit the company or organization in the long run. Robert E. Kelley and Barbara Kellerman focus on the followers in the relationship because they are the major driving force in the success of a company or organization.
ii. Leader of the group should avoid stating their opinions or preferences when assigning tasks. Give people time to come up with their own ideas first (like CEO’s behavior in the Case Study, which is commendable). iii. Assign at least one individual to take the role of the ‘devil's advocate’.
By having deadlines set like this, it made everyone accountable and able to have their information or opinion written up in the wiki so we were able to move onto the next stage in a timely manner. In a group task such as this, a major factor would also be the members wanting to succeed. As a group we were all focused on the same outcome, working together and putting our information into the presentation as best as we could. As we were all focused on the same thing, very early on we communicated clearly with our group members. I was heading away on a family holiday for a week and I told the other group members what day I was going away and when I was coming back.
As it continued to expand, it was vital that the company was running smoothly and they were advertising it properly. Because the company was structured, it meant that the employees knew what was expected of them and the work was divided between them. When the business was in its early stages, the employees would have had to report back to the owners telling them about customer needs and preferences then the owners would have acted upon it after doing their own research. At the time there wouldn't have been specific managers. The expansion and success is apparent, Tesco have thousands of employees who are working for them; they even have a team of employees to simply market the company.